5 performance objective Essays - Marketing, Management, Quality

5 performance objective Essays - Marketing, Management, Quality 5 performance objective (2013) what are the generic performance objectives that operations are mostly seen to compete on? Fully explain the performance objectives and the advantage that each may support. What trade-offs may be made in pursuit of a specific competitive advantage. E.g. low cost product/service. Evaluate the extent to which the 5 performance objectives are applicable to a small, independent record shop and chain of large record shop suggesting which objectives might be the most critical to each service. Using the 5 performance objectives to frame your argument, how could a small convenience store/corner shop ever hope to complete with a large supermarket? Using the performance objective, in what areas would the small shop have difficulty in competing. QUALITY: is consistent conformance to customer expectations, all operations regard quality as a particularly important objective. It is a major influence on customer satisfaction or dissatisfaction, it they satisfaction they will likely return. The advantage of good quality is not only effect on external customer but also makes life easier inside the operation as well. First, quality reduces costs, if things are done correctly first time, expenditure is saved on sorting out and correcting mistakes. Second, quality increases dependability, there is fewer problems because poor quality means a more reliable delivery process. For example, Quality in supermarket is products are in good condition, the store is clean and tidy, decoration is appropriate and attractive, staffs are courteous, friendly and helpful. SPEED: is the time delay between customers requesting products or services and them receiving them. Speed is important because of its advantage are externally, speed is an important aspect of customer service and speed reduces inventories by decreasing internal throughput time and reduce risks by delaying the commitment of resources. For example: speed in supermarket is the time taken for the total transaction of going to the supermarket, making the purchases and returning kept to a minimum( giu o muc toi thieu) and the immediate availability of goods. DEPENDABILITY: is doing things in time for customer to receive their goods or services exactly when they are needed, or at least when they were promised. The advantages of dependability are externally, dependability is an important aspect of customer service and internally, dependability within operations increases operational reliability, so saving the time and money that would otherwise be taken up in solving reliability problems and also giving stability to the operation E.G. dependability in supermarket are predictability of opening hours, proportion of goods out of stock kept to a minimum, keeping to reasonable queuing (xep hang) times, constant availability of packing. FLEXIBILITY: is the ability to offer a wide variety of products or services to the customer and to be able to change these products or services quickly. It can provide 4 types of requirement namely product/service flexibility( introduce new product/service), mix flexibility (wide range of goods stocked, mix of product and service), volume flexibility( change output depend on over time), delivery flexibility( change the timing of the delivery of its service/product). of flexibility is the increased ability of operations to do different things for different customers high flexibility lead to produce a high variety of products/services. Some organizations develop flexibility through customizing product/service for each individual customer. They manage to produce in high-volume which reduce the cost is called Mass customization. advantage: flexibility speeds up( tang toc do) response, saves time, maintains dependability e.g. flexibility in supermarket are product/service flexibility-th e introduction of new goods or promotions, mix flexibility-a wide range of goods stocked, volume flexibility-the ability to adjust the number of customers served, delivery flexibility-the ability to obtain out-of-stock items. COST: the companies compete directly on price, cost will clearly be their major operations objective. The lower the cost of producing their goods/services lower price for customer. Externally, low costs allow org to reduce their price to gain higher volumes or increase their profitability on existing volume levels . internally, cost performance is helped by good performance in the other performance objective. E.g: high quality do not waste time or effort to re-do things. High speed reduce level of in-process inventory between processes as well as reducing administrative. Dependable rely on delivery exactly as planned, this eliminates wasteful disruption and allows the other processes to

Organizational studies Essays

Organizational studies Essays Organizational studies Essay Organizational studies Essay The main characters in this movie are James p. Sully and Mike Waxworks as the workers at the Monster Inc. Another key characters are Henry J. Watermelon the Company Chairman, Randall Bogs the co-worker, Number 001 the Chief Of Children Detection Agency (CAD) and Boobs as the children. Generally, Monster Inc. Is viewed as a power sourcing company with target to produce energy source as many as they can and they have a slogan Mime scare because we care. They have scaring doors as a production doors and numbers of highly skill and professional scare teams. It is assumed that Monster Inc. Is the sole electrical energy provider for Monstrosities using children fearful scream as a source. The source is collected and preserve in the energy bank in the form of yellow bottle can. Monstrosities is populated with monster being and the films showed that the connection between monster world and human world is the children. The technique to scare the children is not easy as it perceive because from the beginning the monster believe that children are toxic and touching them would be fatal. Monster Inc has a training centre to produces the special scaring team that can go into the unman world and scare the children effectively without physical touch to their body or any of their belongings. How the Monster Inc does reflect as an organization? What elements