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Delbert Mann and the development of television Essay

Delbert Mann and the advancement of TV - Essay Example Delbert Mann is one of the individuals who helped molded the underlying foundations of TV, which was at one time a high-temple medium. Despite the fact that conceived in Lawrence, Kansas in 1920, Mann experienced childhood in Nashville, where his dad instructed at Scarritt College (Harwell). He got his first introduction to theater in Hume-Fogg High School and took an interest to a great extent in the creations of the school's show club (Gelman). Mann proceeded to examine political theory in Vanderbilt University, where he met his future spouse. Mann was additionally effectively associated with the Nashville Community Playhouse, where he worked intimately with Fred Coe, the man who was to impact his profession as a TV chief later on. During World War II, Mann was drafted in the U.S. Flying corps and was doled out to missions in Europe. While in Europe, he submerged himself in the theater scene of London and looked as much performance center as possible. His strong promise to seek after coordinating in theater, nonetheless, possibly cemented when a man named Rupert Burns, likewise a pilot in the Air Force, kicked the bucket directly after he talked with Mann about turning into an artist after the war. Mann transferred in the meeting with Gelman that the occurrence persuaded him that life is short and that he should do what he needed to do with it. After the war, Mann sought after a M.F.A. at Yale Drama School. ... It was with these TV treasurys that Mann turned out to be generally distinguished (Gibberman). Mann is likewise the chief who helmed the principal ever local circumstance satire Mary Kay and Johnny (1949), and Marty, the primary TV dramatization ever to get significant press inclusion and the most well known collection of now is the right time (Gibberman). There are many things remarkable about Delbert Mann and his works in TV. These are: 1) that Mann is a lot of one of the defenders of the live TV broadcast; 2) that Mann for the most part drew the material that he utilized for his projects from noteworthy and old style sources and that he is a specialist in bringing out and featuring little close to home stories against the background gave by and large history and occasions around which these little stories rotate; 3) that Mann's profession was to a great extent molded and affected by his relationship with Fred Coe; and 4) that Mann himself holds such a great amount of enthusiasm for his work, an energy that drove him to make progress toward greatness in his creations. Delbert Mann can be supposed to be one of the defenders of the live TV broadcast, however that is maybe on the grounds that the innovation accessible to the media business at that point called for pretty much just live broadcasts. The tape was not yet created at that point, so every scene of the early TV collections and dramatizations that he coordinated were completely done live. In any case, this maybe didn't end up being hard for Mann, as the entirety of his cast and team had broad foundation in the theater, and early studio for TV is some way or another corresponding to the environment of the theater. Mann himself had expansive involvement in the theater, given his initial presentation with that medium, his M.F.A. degree from the Yale Drama School and that

Software Packages Such As Primavera P3; Microplanner Expert; Project

Software Packages Such As Primavera P3; Microplanner Expert; Project Software Packages Such As Primavera P3; Microplanner Expert; Project Scheduler 8 Assist In â€" Assignment Example > Assistance of Software in Communication PlanIntroductionCommunication plan of any company helps in image building and raising public awareness about the company. The perception about the products of the company by the people depends on the communication of company with stakeholders, customers, shareholders and other contacts or suppliers. The communication is capable of saving the company from backstabbing and treachery by the competitors as this involves transparency and planning in executing operations. The comprehensive communication strategy involves public, government, customers, vendors, shareholders, creditors, bankers, stock exchange and media. This needs an allocation of budget at the beginning of the year for every component by communications department. Before the allocation, the involvement of the team in the communication system is according to planning and the budget allocation is accordingly. The allocation depends on the definition of goals also. The communication plan involves the coordination between different persons and departments on a daily basis. Briefly, the components of a communications plan are the 1. Need to communicate 2. Reason for communicating, 3. The subject for communication, 4. Source and destination for communication, 5. Method of communication and 6. Tools of Communication. Role of Software in Communication Role of Primavera Project P3: The essence of usage of Primavera project is it gives control to project managers on their plan. This involves scheduling and resource control. This can manages multiple projects in a multi user environment. Managers can have control on large and complex projects efficiently as it connects to corporation worldwide also. The integration of the data with information is possible by this. To have enough control over any project, one has to clear the complexity and Primavera offers this. By using Colour coded bands, it organises the data. This helps in prioritising, planning and managing the m ultiple projects. The advanced resource levelling option will help in scheduling resources realistically. The PERT charts help in interacting with project data. The communication can be done by intranet, custom