Technology In Recruitment Selection Business Essay

Technology In Recruitment Selection Business Essay Introduction In a world that is constantly changing and evolving, technology surrounds us all. This essay identifies and evaluates the use of technology in the HR department in general and in the recruitment selection process in particular. Technology, E-Human Resources and E-HR systems will de be defined first. Then, the recruitment and selection process will be described along with the different recruitment tools. The different methods of online recruitment will be evaluated along with e-selection methods. The pros and cons of the uses of technology in the recruitment selection processes will be discussed in depth. Finally, a conclusion will be made. Human Resources Technology Technology according to ENCYCLOPEDIA BRITANICA (2010) is  the application of scientific knowledge to the practical aims of human life or, as it is sometimes phrased, to the change and manipulation of the human environment. The past decade has seen the introduction, application, and merging of technology in the workforce or as some may label it the information revolution. The information revolution has changed the whole work environment. Most of the tasks are computerized and companies rely heavily on their computer systems. The Human resource department was not immune to such a revolution, the adaptation of technology in HR lead to the birth of E-Human Resources. E- Human Resources ENTREPRENEUR (2010) defines Human Resources as The department or support systems responsible for personnel sourcing and hiring, applicant tracking, skills development and tracking, benefits administration and compliance with associated government regulations. The Human Resources department is the hub of the company. It acts like an advocate for both the company and the employees and is responsible for the employees well-being, benefits, payroll, hiring, team building, coaching, recruitment and selectionetc. E-Human Resources on the other hand refers to the application of technology like the internet in the transactions of the human resources department. (Lengnick-Hall and Moritz, 2003). E-HR aims at running the operations of the HR department smoothly and efficiently, by keeping all necessary information readily available to all managers and employees when needed. E- Human Resources Systems The mixture of the vast growing information technology and the need for continual improvement of work efficiency was among the major drivers for the development of the E-Human Resources systems. (Stanton and Coovert, 2004; Fletcher, 2005). In other words E-HR systems are a merger between HR activities and information technology. Human Resources systems are created by vendors like Oracle and Ascentis, they usually include four modules: Payroll module, Time and Labor Management module, Benefits Administration module, and finally the HR management module. The Payroll module manages and controls all employees salaries and payrolls, while the Time and Labor management modules control attendance, absences issues. Benefit Administration model deals with employees benefits and entitlements. While the HR management module helps in the selection and recruitment process, more on this module will be explained later. Moreover, E-HR systems also include enterprise resource planning system (ERP), HR service centres, interactive voice response, manager and employee portals and web applications. (Panayotopoulou,Vakola and Galanaki 2007). Enterprise resource planning system is used to manage financial, materials and human resources both internally and externally. Overall, HR systems cater for the different needs of the HR department and helps automate many aspects of human resourcing. Recruitment and Selection Every business, enterprise and organization goes through the recruitment and selection process. It is the most important aspect of the human resource management department, as it provides the organization with the essential resources needed for its operations the human capital (Barber, 1998). Recruitment is defined as the activities an organization undertakes in order to identify and attract potential employees (Breaugh and Starke, 2000). Selection is what comes after recruitment of choosing the best candidate for the job out of all the applicants. The recruitment and selection process Getting the recruitment and selection process wrong is not an option for recruiters, the wrong person for the job will not only affect the companys productivity but it will also result in business losses (book reference). That is why most companies follow a somewhat standardized recruitment and selection process, shown in the figure below. Recruitment Organizations mold their recruitment processes or strategies according to the job they want to occupy. In order to attract the right candidates, HR professionals advertise in a certain way, seek professionals or graduates, contact agencies or use the Internet. Recruitment tools In a study by Bernthal and Development Dimensions International, data was collected from members of the Electronic Recruiting Exchange. Among the survey questions was a question about the recruitment strategy and its effectiveness. The findings of the study show that the internet is the most popular and most effective recruitment method while employee referrals came second. This shows that although the internet is new and more effective, it did not replace the traditional recruitment methods. Figure showing Berthals results: Taken from Recruitment Selection paper by Barthal and Development Dimensions International Online Recruitment The internet was not acknowledged as a recruitment tool until the mid 1990s. With the benefits it brought to recruiters, the media described it as the driver behind a recruiting revolution (Boydell, 2002). Many companies now have a new position in the HR department; Online recruiter. Online recruitment is growing rapidly; both recruiters and job seekers around the world use it. It can be defined as the use of the internet to match job seekers with appropriate jobs. In other terms, using the internet to attract potential employees. Studies were carried out to understand and quantify how much recruitment exactly is done online. These studies include: a study by total jobs 2004 that shows that two thirds of the organizations in the UK use job boards. While HR focus (2001) indicated that more than 75% of HR professionals use job boards in addition to the traditional recruitment methods. In the USA, Cober and Brown (2006) found out that 50% of the recruitments were carried online and this figure is expected to increase. Moreover, a study by Capelli (2001) stated that 90% of the Fortune 500 use online recruiting. A poll carried out by The Recruiters Network (website) showed that 45% of the companies filled 20% or more of their positions