of organization that can we expound from the movie? Company Theory Monster Inc as a commercial organization, they employ monster to achieve the target, and they bring together the monster and the sources to produce the solutions of the needs. Monster Inc has a leader to manage the organization. The company in the movie is a large power company. Just like any factory, employees bunch in to start work and bunch out at the end of he day. Employees and managers are separate in the hierarchy of the organization. In the Organizational theory, study of the organizational behavior with the environments, Monster Inc fit in the Resource Dependence Theory. Resource Dependence Theory is a theory of organization that seeks to explain organizational and inter-organizational behavior in terms of those critical resources which an organization must have in order to survive and function. As an open-systems theory, the resource dependence argument suggests that a given organization will respond to and become dependent on hose organizations or entities in its environment that control resources which are both critical to its operations and over which it has limited control. From the Movie, Monster Inc. Have three external environments that they need to adapt in their organization, the population, CAD and the children. The production of the power of the screaming children contributes to the survival of Monster Inc. They have imperative responsible to provide daily needs of the monster world, without Monster Inc. The monster world will have disastrous circumstances. So they have the obligation to maintain their revises in order to avoid that situation. Apart of that they have to complied with the regulations that no physical contact with the human world. Monster Inc. Company Organizations has been designed adapting to those environments. If any of the factor changes, Monster Inc. Also need to change. Their setback with one of the environments is that their only source of energy has evolved; the children are becoming hard to scare and Monster Inc. Chairman found that the situation is critical. This is where Henry and Randall secretly find alternative means to extract children scream by force. Their lack operation is a reaction of the scarcer resources and the policy set by the CAD. There is no observation that indicates Monster Inc. Acquire Research and Development department that can innovate the technology of power extraction. All by coincidence, they found other alternative resource to acquire the power source, which are by extracting children laugh that are ten times stronger than their scream. Scaring technique is not required anymore and technique making the children laugh is the preferable skill. Also there are no harms of physical contact with the human. At the end Monster Inc. Have hanged and may evolve into better organizations which the resources are multiple now. Company Structure @ Company System Monster Inc. Organizational structure is designed in hierarchy structured. First there is distinction between the workers what might be called administrators like the CEO and COO and the training manager. This shows that there are a hierarchy of managers and workers in the company. Second the leadership is shown on personnel level when Mike and Sully go out their way to save the company and the child form destruction. They uncover scandal in the organization that goes all the way up to the CEO. Their main components in the organization is the Scarecrows, they have numbers of scaring team working daily producing the power resource. The scaring team comprise of the scarcer and assistant. The scaring team on the Scarecrows in structured in horizontal line provides mass outcome daily. It is assumed that the account department, marketing department and training department are at the same level structured where they are direct link to the chairman. CAD is not part of the company, but CAD may not relevant in future in their operational after finds that there is no toxic effect by the children if contact. Company Strategy Monster Inc fosters good image and a reliable power company to the perception of the public in their advertisement. Even after the reveal of the scandal, Monster Inc they have promoted new paradigm of power sourcing where by the end of the film, the company is back in the black and a positive light when they change from screams to laughter as the best practice for powering their world, During the movie we see television commercials for the company with its slogan and tagging. We also see magazine covers and advertisements with corporate image messages. They continuously enhance laity of create power where the scarcer compete each other to be the high score scare leader. Through their work and through the training program, the organization is trying to improve their efforts to create power for the city. Turning to laughs in the end, instead of screams, is really TTS. Corporate culture Monster Inc presents corporate culture that shown in the routine of the workers. Employees of different job types socialize together in the break room and in the hallways. Workers relationships have created a culture which is the workers activities, the company history in the intranet and the way the errors look up to Sully and Mike and the CEO, who uses a walking around type of management style. Sullen is a hero of the company because he has been the lead scarcer for years. Other employees look up to him for advice. The company values safety and quality work. This is shown through the display of safe days and high production of the scarcer. Rites and rituals are also there through the procedures that are used and reinforced by the employees. Conclusion It seems that in this movie, Monster Inc the only company that serves the public for power resource. Without Monster Inc, the disruption of power apply may unavoidable, and this is unacceptable circumstances. As a Company in the Movie, more or less, few organizational lessons can be extracted as example for learning purposes. Company seems to be observed as classic bureaucracy but equipment and technology may change the management theory into scientific management after finding out the laughter is the best options for power source. Company strategy must have far vision to make sure there will be no disruption of resource.

