Larsen & Toubro Recruitment and Retention Policies

A PROJECT REPORT ON LARSEN & TOUBRO RECRUITMENT PROCEDURE (HR) MASTER OF BUSINESS ADMINISTRATION [pic] ACKNOWLEDGEMENT I have prepared this study paper for the â€Å"Larsen & Toubro Recruitment and retention practices†. Quite frankly, I have derived the contents and approach of this study paper through discussions with colleagues who are also the students of this course as well as with the help of various Books, Magazines and Newspapers etc. I would like to give my sincere thanks to a host of friends and the teachers who, through their guidance, enthusiasm and couselling helped me enormously.As I think there will be always need of improvement. Apart from this, I hope this study paper would stimulate the need of thinking and discussion on the topics like this one. [pic] TABLE OF CONTENTS Chapter No. SubjectPage No. Ch. -1. 0Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -2. 0Research Methodology†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1. Primary Objec tive(s)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Hypothesis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3. Research Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Sample Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. Scope of the Study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6. Limitations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -3. 0Critical Review of Literature†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Ch. -4. 0Company Profile †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1.Industry Profile†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2. SWOT Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -5. 0Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. 1Collection†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. 2Primary Data 5. 3 Secondary Data†¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Ch. -6. 0Findings & Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -7. 0Recomme ndations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Ch. -8. 0Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -9. 0Annexure†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 1. Tables†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Graphs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Ch. -10 Case study Ch. -11 synopsis of the project EXECUTIVE SUMMARY ? EXECUTIVE SUMMARY Organisations are becoming large & complex with progressive industrialisation.Human Resource Department hence becomes the prime department in all concerns whether small or large & its Importance can be never ever estimated. The basic concept of summer training is to give students a new insight of practical applications of Human Resource Department of the organisation. †¢ In this modern world all human being thrive to become more skilled & hence they all work hard to achieve the pred etermined goals with their wholehearted dedication towards their jobs assigned.They always try to be close to perfection for this they need to be properly trained in their respective fields so that the unskilled workforce sharpen their skills & the skilled workforce move closer to their goals. †¢ Also each of the employees should be properly motivated so that he/she develops a will to work & fell that he is a part of the organisation, this help in the development of a sense of responsibility & a sense of belongingness amongst the employees. Hence the need for development of human resource was felt. The Human Resource of the organisation should be prepared in such a way that they help the employee to perform efficiently. have made an effort through this research study to understand and analyse various aspects related to Human Resource strategy of Larsen and Toubro (L & T) with special reference to recruitment and selection procedure at L & T. In the process , the aspects which h ave been looked into are:- 1. History of L & T 2. Industry profile 3. Research problem 4. Research methodology 5. Analysis of facts 6. Conclusions drawn RESEARCH METHODOLOGY ? RESEARCH METHODOLOGY Primary Objective(s): The primary objective is to study , understand and analyse various aspects related to recruitment and retention procedure at L & T.Hypothesis and Research Design: ? A Research Methodology defines the purpose of the research, how it proceeds, how to measure progress and what constitute success with respect to the objectives determined for carrying out the research study. The appropriate research design formulated is detailed below. ? Exploratory research: this kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. The research methodology for the present study has been adopted to reflect these realties and help reach the logica l conclusion in an objective and scientific manner. The present study contemplated an exploratory research Nature Of Data:- Primary data : Data which is collected through direct interviews and by raising questionaires . †¢ Secondary data: secondary data that is already available and published . it could be internal and external source of data. Internal source: which originates from the specific field or area where research is carried out e. g. ublish broachers, official reports etc. †¢ External source: This originates outside the field of study like books, periodicals, journals, newspapers and the Internet. ? SCOPE OF THE STUDY †¢ I have foccussed my study on L & T and based my study primarily on the recuitment and retention procedure at L & T. ? CRITICAL REVIEW OF LITERATURE ? COMPANY PROFILE Company profile †¢ Founded in 1938, Larsen & Toubro Limited (L&T) is one of Asia's largest vertically integrated Engineering ; Construction conglomerate with additional int erests in Information Technology and electrical business.A strong, customer-focused approach and the constant quest for top-class quality have enabled the company to attain and sustain leadership position for over seven decades. †¢ Serving the core sectors and infrastructure of the economy, L;T has pioneered spectacular achievements in Indian industry. Many of the engineering and construction projects executed by L;T have set new benchmarks in terms of scale, sophistication and speed. So do many buildings, ports, highways, bridges and civil structures around the country, which are widely regarded as landmarks.L ; T – AN INDIAN MULTINATIONAL †¢ In line with its strategy of aligning capabilities to meet emerging trends, L;T recently initiated a mega-transformation process, internally to ensure that it emerges, as a knowledge-based Indian multinational. †¢ Over the years the company has proactively created the necessary infrastructure for its global initiative wit h office locations in USA, Europe, Middle East and Japan. The Engineering ; Construction Division made significant progress during the year in increasing its presence in the overseas markets.The Division secured orders from international clients located at Malaysia, USA, UK, Brazil, Saudi Arabia, UAE, Qatar, Bangladesh, Sri Lanka, etc. The export earnings of the Division amounted to Rs. 24600 million during the year 2005-06. THE CUSTOMER PROFILE †¢ The customer profile includes leading names such as Samsung, Chevron, Bechtel, Kvaerner, Pirelli, Siam Michelin, Goodyear, etc. The Electrical ; Electronics Division too has increased its thrust on exports and the share of export revenues during the year ended March 31, 2006 increased to 11 % as compared to 8% in the previous year.L;T believes that progress must necessarily be achieved in harmony with the environment. A commitment to community welfare and environmental protection constitute an integral part of the Corporate Vision. C ORPORATE VISION [pic] †¢ L;T shall be a professionally-managed Indianmultinational, committed to total customer satisfaction and enhancing shareholder value. †¢ L;T-ites shall be an innovative, entrepreneurial and empowered team constantly creating value and attaining global benchmarks. †¢ L;T shall foster a culture of caring, trust and continuous learning while meeting expectations of employees, stakeholders and society.THE BUSINESS SECTOR †¢ L;T's Engineering & Construction Division provides ‘design-build' or ‘turnkey' EPC solutions in all major engineering disciplines, including civil / structural, plant design / mechanical, electrical and process control / automation, playing a critical role in the core sectors of Industry and Infrastructure areas. We provide services right from the earliest stages of pre-project development through to start-up and bring expertise to the industries that we serve while applying core competencies and skills to all o ur work. The industries we serve are listed as follows: pic] ? RECRUITMENT AND RETENTION PRACTICES AND PROCEDURES AT L & T 1. Recruitment Flowchart The following schematic outlines the process flow for recruitment at L & T. 1. Internal Recruitment The Company believes in offering opportunities for growth and career progression to its employees; thus each time a requirement arises, internal recruitment will be a preferred mode. For every vacancy arises below. †¦Ã¢â‚¬ ¦Level, an option of filling the post initially will be considered. HR will place an advertisement on the intranet. The advertisement will contain the following details: a. Job Profile b.Educational qualifications, Skills, Experience c. Last date of receiving Applications d. Contact person in HR All Applications will be screened for the eligibility against pre-determined criteria for the vacancy. HR will prepare a list of eligible applicants and seek approval from the respective Reporting Manager and Departmental He ad. If approval is given, HR will send a notification to the eligible candidates via email. Applicants who are not found eligible will also be notified via email. †¢ If no suitable applicants apply within one week from the date of posting the advertisement, external recruitment is initiated. Eligible candidates will undergo a panel interview. †¢ Travel for Interview: As per eligibility in current grade . †¢ Compensation fitment: Wherever the employee is moving to a higher value job, compensation will be undertaken as if the individual is a new hire. Handover period: Before the employee takes over his/her new position, there will be a handover period of one month. However this maybe reduced at the discretion of the current Reporting Manager. Relocation: If the employee needs to relocate to a different city to take up the new position, the company will reimburse as per the relocation policy. . External Recruitment Entry Level Recruitment Entry-level recruitment is used for fresh graduates/postgraduates who are taken as Executive Trainees and Management Trainees or for individuals joining at entry-level positions in the Company. †¢ If candidate possess less than one year of work experience, he/she will be treated as a fresh hire (entry level recruitment). †¢ Trainee Schemes †¢ Management Trainees †¢ Depending upon the requirements projected in the manpower plan, the company will recruit Management Trainees from Management institutes in the country. †¢ Sourcing of TraineesManagement trainees will be sourced from Management Institutes across the country. The selection