netrashetty
Netra Shetty
Adaptec is a computer hardware company based in Milpitas, California that primarily produces host adapters for connecting storage devices to computers. The production line of company is in Indonesia. Products are made to interface with USB, FireWire, SCSI, iSCSI, FibreChannel, Serial ATA, as well as audio/video. Some accessory hardware such as USB hubs are also produced by the company. It also sells network-attached storage devices, including the Snap Server product line.
Adaptec Easy CD Creator is a now-obsolete suite of CD/DVD authoring and associated programs bundled with many early CD writers. It is now supported by spinoff Roxio.
Adaptec channel storage business was purchased by PMC Sierra on June 18, 2010.
In order to execute career development in the organization or in the working place, the Human Resource Management must be responsible for the organization and management of the program as well as the identification and development of the career development activities deemed appropriate. The Human Resource Management (HRM) practitioner must be aware of the various career development theories available in order to establish a philosophical/theoretical orientation to career development. This will aid in the selection of career development activities as well as enable Human Resource Management (HRM) practitioners to make generalizations and assumptions about career development (Fine, 1995).
In addition, in order to execute career development program in an organization or working place, the Human Resource Management (HRM) practitioner must also work as a mediator between the employee and the organization in the career development process. He or she should indoctrinate managers regarding the importance of career development while encouraging employees to become responsible for their careers. Other responsibilities include: establishing mentoring systems and career resource centres; designing career development workshops; becoming acquainted with job posting systems and career pathing programs; conducting employee interests, values, and competency analyses; utilizing performance appraisals as a learning and training tool; becoming involved with human resource planning and forecasting; and developing managers as career counsellors.
There are organizational activities designed to enhance the career development. These include the following: the establishment of the job posting system, the development of career resource centres, the training of managers as career counsellors, the planning, and implementing of career development workshops, human resource planning and forecasting, utilizing performance appraisals and developing career pathing programs. According to Beer et al (1994), the organization maintains several fundamental responsibilities regarding career development. First, the organization must be able to agree that career pathing is a vital part of the organization.
Secondly, the organization must prepare career paths for employees and maintain an efficient, complete job posting system. The next is that the organization must train managers as career counsellors; provide assessment testing and communicate the organization's philosophy. The organization is also responsible for giving rewards to managers who develop people and establish mentoring programs. Next, they must provide career workshops for employees to explore career development issues and establish a human resource forecasting system; Develop an effective performance appraisal process, lastly the organization, and the human resource management should be able to establish career resource centres. The Human Resource Management (HRM) practitioner is the organization's representative in the career development process; thus, the identification, implementation, and management of each of the eight career development activities is his or her responsibility. These persons should, therefore, actively participate in the career management functions of the organization, as well as help develop learning systems designed to foster behaviour change.
Human resource planning has been a function of the human resource management department since the origin of the modern industrial organization. In fact, in some organizations, human resources have become as important as financial and physical resources. This has come about because of a shortage of the experienced and tested personnel needed to progress to senior executive responsibilities, the substantial cost of relocating employees, the high cost of recruiting talented managers and executives, shortages of specialized technical personnel needed for business expansions, and the cost of implementing employee’s layoffs or reducing the labour force. As a result, the Human Resource Management (HRM) unit is becoming more involved in the proper allocation and development of human resources. This includes human resource planning as well as training and development.
. SELECTION
Selection varies according to the job post. At PC for some jobs (i.e. chefs) they use work sample testing technique, whereas the basic criteria for testing and selection listed are:
• Appearance & Grooming
• Professional Qualifications
• Experience & Knowledge of Job applied for
• Communication Skills in English
• Balance Poise & Maturity
• Potential for Growth
• Reasoning & Judgment
• Computer Skills
SELECTION PROCEDURE AT PC
• Firstly they trickle downs the CV’s. Then call only those for the interview which have been selected.
