Commission as Naval Officer Personal Statement Example | Topics and Well Written Essays - 250 words

Commission as Naval Officer - Personal Statement Example This depends on my wide involvement with the Aviation Maintenance people group (Samuel 12). Through filling in as a Safe for Flight in Maintenance control and sufficient aptitudes I picked up during my residency as a director in Aviation Maintenance, I gangs administrative experience, capability and solid initiative capacity that portray an effective Naval official. Having filled in as Administrative Leading Chief Petty Officer, my compelling initiative style won't just be constrained to serving my seniors with determined yet in addition I will depict polished skill in controlling junior mariners. After my wonderful obligations as an Airman Recruit in the United States Navy, I am resolved to buckle down and end my 30 years vocation as a Naval official. I am well prepared to embrace the errands of LDO/CWO. Make me a player in the Naval Community! You will encounter my devotion and receptiveness. I am the â€Å"Technical Expert† who won't rest until I achieve my objective of upgrading Navys

The Wait Essay Example For Students

The Wait Essay Suzy was hanging tight at the kinder entryway for her Mummy to get her and take her home. She saw a red vehicle pull up, that was Sallys vehicle Bye Sally! said Suzy see you tomorrow! A major blue vehicle pulled up before the kindi; that was not her mummys vehicle. That was Tom and Tims vehicle They were twins. By Tom and Tim said Suzy see you tomorrow! A little yellow vehicle crashed into the kindi garage. Suzys mum wasnt in it either. It was Lucys vehicle. Lucys twists weaved as she bounced in. Bye Suzy said Lucy See you tomorrow! We will compose a custom article on The Wait explicitly for you for just $16.38 $13.9/page Request now Bye. Said Suzy. She pivoted so she could see the educator, Miss Thatcher. She was still there sitting tight for everybodys mummies and daddies to get them. Before long, all of Suzys companions were gone: Mark, Sammy, Julia, Pete and even Jane. It was getting shadowy, the sun was going down. I stop for a minute, said Miss Thatcher, Come inside, Ill make you a cup of cocoa and you can have some teddy bear bread rolls while I give your mummy a ring. Suzy gestured her head and attempted to keep down her tears like a young lady. Had her Mummy overlooked her? She headed inside and began chomping on bread rolls and tasting cocoa. The second Miss Thatcher got the telephone to ring Suzys mummy they heard a vehicle sounding in the carport. Mummy! Suzy yelled. Sorry Im so late pumpkin, Said Suzys mum But I needed to get something uncommon for your birthday yet youll need to hold up until tomorrow to perceive what it is. Awwww! cried Suzy Thanks Very much for holding up with me Miss Thatcher, Ill be the first finger painting tomorrow!

How to Fix a 404 Error in WordPress

How to Fix a 404 Error in WordPress .elementor-19992 .elementor-element.elementor-element-19992{text-align:center}Last Updated on March 17, 2020When you were starting your blog, you probably werent thinking too much (or at all) about its 404 page.You were most likely more concerned with designing a beautiful homepage, contact page, and crafting your perfect About Me page. Disclosure As an independent review site, we get compensated if you purchase through the referral links or coupon codes on this page â€" at no additional cost to you. Dismiss alert Understandably, the 404 template often gets overlooked.But, it’s actually really important. I’ll explain why you shouldnt ignore 404 errors in this post, as well as offer some suggestions on how to fix a 404 error.Furthermore, with a bit of cleverness, you can actually customize your 404 page and turn it into an effective marketing resource.With just a few edits you can set it up to generate more leads, convert more subscribers, and increase your page views along the way.You might also like: Best WordPress hosting Table of Contents What is a 404 Error?Why Might Your Website Have 404 Errors?What is a 404 Page?Is a 404 Error Bad for SEO or do 404 Errors Hurt Your Site?How To Fix A 404 Error Find And Monitor Problem AreasHow to Fix a 404 ErrorHow to Create a 301 RedirectDiscovering Second Tier 404 ErrorsHow to Customize Your 404 PageWhat to Include on Your 404 PageConclusionWhat is a 404 Error?A 404 error is shown when a page, image, element or file cant be found on a website. Join the FREE TrainingDo You Want To Learn How To Build 6 Figures Authority Sites?Join This Free Training To...Finally have a proven method to finding profitable nichesGet access to a foolproof keyword research methodLearn how to outsource quality contentLearn how to build white hat links to your site without headaches 404 is the HTTP status code that a website outputs when no result can be displayed.For example, someone may type an address on your domain which doesnt exist, lets say: yourdomain.com/elephantsBut, you dont have any page URL named elephants so they land on a 404 page that displays something along the lines of:404 Not Found. The page you were looking for has moved or doesnt exist. Please go back.This can be problematic for you because your visitor hasnt been able to find the resource they need, and most likely will exit your website.Of course, we dont want your visitor to leave and then search for it on your competitors website instead. Why Might Your Website Have 404 Errors?There are various reasons why your website may be displaying 404 errors.The common reasons that a 404 error is shown:The page, post or image was deleted or renamed and not redirectedMisspelled or broken linkExpired domainThe server could be down or interrupted temporarily or permanentlyWhat is a 404 Page?The 404 Page is a default page that displays an error message when no page can be accurately displayed.This page is often a dead end for the user. If there i s no other information here to keep them on your website, they will most often leave.We dont want your visitor to leave your site, so consider this 404 error page an opportunity to capture their interest again.Is a 404 Error Bad for SEO or do 404 Errors Hurt Your Site?Yes, an no. Although Google doesnt outright penalize websites that deliver too many 404 errors, having too many errors does suggest that there may be a problem for user experience.Google wants to rank websites that deliver the best user experience and quality content. If a site has many broken links and missing content it does send a signal to search engines that your site may be low quality, no longer maintained, or have thin content.All of which negatively impact your chances of ranking high in search results over time. So fixing 404 errors when possible is always recommended.As well, if you dont give your visitors anything to do once they land on your 404 page, they will more often than not just leave. This can nega tively affect your websites bounce rate.So these are all reasons why you shouldnt ignore 404 errors on your website.How To Fix A 404 Error Find And Monitor Problem AreasA page will then display any errors your website may have had in recent crawls.If there are any problems, it will look something like this:Discovering Second Tier 404 ErrorsMoreover, in order to find and fix all 404 problems on our website, we need to go deeper than just the page level errors.We need to discover what people are searching and typing into the address bar of our website before landing on the 404 page.One of the best ways to discover what queries are leading to 404 errors is to turn on 404 Monitor in our Rank Math plugin settings.Because even if you actively stay on top of your redirections, there will still be times when people land on your 404 page.They may misspell a link, or be sent from somewhere else that uses a broken link.How to Customize Your 404 PageDepending on the theme you use, you will hav e different ways to edit the 404 page template.Some themes give you an easy to edit 404 page feature built in, which you can access from Appearance Customize.But most themes do not offer this solution.One way to customize the 404 page is to edit the page template from within your Cpanel. Typically the location of the template is found on a path like this:public_html/yourdomain.com/wp-content/themes/yourthemename/404.phpAlthough this method is only recommended if you have experience modifying code.A simpler way to edit your 404 page is to use a plugin. One of the most popular plugins for this is 404Page.This way you can edit the page from within your WordPress dashboard and not have to mess with your websites template files in CPanel.What to Include on Your 404 PageOnce you have decided how you will access this page, its time to decide what to put on it.Because our goal is to keep visitors on our website once they land on this page, we need to give them a reason to say.As mentioned, your 404 page is an opportunity to give a great user experience, while increasing page views and conversions.So crafting this page with care is important.Another 404 page that I like, which is super simple yet effective is that of Search Engine Journal. Fix WordPress issues How to keep your WordPress site from being hacked

The Arduous Journey Of Discovering Antonio s Destiny

I decided that †The Arduous Journey to Discovering Antonio’s Destinyâ€Å" is a decent, exceptional title for my paper, because it gives a brief description on what my paper will be about, Antonio’s expedition on finding his destiny. 1  ½ ) When reading over the assignment rubric, I noticed a few errors. One being in question number 1, where it says,†How are Samuel, Antonio, and Cico different?†. Instead of saying â€Å"are† you would say is. â€Å"Is† is singular while â€Å"are† is plural, and since it s talking about each individual, it would make it singular. 2) Antonio and Cico just saw a golden carp, which is a pagan god according to Samuel. Witnessing it strongly impacted Antonio, since actually seeing it was as splendid and impressive as the Catholic God. Previously observing Ultima s magic and just the thought of the carp really shows to Tony that there is more to life than what he s been taught from church and his mother. After confronting the carp, Antonio realizes that Ultima was able to do things his Catholic god couldn’t, revealing that he would never be fulfilled by his Catholic faith. His friends Samuel and Cico are all different from each other. Anto nio is a Catholic, Samuel tells Antonio about the carp, and Cico believes in many gods, like the golden carp, and shows it Antonio. 3) In the setting of the novel, it seemed as if the boys and girls were separated in a way, because the girls had to stay confined indoors while the boys had to go outside, even in theShow MoreRelatedOrganisational Theory230255 Words   |  922 Pagesmanaging, organizing and reflecting on both formal and informal structures, and in this respect you will find this book timely, interesting and valuable. Peter Holdt Christensen, Associate Professor, Copenhagen Business School, Denmark McAuley et al.’s book is thought-provoking, witty and highly relevant for understanding contemporary organizational dilemmas. The book engages in an imaginative way with a wealth of organizational concepts and theories as well as provides insightful examples from theRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesdistinguish between short-ter m travelers and migrants for work or resettlement. Most estimates for overland and domestic migration are based on census data, which means they are less likely to account for short-term travelers and those who made multiple journeys. And the movement of nomadic, seminomadic, and itinerant peoples, as well as others whose residences and jobs have not yet been fixed within the matrices of property and tax laws that have spread around the world are even more difficult to count

