Recruitment and Selection in Dlw free essay sample

With due respect I express my indebt ness to the management of Diesel Locomotive Work for accommodating me as a summer trainee. I would like to express my gratitude with sense of reverence to Mr. Dinesh Singh (head, PERSONNEL and HR department). It would have been difficult to go through this project without their help. He not only helped me in collecting data but also supported me with their valuable knowledge and experience in the successful completion of this project. I would also thankful to almighty god for his grace and mercy to successfully complete this project. Amrita Mathur PREFACE In our two year degree program of M. B. A. of there’s provision for doing summer training, after IInd semester. The essential purpose of this project is to given an exposure and detailed outlook to the student of practical concept, which they already studied research. For this purpose, I was assigned the project for the â€Å"RECRUITMENT AND SELECTION† in Diesel Locomotive Work. We will write a custom essay sample on Recruitment and Selection in Dlw or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is a matter of great privilege to get training from Diesel Locomotive Work, one of the largest organisations of its kind. The project lasted for a period of six weeks: it was informative, interesting and inspiring. I hope this report will provide an experiment outlook to the dynamic functioning in the HR department in Diesel Locomotive Work. EXECUTIVE SUMMARY The project titled â€Å"RECRUITMENT AND SELECTION† Undertaken in Diesel Locomotive Works (DLW). A production unit of Indian Railways,  DLW  was set up in collaboration with Alco, USA, in 1961 and commenced manufacturing in 1963. It has so far supplied over 5,000 locomotives, mainly to Indian Railways but also including 342 locomotives for non-railway  customers  such as power plants, port trusts and industrial users. The project report is about recruitment and selection process that’s an important part of any organization. Which is considered as a necessary asset of a company? It gives a organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. There are two types of factors that affect the Recruitment of candidates for the company- * Internal factors. * External factors With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process. Sources of Recruitment through which an organisation gets suitable application. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Indian Railways. CONTENTS SR. NO. | TOPIC| PAGE NO. | 1. | Introduction| 1| 2. | Objective| 2| 3. | Scope Of The Study| 3| 4. | Research Methodology| 4-6| 5. | Company Profile| 7-12| 6. | Review Of Literature| 13-38| 7. | Data Analysis And Data Interpretation| 39-49| 8. Findings| 50| 9. | Conclusion| 51| 10. | Limitation Of Study| 52| 11. | Suggestions| 53| 12. | Bibliography| 54| 13. | Annexure| 55-57| INTRODUCTION Human Resource is a basic need of any work to be done. Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities. The project report is all about recruitment and selection process that’s an important part of any organization. Recruitment highlights each applicant’s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every organisation should give attention to the selection of its manpower, especially its managers. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit. OJBECTIVE The objective of my study is to understand and critically analyzed the recruitment and selection procedure at Diesel Locomotive Works. 1. To study the recruitment and selection procedure followed in DIESEL LOCOMOTIVE WORKS (DLW). 2. To study the various sources of recruitment followed in DLW. . To learn what is the process of recruitment and selection that should be followed. 4. To critically analyze the functioning of recruitment and selection procedures. 5. To identify the probable area of improvement to make recruitment and selection procedure and more effective. 6. To know the managerial satisfaction level about recruitment and selection procedure. SCOPE OF THE STUDY The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment and selection procedures. The key points of my research study are: 1) To study the facts about the diesel locomotive works as a group. 2) To understand and analyze various HR factors including recruitment and selection procedure at Diesel Locomotive Works. 3) To suggest any measures/ recommendations for the improvement of the recruitment procedures. REASERCH METHODOLOGY In everyday life human being has to face many problems viz. Social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at DIESEL LOCOMOTIVE WORKS to find out the â€Å"Recruitment and selection process†. The Research Research is a â€Å"careful investigation or inquiry especially through search for new facts in any branch of knowledge. † The project is a systematic presentation consisting of enunciated problem, formulated hypothesis, collected facts or data, analyzes facts and proposed conclusions in form of recommendations. Kind of Research The research done by Exploratory Research: This kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. Sample Design: A complete interaction and enumeration of all employees of Diesel Locomotive Work was not possible so a sample was chosen that consisted of 25-30 employees. DATA COLLECTION The data for the survey will be conducted from both primaries as well as secondary sources. Primary Data: Primary data was collected through training classes and survey method by distributing questionnaires to manager of personnel department and employees of recruitment and selection section of personnel department. The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Data was collected from books, magazines, web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. RESEARCH DESIGN Research Design: A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedures. â€Å"A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure†. Design decision happens 1. What is study about? 2. What is study being made? 3. Where will the study be carried out? 4. What type of data is required? . Where can the required data to be found? 6. What will be the sample design? 7. Technique of data collection? COMPANY PROFILE INDIAN RAILWAY Indias first train runs between Mumbai  and  Thane. The Indian railways are Asia’s largest railways system and the world’s second largest railways system. Indian railways are owned and managed by th e central government. Indian Railways  (IR) is an iconic Indian organisation, owned and operated by the  Government of India through the  Ministry of Railways which is responsible for the maintenance and operation of the entire rail network in India and it enjoys total monopoly. Railway† means a railway or any portion of a railway for the public carriage of passengers, animals or goods. Railways were first introduced to India in 1853. By 1947, the year of  Indias independence, there were forty-two rail systems. In 1951 the systems were nationalized as one unit, the Indian Railways, becoming one of the largest networks in the world. It has the worlds fourth largest railway network after those of the United States,  Russia  and  China. Rail transport is the conveyance of passengers and goods by means of wheeled vehicles running along railways or railroads. Rail transport is part of the logistics chain, which facilitates international trade and economic growth. INDIAN RAILWAY STRUCTURE Indian Railways is divided into several zones, which are further sub-divided into  divisions. The number of zones in Indian Railways increased from six to eight in 1951, nine in 1952 to sixteen in 2003 then to seventeen in 2010. Each zonal railway is made up of a certain number of divisions, each having a divisional headquarters. There are a total of sixty-eight divisions. Each of the seventeen zones is headed by a General Manager (GM) who reports directly to the Railway Board. The zones are further divided into divisions under the control of Divisional Railway Managers (DRM). Sr. No. | Name| Abbr. | Date Established| Headquarters| Divisions| 1. | Central| CR| 1951-11-05| Mumbai| Mumbai,  Bhusawal,  Pune,  Solapur,  Nagpur| 2. | East| ECR| 2002-10-01| Hajipur| Danapur,  Dhanbad,  Mughalsarai,Samastipur,  Sonpur| 3. | East Coast| ECoR| 2003-04-01| Bhubaneswar| Khurda Road,  Sambalpur,  Visakhapatnam| 4. | Eastern| ER| 1952-04| Kolkata| Howrah,  Sealdah,  Asansol,  Malda| 5. | North Central| NCR| 2003-04-01| Allahabad| Allahabad,  Agra,  Jhansi| 6. North Eastern| NER| 1952| Gorakhpur| Izzatnagar,  Lucknow,  Varanasi| 7. | North Western| NWR| 2002-10-01| Jaipur| Jaipur,  Ajmer,  Bikaner,  Jodhpur| 8. | Northeast Frontier| NFR| 1958-01-15| Guwahati| Alipurduar,  Katihar,  Rangia,  Lumding,Tinsukia| 9. | Northern| NR| 1952-04-14| Delhi| Delhi,  Ambala,  Firozpur,  Lucknow,Moradabad| 10. | South Central| SCR| 1966 -10-02| Secunderabad| Secunderabad,  Hyderabad,  Guntakal,Guntur,  Nanded,  Vijayawada| 11. | South East Central| SECR| 2003-04-01| Bilaspur| Bilaspur,  Raipur,  Nagpur| 12. | South Eastern| SER| 1955| Kolkata| Adra,  Chakradharpur,  Kharagpur,  Ranchi| 13. South Western| SWR| 2003-04-01| Hubli| Hubli,  Bangalore,  Mysore| 14. | Southern| SR| 1951-04-14| Chennai| Chennai,  Trichy,  Madurai,  Palakkad,  Salem,Trivandrum  | 15. | West Central| WCR| 2003-04-01| Jabalpur| Jabalpur,  Bhopal,  Kota| 16. | Western| WR| 1951-11-05| Mumbai| Mumbai Central,  Ratlam, Rajkot,  Ahmedabad ,  Bhavnagar,  Vadodara| Production Units Six production units are headed by a General Manager, who also reports directly to the Railway Board. The six Production Units are:- Sl. No| Name| Abbr. | Year Established| Location| Main products| 1. Golden Rock Locomotive Workshops| GOC| 1928| Trichy| Diesel-electric Locomotives| 2. | Chittaranjan Locomotive Works| CLW| 1947| Chittaranjan  ,Asansol| Electric Locomotives| 3. | Diesel Locomotive Works| DLW| 1961| Varanasi| Diesel Locomotives| 4. | Diesel-Loco Modernisation Works| DMW| 1981| Patiala| Diesel-electric Locomotives| 5. | Integral Coach Factory| ICF| 1952| Chennai| Passenger coaches| 6. | Rail Coach Factory| RCF| 1986| Kapurthala| Passenger coaches| 7. | Rail Wheel Factory| RWF| 1984| Bangalore| Railway wheels and axles| 8. | Rail Wheel Factory| RWF| 2011| Chhapra| Railway wheels and axles| Diesel Locomotive Works  (DLW) The  Diesel Locomotive Works  (DLW) in  Varanasi,  India, is a production unit owned by  Railways, that manufactures diesel-electric  locomotives  and its spare parts. It is the largest diesel-electric locomotive manufacturer in India. Healthy growth of railways is essential for India’s social, regional, economic, industrial and agricultural development. The main vision of Diesel Locomotive Works To be a world class manufacturer of Diesel electric locomotives.    