Birmingham Airport

Like any other airport, Birmingham International has enough competitors that want their own share of its market. The theory is the bigger the better, and better = more profit. †¦ This essay has been marked by one of our great teachers. You can †¦ www. markedbyteachers. com/gcse/business-studies/birmingham†¦ – Birmingham-Shuttlesworth International Airport at Sunset: Feb. 6, 2013 | al. com 1 of 8 Link to this photo | Comments about this photo essay The downtown skyline is shown as a business jet takes off at sunset from the Birmingham-Shuttlesworth International Airport in Birmingham, Ala. Wednesday, Feb. 6, 2013. (Mark †¦ photos. al. com/alcom_photo_essay/2013/02/birmingham-shuttlesworth†¦ – GCSE Birmingham International Airport – Location Coursework, Essay and Homework Help from Marked By Teachers. com †¦ Business Studies Case Studies Birmingham International Airport – Location †¦ This essay has been marked by one of our great teachers. You can read the full teachers notes when you †¦ www. markedbyteachers. com/gcse/business-studies/birmingham†¦ Birmingham-Shuttlesworth International Airport expansion | al. com BIRMINGHAM, Alabama–The $201 million expansion of the Birmingham-Shuttlesworth International Airport in progressing on schedule. These are new photos from inside Concourse †¦ 10 of 25 Link to this photo | Comments about this photo essay †¦ photos. al. com/alcom_photo_essay/2013/02/birmingham-shuttlesworth†¦ – Free Essays on Essay Atlanta International Airport 1 through 30 Quick Analysis Of The Denver International Airport Conspiracy essay.If EssayDepot does not allow images to be on display then I will upload a PDF version of this document †¦ CASE STUDY 1 : BIRMINGHAM INTERNATIONAL AIRPORT 1 †¦ www. essaydepot. com/documents/essay-atlanta-international-airport/1 – Operations Strategy Free Research Papers 61 – 90 Join Us Essay Top ics Custom Term Papers Contact Top Camps Help †¦ NBS-2P2Y Operations Strategy and Management Seminar 1 Birmingham International Airport Case Study If you stand in the viewing gallery at Birmingham International†¦ ww. papercamp. com/group/operations-strategy/page-60 – [PDF] BIRMINGHAM? SHUTTLESWORTH INTERNATIONAL AIRPORT SPRING Adobe PDF BIRMINGHAM? SHUTTLESWORTH INTERNATIONAL AIRPORT SPRING SPRING Birmingham Airport Authority Board of Directors Front: Gaynell Hendricks, Chairwoman, Back row (left to right): Jeaniece Allen †¦ was the poster and essay topic †¦ www. flybirmingham. com/newsletter/On%20Course%20Spring%202013†¦ – Birmingham Airport Like any other airport, Birmingham International has enough competitors that want their own share of its market. The theory is the bigger the better, and better = more profit. †¦ This essay has been marked by one of our great teachers. You can †¦ www. markedbyteachers. com/gcse/business-studies/birmingham†¦ – Birmingham-Shuttlesworth International Airport at Sunset: Feb. 6, 2013 | al. com 1 of 8 Link to this photo | Comments about this photo essay The downtown skyline is shown as a business jet takes off at sunset from the Birmingham-Shuttlesworth International Airport in Birmingham, Ala. Wednesday, Feb. 6, 2013. (Mark †¦ photos. al. com/alcom_photo_essay/2013/02/birmingham-shuttlesworth†¦ – GCSE Birmingham International Airport – Location Coursework, Essay and Homework Help from Marked By Teachers. com †¦ Business Studies Case Studies Birmingham International Airport – Location †¦ This essay has been marked by one of our great teachers. You can read the full teachers notes when you †¦ www. markedbyteachers. com/gcse/business-studies/birmingham†¦ Birmingham-Shuttlesworth International Airport expansion | al. com BIRMINGHAM, Alabama–The $201 million expansion of the Birmingham-Shuttlesworth International Airport in progressing on schedule. These are new photos from inside Concourse †¦ 10 of 25 Link to this photo | Comments about this photo essay †¦ photos. al. com/alcom_photo_essay/2013/02/birmingham-shuttlesworth†¦ – Free Essays on Essay Atlanta International Airport 1 through 30 Quick Analysis Of The Denver International Airport Conspiracy essay.If EssayDepot does not allow images to be on display then I will upload a PDF version of this document †¦ CASE STUDY 1 : BIRMINGHAM INTERNATIONAL AIRPORT 1 †¦ www. essaydepot. com/documents/essay-atlanta-international-airport/1 – Operations Strategy Free Research Papers 61 – 90 Join Us Essay Top ics Custom Term Papers Contact Top Camps Help †¦ NBS-2P2Y Operations Strategy and Management Seminar 1 Birmingham International Airport Case Study If you stand in the viewing gallery at Birmingham International†¦ ww. papercamp. com/group/operations-strategy/page-60 – [PDF] BIRMINGHAM? SHUTTLESWORTH INTERNATIONAL AIRPORT SPRING Adobe PDF BIRMINGHAM? SHUTTLESWORTH INTERNATIONAL AIRPORT SPRING SPRING Birmingham Airport Authority Board of Directors Front: Gaynell Hendricks, Chairwoman, Back row (left to right): Jeaniece Allen †¦ was the poster and essay topic †¦ www. flybirmingham. com/newsletter/On%20Course%20Spring%202013†¦ –

