Persuasion and Public Opinion Assignment Example | Topics and Well Written Essays - 2250 words

Persuasion and Public Opinion - Assignment Example However, this time the basic argument revolved around the Obama Care. In order to further understand the real reasons for the shutdown it is important to first analyze the Care Act of President Obama which is primarily responsible to ensure affordable healthcare throughout the nation. As the name indicates the Obama Care is solely based upon providing accessible health opportunities to the American people. It was initiated in 2010 whereas people are required to get their registrations until 2014 (Repeal ObamaCare or Defund ObamaCare?, 2013). Thereafter they would be able to gain extra health benefits including all the preventive services. Additionally it will give the health insurance by simply regulating the existing laws and increasing the rights of the insurers. Obama Care became the main cause of shutdown in October 2013 because the Republicans were aiming to defund it. In fact they insist that the new budget must disrupt the funding for the affordable care act of Obama while in contrast to this the Democrats persist over their position and refuse to accept the bill (Cowan, 2013). Reaction of Republicans and Democrats Although the healthcare law isn’t directly associated with the budget of US government or the financial plans but it has been used as a persuasive technique by the Republicans. For instance, they argued that the President’s domestic policy is going to severely harm the country and its economic position. This was further related with the much deeper ideas of the Affordable Care Act and the Patient Protection which actually requires the American people to go for a health insurance. Consequently, the employers... This essay stresses that on October 1, 2013, America stimulated a fractional shutdown of the government. This primarily happened because the ruling political party was unable to accept the idea of reducing the federal spending. Consequently, the national government had to undergo a shutdown which affected thousands of government officials whereas most of the important government services were delayed. This discussion explores that the healthcare law isn’t directly associated with the budget of US government or the financial plans but it has been used as a persuasive technique by the Republicans. For instance, they argued that the President’s domestic policy is going to severely harm the country and its economic position. This was further related with the much deeper ideas of the Affordable Care Act and the Patient Protection which actually requires the American people to go for a health insurance. Consequently, the employers would be affected and the finances would go beyond the limits of federal government. In addition to this, the Republicans also tried to gain the weightage of public opinion by stating that the burden on employers in form of medical taxes would eventually increase the chances of oversea jobs. Republicans basically tried to persuade the employers so as to gain their consent and support in the entire case. They did so because the medical taxes and i nsurances are largely supposed to increase the expenses of employers.

College Life Essay Example for Free

College Life Essay I was really excited to go on college by the time I step on the stage and got my diploma. During college applications, I would always think of what college has to offer far from high school. I would imagine myself walking around the university’s corridor from building to building, meeting new and unfamiliar faces, involving into different school activities and enjoying a lot of my free time. I would also see myself in a more mature role as a Mass Communication student of Pamantasan ng Lungsod ng Maynila which is I think a big challenge. However, I fear that college might be hard for me as a freshman. I wonder who are going to be my friends, will I be with the good ones or the other way around, what type of professors I’ll be dealing with, where should I and most importantly, how can I cope up with these changes that I can’t even sleep that night before our first day of school. And these are the things I’ve encountered so far. The whole set up of college is totally different from high school Embracing a change is certainly a difficult one. It took me a lot of adjustments to familiarize things in college. It is true that in college you are the master of your time. You should know how to manage your time preparing for school, during vacant hours and free time. Since I’m from Cavite which is a 2 hour ride going to Manila (heavy traffic not included), I should have a time allowance so I can’t be late on my first subject. Technically, if I have a 7 am class, I should be up at 4 am for preparation then at 5 am I must go. Same with going home and this is very tiresome. During my vacant, instead of wandering somewhere I will do my assignments so when I came home, there’s nothing to worry about. With my schedule, I can rarely bond with my parents and siblings at home because I must make the most out of my time to do what is needed and that often left me no personal time. I can no longer join family gatherings or social parties because if I do, I would sacrifice my time for sleep and rest. My time is being calculated and I think that’s the worst part of being a college student. On the other hand, my social life broaden with the new friends I’ve met in college but at first I find it hard to be comfortable with them because I’m still looking for the same qualities of my friends in high school. Because of it, I barely enjoy my time with them which is not healthy. That’s the hardest part in me that I struggle, to open up myself for new opportunities. The next adjustment that I had was in terms of money. Back in my high school, I am not really into allowances because IÂ  had my pack lunch and school service. Whenever I need something, I’ll just ask my parents and they will give me the amount of money I needed. But when I entered college, I started to budget everything I need with my allowance – fare, food, and school stuffs. Especially with my school environment since it is near SM Manila and those tempting, low-cost stores scattered anywhere. With that, I learned to save money and prioritize my needs over wants that leaves no room for extras.

