Abnormal psychology free essay sample

Running Header: Bipolar Life Bipolar Abstract This project will look at the character, Dr. Kay Jamison, from the autobiography, An Mind. It summarizes the whole book which is based on her life experiences while dealing with bipolar. It describes how she was diagnosed with the disorder. This project discuss symptoms, causes, and treatments. It will talk about the defense mechanisms that Dr. Kay Jamison most commonly used, rationalization and sublimation. The theoretical perspectives that were used to describe her disorder were the humanistic and the psychodynamic approach. Kay earned to deal with her disorder and took medication to help ease the symptoms and wrote the autobiography. Part l: Summary The book written by Dr. Kay Jamison, tells her life story describing her illness of being a manic depressant, which is now referred to as bi-polar. She describes her childhood as growing up in a loving but military regimented and structured household where she was encouraged to explore her curiosity and vast scientific interests. We will write a custom essay sample on Abnormal psychology or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Having grown up and living on military bases, Kay kept constantly moving where she attended four different schools by the time she reached he 5th grade. But even so, she had what she described as a normal life with having close friends and even a boyfriend. Her life took a different twist by the time she reached fifteen years old. She was attending a regular high school in a wealthy community in California. When she left behind her conservative life to attend this high school, she felt completely out of place. She lost her ability to cope and adjust. Kay found that this regular school was highly competitive in both academics and athletics. The competitiveness of this school left Kay feeling humiliated and inadequate. At round this time, she also started seeing changes in her fathers behavior. This one time, a very loose and engaging man was now a very depressed, pessimistic, drinking individual fly into rages. She was scared to even go home at this point. Her own mother would stay away from the house becoming more involved with her work to avoid the home life. It was during her senior year in high school when Kay experienced what she described as her first attack with her depressive illness. She stated she would start rambling and becoming out of control with her talking. Suddenly nothing made sense in her world and she ouldnt concentrate or comprehend things in class. She would have to read things over and over. Her once imaginative mind had turned on her and she could no longer focus. She found nothing interesting or worthwhile. It was also when she had her first thoughts of death and that life was not worth living. Kay withdrew from people and would literally avoided contact. She didnt even want to get out of bed. Her college years were filled with more confusion with continual feelings of suicide. There was also an excessive spending on elaborate items. One of her purchases was a horse that he couldnt even afford to keep and other non essential items. She continued to miss more classes and was unable to concentrate. Her initial major was medicine, but she knew she could not provide the concentration that was required in this field so she switched her major to psychology. Kay knew she needed help and that she had a mental illness. It was at this point she was prescribed and took the drug called Lithium to control her Once she started taking the Lithium she could now process things. She was no longer hallucinating. This medication enabled her to slow down. She ended up seeing a sychiatrist to help address her problems. Kay knew that the drug along with psychotherapy would keep her from relapsing, but she was embarrassed having to take it. The drug seemed to almost make her feel like she was in a drunken state. At times, Kay wrongly felt like she could stop taking the Lithium and she was the exception that could have a normal life without it. But when she stopped, her manic- depressive condition came back even stronger. It was at this time she attempted suicide. Kay felt as if she was a burden for her friends and family staying alive in her condition. She recovered rom this attempt and came to terms with the realization she would have to continue this medication for the rest of her life. At this time, she discovered that her condition was hereditary and that three generations of family members had it. It was very difficult being in the psychiatry field and to confide with others about her condition. As for professional reasons, she was concerned about the perception that colleagues would view her as weak and she wanted the respect of her peers. She was also concerned that exposing her illness would Jeopardize her ability to obtain a medical icense and perspective employers and whether they would hire her. Dr. Jamison reflects in her book that despite struggling with her illness, this was a success story. She recognized the need to take medications to control this illness. She also recognized the importance of continual medication compliance with not only herself, but for all patients. Kay confided in those she could trust and was fortunate to have the love and support from so many friends, family, husband and colleagues. As she pointed out there are so many people in many professions suffering from this condition. Many manic depressant individuals end up self-medicating, making them alcoholics or drug abusers and eventually committing suicide. She went on with her life with no regrets and lives it without guilt or embarrassment. This is not a condition that is brought upon by up bringing or lifestyle. Manic depression is a disease that requires treatment. The author is able to see from a different perspective as to how the condition effects patients and has a unique understanding of the illness. She can describe from a firsthand point of view on the importance of taking medication for this condition. Part II: Diagnosis Axis I: Bipolar Disorder (Manic-Depressive Illness). Axis Ill: No medical conditions. Axis lv. She had multiple stressors that could have influenced her disorder. She moved to California, off the military base where she felt most comfortable. She had a bad relationship with her sister, her father had a drinking problem, high school was to difficult, divorced her husband, and had many relationships with other men. Axis V: Lowest Score: 19. Even though Kay knew she had something wrong with her and received therapy, she was still severely suffering from her bipolar disorder. No matter what she tried doing, nothing seemed to help in the long term. She took lithium to help ease the symptoms, but it would make her unable to concentrate. Every time she would stop taking it, her episodes would come back even stronger than before. This lead her to attempt suicide by overdosing on the medication. Highest Score: 81 . After her attempted suicide, she received much more medical care and she was able to recover. She continued taking the medication and went on with her life. She was able to work and have relationships. She was showing little to no symptoms of er disorder and was satisfied with her life. Average Score: 50. ad been suffering from bipolar disorder or also called manic-depressive illness which was how it was referred to back in the seventies. At first, it was thought that Kay was suffering from a major depressive disorder. Her first attack of depression came when she was in high school in which she described it as being very confused all the time, feeling of worthlessness, and she wanted to avoid any contact with people. The n, when she was enrolled in college, she started to have sudden changes in her mood. At one moment, she would be excessively happy and euphoric, then she would become irritable and angry for no reason. She would always be restless and suffered from insomnia. She would also have abnormal shopping frenzies. Some of her purchase were a horse that she couldnt even afford, undesirable styles of furniture, an abundant amount of watches with an overall price of $30,000, and twelve snakebite kits. All of these symptoms are clear signs of a manic episode. Kay had multiple periods of depression and manic episodes which led to thoughts of hopelessness and a suicide attempt. She had multiple relationships with men in which she had excessive involvement in pleasurable activities. Another disorder that Kay could have arguably had was cyclotymic disorder. It is similar to bipolar, but the symptoms are less intense. Kay had prescribed to her which is why she is diagnosed with bipolar. Part Ill: Research Bipolar is a mood disorder which is categorized under axis I of the Diagnostic and Statistical Manual of Mental Disorders-Fourth Edition, Text Revision. Bipolar can be defined as people who have excessive amounts of mood swings that alternate from states of depression or mania. It is also possible for a person to experience both mania and depression symptoms at the same time. For most people, it is embarrassing to be labeled with this disorder because they feel as though theres a stigma that comes along with it. Without the right support system or care, people with bipolar can find life very unbearable. When studying bipolar disorder, many researchers look at the symptoms, causes, risk factors, and treatments. Bipolar is rare disorder to develop. It is equally obtainable in both males and females. Until recently, researchers have found that no more than one percent of the general opulation has the disorder (Akiskal, 2010). Now, there is new evidence that for a higher prevalence of up to at least five percent (Akiskal, 2010). This new rise in the percentage can be due to the fact that people are becoming more acceptable of their condition. In todays society, people are more caring for others with disorders and encourage those who are less fortunate to seek help. can be observed can fall under the category of mania. Mania can be defined as a state in which a person has an excessive amount of euphoria and delusions. A person that is in a state of mania ay experience risky behaviors, decrease in sleep, racing thoughts, and an increase in sex drive (Malhi, 2003). A person may feel as though they are invincible and that they are on top of the world. This leads to them participating in dangerous activities like car surfing, mixing different types of drugs, or even participating in sexual activity with many people. A person in a state of mania may experience many sleepless nights. When people sleep, there brain releases a chemical known as serotonin, which is responsible for regulating mood, sleep, appetite, and dreams (Basics, 2007). Its a known fact that the average person needs anywhere between seven to eight hours of sleep. When people dont get enough sleep, they have a build up of serotonin which can cause irrational thinking and delusions (Basics, 2007). This can cause people to break away from reality. Manic people also may obtain many thoughts that can lead to impulsive behavior. An example of an impulsive behavior that a person may have is going on a spending spree. When people are in the mania state go on spending sprees, theyll make irrational purchases. They will buy things that they dont even need or any desire of the Abnormal Psychology free essay sample The Court has now considered whether or not juveniles should be sentenced to life without parole (LWOP). They have ruled that life without parole may not be given to a juvenile unless their crime involves murder. With restrictions already placed on the  death  sentence, retaining the possibility of life without parole is important. Society needs an ultimate punishment for those who commit heinous crimes and also as a deterrent. The Courts decision should encourage those who run prisons to focus on rehabilitation, as more people will eventually be up for parole. † (Richards, 2011) An interesting bit of information I read states, â€Å"Connecticut is one of just three states where the age of jurisdiction for a juvenile ends at 16. In Connecticut, a juvenile is any person under the age of 16, or over the age of 16 but who violated the law before turning 16. Cases involving arrests of juveniles who are 16 and older are heard in adult court. We will write a custom essay sample on Abnormal Psychology or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Legislation has recently been passed to review this juvenile age policy. (Haller, 2006) I feel that the community these teens lives in should not be entirely responsible to pay for the cleanup and or rebuild of the destruction a certain group of teens did. Nor should the parent which is why I propose that the community service jobs’ pay could go towards the amount it would take to fix their mistakes. This would teach them a little something about responsibility as well as take care of the issue at hand. I am not entirely sure I agree with the death penalty in general but I agree with this statement from Richards as I fully believe everyone deserves a second chance. In the paragraphs to come I intend to cover my opinion in further detail as to why I think the juvenile justice system should adopt the focus I believe in as well as how it will affect the law enforcement, the court processes probation, corrections, community services as well as the intervention programs. Towards the end of my paper I also intend to discuss the opposing view and why I feel they are not a valid choice. I feel that the juvenile justice system should look further into primarily using rehabilitation for their troubled youths because everyone deserves a second chance. They may have committed the crimes that are being held against them but they also may have learned their lesson because of the reality of the situation. I would hate for a life to go to waste from sitting behind bars when they could have been through the rehabilitation process and possibly some counseling and truly learned from their mistakes, if they would be fully capable of leading an otherwise successful life. I definitely feel that they need to be punished for what they did regardless if they were under the influence or claim they didn’t know what they were doing at the time, the victim and their families deserve at least that but I think that sentencing them to extensive jail time or prison time is counterproductive. You want those who have been through the justice system once or twice to go and talk about their experience in hopes that it would deter other teens and young adults from committing crimes. While focusing on the rehabilitation aspect of things, I feel these at risk teens should be participating in community services. They could be picking up trash along the roads, wash graffiti off the train cars or even be cheap labor for the county in the form of mowing county lawns or helping road construction or garbage disposal companies. I think my idea behind this would be to prove that life isn’t easy and even though you made a serious mistake, you can be successful in the end. Neither job is a glorious job but it has to be done not to mention the pay isn’t all bad (once they are in the actual position not just being cheap labor that is). Obviously if things go the way I am hoping, there will be a reduction in court cases as well as hopefully arrests therefore it would directly affect law enforcement as well as the court system but I think the affect could be both positive and negative. While it would definitely reduce the number of cases a probation officer would see, the judges and the lawyers would deal with, it could also give these particular people more time to deal with other types of more severe crimes or extra time with their own families. I feel that even one teen touched and moved by the horror story of another having gone through jail and probation would be worth the change. It would be nice if our generations could grow up knowing that yes the justice system is there to serve and protect but it also wants those who go through the system to learn and become rehabilitated to be a successful member of their community. â€Å"The current controversy over juvenile justice results in part from the fact that many states have shifted the focus of the juvenile justice system from rehabilitation to punishment and deterrence.