through online recruitment (Charles 2000). The most effective and popular online recruitment methods are: Talent Management Systems The HR management module mentioned previously pursues talent management. Talent management is the process of attracting and hiring skilled employees, or retaining current employees while helping them work on their own talents. Talent Management systems perform the following tasks: analyze the use of personnel within the company, post job vacancies online, review applicants credentials, track demographic data of candidates, store information, automatically communicate and provide information to applicants and many more, depending on the company. Thus talent management systems are used in the recruitment process. Advertising on the companys site The first, cheapest step a company can take to recruit people is to advertise about the job offer on its on website. In a study by Bartam (2000) figures showed 88% of companies recruiting 50 or more graduates per year advertise on their own website. Advertising on the companys website slashes advertisement costs in newspapers, magazines, and recruitment agenciesà ¢Ã¢â€š ¬Ã‚ ¦etc. the internet is global medium, thus making it very much easier to spread the word, while being much more cost effective. The company can also use Google ads as a way to advertise for job vacancies within the organization. Job Boards Job boards are recruitment websites that match recruiters with the most appropriate applicants (also called job hunters) through advertisements and job postings. There are plenty of job boards on the world wide web; the most popular include Monster, CareerBuilder and HotJobs.com. Since these websites are similar and offer the same service, monster.com will be used as an example in order to evaluate and understand job boards. Monster.com Monster.com is a global online recruitment website. Its network consists of 22 local content and language sites. The traffic on the website is estimated to be over 25 million job seeking users and over 100,000 member companies. Its rà ©sumà © database contains more than 17 million rà ©sumà ©s. Two separate studies by Gutmacher (2000) and Leonard (2000) both confirmed that the emergence of monster.com and rà ©sumà © as frequent search words indicates the influence of job boards (monster.com) on web job searching or in other words online recruitment. According to monster.coms employment index, the month of September 2010 showed a 131 employment index the highest so far. More interestingly, Wales showed the highest employment in the UK region. From the figures and information above, it is safe to conclude that job boards are doing well and play a vital role in online recruitment. However, a significant number of job seekers continue to search in general search engines (reference) while other studies highlighted the role of social media websites play in job recruitment. Social media websites The past decade has seen the rise of social media websites. It is now not enough to post your resume on a job board. Social recruitment is now beginning to over shadow the use of job boards and other traditional recruitment methods at some companies (Levinson 2010). Moreover, recruiters are spammed with hundreds of applications of unqualified personnel when posting on big job boards which forces them to look for qualified applicants elsewhere. Findings from a survey conducted by Jobvite (a recruitment software maker) showed that 73.3% of the companies use social networks for recruitment, while 9.3% are planning to begin next year. Another finding shows that LinkedIn, Facebook and Twitter are among the most popular social media networks used by companies for recruitment. LinkedIn LinkedIn is a professional network, which includes contacts and relationships developed over the years.. LinkedIn provides its users with the means of establishing an authoritative resource on their experience and capabilities, thus making users more attractive to recruiters. Currently LinkedIn consists of more than 80 million members from over 200 countries. LinkedIn from recruiters perspective is a place that provides access to different kinds of reliable qualified talents. The main reason that companies are using LinkedIn is to find passive job candidates. Another reason why companies are using LinkedIn, is because referrals from their employees are highly valued because they typically have a higher success rate (hence the popular employee referral bonuses). LinkedIn helps companies leverage the networks of their employees. Kay Luo, Director of corporate communication at LinkedIn. Hundred of companies use LinkedIn and LinkedIn corporate solutions to post jobs and source candidates for recruitment. The question is: How does LinkedIn work? For example, person x creates a profile, uploads a picture and writes down his skills, capabilities and experiences. A company searching for an employee or a recruitment agency working for that company searches the databases available at LinkedIn, finds person x who has the skills required for the job. The company then looks at his information and if person x is the right person for the job, they contact him. LinkedIn is growing rapidly to the extent to which it is almost unprofessional not to have a LinkedIn profile. Considering that executives and employees from the all the fortune 500 companies have LinkedIn profiles. Facebook Facebook is ranked 2nd among social media sites used for recruitment purposes. It is a social networking site that connects people with their friends, co-workers, family members, and others. Chris Russel, founder of jobsinpods.com thinks that: Facebook is a talent goldmine. Its filled with millions of passive candidates that employers covet. Looking at Facebooks demographics, it has more than 200 million active users. Success recruitment stories, like the Ernest Young Facebook group means: if Facebook is utilized correctly, recruiters can access and select from a wide spread of talented candidates. They key to Facebook recruitment is to create relationships with potential employees in order to make yourself their employer of choice (Facebook Recruitment Tips, 2008) The figure below illustrates how facebook can be used: Selection The selection process is not easy. An executive interviewed by Forrester explained the selection process: We have to sift through lots of resumes, like kissing frogs before you find the prince (Lawrence 1999) Hundreds of applicants apply for the job, companies then have to filter out the suitable ones and filter them even more to find the right person for the job. Technology has made the selection process easier, nowadays there are numerous methods used by companies in order to test applicants. Some of these methods are: Applications Database Applications Database also known as resume database are computer softwares used to keep track of