What is Recruitment Definition, Recruitment Process, Best Practices

What is Recruitment Definition, Recruitment Process, Best Practices © Shutterstock.com | Rawpixel.comAdvertising vacancies. Hiring. Conducting job interviews. Performing background checks. Reviewing application documents and credentials. Screening.These are simply several of the many words and phrases that we hear, all of them relating to choosing a person to do a job in an organization. All of the terms apply, and that is because they are part of one all-encompassing process in human resources management, and that is Recruitment.In this guide, we explore 1) what is recruitment, 2) the factors incluencing recruitment, 3) the recruitment process, and 4) best practices in recruiting.WHAT IS  RECRUITMENTIn human resource management, “recruitment” is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also be  defined as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.It is one whole process, with a full life cycle, that begins with identification of the needs of the company with respect to the job, and ends with the introduction of the employee to the organization.When we speak of the recruitment process, we immediately think of activities such as the analysis of the requirements of a specific job, attracting candidates to apply for that job, screening the applicants and selecting among them, hiring the chosen candidates to become new employees of the organization, and integrating them into the structure.Obviously, the main reason why the recruitment process is implemented is to find the persons who are best qualified for the positions within the company, and who will help them towards attaining organizational goals. But there are other reasons why a recruitment process is important.To ensure proper alignment of skill sets to organizational goals.Through recruitment, organizations make sure  that the skill sets of the staff or manpower of the company remains al igned to its initiatives and goals.In the event that they notice some positions do not really contribute to the advancement of the organization towards its goals, then it can take the proper action to correct this, probably through job redesign, restructuring of the workforce, or conduct of job enrichment programs.To ensure effective and efficient recruiting.Effective recruiting means that the person employed for the job is the best possible candidate for it, with all the required skills, talents and qualifications of the job. Efficient recruiting, on the other hand, means that the process has been carried out without incurring a lot of costs on the part of the organization. By following the process, there is a greater chance that the human resources department can get the best possible person for the job.Organizations may carry out their hiring processes their own way, but without a system or set guidelines in place for its conduct and implementation, there is a risk that the compa ny may incur more expenses than necessary.The company will also end up wasting its resources if the wrong or unqualified person was actually hired. Not only will this create problems for the company in the long run, particularly in the attainment of its goals, but it would mean that the organization would also have wasted its resources in training an employee that is not right for the job after all.To ensure compliance with policies and laws.There are various rules, laws and regulations that organizations must adhere to when it comes to its human resources management. Equal opportunity employment and non-discrimination in hiring are two of them. By following a recruitment process, the chances of the organization violating these policies will be low.This is how you can create your employer value proposition and convince talent to join your company. FACTORS THAT INFLUENCE RECRUITMENTRecruitment is affected by several factors. These factors play a big part on whether the recruitment pr ocess will be successful or not.Size of the organizationA large organization is bound to have a higher demand for new employees. It is bound to look for more people, since the structure will require more manpower. On the other end of the spectrum, a small enterprise, like a new company just starting its operations, will require only a lean staff.Comparing the two, it is clear that the smaller enterprise will have a simpler, more straightforward and shorter recruitment process, conducted by only one or two people. The larger organization, however, will have a lengthier and more complex recruitment process, one where several members of the organization will take part in.Current employment conditions in the economyTry comparing employment opportunities in a country with a developed economy with that of an underdeveloped one. An organization operating in an underdeveloped economy may have difficulty finding the candidates with the talents and skills it requires.The availability of prosp ective talents is one huge issue with respect to the economy that an enterprise belongs to. The company will have to design and implement its recruitment process in a way that will address this issue.Salary structure of the organizationSay one company is known to provide higher salaries and wages to its employees. Once it advertises its open position, candidates are likely to line up submitting their resumes. However, a company known to be quite stingy with its wages will have more difficulty recruiting top talents.In addition, it may even have problems keeping or retaining its employees, since no employee would want to stay for a long time in a company that will not pay him enough for his services.Working conditions within the organizationMaintaining employees’ job satisfaction is one way for organizations to keep its employees, and attract new ones.Prospective candidates will first look for work in companies or organizations that are known to provide good working conditions and looks out for the health and well-being of their employees.Growth rate of the organizationThere are organizations that grow at a fast rate, which means that they will require new employees from time to time. However, there are also organizations that do not grow as much, or even at all. The only time that these organizations with low growth rates are likely to recruit new employees would be when the old ones retire or resign.Before we fully launch into the recruitment process, let us address one question first: who conducts the recruitment process?The answer is largely dependent on the size of the organization, as well as its culture and practices. Large companies have their own human resource departments, where they have in-house hiring managers. They may also acquire the services of third-party and independent human resource professionals and recruitment agencies.Follow this recruiting tips for startups and SMEs.[slideshare id=51208092doc=hellotalentcomicpdf-150803073440-lva1-app6 891w=710h=400]THE RECRUITMENT PROCESSOrganizations, depending on their structure and specific needs, may have special procedures that they integrate into their recruitment process. For purposes of discussion, however, we will take a look at the general approach of a recruitment process, one that is used by most organizations or companies across various industries.Many say that recruitment begins when the job description is already in place and the hiring managers begin the process of actually looking for candidates. However, if we are looking at it more holistically, the process begins way earlier than that.Prior to the recruitment process, the organization must first identify the vacancy and evaluate the need for that position. Will the organization suffer if that vacancy is not filled up? Is there really a need for that open position to be occupied by someone? If the answer is affirmative, then you can proceed to the recruitment.Step 1: Conduct of a job analysisBasically, this ste p will allow the human resources manager, hiring manager, and other members of management on what the new employee will be required to do in the position that is currently open for filling up. This has to be done in a systematic manner, which is what the job analysis is for.According to human resource managers, the position or job description is the “core of a successful recruitment process”. After all, it is the main tool used in developing assessment tests and interview questions for the applicants.What does this stage entail?a. Build a job description.Before anything else, the organization must first know exactly what it needs. Or who it needs. It could be that the organization deemed a need for a job