Tuesday, January 28, 2020

Study of recruitment process outsourcing

Study of recruitment process outsourcing Is the process where an employer outsources or transfers all or part of its recruitment activities to expert services of a third party (generally professional consultants). The Recruitment Process Outsourcing Association defines RPO as follows: when a provider acts as a companys internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruitment/hiring process from job profiling through the  on-boarding  of the new hire, including staff, technology, method and reporting. RPO and other types of occasional recruitment support, contingency and executive search services differ majorly in the  Process. The service provider assumes ownership of the process in RPO, while in other types of staffing services the service provider is only a part of the process controlled by the organization buying their services. History of RPO Temporary, contingency and executive search firms have provided staffing services for many decades, but the concept of an employer outsourcing the management and ownership of part or whole of the recruitment process was first realized during the 1970s in the highly competitive high tech labour market of Silicon Valley. Being hard-pressed to find and hire technical specialists these companies had to pay large fees to specialized external recruiters for staffing their projects. In order to reduce the growing expenses of recruitment fees these companies began examining the various stages in the recruitment process that could be outsourced. The initial RPO programs typically consisted of purchasing lists of potential candidates from RPO vendors. Over the years, the concept of outsourcing was accepted by businesses more and more. RPO too gained favour among Human Resource management. RPO reduced overhead costs from their budgets and also helped improve the companys competitive advantage in the labour market. With labour markets becoming more and more competitive, RPO became more of an acceptable option. In the early 2000s more companies began considering the outsourcing of recruitment for major portions of their recruiting need. The fundamental changes in the World labour market have reinforced the use of RPO. The labour market today is highly dynamic: workers are changing employers more often than in the previous generations. De-regulation of labour markets has created a shift towards contract and part-time labour and shorter work tenures. These trends have increased the recruitment activity and encouraged the use of RPO. Even in slower economic times or higher unemployment, RPO is considered by companies to assist in an increasing need to screen through a larger pool of candidates Benefits Recruitment  is seen as a cost incurring process in an organization.  RPO  has helped the HR professionals of an organisation to concentrate on the strategic functions and processes of human resource management instead of wasting their efforts, time and money on the routine work. Outsourcing of the  recruitment process helps cut the recruitment costs to around 20 % and provides economies of scale to a large sized organization. Outsourcing  has become beneficial for both the corporate organisations that use outsourcing services as well as the consultancies that provide the service. Apart from increasing their revenues,  outsourcing Process  also provides business opportunities to the service providers, enhances the skill set of the service providers and exposure to different corporate experiences thereby increasing their expertise. Time/Speed: Hiring of a recruitment company to do the recruitment process for a new project saves precious time. The recruitment agency already has the database of prospects classified according to their skills, knowledge and experience. Once the requirements are provided by the organisation and the service provider provides the organisation with a list of candidates that would be ready to be interviewed. Money/Costs: In traditional recruitment process the HR professionals have to stop their current work and concentrate on the recruitment process. This is a problem for the small and middle sized companies, the big corporations have their own recruitment departments. By outsourcing the whole of the recruitment process these companies save costs incurred in the recruitment process. The HR professionals can focus on their current work without worrying about recruitment process. These days even the big companies are outsourcing their recruitment processes to reduce costs. Quality: It is considered that the recruitment needs of a company are better realised by the owner or someone working for it. But while recruiting new personnel for a specific job or project this can be very challenging. Specialised recruitment agencies have an extensive database of resumes and the networking to source the right type of candidate. Risks Though RPO has benefits, it has its own sets of limitations/risks. RPO will be successful in the context of a well-defined corporate and staffing strategy. A company must manage its RPO activities, providing initial direction and continued monitoring to get the desired results. Loose Definition of RPO: As RPO is a commercial concept rather than a specific definition, there is little regulation to RPO providers. As such, a recruitment agency can brand their services as RPO without actually structuring them in a way that will provide the most benefit to their clients. Cost: Though RPO engagement is considered as cost saving method, the  cost  of engaging an RPO provider can be more than the cost of the internal recruitment department, as an RPO provider is likely to have higher  business overheads. Effectiveness: If an RPO provider does not understand or seek to understand the recruitment solution that they will be providing, it will lead to an improperly implemented RPO. This would reduce the effectiveness of recruitment. Failure to Deliver: When finding candidates in industry sectors where there are staff shortages, RPO service providers may fail to provide the quality or volume of staff required by their clients. Pre-Existing Issues: If the companys existing recruitment processes are not effective or if the service provider lacks appropriate recruitment processes/procedures to work with the client the RPO solution may not work. In such a situation, it is better for the company to undergo a recruitment  optimisation programme. Engagement: Many RPO organisations perform their staffing functions and service  offsite  or  offshore. This disconnects the provider from the client companys growth and recruiting strategy. Though this effect can be mitigated by strong relationship management, some of the momentum and energy associated with the rapid up scaling of a workforce through recruitment may dissipate. Social Media/Networking in Recruitment Social media recruitment is the next big thing on the cards. A lot of companies have started using Web 2.0 application for recruitment purposes. Web 2.0 is the second generation Internet-based services which is different from the first generation static Web sites with little interaction. Popular Web 2.0 applications include the social media/networking sites (Facebook, Twitter, Orkut, LinkedIn, MySpace), blogs, podcasts (Podcast Alley, iTunes), video sharing sites (YouTube, FlickR), mobile apps, etc. Today LinkedIn and Facebook has become a powerful tool in recruitment. LinkedIn is a social networking website meant specifically for networking amongst working professionals. Social media recruitment widens reach and helps segmentation, targeting and positioning of potential jobseekers. They also increase the accuracy of profile searches.  Instead of simply recruiting the person with the best-looking CV, social media can ensure that that person is also the best fit for the company. Companies like Accenture, Cognizant, Mindtree, HP-Mphasis and Wipro are planning to hire workers from social networking sites such as LinkedIn. Linkedln is becoming a hot spot  for Companies looking out to hire workers. Recruitment done through the social networking site Linkedln comes with references and are cost effective as they are free. Companies go through the relevant profiles, and can take a look at the recommendations provided by acquaintances of potential candidates before hiring workers. Mphasis used Facebook along with LinkedIn to recruit new workers by creating a page on Facebook. Benefits Recruitment through Social media/networking websites has its own benefits which are not available in other methods of recruitment. Higher accuracy: As social media/networking websites have no physical boundaries job candidates can be searched geographically and found with higher accuracy than before, narrowing the number of candidates and adding to recruiting effectiveness. Fast: As more and more people today use these websites, the available jobs can get filled quicker, lowering vacancy rates because of social medias high usage rate and immediate response time. This helps in a companys ability to attract talent versus competitors. Cost: Social media recruitment has a low cost with high ROI. In most of the cases it is almost free as most websites are free to register and use. Attracting fresh talent: A large number of social media users are college students, and they are fresh talent for entry level positions. Using social media an organization can easily attract this talent pool. Brand visibility: Using social media/networking for recruitment Increases the employers brand visibility online and establishes a leading-edge image for the brand. Risks Social media/networking offers benefits vis-a-vis other methods of recruitment, but it also has its own share of risks. Effectiveness yet to be proven: While social networks are undoubtedly here to stay, whether they become a more central part to the hiring process or not is yet to proved. The amount of recruitment done through this mode is still very low as it is in initial stages. Demographics of representation: Social media as the labour pool does not fully represent the demographics of the general public. There could be more race and age claims over the coming years due to sourcing through social networking sites. Discrimination: There could be discrimination in recruitment due to a persons country of origin, religious preference, disability, age or sexual orientation etc. Lack of clear recruitment standards and process: Recruitment through social media does not involve clear standards of recruitment. Hence any rejections based on softer criteria can lead to discrimination lawsuits being filed by the rejected candidates.

