Paper Planes

A striking intro together with a captivating chorus that harmoniously complements every line from the verse are some of the usual elements that make a song popular.However, while elements, such as lyrics, contribute to a song’s appeal to the mass audience, elements can also serve as tools to state a singer’s opinion on relevant social matters.   The song Paper Planes by singer M.I.A, for instance, uses the song’s lyrical content to attack the established systems that have become destructive for humankindSuperficially, the song infers to the absurdity of the unyielding problem of prejudice in the dominant western world.   The words such as if you catch me at the border, I got visas in my name, in the first two verses of the song blatantly brings forth the most unimaginable a person can have in a in a foreign land.   Particularly in the United States where immigrants are stereotypically associated to criminal activities such as terrorism, murder, violence, an d illegal substance transactions.The sound of four consecutive gunshots intertwined with a ring of a cash register and a choral of children most blatantly serves Paper Planes’ attack on the immorality of racial prejudice.   The infusion of the aforementioned sound effects with the lines all I wanna do is, and take your money, the song disparages the prevalent collective neurosis that most robberies and crimes perpetrated across the United States are done by foreigners.However, the song goes deeper than the literal meaning of the words used in its lyrics.   As much as Paper Planes blatantly hints at the prejudice within American soil, it also criticizes the violence and the exploitation of human achievements such as technology to spread chaos, two destructive acts that has become rampant in modern society.  M.I.A. has stressed on such disparagement through the words no one in the corner has swagger like us, hit me on my burner, prepaid and wireless.   We pack and deliv er like UPS trucks, already going hell just pumping that gas.Likewise, M.I.A’s Paper Planes also manifests an opposition against the alleged good qualities of capitalism and consumerist culture that ignores the actual human condition while tolerating war and violence.The interwoven sounds of gunshots, singing children, and cash register ring together with the repeated verse lines express the futility of war, the degenerative tendency of the predominant practice of private enterprise, as well as psychological effects of violence on adults and children.Unlike other songs that seek the appreciation of the general populace, the lyrical content of Paper Plains metaphorically attacks the current prevalent social norms.   The only problem is that the message it aims to disseminate becomes misconstrued by the very public it wishes to reach out to.   

Explain why certain types of environmental pollution

As such and to begin with our study, It is recommended that we need to first revisit some of the salient and prerequisite overview of shipping before we move on to having detailed review and study of shipping finance In subsequent modules In view of the facts that: the overview to be gone through In this module Is closely related to and specifically associated with shipping finance, and most Importantly, contents of this module are ongoing to be mentioned and re-examined again In subsequent modules concerning sloping finance For our study, this module Intends to cover the following major topics and areas:- A.The four shipping markets, B. The sea transport system (or the economic model of sea transports C. The shipping market cycle, D. Ship registration, E. One-ship company and Mare injunction, F. Maritime lien, G. Merger and acquisition in the shipping industry, and H. Ship investment strategy and criteria. As a start of this module, it is widely noted that the central role of shippi ng offers sea rainspout to facilitate global trade and promote economic development.In addition, the shipping industry is an integral part of the international trading system and its core function is to facilitate international trade through connecting the sources of supply and demand for commodities. Indeed, shipping, trade and economic development all go hand in hand: it is estimated that over 95% of international trade In terms of volume is carried out through shipping, and over the past decades, shipping has developed into a high profile industry which has become a riving force for the creation of wealth in the world and well being of the people.Module 1 – Overview of Shipping and Shipping Finance Page 2 Shipping Is essential to the functioning of the global economy and Its dependence upon moving goods from production to consumption sites. Raw materials and finished goods have been the mall cargoes in international trade. In later decades, trade In Intermediate goods for further processing has grown steeply and In parallel with the so-called fragmentation of production processes. Fragmentation Implies that the production recess Is split Into several geographically different locations so that each component Is produced where the production costs are most favorable.Trade In these components constitutes an important share of seaborne trade. World seaborne trade rises with economic growth. The development of world gross domestic product (GAP) and the seaborne cargo flows show this. Fragmentation and specialization further increase the volume traded relative to the production volume. Furthermore, shipping with the world economy, exploring and exploiting the ebb and flow of trade. Today, it as become a tightly knit global business community, built on communications and free trade.Henceforth, when studying shipping and its relevant topics (shipping finance is one of the most important topics of shipping), one must bear in mind that there is a close link be tween shipping, international trade and economic development since the demand for sea transport is well-driven by international trade and economic development (regional or global) – based on which the up-and-down of the shipping business is by and large in line with the movement of international read and development of global economies.Diagrams 1 and 2 below displays the relationship between world GAP cycles, volume of the sea trade COED industrial production, and the most important influence on demand for sea transport is largely the world economy (which also drives international trade): A.The Four Shipping Markets The international shipping industry can be divided into and sea transport services are provided by four closely related shipping markets, each trading in a different commodity: the freight market trades sea transport, where the ship-owner charters he ships and concludes freight agreements, the sale and purchase market trades second-hand ships, where the ship-owner trades (buys or sells) the ships, the unbinding market trades unbinding and new ships, where the ship-owner orders the unbinding of the ships from the shipyard, and the demolition market deals in ships for scrapping, where the ship-owner finally sells the ships for scrapping.International trade and economic development Demand and supply of shipping Demand and supply of shipping finance The four shipping markets Shipping market cycles Shipping investment strategy and criteria freight market sale and purchase market unbinding market demolition market Demand and supply of sea transport Module 1 – Overview of Shipping and Shipping Finance Page 5 These four markets are somehow linked by cash flow and push the market traders in the direction they prefer and want. In addition, because the same ship-owner may be trading in all four markets, their activities and the relationship with cash flow are closely correlated and can be summarized in Diagram 4:

Business Model and Innovation Proposal

Business Model and Innovation Proposal Business Model and Innovation Proposal Introduction to Business Model and Innovation First I will give a definition of a business model. A business model defines â€Å"how an organisation earns money†. Therefore you could also define a business model as the â€Å"architecture of revenue†. How an organisation earns its money depends upon the followings: The customer value proposition – the market segment and market position, with other words: a. who are its customers b. what does it offer to these customers c. how it distinguishes itself from its competitors. The revenue model Its own value chain – indicating how the cost structure is arranged. Its core competencies and key assets on which the value proposition is based and upon which the sustainability of its competitive advantage is based. In addition to this, the business model must also include how it increases these competences and assets and how they are protected against imitation. The place in the supply value chain and role in the business ecosystem . This includes how to co-operate with which partners. In short, the business model encompasses the essentials of the entire market approach. Research has indicated that the business model determines whether one will earn money with an invention. The relation between a new technology and business model can be best expressed as follows. A technology per se does not have any value. It only gets value when it is translated into a customer value proposition. Only part of this created value for the customer can be appropriated by the organisation. The business model determines how much economic value is created and appropriated by the company (Henry Chessbrough, Open Business Models, 2006). In fact the business model contains all the elements that transform an invention into an innovation. Business Model Innovation can therefore take place on all 5 aspects of a business model as explained above. However, it is often when one changes one part of the business model one also has to change other parts to make it coherent. For example changing the revenue model has its effect on the customer value proposition and an effect on the relationships with partners and therefore on the role and position in the business ecosystem. The Company – uFlavors The company I will be analyse on is uFlavor. uFlavor is an US beverage company founded on the idea that every person is unique, that every individual has different tastes and different needs. Where other beverage companies make drinks aimed at satisfying the largest number of customers across the broadest demographics, uFlavor only makes drinks for one person (this is the business model). You. You choose your own flavors, your own sweeteners, your own acids, your own functional ingredients, your colour it yourself and you create your own label. From the start (2011) the company hopes to connect and introduce a new way of thinking about flavoured drinks. The founders (Altman and Mitchell) of uFlavor believe that there should be a unique flavored beverage for every person, place and occasion, and that flavor experience shouldn’t be limited to what’s on your local grocer’s shelves. So, uFlavor is creating a new category in the beverage industry that they call â€Å"user-generated refreshment.†

CIPD Essay Example | Topics and Well Written Essays - 750 words - 1

CIPD - Essay Example The postures and movement within the training room is important for the trainer as it keeps the learners enthusiastic along with an established but rotating eye contact that shows that individual attention from the trainer is present. I encouraged them to ask questions and for learning to occur, I kept summarizing what we learned from the previous slide and asked them questions to reinforce learning. An ample break of an hour was kept between two sections of the training and it was encouraging to see that the enthusiasm of the learners remained the same in fact some participants came up to me in the break to ask questions. I learned that besides readiness of learners and conducive environment of the training facility, an important factor that played a key role in this training, was my expertise on subject, enthusiasm and friendly behavior that created interest and raised expectations of the learners (Ford et al., 1998). The participants were seasoned professionals, hence creating a facilitating environment where learning can occur made my job easier although my inexperience and ability to relate their decision making examples to theoretical frameworks is a weakness that I need to work on. Further once a participant started sharing his / her experience I was not able to restrict them in the allotted time. I have learned that the learner cannot control every aspect of the training especially when he is countered with experienced professionals. One can only hope in effect to story tellers there will be some individuals that will keep things short and concise. It was an excellent experience where I saw many positives, my extensive research and readings on the subject matter helped me define and answer the questions from participants adequately. Participants found the Cynefin questionnaire very interesting and were eager to know there scores as soon as they were done with their

