Research Article Essay

Summarizing a Research Article Research articles use a standard format to clearly communicate information about an experiment. A research article usually has seven major sections: Title, Abstract, Introduction, Method, Results, Discussion, and References. Sometimes there are minor variations, such as a combined ‘Results’ and ‘Discussion’ section, or an overall General Discussion section in which multiple experiments are presented in one article. Reading the Article Allow enough time. Allot at least half the time that you spend on this assignment to reading and understanding the article. Before you can write about the research, you have to understand it. This takes more time than most students realize. Does the author’s study make sense to you in lay terms (could you explain the study to your roommate)? When you can clearly explain the study in your own words, then you are ready to write about it. Here’s how to proceed. Scan the article first. If you try to read a new article from start to finish, you’ll get bogged down in detail. Instead, use your knowledge of APA format to find the main points. Briefly look at each section to identify: †¢ the research question and reason for the study (stated in the Introduction) the hypothesis or hypotheses tested (Introduction) how the hypothesis was tested (Method) the findings (Results, including tables and figures) how the findings were interpreted (Discussion) Underline key sentences or write the key point (e. g. , hypothesis, design) of each paragraph in the margin. Although the abstract can help you to identify the main points, you cannot rely on it exclusively, because it contains highly condensed information. Read for depth, read interactively. After you have highlighted the main points, read each section several times. As you read, ask yourself these questions: †¢ How does the design of the study address the question posed? What are the controls for each experiment? How convincing are the results? Are any of the results surprising? What does this study contribute toward answering the original question? What aspects of the original question remain unanswered? Plagiarism. Plagiarism is always a risk when summarizing someone else’s work. To avoid it: †¢ Take notes in your own words. Avoid writing complete sentences when note-taking. Summarize points in your own words. If you find yourself sticking closely to the original language and making only minor changes to the wording, then you probably don’t understand the study. Writing the Summary Like an abstract in a published research article, the purpose of an article summary is to give the reader a brief, structured overview of the study. To write a good summary, identify what information is important and condense that information for your reader. The better you understand a subject, the easier it is to explain it thoroughly and briefly. Write a first draft. Use the same order as in the article itself. The number of suggested sentences given in parentheses below is only a rough guideline for the relative length of each section. Adjust the length accordingly depending on the content of your particular article. †¢ State the research question and explain why it is interesting (1 sentence). †¢ State the hypothesis/hypotheses tested (1 sentence). †¢ Briefly describe the methods (design, participants, materials, procedure, what was manipulated [independent variables], what was measured [dependent variables], how data were analyzed (13 sentences). Describe the results. What differences were significant? (1-3 sentences). †¢ Explain the key implications of the results. Avoid overstating the importance of the findings (1 sentence). †¢ The results, and the interpretation of the results, should relate directly to the hypothesis. For the first draft, focus on content, not length (it will probably be too long). Condense later as needed. Try writing about the hypotheses, methods and results first, then about the introduction and discussion last. If you have trouble on one section, leave it for a while and try another. Edit for completeness and accuracy. Add information for completeness where necessary. More commonly, if you understand the article, you will need to cut redundant or less important information. Stay focused on the research question, be concise, and avoid generalities. The Methods summary is often the most difficult part to edit. See the questions under ‘Reading interactively’ to help you decide what is important to include. Edit for style. Write to an intelligent, interested, naive, and slightly lazy audience (e. g. yourself, your classmates). Expect your readers to be interested, but don’t make them struggle to understand you. Include all the important details; don’t assume that they are already understood. †¢ Eliminate wordiness, including most adverbs (â€Å"very†, â€Å"clearly†). â€Å"The results clearly showed that there was no difference between the groups† can be shortened to â€Å"There was no significant difference betw een the groups†. †¢ Use specific, concrete language. Use precise language and cite specific examples to support assertions. Avoid vague references (e. g. â€Å"this illustrates† should be â€Å"this result illustrates†). †¢ Use scientifically accurate language. For example, you cannot â€Å"prove† hypotheses (especially with just one study). You â€Å"support† or â€Å"fail to find support for† them. †¢ Rely primarily on paraphrasing, not direct quotes. Direct quotes are seldom used in scientific writing. Instead, paraphrase what you have read. To give due credit for information that you paraphrase, cite the author’s last name and the year of the study. †¢ Re-read what you have written.

