Study on Employee Satisfaction Levels

Study on Employee Satisfaction Levels INTRODUCTION Human resource Development has in recent year become the focus of attention of planners policy makers and administration. It is important not only for an enterprise but also for a nation to develop its human resources. Employees Job Satisfaction is one of the main areas of HRD. Organizations are social systems where human resources are the most important factors for effectiveness and efficiency. Organizations need effective managers and employees to achieve their objectives. Organizations cannot succeed without their personnel efforts and commitment. Job satisfaction is critical to retaining and attracting well-qualified personnel. This is especially an issue in medical institutions such as hospitals where specialist training and retention are highly important Employee job satisfaction is an attitude that people have about their jobs and the organizations in which they perform these jobs. Methodologically, we can define job satisfaction as an employees affective reaction to a job, based on a comparison between actual outcomes and desired outcomes. Job satisfaction is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements. It encompasses specific aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers. Concerns about employee job satisfaction are just as critical in the apparel industry as they are in other business sectors. Similarly, the motivation to investigate job satisfaction among health care employees is similar to the interest of research concerning job satisfaction in industrial settings. Numerous factors influence employee job satisfaction, including: salaries, fringe benefits, achievement, autonomy, recognition, communication, working conditions, job importance, co workers, degree of professionalism, organizational climate, interpersonal relationships, working for a reputable agency, supervisory support, positive affectivity, job security, workplace flexibility, working within a team environment and genetic factors. Sources of low satisfaction are associated with working with unskilled or inappropriately trained staff, laborious tasks such as documentation, repetition of duties, tensions within role expectations, role ambiguity, role conflict, job/patient care, feeling overloaded, the increasing need to be available for overtime, relations with co-workers, personal factors and organizational factors Irvine and Evans (1995) have also underlined the importance of work characteristics (routine, autonomy and feedback), characteristics of how the work role is defined (role conflict and role ambiguity) and characteristics of the work environment (leadership, stress, advancement opportunities and participation) in relation to job satisfaction. Justification for the need to investigate job satisfaction is exemplified in the seemingly observed relationship between the levels of job dissatisfaction, absenteeism, grievance expression, tardiness, low morale and high turnover. Job satisfaction is an immediate antecedent of intention to leave the workplace and turnover. Unsatisfied workers will leave their jobs more than their satisfied colleagues. Retention and turnover of staff, particularly highly skilled personnel, are important issues for managers in the current health care environment. Employees who experience job satisfaction are more likely to be productive and stay on the job. Furthermore, more satisfied employees have more innovative activities in continuous quality improvement and more participation in decision-making in organizations. Job satisfaction is also found to be positively-related to patient satisfaction. Among determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. Leadership is a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization. Numerous studies carried out in several countries showed that there is a positive correlation between leadership and the job satisfaction of health care providers Organizational success in obtaining its goals and objectives depends on managers and their leadership style. By using appropriate leadership styles, managers can affect employee job satisfaction, commitment and productivity. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests and reliability of employees in different situations. It is the ability of a leader to influence subordinates to performing at their highest capability. This factor captures the extent to which management respects workers, operates with honesty and integrity, promotes efficiency, and has open lines of communication with employees. The subject of leadership is interesting for many researchers. The continued search for good leaders has resulted in the development of many leadership theories. Studies have been carried out to determine how leadership behaviors can be used to influence employees for improved organizational outcomes. In the past several decades, management experts have undergone a revolution in how they define leadership and their attitudes toward it. They have gone from a very classical autocratic approach to a very creative and participative approach. Ideas about management and leadership have changed considerably in recent years. People today are better-educated and more articulate. They can no longer be commanded in the same way as before. There needs to be much more involvement and participation at work. There are several styles of leadership such as: autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership. Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. No one leadership style is ideal for every situation, since a leader may have knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation. COMPANY PROFILE INTRODUCTION OF ORIENT CRAFT Orient Craft Limited started in the year 1972 by Mr. Sudhir Dhingra with four employees and then Orient Craft was set up in the year 1978 to take over the existing business and has now grown to 8000 employees in seventeen factories. Orient Craft Indias No. 1 Garment Manufacturer and Exporter and is the recipient of the â€Å"Gold Trophy† given by Govt. of India for highest global exports out of the country for the year 1997, 1998, 2000 2001. Besides many other export and quality awards, Orient Craft won the highest award for being Indias larges knit apparel manufacturer and also the award for being the second largest in global exports for the year 1999. Orient Craft bagged the Bid World Quality commitment International Start Award in the Platinum Category for the year 2001 and Gold award for the year 2000 and won also many other awards and certificates from the Ministry of Textiles and states like on Sep 19, 2004, Won the â€Å"Entrepreneur of the year 2003† from the prestigious Ludhiana Management Association. The company is growing rapidly, year after year and has its manufacturing facilities spread over 6000000 sq. ft. area with seventeen factories in and around Delhi. Another state of the art Manufacturing Complex, covering 3, 40,000 sq. ft. of covered space is completed in December 2001. This manufacturing facility is the single largest manufacturing plant in whole of India producing cut and sew knits, woven sportswear, ladies formal suits and sweaters under one roof. Company has the most modern manufacturing plants in the country with over 1, 40,000 sq/ ft. of covered area in one location. The company deploys over 73000 imported sewing machines for its manufacturing operations in Woven and Knit units. The company has in-house lab testing for garments, fabrics, and trims. Its labs are well equipped to test for all parameters including Color-Fasteners to light. Orient Craft Limited also has several in-house latest Computerized Unit, In-house garment Dyeing Units, Manual Sand-blasting and laser sand-blasting units. The company has three 100% export oriented unit thereby having the advantage of importing all raw materials, trims free or duty from any part of the world. The company also has a specialized Home furnishing Division, Wherein all Soft Furnishing products are manufactured and exported to some of the most prominent brands. COMPANY PROFILE OF 7D ORIENT CRAFT LIMITED 7-D, Maruti Industrial complex, Sec-18 Udyog Vihar, Gurgaon (HR) Tel : 0124-2342043 to 47, 5090800, Fax : 0124-2341110, 2342042 Year Established 1995 Type of company Privately Held Owners/Directors Mr. Sudhir Dhingra Mr. K. K. Kohli Mr. Anoop Thatai Mr. Ravi Dhingra Mr. Vikas Mr. Sahil Dhingra Mrs. Manju Dhingra Annual Turnover F.O.B. US $ Million for 2003-2004 Minimum Order Quantity 200 Dozen per Style No. of people Employed 8500 in-house Production Capacities 50000 Dozen Per Month (Woven) 50000 Dozen Per Month (Knits) Major Export Markets U.S.A. E.E.C., Canada Major Products Blouses Skirts Pants and shorts Dresses Jackets Outwear Mens Shirts Kids wear Co-ordinates Knitted Shirts/T-Shirts Major Customers Dillards Stores Loft Gap Tommy Hilfiger J-Crew Liz Claiborne Susan Bristol Next Retail Ltd. Nike Dockers Ann Taylor Banana Republic J. G. Hook Ralph Lauren Jones of New York Levis Lands End Abarcrombie and Fitch COMPANY ENVIRONMENT OF 7D 7A Company is situated in approximately 10 acres of land. It is having a beautiful garden in front and is surrounded by various decorative plants. Interior is well facilitated for normal working