Film and Media Studies - History of Broadcasting - Advertising the Essay

Film and Media Studies - History of Broadcasting - Advertising the American Dream - Essay Example Pepsi takes this parable a step further with their commercial. Before drinking the Pepsi, the boy is uninspired and most likely tired of the life he is currently living. After drinking the Pepsi, he is filled with energy and uses this energy to practice drumming around town. He does not have a drum set, probably because of his family’s economic status and capital, and he does not need one because he drank Pepsi and now he can achieve the once-thought-of-as impossible. A young Hispanic boy starts off in by an apartment complex in this commercial, and by using an urban Hispanic setting with a monotone color scheme, a sense of confinement is instilled and something must be done about it. With this set-up, Pepsi comes in to â€Å"save the day† or, in this case, this boy’s life from normality. Pepsi’s product promises to lift this particular Hispanic youth out of a lower-middle class inner-city barrio environment into a drummer for a popular band. Once the boy has tried the product, he becomes inspired giving him confidence and motivation to follow his dream of becoming a drummer. And while everyone else is still living their mundane lives, he has transcended this barrio environment to pursue his dream. He ascends to the high-class stardom status instantaneously in the commercial. He is suddenly taken out of the boring lifestyle he was living in, ages about ten years older, and is put in a rock band on stage entertaining a massive crowd of fans most likely with his professional drumming. The boy’s younger years are portrayed in the sunlight, but not necessarily in a cheerful, happy way. The sun just seems to be part of the whole monotonous picture. When the boy’s dream is finally reached, the whole set-up is changed. Instead of it being day, it is night (or at least in an indoor stadium or concert hall). The only light is the light coming from the stage lights, which represent the

Death how should we think of death and dying Essay

Death how should we think of death and dying - Essay Example He is especially interested in the dark side of life: guilt, death struggling and suffering. So I will argue in favor of Jasper and believe that death should be faced with courage by human as his inner nature is eternal. Death sets a limit on our time in this life, urging us on to do something productive with that time as long as it is ours to use. If one begins to see death as an invisible, but friendly companion on one’s life journey – gently reminding not to wait until tomorrow to do what one mean to do - then one can learn to live life than passing through it. To rejoice at the opportunity of experiencing each new day is to prepare for one’s ultimate acceptance of death. We must allow death to provide a context of our lives, for in it lays the meaning of life and key to our growth. Jasper mentions death should be faced with courage Death is an integral part of life and is a process which cannot be avoided by any creature on earth. If one is born then he is de stined to die. This is an endless cycle a never ending process. Jasper is right in saying that death should be faced with utmost courage. Death is a hard truth of our life and one who sees death as a suffering or evil indeed is a coward. It is a transitional phase of man and this should be understood by human beings, in order to face it with courage. Everything ordained by our creator should be accepted by us with wholeheartedness. Just like life, death is a reality and should be faced with full acceptance. Generally, it is the misconception and ignorance of people that lead them to think of death as a suffering or evil. It should be understood by human that they are not just a physical being but an entity with transcendence quality. The journey of a human being is not short lived but an endless cycle of birth and death. Jasper does not believe in surrendering to death but embracing it with joy. It should be regarded as an entrance to new phase of life as life is an unending journey . Japer believed that human beings have an inner nature which is eternal. Since his soul is eternal, he should not be feared of death as nothing can kill him. Every man is feared of death Although Jasper is right in suggesting death should be faced with courage, every man on the face of earth fear death. It is a fact that, human being by the very name of death fears and it can be termed as instinctive .It could be his urge to survive and protect himself which has led to the generation of a fearful feeling of death. Many a time’s practical life is different from theoretical and philosophical life. It might seem easy to articulate theories about death, but in reality when once face death then he is feared utmost. In so far, death means not only a termination, an end but a consummation as well. Death is absolutely universal in human life. Everyone accepts it as natural and obvious that he must die. At the same time, a secret protest and an undistinguishable horror before this en d abides him. In every means, metaphysical anthropology cannot explain this fact. If a man is an immortal being, then why he should be afraid of death. May be it could be the feeling of pain and abandoning his body is the reason for the fear. One could say that death is punishment given to man by God to which make man understand that this material life in not eternal.A man who does not have a spiritual understanding can consider death as evil and unwelcoming. And a fear of death is also a warning to man about

Case Study 11 Research Paper Example | Topics and Well Written Essays - 1250 words

Case Study 11 - Research Paper Example There is extreme competition to be the first to market between the three major companies. The first company to market with new capabilities has historically been able to capture the major suppliers of video games for each console. Once the console is able to capture enough game titles, the company console will have secured the main amount of revenue. With the gaming industry, although the console companies might attempt to be the low-cost provider, the discount and retail companies do not attempt to sell the consoles below a certain standard price. Among manufacturers of consoles there is a price effect for products with similar capabilities and this was evident when the Nintendo DS was able to continue to hold the leader in sales of hand-held consoles. The Nintendo DS was $130, and the PSP was $150. The industry is highly focused on graphics and having the best resolution for the games. The focus of the major consoles has been to capture the avid gamers who want High definition grap hics and higher computing power. â€Å"The processing capabilities of the Sony PlayStation 2, in particular, allowed game developers to create complex games that were presented at a high screen resolution.† 2. ... This part of the industry is important because consumers will not purchase the system unless there are enough games to warrant such a purchase. The strongest competitive force are the competitive rivalry between each game console and the customers bargaining power. The reason the competition is the strongest force is due to the fact that each of the companies rush to be the firs to market with the next great thing, causing great pressure on rivals to produce something either similar or better. When Sony tried to compete with the new Xbox, it rushed the PS3 along too quickly and lost sales in the process. The weakest force is the threat of new entrants who would have to pay large amount of research and development costs in order to enter into the market. The costs are between $2-7 million for research and development and then production would be even more costly. The emerging competitive force that would have the great effect on industry attractiveness is the bargaining power of buyer s. A new console would enter into a market with a lot of buyers, who as shown by the Nintendo Wii would like to play an interactive game within the family or in a group setting. Once the technology is available the new entrant could also produce a new console, undoubtedly at a higher cost and possibly capture some of the new market. The fact that the market hasn't competed on price in most cases also is an attractive factor for a new entrant. 3. How is the video game system industry changing? What are the underlying drivers of change and how might those driving forces individually or collectively change competition in the industry? The video game industry is

Computer-Based Instruction Term Paper Example | Topics and Well Written Essays - 2500 words

Computer-Based Instruction - Term Paper Example This CBI technology was more advanced from the one that was used initially being used in the military and was comprised of video disc players that had been joined together with computers. One decade later, the video discs were replaced by the CD-ROM that led to the introduction of a CBI technology that enabled the production of high-quality video and audio segments that were highly compelling. CBI has proven to be an effective method of learning and teaching even during those old times when the technology was very basic and using videodiscs. There have been various studies that have been conducted primarily to ascertain the effectiveness of this training techniques. Fletcher (1990) and Kulik (1994) research studies are termed to be among the most renowned studies on this topic since they carried out in different settings like military training and education centers. According to most of these studies, computer based instruction has been proven to be more effective and less costly compared to the conventional training techniques. Similar findings were confirmed by a study that was conducted by Kulik (1998) that involved analyzing 97 studies that were comparing different classes whereby some were using CBI with others applying the traditional techniques of teaching However, the first reported use of the Computer Based Instruction was made in 9157with the first successful use of computer-based instruction and in particular multimedia delivery device being introduced in the early 1980s (Shlechter, 1991).

Feminism In The Real world Essay Example | Topics and Well Written Essays - 1250 words

Feminism In The Real world - Essay Example Many women today support the equality of genders while brushing aside the idea of feminism. Some do not consider themselves feminist, but their actions compared to the description offered by the dictionary indicate they support to feminist. Therefore, from the past feminism to modern era, it is evident that it exist in the real world.despite its existence, it is evident that the face of feminism is changing, but the principles remain static regardless of the time. The success of the 20th century cannot be compared with the current situation. The role of women and position has been changing as a result of several issues that were solved through liberation. From a humble and oppressed background beginning in the 1800s, women have been faced by serious challenges that could not be solved by the actions of their male counterpart. Despite women active participation in the struggle for the abolition of slavery, they were sidelined, and several rights denied (Lovenduski, 1986, p. 56).The first wave of liberation, which has been named feminism led to the allowance of women to vote. The success, however, was not achieved in all the other demands. The start of the industrial revolution led to discrimination based on sex, and despite the role accomplished by the women in the earlier slavery struggles, they were not allowed to assume offices. They were given positions that did not require decision making. The mistreating and discrimination based on sex r esulted in the creation of and start of second liberation. The second liberation started in the 1960s addressed issues relating to employment discrimination and other social injustices that were not addressed in the earlier revolution. The urge for second liberation was brought about by the discriminatory laws passed by their male counterpart that barred discrimination in the basis of race originality, religion, color and not sex. This law did not address the feminine problems thereby forcing women to start

A response to the reading Essay Example | Topics and Well Written Essays - 1250 words