How to Stop Procrastinating and Increase Concentration

How to Stop Procrastinating and Increase Concentration How to Stop Procrastinating and Increase Concentration No matter how close the deadline, sometimes your motivation to read, research, write and edit your paper can dwindle. This can be particularly bad if youre prone to procrastinating. The technology that surrounds us in everyday life means that there are endless distractions available. For those of us prone to procrastinating, getting work done can therefore be a challenge. However, there are also some practical steps you can take to improve the way you work, and therefore the quality of the work you complete. If you’re in the throes of a bout of procrastination and staring a deadline in the face, the following tips might be helpful. Get Rid of Online Distractions Even short periods spent on Facebook or Twitter can add up, and you spend more time taking quizzes to find out which Harry Potter character you are than researching your paper. To get rid of temptation online, install a program that blocks certain websites for a specified time. This allows you to work uninterrupted. Take Regular Breaks Some research suggests that the average persons attention span is roughly 8.25 seconds. Its probably not surprising that were so prone to procrastinating, if that is true. Especially since writing an assignment requires concentrating for longer periods. However, your ability to concentrate for longer periods decreases as you get tired, so regular (planned) breaks are essential. Even a short break of ten minutes every few hours can boost your concentration and efficiency. Breaks from work are also useful in a more general sense. Once you have completed a draft of a chapter or part of your paper, leave it for twenty-four hours. You will then be able to return to it with fresh eyes, making editing much easier. Take Exercise Exercise taken during the work day can boost concentration, motivation and time management. If possible, fit some form of exercise into your day. A brisk walk at lunchtime will improve not only your health and mood but also your concentration. Drink Water Staying well hydrated is vital for cognitive functioning, so concentration can be hindered if you aren’t getting enough fluids. Don’t forget to drink enough throughout the day, as by the time you feel thirsty, your brain power may have decreased by up to 10%. Create the Perfect Environment Minor irritations, like an uncomfortable chair or a dim light which forces you to strain your eyes, can contribute to a lack of desire to work. Ensure that your working environment is comfortable and calming so that you can focus on your work. Know Your Optimal Working Routine Something which can dramatically reduce procrastination and improve efficiency is working out an optimized working routine. For example, different people work better at different times of day; night owls might get their best work done at midnight, while early birds might have 2,000 words done before 9am! Work to your strengths, but make sure your sleeping pattern is not affected. What Motivates You? Sometimes, small rewards can increase motivation and having something tangible to look forward to can spur you on to meet your goals. Knowing you have dinner plans with friends will encourage you to meet your targets for the day.

Iron ladies of liberia Term Paper Example | Topics and Well Written Essays - 1000 words

Iron ladies of liberia - Term Paper Example One of the questions that needs an answer from this movie is: Are women more democratic than men in politics? Or are women capable of making differences in politics with regard to good governance and democracy? This movie illustrates how women play an important role in politics and how they can transform the political landscape and playfield. The following discussion is an outline how the movie irons ladies of Liberia portrays women to have very important and strong stuns with regard to democracy and good governance and fair politics. The film is produced in the Liberia’s contexts and is about the political landscape that the nation has made after a long struggle with the civil war which took fourteen years. After the fourteen years of war, the new president is elected, Ellen Johnson Sirleaf after a hotly contested presidential election. Sirleaf is however backed by the overwhelming support especially from the women in Liberia. As the first elected woman head of state in Afric a, she appoints other women to the powerful ministries of finance, head of police, ministry of commerce and ministry of justice. However, Johnson and other women leaders are faced with the challenges of not only bringing peace to the nation but also improving the economy that was suffering from debts amounting to over three billion dollars. Iron Ladies of Liberia therefore provides an insight of the leadership of the president Ellen Johnson Sirleaf and other extraordinary women as they strive to restore order in the nation that had been devastated. Liberia had suffered from two civil wars that took over two decades and hence the nation is trying to cope up with the economical challenges as they strive to restore political order in the nation. Daniel Junge, the director of this film has presented the first term of Sirleaf in the government in which Junge presents the leadership of Sirleaf and other women as very challenging. Even though Iron ladies of Liberia does not go into finer d etails of whet that new president faces, but it outlines certain challenges that are a threat to the nations peace and has to be acted upon with immediate action. There is also fear that the nation might go back to violence and hence restoring public confidence in the new governance after the devastating war in Charles Taylor’s regime is important. Among some of the challenges facing Taylor are the high rates of unemployment that is standing at ninety percent. Ellen and the other iron ladies are experiencing hard times in which there are huge numbers of youth walking along the streets. There is chaos and disorder in the streets due to unemployment that has resulted into the increase in crimes, theft and robbery along the streets; hence an increase in the level of insecurity in the nation. It is also important to note that the film reflects the divided army which is also a threat to the national peace and security that has begun to take place in the nation. Other problems incl udes corruption, how to manipulate the political elite that are still clinging onto power due to their riches and hence influence on the economy. As a result, there are huge disparities in the incomes of the individuals. This has seen the poor earning less than a dollar in a day while the rich, owning the greater percentage of the national economic resources continue to rule the nation economically. Ellen Johnson also takes leadership of the nation a time when the nation living standards is very low. There exist no sewerage

Hypatia of Alexandria (350-415) Essay Example | Topics and Well Written Essays - 500 words

Hypatia of Alexandria (350-415) - Essay Example She followed the school of thought that was derived by Plato and developed by Plotinus. She was multitalented and this made people envious until they condemned her as a witch, which led to her murder in 415. All her works were burnt in the Great Library. Hypatia lived during a time of great change, in the late fourth and the beginning of the fifth centuries. She was born in around 350 A.D., though the time of her birth is not well known. During that time women were not allowed to contribute much in the society and were only treated as property. They had few options but Hypatia managed to freely move and maneuver in a tradition that was male dominated. Slavery was a dominant issue during that time, as it had sapped the vitality of classical civilization. In about 400 A.D. the philosophy of Neo-Platonism was taught. The philosophy was founded by Plotinus. Hypatia at that time taught philosophy and was the head of the school of Platonist at Alexandria. Religion was a major development at that time and most of the Christians were converted to paganism through the teachings of Hypatia. In the city, there used to be several riots between the Christians and non-Christians. The Christians felt that the works of Hypatia undermined and threatened the stability of their faith. These events became the turning point of the life of Hypatia. It was during the reign of the Roman governor, who had a good relationship with Hypatia. During this time, the people in the city of Alexandria were naà ¯ve and lacked formal education. Hypatia was a symbol of scholarship, especially due to the scientific knowledge she possessed. This made other people in the city, particularly the Christians to despise Hypatia and they decided to murder her. The works and remains of Hypatia’s body were burnt with an aim of the termination of her teachings. Although the Christians managed to undertake her murder, the teachings and works of Hypatia remain