A Short Note On Student Success Essay Conflict Resolution

Student Success Essay Conflict resolution I need to work on my listening thoughtfully and carefully to any against me. I will need this in the future so I can improve myself and get better at things. I also need to try to express myself without letting my emotions get out of control. Next I need to work on thinking through my conflicts before acting on them because I tend to act before thoroughly thinking through my problem and what I’m going to do about it. I need to make a plan to improve myself when a complaint is filed against. I’m pretty good at correcting the way a person acts without attacking who they are. Usually when someone has a problem I suggest a way to solve it or give advice rather than making threats to stop the problem. When people are fighting I not only criticize them but also say positive things. Money management I don’t live on my own so I don’t pay the bills and neither do I know how to pay the bills. I don’t make money really so I don’t have a savings plan but I do have a savings plan for college. I don’t really have a clear picture of financial resources to pay for my education but I still have a pretty good idea. I don’t really know how to make a little money go long way but I have done it before. My education supports my goal for my job and life. I’m do a good job at saving andShow MoreRelatedGen200 Continuing Academic Success Essay1253 Words   |  6 Pagesï » ¿ Academic Success xxxx University of Phoenix GEN200 – Foundations for General Education xxxx xxxx Academic Success Technology and industry is growing at an ever increasing rate, and each year there are new devices or concepts adopted by business wanting to be on the cutting edge. Workers and leaders also need to stay on the cutting edge as well if they desire to excel in their careers. Often, this means that the working adult will return to a learning environment to earn a certificationRead Morecommon problems for college students2118 Words   |  9 Pagesï » ¿Common Problems for College Students Problems May Include, But are Not Limited to: Disorganization/feeling overwhelmed Eating right and staying healthy Failing to manage money Failing to network Homesickness Not resolving relationship issues Poor grades/not studying or reading enough Poor sleep habits Skipping classes Wasting time/procrastinating Interventions: The following tips are for students to help themselves avoid some of the negative affects of these problems. While these issuesRead MorePersonal Narrative Essay Models 3252 Words   |  14 PagesPersonal Narrative Essay Models Some may not be of high literary quality, but they do show personal transformation and reflection. Others may contain inappropriate subject matter for some communities. However, they can be very useful in encouraging students to write. By choosing a suitable model, demonstrating annotation and applying the steps of the writing process, teachers can help young adults to compose effective personal narrative essays. Begin by allowing the students to review narrativeRead MoreBoyer Dbq Teacher Guide10764 Words   |  44 Pagespossible ways that students may organize essays related to the document-based questions in the Advanced Placement version of The Enduring Vision, 6th Edition, and to provide teachers with some information on each included document. The suggestions certainly do not exhaust the possibilities; students, no doubt, will create other valid and persuasive organizational patterns and document applications. Here, the documents are discussed in order to facilitate easy teacher reference. Students, of course, mustRead MorePersonal And Professional Development At Stirling Management School2492 Words   |  10 Pagescoming from various cultural backgrounds. Moreover, each module of the MBA course had evoked my passions for knowledge and limitless curiosity. These have enormously helped me improve my skills in personal development. Therefore, I am writing this essay to reflect the activities I have done to accomplish aforementioned objectives. To Improve English Skills Reading and Listening In most of my classes, I did read, discuss, and then write papers; however, I bit by bit found out that there was stillRead Morestudy guide Essay5978 Words   |  24 PagesTEL 03-74918622 ext 3206 DESCRIPTOR Professional Development 1 will develop students’ skills in critical thinking, problem solving and collaborative working necessary for professional and academic learning through group and teamwork, interactive class-based activities, team-based projects and a case study approach to business issues. LEARNING OUTCOMES On completion of the unit, students should be able to: 1. Appreciate the social, cultural, political, economic legal dimensionsRead MoreQuestion and Answer12617 Words   |  51 PagesChapter 2: History of Management Total Questions: 149 (36 True/False; 100 Multiple Choice with 2 Scenarios; 9 Short Answer; 4 Essay) TRUE/FALSE 1. Management ideas and practices have actually been used from the earliest times of recorded history. ANS: T PTS: 1 TOP: AACSB Reflective Thinking DIF: Easy KEY: Creation of Value 2. For most of humankind’s history, people have commuted to work. ANS: F For most of history, people have worked in or near their homes and have not commuted. PTS: 1 DIF: EasyRead MoreStrategic Essay3725 Words   |  15 Pages(Tut 05) Subject description This subject brings together knowledge gained by students from both generic business and disciplinary subjects via applications to the strategic management of leisure, sport and tourism organisations. It exposes students to strategic management planning tools and processes used in leisure and tourism industry organisations that result in desired outcomes for these organisations. Students are provided with the knowledge and skills to be comfortable with and apply strategicRead More65 Successful Harvard Business School Application Essays 2nd Edition 147256 Words   |  190 PagesGRIFFIN NEW YORK 65 SUCCESSFUL HARVARD BUSINESS SCHOOL APPLICATION ESSAYS, SECOND EDITION. Copyright  © 2009 byThe Harbus News Corporation. All rights reserved. Printed in the United States of America. For-information, address St. Martins Press, 175 Fifth Avenue, New York, N.Y. 10010. www.stmartins.com Library of Congress Cataloging...in..Publication Data 65 successful Harvard Business -School application essays : with analysis by the staff of The Harbus, the Harvard Business School newspaperRead MoreGerard O Sullivan 22 Essay6321 Words   |  26 Pagesï » ¿ Assignment Title: Portfolio for Study Skills for Distance Learners Student Name: Gerard O’Sullivan Student ID: 14479737 Unit Title: Study Skills Unit Code: BUS3092M Unit Tutor: Patricia Kenneally-Forrester Date of Submission: FINAL DRAFT Word Count: 4364 Contents Page Number 1. Introduction to Portfolio 3 2. Activity 1 – Developing Learner Independence 4 2.1 Introduction Discussion 4 2.2 Inventory - Approach to Learning 5 2.3 Reflection

Funny Thing About Sociology Time - 920 Words

Funny thing about sociology: Time, a lot of time is goes into coming up with a sociology question. The question is reworded over and over then checked for structure and sociologic imagination. The rewording may starts again with a few tweaks here and there. Finally, with a large sigh of relief the masterpiece is done, the question is asked. One will sit back and admire their question only to realize the real work is about to start. Attempt one at a sociology questions: Why do homosexual people â€Å"come out† about their sexuality verses naturally progressing into their sexual identity? â€Å"So, it will be the nature of the question to which you want to find answers that determines your choice of method.† (McIntyre p. 81) Research methods come in a number of styles including literary review, observation, surveys, and unobtrusive methods. No one-way is better then the other not to mention strength and weaknesses come with each research method. Ideally a sociologist will use a number of research methods known as triangulation, â€Å"When methods are combined so that the strengths of one method overcome the weaknesses of another method, we speak of triangulating research methods.† (McIntyre p. 95) For starter there must be a plan around the question to gain appropriate understanding. A more structured researcher may work well off and outline while others work well with grafts, balloons, and storyboards. For the purposes of this paper we will look at a simple outline.Show MoreRelatedFunny Thing About Sociology : Time Essay862 Words   |  4 Pages Funny thing about sociology: Time, a lot of time goes into coming up with a sociological question. Sociologists rework their questions multiple times, and then reviews for structure and sociological imagination; no surprise the rewording starts again. Finally, with great relief the masterpiece is done, the question is asked. One will sit back and admire their question only to realize the real work is about to start. Attempt one at a sociology question: Why do homosexual people â€Å"come out†Read MoreIntro to Sociology1167 Words   |  5 Pagesï » ¿Intro to Sociology – 1/28 Book: Sidewalk by Dunier Available in NYU Bookstore March 13 – Midterm Exam 30% of Grade May 15 – Final Exam (8 in the Morning) Courses are central to the idea of concept ideas. Readings and course as whole might test hypothesis like pink Floyd, Another Brick in the Wall (No M/C, small essays). What is a Social Science? Empirical, Systematic, Conceptual. There are other realms that people think like how people believe what a society is; iRead MoreSocial Media And Its Effect On Society1263 Words   |  6 Pageshumble are changed to conceited and pleasant to boorish. Humble to conceited is caused by showing off how fabulous the life you are living to other people. It becomes a competition to see whose life is better than the rest. After asking a group of sociology student on what was going thru them when they saw their friends on Facebook posting pictures of their lifestyle. Most of them respond that they â€Å"felt the need to post something better to show them that are having fun as well and ever more fun thanRead MoreMy Perspective On Leadership Class982 Words   |  4 PagesBefore entering my Perspective on Leadership class, I never really thought about leadership that much. My thoughts on leadership were fairly basic and simple. To me, leadership meant to be that person that takes charge of situations and declares their autho rity over others. However, I learned that leadership is much more than just having authority over a situation or others and that there are many different types of leaders. Before coming to college, I thought it would be somewhat like high schoolRead MoreBeer Commercial Frenzy : Television Commercials Are The Most Effective Way Of Mass Marketing1495 Words   |  6 Pagesviewers that they were hip. Milwaukee tried to relate to their viewers and did this by having Swayze dancing away in order to promote their brand. The strength of using Swayze was that it was targeted to fans of Saturday Night Fever and hipsters of that time. A minor weakness was that anyone who did not know Swayze or was not hipster would not be able to relate to the commercial. Sticking to the technique of using celebrities, Dos Equis airs The Most Interesting Man in the World commercial (Diamond).Read MoreHumor: An Essentially Social Phenomenon1042 Words   |  4 Pages Humor is an essentially social phenomenon. Humorous jokes and funny performances and scenes in films are a form of communication that is typically common in social interaction. These humorous jokes and expressions are socially and ethnically made. They often relate to a particular to a specific time and place. The subjects and issues that an individual may joke about may typically be essential to the social and moral order of society. (Kuipers, 2007) Humor is the idea that a phenomenon can be conceptualizedRead MoreCyberbullying And The Third Article Essay958 Words   |  4 Pagesbullying issues and I am an advocate for our society to stand up to this sociology problem. The three news article that I have picked deal with different types of bullying. The first article is about special needs bullying. The second news article is about cyberbullying and the third article is about physical bullying. Bullying, stress with bullying, suicide, death rate, mental illness, depression News story 1 This story is about a Montana teen who had a learning disability. 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Ads don’t always directly promote violence but when they turn a human into an object it is the first way to start. Jean talks about how we see it with racism as well the person is dehumanizedRead MoreEssay about Interviewing the Local Police521 Words   |  3 Pageswho cant even remember when was the last time he didnt bet on a game. Mom and dad are still eating, while my aunt recites a thanksgiving song for all the uninvited guests. The door bell rings, and what do you know its the local Police. Officers Bob Jacob and William Gould stop by on their neighbor-hood patrol. My aunt invities them in for some coffee, and they end up eating the rest of our thanksgiving dinner. For some strange reason I think of Sociology.( Do you think theyll arrest me if I asked