applications. Applications are sent to the database where they are stored, a query containing any keyword the company desires is run to find applicants with the required specifications. This helps in narrowing down the applicants to the most suitable ones. These programs also enable companies to send template emails and set up interviews without the need to manually do it, thus proving to be cost and time efficient. Online testing and assessment Psychometric tests are used to measure the applicants capabilities. It gives the employer an insight into whether the applicant can work well with a group and his ability to handle stress and meet intellectual demands of the job. These tests are usually divided into: Aptitude tests There are several types of aptitude tests as shown in the figure below. The type of test the applicant has to sit through depends on the job he/she is applying for. Taken from psychometric-success.com Aptitude tests measure the abilities of applicants in the area the job requires the most. Personality tests Personality tests include questions about behavior, feelings and thoughts. They are used to analyze the applicants characteristics in order to find out if the applicant has the right characteristics to help him fit into the organization, whether its motivation, discipline, enthusiasmà ¢Ã¢â€š ¬Ã‚ ¦etc. Psychometrics tests are usually presented in multiple-choice formats. The applicant answers directly into the computer or an electronic device. The results are calculated straight away and compared with the results of a control group. Internet Interviews Interviews are an essential part of the selection process. It gives both the employer and the employee a chance to get to know each other and have a face to face conversation. Based on the interview the employer can decide whether the applicant is suitable or not. There are different types of interviews: screening, selection, group, stress, panel, and most recently internet or online interviews. Online interviews are conducted over the internet using video conferencing, it is like a normal interview, except the interviewee is not in the same place as the interviewer geographically. Online interviews give the employer the chance of conducting the interview without baring the cost of the applicants transportation and the time spent traveling; this is very effective in interviewing people from overseas. Reference checks When selecting a potential employee, companies check the employees background for criminal, medical, credit records and job references (subjected to the presence of the search and access permission). Reference checks are commonly done over the telephone and by email. There are also websites offering to conduct employment reference checks for employment like credit-check-services.co.uk. It claims to verify the employees identity; address; criminal record history; employment history; qualifications and more. Automated reference checks make accessing background information quick and easy. The problem with reference checks is permission and privacy issue; applicants must allow the company to do these checks. Assessment centers With the help of computers and the internet, it is possible to create multi user exercises like business simulations. The users of this exercise dont need to be in the same place to take part. The exercise can be customized in order to include the tasks the employer wants to evaluate the applicants in. The exercise is closely monitored and from it the employer can tell which user is doing a better job and who is having a tough time coping. It is to be noted, that one selection method doesnt replace the other. Different methods have to be applied in order to filter the hundred of applicants to the suitable one. Advantage Disadvantages of E- Recruitment Selection There are two sides to everything. The introduction of technology to recruitment selection might be the best thing that happened to HR, but it also has its setbacks. On one hand, the introduction of technology: Enabled companies to identify a virtually unlimited number of job seekers. Reached people at a global level while traditional methods can only grasp the local job market. (Chaskelson, 2000), (Ganalaki, 2002) Reduced Advertising costs, posting a job vacancy on a companys website or a job board costs less than posting it on newspapers. Reduced the time taken in recruitment; it reduced the time taken to post the job vacancy and resumes can be received on the same day. Technology also speeded up the recruitment process by automating some HR tasks. Provided a wider talent market for companies to choose from. iLogos research 1998 shows that the Internet provides better quality applicants as they tend to be better-educated and more computer literate than non-users. Provides 24/7 access to resumes and applicants can send their resumes at any time. Facilitated the use of databases, internet testing, assessment centers which help in the selection process. On the other hand, the advantages of technology are also its dangers. Due to the ease of looking for job posts and applying online, millions of rà ©sumà ©s are sent which makes the screening process hard and time consuming. The presence of internet testing makes it easy for anyone to create a test and post. Loss of human interaction. A study by Arkin and Crabb (1999) shows that executive job applicants still prefer personal contact to internet contact. It cant replace the traditional recruitment and selection methods. Seminerio (2001) stated many companies might still continue to use traditional recruitment services for hiring executive staff employees. The use of internet could discriminate against non internet users or those who are not good with computers. There are also some legal issues with e-recruitment and selection. For example, manipulation could occur in the use of internet tests the person applying may be different from the person taking the test. Overall, the advantages of e-recruitment outweigh its disadvantages. Conclusion To sum it all up, this essay has discussed and evaluated the use of technology in recruitment selection. Online recruitment has been identified as the most efficient recruitment method, it branches into: Talent Management Systems, Advertising on the companys website, job boards and social media network. There are some privacy and discrimination issues with online recruitment, but it does more good than harm. The use of technology in selection helped automate and make easy the different selection methods. It also introduced new ways of doing the methods like: online interviews, keeping an application database, online assessment centers and internet tests. I will end this essay by stating E-recruitment selection is here to stay and evolve the world into a much more advanced place of recruiting, which can potentially curb down global unemployment rates.