To explore the association between congestive heart failure (CHF) and Essay

To explore the association between congestive heart failure (CHF) and household income at the federal poverty level in individuals between the ages 20 and Up - Essay Example Once an individual is poor, equitable access to preventive and remedial health for congestive heart failure (CHF) becomes a challenge (He et al, 2001). The emergence of limited small scale programs which target the address of social and health needs like CHF of the poor individuals in the society is encouraging. However the commitment of the national, state, provincial and local levels supposed to implement the policies has been inadequate (Walsh & Warren, 1980). These organs have failed to dedicate resources and funds required to expand such individual level interventions into comprehensive programs which can integrate preventions and services as well as deliver sustainable programs especially to patients with congestive heart failure (CHF) of the federal poverty level in individuals from the age of 20 and above (Braveman, 2010). People below 20 years living with this condition often receive free medical interventions from bodies like UNICEF and WHO because they are classified as ch ildren. Hence, those living with the condition and are 20 years and above have to struggle to meet their medical bills. It becomes a challenge to those from poor households because they cannot afford the costs (Lang et al, 1997). The long term solutions supposed to address the connection between poverty and CHF lie in eradicating poverty and reversing the tendency of our health care systems which discriminate against those from federal poverty levels. The mortality rates of the poor with CHF are estimated to be 3-5 times greater as compared to those with good income earnings. CHF is a major cause of mortality in poor adults from the age of 45 to 64 years (Singh & Singh, 2008). The rate is three times higher in poor individuals aged 20 to 44 years when compared to an age-matched population from good income earning population. Increased CHF mortality rates among the poor can be attributed to a complex chain between unique and traditional rates. Some

About the Investment Options Research Paper Example | Topics and Well Written Essays - 2250 words

About the Investment Options - Research Paper Example Mutual Fund is a professionally managed pool of assets. Assets are collected from many investors. It is then invested in equities, bonds, money market instruments and other investment options. Mutual funds are open-ended or closed-ended investment options. The option to pull back the investment amount anytime is available with the investors. The number of units to be allotted for any individuals depends upon the amount of investment and the prevailing NAV of the company in the market. Suppose,  £500 is invested and the present NAV of the company is  £5. The number of allotted units to the investor will be (500/5  £) 100. The investor has to pay a nominal fee for their investments. Mutual funds are professionally managed, so the chances of losing money are also minimal than investing directly in shares. The diversified nature of mutual funds also keeps the risk level within the nominal range. Due to diversification, less return from one company or sector gets easily nullified by the higher return by other company/sector. Gold is possibly the most invested metals around the world. It is also the universally accepted medium of exchange. In accounting prospect, the depreciation value of gold is almost zero. Gold is also believed to be worked as an inflation hedge. In most of the times, gold has a negative correlation with the performance of the share market. This is why people prefer gold as their investment option when the equity market is underperforming. Fixed term bonds are the means of getting a fixed interest amount after a specific period of time. Fixed term bonds have the maturities ranging from 6 months to 5 years. It may vary depending upon the need of the corporate and also upon the market condition. These bonds are issued by corporate bodies. There lays a default risk embedded with this kind of bonds.  Ã‚  

Ways To Land Your Dream Job

Ways To Land Your Dream Job Finding your first job out of college is an exciting and sometimes intimidating process. On the one hand, your future depends on it! As you grow your needs and wants grow too, which put pressure on you to find that perfect job. On the other hand, todays world is much different from that of your parents generation. Its difficult to find a good job in this competitive age. However, that certainly doesnt mean there are fewer jobs available. There are trillions of job opportunities out there and you know that there are some in which no ones CV fits better than yours! But the only problem is that you dont know how to find that perfect job for yourself. Finding it can be downright impossible at times. Lets see how we can find that dream job. Know what youre looking for. If you havent yet identified your job target, what are you waiting for? Now is the time to do so! Only majoring or educating yourself in a particular subject does not decide what job you are going to do in the future. A major in social sciences can end up doing totally different jobs, say for example work in an NGO, or teach at a school! Similarly a business manager can deal with totally opposite operations too. So it is vital to know what are you looking for? What is it that you actually want to do? Research! Finding your ideal job takes effort. Its not enough to simply post your resume, job application, and cover letter to one company and wait for the employer to call you up. If you want to find the best job, you need to engage all your resources. Research the types of companies you want to work for and find out as much about them as possible. With internet at our disposal, research is not a big deal; however, dont limit yourself to searching on the net. Look in the local newspapers too and highlight the seemingly good companies and try them out too. Look up for a job on daily basis. There might be days when youll find nothing in the newspaper, but dont stop checking out the newspaper. You never know the day you miss to check it out, you loose on a great job. Also, if you are the first to apply, chances are the company might end up hiring you because sometimes companies are in dire need of employees and want to hire someone immediately. Use your contacts! Its okay to use your contacts to find a job. Whats wrong is that you use them unfairly! If your uncle works at a company, you can ask him to find if there is any vacancy and if the work is interesting. Finding work through contacts is relatively good because friends, relatives and acquaintances will probably always recommend