Definition Essay of Father free essay sample

Father can be defined by lots of things to lots of people. When most people think about a father, what comes to mind is a blood relative. To me though a father is something different, its not always what you have in the beginning of your life or the blood relation you have with the adult male that made you. A father can be a lot of things and, I would like to define this for you in my words. Fathers are in everyones life whether it be blood relative, adopted or a close fundamental male living under the same roof. There are good fathers and some would say there are bad fathers. My beliefs are that a father is something that defines you helps you grow into a man or woman, they teach you right from wrong and pick you up when you have fallen down. A great example of a good father with no blood relation, is one from a great comic book hero Superman. We will write a custom essay sample on Definition Essay of Father or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Although Superman is not from this world and his blood family died when his home planet of Krypton exploded. He was found by an Earth couple that could not have children of there own and raised him as their own flesh and blood. With the new name of Clark Kent, has he grew up he discovered he was not like most children, he had unique abilities and his new father Jonathan Kent accepted this. He loved him for him and helped deal with these new found powers, and teaching him a strong sense of morals. Jonathan sacrificed his life in the latest version to make sure Superman would live and use his powers for the benefit of the human race. Another good example of a great father is from the hit television show Dexter. Now Dexter had a problem, when he was only three years old his mother was killed in front of him, and he spent three days in a shipping container filled with two inches of blood. The police officer on the case adopted him and saw a problem with him from the start. Dexter being troubled with what he saw blocked it out but left him with a strange urge to kill. With his new farther being a police officer and seeing this problem developing, instead of either running from the problem or letting Dexter deal with it on his own he thought Dexter how to channel they problem so Dexter could not only help himself but in a way society too. He thought Dexter to kill only criminals and murderers that the justice system were not dealing with. Good or bad, right or wrong fathers should be there to help and guide the children of this world. A father picks up a child when they are down, he comforts them when they are sad, and most of all he will stand beside them right or wrong. With examples of strong men out there whether fiction or not, makes me hope and believe that I myself can be a great father to my child or anyone that needs some kind of guidance.

Aristotles Political Ideal Essays - Ancient Greek Mathematicians

Aristotle's Political Ideal Aristotles Political Ideal It is not Fortunes power to make a city good; that is a matter of scientific planning and deliberative policy. Aristotle, along with most of the prominent thinkers of his time, theorized upon what the Ideal Political State would be and through what means it could be obtained. Aristotle wrote on this discussion of the Ideal State in books VII and VIII of The Politics. What Aristotle observed around him were the prevalent city-states of ancient Greece. It is commonly believed that he did not have a vision of the large nation-state and especially not such great federations as the United States and Russia. What Aristotle referred to when he spoke about state, is a limited sized city-state that is formed by the grouping of several villages. He also believed that a nation is too large for a state: his state was about the right size so that all members of the state could meet in a single assembly. Aristotles state was nearly self-sufficient so that the bare needs of life were met and continued for the sake of a good life for its people. This continuing prosperity for the sake of a good life is what Aristotle believes the goal of the ideal state should be. Aristotle said that life is best, both for the individuals and for the cities, which has virtue sufficiently supported by material wealth to enable it to perform the action that virtue calls for it. He feels that since man, as individuals, strives for happiness, then man, as a collective group, should strive for the happiness of the state. Since it is now established what the ideal state should aim for, we may begin at what and by the Ideal State is composed. The Ideal State, of which Aristotle thought of, has as its quality of land that which is most universally productive. This would include natural resources, such as wood and crops, so that the inhabitants of the cities would have adequate amounts of food and other resources in order to be self-sufficient. The Ideal State should be a size such as the citizens can live a life of a free man where he is adequately provided for, but not a life where he lives through a vice of extravagance. (Aristotle made a clear distinction as to who should and should not be a citizen of the state. His ideal state is certainly not a democratic one that enables all who live there to be a citizen.) The main city of the state should be positioned so that it is easily accessible from both sea and land. Aristotle also felt that walls and other such defensive protections should guard the town itself. The defenders of the town must always seek additional means of defense by the aid of scientific inquiry. He beli eved that the proper positioning of the city between sea and land will give way to three distinct advantages: first it will be equally well-placed for the operations in all direction; also it will form and entrepot for the receipt of incoming foodstuffs; and it will have access to timber and other raw materials the land may be able to produce. Aristotles Ideal State should be situated in such a place so that it would be hard for an enemy to attract and easy for an expeditionary force to depart from. The city should be developed on a slope. This will allow for good health when combined with being faced east, with the winds blowing from the direction of the sunrise. The town should be organized in a quincunx (the same pattern used to plant vines), and make sure that the whole city is not laid out in geometric intervals. This will allow for both safety and good appearance of the city. Plato, in his Republic, expressed a great disapproval of seaports, navies, foreign trade, and foreign travel in his writings on the political ideal. Aristotle on the other hand felt that seaports are a necessary part of the Ideal State. He believed that it was necessary for people to import things that they do not produce themselves, and export those products of which they have a surplus. Aristotle explained that the Ideal State

Organizational Behavior †Analysis of Wal-Mart

Organizational Behavior – Analysis of Wal-Mart Free Online Research Papers All organization has its individual distinctive behaviors, the uniqueness that symbolizes the organization’s traditions of constructing pleasant relations by accomplishing individual, organizational, and social goals. This characteristic in the organization culture is what identifies the business. The organization’s thinking, ethics, mission, vision, goals and objectives, communication, ability to grip changes, culture and knowledge positions as its form structure which the organization draws its purpose. Every small nicety of the behavioral part in a company are included in regulation currently identified as organizational behavior. Its function is to assemble healthier associations by accomplishing individual, organizational, and social objectives. Organizational behavior includes a broad collection of focus, such as human behavior, change, leadership, teams. Organizational Behavior (OB) is a broad study and application of knowledge about how people, individuals, and groups act in their respective organizations. Typically, organizations employ structure approach that interprets the individual organization relationships beginning at the least to the entire social system .Organizational Behavior is in the basic term which consists of the diversity, communication, business ethics, and change management. Wal-mart Stores has publicly owned American Corporation, and currently the nation’s largest company. This paper entails an examination on the organizational behavior displayed by Wal-Mart Corporation. Organizational culture is the persona of the company. According to Carter McNamara (2000), â€Å"Culture involves the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors.† Organizational culture is also recognized as casual behaviors that an organization and its workers accept as their approach to doing business. Many of Sam Waltons values replicas these descriptions of corporate culture, which is the part of the culture that appeals to customers. Go into any Wal-Mart at 7 a.m. and the customer may take notice of something a little bizarre, such as a cheer performed to Wal-mart employees. Wal-Mart has a cheer. Wal-Marts founder, Sam Walton, was in Korea touring a tennis ball manufactory and he saw the employees do a cheer and exercises established by the company which is done every morning. He incorporated a daily cheer into the day to day activities of the Wal-Mart Corporation, which is now part of the Wal-Mart culture. This rites performed by Wal-Mart employees is merely one instance of the numerous elements of organizational culture that Sam Walton worked to inspire in the employees who work for the Wal-Mart Corporation. The culture establishes the style of leadership, communication, and group dynamics inside the company. The employees identify this as the way of work life which expresses his or her level of motivation. The ultimate result is performance, employee fulfillment, and individual growth and improvement. All these fundamentals combine makes the mold or structure that Wal-Mart operates. Part of organizational behavior and culture is diversity, communication, business ethics, and change management. Diversity is individuals who has distinctive perceptions or outlooks that he or she can bring to the business. As the worlds largest retailer Wal-Mart value diversity and promote a work atmosphere that enhances the individual and proficient practice of the organization’s employees. Wal-Mart makes diversity a component of their company plan; guaranteeing the company can maintain being a worldwide leader in all portions of Diversity and Inclusion (Wal-Mart, 2007). Wal-Mart not only value diversity also places much emphasis on company business ethics. In the past years, Wal-Mart has found themselves under fire for their business ethics. Although Wal-mart declares to be a company established on family principles, many believe otherwise. Wal-Mart is branded as the friendly neighborhood supermarket, however, until lately; Wal-Mart has themselves in the hot seat fighting unjust employment practice lawsuits. A worker employed by Wal-Mart in New York has charged the nation’s top merchant of unjust labor practices. The lawsuit was filed in a New York state court on behalf of more than 10,000 existing and past workers of Wal-Mart and stores affiliated with Wal-Mart stores in New York. The grievance maintains at Wal-Mart practices unfair compensation to employees and forcing workers to work while not on the clock. Business ethics is the use of moral values to business behavior. Business pertains to every part of the company’s code of conduct, starting at the highest level of management, how companies care for their staff and merchants to sales practices and bookkeeping practices. Ethics goes further than the lawful requirements for the company and is, hence, about optional choices and behavior directed by values. Business ethics is important to the dealings of the employees and to the activities of the company as a whole. â€Å"Communication is the key to avoid any unethical business practices. Communication is the glue that holds organizations together. It is the way we share information, ideas, goals, directions, expectations, feelings, and emotions in the context of coordinated action.† (Schermerhorn, Hunt, and Osborn, 2008 p. 318) Change management has help Wal-mart to turn around all the bad in the company. Change management is a methodical advance to dealing with change, equally from the standpoint of a company and on the individual point. Change management has at three diverse features, adapting to change, controlling change, and effecting change. For any organization, change management represents determining and applying measures and knowledge to implement changes in the company’s surroundings and to benefit from changing chances. The largest corporation has organizational behavior and culture. These characteristics are what shapes the company and make the company stand out from others. Wal-mart deals with the day to day functions of being a successful business. Communication, business ethics, diversity, and change management are a part of Wal-Mart’s activities. These things are important to the success of any company not just Wal-Mart. The outcome is performance, employee fulfillment, and individual growth and improvement. Reference McNamara, Carter (2000) Organizational Culture. Retrieved on November 22, 2008 from managementhelp.org/org_thry/culture/culture.htm Schermerhorn, John, R., Hunt, James, G., Osborn, Richard, N., (2008) Organizational Behavior (10th ed.). Wiley, New York, NY Wal-Mart (2006) Diversity. Retrieved on November 23, 2008 from http://walmartstores.com/Diversity/ Research Papers on Organizational Behavior - Analysis of Wal-MartSociology EssayExempt vs Non-Exempt EmployeesDr. Edward Deming EssayGoogle Research PaperGap Analysis: Lester ElectronicsEmployment Law EssayGene One the Transition from Private to PublicWhat are Stock OptionsSociology is a ScienceInternational Paper

