The Greenwich Association for Retarded Citizens of Greenwich High :: essays research papers

The Greenwich Association for Retarded Citizens (G.A.R.C.) of Greenwich High The Greenwich Association for Retarded Citizens (G.A.R.C.) of Greenwich High is a group of students interested in interacting with disabled students. These students go to the high school as well, and look forward to getting to know us. Each of the students have different disabilities but they each have the desire to make friends. This group is totally volunteer basis for all of it's members, no one has to attend. I have been a member of this group for the three years I have attended in Greenwich High. Spending a lot of time with these children I have learned to understand that they are just looking to make friends.   Ã‚  Ã‚  Ã‚  Ã‚  I joined this group as a freshman because I had worked with children with Down Syndrome during the eighth grade at Central Middle School. My interest carried on through out the years because of the numerous fun times I have had, and have made friends with many of the girls. They are all very personable and pleasant to talk with. They each have special characteristics defining them from the others, making each of them special in different ways, just like the rest us.   Ã‚  Ã‚  Ã‚  Ã‚  Aside from the meetings that we have every so often to discuss activities we can do, we usually do fun and interesting activities. We go out for pizza frequently because it seems to be the group consensus on what we would all like to eat. During the holidays we celebrate in interesting ways; on Halloween we have a party where every one gets dressed and brings candy. For the Christmas season we are going to celebrate with a party at a members house and listen to Christmas carols, and have dinner. We have had bake sales and have sold candy in order to raise money for the clubs activities. These are usually a success because every one participates and we all seem to function well as a group. When there are dances or football games at school we each take one of the girls and it's good for them because they get to interact with the rest of the school at a big function.   Ã‚  Ã‚  Ã‚  Ã‚  This club is not only fun, but it's like going to a meeting with some of your friends. We are a small group and we all get along. Since we are a small group it is also difficult for us to do a lot of things. It is difficult to educate the larger part of the public who doesn't know what these kids are like.

How to Solve a Crime? Essay

One dollar and eighty-seven cents. That was all Brass had on him. He laid a credit card on the bar counter and wished it luck. It only had to bear the price of a couple of rounds, but his salary and his expenses were not on speaking terms lately. It was Christmas in Las Vegas. Every year, it set him back until April. Which was tax time. Which set him back until Christmas. There was a comforting rhythm to it. ‘They have some good single malts,’ Catherine said, and ordered a beer. That was one of the things Brass liked about her. She had class, but didn’t make a man pay for it. Marg Helgenberger as Catherine Willows, Las Vegas Crime Scene Investigation senior supervisor. Catherine is the glamorous commander of a crack team of forensic criminologists It was 4:30am on Christmas Eve, meaning it was Christmas morning to anybody who had got some sleep in the interim, and crime scene investigators Catherine Willows and Nick Stokes had just finished dropping off bodies and registering the evidence they’d gathered at a messy murder scene. The fatal string of Christmas lights was wound around the female victim’s neck so many times the coroner was going to have to cut it from the corpse. The second victim was her husband; they assumed he was the one that did the strangling. With the steak knife in his neck, he’d only had just enough blood in him to finish the job. ‘The weird part,’ Nick remarked, leaning on the bar with his heavy forearms, ‘is the lights around her neck were still on when we got there.’ ‘It lent a certain festive air to the scene,’ Brass replied. Brass’s understudy for the evening, a young detective by the name of Ottman, known as ‘The Otter’ among the wittier senior staff, sat uncomfortably between Catherine and Brass. He looked ill. He hadn’t worked many murder scenes before, and this one wasn’t just bloody, it was ironic. Irony always made things worse. The knife was part of a gift set intended for the dead man. It had his monogram burned into the handle. For the veteran CSI team, it was just another couple of dead people, another raft of evidence and paperwork. Ottman cleared his throat before he spoke, a habit that irritated Brass. ‘There’s nothing festive about people killing each other on Christmas Eve,’ he objected. ‘He doesn’t mean it,’ Catherine said. ‘It’s awful. Every murder is awful. But if we mourn the dead every time we find them . . . ‘ ‘Some do,’ Brass interrupted. ‘They don’t last in the job.’ He fixed his melancholy eyes on Ottman and waited for the message to sink in. Before he could be sure it had, the drinks arrived. Beer all round except Ottman, who opted for one of those Tiger Woods non-alcoholic things that used to be an Arnold Palmer. The kid didn’t even know how to drink. Catherine decanted her beer into a glass. Nick picked at the label on his. George Eads as Nick Stokes. Formerly Catherine’s deputy, he has just been promoted to be her co-supervisor. Occasionally over-emotional. ‘Lot of murders this time of year,’ Nick said, in much the way he might observe it was a chilly night. Ottman cleared his throat. ‘People always get crazy around the holidays?’ he asked nobody in particular. ‘If you’re going to kill somebody, the season of joy is a popular time. Statistically speaking,’ Catherine replied. She checked her watch. Coming to the bar had been her idea: it was too late to go home and get in bed. She’d wake her daughter Lindsay up, and now that she was 18, Lindsay didn’t like early rising at Christmas. So Catherine was pretending it was the previous night, rather than the following morning. Nick had proposed they get coffee and breakfast, but he lived alone and his family was in Texas. He could lounge around all day. Catherine had a full schedule of family events, and breakfast at home was one of them. Brass glanced over at Ottman. The guy wasn’t cut out for this work. He was a fairly good detective. Book smart, but not great at murders. He would be best at property crime, hustles, something like that. Brass’s first reaction to any weak-hearted cop was always to push his buttons, expose the soft parts and toughen them up – that, or drive him out of the department before he made a costly mistake. Still, it was Christmas Eve or morning, according to your tastes, and the poor guy was clearly having a hard time. ‘Sometimes, even with murder, there’s Christmas spirit,’ Brass said. ‘The steak knives were good quality,’ Nick agreed. Catherine shook her head. ‘Go easy,’ she said, observing Ottman’s discomfort. ‘No, seriously,’ Brass continued. ‘Remember that time, it must have been seven, eight years ago, the one with the 60-G watch?’ Nick raised his bottle to his mouth, trying to recall, then snapped his fingers and set the bottle back down. ‘The big guy and the little guy.’ ‘And the dancer,’ Catherine added. She never forgot the dancers. Ottman had his hands folded in his lap, his drink untouched in front of him. He clearly didn’t want to ask. But the others were looking expectantly at him, so he asked anyway, rather than let the silence get too long. ‘So how was there murder and Christmas spirit?’ Brass took a pull of his beer, dabbed at his lips with his handkerchief, and twisted around so he could face Ottman. ‘I’ll tell you,’ he said. It was a warm Christmas night back in the high times when people went to Las Vegas just to get rid of their excess cash – by the truckload. There was still plenty of crime, but it was a different kind of crime, the kind that comes from an opportunityrich environment. These days, it’s the kind of crime that comes from a lack of opportunity. The difference is academic to most victims. Gil Grissom was supervisor back then. There had been various robberies, a couple of fatal accidents and a gang fight that night; nothing serious. Then the call came in, around 9pm on Christmas Eve. ‘The call came in from the Mediterranean Hotel on the Strip. Maid finds a corpse in one of the VIP suites. He’s lying on the floor in his boxer shorts,’ Brass said. ‘Ambulance shows up, medics think it could be foul play, they call us. I was first on the scene, me and a couple of patrolmen. ‘Hell of a suite he had, about the size of Yankee Stadium. Looked like the Pope decorated it. As crime scenes go, not too shabby – especially compared to Latrine Alley, where at that moment most of the graveyard shift was on its hands and knees, looking for shell casings with a flashlight.’ Brass took a swig from his beer. Ottman cleared his throat, but Brass got there first: ‘So we take a right at the grand piano and there’s the victim, in the split-level living room.’ ‘Dead,’ Nick added, in case Ottman was as slow as he thought he was. Paul Guilfoyle as Captain James Brass, a Las Vegas Police Department homicide detective who does things by the book ‘Fatally so,’ Brass resumed. ‘Frank â€Å"Bozo† Bozigian, heir to the automotive floor mat fortune. Big guy. Always rents this same suite, every weekend. He was lying face down on the carpet with his head busted open against this gold-plated coffee table the size of my house. ‘The table was interesting. There were five lines of coke laid out on it, and a stack of $20 bills that would keep a stripper in business for five years. And most importantly, a chunk of meat with hair in it – from where this individual’s head came in contact with the corner.’ ‘An accident,’ Ottman interjected. ‘Yeah, except for one thing: Bozigian’s knuckles are all busted up. There’s blood under his fingernails. Maybe it’s relevant, maybe it’s not, but this guy was in a fight some time around when he died.’ ‘Sounds circumstantial,’ Ottman said. Brass ignored him and carried on, determined to get to the exciting part: ‘So I look around while I’m waiting for these two CSIs to show up, and I can’t figure it out. Looks like Bozigian just fell down and busted his head, right? Death by misadventure. Except he’s only got his drawers on. And when I look around, all I find is a fully packed suitcase in the bedroom. Where’s the clothes he walked in with? Where’s his shoes? ‘Only thing the victim has on is gold chains and a wristwatch, which is one of these Swiss automatics that sets you back 60 grand. Basically, I’m stumped.’ ‘Which doesn’t happen that much,’ Catherine said, and raised her glass to Brass. ‘Here’s to Christmas,’ Brass said, and they all drank. ‘Took us a while to get there,’ Nick said. ‘The other major scene, the gang fight, was a mess. Gil Grissom and the rest of us were working it for hours. When we finally got out of there, me and Catherine showed up at the Mediterranean looking like trash pickers.’ He laughed at the memory. Catherine smiled. It hadn’t been funny at the time. Nick went on: ‘There wasn’t any camera surveillance on that floor, but we got hotel security to secure video from all the elevators. Then we went into the suite. The deceased was a huge guy, twice my size, steroid muscle all over him. Shaved head, tattoo of a pole dancer on his back.’ ‘The tattoo probably scared the maid more than the blood,’ Catherine added. ‘No question about the head injury,’ Nick said. ‘He got it from the table. Scalp is split open with a furrow gouged out of the skin, and on the iron corner of the table there’s a corresponding scrap of tissue with identical hair on it. You could see at a glance this guy hit that table hard enough to kill him. But w e never guess at anything if we can prove it instead. So we take a set of one-to-one pictures of the whole scene. Then we collect the tissue, the hair, the money, the cocaine. Then it’s time to move the body.’ ‘Corpses are always heavy, but this guy weighed a ton,’ Catherine observed. Brass clapped Ottman on the shoulder. ‘It took all three of us to roll him over,’ he said. ‘If you’d been there, Ottman, it would have been easy.’ Nick stepped in to continue the story. ‘The front of him was more interesting, from a forensic perspective. He’d been bleeding, and it had pooled under him and glued him to the carpet, which is one reason he was so hard to move. His hands were clenched into fists. We found some blonde hair caught under a chain on his wrist. Several skin tags. They got pulled out hard.’ ‘He wasn’t blonde, needless to say,’ Catherine added. ‘So we bagged it. There was blood, maybe even tissue, under his fingernails, so we went to bag his hands, too, and that’s when we start realising the watch is a factor after all. I remember the make. It was a gold Vacherin Constantin automatic, and like Brass says, it was worth five figures. ‘But it didn’t fit his wrist. Had a dive-style bracelet on it – you fit those exactly to size on a watch like that, by adding or subtracting links with tiny screws. It was way too tight. So we opened the clasp and found blood on the underside of the bracelet. No lividity where it squeezed the skin, so as far as we can tell, the watch was put on after death. And get this – a patent fingerprint on the crystal. I mean you could see it in ordinary light, it was that clear, and printed in blood.’ Ottman cleared his throat, and Brass suddenly understood why they called him ‘The Otter’. When he swallowed, he looked like an otter eating clams. I t was perfect. William Petersen as Dr Gilbert ‘Gil’ Grissom, Catherine’s predecessor as CSI senior supervisor ‘If there was blood on the watch, did it correspond with the corpse?’ asked Ottman. ‘Did his hand fall under his head, or maybe his knuckles bled on it?’ ‘No,’ Catherine said. ‘But good question. His hands were down at his sides, palms downward, and the blood was all up under his head. His knuckles had stopped bleeding some time before death.’ ‘So the blood either came from the earlier fight, or it came from somebody else putting the watch on him after the guy was dead.’ Ottman nodded as he figured it out. Brass added: ‘That’s not all, though. It was on his right wrist, which makes sense if he’s a southpaw, but it wasn’t a left-handed watch.’ ‘So we looked around,’ Nick said, ‘collected whatever we could, and then I accompanied the body to the morgue. Bra ss and Catherine went to LVPD to file the preliminary report.’ ‘That was it until we had some more information,’ Brass said. ‘So back at Crime Central, I did a little research. Bozigian wasn’t unknown to the authorities.’ Brass paused. ‘Bozigian was from Glendale, California, but spent most of his time in Vegas, always at the best hotels. Looking at his rap sheet, he was one of these playboy types with a fat trust fund that didn’t go as far as he wanted it, so he was always looking for more money. But he was too lazy to actually earn it, so he went for the quick scores: private bookmaking, junk real estate, money laundering through clubs. Most of all, gambling. ‘He loved the cards, so even if he made any money, he lost it just as fast. Got into some wild bets. People got hurt. But he never did a day’s time.’ Nick counted off a few details on his fingers: ‘The assistant coroner determined Bozigian’s time of death to be an estimate of one to three hours prior to the maid finding his body. So I checked out the hotel’s elevator security footage, looking for any visitors to that floor during this time frame. ‘Sure enough, a guy gets in the elevator alone. He’s suspicious because he’s got a towel to his face. Can’t get a good look at him. He rode up from the parking garage, exits Bozigian’s floor. Five minutes later, he gets in the same elevator car and rides back down.’ ‘By now,’ Catherine interjected, ‘Grissom is working another scene, which is a jewellery-store robbery. Apparently this guy drove his monkey-brown Toyota truck straight through the front window of a store on the Strip, jumped out, grabbed what he could, and drove off. Not a real criminal mastermind. They have his plates and everything. Name is Henry Carson. There’s an APB out on the truck.’ Catherine said: ‘Brass and I have ten minutes free, so we decide to go crazy and get a cup of coffee at the place next door. Halfway across the police department parking lot, we see the truck. Same plates, same colour, the front all smashed in. ‘Out gets this little tiny man, smaller than me. And it looked like somebody ran him over with a train. Face pummelled. Blood all over his shirt. He sees Brass, walks up to him, and says, â€Å"I’m turning myself in. I killed a man named Frank Bozigian.† ‘ But how could one of these little people murder a 300lb man mountain with just their bare hands?