CMOS memory Essay

1. Search the internet for information on â€Å"CMOS memory† and answer the following questions: How has CMOS memory changed over the years? Has the size of the CMOS memory increased, decreased, or stayed the same? CMOS memory was originally used in the early days to store semi-permanent data stored in chips. The speeds have increased and the noise has been reduced it also went from analog to digital. With technological advancement over the years, it now uses flash memory, which is a form of EEPROM instead of chips. The size of the CMOS memory changes on how it is set. It either can be added or reduced from the computer. However, these changes cause the computer to report a memory size mismatch. The size of the CMOS memory has also pretty much stayed the same because there is no need to increase the size. There was never any need to store more than 512 bytes in the memory as it holds the absolute basic boot settings for the system. The typical size is still 512 bytes currently . 2. Determine if the CMOS still utilizes RAM, requiring a battery on the motherboard, or has evolved into using EEPROM. There are still CMOS that use a battery on the mother board but EEPROM is more popular today. CMOS has since evolved from using a RAM to using EEPROM. It’s a long name for a small chip that holds bits of data code that can be rewritten and erased by an electrical charge, one byte at a time. Its data cannot be selectively rewritten; the entire chip must be erased and rewritten to update its contents.

American Gothic Mid Term Use Of Color - 1723 Words

Skylar Leaf American Gothic Mid-Term The Use of Color in Beloved In Beloved, color is a common and important theme, especially the color red. This is because color can symbolize a variety of different things such as a specific emotion or a memory. Throughout Beloved Morrison uses color to give various meanings to various objects and spaces. The emotional qualities of the characters in Beloved are so strong that Morrison utilizes color as a way to express their feelings. Since the book tells a story about slavery and the color of a persons skin, color in the book is often used as a way to express conflict. In Beloved, color is seen as the cause of all the trouble and tension in the novel. The color red is a commonly used symbol in Beloved†¦show more content†¦One of the first appearances of the color red in the novel is when Paul D enters 124 and is frozen in a pool of red and undulating light that locked him where he stood.(Morrison 10) There is also a common theme of Paul D’s red heart which has been re placed by his old tobacco tin. He would not pry it loose now in front of this sweet, sturdy woman, for if she got a whiff of the contents it would shame him. And it would hurt her to know that there was no red heart bright as Mister s comb beating in him.(Morrison 86) The idea of the red heart represents the pain of Paul D’s past and the life as well as manhood he was denied. There are many other examples of the color red in Beloved. For example, the red rooster which for Paul D represents the manhood in which he was denied. Amy Denver’s red velvet represents the notion of a happiness sometime off in the future, which Sethe believes Amy will never reach. The red choke cherry tree which was whipped into Sethe’s back as well as the memory of the blood of her dead child are a constant reminder to Sethe of the horrors and negative memories of her life. The use of many other colors as symbols occur throughout Beloved, even on the first page of the novel where Morrison describes 124 as a dull gray and white and absent of any color, which sets the tone for the space in which a large portion of the novel takes

Essay on History of Corrections - 1749 Words

History of American Corrections The corrections system in America began mostly with the arrival of William Penn and his â€Å"Great Law.† This was back in 1682; the â€Å"Great Law† was based on humane principals and also focused on hard labor as a punishment. The corrections system really began to take hold in North America in the late 1700’s with the idea’s and philosophy of Beccaria, Bentham, and Howard. These philosophies were based on the thought that prisoners could be treated and reformed back into society. This hard labor was used as an alternative to other cruel forms of punishments that were used in earlier times such as physical abuse or even brutal death. In 1790 came the birth of the Penitentiary in Philadelphia. The†¦show more content†¦Ã¢â‚¬Å"†¦ incapacitation focuses on the characteristics of the offenders instead of the characteristics of the offenses†(Clear, Cole, Reisig). Rehabilitation is more of a therapeutic method to help the criminal ditch cri me and become a constructive member in society. â€Å"Rehabilitation involves teaching inmates silks and trades that will, hopefully, give them a chance to become law-abiding citizens once they are released from prison† (Long). This method is looked at as more of a treatment than a punishment, to guide the criminal to make better choices and live a better life. Restorative or Community Justice is a fairly new concept. It is aimed more at repairing damages caused by the crime to the victim(s) and the community involved. In this method the victim lays out conditions for the offender and what is necessary to help repair any losses. The community provides assistance to help restore the offender to the community. Some say that this method can be dangerous and bypasses certain safeguards. The goals of corrections are solid efforts to reduce crime. There are many improvements that could be made. As we learn and test these methods, they need to be fine tuned and have the bugs worked out. If something isn’t working in the appropriate way it needs to be addressed and refocused. I think that many of these goals will become weak and maybe overlooked with the new AB 109 bill and other reforms currently taking place in CaliforniaShow MoreRelatedHistory And History Of Corrections1069 Words   |  5 PagesHistory of Corrections Sarah Barnett Criminal Justice 1101 Mrs. Childs â€Æ' History of Corrections Corrections have been around since almost the beginning of the nomadic time of people. The Huns developed systems of punishment for behavior or resistance throughout Mongolia. Because of the development of agriculture cities started to become more