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Tech Mahindra Project Report Essay Example for Free

Tech Mahindra Project Report Essay Chapter i industry analysis 1.1 Competition in the industry: HIGH The intensity of rivalry competitors in an industry refers to the extent to which firms within an industry put pressure on one another and limitseach other’s profit potential. According to porters 5 forces industry analysis framework, the intensity of rivalry among existing firms is one of the forces that shape the competitive structure of an industry. It depends on different factors such as Number of competitors, Industry growth, Degree of differentiation, exit barriers, Client’s switching cost. Looking at each of them: 1.1.1. Number of competitors Software industry consists of numerous players, because of the rivalry will be more intense. Presence of a large number of players in industry leads to competition and rivalry among companies. Threat from rivalry and competition poses a threat to domestic companies. 1.1.2. Industry growth Indian software industry has registered a strong rate in the past few years. Outsourcing has played a major role in the growth of Indian software industry. Software export has registered a very strong annual average growth rate of 45%during past years. Software industry is one of fastest growing industry in India. 1.1.3. Degree of differentiation Industry’s offerings are undifferentiated which leads to high rivalry. Industry players are providing equivalent after sales services, which includes installation, training etc. 1.1.4. Exit barriers Exit barriers for existing software companies are low as the initial capital requirement is low in software industry. 1.1.4. Client’s switching cost- When clients switching cost is low, industry rivalry is more intense. Clients are articulate for their need and generally ask for customized product. So switching from one product to another is not taken place generally and if they switch, they generally go for the software which suits to their current platform and configuration and prefer the same vendor. So, for customized software, clients switching cost is low. Competitors of Mahindra Satyam in different categories are: * Tata Consultancy Services * Wipro * Infosys * HCL Technologies 1.2. Potential of new entrants into industry: MEDIUM As evidenced by the huge number of players in the Software field, barriers to entry are very low. Costs of developing a product are relatively low, and a few thousand dollars are all that may be needed to create a product and step into the market.Factors influencing potential of new entrants are differentiation, brand establishment, initial capital investment, and economies of scale. 1.2.1. Differentiation: Highly differentiated products or well-known brand names are both barriers to entry that can lower the threat to new entrants.Differentiation can be done in many ways but it’s costly for thecompany. Industry offerings are undifferentiated which leads to highrivalry. Industry players are providing equivalent after sale services,which includes installation, training etc. 1.2.2. Brand establishment: In software industry, branded products do not have any impacton client’s requirement. Thus, brand establishment is low whichmakes low barrier for new entrants. 1.2.3.Initial capital investment:Initial capital investment is low in establishing new company insoftware industry. Software industry is based on intellectual property thus it does not require higher capital investment. 1.2.4. Economies of scale: Due to financial crisis, many companies share their human resource skill to handle more than one project. By resource sharing they develop more software products. Thus an economy of scale is moderate. Another reason for high threat of new entrants is favorable government policies. Location is one of the favorable factors as such location does not have any major impact on software development target market. 1.3. Power of suppliers: LOW There are no suppliers to speak of in this industry, since all that is needed is an idea and some coders to get it up and running. 1.3.1. Availability of vast talent pool: Software professional are widely present across the globe, including fresher and experience which provide employers high benefit to recruit at competitive salary package. There is a largesupply of trained and educated professionals. 1.3.2. Skill differentiation: There is a low skill differentiation among the software professionals which makes the employers able to switch human resources. 1.3.3. Buyer concentration: When buyer’s concentration is high, suppliers power is low,employer are more concentrated focused for their required humanresource skill.Other factors which make the suppliers power low are due to slowdown, job cuts and layoffs. 1.4. Power of customers: HIGH The answer to this is dependent on the particular segment we are talking about. Since many of the players in this segment are mega corporations, the bargaining power of customers is extremely low for the small business segment. But in the enterprise segment, the customers themselves are mega global corps; the bargaining power is a lot more. Therefore, it is hard to make a sweeping statement for the entire industry. 1.4.1. Buyers switching cost: When clients switching cost is low, buyers power is higher.Clients are articulate for their need generally ask for customized product. So switching from one product to another is not taken placegenerally and thus buyers switching cost is low where as it is high for buying products at the organization level as it requires highinvestment in terms of money as well time. Employees do not acceptthe change easily which affects their productivity. 1.4.2. Buyers concentration: If buyers are concentrated compared to sellers, if there are few buyers and many sellers buyer power is high. Generally buyers go for customized software, on time investment, which makes them more concentrated. 1.4.3. Buyers price sensitivity: If the consumer is price sensitive well educated regarding the product, the buyer power is high. Market is highly price conscious promotion driven. Outsourcing has major role in Indian software industry; international clients are more prices sensitive. 1.4.4. Buyers information availability: As the software products are developed based on clients requirements, buyers are well informed about the software products. 1.5. Threat of substitute products This is a somewhat dicey point. The boundaries of the â€Å"online collaboration software† market are very vague. Under the banner of â€Å"enable remote teams to work together†, just about anything under the sun can be passed off as an online collaboration solution – email, a document manager, social networking sites, activity streams, project management solutions, mind mapping solutions, web conferencing solutions, intranet tools, real time coauthoring, IM and more. Recent times have seen a minor convergence of sorts, where solutions integrating many of the above mentioned tools – business email service, document management, project management, workspaces etc. in a single suite have hogged thelimelight. With all these vaguely similar solutions looking to serve the same core need, you can bet the market is packed like sardines in a tin. CHAPTER II – COMPANY ANALYSIS 2.1. Company profile Mahindra Satyam formerly known as Satyam Computer Services Limited is an Indian IT services company based in Hyderabad, India (Now it became Tech Mahindra effective from 26 June 2013 with merger approval by Andhra Pradesh  and Maharashtra high courts).It was founded in 1987 by B RamalingaRaju. Mahindra Satyam is a part of the Mahindra Group which is one of the top 10 industrial firms based in India.Mahindra Satyam is a part of the USD 7.1-billion Mahindra Group which is one of the top 10 industrial firms based in India. The company offers consulting and information technology (IT) services spanning various sectors, and is listed on the New York Stock Exchange, the National Stock Exchange (India) and Bombay Stock Exchange (India). The company offered consulting and information technology (IT) services spanning various sectors, and was listed on the Pink Sheets, the National Stock Exchange (India) and Bombay Stock Exchange (India). Mahindra Satyam (OTC: SAYCY), a leading information, communications and technology ICT company providing top-class business consulting, information technology and communication services. Leveraging deep industry and functional expertise, leading technology practices and a global delivery model, enable companies achieve their business goals and transformation objectives. Mahindra Satyam is ranked #5 in Indias software services firms behind Tata Consultancy Services, Wipro, Infosys and HCL Technologies and overall #161 in Fortune India 500 list for 2012. Powered by a pool of talented IT and consulting professionals across enterprise solutions, client relationship management, business intelligence, business process quality, operations management, engineering solutions, digital convergence, product lifecycle management, and infrastructure management services, among other capabilities. | | Vision –â€Å"To be the world’s most valued ‘ICT’ Company†| Development and delivery centers in the US, Canada, Brazil, the UK, Hungary, Egypt, UAE, India, China, Malaysia, Singapore and Australia serve numerous clients, including several Fortune 500 companies. Part of the $14.4 billion Mahindra Group, a global industrial federation of companies and one of the top 10 business houses based in India. The Group’s interests span automotive products, aviation, components, farm equipment, financial services, hospitality, information technology, logistics, real estate and retail. * Customer First: Respond to customers speedily, courteously and effectively * Good Corporate Citizenship:Seek long-term success for all stakeholders without compromising on ethics or transparency * Individual Dignity:We value the individual, uphold the right to express disagreement, and respect the time and efforts of others. Nurture fairness, trust and respect * Professionalism: We impart freedom and the opportunity to excel and to grow; support innovation and well-reasoned risk taking, demanding performance * Quality focus: We make quality a value driver in our work, our products and our interactions. Do it â€Å"First Time Right† In the reoriented turf of global markets and trends, new capabilities and agility hold the key to business continuity and sustained profitability. Leaders at Mahindra Satyam in their unique roles as corporate executives, address these fundamental activities of the corporate office. They have a team of truly global players who have helped the Company emerge as a global player of reckoning. CP Gurnani (popularly known as CP) is the CEO of Mahindra Satyam and MD of Tech Mahindra.CP played a pivotal role in the three year transformational journey of Mahindra Satyam and is spearheading the eventual merger with Tech Mahindra. VineetNayyar serves as Chairman of Supervisory Board of Tech Mahindra GmbH. He is also a trustee of Vidya Education Foundation, Cathedral Vidya Trust, Mahindra Education Foundation and Mahindra Satyam Foundation. 2.2. Mahindra Satyam services Mahindra Satyam provides services in the following areas: * Aerospace and Defense * Banking, Financial Services Insurance * Energy and Utilities * Life Sciences Healthcare * Manufacturing, Chemicals Automotive * Public Services Education * Retail * Consumer Packaged Goods * Travel, Transport, Logistics * Telecom, Infrastructure, Media and Entertainment Semiconductors * Information Technology Their expertise has made them the choice of three of the top five companies in food products, two of the top five in pharmaceuticals, four of top the five in networking and communication equipment, two of the top five in chemicals, three of the top ten in aerospace and defense, four of the top ten in electronics and electrical equipment, five of the top ten in automotive and automotive parts, one of the top five in industrial and farm equipment, three of the top ten in gas and oil, and one of the top three in semiconductors. 