that is not included in the current roster of jobs. Hence, the need to create a new one.Job analysis involves identification of the activities of the job, and the attributes that are needed for it. These are the main parts that will make up the job description. This part has to be done right, since the job description will also be used in the job advertisement when it is time to source out talents.The job description generally includes the following:Title and other general information about the positionPurpose of the position in the unit, department, and organization as wholeEssential functions of the job or positionMinimum requirements or basic qualificationsb. Review the job description.Once the job description has been created, it is a good idea to review it for accuracy, and to assess whether it is current or not. Also, in cases where job descriptions are already in place, there is a need to revisit them and check their accuracy and applicability with respect to the status quo. What if the job description is already outdated? A review will reveal the need to update the job description, for current applicability.There are three positive outcomes from conducting a review of the job description:To ensure continuous improvement of the organizational struct ure. This can be an efficient way of conducting organizational audit, to determine which jobs are redundant and thus no longer needed, and which ones are needed.To evaluate competencies for each position. Jobs evolve. In as much as circumstances and work conditions change, so will the requirements for the job. It is possible that a job may require a new competency from the worker that it did not need before. By evaluating the competencies, the impact of the job within the organizational structure is ensured.To evaluate the wages or compensation for each position. Without management knowing it, the worker or employee performing a specific job may be undercompensated, leading to dissatisfaction. By reviewing the job description, management can assess whether the job is getting paid an amount that is commensurate to the skills and competencies required.Finally, you should then have an effective job description ready for attracting talent.[slideshare id=40302867doc=writeeffectivejobdesc riptions-141015091444-conversion-gate02w=710h=400]c. Set minimum qualifications for the employee who will do the job.These are the basic requirements that applicants are required to have in order to be considered for the position. These are required for the employee to be able to accomplish the essential functions of the job. Therefore, they should be relevant and directly relate to the identified duties and responsibilities of the position.The organization may also opt to include other preferred qualifications that they are looking for, on top of the minimum or basic qualifications.d. Define a salary range.The job must belong to a salary range that is deemed commensurate to the duties and responsibilities that come with the position. Aside from complying with legislation (such as laws on minimum wages and other compensation required by law), the organization should also base this on prevailing industry rates.For example, if the position is that of a computer programmer, then the sa lary range should be within the same range that other companies within the same industry offer.Step 2: Sourcing of talentThis is the stage where the organization will let it be known to everyone that there is an open position, and that they are looking for someone to fill it up.Before advertising, however, the organization must first know where to look for potential candidates. They should search out the sources where the persons that can potentially fill the job are going to be available for recruitment. That way, they will know where to direct their advertising efforts.Various methods are employed by organizations in order to advertise the open position.Networking. Word-of-mouth is the best form of advertising, and when it takes the form of networking, it becomes more effective. In recruitment, this is often done through representatives of the company attending college and career fairs, letting them know about the opening in their organization. This is a tactic employed by large s oftware and tech companies that want to hire fresh, young and brilliant minds into their organization. They personally visit colleges, targeting the top students. They also use their connections within the industry to attract the attention of talents with the highest potential.Posting. Recruitment often involves the application of candidates both from within and outside the company. Thus, in order to attract the best possible talents, it is recommended that the posting of the open positions be made internally and externally. Internal posting usually takes the form of the vacancy announcement being displayed in bulletin boards and other areas within the business premises where the employees and visitors to the company are likely to see it. Posting externally may be in the form of flyers being distributed, or vacancy notices being displayed in other areas outside of the business premises. Companies with websites often post open positions on their company site, while some also use  job boards.Print and media advertising. One classic example of this would be the Classifieds section of the local daily or weekly newspaper. Companies looking for people to fill up open positions make the announcement in the newspapers, providing the qualifications and the contact details where prospective applicants may submit their application documents. When trying to attract the attention of suitable candidates, the organization makes use of various tools and techniques. If it wants to get the best candidates, then it should not be haphazard about things.Developing and using proper techniques. The company may include various offerings in order to attract the best candidates. Examples are attractive salaries, bonus and incentive packages, additional perks and opportunities that come with the job, proper facilities at work, and various programs for development.Using the reputation of the company. Perhaps the best publicity that the company can use to attract candidates is its own rep utation in the market. If the company is known for being a good employer â€" one that aids in its employees’ personal and professional growth and development â€" then it is a good point for the company to capitalize on in advertising its open positions.Step 3: Screening of applicantsThis is most probably the part of the recruitment process that requires the most amount of work. This is where the applicants’ skills and personalities are going to be tested and evaluated, to ascertain whether they are a good fit for the job and its description.Preliminary screening. It is often the case, especially in large organizations, where one open position will receive hundreds to thousands of applications from candidates. In an ideal world, it would be good for the hiring managers to be able to interview each and every single one of them. However, that is also impractical, and very tedious. Not really advisable, especially if the organization is in need of manpower in the soonest possible ti me. Thus, there is a need to shorten the list of candidates, and that is done through a preliminary screening. Usually, this is conducted by going through the submitted resumes and choosing only those that are able to meet the minimum qualifications. It is possible that this would shorten the list of applicants, leaving a more manageable number.Initial interview. The candidates who were able to pass the preliminary screening will now undergo the initial interview. In most cases, the initial interview is done through phone. There are those who also conduct interviews through videos using their internet connection. Often a basic interview, this may involve the candidates being asked questions to evaluate or assess their basic skills and various personal characteristics that are relevant to the open position.Conduct of various tests for recruitment. The hiring managers may conduct tests on the skills of the candidates and how they use these skills and talents. Other tests that are ofte n employed are behavioral tests and personality assessment tests.Final interview. Usually depending on the number of candidates for the job, and the preference of the hiring managers and senior management, a series of interviews may be conducted, gradually narrowing down the list of candidates. This may go on until the company has finally come up with a shortlist of candidates that will undergo a final