A response to the reading - Essay Example Doree symbolizes the traditional woman- the obedient daughter, the subservient wife, the careful female friend, and the loyal mother- because of her society that molded her into a passive, identity-less person, until she realizes that she has a much bigger purpose in life, to save someone because she wants to, and not because she is ordered to. Doree stands for the stereotypical woman, the one who leaves nothing for herself, and this begins in her childhood. At sixteen years old, she should be in school, preparing soon for her college life. Apparently, her mother has no other caregiver, but her daughter. Doree takes care of her mother, while neglecting her own dreams. She gives up the beginnings of her youth to be a good daughter. She makes her mother happy in the process, but not herself. Her puberty is spent on being the dutiful daughter that her mother wants her to be. Lloyd changes that, however, when he shifts the power of control from her mother to him. Without any other family members, Doree is vulnerable to manipulation, and devoid of a strong identity, Lloyd takes advantage of her youth and inexperience in life. Munro uses the environment to illustrate the weakness of Doree as a woman with no identity. Munro says in her story that the snow is gone and â€Å"it was hot enough to go bare-armed† and â€Å"sunlight was pouring down through naked branches† (Munro). Nature assaults people with its warmth. In the same way, people around Doree try to control her, and she is easy to control because she has no will of her own. She is like a leaf that lets the wind carry her to any direction. As a husband, Lloyd is an authoritarian who always makes important decisions; he is the unbearable wind in Doree’s life. He decides that their children should be home-schooled. He also demands that Doree breastfeed their babies, even though she wants to feed them on bottles already. Doree cannot control her own body because Lloyd must have the final say in that. By making decisions on family planning and breastfeeding, decisions that should belong to Doree too, Lloyd conditions his wife to be purely submissive. Furthermore, Lloyd does not want to Doree to say anything against him. When Doree calls him silly, he says: â€Å"Careful. Don’t call me silly† (Munro). He uses a threatening tone when Doree tries to have a small argument with him. Lloyd does not accept insubordination. Doree appears to be one of his slaves, a slave who should follow orders without hesitancy and who should never point out his mistakes. Doree has become a good female friend, which is typical for female friends, but unlike most women, she keeps her life secret. Maggie seems to be her only real friend, but Doree does not say anything about her marriage problems. Maggie appears to know better and that is enough for Doree. Their relationship affirms personal beliefs about women-women friendships. They understand one another without speaking. The mai n concern for Doree is that she has a misplaced sense of loyalty. She thinks: â€Å"[Lloyd] was still the closest person in the world to her, and she felt that everything would collapse if she were to bring herself to tell someone exactly how he was, if she were to be entirely disloyal† (Munro). Lloyd is a psychologically abusive husband who isolates his family and controls them

Internal Management Essay Example for Free

Internal Management Essay 1.0 Introduction I am a second year student of Applied Languages and Information Technology. I have been assigned an Internal Management Report on the recruitment, selection and induction training methods of a company. I have chosen Hertz International Reservations Call Centre in Swords, Co. Dublin as I recently completed a week on work placement there. While on work placement there, I learnt about how the call centre operates and the selection and training procedures. In my assignment I will give a report on my findings. 2.0 Recruitment Methods in Hertz The main part of recruitment in Hertz is done through recruitment agencies. The agency in which Hertz use is Richmond Recruitment. The other means of recruitment is by accessing applications on file. These present application forms may be postal CVs, emailed CVs or Internet applications. Applications can be made directly to Hertz on their website at www.hertz.com or www.hertz.co.uk. From time to time newspapers are also used as a way to recruit staff. Internal recruitment, i.e. positions for Team Leaders/Market managers is also popular within Hertz call centre. 3.0 Selection Methods 3.1 Curriculum Vitaes All CVs which are received by Hertz are screened by the recruitment team and/or Team Leaders. The qualities and competencies in which they look for in a CV are: * Customer service skills and experience, including an ability to work well with the public and an ability to adopt a customer perspective. * Technical skills, including proficiency with computers, systems and keyboarding skills. * Strong verbal communication skills, including good voice quality, diction and articulation. 3.2 Interviews After the process of the selection and elimination of CVs, the unsuccessful applicants are sent a letter within weeks. The agencies are also notified. The accepted candidates are notified with a date and time of interview. There are usually two interviews given. The recruitment team does the first interview although depending on the position and CV. The second is performed by a Team leader/Manager with a recruitment panel. The same questions are asked of all candidates (so that valid comparisons can be made). The interviewer emphasises the demands of the job e.g. shift hours, weekend work etc. It is then up to the candidate to decide whether they can commit to the job or not. Education, why Hertz appeals, greatest achievements are just some of the questions which are asked in the interview. If the candidate is good, the interviewer asks about notice period, holidays booked, if a work permit is required and salary expectations. The candidate is then asked if they have any questions, the contract conditions are explained and they are thanked for attending the interview. Notes are taken by the interviewer to help asses candidates more effectively after the interview. They also help to communicate to human resources department and other managers. They clearly state the outcome of the interview and an offer/rejection is then made. 3.3 The interview assessment At the end of a panel interview, each member of the panel compares the attributes of the candidate against the criteria laid down in the job description. This type of analysis helps ensure objectivity and enables the reason for selection/non-selection to be identified. After the 2nd interview, references are carried out prior to offer. The recruitment team then offers the position, and a contract is sent to the successful candidate. When the contract is returned, an employee file is set up. 4.0 Induction 4.1 Customer Service Training On the issue and acknowledgement of a position offered, Hertz Swords, notifies the employee of the commencement of their position. All new employees must complete a four to six week intensive training course. (Depending on hours of training per day). This begins from day one. A timetable is issued to each employee to show the programme of Induction training. On the first day photographs are taken for access cards which are needed to enter and exit the building and to eat lunch. The new employees are then introduced to trainers and each other. A presentation on the history of Hertz and overview of the company is then given. Health and safety, HR and payroll are explained followed by a tour of the building, customer services and fire safety. Coffee breaks and lunch are timetabled in between. Staff handbooks are given out which includes many important issues on being an employee at Hertz. It provides the employee on important information such as canteen facilities, computers, discipline procedures, drug policy, security, absence, equal opportunities, bullying sexual harassment and more. During week one of training the employee is given the opportunity to become familiar and relaxed within Hertz. Week two of training consists of shadowing calls. This is done by sitting with a Team leader or customer service agent and listening in on their incoming and outbound calls. This is taken place in the market language of the position of the trainee. The purpose of this is to give the employee an insight into what their job initials. The trainees see how the agent enters the information into the computer. In week three and four the trainee is then thought how the system is used which is Escalibre. Country, city and airport codes are learned. There are also codes for the car type. Each car has four codes. Each position in the four-character vehicle code represents a definable characteristic of the vehicle. They are given a list on the imput codes and must learn them off. The trainee is also trained in sales, i.e. how to sell a car reservation and how to take a call. Here are some guidelines in which they are trained to follow: * Try to answer the telephone promptly * Greet the caller with a clear, cheerful voice * Identify yourself * Listen closely and offer assistance. * Act with speed and courtesy * Offer our customer a satisfactory conclusion to his/her call. * Create a good image of Hertz They are trained as to how to deal with an angry caller: * Firstly, dont take the problem personally * Stay calm and listen! * Be patient. * Avoid interrupting until the caller has let off steam. * Avoid being rude yourself * Use careful questioning to sort out the problem * Offer positive assistance where possible. * If you are unable to deal effectively with the problem, make sure you pass the call on to someone who can. * Never make false promises to get rid of the problem Further training in week four consists of make mock calls i.e. practising with other trainees, reversing roles as the customer service agent and customer. Customers name is always Mr. Test! Additional training is given on the special offers, Hertz # 1 club gold card, Le swap magique and other packages. The trainee is thought about the benefits and terms and conditions, which must be explained to the customers. After the four weeks of training the new employee is ready to start their new position. Further on the job training is given during the duration of their new employment. 4.2 Prevention of strain/injury Training must follow legal compliance. Without training agents are exposed to significantly increased risk of aches, pains, stress and debilitating injury. Information alone is very rarely effective as staff tend to dismiss it. Staff need to understand how to make the most of their workstation (chair, desk and equipment), how to take responsibility for their own comfort and safety and what to do if problems arise. Managers and IT personnel need to be familiar with policy of workplace and equipment and safety to ensure planning and maintenance are correct. 5.0 Conclusions/Recommendations I feel Hertz International Call Centre in Swords has a very up to date and efficient Recruitment, Selection and Training procedure. The interviews are intense by non-discriminatory. The selection procedure is justly as it is essential for the company to choose the right candidate suitable for the position. The internal recruitment is also very successful as it gives the current staff of Hertz to progress within the company. Their training is very skilful and intense. The on-going training within the company is very successful and professional. I feel Hertz benefits from the procedures in which they have in place for the recruitment, selection and training of staff. 6.0 Bibliography I would like to thank all the staff working in Hertz. Without them this report would not be possible. I received most of my knowledge and information on the company from them. I would also like to thank my auntie Ann for sitting down to talk to me about her work in Hertz.

History of Kites Essay Example for Free

History of Kites Essay History of Kites The kites have been around the world for at least 2000 years, or even longer. Some people think the Chinese flew them around 1000 BC, but other than that, the exact time, date, inventor, and place that the kite was invented is unknown. We believe that the kites might have been invented in China or even in Malaysia. Documentary has been found proving that the kites have been around since 200 BC. The documentary was a general in the Han dynasty is recorded as having used a kite as an instrument of war. This was a method to determine the correct distance to dig a tunnel to enter a palace and end a siege. Also there were other stories about kites being used to lift up fireworks to scare the opposing army. The kite was very useful at that time. The kite was introduced to Europe by explores coming from Asia. One of the explores was Marco Polo, who wrote very good notes on constructing a kite and how they were flown. As the 18th Century came up, the kite in Europe it was used as a scientific instrument. In 1749, Alexander Wilson, a Scottish meteorologist used the kite to lift thermometers at a height of 3000 feet to measure temperature variations at altitude. In 1752, Benjamin Franklin used the kite to demonstrate that lightning was similar to the static electricity that scientists were experimenting with at the time. Without the kite none of these experiments and inventions of our past inventors would have never happened. There are many different types of kites: sled kite, diamond kite, barn door kite, sode kite, rokkaku kite, delta kite, roller kite, dopero kite, box kite, and a lot more. Would you like to build your own kite? Try this! Build a sled kite. Here is how to do it. Step ! : Create a template for your kite by folding a piece of 9 X 12 inch construction or other stiff paper in half. Draw the design onto the template as shown in the image. Dont worry; it doesnt have to be perfect! It will be symmetrical when opened. Cut out your template, but do not cut along the fold. Step 2: Open your template up, and place it on the paper, plastic or newspaper. Trace the shape, and cut it out. Leave flat after cutting. Step 3: Use a couple layers of scotch tape to reinforce the corners F and C with a couple of layers of tape. Then, punch holes for string at corners F and C. Step 4: Tape the skewers or sticks to the kite. Once stick should stretch from corner A to E, and the other should go from corner B to D. Step 5: If you are using blank paper, this is the time to color your kite! Step 6: To make the Bridle: Cut two strings the same length. Twelve inches long usually works for most kites, but it is better to make it too long than too short. Tie one string to corner F and one to corner C. Bring the corners of the kite together then tie the strings together with the very easy Overhand Knot. The knot should be directly in the middle of corners F and C. Step 7: Create a tail, and go fly your kite!