1. AEROSPACE: The Mahindra Aerospace division was created in 2007 to expand our existing automotive and manufacturing expertise to the growing aerospace industry. Through their Components sector (known internally as the Systech sector), they acquired several companies with design and manufacturing experience. 2. AFTERMARKET: Theyentered the aftermarket industry in 2001 to create a business ecosystem for pre-owned cars that mirrors the ecosystem for new cars. They have set about to professionally organize the pre-owned car industry in India so that you can trust you’re getting a quality vehicle. Mahindra First Choice Wheels is India’s first multi-brand pre-owned car business. 3. AGRIBUSINESS: The Mahindra Groups close linkage to rural India and agriculture is almost as old as the company itself. Their tractor business, more than forty years old, continuously sets new benchmarks for reliability and quality—a fact reflected by our 40 percent market share in India. 4. AUTOMOTIVE: In 1947, they introduced India to the utility vehicle. More than 65 years later, theyre still Indias premier utility vehicle (UV) company, but theyve also grown quite a bit. In addition to making groundbreaking UVs like the Scorpio and Bolero, Mahindra offers cars, pickups, and commercial vehicles that are rugged, reliable, environmentally friendly, and fuel-efficient. 5. COMPONENTS: They entered into the components industry (known internally as Systech) as Indias global competitiveness took off. Leveraging domain expertise in the automotive and farm equipment sectors and a series of acquisitions, we have grown rapidly in skill and scale. 6. CONSTRUCTION EQUIPMENT: Mahindra Mahindra entered the Construction Equipment industry in February 2011 with the launch of the Mahindra Earth Master Backhoe Loader. Already one of the world’s largest markets, demand for construction equipment is growing in India. Their unparalleled dealer network makes the Earth Master available across the country. 7. CONSULTING SERVICES: Through our consulting services, we help companies keep up with the fast-changing business climate. Their special Services Group is constantly reevaluating its information security and risk management processes as the environment shifts, dealing with known threats and anticipating future risks. 8. DEFENSE: Theyve been involved with defense systems since 1947 when we became importers, assemblers, and then adapters. From there, they have moved into designing and constructing our own line of armored vehicles to become the largest private sector supplier to the government.Theyve now expanded into defense systems like sea mines, surveillance solutions, weapons, ammunition, and more. 9. ENERGY: First, they envision bringing reliable and innovative power back-up solutions to India that ensures an uninterrupted power supply for all the critical sectors of the economy. Their line of diesel generators offers electricity backup to remote locations to power banks, hospitals, schools, businesses, and industry. 10. FARM EQUIPMENT: Through this network of services, they aim to empower the rural farmer and transform rural productivity, income, and living standards. They are willing to improve farm lifestyles by making hard work easier, increasing yields, and increasing returns. From low cost tractors that cater to farmers with marginal landholdings, to higher performance tractors with superior features, theyve revolutionized the farm equipment space. 11. FINANCIAL SERVICES: Mahindra Finance and its subsidiaries offer a complete range of financial services and insurance solutions for both businesses and personal life. Their flagship financial services business provides vehicle, asset, and personal financing. Their general and life insurance broking services provide customers with security and protection. 12. INDUSTRIAL EQUIPMENT: Mahindra entered the industrial equipment market in 1992 with a range of high-efficiency conveying equipment for the cement industry. Their longstanding experience in manufacturing gave us a firsthand understanding of the importance of reliable and effective material handling equipment. They quickly expanded to serve the power plants, heavy chemicals, and mineral processing in addition to cement. 13. INFORMATION TECHNOLOGY: Mahindra has a leading presence in the global Information Technology (IT) industry, offering a full range of IT solutions and support through four outstanding companies with special expertise. They design industry-specific IT solutions to help our clients take advantage of the new opportunities and adapt to the new challenges of a changing world. 14. LERE HOSPITALITYISU: When they entered Leisure Hospitality in 1996, very few affordable vacation options were available for Indian families. They saw a tremendous opportunity to open up a new industry and bring real benefits to a large segment of underserved customers. 15. LOGISTICS: The transportation needs of our automotive sector drew us into the logistics business in 2000. The success of our internal strategic operation led our expansion to serve a variety of corporate customers across many industries. 16. REAL ESTATES: Their innovative integrated business cities are revolutionizing the way Indians work, live, and play. Working with the Indian government’s Special Economic Zone scheme, they’ve created two brand-new cities designed to facilitate business excellence and a relaxed, healthy lifestyle. 17. RETAIL: Their first retail foray, the Mom Me retail chain, positions us as first movers in the market for maternity and baby needs. Before their entry, Indian mothers had to visit an array of shops to buy here, baby healthcare supplies there, and nursery furniture at a third place. 18. TWO WHEELER: Mahindra became the first Indian two-wheeler manufacturer to enter the Moto Grand Prix Championships, showcasing their engineering and technology expertise on a platform where the best in the world compete. We aim to grow into a major player in the Indian Two Wheeler industry with a robust presence in all product segments. 2.3. SWOT Analysis Strength 1. Global Presence 2. Broad range of research and development services 3. Broad service portfolio 4. Strategic alliances 5. Strong financial position, company has revenue of US $ 1.8 billion and employee strength of 33,353 Weakness 1. Low operating margin of other group of companies. Opportunities 1. New Brand Identity and synergy with the parent company 2. Launching BPO services 3. Huge potential in domestic market 4. Increasing in Global IT spending Constraints 1. Potential negative impact of Satyam related litigation 2. Emergence of potentially disruptive technologies/practices, data security breaches 3. Fluctuations in currency exchange 4. Process Non-compliance 5. Increasing cost of Human capital 6. Risk due to increasing IT complexity 2.4. HR Departments at Mahindra Satyam Various departments under HR functions has been divided into 5 parts mentioned below 1. Recruitment 2. Generalist(Business HR/ Unit HR) 3. Training Development 4. Compensation benefits 5. MSLW(Mahindra Satyam Learning World) Recruitment: The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates motivations and their fit with organizational requirements by interviewing and other assessment techniques. Generalist(Business HR/ Unit HR) : This department understands the business areas they support, key drivers in developing that business, potential barriers to the success of the business and through this understanding and delivering customer focused HR solutions to the business to support its strategy. Training Development: Handles a planned activity conducted after a thorough need analysis and target at certain competencies, most important it is to be conducted in a learning atmosphere in order to improve an employee’s performance. Compensation benefits: The Compensation Benefits (CB) specialist looks after the pay structures and fringe benefits of employees within the organisation. The role aims to provide equity and consistency in how salaries and benefits are put together across different levels. At their most strategic level,  the CB specialist can devise salary levels, incentives, commission structures and benefits packages that can affect the performance of an entire organization. MSLW (Mahindra Satyam Learning World): an  enterprise-wide learning ecosystem that captures and delivers the learning and development needs of all our associates through a single platform has been setup. Courses such as induction, entry-level training, continuous competency development, performance evaluation, and career-path development have been offered. 2.5. Structure of Recruitment department at Mahindra Satyam Figure 1 Depicts the structure of the HR Recruitment department at Mahindra Satyam Management Campus Associate Referral Msat Career site Recruitment Agencies Print Media Engineering Campus E Sourcing Direct Applications Recruitment Lead Recruitment Lead Recruitment Lead Team Members Team Members Team Members CHAPTER III – DISCUSSION ON TRAINING 3.1 Roles and Responsibilities 1. Roles * Sourcing profiles * Scheduling interviews * Collect the list of short listed candidates from the tech panel * Conducting HR Round * Collecting required documents for offer release * Preparing trackers on status of the candidates(Shortlisted/Rejected) 2. Responsibilities * Releasing offers * Ensuring that the pre-job formalities have been done before on boarding 3.2 Description of task a) Sourcing profiles as per the Job Description b) Calling the candidates and assuring with them whether they are looking for a job change or not. Collecting information such as Total experience (Texp), Total relevant experience (Rexp), Current salary (CCTC), Expected salary (ECTC), Current location and Notice period (NP). The format is shown below in the table. c) Sending the profiles of the interested candidates to the technical panel. The report was in below shown format. Table no.1 Depicts the format in which the details of the interested candidates are sent to the tech panel S.no| Name | Email id | Contact No.| Current Company | Texp| Rexp| CCTC| ECTC| NP d) Scheduling interviews (Telephonic / face 2 face) for shortlisted candidates and sending interview call letters to the candidates. e) Blocking the schedule of the tech panel as per time slot provided by the candidate. f) Verifying whether the interview has been done as per the schedule. If not rescheduling the interview if required. g) Checking with the tech panel whether the candidate has been shortlisted or rejected. h) If shortlisted, whether the candidate has to take up another round of interview (generally with the clients). i) If the candidate has cleared all the mandatory rounds, conducting a HR round with candidate. Asking questions such as why are you looking for a change, negotiations on CTC, communication skills and rating them accordingly in the IOS sheet (Interview Observation sheet). The rating in the IOS Sheet is in the form of SMART. Example of IOS sheet is shown in Figure no. 3 All the details in the IOS are filled up as per the candidate’s performance in the Technical and HR round: 1. Circle: Circle in the IOS refers to the Competency development group i.e entire Mahindra Satyam is divided according to the functions they perform. The Competency development group(CDG) comprises of three parts a) Integrated engineering services (IES) * PEG (Product Engineering services) * AES (Aerospace engineering services) b) Infrastructure management services(IMS) c) Consulting Enterprises Services (CES) 2. Applicant id : It is generated through ERP system i.e. Oracle people soft system by giving in some information such as Passport No, Date of birth, e-mail id and providing in all general details of the candidate. 3. Rating: Tech panel and HR rating are as per SMART scale wherein S – Excellent M – Good A – Average R Below average T – Inefficient 4. Band: Mahindra Satyam does not have designation rather it has bands to represent the position and the roles of an employee. They have bands such as S1 , S2 , U1 , U2 determined by years of experience and various other factors. 