netrashetty
Netra Shetty
Arctic Cat, also known as "snow cats", is best known for their series of ZR snowmobile models which utilized two stroke motors in the early to late 1990s. Most ZR's,ZRT's and ZL's were replaced in 2003 by the Firecat series, derived from their 2002 championship sled. It was derived from the "Skinny Mini" prototype sled. The prototype sled had features different from other sleds at that time, by utilizing parts that provided more than one role and a track that had less width then other sleds, reducing rotating mass. These sleds featured a laydown type engine, which was centered low in the sled to centralize mass. Well known sleds of this time include the Arctic Cat Firecat F7, a 700cc two stroke with 140 horsepower. High speeds were possible with this sled because of the efficiency of the chassis due in part to the smaller width of the track. Big changes were made to the lineup for the 2007 model year a new chassis was introduced which was called a twin-spar chassis replacing all previous models while added a new 4 stroke engine, the Z1 Jaguar. It featured a 1100cc 4-stroke parallel twin. In 2009 the Z1 was turbocharged to produce 177 horsepower (132 kW), which is 6 horsepower (4.5 kW) more than any other production snowmobile.[2] The Crossfire and M-series remain on the same M-series chassis which is a spinoff from the original Firecat Chassis.
Arctic Cat ATV in use by the Finnish Border Guard
of PWC above and beyond the Tigershark name. Included were the Montego, Montego Deluxe, Monte Carlo, Daytona, and the Barracuda.
Performance management is considered as the integration of performance appraisal systems with the broader HRM systems in order to align the working behavior of the employees with the overall goals of the organization. In connection to that, a performance management system is consists of different processes that are implement in order to identify, encourage, measure, evaluate, improve as well as reward the performance of the employees at work (Sims 2002). At the same time, it can also be defined as the holistic approach and structure that helps to identify, evaluate as well as develop the performance of the employees at work in a given organization, in order to achieve the overall goals and objectives of the organization, at the same time focusing on activities and plans that will benefit the employees by the process of recognition, receiving feedback, catering for the needs at work, and offering and providing career guidance (Lansbury 1988 in Rudman 2003). As a result, the performance management system is considered as one of the most powerful and influential behavioral tool that is characterized by what you measures is what you get principle. When the measures are properly linked and connected to the different strategies of a given firm or organization, people will be provided guidance for their specific actions. This is vital due to the fact that most of the companies and firms, nowadays, are facing different environmental challenges that cause them to apply different improvement programs as well as changes in the entire strategy (Stivers & Joyce 2002, p. 22).
The entire performance management system pertains on the two important processes: performance planning and performance appraisal. The performance planning focuses on the job descriptions which show and assign the different roles and responsibilities of each and every employee in the organization, together with the idea regarding the results that they are expected to achieve (Gilley & Maycunich 2000). In addition, in the said process, the objectives and goals of the organization are being set, and it the performance plan will be based on the said goals that will be done by the manager as well as the employees (Zwell 2000).
The last process is the performance appraisal; where in the contribution of the employees during a span of time will be assessed. The said process helps the employees to know their position and performance in the company that will guide him or her regarding his or her weak sides, for improvement. On the other hand, it will help the organization to have an idea about who should take specific program, and who must be appraised.
Since federal and state regulation makes HR management mandatory, outsourcing HR responsibilities to PEOs could solve the issue of balancing resources. A PEO offers services related to managing employees, administering employee benefits, payroll processing and delivery, managing employer risks, motivating staff, ensuring workplace safety, processing workers’ compensation claims, terminating employees, and more.
The human resource management services offered by PEOs generally include:
• Online HR software solutions
• Placement advertising
• Recruiting, screening and placement
• W-4 and I-9 forms
• Employee self service
• Employee screening
• Employee performance reviews
• Benefits administration for employees
• Health and safety programs (OSHA compliance)
• Unemployment claims management services
• Immigration compliance
• Conflict resolution
• Termination assistance
Cost-effective and Flexible Services
All services offered by PEOs are meant to be cost-effective, making them really useful for companies that wish to streamline their business processes. Whatever be the size or nature of the business,
RECRUITMENT & SELECTION PROCESS:
Their recruitment process includes both internal and external methods.
INTERNAL METHODS: The company uses :
EMPLOYEE REFERRALS- It is a recruitment method in which the current employees are encouraged and rewarded for introducing suitable recruits from among
the people they know. The logic behind employee referral is that “it takes one to know one”.The post for which they prefer this process is SALES MANAGER, SENIOR SALES MANAGER, ASSISTANT SALES MANAGER.Benefits of this method are as follows:
•Quality Candidates
•Cost savings
•Faster recruitment cycles.