reports and e-mail. The data can be organised and is connected to everyone involved with it and coding is done according to user. The PERT streamlines and organises the data as it tracks and analyses the processes. The complex and long tasks need multi year and multi project environments. This demands the establishment of relations among activities in separate projects and automatic scheduling. This depends on individual resources in primavera and delivers high end scheduling. In corporate organisations, groups of tasks are common and these are building blocks of projects. This needs cost data as well as resource data. Integrating resources with cost data is crucial in calculating and communicating profit oriented and cost effective strategies all over the company. The manag ers shall use information in subsequent projects also. Until now, the overall planning is mentioned. To an effective communication, day to day management is also required. In this context, P3 works as one of valuable colleague and helps on a daily basis. This is done by resource scheduling and monitoring the use of resources. This helps in monitoring the work pattern of each person and setting timelines. This involves establishment of resource groups thus forecasting staffing and funding requirements. The Role of Micro Planner: The use of project management software helps in reporting, tracking, project tracking. The reporting is done by Gantt charts and PERT or CPM charts. Word processing and spreadsheets also help as supplements in reporting the facts. The next step is tracking of the project and this compares the actual progress to planned one. This is done, when project staff completes the given tasks and helps in tracking of performance and an effective review of processes. A s stakeholders are concerned with the progress of projects, the time-to-time information given to them about the projects helps in making them aware about the projects. In addition to this Micro Planner will allocate costs to various projects according to resources and offers control over the cost. The control over the costs is possible by figuring out the resource time and effort used by the processes. Micro Planner does this and “most project management software systems lack flexibility in handling costs as well as interfaces into budgeting and accounting systems”, (Lientz, Rea). The cost computations done by project manager may not be suitable with those done by accountants. To integrate and coordinate these two same types of aspects done at different contexts, Micro Planner is necessary. While making the cost control possible the number of hours or total time spent on each project by the resources is a necessity. This is done by providing information of the processes to th e software on a daily basis and at the end of certain period; it gives the clocking report of different processes and tasks. If there is any abnormality in these systems, the checklists offer different types of choices of monitoring, thus making it possible to coordinate the activities. After the completion of the communication report, they need a clear informative format to display right information in a glance by top managers and to assess the activity. Micro planner Expert does this by charting ability and offering interface options with the help of telecommunications systems. These charts are useful when the company offers off-peak discounts or seasonal discounts. The results like money back guarantee schemes and other schemes can be viewed in the form of charts and even toll free service line can be arranged to enable the communication with customers and stakeholders. Role of Project Scheduler: The project scheduler helps in management of the project by correct scheduling of resources. This needs the identification of accomplishment, the way the team works, working together. These aspects are materialised by project scheduler and lead the team towards a common goal as the scheduling is according to it. The project scheduler helps the managers to know and define the scope of work and convey it to the subordinates. The justification of the value of the project to its cost is estimated and risk handling is done accordingly. The scheduling allows to monitor’s the teams progress in selected parts of the project towards the completion. Managing essential communications and acquiring the resources is possible by monitoring the progress. The definition of scope of the project is part of scheduling, as it needs extent to which the team has to work. By this the tool draws a line around the work that the project team will take on and understanding does not drift. When each thing is being completed, the progress reporting is done in the form of charts and tables to stakeholders and higher management. This needs putting together the team of the project. This is possible by scheduler only. When one understands the scope and goal, the scheduling can be done accordingly. The scheduling enables to identify the major areas of work to complete and number of people required for it. Thus, scheduler decides the need of staff or the excess of staff present in the organisation. Project Scheduler helps in understanding the importance of time, as it is an important aspect in scheduling. This serves as a point of reference to monitor the productivity achieved and hence the performance of schedule. The justification of the project manager’s belief is calculated and verified. Project Scheduler relates the scheduling directly to the role in monitoring the performance. This needs the skills like setting limits of scope, gain commitment, satisfying the customer, delivering the benefits, cost efficiency, anticipating the problems, completing the tasks in t ime, matching people and tasks, follow up of vital information, providing resources and setting the standards. Project scheduler provides these.