Larsen & Toubro Recruitment and Retention Policies

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

Summary Guide of Crime and Punishment

Lesson 1: 1. Raskolnikov lives under the roof directly above his landlady in a small, tight garret surrounded by dusty yellow wallpaper and with nothing but a â€Å"clumsy† couch, an unlevel table with three unpainted chairs, and a few books covered in dust from abandonment. The area where he resides in could be described as the lower end of the socio-economic spectrum. The inhabitants include drunkards, prostitutes, and tradesman. 2. Environmental factors such as these breed a despondent outlook on life and a reticent behavior that only sink one’s mind. 3.Raskolnikov possesses two opposing sides of his personality; the compassionate and the selfish. His compassionate side led him to leave money for Marmeladov’s family and lead him to care about the young drunk woman that he tried to save from a rapist. However, his more selfish side caused him to reprimand himself for â€Å"wasting† money on the Marmeladovs and on the drunken stranger. Both aspects of himself create an inner struggle that will most likely continue throughout the story. 4. Marmeladov can be described as in his early fifties, average height, solid build and sparsely balding. Similar article: On Compassion AnalysisHis wife Katherine Ivanovna possesses a delicate, proportionate, slim, tall body at the age of thirty, she still retains brown color in her hair, and her cheeks have red stains from the disease she has. From her previous marriage she gave birth to three children a little boy and two girls. Her oldest child has the age of nine and appears tall and thin. The little boy, the middle child, has just the description of a year older than the youngest child who is six. Marmeladov‘s only child Sonia has the description of in her teenage years.5.I believe others should take pity on Marmeladov instead of despising him because he has shown regret and condemns himself. His character proved weak when he could not keep himself from his drinking problem. He feels remorse from taking his family’s only money to spend it on himself for a selfish reason but his action in returning home to face reproach from his wife gives a feeling of pity.6. Although I understand Katerina Ivanovna’s anxiety I do not sympathize with her. I do not think I would react the way she has. My reaction would focus on finding a job or another means of income. Her actions benefit no one and for that I cannot sympathize.7. Yes, Katerina’s background makes her present situation much more tragic because she had never experienced such hardships before. If she had grown in a humble environment she would have felt a lesser loss and she would have accepted her life a lot more easily.8. In Dostoyevsky’s novel the pawnbroker falls under unsympathetic terms.9. Raskolnikov appears as physically attractive with his dark eyes, blond hair, above average height and well built body though with the exception of his garb.10.Raskolnikov and the pawnbroker have ironic descriptions because the two contradict each other; the pawnbroker has richness while Raskolnikov needs money. Even their descriptions oppose each other one being young and attractive and th e other aged though both dress similarly.11. The character’s actions determine whether they become likeable or not.12. From her actions Sonia can be described as likeable because she sacrificed her virginity for persons she was not related to by blood. Moreover, she continues to give them money aside from leaving her home to keep them safe. Her altruism shows only her benevolent character.13. Mr.Luzhin appears to be likeable from his visits to Dounia. And based on the mother’s letter he seems a sensible man by the way he has handled the situation. His accepting of the possibility in giving Raskolnikov a job and helping Duonia and her mother with their luggage shipping. But nevertheless not enough events have occurred to categorize Mr. Luzhin definitely. 14. Raskolnikov opposes Dounia’s proposed marriage because he believes his sister will marry to save him from his economical situation. 15. Raskolnikov loves his family so much that he will not allow his sister t o marry a man in order to improve his living conditions.He, instead, would continue living the way he has to protect his sister. And his writing to his mother also serves to prove his affection. 16. He juxtaposes his sister’s marriage to Sonia’s prostitution because in return for themselves they receive monetary support. 17. I believe the comparison accurate but other even if one will live respectfully and the other will face derision. 18. Marfa Petrovna, in response to Dounia’s rejection letter to her husband Svidrigailov, proceeds to clear Duonia’s name of all infamy as well as personally apologizing. 9. Raskolnikov occupied himself as a law student and a tutor. 20. Because Raskolnikov found no means to support himself he discontinued his studies. 21. The most outstanding character trait is weakness. Raskolnikov does not posse the ability to fight any and every obstacle in order to carry on. 22. After having drank some vodka at a pub Raskolnikov walks t o Petrovsky Island where he begins to feel the effects of the liquor and so he travels a little further to bushes and goes into a stupor. During his stupor Raskolnikov dreams of his childhood.In the dream he pictured his father and himself walking from a cemetery where his grandmother and younger brother rested just outside of their town near an old tavern. While passing by the old tavern a ruckus called Raskolnikov’s attention the commotion was due to a group of drunkards who coming out of the tavern proceeded to climb onto a wagon attached to an old mare to pull. The man named Mikolka wanted to prove to everyone that his mare could pull them and he began to whip the mare for encouragement but when it became clear that the horse could not he inconsiderately beat the animal all the more harshly.Two other men