I am not sure about the subject that i used, but you have to put the Assignment

I am not sure about the subject that i used, but you have to put the right subject for each - Assignment Example This comes in the wake of different cases around the nation where officers are seen to manhandle or mistreat people from minority groups, with some even leading to the death of the said individuals (Schmidt 1). The issue of hate crimes has been a topic that is often discussed in hushed tones in various areas in the United States. In yet another different online article, The Guardian dated 10 Feb. 2015, three individuals were sentenced to prison for alleged hate crimes that led to the death of one James Craig Anderson. In the wake of these allegations, it later emerged that a group of white people would go to Jackson to pester, harass, and assault black people. Others were waiting sentencing stemming from the same hate crimes and conspiracy to do the same against nonwhites (AP 1). After a series of attacks by both white police officers and civilians, it has become necessary for major newspapers around the nation to highlight what is happening, and what should be done about it. It is clear that race is still an issue that most people are battling with, and with the rising number of cases, the attitude and mentality of everyone involved needs to change. This is for the betterment of society and everyone involved in making it prosper. It is my belief that whenever minority groups hear of such cases, there is bound to be traces of anger, bitterness, and resentment towards the other race, especially when perpetrators are not brought to book. It is about time people realize that society is made up of all races, and not just the whites. Associated Press, Jackson Mississippi. â€Å"Three sentenced in Mississippi for ‘Hate Crime’ Murder of Black Man.† The Guardian 10 Feb. 2015. Print. Schmidt, Michael S. â€Å"F.B.I. Director to Give Speech Addressing Relations between Police and

Law Essays Certain Selling Arrangements

Law Essays Certain Selling Arrangements Certain Selling Arrangements The introduction of certain selling arrangements has imposed an unnecessary straitjacket on the development of the Keck principle. Not only is the Keck formula too narrow; paradoxically, it is also too broad in that it catches dynamic measures (such as restrictions on advertising) and therefore takes them outside the scope of Article 28 even though they do affect inter-state trade. (C. Barnard, The Substantive Law of the EU. The Four Freedoms (OUP 2d ed.) at 149). Discuss Article 28 (ex 30) EC provides that: â€Å"Quantitative restrictions on imports and all measures having equivalent effect shall be prohibited between Member States†. Although this may initially seem simple, it has caused substantial difficulties when it comes to measures having equivalent effect when the rules are indistinctly applicable (ie. they apply equally to domestic and non domestic goods). As will be seen, the confusion around dealing with these measures was intended by the ECJ to be halted by the judgment in Keck. This essay will critically evaluate the decision in Keck in order to consider whether it has indeed served this purpose. A definition of measures having equivalent effect to quantitative restrictions was introduced by the ECJ in 1974 in the case of Procureur du Roi v Dassonville: â€Å"All trading rules enacted by Member States which are capable of hindering, directly or indirectly, actually or potentially, intra-Community trade are to be considered as measures having an effect equivalent to quantitative restrictions.† Although this definition proved helpful to the Court, its application tended not to distinguish between indirectly and directly applicable measures. It was also very broad, leaving many regulations open to examination by the Court. This in turn lead to large amounts of litigation for the Court to deal with. In Rewe-Zentral AG v Bundesmonopolverwaltung fur Branntwein (â€Å"Casis de Dijon†) a narrower approach was adopted. The case concerned the legality of a German law which prescribed a minimum alcohol level of 25% for certain spirits, including cassis. German cassis was above the 25% level, but French cassis was not. Therefore, although the German law was indistinctly applicable, the result of the measure was to preclude the French cassis from the German market. The ECJ applied the Dassonville formula but went on to state that: â€Å"Obstacles to movement within the Community resulting from disparities between the national laws relating to the marketing of the products in question must be accepted insofar as those provisions may be recognised as being necessary in order to satisfy mandatory requirements relating in particular to the effectiveness of fiscal supervision, the protection of public health, the fairness of commercial transactions and the defence of the consumer.† The case therefore introduced the concept of the ‘rule of reason’ to applications of Article 28 in the context of indistinctly applicable measures. In the Cassis de Dijon case itself it was held that the measure had been enacted in the interests of public health and fairness to commercial transactions, but that it was not a necessary means to achieve these objectives and was therefore in breach of Article 28. The cases concerned the legality of a French law prohibiting the resale of goods in an unaltered state at prices lower than their purchase price. Keck and Mithouard were prosecuted for breach of this law but claimed that the rule was incompatible with EC law. The ECJ considered Article 28 and applied the Dassonville formula. It was stated that the legislation could have the effect of restricting the volume of sales of imported goods as it deprived traders of an important method of sales promotion. The Court then went on to state that:Although the Cassis de Dijon case placed a limit on the very broad approach of the Dassonville formula, it was not without its problems. The application of the ‘rule of reason’ was difficult for domestic courts. The ‘Sunday Trading’ cases demonstrated this when a challenge was made to the legality under Article 28 of national rules limiting Sunday trading. In some cases it was held by the national courts that the rules were just ified, in others that they were disproportionate. As a result of this uncertain approach, a change in the way the ECJ dealt with this problem was clearly necessary. This change came in the form of Keck and Mithouard which â€Å"marks an important turning-point in the Court’s jurisprudence on Article 28†. â€Å"In view of the increasing tendency of traders to invoke Article 30 of the Treaty as a means of challenging any rules whose effect is to limit their commercial freedom even where such rules are not aimed at products from other Member States, the Court considers it necessary to re-examine and clarify its case law on this matter.† The Court then considered the Cassis de Dijon case and the extent to which the application of rules which limited free movement of goods could be justified as in the public interest: â€Å"However, contrary to what has previously been decided, the application to products from other Member States of national provisions restricting or prohibiting certain selling arrangements is not such as to hinder directly or indirectly, actually or potentially, trade between Member States within the meaning of the Dassonville judgment †¦ provided that these provisions apply to all affected traders operating within the national territory and provided that they affect in the same manner, in law and fact, the marketing of domestic products and of those from other Member States.† It was therefore held that Article 28 did not apply to ‘selling arrangements’ and therefore the French law had not been in breach of the EC law. The decision in Keck has been said to be ‘lacking in principle’, yet it has also been praised for its ‘tendency to cut back on unnecessary intrusions into the laws of the Member States in cases where access to the relevant national market is not at stake’. Perhaps the most controversial aspect of the decision is the distinction draw between rules that are to do with the product itself, and rules which relate to the selling arrangements in place for that product. Indeed, it has proved difficult to determine exactly what is meant by ‘selling arrangements’. In Hunermund pharmacists were prohibited from advertising, outside their premises, products which they were authorised to sell. It was held that this was a method of sales-promotion and was therefore outside the scope of Article 28. Moreover, in Banchero defendants to a smuggling charge invoked Article 28 in relation to Italian rules reserving the retail sale of tobacco to authorised distributors. The authorised distributors could only gain such status where the national body which held a monopoly over tobacco production in the country granted it. It was held that the system did not impede access to the national market, was a selling arrangement, and was therefore compatible with Article 28. In contrast, measures constituting requirements to be met, such as a Dutch law prohibiting dealings in gold and silver products not bearing certain hallmarks (Houtwipper) and German laws requiring the labelling of the contents of certain foods additional to those specified under EC law (Commission v Germany) are within the scope of Article 28 as they relate to the goods themselves, rather than merely the selling of the goods. The difficulties in lack of workable definition of a ‘selling arrangement’ are seen particularly starkly when considering the Courts’ approach to the advertising of goods. In Leclerc-Siplec the ECJ held that legislation which prohibits television advertising in a particular sector amounted to a selling arrangement. Therefore, even a complete ban on advertising of certain products will not come within the scope of Article 28 if the ban applies to domestically produced and imported products equally in law and in fact, as the Court held when considering a ban on television advertising directed at children under 12 in Komsummentombudsmannen v De Agostini. This means that the free movement of goods can be seriously hampered and the main provision designed to prevent this will have no effect whatsoever. In this sense, the approach offered by Keck is too broad. However, advertising and other measures intended to increases sales have not always been held to be ‘selling arrangements’. In Vereinigte Familiapress Zeitungsverlags- und Vertriebs GmbH v Heinrich Bauer Verlag Austria had prohibited periodicals from featuring prize draws or competitions. The ECJ formed the view that publishers would use such competitions with the hope of increasing circulation. However, the rule was held not to be a selling arrangement as it concerned the content of the magazine, equating to a requirement to be met. Article 28 applied and the Austrian rule was in breach of it. Although the measure was justifiable under the Cassis de Dijon formula, the provisions of Keck were too narrow to include this scenario. This approach therefore does not solve the problem created by the Cassis de Dijon case of uncertainty in application. Furthermore, in Schutzverband gegen unlauteren Wettbewerb v TK-Heimdienst Sass GmbH Austrian legislation provided that bakers, butchers and grocers may offer goods for sale on rounds in a given administrative district only if they also traded from a permanent establishment in that district or an adjacent municipality, where they offered the same goods for sale as they did on their rounds. It was that this amounted to a ‘selling arrangement’ but one which did have a differential impact on domestic traders and others. This approach therefore entails an analysis of market access, which was a factor in the pre-Keck jurisdiction, but which was supposedly outside of the Keck approach. The academic reaction to Keck at the time of the decision was in the main critical and it was argued that Keck placed too much emphasis on factual and legal equality at the expense of market access. It was suggested that denying that selling arrangements came within Article 28 as long as they did not discriminate in law or in fact ignored the importance of market access as trading rules could be formally equal yet still operate so as to inhibit market access. Academics have therefore argued for an approach based on market access, with a main advocate being Weatherill. He has suggested that the correct approach should be to focus on market access rather than just factual and legal equality. To this end he has proposed a modified test: â€Å"Measures introduced by authorities in a Member State which apply equally in law and in fact to all goods and services without reference to origin and which impose no direct or substantial hindrance to the market of that Member State escape the prohibition of Articles 30 and 59 [as were].† This opinion was not confined to academics, and was raised judicially by Advocate General Jacobs in Leclerc-Siplec. Jacobs AG felt that advertising could play an important role in breaking down barriers to inter-state trade and was therefore dissatisfied that it should be outside Article 28. He suggested a modification to involve a test of ‘substantial’ hindrance, so that if a substantial restriction on access to the market was acting then it should be caught by Article 28. However, this suggestion was not applied by the ECJ. Further judicial consideration has come from Advocate General Maduro in Alfa Vita where he stated that while Keck was intended to clarify the ambit of Article 28, it had ‘proved to be a source of uncertainty for economic operators’. He went suggested a three point solution: prohibition of all discriminatory provisions, whether direct or indirect; the requirement that any supplementary costs on cross-border activity be justified and; that any measure which impedes to a greater extent the access to the market and the putting into circulation of products from other Member States should be considered to be an MEQR. From the analysis above it may be concluded that although the Court in Keck attempted to resolve the problems of both the broad approach of Dassonville and the difficult to apply Cassis de Dijon, the result has been far from simplistic. Indeed, it is still unclear as to exactly what factors the court will consider when examining the legality of provisions in relation to Article 28. What is clear though, is that the Court is again willing to reconsider the approach and there may yet be a further attempt to restructure the approach to this area of free movement. Bibliography Barnard, C. (2001), â€Å"Fitting the Remaining Pieces into the Goods and Persons Jigsaw?†, 26 ELRev 35 Connor, T. (2005), â€Å"Accentuating the Positive: The ‘Selling Arrangement’, The First Decade, and Beyond†, International and Comparative Law Quarterly, 54, 1, 127 Craig, P. De Bà ºrca, G. (2008), EU Law: Text, Cases and Materials, 4th Edition, Oxford University Press Enchelmaier, S. (2004), â€Å"Four Freedoms, How Many Principles?†, Oxford Journal of Legal Studies, 24, 155 Chalmers, D. (1994), â€Å"Repackaging the Internal Market – The Ramifictions of the Keck Judgment†, 19 ELRev 385 Fairhust, J. (2007), Law of the European Union, 6th Edition, Pearson Longman Gormley, L. (1994), â€Å"Reasoning Renounced? The Remarkable Judgment in Keck Mithouard† EBLRev 63 Reich, N. (1994), â€Å"The November Revolution: Keck, Meng, Audi Revisited†, 31 CML Rev 459 Roth, W.H. (1994), â€Å"Casenote on Keck and Hunermund†, 31 CML Rev 845 Steiner, J., Woods, L., Twigg-Flesner, C., (2006), EU Law, 9th Edition, Oxford University Press, pg 374. Weatherill, S., (1996), â€Å"After Keck: Some Thoughts on how to Clarify the Clarification†, 33 CML Rev, 885