something good! So why not go for it! Always be aware of job openings. You can register at different websites to get emails and newsletters that will inform you first which jobs are open and what are the vacancies. There are numerous websites that you can subscribe to for free and they will send you an alert every time there is a vacancy. You wont always hit the jackpot! Dont expect a call from everywhere you apply. Thats just wrong and doesnt happen usually! Also, if you get a call from a well reputed company chances are that they appoint you at a small position, dont get disheartened! Work hard and you will get promoted very soon. Always remember that an entry is very important and is the first step towards your ultimate goal. Choose carefully! While its tempting to accept the first offer you receive, consider it carefully. You dont want to be stuck in a job you hate. If possible, stay in your first job for at least a couple of years to demonstrate your dependability and to gain useful skills. Whether you move up in the company or change is up to you and your options; however, the first job is very important in your entire career. When you get the job. Once you have the job, first congratulate yourself! Then, do the best work you can. When done well, your first job can be the foundation upon which you build a successful and enjoyable career. Once you get the job, its as difficult to sustain it. Finding the job is only half of the equation of the sum! For most positions there is a lot of competition. You have to stand out! So, heres how to do that! Be efficient! Always be efficient at work, for that consume coffee, sleep early at night or do whatever that makes you feel awake! Its easy to sleep during lectures but if you boss catches you sleeping in your cabin, then you are dead! Try to be helpful towards coworkers and dont indulge in office politics. I know girls cant help hearing and being a part of office gossip, but that might get you in trouble so dont do it! If someone starts a conversation that sounds like gossip, dont say anything! Just listen, nod and forget it! Communication skills. Improve your communication skills because every job requires that! Good communication skills are a great plus point and you can afford to lack that. Work on them and make sure you are polite yet convincing with coworkers at the workplace. Dress well. Always dress professionally at work. No one wants to see your sense of fashion over there, your professional skills are more important! They will be noticed so work on them. Its important to dress according to the environment of your workplace, if people at your office dress casually, you can dress casually too. However, dont dress casually if everyones formal! Its not a good idea to look unique! Believe in your strengths. Rather than crying over your weaknesses, try to believe in your strengths and overcome your weaknesses. Also, dont make your weaknesses prominent instead hide them from the employer especially. Try to adopt a behavior by which you can show your strengths to the world. Confidence! Confidence is the key element in achieving anything, be it a job or anything. So, have confidence in yourself! Every company wants to hire an employee who is confident. Working as a professional is very different than studying. During college and school you can hide behind your friends or classmates and not face the teacher to answer, but at work you cant hide from the boss! The only way to solve this problem is being confident and facing challenges! Still reading? What for? Go and search for the perfect job, with these tips no one can stop you from getting it! Good luck!

Online Recruitment

According to BusineeDictionary. com, â€Å"Human Resource Management includes activities such as human resources planning, recruitment, selection, orientation, training, appraisal, motivation and remuneration. It aims at developing people through work. † In human resource management, recruitment is one of the most important processes in an organisation. According to BusinessDictionary. com, â€Å"recruitment is a course of action of discovering and employing best eligible applicant, whether external or internal organisation, for a job position in a most suitable and cost effective way. There are different types of job recruitment, such as online recruitment and advertisement recruitment. In the 21st century, many of the organisations using online recruitment to search the best candidate for company, as the internet have transformed job hunting and recruitment. There are few types of online recruitment. One of the methods is professional websites. Example of professional websi te is www. shrm. org, where some candidates who are searching for human resources job go into that site. They have specific professions, skills and not general in nature. The second type is employer website. It can be developed by different employers or can be company own website. One example is www. directemployers. com, which is the first supportive, company owned online recruitment set up by Direct Employers Association. The last type is job board. Job seekers become aware of the vacancies where the recruiters post jobs and search for candidates. Example of job board is www. jobstreet. com. (Gosh, nd) In fact, there are still many other methods of online recruitment. Online recruitment has advantages and disadvantages in helping organisation for recruitment and selection. It has made more efficient on the employment process for every large and small organisation. For those companies who are still using paper applications have practised to use internet for important sections of the hiring process. The first benefit would be the reduce time for hiring. Online recruitment, is also called e-recruitment has enable a manager to have an immediate real-time communication and for everyday and every hour in job search activity. For example, a manager can post a vacancy in a very short time on a career site such as jobstreet. com without imitation. He or she can receive resumes in response immediately. In online job advertisement, the posting normally stays in available status for as long as one month and keeps on to receive candidates’ resumes as job seekers come across it. As compared with the traditional practises, job advertisement in newspaper or journal may take about one week or later but not only for one day. Therefore, employer has to wait till t he end of month to receive the responses by applicants, especially for those who need immediate vacancy and special areas industry. Bayt. com, 2009) According to Bayt. com, hiring in e-recruitment gives 70% faster than traditional recruitment practises, and the cycle of recruiting is speeded up at every process of posting, which is to receive applicant’s resumes and filter the information and call for