...4.2 Process Description 4.2.1 Process Description Figure ?? Block Flow Diagram Shown in Figure ?? is the block flow diagram of the manufacturing process of VCM Industries for production of VCM from ethylene and chlorine through the balanced Ethylene Process. C2H4+Cl2→C2H4Cl2 The first reaction is direct chlorination. Pure chlorine gas and ethylene is feed to the reactor at 65C and yields almost 100% conversion into ethylene dichloride. The reaction is exothermic thus it requires cooling afterwards. C2H4Cl2→C2H3Cl+HCl The EDC produced is then sent for thermal cracking. Also known as pyrolysis, reaction is carried out at 530C and 4atm. Pyrolysis product is then condensed prior distillation. The products are a mix of HCl, and VCM. C2H4+2HCl+12O2→C2H4Cl2+H2O The HCl byproduct is then sent to a conversion reactor with ethylene and oxygen for oxychlorination. The product of the oxychlorination are sent to a three phase separator to isolate the EDC from the excess air and water. The EDC is then sent back to the pyrolysis for recycling. The product of the oxy-chlorination are sent to a three phase separator to isolate the EDC from the excess air and water. The EDC is then sent back to the pyrolysis for recycling. Catalyst used (Direct Chlorination) Ethylene and chlorine combine in a homogeneous catalytic reaction to form EDC. Normally, the reaction rate is controlled by mass transfer, with absorption of ethylene as the limiting factor. Due to high selectivity, ferric...
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...Magic in the Kitchen My wife has a new hobby: baking. Since I bought her Vitamix, a heavy duty blender, she is so in love with it that she bakes even twice a week. I need to say that for the person who has never done this before, she is doing really well. So I decided to watch her make my favorite cranberry walnut bread (which technically tastes like a cake so I am not sure where that "bread" word comes from). It is a Friday evening when she decides to prepare this delicious bread so we can have it for our breakfast the next morning. I am sitting by the kitchen's island quietly taking notes and ensuring her that I will make the next cranberry walnut cake on my own. It is pretty late, almost bed time but she seems full of energy. The snow is snowing heavily and I can hear the snow plough working outside. The kitchen’s island is her favorite place to prepare food and it is also the closest place to the fridge and the pantry. The kitchen cabinets are grey at the bottom and white on top. They have long and wide silver handles. The white quartz countertop shines like she has just polished it. Vitamix is right on top of the cabinet to the right from the island. It is a gigantic mixer, black and silver, with a plastic container. Then, she turns on the Pandora radio to her favorite “Gotan Project” station, pours a glass of Spanish red wine and she starts to do her magic. The first thing she does is to open the Vitamix's cookbook. She stores it along with...
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...Staffing – Job Description/Job Analysis 1. A job description outlines the necessary skills, training and education needed by a potential employee. It will spell out duties and responsibilities of the job. Once a job description is prepared, it can serve a basis for interviewing candidates, orienting a new employee and finally in the evaluation of job performance. Using job descriptions is part of good management and it will help an organization better understand the experience and skill base needed to enhance the success of the company. Job descriptions assist in the hiring, evaluation and potentially terminating of employees. Many times there can be a misunderstanding of what a position entails an in-depth, well-prepared job description can help both sides share a common understanding. 2. Announce plan to update job descriptions using the Job Requirements – Job Analysis process to the whole company. Briefly explain the process and the time frame for the project. Motivate employees to participate and dispel any negative feeling about the process. Stand as a unified team with Marvin and Alta Fossom and have them ask for the support and cooperation of all employees. Meet with Marvin and Alta on a monthly basis to update them on the project. a. Meet with the general manager, supervisor of operations and customer service to discuss the project. b. Request all documents currently being in the staffing process for every job at the company. c. Meet with all department supervisors...
