...concerned with the organization of masses and volumes. The two principal types have traditionally been freestanding sculpture in the round and relief sculpture. MATERIALS AND TECHNIQUES Sculpture can be made from almost any organic or inorganic substance. It puts together into a beautiful, meaningful shape such materials as wood, stone, metal and other hard materials. The processes specific to making sculpture date from antiquity and, up to the 20th century, underwent only minor variations. These processes can be classified according to materials—stone, metal, clay, and wood; the methods used are carving, modelling, and casting. Carving A procedure dating from prehistoric times, carving is a time-consuming and painstaking process in which the artist subtracts, or cuts away, superfluous material until the desired form is reached. The material is usually hard and frequently weighty; generally, the design is compact and is governed by the nature of the material. For example, the narrow dimensions of the marble block used by Michelangelo to carve his David (1501-1504, Accademia, Florence, Italy) strongly affected the pose and restricted the figure's outward movement into space. Various tools are...
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...Hiring is never a simple task. An efficient and effective recruitment and selection process ensures the successful hiring of qualified and diverse individuals who reflect a companies' positive image and can contribute to its growth. Careful and adequate attention must be given to each step of the process and those involved in the selection process should be properly equipped to ensure a successful hire. Several resources to include training, best practices and guidelines, are available to hiring managers, search committee members and support staff to assist with each step of the recruitment and selection process. In this essay a training program will be developed using some Kirkpatrick’s steps in developing a training program along with showing one way of how a recruitment and selection process may be done. 1 Table of Contents 1. Introduction-----------------------------------------------------------------------------------------3 2. Conduct a needs assessment---------------------------------------------------------------------3 3. Training objectives--------------------------------------------------------------------------------4 4. Method of training---------------------------------------------------------------------------------4 5. Evaluation-------------------------------------------------------------------------------------------5 6. Recruitment and selection process---------------------------------------------------------------6 7. Internal...
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...Question 1 Describe the evolution of ‘Personnel Management’ into ‘Human Resource Management’. How does the transformation help organisations achieve their strategic objectives? * Briefly explain the meaning of HRM – 2.5 marks * Briefly explain the meaning of Personal Management – 2.5 marks * Identify and describe 4 factors contributed to the transformation of PM into HRM 2.5 marks x 4 factors– 8 marks * How does HRM help organisation achieve strategic objectives of organisations – 3 marks X 4 points - 12 marks (The answers should reflect originality and not extracts from the text book. If the student has reproduced what is in the text book full marks should not be awarded for theoretical areas. They must reflect critical thinking and practical application of theory) Human Resource Management (HRM) could be defined as the process of managing human talent to achieve an organization’s objectives. HRM has to help blend many aspects of management in order to overcome “competitive challenges” and address “employee concerns”. By balancing these competing demands HRM plays an important role in getting the most from employees and providing a work environment that meets their short-term and long-term needs. Traditionally the term Personnel Management (PM) was used to refer to the set of activities concerning the workforce which included staffing, payroll, contractual obligations and other administrative tasks. In this respect, personnel management encompasses...
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...proposed manual on the recruitment system and procedures for approval of your foreign investor (financier). Please prepare a 5-page concept paper with an indicative outline of your proposal. Take into account, as inputs to your proposal, the characteristics of a well-designed system and work flow process chart cited in the reading materials distributed in class. 2. A proposed office accommodation and layout for with 25 personnel of which you are the manager. Prepare a 5-page concept paper with the proposed office layout. Attach as annex the table of organization (personnel structure) of your office. Assume that budget is not a problem, but remember that your foreign investor will subject your proposal to his review and approval. Please take into consideration the checklist for accommodation requirements and principles of layout enumerated in the reading materials distributed in class. Thank you and good luck! 1. Recruitment and Selection Procedure Description of our System The recruitment process of our firm is done manually. We are very hands on in selecting the qualified person to be hired in our firm. This procedure may be time consuming but through this process our firm can be able to select the right applicant that is suitable to the need of our firm....