Organizational Structure Of DLW General Manager (GM) CMO CME COS FA amp; CAO CMEPCMD Depty CPO/HQ Depty CPO/General SPO APO/HQ APO/Staff | Nature of workThe role changes depending on where an officer is placed in the organization – in the division (operational level), the zone (tactical level), or the railway board (strategic level). The following are the different roles played in railways:  Ã¢â‚¬ ¢ The commercial division: This division handles all commercial responsibilities like ticket checking, catering, administration and management of stations, reservation, announcements on the platforms, etc. †¢ The operations division: This division deals with controlling movement of trains. Keeping a check on incoming and outgoing trains, detachment or attachment of wagons, etc. , are the responsibilities of this division. †¢ India Railway Accounts Service: This branch of the Railway Services is engaged in handling the accounting and finance operations of the Indian Railways. At this post, the officer carries the overall responsibility for accounts for the whole zone. †¢ Indian Railway Personnel Service: As the name indicates, officers in this division handle all matters related to the personnel section like selection, promotions, training, welfare activities, transfers, increments, disciplinary actions and the like. Railway Protection Service/ Railway Protection Force: This branch of the Indian Railway Services is entrusted with the task of maintenance of law and order on trains and on premises owned and used by the Indian Railways. †¢ Railway Engineering Services: This is the technical side of the Railway Services and is engaged in activities like const ruction and planning of railway tracks, bridges and buildings. There are branches in this division like the Indian Railway Service of Electrical Engineers and the Indian Railway Service of Mechanical Engineers. Benefits To The EmployeesGroup A, B C and D title will be issued to those railway servants. There are both gazetted and non gazetted officers in these groups. Different railway passes are allowed to the employees according to the group and positions given to them. Some of them are Special passes, residential passes, widow passes, post retirement complimentary pass, school pass, pass on privilege account, duty pass etc. Staff Welfare| DLW undertakes a Varity of welfare activities for its over 6000 personnel. Important among these are:Education Facilities: DLW administration runs 4 schools providing Primary and Secondary Education to more than 2600 students. DLW Women’s Welfare Organization also runs a primary school Bal Niketan. DLW township also possesses 1 Post Graduate Girl’s College, 2 Central Schools, and 1 Senior Secondary School. Medical Facilities:105 bedded well-equipped Railway Hospital, a Health Unit and a First-Aid post in workshop provide comprehensive health care to around 20,000 Railway family members. A Homeopathic and an Ayurvedic dispensary are also available. Railway Quarters:A total of 3641 staff quarters are provided to the DLW employees. The Railway colony is well maintained and green, providing excellent pollution free environment. Compassionate Appointments:Families of deceased employees are helped by the way of compassionate appointment to the wards. Institute/Community Centre etc. :For various social needs of the staff 1 Community Hall, 2 Institutes, 2 Barat Ghars, 1 Kalyan Kendra, 1 Rangshala and 1 Officers Club are functioning on the premises. Cinema Club:For recreation of staff a Cinema Hall of around 700 capacities is functioning since 1967 in DLW. Sports amp; Game:All kinds of facilities for various games like Cricket, Hockey, Basketball, Badminton, Volley-ball, Football, Table Tennis, Gymnasium, Athletics, Swimming, Golf, and Rifle Shooting have been provided for the staff. | REVIEW OF LITERATURE Human Resource plays a crucial role in the development process of the modern. Human resource management is the management of employee’s skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. RECRUITMENT AND SELECTION Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. RECRUITMENT Recruitment is â€Å"hiring† of employees from outside. Recruitment has been regarded as the most important function of the HR department. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential. Need For Recruitment: The need for recruitment may be due to the following reasons / situation: 1. Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. 2. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose And Importance Of Recruitment: 1. Determine the present and future requirements of the organization with its personnel-planning and job analysis activities. . Increase organizational and individual effectiveness in the short term and long term. 3. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. Sources Of Recruit ment The sources of recruitment in Diesel Locomotive Work can be broadly categorized into internal and external sources- I. Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include 1) Promotion. 2) Transfers. 3) Compassionate Ground. 4) Sports Quota. 5) Cultural Quota. 6) Physical Handicapped Quota. II. External Recruitment – External recruitment seeks applicants for positions from sources outside the company. The various external sources include 1) Government Placement Agencies: a) UPSC(Union Public Service Commission) b) RRB/RRC(Railway Recruitment Board/Railway Recruitment Control) SELECTION Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. It is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and device adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and recruitment or not. The difference between recruitment and selection: * Recruitment is identifying n encouraging prospective employees to apply for a job and Selection is selecting the right candidate from the pool of applicants. * Recruitment is the positive function in which interested candidates are encouraged to submit application and Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. Selection Test: Different types of tests may be administered, depending on the job and the company. Generally, tests are used to determine the applicant’s ability, aptitude, intelligence, general knowledge, and medical test. .Selection Decision: The final decision has to be made the pool of individuals who pass the tests, interviews and reference checks. The view of the line manager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection. Physical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. There are several objectives behind a physical test: 1. Physical test is to detect if the individual carries any infectious disease. 2. The test assists in determining whether an applicant is physically fit to perform the work. 3. The physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees. . Medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employer’s property. 5. An examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired. Job Offer: After the physical examinat ion the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointed. Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting. Again, a new job may require movement to another city, which means considerable preparation, and movement of property. The company may also want the individual to delay the date of reporting on duty. If the new employee’s first job upon joining the company is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances. Their applicants may be preserved for future use, if any. It needs no emphasis that the applications of selected candidates must also be preserved for the future references. Contract Of Employment: After the job offer has bee made and candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be a valid record for the future reference. There is also a need for reparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job, but the following checklist sets out the typical headings: 1. Job title. 2. Duties, including a parse such as â€Å"The employee will perform such duties and will be responsible to such a person, as the company may from time to time direct†. 3. Date when continuous employment starts and the basis for calculating service. 4. Rate of pay, allowance, overtime and shift rates, method of payments. 5. Hours of work including lunch break and overtime and shift arrangements. 6. Holiday arrangements: a) Paid holidays per year. b) Calculation of holiday pay. c) Qualifying period. d) Accrual of holidays and holiday pay. e) Details of holiday year. f) Dates when holidays can be taken. g) Maximum holiday that can be take at any one time. h) Carry over of holiday entitlement. i) Public holidays. 7. Length of notice due to and from employee. 8. Grievances procedure (or reference to it). 9. Disciplinary procedure (or any reference to it). 10. Work rules (or any reference to them). Employer’s right to vary terms of the contract subject to proper notification being given. Alternatively called employment agreements or simply bonds, contracts of employment serve many useful purposes. The drawback with the contracts is that it is almost to enforce them. A determined employee is bound to leave the organisation, contract or no contract. Recruitment And Selection In Diesel Locomotive Work (DLW) Indian railway is considered as the biggest job provider in world. The Indian railway network is divided into 17 different zones geographically. Here I am giving you detailed information about division of railway jobs, and which job profile will be given in which departments through which exam. Staff are classified into gazetted (Group A and B) and non-gazetted (Group C and D) employees. The recruitment of Group A gazetted employees is carried out by the  Union Public Service Commission through exams conducted by it. The recruitment to Group C and D employees on the Indian Railways is done through 19 Railway Recruitment Boards which are controlled by the Railway Recruitment Control Board (RRC). Vacancies in Indian Railways are filled either by recruitment by Recruitment agencies like UPSC or RRB or by promotion from serving candidates. The railway recruitment board divides all the jobs into four major categories as given below: 1. Group A: Group A recruitments are filled by UPSC by All India Competitive examinations. 