took up the beat as well. At the sight of everything young Raskolnikov attempts to do something for the mare by running to it and it the action receives a blow to his fac e but does not give in not even when a woman tries to lead him away. Meanwhile the owner Mikolka takes out a shaft and strikes four times unable to kill the miserable animal until he finally brings out a crowbar to finish the animals suffering with two more blows. Raskolnikov feels for the defenseless animal so much that he kisses its bloody face and then turns to attack the man that dealt it so much pain but just before he can his father carries him away. 3. The dream symbolizes the act that Raskolnikov has had in mind to commit murder. It foreshadows both the murder and his reaction after he commits the crime. The vivid description of the horrible beating of the mare implies the same fate of the pawnbroker. And the way he acted as a child illustrates the unimaginable grief he will both feel and have to deal with after the act. 24. Raskolnikov overhears Lizaveta and the peddler’s wife talking about their plans for the following day where they will be away at seven leaving th e pawnbroker alone at home.Lesson 2 1. Coincidence plays the role of justification to Raskolnikov’s murders. He believes that because so many coincidences come about that fate wants him to murder the pawnbroker; he sees fate as a motivator. 2. The first ironic remarks in chapter six are said by the student Raskolnikov overhears talking to the police officer. He speaks of a better world without the pawnbroker by reasoning that she does more harm than good and yet what he suggests (to have someone kill her) completely contradicts to a â€Å"better world. As he continues his conversation with the officer he states, â€Å"I am for justice,† however, no fairness exists when he decides from his own judgment that someone should kill the pawnbroker. Within this same conversation the officer, who holds the job to protect the people, agrees with the student when he says the pawnbroker should die. And towards the end of chapter six Raskolnikov expresses his strong conviction in his acts when he says, â€Å"if judgment fails, the devil takes a hand. Dostoyevsky inputs situational irony having his character believe that he still possesses common sense in committing a murder meanwhile the reader of a lucid mind knows otherwise. In the first chapter of the second part Nastasia refers to the torn, blood-stained rags Raskolnikov holds as â€Å"treasures† when she find him sleeping while holding them, little does Nastasia know that the rags hold a heavy burden. 3. From the very moment Raskolnikov began to think of his crime he said he would take great care and use logic throughout his actions but as he commits the crime he finds himself losing his mind.He misses large details like assuming he would take the ax without any problems and leaving the door open. Not only that but Raskolnikov believed that he was predestined to kill Aliona with good reason but to the contrary he had to plan things (the pledge, the needle, the sling, etc. ) and in the end he kil led Lizaveta without any justification. 4. Raskolnikov acts irrational. 5. Raskolnikov loses his ability to conform to time’s movement after the murders of the two women. 6. If one feels guilty sleep provides an outlet. During sleep the body uses the time to recover and to repair itself.Dreams manifest themselves when the mind becomes afflicted so that one can find a way mend the situation. 7. Guilt has the effect of causing irritability, feelings of remorse, depression, anxiety, dejection, and lack of peace. 8. Most people need to unload themselves from their guilt whether by confession, retribution, or punishment. 9. Raskolnikov demonstrates his need for confession and punishment. After he went back into the anteroom while Koch and the heavier man stood outside the door trying to enter Raskolnikov had thoughts to yell from behind the door so that the men would come in and find him.And while at the police station Raskolnikov remains in his seat after he resolved the I. O. U. issue to admit the crime he committed the day before to Nikodim Fomich the police chief. 10. He takes them and at first places them in the wall of his living quarters behind wallpaper but later decides against it and takes his spoils to a courtyard near Voznesensky Prospect to hide under a large stone. 11. Raskolnikov murdered the old pawnbroker with wishes to do well to others and dedicate the money from the crime to the less fortunate.He did want to rob the woman but for a better cause. 12. Raskolnikov suffers as a result of his action because his mind clutters with insecurity and inability to deal with his crime. Dissimilar to the way he had predicted the outcome Raskolnikov cannot live with the guilt of taking two lives and his subconscious begins to haunt him. 13. Guilt can be both constructive and destructive. Guilt can serve as a motive for someone to help others as a way of dealing with the remorse but it can also eat away at a person and in the long term damage a person ps ychologically. 14.Guilt can be healthy when it teaches right from wrong but it escalates to unhealthy once it begins to harm in such a way that the feelings become uncontrollable. 15. Raskolnikov cannot regain control of his thoughts and his behavior at Razumihin’s apartment shows his self-punishment by refusing work and company to alleviate his situation. 16. Raskolnikov goes to Razumihin’s apartment because he had settled on going after he committed the murders and also in search of work. Lesson 3 1. Raskolnikov’s foil Razumihin possesses characteristics like optimism and determination which Raskolnikov lacks when he falls to hard economic pressure.But even though not perfect compared to Luzhin the snobbish proposed brother-in-law Raskolnikov seems a better person the murder put aside. 2. Raskolnikov only shows interest in the murder case of the pawnbroker and her sister. 