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...Product Description Written Case Study: Prepare a Job Structure Read "Job Evaluation at Whole Foods" Case Study (text pp. 153–157). The Whole Foods Market has completed a job analysis and written job descriptions for Jobs A thorough Job I. Respond to the following: • Evaluation of Jobs and Job structure Evaluate the jobs listed in the case study and prepare a job structure based upon its evaluation. Assign titles to jobs, and show your structure by title and job letter. • Process, Techniques, and Factors Describe the process you went through to arrive at that job structure. The job evaluation techniques and compensable factors used should be described, and the reasons for selecting them should be stated. • Evaluation of Job Descriptions Evaluate the job descriptions. What parts of them were most useful? How could they be improved? You will need to follow APA style and format and have a title page, brief introduction and conclusion, centered headings for major parts, page numbering and page headers, and a reference page. The case study should be approximately 4–6 pages in length. The assignment will be reviewed using the following criteria: Written Case Study: Prepare a Job Structure rubric. Written Case Study: Prepare a Job Structure Rubric Possible Points Earned Points Comments • Evaluation of Jobs and Job structure • Assigned titles to jobs • Showed structure by title and job letter 30 • Process, Techniques, and Factors • Described the process went through...
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...[pic] Ahmed Mohei-Eldin 2111001 RECRUITMENT AND SELECTION CASE STUDY ASSIGNMENT #1 1. Reasons why it is important to update and write new job descriptions? The environment in which a company operates is constantly changing and as a result organizations have to adapt and keep up with those changes. The work force is increasing, technology is improving, and there are now more foreign competitors in the market. Companies have to spend time to update their job descriptions or it could negatively affect their operation and HR activities. The whole HR process, recruitment, selection, compensation, performance appraisal, and training, has to be reevaluated or it can reduce the effectiveness and productivity of the company 2. Outline of a process that will yield a set of thorough, current job descriptions? A. The approach here would be to generate a job requirements matrix which would provide the input for job descriptions and job specifications. This would involve collecting information about the following: 1, tasks, 2. task dimensions, 3.task/task dimension importance, and the nature and importance of KSAOs. B. First, the sentence analysis technique could be used to develop task statements. These individual task statements could be grouped together into clusters using a task dimension matrix. C. Next, the relative...
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...Job Description Jane Doe BUS 303: Human Resource Management Dr. Elizabeth Niesiobedzki September 7, 2014 “A job description indentifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled job description serve as a standard or a benchmark for many HR matters such as compensation, performance evaluation, training needs assessments, and promotions.” (Youssef 2012) It is like a general guide as to what is expected of the employee while they are on the job. If a qualified and competent person is hired, it will help the company meet their goals. In this paper, we will review what should be discussed in a job description and how we recruit potential employees that meet these criteria. Before we discuss the job description, we must first evaluation how to recruit and hire qualified candidates. The open position is for an LPN (licensed practical nurse) for our outpatient clinic. The leading way to find candidates for a job is employment agencies. “The goal of employment agencies is to connect qualified individuals to organizations with job openings in a relevant field.” (Youssef 2012) Technology has changed the recruiting scene with social media, online searches, and online job search and recruiting websites. (Dunn 2014) Job openings and resumes can be easily accessed online. Our first step in the recruiting process can be making a job posting on the online job search and recruiting websites with a...
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...Recruitment is the process of finding and hiring someone best-qualified for a certain job, within or outside an organisation, in an appropriate and cost effective manner. The recruitment process includes 4 stages that the employer will follow in order to select the best candidate for the job. Recruitment is important as if the employer does not employ the right person they are looking for then the employer or the new employee may not be satisfied which would lead to then quitting the job within a day or two, another problem would be that the customers may not be satisfied with the service provided by this employee which will lead to bad reputation of the organisation. Therefore it is very important that when recruiting, the employer follows the four stages appropriately and selects the right candidate. Temptation café will be looking to recruit someone who has skills such as, organisation skills, communication skills and writing, listening and speaking skills. The following is the 4 different stages of a recruitment documentation for a shop like Temptation Café: First of all the employer will put together a job description. A job description is a written statement of a certain job that will generally include the duties, purpose, responsibilities and working conditions of the job they are looking to hire in. At Temptation Café they will include the jobs such as serving and waiting on customers, cleaning and also being an assistant for the owner. The job description is an important...