Do Clothes Make the Man Essay - 621 Words

Do clothes make the man? We have always been told that its what`s inside that counts, and the clothes don’t make the man , I totally agree with this statement. In today`s world media influence people a lot about their body image, men constantly feel to have a muscular body, and wear new brand clothes. Moreover they encounter muscular and well dressed and modish men as example of their ideal body image. Even women see skinny models with fashionable clothes, makeup, jeweler on, and then try to copy them. People think by doing all this they will be more successful and accepted by society, but they forget that all this artificial stuff could never make a real man with feeling and emotion inside him. Most†¦show more content†¦Also whenever you are talking to someone, particularly a woman, you must show that you are not just interested in her looks but also in her personality and who she is as an individual. These things speak greatly of a man as a person and you’ll see that you have already come a great deal closer and made a positive impact on your date than you had ever imagined. So turning pages of magazine from photo to photo looking at their stylish clothes, doesn’t tell us that they a good human being. If a person doesn’t have any sense of how to wear clothes it doesn’t mean that he is not successful and he is not a good human being. On media we see characteristic like sweat, hair, it can be control on screen but never escape in reality. I see that most of the people aren’t satisfied with their clothes, some girls imagine their clothes to be fashionable, jazzy and colorful while others appreciate that the most important accessories in any closet are shoes!. These all comes from media people see same images over and over and start to believe it’s a version of reality. According to me it’s just waste of money to send dollar behind clothes. Moreover ones true personality is due to his nature. Personally I could never tell how a person is by looking at his outfit , so I don’t believe that clothes make theShow MoreRelated Cross-Dressing in Shakespeares Twelfth Night and As You Like It1736 Words   |  7 PagesYou Like It In Shakespeares plays Twelfth Night and As You Like It both of the lead female characters dress as men. Both plays are comedies and the change in gender is used as a joke, but I think it goes much deeper. A woman can become a man, but only if it is not permanent. The affect of the change cannot be too great because she must change back to female once everything is settled. They are strong female characters, but must become men to protect themselves and ultimately solve theRead MoreEssay on Susan Bordos Beauty(Re)Discovers the Male Body1469 Words   |  6 Pagesaren’t simply comfortable watching other men without clothes. I believe it is more accepted now, than it was when Bordo wrote the essay. I believe this is because of the homosexual-community, and that it’s more accepted in today’s society, but it may also be because men has just gotten used to it. Of course there are some pictures that still make a man uncomfortable. It is still not really normal for a he terosexual man to look at a picture of another man portrayed in a sexual way, but I think this willRead MoreFeminist Theory : A Philosophical Fiction872 Words   |  4 Pageswomen. In fact, a decent amount of Feminists are male. Some argue that this a contradiction, but the men defend themselves saying that they want same equality for women, which trickles back to the reason of Feminism. Feminist theory is the attempt to make intellectual sense of, and then to critique, the subordination of women to men (Cudd, 1). Feminist theory gives authors and/or activists a chance to explain their understanding of gender inequality, it also gives them a chance to reveal their personRead MoreAnalyzing And Breaking Down Chapter 31212 Words   |  5 Pagestransforms lives. 