Criminology Essays Crime, Punishment, and Life in Prison

Criminology Essays Crime, Punishment, and Life in Prison Crime, Punishment, and Life in Prison Definitions of prison: A place confinement of persons in lawful detention, especially persons convicted of crimes A place or condition of confinement or forcible restraint A state of imprisonment or captivity Get help with your essay from our expert essay writers Why do many people end up in a prison cell? There is no straight answer to this question. There are many reasons why there are so many prisoners in the world today, and to each crime there is a motive. This could be drug related, money related, gang related, marital breakdown or even from a person that has suffered mental and physical abuse in the past. The only person that knows why a crime is committed is the criminal him/her self. As much as we try to understand how a criminals mind works, we can never be sure, but mostly relates to violence, as Michel Foucault says: All human behavior is scheduled and programmed through rationality. There is a logic of institutions and in behavior and in political relations. In even the most violent ones there is a rationality. What is most dangerous in violence is its rationality. Of course violence itself is terrible. But the deepest root of violence and its permanence come out of the form of the rationality we use. The idea had been that if we live in the world of reason, we can get rid of violence. This is quite wrong. Between violence and rationality there is no incompatibility. He tries to explain that even though there is so much violence in world today, it can be removed. Example of how a criminal is infiltrated to be put behind bars An example of a motive would be the Mafia. Their motives to kill are to earn respect, to control areas, to become a major force in the world, and to own as much as they can. An example of how mafia are in prison is of Joseph Pistone AKA Donnie Brasco. Joseph Pistone was an undercover FBI agent that infiltrated the Mafia, which led to over 200 indictments and over 100 convictions. It also meant that even though his mission was over, Joe Pistone never again became Joe Pistone due to the $500,000 price tag that the inmates had put on his life(taken from the novel my life in the Mafia). Even behind bars, the Mafia inmates still have a powerful impact on society. There are many other organisations which have members behind bars that still manage to operate with the outside world. As money talks, this could have something to do with Police either being bribed, or too afraid for their lives. Our views on life in prison and injustice The way that society view life in prison is influenced through movies and through reality TV shows e.g. programmes on reality TV and bravo. Movies only show the viewer what they want to see. Many movies about prison have no care to show the viewer how prison is really like. For example The movie Mean machine. The movie shows that the life of a prisoner is not even punishment. Yes they are being watched everyday, but its shows that they have the liberty to do whatever they please. In some ways it does portray the life of criminal gangs i.e. Mafia. Triads etc, but it does not meant that every inmate lives like this. In some cases, the legal system really lets the victims down. An example of this would be the death of Jamie Bulger. 2 year old Jamie Bulger was kidnapped at a shopping mall by Robert Thompson and Jon Venables, both aged 10. they brutally murdered him. Even thought they were children, their sentencing was not a fair hearing. In prison, they have used around 2 million pounds of taxpayers money, enjoying the luxuries that many people cannot afford. They have had their names changed, education paid for etc. If this is the life of a criminal then that could be a reason there are so many prisoners- an easy life behind bars. Many prisoners do show some compassion. For example a paedophile or child killer does not usually get any sympathy from inmates. For example, Ian Huntley was too afraid to leave his cell due to the threats made to him about his crime. this led to attempted suicide. A prisoner longs for the things that he/she had on the outside, and sometimes the only way to achieve this is by joining a prison organisation and doing the things that change their lives. Quote by Eldridge cleaver â€Å"â€Å"In prison, those things withheld from and denied to the prisoner become precisely what he wants most of all.