interview. The second benefit of e-recruitment is cost effective. We need money to advertise the job vacancy in newspaper or journal, and this is not cheap for the advertisement. While the online posting is much cheaper as compared with traditional practises. According to bayt. com, the company post online to a job site such as www. bayt. com would be charged only USD250, which would be more cost-saving than the cost of job advertisement in newspaper or journal publication or the 30% of annual incomes that many personnel managers charge. Bayt. com shows a study that the costs of posting vacancy and searching for candidates on job vacancies can be up to 90% lower than the costs of adapting traditional search agencies and advertising practises. (Bayt. com, 2009) Third benefit is wider reach for manager. The information of traditional practises are normally restricted by industry, geography, career lever or other limitations while the e-recruitment can have recent and active talent databases that cover all industries, regions, and career levels. The company spent much to make sure the databases are varied, regular updated, relevant and best quality as they need to keep advertising in newspaper for changing, updating information. However, e-recruitment teams can ensure that the portals are always easily viewed by relevant applicants and are visited by the target job seekers which can easily reach to the manager. Bayt. com, 2009) Next benefit would be the wider reach for applicants. The candidates gain benefits from the wider span through internet job sites. With the click of a mouse, they are able to access different types of jobs in different companies, locations and even salaries. They can reach the company faster as they are easily contacted for interview opportunities by just send ing their resumes online. (Bayt. com, 2009) E-recruitment offers some screening or filtering tools which enable recruiters to immediately work on the right applicant using many categories on a site such as jobstreet. om, which including locations of residence, qualifications, education backgrounds, skills and past experience and employer. The process of e-recruiting and selecting good quality applicants is very efficient. This technology works by automated search engine which is set up to find the databases. For example employer can key in some of the requirements then the result would match with the candidates’ resumes. (Bayt. com. 2009) In online recruitment, company usually would set up a page like company profile or history for the candidates to view on it. Through this, employers can use this to create company brand and values to prospective job seekers. Therefore, applicants would make decision on applying that job as they have an idea about company they work for. (Bayt. com, 2009) Furthermore, through internet, recruiter can manage whole recruitment process from one mean, which enable recruiter to advertise vacancies, receive resumes, screen, contact applicants, track activities in internet. Therefore, the paper work is reduced. On the other side, the job seekers can also view their application progress at every step of recruitment process. This enhanced user experience for both job seekers and recruiters. In addition, both job seekers and recruiters can opt to maintain their confidentiality. For example, applicants can post their resumes online while keeping their names and current company’s name privately. Same thing to recruiters, they can choose to search databases without posting a job position if the vacancy nature is sensitive, and they can post a job vacancy while keeping their company name privately. Employers can also build up database, save high potential or attractive resumes from present applicants for future use. Bayt. com, 2009) Moreover, the manager has full control over the recruitment process through online recruitment, which enables direct contact with candidates which does not need a middle person to do the selection, filtering, and assessment. (Bayt. com, 2009) This is because recruiter can choose the best candidate through their details in resume and match with the position, which does not n eed so much of red tape. E-recruitment has brought so many benefits to organisations, as well as job seekers. Apart from its benefit, e-recruitment has quite a few drawbacks to the organisations. First of all, e-recruitment benefits for only applicants who knew internet knowledge. The process is limited to those computer savvy applicants. For those who know the use of internet, they have no problem to search different job websites, do screening, keywords, updating information. Therefore, it brings no benefit for those who do not know to use online job site. (Ghosh, nd) Besides that, company has to be very particular on legal consequences because it may lead to discrimination charge if the company did not aware of word used when posting the advertisement online. There is one example for Disney world, which was sued for screening applicants’ resumes by using the keywords preferred for Whites. (Ghosh, nd) As online recruitment became a trend, more and more applicants joined and apply for vacancy. The vast pool of candidates does benefits recruiters but also lead disadvantage to them. This is because they have to sit down and do a lot of deep scanning database. They might not view all the candidates which may miss out some of the best potential candidates as they might randomly choose candidates. As a result, applicants face more competition. Ghosh, nd) Furthermore, organisations face some non-serious candidates. Quite a number of candidates post their resumes just to know their employment value. Recruiters could not check whether the candidates are serious in applying job or not. When call for interview, recruiters just realised that candidates are not serious and not interested to join their company. By that time, the recruiters have r ejected some serious applicants. (Gosh, nd) The last drawback is disclosure of information. Candidate’s resumes and organisation profile are available to public. Some candidates who are still working do not want their present employer to know that they are looking for a change. Some of candidates’ particulars such as address, phone number has brought to many security problems. In addition, organisations do not want their competitors know their current situation. (Ghosh, nd) To make e-recruitment more effective, there are some criteria. Firstly we must benefit the selection procedure. Company should consider about different factors to make the procedure effective. Company should analyse and compare the costs and its risks by using return on investment (ROI). It helps to estimate the return and evaluate the benefits to company. Company should have change management, is to adapt market changes by making policy