The Anatomical Structure Of Different Organelles - 1442 Words

Analyze the anatomical structure of ten different organelles in the cell and their respective functions. The cell’s nonmembranous organelles include the cytoskeleton, microvilli, centrioles, cilia, ribosomes, and proteasomes. Membranous organelles include the endoplasmic reticulum, the Golgi apparatus, lysosomes, peroxisomes, and mitochondria. Organelle Location and function Cytoskeleton Serves as the cell s skeleton. It is an interior protein system that gives the cytoplasm quality and adaptability. The cytoskeleton of all cells is made of microfilaments, halfway fibers, and microtubules. Muscle cells contain these cytoskeletal parts in addition to thick fibers. The fibers and microtubules of the cytoskeleton frame a dynamic system whose ceaseless rearrangement influences cell shape and capacity. Microvilli Numerous cells have little, finger-formed projections of the plasma film on their uncovered surfaces. These projections, called microvilli (solitary, microvillus), significantly increment the surface territory of the phone presented to the extracellular environment. Likewise, they cover the surfaces of cells that are effectively engrossing materials from the extracellular liquid, for example, the cells coating the stomach related tract. Microvilli have broad associations with the cytoskeleton. A center of small scale fibers hardens each microvillus and grapples it to the cytoskeleton at the terminal web. 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The United Kingdom Food Supplements Industry Free Essay Example, 2000 words

In the UK, Vitamins and Food nutrients suppliers have used a wide range of market channels to ensure that their products reach the consumer. While any approach may be suitable for targeting the consumers, it is clear each approach has its own ups and downs as far as the volume of sales is concerned. One popular approach that manufacturers have used is stocking their products in drug stores and chemists. Currently, a majority of organizations have used this approach due to take advantage of the public conception of supplements as medicinal products. Since these vitamins and supplements are packaged as pills, they are easy to sell to customers who have nutritional deficiencies (Virtsonis and Sally 559). While this approach has gained popularity, it gives the impression that supplements are pills that should be taken during illness. Therefore, manufacturers have opted to shift their stock to supermarkets to ensure that customers can access these products outside the market and use them regularly. Direct selling of nutritional additives is gaining momentum in the current market conditions due to changes in consumer attitudes. Direct selling provides manufacturers with the opportunity to market their products with the consumers and to provide valuable information that is important in pursuing buyers. We will write a custom essay sample on The United Kingdom Food Supplements Industry or any topic specifically for you Only $17.96 $11.86/pageorder now At a time when consumers require transparent information about products, direct contact between manufacturers and consumers is crucial. For the last five years, manufacturers are using this approach to support their marketing strategies and to understand customer behavior. Therefore, the approach is allowing producers to gain trust from the customers by providing them with reliable products that suit the demand (Virtsonis and Sally 556). However, opening direct sale stores is an expensive investment for organizations. Resultantly, organizations that use this channel are unable to produce favorable prices as compared to those who make indirect sales.

Morality An Essential Key Component For One s A Good Life

Morality has been instilled in us since birth. These moral â€Å"laws† assist us to make â€Å"good† decisions and become a productive member of society. It’s an essential key component for one to live a good life. Through this understanding and instilment of a moral foundations, one can live a good life. A good life that includes making the right choices in any given situation that follows our moral grounds. Our moral grounds include assisting others when asked, sacrificing one’s own time for others, and much more. Morals help us understand how to go about making â€Å"good decisions.† For example, a situation where a person dropped their wallet by accident, and another person notices the wallet and picks it up. Now, the question is what decision shall†¦show more content†¦We are born in a world where our morals are constantly tested depicted in the first situation of the dropped wallet and with moral foundation we can make the right choic es. 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Business Recruitment Selection Policies

