The Economy And Its Effect On Business Activities

There are two activities in the economy which affect business activities; Growth and recession are the main areas which affect a business organisation and its activities. An example is India. The economy in India has recently started to improve it is a growing economy , that is why William kings are considering building a site in India selling car parts and steel. India is slowly getting wealthier and gradually becoming better and it is new, there is so much benefits if a business is started in a new economy that is why it would be good influence towards William kings business. Mainly because in India the economy is the tenth-largest in the world which will make great for the business because there will be customers and the employee rate will be less costly comparing to the on in the UK. For example employees in India will be paid fewer amounts than employees in England because of the economy. Furthermore in India there are a lot distance form people’s houses and their work places. This is an advantage to William kings because it means if they India has one the largest road network it covers over 4.3 million kilometres that is why most people in India travel by motor bicycles and cars which consume less fuel. This would be good for William kings because it is a company that sells steel and cars require parts for them to function, this will allow the business to be a great success however other appliances made from steel might not be successful to sell in India becauseShow MoreRelatedImpacts of the Mafia735 Words   |  3 Pagescities all around the world. Most of the effects of the Mafia are negative, but there can be several positive effects on the culture and economy of the cities in which it frequents. 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This brings up to question through which channels oil price shocks might be transmitted to economic activity, to what extend specificRe ad MoreThe Long Run Consequences Of Slow Economic Recovery After Periods Of Recessions1477 Words   |  6 Pagesthe U.S. economy on wage earners of a four person family. Economy shifts were examined and its effect on the four member family, two adult wage earners, and two children was analyzed. This trend and shift of and within the economy contributed to the overall wholeness and well-being of the family. As a rising economy produced family stability and productive home environments, a declining economy produced insecurity and a negative home environment. Whether negative or positive, the economy attributedRead MoreThe Conflict Between Inflation And Unemployment1374 Words   |  6 Pagesand rising. India grew by 8.6% but her inflation rate was 8.3%. 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Swot Analysis The Swot - 1888 Words

The SWOT analysis, a strategic planning tool was developed by Albert Humphrey in the 1960’s and 1970’s. Albert is said to have come up with this strategic planning tool through the use of data the Fortune 500 companies in the United States of America at that time (Lancaster Massingham, 2011). A SWOT analysis determines the strengths, weaknesses, opportunities and threats, which are a relevant part of any organization especially the ones that get involved in new ventures. This tool assists the users in their quest to make wise and informed decisions. A SWOT analysis is mostly used together with other tools to determine the direction of a business venture. It can be used to analyze places, people, products or industries. It involves the†¦show more content†¦SWOT is an acronym for strength, weaknesses, opportunities, and threats (Bohm, 2009). Company or organizational strengths include the characteristics that make it advantageous over the rest. Weaknesses on the other hand are the disadvantageous attributes of a business, people or project in comparison to others. Opportunities represent the external factors that are likely to help an organization to achieve part or all of its objectives. Threats represent the external factors which may be harmful to an organization hindering it from achieving all or part of its objectives. Internal and external factors of a SWOT analysis are different. The internal factors are the previous experiences as well as the resources of an organization or company. Some of the things to be considered as the internal factors include the human resources, physical resources, finances, and the past experiences. Human resources may include the staff of an organization, volunteers, the targeted population as well as the company’s or organization’s board members (Pahl Ritcher, 2009). On the other hand, the physical resources are such as the location of a business, the characteristics of the building or the equipment used. Some of the questions to ask oneself during consideration of the physical resources include whether the building is in a prime location or needs renovation. Financial resources are such