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...Assignment The Hiring Process Jessica Berry Small Business Management AB209-01 July 22, 2014 Interviewing is a very big part in the selection process of employees, it gives the employer a chance to meet the job candidate, and get a general idea of who they are. The problem I find with interviews is that the job candidate can give you all the right answers, but are they deceiving you just so they will be hired. Are their answers to the interview questions honest, or just what they think I want to hear? Interviewing can be helpful in the selection process, but it should not be the only step (Longenecker,2014). GBC is a very small company at this point, so the owners (Scott, Wayne and Myself) would be the ones in charge of recruitment and hiring for the company. I would do most of the work, but would keep them involved in the process and the three of us would make the final selections. There would be 5 steps in GBC Cleanings’ hiring process. The first step we talked about last week, and that would be determining exactly what the company needs and then posting a job on an employment website. This would be something that I would handle for GBC. The second part of our process would be reviewing the applications and selecting the best candidates for the job. This would be handled by all three owners, because Scott and Wayne know more about what they are looking for in a custodian or equipment operator. I would definitely want their input during this process. The third part of...
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...of Contents: * Introduction……………………………………………………………………………………………….2 1.1 Introduction about product and its key feature and characteristics……….3 2 Customer satisfaction………………………………………………………………………………..4 2.1 Identify Stockholders and their expectations………………………………………..5 2.2 Method of capturing customers’ needs…………………………………………………6 2.3 Kano analysis on capturing customer needs………………………………………….7 3 Design Requirements…………………………………………………………………………………8 4.1 Quality Function Deployment of identified customer needs…………………9 3.2 Failure Mode and Effect Analysis of top five customer needs………………10 4 Supplier selection and Evaluation……………………………………………………………..11 5.2 Identify components , parts ………………………………………………………………..12 4.2 Selection criteria for components supplier………………………………………….13 4.3 Supplier selection system…………………………………………………………………….14 4.4 Outcome of supplier selection process………………………………………………..15 4 Statistical Process Control…………………………………………………………………………16 5.1 Process identification…………………………………………………………………………..17 5.2 Statistical Control Chart………………………………………………………………………18...
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...management! page 1 / 8 Introduction to Human Resource Management A. Why HRM is important to all managers ? ! Business success lies in controlling the scarcest of resources : human intelligence ! Authority will be increasingly challenged B. HRM trends Some key challenges : ! demographics (talent shortage, ageing population, changing family patterns, diversity) ! economics (health costs, retirement costs, demand for qualified workers, M&As) ! globalisation (off shoring, uniformisation of labour standards, CSR & NGO, safety & security) ! technology (knowledge management, eLearning, protection of intangible assets) C. Strategic Human Resource Management Analysing work & designing jobs A. Job Analysis ! systematic gathering and organization of information concerning jobs : tasks / duties / responsibility You do this job analysis with : questionnaires, interviews, direct observation, and logs or diaries. The uses of job analysis : legal, recruiting, selection, performance, compensation, training, career dvpt. B. Job description ! document that identifies and defines a job in terms of its tasks, duties, responsibilities, working conditions, specifications. - Identification information : non-discrimination / up-dated / agreed - Job summary - Job duties and responsibilities - Job specifications and qualifications C. Types of employment Standard contract / Flexible contract Florent Malbranche © ! EDHEC BUSINESS SCHOOL 2010/1011 Human resource management! page 2 / 8 Training & Employee...