Question: Discuss about the Report for Business Recruitment Selection Policies. Answer: Part 1: Recruitment Selection and Induction Policies Strategic and Operational Plans to Identify Relevant Policies and Objectives: It is highly important to integrate the Human Resource strategy of the organization with the objectives and immediate goals of the organization. It is important for the HR manager to conduct daily or at least regular meetings, with the General Managers of the organization, in order to be able to comprehend the requirements of the organization. The HR must be well aware of the human resource requirements of the organization, so that he can set up interviews or tests, for recruiting new candidates in newly formed designations. Again, in case the organization is looking forward to achieve a set of immediate goals, highly important for organizational success, the HR s required to introduce the reward policies, whereby the employees will be rewarded in with financial incentives, for outstanding contribution towards the accomplishment of the goals. Again, the organization wishing to expand itself globally will require imparting communication and soft skill training to the employees. Hence, the HR will be required to select the most suitable candidates, and arrange for necessary training programs befitting the purpose (Townley 2014). Development of Recruitment, Selection and Induction Policies: The process of selection, induction and recruitment of candidates should follow predetermined policies and procedures to ensure transparent and non-discriminatory method of absorption. There should be strict policies that will ensure that each candidate will be recruited on the basis of his merit, skill and qualification and not on the grounds of personal recommendations. Once the vacancy arises, the organization should advertise openly regarding the vacant position, and the qualifications or expertise required to apply for the same, so that each candidate can get an equal opportunity to apply for the position. The skills and the knowledge of the employees, should be considered, and there should be strict rules stating that the applicants chosen should necessarily match with the relevant requirements (Cook 2016). Any kind of discrimination or bias traced in the recruitment process should be regarded as a punishable offence. Further, in order to ensure transparency in the process, the organization is required to introduce strict policies for maintaining confidentiality, so that the management authority does not gain access to the information regarding the identity of the applicants, in the pre-interview period. Technological Options to Improve Efficiency in the Recruitment Procedure: With the advent of science and technological innovation, the recruitment procedure can be carried out in an effective way. The employment of the E-Human resource system can help the organization execute its HR duties in a highly effective, systematic and organized way. Oracle or Ascentis consist of various HR specialized modules, that can be helpful in the recruitment procedure. Nowadays, internet can be exploited for conducting online tests ad online interview sessions, necessary for verifying the skills of the job-seekers. The use of online job boards is also highly beneficial in selecting the right and the deserving employee. The organization can also advertise its vacancy via job searching sites, and the talent management system, can help the organization electronically post jobs online, review and verify the credentials of the applicants, and selects the applicants online (Flamholtz 2014). Support for Policies and Procedures from senior managers: The co-operation and the assistance of the senior managers are equally important for the implementation of the plans and policies discussed above. Hence, the HR managers will require to organize regular meetings with the senior managers to understand the immediate goals and the objectives of the organization. Accordingly, the vacancies will be announced and advertised in the newspapers. The HR managers will be required to collect relevant information from the senior managers about the job roles of the vacant positions, and the skills, professional expertise and experience required for the same. The senior managers will be required to co-ordinate with the HR managers, as it will help them in assessing and forecasting the HR requirements of the organization, conducting the gap analysis, and adopting necessary means to overcome the same. For investment in the E Human Resource system, financial cooperation is required. Trial Forms and Documents Necessary for Supporting these Policies: The HR guidelines which are applicable for the employees working in the organization, as well as those who will be joining the organization, to work in future, will be laid out in the policy manuals of the organization, that will be distributed to each of the employees working in the organization. The HR manuals will be provided to each employee, and here not only the policies will be stated, but the penalties will also be stated, in case of the violation of the policies. An employee handbook will also be handed out to the employees (Greiner 2015). Communication of the Policies: While communicating the HR policies, the HR managers will be required to organize periodical discussion sessions with the employees, to make the employees aware of the significance of the policies and procedures introduced. Besides, constant reminder shall be given to each of the employees, to ensure that the instructions are being properly followed, and hence a short email message will be sent to the employees, stating the important HR policies. Recruitment and Selection of Staffs: Future Human Resource Needs: For carrying out the workforce planning, the HR managers will be required to organize meetings with the general managers, to identify and respond to the future HR needs of the organization. The data regarding present gaps, or shortage of workforce should also be collected and analyzed. The managers of the respective departments should be consulted, in order to understand the