Consequences of Ethnicity in Nigeria

EFFECT OF ETHNICITY IN NIGERIA CHAPTER 1 1. 0 INTRODUCTION Nigeria  is  by  far  the most populated of Africa’s countries, with more than one-seventh of the continent’s people. The people belong to many different ethnic groups. These groups give the country a rich culture, but they also pose major challenges to nation building. Ethnic strife has plagued Nigeria since it gained independence in 1960. Officially known as the ‘Federal Republic of Nigeria’, she has  a  federal form of government and is divided into 36 states and a federal capital territory.Lagos, (formerly the capital of Nigeria) is the economic and cultural center located along the coast, and inhabited majorly by the Yoruba-speaking tribe. It is also the country’s largest city (in terms of population). The government moved from Lagos to Abuja in 1991 in the hope of creating a national capital where none of the country’s ethnic groups would be dominant. The  land size area  of Nigeria is approximately 923,768 sq km (356,669 sq mi).It was home to ethnically based kingdoms and tribal communities before it became a European colony. In spite of European contact that began in the 16th century, these kingdoms and communities maintained their autonomy until the 19th century. The colonial era began in earnest in the late 19th century, when Britain consolidated its rule over Nigeria. In 1914 the British merged their northern and southern protectorates into a single state called the Colony and Protectorate of Nigeria. Nigeria became independent of British rule in 1960.After independence Nigeria experienced frequent coups and long periods of autocratic military rule between 1966 and 1999, when a democratic civilian government was established Nigeria is very rich in raw materials like crude oil, tin, iron etc but is almost solely dependent on crude oil which is a major source of income for the country. While oil wealth has financed major investments in the country’s infrastructure, Nigeria remains among th e world’s poorest countries in terms of per capita income. Oil revenues led the government to ignore agriculture, resulting in dependence on food importation.Fig 1. 1 MAP OF NIGERIA SHOWING THE 36 STATES 1. 1 The people of Nigeria Nigeria's diversity, both in â€Å"tongue† and â€Å"tribe† makes it a very difficult region to subject to precise classification. This has led to the tendency among many scholars to focus on the three major ethnic or geographic zones in the country viz the Hausa-Fulani (Northern Nigeria), the Yoruba (Western Nigeria) and the Igbo (Eastern Nigeria). These geographic zones are not in any way solely occupied by the three ethnic groups. A plethora of smaller socio-ethnic groups may be located in these zones.The  highest  population densities are in the Igbo heartland in south-eastern Nigeria, despite poor soils and heavy emigration. The intensively farmed zones around and including several major cities of the Hausa ethnic group especi ally Kano, Sokoto, and Zaria in the north are also densely populated. Other areas of high density include Yorubaland in the southwest, the central Jos Plateau, and the Tiv homeland in Benue State in the south central region. Densities are relatively low in the dry northeast and in most parts of the middle belt.Ecological factors, including the prevalence of diseases such as sleeping sickness, carried by the tsetse fly, and historical factors, especially the legacy of pre-colonial slave raiding, help explain these low densities (Encarta, 2009). Table 1. 1: Statistics of Nigeria Population| 138,283,240 (2008 estimate)| Population density| 152 persons per sq km 393 persons per sq mi (2008 estimate)| Urban population distribution| 48 percent (2005 estimate)| Rural population distribution| 52 percent (2005 estimate)| Largest cities, with population| Lagos, 11,100,000 (2005 estimate) Ibadan, 3,570,000 (2007 estimate)Ogbomosho, 861,300 (2007 estimate)| Official language| English| Chief rel igious affiliations| Muslim, 50 percent Christian, 40 percent Indigenous beliefs, 10 percent| Life expectancy| 47. 8 years (2008 estimate)| Infant mortality rate| 94 deaths per 1,000 live births (2008 estimate)| Literacy rate| 70. 7 percent (2005 estimate)| Source: Encarta Encyclopaedia (2009) 1. 2 Social issues Wealth  and  power  are  distributed very unevenly in Nigerian society. This is due to several factors including corruption, political instability, and unemployment, amid others.The great majority of Nigerians, preoccupied with daily struggles to earn a living, have few material possessions and little chance of improving their lot. Meanwhile, chiefs, rich merchants, politicians, and high-ranking civil servants often accumulate and flaunt massive wealth, which to a degree is expected and accepted in the Nigerian society. Most of these elite maintain power through networks of patronage: They secure and distribute labour and receive political support in return.The syste m allows for some redistribution of income because patrons often pay for things such as school fees and marriage costs for relatives, community development, and charity work. Economic  inequality  has a severe effect on health, especially for children. One-fifth of Nigerian children die before the age of five, primarily from treatable diseases such as malaria, measles, whooping cough, diarrhea, and pneumonia. Less than one-half of infants are immunized against measles, and malnutrition affects more than 40 percent of children under the age of five.Adults are equally affected, although with less deadly consequences. Only 20 percent of rural Nigerians and 52 percent of urban Nigerians have access to safe water. One-third have no access to health care simply because they live too far from clinics or other treatment centres. Many others cannot afford the fees charged by clinics. While  average  incomes are higher and death rates lower in cities, urban poverty is as pervasive as rural poverty. Secure, well-paying jobs are scarce, even for those with considerable education. Food is typically expensive.Housing, too, is costly despite its rudimentary quality, prompting the poor to build basic houses in shantytowns. Sewage disposal systems in most cities are also basic or primitive, with polluted streams, wells, roadside drains, and other bodies of water increasing the risk of infectious disease. Industry, automobiles, and the burning of fuel-wood further pollute air and water. Crime  in  Nigeria  rose in the mid-1990s as a result of unemployment, economic decline, and social inequality, which are abetted by inefficient and corrupt police and customs forces.More than half of all offenses are thefts, burglaries, and break-ins, although armed robberies are also prominent. Nigeria is a major conduit for drugs moving from Asia and Latin America to markets in Europe and North America. Large-scale Nigerian fraud rings have targeted business people in other part s of the world. Nigeria  has  been  wracked by periodic violent clashes between ethnic and religious groups since the 1990s. The reasons behind these clashes have varied from local political disputes to conflicts between fundamentalist Muslims and Christians or moderate Muslims.In many cases, local civic or religious leaders have manipulated these conflicts for political gain. 1. 