Pandas Essay -- essays research papers fc

  Ã‚  Ã‚  Ã‚  Ã‚  The giant panda only exists at present in six small areas located in inland China. The habitat, suitable for the bamboo on which it survives, is a cold, damp coniferous forest. The elevation ranges from 1,200 to 3,400 meters high. In most of the areas in which they still roam wild, they must compete with farmers who farm the river valleys and the lower slopes of the mountains. It is estimated that there are somewhere around 700 and 1,000 giant pandas still alive in the wild. Because of their reliance on bamboo as their primary food, they will remain in significant danger unless their present habitat is expanded. The differing varieties of bamboo go through periodic die-offs as part of their renewal cycle. Without the ability to move to new areas which have not been affected, starvation and death will certainly occur for the giant panda. Such die-offs of the bamboo also put the giant pandas in more direct contact with farmers and poachers as the bears try to find new areas in which to feed.   Ã‚  Ã‚  Ã‚  Ã‚  Pandas have few natural enemies other than man, so the life-span of giant pandas in the wild is thought to be twenty-five years or more.   Ã‚  Ã‚  Ã‚  Ã‚  Giant pandas have forepaws which are extremely flexible. Evolution has given them an enlarged wrist bone that works in the manner of an opposable thumb. This highly functional adaptation allows the giant panda to manipulate their primary food source, bamboo stems ...