2 My brothers and sisters, believers in our glorious Lord Jesus Christ must not show favouritism. 2 Suppose a man comes into your meeting wearing a gold ring and fine clothes, and a poor man in filthy old clothes also comes in. 3 If you show special attention to the man wearing fine clothes and say, â€Å"Here’s a good seat for you,† but say to the poor man, â€Å"You stand there† or â€Å"Sit on the floor by my feet,† 4 have you not discriminated among yourselves and become judges with evil thoughtsRead MoreEssay on Susan Bordos Beauty(Re)Discovers the Male Body1453 Words   |  6 Pagessimply comfortable watching other men without clothes. I believe it is more accepted now, than it was when Bordo wrote the essay. I believe this is because of the homosexual-community, and that ità ¢Ã¢â€š ¬Ã¢â€ž ¢s more accepted in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s society, but it may also be because men has just gotten used to it. Of course there are some pictures that still mak e a man uncomfortable. It is still not really normal for a heterosexual man to look at a picture of another man portrayed in a sexual way, but I think this willRead MoreDress for success1693 Words   |  7 Pagesknowing how to combine clothes will help with getting a job V. Appearance may affect your productivity VI. Dressing is very important for getting a man VII. Conclusion Gusak1 Dress for success Is the way a person dresses important? It can be said: â€Å"yes†, it is. It is important not only for the impression he creates for the people around him, but also there is a more important factor- that the clothes a person wears makes them feel good. WheneverRead MoreWhere Am I Wearing1218 Words   |  5 Pagesbecause of the pile of clothes on his floor. After Timmerman saw this, he looked at the tags on his clothes. He then wondered exactly where did his clothes come from. The group of people that this book surrounds are American Consumers. Timmerman wanted them to lose their consumer innocence. He wanted them to change their buying habits because the clothes equal the people. Kelsey Timmerman wrote this book because he wanted the American Consumers to see exactly where their clothes are from. He wantedRead MoreThe Women Of The Media1462 Words   |  6 Pagessense that women are now showed to do more than just cleaning, and cooking, but yet in 2014 or 1950 the wome n of the media were still captured for beauty and slimness. By no intention is this meaning that women are ugly, because women are beautiful but why doesn’t the media show the inner beauty of a women not being covered in expensive jewelry and expensive clothing but just simply them. How about for a change the media shows a women in their natural state, make up free, natural hair, whatever weightRead MoreThe Sociological Imagination, By C. Wright Mills1302 Words   |  6 Pagescertain social requirement in middle schools and high schools to wear specific clothes, mainly expensive name brand ones. Somewhere from the transition from primary school and up, teenagers become very brand-conscious. I even got caught up in that in middle school. If anything, I believe I was just insecure and desperately wanted to fit in. Right when I got into high school, I finally stopped wearing any brand name clothes. As a result, a lot of my previous â€Å"friends† stopped talking to me andRead MoreThe Cult You re By Kalle Lasn1372 Words   |  6 Pagesdiscusses a cult-like nature of consumer culture on Americans. Lasn uses the work ‘cult’ as a metaphor; he does not mean an actual cult but American consumers seem to be in a cult-like nature. The ideal example of Lasns argument is the text, â€Å"The man behind Abercrombie and Fitch†, Benoit Denizet-Lewis, goes in great depth of the life of the CEO, Mike Jeffries, of Abercrombie and Fitch. Denizet Lewis’s piece on Jeffries life displays how accurate Lasns claim is about American consumers in the cult-like

Nlrb On Behalf Of Mrs. Dawnmarie Vs. American Medical...