3 Ethnicity: The Ethnic Composition of Nigeria Ethnicity is a term not easily defined and for proper understanding of the concept related terms requires description; an ethnic group is regarded as an informal interest group whose members are distinct from the members of other ethnic groups within the larger society because they share kinship, religious and linguistics ties (Cohen, 1974). Ethnicism is another related concept used to denote ‘ethnic loyalty’ (Pepple, 1985).The concept of loyalty here indicates willingness to support and act on behalf of the ethnic group. Subsequently, ethnic loyalty or ethnicism usually involves a degree of obligation and is often accompanied by a rejective attitude towards those regarded as outsiders i. e. members of other ethnic group (Salawu and Hassan, 2011). Thus the term Ethnicity can be defined as the interactions among members of many diverse groups (Nnoli, 1978). It is a commonplace fact that Nigeria is a society with different ethnic groups, religions, languages, cultures and institutional arrangements.As a heterogeneous society of several ethnic groups, Nigerians are thus characterized by groups, desires, beliefs, values, customs, fears etc. These diversities in national life manifest in several ways including; music, language, culture, dance, beliefs, religion etc. The fact that over three hundred identified language groups exist in Nigeria has created some confusion as one may equate each language group with an ethnic group (Adejuyibem 1983) and thereby arrive at over three hundred ethnic groups.As Iwaloye and Ibeanu (1997 ) and Anugwom (1997) have argued, however, languages and ethnic groups do not necessarily coincide. One language may be spoken by more than one ethnic group and one ethnic group may have linguistic variations of the same root language. Moreover, while language may be one of the important factors for defining an ethnic group, some ethnic groups in Nigeria may have lost their original linguistic roots, while retaining their identity, as a result of intense interaction with larger socio-ethnic groups.In the same vein, many ethnic groups may use the same language to case communication, as is the case of the smaller ethnic groups in the North of Nigeria, where Hausa has become more or less a lingua franca. Therefore, it has been proven that there is no direct relationship between language and ethnic group in Nigeria. Thus, the 56 ethnic groups identified by Iwaloye and Ibeanu (1997) as the existing ethnic groups in contemporary Nigeria are adopted. It is important to note that the ethnic groups in Nigeria may exceed this number by far, though these 56 groups are both visible and easily identifiable.The 56 ethnic groups are presented in the table below. Table 1. 2: Ethnic group in Nigeria 1. Hausa-FuIani| 29. Buri| 2. Igbo | 30. Balta| 3. Yoruba | 31. Kanuri| 4. Edo| 32. Margi| 5. Bassawa| 33. Delta Minorities| 6. Igala| 34. Gwadara| 7. Idoma| 35. Chamba-Daka| 8. Ora| 36. Mambila| 9. Ijo| 37. Katang | 10. Isoko| 38. Berom| 11. Urhobo| 39. Kadara| 12. Itshekiri| 40. Kurama| 13. Baatonum| 41. Mada| 14. Karnbari| 42. Alago| 15. Dulawa| 43. Migili| 16. Kamaku| 44. Eggon| 17. Ebira| 45. Bokyi| 18. Nupe| 46. Ekon| 19. Gwari| 47. Agoi| 20. Tiv| 48. Efik| 21. Jukun| 49. Ibibio| 2. Chomo-karim| 50. Annang| 23. Jarwa| 51. Mumuye| 24. Angas| 52. Waja| 25. Yekhee| 53. Busa| 26. Karekare| 54. Dendi| 27. Eloyi| 55. Buduma| 28. Gade| 56. Shuwa| Source: Iwaloye and Ibeanu (1997) Nigeria is known for its cultural diversities but while these diversities have been positively harnessed for greatness by other nations of the world the opposite is regrettably the case in Nigeria despite the efforts of heroes past in ensuring that these diversities are harnessed for development; rather they have served as the bane of social, economic and political development.Consequently, Nigeria as a nation has been besieged by an array of social, economic and political problems; these include corruption, tribalism, lack of patriotism, political gangsterism e. t. c (Nduka, 2004 and Omo-Ojugo et al. , 2009). 1. 4 Ethnicity and Marginalisation Before the advent of colonialism, the area now referred to as Nigeria was a large landmass occupied by un-unified people of diverse ethnic groups but for administrative convenience they were fused and merged together by the olonialists. For the duration of colonial rule, the ‘marriage’ of the diverse ethnic groups was maintained and the diversities were united without any problem. With the exit of the colonialists, things started f alling apart resulting in marginalisation and ethnic conflict thus adversely effecting the development of the budding nation. Ethnic conflict has been rightly defined as one of the greatest obstacles to meaningful development in Africa.The ethnic factor did not diminish with the advent of independence; rather, it became a yardstick for measuring contribution to the national development effort and especially for allocating and distributing power and national resources and eventually resulted in the 30- month slaughter in the Nigerian civil war (1967 to 1970) which was anchored on ethnic rivalry. The history of present day Nigeria is rife with cases of ethno-religious conflicts. Since the annulment of the 1993 elections, there have been increased demands and counter-demands for marginalisa1ion by various ethnic groups in the country.Marginalisation stems from a people's perception of their treatment in the allocation or distribution of power and resources. A classic example is made fo r the Ogoni, who despite â€Å"having provided the nation with an estimated $30,000 million in oil revenues, their people had no pipe borne water or electricity, and lacked education, health and other social facilities: it is intolerable that one of the richest areas of Nigeria should wallow in abject poverty and destitution† (Saro-Wiwa, 1992).In this light, the Ogoni ethnic group has concrete reasons to consider itself marginalised, especially since these facilities can be found in other ethno-regional areas of Nigeria. 1. 5 OBJECTIVE OF THE STUDY The general objective of the study is to 1. Investigate the role ethnicity plays in the socio-economic development of Nigeria. 2. Assess the impact of ethnicity on present day Nigeria 3. Examine the effect on day-to-day activities of Nigerians 1. 6 RESEARCH QUESTIONS i. Impact of ethnicity on social and economic development in Nigeria? ii. Role of colonialism in ethnic groups formation . 7 SCOPE OF THE STUDY The scope of the projec t envelops the influence of ethnicity in Nigeria’s social and economic development and its impact on present day Nigeria. 1. 8 SIGNIFICANCE OF THE STUDY The importance of this study is made manifest in the form of understanding the role ethnic diversity plays in the development of a country, in this case Nigeria. 1. 9 CONCEPTUAL CLARIFICATION ETHNICITY: Ethnicity in this study is referred to as an affiliation resulting from racial or cultural ties or the interactions among members of many diverse groupsETHNIC GROUP: For the purpose of this study, an ethnic group is regarded as an informal interest group whose members are distinct from the members of other ethnic groups within the larger society because they share kinship, religious and linguistics ties SOCIO-ECONOMIC DEVELOPMENT: in this project, socio economic development is defined as a comprehensive process involved in improving social and economic conditions on individual and group empowerment, community, national and reg ional building.