The Study of Recruitment and Selection

A Project Report On â€Å"THE STUDY OF RECRUITMENT AND SELECTION† At PACE HR INNOVATION PVT. LTD. By Aarti Sharma Under The Guidance of PROF. Pranjal Jadhav Submitted to â€Å"UNIVERSITY OF PUNE† In partial fulfillment of the requirement for the award Of the Degree of Master of Business Administration. MARATHWADA MITRA MANDAL’S INSTITUTE OF MANAGEMENT EDUCATION RESERCH AND TRAINING (2011-2013) ACKNOWLEDGEMENT The success and satisfaction of any work would be incomplete without mentioning the people who made it possible, whose constant guidance and encouragement crowned my efforts with success.I would like to express my sincere gratitude and thanks to Mr. BHAVESH SHAH for his constant encouragement and invaluable suggestions throughout the course. I consider it privilege to express my sincere gratitude to PROF. PRANJAL JADHAV for their entire support and encouragement I express my sincere appreciation and gratitude to PROF. PRANJAL JADHAVfor the constant encourage ment and invaluable suggestions throughout the course. I also express my gratitude to Mr. BHAVESH SHAH for giving me this opportunity to do my project in their esteemed organization.Last but not the least to the entire team of PACE HR Innovation PVTLTDwithout their effort this project could not have been completed. I am also thankful to my colleagues for helping me directly or indirectly to complete my project work. Aarti Sharma. DECLARATION I hereby declare that the project work titles THE STUDY OF RECRUITMENT AND SELECTION in Pace HR Innovation Pvt. Ltd. Kothrud,Pune is written and submitted by me is original and all the information collected is authentic to the best of myknowledge under the guidance of PROF. PRANJAL JADHAV and Mr. BHAVESH SHAH.The empirical finding in the report is based on the information collected by me. Aarti Sharma. INDEX Sr. No| CONTENTS| PAGE NO| 01| Executive Summary. | 1. | 02| Company Profile. | 3. | 03| Introduction. * Concept of HRM. * Recruitment Proc ess. * Selection Process. | 9. | 04| Objective of study. | 33. | 05| Scope of study. | 34. | 06| Research Methodology| 35. | 07| Data Analysis and Interpretation| 37| 08| Finding and Observation| 61. | 09| Recommendation| 62. | 10| Conclusion. | 63. | 11| Bibliography| 64. | 12| Annexure. | 65. | Executive Summary EXECUTIVE SUMMARYThe Summer Project at Pace HR Innovation PVT LTD, Kothrud Pune was indeed a very fruitful experience. This project gave main sight knowledge on Recruitment and Selection procedure especially for Manufacturing and Service industries. During these two months all the HR team of Pace HR Innovation PVT LTD put all their efforts in giving me the best possible training on various inner sight of Recruitment & Selection procedure. The project had started with Interview process as I had gone through one of my friend reference who is already working in Pace HR Innovation Pvt.Ltd After interview process, the Induction program was conducted by HR executive of Pace HR I nnovation PVT LTD. The induction program gave me the entire overview of the organization its Mission and Vision. The training session was then followed by Recruitment and Selection procedure which was taken by HR members responsible for conducting the recruitment process for the company. The HR trainee taught the process step by step each day by virtually showing the process of Recruitment and Selection.The HR trainee also explained that how success of every company begins with finding and hiring of good employees at regular intervals. Recruiting the right person for the right Post is the main motto of HR department. It need not be difficult though, as long as the process of recruitment & selection it is approached in a careful and systematic manner. The HR trainee also explained that Recruitment and Selection, strictly are differentiated functions, the recruitment process deals with the forming a pool of applicants, whereas Selection process deals with picking out the best employee .However, in practice no clear distinction is seen between the two it is considered as an integrated process. Recruitment must start with a thorough assessment of immediate staff requirements. The vacant job should be analyzed and a job description should be prepared which in turn becomes easier for the employee who wants to apply for the post. Attention must also be given to future vacancies of the organizationalso. The HR trainee also explained the possible sources of recruitment – internal and external which have to be studied and performed in an organized manner.Then HR trainee also explained as how to screen and shortlist the candidates CVs as per the requirements of various departments and inviting candidates possessing different skills and talent and also explained as how to conduct a telephonic interview and how to arrange interviews as per both the parties’convenience. 1. After completion of all the selection process the suitable employee should be selected an d should be provided with offer letter. HR trainer also explained as how to conduct induction programmeand necessary instruction given during the induction programme.The training program included not only Recruitment process but also various management games, how write appropriate mails to candidates, communication skills. During the project I found that Interview process was conducted in satisfactory manner. The HR department of Pace Hr innovation Pvt. Ltd. follows both the internal and external sources for conducting the recruitment process. I also noticed that it was difficult to conduct interview process, as candidates where not able to reach for the interview as per the time schedule.The major factor affecting the recruitment policy is the Pay Packages provided by the organization. The test duration for the senior level officer and fresher is too long. Though it is beneficial but time consuming and it also takes a lot of effortto find the exact candidate with required skills, e xperience, qualification etc on the portals. During the project I also recommended that the company should develop or provide software which would provide quick result as the test is over. So the time is saved in evaluation.The advertisement of the company should be done on the large scale so that the company would get more outsourced work from the various large organizations. The company should find some type of technology in place of the large amount of paper work and thus work can be done faster and the time is saved. The selected candidates should be given training at their work place which in turn will give them proper view of their work process and Organization should reward their employees regularly which will increase their work efficiency and will become more loyal towards their organization.And thus I concluded that the company follows a standard policy to recruit employeesand the existing recruitment policy is adequate but modern methods of recruitment and selection shoul d be adopted to be more effective. The present recruitment policy is flexible enough as it has undergone several changes from time to time to suit the requirements of the organizations and in the company, both internal & external sources of recruitment are used.Lastly HR members explained that the main motto of HR department is to take care of the employees working in the organization and also to make them effective and efficient to achieve the goals of the organizations. 2. Company Profile COMPANY PROFILE About Company Pace HR Innovation Pvt. Ltd. was established in 2006 by Bhavesh shah and Pooja Shah. Mr. Bhavesh holds 10 years of experience in HR and Pooja Shah has an experience of 9+ years of experience in the IT domain. Pace HR Pvt. Ltd. is the fastest growing Payroll Processing & Manpower Outsourcing Company providing a wide range of staffing solutions to its clients.Pace HR bring in the right combination of expertise facilitating organizations to acquire temporary and permane nt staff, enhancing productivity, quality and reducing employment cost. Pace HR Pvt. Ltd. started in 2006 for providing total HR Solutions for MNCs and Indian Companies. It started with Payroll Processing division and later diversified into Temp Staffing and Manpower Outsourcing. Pace HR currently employs in leading MNCs, Corporate Houses, FMCG, Service Industries, KPO, Technologies, Engineering & Manufacturing Companies.The focused approach, continuous improvement to enhance operational and delivery standards, implementation of best practices and technology has helped Pace HR in attaining the leading position in the HR Services Certification:- Pace HR Innovation Pvt. Ltd. is an ISO 9001:2008 certified company and a member of MCCIA (Maratha Chambers of Commerce, Industries and Agriculture). Company is also in the process to get certified by D&B from an International body. Operations:- Companymajor operations include Payroll Processing, Outsourcing and Hr Trainings.Company Footprints :- Company has branches in Pune, Mumbai and Bhubaneswar. 3. Objective of Company:- To provide exposure to HR Professional for the entire Recruitment process and Payroll Process where they can hands on experience of IT/ITES/BSFI sectors. And gain an edge in the competitive job market. * Achievements:- Company proudly admit that we have trained and placed 570+ HR Professionals across the industries and have made a difference to their career growth in last 5 years . In 2010-2011 we Trained and placed 156+HR Professionals.Company pool trainees include Professionals from INFOSYS, WIPRO, TATA, WNS, and JOHN DEER. * Philosophy Welcome to Pace HR Innovations Pvt. Ltd are Management Consultants located in pune established in 2006. The company has succeeded in changing its strategy to service Clients globally as India's Premier HR Company with focus on the entire gamut of HR Services ranging from Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR Services, Institution S ervices and Assessment Centre. Pace HR Innovations Pvt.Ltd has succeeded in changing its strategy to service Clients globally as one of India's Premier HR Companies with focus on the entire range of HR Services namely Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR Consulting Services, Institutions Services and Assessment Centre. Thus, raising productivity through improved quality, efficiency and cost-effectiveness, this enables Pace HR Innovations Pvt. Ltd to concentrate more on Clients. Expertise and leadership propelled Pace HR Innovations Pvt.Ltd from a small pune operation called Check and Cash in 2006 to a nationally-connected enterprise within our first Eight years of business. Aggressively expanding our network is intrinsic to our strategic plans. Our expertise banks on 20 strong team of HR specialists drawn from the various verticals across all major industries. Consequently, we are opening our doors to more applicants and employers each year with a broader range of excellent available positions to fill and a healthier base of candidates to place in those jobs. From year to year, nearly all of our clients return to us.We are, therefore, building lasting relationships with high-quality employers. The benefit to job seekers is a confidence that the employers, with whom we do business, from Fortune 500 to entrepreneurial firms, are respectable, financially strong and growing. Employers can rely upon us to present only solidly qualified candidates for consideration. 4. * Recruitment/Outsourcing The growth in economy is making organizations to look at ramping-up their workforce. At the same time competition calls the organizations to focus more on their prime business functions.By outsourcing the recruitment Process the organizations are able to allow their human and capital resources to dedicate more time on core competencies and other high value consultative activities. And for this, Pace HR Innovations Pvt. Ltd offers tailored and measurable Recruitment Solution under Recruitment Process Outsourcing (RPO) which generates a competitive advantage for our clients by allowing a varied set of services ranging from Talent Pool Generation, Job Board Advertising, Candidate Screening & Response Management, Vacancy Monitoring, Skill-set Mapping etc. in addition to Candidate Validating & Referencing, Interview Scheduling & co-ordination and CandidateAssessment. To our esteemed clients, RPO gives them the advantage of being Process Driven, Domain Competence, Scalability, Cost-Effectiveness, Time-Bound delivery, Pan India Operations and a Single Contact Point. * Ascent Ascent is an innovative model of recruitment that provides a very comprehensive action plan for tracking recruitment requirements within the organization. Ascent offers multiple specialists to work on variable talent acquisition cost. The HR specialists sit at your office to provide on-site recruitment solutions.They man the entire logistics from requir ement to sourcing, to test processes, to coordinating interviews to counsel between joining periods and mentoring post joining. Our goal is to maximize cost savings to our clients whilst ensuring high quality services through our vast talent sourcing model and synergizing world class recruitment methodologies with the competitive advantages offered by Pace HR Innovations Pvt Ltd. * Vision of the company Pace HR Innovation Pvt. LTDCompany,to be the India's Premier HR Company and to acquire, provide, and nurture the best of Indian talent. Mission Pace HR Innovation Pvt. LTDis passionate and pioneering people dedicated to provide solutions for any HR challenges of our clients, our customers, or our employees. 5. Process of the Pace HR Innovation Pvt. Ltd company Outsourcing, has been defined as sub-contracting of a process to a third party. The decision for outsourcing is based on a lot of deliberation on a process to be so outsourced and its importance for a direct control by the busi ness pros ; cons of the resources attached to the process So, The steps a business person need to take to outsource any process? 1.Deliberation: This is the first step for outsourcing. Any business needs to first identify the reasons for outsourcing, the pros ; cons of outsourcing and then only decide in favor of it. Outsourcing needs to be seen as a part of strategic business decision and the outsourcing vendor needs to be seen as a partner in the overall growth strategy of the business. 