Case Title : NLRB on behalf of Mrs. Dawnmarie vs. American Medical Response of Connecticut Company Case number: 34-CA-012576 Date Opened: 01/19/2010 Status: closed Presentation of the Case The case filed by NLRB was between the American Medical Response of Connecticut in New Haven and one of their employees called Mrs. Dawnmarie. Upon verbal disagreement with her supervisor, Mrs. Dawnmarie posted a negative remark on her private facebook wall about the supervisor. The remark attracted comments from her staff mates. On reporting to work the following day, she was suspended and later fired. The company argued that her act was a violation of their internet policy by criticizing her overseer online. The Hartford NLRB office filed a complaint of unlawful dismissal of Mrs. Dawnmarie stating that the party was involved in protected concerted activity on Facebook at the time when she criticized her senior. In addition, NLRB identified several unlawful provisions within the company’s manual of conduct. However, before hearing, the company opted for an out of court settlement with Mrs. Dawnmarie besides revising their unlawful provisions in their handbook. Rationale of the NLRB Decision I agree with NLRB’s decision since Dawnmarie’s activity can be classified as a concerted activity. Reflectively, a concerted activity is that which involves an employee expressing views t other employees with the intention of either criticizing or suggesting an alternative response to

Competence Based Recruitment and Selection Free Essays

MZUMBE UNIVERSITY DAR ES SALAAM BUSINESS SCHOOL PROGAMME OF STUDY: MSC. HUMAN RESOURCE MANAGEMENT COURSE: ADVANCED – HRM STUDENT NAME: SYONI MWAKIPEKE – MSC/HRM/DCC/095/T. 11 Question: Competence based recruitment and selection facilitates career management in organization. We will write a custom essay sample on Competence Based Recruitment and Selection or any similar topic only for you Order Now Discuss. 1. INTRODUCTION Competence- based Recruitment and selection is used to predict the potential job performance of the applicants. With the help of this method organizations can find best people to achieve their objectives. The different between traditional recruitment and competence based recruitment and selection is that the second one concentrated more on formal, measurable competencies. The process of competency based recruitment and selection 1. 1 Competency Competency is a temporally stable, narrowly defined and trainable talent ability to complete an organizationally valued prospective jot task successfully. Competencies have come up as a conception for naming and managing abilities, knowledge and skills and applying them on many different areas. Once the competency based approach is applied candidates’ performance can be anticipated easier and more exactly. It provides more precise approximation of future performance than the testing of knowledge since it also explains how the knowledge is applied. 1. 2 Competency based recruitment and Selection process The process of competency based recruitment and selection involves eleven steps of which first to four steps explained the recruitment process and the rest that is five to eleven defined how the selection works. Competency based recruitment and Selection process Step 1 Identify HR and Job recruitment needs Step 2 Complete Job or position documentation Step 3 Identify recruitment sources 1 Step 4 Create recruitment materials and implement the recruitment process Step 5 Determine the selection criteria Step 6 Select the applicants Step 7 Train the interviewers and conduct behavioral event interviews with the leading candidates Step 8 Complete competency assessment, prepare the selection recommendation list and select the candidate Step 9 Verify the selected candidate’s qualification Step 10 Negotiate compensation and benefits package with the successful candidate and extend an employment offer after the package has been accepted, first by the organization and then by the candidate Step 11 Validate the selection Results Figure 1. Competency – based recruitment and selection (Dubois Rothwell 2004, p. 113) 1. 3 Advantages of Competency-based recruitment and selection process This method results in numerous advantages, for example: a) It is result – oriented; 2 b) Discrimination is out of the question; ) Identifying backups for positions is easier; d) Traditional training times are less; and e) Employees’ performance levels are higher. 2. COMPETENCY MODELS MANAGEMENT In order to carry out competency-based recruitment and selection for a position a competency model is essential to evaluate applicants. The organization can benefit from competencies by building up competency models not only for a job-role but also for an entire organization. A competency model refers to a group of competencies required in a particular job (OntoHR project 2010a). But obviously this is not the only field that can benefit from the concept of competency. Competency management can make things easier for organization by facilitating the design of job-roles and its competencies according to the organizational objective. Job Design is the next step after the completion of competency model is job design. â€Å"Job design refers to the way tasks is combined to form complete jobs. † (Robbins Stuart-Kotze, 1987) 2. 