Arms Trade Is Big Business Research Paper Example | Topics and Well Written Essays - 750 words

Arms Trade Is Big Business - Research Paper Example In fact they are spending even more to strengthen their military assets than on health and social development sectors. There has started a race of arms among all the countries a craze of gaining ultimate power and influence.1 There can be no denial to the fact that arms trading involve huge investments and great boost for economy. Millions of dollars are earned every year from the arm trading deals. With the export of arm, huge amounts are invested for the up gradation of security as well as on research and development.2 The other major benefit of arms dealing is national security and defense. It has always been and still is the main concern of every country. On this plead only a huge sum is spent by every single country to gain access to the most up to date and modern technology in the field of arms and weapons. Huge sums are also being spent in creating most effective weapons of mass destruction that can annihilate maximum percentage of enemy area in minimum time. In order to gain power in a certain area countries help each other by trading arms among each other to gain power and influence upon other countries in that area that pose threat to them. Along with this, arms trading provide jobs opportunities. A huge number of people are involved in this weapon making business, supporting number of families.3 With the positive aspects of making economy flourish, providing employment as well as ensuring security on national level, arms trading negative impacts on overall humanity cannot be ignored. An immense number of people are dying due to this legal as well as illegal trading of arms. It is the main threat to global peace as it is endangering civilization on everyday basis. The impact of nuclear bombings on Japans should have been a wakening call to the world, but in fact it has increased the battle of obtaining the most destruction able weapons. The influential nations sell arms to the third world in order to spend money to create even more disastrous weapons than are sold. While the third world countries are trying to create their defense stronger to protect themselves from the foreign invasion, and so are trying to spend every dime on the procurement of deadliest weapons they can lay their hands on. As the former U.S. President, Dwight D. Eisenhower, so rightly put the whole situation, in a speech on April 16, 1953, by saying â€Å"every gun that is made, every warship launched, every rocket fired signifies, in the final sense, a theft from those who hunger and are not fed, those who are cold and are not clothed. The world in arms is not spending money alone. It is spending the sweat of its laborers, the genius of its scientists, the hopes of its children†¦This is not a way of life at all, in any true sense. Under the cloud of threatening wall, it is humanity hanging from a cross of iron.†4 His words so rightly justifies the scenario of the present world, where children are dying of hunger and cold and the people elected to provide for their needs are busy making weapons and bringing the world to the brink of another deadliest ever war. With every trade of weapon, the looming sense of danger gets stronger. This weapon traded has no surety of being

Internet Marketing Essay Example for Free

Internet Marketing Essay Topshop is clothing store selling clothes, shoes and jewellery; they have stores in nearly all towns across the UK. Topshop also has an online store that you can buy they’re products from and they deliver to your home for a small price. You can order your chosen products wherever you are in the world, as they deliver worldwide. Also on the Topshop website you can choose the language preferred to shop online making it easier for people to use. If you change the language to shop on the Topshop website the currency automatically changes. This allows the business to sell globally, which will make them a lot more profit. Topshop also use social networking sites and mobile apps to support their communication, as they have a Facebook and Twitter page to promote their products and answer any questions from customers. Also Topshop have a mobile app so you can save, send and share all your favourite looks, and shop the pieces you’re after from their website. This is a great way of promotion as everyone today uses social networking websites, so it’s a way for them to be seen and keep up to date with what people are wearing and what people want. Topshop can also promote their last minute promotions such as sales through their website and mobile app. There are plenty of advantages for this, as not only is it money efficient it’s quick and Easy and can be seen by a lot of people. Using their website to promote sale is money efficient as they already have the website and the staff working it, if they printed out flyers or advertised in magazines etc. it would cost a lot more and it would probably be seen by less people. Topshop also sells ranges from different designers other than themselves; I think they do this to attract customers who buy from them specific designers to buy from them. Also this gives them a lot more variety and they will make a profit from it. ASDA also have an online store, which they sell everything from food to car insurance. ASDA tries to engage customers on their website by the use of videos, slide shows, animated backgrounds and their own radio station you can listen to online. They do this so people will want to look further into the website and hopefully buy the advertised products. Also the slideshows appears on the home page of the website, so people can see everything they provide on the first page. ASDA have a lot of competitors such as Tesco, Sainsbury’s etc. so they are constantly updated and new things to their website to beat the competitors. ASDA have identified new market development opportunities such having an in store opticians and pharmacy, doing this not only helps them make a profit but it keeps them ahead of their competition. River Island communicates with their customers through their website very well as they give customers a choice to make an online account; this is so the customers can keep record of their orders, order faster and efficiently. This helps them understand their customers as they know what their customers want and it benefits them as they know what sells the most and is popular with their target audience. River Island’s website provides the opportunity for the customers to use their online size guide for both men and woman, so their customers buy the correct sizes that customers will feel comfortable in. I think this is really effective for both the business and the customer, as the business will have fewer complaints and returned from the wrong sizes. For the customer this is good because you know that you will defiantly buy the size that fits and you don’t need to worry about sending them back or not having an outfit on time.

Cell Phone History - The Evolution of the Cell Phone :: Expository Essays

Cell Phone History - The Evolution of the Cell Phone Cell phones have become a part of mainstream culture. Recently they have become more affordable and accomplish much more than making and receiving calls. Along with the growing popularity there is also growing concerns about safety and health. In this paper we will address cell phone history and how they have evolved. We will discuss health concerns such as tumors and talking while driving. Finally, we will talk about all of the technology that cell phones can accomplish such as receiving Email and buying stocks. History: In 1921 the Detroit Michigan Police Department first used mobile radio in a vehicle. Digital wireless and cellular roots started in the 1940s. In the 1940s new frequencies between 30 and 40 MHz were available. There was an increase of availability in channels which police systems were encouraged to use. Mobile units were available within private companies, individuals, and public agencies. In St. Louis, 1945 the first mobile telephone system in the US was introduced. Along the highway between New York and Boston a Public mobile system carried greater frequency distance in 1947. In 1n 1949, the FFC authorized separate radio channels to common carriers. A new system was developed with automatic channel selection in 1964. With this new system each call allowed customers to dial for themselves and it eliminated the need to push-to-talk operation. In 1975, in Chicago, AT&T was authorized to develop a cellular system. After this AT&T and Bell labs work with other cellular vendors to develop their cellular phones. Their phones were made so consumers would have the quality products available to use on cellular networks. There are many reasons why the mobile wireless has not progressed further in the last 60 years, this is because of cautiousness and federal regulation. The Federal Communications Commission controlled frequency availability. Their regulations and unresponsiveness had the most significant factors hindering radiotelephone development. The Federal Communication Commission delayed the technology in America by ten years. Health: Brain tumors and eye cancer are two health concerns of cell phones that are currently under investigation. Many people have heard rumors about whether or not cell phones are responsible for these health problems, but answers never seem to be found.

Interpretation :: essays research papers

Humans are set apart from all other animals for one reason. We have the power of imagination and thus power to interpret what we read. Therefore, we can argue that the written word is the most meaningful of all types of communication. It is valid to say that if ten people read a book and were asked to retell the book in their own words that we’d hear ten different versions of the same book. In today’s society, our interpretations are feared. We might interpret anything contrary to the author’s intentional meaning. The author could then possibly be liable for any actions we take after reading his works. Don Quixote is one who consciously decides to interpret his books of chivalry as the right way of life and concurrently decides to live his own life in that manner. â€Å"I remember reading that a certain Spanish knight . . . having broken his sword in battle, tore a great bough or limb from an oak†(69). Since Don Quixote had read about this particular knigh t, he justifies it to himself that he too could also tear a limb from a tree and uses it as a makeshift lance. When Sancho asks if Don Quixote had any pain, he replies, â€Å"I do not complain of the pain†¦because a knight errant is not allowed to complain of any wounds†(69-70). Again, Don Quixote is going by a set of rules of chivalry that he obtained from his reading. At night, Don Quixote refuses to sleep â€Å"but thought about his Lady Dulcinea, to conform to what he had read in his books about knight errants spending many sleepless nights in the woodland and desert dwelling on the memory of their ladies†(70). I do not believe that Don Quixote is mad, as some may say, but that he is only interpreting what he has read to suit him. If Don Quixote were a real human in today’s society his family could very well sue the publishers of the books that he read, claiming that the books drove him to insanity and should not have been published. However, if all wri tten works were feared in that context, then it is also a possible that all books are to be feared. This is shown when Don Quixote’s niece helps a priest and a barber to burn Don Quixote’s treasured books of chivalry. When the barber suggests that â€Å"These do not deserve burning with the rest, because they do not and will not do the mischief those books of chivalry have done†(61).

Project on Shree Cement Ltd.