2. Invitation of proposals: Once the business decides that it wants to outsource a certain process, the next step is to sort out various vendors offering their expert services in the same category as the process belongs to.In today's world, with the wide usage of internet, proposals may be invited from vendors outside the local area of operation of the business. 3. Negotiation: This step is the natural fallout of the second step. All the proposals are first compared to understand the pros and cons of each vendor. A face to face meet or a telephonic meeting may be held to clarify the requirements of the business and the vendors' response. Based on the interaction, the number of vendors in the fray would be significantly reduced to a couple of vendors.At this stage, the business needs to do a proper due diligence of the remaining vendors and also negotiate on the prices andtermsofservices. 4. Finalization of contract: Once the negotiation round is over, the business can take a decision about the vendor it would want to partner with. Once this decision is made, the business would then draft the legal agreement/contract that needs to be signed by the business and the selected vendor before the actual outsourcing starts. This is one of the most critical stages since the business needs to be very specific about the terms and conditions.There shall not be any ambiguity in the legal contract. It would be better if the contract specifies the jurisdiction of the contract and how any di sagreement, if anycanberesolved. 5. Transition: This is the step where the process transfer takes place. This also includes the knowledge transfer from the business to the outsourcing vendor. In this stage, the business would do good to outline the SLAs (Services Level Agreement) which would measure the work being done by the outsourcing firm. 6. Ongoing Service delivery: This is the stage where the services of the outsourcing firm are availed by the business.If the agreement between the two parties talks about any fixed term, then this stage continues till the time such fixed term is not over. Else, this stage continues till the time the business doesnotterminatethecontractofoutsourcing. 6. 7. Termination or Renewal: If the contract talks about any fixed term or any other condition that would trigger termination of the contract, then on the occurrence of such an incident, the contract may be terminated. In case of the term getting over, the contract may either be terminated or rene wed. In ase of renewal, both the parties may re-negotiate on the price terms or any other terms that need a re-look. if the contract is terminated, the next step would involve the outsourcing firm to giving back the outsourcing process and related resources to the business or to any other outsourcing firm the business has appointed. * Company’s Prestigious Clients INFOSYS. WIPRO. IBM. TATA. WNS. JOHN DEER. * Company Strength. * Efficient Project Management * Technical competence * Multi-location Branch Offices * Strict compliance with completion Schedules * Quality ; Safety consciousness Competitive pricing with maintained Profit margin. * Commitment to customer satisfaction. * Completion of project on time. 7. * HR Department Of the Company. HR Department of the company includes one HR Manager and three HR forAdmin,payroll, Executive. It also plays important role in keeping record of each employee, their salary, ESI, PF. And five HR Recruiter for Recruitment ;Selection,joini ng formalities, Training etc. * TOP MANAGEMENT TEAM OF PACE HR INNOVATION PVT. LTD. * Mr. Bhavesh Shah- Co- founder, Director. * Mrs. Pooja Shah- Director. * Jay Shah – Head Operation. * Apasna chowlage- Head HR. Gunja Towal- Head training ; Development. * Reshma Shaikh- Head Marketing. 8. Introduction INTRODUCTION The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working within the organization. Employee should be creative, talentedand goal achievable person who will achieve the organizations goal and objective. Thus organization will progress and prosper. In order to achieve the goals or the activities of an organization it is necessaryto recruit people with adequate skills, qualifications and experience.While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selectio n. Once the required number of vacant position are determined and kind of human resources requirement , The HR management has to find the ways from where the required human resources will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. HR professional has a big responsibility to hire the best person from the talent pool. At the same time, one needs to be cost conscious.It is a good practice in Recruitment ; Selection process to be objective and seek to identify the candidate’s abilities. Judge on individual merits and set the same standard for all. One needs to use the technology, to get the best results and it is also necessary to possess the healthy relationship with employees. Thus in order to achieve the best result from the recruitment ; selection process, one needs to strategies on following points. * Adopting the right method of recruitment, this is more efficient in terms of cost and time without compromising on quality. Reducing the risk of employing people who cannot perform. Hence these procedures will play major role in driving the organization in forward direction. 9. Concept of Human Resources Management Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their wholehearted cooperation. In short, it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. It has the following features: I.Pervasive force: HRM is pervasive in nature. It is present in all enterprises. It permeates all levels of management in an organization. ii. Action oriented: HRM focuses attention on action, rather than on record keeping, written pro Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their wholehearted cooperation. In short, it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner.It has the following features: * Pervasive force: HRM is spread throughout in nature. It is present in all enterprises. It permeates all levels of management in an organization. * Action oriented: HRM focuses attention on action, rather than on record keeping, written procedures or rules. The problems of employees at work are solved through rational policies. * Individually oriented: It tries to help employees develop their potential fully. It encourages them to give their best to the organization. It motivates employees through a systematic rocess of recruitment, selection, training and development coupled with fair wage policies. * People oriented: HRM is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. The resultant gains are used to reward people and motivate them toward further improvements in productivity. * Development oriented: HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure.Every attempt is made to use their talents fully in the service of organizational goals. * Integrating mechanism: HRM tries to build and maintain cordial relations between people working at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the service of an organization. * Comprehensive function: HRM is, to some extent, concerned with any organizational decision which has an impact on the workforce or the potential workforce. The term ‘workforce’ signifies people working at va rious levels, including workers, supervisors, middle and top managers.It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shapes and forms at each level in the organizational hierarchy but the basic objective of achieving organizational effectiveness through effective and efficient utilization of human resources, remains the same. 10. â€Å"It is basically a method of developing potentialities of Employees so that they get maximum satisfaction out of their work and give their best efforts to the organization. * Individually oriented: It tries to help employees develop their potential fully.It encourages them to give their best to the organization. It motivates employees through a systematic process of recruitment, selection, training and development coupled with fair wage policies. * People oriented: HRM is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produ ce good results. The resultant gains are used to reward people and motivate them toward further improvements in productivity. * Future-oriented: Effective HRM helps an organization meet its goals in the future by providing for competent and well-motivated employees. Development oriented: HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure. Every attempt is made to use their talents fully in the service of organizational goals. * Integrating mechanism: HRM tries to build and maintain cordial relations between people working at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the service of an organization. Comprehensive function: HRM is, to some extent, concerned with any organizational decision which has an impact on the workf orce or the potential workforce. The term ‘workforce’ signifies people working at various levels, including workers, supervisors, middle and top managers. It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shapes and forms at each level in the organizational hierarchy but the basic objective of achieving organizational effectiveness through effective and efficient utilization of human resources, remains the same. It is basically a method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their best efforts to the organization† Meaning of human resource management: â€Å"Human Resource Management is that branch of organizational science that deals with the employment relationship, along with all the decisions, actions, and issues involved in that relationship†. Human Resource Management (HRM) is the function within an organization that focus es on recruitment of, management of, and providing direction for the people who work in the organization.Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. 11. Importance of HRM to Managers: To hire right person for the right job * To avoid high manpower turnover * To ensure people doing their best * To conduct proper interview * To avoid legal implications * To ensure proper compensation management * To ensure safety of workmen and avoid unsafe practices * To ensure equity and justice and right pay for right person * To ensure i mplementation of training and development * To avoid unfair labor practices Process of HRM 12. FLOWCHART OF RECRUITMENT PROCESS & SELECTION PROCESS IN PACE HR INNOVATION PVT LTD. Identified Requirement Job Posting Shorting of CV’sScreening of CV’s Contact Employees Short listing of CV’s Application to Company Company Response Telephonic Interview Conduct Interview Feed Back Candidate offer letter 13. RECRUITMENT PROCESS Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued of operation of the organization. Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies.In other words, it is a ‘Linking activity’ bringing together those with jobs and those seeking jobs. As Yoder and others point out â€Å"Recruitment is a process to discover the sources of manpower to meet the recruitments of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to effective selection of an efficient working force†. Accordingly, the purpose of recruitment is to locate sources of manpower to meet job requirements and job specifications.Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans, organizational charts and control systems would not do much good. According to Flippo views recruitment both as positive and negative activity. He says it is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the â€Å"Hiring ratio’’ i. . , the number of applicants for a job. Selection, on the other hand tends to be negative because it rejects a good member of those who apply, leaving only the best to be hired’’ A careful and comprehensive approach towards recruitment can ensure that you select the right person for the job, both for now and in the future. Theoretically speaking, Recruitment and Selection are two separate functions. Recruitment deals with the forming a pool of applicants for a particular job, whereas Selection deals with finding the best one of the lot.In the first part of the project the various stages of Recruitment and Selection have been defined. However, it must be noted that in practice, Recruitment and Selection are considered to be synonymous and used interchangeably. 14. Generally, every organization has its own recruitment policy. It may vary year to year in the light of changing environments, situations. Recruitment as a matter of fact is a process used by an organization to locate and attract jobseekers in order to fill the job positions.An organi zation has to choose that recruitment method and sources which produce the best pool of candidates quickly and cost effectively. The Recruitment is known as a process because certain important steps are required to be followed while recruitment the candidates. The following are the three important stages of a recruitment process is planning, Implementation, Evaluation. Before coming to details of recruitment, it is useful to note that, contrary to popular perception, this is an ongoing process and not confined to the formative stages of an organization.Employees leave the organization in search of greener pastures—some retire and some die in the saddle. More important an enterprise grows, diversifies, takes over other units—all necessitating hiring of new and more capable employees. In fact, this function stops only when the organization ceases to exist. MEANING AND DEFINITION According to Edwin B. Flippo, â€Å"Recruitment is the process of searching the candidates f or employment and stimulating them to apply for jobs in the organization†. Recruitment is the activity that links the employers and the job seekers.A few definitions of recruitment are: * A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. * It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. 5| | PURPOSES AND IMPORTANCE OF RECRUITMENT PROCESS The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: * Attract and encourage more and more candidates to apply in the organization. * Determine the present and future requirements of th e organization in conjunction with its personnel planning and job analysis activities * Increase the pool of job candidates at minimum cost Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants * Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time * Meet the organizations legal and social obligations regarding the composition of its workforce * Begin identifying and preparing potential job applicants who will be appropriate candidates * Increase organizational and individual effectiveness in the short term and long term * Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whet her they wish to work for it.A well-planned and well-managed recruiting effort will result in high-quality applicants, whereas, a haphazard and piecemeal effort will result in mediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company, and do not apply. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions. 16 THE RECRUITMENT PROCESS 1 2 RECRUITMENT PROCESS 7 3 6 4 5 1. Identifying vacancies. 2. Preparing Job Description. 3.Advertising the vacancies. 4. Managing the response. 5. Short listing candidates. 6. Telephonic call to candidate 7. Arranging Interviews. 8. Conducting interview and decisi on making. 17. Sources of Recruitment Process Before an organization activity begins recruiting applicants, it should consider the most likely sources of the employee it needs. Some companies try to develop new sources, while most only try to tackle the existing sources they have. These sources accordingly may be termed as internal & external sources. Recruitment process naturally comprises of two major factors they are External sources and internal sources. Internal SourcesThey include those who are already on the payroll of the organization and those who served the organization in the past (but quit voluntary or due to retrenchment) and would like to return if the organization likes to re employ. There is merit in looking for internal resources since they provide opportunities for better deployment and utilization of existing human resources through planned placements and transfers or to motivate people through planned promotion and career development where vacancies exist in high er grades. The law provides preference to retrenchment employees when vacancies arise in future. Generally, the policy is to prefer internal sourcing, as own employees know the company well and can recommend candidates who fit the organization’s culture. Another related policy is to have temporary and part-time employees.In multinational corporations (MNCs), there is the policy relating to the recruitment of local citizens. MNCs operating in India, China, Japan, etc. may prefer local citizens as they can understand local languages, customs and business practices well. Cost of recruiting is yet another internal factor that has to be considered. Recruiters must operate within budgets. One cost-saving measure, for instance, is recruiting for multiple job openings simultaneously should be considered. Finally, an organization registering growth and expansion will have more recruitment drive. Internal sources of Recruitment process Transfer, Promotion, Demotion, Retied Employees, i nternal referrals etc. 8. Advantages of Internal sources:- * It is a time saving and economical too as no advertisement is required to be given for the jobs in external media. Cost of selection is reduced. * The internal candidates are well versed with policies, rules and regulation of the organization and as a result, cost of training, induction, orientation, period of adaptability can to the organization etc. * It helps to improve the moral and motivation of employees of the organization and to develop loyalty towards the organization and a sense of responsibility. * It encourages the employees to work hard, sincerely and to put sincere efforts to get promotion. As the management has the better of the strengths and weaknesses of its employees, proper decision can be taken to promote or transfer or to demote and thereby, the chances of making wrong decision can be considerably reduced. Disadvantages of Internal sources:- * Internal recruitment restricts the options and freedom for the enterprises in choosing the most suitable candidates for the vacancies. The enterprises may have to compromise on quality of its choice of candidates. * If the enterprise depends too much on internal recruitment, it means that the enterprise denies itself fresh talent and new blood available outside. Existing employees, even if promoted or transferred may continue to work and behave in the same habitual ways, without any dynamism. In the absence of competition from the qualified candidates compared from outside employees are likely to expect automatic promotio0n by seniority and sure prospect. Thus may loose the drive for proving their worth. * There may be chance of conflict and quarreling among the employees who aspire for promotion to the available vacancies. Those who are not promoted are unhappy and their efficiency may decline. 19. External Sources:- Organization may look for people outside the organization. Entry level jobs are usually filled by new entrants from outside. Also in the following circumstances organization may resort to outside sources. * When suitable qualified people are not available. * When organization feels it is necessary to inject new blood into it for fresh ideas, initiativesetc. When it is diversifying into new avenues and when it is merging with another organization of particular importance is the supply and demand of specific skills in the labour market. * If the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort may be needed. For instance, the demand for analysts and specialists is likely to be higher than compared to of supply, non-technical employer. When the unemployment rate in a given area is high, the increased size of the labour pool provides better opportunities for attracting qualified applicants. On the other hand, as the unemployment rate drops, recruiting efforts must be increased and new sources explored. Another external source is political and legal consideratio ns.Reservation of jobs for SCs, STs, minorities, and other backward classes (OBCs) is a political decision. Politics play a vital role in recruitment purpose, this need to be taken into consideration while recruiting. The company’s image also matters in attracting large number of job seekers. Often, it is not the money that is important. It is the perception of the job seekers about the company that matters in attracting qualified prospective employees. The various external sources of Recruitment can be made through are as follows Press Advertisement, Educational Institutes, and Employment Exchange, Placement agencies / outsourcing, Labour Contractors, Recruitment at factory gate. 20. Advantages of external sources:- It helps to attract and introduce new blood in the organization which makes the organization more dynamic through the inflow of innovative ideas, fresh thinking etc. * Employees can be selected without pre-conceived ideas, partially or reservation and labour cost can be minimized by selecting the employees on minimum wages. * External sources prove to be more economical if experienced, well trained candidates are selected. * Labour cost can be minimized by selecting the employees on minimum pay scales. * It helps in motivating internal employees to work hard and compete with external candidates while seeking career growth. Such a competitive atmosphere would help an employee to work to the best of his abilities. Disadvantages of external sources:- It sometimes proves to be expensive if advertisement are required to be done on large scale and also because of heavy costs of making arrangements for interviews, tests etc. * It is a time consuming and involves lengthy selection process. * The task of attracting, contracting and evaluating the potentials employees is somewhat difficult and very hard. * It creates unhappy among the existing employees who feel that they are qualified and fit for the jobs but no opportunity is given. It does not hel p to develop the loyalty among the existing employees. * As newly recruited employees are not familiar with the policies, practices, procedures, and environment of the organization, they take sometime to adjust themselves.If they take more time to adjust or if they cannot adjust themselves valuable time is wasted and costs also increases. 21. Factors affecting Recruitment Process The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are: FACTORS AFFECTING RECRUITMENT EXTERNAL FACTORS * Supply And Demand. * Labour Market. * Image and Reputation of company * Political- social- legal environment. Competitors. * Unemployment Rate INTERNAL FACTORS * Human Resour ces planning. * Size of the Firm. * Cost of Recruitment. * Growth and Expansion. * Recruitment Policy. 22. SELECTION PROCESS The Selection procedure is concerned with relevant information about an applicant. This information is secured in a number steps or stages. The objectives of selection process are to determine whether an applicant meets the qualification for a specific job and to choose the applicant who is most likely to perform well in that job. Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment.The hiring procedure is not a single act but it is essentially a series of methods or steps or stages by which additional information is secured about the employee. At each stage, fact may come to light which may lead to the rejection to the applicant. A procedure may be compared to a series of successive hurdles or barriers which an applicant must cross. These are intended as screens, and they are desig ned to eliminate an unqualified applicant at any point in the process. The following process of selection can be mentioned as a scientific and widely used selection process:- * Initial screening interview. * Application blank or application form. * Written test and other selection tests. * Comprehensive Interview. Medical examination. * Checking of references. * Final employment decision. * Placement. Meaning and Defination According to Dale Yoder, â€Å"Selection is the process in which candidates for employment are divided into two classes those who offered employment and those are not. Selection means a process by which qualified personnel may be chosen by the recruiter for the various vacancies in the organization. 23. Selection procedure * Screening Screening of applications can be regarded as an integral part of the selection process, though many view it as the last step in the recruitment process. Even the definition on recruitment excludes screening from its scope.However, screening is included in recruitment by some HR professionals. The purpose of screening is to remove from the process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not lost and that women and minorities receive full and fair consideration and are not rejected without justification. In screening, clear job specifications are invaluable. It is both a good practice and a legal necessity that applicants' qualifications be judged on the basis of their knowledge, skills, abilities and interests required to do the job.The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. * Using the telephone Talking on the telephone is a prompt way of screening applicants, especially appropriate if good speech and the ability to chat informally are necessary attributes for the job, for example tele-marketing jobs. Information can be swiftly collected and assessed with suitable applicants being invited for an interview. However, there are some limitations of this screening method. Some interested, and possibly suitable, applicants may find it difficult to call, particularly if they're already in employment. * Application forms Probably the best way of screening applicants is to ask them to fill out an application form.There are many valid reasons for adopting this approach. Full details about the job and your company can be sent with the form. Only then can he decide if he wishes to proceed with his application, attend an interview and accept a job offer. Supplying background information is in your interests too. Some people, realizing that this isn't the job or company for them, will not apply. With applicants answering the same questions in exactly the same place, it will be simple to check whether essential and desirable requirements are met. Some basic cri teria – age, possession of a full driving license and so on – can be quickly referred to and unsuitable applicants promptly eliminated.The recruiter will be able to compare applicants directly and more easily. Of course, the main benefit of using an application form as a screening method – the simplicity of checking and comparing information – can only be derived if the form is well designed. 24. There are several points that need to be thought about before an application form is drawn up. Ideally, the form should be individually designed for the particular job, and composed after a careful study of the appropriate job description and employee specification. Every form should be set out in a logical and progressive manner and should include the following: * opening instructions personal details * education and training * employment history * medical information * closing instructions * interviewer's notes Most companies, at the end of the form, ask the ap plicants to sign a declaration stating that the information given in the application is true and accurate. This helps protect the company if legal issues arise later with regards to the employee’s qualifications, experience and other details. * Preliminary interview Preliminary interview is more or less the scrutiny of applications, that is, elimination of unqualified applications. Preliminary interview helps easily to reject or eliminate unwanted application forms.For example, when recruiting for the post of a receptionist, you need to first see whether the person is presentable enough or not for the job. Besides, preliminary interview, often called ‘courtesy interview’, is a good public relations exercise. * Selection tests They should be seen strictly as an aid, not as a replacement to other steps in the process. Testing candidates can help to create a more comprehensive picture of them than one might otherwise obtain. With test results measured on a scientifi c basis, it should also be more accurate and reliable than when subject to personal interpretation. Nevertheless, testing is a highly specialized area, and reputable tests take years to be developed, tested and checked for validity and reliability before being used.No manager should devise his own tests unless he is fully trained and sufficiently experienced; nor should he run other, professionally designed tests without first having been through an appropriate training programme. Bear in mind the financial outlay involved in testing candidates as well. The reference sets, manuals, test sheets, answer booklets, scoring charts and so on that are needed to run the test on several candidates might cost the company a lot of money. Weigh the costs against the importance of the job to the company. Only use the test if you cannot obtain the same, equally accurate information in another way. 25. * Types of Tests 1. General aptitude tests: General aptitude tests, also commonly known as gener al intelligence or mental ability tests, similar to IQ tests measure and assess the candidate in a number of ways.Those involving words allow you to judge his verbal ability and how well he understands and can deal with verbal concepts. Symbols enable you to evaluate his non-verbal ability to process and differentiate between relevant and irrelevant data. Numerical ability can be judged that how well the candidate reasons with figures. 