proactive and flexible. Company should provide guidelines in the policy. As the whole e-recruitment process depends on the availability of candidates in the market, company should consider market labour rate and unemployment rate. Recruiter should not spend too much of time to do screening, choosing candidates because this rates will decide whether to be lenient or stringent. Ghosh, nd) Moreover, recruiter should consider the impact of providing compensation information. He or she should follow legal norms when disclose information such as salary, wage and benefit. Candidates should not be given chances for negotiation. Besides, competitors would know the compensation rate of company. When screening resume, recruiter must take precautions. He or she must avoid using key words that discriminate race, religion, and gender. For example, ‘recent’ university graduates only in an ad are not preferable. Besides, recruiter should keep updating so that the candidates know the results and changes, otherwise it will not serve any purpose. (Ghosh, nd) Come to the modern impacts of e-recruitment, one of these is speedy communication. Management and staff can communicate with each other though the blogs. So, blogs, vodcasts, podcasts can be added as a tool in e-recruitment. Vodcasts are video podcasts while podcasts are digital media files services. As a result, recruiters cannot blame of being one way communication such as faxes and mails. Secondly, candidates today can choose the company which is not only look at the financial state but culture. In past experience, employers had privilege to be selective in recruitment process, especially in screening candidates’ resumes which were not fair to candidates. Therefore, image will not influence candidates to apply for company. Next, the number of popularity of search engine ads has increased, which resulting printed ads are phasing out, as pay-per-click is very attractive and convenient. Finally, job board is holding RRS feed, one of it is Google. For those who do not have any job site, Google offers them to post the jobs on Google Base. This is a group of web feed formats to publish updated works regularly, such as news headline, blog entries in standard format. (Ghosh, nd) In conclusion, traditional practises should not be replaced by online recruitment. It should be made as an enhancement. Online recruitment can be included by traditional practises and recruitment process will be speed up, globalise due to e-recruitment. We should make it as supplement, because both traditional and online are useful. When only three vacancies and three candidates available in organisations do not have much choice, hence companies prefer to broaden their search and attract a lot of applications. However, when company received two thousands applications for three vacancies, recruiters are not possible to do in depth screening process. While internal search is effective for a method such as campus interview, but without internet, interaction with candidates becomes time consuming when receiving application in hand. Of course, there are other concerns which companies need take into account, example like managing staff expectations. Recruiter can receive all applications electronically, even overnight. Overall, online systems offer major advantages in terms of improved efficiency, cost saving, and recruiter and candidate satisfaction. References: †¢ BusinessDictionary. com. (2009) Human Resource Management (HRM). [online] Available at: http://www. businessdictionary. com/definition/human-resource-management-HRM. html (Accessed: 1 December 2009) BusinessDictionary. com. (2009) Recruitment [online] Available at: http://www. businessdictionary. com/definition/recruitment. html (Accessed: 1 December 2009) †¢ Bayt. com. (2009) The Benefits of Online recruitment [online] Available at: http://www. bayt. com/en/career-article-1121/ (Accessed: 2 December 2009) †¢ Ghosh, Arundhati. (nd) E- Recruitment: The Recent Trend of Recruitment Practices [online] Available at: http://www. 123oye. com/j ob-articles/business-corporates/e-recruitment. htm (Accessed: 2 December 2009) Online Recruitment According to BusineeDictionary. com, â€Å"Human Resource Management includes activities such as human resources planning, recruitment, selection, orientation, training, appraisal, motivation and remuneration. It aims at developing people through work. † In human resource management, recruitment is one of the most important processes in an organisation. According to BusinessDictionary. com, â€Å"recruitment is a course of action of discovering and employing best eligible applicant, whether external or internal organisation, for a job position in a most suitable and cost effective way. There are different types of job recruitment, such as online recruitment and advertisement recruitment. In the 21st century, many of the organisations using online recruitment to search the best candidate for company, as the internet have transformed job hunting and recruitment. There are few types of online recruitment. One of the methods is professional websites. Example of professional websi te is www. shrm. org, where some candidates who are searching for human resources job go into that site. They have specific professions, skills and not general in nature. The second type is employer website. It can be developed by different employers or can be company own website. One example is www. directemployers. com, which is the first supportive, company owned online recruitment set up by Direct Employers Association. The last type is job board. Job seekers become aware of the vacancies where the recruiters post jobs and search for candidates. Example of job board is www. jobstreet. com. (Gosh, nd) In fact, there are still many other methods of online recruitment. Online recruitment has advantages and disadvantages in helping organisation for recruitment and selection. It has made more efficient on the employment process for every large and small organisation. For those companies who are still using paper applications have practised to use internet for important sections of the hiring process. The first benefit would be the reduce time for hiring. Online recruitment, is also called e-recruitment has enable a manager to have an immediate real-time communication and for everyday and every hour in job search activity. For example, a manager can post a vacancy in a very short time on a career site such as jobstreet. com without imitation. He or she can receive resumes in response immediately. In online job advertisement, the posting normally stays in available status for as long as one month and keeps on to receive candidates’ resumes as job seekers come across it. As compared with the traditional practises, job advertisement in newspaper or journal may take about