ACKNOWLEDGEMENT I take this opportunity to present my gratitude to all who helped me during the course of the project for their aspiring guidance, invaluably constructive criticism and kind advice throughout the project work. I am sincerely grateful to them for sharing their sincere and revealing views on a number of issues related to the project. I express my heartfelt thanks to Mr. Gopal Tripathi for their support & guidance at SHREE CEMENT LTD. I would also like to thank my project external guide Mr. R. K. Shrivastava and all the people who provided me with the required facilities of working conditions conducive for my project work. PREFACE As we are stepping into the 21st century with the era of modernization & globalization, organizations are seeking to bring continuous improvement and required changes in all fields of activities. One key area is to build a pleasant working environment within the organization and to study the behavior of the employees for the purpose of identifying the scope of improvement in the organizational effectiveness. The main objective of this project is to get the hands on experience of the office and management and various systems and procedures on effective working. INDEX Table of Contents S. No. Contents 1. Acknowledgment 2. Preface 3. Company Profile 4. Vision of the company 5. Research Methodology 6. Objective of Recruitment & Selection 7. Importance of Recruitment & Selection 8. Recruitment – The Challenges 9. Sources of Recruitment 10. Recent Trends in Recruitment 11. Recruitment Policy of Shree Cement Ltd. 12. Selection – The Challenges 13. Selection Process at Shree Cement Ltd. 14. Probation And Confirmation 15. Training and Development 16. Conclusions 17. Bibliography COMPANY PROFILE BACKGROUND:- Over the last decade, a significant change in business environment has caused organizations around the world to transform their business model in order to maintain leadership. This change is hyper-competition – a state that renders traditional competitive advantage unsustainable. Rapid product introductions to battle the pressures of commoditization is impacting organizational bottom line faster than ever before. Shree Cement Ltd. is an energy conscious & environment friendly business organization. Having Nine Directors on its board under the chairmanship of Shri. B. G. Bangur, the policy decisions are taken under the guidance of Shri. H. M. Bangur, Managing Director. Shri. M. K. Singhi, Executive Director of the Company, is looking after all day- to- day affairs. The company is managed by qualified professionals with broad vision who are committed to maintain high standards of quality & leadership to serve the customers to their fullest satisfaction. The board consists of eminent persons with considerable professional expertise in industry and field such as banking, law, marketing & finance. Shree cement a leading cement manufacturer of North India, has been participating in the infrastructure transformation for India for over two decades. It started operation in 1985 and has been growing over since. Its manufacturing units are located in Beawer, Ras in Rajasthan. It also has grinding unit at Khuskera near Gurgaon. It has 3 brands under its portfolio viz. Shree Ultra Jung Rodhak cement, Bangur Cement and Tuff cement. Its record of steady profitability and healthy operating margin was maintain in 2007-08 as well. It registered a growth of 51% in net sales which stood us at rs. 2065. 7 cr in 2007-08. Its net profit increase by 47% to rs. 260. 37 cr. During the year. Shree always strives to sustain it reputation as a respected corporate citizen. Its acknowledges that is operation have multiple impacts on the environment and communities in which it operates. Its business strategies and performance demonstrate a high level of commitment to preservation of environment and soci al development apart from economic success. HISTORY OF COMPANY:- 1979 – The Company was incorporated on 25th October, at Jaipur. The Company was promoted by members of the Bangur family and others. Shree Digvijay Cement Co. Ltd. , Graphite India, Ltd. and Fort Gloster Industries, Ltd. took active part in the promotion of the Company. The Company manufacture's cement & cement products. †¢ To reduce fuel and power consumption, the Company adopted the latest dry process, four stage preheater precalcination technology of clinkerisation and air swept roller mill grinding system for raw material and coal grinding. †¢ The Company entered into agreement with F. L. Smith & Co. A/s Copenhagen, a designer and manufacture of cement plants, its associates F. L. Smith & CIA. Espanola S. A. Madrid and with Larsen & Toubro Ltd. , Mumbai for the supply of plant equipment and services for the proposed project. 1984 – 70 No. of equity shares subscribed for by the signatories to the Memorandum of Association. In Oct. /Nov. 1, 53, 99,930 No. of equity shares issued of which 1, 06, 99,930 shares reserved for firm allotment as follows: †¢ 48,00,000 shares to Shree DigVijay Cemen t Co. Ltd. ; †¢ 11, 00,000 shares each to Graphite India, Ltd. and Fort Gloster Industries, Ltd. And †¢ 36, 99,930 shares to Directors, their friends etc. Including upto 25, 00,000 shares to NRIs With repatriation rights. The balance 47, 00,000 shares offered to the public of which 18, 80,000 shares offered for allotment on preferential basis to Non-Residents. 1985 – Commercial production commenced from 1st May. 1986 – A diesel generating set of 13. 6 MW was installed for captive power generation 1987 – 46, 00,000 shares issued to financial institutions in conversion of loans. 1991 – Production of clinker and cement declined due to a major shut down of the plant for implementation of modernization/renovation/modification work. †¢ The Company undertook to set up a new cement plant of 0. million †¢ TPA capacity in Rajasthan †¢ 7, 96,000 No. of Equity shares issued to financial institution in conversion of loan. 1992 – 36,00,000 shares allotted to FLT Ltd. a wholly owned subsidiary of P. L. Smith & Co. Denmark under financial collaboration agreement. 1993 – The Company undertook a scheme of implementing second stage of its licensed capacity to incr ease its capacity to 3300 tones per day. †¢ The Company issued 21975 – 16% each with equity warrants and these will be converted as per institutional guidelines. †¢ 2, 40,021 shares issued in pursuance of scheme of Amalgamation. 994 – The Company issued 10, 00,000-16% Secured Redeemable NCD of Rs 100 each on private placement basis. †¢ A scheme of amalgamation of an existing leasing and finance Company with the Company was prepared for undertaking leasing activities and other financial services on large scale. †¢ M/s. Mannakrishna Investment, Ltd. is a subsidiary of the Company. 1995 – The Company undertook the implementation of new unit of 124 MT capacities per annum named Raj Cement. †¢ 43,95,000 No. of Equity shares on surrender of detachable optional share warrants attached with 16% unsubscribed non-Convertible Debentures of 100 each. 996 – The Company commissioned its second cement plant – Raj Cement with a capacity of 12. 4 lakh tones per annum in Beawer. †¢ 58, 06,204 rights shares issued (prem. Rs 10 per share) in the prop. 1:5. 1998 – Shree Cement, the Calcutta-based PD-BG Bangur group company, has decided to issue preference shares aggregating Rs 15 crore to mobilize long-term funds. †¢ Shree Cement's expansion in capacity by 12. 4 lakh tones at the new unit in Beawer has made it a leading cement manufacturer in North India. †¢ IC RA has downgraded the rating of the NCD programme of Shree Cement Ltd (SCL) from LAA to LA. The Rs 372-crore 1. 25 million tonne cement plant near Ajmer was commissioned during the year after considerable delay due to an explosion in the electro-static precipitator. †¢ Shree Cements has an installed capacity to produce up to two million tones of cement per annum in Rajasthan and has an equity capital of about Rs. 34 crores. 1999 – The company has been awarded the first prize for energy conservation in 1998 in the cement sector. â⠂¬ ¢ SCL, belonging to the house of Bangur’s, is one of the largest cement manufacturers in North India, having the installed capacity of 2 million tones. Its plants are located in Rajasthan. The new plant was set up at Beawer with the capacity of 1. 24 million tpa in Rajasthan. †¢ Unit I and Unit II of the company receives National Award for ‘Best Electrical Energy Performance' and ‘Best Thermal Energy Performance' in the Cement Industry for the year 2000-01. †¢ Decides to change the Accounting year to April – March each year and accordingly the current year is only for nine months. †¢ Appoints Mr. M K Singhi as the Executive Director of Shree Cements. In pursuance to the IDBI, companies approve for early redemption of privately placed under noted cumulative redeemable preference shares. †¢ Change in Management Structure: Mr. B G Bangur re-appointed as executive chairman and Shri H M Bangur re-appointed as the Managing Director for a period of five years. 2003 – Members approve for the delisting of its shares from 4 stock exchanges of Jaipur, Kolkota, Delhi and Chennai exchanges. †¢ C onfers the Runner up National Safety Award by the Ministry of Labour, GOI, in recognition of outstanding performance in Industrial Safety achieving longest accident free period. Receives permission for delisting of shares from Delhi Stock Exchange. †¢ The company has been conferred National Award for Excellence in Energy Management 2003 instituted by the Confederation of Indian Industry (CII) and Sohrabji Godrej Green Business Centre. †¢ -Delisting of equity shares from Madras Stock Exchange Association Ltd. 2004- Company conferred ‘BEST PRODUCITY AWARD-2003' by the Rajasthan state Productivity Council in recognition of productivity measures and productivity improvements achieved. Rajasthan Chamber of Commerce & Industries, Jaipur presents ‘RCCI Excellence Award' to Shree Cement Ltd in recognition of Overall Best Corporate Governance Practices and Disclosures in Annual Report among all companies having registered office in Rajasthan. †¢ -Delist from The Ca lcutta Stock Exchange Association Ltd (CSE). 