conditions. Nearly 3500 people are working here. Among them most of them are very co-operative, well behaving with outsiders. Company is giving all type of facilities to its employees like transport, canteen, medical and other incentives. The new HRD and labor welfare department of this company on one side playing a great role by tuning every department, to get maximum benefit to the company and on the other it is taking care of all employees and workers, it is also giving chance to new people to build their career as strong as possible in their reputed company. The production part of this factory is divided into six units. Here no. of machines are more than 1000. Ground floor is called basement or 2nd unit. Here cutting, finishing, sewing are simultaneously going on. Next to 2nd, unit 1 is present where cutting, sewing as well as finishing takes place. Above 1st unit 3rd unit is there, which is also known as 100% EOU, Where only production is going on i.e. sewing and finishing. Above 3rd unit 4th unit is there, there also only sewing and finishing takes place. The top floor is called as 5th unit where sewing, finishing and embroidery is also going on. The last unit in 7A is called 6th unit where sewing and finishing takes place. In the present scenario of stiff competition of quality and price in the international market, the Indian garment industry is not in the position of producing an expensive and lower quality product. Looking at the present market demand of producing inexpensive and lower quality product, Orient Craft have to increase the productivity, lower the wastages on production floor and make use of attachments, folders, special machines and equipment to have a good quality product, in all these activities industrial engineer plays an important role. Today the industrial engineering has become the back bone of the garment industry. In Orient Craft Ltd., Industrial Engineering Department consist of an I.E. head, eight I.E. executives reporting to Mr. Brian Long (VP Technical). Each I.E. executive is assigned the particular production floors, thus this department is covering all the floors of 7-D, 6-C, 14-A, Home furnishing and sampling department. Besides working on enhancing the productivity and quality, lowering wastages, proper utilization of resources like special machines and equipments, this department is also assigned the project like designing the floor layouts for the new production floors and to develop new production techniques to increase the productivity. RULES AND RESPONSIBILITY OF INDUSTRIAL ENGINEER IN ORIENT CRAFT LIMITED Sampling Re-Engineering- The work of an industrial starts with sampling re-engineering at the proto-stage so as to get to best possible construction and the use of folders and attachments in the style. Pre-production planning- Pre-production planning starts with the receiving of a sample from the merchant of the stages of the two pieces, which is to be made on the production floor. After receiving the sample the initial operation bullet layout and new style requirement sheet is made. The purpose of making initial o/b, and layout is to know the quantity and type if manpower, machines, attachments, presses, bucks, profiles, dies etc required in the style and make sure everything is in house at the pilot stage. Target setting- After having a rough idea of manpower and machines required from the initial o/b the company has to find out exactly how many machines and manpower is needed in the style. For this 5 pieces of cutting is taken and time motion study of that 5 pieces with RD department using the proper method, motion and rating is done. Final operation bulletin and layout- After tune and motion study the company make final operation bulletin and layout from this finally the company come to know the number of manpower and machines required to meet the targets. This operation bulletin and layout has to be cross checked by I.E head and then it is signed by RD head and then it is passed to production manager. Line setting- Line setting is the implementation of the layout and operation bulletin, which is done in conjunction with line in charge, supervisor, mechanic, Q.A and technician. Bottle neck identification- After line setting the next job is to know the bottleneck of the line due which targets are not met.   Follow ups- This is one of the important job of industrial engineer, to do the follow up of machines folders attachments, dies, profiles whether they are in house or not before the production starts and to be in correct with concerned persons for that and to make sure everything in house before the production. Use of modern equipment- To know and develop attachments and folders, which can be used on production floors to enhance productivity and also to make sure the proper utilization of modern machines and equipment on the production floor. Projects- Besides all the above activities we are also handle projects on plant layouts, settings up of pre-assembly section etc. Reporting- This includes the reason why the targets are not met and action taken by production manager to eliminate it. This report is given to I.E head on the daily basis. INTRODUCTION OF THE QUALITY DEPARTMENT Its gives immense pleasure in introducing Orient Craft as one of the quality department in Hand Embroidery, Adda Embroidery, Computer Embroidery, and Machine Embroidery Schiff lie Embroidery. This department has a modern and very sophisticated design which give a good quality to production to ensure consistency in quality of Garments with our embroider and in house sampling works. Embroidery Department has been in the forefront with other department in creating the good quality and acceptability. Over the year Embroidery Department has stepped up in the quality ladder and is today giving good quality that are increasingly finding acceptability with buyers. â€Å"In the prevailing situation, the company needs all rounder, not specialist. These all are created with the help of the existing team of the company. The team supports each other and with the help of training team gets confidence. Today, orient Craft is more comfortable in handling both quality as well as quantity. And sure, with an excellent team of people, the department is set to cruise higher altitudes in future. ROLE OF THE EMBROIDERY DEPARTMENT This Department is now very supporting in Orient Craft Ltd. Representing the company from the last few years Embroidery department provides the resources expertise and dedication support to production, and the company employ has dedicated themselves in making an acceptability quality for Buyer. Embroidery Department has been helping to production department dramatically grow their business for the company, as a part of their commitment to being a value adding department of Orient Craft Limited. Embroidery Department has over the year acquired strong and meaningful business relationship with production, Merchant Cutting department the company always been in vogue with the fashion trends. Orient Craft is now trying to emphasize on converting the quality to make the process, trouble free for the production department. The company is assuring the quality and total standard action with its in-house production. So now it can be said that this department is playing a very important role in Orient Craft Limited. DOCUMENT USED IN THE COMPANY Material Transfer Slip (MTS Book) is very important document for the maintaining the records of whichever style run in Embroidery department.   All records can be maintained properly with MTS books as it is very important for the company. ROLE OF THE CANDIDATE The attitude of the company with the new joiner person is very supportive and cooperative with that person. To achieve the better quality and better embroidery design, the company higher officers should have better understanding of the workers need and priorities. One should be more dedicated towards their commitments of work. And this can be only achieved if the company has the right people and their processes are transparent and continuously optimized to achieve higher quality at lower cost. ITS FLOW CHART Stitch PiecesCutting Dept-Unstitch Pieces Prod Dep Emb Dep Emb Dep Issue to Embroider Issue to Embroider Reed after Emb. Reed after Emb    Quality Checking Quality Checking Cutting Production Finishing CENTRALIZED CUTTING ROOM AT ORIENT CRAFT LIMITED SIGNIFICANCE OF AN ORGANIZED CUTTING ROOM:- On average a garment had approximately 50%-60% of its total allocated to fabric and yet, most manufacturing units have no quality and production system monitor the inspection, spreading and cutting of it. The sewing department on the other hand only makes up to 20%- 30% of the total cost of a garment but accounts for nearly all the monitoring and productivity costs. INTRODUCTION:- Orient Craft Ltd. has centralized cutting facilities. The cutting room is feuding to all the swing floors situated in Udoyg Vihar. The company follows comprehensive production and quality procedures in cutting room. FORMATES USED IN CUTTING ROOM Approval for cutting go ahead Call out for cutting Cutter efficiency chart Daily cut plan Monthly cut plan Cutting file checklist Fabric relaxation Approval additional cutting Bundle control system Color code for different