Compare a selection of data on students at Mayfield High School: Height and Weight ratios
Investigation Aim To compare a selection of data on students at Mayfield High School. Task I will do this task by using a "Microsoft Excel" database, which has all the student at Mayfield High School on it. Hypothesis In this investigation I have chosen two hypothesis these where the 1st The taller the pupil the more they weigh which is a good hypothesis because you can work it out by doing a Scatter Graph and the putting a line of best fit on it, if the line go up they the hypothesis is true but if it goes done then it is not true, the 2nd hypothesis was Boys are often taller / heavier than girls, you can see if this is true by doing a double lined scatter graph and if the boys line is higher than the girls then is it true but if it is below then it is not true. Hypothesis Selection . The taller the pupils the more they weigh. 2. Boys are often taller / heavier than girls. Hypothesis 1 - Sample Selection In Mayfield High school there is 1183 students in the hole school we needed to make a sample so we did the population which is 1183 rounded to 1200 which makes the "Population" then a common amount for a sample is 10% of the population which is 120 students. Then we had to work out the right amount of students from each year to make it fair to see if hypothesis work, this is called stratified sampling, we did this by using a table to do the sum for example this
Sexual Selection
Sexual Selection * Darwin noticed that there were certain features that he could not explain by Natural Selection * Such as differences in size, body form, colouration and behaviour between males and female of the same species - why are females often smaller and less colourful than males? o Infact, in some species, the male seems at a real disadvantage in that he would show up to predators by being brightly coloured, he might have huge antlers that mean he can hardly lift his head, or he may have a huge tail that would get caught in the undergrowth o Why would it make evolutionary sense to have such features that are only going to get you eaten??? Differences in the appearance etc. between males and females of the same species are referred to as SEXUAL DIMORPHISM Humans are sexually dimorphic to a certain extent with females being generally smaller, less muscular and without features such as facial hair Sexual Selection (as opposed to Natural Selection) was Darwin's solution to this problem: * He suggested that the differences must be due to an advantage they give in passing genes into the next generation * Females are 'in demand', so sexual selection will mostly operate on the males who have to work to get access to the females * The features will either help the males to compete with other males and 'fight them off' for access to the females, or they will make them
Recruitment and Selection Process
Recruitment and Selection Process There could be several reasons why business needs to recruit more employees. It is vital that a business uses information about any changes in its commercial environment and internal changes within the business to accurately project the quantity and quality of human resources that will be required. The target of every recruitment and selection process should be to ensure that the right person is chosen for the job. If the right person is not chosen then it might effect the organisation in a negative way, in terms of organisational effectiveness, staff and individual morale, and staff turnover. Getting the recruitment wrong represents wastage of a business's finances, however, getting recruitment right represents a worthwhile investment. The mathematics department in the Ursuline High School requires a maths teacher. In order, to give an eligible person this job, we need to go through the recruitment and selection process. An ideal, systematic recruitment and selection process is vital to ensure that the right person is found for the job, and unsuccessful applicants are left with a good image of the school and being fairly dealt with throughout the process. My aim is to recruit staff with the appropriate skills and experience, appoint on an appropriate employment contract, ensure fairness and respect equal opportunities and also the aim
Recruitment and Selection
Recruitment and Selection R&S Procedure Both department managers and HR department carry out the recruitment and selection process. They identify the future needs in terms of human resources for the business and plan to recruit the right labour force for making the company work more efficiently. It means to attract, recruit and retain the best people for the jobs. The following flow chart is recruitment and selection process. Source from (www.hrm.co.uk) Benefit from a good R & S Policy A good R & S policy can attract the best people for the jobs. It is cost effective in recruitment process, as the opportunity cost is lower. And increase the organisation image, best the qualified employees help the company make good decision and strategy so that it lower the group's business risks and increase competitiveness. Recruitment and selection can employ the best people for the specific jobs so that the decrease productivity cost but increase the volume. Also, it stabilises to staff turnover as they shortlist and interview applicant for the jobs. It allows the group to operate efficiently and increase productivity Type of Employment Full time Employment The core employees in the group are in full time employment. Their average working hours is 39 per week. They are trained to do different tasks. Moreover, they are well paid and have good benefits. For example:
Recruitment & Selection
Introduction This is a report that covers recruitment planning, recruitment practices, recruitment procedures, selection practice & recruitment and selection legislation on my chosen business, the Metropolitan Police Service. The Metropolitan Police was established on 29 September 1829 by then Home Secretary Sir Robert Peel. The Met, as it is called colloquially, was London's first organised police service, charged with maintaining law and order in the capital city. When it started, there were just 1,000 officers, policing less than 2 million people across a seven-mile radius around Charing Cross. It was the third official non-paramilitary city police force in the world, after the City of Glasgow Police and the Paris Police. Until the middle of the 18th century, no police force operated in London. One of the priorities of the police force from the beginning was "maintaining public order", and they were very active, for example, against the major Chartist demonstrations. The force continued to be controlled directly by the Home Secretary until 2000, when the newly created Greater London Authority was given responsibility for the force, through the Metropolitan Police Authority. The MPA is made up of members appointed by the Mayor of London and the London Assembly, and several independent members. However the Metropolitan Police Commissioner is still appointed by the Home
Recruitment and Selection.