2007- Shree Cement Ltd has appointed Shri. Amitabha Ghosh as Director of the Company w. e. f. May 14, 2007. PHILOSOPHY:- †¢ Let noble thoughts come to us from all over the world. – Rig-Veda Shree Cement Ltd is a professionally managed company. The company always believes in complete transparency and discharge of the fiduciary responsibilities which has been assumed by Directors as well as by the Senior Management Executives and/or Staff. Therefore in order to ensure the continuity thereof though, not written but otherwise ingrained, the Board of Directors has approved of the following Code of Conduct for all Directors as well as for the Senior Management Executive and/or personnel and other employees. VISION:- †¢ To sustain its reputation as the most efficient cement manufacturer in the world. †¢ To drive down costs through innovative plant practices. To increase the awareness of superior product quality through a realistic and convincing communication process with consumers. †¢ To strengthen realizations through intelligent brand building. BUSINESS ETHICS:- †¢ Enforce good corporate governance practices. †¢ Inculcate integrity of conduct. †¢ Ensure transparency and credibility in communicatio n. †¢ Remain accountable to all stakeholders. †¢ Encourage socially responsible behavior. [pic] METHODOLOGY The cement industry is marked with a high level of attrition and therefore recruitment process becomes a crucial function of the  organization. At Shree Cement Ltd. , recruitment is  all time high  during May-June and Oct-Nov. The recruitment  is high during these months due to the fact that March and September are half year closing and  business  is high during Jan-Mar. Thus it is only after March that people move out of the  companies. Since my summer training was in the months of May-June, it gave me the opportunity of involving myself directly with  the recruitment  process and analyzing the process so that suitable recommendations can be given. This project is centered on identifying best hiring practices in the  cement industries. It therefore requires great amount of  research  work. The methodology adopted was planned in advance so as to collect data in the most organized way. My area of focus was  the recruitment  and selection n training particularly at Shree Cement Ltd. I was directly involved with  the recruitment  for candidates for the production profile. I was particularly involved with the sourcing of candidates for the regions such as M. P, U. P and Rajasthan. Before any task was undertaken, we were asked to go through the HR policies of Shree Cement Ltd. o that we get a better understanding of the process followed by them. †¢ The first task was to understand the various job profiles for which recruitment was to be done. †¢ The next step was to explore the various job portals to search for suitable candidates for the job profile. †¢ Once the search criteria were put, candidates went through a telephonic interview to validate the information mentioned in their resume. †¢ A candidate matching the desired profile was then lined for the first round of Face to Face interview in their respective cities. Firstly  the candidate  had filled up the personal data form(pdf). †¢ Then the candidates  INTERVIEW EVALUATION SHEET  Ã‚  which is provided by interviewer was crosschecked by the HR team. If they think that  the candidate was good to hire or not. †¢ When a candidate cleared his first round, he is then made to take an  aptitude test. We created the  aptitude test. It the HR department, which has the exclusive rights to assign test, test codes to the candidates. Each code was unique and could be used only once by a candidate. †¢ Once  the candidate  completed his first assessment, his scores were checked. If he cleared his cut-off he was given another test. †¢ Since we received many resumes, it was essential that a  database  be maintained to keep a track. It was convenient method than to  stock  up piles of papers. SCL has their own  database  , They update all the records of the new joinees in that tracker. That database containes all the information of a candidate such as name, contact number, location etc. †¢ The external guide maintained a regular updating of the  database. †¢ Understanding what kinds of  database  are maintained and how they help in keeping a record. They maintaining a track of test codes given, the  database  for employee referrals,  Database  for the resumes received through mails and response of advertisement. RESEARCH  METHODOLOGY Date Source Primary  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : –  Through Personal Interviews Secondary  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   : –  Through Internet, Journals, New s papers and Misc. Sample Area: – Work had done in Beawer regional Office. Sample procedure: – Random sampling. PROJECT SCHEDULE :- First week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : – Training program from the company. Second week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   : – Collecting the primary and secondary data. Third and Fourth week  Ã‚  Ã‚  Ã‚  : – Study Recruitment & Selection Process Fifth week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : – Analysis of Data Collection. Sixth week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : – Final Report preparation and presentation OBJECTIVES OF THE RECRUITMENT AND SELECTION Every task is undertaken with an objective. Without any objective a task is rendered meaningless. The main objectives of this are: †¢ Attract and encourage more and more candidates to apply in the organization. †¢ Create a talent pool of candidates to enable the selection of best candidates for the organization. †¢ Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. IMPORTANCE OF THE RECRUITMENT AND SELECTION †¢ Recruitment is the process which links the employers with the employees. †¢ Increase the pool of job candidates at minimum cost. †¢ Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. †¢ Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. †¢ Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. †¢ Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants RECRUITMENT Recruitment is the discovering of the potential applicants for the actual and anticipated organizational vacancies. This being the critical factor, any organization has to have we ll defined policies & practices aligned with the organization’s mission and vision since it injects fresh blood in the organization. Organizations work hard to find and attract capable applicants. Their methods depend upon the situations since there is no best recruiting technique. However, the job descriptions and specifications are essential tools, especially for the management in large organizations. THE CHALLENGES: ? Attract people with multi-dimensional experiences and skills ? Infuse fresh blood at every level of the organization ? Develop a culture that attracts people to the company ? Locate people whose personalities fit the company’s values ? Devise methodologies for assessing psychological traits ? Induct outsiders with new perspective to lead the company Search for talent globally, and not just within the country ? Design entry pay that competes on quality, and not quantum ? Anticipate and find people for positions that do not exist yet The process of identification of different sources of personnel is known as recruitment. Recruitment is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations Recruitm ent is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations. It is a linking activity that brings together those offering jobs and those seeking jobs. Recruitment refers to the attempt of getting interested applicants and creating a pool of prospective employees so that the management can select the right person for the right job from this pool. Recruitment process precedes the selection process, that is, selection of right candidates for various positions in the organization. PROCESS It is a positive process as it attracts suitable applicants to apply for available jobs. The Process of recruitment: ? Identifies the different sources of labor supply ? Assesses their viability ? Choose the most suitable source or sources Invites applications from the perspective candidates for the vacant jobs. The aims of recruitment are: ? To obtain a pool of suitable candidates for vacant posts ? To use and be seen to use a fair process ? To ensure that all recruitment activities contribute to company goals and a desirable company image ? To conduct recruitment activities in an efficient and cost-effective manner FACTORS AFFECTING RECRUITMENT Ther e are many factors that limit or affect the recruitment policy of an organization. The important factors are: ? Size of the organization and the kinds of human resources required. Effect of past recruitment efforts. ? Nature of Workforce market in the region. ? Working conditions, wages and other benefits offered by other concerns. ? Social and political environment. ? Legal obligations created by various statutes RECRUITMENT POLICY STATEMENT In its recruitment activities, the company will: ? Advertise all vacancies internally, ? Reply to every job applicant without any delay, ? Inform job applicants the basic details and job conditions of every job advertised, ? Process all applications with efficiency and courtesy, ? Seek candidates on the basis of their qualifications, ? Aim to ensure that every person invited for interview will be given a fair and thorough hearing ? The company will not: Discriminate unfairly against potential applicants on the basis of sex, race, religion, caste, etc. ; ? Knowingly make any false or exaggerated claims in its recruitment literature or job advertisements. SOURCES OF RECRUITMENT [pic] The various sources of recruitment are basically grouped into two categories: ? Internal Recruitment (recruitment from within the enterprise) Transfer Promotion Employee referral ? External Recruitment (recruitment from outside) Advertisement Management consultant Educational institute Employment agencies Casual caller E-recruitment Although recruiting may bring to mind employment agencies and classified ads, current employees are often your largest source of recruits. Some surveys even indicated that up to 90% of all management positions are filled internally. Filling open positions with inside candidates has several advantages. Employees see that competence is rewarded and morale and performance may thus be enhanced. Having already been with your firm for some time, inside candidates may be more committed to company goals and less likely to leave. Promotion from within can boost employee commitment and provide managers a longer-term perspective when making business decisions. It may also be safer to promote employees from within, since you're likely to have a more accurate assessment of the person's skills than you would otherwise. Inside candidates may also require less orientation and training than outsiders. Yet promotion from within can also backfire. Employees who apply for jobs and don't get them may become discontented; informing unsuccessful applicants as to why they were rejected and what remedial actions they might take to be more successful in the future is thus essential. Similarly, many employers require managers to post job openings and interview all inside candidates. Yet the manager often knows ahead of time exactly whom he or she wants to hire, and requiring the person to interview a stream of unsuspecting inside candidates is therefore a waste of time for all concerned. Groups may also not be as satisfied when their new boss is appointed from within their own ranks as when he or she is a newcomer; sometimes, for instance, it is difficult for the newly chosen leader to shake off the reputation of being â€Å"one of the gang†. A. INTERNAL RECRUITMENT ? Promotions and Transfers This is a method of filling vacancies from within through transfers and promotions. A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions, etc. , but not necessarily salary. Promotion, on the other hand, involves movement of employee from a lower level position to a higher-level position accompanied by (usually) changes in duties, responsibilities, status and value. Organizations generally prepare badli lists or a central pool of persons from which vacancies can be filled for manual jobs. Such persons are usually passed on to various departments, depending on internal requirements. If a person remains on such rolls for 240 days or more, he gets the status of a permanent employee as per the Industrial Disputes Act and is therefore entitled to all relevant