interview. Often, the final interview requires a face-to-face meeting between the candidate and the hiring managers, as well as other members of the organization. Top management may even be involved during the final interview, depending on the job or position that will be filled up.Selection. In this stage, the hiring managers, human resources representatives, and other members of the organization who participated in the process meet together to finally make a selection among the candidates who underwent the final interview. During the discussion, the matters considered are:Qualificat ions of the candidates who were able to reach the last stage of the screening processResults of the assessments and interviews that the final pool of candidates were subjected toThere will be no problem if they have a unanimous decision on the candidate that the job will be offered to. In case of varying opinions, the majority will prevail.If they do not arrive at a decision, there may be a need to restart the recruiting process, until such time that they are able to reach a decision that everyone will be satisfied with. Step 4: Finalization of the job offerThe last step of the previous phase involves the selection of the best candidate out of the pool of applicants. It is now time for the organization to offer the job to the selected applicant.Making the offer: To make things more formal, a representative of the company or of the human resources department will contact the candidate and inform him that he has been selected for the job. In this stage, complete details of the compens ation package will also be made known to the applicant.Acceptance of the offer by the applicant: The applicant should also communicate his acceptance of the offer for it to be final. Take note that, if the selected applicant does not accept the job offer and declines it, the recruitment process will have to start all over again.Step 5: Introduction and induction of the new employeeThe moment that the applicant accepted the job offer, he has officially gone from being an applicant to an employee of the organization. The induction process will now begin.Usually, the beginning of the induction process is marked by the signing of the employment contract, along with a welcome package given to the new employee. The date for the first day that the employee will have to report for work and start working in the company will be determined and communicated to the newly hired employee.However, it doesn’t end there. The employee will still have to undergo pre-employment screening, which often includes background and reference checks. When all these pre-employment information have been verified, the employee will now be introduced to the organization.BEST PRACTICES IN RECRUITMENTEstablish a well-planned recruitment process…and follow itA process, no matter how well-planned and well-documented, will only be successful if it is actually followed. After all, it is just like any other business process. In fact, the Recruitment Process Outsourcing Association (RPOA) compared the recruitment function to a “sales function”, saying that the two are similar, except for the fact that what is being sold is not a product or a service, but the idea of a position or a job.Invest in highly-skilled recruiters and keep training them: If the organization has its own human resources team put in charge of the recruitment process, then it is important that the best people are chosen to carry out the tasks and functions. Make sure that the recruiters made as part of the team possess the skills and talents required. The organization should also ensure the continuous development of these recruiters by training them and providing opportunities to grow and hone their skills.Establish a strong relationship with hiring managers and recruitment specialists: If you acquire the services of hiring managers and recruitment specialists and consultants in your recruitment, then make sure that you build and maintain a solid and positive relationship with them. This will motivate them to carry out your recruitment process effectively and efficiently, ensuring the quality of hire. Set up a Careers WebsiteThese days, most business transactions are conducted using the Internet. Thus, it will be to the organization’s advantage to have its own careers website, where all recruiting processes will be conducted from. For starters, it is a good place to post vacancies or job openings. It is also an excellent platform for the company to establish its reputation as a potentially good orga nization to work for.Oracle named five benefits to having a careers website:Savings on the conduct of staffing processes, particularly on labor and timeSavings on sourcing since the candidates will be the ones to approach the companyEnhancement of company brand and reputationImproved candidate quality, thereby improving the quality of hired employeesSavings on opportunity costs, thanks to the streamlining of the recruiting processUse smart sourcing tools and technologiesCompanies spend a lot of money on talent acquisition, particularly on sourcing and attracting top candidates. By using smart sourcing technologies and other tools, the costs can be cut down, and small businesses can be competitive in its recruitment process, even with the threat of larger companies looming over them.The general perception is that the larger companies have greater chances of attracting the best talents, precisely because they have more resources at their disposal, and have access to more (and better) tools. However, the introduction of smart sourcing technologies leveled the playing field a bit, so that small businesses may also have the same opportunities.Examples of smart sourcing is the automation of job board and recruitment processes, building of a talent pool instead of relying on the databases of third-party recruitment agencies and specialists, and using social media and social networks in the recruitment process. The third one is of particular note, considering how many people now look for jobs using social media. In fact, in a study published by Meisha Rouser, it appears that, in 2012, more than 36.6 million workers or employees found their jobs through various social media platforms such as Facebook, Twitter and LinkedIn.Implement good candidate relationship managementOnce the organization makes its intention to hire employees known, and applicants express their interest in the position, a relationship has been developed between them. As all relationships in business go, it must be managed properly.The short-term objective here is to ensure that the candidates will have a good experience with the company, even if, in the end, they are not selected for the job. The long-term goal, on the other hand, is to sustain enduring relationships with the candidates so that, in the future, they will still be interested in applying for a position in your company. This will also put your organization in a favorable light for other, future, applicants.Establish a communications process where the candidates, the employees and the organization may interact freely and directly.Allow the candidates to be the one to create and manage their own profiles in your database or manpower pool.Provide status updates regularly to the candidates about the hiring process.Practice compliance managementNot only does the company have to automate and streamline its recruitment process, it should also see to it that everything is documented and archived properly. This is because t he organization will still be required to comply with certain rules and regulations set forth by different government and regulatory agencies regarding recruitment and human resource management.Automation of reporting procedures. To easily comply with reporting requirements about the activities involved in the recruitment processes, it would be a good idea to automate how the information is recorded, maintained, and distributed.Practice increased transparency. Organizations may be required to properly notify about and advertise its open positions.Ensure proper certifications and qualifications. There are positions where the basic qualifications involve the possession of specific certifications, accreditations or licenses. By conducting thorough background checks, compliance with these requirements will be facilitated.Involve employees and other members of the organizationThe organization should encourage involvement of employees in the recruitment process, and one way to do that is to establish and maintain a strong employee referral program. Instead of focusing solely on external.