† There are many prisoners that write an autobiography of life in prison to tell the society today how prison life is and is it really as cool as the movies make it out to be e.g. Stanley ‘Tookie’ Williams. Has the way that prisoners live their lives today behind bars made them less fearful of officials, causing many to carry on with crimes? I believe that a prisoner’s life has changed due to technology and due to the fact that they do not live like prisoners any more. 24 Surveillance means that prisoners are being watched throughout the day, but when a camera is not on them, anything happens. A prisoner only needs a few seconds to commit a crime, and most never get caught due to surveillance on other prisoners or distractions. This is mainly due to gang warfare, mainly between different races. In prison, gang leaders demand respect and will usually stop at nothing to get it. An example of Gang warfare would be the 6 major prison gangs that are nationally recognised in the USA: Neta-Puerto Rican/American/Hispanic gang Aryan Brotherhood- Caucasian gang Black Guerrilla Family- Black gang Mexican Mafia- Latin/Hispanic La Nuestra Familia- Mexican/American Texas Syndicate- Mexican American These gangs cause chaos among prisons in America. It is mainly race against race. An example of this is the breakout that happened on 14th February 2006, where a race riot broke out in a California prison involving more than 400 hundred inmates, with around 20,000 continuing in prisons around the country. These riots were controlled by a Mexican gang leader who ordered an attack on blacks. This shows what an impact one man can have on hundreds. It also shows that even though modern technology is being used, there is still a way around it. 1 inmate died and many hundred injured. However saying this, there is evidences which show that at least one gang leader had seen the error of his ways. This would be Stanley ‘Tookie’ Williams. He was the Co-founder of the Crips gang La, and realised after 16 years on death row that prison life is no life. He set out to make youth understand what kind of life that crime leads up to and wrote a book about it called ‘Life in Prison’ which tells us of how he lives his life behind bars. His work to end gang warfare within youth earned him a Nobel peace prize. ‘My greatest hope is that the lessons the stories offer will help you make better choices than I did.’ These are words he uses to warn youth not to follow in his footsteps. He wrote numerous letters to youth, explaining to them not to turn their lives to crime but to, â€Å"Learn about computer technology, politics and the sciences.† He also made an apology to the youth of the United States and Africa for what the creating the gang saying that he was no longer â€Å"dys-educated (disease educated). I was his mission to warn and deter youth away from crime, and it earned him nominations for the Nobel peace prize, as well as a motion picture which was made about his life. Unfortunately, and against much protest, he was sadly executed by lethal injection in 2005. It shows that even though a man can influence so many lives for the good, he will always pay for his past. How is technology used by/for Criminals? Due to modern day technology, many criminals are using this technology to their advantage to commit sophisticated crimes. A technology related crime today would be the credit card scam; chat rooms, or receiving person’s details through the internet. The internet is a one of the most ways that crimes are committed. These are through chartrooms- where many paedophiles lure youth through lies and deceit, pornography, hacking into another’s computer and offensive emails to name some. A lot of work goes into protecting underage youth from being seduced in a chartroom by a paedophile. No matter how much can be tried, the problem never goes away due to the rapid development and progression of technology today. We are shown about prison life through movies, documentaries, and websites. These influence our lives on what prison life is really like, and that’s how close we will get to that unless we become criminals ourselves. Due to the modern day technology, a prisoner can be monitored 24 hours a day through surveillance. This makes it easier for the guards. It does however invades an inmates privacy, but to maintain order and any corruption, this has to be done. Many released prisoners have computer chips or electronic tags on them so that they are monitored and located all the time. I believe that this is a very good system, as it does not show leniency to those that have escaped prison, but no the punishment. I believe that through the ages and due to economic changes and technology, prison life has become too easy. Today, a prisoner is given too much leniency. The reason being is that while inside many prisoners would like to change their lives around, but many also use it as an advantage to live a life of luxury. I believe that this is wrong as there are so many honest people in the world that cannot afford to live the life that prisoners can afford to in the modern day which could be a reason why criminals believe that prison is not necessarily a terrible place it used to be. Bibliography www.crimelibrary.com The biography of Eldridge Cleaver www.tookie.com Redemption- Motion picture Michael Foucault- truth is the future www.cnn.com