2. Group B: Group B posts are normally filled by promotion from serving Group C candidates. 3. Group C: Group C recruitment are made by Railway Recruitment Board (RRB). 4. Group D: Group D posts are filled at the divisional level. The employees who are selected under group A and group B are Gazette officers. General Conditions for Recruitment The recruitment rules may provide for- 1. Qualifications, age and the scales of pay applicable for the various posts in the service and important conditions of service, like leave, pension, non-contributory Provident Fund benefits, etc  . 2. No male candidate who has more than one wife living or no female candidate who has married a person having already a wife living shall be eligible for appointment to a railway service, unless the competent authority exempts the candidate from the operation of this rule. . Proportion of vacancies to be filled by direct recruitment and promotion of railway servants from subordinate services. 4. In the case of probationers, consequences of failure to pass prescribed departmental examinations, if any, e. g. loss of appointment, stoppage of increments etc. 5. Passing obligatory language examination whenever prescribed in the recruitment regulations for each service in Group ‘A’. Recruitment of Group A services Recruitment of Group A Officers are made through: 1. Open competitive examination held by UPSC. . Promotion of Officers from Group B. 3. Appointment of Special Class Apprentices by UPSC. 1) Through UPSC recruits the candidate can be selected in railways by clearing one of the following three exams. a) Civil Services Examination: This exam is recruiting candidates for the post of traffic department, accounts departments and protection force department. * Indian Railway Traffic Service (IRTS). * Indian Railway Personnel Service (IRPS). * Indian Railway Accounts Service (IRAS). * Railway Protection Force ) Enginnering Services Examination for: This exam select candidate for the post of mechanical engineers, store engineers, signal engineers and electrical engineers. * Indian Railway Service of Engineers (IRSE). * Indian Railway Service of Mechanical Engineers (IRSME). * Indian Railway Service of Ele ctrical Engineers (IRSEE). * Indian Railway Service of Signal Engineers (IRSEE). * Indian Railway Stores Service (IRSS). a) Medical Services Examination for: Through this exam the candidates are selected for medical department of Indian railways. Indian Railway Medical Service (IRMS). 2) Promotion of Officers from Group B’ * Promotion from Group B to Group A (Junior Scale). 1. Appointments to the posts in the junior scale shall be made by selection on merit from amongst Group B officers of the departments concerned with not less than 3 years of non-fortuitous service in the grade. 2. If the quota reserved for Group B Officers for promotion to junior scale is not fully utilised, the remaining vacancies may be filled by Government in accordance with the recruitment rules and in consultation with the UPSC. . The Departmental Promotion Committee for this purpose shall consist of a representative of the Union Public Service Commission as Chairman and two representatives of the Min istry of Railways as Members. * Promotion from junior scale to senior scale. Appointment to the posts in the senior scale shall be made by promotion in the order of seniority, subject to rejection of the unfit, of officers with ordinarily not less than 4 years service in the junior scale. * Promotion from senior scale to higher grade posts. 1. Promotions to the Administrative Grade are dependent on the occurrence of vacancies in the sanctioned establishment and are made wholly by selection; mere seniority does not confer any claim for such promotion. 2. Appointments to the posts in the Junior Administrative Grade shall be made by selection on merit from amongst the officers ordinarily with not less than 5 years service in the senior scale. 3. The departmental Promotion Committee for purposes   of promotion from Senior Scale and above to higher grade posts shall consist of Chairman, Railway Board, Financial Commissioner Railways and three other Members of the Railway Board. ) Special Class Railway Apprentice (SCRA) Exam * Union Public Service Commission (UPSC) conducts every year entrance exam for selecting Special Class Railway Apprentice (SCRA) to Indian Railways. * This program was started in 1927. Training * The selected candidates undergo a four-year rigorous training programme in Mechanical Engineering, Indian Railw ays Institute of Mechanical and Electrical Engineering, Jamalpur. * IRIMEE has signed a Memorandum of Understanding with Birla Institute of Technology, Mesra, Ranchi for the training. Degree Awarded * SCRAs get a Bachelor of Engineering degree in Mechanical Engineering after successful completion of four years of training. This degree is recognised by the All India Council for Technical Education. Career * On successful completion of the course they are posted as Assistant Mechanical Engineer (AME) in Indian Railway Service of Mechanical Engineers. * As they are posted directly as Group A officer they rapidly goes higher up in the ladder to become senior administrators of Indian Railways. Stipend and other Benefits Not only that SCRA Apprentices are trained at Railways expense, they are paid stipend at the following rates along with DA applicable: Year| Existing rate of stipend per month| Stipend per month| First| Rs. 4000| Rs. 9100| Second| Rs. 4000| Rs. 9100| Third| Rs. 4200| Rs. 9400| Fourth [First six months]| Rs. 4200| Rs. 9400| [Last six months]| Rs. 4400| Rs. 9700| * Special Class Apprentice moving from one headquarter to another in connection with their tr aining will be eligible for daily allowance for the period covered by the journey. Leave: Special Class Railway Apprentices may be granted leave on full stipend for a period not exceeding one month in any year of apprenticeship. * Medical facilities: Special Class Apprentices shall be entitled to free medical attendance and treatment at railway hospitals and dispensaries on the same scale as applicable to railway servants. * Travelling facilities: 2 sets of Pass and 6 sets of Privilege Ticket Orders (PTO) are admissible per year valid from anywhere to anywhere on Indian Railways. SCRA Exam * SCRA exam is conducted by UPSC and is one of the toughest exams in the country as each year there are only around 10 vacancies. For Admission to the examination a candidate must have passed in the first or second division, the Intermediate or an equivalent examination of a university or board approved by the Government of India with Mathematics and at least one of the subjects Physics and Chemis try as subjects of the examination. Scheme of Exam Paper| Subject| Time| Maximum   Marks| Part IPaper-I| General Ability Test (English, General Knowledge and Psychological Test)| 2 hours| 200| Paper-II| Physical Sciences (Physics and Chemistry)| 2 hours| 200| Paper-III| Mathematics| 2 hours| 200| Total| 6 hours| 600| Part II| Personality Test carrying a maximum of 200 marks in respect of only those candidates who are declared qualified on the results of written examination. | Selection to Group B Services Selected from serving Group ‘C’ employees by General Manager. Selection Board consists of 4 HODs including CPO and HOD of the department concerned. 70% vacancies are filled through a process of selection primarily based on seniority and 30% through a selection test known as Limited Department Competitive Examination (LDCE). Salient features of LDCE and Selection are given below: | Selection| LDCE| Eligible Grade| GP 4200| GP 4200| Service requirements| Min 3 years in the 4200| Min 5 years in the 4200| Who can appear the selection| Only those who are called as per seniority and vacancy available| All employees in concerned department who fulfill the above condition| Method of selection| Primarily seniority. Written test and viva-voce has to be passed. | Purely on the basis of written test and viva-voce(standard of written exam higher than that for Selection)| SC/ST Reservation| Applicable| Applicable| Seniority| Employees empanelled through selection will rank above those through LDCE| 70% Selection * Number of vacancies existing and anticipated for the next 2 years are taken into consideration. Delayed Selection If a selection procedure is delayed by more than one year then it will be conducted as per the procedure for Delayed selection as follows: * Number of vacancies for each of the selection should be assessed separately. * Field of consideration of eligible employees should be assessed separately starting from earliest selection. * Separate panel for each selection. Test * The test includes both written and viva in which marks for professional ability, record of marks, personality etc. are allotted. The panel is prepared with those getting 80% and above as outstanding and 60% to 79% as others. * In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalization of Group B Panel. Limited Departmental Competitive Examination (LDCE) To fill up 30% of vacancies in Group ‘B’ vacancies in Civil Engineering, Mechanical Engineering, Electrical Engineering, Signal amp; Telecommunications, Transportation and Commercial Department, Stores and Accounts. * Reservation of SC/ST as per extant orders. * The panel will be valid for the same length of time as the panel of selection. * Employees empanelled through 70% selection will rank above those through LDCE. Scheme of Examination * A written exam of a substantially higher standard than associated with normal selection and a  viva-voce. * Minimum pass marks are 60%. Names will be in order of merit on the basis of total marks. In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalisation of Group B Panel. Promotion to Railway Services, Group B Promotions to Group B posts shall be made by the General Managers except in the Security Department provided that such promotions are made in the strict order of placement on the panel recommended by the Selection Board; if any supersession of that order is involved, the matter should be referred to the Railway Ministry. The posts of Assistant Accounts Officers shall ordinarily be filled by selection from Group C railway servants who have passed the departmental examination qualifying for promotion as Section Officer (Accounts), Inspector of Stores Accounts/Inspector of Station Accounts or are exempted from passing that examination. Selection of APOs For selection to the post of Assistant Personnel Officers, the Recruitment Board has restricted the field of eligibility to the following staff only: Eligibility * Staff of Hindi Branch are not eligible. * Minimum 3 years in the Grade Pay Rs. 200 in Pay Band PB2 (9300-34800) (including services in the corresponding pre-revised grades). Pre-Selection Training The railways board has decided that pre-selection training should be given to the staff appearing for selection/ L. DC. E. for promotion from Group ‘C’ to Group ‘B’ posts to enable them to improve their performance. It has also been decided that as in case of S. C/S. T. cand idates, pre-selection coaching classes should be arranged for the candidates belonging to general category and this coaching should be treated as mandatory. Medical Fitness: Employees selected for promotion to Group ‘B’ service should be fit in all espects, including physical fitness, for the duties assigned to the particular category of posts to which the promotion is made. The Group ‘C’ employees qualifying in the selection for promotion to Group ‘B’ posts but not passing the prescribed medical standard should not be promoted to Group ‘B’. Recruitment to Group C Services The General Manager of Indian Railways Have full powers to make with regard in Railway servants Group ‘C’ and Group ’D’ under their control, provided they are not inconsistent with any rule made by the President or the Ministry of Railways. The power, do not authorize the General Manager to recruit persons without agency of the Railway Recruitment Boards (RRB) unless the Railway Board have issued special authorization. The recruitment to fill Group ‘C’ posts on Indian Railways shall be made through: 1. Direct recruitment through RRB established at various places on Indian Railways. 2. By promotion of Group ‘D’ service. 3. Direct recruitment of departments of crippled de-categorized or incapacitated employees retired on medical ground. 4. Direct recruitment of children of the employees who died while in service, on compassionate ground. . Direct recruitment through of handicapped persons. 6. Direct recruitment against the quota of sportsmen, cultural, scouts and guides. 7. Recruitment against specified categories such as teachers for Railway Schools and skilled or Artisen staff. Recruitment to Group C Services(By RBBs) * Made through Railway Recruitment Boards (RRB). * Panel formed by RRB after selection is forwarded to the Zonal Railway concerned. * The panel is valid for a year which can be extended by CPO. * Candidates have to pass the prescribed medical examination. * All appointments are made on probation for two year. For trainees/apprentices appointed to a working post after conclusion of their prescribed training. Probation period commences on date of such appointment. * It is obligatory for all trainees to pass a simple test in Hindi. The committee for conducting interviews for recruitment to Group ‘C’ post on the Railways/Production Units/RRBs will have minimum 3 members and must include officers representing SC/ST, minority and OBC Communities. The composition of the committee shall be- 1. Chairman RRB or Member Secretary RRB as chairman of the interview Committee. 2. Serving Railway officer of JA grade, including an officer of Department for which the recruitment is being made in case of difficulty in finding OBC officer in JA Grade a Sr. Scale OBC officer may be nominated in the committee. The officer so nominated will never the less be an equal member of the committee. No member should be direct subordinate to any officer member of the committee. The Candidate selected is placed on selection list in order of merit. The Recruitment Board sends the names of selected candidates along with their original application to the Railway concerned. Based on call letters send by Railways, the candidates on reporting for duty shall have to pass the medical examinations prescribed for each category. Recruitment to Group C Services (Selection) * Staff having 3 years of service can appear for selection test. * Successful candidates shall be placed in the order of merit except those who have obtained more than 80%  Ã‚  of marks. Jurisdiction of Railway recruitment boards (RRB) on various Zones/Divisions/Workshops are as follow:    Contact Details of Railway Recruitment Boards (RRB) 1) RRB Ahmedabad Website:  www. rrbahmedabad. gov. in/ Railway Recruitment Board, Ahmedabad. st Floor, Meter Guage Building, Railway Station, Kalupur,, Ahmedabad, Gujarat Pin: 380 002, Contact:  [emailprotected] in 2) RRB Ajmer Website:  www. rrbajmer. org Railway Recruitment Board, Nehru Marg, Near Ambedkar Circle,Ajmer – 305001 Contact:  [emailprotected] org 3) RRB Allahabad Website:  www. rrbald. nic. in Railway Recruitment Board Op posite to G. M. /NCR Building Near Subedarganj Railway Hospital Subedarganj Allahabad – 211 033. Contact:  [emailprotected] co. in 4) RRB Bangalore Website:  www. rrbbnc. gov. in Railway Recruitment Board Bangalore 18, Millers Road, Bangalore – 560046. Contact:  [emailprotected] om 5) RRB Bilaspur Website:  www. rrbbilaspur. gov. in Railway Recruitment Board, GM/SECR’s Office Complex Bilaspur (C. G) Pin: 495 004 Contact:  [emailprotected] com 6) RRB Bhopal Website:  www. rrbbpl. nic. in Railway Recruitment Board, Bhopal East Railway Colony, Bhopal – 462010 E-mail-  [emailprotected] in 7) RRB Bhubaneswar Website:  www. rrbbbs. gov. in D-79/80, Rail Vihar , B. D. A. Rental Colony, Chandrasekharpur , Bhubaneswar, Pin -751023,Orissa Contact:  [emailprotected] gov. in 8) RRB Chandigarh Website:  www. rrbcdg. org SCO 34, IInd Floor, Madhya Marg, Sector – 7-C Chandigarh Contact:  [emailprotected] o. in 9) RRB Chennai Website:  www. rrbchennai. net 5, Dr. P. V. Cherian Crescent Road, Egmore, Chennai – 600 008 Contact:  [emailprotected] railnet. gov. in 10) RRB Gorakhpur Website:  www. rrbgkp. gov. in Railway Station Road, Gorakhpur – 273012 Contact:  [emailprotected] co. in 11) RRB Guwahati Website:  rrbguwahati. gov. in Station Road, Guwahati Contact:  [emailprotected] in Online application facility is available in RRB Guwahati 12) RRB Jammu Website:  www. rrbjammu. nic. in Railway Colony (West), Jammu-180012 Contact:  [emailprotected] co. in 13) RRB Kolkata Website:  www. rrbkolkata. org Metro Railway A. V. Complex,Chitpur, Opp. To R. G. Kar Medical College amp; Hospital, R. G. Kar Road, Kolkata-700 037 Contact:  [emailprotected] net 14) RRB Malda Website:  www. rrbmalda. gov. in Kalibari Railway Colony, P. O Jhaljhalia,Malda – 732102, (West Bengal) Contact:  [emailprotected] in 15) RRB Mumbai Website:  www. rrbmumbai. gov. in Railway Divisional office compound,Mumbai Central, (E), Mumbai – 400 202, Maharashtra Contact:  [emailprotected] co. in 16) RRB Muzaffarpur Website :  rrbmuzaffarpur. bih. nic. in Lichi  Bagan,  Maripur,Muzaffarpur-842001 [emailprotected] in 17) RRB Patna Website:  www. rrbpatna. gov. in Railway Recruitment Board, Mahendrughat, Patna – 800 004. , Bihar Contact:  [emailprotected] in Online application facility is available. 18) RRB Ranchi Website:  www. rrbranchi. org Railway Offices Complex,Chutia, Ranchi-834027, Jharkhand Contact:  sec[emailprotected] org 19) RRB Secunderabad Website:  www. rrbsec. org Railway Recruitment Board Secunderabad South Lallaguda, Andhra Pradesh– 500017 Contact:  [emailprotected] com 20) RRB  Siliguri Website :  rrbsiliguri. org Subhashpally,Siliguri,District-Darjeeling,PIN-734001,(West Bengal) E-mail:  [emailprotected] org Online application facility is available. 1) RRB Thiruvananthapuram Website:  www. rrbthiruvananthapuram. net Thampanoor, Thiruvananthapuram – 695 001 Contact: [emailprotected] Recruitment to Group ‘D’ Service: Recruitment to all Group D posts will henceforth will be done by zonal railways directly Board guidelines for recruitment to group d posts. Guidelines for recru itment of group D staff by railway administration 1. Recruitment unit Requirement of all divisions/workshops/production units and other organisation falling within the territorial jurisdiction of the zonal railway will be clubbed together for the recruitment. . Periodicity of recruitment * Recruitment shall be done at intervals of one or two years. * Vacancies shall be counted as those existing in 1st January or 1st July of the year of recruitment plus those anticipated over the next one or two year. 3. Eligibility criteria * The educational qualification for recruitment to all posts in group D in the railways shall be class 8th passed. * The age limits for recruitment shall be as per extant instruction, with relaxation for specified categories as admissible under specific orders issued by Ministry of Railway’s from time to time. How to apply Candidate shall apply on plain paper, as per format indicated in the employment notice, directly to the deputy chief personnel officer. Fees may be charged @ Rs. 40 per candidate. However, no fee is to be charged from the candidates belonging to SC/ST categories. In his/her application, the candidate should mention the recruitment unit and posts applied for. Candidates should be asked to give option (maximum three) in order of preference for the division/workshops/production units/other organisation etc.. , within the territorial jurisdiction of the zone. If a combined examination is being held for more than one category of group d post, then the candidate should specify his preference for the posts also. No change of options shall be permitted at any stage subsequently. Written Exam Recruitment boards are conducting Written Exam first. 