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. 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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