3. If Raskolnikov had the opportunity to narrate the story then the majority of the story would lack certainty. Though the first person point of view does include further sensory for the reader the storyline would lose an unbiased view of all the other characters. 4. Razumihin’s character possesses qualities such as selfless, friendly, kind, and above all cheerful. 5.Razumihin shows his amity and concern for Raskolnikov by searching for his friend after a fight, by taking care of Raskolnikov when he took ill, by buying his friend new clothes when he needed them, by talking to the landlady about the money due, and by trying to enliven his friend after his illness. 6. Raskolnikov’s delirious ravings reveal his deep repentance and constant suffering for his crime. 7. Razumihin believes that Nikolay did not commit the murders because he thinks the murderer while trying to escape dropped the box of earring inside the room Nikolay and Dmitry painted during the time they left. . Razumihin’s thought process shows his ability to piece information together an d proves he does not follow the crowd. 9. Luzhin acts rather pretentious and displays excessive self-importance. 10. Raskolnikov detests Luzhin from the moment he speaks and treats him briskly so as to make him leave. 11. Dostoevsky portrays Raskolnikov with more sympathy as opposed to Luzhin. 12. Dostoevsky seems to value sincere, sympathetic and benevolent persons. 13. From his book Dostoevsky describes conceited and condescending characters in unflattering lighting. 14.While at the bar with Zametov Raskolnikov fights an inner battle between confessing to his crime and not letting anyone know. He hints at the crime after Zametov sat at his table because the part of himself that wants to tell the truth cannot keep from suffering until then. However, at the conclusion of their conversation Raskolnikov has played with Zametov’s thoughts that he throws away all possibility of accusing Raskolnikov as the murder. 15. Raskolnikov provokes the murder conversation as soon as Zametov approaches him. 16. Based upon his behavior at the bar, Raskolnikov acts like a coward.Often times through his discussion he leads up to a point but never clearly states his thoughts, he tends to play around the topic leading Zametov to a conclusion but in the end changing his goal. He is too afraid to directly confess and instead tries to allow other s to see the reality but at the last moment chooses to run away from the issue. He also likes to seclude him to reflect. He sequesters himself to think out his plans, judgments, and uncertainty. 17. Raskolnikov following the tavern incident with Zametov goes to the pawnbroker’s old apartment. 8. An example of situational irony becomes evident when the doctor comes to aid the injured Marmeladov and instead of helping speeds up his death by having him bled out. And an example of verbal irony presents itself when Raskolnikov hints at murdering the two women to Zometov in order to free himself of all suspicion. Lesson 4: 1. The way Katerina Ivanovna reacts to her husband’s death enlightens her persona; she cares deeply for him or at the very least holds a caring heart when she does not refuse him in her home.Although she alleged she was glad he died her actions betray her because she forces everyone to leave her husband alone so that his death may be respected. Moreover Katerina sends Polia to search for Sonia so that her husband can see her one last time. She cares about her husband but also cannot forget that he has hurt her and her family. 2. Luzhin’s letter reveals his spiteful character. I think he lied and sent his lackey because of the way Raskolnikov treated him. He not only tries to force the family to break from each other but also allows himself an easy escape from the proposal.Also, his report on the scene at Marmeladov’s home seems purposely dishonest probably with the intention of hurting Raskolnikov character in his mother and sister’s eyes. 3. Marmeladov’s at tempted suicide incites feelings inside Raskolnikov that lead him to help the man and his family. Helping the family causes Raskolnikov to feel like he has a purpose and also allows him to amend for his crime. I believe that when Raskolnikov gave Katerina the kopecks for the funeral in his mind he recalled the purpose of killing the pawnbroker. 4. Due to her lifestyle Sonia dresses in an irregular manner.When she appeared at Marmeladov’s home she wore a long gaudy silk dress with a train alongside her bright colored shoes and her ridiculous parasol in addition to her straw hat with a red feather. She has blonde hair and blue eyes and her thin, pale physique describe her as very pretty despite her garb. 5. Dounia and her brother posses like character qualities; they are very proud, intelligent, and headstrong. Lesson 5 1. Sonia’s reaction to the polite behavior of Raskolnikov’s family reveals that she does not value herself as a person because of her lifestyle. 2 . The fifty-year-old newcomer to St.Petersburg lives in a room next to Sonia’s; in Madame Gertrude Karlovna Resslich’s. 3. From a strategic point, the playful manner that Raskolnikov and Razumikhin entered Porfiry’s room proves effective because the atmosphere inside the room lightens to Raskolnikov’s favor so that his nerves do not give him away, the scene also serves to distract Porfiry from interrogating Raskolnikov and strengthen the feelings of Razumikhin toward his friend. 4. Because Porfiry acts in a happy, sociable manner but yet his facial expressions and the manner in which he looks at persons shows a clear contradiction. 5.When Porfiry repeated the words â€Å"ordinary† and â€Å"extraordinary† Raskolnikov became aware that Porfiry wanted to challenge his views and investigate whether he thought he qualified as part of the â€Å"extraordinary† persons exempt from law. 6. Raskolnikov’s main points From his article in the Periodical Review are: â€Å"extraordinary† and â€Å"ordinary† persons exist, the â€Å"extraordinary† can take lives for a worthy cause, and the â€Å"masses† will always punish those who commit murder no matter the reason. 