shrinkage Cutting RD Hourly report Fusing system CUTTING ROOM PROCEDURES IN ORIENT CRAFT LIMITED:- Pre -production meeting is organized to discuss all the aspects of a style. All the concerned persons, for example merchandiser, production manager, IED, cutting manager, pattern master etc is present in this meeting, to discuss the technicalities. In the cutting department there are three cutting teams. Master prepares a cut order plan and after job order is received from the production manager, master gets the fabric from the fabric stores and maker from the CAD department. Most common considerations during cut order planning No of sizes in order No of color in the order Maximum/minimum no of sizes allowed in marker Maximum spread length Maximum ply height Fabric cost per yard Cut table fabric width Width variation Fabric utilization report Fabric inspection report Lot card Shrinkage report Fabric having Lycra, spandex, wool blend are relaxed for 10 to 12 hours, prior to spreading. Quality assurance inspector conducts inspection after spreading and cutting. He checks the layer for following defects:- After spreading Marker placing Tension Miscut Notches Bowing Leaning Others After cutting Accuracy Matching the top, middle and bottom ply with pattern Notches/drill holes Fabric layering system:- Spreader in the cutting room receives layer spreading cutting job card from the master. This document has all the details for the spreading of each lay. From this document the spreading personnel can make sure that the following fabric details are correct before beginning to spread Fabric type Fabric name Fabric width Shrinkage Color Lot no Layer length No of pieces Total pieces Quality control of the spreading:- As soon as the spreading of a lay is finished the quality assurance inspector is asked to check it before cutting can commence. The quality control inspector in the cutting room will receive the spreading and cutting report from the cutting room manager. This document has all the relevant details for the inspector, to ensure that the spreading is right. The quality assurance inspector ensures the following:- Fabric Number of piles Lay length Ends Tension Remnant Splices Pattern Quality control of the marker:- The quality control inspector would check the following:- Correct marker Ratio Pattern Missing pieces on the marker is quite a common problem in cutting rooms especially if number of components in a garment is more. That is why the total no of the pattern pieces is checked. There must be no overlapping of the pattern pieces on the marker either. Once the fabric is cut there is no question of taking it back for a change or refund. All possible precautions must be taken in the cutting room to ensure that once the knife cuts into the fabric everything is correct. Quality control of cutting:- After the quality assurance inspector approves the spreading, the lay is ready for cutting. The cutter can also make sure that the following marker details are correct before starting to cut the fabric. Cut number Marker number Marker length Fabric spreading length The cutting personnel ensure that the markers have been placed in the correct direction on the fabric. Areas for checking are as follows: Ensure that all the edges of the marker have fabric underneath them-ends and sides. Ensures that the marker is laid square to the fabric and not-at an angle to the fabric. If this not controlled then it will create problems in the sewing section. Fusing system:- A properly trained supervisor is appointed to check temperature, pressure and timing cycle each morning, noon, mid afternoon and at critical fabric changes. Check for consistent temperature and across fusing head. The quality control department on daily basis reviews results. Quality assurance department evaluates fusible parts for defects such as color change, surface appearance and hand feel. Fuse line temperatures are established using temperature papers. Fuse line temperature is the temperature between the shell fabric and the fusible product at the time of fusing. Some times due to special finishes on the shell fabric, fusing machine is adjusted accordingly. Numbering system:- This is probably one of the most important control points in the manufacturing process. All the components are numbered including parts of the garments that have embroidery, fusing or washing and other value addition. If numbering is not done, then the problems of shaded garments, incorrect sized garments and garment pieces occur. These entire problem can be avoided using number system. The company is having separates numbering tables. Once cutting is carried out, the cut parts are put on the trolley and moved to the numbering table. Separate numbering tables are the best as they allow the cutting table to be cleared immediately after the cutting of the fabric has taken place. Stickers can be located on either the right or wrong side of the fabric depending on whether the garment will have interlining attached to it. It should be noted that if the stickers are attached to the right side of the fabric, then snickering not left on the fabric. GARMENT PROCESSING UNIT Aim: To work towards most moderate washes while striking a right balance of handwork and chemistry. Also to achieve/generate consistency of shades and quick production techniques keeping in view the requirement of our esteem clientele. Capabilities :- well starting with neat rinse washes, silicon sand wash, peach hand brushing on party wears, whickering coupled with Laser sand Blasting and tinting on Denims. Garment overdyes : -we have to our experience, Heavy canvas Garment overdyes added with stone enzyme wash to give it a weathered look; vintage Grannys garment looks are possible. We do garment over dyes on Linen, Denims, canvas, Twills and the list is being added upon every day at our RD section. Range of colors is available On demand, shade bands are well taken care of. For twills, we have facility to do BIOPOLISHING which added with sand wash, silicone wash, gives fabulous hand feel, and a strong crisp as and how desired. Laser :- The design made over the surface of fabric by laser engraving technology are being strongly pursued by various customer of OCL this fashion is yet to Explored by masses as it is a Rare Technology. Well seeing believes and only few of special clientele of orient craft saw this machine creating designs on various denims, canvas, jersey, and especially overdyes left speechless, yet smiling. STANDARD OPERATING PROCEDURE FOR TRIMS Receive Indent from Merchandiser Ensure that work sheet describes the complete specifications of accessories. Decide the vendor to whom order is to be placed based upon rates. Prepare the purchase order Place the P.O. to the vendor and enter the details in purchase register RECEIPT Receive information of material arrival along with bill/challan Verify the description and quantity of bill with relevant P.O and P.O register Verify the quantity with bill Send one piece of the accessory on the approval card to the concerned merchandiser. However, approval is not required for production equipments and consumables Enter the details of consignment in store receipt Update stock register and style sheet in file ISSUE Receive requirement of material on requisition slip and verify authorized signatures Prepare challan for the items to be issued Issue the material and get acknowledgement on the challan Update stock register and style sheet in file Receive the material returned from production along with style number indicated on return challan Verify that the material is not damaged. If so, indicate on challan Update stock register STORAGE PRESERVATION Keep the rejected material in the area defined for it Keep the approved material at defined location Ensure that adequate preventive measures are taken to safe-guard the material against damage LITERATURE REVIEW MEANING AND NATURE OF JOB SATISFACTION The term ‘Job Satisfaction is of great relevance in the field of human resource management. So we can define Job Satisfaction a: â€Å"Job Satisfaction is a set of favorable or unfavorable feeling which employees view in their work. Job Satisfaction is the fulfillment and gratification that comes from work. It is not the money, the benefits or the vacations. It is the good feeling one receive from doing his work itself. Anyone who works in an organization develops a set of attitude about work which is usually referred under the term job satisfaction. Like other attitudes Job Satisfaction is composed of emotional informational and behavioral elements can vary in intensity and consistency can be acquired from a variety of sources. Virtually every job can provide a level of satisfaction. Job Satisfaction comes when one accept a job for what it is and exploits the sources of satisfaction that comes with it. Many different sources of satisfaction are tied to the same job. Good feeling can come from high performance, quality work, learning new skills, working as a part of a team, assisting coworkers, and receiving compliments. Job Satisfaction is achieved daily by digging out ‘satisfiers wherever they can be found. This is true even if an individual is marking time until he or she gets into a better carrier area. The trick is to enjoy your present job while you prepare for a better one. Many people gain considerable satisfaction from doing ordinary jobs. They make quality time out of their working hours no matter what their assignment may be. So, from the discussion we can say that job Satisfaction and different aspects of their job. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the part, job Satisfaction was approached by some researcher from the perspective of need fulfillment- that is whether or not the job meets the employees physical and psychological needs for the things provided by works such as pay. LEVELS OF SATISFACTION Job Satisfaction varies. Researcher suggests, the higher the prestige of the job, the greater the job satisfaction. But, many workers are satisfied in even the least prestigious jobs. They simply like what they do. -Most workers like their work if they have little supervision. -The list satisfied workers are those in service occupations and managers that work for others.  Ã‚  Ã‚  Ã‚   -Ethnic and religious orientation is associated to work attitudes and Job Satisfaction is related to education. EFFECTS OF JOB SATISFACTION ON ATTITUDES OF THE EMPLOYEES The term Study on Employee Satisfaction Levels Study on Employee Satisfaction Levels INTRODUCTION Human resource Development has in recent year become the focus of attention of planners policy makers and administration. It is important not only for an enterprise but also for a nation to develop its human resources. Employees Job Satisfaction is one of the main areas of HRD. Organizations are social systems where human resources are the most important factors for effectiveness and efficiency. Organizations need effective managers and employees to achieve their objectives. Organizations cannot succeed without their personnel efforts and commitment. Job satisfaction is critical to retaining and attracting well-qualified personnel. This is especially an issue in medical institutions such as hospitals where specialist training and retention are highly important Employee job satisfaction is an attitude that people have about their jobs and the organizations in which they perform these jobs. Methodologically, we can define job satisfaction as an employees affective reaction to a job, based on a comparison between actual outcomes and desired outcomes. Job satisfaction is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements. It encompasses specific aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers. Concerns about employee job satisfaction are just as critical in the apparel industry as they are in other business sectors. Similarly, the motivation to investigate job satisfaction among health care employees is similar to the interest of research concerning job satisfaction in industrial settings. Numerous factors influence employee job satisfaction, including: salaries, fringe benefits, achievement, autonomy, recognition, communication, working conditions, job importance, co workers, degree of professionalism, organizational climate, interpersonal relationships, working for a reputable agency, supervisory support, positive affectivity, job security, workplace flexibility, working within a team environment and genetic factors. Sources of low satisfaction are associated with working with unskilled or inappropriately trained staff, laborious tasks such as documentation, repetition of duties, tensions within role expectations, role ambiguity, role conflict, job/patient care, feeling overloaded, the increasing need to be available for overtime, relations with co-workers, personal factors and organizational factors Irvine and Evans (1995) have also underlined the importance of work characteristics (routine, autonomy and feedback), characteristics of how the work role is defined (role conflict and role ambiguity) and characteristics of the work environment (leadership, stress, advancement opportunities and participation) in relation to job satisfaction. Justification for the need to investigate job satisfaction is exemplified in the seemingly observed relationship between the levels of job dissatisfaction, absenteeism, grievance expression, tardiness, low morale and high turnover. Job satisfaction is an immediate antecedent of intention to leave the workplace and turnover. Unsatisfied workers will leave their jobs more than their satisfied colleagues. Retention and turnover of staff, particularly highly skilled personnel, are important issues for managers in the current health care environment. Employees who experience job satisfaction are more likely to be productive and stay on the job. Furthermore, more satisfied employees have more innovative activities in continuous quality improvement and more participation in decision-making in organizations. Job satisfaction is also found to be positively-related to patient satisfaction. Among determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. Leadership is a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization. Numerous studies carried out in several countries showed that there is a positive correlation between leadership and the job satisfaction of health care providers Organizational success in obtaining its goals and objectives depends on managers and their leadership style. By using appropriate leadership styles, managers can affect employee job satisfaction, commitment and productivity. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests and reliability of employees in different situations. It is the ability of a leader to influence subordinates to performing at their highest capability. This factor captures the extent to which management respects workers, operates with honesty and integrity, promotes efficiency, and has open lines of communication with employees. The subject of leadership is interesting for many researchers. The continued search for good leaders has resulted in the development of many leadership theories. Studies have been carried out to determine how leadership behaviors can be used to influence employees for improved organizational outcomes. In the past several decades, management experts have undergone a revolution in how they define leadership and their attitudes toward it. They have gone from a very classical autocratic approach to a very creative and participative approach. Ideas about management and leadership have changed considerably in recent years. People today are better-educated and more articulate. They can no longer be commanded in the same way as before. There needs to be much more involvement and participation at work. There are several styles of leadership such as: autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership. Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. No one leadership style is ideal for every situation, since a leader may have knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation. COMPANY PROFILE INTRODUCTION OF ORIENT CRAFT Orient Craft Limited started in the year 1972 by Mr. Sudhir Dhingra with four employees and then Orient Craft was set up in the year 1978 to take over the existing business and has now grown to 8000 employees in seventeen factories. Orient Craft Indias No. 1 Garment Manufacturer and Exporter and is the recipient of the â€Å"Gold Trophy† given by Govt. of India for highest global exports out of the country for the year 1997, 1998, 2000 2001. Besides many other export and quality awards, Orient Craft won the highest award for being Indias larges knit apparel manufacturer and also the award for being the second largest in global exports for the year 1999. Orient Craft bagged the Bid World Quality commitment International Start Award in the Platinum Category for the year 2001 and Gold award for the year 2000 and won also many other awards and certificates from the Ministry of Textiles and states like on Sep 19, 2004, Won the â€Å"Entrepreneur of the year 2003† from the prestigious Ludhiana Management Association. The company is growing rapidly, year after year and has its manufacturing facilities spread over 6000000 sq. ft. area with seventeen factories in and around Delhi. Another state of the art Manufacturing Complex, covering 3, 40,000 sq. ft. of covered space is completed in December 2001. This manufacturing facility is the single largest manufacturing plant in whole of India producing cut and sew knits, woven sportswear, ladies formal suits and sweaters under one roof. Company has the most modern manufacturing plants in the country with over 1, 40,000 sq/ ft. of covered area in one location. The company deploys over 73000 imported sewing machines for its manufacturing operations in Woven and Knit units. The company has in-house lab testing for garments, fabrics, and trims. Its labs are well equipped to test for all parameters including Color-Fasteners to light. Orient Craft Limited also has several in-house latest Computerized Unit, In-house garment Dyeing Units, Manual Sand-blasting and laser sand-blasting units. The company has three 100% export oriented unit thereby having the advantage of importing all raw materials, trims free or duty from any part of the world. The company also has a specialized Home furnishing Division, Wherein all Soft Furnishing products are manufactured and exported to some of the most prominent brands. COMPANY PROFILE