1 Challenges of competency-based recruitment However competency-based recruitment and selection has some challenges too, which includes: ? A disciplined approach to job and work analyses is necessary to the preparation for the recruitment and selection processes needs more time; ? Inefficient when recruiting unskilled or semiskilled workers. But if the conditions are suitable this can be a highly effective technique to develop an organization’s human capital. 2. 2 ? Benefits of Competency-base recruitment and selection to the Organization When combined with an assessment of knowledge and experience, using competencies improves accuracy in assessing people’s suitability or potential for different jobs. They help prevent interviewers and selectors from making hasty decisions or from assessing interviewees on the basis of characteristics that are not relevant to the job. ? They can be used to help structure the selection process – interview and tests. ? Assessing a candidate against specific competencies clarifies their strengths and weaknesses; making it easier to target any development that may be ne eded should they be appointed. 3 3. COMPETENCY-BASED RECRUITMENT AND CAREER MANAGEMENT Competency-based recruitment plays important role in the organizaton’s career management plans as it facilitates recruitment and selection of employees with the right competencies (skills, knowledge and attitudes) for the job at hand. It helps managers in identification of career path of employee right from the beginning, because most of the job core competencies are likely to focus and shape individual’s career aspirations. This early identification helps in designing a proper training and development plan for individu al employee, these include coaching, mentoring, and other types of training which helps to shape individual’s career path. Once organization has a fair idea about employee’s strengths and weaknesses, attitude and behaviour, values and future aspirations and skills and competencies, they are able to make better use of employee skills and put them at the right place. Competency-based recruitment and selection facilitates succession and retention plan of the organization as it fosters employee competence development and management through competency-based performance management which entrusted managers with the time consuming and worthy job of competency-based performance management through continuous coaching and training of employees so as to ensure that individual potentials are realized, nurtured and developed 4. CONCLUSION For modern organizations whether it be private or public, profit or not for profit competencybased recruitment is inevitable if the firm aim at realizing its strategic goals through the use of its most valuable and important resources. In this stiff competition managers have to ensure that, they ultimately utilize their human resources capabilities to realize its strategic objective. Creativity and innovations in managing emplo yee is of greater value in this era especially the attraction, selection and retention of high potential employees. As managers and organizations are moved from tasks accomplishment to result based performance, employee recruitment and selection has become very significant in realizing this objective. 4 Management should ensure that recruitment is based on competences that are required for the job in question, these competences has to be realistic and measureable so that managers and employees can work together to ensure realization of these competences hence organizational objectives. Competency-based recruitment and selection goes hand in hand with competencybased performance management, this entails competency-based reward system and career management. Competence based recruitment and selection facilitates career management in organization. Discuss. Submission date 9th June 2012 5 How to cite Competence Based Recruitment and Selection, Papers Competence Based Recruitment and Selection Free Essays MZUMBE UNIVERSITY DAR ES SALAAM BUSINESS SCHOOL PROGAMME OF STUDY: MSC. HUMAN RESOURCE MANAGEMENT COURSE: ADVANCED – HRM STUDENT NAME: SYONI MWAKIPEKE – MSC/HRM/DCC/095/T. 11 Question: Competence based recruitment and selection facilitates career management in organization. We will write a custom essay sample on Competence Based Recruitment and Selection or any similar topic only for you Order Now Discuss. 1. INTRODUCTION Competence- based Recruitment and selection is used to predict the potential job performance of the applicants. With the help of this method organizations can find best people to achieve their objectives. The different between traditional recruitment and competence based recruitment and selection is that the second one concentrated more on formal, measurable competencies. The process of competency based recruitment and selection 1. 1 Competency Competency is a temporally stable, narrowly defined and trainable talent ability to complete an organizationally valued prospective jot task successfully. Competencies have come up as a conception for naming and managing abilities, knowledge and skills and applying them on many different areas. Once the competency based approach is applied candidates’ performance can be anticipated easier and more exactly. It provides more precise approximation of future performance than the testing of knowledge since it also explains how the knowledge is applied. 1. 