requirement of staffs; for example, the IT department may have a vacancy in the position of a risk analyst, and hence, the manager of the department should be consulted for that purpose (Armstrong and Taylor 2014). Use of Current Position Descriptors: The good job description is very important for finding the most suitable and deserving candidates for the vacant position. The HR managers will consult the departmental head and at least one senior manager, to understand the job role of the employees to be recruited against the vacant position, Accordingly, the position descriptors will be used by the HR for the advertisement purpose. Provision of Training sessions: The recruiters and the hiring managers must be trained sufficiently, as it is the recruiters who represent the brand of an organization, while recruiting the employees. Online training, onsite training as well as workshops should be organized, meant for developing and improving the soft skills of the recruiters. Besides, interpersonal communication training will be imparted to employees, to help them interact with the applicants in an effective way (Naqvi and Khan 2014). Advertisement of Vacant Positions in Accordance with the Organizations Legal Requirements: While advertising for a vacant position, the organization will necessarily comply with the legal requirements of the organization. For example, the anti-discrimination law clearly states that the advertisement should address to every qualified candidate suitable for the position, irrespective of his class, race or gender. The person specification should be first thought of, then carefully drafted before putting the content for advertisement, and the job description should be purely based on the skills and expertise of the applicants only (Fleck 2014). Utilization of Specialists: The recruitment specialists can also be employed, as they will help the organization choose the most carefully constructed interview questions befitting a particular designation, and will also help in organizing the industry specific screening test. The specialists can also help in interviewing and identifying the most suitable applicant, before sending him to the organization for the final round of interview (Certo 2015). Selection Procedure in Accordance with the Organizations legal Requirements: The organization will tend to follow a strict HR policy for ensuring transparency in the recruitment process. Hence, the hiring managers will be groomed to ensure that they do not select and employee on the basis of personal preference or reject him for personal prejudice. The organization must regularly monitor and review the employment practice followed in the organization (Gatewood 2015). Processes for Advising Applicants of Selection Outcome: The members in the selection panel are required to contact the successful and the unsuccessful applicants. While the successful candidates will be congratulated, and asked to join the job, the unsuccessful candidates will be advised to gain access to the post-selection feedback, in order to assess the areas they need to put more effort. The successful applicant should also be informed about the recruitment outcome, or else he might switch to another organization (Schippmann 2013). Prompt Execution of Job Offers and Contracts : The applicant on having successfully satisfied the entrance requirements should be sent a letter of offer. The HR must also need to check and verify the character certificate of the employee, and check if there is any kind of criminal activity he has been involved in, in which case he will be rejected. After this, the selected candidates will be issued an appointment letter stating the salary package and other benefits, ad rules and policies of the organization (Stredwick 2013). Part 3: Management of Staff Induction: Access to Training for Employees engaged in Staff Induction: The employees selected, should be trained about the nature of their job roles, and how the same can contribute the organizational success. The skills learnt by them should be continually evaluated and monitored by the higher authority. They should feel a sense of belonging, and hence their soft and communication skills should also be groomed. Checking of Induction processes: The induction training process should be regularly monitored. An induction training plan should be issued and handed over to the existent employees, and the HR manager should try to collect the feedback of the employees enrolled for training, regarding the effectiveness of the programs. A feedback form can be utilized for this purpose (Wilton 2016). Management of Probationary Employees The work, functions and activities of the probationary employees should be regularly checked. The managers or the leaders these employees are working under should be regularly consulted, for understanding the extent to which they have been capable of performing their job roles (Cao 2013). Feedback from Managers The managers should be called forth, to assess ad understand the skills and unique personal potential of the employees working in the probationary period. The employees themselves can also be interrogated, as to how far they have been able to improve their productivity through the training programs. The employees should also be asked if they are able to form rapport and friendly relation with the respective managers and leaders or not. Refinements to Induction Policies A good induction process is desirable for the organization, as it helps