The Reluctant Workers Essay Example | Topics and Well Written Essays - 1000 words

The Reluctant Workers - Essay Example Leadership skills were just as important as the project manager would have to present himself as the role model for his employees and always be in high spirits to uphold the confidence of his team and motivate it sufficiently towards the project’s goal (Kerzner, 2009). Finally, organization skills were equally important in this case as the project manager would be required to possess a deep understanding of the organization and its culture, its structure as well as the way of working (Kerzner, 2009). This would enable the project manager to understand the psychology of his teammates and tackle them accordingly. Unlike other skills, organization skills are particularly useful during formation and startup of a project. The program manager is often required to integrate workers from various departments for the development of cross-functional teams when organizing work teams. These teams need to be provided with sound leadership that ensures team cohesion and provides a sense of u nified direction. Since the team includes people from various departments, conflict of interest is highly likely. ... II. Tim Aston’s skills and effectiveness As mentioned in the first part, the first skill at play was that of team building; Tim was unable to have people voice their concerns to him and was unable to ensure open communication on the part of his team members which is the building block of team building skills. He lacked the ability to motivate his employees; hence, he lacked strong interpersonal skills. Furthermore, he was unable to develop a relationship with his subordinates that resulted in greater friction between him and the 40-year old employees. He wasn’t effective in getting people shun their departmental interests for the greater good of the project. The second skill was that of leadership; Tim continually faced the problem of getting his team united to work towards one direction- that of executing the project. He was unable to unify his team mates towards a single goal- that of project management. Various leadership traits have been identified by theorists incl uding charisma, assertiveness, task competence, decisiveness (Northouse, 2009). His workers wouldn’t stay back beyond 4:30 for fear of missing the car pool. This represented Tim’s failure to pursue individuals to sacrifice their personal welfare for organizational goals. Tim lacked the personality traits of charisma and assertiveness to motivate and convince the employees to work rather than leave the office. Finally, Tim lacked adequate organizational skills; he was unable to organize the people towards project management. It seemed that each individual was adamant at pursuing his/her individual goals, thus, Tim lacked the skill to organize people in a team. He also lacked a thorough

UK, USA and UAE Cybercrime Law Essay Example | Topics and Well Written Essays - 1000 words

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Jpmorgan income&growth PLC Essay Example | Topics and Well Written Essays - 1500 words

Jpmorgan income&growth PLC - Essay Example 18). Both Income shareholders and Capital shareholders play exemplary role towards enhancing Capital growth and initiating strategies that would ensure the company realizes positive outcomes from its massive financial investments. The company has successfully invested in a relatively diverse portfolio comprising between 50 to 70 percent of all equities of the United Kingdom as well as a wide range of other assets. In order to accomplish its long-term financial investment goals, JPMorgan Income & Growth Investment Trust plc has extended the diversity of its Capital investments to include equities, assets, convertible bonds and bond funds (Dadrian 2006 p. 18). Despite the trading and logistical challenges of the UK stock exchange market, the company has managed to accumulate substantial investment, which are not only manifesting in the United Kingdom but also in other bordering economies. In particular, the company has increased its portfolio in direct equities base in the United Kingd om (Dillman 2006, p. 34). This has boosted the realization of the financial and investment goals of the corporation without compromising the individual ideas and preferences of its Income and Capital shareholders. Diversified assets have also been critical to expansion and accomplishment of the financial and investment objectives of the company. ... To attain long term financing, the firm has instigated a comprehensive plan with its primary aim being to identify the trustworthy and reliable sources of finance. Among the vital sources in its priority list are term loans, debenture, bonds, warrant, and lease. Term loans are loans from commercial banks and other financial institutions with clear repayment schedule along with a floating interest rate (Gupta 2005 p. 43). These loans are essential in realizing a major investment in the organization upon acquisition. Commercial banks offer short term as well as long-term loans to prospective clients. Since JPMorgan Income & Growth Investment Trust has had plans to meet its internal and external financial needs, term loans are hence inevitable. Acquisition of such loans would depend on the conveniences of the repayment schedule and the interest rates charged on such credit facilities. Bank loans have been instrumental to the major expansion of the company’s Capital and Asset base in the past few years (Gupta 2005 p. 43). In effect, the Income shareholders and Capital shareholders have managed to rip huge returns since the acquisition of these credit facilities of various commercial banks. However, repayment has emerged to one of the greatest challenges the company has to grapple with owing to the difficulties in the investment market. Thus, the company has initiated schemes with a view to ensure it diversified its long-term monetary ambitions are well spread across the board. Term loans have advantages and disadvantages to the company in equal measure. The main befit of these short term and long term loans is that they help the organization meet its growing financial

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The Role of the Courts in Education - Essay Example Three of the issues where the courts have successfully resolved the problems in the education arena are the teaching of religion in public schools, the racial integration issue and the issue regarding the education of handicapped or disabled persons. The first amendment under the Bill of Rights states that "Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the government for a redress of grievances." This is the basis when the Supreme Court ruled in 1962 that prayer as sanctioned by the public school system has no place education (Prayer and the Public Schools n.d., par. 3). It simply meant that the state must stay out of what is basically a matter of private belief and at the same time, it protects the rights of all students who have different religious beliefs. The group called Americans United for the Separation of Church and State states that the 1962 ruling has been misinterpreted by some sectors that it forbids religious activities inside schools (Prayer and the Public Schools n.d. par. 4).