criteria for Institutes are described below: A. Campus rating through publications: HR will refer to the Campus ratings published in the Business Magazines, available in the country and arrive at average campus ratings. For the current year the company will target institutes that are ranked between 15th and 20th ranks according to the ranking developed. It is fu rther recommended that by the year 2006 – 2007. The company should target campuses that range between 10th and 15th ranks. B.Recruitment days given: The company will give preference to the Institutes who are willing to give either day 0, 1 or 2 C. Campus Specialization: Relevance of courses offered to the company’s business. D. Campus Relationship: The Company will develop close relationships with targeted campus by hiring large numbers, conducting events, taking summer trainees, sending senior managers for lectures etc. An attempt will be made to include a cross – section of Institutes across the country to ensure diversity in the campus recruitment process. Additionally, freshly qualified persons from different areas shall be selected as per the requirement.E. Positioning of trainees Selected trainees will be positioned at the following grades: a. Fresh Graduates: Student with a Masters in Business Administration/Chartered Accountants will be placed at the Man agement Trainee grades and will get confirmed in level†¦. After successful completion of the training period. b. Experience: Student with relevant work experience of 1 – 3 years will be given weight age but will be taken as Management Trainee. c. Any candidate with more than three years of work experience will be considered a lateral recruit and appropriate fitment will be done. F. Recruitment ProcessThe recruitment process for the Management trainees will be as follows: †¢ HR will initiate the campus recruitment process by sending the company’s literature to the campus, one month before the proposed date of recruitment. This will contain brochures of the company literature containing information about the company, the job profile and the remuneration package. Pre Placement Talks: †¢ HR will coordinate with the Placement Cell of short listed Institutes and schedule Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placemen t Team. The following information will be carried to the Pre Placement Talks: . Brochures or company literature containing information about the company, job profiles and the remuneration package. b. Application blanks c. Number of job openings Screening of Application Blanks The Placement Coordinator/Administrative offices will short list candidates on the basis of predetermined eligibility criteria and send the list of short listed students to the company at least one week before the date of campus interviews. HR will then screen the application blanks that are received and short list them a second time according to the eligibility criteria. Any deviations will be highlighted and justified.A final list of candidates selected for interviews will be sent back to the Institute no later than one week before the selection process. Selection Process Only Institutes where day 0, 1 or 2 is offered will be accepted. All eligible candidates will undergo the following 2 – step selecti on process: 1. Group Discussion – This will be the first step of the selection process. Two members of the Campus Recruitment Team will observe each group discussion. Observations will be recorded in the Group Discussion Observation Form and compared for a final rating at the end of the Group Discussion.Topics will be a mix of economics, business and general awareness. 2. Candidates who are selected after the Group discussion will be called for a personal interview. Interview Observation Forms will be used to evaluate the candidate’s performance during the interview. Panel composition for the interview will be as per appendix II Suggested Selection Criteria for Students It is imperative to not only recruit those students who do well academically but also those who possess a winning attitude but may not have done as well academically.The following selection criteria can be used as a guide: a. Academics – Focus on students who have consistently done exceptionally well b. Extra and Co curricular activities – Focus on Leadership, Initiative c. Personality and Attitude – Focus on Communication, Presentation and Teamwork At the end of the selection process, the Campus Recruitment Team will compile a list of selected candidates and handover the same to the Placement Officer. An announcement can also be made to inform students at the same time. Offer Letters: Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus. Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after receipt of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. C. Recruitment Process The recruitment process for the Management trainees will be as follows: †¢ HR will initiate the campus recruitment process by sending the company’s literature to the campus, one month before the proposed date of recruitment.This will contain brochures of the company literature containing information about the company, the job profile and the remuneration package. Pre Placement Talks: HR will coordinate with the Placement Cell of short listed Institutes and schedule Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placement Team. The following information will be carried to the Pre Placement Talks: d. Brochures or company literature containing information about the company, job profiles and the remuneration package. e. Application blanks f. Number of job openingsEligibility criteria for candidates will be given to the Placement Officer at the end of the PPT. Eligibility Criteria a) A consistent academic record of 60% and above in all years of graduation in engineering b) Projects undertaken at the summer trainee/internship level (if any, in applied courses) Screening of Application Blanks 1) The Placement Coordinator/Administrativ e offices will short list candidates on the basis of predetermined eligibility criteria and send the list of short listed students to the company at least one week before the date of campus interviews.HR will then screen the application blanks that are received and short list them a second time according to the eligibility criteria. Any deviations will be highlighted and justified. A final list of candidates selected for interviews will be sent back to the Institute no later than one week before the selection process. Selection Process 2) Group Discussion – This will be the first step of the selection process. Two members of the Campus Recruitment Team will observe each group discussion. Observations will be recorded in the Group Discussion Observation Form and compared for a final rating at the end of the Group Discussion.Topics will be a mix of economics, business and general awareness. 3) Candidates – Who are selected after the Group discussion will be called for a personal interview. Interview Observation Forms will be used to evaluate the candidate’s performance during the interview. At the end of the selection process, the Campus Recruitment Team will compile a list of selected candidates and handover the same to the Placement Officer. An announcement can also be made to inform students at the same time. Offer Letters: †¢ Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus.Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after receipt of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. D. Trainee Scheme (B) †¢ Once selected, all trainees will be provided with an HR brochure that lists the details of the trainee scheme as outlined below: †¢ Travel: Management Trainees will be provided with AC class Train Fare from home to th e company. Conveyance expenses such as travel (taxi) from the Railway station to the place of posting etc. will be provided.Training Program: †¢ The training period will last for one year. Selected Management Trainees will be confirmed at †¦.. level †¢ Module 1: Induction: A three day induction period will be held for all trainees by the top Management on the vision, mission and company policies. †¢ Module 2 : On the Job Training: trainees will be given 11 months of on the job training where they will undertake projects in their department of choice/specialization according to the responsibilities accorded to the grade. F. Performance Evaluation and Placement †¢ Upon completion of the training period, all trainees will undergo a performance evaluation. Trainees will be required to present a report of the projects they have undertaken to the Department Head at the end of the training period. †¢ HR will schedule a performance interview for every managemen t trainee. The panel for interview will consist of one cross – functional head, Department head and HR Manager. †¢ The trainee will be assessed on the projects completed and a number of parameters listed in the â€Å"Trainee Evaluation Form†. †¢ The Performance Evaluation Panel will then either recommend a confirmation or separation as per the trainee’s performance.Upon receiving the evaluation and recommendation, HR will issue a confirmation letter to the trainee confirming him/her at †¦.. Level. †¢ The separation process will be initiated for trainees whose performance is not found to be satisfactory. Trainee Scheme Summary Table †¢ Executive Trainees Management Trainees Travel †¢ Executive trainees will be provided with fare from their Institute/ home to the company. †¢ Conveyance expenses such as travel (Taxi) from the Airport/ Railway station to the place of posting etc will be paid. Accommodation Outstation Trainees will be provided twin sharing Accommodation for one month free of cost.Any cost for further requirement will be deducted from the trainees stipend will be deducted from the trainee’s stipend. Executive Trainees Management Trainees Training program †¢ The Training program for both trainees will last for one year †¢ The program has already been mentioned earlier in the recruitment process. 3. 3. 2 Direct Hiring †¢ Internal Database: In case of requirement of fresh graduates for any function like sales or recovery, HR will refer to the internal database of unsolicited resumes (drop in applications, walk ins etc. ) Selection Process HR will short list candidates as per the pre determined criteria prescribed for the vacancy. After a Preliminary interview, the candidate will undergo a panel interview as per the panel composition in Appendix II. Observations will be recorded in the interview observation form. †¢ Compensation Fitment: The compensation package will be a s per the compensation grid. The same id decided by the Compensation Manager, HR and then approved by the HR Head. †¢ Offer Letter: An offer letter will be sent to selected candidates within one week of the interview. Offer Acceptance: Candidates have to sign a duplicate copy of the letter as a token of their acceptance and send the same back within 15 days of the receipt of the letter. 3. 3. 3 Lateral Recruitment The different modes of recruitment available are Database Hiring, Internet Hiring, Employee Referrals and Advertisements. 