1. There will be total 150 multiple choice questions in the written exam. 2. The questions will be asked of 10th class level from these topics: * General Knowledge. * General Maths. * General Reasoning. * General Science. 3. After passing in Written Exam candidates have to face Physical Efficiency test, mainly Race of 1500 meter. Selection procedure The selection shall consist of a written test followed by physical efficiency test and medical examination. Medical Examination of Candidates for appointment to Non-Gazetted Railway services * Medical examination includes- (i) General physical examination, and (ii) Vision tests * Non-Gazetted Railway services are divided into different broad groups and classes like Group A(A-1,A-2,A-3), Group B(B-1, B-2), Group C(C-1, C-2). * Spectacles:   No glasses are to be permitted  for categories A-1 and A-2 and for Railway Protection Force staff where their medical category is B-1. Candidates in classes A-1, A-2, A-3 and B-1 on being medically examined shall be tested for color perception with the prescribed apparatus and recommended methods of examination. * For both Candidates and employees contact lenses shall not be permitted in category A and B. * Candidates  of classes A-1, A-2, A-3 and B-1 will be examined with regard to their vision in diminished light. * Cand idates  class A-1 will be examined to ascertain that the fields of  vision are not seriously restricted. * Candidates in Classes A-1, A-2, A-3, B-1 and B-2 will be tested for the presence of  binocular vision, i. . , peripheral fusion, depth perception and stereoscopic vision. * Candidates from A1 to B-1 categories may be examined in glaring light by providing  a 200 Watts Bulb 90 cm. Response to  glare and recovery time should be noted by examining the candidates. Fundus / Full Ophthalmology Examination: Compulsory in the following circumstances, 1. For all candidates in A-1. 2. For categories C-1 and C-2 when the power of lenses exceeds 4 D, the candidate should be  examined by an Ophthalmologist to exclude progressive eye disease. General Physical Examination: Candidate must be in good mental and bodily health and free from any defect likely to interfere with the effective performance of the duties of his appointment. Following are examined: * Measurement of height, weight and chest girth will be recorded. * The condition of heart and lungs. * The condition of teeth and gums (well filled teeth will be considered as sound). * Whether there is any evidence of abdominal disease. * Whether there is any hernia or tendency to hernia. * Whether there is free movement of the joints. Whether hearing in each ear is good and whether there is any disease of the ear. * Whether there is any speech defect. * Whether there is any communicable disease. * Hearing:   In the examination of hearing of the candidate/serving employee, the speaking voice test  will be employed. The use of hearing aid should not be permitted for candidates in categories A and B. * Speech:   Stammering is not to be considered a serious defect dis qualifying a candidate in clerical  duties, especially such of them as do not have to come in direct contact with the public. Head injuries:- Candidates in categories A-1, A-2 and A-3, when they come up for medical examination or re-examination, should give a declaration if they had a head injury earlier and if so, a history of the case, even though fully cured at the time of declaration. In the case of persons with past history of loss of memory, a full neurological examination and a fitness certificate from a neurologist would be required. A candidate who has one of the following will be rejected irrespective of the category of employment: Appeal Normally, candidate has no right of appeal , but if proof is produced as regards to the possibility of error of judgment in the decision of the examining medical authority, a re-examination will be ordered. Such evidence should be submitted within one month of the date of communication. * A medical certificate produced by candidate as e vidence about possibility of error of judgment should contain a note by the medical practitioner concerned that he is aware of the fact that the candidate has already been declared unfit by Railway medical authority. Medical classification of different categories of Railway staff A1| * Loco Pilot/ Asst. Loco Pilot * Motorman| A2| * Guards/Asstt. Guard/Pilot guard * ASM, Station Master, Station Supt. * Traffic Apprentices| A3| * Loco Inspector * JE/SE Camp;W * JE/SE Loco * JE/SE Works * JE/SE Signal amp; Telecommunication * Traffic Inspector * Trolleymen * Gatekeeper * YM/AYM, Trains Clerk * Bridge Inspectors, JE/SE Bridges| B1| * Gang men / Trackman * Permanent way khalasis * ESM/Tech Signal * Train Examination staff * RPF staff| B2| * Ticket checking staff| C1| * Section Controller * Booking Clerk * Station Clerk * Commercial Inspector * Telephone operator| C2| * Others| Standards Description for different Medical classification * A-1  Physically fit in all respects. Visual Standards —Distance Vision: 6/6,6/6 without glasses. Near Vision: Sn: 0. 6,0. 6 without glasses (must clear fogging test) and must pass test for Colour Vision, Binocular Vision, Field of Vision amp; Night Vision. * A-2  Physically fit in all respects. Visual Standards—Distance vision: 6/9,6/9 without glasses. Near Vision: Sn: 0. 6, 0. 6 without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision amp; Night Vision. * A-3  Physically fit in all respects. Visual Standards—Distance Vision: 6/9,6/9 with or without glasses (power of lenses not to exceed 2D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision amp; Night Vision. * B-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power of lenses not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Colour Vision, Binocular Vision, Field of Vision amp; Night Vision. * B-2  Physically fit in all respects. Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Field of Vision. * C-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, 6/18 with or without glasses. Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required. * C-2  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, Nil with or without glasses. Near Vision, Sn: 0. 6 combined with or without glasses when reading or close work is required. Verification of Character and antecedents of Railway employees on appointment through RRB: * Before making an  appointment to the Railways it is the responsibility of the appointing authority to satisfy itself about the identity and suitability of the candidate according to the prescribed criteria. * Detailed verification of character and antecedents would be applicable in case of: 1) Group ‘A’ Posts. 2) Group ‘B’ posts. 3) Group ‘C’ and ‘D’ posts of all those offices in which detailed verification is considered particularly necessary in the interest of security by the Administrative Ministry of office. ) Cases in which simple verification cannot be done because of the candidate’s inability to produce a certificate of character. * Attestation form in respect of the categories where detailed investigation is necessary attestation form has to be referred to District Magistrate * Simple verification would be applicable to appo intments to all other posts viz: a) Posts of LDCE and posts of equivalent grade and all Group ‘D’ posts in the Government of India Secretariat and its attached offices. b) Group ‘C’ amp; ‘D’ posts under the Government of India in subordinate offices. Exception can be made to the general procedure and detailed verification may be done for some posts/services/departments. * All appointing authorities should clearly indicate at the top of the attestation forms the type of verification required to be done, i. e. , Detailed Verification, Record Check or Simple Verification. DATA ANALYSIS AND DATA INTERPRETATION Data Interpretation Questionnaire was prepared for the purpose of getting feedback from the employees and APOs regarding â€Å"Recruitment and Selection Procedure† of their company. 5 employees and selected from different department and were distributed the questionnaire from the purpose of the study. Analysis of Data The analysis of t he data is done as per the survey finding. The data is represented by graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of pie-charts. QUESTION: What are the sources for recruitment and selection? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Internal| 5| 20| 2. | External| 8| 32| 3. | Both| 12| 48| About 48% of the employees said that they prefer both internal as well as external source for recruitment and selection. 20% of the employees said that they prefer internal source for recruitment and selection. 32% of the employees said that they prefer external source for recruitment and selection. QUESTION: Which method do you mostly prefer for recruitment and selection preferred way of recruitment? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Direct| 5| 20| 2. | Indirect| 2| 8| 3. | Third Party| 18| 72| About 20% of the employees said that they prefer direct recruitment and selection. % the employees said that they prefer indirect recruitment and selection. 72% the employees said that they prefer third party recruitment and selection. QUESTION: When do you prefer to go for manpower planning? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yearly| 15| 60| 2. | Quarterly| 2| 8| 3. | No Fixed Time| 8| 32| Around 60% of the employees said that they prefer yearly manpower planning. 32 % of the employees said that they do not follow any pattern they don’t have any fixed time manpower planning. 8% of the employees said that they prefer quarterly manpower planning. QUESTION: Do you think the present recruitment policy is helpful in achieving the goals of the organisation? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 10| 40| 2. | No| 7| 28| 3. | To some extend| 8| 32| Around 40% of the employees said that the company’s recruitment policy is helpful in achieving the goals. 28 % employees said that the company’s recruitment policy is not helpful in achieving the goals. 32% employees said that the company’s recruitment policy is helpful to some extend in achieving the goals. QUESTION: Is there any provision for evaluation and control of recruitment and selection process?