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...Estimated Timeframe 6 3.4.2 Budget Constraints 6 3.4.3 Ownership 6 4. RISK ANALYSIS 7 4.1 ISSUES AND RISKS 7 4.1.1 Outstanding Issues 7 4.1.2 Risks 7 4.1.3 Risk Assessment Rating 7 4.2 BUSINESS RISK 7 4.3 TECHNICAL RISK 7 5. CONSTRAINTS, ASSUMPTIONS, DEPENDENCIES AND RESOURCES 8 5.1 CONSTRAINTS 8 5.2 ASSUMPTIONS 8 5.3 DEPENDENCIES 8 5.4 RESOURCES 8 6. BUSINESS FUNCTIONS 9 6.1 HIGH LEVEL BUSINESS FUNCTIONS 9 6.2 DETAILED BUSINESS FUNCTIONS 9 6.3 BUSINESS PROCESS FLOWCHART/S 9 7. SYSTEM SOLUTION OPTIONS 10 7.1 SYSTEM SOLUTION OPTION ONE 10 7.1.1 Description of System 10 7.1.2 Sample Screen Shots / Reports 10 7.1.3 Technical Considerations 10 7.1.4 Operational Considerations 10 7.1.5 Schedule Timeframes 10 7.1.6 Training Requirements 10 7.1.7 Budget 10 7.1.8 Future Requirements Fit 11 7.1.9 System Solution Advantages 11 7.1.10 System Solution Disadvantages 11 8. RECOMMENDATION 12 9. USE CASE DIAGRAM 13 10. HIGH LEVEL USE CASES 14 11. USER INTERFACE DESIGN 15 11.1 SCREEN 1 DESCRIPTION 15 11.2 SCREEN 1 DESIGN 15 12. DETAILED CLASS DIAGRAM 16 13. DATABASE DESIGN/CHANGES 17 14. EXTENDED USE CASES AND SCENARIOS 18 15. IMPLEMENTATION AND CONVERSION 19 15.1 IMPLEMENTATION REQUIREMENTS 19 15.1.1 Timing of Software Release 19 15.1.2 Software Switches 19 15.1.3 Implementation Processing 19 15.1.4 Backout Considerations 19 15.2 CONVERSION REQUIREMENTS 19 15.2.1 Conversion Jobs 19 15.2.2...
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...Function 2: Recruitment and selection of employees Recruitment of staff should be preceded by: An analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes are desirable and what characteristics are a decided disadvantage; • In the case of replacement staff a critical questioning of the need to recruit at all (replacement should rarely be an automatic process). • Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection. • Equally some small organizations exist to 'head hunt', i.e. to attract staff with high reputations from existing employers to the recruiting employer. However, the 'cost' of poor selection is such that, even for the mundane day-to-day jobs, those who recruit and select should be well trained to judge the suitability of applicants. The main sources of recruitment are: • Internal promotion and internal introductions (at times desirable for morale purposes) • Careers officers (and careers masters at schools) • University appointment boards • Agencies for the unemployed • Advertising...
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...1. What do you think of Apex’s training process? Could it help to explain why employees “do things their way” and if so, how? I think the training process at Apex has no organizational effectiveness. It’s unstructured, and there is no training documentation which makes the entire training process weak. It appears the employee does things their way because the company clearly does not have in place a structured training process. The employee assigned to perform training is likely to have very low motivation, partial training their self, and few of the necessary skills needed to train. The employee must know what an employer wants them to do and how they want them to do it. If the employee is left not knowing, then he/she is left to improvise or teach other employees "their way" of accomplishing tasks. There are no outcome measures to determine if the training was successful. 2. What role should job descriptions play in training at Apex? The job description should play a pertinent role in training at Apex because the job description defines the learning requirements for a new or transitioning employee while also setting the boundaries of employment in terms of required knowledge and skills. By understanding the job description, a trainer can utilize the information it provides to write job descriptions and job specifications, which are utilized in recruitment and selection, compensation, performance appraisal, and training. Not only the trainee, but also the trainer can...
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...criteria. Indicate the page numbers where the evidence can be found. | Criteria Reference | To achieve the criteria the evidence must show that the learner is able to: | Task no: | Page numbers | D1: | Evaluate the usefulness of the documents in the interview pack for a given organization, in facilitating the interview process. | 4 | 2-4 | D2: | Evaluate your experience of planning and participating in the recruitment and selection process. | 5 | 4-6 | Learner Declaration | I certify that the work submitted for this assignment is my own and research sources are fully acknowledged.Learner Signature: Date: 20/03/16 | D1: Evaluate the usefulness of the documents in the interview pack for a given organization, in facilitating the interview process AND D2: evaluate your experience of planning and participating in the recruitment and selection process. In this assignment task I will be evaluating the effectiveness of the documents in the interview pack for Braeburn Schools, in assisting me with the process of the interview from start to end and I will also be defining the importance and give the description of each. . Job advertisement: A job advertisement is a furnished newspaper, magazines etc. about a job opportunity available. Advertisement is normally a method of recruitment used to attract valuable and qualified applicants for the particular job available. Human resource professionals or...