5) Deviation: They could be certain deviation from the interviewers matrix, they are: * Hike deviation: Generally Mahindra Satyam provides a salary hike of 30% on the current CTC. But if the candidate is expecting salary hike * more that 30%. Then it is called as deviation in the salary matrix; in that case we need approvals. * Grid deviation: If the candidates are demanding a higher band than the provided band, then we need to take approvals from Chief operating officer. 6) Notice Pay: If the candidate has a certain notice period and we want the candidate to join immediately. Then few companies have buy out option so that the companies relieves the candidate immediate on the payment of certain amount. That is known as Notice pay. 7) Background reference no.: Before an employee is given an offer letter, Mahindra Satyam has a background check of the candidate. Documents such as address proof, virtue template, previous company service certificate, Current Company offer letter, 2 months’ salary slips, highest degree certificate and mark sheets are to be produced to the BG vendor for the BG verification. Once BG verification is done, BG vendor produces a BG Reference no. which assures that all the provided details are correct and also can be used for future reference checks. Figure No.3 Depicts the IOS Sheet j. Sending a list of documents that the candidate is supposed to send for BG verification and Offer release if he/ she has been shortlisted. k. Releasing  the offer letter of the candidate through the ERP system if all the supporting documents and background check has been done. l. Preparing a tracker on how many candidateswhere scheduled for the interview and how many candidates have been shortlisted. Was the requirement closed or not. If not, checking what were the qualification or key words for the selected candidates so that it can be used for further search of candidates. m. Calling and updating the selected candidates the DOJ as they might be certain rejections from candidate side. n. To assure that the new joinee has done all pre – joining formalities (To fill up the virtue in the company website, Health checkup etc.) to avoid any discrepancies during on – boarding. CHAPTER IV – ANALYSIS OF RESEARCH UNDERTAKEN 4.1. Background In the current corporate scenario, the most important resource for any organization is Human Resources. Managing human resources has become ever more complicated through the generations. In Human Resource Management, recruitment plays a very crucial part. Recruitment creates a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Undertaking this process is one of the main objectives of management. Indeed, the success of any business depends to a large extent on the quality of its staff. Recruiting employees with the correct skills can add value to a business and recruiting workers at a wage or salary that the business can afford, will reduce costs. People are integral part of any organization today. No organization can run without its human resources . In today’s highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. This hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type  of people on organization needs. Job analysis and job design enables to specify the task and duties of hobs and qualification expected from prospective job HRP, job analysis, job design helps to identify the kind of people required in an organization and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. An enterprises grows, diversifies, take over the other units all  necessitating hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist. Hiring involves two board activities:- 1. Recruitment 2. Selection 4.1.1. Recruitment: It refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means through online, newspapers, using newspaper dedicated to job advertisement. A recruitment process should be: * Efficient Cost effective in method and sources * Effective Producing enough suitable candidates * Fair Ensuring that decisions are made on merit without discrimination 4.1.2. Selection:Selection is the process of identifying individuals who have relevant qualifications/experience/skills and competencies to fill in the jobs. Once there is a pool of applicants for a job, the next step is to select the best candidate for the job. Selecting the right employees is critical because: †¢ The organizations performanceisdependentonitsemployees.Employeeswiththerightskillsandattributeswilldoagoodjob. †¢Itiscostlytorecruitandhireemployees.Hiringandtraining a new employee costs a lot of money †¢ Incompetenthiringcouldimpactthe organization inabigway.Theemployeemaycommitwrongfulactthatwillimpactthe image ofthe organization adversely. 4.2. RESEARCH METHODOLOGY 4.2.1. STATEMENT OF PROBLEM For the leverage of organization development, efficient workforce is necessary. The purpose of the report is to overcome the recruitment challenges and improve the selection methods to hire efficient employees with the motto of low cost and profit maximization. 4.2.2. OBJECTIVES OF THE STUDY †¢To study the existing recruitment and selection process at Mahindra Satyam. †¢To study various factors involved in recruitment and selection process. †¢To find employers and employees opinion about present process and provide asuggestion for improvement. 4.2.2. SCOPE OF THE STUDY Recruitment life cycle starts from sourcing the profiles, through referral program or through any other sources we get required profiles for the next round. Once the candidate got selected, one needs to follow up the candidate till he/she joins the company. This project is useful to know about the entire recruitment cycle in Mahindra Satyam, including the effectiveness of recruitment cycle. 4.2.3. METHODOLOGY Sample Size Design: * 25 samples are collected from the employers. * 25 samples are collected from employees. Sampling Process: Convenience Sampling: A convenience is obtained by selecting ‘convenient’ population units. The method of convenience sampling is also called the chunk. A chunk refers to that fraction of the population being investigated which is either by probability or by judgment but by convenience. Sources of data collection: * Primary data:Data which were a fresh and for the first time. To obtain the primary data a questionnaire has been prepared for both the employers and the employees and were generated to get the feedback. And this questionnaire was designed to find out the effectiveness of Recruitment and Selection process. * Secondary Data: Secondary data is collected from internet, registers, records, journals, articles, magazines and annual reports of the organization to study the recruitment life cycle of Mahindra Satyam. Data collection Instrument: For the collection of primary data questionnaire has been used .Since it is one of the effective way of collecting the data but the design begins withanunderstandingofthecapabilities of aquestionnaire and how they can help in research. If it is determined that a questionnaire isto be used, the greatest care goes into the planning of the objectives. Tools for analysis: Percentage analysis: In percentage analysis, charts like bar chart and pie charts are used topographically represent the results from percentage analysis of the questionnaire. Limitations * The period for study is one month, so the detailed analysis about the process isdifficult. * The study was made only with limited number of samples. * The respondents may give false information. * The study is limited to Bangalore office 4.3. Recruitment process at Mahindra Satyam Recruitment Procedure in Msat: 4.4.1. Requirement: Whenever there is requirement in a project, respective project head shares the requirement in following format with the recruitment head. Format as follows Table no. 4 Represents the format when there is a vacancy No. of positions| | Years of experience| | Role of the profile| | Technical skills| | Job description| | Work location| | Salary range(if any)| | Once the recruitment head receives the above format, he/she shares with the respective team head of the recruitment, and then team head shares with the recruiter of that specific skills. 4.4.2. Sourcing: Once the recruiter receives the format, he/she starts sourcing. Sourcing is very important step in recruitment. As we know the definition, right person at right time in right position is the motto of recruitment. So to get right candidates, sourcing is to be done by using different sources. Mainly we source from naukri, monster and recruitment agencies. Firstly we check referees and then we go for external sourcing methods. Depending on the number of positions it to be filled, recruiter sources the profiles accordingly. Recruiter also source profiles till technical team satisfied with the profiles and till the positions got filled. 4.4.3. Interview: Once the recruiter get the required number of profiles, shares the profiles with the technical team by keeping the profiles in track to avoid duplicates. Technical team shortlist the profiles either by telephonic or face to face interview and then shares the shortlisted profiles to the recruiter. Recruiter then conducts hr discussion and salary discussion with profiles and then sends all the documents of the candidate to BG team. 4.4.4. Offer letter: If the shortlisted candidate profiles are gone through the BG team, and if they are not fake, offer letter will be released to the candidates. Depending up on the notice period of the candidate’s current company offer letters are released. 4.4.5. Joining: Once the candidate received the offer letter, he/she may join or may not join the company. Joining of the candidate is very crucial part in entire recruitment life cycle. One needs to solve the issues of the candidate related to joining. Candidate may or may not satisfy with salary offered, may or may not interested in the role discussed or may fail to complete joining formalities. Follow up team plays very crucial role in recruitment, this team is responsible to increase the percentage of joining then rejections. Their main role is to solve all the concerns of the candidates as soon as possible and negotiate with them to join in the company then the mentioned date in offer letter.Roles and responsibilities of follow up team will be discussed in the next project. 4.4.6. Findings: COMPARITIVE ANALYSIS Net Joining Figure no. 2 Depicts the net joining of Mahindra Satyam with various other competitors for the year 2012 2013 | Q1| Q2| Q3| Q4| Infosys| 1026| 7646| 5311| 3041| TCS| 3271| 10717| 12497| 11700| Wipro| 4854| 2975| 3591| 2894| Mahindra Satyam| -932| 346| 764| 434| Source: cite hr Comparison: Table No.4 Net joinings when compared with competitors (Quarterly) * The highest recruitment in the FY2012-13 was done by Tata Consultancy Services. * Mahindra Satyam has shown signs of revival very strongly post the rough patch the organization faced in 2009. * The Referral fee paid in India of the three organizations are given below : The maximum referral fee paid is equal for all the three organizations. The Minimum referral fee paid is the highest in Mahindra Satyam. The referral fee paid abroad are given below – | Infosys| MahindraSatyam| TCS| Min| $1000| $750|  £750| Max| $3000| $2000|  £2,000| The minimum referral paid for referrals abroad is $750 (Mahindra Satyam) and the maximum is $3000 (Infosys). Non Cash Rewards – Mahindra Satyam: At Mahindra Satyam, every quarter the B-Channel Team develops a new scheme which involves non cash rewards (Ex. IPhone, LCD TV, etc) where the employee with highest number of referrals (joinings) is presented the prize. The referral fee is also paid during these schemes. Apart from this, employees who have referred a considerable number of applications are presented with prizes (Ipod, MP3 Players, Travel Vouchers,etc). This is done with a view to encourage employees to participate in the employee referral program and do not get discouraged by the fact that only one employee has won the prize. Infosys TCS: Infosys TCS do not have a policy of giving non cash rewards to its employees in the Employee Referral Program. Wipro:- Wipro gives out non cash rewards in the form of LCD T.V., Home Theatre, Foreign Holidays, etc. 4.4. ANALYSIS AND INTERPRETATION OF DATA Charts Prepared Based on Hr.’s Employees Feedback 4.5.5. DEMOGRAPHICS OF THE RESPONDENTS: 4.5.6.1. AGE Table no.5 Showing different age groups of the respondents (N=50) AGE | NO. OF RESPONDENTS| PERCENTAGE| 18 – 25 | 12| 24| 26 – 35 | 21| 42| 36 – 45 | 10| 20| 45 Above | 7| 14| (Source: Primary Data) Graph no.1 showing different age groups of the respondents Inference:From the above table it can be analyzed that 24% of the employees were between the age group 18-25 (young age), 42% of the employees were between the age group 26-35 (mid-age) , 20 % of the employees were between 36 – 45 years and 14 % are above the age of 45. 