A Sociological View of Rastafarianism Essay -- Religion Sociology Rast

Organized religion is a duality between the religion and the church which represents it. Sometimes the representation of the religion is marred and flawed to those who view it because of the bureaucracy contained within. Unknown to those who gaze upon the dissolved morals and values of what is perceived to be the contradiction known as modern religion, it was never intended to be this way. Most religions started off as a sect, a minor detail on the fringes of the society it never wanted to represent. Rastfarianism is such a sect. The differences between Rastafarianism and a normal â€Å"mainstream† religion are numberless, including: no set membership, no authoritative leader, no offices of authority, no trained clergy and no involvement with the world as a whole. Rastafarianism is based upon an underrepresented minority which needed hope in the face in utter demise.   Ã‚  Ã‚  Ã‚  Ã‚  According to Max Weber, religion emerges to satisfy a social need. â€Å"In treating suffering as a symptom of odiousness in the eyes of gods and as a sign of secret guilt, religion has psychologically met a very general need (Weber 271). Rastafarianism emerges in the slums of Kingston, Jamaica in the 1930’s to meet the needs of the poor, unskilled black Jamaicans who needed a hope. The social situation which was emerging in the 1930’s which called for this need was as follows. Jamaica was a commonwealth of the British Empire. It had recently, around 1884, received a write in clause to their constitution which stipulated if the new government did not succeed and the economic life of Jamaica were to suffer because of it, the political constitution would be amended or abolished to meet new conditions. Black Jamaicans had a taste for power in their mouths and in 1938, this erupted in labor riots and violence. This act did nothing for their cause. It wo uld still be 30 years until Jamaica received its independence. Blacks in Jamaica were the victims of social stratification which left them at the bottom rung of the ladder. They had menial jobs such as field worker or an attendant at the sugar plant, if they had jobs at all. The blacks were suffering as a people and as an organized group.   Ã‚  Ã‚  Ã‚  Ã‚  Ethopianism had been introduced to Jamaica in 1784 by George Liele, by adding it to the name of his Baptist church, hoping to graft itself onto the African religion of Jamaican slaves. But the movement to em... ...; it integrates those involved within it. The falsity is what people believe. So, if people change, the religion changes with the people, not necessarily minor beliefs within it. It is a cycle which includes the transfer of old gods to new gods, completely changing the religion with society.   Ã‚  Ã‚  Ã‚  Ã‚  Rastafarianism has not faded away, and in fact has spread its brethren among many areas of the world. â€Å"The Rastafarian movement is no longer a mere revolutionary movement; it has become a part of the establishment, a part of officialdom† (Barret 245). Rastafarianism may have started on the fringes of Jamaican society, but it now a representation of what it considered hell. In terms of an outsider, Jamaica is no longer Babylon, it is now Rastafaria, a step on the way to utopian Zion. Rastafarianism is now an integration of all of Jamaican society rather that just one social strata. Its changes have moved along with the changes of Jamaica as a nation. The people of Jamaica are interchangeable with Rastafarianism. It is ironic which a group so hating of their own environment would become such a force as to represent it to the world. Rastafarianism is truly by the people, for the people.