Financial Ratio Analysis of British Airways The WritePass Journal

Financial Ratio Analysis of British Airways INTRODUCTION Financial Ratio Analysis of British Airways INTRODUCTIONFinancial AnalysisCurrent Ratio:Interpretation:Quick Ratio:Interpretation:Stock Turnover:Interpretation:Debtors Collection Period:Interpretation:Creditors Collection Period:Interpretation:% of Wages:Interpretation:Gearing Ratio:Interpretation:Fixed Assets Turnover:Interpretation:Total Assets Turnover:  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚    £mReturn on Capital Employed:Interpretation:Gross Profit %:Interpretation:Net Profit %:Interpretation:Margin al Ratio:Interpretation:Solving Ratio:Interpretation:Assets Cover:Interpretation:Operating Ratio:                                                                                                                                                                                                                         £mInterpretation:IMPACT OF EVENTS:  RECOMANDATION:CONCLUSION:References:Related INTRODUCTION British Airways is the largest international airline in the world. It is based at the busiest international airport of the world named Heathrow Airport with holding 42% of land slots. It has a global flight network through partners such as American Airways in US and Qantas in Australia. It serves about 150 destinations in some 75 countries. British Airways is, through its subsidiary British Airways World Cargo the words twelfth largest cargo airline. British Airways world cargo has global fright opportunities through the British Airways flight routes. Due to recession, British Airways faced loss in the year 2008-09. So the company took the decision to get merged with Lberia. As a result it reported half yearly profit of 158m, first in last two years. In 2010 it revealed the double whammy of volcanic ash cloud from Iceland and cabin crew strikes. British airways reported a pre-tax loss of 164m, larger than 148m loss it made in the same period last year. But they performed really bette r at the end of the current year and gained profits. ND British Airways’ earliest predecessor was an Aircraft Travel Pvt. Ltd. It was found in 1916. On August 25, 1919 the company inaugurated the world’s first scheduled international airways service. In November 1936 British Overseas Airways Corporation was found. The long term service was started by British European Airways in 1946. After the integration of British Overseas Airways Corporation and British European Airways, British Airways was found in March 1974. Company was officially incorporated in the year 1984. Company’s operational headquarter is situated at Heathrow airbase. Company serves to more than 150 top destinations of the world and carries about 32 million passengers on average annually. British Airways faced many ups and downs during its journey. Company faced losses due to the strike of its crew members. The strike continued for 22 days and led company to the estimated loss of  £150m. After earning good profits in the previous years, it faced huge collapse during mid of 2008 and it continued for around two years. In 2010 company announced to merge with Lberia. And finally on April 8, 2010 the combination was established. After this combination, now at the end of this year it is estimated that company will have profits. Combination of British Airways and Lberia will lead company to great profits. Performance is improving day by day. Performance of last six months is far better than previous time period. Financial Analysis Current Ratio:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚    £m Years 2009-2010 2008-2009 2007-2008 Current Assets 2674 2346 3148 Current Liabilities 3740 4142 3244 Proportion 0.71 0.57 0.97 Interpretation: This Ratio is to calculate that which assets we can turn in to cash. In current liabilities we count long term borrowings, Bills payable etc. The ratio in year 2008 was 0.97which came down in year 2009 to 0.57 and in 2010 it was felt down to 0.71. This shows the current assts are recovered in 2010 after fell down in 2009. Quick Ratio:  £m Years 2009-2010 2008-2009 2007-2008 Liquid Assets 2576 2219 3036 Current Liabilities 3740 4142 3244 Proportion 0.69 0.54 0.94 Interpretation: This ratio is to calculate the liquid assets of the company. In year 2008 ratio was 0.94 which reduced to 0.54 in year 2009 but once again in year 2010 it came back to 0.69. The reason behind that current liabilities effects ratio indirectly. Stock Turnover:  £m Years 2009-2010 2008-2009 2007-2008 Sale 7994 8992 8758 Stock 98 127 112 Proportion 82days 71days 79days Interpretation: The average number of Days Company hold the stock called stock days. In year 2008 the stock turnover was 79 days it slight came down in year 2009 to 71 days but in year 2010 it again went up to 82 days. Company should circulate their stock and generate cash in small days for better growth. Debtors Collection Period:  £m Years 2009-2010 2008-2009 2007-2008 Debtors*365 182135 193450 213890 Sales 7994 8992 8758 Proportion 23days 22days 25days Interpretation: Sale or investment in fixed assets is good but company should check their debtors. This ratio helps to calculate that average in what time company receive money from debtors. British Airways debtor’s collection period in 2008 was 25days which came down in year 2009 to 22days and in2010 to 23days respectively. It is good sign for company is able to collect money in short period. Creditors Collection Period:  £m Years 2009-2010 2008-2009 2007-2008 Creditors*365 227395 243090 236520 Cost of Sales 7994 8992 8758 Proportion 29days 28days 28days Interpretation: This ratio is almost same like debtor’s collection period ratio the only difference is that this ratio is to calculate in what time company pay to their creditors. In 2008ratio was 28days which remained same in year 2009 it slight up in year 2010 to 29days. It shows that company’s reputation is very good for payment. % of Wages:  £m Years 2009-2010 2008-2009 2007-2008 Wages*100 134600 146600 143300 Sales 7994 8992 8758 Proportion 0.17% 0.17% 0.17% Interpretation: This ratio helps to calculate averagely how much company spend to sale the goods or provide the service. In year 2008 this ratio was 0.17% which remains also same in next two years. It means company’s good management is able to control the wages. Gearing Ratio:  £m Years 2009-2010 2008-2009 2007-2008 Short term lib. overdrafts+ Long Term Lib. *100 509700 504900 518400 Shareholder funds 1913 1644 3033 Proportion 267 307 171 Interpretation: In gearing Ratio Company finance it from high level loans. In year 2008 this ratio was 171 but in year 2008 it rapidly up to 307in year 2009 but in year 2010 it again come down to 267. It means company did well after 2008 to maintain their gearing ratio. Fixed Assets Turnover:  £m Years 2009-2010 2008-2009 2007-2008 Sales 7994 8992 8753 Fixed Assets 7520 7802 7890 Proportion 1.06 1.15 1.11 Interpretation: This ratio shows the increase and decrease in utilization of company’s fixed assets. In year this ratio was 1.11 which slight increase in year 2009to 1.15 but just come down in year 2010 to 1.06. Fixed assets somehow depend on the sale of the company. Total Assets Turnover:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚    £m Years 2009-2010 2008-2009 2007-2008 Sales 7994 8992 8753 Total Assets 10194 10148 11038 Proportion 0.79 0.89 0.80 Interpretation: This ratio helps to measure that what is the ratio of company’s total assets turnover. Company’s total assets turnover was 0.80 which was just more in year 0.89 and in year it just down in year to 0.79. Return on Capital Employed:  £m Years 2009-2010 2008-2009 2007-2008 P.B.I.T or (L.I.B.T)*100 (53100) (40100) 88300 Long Term Liabilities+ Share Capital 6472 6006 7794 Proportion -(8.23) -(6.68) 11.33 Interpretation: R.O.C.E ratio is the perfect way to calculate the profitability of the company. R.O.C.E of British Airways was 11.33 in year 2008 which became negative in next two years 2009 and 2010 to -6.68 and -8.23. It clearly reflects that company’s revenue goes up but its profit falls down. It means that company went in loss in last two years. Gross Profit %:  £m Years 2009-2010 2008-2009 2007-2008 Gross Profit*100% (23100) (22000) 87500 Sales 7994 8992 8753 Proportion (0.03)% (0.03)% 0.10% Interpretation: G.P ratio is the share of the company compare to its sales. Gross profit is the margin on sales before deduct tax. In year 2008 company’s profit was 0.10% but in next two years company faces loss ratio 0.03% equally. It means that company definitely not being successful to improve their revenue to make the profit. Net Profit %:  £m Years 2009-2010 2008-2009 2007-2008 Net Profit/(Loss)*100% (42500) (35800) 69600 Sales 7994 8992 8753 Proportion (2.45)% (4.46)% 10.09% Interpretation: Net profit is the remained profit after deduct tax. This amount is the net amount of the company. British Airways conclude 10% net profit in year 2008 but in next two years 2009 and 2010 it shows the loss 5% and 10%. It shows overall strength of the organization. These ratios prove that company faces losses from last two years. Marginal Ratio:  £m Years 2009-2010 2008-2009 2007-2008 Net Profit/(Loss) (425) (375) 680 Sales 7994 8992 8753 Proportion (0.06) (0.05) 0.08 Interpretation: Marginal ratio is to calculate the margin of company on net profit. This ratio is very flexible ratio. The marginal ratio of the company in year2008 was 0.08 but in next two years it goes in to negative (0.05) and (0.06). Because company face losses in these two years so it effect marginal ratio of company. Solving Ratio:  £m Years 2009-2010 2008-2009 2007-2008 Shareholder funds *100 191300 164600 303300 Total Assets 10194 10148 11038 Proportion 18.77 16.22 27.48 Interpretation: This ratio clearly shows that the solving ratio percentage is down from last 2008 year continuously. In year 2008 the ratio was 27.48 which were good but after that in 2009 it came down to only16.22 but it starts recovering from last year. It is now good sign for company. Assets Cover:  £m Years 2009-2010 2008-2009 2007-2008 Total Assets 10194 10148 11038 Long Term Debt 3446 3074 2751 Proportion 2.96 3.30 4.01 Interpretation: Assets cover ratio of the company is coming down from last three years. In 2008 it was 4.01 but in year 2009 it reduced to 3.30 in year 2010 it again fell down to 2.96. This is really not a good sign for the company. Index is enlightening that company’s assets are sharing high proportion of debts which indicates that shareholders are losing faith in company’s performance. Operating Ratio:                                                                                                                                                                                                                         £m Years 2009-2010 2008-2009 2007-2008 Operating Expenses 8225 9212 7880 Net Sales 7994 8992 8758 Proportion 1.03 1.02 0.90 Interpretation: This ratio shows the overall efficiency of organization. It is an important ratio for any company. In 2008 company ratio was 0.90 which climb up to 1.02 and 1.03 in years 2009 and 2010. It is a good sign for company. It means company will took up their profit in future. IMPACT OF EVENTS: British Airways faced biggest loss of its history  £401 million in year 2008-09. The reason behind that were 15days cabin crew strike and ash cloud due to volcano explosion in Iceland. But April 2010 bring some relief for British Airways when they successfully merge with Lberia the Spanish airways company. After this merger company come back on track company report  £158 million profit in first six months after merger. There was an unexpected raise of 8.4% in revenue. After two years continues loss company first time come up with profit. British Airways expecting good result and definite increase in their profit.   