Monday, January 20, 2020

How to Find and Buy Quality Websites :: Sell Websites Buy Websites

How to Find and Buy Quality Websites Reprinted with permission of VotanWeb.com Most buyers don’t realize that very few of all website buyers are successful in buying a quality website. VotanWeb receives email form website buyers daily and the frustrations I hear from them are usually pretty much the same. Buyers need to know how the game works when buying a website. It is a lot like finding that great job – it takes a lot of work and patience. Most website buyers are unprepared, unrealistic, and think they will easily find that perfect website. If you are thinking of buying a website, you need to carefully read and follow the points below to be successful. To successfully buy a website you need to: 1. Have a one page â€Å"Acquisition Criteria/Resume† ready at all times - this info consists of the types of websites you are looking to purchase, what amount you have are willing to invest, how much adjusted net income you expect from the website you are buying i.e. return etc. Make sure you have your name, address, all phone numbers to be contacted at, email address, and fax number. 2. You need to understand as a buyer that most websites listed for sale have little or no value – you need to know this when you go searching. Searching for a website to buy is not like looking for a house to purchase. Houses may be overpriced, but most houses listed for sale have some inherent value. Most websites offered for sale have no value at all. 3. Take confidentiality agreements seriously. If you are going in with someone else to buy a website (like a partner) make sure you both sign and get it back to the owner immediately – don’t expect much information about the website without signing one. Keep all info about websites you look at confidential – you break the agreement and you will never have access to any other confidential information about any website on the internet. Of course, there are also legal ramifications in many instances. 4. Never ever tell a website owner these things: â€Å"Don’t worry I have plenty of money to buy a website – it’s none of your business†, â€Å"I’m looking at all websites for sale – I am not picky† – when website owners hear these comments and other nonsense from buyers they know you’re not a professional and they will usually pass on you.