It is necessary for businesses to recruit staff in order for it to operate. A business may need staff to fill vacancies that may arise following resignation of staff, retirement or even dismissal. It may also be due to growth of a business, because if a business decides to expand, then it will require more staff to support the running of it. Also, if job roles are changed, then it may also be necessary to hire new staff, or perhaps if staff within the business are promoted, then their positions need to be filled. To make sure that the correct people are selected for recruitment, the human resources department must put them through accurate and appropriate recruitment and selection processes. This needs to include careful consideration of the correct times and procedures of advertising jobs, assessing carefully application forms, CV's and letters of application. Creating job descriptions and person specifications is also important to outline the functions of the job. Lastly, it is important to shortlist the candidates correctly, to ensure they are suitable for the designated job. At Birmingham City Council, the Recruitment Team is responsible for creating and practicing first-rate recruitment and selection policies. The team work on acquiring recruitment policies and procedures, and offering advice on this. There are two main types of recruitment, which are internal
Recruitment Selection
Introduction The development of human resource management (HRM) is a response to the realisation that the competitive edge can only be achieved through the efforts of highly effective, efficient and motivated employees (Molander and Winterton 1994). Thus, this evidently highlights the importance for the need of a proficient recruitment and selection process. Wood & Payne (1998) describes recruitment as a process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment. Once these candidates are identified, the process of selecting appropriate employees for employment can begin. Similarly, Dale (2003) states that this means collecting, measuring, and evaluating information about candidates' qualifications for specified positions. Organizations use these practices to increase the likelihood of hiring individuals who have the right skills and abilities to be successful in the target job. I have personally experienced a successful recruitment and selection process and it happened after my internship with Hewlett Packard. During the third and final semester at Temasek Polytechnic - Diploma in Business Information Technology, it is a semester where all students will be enrolled into the Internship Programme; each student will be allocated to a company in the relevant fields. I was posted to Hewlett Packard
Recruitment and Selection
Recruitment and Selection Introduction The recruitment of staff is one of the most important tasks within an organisation. People are the most important benefit of any organisation and the success of that organisation depends on having people with the right skills and abilities. To make sure that the right people are recruited in the first place, a fair, structured and professional selection process must be used. The organisation makes sure that people with recruitment and selection responsibilities have the knowledge and skills they need to recruit and select people effectively. Bad selection decisions can result in increased staff turnover, increased costs for the organisation, the lowering of morale amongst the existing staff. The aims of the recruitment and selection process should be to : > Recruit high quality staff with the right skills on the suitable contracts to deliver the key objectives of the position and organisation. > Ensuring that equality of opportunity is considered as an essential part of recruitment practice, therefore encouraging diversity. > Making sure that recruitment is effective as a key public relations exercise for all involved. > Certify that recruitment is fair, efficient and cost-effective. > Aid and encourage best practice by training those involved to follow a structured and systematic process of selection. The Legal Context or
Recruitment and Selection
Recruitment and Selection . 'Recruitment and Selection is arguably the main human resource activity and as a result demands careful attention by line managers and where appropriate, human resource managers.' Based upon this statement critically examine the whole process and the activities to support it, from the perspective of both these managers and from the candidates' viewpoint. Part of your critical analysis should consider the traditional and the processual approaches to this process. Table of Contents Introduction 2 The Need for and Importance of Strategic Recruitment and Selection 3 Recruitment and Selection in Context 4 The HR Managers' Involvement in the Recruitment and Selection Process 5 Line Managers' Involvement in the Recruitment and Selection Process 7 The Candidate 10 Strategy Integration 11 Conclusion 12 Bibliography 13 Appendices 15 Appendix 1 - Recruitment and Selection Models 15 Appendix 1a - Demand and Supply of Labour and Pricing 15 Appendix 1b - The process of human resource planning 16 Appendix 1c - Recruitment and Selection Model 17 Appendix 1d - Strategic Recruitment and Selection 18 Appendix 1e -Internal and External Controls on Organisational Decisions 19 Appendix 1f - Strategic recruitment and selection: an explanatory model 20 Appendix 2 - Context 21 Appendix 2a - PEST Analysis of Coffee ShopIndustry 21 Appendix 2b - SWOT
recruitment and selection
RECRUITMENT AND SELECTION (BOH 300) HR OBJECTIVES AND THE RECRUITMENT AND SELECTION PROCEDURE IN RELIANCE INFOCOMM LTD. Prepared by: Polina Kopnyayeva (539743X) Potchanart Klinnim (5689007) Ankush Malhotra (5687861) Gaurav Korde (5668328) . Introduction This research report looks in to the HR strategies and the objectives of Reliance Infocomm. Additionally it also tries to study the current recruitment and selection methods adopted by the organization and links it to the strategies and policies. 2. About Company Reliance Infocomm is the outcome of late Dhirubhai Ambani's dream of bringing about a digital revolution in India that will bring to every Indian's doorstep an affordable means of information and communication. "Make the tools of Infocomm available to people at an affordable cost. They will overcome the handicaps of illiteracy and lack of mobility", was how Dhirubhai, as he was fondly called, spelt out Reliance Infocomm's mission in late 1999. He firmly believed the country could use information and communication technology to overcome its backwardness and underdevelopment. It was with this belief that Reliance Infocomm began laying its 60,000 route kilometers of pan-India fiber optic backbone in 1999. The backbone was commissioned on December 28, 2002, Dhirubhai's 70th birth anniversary, first since his sad demise on July 6, 2002.