The Key Aspects of the Industrial Revolution in the United States of America Free Essay Example, 1750 words

One of the major disadvantages of the revolution was that because it was so fast paced, many industries and people were not yet ready to cope with it. Farmers, for example, after having always been the focal point of the country s economy, were almost suddenly forced to relinquish the reigns of the economy to manufacturers and factory workers. This led to resentment between the different types of workers and, more importantly, unemployment. The resentment led to many angry farmers moving towards the bigger cities, staging riots, and wreaking chaos by burning factories and protesting in front of them. Many rioters were consequently arrested and put away, but the resentment could not be ignored. One major reality of the revolution was that although in theory, it did provide jobs and work opportunities for a large segment of the population, most of these jobs provided the workers humiliating conditions, such as long work hours, unsafe working environment, and very low pay. Therefore, i n this way, many people argued that although the revolution did give the economy a positive push, this increase in activity did little for the working class except make them work harder for what they earned. We will write a custom essay sample on The Key Aspects of the Industrial Revolution in the United States of America or any topic specifically for you Only $17.96 $11.86/page This expansion of the social classes also meant that the poor children never really could rise up on the social ladder because of the compromise that was made on their education in return for earnings.

Case Study Supply Chain Management Essay - 1088 Words

Summary The globalization of organizations and more competitive forces have compelled more manufacturing businesses to improve an efficient supply chain planning for reducing the cost of supply chain. Planning of supply chain is being the critical component of business’ management. Supply chains have conventionally been split, being unsuccessful to assimilate the business utilities in the chain of logistics process. Such difficulties, as extended order lead times, high inventory costs, and struggle in answering proactive to real time variations, having lower profits and weak client goodwill that can be determined by putting together supply chain management schemes for transportation and warehousing. Supply chain can be explained as a combined practice where actually numerous different organizations individuals such as manufactures, retailers, distributors, and suppliers perform together in order to obtain raw materials, transform these raw materials into wanted ultimate products and s upply these ultimate products to the vendors. The key methods in this combined procedure are the distribution, logistics, production planning and control. The production and planning steps are two of the most crucial parts to obtain worldwide optimization in supply chain management. And, this should be explained inside the integrated planning infrastructure. Interactive parts of supply chain included key parts such as purchase, production, logistics planning, sale, production and manufacturingShow MoreRelatedSupply Chain Management : Case Study869 Words   |  4 PagesMicroeconomics 25 March 2015 Supply Chain Management Tom Greening once said, All management begins with planning† (Tom Greening). 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They have everything well organized in a way to streamline production processesRead MoreCase Study : Supply Chain Management943 Words   |  4 PagesWhen supply chain managers are brought together it is the common goal to focus on the process of getting the consumers product though the forward supply chain as quick and efficiently as possible. However, there is a need to focus on the scope of the returns process too. â€Å"Companies can no longer afford to treat reverse logistics management as an afterthought. It needs to be a core capability within the supply chain organization. For years, most shippers paid little attention to returns† (Dowlatshahi

Green Houseeffect and Global Warming Free Essays

Brian John ENG 102 Vicki Besaw 15 April 2013 The green house effect is happening right now at this very moment! According to our text book in physical geography; human induced burning fossil fuels such as natural gas, coal, oil and gasoline raises the level of carbon dioxide in the atmosphere, and carbon dioxide is a major contributor to the green house effect and global warming. (McKnight’s, Physical Geography, P. 75, 2011)What will happen to the Earth and its people, animals, plants, lands and oceans if we fail to successfully address the environmental issues we face today? Our global population, air quality, human health, our food supply drinking water, wild life and habitats will all be effected with global warming. We will write a custom essay sample on Green Houseeffect and Global Warming or any similar topic only for you Order Now What can you do to preserve and protect the environment? There are many things we can do to help our mother earth. Opposition may be the large oil, auto, and coal companies and any explanation they may give from their studies will be bias. WHAT IS GLOBAL WARMING? Global Warming is defined as the increase of the average temperature on Earth. As the Earth is getting hotter, disasters like hurricanes, droughts and floods are getting more frequent. â€Å"Global Warming and Green House Effect† StudyMode. com. 09 2010. 09 2010 http://www. studymode. com/essays/Global-Warming-And-Green-House-Effect-416843. html. What causes the greenhouse effect one might ask? According to the movie â€Å"An Inconvenient Truth†, Life on earth depends on energy from the sun. About 30 percent of the sunlight that beams toward Earth is deflected by the outer atmosphere and scattered back into space. The rest reaches the planet’s surface and is reflected upward again as a type of slow-moving energy called infrared radiation. (movie; An Inconvenient Truth,2006) The heat caused by infrared radiation is absorbed by â€Å"greenhouse gases† such as water vapor, carbon dioxide, ozone and methane, which slows its escape from the atmosphere. Although greenhouse gases make up only about 1 percent of the Earth’s atmosphere, they regulate our climate by trapping heat and holding it in a kind of warm-air blanket that surrounds the planet. This phenomenon is what scientists call the â€Å"greenhouse effect. Without it, scientists estimate that the average temperature on Earth would be colder by approximately 30 degrees Celsius (54 degrees Fahrenheit), far too cold to sustain our current ecosystem. How do humans contribute to the greenhouse effect? In our textbook â€Å"While the greenhouse effect is an essential environmental prerequisite for life on Earth, there really can be too much of a good thing. The problems begin when human activities distort and accelerate the natural process by creating more greenhouse gases in the atmosphere than are necessary to warm the planet to an ideal temperature. Burning natural gas, coal and oil -including gasoline for automobile engines-raises the level of carbon dioxide in the atmosphere. * Some farming practices and land-use changes increase the levels of methane and nitrous oxide. * Many factories produce long-lasting industrial gases that do not occur naturally, yet contribute significantly to the enhanced greenhouse effect and â€Å"global