Recruitment Process Outsourcing

Question: Discuss about the Recruitment Process Outsourcing. Answer: Introduction: While outsourcing essentially initiated as a strategy for reaping cost savings particularly in context of non-core functions, but over the last decade or so it has developed itself into a strategic tool responsible for competitive advantage. One of the prime facilitators of the same is the limited availability of skilled manpower and the global availability of the same. Further, in the knowledge economy, skilled manpower tends to be key differentiator for which firms have to scout globally. In this regard, RPO or Recruitment Process Outsourcing gains significance. RPO may be defined as a sub-category of BPO (Business Process Outsourcing) where the recruitment function is outsourced to an external agency which is rendered the responsibility of hiring skilled employees for the employer (Klaas, McClendon Gainey, 2001). Besides, cost savings RPO provides free time to HR managers which thus could be used to focus their attention on designing key HR strategies so as to enhance the overall satisfaction level of employees which would lead to higher productivity and retention. RPO as a process has been facilitated by the increasing focus of the management on talent management which essentially begins with recruitment. As a result, the HR managers globally have cashed upon outsourcing as a strategic option which could essentially improve talent management as a whole (Nelson and Gerard, 2005). Besides, it is critical to consider that in the globalised recruitment field, there are significant overhead costs which are often not noticed by the employer. But through the hiring of an agency in the RPO, it is comparatively easier to highlight and measure these costs which are otherwise hidden and thus uncontrollable (Mazur Kleiner, 2002). Besides, with the geographical spread of multinational organisations, it becomes essentially difficult for the employers to integrate all the requisite information so as to enable proactive workforce planning which indicates the estimated demand based on which recruitment needs to be periodically held. This is achieved through RPO whereby a dedicated agency is able to form an integrated platform for talent management (Stroh Treehuboff, 2003). This allows the HR personnel to save their crucial time and also allow for better hiring decisions so as to ensure that there is no shortage of requisite manpower while minimising the employees kept as buffer. An RPO can also provide a thorough analysis to the employer with regards to the job market and prevailing compensation and incentives that are being offered by other players. This information enables the employer to benchmark the compensation and related incentives being offered and allow them to make requisite changes in a timely manner so as to attract the best talent in the industry without overpaying (Shelgren, 2004). The methods deployed by the agency hired in the RPO tends to provide specialised knowledge about the appropriate tests to be considered to check specific skills the availability of manpower in line with the expectations of the employer. The specialist agency can enables the employer into highlighting the potential sources of candidates based on their underlying skill requirement. As a result, the RPO seems to a superior alternative in comparison with the available traditional hiring mechanism which the employer would otherwise use with lesser efficiency. Besides, being a specialist in recruitment services, the RPO agency could provide exposure to global best practices in terms of hiring to the employees besides ensuring that the organisation is not constrained by geographical parameters and is able to hire global talent (Nelson and Gerard, 2005). Having explored the benefits of RPO, it is imperative to shed light on the underlying process which is essential so as to be able to reap the above. The RPO process begins with the meeting between the employer and the specialised agency which is undertaken primarily to understand the requirements of the employer. Based on the underlying requirements, the underlying job description and specification is decided based on inputs from the employer. Further, with regards to the compensation to be offered, discussions are held with the HR executives of the employer and market trends are highlighted so that the employer can design suitable packages with inputs from the agency. Once this done, advertisements are placed through requisite sources where the chances to reach the desired candidates would potentially be the highest. Based on the responses and applications received by the interested candidates an initial screening is performed by the agency based on the criterion provided by the emp loyer (Masinovic, 2010). Initial interview is arranged by the RPO where the company HR personnel along with subject experts are invited so that further screening of the candidates can be done. Additionally, another round of HR interview and other tests (such as psychometric) may be held in assistance with the representatives of the employer which would enable them to finally select the best candidates. In the process of final selection, the agency provides key inputs based on their expertise and experience so as to help the employer make prudent choice (Shelgren, 2004). This is imperative since there are significant training costs that the employer invests on employees and as a result it is essential that the employees should stick around (Prowse Prowse, 2010). The agency issues offer letter to the selected candidates and also communicates with them with regards to their joining date and other formalities that they need to fulfil. As a result, it is evident that the RPO agency clearly plays a pivotal role a s a mediator between the employer and the candidates while ensuring benefits for both parties involved (Ordanini Silvestri, 2008). Based on the above description, the flow diagram of RPO is shown below. It is noteworthy that even though RPO is gaining higher acceptance and popularity but the key aspect for the success of this endeavour is the level of communication and coordination between the client and RPO agency. This would ensure that the client would be able to reap the benefits of specialised knowledge possessed by the agency. Also, it would enable that the agency would be able to provide relevant services to the client which would ensure long term relationship and mutual gains for the involved stakeholders (Stroh Treehuboff, 2003). Considering the potential gains that are on offer by RPO, it may be concluded that in the near future, it is expected that this trend would increase further so as to build competitive advantage in an increasingly competitive business place (Shelgren, 2004). References Klaas, B. S., McClendon, J. A. Gainey, T. W., (2001), Outsourcing HR: The impact of organisational characteristics, Human Resource Management, 40(2), 125- 138. Mazur, M., Kleiner, B. H. (2002), How to hire employees effectively, Management research news, 25(5), 21 Ordanini, A., Silvestri, G. (2008), Recruitment and selection services: Efficiency and competitive reasons in the outsourcing of HR practices, The international journal of human resource management, 19(2), 372-391 Prowse, P. Prowse, J. (2010), Whatever happened to human resource management performance?, International Journal of Productivity and Performance Management, 59(2), 145-162. Masinovic, D. (2010), RECRUITMENT PROCESS OUTSOURCING AND ORGANISATIONAL CULTURE, CONNECTING THE DOTS, Retrieved December 23, 2016 from https://www.diva-portal.org/smash/get/diva2:357986/FULLTEXT01.pdf Nelson, T. and Gerard, B. (2005), Recruitment Process Outsourcing: Transforming End-to-End Talent Acquisition, Retrieved December 23, 2016 from https://www.google.co.in/url?sa=trct=jq=esrc=ssource=webcd=2cad=rjauact=8ved=0ahUKEwiW5ceN9onRAhWHOo8KHXdXDWAQFggeMAEurl=http%3A%2F%2Fwww.kornferry.com%2Finstitute%2Fdownload%2Fdownload%2Fid%2F17084%2Faid%2F184usg=AFQjCNEcEbK0KhDlzErm4Al6Yj9G5USshAsig2=O53wb9WgrY941pqhuYJphgbvm=bv.142059868,d.c2I Stroh, L.K. Treehuboff, D. (2003), Outsourcing HR functions: when and when not to go Outside, Journal of Leadership and Organizational Studies, 10(1) , 19-28. Shelgren, D. (2004), Why HR outsourcing continues to expand, Employment Relations Today, 3(2), 47-53.