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...GUIDANCE FOR ENGINEERING CONSULTANCY FIRMS INTEGRATED CONTRACTS PREFACE Our industry is facing new integrated business models with increasing frequency. The processes driving these models are very different from the traditional model. An integrated project process implies high demands on teamwork and a focus on results. Such an integrated approach is also reshaping relationships among contractors, engineering consultants and clients. Moreover, it has an impact on the way they work together, and the liabilities and risks they assume. This guide is intended as a quick reference for engineering consultancy firms, working outside the traditional design-bid-build approach and contracting relationships. It is in their interest to understand the various roles they can play in the „new‟ delivery methods throughout all phases of project development as well as the risks and benefits such integrated project delivery methods entail. We would like to thank all members of the Internal Market Committee as well as everyone involved in the preparation of this guide for their useful contribution. Jan Bosschem EFCA President November 2011 2 CONTENTS 1. 2. 3. 4. 5. Introduction: an increasing diversity of forms of contracts in construction projects in Europe .................................................................................................................... 4 Forms of Contract .....................................................................
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...SOC 205 Assignment 1 The State Judicial Selection Process Click Link Below To Buy: http://hwcampus.com/shop/soc-205-assignment-1-the-state-judicial-selection-process/ Assignment 1: The State Judicial Selection Process Due Week 5 and worth 200 points Each state within the United States has its own unique judicial selection process within its own court system. Using the Internet or Strayer databases, research the judicial selection process for different court systems from different states within the U.S. Court System. Write a five to eight (5-8) page paper in which you: 1. Discuss the judicial selection process of your state. Include, at a minimum, the qualifications and steps that are taken in order to select judges for the different kinds of courts within your specific state. 2. Choose a second state, and describe the qualifications and the selection process for judges within that state. 3. Compare and contrast for both states the qualifications necessary for a prospective candidate to become a judge. Next, identify the steps that the relevant persons / entities need to take in order to remove a judge from office for disciplinary reasons for each state. 4. Justify the selection process for the state that you believe has the best system in place. Justify the response. 5. Use at least three (3) quality academic resources. Note: Wikipedia and other websites do not qualify as academic resources. Your assignment must follow these formatting requirements: ...
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...marketing subsystem, and HR subsystem etc .Each consists of a number of other subsystems. 4.4.An overview of the staffing function: The managerial function of staffing relates to the total management system. Specifically enterprise plans become the basis for organization plans, which are necessary to achieve enterprise objectives. The present and projected organization structure determines the number and kinds of managers required. These demands for managers are compared with available talent through the, management inventory. On the basis of this analysis, external and internal sources are utilized in the processes of recruitment, selection, placement, promotion, and separation. Other essential aspects of staffing are appraisal, career strategy, and training and development of managers. 4.5.Selection process Steps in Selection Process: 1. The initial screening interview 2. Completing the application form 3. Employment tests 4. Comprehensive interview 5. Background investigation 6. Conditional...
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...Question 1: Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage. The Selection process within most organizations is the foundation of competitive advantage through people. Upon reading this case, there is one particular aspect that stands out: the people are the main ingredients that make the company successful. Therefore, since the competitive advantage to an organization’s success is it choices of the people that the leaders in charge hired. In a job fit option, the leaders create the job specification that needs satisfying by the employees hired. It is very important to select the right contender for the job based on the needs of each individual business, which fall sole on the premise of employee selection. Outback Steakhouse has integrated a defined selection process for hourly and management workers that will help Is this essay helpful? Join OPPapers to read more and access more than 550,000 just like it! GET BETTER GRADES hire and retain people to successfully run their organization. This selection process helps the organization achieve a competitive advantage because it allows Outback to recruit the applicant, assess their qualifications rigorously, then select the most competent centered on its objective by choosing employees who are willing to adapt to the culture, vision, values and beliefs of Outback Steakhouse. And it does allow them to employ people that appreciate the value of teamwork,...