7. The fact that Porfiry read and studied Raskolnikov’s article reveals that he not only suspects Raskolnikov but that he also has a clever mind. . No, Porfiry does not question Raskolnikov in a traditional police manner. 9. Yes, Porfiry acted sarcastically in his discussion about Raskolnikov’s theory. 10. Porfiry does not appear as a formidable opponent at first. 11. Porfiry’s friendly disposition can very likely cause a criminal to mistrust him and act all the more fearful. 12. Porfiry’s lighthearted manner gives way when he asks Raskolnikov whether he thinks himself as an â€Å"extraordinary† man who could take the lives of others for enlightenment. 13. I believe Porfiry categorized Raskolnik ov as a suspect. 14.Razumikhin’s reaction to Porfiry’s question about the painters further describes his character as loyal. 15. Porfiry asks Raskolnikov if he believed in Lazarus rising from the dead to test his beliefs. 16. As he walks home Raskolnikov encounters a stranger who calls him a murder. 17. Raskolnikov begins to believe that his actions were not worthy of his theory because he questions his motives and whether he falls under the â€Å"extraordinary† category. 18. The dream about the old woman reveals his fears of being an average person and not the â€Å"extraordinary† man when the old woman laughs at his inability to kill her. 9. Svidrigailov visits Raskolnikov after his dream. 20. Svidrigailov has treated Marfa Petrovna and others with some form of civility. Although he showed no compassion for Fil’ka he did not act completely uncivil. As for Marfa he stayed with her throughout their marriage even after she gave him his freedom. His treatment of Dounia presented itself as disrespectful but his present actions to save her from Luzhin shows that he is sympathetic. 21. Svidrigailov’s dreams (the apparitions) reveal his grieving for his late wife. 22.Raskolnikov and Svidrigailov seem alike in that they both sick. Raskolnikov from his crime suffers delirium, fainting, and mental anguish and likewise Svidrigailov suffers from ghost visits from his wife and his servant. 23. Svidrigailov and Raskolnikov have differing personalities. Svidrigailov seems calmer and can control his feelings and actions while Raskolnikov cannot and loses his temper often. 24. Svidrigailov offers Raskolnikov ten thousand rubles as a compensation for the unpleasantness he out her though and to lessen the impact of having to break off the engagement with Luzhin.As a skeptic Raskolnikov does not trust this offer. 25. Marfa Petrovna showed her respect for Dounia by leaving three thousand rubles in her will. Lesson 6 1. Luzhin acts polite in his meeting with Raskolnikov and his family. 2. Svidrigailov has caused the suicide of the young deaf girl and of the serf Phillip. 3. I do agree with Luzhin when he says that certain insults cause irreparable harm to relationships. Although not always respected I believe that every relationship has a boundary for protection and not crossing. 4. I agree, Sonia before Luzhin if morality measured.Society would not subordinate Luzhin to Sonia because society would view their class status only. The society would think such an idea outrageous. 5. When rejected by Dounia, Luzhin reminds her of the scandals that tarnished her reputation when Marfa Petrovna threw her out of her home. This action of his behalf discloses him as resentful. 6. Because Luzhin refuses to believe that his relationship with Dounia had come to an end, his character appears not only stubborn but obsessive. 7. Razumihkin proposes a publishing business venture to Raskolnikov. 8.Raskolnikov entrusts Razumihkin with h is family before he goes off. 9. Raskolnikov acts rather cruel to Sonia initially during their interview. 10. Sonia’s religious believes add irony to her character because even though a prostitute she lives with virtues and purity in her soul. 11. Raskolnikov commands Sonia to read the story of Lazarus’ rising from the dead. Sonia shares this story with Raskolnikov as if she shared an epiphany. She adds feeling to the story by her form of reading it. 12. Raskolnikov sees himself and Sonia as parallels because they have both â€Å"transgressed† and ended the life of omeone. 13. The reason why Raskolnikov will ultimately confess his crime to Sonia is because she will not judge him as harshly as the others because she has shame in her actions and the way she lives. 14. Svidrigailov listens to Sonia and Raskolnikov’s conversation on the other side of the wall. 15. Svidrigailov’s knowledge of the crime would give him leverage against Raskolnikov and wit h the upper hand he can ultimately extortion Raskolnikov. 16. Porfiry’s engagement in meaningless small talk before talking about the crime appears intentional.This technique raises Raskolnikov’s suspicion. 17. (From Lesson 7)The repetition of the word capital is ironic because the true meaning of capital refers to an object of monetary value while Sonia though a prostitute is a person and not an object. 18. Porfiry suspect Raskolnikov as the murderer but lacks substantial evidence. Raskolnikov does not know the degree Porfiry considers him as the murderer. 19. Porfiry does not arrest Raskolnikov because he lacks palpable evidence and Nikolay’s confession has surprised him.Also, he chooses to wait for Raskolnikov to make a blunder and cause himself to allow his guilt to manifest. 20. Raskolnikov’s emotional state during the interview is anxious and temperamental. He struggles to understand how much Porfiry knows about him and due to his anxiety makes mist akes by having outbursts that only increase Porfiry’s suspicion. 21. Porfiry possesses control over Raskolnikov. He presses Raskolnikov to his anxious state and only by luck does Raskolnikov manage to dodge his confession. 22. Porfiry knows that Raskolnikov visited the crime scene. 23.Because of Nikolay’s sudden burst into the room and confession to the murder Porfiry’s plans for Raskolnikov’s confession do not succeed. 