populated and cultures and fears of people taking advantage or causing harm to others became more and more widespread. This led to more formal systems of punishmentRead MoreHistory And Development Of Corrections796 Words   |  4 PagesThe field of corrections is something that is always evolving, changing, correcting itself and making it better. Its history is filled with various reforms that have created what makes corrections what it is today. But, one has to wonder, what does its future hold? Will corrections continue to evolve and change, or remain the same? To consider what corrections will look like in five years, one would have to start by looking at its history to start. During the 1700’s, the basic punishments wereRead MoreHistory of Corrections: from Then to Now1809 Words   |  8 PagesRunning head: HISTORY OF CORRECTIONS History of Corrections: From Then to Now Kris L. Sullivan Colorado Technical University Online A Paper Presented in Partial Fulfillment Of the Requirements of Corrections Solutions January 14, 2008 Abstract The U.S. corrections system, a subdivision of the criminal justice system, continues to undergo change. From its beginnings as laws written in stone, the corrections system has sought to punish offenders. The origin ofRead MoreHistory Of The South Carolina Department Of Corrections1301 Words   |  6 PagesAlthough the original South Carolina correctional system was created in 1866, the modern South Carolina Department of Corrections (SCDC) was established in 1960. It is headquartered in the state capital of Columbia and answers to the governor. There are over twenty thousand inmates contained, and the SCDC has twenty-two institutions. The mission of the SCDC is safety, security, and stewardship. It aims to both contain and rehabilitate inmates to promote the safety of South Carolina citizens whileRead MoreEarly Prisons, Law, and Punishments664 Words   |  3 Pagesfirst legal record found in Middle East (Punishment and Corrections American History). However, the Western nations se em to follow the laws started by ancient Rome. In 1532, the Holy Roman Empire created the cousiti criminals Carolina (Punishment and Corrections American History). Most people believe that the earliest form of law can be found in twelve centuries, which is known as the Justinian Code (Punishment and Corrections American History). In America the crank mill failed to take hold but wasRead MoreStudy Guide/Outline Chapter 11435 Words   |  6 PagesPART 1 PUTTING CORRECTIONS IN PERSPECTIVE Chapter 1 The History of Crime and Corrections CHAPTER OBJECTIVES After reading this chapter, students should be able to: 1. Define the term corrections, and know how correctional agencies fulfill their mission of protecting society. 2. Identify how corrections can impact the crime rate by understanding the concept of the correctional funnel. 3. Outline the growth of corrections over the past two decades, and describe why the scope of correctionalRead MoreThe Incarceration Of The Correctional System910 Words   |  4 Pagespopular correctional agency in America. Prisons in America were among some of the first public buildings established in the New World. Early prisons were not considered â€Å"houses of punishment,† but were rather referred to as temporary holding cells. The history of U.S. prisons from the late 1700s to the late 1800s was marked by a shift from a penitentiary system primarily concerned with rehabilitation to one concerned more with warehousing prisoners. The failure of reform minded wardens to justify rehabilitationRead MoreChanges Of The Corrections System911 Words   |  4 Pagesall the failures throughout history in corrections, there are several changes that have been made since the initial developments of reform. Humans need to be punished in order to understand wrongdoing, therefore th e corrections system will need to change not only to modern society, but also to the populations to avoid overcrowding. Americans should transition to more probations and community corrections programs, but eligibility for the new lenient methods of correction should only be available toRead MoreWhat Is Using Multiplanar Reconstruction Technique Used For The Conventional Radiographs?1549 Words   |  7 Pageswhich an intervention for its correction can be given to the subject. Demographic data(name,age,gender) Chief complaints of subject History:Present and Past history (including family history,surgical history and Initial evaluation should be started with detailed history regarding prenatal and perinatal events.Symptoms,onset,deficit and progession of disease should be documented.As well as disability and quality of life since the onset of disease.Past medical history can give idea about congenitalRead MoreCja234 Week 3 Essay1318 Words   |  6 PagesPrincipal Objectives of Corrections CJA/234 January 1, 2013 The Principal Objectives of Punishment with the U.S. Corrections System The Department of Corrections has continuously changed their goals and objectives throughout the history of corrections. The continuous changes to policies have many contributing factors beginning with the Attorney General, Governors, and appointed directors of the incarceration establishments. With changing laws, new problems arising and changing political

Financial Analysis of Bmw - 1746 Words

7.0 Ratio Analysis Ratio analysis is the starting point in developing the information desired by the analyst. Ratio analysis provides only a single snapshot, the analysis being for one given point or period in time. In the ratio analysis, it is possible to define the company ratio with a standard one. I different ratio that can be classified as follows: âž ¢ Liquidity ratio âž ¢ Activity ratio âž ¢ Profitability ratio âž ¢ Debt-coverage ratio. 