one week or later but not only for one day. Therefore, employer has to wait till t he end of month to receive the responses by applicants, especially for those who need immediate vacancy and special areas industry. Bayt. com, 2009) According to Bayt. com, hiring in e-recruitment gives 70% faster than traditional recruitment practises, and the cycle of recruiting is speeded up at every process of posting, which is to receive applicant’s resumes and filter the information and call for interview. The second benefit of e-recruitment is cost effective. We need money to advertise the job vacancy in newspaper or journal, and this is not cheap for the advertisement. While the online posting is much cheaper as compared with traditional practises. According to bayt. com, the company post online to a job site such as www. bayt. com would be charged only USD250, which would be more cost-saving than the cost of job advertisement in newspaper or journal publication or the 30% of annual incomes that many personnel managers charge. Bayt. com shows a study that the costs of posting vacancy and searching for candidates on job vacancies can be up to 90% lower than the costs of adapting traditional search agencies and advertising practises. (Bayt. com, 2009) Third benefit is wider reach for manager. The information of traditional practises are normally restricted by industry, geography, career lever or other limitations while the e-recruitment can have recent and active talent databases that cover all industries, regions, and career levels. The company spent much to make sure the databases are varied, regular updated, relevant and best quality as they need to keep advertising in newspaper for changing, updating information. However, e-recruitment teams can ensure that the portals are always easily viewed by relevant applicants and are visited by the target job seekers which can easily reach to the manager. Bayt. com, 2009) Next benefit would be the wider reach for applicants. The candidates gain benefits from the wider span through internet job sites. With the click of a mouse, they are able to access different types of jobs in different companies, locations and even salaries. They can reach the company faster as they are easily contacted for interview opportunities by just send ing their resumes online. (Bayt. com, 2009) E-recruitment offers some screening or filtering tools which enable recruiters to immediately work on the right applicant using many categories on a site such as jobstreet. om, which including locations of residence, qualifications, education backgrounds, skills and past experience and employer. The process of e-recruiting and selecting good quality applicants is very efficient. This technology works by automated search engine which is set up to find the databases. For example employer can key in some of the requirements then the result would match with the candidates’ resumes. (Bayt. com. 2009) In online recruitment, company usually would set up a page like company profile or history for the candidates to view on it. Through this, employers can use this to create company brand and values to prospective job seekers. Therefore, applicants would make decision on applying that job as they have an idea about company they work for. (Bayt. com, 2009) Furthermore, through internet, recruiter can manage whole recruitment process from one mean, which enable recruiter to advertise vacancies, receive resumes, screen, contact applicants, track activities in internet. Therefore, the paper work is reduced. On the other side, the job seekers can also view their application progress at every step of recruitment process. This enhanced user experience for both job seekers and recruiters. In addition, both job seekers and recruiters can opt to maintain their confidentiality. For example, applicants can post their resumes online while keeping their names and current company’s name privately. Same thing to recruiters, they can choose to search databases without posting a job position if the vacancy nature is sensitive, and they can post a job vacancy while keeping their company name privately. Employers can also build up database, save high potential or attractive resumes from present applicants for future use. Bayt. com, 2009) Moreover, the manager has full control over the recruitment process through online recruitment, which enables direct contact with candidates which does not need a middle person to do the selection, filtering, and assessment. (Bayt. com, 2009) This is because recruiter can choose the best candidate through their details in resume and match with the position, which does not n eed so much of red tape. E-recruitment has brought so many benefits to organisations, as well as job seekers. Apart from its benefit, e-recruitment has quite a few drawbacks to the organisations. First of all, e-recruitment benefits for only applicants who knew internet knowledge. The process is limited to those computer savvy applicants. For those who know the use of internet, they have no problem to search different job websites, do screening, keywords, updating information. Therefore, it brings no benefit for those who do not know to use online job site. (Ghosh, nd) Besides that, company has to be very particular on legal consequences because it may lead to discrimination charge if the company did not aware of word used when posting the advertisement online. There is one example for Disney world, which was sued for screening applicants’ resumes by using the keywords preferred for Whites. (Ghosh, nd) As online recruitment became a trend, more and more applicants joined and apply for vacancy. The vast pool of candidates does benefits recruiters but also lead disadvantage to them. This is because they have to sit down and do a lot of deep scanning database. They might not view all the candidates which may miss out some of the best potential candidates as they might randomly choose candidates. As a result, applicants face more competition. Ghosh, nd) Furthermore, organisations face some non-serious candidates. Quite a number of candidates post their resumes just to know their employment value. Recruiters could not check whether the candidates are serious in applying job or not. When call for interview, recruiters just realised that candidates are not serious and not interested to join their company. By that time, the recruiters have r ejected some serious applicants. (Gosh, nd) The last drawback is disclosure of information. Candidate’s resumes and organisation profile are available to public. Some candidates who are still working do not want their present employer to know that they are looking for a change. Some of candidates’ particulars such as address, phone number has brought to many security problems. In addition, organisations do not want their competitors