• Selection is based on the eligibility of qualification and experience. If the candidate has the qualification and experience according to the job specification then he is called for the interview.
• Minimum qualification is matriculation for the lower level staff. And the minimum Qualification is bachelors for the upper level staff.
• They avoid negligent hiring because they are running five star hotels.
. INTERVIEW
• Step by step procedure is followed in the interviews. The candidate is first interviewed by the manager of PC and the Director HR. This interview is unstructured, the HR manager asks frequent question to screen out the eligibility and potential of the candidate. After conducting interviews from all the candidates he prepares a list of the capable candidates.
• The second step, in this step the selected candidates are called again for the structured interview which is to be conducted by head of the particular department.
• In such interviews general knowledge questions which are related to the job are asked from the candidates. And also the behavioral based question that what would be the behavior and how a candidate would be performing in a given certain situation. This helps them to judge the personality, temperament, attitude, and the minimum stress could be handled by the candidate.
• The example of the whole procedure can be such as, like an assistant marketing manager is required so he would be first interviewed by director human resource manager then would be going through a panel interview in which certain job related question will be asked such as, describe 4 P’s of marketing or consumer market and consumer buyer behavior etc. In their opinion behavioral interviewing is a good screening process to screen out the best of the best people.
For top level they also have Panel interview.
. ORIENTATION
• New employees of 2 days orientation program. The employee is given a brief introduction of the hotel, about every department, working environment in which he has to work, and of the work related colleagues.
• The employees are also provided with the job description of their work at the time of orientation, which guides them for there services they have to provide, and also introduced to the rules and regulation of the company which includes.
• There is a difference in the dress code of each employee from top to bottom.
• Employee should respect the privacy of another employee.
. TRAINING & DEVELOPEMENT
Steps used for the training and development of employees at PEARL CONTINENTAL HOTEL are as follows;
• They provide training their employees on the job and also off the job.
• In Pakistan very few organizations are able to provide trained workforce for the hotel industry in accordance with international standards. The human resource department of PEARL CONTINENTAL HOTEL has to recruit and select the untrained candidates and train them according to their own needs.
• PC hotel also use different Training centers at locations like they send their employees out of country for training.
• Safety training is also provided to the employee.
Adaptec Easy CD Creator is a now-obsolete suite of CD/DVD authoring and associated programs bundled with many early CD writers. It is now supported by spinoff Roxio.
Adaptec channel storage business was purchased by PMC Sierra on June 18, 2010.
In order to execute career development in the organization or in the working place, the Human Resource Management must be responsible for the organization and management of the program as well as the identification and development of the career development activities deemed appropriate. The Human Resource Management (HRM) practitioner must be aware of the various career development theories available in order to establish a philosophical/theoretical orientation to career development. This will aid in the selection of career development activities as well as enable Human Resource Management (HRM) practitioners to make generalizations and assumptions about career development (Fine, 1995).
In addition, in order to execute career development program in an organization or working place, the Human Resource Management (HRM) practitioner must also work as a mediator between the employee and the organization in the career development process. He or she should indoctrinate managers regarding the importance of career development while encouraging employees to become responsible for their careers. Other responsibilities include: establishing mentoring systems and career resource centres; designing career development workshops; becoming acquainted with job posting systems and career pathing programs; conducting employee interests, values, and competency analyses; utilizing performance appraisals as a learning and training tool; becoming involved with human resource planning and forecasting; and developing managers as career counsellors.
There are organizational activities designed to enhance the career development. These include the following: the establishment of the job posting system, the development of career resource centres, the training of managers as career counsellors, the planning, and implementing of career development workshops, human resource planning and forecasting, utilizing performance appraisals and developing career pathing programs. According to Beer et al (1994), the organization maintains several fundamental responsibilities regarding career development. First, the organization must be able to agree that career pathing is a vital part of the organization.