4.5.6.2. GENDER Table no. 6 Showing gender of the respondents (N=50) GENDER| NO. OF RESPONDENTS| PERCENTAGE| | | (%)| FEMALE| 18| 36| MALE| 32| 67| TOTAL| 50| 100| (Source: Primary Data) Graph no.2 Showing Gender of the respondents INFERENCE: From the above graph it can be seen that 67% of the employees are Male and 33% were Male and hence it can be inferred that the company has more male employees. 4.5.6.3. YEARS OF EXPERIENCE Table No. 7 Depicts the years of experience of respondents (N=50) Years of Experience| No. of respondents| Percentage| 0 2 years| 6| 12| 3 5 years| 16| 32| 6 8 years| 12| 24| Above 8 years| 16| 32| (Source: Primary Data) Graph no.3 Showing years of experience of the respondents INFERENCE : From the above graph we can say that 12% of the respondents are having 0 – 2 years of experience, 32% are having 3 – 5 years of experience, 24% are having 6 – 8 years of experience and 32% are having above 8 years of experience. So it can be analyzed that there are majority of employees who are having 3 – 5 and Above 8 years of experience. 4.5.6. FEEDBACK FROM THE HR PERSONNEL 4.4.2.1 Major source used for recruitment Table No. 8 shows the major source used for recruitment process (N=25) Source| Respondents feedback| Percentage| Campus recruitment| 4| 16| Sourcing (Job Portals)| 9| 36| Employee referrals| 7| 28| Consultancies| 5| 20| (Source: Primary Data) Graph no.4 Depicts the major source of recruitment INFERENCE: From the above table it is clear that the major source of recruitment is through sourcing through job portals i.e. 36% of the HR personnel use Job portals for recruitment process. However, it has been noticed that if the Employee is a fresher then Campus recruitment is a preferred source. And if it is a lateral employee then the other sources are mostly preferred. Since at Mahindra satyam they have HR recruiting team separate for freshers and laterals therefore the ratio varies. 4.4.2.2. Factor Which Affects To Recruit Best Candidate Table No. 9 Depicts the factors that influence to recruit the best candidate (N=25) Factor| Respondents Feedback| Percentage| Image of the organization| 4| 16| Internal organizational policies| 2| 8| Job Profile| 10| 40| Package offered| 8| 32| None of the above| 1| 4| (Source: Primary Data) Graph no.5 Factors which affects to recruit best candidate INFERENCE:So this implies that Job profile is the most attractive factor for influencing an individual to apply for a job at Mahindra Satyam followed by Package offered and Image of the organizational policies. 4.4.2.3. Employer’s opinion about the process for identifying job vacancies Table no.10 Depicts the process for identifying Job vacancies (N=25) Opinion| Response| Percentage| Step by step process| 17| 68| No step by step process| 8| 32| (Source: Primary Data) Graph no.6 Shows the process for identifying Job vacancies INFERENCE: 17 respondents said that their organization follow a step by step process withcertain rules and regulations in identifying job vacancies and 8 respondents said that their organization does not follow a step by step process with certain rules and regulations in identifyingjob vacancies. 4.4.2.4. If shortlisted applicant cannot be interviewed on the scheduled day Table No. 11 Shows what action is to be taken if the shortlisted applicant cannot be interviewed on the scheduled day (N=25) Opinion| Respondents| Percentage| Offer another date, location| 14| 56| Will hold the applicant| 7| 28| Exclude that person from the process| 4| 16| (Source: Primary Data) Graph no.7 Shows action to be taken if shortlisted candidate cannot be interviewed on the scheduled day INFERENCE: 56 % of the employers feel that it is better to offer another date, location as they don’t want to loose an opportunity to absorb the best candidate. 28 % would prefer holding the applicant and least employers would exclude that person from the process. 4.4.2.5. Barriers to Effective Recruitment and Selection Table No. 12 Depicts the Barrier to effective recruitment and selection process (N=25) Barrier| Response| Percentage| Shortage of qualified applicants| 7| 28| Competition for the same applicants| 9| 36| Difficulty finding and identifying applicants| 9| 36| (Source: Primary Data) Graph no.8 Shows the barriers of effective recruitment and selection process INFERENCE:The main objective of selection is to hire people having competence and commitment. This objective is often defeated because of certain barriers. It has been observed that both Competition for the applicants and difficulty in finding and identifying applicants is are the major barriers of the recruitment process. 4.4.2.6. Opinion of the employer for various questions These questionshave been clubbed together for ease of analysis since they have only two options Yes and No as their options. Table No. (N=25) Opinion| Yes | No | Is job analysis conducted for each position| 19| 6| Consider internal candidates before external recruitment| 21| 4| Do you accept late applications| 9| 16| Is JD provided for all job vacancies| 20| 5| organization measure the cost of recruiting sources| 17| 8| (Source: Primary Data) Graph no.9 Opinion of the employer for a set of questions INFERENCES: * It can be inferred from the above that job analysis is conducted for maximum roles however about 6 respondents out of 25 say that job analysis is not conducted for few roles. * 21 employers say that they consider internal candidates before external recruitment however 4 respondents contradict the statement. * 9 respondents said that they do accept late application as they don’t want to lose the right talent which is one of the major factors in recruitment â€Å"Choosing the right talent at the right place and right time†. So, it depends on the criticality of the Job/Role. But, 16 respondents out of 25 said that they don’t accept late applications. * It can be inferred from the above the graph no. 9 majority of then provide Job Description for all job vacancies however 5 respondents say that Job description is not provided which might lead to acquire improper talent. * It has been seen that out of 25, 17 say that Organization measures the cost of recruiting sources however 8 respondents said that organization doesn’t measure recruiting cost. Table No. 13 Opinion of the employer for a set of questions (N=25) Opinion| Yes | No | HR department perform all initial screening of candidates| 22| 3| Panel interviews are used| 15| 10| Allow a referee as a panel member| 4| 21| reference checks considered on all candidates| 18| 7| Validate the tests used in selection process| 20| 5| Graph no.9 Opinion of the employer for a set of questions INFERENCE: * 22 of 25 respondents say that they perform all initial screening of candidates however rest all say that they do not perform any initial screening. * 15 respondents say that panel interviews were used and 10 respondents say that they don’t prefer having panel interviews. * It can be inferred from the above tables that the person who gives reference cannot take interview of the candidate. * 18 respondents say that they perform reference checks and 7 respondents say that they don’t perform reference checks. * 20 say that they validate the test before taking interview since they have technical tests which might be helpful in screening the candidates and 5 said that they don’t validate the test. 4.4.2. Feedback from the Employees 4.4.3.1. Sources your organization rely heavily for recruitment Table No. 14 Depicts sources through on which Mahindra Satyam rely heavily for recruitment (N=25) Source| Respondents| Percentage| Internal| 16| 64| External| 9| 36| Total| 25| 100| (Source: Primary Data) Graph no.9 Source organization rely on for recruitment INFERENCE: Employees feel that their organization depends on internal sources i.e 64 % of the employees have a perception that their organization depends on employee referral rather than any other sources. Referrals generated by recruiters directly soliciting them from prospective candidates and new employees will have a measurable and positive impact on the quality  of hire (studies show referrals make better performing hires), cost-per-hire (little to no cost for these referrals), and time-to-fill ratios. 4.4.3.7. Channel an individual would prefer easy to post resume Table No. 15 Shows Channel an individual would prefer to post resume (N=25) Channel| Response| Percentage| job sites| 8| 32| company websites| 2| 8| Consultancy| 5| 20| Referrals| 10| 40| (Source: Primary Data) Graph no. 10 Shows Channel an individual would prefer to post resume INFERENCE: It has been observed that 40% of employees prefer posting their resumes to referrals as it is one of the effective sources of recruitment followed by job sites by 32%, consultancy by 20% and company websites by 8%. As it was seen in the previous inference drawn by the employers that employee referrals is one of the most effective source which attracted the pool of talent so is with the employees that they prefer posting their resumes to employees assuming that the probability to get selected is high. 4.4.3.8. Source through which the respondent got recruited at Mahindra Satyam Table No. 16 Source through which the respondents got recruited at Mahindra Satyam (N=50) Source| Response| Percentage| Newspaper sources| 2| 8| Journals/Periodicals| 1| 4| College recruiting| 8| 32| Employee referral| 9| 36| Job portals| 5| 20| (Source: Primary Data) Graph no. 11 Shows Channel an individual would prefer to post resume INFERENCE: It has been observed that 9 Employees have been recruited through Employee referral, 8 being employed through college recruiting, , 5 through Job portals, 2 through newspapers and 1 being employed through periodicals/Journals. 4.4.3.9. Type of questions employers asked in the interview Table No. 17 Shows the type of questions asked during interview (N=25) Type of questions| Response| Percentage| Relaxing questions| 6| 24| Tough questions | 10| 40| Icebreaking questions| 9| 36| (Source: Primary Data) Graph no. 12 Depicts the type of questions asked during interview INFERENCE: It has been inferred that 40% of the interviewers prefer asking Tough questions during the interview whereas 36% prefer asking icebreaking questions and 24 % prefer asking relaxing questions. 