1. Database Hiring: When any recruitment requirement arises, the internal applicant database will be referred to. Eligible applicants will be selected by their qualifications, experience and training. HR will forward a copy of the candidates list to the requesting department along with the resumes of the five highest ranked candidates. Candidates short – listed from this list will be called for an interview. 2. Employee Referrals: †¢ HR will intimate the panel members of the interview schedule at least 2 days prior to the start of the first interview. †¢ Panel members will be provided in advance with a Candidate Assessment Folder consisting of the candidate’s resume, career history and interview observation form. Travel Reimbursement: †¢ Travel reimbursement will be done as per details in Appendix III. Outstation candidates will be given 5 working day’s notice and local candidates will be given 3 working day’s notice to attend the interview at the given location. †¢ Offer Letter: An offer letter will be sent to selected candidates within 7 days of the panel interview. Regret letters to be sent to rejected candidates. Once offer has been made, intimation will be sent to Personnel Administration with compensation, designation and fitment details. Reference Checks: †¢ Selected and offered candidates will be required to furnish 2 Industry – based references (one of whom the candidate has worked with for a minimum period of one year).HR will conduct the reference check and record observations within 15 days of sending the offer letter. If the reference check is not satisfactory, offer will be revoked with immediate effect. †¢ Referrals from the employees must be encouraged as they not only imply a lower recruitment cost as compared to advertisements or recruitment firm, but the reliability of candidates is also higher due to fact that they are coming through a known and trusted source (KDS Steel Division employees) †¢ HR will advertise the vacancy on the company’s intranet.The advertisement will consist of the Job Profile, Employee Profile, and Last date of application and the name of contact person in HR. †¢ HR will send an acknowledgement to the referee. This will be done within 2 days of the application The following schematic describes the referral process: Satisfied 3. 3. 3. 4 Media Advertisement In case the number of vaca ncies is large, advertisements may be released based on recommendation of the HR head and an approval from the Directors. The advertisement will adhere to the prescribed standards and will contain the following details: †¢ Brief Profile of The Company †¢ Brief on Job Responsibilities Employee profile- Age, experience, educational qualifications †¢ Locations †¢ Email ID/Postal Address for receipt of Resumes 3. 3. 3. 5 Internet Recruitment Firms †¢ Internet recruitment firms such as naukri. com and jobsahead. com can be used for any level of recruitment. HR head will be the final contact. 3. 3. 3. 6 Selection Process Initial Screening : †¢ HR will conduct an initial screening based on the details provided in the CV, and also the pre determined criteria. HR will then establish a candidate’s list using set priorities when there is more than one qualified applicant interested in the same position.Preliminary Interview †¢ A preliminary interview w ith HR will be conducted prior to the panel interview. The preliminary interview may be conducted via telephone if it is a case of an outstation candidate. Final Interview †¢ HR will intimate the candidate about interview time, date and venue for the final interview EMPLOYEE RETENTION PRACTICSE AT L & T â€Å"Loyal employees in any company create loyal customers, who in turn create happy shareholders. † – Sir Richard Branson What is engagement? It is a positive attitude held by the employee towards the organisation and its values.An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. ’ [pic] Employees are one of the most important assets, but are Companies doing everything they can to maximize the potential of this asset? The best emp loyee attitude studies explore all aspects of an employee’s working life with an employer, covering not only what they do but also what employees think and feel about the organization.An effectively implemented program of employee research can become one of the most powerful strategic tools in helping the company achieve its long-term corporate goals. To ensure the value of company’s investment in employee research, HR managers have to fully understand the concerns, attitudes and motivations of their employees. The way it was†¦Ã¢â‚¬ ¦ in the past, jobs were considered desirable and sufficient candidates could be found to fill most critical jobs. Moreover, once employed, workers would often spend their entire careers in the same job.In areas where there was turnover, new employees could be recruited easily. The way it is†¦.. today there is a high demand for workers. The supply of qualified workers is limited and good workforce planning requires a twofold appro ach of aggressive recruitment and innovative retention strategies. Retention policies need to focus on elimination of unwanted turnover. EMPLOYERS NEED TO DETERMINE WHO THEY SHOULD RETAIN AND HOW THEY CAN RETAIN THEM. †¢ Talented employees should be identified early and proactive steps should be taken to nurture and retain them. †¢ Development of early racking procedures for promising new hires. †¢ Tracking of reasons for quits, especially among the high potential workers. †¢ On-going employee attitude surveys to provide information for successful retention strategies and to predict turnover. †¢ Tracking voluntary turnover by department then focus efforts on the problem areas. †¢ Providing incentives for people to remain with the organization – these are not always financial. What People Want â€Å"†¦ People want to feel valued and valuable. They want to belong, to know that they, their work and their ideas matter.They want a diversity of c hallenges, and the ability to make decisions without excessive red tape. They want to feel connected to upper management, knowing they can share ideas with company decision makers. † RETENTION PRACTICES 1) While cash may get workers in the door, culture will keep them Create a kind of â€Å"feel good about work† culture for your employees. The staff members who stay with you the longest do so because they want to, not because they have to They will only stay if you create a positive work culture. Let staff know that you are pursuing a common purpose, which is mutually beneficial.Your goal is to frequently let staff know that this is â€Å"why I need you† and this is â€Å"why you are important. † 2) Stop hiring the wrong people – One place to plug the leak is to stop hiring the wrong people. A manager needs to understand what kind of person will be happy in a competitive work place? It is someone who is dependable, deliberate, hates change, likes to follow repetitive processes and finishes the job at hand. Or it could be someone who has a flair for accuracy, thrives in an environment which has procedures laid down and yet does not seek variety or change.However, the system breaks down when the qualified person is put into a position that does not quite fit who they are. Instead of job match, this results in job mismatch, which causes the job and individual to suffer, limiting the company’s productivity. 3) Provide good incentives and recognition The biggest motivation to the staff is recognition and every day pat instantly when ever they do good work goes along way. Whenever sales happen, all the members stand and clap for achievement and at the end of the day each one will be appreciated for the good sales.A letter of appreciation for quality work, good dinner with the team members is always appreciated by the agents. 4) Good relationship with supervisors Many times, employees seek greener pastures because they are unh appy with their supervisors. The supervisors and trainers have an important role of giving feed back on both strengths and weaknesses, which will help them to do better. Some staff do have initial problem of getting adjusted to the office jobs and procedures or they lack confidence. Reinforcing the confidence that â€Å"you can do† is the responsibility of supervisors. It is true that staff equires money, but they always look for actions, which touches their mind and heart. Let's be honest, bosses management styles have a huge impact on employee satisfaction. 5) Coaching and Career Pathing Coaching is employee development. Your only cost is time. Time means you care. And remember your people don't care how much you know†¦ until they know how much you care. Whenever the emphasis is on positive feedback, I make sure to do this coaching in â€Å"public. † Whenever you recognize and encourage people in â€Å"public,† it acts as a natural stimulant for others wh o are close enough to see or hear what's taking place.Employees need to know what is potentially ahead for them, what opportunities there are for growth. This issue is a sometimes forgotten ingredient as to the importance it plays in the overall motivation of people. SWOT ANALYSIS |Strengths |Weaknesses | |Right products, quality and reliability. | | |Superior product performance vs. competitors. |Some gaps in range for certain sectors. |Brand Image |Not very popular in the international market | |Products have required accreditations. |Delivery-staff need training. | |High degree of customer satisfaction. |Customer service staff need training. | |Good place to work |Processes and systems, etc | |Lower response time with efficient and effective service. |Management cover insufficient. | |Dedicated workforce aiming at making a long-term career in the field. Sectoral growth is constrained by low unemployment levels and | | |competition for staff | |Opportunities |Threats | |Profit mar gins will be good. |Legislation could impact. | |End-users respond to new ideas. |Existing core business distribution risk. | |Could extend to overseas broadly. |Vulnerable to reactive attack by major competitors. | |New specialist applications. Lack of infrastructure in rural areas could constrain investment. | |Could seek better supplier deals. |High volume/low cost market is intensely competitive. | |Fast-track career development opportunities on an industry-wide basis. | | |An applied research centre to create opportunities for developing | | |techniques to provide added-value services | |DATA Collection: †¢ Data has been collected from sources like books, periodicals, journals, newspapers and the Internet. Primary Data: †¢ The primary data has been collected by raising a questionaire at the L ; T with a sample size of 45 and 25. †¢ While one questionaire is based on the evaluation of Recruitment procedure, the other one is based on the evaluation of retention pol icies of the company Secondary Data: †¢ The secondary data has been collected from various books, magzines, journals, information brochures and internet web sites. DATA ANALYSIS [pic] CONCLUSIONSThe general feeling among the employees is that L ; T has a well defined and clear recruitment policy. [pic][pic] CONCLUSIONS A good majority of the employees feel that the need for the manpower planning is being given due consideration. [pic] CONCLUSIONS