Secondly, the organization must prepare career paths for employees and maintain an efficient, complete job posting system. The next is that the organization must train managers as career counsellors; provide assessment testing and communicate the organization's philosophy. The organization is also responsible for giving rewards to managers who develop people and establish mentoring programs. Next, they must provide career workshops for employees to explore career development issues and establish a human resource forecasting system; Develop an effective performance appraisal process, lastly the organization, and the human resource management should be able to establish career resource centres. The Human Resource Management (HRM) practitioner is the organization's representative in the career development process; thus, the identification, implementation, and management of each of the eight career development activities is his or her responsibility. These persons should, therefore, actively participate in the career management functions of the organization, as well as help develop learning systems designed to foster behaviour change.
Human resource planning has been a function of the human resource management department since the origin of the modern industrial organization. In fact, in some organizations, human resources have become as important as financial and physical resources. This has come about because of a shortage of the experienced and tested personnel needed to progress to senior executive responsibilities, the substantial cost of relocating employees, the high cost of recruiting talented managers and executives, shortages of specialized technical personnel needed for business expansions, and the cost of implementing employee’s layoffs or reducing the labour force. As a result, the Human Resource Management (HRM) unit is becoming more involved in the proper allocation and development of human resources. This includes human resource planning as well as training and development.
. SELECTION
Selection varies according to the job post. At PC for some jobs (i.e. chefs) they use work sample testing technique, whereas the basic criteria for testing and selection listed are:
• Appearance & Grooming
• Professional Qualifications
• Experience & Knowledge of Job applied for
• Communication Skills in English
• Balance Poise & Maturity
• Potential for Growth
• Reasoning & Judgment
• Computer Skills
SELECTION PROCEDURE AT PC
• Firstly they trickle downs the CV’s. Then call only those for the interview which have been selected.
• Selection is based on the eligibility of qualification and experience. If the candidate has the qualification and experience according to the job specification then he is called for the interview.
• Minimum qualification is matriculation for the lower level staff. And the minimum Qualification is bachelors for the upper level staff.
• They avoid negligent hiring because they are running five star hotels.
. INTERVIEW
• Step by step procedure is followed in the interviews. The candidate is first interviewed by the manager of PC and the Director HR. This interview is unstructured, the HR manager asks frequent question to screen out the eligibility and potential of the candidate. After conducting interviews from all the candidates he prepares a list of the capable candidates.
• The second step, in this step the selected candidates are called again for the structured interview which is to be conducted by head of the particular department.
• In such interviews general knowledge questions which are related to the job are asked from the candidates. And also the behavioral based question that what would be the behavior and how a candidate would be performing in a given certain situation. This helps them to judge the personality, temperament, attitude, and the minimum stress could be handled by the candidate.
• The example of the whole procedure can be such as, like an assistant marketing manager is required so he would be first interviewed by director human resource manager then would be going through a panel interview in which certain job related question will be asked such as, describe 4 P’s of marketing or consumer market and consumer buyer behavior etc. In their opinion behavioral interviewing is a good screening process to screen out the best of the best people.
For top level they also have Panel interview.
. ORIENTATION
• New employees of 2 days orientation program. The employee is given a brief introduction of the hotel, about every department, working environment in which he has to work, and of the work related colleagues.
• The employees are also provided with the job description of their work at the time of orientation, which guides them for there services they have to provide, and also introduced to the rules and regulation of the company which includes.
• There is a difference in the dress code of each employee from top to bottom.
• Employee should respect the privacy of another employee.
. TRAINING & DEVELOPEMENT
Steps used for the training and development of employees at PEARL CONTINENTAL HOTEL are as follows;
• They provide training their employees on the job and also off the job.
• In Pakistan very few organizations are able to provide trained workforce for the hotel industry in accordance with international standards. The human resource department of PEARL CONTINENTAL HOTEL has to recruit and select the untrained candidates and train them according to their own needs.
• PC hotel also use different Training centers at locations like they send their employees out of country for training.
• Safety training is also provided to the employee.