benefits, including provident fund, gratuity, retrenchment compensation. Filling vacancies in higher jobs from within the organization has a benefit of motivating the existing employees. It has a great psychological impact over the employees because a promotion at the higher level may lead to a chain of promotions at lower levels in the organizations. Job Posting Job posting is another way of hiring people from within. In this method, the organization publicizes job openings on bulletin boards, electronic media and similar outlets. One of the important advantages of this method is that it offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company witho ut looking for greener pastures outside. ? Employee Referrals Employee referral means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that â€Å"it takes one to know one†. Employees working in the organization, in this case, are encouraged to recommend the names of their friends working in other organizations for a possible vacancy in the near future. In fact, this has become a popular way of recruiting people in the highly competitive Information Technology industry nowadays. Companies offer rich rewards also to employees whose recommendations are accepted – after the routine screening and examining process is over – and job offers extended to the suggested candidates. As a goodwill gesture, companies also consider the names recommended by unions from time to time. POSSIBLE BENEFITS AND COSTS OF EMPLOYEE REFERRALS ? Recommender gives a realistic picture about the job. The applicant can weigh the pros and cons carefully before handing over the CV The applicant is more likely to accept an offer if one is made and once employed, to have a higher job survival. ? It's an excellent means of locating potential employees in those hard-to-fill positions. The recommender earns a reward and the company can avoid expensive recruiting search – in case the candidate gets selected. Recommenders may confuse friendship with job competence. Factors such as bias, nepotism, and eagerness to see their friends in the company may come in the way of hiring a suitable candidate. ADVANTAGES OF USING INTERNAL SOURCES Filling vacancies in higher jobs within the organization or through internal transfers has various advantages such as: ? Employees are motivated to impro ve their performance. ? Moral of the employees is increased. ? Industrial peace prevails in the enterprise because of promotional avenues. ? Filling of jobs internally is cheaper as compared to getting candidates from external sources. A promotion at higher levels my led to a chain of promotion at lower levels in the organization. This motivates employees to improve their performance through learning and practice. ? Transfer or job rotation is a tool of training the employees to prepare them for higher jobs. ? Transfer has the benefit of shifting workforce from the surplus departments to those where there is shortage of staff. DRAWBACKS OF INTERNAL SOURCES Internal sources of recruitment have certain drawbacks such as: ? When vacancies are filled through internal promotions, the scope for fresh talent is reduced. The employees may become lethargic if they are sure of time bound promotions. ? The spirit of competition among the employees may be hampered. ? Frequent transfers of emplo yees may reduce the overall productivity of the organization. EXTERNAL SOURCES Every enterprise has to tap external sources for various positions. Running enterprises have to recruit employees from outside for filling the positions whose specifications cannot be met by the present employees and for meeting the additional requirements of manpower. Companies commonly use the following external sources of recruitment: Media Advertisements: Advertisements in newspapers or trade and professional journals are generally used. The advantage of advertising is that more information about the organization, job description and job specifications can be given in advertisements to allow self screening by the prospective candidates. ? Management Consultants: Management consultancy firm helps the organizations to recruit technical, professional and managerial personnel. They used to specialize in middle level and top-level executive, but today they even help firms in recruiting fresh graduates & po stgraduates in the industry. Educational Institutes: Educational institutes at all levels offer opportunities for recruiting recent graduates. Most educational institutes operate placement services where prospective employers can review credentials and interview graduates. ? Recommendations: One of the best sources for individuals who perform effectively on the job is recommendation for the current employee. An employee will rarely recommend someone unless he or she believes that the individual can perform adequately. The recommended often gives applicants more realistic information about the job than any other source. Casual Callers : The organizations that are regarded as good employers draw a steady stream of unsolicited applicants in their offices. This serves as a valuable source of manpower. The merit of this source of recruitment is that it avoids the costs of recruiting workforce from other sources. ADVANTAGES OF USING EXTERNAL SOURCES The merits of external sources of recru itment are: ? Qualified Personnel: By using external sources of recruitment, the management can make qualified and trained people to apply for vacant jobs in the organization. ? Wider Choice: When vacancies are advertised widely, a large number of applicants from outside the organization apply. The management has a wider choice while selecting the people for employment. ? Fresh Talent: The insiders may have limited talents. External Sources facilitate infusion of fresh blood with new ideas into the enterprise. This will improve the overall working of the enterprise. ? Competitive Spirit: If a company can tap external sources, the existing staff will have to compete with the outsiders. They will work harder to show better performance. DRAWBACKS OF EXTERNAL SOURCES The demerits of filling vacancies from external sources of recruitment are: Dissatisfaction among Existing Staff: External recruitment may lead to dissatisfaction and frustration among existing employees. They may feel that their chances of promotion are reduced. ? Lengthy Process: Recruitment from outside takes long time. The business has to notify the vacancies and wait for applications to initiate the selection process. ? Uncertain Response: Here candidates from outside may not be suitable for the enterprise. There is no guarantee that the enterprise will be able to attract right kind of people from external sources. OTHER SOURSES In the search for particular types of applicants, nontraditional sources should be considered. For example, Employ the Handicapped associations can be a source of highly motivated workers; a forty-plus club can be an excellent source of mature and experienced workers etc. Recruiting Sources Used by Skill and Level SKILL/LEVEL RECRUITING SOURCE Unskilled, Semiskilled & Skilled Informal Contacts Walk-ins Public Employment Agencies Professional Employees Informal Contacts Internal Search Managerial Level Walk-ins Private Employment Agencies Public Employment Agencies RECENT TRENDS IN RECRUITMENT ? Outsourcing Under this arrangement company may draw the required personnel from the outsourcing firms or agencies or commission basis rather than offering them employment. This is also called leasing of human resources. The outsourcing irms develop their human resource pools by employing people for them and make available the personnel to various companies (called clients) as per their needs. The outsourcing firms get payment for their services to their clients and give salary directly to the personnel. The personnel deputed by the outsourcing agencies with the clients are not the employees of the clients. They continue to be on the payroll of their employees, that is, the outsourcing agencies. Several outsourcing companies or agenc ies have come up which supply human resources of various categories to their clients. A company in need of employees of certain categories can approach an outsourcing company and avail the services of it human resources. The advantages of getting human resources through the outsourcing agencies are: 1. The companies need not plan for human resources much in advance. They can get human resources on lease basis from an outsourcing agency. 2. The companies are free from industrial relations problems as human resources take on lease are not their employees. 3. The companies can dispense with this category of employees immediately after the work is over. ? Poaching or Raiding Poaching means employing a competent and experienced person already working in another reputed company, which might be a rival in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. Whatever may be the means used to raid rival firms for potential candidates, it is often seen as an unethical practice and not openly talked about. In fact, raiding has become a challenge for human resource managers of modern organization. ? Website or e-Recruitment Many big organizations use Internet as a source of recruitment. They advertise the job vacancies through the worldwide web (www). The job seekers send their applications or Curriculum Vitae, CV; through e-mail using Internet, which can be drawn by the prospective employer depending upon their requirements. RECRUITMENT POLICY OF SHREE CEMENT LTD. OBJECTIVE: ? To accomplish the company to plan its manpower requirements in order to meet the organizational objectives and needs. ? To obtain and retain the right human resource material of appropriate skills, knowledge, aptitude and merit which will enable the company to grow and develop into a premier consultancy organization. MODES OF SOURCING: Internal sourcing is more widely used in practice as compared to external sourcing. Except in the lowermost grades, where direct recruitment is unavoidable, there is no specific quota for recruitment from outside. The company provides opportunity for its employees to grow from within the organization by acquiring the necessary qualification, skills, knowledge and training. Even so the company recruits from the open market to positions for which suitable candidates are not available either internally or on deputation from the other organizations like the Indian Railways etc according to job requirements. Deputation: The very nature of the business of the company requires that it should staff the organization with the experienced personnel from the Indian Railways or public undertakings in respect of a number of positions. The terms and conditions of deputation of employees to Naukri. com are decided in accordance with the rules of the central government and in consultation with the parent organization in case of the others. Re-Employment & Appointment Of The Consultants: In respect of certain special jobs requiring services of retired officers and staff of government or Naukri. om, the company may re-employ suitable persons belonging to this category for specified periods, subject to such re-employment being in accordance with the government’s and/or the company’s policy and orders. In order to meet the specific job requirements of limited duration which cannot be handled by the company’s regular staff for want of expertise or shortage