•Incentives to current employees
On the other hand it is important for an organization to ensure that
nepotism or favoritism does not happen, and that such aspects do not
make inroads into the recruitment process.
JOB POSTING- For job posting they use ‘Intranet’.
Job Posting is an arrangement in which a firm internally posts a list of
open positions (with their descriptions and requirements) so that the
existing employees who wish to move to different functional areas may
apply. It is also known as Job bidding. It helps the qualified employees
working in the organization to scale new heights, instead of looking for
better perspectives outside. It also helps organization to retain its
experienced and promising employees.
Arctic Cat ATV in use by the Finnish Border Guard
of PWC above and beyond the Tigershark name. Included were the Montego, Montego Deluxe, Monte Carlo, Daytona, and the Barracuda.
Performance management is considered as the integration of performance appraisal systems with the broader HRM systems in order to align the working behavior of the employees with the overall goals of the organization. In connection to that, a performance management system is consists of different processes that are implement in order to identify, encourage, measure, evaluate, improve as well as reward the performance of the employees at work (Sims 2002). At the same time, it can also be defined as the holistic approach and structure that helps to identify, evaluate as well as develop the performance of the employees at work in a given organization, in order to achieve the overall goals and objectives of the organization, at the same time focusing on activities and plans that will benefit the employees by the process of recognition, receiving feedback, catering for the needs at work, and offering and providing career guidance (Lansbury 1988 in Rudman 2003). As a result, the performance management system is considered as one of the most powerful and influential behavioral tool that is characterized by what you measures is what you get principle. When the measures are properly linked and connected to the different strategies of a given firm or organization, people will be provided guidance for their specific actions. This is vital due to the fact that most of the companies and firms, nowadays, are facing different environmental challenges that cause them to apply different improvement programs as well as changes in the entire strategy (Stivers & Joyce 2002, p. 22).
The entire performance management system pertains on the two important processes: performance planning and performance appraisal. The performance planning focuses on the job descriptions which show and assign the different roles and responsibilities of each and every employee in the organization, together with the idea regarding the results that they are expected to achieve (Gilley & Maycunich 2000). In addition, in the said process, the objectives and goals of the organization are being set, and it the performance plan will be based on the said goals that will be done by the manager as well as the employees (Zwell 2000).
The last process is the performance appraisal; where in the contribution of the employees during a span of time will be assessed. The said process helps the employees to know their position and performance in the company that will guide him or her regarding his or her weak sides, for improvement. On the other hand, it will help the organization to have an idea about who should take specific program, and who must be appraised.
Since federal and state regulation makes HR management mandatory, outsourcing HR responsibilities to PEOs could solve the issue of balancing resources. A PEO offers services related to managing employees, administering employee benefits, payroll processing and delivery, managing employer risks, motivating staff, ensuring workplace safety, processing workers’ compensation claims, terminating employees, and more.
The human resource management services offered by PEOs generally include:
• Online HR software solutions
• Placement advertising
• Recruiting, screening and placement
• W-4 and I-9 forms
• Employee self service
• Employee screening
• Employee performance reviews
• Benefits administration for employees
• Health and safety programs (OSHA compliance)
• Unemployment claims management services
• Immigration compliance
• Conflict resolution
• Termination assistance
Cost-effective and Flexible Services
All services offered by PEOs are meant to be cost-effective, making them really useful for companies that wish to streamline their business processes. Whatever be the size or nature of the business,
RECRUITMENT & SELECTION PROCESS:
Their recruitment process includes both internal and external methods.
INTERNAL METHODS: The company uses :
EMPLOYEE REFERRALS- It is a recruitment method in which the current employees are encouraged and rewarded for introducing suitable recruits from among
the people they know. The logic behind employee referral is that “it takes one to know one”.The post for which they prefer this process is SALES MANAGER, SENIOR SALES MANAGER, ASSISTANT SALES MANAGER.Benefits of this method are as follows:
•Quality Candidates
•Cost savings
•Faster recruitment cycles.
•Incentives to current employees
On the other hand it is important for an organization to ensure that
nepotism or favoritism does not happen, and that such aspects do not
make inroads into the recruitment process.
JOB POSTING- For job posting they use ‘Intranet’.
Job Posting is an arrangement in which a firm internally posts a list of
open positions (with their descriptions and requirements) so that the
existing employees who wish to move to different functional areas may
apply. It is also known as Job bidding. It helps the qualified employees
working in the organization to scale new heights, instead of looking for
better perspectives outside. It also helps organization to retain its
experienced and promising employees.
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