4.4.3.10. Opinion of the employee for various questions These questionshave been clubbed together for ease of analysis since they have only two common options Table No. 18 Shows Opinion of the employee for various questions (N = 25) Opinion| Yes | No | Visit the website of the company before the interview| 19| 6| Ever rejected an offer in any company| 16| 9| Satisfied with the selection techniques | 17| 8| test and the interview process is lengthy| 9| 16| Were questions given prior to the interview| 0| 25| Were you comfortable with your interviewer| 15| 10| Were all the candidates interviewed in the same way| 20| 5| Were people involved in recruitment supportive to you| 18| 7| Was induction/training provided after joining | 12| 13| Graph no. 13 Depicts the Opinion of the employer for various questions INFERENCE: * From the above figure we can infer that 19 employees gothrough the company website before attempting the interview however 6 do not prefer going to the company website. * Depending upon various factors16 people rejected an offer from a company but 9 of them never rejected an offer. * In the recruitment process 17 employees are satisfied with the selection techniques and 8 employees are dissatisfied. * In the interview process 9 employees felt that the process has been lengthy and 16 employees felt that it was not much lengthy. * In the selection process none of the employees were given questions prior to the interview. * It can be inferred that 15 respondents of the 25 were comfortable during the interview however 10 of them felt uncomfortable during the interview. * 20 Respondents say that all the candidates were interviewed in the same way rest all say that they were biased. * It can be inferred that the recruitment team was pretty supportive to them with 18 out of 25 supporting the statement rest all were not satisfied with the recruitment team. * Training was provided to 12 out of 25 respondents rest all were not provided as major of them said that they already worked in the same domain was the main reason for not being provided training. 4.4.3. Analysis Of Opinion Regarding Respondent Being Employer And Employee And Rating About Recruitment Selection Process Table No. 19 Shows observed countfor rating on recruitment process (N=50) RESPONDENT | RATING ABOUT RECRUITMENT AND SELECTION PROCESS | | Effective | Very Effective | Not Effective | No opinion| Total| EMPLOYER | 5| 14| 5| 1| 25| EMPLOYEE | 7| 7| 6| 5| 25| Total | 12| 21| 11| 6| 50| Percentage (%)| 24| 42| 22| 12| 100| (Source: Primary Data) Graph no. 13 Rating about recruitment and selection process INFERENCE: 24% employers rated that the process is effective, 42% of employers ratedthat the process is very effective, 22% of employers rated that the process is not effective,12% of employers said no opinion about the process. Referrals generated by recruiters directly soliciting them from prospective candidates and new employees will have a measurable and positive impact on the quality of hire (studies show referrals make better performing hires), cost-per-hire (little to no cost for these referrals), and time-to-fill ratios. 4.5 Findings * A majority of the respondents prefer to post their resume through Job referrals and job sites. * The percentage analysis shows that the organization relies heavily on internal sources. * A majority of employees inferred that they are satisfied with the response given after recruitment. * A majority of employers inferred that there organization is following a step by step process with certain rules and regulations in identifying job vacancies. * The percentage analysis shows that the organization is conducting job analysis and job description for each job position. * Most of the employers inferred that they are measuring the cost for the recruitment sources by comparing the validated budget versus approved budget. * It has been inferred that the employees are satisfied with the present recruitment and selection process. * Major barrier for effective recruitment and selection process are competition for the same applicants with the competitors and difficulty in finding and identifying applicants * Major source of talent is obtained through Employee referrals. 4.6 Conclusions This project â€Å"A STUDY ON EFFECTIVENESS OF RECRUITMENT ANDSELECTION PROCESS† was helpful to know about the recruitment and selection process at Mahindra Satyam. This study inferred that most of the employers andemployees are satisfied with the present process. This study was helpful to study thesources of recruitment and selection techniques methods used.The study on recruitment and selection is more an ART rather than a process HR professional is having a big responsibility to hire a best person from the available talent pool. At the same time, one needs to be cost conscious. The employer should judge onindividual merits and set the same standards for all. In the present scenario, â€Å"It is the biggest challenge for a HR manager to hunt for talent. 4.7 Recommendations: * From the study, it is found that majority of the employees prefer to post their resume in companies website and referrals. So the company can have exclusive career link in its website to post resume. * By using a separate link with resume screening software, the resumes can be screened and managed effectively. * It has been noticed that relocation is the main problem for a candidate’s rejecting an offer. So by providing a good salary and accommodation, relocation problem can be solved. Thus the recruitment process can be made effective by retaining the recruited candidate. Since it has been seen that Employee referrals is one of the major source or recruitment. So the following steps could be taken to make the employee referral program more effective and productive – 1. Rapid Response – The referral team should respond to the referred candidate and referring employee within reasonable time so that the employee feels his contribution is being considered and recognized. 2. Priority Processing – The referred applications should be given a priority for processing over other sources to ensure that the employee and the referral feel that they are special. 3. Expedited Interviewing – To promise that all employee referral candidates are interviewed within a certain number of days. 4. 5. Increase Recognition – Apart from the monetary and non-monetary rewards, employee recognition should be emphasized on. This can be done by publicly recognizing employees and managers for participating in the process. It can either be a small personalized thank you note or even an announcement through the notice board. 6. Referral Activities – Visiting top performers and coach them through a talent discovery exercise to generate referrals for a particular need. 7. Educate and encourage – Fighting corporate policies that discourage social media participation and  educate employees and managers about how to effectively use social networks for professional purposes, and then encourage mass participation. Also educate them regarding the advantages of employee referral program, so that each and everyone actively participate in the process. Apart from that the organization can rely on proactive referrals in the following ways – 1. On-boarding Referrals – Through this step, the organization can ask the new hires to make referrals during on-boarding. This can be very effective as they would have a larger network to access from as compared to the present employee’s social network. 2. Follow up Interviews – Following a successful referral, interview the referring employee to thank them for the contribution they have made. Also find out how they sourced the new hire from their network and ask for additional referrals. 3. Referral Events – To hold referral events and hiring parties for referrals in order to garner attention, to educate and get spot referrals. 4. A Referral Database – To develop a pool of referrers who can be proactively approached. Select these individuals based on their past referrals and the likelihood that they would know someone with a particular skill set. BIBLIOGRAPHY 1. www.ere.net 2. www.hrworld.com 3. www.citehr.com 4. www.mahindrasatyam.com 5. www.infosys.com 6. www.tcs.com 7. www.timesjobs.com ANNEXURE STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN MAHINDRA SATYAM (Questionnaire for Employers) EMPLOYER PERSONAL DETAILS 1. Name : 2. Designation : 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years RECRUITMENT 1. What type of process are there for identifying job vacancies in your organization? a) Follow step by step process with certain rules. b) No step by step process. c) Not aware. 2. Is job analysis conducted for each position? a) Yes b) No 3. Do you give consideration to internal candidates for all jobs before outside recruitment begins? a) Yes b) No 4. Do you accept late applications? a) Yes b) No 5. Is there any job description for each vacancy including the purpose, tasks and responsibilities? a) Yes b) No 6. Which recruitment source do you feel is effective from the below? a) Newspaper sources b) Professional journals/periodical c) Campus recruitment d) Employee referral e) Consultancies f)All the above 7. Does your organization measure the cost of these recruiting sources? a) Yes b) No If yes specify: 8. Identify any one factor which affects you to recruit best candidate? a) Image of the organization b) Government influence c) Internal organizational policies d) None of the above SELECTION 11. Do you have any standard pattern in selection process? (From initial interview to final placement) a) Yes b) No 12. Does HR department perform all initial screening of candidates? a) Yes b) No 14. Are panel interviews are used? a) Yes b) No 15. Can you allow a referee as a panel member? a) Yes b) No 16. Are reference checks considered on all candidates? a) Yes b) No 17. Are candidate telephone interviews, teleconferencing or video conferencing conducted before personnel interview? a) Yes b) No 19. Do you professionally validate the tests used in selection process? a) Yes b) No 20. What your organization will do if short listed applicant cannot be interviewed on the scheduled day? a) Offer another date, location. b) Will hold the applicant and used whenever needed. c) Consideration may be given to exclude that person from the process. d) No opinion. 21. Does your organization conduct medical examination for employees during selection process? a) Yes b) No 22. Finally rate the recruitment and selection process used in your organization a) Effective b) Very effective c) Not effective STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN MAHINDRA SATYAM (Questionnaire for Employees) PERSONAL DETAILS: 1. Name : 2. Designation : 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years RECRUITMENT AND SELECTION 1. Did you visit the website of this company before coming for the interview? a) Yes b) No 2. What is your experience in this company? a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years 3. Which sources your organization rely heavily for recruitment? a) Internal sources b) External sources 4 .Which channel do you prefer easy to post your resume? a) jobsites b) company websites c) consultancy d) referrals 5. Through which source did you get recruited in this company? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral e) Job portals 6. Which type of recruitment sources reaches you soon? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral 7. Have you ever rejected an offer in any company? a) Yes b) No 8. State the reason for rejecting the offer. a) Relocation b) Salary c) Growth d) Others 9. State the reason for accepting the offer in this organization? a) Image of the organization b) Government influence c) Internal organizational policies d) None of the above 10. Are you satisfied with the response given after recruitment? a) Yes b) No 11. Are you satisfied with the selection techniques used in your organization? a) Yes b) No If No, give reason: 12. Do you feel that the test and the interview process is lengthy? a) Yes b) No 13. What type questions they asked you in the interview? a) Relaxing questions b) Tough questions 14. Did they give the questions prior to the interview? a) Yes b) No 15. Did you felt comfortable with your interviewer? a) Yes b) No 16. Were all the candidates interviewed in the same way? a) Yes b) No If No, state reason: 17. The people who are all involved in the recruitment and selection process were very supportive to you a) Yes b) No 18. The final decisions about the appointment should be based only on merit? a) Yes b) No If No means state reason: 18. Did your organization provide you induction or orientation programme after placement? a) Yes b) No If yes means mention how effective and useful, 20. Finally how much you satisfied with the present recruitment and selection processfollowed in your organization? a) Satisfied b) Highly satisfied c) Dissatisfied d) Highly dissatisfied e) No opinion