24. The man hiding behind the door at Porfiry’s office presented himself as the same man that called Raskolnikov a murderer on the street the day before. Ironically the man apologizes when Raskolnikov truly committed the crime and he deserved his plight. Lesson 7 1. Luzhin regrets his lack of generosity toward Dounia and her mother because if he had then the two would consider breaking off the engagement with more difficulty. 2.Dostoevsky mocks Lebeziatnikov by describing the disparity between his physique (scrawny, little, etc) and his arrogant character. He also makes Lebeziatnikov look like a mindless follower to any idea that becomes fashionable. 3. Luzhin gave Sonia a ten ruble note to help Katerina Ivanovna. 4. Katerina Ivanovna had the funeral brunch in spite of her financial circumstance because of her pride. She wanted to boast that she lived well-off and not like the rest of them. Katerina did not want anyone to pity her or her circumstance and instead have them think that she rose above them. 5.When Katerina’s landlady helps with the funeral brunch Katerina resents her because she blames her landlady for the miserable guests that appear at the brunch. Also, because Katerina holds her in contempt due to the manner she dressed for the festivities that she expected to center around herself. 6. Some ironic circumstance during the funeral brunch 7. Luzhin attempted to incriminate Sonia for stealing his 100 rubles. He did this because he wanted to appear correct about his judgment on Sonia and caus e Raskolnikov to have a falling out with his family. 8. Raskolnikov figures out Luzhin’s motives. . Lebeziatnikov shows his integrity by going to Sonia’s aid when accused of theft. Not to mention he spoke well of her and did not judge her despite her prostitution. 10. Marmeladov’s brunch is both pathetic and humorous because his family tried to honor him but instead only ruin fell onto them and humorous because Katerina acts comical throughout the brunch. She argues with her landlady and the tenants cause her to fuss all the more. 11. Raskolnikov approaches Sonia by asking her to choose between Luzhin and her stepmother to remain alive as a way to compel her to understand his acts of murder. 2. Raskolnikov goes through two main emotions before confessing to Sonia; he at first becomes excited to tell her and share his guilt to feel better but then becomes frightened and turned pale right before his confession. 13. Raskolnikov saw that Sonia and Lizaveta both had childlike characteristics in their fear. 14. Sonia reacts with sympathy toward Raskolnikov after he confesses. 15. Sonia eagerly holds Raskolnikov’s living situation and needs responsible for his crime in order to make the murders more comprehensible. 6. Raskolnikov’s theory sounds base when he tries to explain it to Sonia. 17. Raskolnikov attributes the crimes to his own vanity. 18. Sonia advises Raskolnikov to confess his crimes and suffer through punishment for redemption. 19. Egbrde 20. Sonia attempts to give Raskolnikov the cross to help him confess and work toward inner peace. 21. Raskolnikov is not ready to receive his â€Å"cross† yet because he still feels like the circumstance situated themselves in his favor because he does not fall in with the â€Å"ordinary† people.Lesson 8: 1. Out on the street Katerina acted out of exasperation. By dressing up the children and forcing them to sing and dance on the streets she tries to find a way of providin g from them without relying on Sonia. Katerina Ivanovna behavior resembled a madwoman but can be justified due to her tragic situation. 2. While on the street many of the spectators followed Katerina, very few gave her money and most laughed at her performance. People from this time would react without neglect.In viewing a homeless seemingly insane woman out on the street with her children begging they might offer her help or money but her actions would not be seen as a joke. In today’s world such circumstances would provoke favorable reaction. 3. Dounia does not judge and goes as far as offering her life to Raskolnikov. Instead of scolding him she tries to justify his actions with the information she now knows about the underlying investigation. 4. Katerina feels she has suffered through so much in her life that she has no need for a priest because she has no sins for the priest to absolve.Her attitude suggests her loss of faith in God. 5. Churches do not have the obligation to help those in their congregation. 6. Katerina does not act too exaggerated to arouse the reader’s sympathy. Her sickness and the inability to conform to her life cause some form of pity if not for her then for her children. 7. Svidrigailov places Katerina’s children in a respectable orphanage and leaves them all money for their bringing up. 8. Svidrigailov reveals to Raskolnikov that he lives next to her apartment and overheard his confession. 9.Raskolnikov thinks Luzhin has sent the letter to Dounia. 10. Because Svidrigailov has overheard Raskolnikov’s confession to Sonia he becomes worried that Svidrigailov will use the information to further his designs for Dounia. 11. Razumihin did once believe Raskolnikov the true murderer of the pawnbroker but now after Nikolay’s confession he thinks Raskolnikov could not have been the murderer. 12. Raskolnikov does not believe that Porfiry suspects Nikolay because of their last encounter. 13. Porfiry comes to s ee Raskolnikov for an explanation and to accuse Raskolnikov of murder. 14.Porfiry reveals his reasons why he began to suspect Raskolnikov as the murder, why he believes Nikolay takes on the burden of another, and why Raskolnikov should confess before his arrest. 15. Nikolay confessed because he believed in accepting suffering. 16. Porfiry openly calls Raskolnikov a murderer. 17. Porfiry proposes to speak to the judge in his favor if Raskolnikov confesses himself. 18. Raskolnikov does not care about lessening the sentence. 