know their current situation. (Ghosh, nd) To make e-recruitment more effective, there are some criteria. Firstly we must benefit the selection procedure. Company should consider about different factors to make the procedure effective. Company should analyse and compare the costs and its risks by using return on investment (ROI). It helps to estimate the return and evaluate the benefits to company. Company should have change management, is to adapt market changes by making policy proactive and flexible. Company should provide guidelines in the policy. As the whole e-recruitment process depends on the availability of candidates in the market, company should consider market labour rate and unemployment rate. Recruiter should not spend too much of time to do screening, choosing candidates because this rates will decide whether to be lenient or stringent. Ghosh, nd) Moreover, recruiter should consider the impact of providing compensation information. He or she should follow legal norms when disclose information such as salary, wage and benefit. Candidates should not be given chances for negotiation. Besides, competitors would know the compensation rate of company. When screening resume, recruiter must take precautions. He or she must avoid using key words that discriminate race, religion, and gender. For example, ‘recent’ university graduates only in an ad are not preferable. Besides, recruiter should keep updating so that the candidates know the results and changes, otherwise it will not serve any purpose. (Ghosh, nd) Come to the modern impacts of e-recruitment, one of these is speedy communication. Management and staff can communicate with each other though the blogs. So, blogs, vodcasts, podcasts can be added as a tool in e-recruitment. Vodcasts are video podcasts while podcasts are digital media files services. As a result, recruiters cannot blame of being one way communication such as faxes and mails. Secondly, candidates today can choose the company which is not only look at the financial state but culture. In past experience, employers had privilege to be selective in recruitment process, especially in screening candidates’ resumes which were not fair to candidates. Therefore, image will not influence candidates to apply for company. Next, the number of popularity of search engine ads has increased, which resulting printed ads are phasing out, as pay-per-click is very attractive and convenient. Finally, job board is holding RRS feed, one of it is Google. For those who do not have any job site, Google offers them to post the jobs on Google Base. This is a group of web feed formats to publish updated works regularly, such as news headline, blog entries in standard format. (Ghosh, nd) In conclusion, traditional practises should not be replaced by online recruitment. It should be made as an enhancement. Online recruitment can be included by traditional practises and recruitment process will be speed up, globalise due to e-recruitment. We should make it as supplement, because both traditional and online are useful. When only three vacancies and three candidates available in organisations do not have much choice, hence companies prefer to broaden their search and attract a lot of applications. However, when company received two thousands applications for three vacancies, recruiters are not possible to do in depth screening process. While internal search is effective for a method such as campus interview, but without internet, interaction with candidates becomes time consuming when receiving application in hand. Of course, there are other concerns which companies need take into account, example like managing staff expectations. Recruiter can receive all applications electronically, even overnight. Overall, online systems offer major advantages in terms of improved efficiency, cost saving, and recruiter and candidate satisfaction. References: †¢ BusinessDictionary. com. (2009) Human Resource Management (HRM). [online] Available at: http://www. businessdictionary. com/definition/human-resource-management-HRM. html (Accessed: 1 December 2009) BusinessDictionary. com. (2009) Recruitment [online] Available at: http://www. businessdictionary. com/definition/recruitment. html (Accessed: 1 December 2009) †¢ Bayt. com. (2009) The Benefits of Online recruitment [online] Available at: http://www. bayt. com/en/career-article-1121/ (Accessed: 2 December 2009) †¢ Ghosh, Arundhati. (nd) E- Recruitment: The Recent Trend of Recruitment Practices [online] Available at: http://www. 123oye. com/j ob-articles/business-corporates/e-recruitment. htm (Accessed: 2 December 2009)

Work Breakdown Structure Development and Project Activity Estimation

Work Breakdown Structure Development and Project Activity Estimation Charmaine Allen Professor Michael Chu November 15, 2013 In working on the migration for the financial services legacy system to a Web-based cloud solution, I took into consideration the project management plan, the technical planning, the Cloud Web migration specification and the system testing. In addition, I considered the Support Services to include Configuration Management which will monitor any changes and finally the Migration of the system.Project management is ery Important for any IT project to stay on track, each step Is critical to the success of the project. The different planning stages are the map for the project setting up the steps for the project team to follow. In some of the stages the team members are Involved, that allows the opportunity to be part of the planning stage. According to Jack Marchewka, â€Å"The purpose of risk analysis and assessment is to determine what opportunities and threats should be addressed†. In identifying possible risk in the plan, there Is the risk of over extending the team members, you can burnout the eam members quickly.Mitigation would be redistributing the work among the team, or there may be a need to add additional staff. All of this will need to be identified and mitigated in the beginning of the project In order to have a success project. Another risk would be to make changes without documentation, to mitigate this risk; Configuration management must be engaged in all discussions and decisions of changes. The third risk Is lack of communication and mitigation means keeping all parting engaged in progress of the project. Making sure everyone on the team is ncluded in all communications. http://www.techrepublic.com/article/four-steps-for-reducing-project-risk/http://www.techrepublic.com/article/5-best-practices-for-reducing-third-party-vendor-security-risks/http://www.techrepublic.com/article/seven-steps-for-avoiding-scope-creep/http://www.scc.com/news/horizons-blog-using-technology-to-reduce-project-risk-in-the-construction-industry/https://bia.ca/10-easy-rules-to-reduce-risks-on-projects/