A good majority of the employees are of the view that Internal promotion is the right source of recruitment and the same should be given the priority. [pic] CONCLUSIONS Campus selection and the recruitment through advertisements are the two most popular methods of recruitment which are currently being employed the company pic] CONCLUSIONS In the case of immediate requirement the company heavily relies on the internal recruitment method. [pic] CONCLUSIONS A Majority Of The Employees At L ; T Are Of The View That The Succession Planning Is Being Done In Advance In The CompanY . [pic] CONCLUSIONS The employees are of the strong belief that the selection of the candidates is being made on the basis of some pre set criteria. [pic] CONCLUSIONS The key parameters of performance evaluation are -skills -aptitude -process knowledge and experience [pic] CONCLUSIONSPsychological testing has been voted as the best technique to evaluate the employees capabilities and aptitude by most of the employees [pic] CONCLUSIONS More than half of the people questioned, admitted that they had to face in-depth interviews at the time of selection. QUESTIONAIRE COVERING RETENTION ASPECT [pic] CONCLUSIONS More than half of the employees admit that association with the company is for more than 10 years, while a good 30% of the employees admitted to have left the company in less than 4 years . [pic] CONCLUSIONS A large majority (82%) of the employees expressed their satisfaction with the company.Which is a great morale victory on the paet of th e management.. [pic] CONCLUSIONS Almost 2/3rd of the employees expressed their dissatisfaction over the salary structure being offered currently. [pic] CONCLUSIONS The employees are enjoying good interpersonal with the colleagues, subordinates and managers. [pic] CONCLUSIONS The employees are actually divided over the working conditions of the company . [pic] CONCLUSIONS Only 51% of the employees actually believe that their career will flourish with the company. [pic] CONCLUSIONS Almost all the employees are confident about their growth in the company. [pic] CONCLUSIONSA large majority of the employees admitted that their achievements are recognised in the company and thus duly awarded by the company. [pic] CONCLUSIONS Only half of the respondents were found to be happy about positions in the company. i. e the other half wants to be promoted. [pic] CONCLUSIONS Almost 80% of the employees believe that the company ensures the balance between their work and their personal lives through various policies and programs. [pic] [pic] CONCLUSIONS A good 47% of the employees believe that there is free flow of communication among the supervisors and the subordinates, it is a healthy sign for any organisation. pic] CONCLUSIONS a big majority of the employees leave their job because of :- -benefits and salary and -better job opportunity elsewhere [pic] CONCLUSIONS The morale of the employees of the company is very high which is a sign of good management policies of the company. FINDINGS ,RECOMMENDATIONS , AND CONCLUSION †¢ Better salary packages should be offered and periodic salary reviews should be made by the management to keep pace with the changes in the corporate world. †¢ salary and working condition should be brought best global standard †¢ Salary difference in same grade should not be more than 10 to 15 percent Clear and faster growth path should be planned to keep every one interested. †¢ Job rotation should be practiced to keep the work enviro nment interesting and untiring. †¢ Pain areas like getting an email id, reimbursements of mobile and other expenses are very time consuming and this should be eliminated to keep employees motivated †¢ Challenging assignment should be offered to the employees so as to avoid the job -dullness †¢ Better performance appraisal procedures should be applied to assess the true worth of an employee. An efficient employee should always be promoted and awarded accordingly. Mediclaim benefit with cashless card scheme should be provided to the employees. †¢ Balance between personal life and work through programs and policies should always be distinguished. †¢ Better communication within the organization should always be encouraged and enabled for a better working environment †¢ The working hours should be restricted to 8 hrs per day to keep the employees fresh and efficient. †¢ Enhanced limit of mobile phones usage should be allowed. SELECTED BIBLIOGRAPHY ? Per sonnel management by K. V Mishra, Aditya publishing house Madras, 1992. ? CHHABRA T.N, Princlples ; practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000. ? Practice of Human Resource by Danny Shield. ? Manuals from the organization. ? www. kdsgroup. com. ? www. LarsenToubro. com ? www. google. com ? www. yahoosearch. com ? QUESTIONAIRES SAMPLE SIZE- 45 Q1) How long have you been associated with the company? 1. 1 – 4years 2. 4 – 10years 3. 10years and above Q2) Are you overall satisfied with the company? 1. Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q3) Are you satisfied with the salary structure prevailing in your company? . Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q4) How are your interpersonal relations with your colleagues, subordinates and managers? 1. Good 2. Bad 3. Fine Q5) Are you happy with the work conditions (facilities / physical environment) of your company? 1 . Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q6) Do you have a clear path of Career Advancement? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q7)Do you find yourself growing in the organization? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree Q8) Are achievements recognized and are they awarded in your company? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q9) Are you happy with your position at this company? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q10) The organization ensures balance between your work and your personal life through policies, programs, services and attitudes that are specific to fostering your well being? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4.Moderately disagree Q11) The organization provides you ample resources and opportunities at work to learn and grow? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q12) There is a free flow of communication and good coordination among supervisors and subordinates? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q13) What would be your primary reasons for leaving the company? 1. Benefits ; Salary 2. Better Job Opportunity elsewhere 3. Conflict with co-workers/higher authority/management 4. Working conditions 5.Job Expectation/Challenges/Growth 6. Poor Performance Evaluation Q14) How would you rate the MORALE in your company? 1. Low 2. Very Low 3. High 4. Very high Q15) What additional benefits competitors provide to their employees for retention? †¢ Good perks/ high salary †¢ Better position/ promotion †¢ ESOP †¢ Cars/ laptops †¢ Various personnel policies and good TA ; DA †¢ Better incentives and awards †¢ Less Income Tax liabilities †¢ Better infrastructure †¢ Better commuting facili ties Q16) What suggestions do you have for your company to help employee retention as compared to its competitors? Better salary/ periodic salary review in comparison with the changes in the corporate †¢ Match salary and working condition to the best global standard †¢ Salary difference in same grade should not be more than 10 to 15 percent †¢ ESOP †¢ Clear and faster growth path †¢ Job rotation †¢ Pain areas like getting an email id, reimbursements of mobile and other expenses are very time consuming and this should be eliminated †¢ Challenging assignment should be offered †¢ Better performance appraisal †¢ Mediclaim benefit with cashless card scheme Balance between personal life and work through programs and policies †¢ Better communication within the organization †¢ 8 hrs per day work †¢ Enhanced limit of mobile phones Personal Details: NAME(Optional)†¦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‚¬ ¦ 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‚¬ ¦Ã¢â‚¬ ¦. DESIGNATION †¦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‚¬ ¦ QUALLIFICATION†¦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‚¬ ¦. QUESTIONNAIRE Q1) Is there a well defined recruitment policy in your organization? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q2) Principle of right man on the right job is strictly followed/a detailed job-analysis is done prior recruitment? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q3) Do you think the need for manpower planning is given due consideration in your organization and the manpower requirement is identified well in advance? 1. Strongly Agree 2. Moderately agree 3. Strongl y disagree 4. Moderately disagree 5. Can’t say 4) Which internal source of recruitment is followed by the company and given more priority? 1. Internal promotion 2. Employee Referrals 3. Transfer Q5) Which external source of recruitment is followed by the company and given more priority? 1. Campus interview 2. Advertisement 3. Online job banks . Walk –in interviews 5. Agencies/Consultancies 6. Employment Exchange Q6) Which source of recruitment is relied upon when immediate requirement arises? 1. Internal 2. External Q7) Do you think succession planning is done in advance in your organization ? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q8) The sorting of candidate applications is done by some pre set criteria? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q9) Which are the parameters on which candidates are evaluated (give ratings out of 100)? . Experience †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2. Skills†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Process Knowledge/Intelligence†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Aptitude†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. Attainments†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Q 10) To identify the employee’s capabilities and aptitude, psychological testing is done. Do you think it is an useful technique? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q11) What type of interview is taken while selection? 1. Patterned 2. Stress 3. Depth 4. Others†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Q12) The view of the concerned department head is given special attention while selecting the employee of the department? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q13) Is the physical examination necessary after final interviews? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Canâ⠂¬â„¢t say Q14) What is the weightage given to the following (out of 100%)? 1. Written Test†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2. Group Discussion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Final Interview†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Q15) Is Induction as well as a training program conducted after joining of employees? 1. Yes 2. No Q16) Do you think the present selection process is feasible for selecting the employees? 