warming† that is currently under way. * Deforestation also contributes to global warming. Trees use carbon dioxide and give off oxygen in its place, which helps to create the optimal balance of gases in the atmosphere. As more forests are logged for timber or cut down to make way for farming, however, there are fewer trees to perform this critical function. * Population growth is another factor in global warming, because as more people use fossil fuels for heat, transportation and manufacturing the level of greenhouse gases continues to increase. As more farming occurs to feed millions of new people, more greenhouse gases enter the atmosphere. American Geophysical Union, Human Impacts on Climate, adopted by AGU Council, December 2003. ) Ultimately, more greenhouse gases means more infrared radiation trapped and held which gradually increases the temperature of the Earth’s surface and the air in the lower atmosphere. According to the movie â€Å"The Eleventh Hour†, the average global temperature is increasing quickly. Today, the increase in the Earth’s temperature is increasing with unprecedented speed. To understand just how quickly global arming is accelerating, consider this: During the entire 20th century, the average global temperature increased by about 0. 6 degrees Celsius (slightly more than 1 degree Fahrenheit). Using computer climate models, scientists estimate that by the year 2100 the average global temperature will increase by 1. 4 degrees to 5. 8 degrees Celsius (approximately 2. 5 degrees to 10. 5 degrees Fahrenheit). Not all scientists agree. While the majority of mainstream scientists agree that global warming is a serious problem that is growing steadily worse, there are some who disagree. John Christy, a professor and director of the Earth System Science Center at the University of Alabama in Huntsville is a respected climatologist who argues that global warming isn’t worth worrying about. Christy reached that opinion after analyzing millions of measurements from weather satellites in an effort to find a global temperature trend. He found no sign of global warming in the satellite data, and now believes that predictions of global warming by as much as 10 degrees Fahrenheit by the end of the 21st century are incorrect. In the course stainable development I took here at the College Of Menominee Nation we watched a short 20 minute called â€Å"The Story of Stuff†. Some ways to help the environment; Live green, reduce global warming, conserve energy. (short movie â€Å"The Story Of Stuff†) Want to put more â€Å"green† in your life by saving money and reducing waste? Here is practical information about environmentally friendly food, drink, fashions, cars and cleaning products, to name a few. Make eco-friendly lifestyle choices and buying decisions that will help sustain the environment rather than deplete it. Reducing global warming may seem like a daunting task, but if each of us makes a commitment to taking steps now, we can make a difference. For example, if every family in the United States replaced one regular light bulb with a compact fluorescent, 90 billion pounds of greenhouse gases would be eliminated. Look here for more steps, big and small, that will help to reduce global warming One way to do your part to protect the environment is to make choices every day that enable you to use less energy. Here are some of the things I learned in the sustainable development class at the College of Menominee Nation. Reduce, reuse, recycle, do your part to reduce waste by choosing reusable products instead of disposables. Buying products with minimal packaging (including the economy size when that makes sense for you) will help to reduce waste. And whenever you can, recycle paper, plastic, newspaper, glass and aluminum cans. If there isn’t a recycling program at your workplace, school, or in your community, ask about starting one. By recycling half of your household waste, you can save 2,400 pounds of carbon dioxide annually. Use less heat and air conditioning. Adding insulation to your walls and attic, and installing weather stripping or caulking around doors and windows can lower your heating costs more than 25 percent, by reducing the amount of energy you need to heat and cool your home. Turn down the heat while you’re sleeping at night or away during the day, and keep temperatures moderate at all times. Setting your thermostat just 2 degrees lower in winter and higher in summer could save about 2,000 pounds of carbon dioxide each year. Change a light bulb. Wherever practical, replace regular light bulbs with compact fluorescent light (CFL) bulbs. Replacing just one 60-watt incandescent light bulb with a CFL will save you $30 over the life of the bulb. CFLs also last 10 times longer than incandescent bulbs, use two-thirds less energy, and give off 70 percent less heat. If every U. S. family replaced one regular light bulb with a CFL, it would eliminate 90 billion pounds of greenhouse gases, the same as taking 7. 5 million cars off the road. Drive less and drive smart. Less driving means fewer emissions. Besides saving gasoline, walking and biking are great forms of exercise. Explore your community mass transit system, and check out options for carpooling to work or school. When you do drive, make sure your car is running efficiently. For example, keeping your tires properly inflated can improve your gas mileage by more than 3 percent. Every gallon of gas you save not only helps your budget; it also keeps 20 pounds of carbon dioxide out of the atmosphere. Buy energy-efficient products. When it’s time to buy a new car, choose one that offers good gas mileage. Home appliances now come in a range of energy-efficient models, and compact florescent bulbs are designed to provide more natural-looking light while using far less energy than standard light bulbs. Avoid products that come with excess packaging, especially molded plastic and other packaging that can’t be recycled. If you reduce your household garbage by 10 percent, you can save 1,200 pounds of carbon dioxide annually. Use less hot water. Set your water heater at 120 degrees to save energy, and wrap it in an insulating blanket if it is more than 5 years old. Buy low-flow showerheads to save hot water and about 350 pounds of carbon dioxide yearly. Wash your clothes in warm or cold water to reduce your use of hot water and the energy required to produce it. That change alone can save at least 500 pounds of carbon dioxide annually in most households. Use the energy-saving settings on your dishwasher and let the dishes air-dry. Use the off switch. Save electricity and reduce global warming by turning off lights when you leave a room, and using only as much light as you need. And remember to turn off your television, video player, stereo and computer when you’re not using them. It’s also a good idea to turn off the water when you’re not using it. While brushing your teeth, shampooing the dog or washing your car, turn off the water until you actually need it for rinsing. You’ll reduce your water bill and help to conserve a vital resource. Plant a tree. If you have the means to plant a tree, start digging. During photosynthesis, trees and other plants absorb carbon dioxide and give off oxygen. They are an integral part of the natural atmospheric exchange cycle here on Earth, but there are too few of them to fully counter the increases in carbon dioxide caused by automobile traffic, manufacturing and other human activities. A single tree will absorb