RECOMANDATION: British Airways is very well known company. It is true that company faces losses continuously from last two years, But Company handle the situation very effectively. The company merge with Spanish airways company Lberia. After this merge company is come back on track company had made  £158m in first six months. So it is advisable that still company is trustable. After all these still British Airways has bright future. CONCLUSION: After analyse ratios it conclude that British Airways pass through lots of up and downs. Company faces losses from last two years continuously. Still company is able to run their business effectively. In year 2008 company revenue was 8753 which slight up in 2009 to 8992 but in 2010 it was again fall to 7992. There is no doubt that company’s revenue come up in 2009 but if we see company’s gross profits and net profits ratios, company is in loss from last two years continuously. In year 2009 company G.P ratio was (2.45) and in 2010 was (2.89).Same in net profit/(loss) ratio in 2009 was (4.46) and in year 2010 was (6.64). In R.OC.E ratio also shows the negative return after 2008. In 2009 ratio was (6.68) in 2010 it was come up to (8.23). But after merging with Lberia in April 2010 British Airways starts deal with profits which is good sign for company. So it concludes after two years losses still company’s future seems bright. References: https://fame.bvdep.com/version-2011222/cgi/template.dll?checkathens=1kick=1product=1user=student%40beds.ac.ukpw=dsQVymWfUHCPaHwR7YzRVg%3d%3d 20th march 2011 www.Britishairways.com 22nd march 2011 Dyson, John R. Accounting for non-accounting students 8th edition. FT Prentice Hall.

Reflection about taking handover from the ambulance crew for the first Essay

Reflection about taking handover from the ambulance crew for the first time as a student nurse - Essay Example Reflections help nurses and other professionals meditate on their interactions with their colleagues, identifying any room for improvement hence, for better future performance while also at the same time enabling an individual assess the ways in which a situation can be handled much more effectively in the consequent days/ encounters (Koerner, 2011, 652). It is equally a chance to become more self-aware, self-directing and more in touch with their surroundings (Wilson, 2013, 997). The following is a clear and relatively easy to follow reflection about the first time I was placed in the accident and emergency unit for ambulance handovers. The events of the handover took place on the first day on which I was posted in the accident and emergency (A & E) unit. It was around 10 am when the emergency department got a phone call informing us of a flurry of patient arrivals. There had been a building collapse at a local construction site and since we were the closest medical facility in the vicinity, all of the victims would be rushed into our accident and emergency unit. After getting a rough estimate of the number of patients that were rescued from the site and coming in, the head of department divided the workforce in his department into various sub-units that would each deal with a particular patient and provide them with personalized care. Each unit then set up a chain of command and distinct roles assigned to each member. My primary function during the handover in my unit was to verify and complete the Patient Report Form (PRF) since we anticipated (rightly) that the patients would be rushed to the resuscitation room before the information from the ambulance team fully received. My mentor was the head of our unit. Before the arrival of the ambulance team, we were connected to video and radio feeds that gave vital updates and conditions of the patients, which I took down

The Five Functions of Management Essay Example | Topics and Well Written Essays - 1250 words

The Five Functions of Management - Essay Example According to Denhardt and Vinzant (2008), there are five functions of managers in any organization that must be undertaken effectively to ensure successive growth of any organization. The manager must perform the functions of planning, organizing, commanding, reporting and budgeting functions in an organization. These activities are the real meaning of management. They must be performed if enterprises are to achieve any meaningful growth in terms of revenue collection. At the place of work, the manager in his duty of planning makes sure that the organization moves on into the future effectively, the manager is also well organized. To the manager, planning is a full time event. He makes plans for the whole organization while other managers prepare plans for the departments they are in direct control of. In my organization, planning is one managerial function that is often easy to overlook. Some managers often get held up in the hectic pace of conversations, meetings, and deadlines; they therefore neglect their management duties. However, the most effective managers at the work place are aware of the time they take in carrying out planning activities, whether for the business or for their selves. Good planning practices by the general manager pay rich dividends to the organization. Planning is closely linked to the process of making decisions in the organization. The manager gets involved in any aspect of managerial work that cuts across several othe r areas (Koontz & Weihrich, 2006).... In any work place, planning is the primary function of the manager. All other duties come after planning since the manager first plans before he reacts. The manager determines in advance, the objectives and goals and coming up with a course of action in achieving the set objectives. To the manger, planning involves, looking ahead and deciding what is to be done, when and where it is to be undertaken (Randhawa, 2007). On his duty of organizing, the manager performs several other duties including the division of the organization into different departments, drafting levels in the organization’s hierarchy as well as making decisions on those responsible for certain areas and who to report to incase there are problems. At the work place, especially in specific departments or division, organizing involves the task of defining specific positions and jobs. Themanager does the duties of designing the job. However, the assignment of individuals to such positions involves the staffing ra ther than the organizing function of the manager (Randhawa, 2007). On staffing, the manager performs functions of recruiting, training and developing the skill of the new employees to the organization. Staffing functions are normally described as personnel management or in most cases, hum resources management. Tasks such as hiring, training and firing are examples of the of the staffing or personnel function that the manager undertakes at the work place. The manager, when dealing with employees, employs important communication skills and motivation as well as the capability to make informed choices about whom to recruit or hire into the organization (Rao, 1999). Further, the manager in ensuring the smooth running of the organization performs the functions of directing. Directing is the

The Future of Books Essay Example for Free

The Future of Books Essay The past decade has seen the unparalleled development of electronic devices. And the subversive popularity of e-books plays a crucial role in this process. Nowadays, it’s quite common to see a portable iPad instead of piles of heavy books in a teenager’s backpack. An increasing number of people prefer to tap on screens rather than turn paper pages. Because of this mounting craze, some people anticipate that with the looming momentum e-books will ultimately take the place of traditional print books and dominate the market, which has stirred up a heated debate. From my point of view, I really doubt such a pessimistic judgment of the outlook of paper books. People have been using paper books for thousands of years. In gratitude to paper books for initiating us into the world of knowledge, we have formed a deep-rooted attachment to them, which stays on inwardly all the while. So it’s hardly feasible to abandon this habit radically. Actually, paper books have already become a part of reading itself. How can you let those ardent readers who will go through fire and water for paper books give up the smell of ink and the touch of papers? Nevertheless, those manufacturers salivating over prospects for e-books keep telling us there are a sizable number of advantages in order to plunge customers into the craze and boost sales. But if you consider their recommendations carefully, you can uncover that e-books are not completely ideal choices. Firstly, they say that e-books are much cheaper. Apparently, they make no mention of the fact that e-readers are expensive. What’s more, let’s take iPad as an example. Apple Inc has already shipped three generations of iPad. So a lot of consumers keep trading up almost annually regardless of the high price, which amounts to a waste of money to some extent. Secondly, some people say that e-books own better portability. In most cases, however, we only need to carry one or two books with us, which is not that inconvenient. On the contrary, e-readers can be targets of theft and batteries are readily dead, which will afflict users a lot. But traditional books are devoid of these problems. Last but not least, there are really too many distractions on e-readers, which may make us sink into other entertainments and use e-readers secondarily for reading, not to mention its harm to our eyesight. All in all, I believe with the craze simmering down, people will smell the coffee and find that e-books cannot hold a candle to paper books in many ways and make their sensible decisions by choice. E-books won’t emulate traditional books and take charge of the whole market. We won’t pine for the passing golden age of traditional books in that they will be always there waiting for us.