1. Strongly Agree 2.Moderately agree 3. Strongly disagree 4. Moderately disagree Suggestions if any†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Personal Details: NAME†¦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‚¬ ¦ 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‚¬ ¦Ã¢â‚¬ ¦. DESIGNATION †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ QUALLIFICATION†¦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‚¬ ¦. Thank you for your cooperation. CASE STUDY SYNOPSIS OF THE PROJECT ? SYNOPSIS OF THE PROJECT Scope of thesis work The scope of my study begins with the study of history of L ; T and it further extends to various issues related to Recruitment and Selection procedures at L ; T. Research Methodology the objective of my study is to —-understand —and critically analyse the various aspects related to the Recruitment and Retention procedures at L & T . and make further suggestions for its betterment. Hypothesis and Research Design:- ? A Research Methodology defines the purpose of the research, how it proceeds, how to measure progress and what constitute success with respect to the objectives determined for carrying out the research study. The appropriate research design formulated is detailed bel ow. ? Exploratory research: this kind of research has the primary objective of development of insights into the problem.It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. ? The research methodology for the present study has been adopted to reflect these realties and help reach the logical conclusion in an objective and scientific manner. The present study contemplated an exploratory research NATURE OF DATA:- †¢ Secondary data: secondary data that is already available and published . it could be internal and external source of data. Internal source: which originates from the specific field or area where research is carried out e. . publish broachers, official reports etc. †¢ External source: This originates outside the field of study like books, periodicals, journals, newspapers and the Internet web sites Sources of Data -DataCollection -Primary Data -Secondary Data DATA COLLECTION ? Data has been collected through various books , journals ,web sites and magzines PRIMARY DATA ? Primary data has been collected by raising two questionaires of the sample size of 25 and 45. SECONDARY DATA ? Secondary data has been collected through various books , journals , magzines and web sites.I always had great interest in the field of Human Resources and it only grew with the age. L; T is a huge company with a great repute in the Indian Economy, and they do practice very sound HR procedures, So I think , I had all the reasons in the world to make a project on L;T ? Details of the External guide ? Name of the Guide ,Qualification and Designation ? Approval letter from External guide ? ( Signatory note from guide stating that he/she would guide you ) ———————– Manpower Planning Prepare Job description Prepare employee Profile Check Database Internal RecruitmentExternal Recruitment Select Appropriate Method Advertise Post Internally Campus Recruitment Sear ch Firms Employee Referrals Advertisement Shortlist Institutes PPT’s Screen Application Offer Selected Candidate Provide firm with Employee profile Screen applications as per eligibility criteria Selection Process Offer Selected Candidates Conduct Reference check If not satisfactory, revoke offer within 15 days Advertise post internally Screen applications for eligibility and approvals from reporting manager and departmental head Selection process If suitable, make offer Employee referral mail CV ReceivedInform employee Yes CV in database? Allot reference no. to CV Inform employee No Screen for eligibility Selection process Reference checks Inform employee Offer Candidate There is no one strategy to ensure successful employee retention. Generally, a combination of factors influences an employee’s decision to stay in a job. Those factors may differ for an individual depending on his or her age, family situation, the external job market, or job title. There are some fact ors, however, which seem to impact most employees and for which we found some effective strategies worth sharing. [pic] [pic]

How to Teach the ACT A Guide for Tutors and Parents

How to Teach the ACT A Guide for Tutors and Parents SAT / ACT Prep Online Guides and Tips I spent four years as a test-prep tutor, working with students on all aspects of the ACT and SAT. When I started out, I knew how to take the tests, but I wasn't that good at teaching them. Over the years, however, I've learned a lot about how to be an effective teacher, and it's largely not about the kinds of tips and tricks you might expect. This guide will give you all the tools you need to guideyour student through the ACT prep process.Just follow these six steps: Set a Goal Learn the Test Use the BestResources Make a Plan Teach the Strategies Dissect Mistakes Step 1: Determine Your Goals and Challenges This step will vary a lot depending on who you are and who your student is. If you're a parent, sibling or friend, you'll need to determine whether you're qualified to teach this student and what challenges you'll face. If you're a professional or volunteer tutor, you'll want to focus more on the student's own score goals. Are You Qualified? In order to be an effective tutor, you need to be better at the material than your student. If you struggle to explain questions they miss it will undermine herconfidence in you, and if you don't really understand the material you won't be able to diagnose what your student's weaknesses are. A good rule of thumb is that you should be scoring at least 4 points higher than your student. If she is already high-scoring you’ll want to be at or near perfect. If you are not academically-minded or were always bad at standardized tests, don’t try to teach them to someone else. Potential Challenges Your student has to want to improve. It’s impossible to raise your score on the ACT without doing a lot of practice, so you aren’t going to be able to be an effective tutor unless your student is also invested in the process. Encouraging a student to participate in the learning process can be especially tricky if she's a friend or family member. One of my biggest challenges as tutor was working with my cousin. Because we didn’t have the usual student-tutor relationship, it was harder for me to motivate her and hold her to account when she didn’t complete the work that I assigned. Setting a Score Goal Having a goal to work towards is an important motivational tool, so make sure to discuss with your student what score she's hoping to reach. Don’t just assume she needs a 36, since she almost certainly doesn’t. Your student’s goal will depend on what she needs the score for. The score she’ll need as a middle schooler to get into summer programs is very different from what she’ll need as a senior to get into Columbia. Moreover,what score she needs to get into college will depend on where she wants to go. Look into the score ranges at schools she’s interested in to help determine what score she should shoot for. Another consideration is whether your student needs to raise her score as a whole or simply increase her score on one of the sections. A particularly low score on one section (especially math or reading) can count against an application, and some schools and programs have a cut off score for certain sections. Again, it's important to understand what she's planning to use the score for in order to determine what her goal will be. Setting a specific goal (and having a reason for it) will help your student stay focused. Step 2: Familiarize Yourself with the ACT You can’t be an effective teacher if you don’t know anything about the ACT. If you aren't accustomed to tutoring- especially if you applied to college before smartphones were invented- you'll need to spend some time familiarizing yourself with the test. A good first step is to try taking a practice ACT: doing so will help you understand your own strengths and weaknesses as well as how the ACT is formatted and what kinds of skills it tests. I've included some key reminders about what you need to know if you aren't familiar with the test below. Remember that the ACT Is Different from the SAT The ACT’s popularity is relatively recent and somewhat location dependent. If you applied to college before 2000or you went to high school in a state on the east or west coast (rather than in the Midwestor a mountain state), you probably took the SAT. Though both are standardized tests, the current ACT is very different than the older versions of the SAT. For starters, it has English and science sections in addition to the math and reading ones. It also asks different types of questions about slightly different material- for example, there are no vocab questions on the ACT, but there are trigonometry ones. If you're going to tutor the ACT, make sure you know the ACT- don't just assume it's the same as theSAT you took 10 years ago. Know the Format of the ACT It sounds silly, but it’s important make sure you understand what the ACT actually looks like and what kind of questions it asks. The ACT is very different from the type of test students take in high school and you need to understand the test's unique logic and formatin order to guide your student to a higher score. For example, let’s say your student has a low math score, and you know he really struggles with logarithms. You might decide that you should focus on studying logarithms and really practice that skill. This plan sounds logical enough, but itwould actually waste a lot of time because the ACT has at most one logarithm question per test. Unless your student is already scoring a 33 or above on the math, studying logarithms is not an effective use of time. Let's consideranother case: your student is having a hard time with the science section. You might think that it will be helpful to review the science your student has learned in school: go over osmosis and electromagnetism. But the science section doesn't actually test knowledge- it's about reading graphs.Studying science topics won't help your student at all. If you aren't sure what the ACT actually tests, you can use the following guides to learn aboutwhat’s on each section: English Reading Math Science Step 3: Gather the Best Resources If there was one lesson I learned as a tutor, it was that bad materials make it very difficult to tutor effectively. When practice questionshave errors or look nothing like the the questions on the actual ACT, students end up confused or frustrated and, worse, lose some of their trust in you. To avoid these issues, the best plan is to use official practice materials whenever possible and, if necessary, supplement them with high quality books. Official Practice Tests Official ACTs will be the backbone of any tutoring program. Practicing with real tests will give students the best idea of what to expect on test day. There are a number of official ACTs available for free online. You can also purchase The Real ACT Guide, which includes extraofficial tests. Best General Books Though The Real ACT Guideprovides a lot of great practice material, it doesn't include much in the way of strategies or content review. As such,you'll likely need other materials assupplements (though it will depend on your