Re-assesment work Essay Example | Topics and Well Written Essays - 2000 words

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Research Artical Critical Review - Assignment Example The article is very informative as it breaks down to the gender that mostly affected, hence indicating the then sport that had numerous casualties. He deemed this would help the athletes practice safely without any endangering themselves. Since article helps maximize the health protection of the athletes and facilitate in reduction of the costs involved in managing injuries as well as illnesses. The study also aimed at ascertaining chances of an illness or an injury occurring repeatedly throughout the games (Engretsen et al 2013). To achieve this, the author utilized both qualitative and quantitative as it involved the assembly of illness and injuries surveillance system for multisport events for the study (Engretsen et al 2013). This involved collection of data from the polyclinics and the national Olympic campaigns as stated earlier and conducting comparisons. Based on the article’s arguments, Engretsen et al (2013) information they have relayed is extremely critical in aiding international Olympic committee tasked with encouraging and supporting the health of the athletes. I like the manner in which authors has taken time to conduct a study on the health of the athletes. It is factual to state if their health is affected, then the Olympic Games would be grievously affected (Engretsen et al 2013). Authors have also evaluated lasting as well as short effects and pinpointed areas of concern such as the geographical conditions that could greviously affect athletes. This confirms authors’ focus and straight-forwardness evident by the way, they uphold heightened confidentiality, which is an indispensable ethic (Engretsen et al 2013). Conversely, authors’ reliance was only on two sources to conduct the study poses a heightened likelihood of erring besides missing some aspects. Authors’ could employ a third and fourth body for comparisons and better judgments when making a conclusion (Engretsen

Ethical Issues on Confidentiality Essay Example for Free

Ethical Issues on Confidentiality Essay Ethical Issues on Confidentiality: Research and Medical Procedures A guiding principle followed by most administrators and health care providers is the concept that ethical principles must match the values of the whole organization. This belief should serve as a continuous teaching to all staff so that the organization’s goals may be uniformly achieved. Healthcare administrators must be fully competent in adhering to the ethical principles of patient and employee confidentiality in order to promote trust, respect, and the protection of individual’s rights concerning health information. This is one of the main objectives of the Privacy Rule or HIPAA, and a breach to this rule is one of the most common ethical issues. When administrators demonstrate capable ethical decisions in guiding the flow of services in the organization, there may only be a few disorders that will be encountered in the operations as a result of ethical perplexities. In the article, Ethics of Stem Cell Research (Siegel, A., Stanford Encyclopedia of Philosophy, Spring2013), the ethical dilemma of confidentiality in research pales in comparison to the dilemma posed in destroying human embryonic cells. A great dispute is presented on the use of human embryos and whether researchers are dealing with a human being or not. The question on the permissibility or the impermissibility to destroy human embryos is fully explored without the full ethical answer being presented. Confidentiality, research, and medical procedures all impart ethical dilemmas that complicate organizational activities. Problems of the Affected Population: Patients and Participants In the procurement of embryotic cells for example, research subjects are not considered the same way as patients and regarded differently in terms of confidentiality and privacy issues. According to the article, HIPAA, the Privacy Rule, and Its Application to Health Research (2009), â€Å"Health research is not the focus of HIPAA.† and, â€Å"Because a great deal of health research in the United States is also subject to the Common Rule- the federal rule that governs most federally funded research conducted on human beings and aims to ensure  that the rights of human subjects are protected during the course of a research project, historically focusing on protection from physical and mental harm by stressing autonomy and consent.† (HIPAA and Research, Beyond the HIPAA Privacy Rule: Enhancing Privacy, Improving Health Through Research, 2009). Many research institutions are not considered covered entities and therefore the subjects are not covered by the Privacy law. Nevertheless, all subjects must submit personally identifiable health information and in the course of research or procedure, a subject may be harmed. This is an uneven application of confidentiality and the Privacy law that gives more benefit to a patient than a research subject. Medical research in particular has a participant and some experimental procedures are accomplished with the patient as the subject in the belief that the experiment could bring positive results to the patient specially, when there is no definite answer to a needed treatment. According to Fremgen B.F. (2009), ethical issues arise when there is harmful effect to the patient from experimental procedures. Lack of understanding and communication remains a big barrier to ethical issues. Somehow the creation of the Privacy Law did not consider the welfare of the research subject, yet they are likened to a patient who undergoes procedures, submits identifiable health information, and when procedures are not perfect, may also suffer harmful consequences. The other bothersome issue is when the bodily parts contributed by the participant are sold, reused or endorsed to other institutions for other purposes. Other issues pertain to the interest of the researcher placed above the interest of the patient (B.F.Fremgen2009). Informed and voluntary consent from participants are used as shield in order to further the research activities, but privacy and confidentiality are both compromised on research participants and must also be incorporated. Proposed Solutions In California, where the biggest budget for stem cell research is allocated, the California Institute of Regenerative medicine (CIRM) in their objectives has encouraged institutions and researchers on the development of best practices in hSC projects. Institutional Review Boards (IRBs) at each research institution must be responsible for the proper review of projects involving human participants. The regulations of the CIRM implies that donor  consent must be understood fully by the participant, maintain a clear record of every embryo, strict accounting of donated cells, and must always be consistent with existing laws. In fairness to the donor, any medical complication must be treated fully, and the donor must not bear any cost for any treatment (G.P Lomax, Z. Hall, B. Lo, Responsible Oversight of Human Stem Cell Research: The California Institute for Regenerative Medicine, 2007) The foundation for all procurement of biological materials can be summed in informed consent. Authorizations and voluntary consent must be explicitly understood by the donor and must be presented with choices they can understand including the information regarding the destruction of the cells, commercial application and sharing (L. P Knowles, Issues in Procurement of Embryonic Stem Cells: Informed Consent and Conflict of Interest, n.d.) Information management system must be in place for protection of confidentiality. In most instances, the system must protect the anonymity of the donor to safeguard privacy. There will always be people who would donate biological materials for their own reasons beyond ones understanding. These individuals must be informed fully of the consequences and possible risks. In some places, inducement of monetary consideration is prohibited. However, there are instances when the donor sincerely commits to help in exchange for some requirements like burial assistance when deemed terminally ill. Ethical issues and personal choice of the donor must be taken into consideration at all times and the option to donate must be free from pressure. In some parts of the globe, there are ads roaming related to procurement of organs from individuals who are impoverished and destitute. The government and the public must be vigilant in exposing this black market trade of organ trafficking so as to safeguard the dignity, confidentiality, and humanity in general. The mainstream media must be cooperative in relaying to the public not only the positive implications of medical research but also the contrary, so that that knowledge and understanding of present scientific advancement and problems may be learned. The Administrator and Ethical Issues An administrator who is engaged in a healthcare institution where research activities are occurring commits to a heavier burden of maintaining the place for it to be free of ethical issues. Aside from the issue of  patient care, privacy, lack of resources, maintaining regulations, and promoting goodwill, the needed knowledge on the requirements or regulations on research must be understood. The administrator must be adept at ethical analysis and organizational policies. Many have not been through a lot of experience related to research institutions but according to Fremgen B. F. (2009), â€Å"Adherence to bioethical principles involves the entire healthcare team, not just the physicians† (pg. 251). The ethics of the institution must be in accord with the staff and conflicting values should not prevail. The administrator must know how to initiate educational sessions and communicate the ethical values even with the integration of research and experimental procedures. References Siegel, A. Ethics of Stem Cell Research, Stanford Encyclopedia of Philosophy, rev. Jan 28,2013 Retrieved from: http://plato.stanford.edu/entries/stemcells/#EthDesHumEmbForRes Knowles, L.P. Issues in Procurement of Embryonic Stem Cell: Informed Consent and Conflicts of Interest, Retrieved::http://www.stemcellnetwork.ca/uploads/File/whitepapers/Inf Consent-and-Conflicts-of-Interest.pdf Institute of Medicine (US) Committee on Health Research and the Privacy of Health Information: The HIPAA Privacy Rule; Nass SJ, Levit LA, Gostin LO, editors. Washington (DC): National Academies Press (US); 2009.Retrieved from: http://www.ncbi.nlm.nih.gov/books/NBK9573/ Lomax GP, Hall ZW, Lo B (2007) Responsible Oversight of Human Stem Cell Research: The California Institute for Regenerative Medicines Medical and Ethical Standards.Retrieved http://www.plosmedicine.org/article/info%3Adoi%2F10.1371%2Fjournal.pmed.0040114 B.F. Fremgen, Medical Law and Ethics (Third Ed. 2009)