OF 7D ORIENT CRAFT LIMITED 7-D, Maruti Industrial complex, Sec-18 Udyog Vihar, Gurgaon (HR) Tel : 0124-2342043 to 47, 5090800, Fax : 0124-2341110, 2342042 Year Established 1995 Type of company Privately Held Owners/Directors Mr. Sudhir Dhingra Mr. K. K. Kohli Mr. Anoop Thatai Mr. Ravi Dhingra Mr. Vikas Mr. Sahil Dhingra Mrs. Manju Dhingra Annual Turnover F.O.B. US $ Million for 2003-2004 Minimum Order Quantity 200 Dozen per Style No. of people Employed 8500 in-house Production Capacities 50000 Dozen Per Month (Woven) 50000 Dozen Per Month (Knits) Major Export Markets U.S.A. E.E.C., Canada Major Products Blouses Skirts Pants and shorts Dresses Jackets Outwear Mens Shirts Kids wear Co-ordinates Knitted Shirts/T-Shirts Major Customers Dillards Stores Loft Gap Tommy Hilfiger J-Crew Liz Claiborne Susan Bristol Next Retail Ltd. Nike Dockers Ann Taylor Banana Republic J. G. Hook Ralph Lauren Jones of New York Levis Lands End Abarcrombie and Fitch COMPANY ENVIRONMENT OF 7D 7A Company is situated in approximately 10 acres of land. It is having a beautiful garden in front and is surrounded by various decorative plants. Interior is well facilitated for normal working conditions. Nearly 3500 people are working here. Among them most of them are very co-operative, well behaving with outsiders. Company is giving all type of facilities to its employees like transport, canteen, medical and other incentives. The new HRD and labor welfare department of this company on one side playing a great role by tuning every department, to get maximum benefit to the company and on the other it is taking care of all employees and workers, it is also giving chance to new people to build their career as strong as possible in their reputed company. The production part of this factory is divided into six units. Here no. of machines are more than 1000. Ground floor is called basement or 2nd unit. Here cutting, finishing, sewing are simultaneously going on. Next to 2nd, unit 1 is present where cutting, sewing as well as finishing takes place. Above 1st unit 3rd unit is there, which is also known as 100% EOU, Where only production is going on i.e. sewing and finishing. Above 3rd unit 4th unit is there, there also only sewing and finishing takes place. The top floor is called as 5th unit where sewing, finishing and embroidery is also going on. The last unit in 7A is called 6th unit where sewing and finishing takes place. In the present scenario of stiff competition of quality and price in the international market, the Indian garment industry is not in the position of producing an expensive and lower quality product. Looking at the present market demand of producing inexpensive and lower quality product, Orient Craft have to increase the productivity, lower the wastages on production floor and make use of attachments, folders, special machines and equipment to have a good quality product, in all these activities industrial engineer plays an important role. Today the industrial engineering has become the back bone of the garment industry. In Orient Craft Ltd., Industrial Engineering Department consist of an I.E. head, eight I.E. executives reporting to Mr. Brian Long (VP Technical). Each I.E. executive is assigned the particular production floors, thus this department is covering all the floors of 7-D, 6-C, 14-A, Home furnishing and sampling department. Besides working on enhancing the productivity and quality, lowering wastages, proper utilization of resources like special machines and equipments, this department is also assigned the project like designing the floor layouts for the new production floors and to develop new production techniques to increase the productivity. RULES AND RESPONSIBILITY OF INDUSTRIAL ENGINEER IN ORIENT CRAFT LIMITED Sampling Re-Engineering- The work of an industrial starts with sampling re-engineering at the proto-stage so as to get to best possible construction and the use of folders and attachments in the style. Pre-production planning- Pre-production planning starts with the receiving of a sample from the merchant of the stages of the two pieces, which is to be made on the production floor. After receiving the sample the initial operation bullet layout and new style requirement sheet is made. The purpose of making initial o/b, and layout is to know the quantity and type if manpower, machines, attachments, presses, bucks, profiles, dies etc required in the style and make sure everything is in house at the pilot stage. Target setting- After having a rough idea of manpower and machines required from the initial o/b the company has to find out exactly how many machines and manpower is needed in the style. For this 5 pieces of cutting is taken and time motion study of that 5 pieces with RD department using the proper method, motion and rating is done. Final operation bulletin and layout- After tune and motion study the company make final operation bulletin and layout from this finally the company come to know the number of manpower and machines required to meet the targets. This operation bulletin and layout has to be cross checked by I.E head and then it is signed by RD head and then it is passed to production manager. Line setting- Line setting is the implementation of the layout and operation bulletin, which is done in conjunction with line in charge, supervisor, mechanic, Q.A and technician. Bottle neck identification- After line setting the next job is to know the bottleneck of the line due which targets are not met.   Follow ups- This is one of the important job of industrial engineer, to do the follow up of machines folders attachments, dies, profiles whether they are in house or not before the production starts and to be in correct with concerned persons for that and to make sure everything in house before the production. Use of modern equipment- To know and develop attachments and folders, which can be used on production floors to enhance productivity and also to make sure the proper utilization of modern machines and equipment on the production floor. Projects- Besides all the above activities we are also handle projects on plant layouts, settings up of pre-assembly section etc. Reporting- This includes the reason why the targets are not met and action taken by production manager to eliminate it. This report is given to I.E head on the daily basis. INTRODUCTION OF THE QUALITY DEPARTMENT Its gives immense pleasure in introducing Orient Craft as one of the quality department in Hand Embroidery, Adda Embroidery, Computer Embroidery, and Machine Embroidery Schiff lie Embroidery. This department has a modern and very sophisticated design which give a good quality to production to ensure consistency in quality of Garments with our embroider and in house sampling works. Embroidery Department has been in the forefront with other department in creating the good quality and acceptability. Over the year Embroidery Department has stepped up in the quality ladder and is today giving good quality that are increasingly finding acceptability with buyers. â€Å"In the prevailing situation, the company needs all rounder, not specialist. These all are created with the help of the existing team of the company. The team supports each other and with the help of training team gets confidence. Today, orient Craft is more comfortable in handling both quality as well as quantity. And sure, with an excellent team of people, the department is set to cruise higher altitudes in future. ROLE OF THE EMBROIDERY DEPARTMENT This Department is now very supporting in Orient Craft Ltd. Representing the company from the last few years Embroidery department provides the resources expertise and dedication support to production, and the company employ has dedicated themselves in making an acceptability quality for Buyer. Embroidery Department has been helping to production department dramatically grow their business for the company, as a part of their commitment to being a value adding department of Orient Craft Limited. Embroidery Department has over the year acquired strong and meaningful business relationship with production, Merchant Cutting department the company always been in vogue with the fashion trends. Orient Craft is now trying to emphasize on converting the quality to make the process, trouble free for the production department. The company is assuring the quality and total standard action with its in-house production. So now it can be said that this department is playing a very important role in Orient Craft Limited. DOCUMENT USED IN THE COMPANY Material Transfer Slip (MTS Book) is very important document for the maintaining the records of whichever style run in Embroidery department.   