Saturday, January 11, 2020

Chapter 12 Discussion Questions

Chapter 12 Discussion Questions 1-5 Dan Yohe 1. Approximatley how far ahead would one need to plan for the following types of facilities? A. Restaurant-At least one to three nights in advance. You could go to the farmers market to get fresh vegetables but you may only be able to get staples/necessities once or twice a week. B. Hospital-I would say at least a week if not a month to be enough to take care of all the patients they might get. C. Oil refinery-An oil refinery I would have to say would need to plan for a weekly possibly monthly schedule. D. Toy factory-I would say a daily maybe weekly schedule to keep up with deamand.E. Public school-I would say based on what I have heard while I was in school that they would have to plan for a monthly schedule. F. Electric power plant-Daily would be my guess to provide power at all times, as well as monthly to bill customers for their services. G. Private school-I would think that they do the same thing that a public school would do most l ikely a monthly schedule. 2. What problems are created by simultaneously considering the capacity questions of how much, how large, where, when, and what type? The facilities decisions are exceedingly complex and extremely difficult to analyze.When these problems are lumped together simultaneously it creates very complex forecasting problems and errors trying to break down data. 3. A school district has forecast student enrollment for several years into the future and predicts excess capacity for 2000 students. The school board says that the only alternative is to close the school. Evaluate. The school board in this scenario is being rash. I think that the school could be opened and run at capacity. They could add on to the school and rent mobile trailers to teach kids in while the additions are being completed.There is a way that this could be dealt with in a way that everyone wins. Closing the school is a worst case scenario and could devastate a community and ruin kid’s ch ances at a shot at a good education. 4. Why are facilities decisions often made by top management? What is the role in these decisions of operations, marketing, finance, accounting, engineering, and human resources. They are made by top management because they have all the information and follow all of the trends of the latest business decisions. The top management people have all of the marketing department information, finances of the company.Accounting sends all the vital information needed to influence specific decisions that management might make. Engineering and human resources do the job that top management assigns them to do. Human resources hires and enforces rules. Engineering does all the assignments that top management assigns them. 5. In what ways does corporate strategy affect capacity decisions? Corporate strategy affects capacity decisions by devising plans to make decisions by coming up with goals to meet budgetary and profitary requirements. Based on all of the inf ormation they can come up with they apply it all and come up with a way to market their product.

Friday, January 3, 2020

Great Expectations By Charles Dickens - 1324 Words

In Great Expectations, Charles Dickens rejects conventional Victorian class stratification, using Pip s Bildungsroman to demonstrate that social mobility can be achieved through moral education, experience and personal development, rather than the simple acquisition of wealth. The compassion Pip learns from Joe leads him to assist Magwitch, which ultimately results in Pip becoming a gentleman. The secondary characters in Pip’s Bildungsroman help him to find a place within society where he can finally feel happy and fulfilled. Although Pip receives wealth from Magwitch, Dickens demonstrates that his success in migrating from the poorer working class to the newly developed middle class is actually the result of his more educated view of the†¦show more content†¦It is â€Å"Pip’s compassion in choosing to help Magwitch, despite fear of the consequences, [that] affects Magwitch and is one of the reasons he becomes a mentor to Pip later in the novel† (Braun, 50). Thus, the consequences for helping a criminal involve being reduced to the same status as the criminal. Pip risks status to gain status. For this reason, it becomes Magwitch’s ambition to give Pip the life of a gentleman. Pip shows kindness to a convict – someone who is completely severed from society (and thereby Victorian morality) – and yet Pip is rewarded when Magwitch later returns the favour. Again, the significance is that this criminal, who is supposed to have no morals at all, is influenced by compassion and thereby chooses to act morally. The supporting characters continue to shape and alter Pip’s identity, helping gain the self – knowledge of how he fits in society by moving from a poor working class boy, to a gentleman of fortune, and then finally, a righteous working man in the middle class. The ‘virtuous’ characters such as Joe and Biddy, Magwitch and also Herbert, who support Pip’s search for self-identity, h elp him realise that his happiness is not tied to his social class. Hirsch suggests that in a Bildungsroman â€Å"educators serve as mediators and interpreters between the two confronting forces of self and society; companions serve as reflectors on the protagonist,Show MoreRelatedGreat Expectations By Charles Dickens1113 Words   |  5 Pagesadventures that the male characters go on. This seems to be relevant in a lot of movies and books like the story Great Expectations by Charles Dickens. In Great Expectations there are multiple female characters like Estella, Biddy, and Miss Havisham who all play a large part in the main character, Pip’s life. One of the first that we meet the character Estella in Charles Dickens’ Great Expectations is when Pip goes to Miss Havisham’s to play with her. The two kids play the game beggar my neighbor when EstellaRead MoreGreat Expectations By Charles Dickens1347 Words   |  6 Pagespoor status of the economy, social mobility does not seem to be occurring at high rates, with the poor getting poorer and rich getting richer. Despite this, social mobility is alive and well, and has been for centuries. In his novel, Great Expectations, Charles Dickens voices the concerns of many that lived in Victorian England during the 19th century by promoting such a desire to live life in a more prosperous social class. One of the most fundamental and reoccurring themes in the novel is that ofRead MoreGreat Expectations By Charles Dickens1426 Words   |  6 Pages Twelve-year-old Charles dickens gets ready for bed after a long day at the blacking house. These Victorian-aged memories will provide him with many ideas for his highly acclaimed novel Great Expectations. Set in 1830 England, Great Expectations is a coming-of-age story about a common innocent boy named Pip and his road to becoming a gentleman through the influence of others. Pip is influenced both positively and negatively by Estella, Herbert, and Magwitch. Estella left a huge impression on PipRead MoreGreat Expectations by Charles Dickens984 Words   |  4 PagesCharles Dickens utilizes his life for inspiration for the protagonist Pip in his novel Great Expectations. They both struggle with their social standing. Dickens loved plays and theatre and therefore incorporated them into Pip’s life. Dickens died happy in the middle class and Pip died happy in the middle class. The connection Dickens makes with his life to Pip’s life is undeniable. If readers understand Dickens and his upbringing then readers can understand how and why he created Pip’s upbringingRead MoreCharles Dickens Great Expectations943 Words   |  4 Pages This is true in many cases but none as much as in Great Expectations. In many ways the narrator/protagonist Pip is Charles Dickens in body and mind. While there are many differences between the story and Charles Dickens life there remains one constant. This constant is the way Pip as the narra tor feels, because these feelings are Dickens s own feelings about the life he lead. Since Great Expectations was written towards end of Charles Dickens life, he was wiser and able to make out the mistakesRead MoreGreat Expectations By Charles Dickens1375 Words   |  6 PagesGreat Expectations by Charles Dickens and The Talented Mr Ripley by Anthony Minghella present similar criticisms of society to a large extent. Both of these texts consider the criticisms of rich social contexts (wealth and status), societal morality (whether a society is good or not. Status [can lead to the wrong people being in a high position i.e. making bad decisions affecting the community/society] Appearance [society appears to be moral/good (if you’re from a higher status) {dickens criticisesRead MoreCharles Dickens Great Expectations1223 Words   |  5 PagesBeloved author Charles Dickens was born on February 7, 1812 in Portsmouth, England. Growing up in a life of poverty, his childhood hardshi ps provided the inspiration to write a myriad of classic novels including his 1861 seminole masterpiece, Great Expectations (â€Å"BBC History - Charles Dickens†). Great Expectations follows the life of an orphan named Pip, who’s perspective of the world is altered when he is attacked by an escaped convict in his parents’ graveyard in the town of Kent. Throughout hisRead MoreGreat Expectations By Charles Dickens924 Words   |  4 Pagesa character driven novel, or a mix of the two. In order for a novel to be character driven, it must revolve more around the characters’ individual thoughts, feelings, and inner struggles, rather than around the quest of the story. Great Expectations, by Charles Dickens, is a character driven novel. While the story does have a plot, it is not contingent upon that plot, but rather is reliant upon its characters and their natures. This is evident from the beginning of the novel. From the opening ofRead MoreCharles Dickens Great Expectations1669 Words   |  7 PagesCharles Dickens He was one of England s greatest authors of the 1800 s, better known as the Victorian era. The various themes and ideas of that time are perfectly showcased in his many novels and short stories, such as Nicholas Nickelby, Great Expectations, Oliver Twist, A Tale of Two Cities, and A Christmas Carol. Much of the inspiration for these works came from the trials and conflicts that he dealt with in his own life. His volumes of fictional writing show the greatRead MoreCharles Dickens Great Expectations1017 Words   |  5 Pagesexperiencer is somewhere else absorbing knowledge of a different setting.This abstract adventure is seized by author Charles Dickens in Great Expectations. Great Expectations is historical fiction giving readers comprehension of the Victorian Era.Upon the reading, readers begin to catch on the intended purpose and its significance. A person who lived during the Victorian Era was Charles Dickens himself.He grew up during a time where differences in social class were to an extreme degree.Dickens went through