2 Competency based recruitment and Selection process The process of competency based recruitment and selection involves eleven steps of which first to four steps explained the recruitment process and the rest that is five to eleven defined how the selection works. Competency based recruitment and Selection process Step 1 Identify HR and Job recruitment needs Step 2 Complete Job or position documentation Step 3 Identify recruitment sources 1 Step 4 Create recruitment materials and implement the recruitment process Step 5 Determine the selection criteria Step 6 Select the applicants Step 7 Train the interviewers and conduct behavioral event interviews with the leading candidates Step 8 Complete competency assessment, prepare the selection recommendation list and select the candidate Step 9 Verify the selected candidate’s qualification Step 10 Negotiate compensation and benefits package with the successful candidate and extend an employment offer after the package has been accepted, first by the organization and then by the candidate Step 11 Validate the selection Results Figure 1. Competency – based recruitment and selection (Dubois Rothwell 2004, p. 113) 1. 3 Advantages of Competency-based recruitment and selection process This method results in numerous advantages, for example: a) It is result – oriented; 2 b) Discrimination is out of the question; ) Identifying backups for positions is easier; d) Traditional training times are less; and e) Employees’ performance levels are higher. 2. COMPETENCY MODELS MANAGEMENT In order to carry out competency-based recruitment and selection for a position a competency model is essential to evaluate applicants. The organization can benefit from competencies by building up competency models not only for a job-role but also for an entire organization. A competency model refers to a group of competencies required in a particular job (OntoHR project 2010a). But obviously this is not the only field that can benefit from the concept of competency. Competency management can make things easier for organization by facilitating the design of job-roles and its competencies according to the organizational objective. Job Design is the next step after the completion of competency model is job design. â€Å"Job design refers to the way tasks is combined to form complete jobs. † (Robbins Stuart-Kotze, 1987) 2. 1 Challenges of competency-based recruitment However competency-based recruitment and selection has some challenges too, which includes: ? A disciplined approach to job and work analyses is necessary to the preparation for the recruitment and selection processes needs more time; ? Inefficient when recruiting unskilled or semiskilled workers. But if the conditions are suitable this can be a highly effective technique to develop an organization’s human capital. 2. 2 ? Benefits of Competency-base recruitment and selection to the Organization When combined with an assessment of knowledge and experience, using competencies improves accuracy in assessing people’s suitability or potential for different jobs. They help prevent interviewers and selectors from making hasty decisions or from assessing interviewees on the basis of characteristics that are not relevant to the job. ? They can be used to help structure the selection process – interview and tests. ? Assessing a candidate against specific competencies clarifies their strengths and weaknesses; making it easier to target any development that may be ne eded should they be appointed. 3 3. COMPETENCY-BASED RECRUITMENT AND CAREER MANAGEMENT Competency-based recruitment plays important role in the organizaton’s career management plans as it facilitates recruitment and selection of employees with the right competencies (skills, knowledge and attitudes) for the job at hand. It helps managers in identification of career path of employee right from the beginning, because most of the job core competencies are likely to focus and shape individual’s career aspirations. This early identification helps in designing a proper training and development plan for individu al employee, these include coaching, mentoring, and other types of training which helps to shape individual’s career path. Once organization has a fair idea about employee’s strengths and weaknesses, attitude and behaviour, values and future aspirations and skills and competencies, they are able to make better use of employee skills and put them at the right place. Competency-based recruitment and selection facilitates succession and retention plan of the organization as it fosters employee competence development and management through competency-based performance management which entrusted managers with the time consuming and worthy job of competency-based performance management through continuous coaching and training of employees so as to ensure that individual potentials are realized, nurtured and developed 4. CONCLUSION For modern organizations whether it be private or public, profit or not for profit competencybased recruitment is inevitable if the firm aim at realizing its strategic goals through the use of its most valuable and important resources. In this stiff competition managers have to ensure that, they ultimately utilize their human resources capabilities to realize its strategic objective. Creativity and innovations in managing emplo yee is of greater value in this era especially the attraction, selection and retention of high potential employees. As managers and organizations are moved from tasks accomplishment to result based performance, employee recruitment and selection has become very significant in realizing this objective. 