Creating A Hotel Room Reservation System

Creating A Hotel Room Reservation System 2.1 INTRODUCTION The Hotel Management System is a hotel room reservation system and management control system. The purpose of developed this hotel Management System is to assist the management and also the receptionist staff to have a better and more efficient way of performing booking tasks towards the customer. It is very important for hotel to own an efficient system. A hotel business will be affected by how they manage the hotels and room booking process, as because normally customer will dislike to wait for a long time for the booking process to get their room, so the hotel should own a better managerial system and also a more efficient room management system. Booking a room considered is an easy task because the customer just need to walk to the receptionist counter and give them necessary particular and information. If the customer need to make advanced booking, the just needs to contact our hotel receptionist, and give them information and when they need the room to the receptionist staff. And also the customer booking room when the buy flight ticket by online booking. This system also help to reduce the time take to search customer information and room information, because with this new implement system the receptionist staffs just need to input the customer IC / Passport number to get the customers information if they are repeated customer. Compare to the paper work will consume a long time to search customer information and the paper work information may lose and torn due to keep for a long period. By having an efficient room reservation system, the time take to check-in and check-out time will reduce and the customer will get their room faster compare to paper work based. This system helps the management to manage their room rates due to different season. The room rates are fall into 3 categories which are low, peak and super peak. The management can change the rates anytime through the database. The management has the privilege to add, edit, or remove staff login, the management also has the privilege to change their password anytime. The receptionist staffs, able to perform task which reserve room for their customer, check in and check out for the customer, the staff also able to edit the customer information. The hotel reservation system gives and helps the management and receptionist staff by reducing their workload. 2.1.1 Problem face by the Current System Receptionist staffs need to do a lot of paper work to record the data. It takes a long time to search for the customer detail and room information. Sometime, their past customers details were loss, especially for those who return to stay in the resort after a long period. It also slows down the registration process when using the old manual way The costs for the room are difficult to calculate, especially in different season due to hotel having different type of room. Many customers in the resort were frustrated about having to switch rooms because of room allocation problems. 2.1.2 Scope Management Project scope management includes the processes involved in defining and controlling what is or is not included in a project. In ensures that the project team and stakeholders have the same understanding of what products will be produced as a result of the project and what processes will be used in producing them. The main processes involved in project scope management include:- Scope Initiation beginning a project or continuing to the next phase. Scope planning developing documents to provide the basis for future project decisions. Scope definition subdividing the major project deliverables into smaller, more manageable components. Scope verification formalizing acceptance of the project scope. Scope change control controlling changes to project scope. 2.2 STATEMENT OF WORK 2.2.1 Scope of Work For this project, the team will perform various activities to complete the proposed system. Firstly, the team will conduct a background study on the problem that occurs in that organization. To complete this stage, various methods to collect information will be performed, such as questionnaire, interviews, and observation. The information collected from these ways will help the team to accumulate as much information as needed for them to come to a solution. Once the team has reached to a final word on the suitable system, it is the next task to study an existing system which would reflect to the new system to be developed. By studying the similar system, the team would get an idea on how the new system should behave. Next, based on the information gathered, a database will be designed to integrate all the necessary details collected previously from the study and comparison conducted. Along with it, a prototype of the system to be developed is designed and shown to the client for approval. Once it has been approves, then the most suitable development tools will be finalized. The following development tools are required for the system: i) Hardware ii) Software Intel Pentium IV 2.0GHz Processor Visual Basic 2008 256 MB RAM MS SQL Server 2005 CD ROM Drive Video Adapter Card VGA Monitor 80 GB Hard disk Keyboard and Mouse The development will commence once the prototype has been approved. Later, the system will have to be tested using various test plans and finally it will be implemented once it is free from errors and satisfies the requirements. 2.2.2 Location of Work The work shall be performed at the residence of each team members .Meetings are carried out at Side Cafà © or Class room at a time agreed by every member. 2.2.3 Applicable Standards The applicable standard is the ISO, which the widespread adoption of International Standards means that suppliers can base the development of their products and services on specifications that have wide acceptance in their sectors. ISO 9000 is concerned with quality management. This means what the organization does to enhance customer satisfaction by meeting customer and applicable regulatory requirements and continually to improve its performance in this regard. ISO 14000 is primarily concerned with environmental management. This means what the organization does to minimize harmful effects on the environment caused by its activities, and continually to improve its environmental performance. These two standards are important and need to be implemented. 2.2.4 Acceptance Criteria The acceptance criteria for this system would be Accuracy Deliverables shall be accurate in presentation, technical content Clarity Deliverables shall be clear and concise, computing terms shall be used, as appropriate. All diagrams shall be easy to understand and relevant to the supporting description. Timeliness Deliverables shall be submitted on or before the due date specified in the Schedule of Deliverables 2.4 WORK BREAKDOWN STRUCTURE 1ST LEVEL Pangkor Island Beach Resort Analysis User requirement analysis System Requirement Analysis Identify project limitations and constraints Design 2.1 User Interface 2.2 Database Evaluation 3.1 Evaluate the design of interface and database 3.2 Investigate the design of interface and database 3.3 Confirm the design of interface and database Implementation 4.1 Coding of the system 4.2 Implement coding Testing 5.1 Preparation of test plans 5.2 Perform testing 5.3 Stub Test 5.4 Integration Test 2.5 PROJECT TEAM HIERARCHY scheduling Cost Risk kajen calvin Calvin Herma wati Scope Staffing kajen Kajen ,herma Herma wati Supervisor Hubert Tan Herma wati Communication Calvin Kajen Calvin Project Manager kajenthiran 2.6 RESPONSIBILITY CHART Task Introduction H H X Scope Management X H Scheduling Management H H X Staff Management X H Cost Management X H Risk Management H H Communication Management H X Person in charge H Helpers 2.7 COST BREAKDOWN STRUCTURE Setting up the resort reservation system Equipment Desk Chair Table Sofa Photocopier Fax Machine Personal Computer Etc. Labors System Analyst Project Manager Programmer System Tester Setting-up Expenses Programming Software Telephone Line Setup Software and Hardware Overhead Electricity Bill Telephone Bill 2.8 CONCLUSION As a conclusion we have learnt quite a lot of new thing which we need to do before we start our project. This part is consider the most important part because this part is the planning part, without a proper planning, our project will face high failure rates. In this chapter, we have to plan the statement of work, work breakdown structure, cost breakdown structure and also the strategic importance of the proposed system. We need proper planning for the three parts in this chapter. In this chapter, we have learned how to break the work package to include the person responsible for the package. We also set the start and finished dates and the relation of other tasks as well. We have also estimated the cost which needs to build up the system.

Shakespeares Macbeth was a Tragic Hero :: Free Macbeth Essays

Macbeth was a Tragic Hero Macbeth exhibits most, if not all, of the classic traits of a Shakespearean tragic hero almost flawlessly. From his rise to greatness to his ultimate destruction and death, he is most certainly a tragic hero. At the beginning of the play, Macbeth is a thane--a high-ranking vassal to the king, much like a duke. Macbeth is also an extraordinary general. Macbeth meets three witches after his victory in a great battle. The witches already know his weakest point and act upon it. Their prophecies rap into his pride he becomes their overly-determined puppet. Ultimately, Hecate's final words in scene III.5 show us the true intent of the witches: "He shall spurn fate, scorn death, and bear His hopes 'bove, wisdom, grace, and fear: And you all know security Is mortals' chiefest enemy" (3.5.30-33). These lines give us a give us a glimpse at the witches' intent. Hecate's words also tell us a little bit about Macbeth and his pride. Although many have argued that Macbeth's flaw was "over-ambition", this author would have to disagree. Macbeth's pride ultimately was what killed him. His pride was what brought him to power as the witches prophesied. It fed his determination, and finally, in Act V, Macbeth's final lines show this pride in full-blook at its ugliest: "I will not yield, To kiss the ground before young Malcolm's feet, And to be baited with the rabble's cause. Though Birnam Wood be came to Dunisane, And thou opposed, being no woman born, Yet I will try the last. Before my body I throw my warlike shield. Lay on, Macduff; And damned be him that first cries "Hold, enough!" (5.8.28-34). If Macbeth had had less pride, he would likely have acted much differently. For one, he would have been more discerning of the witches and much less willing to believe the prophecies of his death. Macbeth has victories in many battles. His victories surely fill him with pride. His captain tells King Duncan of his victory in the following lines: "As the sparrows eagles, or the hair the lion. If I say sooth, I must report they were As canons overcharged with double cracks; So they doubly redoubled strokes upon the foe" (1.

Online Store Essays -- Technology, Apple, Inc.