approach as a tutor and the strengths and weaknesses of your student). One great resource is the ACT Black Book by Mike Barret. This book lays out how to think effectively about the test and can really help students understand how the ACT is different from the tests they take in school. It includes some of the best strategies, but it also lacks math andEnglishcontent review, which many students will need. For more info about these books and others, check out our round-upofthe best ACT prep books and our list of best books for intensive ACT study. You might also consider taking a look at our free online ACT guides, including the 5 strategies you must be using and how to get a 36. Best Section Books If your student needs particular help on one of the sections, consider getting a book specific to that topic. There are fewer of these specialized options for the ACT than there are for the SAT, but there are still some great options. We also have free guides to each section, which include some of the best, most comprehensive info anywhere. English Our complete guide to thebest ACT Englishbookscan help you pick out the best option for your student. Our Ultimate Guide to ACT English Math We recommendRichard Corn'sUltimate Guide to the Math ACTfor most students. Our CompleteGuide to ACT Math Reading For reading, we generally recommend Erica Meltzer's Complete ACT Reading. Our Ultimate PrepGuide to ACT Reading Science There aren't any really great ACT Science books, though Barron's ACT 36 can be helpful for high scoring students. Our Complete Guide to ACT Science Good resources are worth their weight in gold (not literally). Step 4: Make a Plan Once you know your goals and have the materials you need, sit down with your student and work up a full plan for how you're going to get her to the score sheneeds by the test dateshe's signed up for. ACT prep is one of the easiest things to procrastinate- because it's spread out over such a long period, it's easy to put off until the very last minute- but studying is most effective when it occurs over months, not days. As a tutor, one of your most important roles is making sure your student stays on track. Let's go over some ways to achieve that. Establisha Schedule First, figure out when your student is going to take the test. Then plan out what needs to get done between now and then: most students benefit from roughly 40 hours of studying- it will depend on the student how much of that is tutoring and how much is independent work, but all students should take at least three full practice tests. Set a specific time for your lesson each week. I generally prefer to meet with students once a week, butif you'reon a tight schedule you can certainly do twice a week. With more than two lessons per week,most students will quickly get burned out and frustrated. If you're working with a student who you only see that one time each week, then you'll needto give homework, either extra practice questions or material review, depending on the student's needs and weaknesses. As a parent or sibling, you probably won't be able to convince your student to do extra homework, so instead set aside an extra time during the week for them to study on their own. Prioritize When deciding how to approach the material, it's helpful to have a system: are you going to tackle one section at a time? Break them up into individual skills and mix things up a bit? Have your student practice each type of question and hone in on what's tripping himup about it? Each of these approaches can work- it really depends on how your student learns best. Then decide where you're going to start. I like to begin by tacklinga student's weakest sections, because that's often where they have the most room for improvement. But every student is different. Some may only need to raise a specific section score. Some may already know a lot about the ACTand mostlyneed to review the material it tests. Others will need you to start with the very basics like format and scoring. Set Expectations ACT prep is easy to put off and avoid, but it’s impossible for students to improve without dedicated practice. A big part of your job as a tutor is keeping your student motivated. Talk to your student about how much work she'llneed to do and when it needs to be completed. Remind herwhy the ACT is important. Hold herto your schedule. Ideally, your plan will be less complicated than this one. Step 5: Discuss Strategies So far I've talked mostly about the big picture of how to set up an successfulstudent-tutor relationship, but now I want to go into a bit more depth about how to be a really effective teacher of the material. To succeed on the ACT, students need to have a systematic approach to each section. These overall strategiesare often what students expect to learn when they start tutoring, and although they aren't the be all, end all of learning about the ACT, these kinds of tips are still important. Below are some guides to key strategies for each section to get you thinking about the types of ideasyou might want to cover. You'll also want to diagnose any content weaknesses for English and math. English How to approach the English passages: This guide explains the best methods for reading the ACT English passages- have your student try each and determine which works best for her. 5 critical concepts: This article covers a number of general ACT English strategies like using grammar rules (not your ear) to determine the answer and not rushing through the questions. What's actually covered on ACT English: Go over this list with your student to help determine if there are any topics she's especially unfamiliarwith. Math Hownot to run out of time on ACT Math: The math section includes a lot of questions, and students will need to move quickly. This guide offers tips to help students manage time effectively. 31 must know formulas: Unlike the SAT, the ACT doesn't provide the formulas you need to know. This list lays out all the formulas your student needs to memorize to ace the ACT math. How to plug in answers: Make sure your student understands the most efficient way to plug-and-chug. How to plug in numbers: This strategy will help your student approach questions that ask about abstract variables and unknown quantities. Reading How to read the passages: It's vital that students have a plan for efficiently reading the passages. This guide outlines the most effective methods. The #1 rule for ACT Reading: A common mistake students make on ACT Reading is overthinking the questions. This guide explains why that will give you the wrong answer. How to stop running out of time on ACT Reading: Time management is one of the trickiest parts of the ACT reading- this guide can help with it. Science ACT Science isn't really about science: This article explains how students can use the fact that ACT Science is really a reading test to their advantage. How to approach the science passages: As with English and reading, students must know how to approach the passages systematically- this guide explains the most effective way to do so. Step 6: Dissect Mistakes ACT questions follow certain patterns: look at enough tests and you'll see that the test writers ask the same kind of questions over and over again. The best way to get a feel for the style of those questions is to do a lot of practice, so as I mentioned above you should have your students regularly practice with real ACT questions. Of course, it's not enough to simply assign the work, you also need to discuss the questions your student misses. Your role as a tutor isn't just to say, "Bis the rightanswer"- it's to help your student understand why they gotthe questionwrong and how they can avoid missing similar ones in the future. For more details on how to effectively go overmissed questions, take a look at our guide to reviewing mistakes. The keys to unlocking your student's potential. Review: 3 Key Tutoring Tips The specifics of what you cover and how you work on it will depend a lot on you and your student, but there are a few big picture ideas that every tutor should keep in mind. Be Organized Students take their cues from you. If you aren't on top of the material and don't seem to have a plan, they'll pick up on your lack of preparation and feel less confident in your knowledge. Make sure you have a clear plan for everything you're going to cover, since this will help you feel prepared as well as giving you the chance to prepare for lessons ahead of time. However, leave yourself some extra time for reviewing tricky topics and answering your student's questions. It's impossible to predict exactly what students will need help with, and it's important to be responsive to their concerns. Motivation is Key I can't overstate the importance of practice: students won't improve if they don't put the work in. As such, it's vital that you motivate your student to do the work you assign. In some cases, this will be easy (I've had students who actually requested extra homework), but in others you will need to really emphasizewhy the practice is important and how it will help your student reach her goals. They Don't Call It a Standardized Test for Nothing As a tutor, I've found that my greatest strength is an encyclopedic knowledge of the ACT. The test includes the same kinds of questions again and again, so once you really know the different styles of questions and different topics they cover you can explain just about any permutation. I gained this knowledgeover years of tutoring, but even if you're just starting out, you can use the fact that the ACT is standardized to your advantage. Go over official tests carefully and look for patterns in the questions. Remember that because the test is standardized there is only ever one indisputably correct answer. Help your student understand both what will and whatwon't be covered by the test. Further Reading I've listed tons of helpful resources throughout this article. If you're looking for more ACT prep content, you can also explore all of our posts using the topics listed in the right column. If the test is just around the corner and you're pressed for time, make sure to go over these last-minute study tips with your student. For parents: check out these guides to help you determinewhat the best study format for your childwill be. A tutor?Self-study? An online program? Want to improve your ACT score by 4+ points? Download our free guide to the top 5 strategies you need in your prep to improve your ACT score dramatically. Have friends who also need help with test prep? Share this article! Tweet Alex Heimbach About the Author Alex is an experienced tutor and writer. Over the past five years, she has worked with almost a hundred students and written about pop culture for a wide range of publications. She graduated with honors from University of Chicago, receiving a BA in English and Anthropology, and then went on to earn an MA at NYU in Cultural Reporting and Criticism. In high school, she was a National Merit Scholar, took 12 AP tests and scored 99 percentile scores on the SAT and ACT. Get Free Guides to Boost Your SAT/ACT Get FREE EXCLUSIVE insider tips on how to ACE THE SAT/ACT. 100% Privacy. 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Argumentative Essay Sample on Euthanasia My Personal Opinion