in staff retention. The employees working under the probationary period must be made aware of the goals, mission and vision of the organization, and hence at least two days should be spent training them not about their job roles, but how they can contribute to organizational success. Taking the employees on an office tour, so as to acquaint him with the old employees, or help him locate cafeteria or the washroom of the organization is also needed (Rao 2014). Reference List: Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Cao, N., Liang, H., Huang, J., Wang, J., Chen, Y., Chen, Z. and Yang, H.T., 2013. Highly efficient induction and long-term maintenance of multipotent cardiovascular progenitors from human pluripotent stem cells under defined conditions.Cell research,23(9), pp.1119-1132. Certo, S., 2015.Supervision: Concepts and skill-building. McGraw-Hill Higher Education. Cook, M., 2016.Personnel Selection: Adding Value Through People-A Changing Picture. John Wiley Sons. Flamholtz, E.G., 2012.Human resource accounting: Advances in concepts, methods and applications. Springer Science Business Media. Fleck, N., Michel, G. and Zeitoun, V., 2014. Brand personification through the use of spokespeople: An exploratory study of ordinary employees, CEOs, and celebrities featured in advertising.Psychology Marketing,31(1), pp.84-92. Gatewood, R., Feild, H.S. and Barrick, M., 2015.Human resource selection. Nelson Education. Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with ORSEE.Journal of the Economic Science Association,1(1), pp.114-125. Naqvi, S.M.H. and Khan, M.A., 2013. Employees training and organizational performance: Mediation by employees performance. Rao, T.V., 2014.HRD audit: Evaluating the human resource function for business improvement. SAGE Publications India. Schippmann, J.S., 2013.Strategic job modeling: Working at the core of integrated human resources. Psychology Press. Stredwick, J., 2013.An introduction to human resource management. Routledge. Townley, B., 2014. Selection and appraisal: reconstituting.New Perspectives on Human Resource Management (Routledge Revivals), p.92. Wilton, N., 2016.An introduction to human resource management. Sage.

What the CEO Wants you to know summary Essay Example

What the CEO Wants you to know summary Essay Synchronized organization- expands the capacity of the whole group 2. Lack of keeps businesses small and non potential 3. Join together to create mechanism that brings together Social Operating Mechanisms. (critical to an edge in execution) a. Creating a strategy to have lower prices Wall Marts Regional Managers observed prices, merchandise, and the over all ambiance of the stores. B. Fundamentals- Remember consumer through completive analysis, see the needs of the consumers and what they expect. . Information constantly being exchanged adjusted as necessary. 5. Information exchanged and integrated, decisions are made, and every participant is getting a complete picture of the business a. I. L . Frequency and Rhythm of the information exchange keeps all SIMI (Quick Marketing Intelligence ) participants, no matter where they are in the hierarchy or the globe up to date on whats happening with customers, competitors, and technology worldwide. That way they can better b. We will write a custom essay sample on What the CEO Wants you to know summary specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on What the CEO Wants you to know summary specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on What the CEO Wants you to know summary specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Information from the competitors is less than one week old. B. I. Gathered directly from customers and rent line employees 6. At the same time, the accountability is built in. A. Slackers are noticed at this phase 7. Do work from a Business side: a. I. L . Set Priorities a. I. 2. Design Social Operating Mechanisms a. I. 3. Information exchange a. I. 4. Coordinate functions and maintain one accord 8. Benefits: a. Awareness of global trends b. Make valuable tradeoffs and ideas for good decisions. When sharing people come to a common conclusion from the conflicts that are brought to the surface Presentation: In making groups decisive Global challenges play a major role in any multi national heir organizations operations such as Cultural, Language, and Value factors. Culturally, for instance China is a communist country so many advertisements are not fit for their culture. Many times movies, magazines, or websites are filtered and edited thru the Chinese government. With Language, Corpor ations have to keep a consistent message so that it is easily transferable to any language. For Value in certain places the value for one product is not the same price as it is in another. The apple I phone is 200 dollars in the US and its 475 in China, similarly desire beer is 3 dollars in the states and up to 9 dollars internationally Global Advantages Some global advantages are: Resource allocation, Awareness of Global issues and developing trends Coca cola allocated a cafe © product in Europe that was not as successful in the States, although it is one of their signature products internationally. For awareness of Global issues a corporation might re-adjust and look at margins if they know that a particular market is in a economic downturn. Developing trends are at an advantage to corporations that are global because they notice trends in different markets and can predict future trends.