The product is more important to brand Apple Inc. is an American multinational corporation with a focus on designing and manufacturing consumer electronics and closely related software products. It is formerly Apple Computer Inc. that was established in Cupertino, California on April 1, 1976 by Steve Wozniak and Steve Jobs. Apple develops, sells, and supports a series of personal computers, portable media players, mobile phones, computer software, and computer hardware and hardware accessories. As of September 2007, the company operates about 200 retail stores in five countries and an online store where hardware and software products are sold. The iTunes Store provides music, audiobooks, iPod games, music videos, episodes of television programs, and movies which can be downloaded using iTunes on Mac or Windows, and also on the iPod touch and the iPhone. The company's best-known hardware products include the Macintosh line of personal computers, the iPod line of portable media players, and the iPhone. (Apple Inc. , 2011) In the late 1970s, Jobs, with Apple co-founder Steve Wozniak, Mike Markkula and others, designed, developed, and marketed one of the first commercially successful lines of personal computers, the Apple II series. .Jobs' history in business has contributed much to the symbolic image of the idiosyncratic, individualistic Silicon Valley entrepreneur, emphasizing the importance of design and understanding the crucial role aesthetics play in public appeal. His work driving forward the development of products that are both functional and elegant has earned him a devoted following (Apple minus Steve Jobs, 2010). However, Steve Jobs as CEO of Apple who is leading the consumer technology wor... ...th the development of high technology, some new products continuously appear, new product design and development is a crucial factor in the survival of a company. In an industry that is changing fast, firms must continually revise their design and range of products. As a purchaser in today’s marketplace, we can choose from an astounding array of brands. For many categories, there is little product differentiation yet a multitude of brands are available. Apple is consistently coming out with new innovations to keep their products interesting, while also keeping up with the demands of modern technology. The bottom line: Apple delivers outstanding products consistently that receive high consumer ratings, causing consumers to keep coming back for more. Brand, of course, can be a soul of a company as long-term loyalty can be established only with a sustained campaign.

Writing an Essay :: writing, education, process

Just about any state exam requires an essay. Writing an essay can be very difficult for some. There are simple steps to help with essay writing. However, the best way to write an essay that will pass the test, is to practice, practice, practice. By practice, I mean several things. Anything that is worth having doesn't come easy. That applies to education as much as it does to anything else in life. To enroll in college courses, one must be able to write a decent essay. To write a decent essay, one must practice. To practice writing, one must read. Reading and writing are dependent upon one another. To be an effective writer, one must also write. Reading is the best way to be prepared for any topic that might be given on an essay. You don't know which topic will be given on a test, so there is no way to "study" for it ahead of time. However, if you read a variety of materials, you will be prepared to write on just about any topic. Read the newspaper, read instruction manuals, read food labels, read clothing labels. Anything that has writing on it, READ IT!! This will help prepare you to respond to an unknown topic. You don't have to be an expert on any one topic, but you might need to be somewhat informed on current events, and you need to be able to comprehend the expectations of the topic assigned. To become a better writer, one must practice writing. Writing is not a skill that develops out of thin air. It is a skill that takes practice. When you read things, practice taking notes about them. Think about what the author is trying to convey. Create alternative versions. Write about your opinion of the article, manual, food, clothing, whichever item you are reading. Write letters to your friends or family. You don't really have to mail the letters to them, unless you want input from them. Practice writing with pen and pencil. Many essays require pencil. Practice writing on a computer. Have someone look over your writing and give you ideas. There are proofreading services that offer discounts to students. Now we are down to the actual process of writing an essay.

One amazing thing summary Essay

One Amazing Thing by: Chitra Divakaruni. It was first published in the US in voice by Hyperion in 2009 and later published by Penguin books India February 2010. The book also has 240 pages. Chitra B. Divakaiumi is an award winning author poet. Her work is widely known, as she has been published in over 500 magazines. Including Atlantic Monthly and The New Yorker, and her writing has been included in over 50 anthologies. She was born in India and lived there until 1976. At which point she left Calcutta and came to the United States. A young woman Uma, sits in the waiting room of the India passport office. She starts to get very impatient, and she entertains herself by observing the other people in the waiting room with her. Everyone has a reason of why they want to enter into India. In the waiting area their waits an Africa American war veteran Cameron who takes charge, but some are unhappy about it. A Muslim names Tariq. An upper class Caucasian couple that really don’t get alone. A Chinese grandmother with a secret past, and her granddaughter, two visa office workers on the verge of and affair Malathi and Mr. Mangalam, and Uma. As they all set in the waiting area Uma starts to feel a little rumbling and that when the earthquake strikes. When everything settles down, there were some major injuries as well as some minor injuries. People started to go into survival mode, as there is little food to eat. The office starts to flood. So emotional stress seems to much for everyone to handle as they wait to be rescued or die. So that’s when Uma comes up with everyone telling â€Å"One Amazing Thing† , about themselves because she believes that no one can go through life without encountering at least one amazing thing. So everyone begin to tell one amazing thing that they have never told anyone before. With One Amazing Thing everyone discover so much from each other as well as their selves. Elderly Caucasian couple Mr. and Mrs. Pritchet going through a difficult time in their marriage, an Indian-Muslim man Tariq who is disillusioned and angry with the new US, as Chinese lady Jiang who loved and lost a man in her younger days, her granddaughter Lily, a middle age army officer haunted by his guilt Cameron, Malathi a visa officer who is engaging in a affair with her boss, Mr. Mangalam on the verge of an extra-martial affair, an Indian-American student Uma, who is confused by her parents decision to return to Kolkata after living in the US for over 20 years. The plot focuses on a group of strangers who are trapped in a visa office. Most customers even some staff have come and gone, but nine people remain in the office. When an earthquake rips through the afternoon, trapping these nine characters together, their focus first is to survive through the struggle. There is a little food from which came from what people had. The office begins to flood, and everyone starts to panic and get really scared and frustrated. So when the emotional stress seems to be to much for them to bear, the young lady Uma tells them to tell a personal tale about them that no one knows about â€Å"One Amazing Thing†, from what they have been through in life. So all of their stories from the romance, self-discovery, family, etc. This novel really proves the power of a lot of stories and the meaning of us as human’s expressions itself. In my opinion the book â€Å"One Amazing Thing†, is an engaging book because it reinforces the idea that all of us are different and unique in our own ways, and that we all have stories of our lives that may be interesting or not to tell. We all can connect to this book or see one another if we are willing to take the time out to listen to people. Because everyone has a something to tell, and amazing is not always positive words. But describes something that might have changed a life, or the course of someone life. Some of the stories are very heart breaking, but all of them paint a picture in some way of the characters and why they may be who they have become.

Recruitment & Selection

Recruitment and Selection Part 1 Produce a report, advising HiTech on how it should move forward as far as recruitment is concerned i. e. what advice would you give? Introduction HiTech International is one of the fastest –growing companies in the world. It currently employs over 30’000 people in 60 countries and has annual turnover in excess of $19billion. Located in West Dublin, HiTech European headquarters employs 2’500 people. 90% are employees of the company and remaining 10% are employed on a subcontracted basis.HiTech specialise in provision of computer hardware and bespoke software solutions for corporate clients to assist them in maximising the use of the internet. HiTech also provide a complete after-sales service which goes beyond regular software maintenance. The company is recognised as global market leaders in several of its principal line of business. Due to the competitive market that HiTech operates in innovation and continually evolving technolo gy developments through research and development department is central to the company’s future success.HiTech offers employees excellent terms and conditions of employment with top-salaries, generous bonus schemes, discounts, pensions, health and life insurance. The environment in which they work is very attractive with excellent facilities such as staff cafeterias, fitness facilities and valet services. Staff retention is very good; turnover levels are currently at 5% of which half are accounted for by dismissals and non-renewal of fixed-term contracts. HiTech are experiencing some difficultly with finding sufficient number of employees with the required skills to meet its expansion needs.Due to the fast-moving nature of the industry graduates are not utilised as by the time they are trained with a set of skills technology has moved on making their training redundant. Some graduates do succeed but most struggle, and are dependent on too much from the start. HiTech’s m ain source of new recruits is staff employed by competitors or working in closely related fields. They also have adopted a ‘no poaching’ policy with companies that HiTech has a customer relationship with or partner companies.Currently HiTech have two principle methods of recruitment in addition to a small- scale graduate training programme; advertising in national newspapers and head-hunters. HiTech are not satisfied with either method; adverts bring in too many applications that take up too much time to work through them. Head-hunters have found some suitable candidates but put at a great cost plus there is a risk that candidates would be lured away again by the same agent. And with the small pool of labour agencies are unable to identify the required individuals that are not already know to HiTech.Recommendations Improve on employer brand Although HiTech has global market leadership in several lines of its business and is recognised for its products as potential a bra nd leader but has it adopted an employer brand. Edward (2005) â€Å"employer branding is clearly aimed at attracting and retaining staff† (Edwards, 2005 Employer Branding) HiTech aim should be to develop and maintain a strong brand image as an employer that will reinforce their efforts to attract and subsequently retain the most effective performers.According to CIPD Survey â€Å"nearly three quarters of organisations have made efforts to improve their employee brand over the last year, most commonly through employee surveys and developing online career sites† (CIPD Annual Survey 2011/resourcing and talent planning). HiTech need to project a favourable impression of experience working there, similar to the reputation or brand that Google and Face book have. Evidence strongly suggested that employers can gain an edge in labour market through development of a good brand.Charles Schwab from US investment bank states â€Å"having a strong brand for an employee is a compet itive advantage and strategic advantage†¦Ã¢â‚¬ ¦ it really does help to attract the best candidate†¦.. †(The Conference Board 2001, pg 5/people resourcing Chp 3 pg 68) Using different media to search for talent Website One of the most effective methods that attracts applicants to an organisation is the organisations own corporate website. Corporate websites is an excellent pool for attracting potential candidates. HiTech would have the skills in house to setup a corporate website at a minimum cost.The website should attract people to the careers section, convince them of the desirability of a career in HiTech and capture them as a candidate with an exceptional online response process. Furthermore to the website development HiTech should improve process of applying for a position within the organisation which would address the large quantity of applications received when they run a national newspaper advertisement. Adopting an online application will eliminate unquali fied candidates from first round and then suitable applicants can progress onto the second stage of competency test.This would highlight the qualified personnel with the required skills much more effectively. Trade Journals HiTech could sign up to the specific trade journals that are relevant to the specific industry, profession, trade or business that it in association with. Trade journal would effectively reach a number of the potential candidates that HiTech need to make their presence aware. LinkedIn It would be in HiTech best interest to get connected with social networking website LinkedIn that is geared towards companies and industry professional looking to make new business contacts, keep in touch with previous co –workers and clients.According to CIPD annual survey on resourcing and talent planning professional networking 16% of organisations find that it is an effective method of attracting applications to an their organisation (CIPD annual survey 2011 on resourcing and talent planning). HiTech can create profile that details the company profile and can link in with similar professional establishments and people. This can then form a platform for HiTech to search through profiles of people that they are interested in hiring new employees and also for candidates to search for potential job opportunities.Education Development Even though HiTech skills shortage is an immediate concern they also need to think long term especially when it comes to skills shortages as planning for the future will ensure the organisations continued success. Linking up educational establishments to ensure that the curriculum being taught is relevant to skills set required and preparing students for work and developing their internal talent pipelines around skills shortage areas.HiTech could also offer work experience placements with students to begin the internal training process of the organisation and therefore once qualified will be more up to date with the technol ogy and possible bring new ideas in order to remain innovate. Apple have developed an excellent link in with local colleges and students ; they approach colleagues in different fields and establish a campus rep that is trained in the apple technology and then the campus Rep hosts workshops , demonstrations and build up the Apple brand as a desirable employer.They also have an internship programmes to students through summer placements or co-op during academic year. Apple provides hands on experience by allowing interns to work on critical projects and also offer employment opportunities after they have graduated. Graduate Recruitment From the case study it is said that HiTech has a small scale graduate training programme and that they have difficultly employing graduates with limited experience and train them.HiTech need to further resource and enhance their graduate programme to ensure that candidates get the best possible opportunity during their studies and that they receive the relevant work experience so that once they graduate they can ‘hit the ground running’ . Sony has launched a European Graduate programme that is well structured and offers graduates the experience of all elements of the organisation. The structure is divided up into Business Experience – which is run over two years and graduates rotate on two assignments taking in all roles.They are then provided with training modules that are delivered by top management and highly skilled personnel giving them a unique networking opportunity. Each graduate receives a mentor from the middle management leadership development programme. And finally they are offered social entrepreneurship were they collaborate in groups and apply their business skills making a real contribution to a social project. â€Å"One in ten organisations is considering sponsoring students through university† and â€Å"over a quarter of organisations operate a structured graduate programme† (CIP D annual survey 2011/resourcing and talent planning).Talent Management Graduates struggle to succeed in developing their careers within the company and it doesn’t mention in the case study about any development programmes for employees. Talent management is â€Å" systematic attraction , identification, development , engagement , retention and deployment of individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are filling business/operation –critical roles†( CIPD Factsheet; Talent Management An Overview).HiTech need to develop this further for their graduates and employees, it would include a range of activities such as formal and informal leadership coaching, networking events and board-level and client exposure. This would assist HiTech to maintain competitive advantage and get the best from their people. This can be achieved by focusing on four areas of the talent manag ement loop; Attracting talent – as previously mentioned attracting external talent through corporate website to offer a recognised graduate programme enhance the employer brand which will attract new talent.Developing talent- learning and development initiatives should be in implemented to enhance employees and assist graduate to succeed in their career. Managing Talent – this could be linked to development aspect but focuses more on the retention. Succession planning can help HiTech to identify future and potential skilled personnel. Tracking and evaluating talent – continuous evaluation of talent will help improve the staff retention and give focus to areas that management need to work on. SecondmentSecondment refers to the temporary movement of an employee to another part of organisation. HiTech could find this very beneficial if they temporary moved the employees from other countries to Dublin based office. It would certainly assist with the immediate shorta ge of skills, they would not have to train the candidates as they would be familiar with the organisation and it would provide the time for the organisation to adopt the recommendations mentioned above to improve the employer brand and training and development programmes.Another option would be external secondment , HiTech have develop relationships with partnership companies and even with no poaching policy in place they could come to an agreement with another organisation to loan a required skill employee to them for short-term basis to relieve the immediate requirement . Conclusion HiTech International case study highlighted the fact that even been the fast growing company it the world and recognised as global market leaders without the requires skilled staff can cause significant effect on the companies continued success and to maintain competitive advantage.Without a defined, well recognised employer brand an organisation that depends on innovation and creativity attracting spe cialised skills in a relatively small pool of people can be difficult. Reviewing the organisations methods for recruiting talent and researching how successful they are and be willing to adapted and change to the diverse global market is important. Making connections with educational establishments and encouraging graduates to sign up with the programmes will help to prevent future shortages but all programmes and connections must be supported, managed and evaluated on a regular basis.Focusing on in house training and development of staff with career structures will further enhance the organisation and challenges employees to continue to be creative and motivated. Sourcing staff from other branches in other countries could relieve short-term shortage of staff while progress is being made on the employer brand to attract external candidates, training and development programmes are set up and implemented. Regardless of how successful an organisation is, skills shortages can cause sign ificant negative effects on the competitive advantage of an organisation.Continuous assessment of organisation recruitment strategy and ensuring that it is linked to the corporate strategy of the organisation should be re-evaluated on a regular basis to remain a successful organisation and a global market leader. Part 2 With reference to relevant academic literature; evaluate the effectiveness of the interview as a selection method. Introduction â€Å"There is a long tradition going back to the beginning of the twentieth century of academic research into the relative merits of different selection tools (People Resourcing Chp 11 Pg 254). Organisations worldwide must adapt selection method to recruit personnel in order to operate their businesses. The method that they select, be simple or sophisticated depends on a number of factors such as financial, cultural, resources that are available and if their requirements are immediate or for the future. â€Å"You are attempting to predict how a person will perform their work, interact with their future colleagues, treat your customers and respect your business†. (Recruitment and selection slide 8 Selection) All selection methods have positive and negative results and none are infallible.According to CIPD Annual report 2011, interview remains the most common selection method. (CIPD Annual report 2011 resourcing and talent planning). Main Body â€Å"Interviews of one kind or another are almost universally used â€Å"(IRS 2002c, CIPD 2007c). Interviews are popular as they provide the opportunity to meet face to face with the potential future employee, assess candidate’s ability to carry out the job. It also provides the opportunity for the employer to describe job specification, discuss the terms and conditions of employment and project a positive impression of the organisation and emphasise the organisations brand. A controlled conversation with a purpose â€Å"(Torrington, 1995). Despite their widespr ead use, interviews are often questioned as to how effective in selecting people for specific roles they really are. A number of draw backs that Anderson and Shackleton (Anderson and Shakleton, 1993) gather from a variety of studies show some of the reasons why interviews can been criticised. These include; Expectancy Effect – this is where the interviewer gains impression of the candidate before the interview Stereotyping – interviewers assume that particular characteristics are typical of a particular group of people.Personal Linking – interviewers may make decisions on whether they liked or disliked a candidate. Halo and Horns Effect – interviewers may rate candidates as simply ‘good’ or ‘bad’. Mirror Effect –interviewers may give preference to candidates that perceive to be similar to them. Contrast Effect – the interviewer may allow the experience of interviewing one candidate to affect the way they interview o thers. Primary Effect – interview puts too much emphasis on information gained in initial part of interview. Information overload Effect- interviewers may make decisions on only part of the data available to them.Temporal extension Effect – interviewers may assume that a candidate’s conduct at interview is their general personality. One thirds of employers make an initial hiring decision in the first ninety seconds of an interview, based entirely on interviewees appearance† (XpertHR 2011 selection interviews survey). It could be said that interview selection tool is prejudiced and biased but it is the responsibility of the organisation to ensure that interviewers are adequately trained to help eliminate these errors.It would appear that recruiters are positive, although not passionate about the effectiveness of the interviews as a selection tool (XpertHR 2011 selection interviews survey) Two thirds of employers rate interviews as â€Å"effective† bu t just 16. 