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...SOC 205 Assignment 1 The State Judicial Selection Process Click Link Below To Buy: http://hwcampus.com/shop/soc-205-assignment-1-the-state-judicial-selection-process/ Assignment 1: The State Judicial Selection Process Due Week 5 and worth 200 points Each state within the United States has its own unique judicial selection process within its own court system. Using the Internet or Strayer databases, research the judicial selection process for different court systems from different states within the U.S. Court System. Write a five to eight (5-8) page paper in which you: 1. Discuss the judicial selection process of your state. Include, at a minimum, the qualifications and steps that are taken in order to select judges for the different kinds of courts within your specific state. 2. Choose a second state, and describe the qualifications and the selection process for judges within that state. 3. Compare and contrast for both states the qualifications necessary for a prospective candidate to become a judge. Next, identify the steps that the relevant persons / entities need to take in order to remove a judge from office for disciplinary reasons for each state. 4. Justify the selection process for the state that you believe has the best system in place. Justify the response. 5. Use at least three (3) quality academic resources. Note: Wikipedia and other websites do not qualify as academic resources. Your assignment must follow these formatting requirements: ...
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...|[pic] |Course Syllabus | | |College of Natural Sciences | | |SCI/230 Version 7 | | |Introduction to Life Science | Copyright © 2012, 2009, 2008, 2007, 2006, 2005 by University of Phoenix. All rights reserved. Course Description This course applies a broad, conceptual understanding of biology. Students are introduced to scientific ideologies and concepts that not only shape our biological world, but also shape us as humans. Students examine the scientific method, evolution and biodiversity, the biology of cells, energy systems, the dynamics of inheritance, and the effect humans have on the environment. The text emphasizes methods and the theoretical foundations of ideas, while minimizing isolated facts. It stresses the integration of ideas, making connections that form our understanding of the living world. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies:...
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...- AN HR must-know activities - Provides new employees; New ideas to the organization HUMAN RESOURCE PLANNING (HRP) Before putting up or before conducting a recruitment and selection process, the first step that an Hr must do is planning. HRP is a both a process and set of plans. It is how the organizations asses the future supply and demand for human resources. Human Resource Planning determines the number and type of employees to be recruited into the organization. • WHY conduct HR PLANNING? 1. For more effective and efficient use of human resources 2. For more satisfied and better developed employees • HR Planning Process (4 Distinct Phases or stages) 1. Situation Analysis and environmental Scanning. The strategic plan must adapt to environmental circumstances, and HRM is one of the primary mechanisms that an organization can use during the adaptation process. Without an effective HR plan to support the recruitment and selection functions in the organization, it will be impossible to move fast enough to stay competitive. 2. Forecasting Demand for Employees This is estimating not only how many but also what kinds of employees will be needed. Forecasting yields advanced estimates or calculations of organization’s staffing requirements. 3. Analyzing the Current Supply of Employees/ Inventory of Manpower. This is to determine how many and what kinds of employees the company currently has in terms...
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...HRM 4050 Human Resource Development: Recruitment and Selection Methods to Hire 10 call centre employees in a newly formed department Daniela Pantica Student no: M00452076 Module: HRM 4050 MA Human Resources January 2013 intake Part-time number of words: 3519 Table of Contents I. Introduction 3 UK labour market, HR planning and labour turnover in the current UK economic climate 3 Staff turnover 4 II. Stages of the recruitment and selection process 4 Step 1: Determine if there is a vacancy (Taylor 2005) 5 Step 2: Job analysis (Taylor 2005) 5 Step 3: Job description and person specification (Taylor 2005); 6 Step 4: Application form (Taylor 2005) 7 Step 5: Recruitment methods and media (Taylor 2005) 8 Step 6: Advertising (Taylor 2005) 9 Step 7: Selection methods (Taylor 2005) 9 Step 8: Appointment & induction (Taylor 2005) 11 III. Conclusion 12 IV. List of references 13 Annex 1: Sample of Call Center employee Job Description 14 Annex 2: Sample of Person Specification for Customer Contact Centre Agent 16 Annex 3: Online job advert sample 17 I. Introduction The purpose of this essay is to outline and explain the process of recruitment and selection for hiring 10 call centre employees in a newly formed customer services department in an IT medium-sized company. Specific recruitment and selection theory from different authors will be approached and linked to the relevant environment including call centres, medium-sized IT company...
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