Argumentative Essay Sample on Euthanasia My Personal Opinion Euthanasia is a serious political, moral and ethical issue in today’s society. Most people either strictly forbid it or firmly favor euthanasia. Although, I have no political background or confirmed religion, I choose to formally educate myself on the matter of euthanasia. I feel very strongly about this issue because I am affected by the matter on an almost everyday basis. I am a patient care technician in an emergency room and also work on a cardiac unit in one of Michigan’s top 100 osteopathic hospitals. I’ve actually watched people in pain eventually die. I’ve had to listen to patients beg me to, â€Å"pull plugs,† and put pillows over their faces to smother them so they could die faster. Terminally ill patients have a fatal disease from which they will never recover. Euthanasia is when a terminally ill patient chooses to end his/her own life by participating in physician-assisted suicide. After reading the ten sources and extensively researchin g euthanasia, I still support and promote the legalization of euthanasia. I believe that all people deserve the right to die with dignity. First of all, I would like to offer my own personal feelings and opinions on the matter of euthanasia because I actually have frequent contact with people who suffer with terminal illnesses. When I was a junior in high school I was offered the opportunity to explore my career options by pursuing advanced learning in the medical field. I attended regular high school for one half of the day, the other half of my day was spent in a nursing home (extended care facility), Port Huron Hospital and also at St. Clair Technology Center. I spent many hours studying medical terminology and proper body mechanics, I also learned how to take care of sick patients while promoting healthy life styles changes. Unfortunately the hardest lesson which was the how to take care of the terminally ill, while being supportive to their many physical, spiritual and emotional needs. I graduated from high school and proceeded to go to college in order to accomplish my goal of becoming a registered nurse. After gr aduation I moved into my own apartment and took a job at St. John’s Medical Center on an oncology/hospice unit. I worked at St. John’s for 18 months. Hospice is where terminally ill patients are sent to be cared for during the last stages of their lives. Oncology is the study of tumors, but more specifically, it’s a term usually associated with some kind of cancer. Therefore, for about a year and a half I had to take care of dying patients. These people had a slim chance of surviving for over six months to a year. When my patients were suffering and in pain I had to smile and tell them, â€Å"Don’t worry everything will be all right.† We both knew that everything would no be all right and they had just wanted to die. I witnessed patients telling other members of the nursing staff how they had begged and pleaded with god to take their life due to the excruciating pain they were experiencing. The nurse just replied, â€Å"Oh sweetie, you shouldn’t say things like that.† I had patients who were so mean and cruel to staff, it was unreal. They were mad at l ife because they knew it would be taken away soon. I’ve watched patients who were fully coherent and self-sufficient upon admittance in to the hospital become totally confused and bed bound. I watched these people lose all motor skills, which left them crippled and unable to feed or bathe themselves, or even use the toilet. They had lost all of their dignity. After reading Peter Singer and Mark Sielger’s, â€Å"Euthanasia-A Critique,† it is fair to say that these doctors have put forth a strong argument against euthanasia. Singer and Siegler are both medical doctors who are very proficient in their fields. Singer and Siegler make the point that, â€Å"the relief of pain and suffering is a crucial goal of medicine,† however, â€Å"euthanasia violates the fundamental norms and standards of traditional medicine† (Seyler 333 335). When a person no longer has the choice of continuing a normal healthy life, unusual circumstances call for rare methods of treatment. Why should a person be tortured with the, â€Å"frightening prospect of dying shackled to a modern-day Procrustean bed, surrounded by the latest forms of high technology,† according to Singer and Siegler this is an adamant fear of many fatally ill patients (Seyler 333). Singer and Siegler make several good points in their essay, however, pain control seems to be the biggest issue facing the terminally ill as stated by the doctors. This is entirely untrue. People who are faced with a terminal illness experience just as much emotional turmoil as physical pain. When Singer and Siegler say, â€Å"physical pain can be relieved with the appropriate use of analgesic agents,† I am saddened because it has been my own personal experience to watch terminally ill patients become over medicated and drugged up so much that they are unable to think or act for themselves (Seyler 333). When a person can longer speak, think or act for him or herself, that person has been stripped of their dignity. Sidney Hook’s, â€Å"In Defense of Voluntary Euthanasia,† was emotionally charged and very gripping. Sidney Hook is a philosopher, educator and author (Seyler 338). Hook has been so unfortunate as to have sampled death and was left with a bitter taste in his mouth. He suffers with congestive heart failure, which one can live with but which if not treated or maintained properly will cause a painful death. He offers his first hand account of meeting with the Grim Reaper: I lay at the point of death. A congestive heart failure was treated for diagnostic purposes by an angiogram that triggered a stroke. Violent and painful hiccups, uninterrupted for several days and nights, prevented the ingestion of food. My left side and one of my vocal chords became paralyzed. Some form of pleurisy set in, and I felt like I was drowning in a sea of slime. (338) If this sharp use of imagery isn’t enough to make the reader understand this mans pain, maybe his next account will persuade one to rethink euthanasia, â€Å"At one point, my heart stopped beating; just as I lost consciousness, it was thumped back into action again. In one of my lucid intervals during those days of agony, I asked my physician to discontinue all life-supporting services or show me how to do it. He refused and predicted that someday I would appreciate the unwisdom of my request† (Seyler 338). It is important to add Hook’s quotes when reflecting upon his personal experience with death. Hook feels as though he was robbed of the peaceful serenity of death and will have to suffer through it once more, when death comes knocking again. Euthanasia is a serious issue in today’s political world. Arguments for and against euthanasia are cause for major debate. Proponents and opponents disagree on at least four controversial issues. The four major issues are, but not limited to, the nature autonomy, the role of beneficence, the distinction between active and passive euthanasia and the public and social implications of legalization. The nature of autonomy basically means that all people are granted the right to think, feel and act for him or herself. The first and fourteenth amendments were put into place to protect an individual’s freedom of religion, speech, privileges, immunities, and equal protection. The role of beneficence involves the physician’s duty to relieve suffering. The distinction between passive and active euthanasia, or killing and allowing one to die. The public and social implications of legalization are totally based on one’s individual feelings. Euthanasia is a serious topic because it goes against the norms of traditional medicine. Euthanasia is not always applied to terminally patients either. People who have been in serious accidents, or who have debilitating diseases such as severe cases of Cerebral Palsy, Multiple Sclerosis, Muscular Dystrophy, and Cerebral Vascular Diseases (which lead to strokes and heart attacks) are often in consideration for the application of euthanasia. The problem is, however, these patients typically are in a persistent/permanent vegetative state. A persistent/permanent vegetative state (PVS), is a condition in which a person is neither in a coma nor unconscious. In other words, these patients cannot act or speak for themselves or in addition, respond to much stimulus. Personal experience and opinion may be a factor that weighs heavily on the issue of euthanasia, but the real substance comes from the facts. The legal ramifications play a major role in the legalization of euthanasia. Euthanasia began with its roots in both the Hippocratic tradition and the Judeo-Christian ethic of sanctity of life, Western medicine has long opposed the practice of physician-assisted suicide. However, the controversy over euthanasia is not new. Beginning in about 1870 (after the introduction of chloroform and ether) and continuing in today’s society, euthanasia is still a hot topic of discussion. Ohio is the only state in the United States of America that does not explicitly prohibit euthanasia by jurisdiction of the federal law. After interviewing Dr. Caleb Dimitrivich, an oncologist, who most directly works with terminally ill patients at St. Joseph’s Mercy Hospital, it is easy to see that he definitely opposes euthanasia. Doctors have real difficulty dealing with death. â€Å"Dying is something that I, as doctor, am trying to prevent. If a patient is terminally ill, I strive to make that patients life as comfortable as I possibly can,† says Dr. Dimitrivich. After reading, Matters of Life and Death,† by Professor Lewis Wolpert, one is reminded by the’ â€Å"doctors attitude† towards dying patients. Wolpert is a professor of biology and how teaches how biology is applied to medicine â€Å"Dying is something patients are not allowed to do. It is an affront to so go against the doctor’s efforts and advice, and this is completely understandable but cannot be the basis for not helping a patient die† (Wolpert 42). The religious community has taken a negative stance on the issue of euthanasia. The majority of Christian religions ban the application of euthanasia to the terminally ill or PVS patients. In the bible, one can read about the absolute sin of taking another human being’s life, it is iniquitously wrong. After interviewing Maryanne Chapman who is a practicing member of the Catholic faith and who has also worked as a secretary for 15 years at St. Valerie of Ravenna in Clinton Township, MI, her opposition to legalized euthanasia is very clear. â€Å"It is a crime against God to end a life,† states Chapman. However, Maryanne is 72 years old and suffers from Chronic Obstructive Pulmonary Disease (COPD), also makes the comment, â€Å"people don’t live on machines, so therefore why should we die on them, God didn’t intend for that.† Basically what Mrs. Chapman is trying to say is that for patients suffering with a PVS, it is also a sin to try to sustain a li fe that has no purpose or function in society.