The Modern Day Gikuyun Farmer :: Economics Kenya Agriculture Essays

The Modern Day Gikuyun Farmer The following are excerpts from a research project undertaken by Ramya Bavikatte on her Washington Semester at American University. Ramya traveled with her class to Kenya, where she learned more about the issues of small holder agriculture and the Gikuyun farmer. The purpose of this research project is to study the economic and social implications of smallholder agriculture in Kenya. The shift of smallholders from subsistence farming to cash crop farming created significant changes in the standards of living, social security, reproduction, and the sexual division of labor. With the strong social impact of commercial farming, many Kenyans are wondering whether they are materially better or worse off than they were thirty five years ago. One of the most evident ways in which commercial agriculture affects the Kenyan people is through ecological and land degradation. Due to the ever-increasing pressures put on the land, frequent aridity has led to greater risk of a bad harvest or even famine. Food relief to Kenya has become more common, therefore elevating the dependency on donor countries. Since a well-organized system of providing social security does not exist in Kenya, the best assurance of economic security comes through the ownership of land. In addition to the land security, commercial agriculture provides an inlet for added security through market extensions. Market extensions aid farmers and their families by providing loan and investment services. Unfortunately, the population boom in Kenya, as everywhere in Africa, means less land and agricultural opportunities; consequently, the increased rural density has forced people to seek work in the cities. Although the city dwellers have more control over their work conditions, they are by no means financially stable since the work will inevitably be in the informal sector. All the needs of the city dwellers must be met by cash payments, of which they rarely have enough. Perhaps commercial agriculture is not entirely to blame for the population boom. It could be considered, however, as a catalyst for industrializatio n. Industrialization coupled with commercial agriculture will exacerbate social tensions already in existence among the Kenyan people. Any shift towards higher productivity or income growth in the population as a whole must increase the range of wealth differences. Unfortunately, the economic gap between the North and South grows as wealth continues to transfer of the North's sector. The Natural Environment of the Gikuyu Farmer Gikuyuland makes up a large portion of the great East African plateau.

Marketing Mix Dell

marketing opporunities & MARKETING MIX ASSIGNMENT LENOVO VS DELL BRANDS: Lenovo:The company was founded in 1984 by a group of eleven engineers, headed by Liu Chuanzhi, in Beijing. This company had become the biggest PC manufacturer of domestic and distributed third party products through its wholesale business. Today,these two companies lenovo and IBM are united under the Lenovo name. With Lenovo's landmark acquisition of IBM's Personal Computing Division in May 2005, the new Lenovo is a leader in the global PC market and products serving enterprises and consumers the world over. Dell:Dell Computer was founded as PC's Limited in 1984 by university student Michael Dell. The company was so successful that within two years PC's Limited had distribution offices in Europe, and changed it's grammatically-incorrect name to Dell Computer Corporation. Selling assembled computers from his dormitory room, By 1991, seven years after selling it's first computer, Dell Computer Corporation was listed in the Fortune 500. Dell was one of the first companies to offer computers for mail order via the Internet. The Dell Coupon program made many Internet models cheaper than other brands, and continues to be popular to this day. MARKET SEGMENTS From homepage of Lenovo , we can see, there are two main part of his market segments : Professional-grade and Lifestyle. Professional-grade like server computer , the top-level desktop and laptops. These products always make for the professional staff or hardcore players (hot game players). They are very expensive , more than fifteen thousands RMB. But lifestyles are cheaper and closed to our wallet . You can only pay about five thousands RMB. To dell, they are divided into four levels. For home. For small and medium business For public sector and For large enterprise. So we can chose the right level that is perfect for us. From above-mentioned, we can see Dell is more refinement than lenovo and so convenient that chose we need from their homepage. Lenovo's computers on the main advantage reflected in the price for China's national conditions, but Dell's computers main advantage is personalized for each consumer to customize their computers. DELL is primarily direct online marketing, so he saved a lot of middle cost in the links, so if the same price DELL is better than the Lenovo’s . But Lenovo is the state-owned brand, he has the town level dealers , so warranty is more convenient . Even though dell and his similar products in the high cost, but he has little dealers, and only at the provincial level can warranty. DISTRIBUTION: Both of them are global multinational corporations. They operate in the world, products are sold in all countries. Lenovo is headquartered in New York, Purchase. Two main operations center set up in Beijing and North Carolina. The sales network of Lenovo's throughout the world. Lenovo has more than 19,000 employees in the world. Lenovo,the largest IT supplier of China, is making moves to consolidate its distribution channels nationwide to streamline its sales in retail sectors and spark profitability. Dell has 13 markets in the region to carry out linear order business at present. Including Australia, Brunei, China, Hong Kong, India, Japan, Korea, Macau, Malaysia, New Zealand, Singapore, Taiwan and Thailand. Dell's new plant in Xiamen, is the second production base in China. It is the fifth largest market for Dell in the world and the fastest growing markets business development. PROMOTION: Commercial desktops are likely to be the backbone of the international market Lenovo race, and China is the largest piece of â€Å"experimental field. † Lenovo has agents through the distribution to the provinces. Through increased the influence of brand to cities to open up new markets. The success of Dell's direct model is that the main factors: first, rapid response, on-demand production,Powerful order processing system and production system; Second, powerful data processing capabilities and advanced information management technologies; Third, the excellent customer service, strong call center services; Fourth, a strong and efficient supply chain; s Fifth, low cost and price wars. CONCLUSIONS: Lenovo's corporate culture is people-oriented. Lenovo believes that talent is the development of the productive forces. Therefore, the association proposed for each employee to provide equal development opportunities. Employees and business are interdependent and mutually reinforcing . Dell's corporate culture, summed up by the company as â€Å"Dell soul†, which describes how Dell is a kind of company, it is the Dell service code of conduct for customers around the world, it eventually became Dell's â€Å"winning culture† basis. Difference: Lenovo is the mode of distribution . Dell is the direct model. Lenovo's core idea: the pursuit of individual employees into long-term development into the enterprise. Dell's core competencies: No direct sales, direct sales model is based on low-cost operating system for parts supply and assembly of the implementation of capacity. Both the Lenovo or Dell are staring at each other tightly, while Lenovo is lagging behind Dell now. Clearly, Dell and Lenovo are the real heart of the competitors of the other side. Lenovo is the leading of Asia-Pacific region, while the region's growth and development potential can not be ignored by Dell, dell is also focus on the global market. Lenovo make Dell feel more and more pressure . ———————– [pic]