7% say they are â€Å"very effective† (App1). Studies have found that the predictive validity of the structured interview is quite high (Campione et al. 1988; Wiesner Cronshaw 1988). Structuring interviews can also help improve the ability to predict performance in the role as they provide interviewers with a framework to follow when interviewing each candidate, based on the criteria for the job.Adapting structure to the interview means that questions are planned carefully before the interview, all candidates are asked the same core questions, answers are scored using a rating system and all questions focus on the attributes and behaviours needed in the job. Evenden and Anderson ( 1992) suggest that the choice of questions and the appropriate use of them can ensure greater balance and flow in the interview itself (Gunnigle Human Resource Management in Ireland Chp 5 pg 128) The types of questions that can be used are ; * Direct or Closed – are useful to get f acts but too many lead to repetition. Leading – no real value in this type of question as most interviewee would follow it. * Topic Changing- help to create a flow through interview. * Probing and developing- help to test the interviewees specific knowledge or skills. * Open-ended- are useful to encourage interviewee to talk and get involved. * Reflecting back – are useful to ensuring information is understood. * Command – are useful retrieve additional information on specific area. Structured interviews can be behavioural, they focus on past performance or situational, they focus on future performance. A growing number of employers are now taking his approach, 60% carry out structured interviews as part of the selection process. (XpertHR2011 selection interview surveys). Interview format can also provide additional structure to the interview selection process, where her they are one to one, panel interview or sequence of interviews but whatever format is chosen the effectiveness of the interview should be the same. Newell (2000) warns that while efforts have been made to improve the selection process through a more systematic approach , currents trends in organisations make ‘best practises’ model somewhat problematic.Job specification and analysis can become difficult if job requires flexibility and also with a number of organisations looking for innovation and creativity the term ‘fit’ has less relevance. (Gunnigle, Human Resource Management in Ireland, Chp 5 pg 124). Other criticism of the structured approach is although highly effective method with the use of controlled questioning etc its doesn’t actually represent the more relaxed environment that a candidate can easily open up. â€Å"The main disadvantage of using a structured interview is that its rigidity can limit the information-gathering process.Instead of exploring an applicant’s responses by further questioning during the interview, th e process is often rushed in order to get through all the questions on the schedule, and the assessment of the individual can inaccurate as a result. Also, since the interviewer takes the lead, he or she may dominate the process, denying the applicant sufficient time to provide a considered and accurate response† (Du Plessis 2003 Pg 170). Approaching a system in reality there is always so sort of compromise as without flexibility systems wouldn’t be sustainable.The interview selection tool would need to adopt a degree of flexibility and would help to improve the problems that have been suggested above. Adopting a mixed approach of semi-structuring or mixed approaches into the process would create the more open relaxed situation that interviews are perceived as but also the structure process remains which overall would make the interview selection method more effective. Conclusion Through the research that has been carried out and reflecting back on some of the statistic s that have been reviewed , the interview process across a wide ange of organisations and even in different markets would be reasonable to say that it is and will continue to be an effective selection tool. Even more so structured interviews have a greater effectiveness, however rigid the process is interviewing remains essentially a selective process. Organisations must ensure that they provide adequate training to equip their interviewers with the essential knowledge and skills required to maximise the interview process and also that they offer the best opportunity with no bias or error for the candidate in question.Furthermore organisations need to be flexible in order to adapt to external and internal factors effecting their organisations environment for example economic, political cultural and technology. Thus the selection processes also needs to be adjusted; we can see this through compromising with the structure approach to interviewing with semi-structure or mixed approache s that slight modifications can improve the outcome. Organisations need to be flexible in order to maintain best practise for their organisation and jobs roles would need to be adjusted accordingly.The interview as a selection tool is still by far the most effective and widely used method across the globe. There are a number of draw backs and there are other selection tools that are more effective but a cost. The interview is the most cost effective, time effective method and with selecting the wrong candidate for the role costing an organisation approximately â‚ ¬15’000 you are not going to offer a position to someone that you haven’t meet face to face now are you ? Appendences 1Bibliography Anderson and Shackleton(1993) Successful selection interviewing. CIPD Fact Sheets Selection Methods. CIPD Fact Sheets Secondment. CIPD Fact Sheet Talent Managment. CIPD Annual Survey Report 2011 Resourcing and Talent Planning. Gunnigle Human Resource Management in Ireland. Tayl or People Resourcing. www. sony. com www. apple. com XpertHR 2011 Selection Interviews Survey; Effectiveness and Training Article. XpertHR 2011 Selection Interviews Survey; Interview tools and record-keeping. Recruitment & Selection Recruitment and Selection Part 1 Produce a report, advising HiTech on how it should move forward as far as recruitment is concerned i. e. what advice would you give? Introduction HiTech International is one of the fastest –growing companies in the world. It currently employs over 30’000 people in 60 countries and has annual turnover in excess of $19billion. Located in West Dublin, HiTech European headquarters employs 2’500 people. 90% are employees of the company and remaining 10% are employed on a subcontracted basis.HiTech specialise in provision of computer hardware and bespoke software solutions for corporate clients to assist them in maximising the use of the internet. HiTech also provide a complete after-sales service which goes beyond regular software maintenance. The company is recognised as global market leaders in several of its principal line of business. Due to the competitive market that HiTech operates in innovation and continually evolving technolo gy developments through research and development department is central to the company’s future success.HiTech offers employees excellent terms and conditions of employment with top-salaries, generous bonus schemes, discounts, pensions, health and life insurance. The environment in which they work is very attractive with excellent facilities such as staff cafeterias, fitness facilities and valet services. Staff retention is very good; turnover levels are currently at 5% of which half are accounted for by dismissals and non-renewal of fixed-term contracts. HiTech are experiencing some difficultly with finding sufficient number of employees with the required skills to meet its expansion needs.Due to the fast-moving nature of the industry graduates are not utilised as by the time they are trained with a set of skills technology has moved on making their training redundant. Some graduates do succeed but most struggle, and are dependent on too much from the start. HiTech’s m ain source of new recruits is staff employed by competitors or working in closely related fields. They also have adopted a ‘no poaching’ policy with companies that HiTech has a customer relationship with or partner companies.Currently HiTech have two principle methods of recruitment in addition to a small- scale graduate training programme; advertising in national newspapers and head-hunters. HiTech are not satisfied with either method; adverts bring in too many applications that take up too much time to work through them. Head-hunters have found some suitable candidates but put at a great cost plus there is a risk that candidates would be lured away again by the same agent. And with the small pool of labour agencies are unable to identify the required individuals that are not already know to HiTech.Recommendations Improve on employer brand Although HiTech has global market leadership in several lines of its business and is recognised for its products as potential a bra nd leader but has it adopted an employer brand. Edward (2005) â€Å"employer branding is clearly aimed at attracting and retaining staff† (Edwards, 2005 Employer Branding) HiTech aim should be to develop and maintain a strong brand image as an employer that will reinforce their efforts to attract and subsequently retain the most effective performers.According to CIPD Survey â€Å"nearly three quarters of organisations have made efforts to improve their employee brand over the last year, most commonly through employee surveys and developing online career sites† (CIPD Annual Survey 2011/resourcing and talent planning). HiTech need to project a favourable impression of experience working there, similar to the reputation or brand that Google and Face book have. Evidence strongly suggested that employers can gain an edge in labour market through development of a good brand.Charles Schwab from US investment bank states â€Å"having a strong brand for an employee is a compet itive advantage and strategic advantage†¦Ã¢â‚¬ ¦ it really does help to attract the best candidate†¦.. †(The Conference Board 2001, pg 5/people resourcing Chp 3 pg 68) Using different media to search for talent Website One of the most effective methods that attracts applicants to an organisation is the organisations own corporate website. Corporate websites is an excellent pool for attracting potential candidates. HiTech would have the skills in house to setup a corporate website at a minimum cost.The website should attract people to the careers section, convince them of the desirability of a career in HiTech and capture them as a candidate with an exceptional online response process. Furthermore to the website development HiTech should improve process of applying for a position within the organisation which would address the large quantity of applications received when they run a national newspaper advertisement. Adopting an online application will eliminate unquali fied candidates from first round and then suitable applicants can progress onto the second stage of competency test.This would highlight the qualified personnel with the required skills much more effectively. Trade Journals HiTech could sign up to the specific trade journals that are relevant to the specific industry, profession, trade or business that it in association with. Trade journal would effectively reach a number of the potential candidates that HiTech need to make their presence aware. LinkedIn It would be in HiTech best interest to get connected with social networking website LinkedIn that is geared towards companies and industry professional looking to make new business contacts, keep in touch with previous co –workers and clients.According to CIPD annual survey on resourcing and talent planning professional networking 16% of organisations find that it is an effective method of attracting applications to an their organisation (CIPD annual survey 2011 on resourcing and talent planning). HiTech can create profile that details the company profile and can link in with similar professional establishments and people. This can then form a platform for HiTech to search through profiles of people that they are interested in hiring new employees and also for candidates to search for potential job opportunities.Education Development Even though HiTech skills shortage is an immediate concern they also need to think long term especially when it comes to skills shortages as planning for the future will ensure the organisations continued success. Linking up educational establishments to ensure that the curriculum being taught is relevant to skills set required and preparing students for work and developing their internal talent pipelines around skills shortage areas.HiTech could also offer work experience placements with students to begin the internal training process of the organisation and therefore once qualified will be more up to date with the technol ogy and possible bring new ideas in order to remain innovate. Apple have developed an excellent link in with local colleges and students ; they approach colleagues in different fields and establish a campus rep that is trained in the apple technology and then the campus Rep hosts workshops , demonstrations and build up the Apple brand as a desirable employer.They also have an internship programmes to students through summer placements or co-op during academic year. Apple provides hands on experience by allowing interns to work on critical projects and also offer employment opportunities after they have graduated. Graduate Recruitment