Air Asias Corporate and Business Strategies

Air Asias Corporate and Business Strategies Air Asia is a low cost air carrier that charges the lowest fares per kilometre in the world. A PESTLE analysis indicated that liberalisation of the air market has improved international market access and supported the growth in the number of airlines and passengers in East Asia. A five forces analysis indicates that the airline industry is highly competitive, with a high threat of new entries and of substitutes in the domestic travel market. Air Asia is positioned at the low cost end of the spectrum of competitors that fly internationally. A SWOT analysis indicated that Air Asia has strengths in management, operational efficiency and marketing, but has weaknesses in staffing, customer care, and attractiveness to business travellers. The airline has been successful because it has taken an entrepreneurial and innovative approach to the market, leveraging its competencies to create automated ticketing processes and to reduce other operational costs. The airline should consider expanding into Europe and western Asia using Abu Dhabi as a hub, which would require additional aircraft or joint ventures with other low cost carriers. The firm should also consider introducing business class flights that charge a higher price, but provide the services including convenient scheduling that can attract the business segment of the airline market in East Asia. 1.0 Introduction Air Asia is a low-cost air carrier providing service between its main hub in Kuala Lampur, Malaysia and destinations in East Asia. The airline also provides service to Abu Dhabi and London. Air Asia has adopted a generic strategy of cost leadership by reducing the cost of operations and passing the savings through to customers with very low ticket prices. The firm was founded in 1996 as a low cost domestic airline, and was purchased by Tony Fernandes in 2001. The firm was re-launched as a no-frills airline in 2001 with three aircraft. Air Asia entered the low-cost international market in 2003. The firm currently has revenues of $60 billion and provides services to 60 million customers a year. Air Asia is the first low cost airline to have formed a joint venture for the procurement of aircraft with a competitor, JetStar, which is based in Singapore (Quantas, 2010, 1). The airline currently has interlocking ownership through the Shin Corporation which holds a major equity position in b oth Air Asia and Thai Air Asia. The airline also holds a minority equity position of 30% of JetStar, which is a low cost Australian airline. 2.0 Environmental and Industry Analysis A PESTLE analysis provides an assessment of the industry environment, which is necessary to create a context for the airline industry analysis (Grant, 2008 p. 68). A Porters five forces analysis provides an indication of the competitive forces influencing rivalry in the airline industry. 2.1 PESTLE Analysis The PESTLE analysis is a qualitative evaluation of the political, economic, social, technological, legal, and environmental forces affecting the airline industry. The focus of the analysis is on the East Asian region, which is the primary market for Air Asia. Political: The trend is toward liberalisation of the airline markets in East Asia to allow airlines access to markets without the need for a specific bilateral agreement concerning air transportation between nations. An ASEAN open skies agreement, the Roadmap for Integration of Air Travel Services (2004) was ratified by member nations in 2007 and will be fully implemented by 2015. Nations in the region such as India and China that are not members of ASEAN are also liberalising air transportation regulations (OConnell Williams, 2006, p. 362). Economic: The rate of economic growth in the ASEAN nations is variable, with the ASEAN member nations experiencing a growth rate of only 1.5% in 2009 because of the global economic crisis. In contrast Chinas GDP grew at 8.9% in 2009 while Indias GDP grew at 6.8%. Economic growth in 2010 and beyond in the region is likely to be strong because East Asia has largely recovered from the global recession. Social: The social trend in East Asia is towards increased consumption including transportation consumption because of the economic growth in the region. Globalisation has also increased the propensity to travel in East Asia for both business and recreational purposes. The population in the region is also growing rapidly. Another social trend is the increased use of personal computing devices, which intersects with the technology drivers in the airline industry. Technological: The air transportation industry is technology-driven, with information technology used to enhance marketing and engineering technology used to improve safety. Airlines use information technology systems such as internet ticket sales, paperless tickets and automated check in systems to improve customer care while reducing cost of operations (Buhalis OConnor, 2005, p. 12). These systems are also used to maximise load capacity by controlling scheduling and use of aircraft. Legal: The nations in East Asia have various ownership and anti-competition laws that affect the ability of airlines to merge or to acquire an airline (Hsu Chang, 2005, p. 558). In addition some nations in the region have laws that affect the ability and the nature of joint venture agreements between domestic and foreign airlines. Environmental: The PESTLE analysis suggests that the implementation of the Open Skies agreement can increase access to markets for air carriers although the various national laws concerning ownership may hamper the use of a merger and acquisition strategy for expansion. The analysis also suggests that airlines implementing new technologies to improve customer care may enjoy a competitive advantage. The growing population and affluence in the region will produce greater demand for air transportation in the long run. 2.2 Five Forces Analysis The five forces analysis is an industry-based assessment of the factors driving competition to support the development of strategy (Peng, 2009, p. 35) (see Appendix A). If the competition in the industry is high, there is less likelihood that a firm in the industry such as Air Asia will gain competitive advantage through a strategic initiative. Buyer Power: Buyer power in the airline industry is weak because of fragmentation of buyers and the large numbers of potential buyers. The propensity of air travel in East Asia is relatively low compared to the global average of 2.0 trips per year, with India at .1 and China at .3 (OConnell Williams, 2006, p. 362). At the same time, the large size of the East Asian market results in sufficient travel to support a growing airline market. Buyer power is somewhat strengthened by low switching costs in the industry, with buyers able to chose among many different competing airlines. Buyers can be segmented into business travellers and recreational travellers with different price sensitivities. Business travellers value flight schedule and convenience in an airline with price often a secondary consideration. In contrast, recreational travellers are more sensitive to price and the cost of the airfare relative to the total cost of recreation (Talluri van Ryzan, 2004, p. 17). Supplier Power: Suppliers in the airline industry consist of aircraft manufacturers, producers of fuel, and airports, with the power of these groups moderate. The manufacturers of aircraft have moderate bargaining power because of the high cost to airlines for switching aircraft types because of the need to carry additional parts inventory. Aircraft manufacturers, however, pose no threat of credible integration. The producers of fuel have relatively strong bargaining power because oil prices are established by global markets with airline consumption representing only a small portion of oil industry sales. Airports have moderate bargaining power through their ability to provide airlines with gates and ground services. Although airlines changing airports in a destination region face high switching costs, the increased development of regional airports intended to reduce congestion at major airports reduces the bargaining power of airports because of gate fee competition (Hooper, 2002, p . 293). Threat of Substitutes: The threat of substitutes is high in domestic markets because consumers in East Asia prefer rail and road transportation that is less expensive than air travel whenever possible despite the increase in time for travel (OConnell Williams, 2006, p. 362). The threat of substitutes in international travel within the region is low because of the absence of viable substitutes. Overall, the threat of substitutes in the industry is moderate. Threat of Entry: The threat of entry is high in the industry. Although the cost of aircraft is high, a new firm can enter the market with only a few aircraft as Air Asia did in 2001. The liberalisation of the market environment is eliminating barriers to entry in the form of governmental restrictions on airline routes. As a result, a threat of entry also exists from established airlines from other regions seeking to expand routes in the East Asian region. Competitive Rivalry: Competitive rivalry is high in the industry because of a diversity of rivals, high cost of fixed assets and operations, low switching costs, and low levels of product differentiation. Many airlines compete in the East Asian market, each of which has different strategies and different brand reputations. As a result, price rivalry is characteristic of the industry. Aircraft are expensive to purchase and operate, with a high load capacity necessary to cover costs. Passengers can switch airlines at a relatively low cost despite the use of incentive programmes by some airlines to increase customer loyalty. While air transportation can be differentiated based on the level of amenities available to passengers, the fundamental attribute of transportation service is similar in all airlines. The five forces analysis suggests that the primary threat in the industry comes from competition among rivals, which is intensified by the possibility that new airlines will enter the East Asian markets. The analysis also suggests that opportunities may exist for smaller airlines to form strategic partnerships with other airlines to expand the schedule and destination options for passengers at a cost less than the amount necessary for direct investment in aircraft and terminal gate facilities. In the low cost segment of the industry, taking advantage of this opportunity would require Air Asia to adopt a strategy that restructured in the industry (Cockburn, Henderson, Stern, 2000, p. 1127). 2.3 Competitors and Competitor Groups Competitors in the airline industry can be divided into the two main groups of full service airlines and low cost airlines. Full service airlines are large firms that have been in the industry for an extended period of time, with many of these airlines enjoying a monopoly or quasi monopoly on certain national routes prior to the gradual liberalisation of the airline industry in the ASEAN market, with full liberalisation taking place by 2015. These major airlines often use a hub-and-spoke routing system in which short-haul feeder flights bring passengers to a hub airport for transfer to other aircraft for long-haul flights or for other short-haul flights to reach their final destination (Burghouwt and Veldhuis, 2006, p. 107). Airlines in this competitor group use a differentiation generic strategy based on frequent flight scheduling and use of airports conveniently located with respect to major urban centres, with a wider range of services justifying higher ticket prices. They also ha ve a wider range of destinations including transcontinental flights. Competitors in this group include Singapore Airlines, Air China, Malaysian Air, and Thai Airways International. The low cost group of competitors focus on flights taking passengers directly from the point of origin to their final destination, although transfers may be necessary to consolidate passengers and maximize capacity utilisation. Airlines in this competitor group are regional airlines with destinations limited to East Asia. There are numerous competitors in this group including Jet Star, Tiger, Value Air, Firefly, and Maswings. Appendix B shows the positioning of firms in the two competitor groups. 