of manpower and with the sp ecific approval of the director/ managing director/ board of directors, the company may appoint consultants/ advisors on the basis of the guidelines laid down by the board of directors / Railway board. Employment Exchanges: The recruitment to the posts up to the pay level of Rs 8000/ or other equivalent level are made through the employment exchanges ( compulsory notification of vacancies) Act, 1956 while considering the candidates recommended by the employment exchange personnel engaged on casual / temporary / ad-hoc/ contractual basis are also considered. Advertisement: The advertisement for a vacancy is drafted in consultation with the concerned departmental head, as and when it is to be released. The advertisement should indicate the job title, qualification experience, age limit and other salient aspects of the job and also the pay scale, allowances and the benefits afforded by the company. The planned advertisements are generally released in the national dailies, but depending upon the location, they are also released in regional / local dailies. Example of advertisement |Example of Job Advertisement | |Junior marketing manager | |Our company is a modern fast growing young business. We are expanding sales to India a bid to | |catch new opportunities for cement sales there. We have many branches to our business nation wide | |and have built up a good reputation within our field of trade. | |We are looking for a dynamic, confident person who is willing to travel and work on his/her own | |behalf. You will need excellent communication skills and diplomatic views and be able to project | |yourself clearly and politely in a positive manor. | |You must have been in an executive sales position previously and have had at least 0-3 years | |selling experience. Preferably in cement sales, candidate must MBA/PGDM marketing qualified. | |The job involves extensive travel around north India with  sales meeting to be held every 2 months. | | | |Salary is 200000-300000 per annum. T. A. AND HOLIDAY ALLOWANCES. Training will be given. | |Apply in writing To; shree cement Ltd. Bangur nagar beawar Ajmer (Raj. ) | |  Closing date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. | Campus Recruitment: Campus recruitment is carried out from time to time to induct fresh talent in the organization from selected institutes. Recruitment for the posts of engineers is also made through campus interviews to meet the urgent requirements of the company. Institutes: Well established technical institutes and engineering colleges are selected by the competent authority are chosen and an association is maintained on a long-term basis. Process: ? Campus visits: visits are scheduled to the technical institutions and engineering colleges during the placement season. Teams of senior officers are deputed to these institutes and colleges for campus recruitment. ? Such of the applicants so screened as per the laid down criteria and found qualified are being called for appearing in the written test or interview to be conducted by the nominated selection board. ? All such recruits are required to serve the companies for a minimum period of three years. They are also required to execute a bond of Rs one lac in this regard and submit one surety. SELECTION PROCESS THE CHALLENGES: ? Selection is a critical process ? Locating The Right Person Requires a huge investment of money to get right types of people. ? Structure of Selection Process that helps companies to test for fit ? Employment Tests to rightly judge the capabilities of candidates ? Selecting people who possess the ability and qualifications to perform the jobs. Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The process of selection leads to employment of persons who possess the ability and qualifications to perform the jobs, which have fallen vacant in an organization. The process of selection divides the candidates for employment into two categories, namely, those who will be offered employment and those who will not be. The basic purpose of the selection process is to choose right type of candidates to man various positions in the organization. In order to achieve this purpose, a well-organized selection procedure involves many steps and at each step, unsuitable candidates are rejected. Both recruitment and selection are the two phases of the employment process. Recruitment being the first phase envisages taking decisions on the choice of tapping the sources of workforce supply. Selection is the second phase, which involves giving various types of test to the candidates and interviewing them in order to select the suitable candidates only. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a huge investment of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money. Therefore it is essential to devise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection. The benefits of selecting right kind of people for various jobs are as follows: ? Proper selection and placement of personnel go a long way towards building up a stable workforce. It will keep the rates of employee turnover low. ? Competent employees show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction & in turn result into a part of a contended workforce for the organization People involved in the selection process are: †¢ HR Department †¢ Respective department head. †¢ Respective divisional head. What Selection Is All About? All selection activities, from the initial screening interview to the physical examination if required, exist for the purpose of making effective selection decisions. Each activity is a step in the process that forms predictive exercise-managerial decision makers seeking to predict which job applicants will be successful if hired. In actuality, the selection process represents an effort to balance the objectives of evaluating and attracting. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a huge investment of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money. Therefore it is essential to devise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection. The benefits of selecting right kind of people for various jobs are as follows: ? Proper selection and placement of personnel go a long way towards building up a stable workforce. It will keep the rates of employee turnover low. ? Competent employees show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction & in turn result into a part of a contended workforce for the organization. SELECTION PROCESS COMPRISES OF THE FOLLOWING STEPS: 1. Receipt of Applications: It is the first step in the process of selection process. The application form gives preliminary information about the candidate and assists the interviewer in formulating the questions to obtain more information about the candidate. 2. Scrutiny of Application: All those who have applied for the job may not be suitable for it so the HR department carries out a proper scrutiny of applications to select the candidates to be called for preliminary interview. 3. Preliminary Interview by HR Department: The HR department takes this interview. The candidates are asked about their qualifications, experience, interest, residence, age etc. Those whose qualification and does not match are rejected. . Interview taken by the person from the particular department: here they ask about the work experience; why he/she left the earlier job, ask about his/her background etc. The interviewer matches the job specification, qualification, ability to work under stress etc. At this level rejection are made if the interviewer does not find the candidate suitable fo r the job. 5. Interview by HR and Department Head: At this level, the HR & department head, both take interview of the selected candidates to know more about them. It is a very friendly conversation with them including specialized questions. The HR head tell the interviewee about the company, its mission, objectives and responsibilities of the job, which have applied for, salary, compensation, etc. 6. Placement and Orientation: Orientation and placement of Naukri. com covers the activities involved in introducing the new employees to the organization and to his or her work unit. It familiarize new employee with the ’s objectives, history, procedures, and rules, communicate relevant personnel policies such as hours of work, pay procedures, overtime requirements, provide a tour of the company’s physical facilities and introduce him to his superior and co-workers. SELECTION PROCESS AT SCL ? Receiving Applications Whenever there is a vacancy, it is advertised or enquiries are made from the suitable sources, and applications are received from the candidates. ? Screening of Application: All the applicants received in response to recruitment notification are scrutinized for the purpose of screening and short-listing the candidates who should be called for the selection. The company restricts selection to the more meritorious of the applicants through an appropriate process of initial screening. ? Selection Committee: Selection committee is constituted under the orders of the managing director or any other officer to whom the power to constitute such committees for the purpose of conducting the written tests and/ or interviews. The selection committee decides the actual scheme of the tests/ interview depending upon the requirements of the job for which recruitment is made. ? Selection Employment Interview: A minimum of 60% marks in the aggregate and also in the performance at the written test and interview is required to enable the candidates to be finally selected. The selection committee recommends the panel of successful candidates in order to the Board of directors as the case may be for employment. The main purposes of an employment interview are: – To find out the suitability of the candidate, – To seek more information about the candidate, and – To give candidate accurate picture of a job with details of term & conditions and some idea of organization’s policies. Employment Interview may consist of number of rounds of interview with various interviewers ? Checking References A referee is potentially an important source of information about a candidate’s ability and personality if he/she holds a responsible position in some organization or has been an employer of the candidate ? Medical Checkup: An important part of the selection process is also to ensure the employee is free from all kind of diseases that can hamper his work. For this purpose, every short listed candidate goes through a medical check-up to ensure his physical fitness. The pre-employment physical examination or medical test of a candidate is an important step in the selection procedure. Medical examination as part of selection procedure depends entirely upon the kind of jobs to be offered to the candidates. For instance some industries do not take up medical examinations of the candidates at all. ? Letter Of Appointment: After the candidate has cleared all the hurdles in the selection procedure, he/se is formally appointed by issuing an appointment letter by concluding with him/her a service agreement. Generally in all organizations, the candidates are not appointed on permanent basis because it is better to try them for few months on the job itself. Thus all candidates have a probation period & candidates are expected to show their worth during the probation period to get permanent