7.1 Liquidity ratio: A liquidity ratio is a ratio that shows the relationship of a firm’s cash and other current assets to its liabilities. A â€Å"liquid firm† is one that can easily meet its short-term obligations as they come due. 7.1.1 Current Ratio: The current ratio†¦show more content†¦So we can say that efficiency of the company has gone down. Liquidity of the company has also gone down. 7.1.4 NWC to Asset Ratio:Net working capital is calculated by the folowing formula |NWC to Asset Ratio | | | | | | | | | | | | | | |Current Asset | |102,838,|183,804,896 |120,641,172 | | | | | |223 | | | | | |Total Assets | |364,345,|508,675,871 |280,664,180 | | | | | |404 | | | | | |NWC to |0.0181031 |(0.1220847) |0.0247386 |Show MoreRelatedFinancial Ratio Analysis: Daimler Group and Bmw Group Essay2075 Words   |  9 Pages2012 Financial Analysis: A comparison between Daimler Group and BMW Group Abstract In this report, we calculate and compare the financial performance between Daimler Group and BMW Group in two financial years 2010-2011. The objective is to analyse the financial performance of both groups and identify our company’s position, thus suggesting the potential areas for improvement for our company. I) Introduction In this report, we analyse and compare the financial performance between BMW GroupRead MoreBmw Competitive Analysis1443 Words   |  6 PagesBMW Competitive Analysis The automobile industry is the most interesting and complex business sectors in the global framework for analysis. The Japanese cars are now supplemented by luxury models, such as Lexus Infinity and Acura to compete with European cars made by BMW and Mercedes and Audi. In this analysis, I’m going to develop company profile of BMW and its competitors (Lexus and Mercedes-Benz) per Porters criteria. BMW AG Group BMW AG was founded in 1916. Today the CompanyRead MoreThe Financial Performance Of Tesla Motors Inc.943 Words   |  4 PagesThe purpose of this memo is to compare the financial performance of Tesla Motors Inc. to the Bayerische Motoren Werke AG. BMW AG was selected because they are in direct competition with each other in the fully electric power motor vehicles. BMW has been chosen because they currently offer the most fully vehicles on the market compared to any other automotive manufacturer. BMW is also one of the only manufacturers that has invested resources into developing its electronic drive system (I-Drive) insteadRead MoreBusiness Strategies Of The Automobile Industry1553 Words   |  7 Pagesbusiness strategies to achieve their desired goals and objectives. Hence I have chosen BMW which is one of the most reliable and broadly recognised companies in the automobile industry, that is facing a high-priced process of product development which is financially costly and time consuming and bears an enormous risk of development of innovative model and model parts. (Hollensen, 2007). COMPANY PROFILE: BMW is a German prime leading luxury automobile company. It was founded as, Bayerische FlugzeugwerkeRead MoreBmw Swot Analysis975 Words   |  4 PagesBMW Company (Bavarian Motor Works) Introduction BMW Company was established in 1913. The person who founded the company was Karl Rapp. Before he worked in a German aircraft company as a director. He started the business in a very small scale. The name was Rapp Motor Works. In 1917 he resigned, led by Austrian engineer Franz-Joseph Popp, who changed the name to Bavarian Motor Works. In the same year Max Frizz, the chief engineer designed the company s first aircraft engine and when the treatyRead MoreSwot Analysis : Bayerische Motoren Werke ( Bmw )1179 Words   |  5 PagesThis report includes the basic information about Bayerische Motoren Werke (BMW), such as the Objective of BMW, the market share, location, customers, nature of competition, sales and the product costing system for BMW Company. In order to analyse the costing system for BMW, the report analyse the Activity Based Costing system and Condition Based Service which are BMW chosen. Furthermore, the report discussed the Just-In-Time Production inventory management system and environmental Accounting. TheRead MoreCustomization at Bmw Case Study1021 Words   |  5 PagesContents Problem statement 3 Background and Forecast 3 Segementation Analysis 3 Recommendation 5 Perceptual Map 5 Appendix 6 Problem Statements The BMW Individual Collection program has experienced a decline in sales volume. There appears to be a lack of commitment from BMW’s retailers and structural issues surrounding the corporate involvement of the program. Jeremy Shaver, the production planning manager believes that the BMW Individual Collection program has high potential and with an appropriateRead MoreBmw (Project Proposal on Bmw)1635 Words   |  7 PagesPROJECT PROPOSAL Strategies and Tactics Employed by BMW in Pricing, Production and Resource Utilization using Micro And Macroeconomic Theory MBA Full time Sept. Intake 2012 Course Module Managerial Economics Course Co ordinator Ceyhun Elci Read MoreSwot on Bmw1100 Words   |  5 PagesPRINCIPLES OF MARKETING 5.0 SWOT ANALYSIS FOR BMW The Swot analysis is a concise analytical method used to assess the strength, weakness, opportunities and threat in a company. The internal factors to the company can be categorised as the strengths and the weaknesses of the company while the external factors to the company can be categorised as the opportunity and threats. These four elements are more or less the four factors of success in a business. The swot analysis helps evaluate the strategicRead MoreToyota Motor Works Vehicles ( Bmw ) Essay1639 Words   |  7 PagesMotor Works vehicles (BMW) BMW the ultimate driving machine sells the driving experience more than selling a luxury car. The BMW company is the world’s leading provider of premium products and premium services for individual’s mobility. Karl Friedrich Rapp, a well-known Bavarian Engineer who worked with a German aircraft manufacturer, formed his first company in the suburbs of Munich in 1913, couple years later Rapp found that he was dealing with many problems of financial issues, so he decided to

Sadomasochism in Female Addicted Trauma Survivors Free Essays