approximately one ton of carbon dioxide during its lifetime. Get a report card from your utility company. Many utility companies provide free home energy audits to help consumers identify areas in their homes that may not be energy efficient. In addition, many utility companies offer rebate programs to help pay for the cost of energy-efficient upgrades. Encourage others to conserve. Share information about recycling and energy conservation with your friends, neighbors and co-workers, and take opportunities to encourage public officials to establish programs and policies that are good for the environment. ( Reducing Carbon-Based Energy Consumption through Changes in Household Behavior Thomas Dietz, Paul C. Stern, and Elke U. Weber Daedalus, Winter 2013, Vol. 142, No. 1 , Pages 78-89) These steps will take you a long way toward reducing your energy use and your monthly budget. And less energy use means less dependence on the fossil fuels that create greenhouse gases and contribute to global warming. Works Cited (McKnight’s, Physical Geography, P. 75, 2011) â€Å"Global Warming and Green House Effect† StudyMode. com. 09 2010. 09 2010 ;http://www. studymode. com/essays/Global-Warming-And-Green-House-Effect-416843. html;. (American Geophysical Union, Human Impacts on Climate, adopted by AGU Council, December 2003. ) (short movie â€Å"The Story Of Stuff†) .( Reducing Carbon-Based Energy Consumption through Changes in Household Behavior Thomas Dietz, Paul C. Stern, and Elke U. Weber Daedalus, Winter 2013, Vol. 142, No. 1 , Pages 78-89) How to cite Green Houseeffect and Global Warming, Papers

Notre Dame Cathedral Essays - Joan Of Arc, Notre Dame De Paris

Notre Dame Cathedral Notre Dame, french expression for "Our Lady, the Virgin Mary", is the most famous catholic cathedral and a very well-known landmark in Paris. It is otherwise known as the Cathedrale de Notre Dame de Paris by the French. It stands on the Ile de la cite, a larger of two islands in the Seine River. It is considered a masterpiece of gothic architecture in France. Maurice de Sully was the bishop of Paris at the time, and started the cathedral's construction in 1163. The construcion and design were done by the best artists around and was completed around 1345. Jean de Chelles and Pierre de Montreuil oversaw and directed the construction. It was not finished until the beginning of the 13th century. During the Revolution (the 1700's), it was heavily destroyed by mobs, however, it was restored beginning in 1841 by Viollet le Duc. He added chimeras and gargoyles to the tower walls. The chimeras were being built as decoration, and the gargoyles as rain gutters. The facade of the cathedral is composed of several levels crowning three great portals: the Portal of the Last Judgement, the Portal to the Virgin, and the Portal to Saint Anne. Above this is the Gallery of Kings, which consists of 28 statues of kings of Judah and Israel. Every year about 500,000 visitors make the climb of the 380-stepped stairway that leads to the peak of the cathedral. Their reward for making the long climb is a great view of Paris and a look at "Emmanuel", the 13 ton bell. The bell was operated by pedals that required the energy of 8 men, but today, "Emmanuel" is rung electronically. The Rose Window is one of the only original stained-glass windows left in the cathedral. Most of the windows were removed and rebuilt after World War 2. These are a wonderful and beautiful part of the cathedral. Notre Dame is the setting for the famous film "The Hunchback of Notre Dame". The cathedral itself is 130 meters long, 48 meters wide, and 35 meters tall. Although many other cathedrals have been designed to recreate the structure of Notre Dame, the cathedral in Paris is still considered the original materpiece of Gothic Art.

Assessment and Learning Essays

Assessment and Learning Essays Assessment and Learning Essay Assessment and Learning Essay Assessment and learning Assignment 1 Student results are used to review the quality and standards of teaching within the college. My students do a Btec level 2 which is graded from a pass to distinction based on the level of criteria the student achieve during each assignment. The students also do an NVQ in sport excellence. This is also graded from a pass to distinction depending on the quality of work provided through the year. The students Btec work is marked by me using the criteria which has been set by Btec. Each assignment is marked and then an overall grade is give to each unit which has been studied. The students work is also marked by an internal verifier who ensures I am marking the work correctly and giving the grades in accordance to the standards which are set by Btec. This verification also ensures that all teachers are marking consistently at the same level in the same course in different lessons. The college use these pass grades and course completion rates to assess the quality of teaching in th e college so if the grades start to slip the college can give assistance to the teachers where necessary. The college also use these grades and pass rates to market the college and maintain the profile of the courses within the college. The course work is also externally verified by Btec to ensure the college marks work to the same standard as other colleges in the country this means that anyone who passes the course will be consistent with others in the country. The college runs a SAR which the teacher can use to review the students progress through the year. The success rates of each student is important to the college as it shows that the standards are consistent and the pass rates will be achieved at the end of the year. If a teacher feels that students are not going to achieve the necessary standards the heads of department will have to look at the scheme of work and how the lessons are being implemented. The college will assist with any changes that may be required as the course could ultimately be dropped if standards are not achieved. The college has an OFSTED inspection which reviews the colleges overall performance. OFSTED report on all aspects of the college from the teaching to the administration of all departments. This inspection is done in every college across the country and OFSTED report on the necessary improvements which need to be made in each college. This is done in order to maintain the national standards of all subjects that are available at college. If the college drops below the national average then OFSTED have to assist the college in increasing the teaching standards within the college to improve the standards. Fair The purpose of the assignment was to determine the progress of learners and to provide adequate feedback that will motivate and assist their development. It was a formative assessment to gain an idea of the current abilities of learners and therefore did not contribute to their final grade. Also it was not constrained by time therefore making it less stressful as opposed to undertaking a summative assessment. iii. The assignment was appropriate for the learners to undertake as it was based on lessons and work that had been carried out previously during the academic year therefore students already had the necessary knowledge and skills to complete assignment. Careful consideration was taken when creating assignment to ensure that what was being assessed matched with what learners had previously learnt. It was vital to make the assignment a practical exercise that accurately measures the