2.4 Developmental Stage of Market and Industry The air transportation market in the East Asian region is in the growth stage of development, which is characterised by a rapid rate of increase in sales (Inglada, Rey, Cote-Millan, 2006, p. 9). The economic growth in the region is allowing more individuals to afford air transportation, particularly for tourism. In addition, the increased commerce with the ASEAN region and with China as a result of the ASEAN Free Trade Agreement that was gradually implemented between 2004 and 2010 is producing higher commercial and business demand for air transportation between Southeast Asia and China (Wong Chan, 2004, p. 509). The low cost segment of the airline industry in East Asia can be viewed as at the point of emerging from the market penetration phase of growth. The low cost airline industry is comparatively new in East Asia, with independent airlines entering this market segment in 2001 (OConnell Williams, 2005, p. 260). Many of the firms in this segment of the industry can be considered prospectors using the Miles and Snow typology because they adopt strategies to use entrepreneurial skills for developing new types of services and have strong marketing competencies (Wratschko, 2009, p. 71). In contrast, the major air carrier segment of the industry can be considered mature, but undergoing a period of transformation because of the elimination to governmental regulations that had given many of these airlines a competitive advantage in routes and airport access. These airlines can be considered as defenders because they focus on retaining market share despite the instability in the market created by new market entrants such as low-cost airlines. 3.0 Resources and Capabilities In the resource-based theory of the firm, the resources and capabilities of the firm should be the foundation of the firms strategy. To use this approach, the firm assesses its resources, determines the capabilities that can provide it with competitive advantage, select a strategy that matches resources and capabilities with opportunities, and identify resource gaps that have to be filled (Grant, 1991, p. 115). A SWOT analysis can be used to identify the resources and capabilities of Air Asia and the way the firm can use these resources to take advantage of opportunities and counter threats (see Appendix C). A value chain analysis can provide an assessment of the areas in which Air Asia can add the most value for customers, which a gap analysis identifies the resources that Air Asia must acquire to implement a selected strategies. 3.1 Swot Analysis Strengths: Air Asia has a strong management team, with operations managed by an ex-Ryanair director with extensive experience in controlling expenses in a low cost airline (OConnell Williams, 2005, p. 264). The airline has a good technology infrastructure that supports very low cost of operations from its use of technology to automate customer processing and to maximise load on flights. The company also has strengths in operational cost containment through very low staff levels, lack of amenities on flights, and standardisation of aircraft which reduces expense for maintenance and parts inventory. Only 8% of the airlines passengers are business travellers, indicating that the cost leadership strategy has been successful in attracting the recreation segment of the market (OConnell Williams, 2005, p. 268). Another strength of the firm is its marketing competency, which has effectively designed and promoted a service targeted to the underserved low-cost no frills segment of the market . The airline has a breakeven load factor of only 52% and the worlds lowest airline unit cost of $.23 per passenger kilometre (OConnell Williams, 2005, p. 265). The airline also has a strong brand reputation in the market for offering low fares. The airline also has strong information technology competencies. Weaknesses: Air Asia has weaknesses in human resources, poor customer care in resolving complaints, and limited ability to attract business travellers. Because of its low cost approach to operations, the airline has lower staff levels than competitors. The lower staffing creates issues such as delays in turnaround time that result in delays in departures, with inadequate communications and support for delayed passengers. The airlines business model also reduces its ability to attract the business market that values flight scheduling, on time flights, and convenience. Air Asia uses only the A320 aircraft, which has a range of only 4,800 km with a full passenger load, which limits the destinations that the airline can serve (Airbus, 2010). Opportunities: Opportunities for Air Asia are providing expanded service in the growing East Asian airline market, opening new intercontinental routes, and forming joint ventures or other strategic alliances with competitors in markets not currently served by the airline. A significant overlooked opportunity in the region is the potential of tourism from Northeast Asia to Southeast Asia (Winter, 2007, p. 28). Smaller airlines can gain greater access to markets in the region through joint ventures and strategic alliances that allows airlines to code share, which involves transporting passengers using aircraft from two or more airlines. Threats: The primary threat for Air Asia is an increase in competition with some airlines adopting a similar operating model to Air Asia which reduces differentiation. A threat to the business model comes from cultural differences such as the preference of Indonesians to use heavy luggage that must be stowed in cargo compartments (The Low Cost, 2009). Another threat comes from the regulations in some nations setting minimum fares and airport usage limitations, which are not covered by the ASEAN Open Skies agreement. The airline is vulnerable to the threat of an increase in fuel prices and the possibility of disruptions to travel caused by terrorist attacks. The SWOT analysis indicates that Air Asias strengths in management, operational efficiency, marketing, and brand reputation would allow it to take advantage of the opportunities presented in the region from growth and tourism potential. These strengths could also support efforts to develop more intercontinental routes and joint ventures with competitors. The weaknesses of the airline in limited human resources and poor customer care could inhibit growth unless they are addressed. The weakness of insufficient staffing increases the firms vulnerability to the effect of cultural differences. At the same time, the firms strengths can help overcome the threats posed by increased competition. The airlines difficulty with attracting business passengers because of its business model may ultimately have a negative effect on its market share as business travel in the region increases. 3.3 Value Chain Analysis The value chain analysis disaggregates the activities of the firm to determine which activities add the most value to customers (Grant, 2008, p. 145). The inbound logistics segment of the chain involves purchase or leasing of aircraft, fuel, and gate space at airports, which add some value through reducing overhead and by providing convenient or desirable routes. The airline adds significant value to the customer in its operations, which has reduced costs to allow the fares to be the lowest in the world. This segment of the value chain, however, does not add value for customers who desire amenities or assistance from airline staff because of insufficient support from the human resources management function. Outbound logistics in the context of an airline involves factors such as airport turnaround time, which are related to operations. Marketing and sales also adds significant value to operations by the airlines ability to leverage its technology support function for internet ticket sales, paperless tickets and automated check-in. Because of the difficulties that the firm has with customer care and complaints, the after sales service segment reduces value for the customer. Based on this analysis, Air Asia adds primary value for customers in the operational and marketing segments of the value chain. 3.3 Gap Analysis Gap analysis involves determining the discrepancies between the current resources of the firm and the resources necessary to achieve the desired future state (Grant, 2008, p. 162). The generic future state for Air Asia is continued growth in its primary market in East Asia and expansion into secondary markets. To increase its share of the market in East Asia, Air Asia requires additional aircraft, additional staff, and additional access to airport gates. The airline has 78 planes available including aircraft owned by the firm and aircraft available through joint ventures, all of which are A320 models. Because these planes operate near capacity, additional aircraft would have to be acquired for expansion. To expand into intercontinental markets, the airline would also need larger aircraft with longer range. The firm would also require additional human resources to meet the operational and customer care needs with expansion, particularly to attract business customers. The analysis sugg ests that the firm does not have sufficient depth and breadth of resources to support expansion and must acquire additional resources. 3.4 Technical and Landscape Fitness of Air Asia Air Asia has high technical fitness, but only moderately high landscape fitness. Air Asia has developed and implemented a proprietary yield management system, computer reservation system, and enterprise resource planning system. In addition, the firm makes extensive use of a front-end internet interface with its backend computer systems to support online internet ticket purchases and paperless tickets. The technology systems are flexible enough to respond to any change in customer requirements, and have been a factor in promoting the acceptance of paperless tickets in Malaysia (Sulaiman, Ng, Mohezar, 2008, p. 149). Air Asia has been successful in attracting the low-cost segment of the market, but may not have sufficient flexibility to respond to a change in the environment such as a surge in business demand or a dramatic decrease in demand because of terrorist attack or high fuel prices. 3.5 Competitive Scenarios A likely competitive scenario is an increase in competition in the low cost segment of the East Asian airline market from new entrants and low cost subsidiaries of established major carriers. A FAR analysis of the scenario suggests that other carriers will adopt some of the functions used by Air Asia such as paperless ticketing, reduced staff level, and no amenities to become cost competitive. The assets required for these airlines to adopt this business model are generally available with their existing fleets of medium range aircraft. The risk posed by this scenario is Air Asias loss of competitive positioning as the lowest cost carrier in the market. 4.0 Conclusion The most likely reason for Air Asias success has been its willingness to risk using innovative strategies to reduce costs while maintaining profitability. The firm was a pioneer in the use of internet reservation and paperless tickets in the market, with its marketing overcoming any passenger reluctance to use the electronic systems. It has also adopted the innovative strategy in the low cost segment of the market of forming joint ventures with competitors to gain entry into new markets and to reduce operational costs. 4.1 Recommendations Air Asia should expand into the intercontinental market by using Abu Dhabi as a hub for routes in western Asia, North Africa, and Europe. From the Abu Dhabi hub, the airline could offer flights to India and Southeast Asia. The business model would continue to follow the cost leadership generic strategy. To implement this strategy, the airline would have to expand the size of its fleet, with the possibility of adding some wide body aircraft designed for long haul flights in addition to A320s. Funding could be obtained from a seasoned equity offering, with the airlines historic performance supporting the offering. The airline could also form code sharing relationships with low cost airlines in Europe and western Asia. This strategy would offset some of the airlines vulnerability from additional competitors using a low cost business model entering the East Asian market. Air Asia should offer some flights designated as business class that provide a wider range of services for business travellers at a higher price than its normal flights. This strategy would be intended to attract a higher percentage of business travellers. Implementing this strategy would require modified A320s to provide passengers with additional seating space and may require additional staff for customer care. The business class aircraft would have priority in operations for scheduling and turnaround to ensure that they remained on time. The airline would use its marketing competencies to differentiate between low cost fares and business class fares. This strategy would address the problem of low market share in the business segment of the market and diversify the market base if competition in the low cost segment increases.

