netrashetty
Netra Shetty
Bebo is a social networking website launched in July 2005. It is currently owned by Criterion Capital Partners.
The website's name is an acronym for Blog Early, Blog Often.[4] Users receive a personal profile page where they can post blogs, photographs, music, videos and questionnaires to which other users may answer. Additionally, users may add others as friends and send them messages, and update their personal profiles to notify friends about themselves.[1]
Bebo was founded by Michael Birch and his wife Xochi Birch in January 2005 at their home in San Francisco.[1]
It was acquired by AOL on March 13, 2008 for $850 million.[5][6] In April 2010, AOL announced it was planning to sell or shut down Bebo,[7] with the sale being completed on June 17, 2010 to Criterion Capital Partners for an undisclosed sum.[8] It has been reported that the sale raised less than $10 million.
After advertising for the job in the papers or in any other way when applications are received, these steps are followed: Screening of Applicants After building a pool of candidate‟s applications, short listing of selective applications is done by the HR manager.
Written Test The reason for the written test is to assess that whether the recruits are able enough to fulfill the general practical requirements of the job. The HR department designs and conducts the tests as and when hiring needs arises. Initial Interview The ONE to ONE structured interviews are conducted by Restaurant Manager after the written test. Aptitude Tests These are those tests, which are done for the training managers. Reference Checks They are to make sure that references provided by the candidates are valid so that no confusion remains. Final Interview Candidates who give the best results are called for the final interview. A panel of five or six interviewers does interview. Relocation After final interview, it is decided which candidates to select for which job to make sure who is the best so that the standard of ‟s is maintained.
TRAINING AND DEVELOPMENT
Training and development activities are supplemented with more traditional education and training courses by HR department, Training in ’s: universities and private trainers. As more companies expand their international involvement, experience abroad will becomes an even more important development activity. These are concerned with assisting employees to develop up-to-date skills, knowledge and abilities. The employees in ‟, are provided with training to achieve. high standards in the organization. The training period for a crewmember is three months and for others it is one month or 10-15 days. Training involves : Direct Training This is that training which is given directly after the selection so that an employee can understand the position he will be working for and its responsibilities. For most of the cases, these trainees are Crew members and Floor managers, and they are given direct training in the restaurants, there is no specific need for simulation or off the job trainings for these kind of work, new recruited employee are assigned tasks which they conduct under the guidance of floor managers and restaurant managers.
TRAINING AND DEVELOPMENT
Training Abroad Different programs are arranged so that other qualified people can train employees at different levels abroad so that they can understand different standards and can improve their own capabilities, these kind of trainings are given to the technical employees, ie Kitchen Supervisors / Managers ,Mc Donald‟s Selected employees are referred for training Abroad to other Mc Donald‟s Faculties, The different methods of Training used by ‟s are :
• Orientation
This is a way of direct training which provides new employees with basic background information they need to perform their job satisfactorily. Methods of Training New employees get a handbook:- Working hours - Performance reviews - Vacations - Employee benefits - Personnel policies - Safety measures and regulations The orientation is performed by the HRD Manager and the employees are introduced to their supervisors. There is a different orientation process for every type of employee. But the common orientation for all the employees is People Promise: “We value you, your growth and your contributions.” • On-the-Job Training
On-the-job training is to train a person to learn a job by actually doing it. Every day, around the world; restaurant members receive on-thejob training and coaching in skills and procedures essential to their work.
Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006). Examples of recruitment policies within healthcare sector and business or industrial sectors could provide insights on how recruitment policies are set and managerial objectives are defined. Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants. Small and medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility (CSR). Other techniques of selection that have been described include various types of interviews, in tray exercise, role play, group activity, etc.
Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector.
Recruitment is however not just a simple selection process and requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the management would specifically look for potential candidates capable of team work as being a team player would be crucial in any junior management position. Human Management resource approaches within any business organisation are focused on meeting corporate objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.
The website's name is an acronym for Blog Early, Blog Often.[4] Users receive a personal profile page where they can post blogs, photographs, music, videos and questionnaires to which other users may answer. Additionally, users may add others as friends and send them messages, and update their personal profiles to notify friends about themselves.[1]
Bebo was founded by Michael Birch and his wife Xochi Birch in January 2005 at their home in San Francisco.[1]
It was acquired by AOL on March 13, 2008 for $850 million.[5][6] In April 2010, AOL announced it was planning to sell or shut down Bebo,[7] with the sale being completed on June 17, 2010 to Criterion Capital Partners for an undisclosed sum.[8] It has been reported that the sale raised less than $10 million.
After advertising for the job in the papers or in any other way when applications are received, these steps are followed: Screening of Applicants After building a pool of candidate‟s applications, short listing of selective applications is done by the HR manager.
Written Test The reason for the written test is to assess that whether the recruits are able enough to fulfill the general practical requirements of the job. The HR department designs and conducts the tests as and when hiring needs arises. Initial Interview The ONE to ONE structured interviews are conducted by Restaurant Manager after the written test. Aptitude Tests These are those tests, which are done for the training managers. Reference Checks They are to make sure that references provided by the candidates are valid so that no confusion remains. Final Interview Candidates who give the best results are called for the final interview. A panel of five or six interviewers does interview. Relocation After final interview, it is decided which candidates to select for which job to make sure who is the best so that the standard of ‟s is maintained.
TRAINING AND DEVELOPMENT
Training and development activities are supplemented with more traditional education and training courses by HR department, Training in ’s: universities and private trainers. As more companies expand their international involvement, experience abroad will becomes an even more important development activity. These are concerned with assisting employees to develop up-to-date skills, knowledge and abilities. The employees in ‟, are provided with training to achieve. high standards in the organization. The training period for a crewmember is three months and for others it is one month or 10-15 days. Training involves : Direct Training This is that training which is given directly after the selection so that an employee can understand the position he will be working for and its responsibilities. For most of the cases, these trainees are Crew members and Floor managers, and they are given direct training in the restaurants, there is no specific need for simulation or off the job trainings for these kind of work, new recruited employee are assigned tasks which they conduct under the guidance of floor managers and restaurant managers.
TRAINING AND DEVELOPMENT
Training Abroad Different programs are arranged so that other qualified people can train employees at different levels abroad so that they can understand different standards and can improve their own capabilities, these kind of trainings are given to the technical employees, ie Kitchen Supervisors / Managers ,Mc Donald‟s Selected employees are referred for training Abroad to other Mc Donald‟s Faculties, The different methods of Training used by ‟s are :
• Orientation
This is a way of direct training which provides new employees with basic background information they need to perform their job satisfactorily. Methods of Training New employees get a handbook:- Working hours - Performance reviews - Vacations - Employee benefits - Personnel policies - Safety measures and regulations The orientation is performed by the HRD Manager and the employees are introduced to their supervisors. There is a different orientation process for every type of employee. But the common orientation for all the employees is People Promise: “We value you, your growth and your contributions.” • On-the-Job Training
On-the-job training is to train a person to learn a job by actually doing it. Every day, around the world; restaurant members receive on-thejob training and coaching in skills and procedures essential to their work.
Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006). Examples of recruitment policies within healthcare sector and business or industrial sectors could provide insights on how recruitment policies are set and managerial objectives are defined. Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants. Small and medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility (CSR). Other techniques of selection that have been described include various types of interviews, in tray exercise, role play, group activity, etc.
Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector.
Recruitment is however not just a simple selection process and requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the management would specifically look for potential candidates capable of team work as being a team player would be crucial in any junior management position. Human Management resource approaches within any business organisation are focused on meeting corporate objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.
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