From the case study it is said that HiTech has a small scale graduate training programme and that they have difficultly employing graduates with limited experience and train them.HiTech need to further resource and enhance their graduate programme to ensure that candidates get the best possible opportunity during their studies and that they receive the relevant work experience so that once they graduate they can ‘hit the ground running’ . Sony has launched a European Graduate programme that is well structured and offers graduates the experience of all elements of the organisation. The structure is divided up into Business Experience – which is run over two years and graduates rotate on two assignments taking in all roles.They are then provided with training modules that are delivered by top management and highly skilled personnel giving them a unique networking opportunity. Each graduate receives a mentor from the middle management leadership development programme. And finally they are offered social entrepreneurship were they collaborate in groups and apply their business skills making a real contribution to a social project. â€Å"One in ten organisations is considering sponsoring students through university† and â€Å"over a quarter of organisations operate a structured graduate programme† (CIP D annual survey 2011/resourcing and talent planning).Talent Management Graduates struggle to succeed in developing their careers within the company and it doesn’t mention in the case study about any development programmes for employees. Talent management is â€Å" systematic attraction , identification, development , engagement , retention and deployment of individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are filling business/operation –critical roles†( CIPD Factsheet; Talent Management An Overview).HiTech need to develop this further for their graduates and employees, it would include a range of activities such as formal and informal leadership coaching, networking events and board-level and client exposure. This would assist HiTech to maintain competitive advantage and get the best from their people. This can be achieved by focusing on four areas of the talent manag ement loop; Attracting talent – as previously mentioned attracting external talent through corporate website to offer a recognised graduate programme enhance the employer brand which will attract new talent.Developing talent- learning and development initiatives should be in implemented to enhance employees and assist graduate to succeed in their career. Managing Talent – this could be linked to development aspect but focuses more on the retention. Succession planning can help HiTech to identify future and potential skilled personnel. Tracking and evaluating talent – continuous evaluation of talent will help improve the staff retention and give focus to areas that management need to work on. SecondmentSecondment refers to the temporary movement of an employee to another part of organisation. HiTech could find this very beneficial if they temporary moved the employees from other countries to Dublin based office. It would certainly assist with the immediate shorta ge of skills, they would not have to train the candidates as they would be familiar with the organisation and it would provide the time for the organisation to adopt the recommendations mentioned above to improve the employer brand and training and development programmes.Another option would be external secondment , HiTech have develop relationships with partnership companies and even with no poaching policy in place they could come to an agreement with another organisation to loan a required skill employee to them for short-term basis to relieve the immediate requirement . Conclusion HiTech International case study highlighted the fact that even been the fast growing company it the world and recognised as global market leaders without the requires skilled staff can cause significant effect on the companies continued success and to maintain competitive advantage.Without a defined, well recognised employer brand an organisation that depends on innovation and creativity attracting spe cialised skills in a relatively small pool of people can be difficult. Reviewing the organisations methods for recruiting talent and researching how successful they are and be willing to adapted and change to the diverse global market is important. Making connections with educational establishments and encouraging graduates to sign up with the programmes will help to prevent future shortages but all programmes and connections must be supported, managed and evaluated on a regular basis.Focusing on in house training and development of staff with career structures will further enhance the organisation and challenges employees to continue to be creative and motivated. Sourcing staff from other branches in other countries could relieve short-term shortage of staff while progress is being made on the employer brand to attract external candidates, training and development programmes are set up and implemented. Regardless of how successful an organisation is, skills shortages can cause sign ificant negative effects on the competitive advantage of an organisation.Continuous assessment of organisation recruitment strategy and ensuring that it is linked to the corporate strategy of the organisation should be re-evaluated on a regular basis to remain a successful organisation and a global market leader. Part 2 With reference to relevant academic literature; evaluate the effectiveness of the interview as a selection method. Introduction â€Å"There is a long tradition going back to the beginning of the twentieth century of academic research into the relative merits of different selection tools (People Resourcing Chp 11 Pg 254). Organisations worldwide must adapt selection method to recruit personnel in order to operate their businesses. The method that they select, be simple or sophisticated depends on a number of factors such as financial, cultural, resources that are available and if their requirements are immediate or for the future. â€Å"You are attempting to predict how a person will perform their work, interact with their future colleagues, treat your customers and respect your business†. (Recruitment and selection slide 8 Selection) All selection methods have positive and negative results and none are infallible.According to CIPD Annual report 2011, interview remains the most common selection method. (CIPD Annual report 2011 resourcing and talent planning). Main Body â€Å"Interviews of one kind or another are almost universally used â€Å"(IRS 2002c, CIPD 2007c). Interviews are popular as they provide the opportunity to meet face to face with the potential future employee, assess candidate’s ability to carry out the job. It also provides the opportunity for the employer to describe job specification, discuss the terms and conditions of employment and project a positive impression of the organisation and emphasise the organisations brand. A controlled conversation with a purpose â€Å"(Torrington, 1995). Despite their widespr ead use, interviews are often questioned as to how effective in selecting people for specific roles they really are. A number of draw backs that Anderson and Shackleton (Anderson and Shakleton, 1993) gather from a variety of studies show some of the reasons why interviews can been criticised. These include; Expectancy Effect – this is where the interviewer gains impression of the candidate before the interview Stereotyping – interviewers assume that particular characteristics are typical of a particular group of people.Personal Linking – interviewers may make decisions on whether they liked or disliked a candidate. Halo and Horns Effect – interviewers may rate candidates as simply ‘good’ or ‘bad’. Mirror Effect –interviewers may give preference to candidates that perceive to be similar to them. Contrast Effect – the interviewer may allow the experience of interviewing one candidate to affect the way they interview o thers. Primary Effect – interview puts too much emphasis on information gained in initial part of interview. Information overload Effect- interviewers may make decisions on only part of the data available to them.Temporal extension Effect – interviewers may assume that a candidate’s conduct at interview is their general personality. One thirds of employers make an initial hiring decision in the first ninety seconds of an interview, based entirely on interviewees appearance† (XpertHR 2011 selection interviews survey). It could be said that interview selection tool is prejudiced and biased but it is the responsibility of the organisation to ensure that interviewers are adequately trained to help eliminate these errors.It would appear that recruiters are positive, although not passionate about the effectiveness of the interviews as a selection tool (XpertHR 2011 selection interviews survey) Two thirds of employers rate interviews as â€Å"effective† bu t just 16. 7% say they are â€Å"very effective† (App1). Studies have found that the predictive validity of the structured interview is quite high (Campione et al. 1988; Wiesner Cronshaw 1988). Structuring interviews can also help improve the ability to predict performance in the role as they provide interviewers with a framework to follow when interviewing each candidate, based on the criteria for the job.Adapting structure to the interview means that questions are planned carefully before the interview, all candidates are asked the same core questions, answers are scored using a rating system and all questions focus on the attributes and behaviours needed in the job. Evenden and Anderson ( 1992) suggest that the choice of questions and the appropriate use of them can ensure greater balance and flow in the interview itself (Gunnigle Human Resource Management in Ireland Chp 5 pg 128) The types of questions that can be used are ; * Direct or Closed – are useful to get f acts but too many lead to repetition. Leading – no real value in this type of question as most interviewee would follow it. * Topic Changing- help to create a flow through interview. * Probing and developing- help to test the interviewees specific knowledge or skills. * Open-ended- are useful to encourage interviewee to talk and get involved. * Reflecting back – are useful to ensuring information is understood. * Command – are useful retrieve additional information on specific area. Structured interviews can be behavioural, they focus on past performance or situational, they focus on future performance. A growing number of employers are now taking his approach, 60% carry out structured interviews as part of the selection process. (XpertHR2011 selection interview surveys). Interview format can also provide additional structure to the interview selection process, where her they are one to one, panel interview or sequence of interviews but whatever format is chosen the effectiveness of the interview should be the same. Newell (2000) warns that while efforts have been made to improve the selection process through a more systematic approach , currents trends in organisations make ‘best practises’ model somewhat problematic.Job specification and analysis can become difficult if job requires flexibility and also with a number of organisations looking for innovation and creativity the term ‘fit’ has less relevance. (Gunnigle, Human Resource Management in Ireland, Chp 5 pg 124). Other criticism of the structured approach is although highly effective method with the use of controlled questioning etc its doesn’t actually represent the more relaxed environment that a candidate can easily open up. â€Å"The main disadvantage of using a structured interview is that its rigidity can limit the information-gathering process.Instead of exploring an applicant’s responses by further questioning during the interview, th e process is often rushed in order to get through all the questions on the schedule, and the assessment of the individual can inaccurate as a result. Also, since the interviewer takes the lead, he or she may dominate the process, denying the applicant sufficient time to provide a considered and accurate response† (Du Plessis 2003 Pg 170). Approaching a system in reality there is always so sort of compromise as without flexibility systems wouldn’t be sustainable.The interview selection tool would need to adopt a degree of flexibility and would help to improve the problems that have been suggested above. Adopting a mixed approach of semi-structuring or mixed approaches into the process would create the more open relaxed situation that interviews are perceived as but also the structure process remains which overall would make the interview selection method more effective. Conclusion Through the research that has been carried out and reflecting back on some of the statistic s that have been reviewed , the interview process across a wide ange of organisations and even in different markets would be reasonable to say that it is and will continue to be an effective selection tool. Even more so structured interviews have a greater effectiveness, however rigid the process is interviewing remains essentially a selective process. Organisations must ensure that they provide adequate training to equip their interviewers with the essential knowledge and skills required to maximise the interview process and also that they offer the best opportunity with no bias or error for the candidate in question.Furthermore organisations need to be flexible in order to adapt to external and internal factors effecting their organisations environment for example economic, political cultural and technology. Thus the selection processes also needs to be adjusted; we can see this through compromising with the structure approach to interviewing with semi-structure or mixed approache s that slight modifications can improve the outcome. Organisations need to be flexible in order to maintain best practise for their organisation and jobs roles would need to be adjusted accordingly.The interview as a selection tool is still by far the most effective and widely used method across the globe. There are a number of draw backs and there are other selection tools that are more effective but a cost. The interview is the most cost effective, time effective method and with selecting the wrong candidate for the role costing an organisation approximately â‚ ¬15’000 you are not going to offer a position to someone that you haven’t meet face to face now are you ? Appendences 1Bibliography Anderson and Shackleton(1993) Successful selection interviewing. CIPD Fact Sheets Selection Methods. CIPD Fact Sheets Secondment. CIPD Fact Sheet Talent Managment. CIPD Annual Survey Report 2011 Resourcing and Talent Planning. Gunnigle Human Resource Management in Ireland. Tayl or People Resourcing. www. sony. com www. apple. com XpertHR 2011 Selection Interviews Survey; Effectiveness and Training Article. XpertHR 2011 Selection Interviews Survey; Interview tools and record-keeping.