competence of learners as this approach was a requirement by the awarding body Edexcel. Using the competence approach of assessment gave learners an insight to the conditions and skills closely related to that of the IT industry. (Get a quote Reference: Anne Cox and Harriet Harper (2000), Planning Teaching and Assessing Learning, London, Greenwich University Press p73) Adjustments were made on the diverse needs of learners to ensure that all learners had equal access and opportunity to complete the assignment. Learners with a disability were given extended time to complete the assignment and had the option of getting assistance from a learning support worker. According to Keeley browne 2007 all educational institutions have had a responsibility to make reasonable adjustments for learners who have a diagnosed learning difficulty or disability and where approrpraite make adjustments to the way they are assessed. Assignment was done within lessons that took place within the IT labs therefore all learners had access to the resources necessary to complete assignment such as Computer, software, internet access etc. Task 3 In education feedback is a very useful tool that is used to assist in the development of learners. The general aims of providing feedback are to encourage learners, correct errors improve performance and reward or penalise certain behaviours (Haines 2004). The manner feedback is communicated to learners can have a positive or negative effect on the students moral, confidence and ultimately their learning experience. Any criticisms of learners work must be constructive in an attempt to encourage, motivate, and highlight areas for concern whilst focus on positives to improve the learning experience. Giving feedback to learners on their work can be done either in a written or verbal format; however the approach used is dependent on the assessment method, and the outcome/results of the assessment. For example if there is a common problem that majority of students have expressed then a verbal group feedback session could be adopted. In this approach to giving feedback, the teacher gives feedback to the whole class. Browne 2007 states that this type of feedback requires thoughtful planning and should be done prior to returning marked assessment in the form of a short introductory part of a teaching lesson. A feedback mechanism that encourages constructive feedback is the feedback sandwich. Docheff (1990) cited in F Butler describes the feedback sandwich as an effective model that comprises of reinforcing informational and motivational phrases. This approach is very useful as it gives learners an indication that they are heading in the right direction, provides critical information on performance; highlighting both strengths and weaknesses and finally encourages learners. Another approach of issuing feedback to learners is the use of feedback sheets with handwritten comments on learners assessed work. According to (Rece) this is an example of a type of written feedback. The use of comments in giving feedback is widely used within education and can be applied to essays, reports, dissertations etc. This is a very effective way of giving feedback as the comments are linked directly to the assessment criteria giving the students a clear understanding on the outcome of their work and any problems in a particular area of the assignment. An example of a comment could be You have carried out an extensive review however wider reading is required on the subject area. The feedback is therefore personalised and tailored to each individual learner. This approach of giving feedback is beneficial for learners as it can be repeatedly reviewed and learners can use it as a point of reference as opposed to verbal feedback. The disadvantage to handwritten comments is that it can be an exhaustive process for teachers to personalise comments to each individual learner. In the process of target setting learners should have an active role as it demonstrates a level of responsibility and accountability for their learning. Targets set should be specific, measurable, attainable, realistic and timely (SMART), and agreed on by both the teacher and student. Within learning institutions a typical example of target setting occurs at the beginning of the academic year in the form of Individual learning plans (ILPs). According to Browne 2007 it is a planned route that takes into consideration the needs and abilities of learners to achieve success. The use of ILPs is beneficial as it serves as a guide to what work needs to be completed, and a way of tracking and logging learners progress i.e. outcomes and action plans. Meeting targets can improve the confidence levels and morale of learners; however those who are unsuccessful should be given appropriate support in the form of feedback to acknowledge their errors and ways of improving. Task 4 Continuing to develop ones teaching practice is an integral part of a teachersâ„ ¢ profession. It is important to maintain and acquire new skills to ensure that learners receive a high standard or quality of education. There are a wide range of resources available to teachers that can assist in improving knowledge and skills on assessment issues. A teacher may wish to improve on giving constructive feedback or learn how to create valid, relevant, fair assessments. A very useful approach is to update your skills and knowledge of assessment by researching using books or material available on the World Wide Web. There is a vast amount of books and online material dedicated to providing information on assessment topics e.g. Training to teach in the learning and skills sector by Liz Keeley Browne or tda.gov.uk website. Training to teach in the learning and skills sector provides detailed information on the various types of assessment, designing assessment tasks, using feedback to help learners improve and record keeping. This book is very helpful as it provides templates of assessment tasks, and tests your understanding by using short tasks/exercises. The use of books and online material to enhance your teaching practice is beneficial as it is cost effective, can learn at own pace, provides theory that can be experimented within lessons; however a disadvantage is that it is not practical based and you may find difficulties transferring theory into practice. Learning by observing an experienced teacher such as your mentor is another way of improving your teaching practice. This can be done though observing a teacher issuing coursework or giving feedback to learners, view samples of assessments he/she has issued and seeking advice through discussions. This approach to developing as a teacher is hugely significant as you are able to receive suggestions and advice from an experienced professional and it also improves communication amongst colleagues. Further study or undertaking a course that solely focuses on assessment is a good way of developing. The University of Cambridge offers a course called the certificate of education in the principles and practice of assessment. This is a good way of improving as you obtain knowledge of assessment from specialists whilst receiving a recognised qualification; however it can be an expensive option as the course fee is ?760 per course or ?2210 for three courses. Source (https://cpdsearch.tda.gov.uk/ProvisionDetail.aspxe=fQCguFY5tkyDmYHsxSnw6PN1ukni+elx) Another route available to improve professionally with regards to assessment is to become a marker/examiner for examinations boards such as OCR. A key advantage to this approach is that you do not have to be a qualified teacher to become a marker; however good communication skills and a level 4 qualification, such as a degree is a requirement. Moderation is done frequently throughout the year typically January, June and March (put in Source OCR website and is a good source of earning an extra income whilst providing practical experience of marking learners work. References Armitage. A; Renwick M. (2008) Assessment in FE : a practical guide for lecturers, The Essential FE Toolkit Series, London, Continuum: pp70-80

The German American Bund, American Nazis of the 1930s

The German American Bund, American Nazis of the 1930s The German American Bund was a Nazi organization in the United States in the late 1930s that recruited members and openly supported Hitlers policies. Though the organization was never massive, it was shocking to mainstream Americans and drew considerable attention from the authorities. Fast Facts: The German American Bund The German American Bund was a Nazi organization which operated openly in the United States in the late 1930s, attracting press attention and generating controversy.The organization was led by Fritz Kuhn, an immigrant from Germany who was a naturalized American citizen.Nearly all of its members were American citizens, though mostly of German descent.The German American Bund was active between 1936 and 1939. The Nazi leadership in Berlin had tried to create a support organization and propaganda operation in the United States but failed until an ambitious and belligerent German immigrant, Fritz Kuhn, emerged as a leader. A naturalized American citizen, Kuhn rose to prominence before his 1939 imprisonment for embezzlement abruptly ended his career as the topmost American Nazi. The German American Bund was separate from the America First Committee, which emerged later and expressed more mild support for Hitler while advocating that the United States stay out of World War II. Origins The German American Bund evolved from an earlier organization, the Friends of New Germany. During World War I, some German-Americans had been subject to discrimination and ostracism, and the Friends of New Germany cited continued resentment of some German-Americans as it recruited in the late 1920s and early 1930s. The Friends of New Germany leadership was affiliated with Hitlers Nazi movement in Germany. American members of the Friends of New Germany took an oath pledging loyalty to Hitler, and also swore that they were of pure Aryan blood and had no Jewish ancestry. The organization was being guided from afar by one of Hitlers close associates, Rudolf Hess, but it was marked by inept leadership in America and demonstrated no clear sense of how to carry the Nazi message to mainstream Americans. That changed when the leader of the Detroit chapter of the Friends of New Germany emerged as a fanatical leader. Fritz Kuhn After serving in the German army during World War I, Fritz Kuhn attended school and became a chemist. In the early 1920s, while living in Munich, he became fascinated with the small but rising Nazi movement, and subscribed to its racial and anti-Semitic fixations. Kuhn got into legal trouble in Germany by stealing from an employer. His family, assuming a fresh start would be helpful, aided him in moving to Mexico. After staying in Mexico City for a short time he moved on to the United States, arriving in 1928. On the advice of a friend in Mexico, Kuhn traveled to Detroit, where jobs were said to be plentiful in the factories run by Henry Ford. Kuhn admired Ford, as the great American industrialist was widely known as one of the worlds foremost anti-Semites. Ford had published newspaper columns titled The International Jew which advanced his theories about Jewish manipulation of financial markets and the banking industry. Kuhn found a job working in a Ford plant, was laid off, and eventually obtained a job working as a chemist for Ford, a job he held until 1937. In Detroit, Kuhn joined the Friends of New Germany and his fanatical devotion to Hitler helped him advance to the leadership of the local chapter. At about the same time, the Nazi regime in Berlin began to view the fractured and faltering national leadership of the Friends of New Germany as a liability. Hess withdrew support for the group. Kuhn, sensing an opportunity, moved to replace the organization with something new and, he promised, more efficient. Kuhn called for a convention of the local leaders of the Friends of New Germany, and they met in Buffalo, New York, in March 1936. A new organization, called Der Amerikadeutscher Volksbund, or the German-American Bund, was formed. Fritz Kuhn was its leader. He had become an American citizen, and he decreed that members of the German-American Bund would also have to be citizens. It was to be an organization of American Nazis, not German Nazis operating in exile in America. Gaining Attention Basing his actions on those of Hitler and the Nazi hierarchy, Kuhn began his rule of the Bund by stressing loyalty and discipline. Members were required to wear uniforms of black pants, grey shirts, and a black military-style Sam Browne belt. They did not carry firearms, but many carried a truncheon (said to be for defensive purposes). Fritz Kuhn saluting marching Bund members at Camp Nordland in New Jersey. Getty Images Under Kuhns direction, the Bund gained members and began building a public presence. Two camps, Camp Siegfried in Long Island and Camp Nordland in New Jersey, began operating. In 1937 an article in the New York Times noted that 10,000 German Americans attended a Camp Nordland picnic at which American flags were displayed beside flags of the Nazi swastika. Nazis at Madison Square Garden The most memorable event staged by the German American Bund was a huge rally at Madison Square Garden, one of New Yorks major venues. On February 20, 1939, about 20,000 Bund supporters packed the huge arena as thousands of protesters gathered outside. The rally, which was promoted as a celebration of the birthday of George Washington- who was depicted on a huge banner hung between swastika banners- featured Kuhn giving an anti-Semitic speech. Banners hanging from the balconies proclaimed Stop Jewish Domination of Christian America. The mayor of New York, Fiorello La Guardia, had seen enough. He understood Kuhn and the Bund had a right to free speech, but he wondered about their finances. He held a meeting with Thomas Dewey, the district attorney (and future presidential candidate), and suggested an investigation of the groups taxes. Legal Problems and Decline When investigators began to look at the finances of Kuhns organization they realized that the self-styled American Fuhrer had been embezzling money from the organization. He was prosecuted, convicted in late 1939, and sent to prison. Without Kuhns leadership, the German American Bund essentially disintegrated. Kuhn remained in prison until the end of World War II, when he was deported to Germany. He died in 1951, but he had faded so far into obscurity that his death was not reported in the American press until early 1953. Sources: Bernstein, Arnie.  Swastika Nation: Fritz Kuhn and the Rise and Fall of the German-American Bund. New York City, St. Martins Press, 2014.American Fascism in Embryo. American Decades Primary Sources, edited by Cynthia Rose, vol. 4: 1930-1939, Gale, 2004, pp. 279-285. Gale Virtual Reference Library.