19. Porfiry warns Raskolnikov of committing suicide. He asks Raskolnikov to leave a letter disclosing the location of the objects he stole. 20. Svidrigailov wanted to 21.Marfa Petrovna and Svidrigailov orally agreed that: he would never leave her, he would always ask for her permission to travel anywhere, he would never take a permanent mistress, he could choose his maids if he asked her directly, he would not fall in love with someone of their class, and he would tell her openly of his feelings. 22. We find out from Svidrigailov that Dounia was compassionate, chaste, and susceptible by flattery. 23. Svidrigailov has engaged himself to a fifteen year old girl with a family of terrible circumstance. He is very fond of the child-like appearance and has brought money as well as jewelry to his new fiance. 4. Svidrigailov attributes his ability to seduce women with principles to flattery. 25. The new engagement between the fifteen-year-old girl and Svidrigailov would, to say the least, disgust the reader. The new engagement is a surprise but the depravity of the act serves to expose the true character of Svidrigailov. Lesson 9: 1. Svidrigailov traps Dounia by sending her a letter about Raskolnikov’s murders and then by placing her brother’s fate in her hands. Dounia prepared herself by taking the late Marfa Petrovna’s revolver and using it for self-defense.However, after discharging it twice and only grazing Svidrigailov sligh tly she cannot kill the man and instead pleads for her freedom. 2. According to Svidrigailov Raskolnikov suffers because jbhiugbuibi; 3. Svidrigailov offers to take Dounia, her brother, and mother away with him away to help Raskolnikov. 4. Dounia accuses Svidrigailov of poisoning his late wife and this suggestion only emboldens Luzhin’s earlier implications about Marfa Petrovna’s death. 5. Svidrigailov also wants Dounia to love him or at the very least accept him aside from a physical relationship. . Raskolnikov and Svidrigailov both hallucinate because of the persons they harmed, suffer because of their ideology, and act however they please whether for positive or negative. 7. Because Raskolnikov confesses his crime and begins to reject his theory he moves closer to becoming a better person unlike Svidrigailov who lacks remorse. And though they both perform acts of random kindness Svidrigailov more often than not has an underlying reason. Also, Svidrigailov does not i solate himself the way Raskolnikov has done despite their similar ideology. 8. Bgsjbgfvkdeb 9.Bgrde 10. Svidrigailov commits suicide because of Dounia’s rejection, he can no longer be happy pleasing himself because he has found something he desperately wants but cannot have. Because of Dounia’s rejection his â€Å"happy† world crashes and he realizes the mistake in his life has been. 11. When Svidrigailov shoots himself Raskolnikov contemplates confessing himself and going to see his mother. 12. While visiting his mother the two have an intimate moment alone. Pulcheria tries to justify Raskolnikov’s behavior throughout her visit after reading his article â€Å"On Crime. Raskolnikov tries to make amends to his mother for causing her so much grief before he confesses to his crime but even then continues to worry his mother. 13. At the crossroads Rodia kisses the ground in an attempt to publically declare himself as a murderer. 14. Svidrigailov’s sui cide causes Raskolnikov to such a shock that he walks out of the Police Station without admitting to his crime. 15. After hearing about Svidrigailov’s suicide from Ilia Petrovich Sonia’s presence waiting outside prevents Raskolnikov from leaving without confessing to murder. 16.In my opinion, the Epilogue stands as an enlightening piece needed to complete the book. Without the Epilogue the reader would question whether or not Raskolnikov redeemed himself and ask about the situation within the family. 17. Raskolnikov must fulfill a sentence of hard labor in the second degree for eight years. 18. Considering all the testimony in favor of Raskolnikov the sentence was severe enough in my opinion. Even without the insanity plea Raskolnikov’s character did not mean to cause horrible harm, his intentions though not justified can allow for some mitigating effect in his case. 9. Razumihin manages to bring into light the good deeds Raskolnikov did during the trial. He tes tified that Raskolnikov helped a student until his death and even continued to aid the student’s father, placing him in a hospital until his death. The widowed landlady, too, testified that Raskolnikov had gone into a burning building to save two children and received marks from such an event. 20. Dounia and Razumihin ended up married. 21. I do believe Pulcheria knew about her son’s crimes but refused to believe it because the corruption overwhelmed her.Not only from the article but also from the rumors that had been around when they had first came to St. Petersburg were more than enough to show Pulcheria some form of distortion in her son’s character. 22. Rodia acted indifferent inside prison. 23. The rest of the prisoners despised Raskolnikov because of his atheistic believes. 24. Raskolnikov’s attitude for Sonia changed after she became ill and no longer visited him. 25. Pride made Raskolnikov ill in prison. 26. Raskolnikov does not seize believing in his theory because he dreams of a world with similar beliefs that some are chosen to live and others must not.He also believes that he did nothing wrong and does not feel guilty. 27. While ill Raskolnikov dreams of a world-wide plague affecting everyone. The â€Å"chosen† and the â€Å"pure† escape death but those affected suffer from an illness much like egoism, the persons cannot find a way to live with each other and in short term conclude to killing one another. 28. According to Raskolnikov he fails as a successful criminal because he failed to complete his act without being caught. 29. His love, affection, and newly acquired senses of renewal manage to save Raskolnikov and in a way redeem his character.