Reference: Southern, S. (2002). The tie that binds: Sadomasochism in female addicted trauma survivors. We will write a custom essay sample on Sadomasochism in Female Addicted Trauma Survivors or any similar topic only for you Order Now Publisher: Brunner Routledge, 9(4), 209. Retrieved from http://www. mendeley. com/research/tie-binds-sadomasochism-female-addicted-trauma-survivors/ Introduction: The general area being investigated is women and addictive disorders that stem from past life trauma. The purpose of the study is to investigate case studies of women with traumatic pasts and to see if the theme of sadomasochistic behavior is prevalent in all studies. The independent variables would be the case studies themselves and the dependent variable would be the recurring themes in each study. Methods: Participants: The researchers found participants who had all suffered from past trauma in their childhoods and were exhibiting addictive behaviors in their current lives. Measures: The researchers used a table that represented the four parts of the personality, which were: sadist, masochist, dependent, addict. These four parts of personality manifest themselves in self vs. other relationships and love vs. ate relationships the trauma survivor is involved in. They also breakdown the process of brainwashing vs. psychotherapy and explain how one is used to reinforce negative ideals and the other is meant to help the patient recover and work their past issues. The functions of sadomasochism in the women’s lives was also explained. Procedure: Case studies were gathered and then analyzed for recurring themes of sadomasochistic behavior. Resu lts and discussion: The authors found a common theme of sadomasochistic behavior in all the case studies of the women with the life trauma syndrome. The study portrays sadomasochistic behavior as a harmful lifestyle choice and also gives detailed reasons as to why the women made the choice to live such a lifestyle. Conclusions: The study told me that sadomasochistic behavior in female addicts who experienced the life trauma syndrome was detrimental to their recovery because it renacted past abuse then reinforced the negative feelings associated with the abuse. The study explained some reasoning behind sadomasochistic behavior in women with past abuses. How to cite Sadomasochism in Female Addicted Trauma Survivors, Essay examples

Data Collection Harvesting Personalities Online

Question: Discuss about the Data Collection for Harvesting Personalities Online. Answer: Introduction: This paper is a review of the case-study by the same title (Raicu, 2016). A political candidate in America hired the services of a private company to help classify registered voters above and beyond the static demographics. The statistics included a personality analysis of the individual, to help the candidates better target (micro-target) specialised advertisements to people, both online and offline (Talbot, 2016) totalling 5,000 data points per person ("About Us", 2017). The company understandably keeps the techniques and the exhaustive list of the data providers confidential. They distilled individuals and all of their idiosyncrasies into one of conscientious, neurotic, or agreeable. Interestingly, the candidate had three different advertisement campaigns (an architect, a soldier, and a family man) each appealing to the three mentioned personality types, complete with the matching subliminal messages. These suggestions hold importance not only in advertising but also politics (Her skovits, 2010) ("Subliminals in Politics", n.d.). This paper focuses on the ethical concerns on how the company 'harvested' the people's personality. Specifically, this report will ask if the harvesting method is ethical, should the people taking the questionnaire have been advised explicitly, and is extrapolating the classification to individuals who did not take the survey moral? This paper uses four classical ethical theories - Utilitarianism, Deontology, Virtue Ethics and Contractarianism for evaluation. Utilitarianism Utilitarianism is a version of Consequentialism, and the latter identifies the end-result as the sole criteria for judging an action. Utilitarianism stands for the greater good. Thus, the action has to be considered with its good consequences, and deduct the negative impact and see how many entities will or have received the benefit. It has its roots in the 19th in helping legislators judge which laws were morally the best ("Thinking Ethically", 2017). In the context of Utilitarianism, was the company's method of harvesting ethical? This method of harvesting using data from unsuspecting individuals hugely benefited the company for sure with no harm to the enterprise. There was no harm to people, but no advantage either. Thus, this method had enormous benefits but for a smaller number of individuals, but no harm to others. Thus, this is ethical. Next, should the people have been informed explicitly about the company's intent to use their responses to profile them? If the individual was informed, there are good chances that the responses may have been different (Craighead Nemeroff, 2001), or they may not have taken up the questionnaire at all. Not informing them resulted in significant gains for the company and marginal gains to the individual in his satisfaction of exploration of his personality. Informing them would have led to likewise losses to both. Thus, this is ethical. Finally, was the company ethical in extrapolating the da ta? Not extrapolating the data would have resulted in a loss to the enterprise by lowering the quality and quantity of data. Not extrapolating would have led to no gains or loss to the people. Thus, this extrapolation is ethical. Deontology Deontology is concerned with duty. This school of thought assigns intrinsic values to actions and these values are be-all and end-all. The consequences, circumstances, motivations, internal or external pressure, and other such things do not matter. The two pillars of this theory are categorical (absolute) and imperative (duty to perform) (University, 2013). In the context of Deontology, was the company's method of harvesting ethical? In and of itself, when a user is filling up the questionnaire, their transaction is limited to honestly answering the questions asked to the best of their ability and the company's duty is to process these responses, inform the individual of his appraisal and be done with the data. However, the business went sideways from its duty. Thus, this is ethically immoral. Next, should the people have been informed explicitly about the company's intent to use their responses to profile them? The duty of a service provider (and the user too) is to tell upfront of any and all intentions of their interaction. The company failed in its duty by willfully misrepresenting its intentions. Thus, this was not ethical. Finally, was the company ethical in extrapolating the data? The company had some data at its disposal and extrapolated it for people who had not participated in its questionnaires. Any organisation (commercial o r government) is stepping outside its bounds when it tries to profile an individual without