employment in the particular organization. CLASSIFICATION OF EMPLOYMENT TESTS & INTERVIEWS Employment Tests ? Intelligence Tests: These tests are used to judge the mental capacity of the applicants. They measure the individual learning abilities, i. e. , the ability to catch or understand instructions and also ability to make decision and judgment. These tests are used in the selection of personnel for almost every kind of job from the unskilled to the skilled one. Aptitude Tests: Aptitude means the potential that an individual has for learning and skills required to a job efficiently. They measure an applicant’s capacity and his potential for development. ? Proficiency Tests: Proficiency Tests are those, which are designed to measure the skills already acquired by the individuals. A proficiency test takes a sample of individual’s behavi or, which is designed as replica of the actual work situation. ? Interest Tests: Interest tests identify patterns of interest that is areas in which the individual shows special concern, fascination & involvement. These tests will suggest what types of jobs may be satisfying to the employees. ? Personality Tests: Personality test probes the qualities of the personality as a whole, the combination of aptitude, interest and usual mood & temperament. Employment Interviews The nature of employment interviews varies from firm to firm. It may be conducted in the following forms: ? Patterned or Structured Interview: In this interview, a series of questions, which can illuminate the significant aspects of the applicant’s background, are standardized in advance. During the interview, the standardized questions are asked as they are written; the order may vary but not the phrasing of the questions. ? Unstructured or Non-directed Interview: The interviewer does not ask direct & specific questions. He/she creates an atmosphere in which the candidate feels free to talk on the subject selected by the interviewer. ? Preliminary or Background information Interview: This type of interview is conducted when the history of the applicant has to be known in terms of his experience, education, health, interest & so on. It is more or less a preliminary interview. ? Stress Interview: The applicant is intentionally put under a stress by interrupting him, criticizing his/her viewpoint and keeping silent after he has finished speaking. ? Group Interview: It is an interview of a number of applicants in a group. The interviewers can see reactions of the applicants in dealing with each other. It is used where it is essential to know how the candidates behave in a group. PROBATION AND CONFIRMATION PROBATION PERIOD: All initial appointments in the company as a result of direct recruitment in accordance with the rules (except those of a temporary, ad-hoc, casual or contractual nature and those on foreign service or deputation terms from govt. or other undertakings) are on probation for a period of one year. During the period of probation, an employee is liable to be discharged from the service of the company without assigning any reason at the sole direction of the management. The period of the probation may be extended or curtailed in the individual cases by the competent authority on the merits of each case. During the period of probation, the employees are required to undergo such training as is called by the requirements of their jobs. Successful completion of the probation and the prescribed training course will make the employee eligible for regularization and confirmation in the company’s employment. CONFIRMATION: The personnel division screens the probationers in an appropriate manner and obtains and notifies the approval of the competent authority for the regularization/ confirmation of individual direct recruits. | | | | | |SERIAL NO. |ACTIVITY/ PROCEDURE | | | | |1. Technical scrutiny of applications | | | | |2. |Approval for calling eligible candidates for written tests and interviews | | | | |3. |Dispatch of call letters | | | | |4. Selection of candidates called for interview | | | | |5. |Medical check-up | | | | |6. Dispatch of appointment letters | | | | |7. |Joining at | TRAINING – A TOOL FOR SUCCESS We know that successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action. Training and development constitute an ongoing process in any organization. This chapter is devoted to a detailed discussion on the nature and process of training and development in a typical industrial establishment. Training could be compared to this metaphor – if I miss one meal in a day, then I will starve to death. The survival of the organization requires development throughout the ranks in order to survive, while training makes the organization more effective and efficient in its day-to-day operations. As a brief review of terms, training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future. Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. † Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. Training is the hallmark of good management. Today tec hnical training is no longer enough, employees also need skills in the team building, decision making and communication. As competition demands better service, employees increasingly require customer service training. Competent employees do not remain competent forever. Due to the ever-changing business environment and market conditions, their skills become obsolete. Thus organizations spend billions of rupees on their training programs so as to upgrade the skills and knowledge of their employees in order to have an edge over its competitors and to gain profits. Training programs are directed towards improving job performance of the employees. Intensified competition, technological changes and the need for improved productivity are motivating the management to increase their expenditure on training. People at all levels in the organization need to undergo training to be able to deliver the best results. Training, Development, and Education HRD programs are divided into three main categories: Training, Development, and Education. Although some organizations lump all learning under â€Å"Training† or â€Å"Training and Development,† dividing it into three distinct categories makes the desired goals and objects more meaningful and precise. Training is the acquisition of technology, which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace. Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks. We can test them on what they learned while in training, but we cannot be fully satisfied with the evaluation until we see how well they perform their new jobs. Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the forefront of what many now call the Learning Organization. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function. EMPLOYEE TRAINING For the new employees, on-the-job training is given. The new employees are being exposed to the practical job under the guidance of the old co- worker and its immediate superior. Training and output go hand in hand. For the existing employees, a workshop is conducted to make them aware of the new technology or new system to be used. In that workshop they are taught how to use the new machine (if introduced), they are told about the benefits of using the new technology etc. Also they follow is cross training, when implemented horizontally, upward and downward. Department heads, assistants and employees can cross-train either within the department or in different departments. With support, employees can have a day's training in the role of department heads (â€Å"King for the Day†). A department head can take a General Manager's role in his absence. It is a part of their yearly training and covers all positions and departments. Beginning with the supervisory level it must filter down to entry-level positions. This technique achieves the following objectives:    ? Prevents stagnation ? Offers learning and opportunities for professional development ? Rejuvenates all departments ? Improves understanding of different departments and the company as a whole ? Leads to better coordination and teamwork ? Erases differences, antagonism and unhealthy competition ? Increases knowledge, know-how, skills and work performance ? Improves overall motivation ? Enables sharing of organisational goals and objectives CONCEPT OF TRAINING MEANING: Training & development refers to the imparting of specific skills, abilities and knowledge to an employee. Development refers to those learning opportunities designed to help the employees. Development is not primary skill oriented. Instead, it provides general knowledge and attitudes that will be helpful to employees in higher positions. TRAINING & DEVELOPMENT NEED: Training Need = Standard Performance – Actual Performance INPUTS IN TRAINING & DEVELOPMENT: 1. Skills 2. Education 3. Development 4. Ethics 5. Attitudinal changes ? Skills: A worker needs skills to operate machines and other equipments with the least damage and scrap. Employees, particularly supervisors and executives, need interpersonal skills popularly known as the people skills. ? Education: The purpose of the education is to teach the theoretical concepts and develop a sense off reasoning and development. Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks. We can test them on what they learned while in training, but we cannot be fully satisfied with the evaluation until we see how well they perform their new jobs. ? Development: Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the forefront of what many now call the Learning Organization. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function. ? Ethics: There is a need for imparting greater ethical organization to a training development program. There is no denial of the fact that the ethics are largely ignored in businesses. ? Attitudinal changes: Attitudes represent feeling and beliefs of individuals towards others. The negative attitudes of the employees must be changed through training and development programs. IMPORTANCE OF TRAINING AND DEVELOPMENT Training and development is of vital importance in the success of any organization 1. Training provides greater stability, flexibility and capacity for growth in an organization 2. Scrap and damages to machinery and equipment can be avoided or minimized through training. 3. Training serves as an efficient source of recruitment. 4. Training is an investment in HR with a promise of better returns in future. Training and development programs, as was pointed out earlier, help remove performance deficiencies in employees. This is particularly true when – The deficiency is caused by a lack of ability rather than a lack of motivation to perform, †¢ The individuals involved have the aptitude and motivation need to learn to do the job better, and †¢ Supervisors and peers are supportive of the desired behaviors. There is greater stability, flexibility and capacity for growth in an organization. Training contributes to employs contribute t o the stay with the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations. All rounder can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits form year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise? Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well. Future needs of employees will be met through training and development programs. Organizations take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future. THE PURPOSE OF T