4 Management should ensure that recruitment is based on competences that are required for the job in question, these competences has to be realistic and measureable so that managers and employees can work together to ensure realization of these competences hence organizational objectives. Competency-based recruitment and selection goes hand in hand with competencybased performance management, this entails competency-based reward system and career management. Competence based recruitment and selection facilitates career management in organization. Discuss. Submission date 9th June 2012 5 How to cite Competence Based Recruitment and Selection, Essay examples

The Big Bang Approach

Introduction Companies have to choose from various options including the big bang, the phased roll and the parallel implementation approaches when implementing an ERP (Brown at al, 2012). There is, however, no straight answer as to which approach is best since every company is unique in terms of need and the capacity to implement the approach.Advertising We will write a custom case study sample on The Big Bang Approach specifically for you for only $16.05 $11/page Learn More Changing from one ERP to another is, however, not a simple decision since it holds all the potential to make-or-break the firm (Khanna and Arneja, 2012). Companies thus have to take various considerations before choosing the approach. Some of the critical factors include; the cost of implementation, the level of risk acceptable to the company and the size of the business (Khanna and Arneja, 2012). The big bang approach of implementing ERP happens in one major action where all users m ove to the new system on a given switch-on date (Brown at al, 2012). The phased roll approach, on the other hand, happens over an extended period of time and in phases (Brown at al, 2012). The users are, therefore, introduced to the new system in calculated steps. The parallel adoption, though not very popular, is more of a hybrid of the two approaches. It allows both the legacy system and the new ERP to run at the same time (Brown at al, 2012). The users are allowed to learn the new systems, while still working with the legacy system. NIBCO’S big bang The big bang approach is a high risk ERP implementation decision. It requires a lot of planning and well calculated fall back options (Khanna and Arneja, 2012). The successful implementation of this approach by the NIBCO Company can be tied to its good planning. Although the implementation approach is a single-event affair, its successful implementation requires enough time to plan and strategize (Khanna and Arneja, 2012). It i s notable that the implementation of the approach at NIBCO started in December 1995, two years before its switch-on date (Brown at al, 2012). The company even went ahead to set up an implementation team, also referred as the â€Å"tiger† team to lead the company through the process (Brown at al, 2012). Apart from sufficient planning, it is also prudent for the firm to have critical minds behind the switch to the new system. It is thus important for the management to ensure that all critical departments are represented in the team tasked with leading the transition process. In the NIBCO Company, for example, the three critical sectors of technology development, change management and business coordination were appointed to comprise the lead team (Brown at al, 2012).Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Approaches’ pros and cons Despite the enormous risk involved in implementation, there are various factors that work in favor of the big bang approach. It is considerably cheaper than the phased roll approach, which takes a much longer period to implement (Khanna and Arneja, 2012). The process is also quick and since the switch on takes a single date, it is easier to prepare the users technically and emotionally. Another advantage of the big bang approach is that training the users can be concentrated on the new systems since there is no change over training required. The challenges that may arise from the changes are also condensed over a shorter period of time and are, therefore, easy to manage and address. The approach is, however, challenged by the fact that the difficulties are more pronounced due to the shorter implementation period (Khanna and Arneja, 2012). There is also the danger of overlooking some details due to time limitation as well as the limitations that come with inability to carry out an end-to-end system testing. Conclusion As much as the big bang approach is associated with a big risk factor, it is also endowed with the capacity to cause the company great savings in terms of time and money. The greatest secret to a successful implementation of the approach is prudent planning. References Brown, C.V., Dehayes, D.W., Hoffer, J. A., Martin, E. W. Perkins, W.C. (2012). Managing information technology (7th ed). Upper Saddle River, NJ: Prentice Hall. Khanna, K. Arneja, G. P. (2012). Choosing an appropriate ERP implementation strategy. IOSR Journal of Engineering, vol. 2(3), pp. 478-483. This case study on The Big Bang Approach was written and submitted by user Kailyn Phillips to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.