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...Job description & job analysis * Prepared by : Noha Reda Hassaan Fatma Mohammed * Outlines 1. Introduction 2. Definition & operational terms 3. Purpose of job analysis 4. Process of job analysis 5. Job description purpose 6. Components of job description 7. References * Objectives At the end of this session you will able to : 1. Define job description 2. Distinguish between job description , job specification & job analysis 3. Compare between job description & analysis 4. Analyze disadvantages of job description 5. Identify limitation of job description 6. List component of job description * Introduction -a job consists of a group of activities and duties that entail natural units of work that are similar and related. Jobs should be clear and distinct from other jobs to minimize misunderstandings and conflict among employees and to enable employees to recognize what is expected of them. -some jobs are required to be performed by several employees, each of whom occupies a separate position. -a position consists of different duties and responsibilities that are performed by only one employee * Operational terms * job analysis the procedure for determining the duties and skill requirements of a job and the process of obtaining information about jobs &kind of person who should be...
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...APPLICATION CASE #4 Reinventing the Wheel at Apex Door Company 1. What do you think of Apex’s training process? Could it help to explain why employees “do things their way” and if so, how? I think the training process at Apex has no organizational effectiveness. It’s unstructured, and there is no training documentation which makes the entire training process weak. It appears the employee does things their way because the company clearly does not have in place a structured training process. The employee assigned to perform training is likely to have very low motivation, partial training their self, and few of the necessary skills needed to train. The employee must know what an employer wants them to do and how they want them to do it. If the employee is left not knowing, then he/she is left to improvise or teach other employees "their way" of accomplishing tasks. There are no outcome measures to determine if the training was successful. 2. What role should job descriptions play in training at Apex? The job description should play a pertinent role in training at Apex because the job description defines the learning requirements for a new or transitioning employee while also setting the boundaries of employment in terms of required knowledge and skills. By understanding the job description, a trainer can utilize the information it provides to write job descriptions and job specifications, which are utilized in recruitment and selection, compensation, performance appraisal...
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...International Hotels Graduate Recruitment and Selection Process FAO: The Board of Directors of International Hotels For International Hotels, expansion is the way forward. With the business considering expansion in the UK, I feel as the HR director of the company, that graduate recruitment is a necessity. High quality graduate recruits will assist in supporting the development of International Hotels, with new talent possessing drive, enthusiasm and fresh ideas. With the ever-changing face of the workforce, university graduates acquire many skills, they are enthusiastic learners, and most importantly for International Hotels, they can effectively and efficiently adapt to a new environment. As you, the Board of Directors have decided that the business requires a significant increase in the number of graduates, I am composing this report which I believe will help to further develop the graduate recruitment and selection process of International Hotels. I will also focus on an induction training programme for those applicants successful in their application. The Recruitment Process The Recruitment Process is an essential procedure for any business, according to some; recruitment is ‘the most critical human resource function for organisational survival or success’ (Taylor and Collins, 2000, p.304). Newell and Shackleton (2000, p.113) refer to recruitment as the ‘process of attracting people who might make a contribution to the particular organisation’. International Hotels’ latest...
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...ways to improve each firm’s job analysis and design techniques Research Methodology Research Methodology Primary Sources Questionnaire Secondary Sources Journals Research Papers Internet Limitations Limitations Only one official from each company was interviewed Difficult to contact HR managers due to their work schedules Hesitant to provide information due to their confidential nature Difficult to assess reliability as based mainly on interviews Job Analysis and Design Job Analysis: Importance & Purpose Primary task for setting a baseline for each job Enables HR professionals to effectively manage job-related activities Systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. Legal validation of employment decisions Defines duties & tasks Identifies reporting relationships Basis for determining relative worth of jobs Identifies redundancy Job Design Refers to the way that a set of tasks, or an entire job, is organized Takes into account factors that affect the work Organizes the content and tasks to improve the efficiency of the business and improve employee satisfaction Job design involves administrative areas such as: 1.Job rotation 2.Job enlargement 3.Task/machine pacing 4.Work breaks and working hours Industry Background Industry Background...
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