2. Specificaptitude tests: In addition to finding out about a candidate's general intelligence, you may also want to measure the innate skills which are needed or need to be developed to do the job properly. For example, a candidate applying for a job in a market research agency is tested on his knowledge in Statistics. 3.Personality tests: -Personality tests are probably the most widely used selection tests because all employers want to be certain that a candidate will fit in and get on well with other employees. Personality tests could thus be of so me assistance if you cannot accurately assess candidates' personalities in any other way. Such tests typically comprise a series of questions. His answers are then used to draw up a profile of his personality so you can decide if he is a suitable person for the job. 4. Group tests: -Having assessed candidates individually, by reading applications and running interviews and tests, you may wish to bring them together as a group to see how they behave and interact with each other.This can be a valid and extremely important testing method especially where the successful candidate is expected to lead or work as part of a team. Group testing can be carried out in a variety of ways, such as group discussions, case studies, management games, etc. 5. Medical tests: – Here candidates are required to under go some type of medical test such has He or she is not addicted to some type of drugs or some injuries products. To detect if the candidate is suffering from any infectious disease. * To test if the candidate has the physical abilities and capacity to do the job * To protect the candidate from taking up a job that is injurious to his health say if he has some kind of an allergy. To protect the employer, because nobody wants to spend on a medical compensation for the newly joined worker; it is better to employee people who do not have any medical problems. 26. * Selection Decision After obtaining information through the proceeding steps, selection decision- the most crucial of all the steps must be made. The other stages in the selection process have been used to narrow the number of candidates. The final decision has to be made from among the individuals who have passed the various stages like the tests, interviews and references checks. For the final selection the line manager should be involved along with the HR Department because it is he who is responsible for the performance of the new employee.A careless decision of rejecting a candidate would impair the m orale of the people and they will suspect the selection procedure and the organization. * Job offer It is the next step to the selection processes. Now the employer makes an offer to the selected candidate. The offer could be oral or written, but the letter is preferred to avoid doubts and uncertainties. The essentials of a job offer are: * Job title, job description, location, hours of work, holiday etc. * The conditions of the job offer, such as satisfactory references, a medical check up and an acceptable trial period of work * Time limit allowed for accepting or rejecting the offer (generally 7 – 14 days) * A negotiable salaryIt may so happen that the candidate is not satisfied with the job offer made to him, and even after negotiation if still not satisfied, he may reject the offer. In such a situation the employer may make the offer to the second best selected candidate. Hence the employer may keep one or two candidates till the end just to be on a safer side, because a fter rejecting it becomes difficult to get them back if required. As soon as the final selection is made and the offer is accepted the employer must immediately inform all the other candidates. This must be done with utmost care, because this may make the rejected candidates upset and unhappy and that they might spread a negative word about the organization.The ideal situation would be such that if there is an opening at another time then even the rejected candidates must want to try again. 27. * Starting work The recruitment process must not suddenly end as soon as a job offer is accepted. If recruitment is to be considered successful, you still need to help the new recruit settle down to work for the company on a long-term basis. One should monitor and assess him regularly, developing his strengths and eliminating his weaknesses. One should then review the way he was recruited, learning from the mistakes and making the necessary changes for the future. * Induction The process of s ettling a new recruit into his new job should serve several purposes.He must be aware of the policies and objectives of the organisation. The employees must fully familiarize with his role and the company he'll be working for. Introduce the recruit to his immediate superior, workmates and the trainer responsible for training him. Should the former job holder be available, it may be a good idea to get them together to discuss the job, but only if the predecessor is a cheerful person with a positive attitude towards the job and company. Through induction new employees get a all round view of the organization strategies, goals and objectives and what type of work he should do to achieve this objectives, goals of the organization.Through induction the employee becomes more confident and it takes short period of time for him to adjust with employees and the organization. 28. Recruitment process conducted at Pace HR Innovation Pvt Ltd. 1. Receptionist. Job involves: Candidates should have good communication and good command over English. Candidates should have good knowledge regarding MS word, Excel. Candidates must have at least completed graduation from, a recognized university. Experience:-fresher/1-2 yrs. Job Category: Bcom, any graduate. Functional Area: To handle calls, Front Desk Keywords: Receptionist. 2. Recruiter Job involves: Candidates should be MBA/ diploma. Candidates should able to screen and recruit candidates as per Job Description.Candidates should have good command over English, Marathi, and Hindi. Experience: fresher/1-2 yrs. Job category: MBA in Recruiter and Selection. Functional Area: Recruitment and selection. Keywords: Recruiter. 3. Training and Development. Job involves: Candidates should have completed MBA in HR from recognised university. Candidates have a good knowledge regarding core HR functions and various HR policies. Candidates should be able to develop and find weakness of the employee. Experience: 1-2yrs. Job Category: MBA in Trai ning and Development. Functional Area: Training and Development. Keywords: Human resources development. 29. 3. HR Manager.Job Involves: Candidates should have completed MBA in HR from recognised university. Candidates should be able to handle all the quires and should be able to calculate the performance of the employees. Candidates should have knowledge regarding various forms and policies. Job category: MBA in HR manager. Functional Area: Human Resources Department. Keywords: HR manager. 4. Marketing. Job Involves: – Candidates should have completed MBA in marketing from recognised university. Candidates should have good command over English, Hindi and Marathi. Should have good should knowledge regarding Marketing Analysis and surveys. Job category: – MBA in Marketing. Functional Area: – Marketing Department. Keywords: – Marketing. 30.Selection Procedure:- Unfavorable Personnel Data Application Blank Psychological Test Interview Back ground Investigatio n Placements Final selection Interview Physical Examination Preliminary Interview Negative Decision Waiting list of desirable Application Reception of Application UnfavorableGeneral Impression Unfavorabletest score Unfavorable second impression Unfavorable previous History 31. LIMITATION TO EFFECTIVE SELECTION The main objective of selection is to hire people having competence and commitment. Perception: – Our inability to understand others accurately is probably the most fundamental barrier to selecting the right candidate.Selection demands an individual or a group of people to assess and compare the respective competencies of others, with the aim of choosing the right ones for the jobs. Fairness:- Fairness in selection requires that no individual should be discriminated against on the basis of religion, region, race or gender. Validity:- Validity, as explained earlier, is a test that helps predict job performance of an incumbent. A test that has been validated can different iate between the employees who can perform well and those who will not. However, a validated test does not predict job success accurately. It can only increase possibility of success. Reliability:- A reliable method is one which will produce consistent results when repeated in similar situations.Like a validated test, a reliable test may fail to predict job performance with precision. Pressure:- Pressure may be brought on the selectors by politicians, bureaucrats, relatives, friends and peers to select particular candidates. Candidates selected because of compulsions are obviously not the right ones. Appointments to public sector undertakings generally take place under such pressures. Problems relating to interview:- Interviews must be experts and versatile in conducting interviews, tests etc. If they do not have sufficient experience and maturity, suitable candidates may not be selected. 32. OBJECTIVES OF THE STUDY OBJECTIVE OF THE STUDYThe selection of this topic for the project i s because the recruitment and selection process is first towards the developing and setting up an organization and manpower planning in the organization. Recruitment plays an integral role in Human Resources development in any company. The complete study of the whole process was carried out to have depth knowledge of the procedure and to have some new ideas to improve the procedure. * To study the existing Recruitment ; selection procedure of Pace HR Innovation Pvt. LTD. * To understand the difference between theoretical and practical process. * To study the sources and methods of Recruitment ; selections. * To get the detail knowledge of Recruitment ; selection. To understand how human resources are made available as and when required at correct time and place. * To understand the basic procedure of selection of any candidate for a particular position as per their personality, Skills, attitude, knowledge. * To create a pool of candidates at minimum cost. * To ensure that candidate will not leave the organization at least in short Period once they are selected. On completion of this training I understood. * Recruitment Process * Job Analysis and Job Descriptions. * Sourcing candidate * The Selection Process. 33. SCOPE OF THE STUDY SCOPE OF THE STUDY Summer project is one of the main subjects for MBA student.The project provides opportunity to see the actual Practical position in the industries and helps us in many ways such as working and coordination between the employees and the subordinates. The main theme and Moto of pace HR innovation was to train and built the personality of the candidates so that they will not find it difficult to crack any type of problems which will occur during the course of their career. The Pace HR innovation trainer explained that there are various types of manpower’sthat are needed in the organization such as qualification, technical knowledge, personality, modern thinking, skills etc which are available in the market and showed me how to select the right candidate for the respective position which is the main criteria of Recruitment ;Selection process.The HR trainee also explained me as how to recruit and short list candidates as per organizations Job Description and showed ashow to work on various Job Portals such as the TIMES JOB PORTAL and how to Post a job on Job Portal according to the various post vacant in the organization. At Pace HR Innovation Company I have also learnt that how the HR department coordinates and works together and Trainees also taught me that how a HR manager should stand in front and motivate his workers to improve their work and to achieve the organization goals. HR Trainees also taught me various important HR department functions such as how to handle the employees and solve their quires and to see that whether they are satisfied ith the organizations work procedure or not. The HR trainer also explained the necessary documents that should be collected from employees and how to fill various necessary Application form. The summer Project gives us many insight ideas about how HR department functions. 34. RESEARCH METHODOLOGY RESEARCH METHODOLOGY. Methodology:- The research was conducted one to one at the premises of PACE HR INNOVATION PVT LTD, PUNE. The coverage of the design was adapted so that relevant and necessary information was available to the reader. Care has been taken to ensure that the report does not lose its significance at any point of time. Research Objective:- To find out the recruitment process existed in the organization. * To get in hand knowledge of recruitment and selection measures necessary for the employees. * Awareness among employees about the vacant post in the organization. * To study the impact of employees satisfaction for the organization. Research Methods:- Both primary data and secondary data were used in the research. Primary Method:- Primary data was collected in two forms: (I) Questionnaire (II) Interview. Questionn aire:- Questionnaire is research instru