U.S. Policy regarding the South China Sea (SCS) Essay

U.S. Policy regarding the South China Sea (SCS) - Essay Example The tensions are influencing – being influenced by- rising fears concerning China military power growth as well as its regional intents. China has engaged in an extensive upgrading of its forces of maritime paramilitary and naval aptitudes to impose jurisdiction and Sovereignty rights through force if the need arises. Simultaneously, China is developing capabilities, which would place US forces within the expanse in a conflict risk, and therefore, possibly refuting US Navy access in the west Pacific (Akande). In view of the growing prominence of China-U.S. affiliation as well as the Asia-Pacific expanse more largely, to the worldwide economy, the U.S. has a huge interest in inhibiting any of the numerous disputes within the South China Sea from intensifying militarily. U.S. policy goals include: I. Attainment of global norms and rules in the South China Sea, II. Attainment of regional stability and alliance security in the South China Sea, III. Attainment of economic interests and IV. Attaining a cooperative affiliation with China V. Promote Territorial Risk-reduction Measures Assessment of Current U.S. Policy Goals The U.S. has crucial interests for achieving a diplomatic resolution of disputes in South China Sea with respect to international law. With China’s exception, all South China Sea’s claimants have tried to validate their entitlements grounded on their coastlines as well as the UNCLOS’s provisions. China, on the other hand, depends on a combination of legal claims and historic rights, while remaining purposely indistinct about the implication of the ‘nine-dashed line’ all over the sea, which is drawn upon Chinese maps. The failure of the U.S. to maintain international norms and law could harm United States’ interests elsewhere within the region as well as beyond. Guaranteeing navigation freedom is another critical goal for the US as well as other regional states. As much as China maintains that, it advoc ates navigation freedom; its persistence that foreign forces seek advance authorization to cruise in its EEZ hurls doubt upon its stance. The China’s capabilities development to deny US’ naval entry to its waters in a dispute provides proof of likely Chinese intents to block navigation freedom in particular contingencies (Akande). Regional and alliance security: United States friends and allies around Southern China Sea depend on U.S. to sustain free trade, secure and safe sea communication lines and general stability and tranquility within the region. Non-claimants and claimants to marine waters and land features within the South China Sea take U.S. forces presence as essential to permit decision-formulating free of extortion. If states within the South China Sea lack self-assurance in the U.S. to aid as the major regional security underwriter, they could engage in costly and possibly threatening arms accumulations to reimburse or, otherwise, become more cooperative t o the requests of an influential China. None would be within the United States’ policy goals. Failure to assure friends of U.S. responsibilities within the expanse could also weaken U.S. security assurances in the wider Asia-Pacific area, particularly with South Korea and Japan. Simultaneously, however, the US must elude being enticed into the regional dispute—and perhaps into a clash—by regional states who seek United States’ backing to legalize their claims (Nato). Economic

Learning disability Nurse Essay Example | Topics and Well Written Essays - 750 words

Learning disability Nurse - Essay Example It can also be a lifelong condition (Health Grades Inc, 2009) However, in 19th and 20th centuries, several institutions have been developed to address the health care needs of people with LD and this became the period of moral awakening in the area for better care and treatment for â€Å"special persons†. In 1996, The UK National Health Service Executive formulated a sequence of markers for six (6) medium term priorities, in order to integrate the efforts among service providers, health authorities, general practitioners and regional offices (UK National Health Service Executive, 1996). Within the United Kingdom (Department of Health, 2001), the term â€Å"mental handicap† was changed in the early 1990s; thereby calling it as the â€Å"learning disabilities† and does not embrace specific learning difficulties like dyslexia, dyspraxia, as well as other related learning difficulties. The same term is used within nursing services. The said term is directly analogous to the terms â€Å"intellectual disabilities† or â₠¬Å"mental retardation† that is utilized in the United States of America.   In United Kingdom, community care is widely recognized as superior to that of the institutions (Emerson & Hatton 1994). People’s support to learning disability is very strong and not only viewed as a professional activity for nurses. In fact, practitioners who are working within the UK learning disability services operate amidst a range of agencies such as public; not for profit; and the private institutions. The National Health Service (NHS), together with their nurses and social workers represent the public sector health care team. In particular, the institution was able to operate for several years according to team settings in the community. In the same manner, Community Mental Handicap Teams, in which name was replaced as Community Learning Disability Teams (McGrath & Humphreys 1988),