Complete Guide How to Write a Good Tourism Term Paper

Complete Guide How to Write a Good Tourism Term Paper A tourism term paper is a paper that is written at the end of an academic term when you get the knowledge of the travel and tourism industry. Despite the fact that this field may seem to be easy to study, it requires a thoughtful examination and analysis. This type of writing is intended to describe an issue, event, or argue a point based on in-depth research. However, it should be mentioned that a topic of a term paper has to be covered during the semester to provide students with basic knowledge about it. In general, a term paper should be several typed pages in length to present a detailed outline of the selected subject. As a result, tourism term paper writing should demonstrate and analyze the tourism sphere of a particular area within a country from various perspectives, such as economic, social, or geographical ones. Furthermore, a tourism term paper is considered to be a significant student’s work that influences the grade. It requires personal thoughts, critical analysis of a matter, and factual information. Due to the fact that the tourism industry is closely connected with various sectors, such as the economy, sociology, and international relations, you can conduct precise research through the prism of those disciplines. Therefore, to start writing your tourism term paper, you should get familiar with this tourism term paper writing guide to direct yourself in the right way of tourism research paper writing. 5 Types of Term Paper Writing to Deal with Before starting to write your term paper on tourism, you should consider the type of term paper you are asked to deal with. Sometimes, it is written in an assignment given to you by your instructor. That’s why it is always useful to look through all the assignments attentively. Having understood their key requirements, you will be able to write a paper successfully. If there is no notification of what type of writing you need to come up with, use the following information to choose the most appropriate one. 1. Argumentative Term Paper An argumentative type of writing presents some strong arguments on both sides of the selected issue to portray it accurately. Moreover, if you choose this type of a term paper, you have to analyze all distinct aspects of each argument and support those arguments with valid evidence from the well-known researchers’ studies. At the end of the argumentative term paper, you have to favor one side in the argument. But at the same time, you should be careful to remain unbiased. For example, you can discuss whether the tourism sphere contributes to the country’s development or not by presenting the relevant facts about it. 2. Definitive Term Paper This type of term paper is intended just to present the information on a selected topic. You cannot present any analysis or own thoughts in the definition term paper. You should just demonstrate the facts from the selected research studies. However, the definition term paper can be utilized in the further investigation of the selected topic. Consequently, it is reasonable to suppose that you can use this term paper as a basis for your future examinations. For instance, you can examine the current situation of the tourism sphere in the Caribbean islands. 3. Compare and Contrast Term Paper If you choose this type of term paper, you will have to choose either two different aspects of the tourism sphere or two different areas, such as different countries, cities, or states. Therefore, you should find some features they have in common and also different features in two objects of investigation and then compare them. In this type of the term paper, you will be required to provide a topic statement and then support it with the help of various reliable sources. For compare and contrast term papers, you may address the impact of the tourism sphere in two different cities from the perspective of the environment, sociology, and economics. 4. Analytical Term Paper This type of term paper writing is very close to the argumentative one due to the fact that both papers provide various viewpoints of different researchers on a certain topic. However, the analytical term paper focuses on factual information rather than personal points of view. Therefore, you should concentrate on the methodology the researcher utilized while investigating the issue or describing his or her findings from a factual point of view. As an example, you may study the impact of the tourism sector on the country’s economic status. 5. Interpretive Term Paper The interpretive term paper presents your critical thinking skills. Therefore, you may be required to discuss some issues related to the tourism sphere or provide some solutions to the selected issue. In general, this type of paper requires a demonstration of your knowledge about the topic. However, the same as the other types of term papers, the interpretive term paper should contain some supporting points from the reliable sources. For example, you can investigate the improvements of the tourism sphere in the developing countries. 10 Tourism Term Paper Topics: Know How to Choose a Topic When you are familiar with the type of term paper writing you’re required to follow in your own writing, you should select an appropriate topic for it. As it was mentioned before, a tourism sphere is connected with various fields, but you have to choose only one to make your paper more precise. If your professor did not provide you with the list of acceptable topics for your term paper, you could choose it on your own. The beneficial point of selecting the topic on your own is that you are allowed to choose the one that is interesting for you. Develop and update tourism industry knowledge by compulsive work. Nevertheless, there is a probability that the professor may consider your topic to be inappropriate for the term paper. Therefore, you should be careful with this choice. So you have to consider the relevance and breadth of the topic selected on your own. If your topic is narrow and obsolete, you may face the difficulty in finding reliable sources and meeting the word count. The following topics may help you to create your own topic: The Importance of the Tourism Sphere; Leading International Organisation in Travel and Tourism; The Government Involvement in the Tourism Industry; New Trends in the Tourism Industry: What Promotes Them Today? Factors that May Affect Tourism; Advantages and Disadvantages of the Fast Development of Tourism; The Degree of Control over the Tourism Business in Today’s World; Supporting Key Tourism Interests During a Financial Crisis; Top Advances in Technology That Simplify the Way of Traveling; 10 Tourism Services That Are Available Today and That Will Be Available in 20 Years. The Structure of the Tourism Term Paper That Looks Coherent Each academic paper has a certain structure that students should follow to make their paper coherent and cohesive. Moreover, if your paper is well-organized, it will be easier to convince the reader. In general, all academic papers start with the title, and accordingly, it should be compelling to attract the reader. Look at the last topic from the list mentioned above. Will it be interesting to know what suggestions are given concerning the future development of tourism services? Introduction The next point you usually see after the title is an introduction. To start with, this part of the paper is the most significant because it is supposed to demonstrate the entire work you do. Usually, the introduction consists of the background information you want your readers to know. Besides, include an opening statement and thesis statement. If you have chosen the first topic from the list mentioned before, you may present the general role of the tourism sphere in the world. Then, you can demonstrate the primary functions of the tourism in the developing and developed countries. Furthermore, you should create a precise thesis statement as it is the central idea of your paper that will be further expanded. The thesis statement should be only one sentence long. But at the same, it has to be long enough to present your side of the matter. Body Without any doubt, you realize the importance of this part in your term paper. Unlike the other parts of the paper, this one should contain at least 3 main parts that are connected logically. For the argumentative type of the essay that is chosen as an example, it should be mentioned that all possible arguments and counterarguments are presented in separate parts of writing. Moreover, you should use some in-text citations to support your points and persuade the reader that you do extensive research beforehand. The usual structure of the paragraphs contains a topic sentence, evidence, and concluding sentence. As a result, one have to state that the main body should be informative enough to convince the reader. Conclusion In the conclusion section, you have to summarize all the points mentioned in the main body and restate your thesis statement. Therefore, this part of the paper is the last chance to convince the professor about the significant role of your research paper in the tourism industry. Use neither citations nor present new information. Therefore, the conclusion has to resemble a smaller version of the main body. Our Writers Know Best: 3 Ways of Referring to the Information Sources Correctly In general, tourism term papers are written in an APA style. Sometimes, some instructors modify the paper requirements, â€Å"Write a term paper in MLA†. Therefore, you may find some information on the internet to enhance confidence in the correct formatting your term paper. However, if you are still required to utilize the APA style of referencing, you may follow the tourism term paper writing tips presented below. 1. In-Text Citations The in-text citations are used to support the points mentioned in the main body. You need to use in-text citations properly to avoid any plagiarism issue. You should use quotation marks to insert some direct citations and mention all the required information on a source. Usually, it is the last name of an author and number of the page in the brackets if you follow MLA style. Therefore, it should look like this: According to the survey, it has been noticed that â€Å"people tend to form two approaches to choosing a hotel, which is divided into attitudes-towards-hotel-brand and attitude-toward-the ad† (Author’s last name page number). 2. Paraphrasing Some in-text citations can be paraphrased. Therefore, it has to be also cited correctly. For example, It can be assumed that the involvement of Artificial Intelligence creates the prospects for the development of the hospitality industry and provides the platform for scientific improvements of the technology market (Author’s last name page number). 3. Reference List Before you start writing the term paper, you should compile a reference list. This list contains all the sources that you are going to use. The reference list should be created on the separate page. If you utilize an MLA style of referencing, this page should be named ‘’. If you choose an APA style, it should be named ‘References’. For example, the reference in APA looks like this: Last name, Initials, Last name, Initials (year of publication). Name of the work. Publisher, pages. Proofreading Is Essential for Good Term Paper Writing The process of proofreading is significant because you can recognize whether the paper lacks some points in its organization or correct writing. Therefore, there are different ways of how to perform proofreading: You can read your term paper out loud. It will help you to spot run-on sentences. Reread your paper as many times as possible. But you should do it on different days. Basically, it looks like: today you finish writing → tomorrow you’ll read a term paper to correct some possible issues → the day after tomorrow you’ll reread a paper once again to make sure that everything is correct. You can ask someone to read your work instead of you. Keep in mind that this someone should be quite experienced to recognize some weaknesses in your writing. You can utilize some computer spelling checkers to ensure that the paper does not have any spelling mistakes that you may make accidentally. We are sure that if you follow all our tourism term paper writing prompts mentioned earlier, your tourism term paper will receive the highest possible mark. You deserve to be highly appreciated. Just take the crucial steps for successful academic writing.

Recent Singapore History essays

Recent Singapore History essays Singapore, since it attained its independence on June 3, 1959, has been a thriving, trading nation. It had been controlled by the British, but after negotiations, was relinquished to self-autonomy with the understanding that it would remain a republic. Since then, it has reaffirmed its non-Communist stance and continued with progressive economic policies to the delight of the free world. Singapores modern history begins with its independence. It quickly drafted a Constitution, which called for a nine-member cabinet, drawn from the 51-member legislature, and a Prime Minister. An additional stipulation was that there had to be a Malay Head of State in the predominately Chinese population. In the first election, the PAP, or Peoples Action Party, won 43 seats in the legislature and its leader, Lee Kuan Yew, became Prime Minister. Sir William Goode, the former Governor, received the Malay position of Head of State. In 1961, Prime Minister Tunku Abdul Rahman of Malay, proposed a closer cooperation between some of the Southeast Asian countries. Lee Kuan Yew supported this plan to have a central government that controlled defense, foreign affairs, and internal security. Backing for the merger was provided by a public referendum and on September 16, 1963, Malaysia, consisting of the Federation of Malaya, Singapore, Sarawak, and Northern Borneo, was established. Despite the overwhelming support for the merger, two years later, on August 9, 1965, Singapore withdrew from Malaysia. On September 21 of the same year, Singapore became a member of the United Nations. It also was joined into the Commonwealth of Nations on October 15. Singapore continued with the radical political changes and formed a republic on December 22 with Yusof bin Ishak as the first President. This struggling country with a myriad of races had now to restructure its economy and focus on its unsurpassed trading potential. Still in control, the predomina...

Rafael Trujillo Biography

Rafael Trujillo Biography Rafael Leà ³nidas Trujillo Molina (October 24, 1891-May 30, 1961) was a military general who seized power in the Dominican Republic and ruled the island from 1930 to 1961. Known as the Little Caesar of the Caribbean, he is remembered as one of the most brutal dictators in Latin Americas history. Fast Facts: Rafael Trujillo Known For: Dictator of the Dominican RepublicAlso Known As: Rafael Leà ³nidas Trujillo Molina, Nicknames: El Jefe (The Boss), El Chivo (The Goat)Born: October 24, 1891 in San Cristà ³bal, Dominican RepublicDied: May 30, 1961 on a coastal highway between Santo Domingo and Haina in the Dominican RepublicParents: Josà © Trujillo Valdez, Altagracia Julia Molina Chevalier  Key Accomplishments:  While his regime was rife with corruption and self-enrichment, he also undertook the modernization and industrialization of the Dominican RepublicSpouse(s): Aminta Ledesma Lachapelle, Bienvenida Ricardo Martà ­nez, and Marà ­a de los Angeles Martà ­nez AlbaFun  Fact: The merengue song Mataron al Chivo (They Killed the Goat) celebrates the assassination of Trujillo in 1961 Early Life Trujillo was born of mixed-race ancestry to a lower-class family in San Cristà ³bal, a town on the outskirts of Santo Domingo. He began his military career during the U.S. occupation of the Dominican Republic (1916-1924) and was trained by U.S. marines in the newly formed Dominican National Guard (eventually renamed the Dominican National Police). Generalissimo Rafael L. Trujillo (left), Commander -in-Chief of the Dominican Republic armed forces, reviews a complement of the US Destroyer Norfolk, during a recent visit of the warship here. The nation declared a special holiday in honor of the visiting personnel, who in turn were invited to inspect the thirty naval vessels of the Dominican navy. Bettmann / Getty Images Rise to Power Trujillo eventually rose to Chief of the Dominican National Police, all the while engaging in shady business deals related to the purchase of military food, clothes and equipment, from which he began to amass wealth. Trujillo demonstrated a ruthless tendency to remove enemies from the army, place allies in key positions, and consolidate power, which is how he became the commander-in-chief of the army by 1927. When President Horacio Vzquez fell ill in 1929, Trujillo and his allies saw an opening to prevent Vice President Alfonseca, who they considered to be an enemy, from assuming the presidency. Trujillo began to work with another politician, Rafael Estrella Ureà ±a, to seize power from Vzquez. On February 23, 1930, Trujillo and Estrella Ureà ±a engineered a coup that eventually resulted in both Vzquez and Alfonseca resigning and ceding power to Estrella Ureà ±a. However, Trujillo had designs on the presidency himself and after months of intimidation and threats of violence toward other political parties, he assumed the presidency with Estrella Ureà ±a as vice president on August 16, 1930. The Trujillo Agenda: Repression, Corruption and Modernization Trujillo proceeded to murder and jail his opponents after the election. He also established a paramilitary force, La 42, designed to persecute his opponents and generally instill fear in the population. He exerted full control over the islands economy, establishing monopolies over salt, meat and rice production. He engaged in blatant corruption and conflicts of interest, forcing Dominicans to buy staple food products distributed by his own companies. By rapidly acquiring wealth, Trujillo was eventually able to push out owners across various sectors, such as insurance and tobacco production, forcing them to sell to him. Vice-President Richard M. Nixon and General Rafael L. Trujillo of the Dominican Republic (right) exchange warm greetings on Nixons arrival in Ciudad Trujillo, March 1st. The visit to the Dominican Republic marked the next-to-last stage of Nixons good Will tour of Latin America. During an official motorcade through the city, Nixon was cheered by some 15,000 schoolchildren. Streets were decked with U.S. and Dominican flags. Bettmann / Getty Images He also issued propaganda proclaiming himself as the savior of a previously backward country. In 1936 he changed the name of Santo Domingo to Ciudad Trujillo (Trujillo City) and began to erect monuments and dedicate street names to himself. Despite the vast corruption of Trujillos dictatorship, his fortunes were closely tied to the Dominican economy, and thus the population benefitted as his government went about modernizing the island and undertaking infrastructure and public works projects, such as improving sanitation and paving roads. He was particularly successful in pushing industrialization, creating industrial plants for the production of shoes, beer, tobacco, alcohol, vegetable oil, and other products. Industries enjoyed special treatment, like protection from labor unrest and foreign competition. Sugar was one of Trujillos largest ventures, particularly in the post-war era. Most of the sugar mills were owned by foreign investors, so he set about buying them up with state and personal funds. He used nationalist rhetoric to back up his agenda of taking over foreign-owned sugar mills. At the end of his reign, Trujillos economic empire was unprecedented: he controlled nearly 80% of the countrys industrial production and his firms employed 45% of the active labor force. With 15% of the labor force employed by the state, this meant that 60% of the population depended on him directly for work. Although Trujillo ceded the presidency to his brother in 1952 and 1957 and installed Joaquà ­n Balaguer in 1960, he maintained de facto control over the island until 1961, using his secret police to infiltrate the population and rout out dissent using intimidation, torture, imprisonment, kidnapping and rape of women, and assassination. The Haitian Question One of Trujillos most well-known legacies was his racist attitudes toward Haiti and the Haitian sugarcane laborers who lived near the border. He stoked the historic Dominican prejudice against black Haitians, advocating a deafricanization of the nation and restoration of Catholic values (Knight, 225). Despite his own mixed race identity, and the fact that he himself had a Haitian grandparent, he projected the image of the Dominican Republic as a white, Hispanic society, a myth that persists to this day with bigoted, anti-Haitian legislation being passed as recently as 2013. A celebration in praise of President Rafael L. Trujillo Sr. The LIFE Picture Collection / Getty Images Trujillos anti-Haitian sentiment culminated in the murder of an estimated 20,000 Haitians in October 1937, when he traveled to the border and declared that the Haitian occupation of the border areas would no longer continue. He ordered all Haitians remaining in the area to be murdered on sight. This act provoked widespread condemnation across Latin America and the U.S. After an investigation, the Dominican government paid Haiti $525,000 for damages and injuries occasioned by what officially was termed frontier conflicts. (Moya Pons, 369). Trujillos Downfall and Death Dominican exiles opposed to the Trujillo regime carried out two failed invasions, one in 1949 and one in 1959. However, things shifted in the region once Fidel Castro succeeded in overthrowing Cuban dictator Fulgencio Batista in 1959. In order to help the Dominicans overthrow Trujillo, Castro armed a military expedition in 1959 composed mostly of exiles but also some Cuban military commanders. The uprising failed, but the Cuban government continued urging Dominicans to revolt against Trujillo and this inspired more conspiracies. One widely publicized case was that of the three Mirabal sisters, whose husbands had been jailed for conspiring to overthrow Trujillo. The sisters were assassinated on November 25, 1960, provoking outrage. One of the decisive factors in Trujillos downfall was his attempt to assassinate Venezuelan President Romulo Betancourt in 1960 after discovering that the latter had participated years before in a conspiracy to oust him. When the assassination plot was revealed, the Organization of American States (OAS) severed diplomatic ties with Trujillo and imposed economic sanctions. Moreover, having learned its lesson with Batista in Cuba and recognizing that Trujillos corruption and repression had gone too far, the U.S. government withdrew its longstanding support of the dictator it had helped train. On May 30, 1961 and with the help of the CIA, Trujillos car was ambushed by seven assassins, some of whom were part of his armed forces, and the dictator was killed. 6/5/1961-Ciudad Trujillo, Dominican Republic-Newsmen view the car in which Dominican dictator Rafael Trujillo was assasinated. The automobile contained about 60 bullet holes, and had blood stains on the back seat where Trujillo was seated. Late June 4th, Dominican authorities reported that two of the assassins had been killed in a gun battle with security police. Bettmann / Getty Images Legacy There was widespread rejoicing by Dominicans when they learned that Trujillo had died. Bandleader Antonio Morel released a merengue (the national music of the Dominican Republic) shortly after Trujillos death called Mataron al Chivo (They killed the goat); the goat was one of Trujillos nicknames. The song celebrated his death and declared May 30 a day of freedom. Many exiles returned to the island to tell stories of torture and imprisonment, and students marched to demand democratic elections. Juan Bosch, a populist reformer, who had been an early dissident during the Trujillo regime and who had gone into exile in 1937, was democratically elected in December 1962. Unfortunately his socialist-leaning presidency, focused on land reform, was at odds with U.S. interests and lasted less than a year; he was deposed by the military in September 1963. While authoritarian leaders like Joaquà ­n Balaguer have continued to hold power in the Dominican Republic, the country has maintained free and competitive elections and has not returned to the level of repression under the Trujillo dictatorship. Sources Gonzalez, Juan. Harvest of Empire: A History of Latinos in America. New York: Viking Penguin, 2000.Knight, Franklin W. The Caribbean: The Genesis of a Fragmented Nationalism, 2nd edition. New York: Oxford University Press, 1990.Moya Pons, Frank. The Dominican Republic: A National History. Princeton, NJ: Markus Wiener Publishers, 1998.