Algae Blooms and Their Effects on Water Sources

Blue – green algae are scientifically known as cyanobacteria. They are also known as pond scum. They belong to the family of bacteria and naturally develop in shallow, warm and still waters. These conditions are present in fresh water lakes, ponds, and wetlands. In order to survive and grow the algae blooms need sunlight and thus they are photo synthetic bacteria. The name blue – green algae can be attributed to the fact that the first species of this algae were blue – green in color. There are other types of algae, namely, olive – green colored and red colored.During the months of July and August, the population of the algae grows enormously due to the fact that the congenial conditions of hot, calm weather are fulfilled in these months. These weather conditions help create large numbers of blue – green algae, which are often called blooms. These blooms incline upwards to the surface of the water and cover the water. They resemble thick pea soup th at is blue – green in color and they occur naturally. A large portion of blue – green algae blooms are either toxic or poisonous. Wildlife, livestock or humans who consume these algal blooms could possibly die (Blue-green Algae Blooms.BC HEALTH FILES). The cyanobacteria have a dual effect on humans. One variety of these algae acts as a natural fertilizer for rice, whereas there are other variants of this class of bacteria, which contain dangerous toxins. The toxins of cyanobacteria cause a rash in humans. Some cyanobacteria emit high levels of neuromuscular toxins, which kill the fish that consume it. The water containing such algae, on being consumed by animals proves to be fatal. If conditions are favorable, the cyanobacteria grow in profusion and such dense algal blooms produce potent toxins that render seafood highly poisonous.The people who consume such seafood are bound to die. Algal blooms cause a discoloration of water and impart a malodorous smell and a bad ta ste to it (Steinman). During the summer season, algae blooms develop on the lakes and other reservoirs in the entire region and the blue – green algae grow abundantly on the water. They need combinations of high levels of nutrients, warm water, and prolonged sunny weather conditions. These algae make the water become odorless or pungent and the taste unpleasant. Eventually the water becomes unfit for human consumption.The various recreational activities on the Lake of the Prairies are severely hindered in summer, because the algae blooms grow abundantly on the water in summer. In Brereton Lake in the Whiteshell, the fish population was killed by the algae blooms, in the year 1990. During summer, the huge population of algae blooms in the Shoal Lake renders the water tasteless and causes a severe drinking water problem in Winnipeg (State of the Environment Reports). The blue – green algae blooms contain two different types of toxins. One type consists of neurotoxins tha t interfere with the nervous and respiratory systems of human beings.These neurotoxins cause muscle tremors, stupor, staggering, rapid paralysis, and respiratory problems. Consuming these toxins generally results in death within thirty minutes. A number of dead bodies of animals that have consumed the water, contaminated with the algal blooms, can be found near water bodies like lakes and ponds. The consumption of these algal blooms is fatal irrespective of whether an animal or a human consumes them (Blue-green Algae Blooms. BC HEALTH FILES). The other type of toxins is the hepato – toxins. These toxins damage the liver which results in slow death.Animals or humans who drink water contaminated with toxic strains of blue – green algae blooms would die within thirty – six hours. Jaundice and sensitivity to sunlight are the immediate symptoms of these toxins. Animals that consume water containing this toxin develop these symptoms (Blue-green Algae Blooms. BC HEALTH FILES). Harmful Algae Blooms cause great economic loss. They hinder activities such as commercial fishing, tourism, cultural traditions, recreational, and subsistence harvests. Maryland sustained a huge economic loss in the year 1997 due to such contamination.The seafood industries depicted a decline of over ten percent of their gross sales due to harmful Algae Blooms in the water. This industry had been making huge profits with an annual rate of increase of seventy – four percent till 1996. The reduction in sales was approximately forty – three million dollars. This huge loss was attributed to the Pfiesteria toxins of the algae blooms. In addition, persons who had been affected by this localized toxic outbreak of Pfiesteria developed several neurological diseases ( Harmful algae blooms in Mary land ).Furthermore, algal blooms cause the discoloration of water, formation of foam on the water, depletion of oxygen, and death. Some fish such as benthic fauna and wild or c aged fish or shellfish get poisoned and consuming those fish results in death. The uncontrolled growth of plankton algae causes organic matter to accumulate at the bottom of the water bodies. The ecosystem is adversely affected and the local biodiversity is harmed due to the uncontrolled growth and preponderance of filamentous macroalgae. The growth of these algae is due to the presence of excessive nutrients in the water (European Environment Agency).Domestic water supplies in the cities Brandon and Morden depend on the Assiniboine River and Lake Minnewasta. Algae blooms on these water sources result in the loss of taste and odor in this water. The water department in Brandon increased the rate of chemical feed at the water plant in order to manage this problem. In Morden, the staff added copper sulfate to Lake Minnewasta to eradicate the algae. Although these problems prevail for a short period, the residents of the cities have to countenance a great deal of inconvenience. Consequ ently, the people commenced to depend on other sources of drinking water (State of the Environment Reports).With the advancement of scientific knowledge, humans are deriving a number of advantages from the algae blooms. Some of these advantages include the