his express permission, and the company did that. Thus, this is unethical. Virtue Ethics Virtue ethics encompass a way of living which results in the right thing, at the right time, in the right amount, with the right person. This right is not the same as moderation, though moderation is a part of it. The right way is effortless (Athanassoulis, n.d.). As an illustration, it is okay to gorge sometimes, and it is fine to fast sometimes. However, unlike the other schools of thought considered, Virtue ethics do not codify a set a categorical imperative or consider the utility of an action as everything. Virtue ethics aim to achieve a deep happiness for self and others (eudaimonia) and leave the application to the individual. It consists of qualities like Honesty, courage, compassion, generosity, fidelity, integrity, fairness, self-control, and prudence ("Thinking Ethically", 2017). In the context of Virtue Ethics, was the company's method of harvesting ethical? This method of harvesting using data from unsuspecting individuals which rates low on honesty and fidelity. This technique was also unfair to the people who thought they were merely participating in a fun personality test. Thus, this is immoral. Next, should the people have been informed explicitly about the company's intent to use their responses to profile them? No matter the consequences for the company, by not updating the participants explicitly about its scheme to use the data (gathered on the pretext of a simple personality test), the enterprise failed in honesty and integrity. Actions like these do not lead to welfare of all. Thus, this is unethical. Finally, was the company ethical in extrapolating the data? The company used some data to estimate the tendencies of some other people, and those other people were not made aware of this. This action is somewhere in the middle of absolute honesty and absolute dishonesty. Such extrapolation's data may have helped the company provide better services to the client, which may have assisted in improving the world, even if in a small way. Thus, this extrapolation is ethical. Contractarianism In the contract school of thought, there is no morality per se ("Contractarianism: Crash Course Philosophy #37", 2016), but it emerges as a necessity whenever free, rational and self-interested entities come together. The people (being rational) realise that there are more gains in cooperating rather than not working together and thus morality appears. This arrangement does away with the constant threat in exchange for the endless opportunity (e.g. if I can steal from your plate, then you too can take from my plate). When someone defects and takes away more than their fair share, and the morality is all-around to encourage the contract's upholding by all parties concerned. In the context of Contractarianism, was the company's method of harvesting ethical? The agreement between the user and the website was to provide a questionnaire for personality assessment. By underhandedly using this information for some other purpose, the enterprise failed in keeping its end of the bargain. Thus, this is immoral. Next, should the people have been informed explicitly about the company's intent to use their responses to profile them? The company provides a (vague) privacy policy which, among other things, includes this sort of use. The user, by continuing to use the website agrees to the privacy policy. So, the company did not break any contract by using the data collected for political purposes. Thus, this is ethical. Finally, was the company ethical in extrapolating the data? The company used some data to estimate the tendencies of some other people. Those other people were not made aware of this and thus did not make any contract i.e. this agreement with the indiv idual who did not take part in the questionnaire was not free (as in speech), and the company failed on it. Thus, this extrapolation is not ethical. Conclusion This paper looked into three specific questions in the action of a private company collecting user personality data under the guise of a character appraisal from the point-of-view of four classical ethics theories. As per the context, the questions came out ethical or unethical, as the foundations of the theory coloured the action. All in all, not being explicit about the intended use of the data and underhandedly collecting the data seems to be unethical by the most schools of thought. The ethics theories were divided on whether the extrapolation on unsuspecting registered voters was ethical or not. References About Us. (2017). Cambridge Analytica. Retrieved 6 January 2017, from https://cambridgeanalytica.org/about Athanassoulis, N. Virtue Ethics | Internet Encyclopedia of Philosophy. Iep.utm.edu. Retrieved 6 January 2017, from https://www.iep.utm.edu/virtue/ Contractarianism: Crash Course Philosophy #37. (2016). YouTube. Retrieved 6 January 2017, from https://www.youtube.com/watch?v=2Co6pNvd9mc Craighead, W. Nemeroff, C. (2001). The Corsini encyclopedia of psychology and behavioral science (1st ed., p. 668). New York: Wiley. Craighead, W. Nemeroff, C. (2001). The Corsini encyclopedia of psychology and behavioral science (1st ed., p. 668). New York: Wiley. Herskovits, A. (2010). Subliminal Messages in Politics. Political Persuasion. Retrieved 6 January 2017, from https://ahersko.wordpress.com/2010/11/20/subliminal-messages-in-politics/ Raicu, I. (2016). Data Collection: Harvesting Personalities Online. Santa Clara University. Retrieved 6 January 2017, from https://www.scu.edu/ethics/focus-areas/internet-ethics/resources/data-collection-harvesting-personalities-online/ Subliminals in Politics. Subliminalmanipulation.blogspot.in. Retrieved 6 January 2017, from https://subliminalmanipulation.blogspot.in/2010/09/sex-in-politics-word-sex-is-frequently.html Talbot, D. (2016). Political campaigns now guess your personality type before showing you customised ads. MIT Technology Review. Retrieved 6 January 2017, from https://www.technologyreview.com/s/601214/how-political-candidates-know-if-youre-neurotic/ Thinking Ethically. (2017). Santa Clara University. Retrieved 6 January 2017, from https://www.scu.edu/ethics/ethics-resources/ethical-decision-making/thinking-ethically/ University, B. (2013). What is Deontology?. YouTube. Retrieved 6 January 2017, from https://www.youtube.com/watch?v=_bMpwxhL8Sw