Women in Combat Essays (810 words) - Gender Studies, Gender

Should women be allowed to serve in combat roles in the military like men? At the beginning of the twentieth century, women were struggling for their right to be considered equal to men. In the early 1900s they achieved their first real victory when women were granted the right to vote. Before this time, women were not allowed to vote because they were told that the polling places were unsafe. Women were taught to stay at home and take care of their families. It is now the 21st century, and women have achieved yet another victory. Women have gained the right to participate in military combat. It is a different time, but the scenario is very similar to what it was many years ago. Many people still believe that woman?s place is at home raising and taking care of the family. However, women have had to prove again and again that, in most situations, they are capable of performing at the same level as any man. Women are continually fighting for the same rights afforded to men, and engagin g in military combat is a right to which they are entitled. Proponents of women in combat believed that putting women in military combat is the cutting edge of the feminist goal to force people into an androgynous society. History offers no evidence for the proposition that the assignment of women to military combats is the way to win wars, improve combat readiness, or even promote national security. No country in history has ever sent mothers of toddlers off to fight enemy soldiers until the United States did this in the Iraq war. In addition, one of the most important factors that show how women are not as effective as men in combat situations is the obvious fact that they perform on different physical levels. Another important point is the fact that women are much more susceptible to injury than men. These factors could weigh heavily for the competence and effectiveness of a normally trained woman in battle. Therefore, the environment of war includes many variables that the men must overcome and make quick and well educated decisions. When worrying about health-care and hygiene during war a soldier cannot make good decisions. Women in the Persian Gulf War often traveled in the back of trucks with male soldiers. Some of the areas were so littered with land mines that it was unsafe to walk even a few feet from the truck. The men were able to urinate while standing in a corner of the bed. But the women did not have portable toilets or even rudimentary chamber pot. If women are allowed to enter the combat environment, they will not physically support the stress of staying alive. When it comes right down to it, men and women can participate equally in any situation, when given the chance. Women of today are ambitious, especially women who are entering into military combat because of the resistance they have encountered for so long. Women are competitive and often take charge and seize control of any situation. They know what they want and will go to great lengths to achieve it. Women can be tough and unemotional, even in times of distress. These are not characteristics that have been linked with women because, traditionally, these were characteristics only a man could possess. As others contends that fame, aggressiveness, achievement, and self confidence were territories into which very few women dared to enter. However, society is slowly realizing that women do possess many of the same traits as men, but historically, women have been unable to exhibit them. In many cases, women will not be as strong as men, but does this fact really have any bearing on women engaging in combat? In the past, strength for hand to hand combat was necessary. With technology as it is today, hand to hand combat is almost obsolete. Much of the fighting today is done using advanced computer technology and nuclear weapons. Strength does not increase intelligence, and both men and women are equally qualified to operate a computer. That doesn?t mean, by the way, that I am a bloodthirsty militarist. I think most of our nation?s recent wars have been mistakes, and