All records can be maintained properly with MTS books as it is very important for the company. ROLE OF THE CANDIDATE The attitude of the company with the new joiner person is very supportive and cooperative with that person. To achieve the better quality and better embroidery design, the company higher officers should have better understanding of the workers need and priorities. One should be more dedicated towards their commitments of work. And this can be only achieved if the company has the right people and their processes are transparent and continuously optimized to achieve higher quality at lower cost. ITS FLOW CHART Stitch PiecesCutting Dept-Unstitch Pieces Prod Dep Emb Dep Emb Dep Issue to Embroider Issue to Embroider Reed after Emb. Reed after Emb    Quality Checking Quality Checking Cutting Production Finishing CENTRALIZED CUTTING ROOM AT ORIENT CRAFT LIMITED SIGNIFICANCE OF AN ORGANIZED CUTTING ROOM:- On average a garment had approximately 50%-60% of its total allocated to fabric and yet, most manufacturing units have no quality and production system monitor the inspection, spreading and cutting of it. The sewing department on the other hand only makes up to 20%- 30% of the total cost of a garment but accounts for nearly all the monitoring and productivity costs. INTRODUCTION:- Orient Craft Ltd. has centralized cutting facilities. The cutting room is feuding to all the swing floors situated in Udoyg Vihar. The company follows comprehensive production and quality procedures in cutting room. FORMATES USED IN CUTTING ROOM Approval for cutting go ahead Call out for cutting Cutter efficiency chart Daily cut plan Monthly cut plan Cutting file checklist Fabric relaxation Approval additional cutting Bundle control system Color code for different shrinkage Cutting RD Hourly report Fusing system CUTTING ROOM PROCEDURES IN ORIENT CRAFT LIMITED:- Pre -production meeting is organized to discuss all the aspects of a style. All the concerned persons, for example merchandiser, production manager, IED, cutting manager, pattern master etc is present in this meeting, to discuss the technicalities. In the cutting department there are three cutting teams. Master prepares a cut order plan and after job order is received from the production manager, master gets the fabric from the fabric stores and maker from the CAD department. Most common considerations during cut order planning No of sizes in order No of color in the order Maximum/minimum no of sizes allowed in marker Maximum spread length Maximum ply height Fabric cost per yard Cut table fabric width Width variation Fabric utilization report Fabric inspection report Lot card Shrinkage report Fabric having Lycra, spandex, wool blend are relaxed for 10 to 12 hours, prior to spreading. Quality assurance inspector conducts inspection after spreading and cutting. He checks the layer for following defects:- After spreading Marker placing Tension Miscut Notches Bowing Leaning Others After cutting Accuracy Matching the top, middle and bottom ply with pattern Notches/drill holes Fabric layering system:- Spreader in the cutting room receives layer spreading cutting job card from the master. This document has all the details for the spreading of each lay. From this document the spreading personnel can make sure that the following fabric details are correct before beginning to spread Fabric type Fabric name Fabric width Shrinkage Color Lot no Layer length No of pieces Total pieces Quality control of the spreading:- As soon as the spreading of a lay is finished the quality assurance inspector is asked to check it before cutting can commence. The quality control inspector in the cutting room will receive the spreading and cutting report from the cutting room manager. This document has all the relevant details for the inspector, to ensure that the spreading is right. The quality assurance inspector ensures the following:- Fabric Number of piles Lay length Ends Tension Remnant Splices Pattern Quality control of the marker:- The quality control inspector would check the following:- Correct marker Ratio Pattern Missing pieces on the marker is quite a common problem in cutting rooms especially if number of components in a garment is more. That is why the total no of the pattern pieces is checked. There must be no overlapping of the pattern pieces on the marker either. Once the fabric is cut there is no question of taking it back for a change or refund. All possible precautions must be taken in the cutting room to ensure that once the knife cuts into the fabric everything is correct. Quality control of cutting:- After the quality assurance inspector approves the spreading, the lay is ready for cutting. The cutter can also make sure that the following marker details are correct before starting to cut the fabric. Cut number Marker number Marker length Fabric spreading length The cutting personnel ensure that the markers have been placed in the correct direction on the fabric. Areas for checking are as follows: Ensure that all the edges of the marker have fabric underneath them-ends and sides. Ensures that the marker is laid square to the fabric and not-at an angle to the fabric. If this not controlled then it will create problems in the sewing section. Fusing system:- A properly trained supervisor is appointed to check temperature, pressure and timing cycle each morning, noon, mid afternoon and at critical fabric changes. Check for consistent temperature and across fusing head. The quality control department on daily basis reviews results. Quality assurance department evaluates fusible parts for defects such as color change, surface appearance and hand feel. Fuse line temperatures are established using temperature papers. Fuse line temperature is the temperature between the shell fabric and the fusible product at the time of fusing. Some times due to special finishes on the shell fabric, fusing machine is adjusted accordingly. Numbering system:- This is probably one of the most important control points in the manufacturing process. All the components are numbered including parts of the garments that have embroidery, fusing or washing and other value addition. If numbering is not done, then the problems of shaded garments, incorrect sized garments and garment pieces occur. These entire problem can be avoided using number system. The company is having separates numbering tables. Once cutting is carried out, the cut parts are put on the trolley and moved to the numbering table. Separate numbering tables are the best as they allow the cutting table to be cleared immediately after the cutting of the fabric has taken place. Stickers can be located on either the right or wrong side of the fabric depending on whether the garment will have interlining attached to it. It should be noted that if the stickers are attached to the right side of the fabric, then snickering not left on the fabric. GARMENT PROCESSING UNIT Aim: To work towards most moderate washes while striking a right balance of handwork and chemistry. Also to achieve/generate consistency of shades and quick production techniques keeping in view the requirement of our esteem clientele. Capabilities :- well starting with neat rinse washes, silicon sand wash, peach hand brushing on party wears, whickering coupled with Laser sand Blasting and tinting on Denims. Garment overdyes : -we have to our experience, Heavy canvas Garment overdyes added with stone enzyme wash to give it a weathered look; vintage Grannys garment looks are possible. We do garment over dyes on Linen, Denims, canvas, Twills and the list is being added upon every day at our RD section. Range of colors is available On demand, shade bands are well taken care of. For twills, we have facility to do BIOPOLISHING which added with sand wash, silicone wash, gives fabulous hand feel, and a strong crisp as and how desired. Laser :- The design made over the surface of fabric by laser engraving technology are being strongly pursued by various customer of OCL this fashion is yet to Explored by masses as it is a Rare Technology. Well seeing believes and only few of special clientele of orient craft saw this machine creating designs on various denims, canvas, jersey, and especially overdyes left speechless, yet smiling. STANDARD OPERATING PROCEDURE FOR TRIMS Receive Indent from Merchandiser Ensure that work sheet describes the complete specifications of accessories. Decide the vendor to whom order is to be placed based upon rates. Prepare the purchase order Place the P.O. to the vendor and enter the details in purchase register RECEIPT Receive information of material arrival along with bill/challan Verify the description and quantity of bill with relevant P.O and P.O register Verify the quantity with bill Send one piece of the accessory on the approval card to the concerned merchandiser. However, approval is not required for production equipments and consumables Enter the details of consignment in store receipt Update stock register and style sheet in file ISSUE Receive requirement of material on requisition slip and verify authorized signatures Prepare challan for the items to be issued Issue the material and get acknowledgement on the challan Update stock register and style sheet in file Receive the material returned from production along with style number indicated on return challan Verify that the material is not damaged. If so, indicate on challan Update stock register STORAGE PRESERVATION Keep the rejected material in the area defined for it Keep the approved material at defined location Ensure that adequate preventive measures are taken to safe-guard the material against damage LITERATURE REVIEW MEANING AND NATURE OF JOB SATISFACTION The term ‘Job Satisfaction is of great relevance in the field of human resource management. So we can define Job Satisfaction a: â€Å"Job Satisfaction is a set of favorable or