Humor in Chaucers The Millers Tale Essay examples -- Comic Effect in

Chaucer's "The Miller's Tale" should be tragic, because a lot of horrible things happen to the characters. The carpenter's wife is disloyal to him, sleeping with others and making fun of him with Nicholas. Also, he is depicted as a fool. However, readers get a humorous feeling from the story, rather than feeling sorry for the carpenter's unfair life. Chaucer makes the whole story come across as comic rather than tragic. This humor is created by the Miller's narration, the use of irony, the cartoon-like characters, and the twists of plot. These elements combine to produce an emotional distance which enhances the comic effect. The narrator is the first element of humor Chaucer uses in his story. The Miller is rude and drunk but generally a jolly fellow. This sets the tone of story as being fun and even a bit coarse, just like the Miller himself. He tells a few jokes before he tells his story: "One shouldn't be two inquisitive in life? / Either about God's secrets or one's wife. / You'll find God's plenty all you could desire"(53). As well, the Miller wants to punish the Reeve, a ...

Edgar Allan Poes, The Cask of Amontillado as a Description of Poes Li

Edgar Allan Poe's, The Cask of Amontillado as a Description of Poe's Life The cast of Amontillado was written by Allan Poe at a time when he felt he was being unjustly attacked. Most critics believe that the cask of Amontillado was written by Poe against his critics in the Mirror. I believe the cask of Amontillado is a story of Revenge and Hatred against some friends whom be believed had wrongfully accused him. A review of Allan Poe as a person and his experiences in life is essential a clear understanding of "The Cask of Amontillado". Hence, I will apply a cultural method of interpretation. Poe was raised by his God parents after his parents died at the age of three. He was involved in Gambling and he also drank a lot. According to the Columbia Encyclopedia, "Poe was a complex person, tormented and alcoholic yet also considerate and humorous, a good friend, and an affectionate husband. Indeed, his painful life, his neurotic attraction to intense beauty, violent horror, and death, and his sense of the world of dreams contributed to his greatness as a writer"(2). This was true of Poe's literature. The Cast of Amontillado is full of suspense, shows different Kinds of wine and the complexity of Poe's personality can be shown in the Characters .Some critics have said that the cask of Amontillado can be read as an allegory of two portraits of Poe. I think The Cask of Amontillado is a Portrait of Poe and that of his critics. It is a story that is full of symbols. The Cask of Amontillado is the story of man who is desperate to obtain revenge from an insult. The nature of the insult was never revealed in the story. All we know is that Montressor methodically planned his revenge against Fortunato. As Allan Poe put it, "It mus... ...portrayed by Fotunato and Luchesi. Considering the close resemblance between the story and the issues in his life at that time, I believe Allan Poe was writing about himself. He finally got his revenge when he filed a libel suit against English and Fuller. He won the libel suit but he also lost his reputation in the process. In The Cask of Amontillado, Montressor walled Fortunato in. However, Fortunato rested in peace while Montressor will go on with a troubled conscience. Works Cited 1. Poe, Edgar Allan , "The Columbia Encyclopedia", sixth ed. 2001 2. Dedmond, Francis " The Cask of Amontillado and the war of Literati, " Modern Language Quarterly; June 54, vol 15, issue2, p137, 10p. 3. Poe Edger Allan "The Cask of Amontillado" Reading and Writing literature by Phillip Sippiora, Ed by Pearson Education Inc. Upper saddle River, New Jersey, 2002. 240-245.

Bad Neighbor Policy: Washington?s futile war on drugs in Latin America?

Book review: â€Å"Bad Neighbor Policy: Washington’s futile war on drugs in Latin America† Edited by Ted Galen Carpenter Overview Introduction  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  3 I Modest results after thirty years of war  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  4 The war on drugs consequences on the drugs crops cultivation  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  4 The war on drugs consequences on the Latin American opinion  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  5 II The American strategy on the drug war: definitively a bad strategy?  Ã‚  Ã‚  Ã‚  Ã‚  8 The United States’ strategy on the war on drugs  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  8 The causes of the American’s strategy failure  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  9 III Is â€Å"legalisation† the solution for a decrease in the amount of drug in the united States’ streets  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  12 Conclusion  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  14 Sources  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  ... ...ica, some countries have already talked about this solution: Jamaica in 2001, Uruguay in 2001, Mexico, Colombia†¦ Will those countries have the courage to face the United States on this issue? In Europe Does that means, that the world starts the pace of drug legalization? I still stay sceptic on this position. Conclusion To conclude, Ted Galen Carpenter shows in his book the failure of the thirty years war on drugs conducted by the United States in Latin America. A failure which is illustrated by the constant production of drugs in Latin America, the accentuation of scourges as poverty and corruption†¦ We can say that the United States’ strategy follows Say’s theory: the demand is conducted by the supply. However, as we have discussed about. This theory can not be applied on drugs market, as we have to take into consideration the dependence of drugs products. Sources   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Bad neighbor policy: Washington’s futile war on drugs in Latin America†, Ted Galen Carpenter,2003.   Ã‚  Ã‚  Ã‚  Ã‚  http://www.narconews.com/   Ã‚  Ã‚  Ã‚  Ã‚  http://www.cannabisnews.com

Marketing Brand Strategy The Proctor and Gamble Company

The Proctor and Gamble Company have its long held concern and a wide range of products in the market and the level of competitive advantages by the company will depend on the scale with which the marketing system of its products is ensured.   However, though branding important in the market system, it wages various inefficiencies in providing a good support for the company’s marketing plan. Though the product component of the company is broad, this memo will be limited to three products; where their brand slogans. â€Å"Silvikrin† is the slogan for hair care, â€Å"Vortex† is slogan for bleach, and â€Å"Born Blonde† is the slogan for hair dye.   Though these are slogans of product compounds, various inefficiencies are allied to their slogans and the broad product in general at the market.   Though the sales of the products are booming at the market, branding is allied to various inefficiencies as a tool for use in marketing of products. As a basic intend of a marketing, it helps in the creation, communication as well as delivering the value of an organizations product. This is the map which guides to the success of operations in a business.   It’s a force which will help to think about the basic strategies as well as the tactics to use in creating a high competition at the market.   Every choice of marketing plan should therefore provide standards with which the competitive advantage of the organization’s activity can be claimed in the highly competitive market. (Kitchen, Pelsmacker, 51) The process of branding in marketing plan is broad and perhaps cost inefficient if not well monitored.   Since the goal of the firm is to optimize its revenue through optimal costing, the success in this goal can only be through methods that ensure standard of high revenue at the most minimal cost activity.   However, the process of branding can rationally be uneconomical if not well monitored. Every adequate branding should involve a thorough activity of analyzing the SWOT analysis of its activity. Elsewhere, the organizations should adequately evaluate the comparative state between its activity within the market and the level of competition by its competitive rivals.   Generally, the success in the market should involve opportunities. This helps to evaluate the strengths within the market portfolio to be able to formulate the most admissible standards of activity. (Varey, Lewis, 96) However, every branding slogan or logo should be aimed at portraying and giving a certain message to the consumers within the market.   The basic problem in message delivery is the cost of competition state within the highly perfect competitive market.   In such a market, competitors ought to use methods of creating competitive advantages for the highest benefits and success in the market.   However, advertising is used as basic tool which helps to sell the state of organization’s product in the market with many product substitutes and complimentary goods. However, product branding is a basic inhibitor in the creation of an authentic message which helps to portray a good image and favorability of the product in the market.   The opportunity cost in the message inefficiency portrayed by a brand slogan or a logo is the success of the substitute or complementary products of the competitors within market. The message delivery by a brand logo or a slogan should be explicitly simple and entitled to portray a direct message about the product. However, the message held is such slogans or logos may be fundamentally ambiguous and chooses to provide difficulties in understanding the exactly scope, type, purpose and use of the product.   Other brand logos and slogans are synonymous to inadequate images that are portrayed by them.   Either, brand development posits a big problem in fighting for the product success in the market. This will cost an identification process of a brand slogan which would provide the greatest incentive to the customers. (Kotler, Keller, 52) Unlike other methods of marketing, branding will only be limited to scope and number of customer at every one moment. Every marketing activity should provide the most adequate and cost efficient method of attracting a huge customers’ population.   At the implementation process of a brand slogan or a logo, inadequacy in the nature of the product may be the basic resultant feature which would even threaten the relationship of attraction to customers use. Either, branding may be highly costly in its development which may imply un-optimal costing parameters.   Generally, brand slogans and logos are chief inhibitor of a products competitive advantage within the market which is endowed by high standards of competition.   One slogan may create a negative perspective of the product to the consumers which may necessary not be the case.   The opportunity cost of slogan/logo inefficiency by one organization’s product/service is the success of the close substitutes provided by the competitors. Summarily therefore, branding may be a basic inhibitor in the marketing plan which is aimed at creating standards of competitive advantages of one product in the market.   They may be inefficient in providing an authentic message that can portray the accurate sense of product in the market.   Hence therefore, rationality should always be provided in defining the status of slogans and logos to use for product in order to increase their competition. Work Cited Kitchen, P & Pelsmacker, P. Integrated marketing Communications:   A Primer, London,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Routledge, 2004 Kotler, P & Keller, K. Marketing Management, Amazon .Com, 2006 Varey, R & Lewis, B. Internal Marketing: Directions of Management. London, Routledge, 2000            

Hcl Project

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