ICE or Immigration and Customs Enforcement

ICE or Immigration and Customs Enforcement Immigration and Customs Enforcement (ICE) is a bureau of the Department of Homeland Security, created on March 1, 2003. ICE enforces immigration and customs laws and works to protect the U.S. against terrorist attacks. ICE achieves its goals by targeting illegal immigrants, particularly those people, money,  and materials that support terrorism and other criminal activities. The HSI Division of ICE Detective work is a big part of what ICE does. Homeland Security Investigations (HSI) is a division of U.S. Immigration and Customs Enforcement (ICE) that is charged with investigating and gathering intelligence on a wide range of criminal activities, including immigration offenses. HSI gathers the evidence that makes the cases against criminal operations. The agency has some of the top detectives and information analysts in the federal government. In recent years, HSI agents have investigated human smuggling and other human rights violations, art theft, trafficking, visa fraud, drug smuggling, arms dealing, gang activities, white-collar crimes, money laundering, cyber crimes, counterfeit money and prescription drug sales, import/export activity, pornography, and blood-diamond dealing. Formerly known as the ICE Office of Investigations, HSI has about 6,500 agents and is the largest investigative division in Homeland Security, ranking second to the Federal Bureau of Investigation in U.S. government. HSI also has strategic enforcement and security capabilities with officers who perform paramilitary-type duties similar to police SWAT teams. These Special Response Team units are used during high-risk operations and have provided security even during the aftermaths of earthquakes and hurricanes. Much of the work HSI agents do is in cooperation with other law enforcement agencies at the state, local and federal levels. ICE and the H-1B Program The H-1B visa program is popular with both political parties in Washington but it also can be challenging for U.S. immigration officials to ensure that participants are following the law. U.S. Immigration and Customs Enforcement (ICE) devotes considerable resources trying to rid the H-1B program of fraud and corruption. The visa is designed to allow U.S. businesses to temporarily employ foreign workers with specialized skills or expertise in fields such as accounting, engineering or computer science. Sometimes businesses don’t play by the rules, however. In 2008, U.S. Citizenship and Immigration Services concluded that 21 percent of H-1B visa applications contained fraudulent information or technical violations. Federal officials have since put in more safeguards to ensure that the visa applicants comply with the law and accurately represent themselves. In 2014, USCIS approved 315,857 new H-1B visas and H-1B renewals, so there is plenty of work for federal watchdogs, and ICE investigators, in particular, to do. A Case of Visa Fraud in Texas A case in Texas is a good example of the work ICE does in monitoring the program. In November 2015, after a six-day trial in Dallas before U.S. District Judge Barbara M.G. Lynn, a federal jury convicted two brothers of felony visa fraud and abuse of the H-1B program. Two brothers Atul Nanda, 46, and his brother, Jiten Jay Nanda, 44, created, established, and ran a computer company located in Carrollton, Texas, which recruited foreign workers with expertise who wanted to work in the U.S. They sponsored H-1B visas, claiming that there were full-time positions with annual salaries for the new workers, but did not, in fact, have actual positions for them at the time they were recruited. Instead, the brothers used the people as a pool of skilled part-time workers. The two were each convicted on one count of conspiracy to commit visa fraud, one count of conspiracy to harbor illegal aliens, and four counts of wire fraud, according to federal officials. The penalties are severe for visa fraud. The conspiracy to commit visa fraud count carries a maximum statutory penalty of five years in federal prison and a $250,000 fine. The conspiracy to harbor illegal aliens count carries a maximum statutory penalty of 10 years in federal prison and a $250,000 fine. Each wire fraud count carries a maximum statutory penalty of 20 years in federal prison and a $250,000 fine.

Asset Pricing Essay Example | Topics and Well Written Essays - 250 words

Asset Pricing - Essay Example The Modus operandi of the Hedge Fund has also been described to be different from other forms of funding i.e. mutual funds owing to the fact that it involves an investment in liquid assets, provision of leverage (Tran, 2006). Moreover, economic research has determined that the Hedge Fund operates in a dynamic and diverse market through various financial instruments and modes of investment. In this regard, the name the Hedge Fund was arrived at taking into consideration the hedging styles that were earlier applied. However, the current modes of operation of the Hedge Funds do not necessarily involve the use of hedging methods (Tran, 2006). Currently there are two main types of the Hedging Funds, they include: â€Å"The Credit Suisse Equity Market Neutral Hedge Fund Index† and the â€Å"Credit Suisse Global Macro Hedge Fund Index†. ‘Credit Suisse Equity Market Neutral Hedge Fund Index’ has been described as a sub-branch of the Hedge Fund Index that has facilitated efforts of measurements directed towards determining the level of performance ascribed to Equity Neutral Funds. Moreover, it is perceived as a benchmark for asset-weighing process (http://www.managedfunds.org/hedge-fund-investors, n.da). The Corpus of Credit Suisse facilitated the development of a wide range of innovative strategies for asset-weighing such as the investable indices as well as investment tracking portfolios. On the other hand, the ‘Global Hedge Fund Macro Hedge Fund Index‘ is a sub-branch of the Credit Suisse Hedge Fund Index that is applied to assess the global performance of funds on macro level. The concept of Global Macro-funds involves a focus directed towards identification of extreme price values through the application of a leverage approach. The leverage approach is specifically applied to project the movement of prices, currency, commodity markets as well as the rates of interests (Milner, 2001). Most investors of the global hedge fund

MKT305 Coursework Example | Topics and Well Written Essays - 750 words

MKT305 - Coursework Example is improving the customer shopping experience since web-to-store transactions have eliminated the problems encountered in home delivery (Weinstein and Cahill 2014). Web-to-store has enabled the retailers to use their existing networks and group parcels thus increasing their sales volumes. According to marketing theory, target marketing requires market and customer segmentation and effective customer segments should be identifiable, accessible, measurable and reachable through the marketing and distribution channels (Egan 2007). The market should be sufficient and should have unique needs and thus ‘click and collect’ service of Marks and Spencer targets the online shoppers who have embraced e-commerce. The distinct customer characteristics include the life stage, the social-economic status, purchasing intensity and online involvement of the customers. Marks and Spencer targets young adults and techno-savvy consumers who have busy schedules that demand. The target customer segment includes the working professionals, students and middle-income customers who prefer shopping at the comfort of their homes. This customer segment often outsources the delivery to a third-party and do not have the control or opportunity to track the delivery of the orders to their homes (Hart 2003). The online shoppers believe that shopping is fun and explore a lot of information online before making a purchase decision. The customers have an appealing income and are techno-savvy since most of them get information from their internet enabled devices. The customers are enthusiastic and impulsive and tend to spend most of their income on entertainment, fashion, books and new personal devices due to their exciting lifestyles (Hart 2003). The customers are reflective and motivated by knowledge and thus compare different products before making the purchase decision. Another unique purchasing behaviour is the demand for stylish, functional and value for money and thus the customers prefer

Modern Tourism Industry and its Impact on the Places Visited Term Paper

Modern Tourism Industry and its Impact on the Places Visited - Term Paper Example Environmentally tourism has been seen to have a negatively influence the environment in the sense that there is an increase of pollution. However, the benefits to the environment cannot be ignored in the sense that the idea of landscaping beautifies the environment and attracts more tourists’ to the lovely environment created. The issue of draining swamps near touristic developments has proven beneficial to the local inhabitants. Lastly, we consider how tourism affects the culture of an area. Many are the times that tourism development has been shown to lead to the erosion of the cultural identity of an area. However, the main aim of a touristic travel is not to erode the culture of an area but rather many tourist travels to experience the culture of the community that they visit. With these in mind, it is, therefore, right to disagree with the argument that modern tourism is destroying the places visited, and these we shall closely examine and prove in the subsequent paragrap hs as we examine the individual aspects that tourism has influenced. Tourism does affect the culture of a society both positively and negatively. Ding and Pigram observed that tourism might encourage the maintenance of culture and tradition (1995: 8). They further state that the maintenance of traditional ways and goods needed to be restored because that is what attracted tourists. The constant visits from tourists helped in boosting and maintenance of the local cultures. Tourism represents an interface of cultural exchange it does allow for the interaction between communities and visitors who travel to experience the local cultures of a given community. Tourism allows these visitors to learn about the different cultures of the world. It also allows the appreciation of the various cultural diversity of the society that they visit. Tourists also learn and appreciate the new perspectives on life and society. The tourist industry defines the local culture of any region as a unique expe rience: the local personality, hospitality and food form part of the unique experience. The fulfilment is achieved when one gets to learn everything concerning a touristic destination. The tourists get to learn the local issues and the needs of the society and, therefore, raise awareness of the local issues and the needs of the given society (GVIC, 2004:2). The aspects of cultural celebrations that are common to various societies attract tourists. These cultural festivals assert cultural identity; it helps in preserving local traditions and teaches the younger generations of their local tradition. Tourism is used in the preservation and transmission of the cultural and historical traditions. It allows for the protection of the local heritage revival of indigenous cultures, cultural arts and crafts (Gawler Visitor information centre, 2004:3). Rickerby claims that tourism does bring people from different places and cultures together promoting an understanding between different social groups. However, he points out that these interactions may at times result to conflicts and friction. An excellent example he gives is the case of U.K whereby conflicts between tourists and local communities is a common thing in the bars clubs and seaside resorts. These conflicts are resolved by hiring tour operators who offer the tourists with the assistance; they need (2005:23). Rickerby looks into how tourisms affect the environmental