unfavorable feeling which employees view in their work. Job Satisfaction is the fulfillment and gratification that comes from work. It is not the money, the benefits or the vacations. It is the good feeling one receive from doing his work itself. Anyone who works in an organization develops a set of attitude about work which is usually referred under the term job satisfaction. Like other attitudes Job Satisfaction is composed of emotional informational and behavioral elements can vary in intensity and consistency can be acquired from a variety of sources. Virtually every job can provide a level of satisfaction. Job Satisfaction comes when one accept a job for what it is and exploits the sources of satisfaction that comes with it. Many different sources of satisfaction are tied to the same job. Good feeling can come from high performance, quality work, learning new skills, working as a part of a team, assisting coworkers, and receiving compliments. Job Satisfaction is achieved daily by digging out ‘satisfiers wherever they can be found. This is true even if an individual is marking time until he or she gets into a better carrier area. The trick is to enjoy your present job while you prepare for a better one. Many people gain considerable satisfaction from doing ordinary jobs. They make quality time out of their working hours no matter what their assignment may be. So, from the discussion we can say that job Satisfaction and different aspects of their job. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the part, job Satisfaction was approached by some researcher from the perspective of need fulfillment- that is whether or not the job meets the employees physical and psychological needs for the things provided by works such as pay. LEVELS OF SATISFACTION Job Satisfaction varies. Researcher suggests, the higher the prestige of the job, the greater the job satisfaction. But, many workers are satisfied in even the least prestigious jobs. They simply like what they do. -Most workers like their work if they have little supervision. -The list satisfied workers are those in service occupations and managers that work for others.  Ã‚  Ã‚  Ã‚   -Ethnic and religious orientation is associated to work attitudes and Job Satisfaction is related to education. EFFECTS OF JOB SATISFACTION ON ATTITUDES OF THE EMPLOYEES The term

Changes and Improvement in Recruitment and Training

Changes and Improvement in Recruitment and Training of Business Company: With a reference to 7-Eleven Corporation Abstract Purpose – This essay aims to account for the ways in which recruitment and training deeds are changing with an instance of 7-Eleven Corporation and to point out the reasons for the main changes and improvement in the process of training and recruitment of a business company.Findings – The essay indicated that the methods of recruitment and training process of business companies or organizations, is increasingly focused on a sophisticated, objective and effective way, which adding modern training methods to the recruitment system such as e-leaning and multi-skills training. Keywords Recruitment, Training, 7-Eleven Paper type Viewpoint 1. IntroductionRecruitment and training is an essential process for business and organizations of searching for and offering potential Job for applicants in sufficient quantity and quality so that employers can obtain t he most suitable candidates to fill in their Job vacancies (Brains, M. , 2008). Nowadays, business recruitment and training has become one of the tough challenges for corporations who have realized that the future of their organizations depends on the recruitment and selection of the best among an increasing number of employees.However, it seems that attracting a large umber of applicants is still not a major problem but recruiting the right applicants is the main concern of many employers. Therefore in order to analyses the recent developments in recruitment and training sessions, this essay will present the changes of recruitment and training needs with an example of 7-Eleven Corporation. Then have a little discussion about the reasons of the main changes and how can the corporation do to improve the process of recruitment and selection. 2.The process of recruitment and training in 7-Eleven 7-Eleven Corporation is the world's largest operator, franchiser, and licensor of nonviolen ce stores, primarily operating as a franchise, with more than 50,000 outlets located in 16 countries (Wisped, 7-Eleven, 2014). Based on its large market and business expansion, 7-Eleven needs to recruit thousands of employees every year. 7- Lenten Company owns a very professional training system. Normally most employees are begin recruited in November and their selection processes run in the Spring for a period of a few months.Within this period of time, the applicants would be strictly demanded with their professional skills. Take the retail employee training f 7-Eleven as an example, training of frontline retail employees falls into three main categories: (1) Operational. (2) Customer service. (3) Leadership (Irreproachableness. Com, 2014) Operational training is the most essential part to the business operation, which includes how to operate a cash register, how to inventory merchandise shipments, how to make a super hamburger, etc.Customer service training is aiming at providing employees with product knowledge as well as relationship and selling skills. Subjects often include how to handle troublesome customers and how to suggest appropriate add-ones to the purchase of particular product. Leadership training gives select individuals the business and relationship skills they need to advance in- to managerial positions (Wisped, 7-Eleven, 2014). 3. Ways in which recruitment and training needs are changing In the few five years, (Youth, 2014), the training process of 7-Eleven had individually changed.In order to gain a more competitive position in products sales marketplace, the business recruitment department of 7-Eleven has eagerly adopted computer-based training or â€Å"e-learning†. Take a food production department as an example, on average, it might take eight hours of training before an employee becomes productive. However, employees are taught to reduce those eight hours of training to six hours through some e-learning and other electronic Job aids on the Job, which lead to gain productivity and reduce training costs. It's exactly the kind of e-learning that I think is most effective,† says Schooled (Youth, 2014), â€Å"It's learning that's needed, and it's put into practice immediately. † Another interesting research (Brains, M. , 2008) notes that, there is an increasing number of employers tend to expect newly applicants to have good transferable skills, as well as former working experience, rather than only excellent academic grades. 4. Reasons for these changes (1) It is obviously showed that the development of e-learning lessons for the training program is partly because of the widespread use of new technology (Irreproachableness. Mom, 2014). The internet started to dominate the process of recruitment as more and more business companies used the internet for advertising vacancies, testing online and even online purchasing. (2) Secondly, the purpose of emending of transferable skills for newly employees i s to develop their multi-skills including communication skills, problem-solving ability, IT skills, etc,. (3) Further more, instead of higher education qualification or fantastic academic grades, the relevant working experience is highly concerned to the recruitment and training process.For instance, the retail training in 7-Eleven, if an employee used to have a Job in other convenience stores or work as salesmen, it would be quite essay to catch the new position in 7-Eleven. The only thing for him might be acquainted with the new reduces. 5. Improvement of recruitment and training process (1) Firstly, with the growing tendency to the needs of computer technology, the most popular method of recruitment is the internet learning session (Berger, Z. , 2008). The employers encourage e-mail applications, online applications and even online testing.Each above could be a effective way to exam the employees about IT skills. (2) As to the needs of working experience and flexible skills for t he employees, a further improvement indicates that the employers can take the training strategy of â€Å"transfer he position†, which means an employee would be trained in different departments of equal time period. The employees would be dramatic benefited from various types of work. Meanwhile, the company they served would also have a better observation of the employees of what the perfect position for each individual. . Conclusion The analysis has shown that the methods of recruitment and training process of all employers, regardless of organizational size or business type, is increasingly focused on a sophisticated, objective and effective way. Comparing with the type or level of lubrication acquired, many employers become more interested in the transferable skills of applicants (such as communication skills, problem-solving ability and learning capability). Therefore, the recruitment and training process has become more practical, rather than theoretical.

Multiculturalism and the Benefits of Migration in Australia

Australian Parliament Joint Standing Committee on Migration Submission No. 3 MULTICULTURALISM AND THE BENEFITS OF MIGRATION IN AUSTRALIA SUBMISSION: Committee Secretary, Joint Standing Committee on Migration House of Representatives, Parliament House, Canberra ACT 2600 NH 28 February, 2011 The beginnings of white migration and multiculturalism in Australia saw our British forefathers arriving in boats on the shores of the â€Å"land down under†. Boat loads of prisoners – reluctant migrants - from an overflowing British penal system were brought to Australia to be used for punishment and labour, and settlements were established in and around places and rivers that had been home to the original aboriginal inhabitants for 40,000 –†¦show more content†¦One Australia called for an end to multiculturalism – and also opposed a treaty with aboriginal Australians for good measure. To this end, funding to the Office of Multicultural Affairs, the Bureau of Immigration and Multicultural and Population Research was withdrawn and funding to the Human Rights and Equal Opportunity Commission, SBS and the Aboriginal and Torres Strait Islander Commission was severely cut. During the last decade changes were made to the Migration Act restricting the rights of asylum seekers, and bitterly controversial anti- terror legislation was introduced. National security became the basis for social justice policy development in Australia - drawing heavily on the United States model - wherein law and order, militarisation and security politics take top priority. This ignores the fact that most people don’t like or want â€Å"security† as the US perceives it. The struggle against racism and the encouragement of multiculturalism in Australia requires a change in attitudes and behaviour at all levels, but logic alone won’t change people’s feelings. 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Ecumenism and interfaith dialogue have been an important feature due to a range of reasons including the abolishment of the White Australia Policy, the arrival of mass migration after WWII and the differentRead MoreThe Effects of Globalisation on Australia2359 Words   |  10 Pagesâ€Å"The Effects of Globalisation on Australia† Economic, Social, Cultural, Environmental and Political Word Count: 1,638 Table of Contents Table of Contents 2 Executive Summary 3 Introduction 4 Economic 5 Social 7 Cultural 9 Environmental 10 Political 11 Conclusion 12 References 13 Executive Summary The effects of Globalisation on Australia can be disseminated into a number of different categories. For the purposes of this report five major categories including Economic

Principal vs. Principle Commonly Confused Words

Principle  and  principal  are homophones, which means that they sound alike but have different meanings. Principal  refers to something or someone of importance, whereas principle refers to a basic truth or law. Howto Use Principle Principle  is a noun that means  basic truth, law, rule, or assumption. It can refer to rules of proper conduct, fundamental doctrines, or other views about right and wrong that govern an individuals conduct. The word  principle  is often used in relation to the concept of morality. You probably hear about specific principles on a regular basis. Innocent until proven guilty is a principle of the U.S. legal system. A farmer might decide to use only organic pesticides because using pesticides goes against their principles. If you consider yourself a law-abiding person, you would not call yourself a  principle. Instead, you would be a person of  principle. How to Use Principal Principal, on the other hand, can be used as both a noun and an adjective. In both cases, it is used to designate something, or someone, of importance.  As a noun, principal has more than ten definitions. Some of the most frequently-used of those definitions  are: A leader or head of an organization or institution, typically a school.  The non-interest portion of a loan. For example, if you took out a loan of $100,000, the principal would be $100,000.A leader or owner of a business. If you owned your own business or were a high-level individual at a firm, you would be considered a principal. As an adjective, the word means first, or highest in rank. For instance, your principal complaint when seeing a doctor might be a stomach ache, or the principal actors on the set are the ones with leading roles. In the latter case, â€Å"principal actors† could even be condensed to â€Å"principals† as they are the people in the starring roles. Principal can also be turned into the adverb  principally, meaning â€Å"for the most part.† If you were principally a children’s book author, it would mean you primarily wrote children’s books, but might venture into other genres or have a side-career. Examples The following examples further clarify the differences between the two terms.   The  principal  goal of this article is to help you master the difference between two words.  Here,  principal  is used to convey the fact that this goal is the first and primary one of the article. the first and primary purpose of the article.  Principle  cannot be used here, first because it cannot be used as an adjective and second because it does not mean first or primary.The high school  principal  wants all students to learn the fundamental  principles  of math.  Principal  is used here to connote that this individual is the leader of the school.  Principles  refers to the most important concepts in the field of mathematics.  The  principal  speaker’s insistence on equal disabled access at the event was a matter of  principle.  Here,  principal  is used to show that the speaker is the primary and most important speaker at the event.  Principle  is used to show that the speaker believes allowing disabled access is the only m orally correct course of action.  As an environmentalist, he refused to use plastic bags on  principle.  In this sentence,  principle  is used to express that the refusal to use plastic bags is part of the subjects conception of right and wrong. How to Remember the Difference To remember the difference between these two terms, pay attention to the last three letters.  Principal  ends with -pal. Think of leaders and principals as being your friend and offering guidance. It can also serve as a reminder that  principal  can refer to a â€Å"pal,† or a person, whereas  principle  refers to rules or tenets. Also, keep in mind that principle is always a noun and will never be used as an adjective. Principal can be a noun or an adjective, but in either case will typically signal something or someone of importance.