production of food for people as well as animal livestock, using them as binding agents in the preparation of ice creams and shampoos, and using the algae in medicines to control certain diseases. Commercial farming of over 150 species of algae as a vital source of food is one of the positive aspects of the algae. In Japan, China, and Korea people consume seaweed that has been prepared by using algae.The revenues from such seaweed have been estimated at $2 billion per annum. Nori a red algae is a very popular item of food in these nations (Steinman). In North America and Europe, seaweeds are food supplements for animals. Some species of cyanobacteria are rich in proteins. Spirulina is very popular in this respect and it is grown i n ponds commercially. Spirulina is considered to be a health food and cattle dietary supplement. Seaweeds are a very rich source of concentrated potassium and trace elements; therefore, they are used as fertilizers and soil conditioners, in order to increase crop production.Another species of cyanobacteria converts atmospheric nitrogen to ammonia, which is a very useful plant nutrient. Growing cyanobacteria is a major agricultural activity in the tropical countries, because it provides nitrogen to rice (Steinman). Eutrophic reservoirs generally contain cyanobacteria, whose blooms destroy the aquatic environment and prove fatal to animals and humans. They are largely prevalent in water bodies all over the world. In South America, these cyanobacteria have caused the death of a very large number of fish and aquatic life.For example in Chile the blooms of these bacteria produced microcystine L – R production, which caused an enormous destruction of aquatic life. Similarly, in Bra zil, PSP phycotoxins were present in large quantities in water. Moreover, these cyanobacteria have produced hepatotoxins like Microcystis that resulted in severe ailments of the liver (Paralytic Shellfish Poisoning Phycotoxins: Occurrence in South America ). Blue – green algae are as widespread as bacteria and are found to a large extent in either neutral or alkaline Eutrophic fresh water plankton and in the plankton of tropical seas.The benthic forms are usually found in hot springs, snow, ice, tree trunks. Cyanophyceae live in symbiosis with several animal and plant species. Moreover, the phycobiont of a large number of lichens is made up of these Cyanophyceae (Cyanophyceae. McGraw-Hill Concise Encyclopedia of Science and Technology). Apart to forming important contributors to food chains, a number of benefits are obtained from the blue – green algae. One such important activity is the fixing of Nitrogen in the soil so that rice paddies are enriched to a significant extent.Nevertheless, these blue – green algae are a veritable pestilence on occasion, for instance, they impair the function of filters by clogging them, make domestic water supplies unfit to drink due to engendering bad smell and taste, render swimming pools, aquariums and fountains unusable and cause the death of birds, fish and domestic animals (Cyanophyceae. McGraw-Hill Concise Encyclopedia of Science and Technology). Some of the earliest forms of life on this planet consisted of these blue – green algae and their fossils have been discovered in rocks that had been determined to be around 2.3 billion years old. Furthermore, the accretion of oxygen in the earth’s atmosphere has been attributed to these blue – green algae (Cyanophyceae. McGraw-Hill Concise Encyclopedia of Science and Technology). It is essential to identify and monitor water bodies that contain algal blooms, in order to ensure that the quality of the water does not deteriorate. However, there risk of the occurrence of these blooms cannot be entirely eradicated and it is the duty of the water managers and the general public to keep a close watch over these water bodies so that any algae bloom can be detected.Further, a proper course of action has to be implemented, which will deal with blooms and their resultant problems in an appropriate manner (Algal Blooms – Causes and Management. Victorian Resources Online ). Harmful Algal Blooms or HABs cause significant harm to the economy, ecology and society, it has the potential to cause the death of shellfish, dolphins, manatees and humans. These HABs contain toxins that on becoming airborne make breathing difficult in people, which leads to a decline in the number of people visiting the seaside.Over a period of time almost all the coastal states have fallen prey to the depredations of these algal blooms. The gravity of the situation can be gauged from the fact that advanced detection techniques are being employed to detect and control these blooms and examples of these are biochemical detectors, computer simulated models and satellites. Nevertheless, the fact remains that loss to the tune of millions of dollars takes place annually due to these algal blooms (Mitigating Harmful Algal Blooms ). Works Cited Harmful algae blooms in Mary land . 16 July 2007 .Algal Blooms – Causes and Management. Victorian Resources Online . 9 July 2007. 16 July 2007 < http://www. nre. vic. gov. au/DPI/Vro/vrosite. nsf/pages/water-river-algal-manage>. Blue-green Algae Blooms. BC HEALTH FILES. 16 July 2007 < http://www. bchealthguide. org/healthfiles/hfile47. stm >. Cyanophyceae. McGraw-Hill Concise Encyclopedia of Science and Technology. 2004. 16 July 2007 . European Environment Agency. Algal bloom in coastal waters. 16 July 2007 . Mitigating Harmful Algal Blooms .1 February 2007. 16 July 2007 . â€Å"Paralytic Shellfish Poisoning Phycotoxins: Occurrence in South America . † Comments on Toxicology (2 003): ISSN: 0886-5140. Vol. 9. Pp. 175 – 193. State of the Environment Reports. Algae Blooms Perennial Problem of Water Supplies on the Prairies. 16 July 2007 . Steinman, Alan D. â€Å"Algae. † In Microsoft ® Encarta ® 2006 [DVD]. Redmond, WA: Microsoft Corporation, 2005 .

Recruitment and Selection

What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment Recruitment and Selection What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment Recruitment and Selection What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment