netrashetty
Netra Shetty
Founded in 1979 by Advent veterans Andy Kotsatos and Frank Reed, Boston Acoustics is a prime manufacturer of premium home and mobile audio equipment operated out of Peabody, Massachusetts. Boston Acoustics entered the mobile audio category in 1983. Boston Acoustics manufactures many of the woofer, midrange, and tweeter transducers used in their products at the Peabody facility and maintain a complete engineering staff on site.
Boston produces speakers for home, custom/architectural, and vehicles. They also produce OEM equipment which is factory-fitted to a variety of cars including Chrysler 300, Chrysler PT Cruiser, Chrysler Sebring, Dodge Avenger, Dodge Charger, Dodge Magnum, Dodge Caliber, Jeep Commander, Jeep Grand Cherokee, and Jeep Compass vehicles. They also supply the premium 9-speaker system in the 2010 Chevrolet Camaro.
Boston Acoustics has produced home loudspeakers such as the E, HD, VR-M, & Lynnfield Series, and on the mobile side Pro, Z, & SPZ reference component speakers. The tweeters are matched within +/-1.5dB typical of high quality drivers. They have a reputation for top level sound quality but at moderate prices. Recently Boston Acoustics was granted a patent for "audio speaker having a removable voice-coil" United States Patent #7272237 for the SPG subwoofer produced by the mobile audio division. Prior to this patent, electrodynamic speakers affix the voice-coil permanently to the speaker cone. The Boston Acoustics patent allows for voice-coil removal should it become damaged during an extended overdrive condition and is the first of its kind in the consumer electronics industry.
Selection
The job of orienting hiring managers is one that can require a significant amount of competency and skill on the part of hiring process facilitators, typically HR professionals. Managers need to be educated and influenced so that they understand the need for and the benefits of a rigorous selection process (Zwell 2000). Selection involves determining whether one is really suitable for the job. Suitability for a job is assessed by looking for skills in communication, typing, and computer related skills (Farr Schuler & Smith 1993). Qualifications may seen by the company through the résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing (Schminke 1998) Selection is one of the last processes in hiring an employee. In this part of the hiring process, the employees who showed consistency in every activity in the process is set aside for training to determine whether he/she can keep up with the demands of the job. The first part of the selection process is strategic selection.
A) Staffing
1. Assessing Human resource:
Assessing current human resources begins by developing a profile of the organization’s current employee. Generally there are two methods:
a. Human resources inventory report
b. Human resouce information system
NIB bank used HRIS.
a. Human resouce information system (HRIS):
It is a computerized system that assists to find out how many employee an orginazation has cureently. In other words we can say it is data base system NIB bank limited is support information technology for enchancing bank servies, without the usage of computer no organization exsist in this world that’s why like other banks NIB bank limited have HRIS to find out information of its current employee. Usually HRIS shows following information:
Name of employee
Education of employee
Job position of employee
Name of branch in which he/she is working
Experience of employee
Salary level with respect to grade of the employee have
Specialized skills the employee have.
Boston produces speakers for home, custom/architectural, and vehicles. They also produce OEM equipment which is factory-fitted to a variety of cars including Chrysler 300, Chrysler PT Cruiser, Chrysler Sebring, Dodge Avenger, Dodge Charger, Dodge Magnum, Dodge Caliber, Jeep Commander, Jeep Grand Cherokee, and Jeep Compass vehicles. They also supply the premium 9-speaker system in the 2010 Chevrolet Camaro.
Boston Acoustics has produced home loudspeakers such as the E, HD, VR-M, & Lynnfield Series, and on the mobile side Pro, Z, & SPZ reference component speakers. The tweeters are matched within +/-1.5dB typical of high quality drivers. They have a reputation for top level sound quality but at moderate prices. Recently Boston Acoustics was granted a patent for "audio speaker having a removable voice-coil" United States Patent #7272237 for the SPG subwoofer produced by the mobile audio division. Prior to this patent, electrodynamic speakers affix the voice-coil permanently to the speaker cone. The Boston Acoustics patent allows for voice-coil removal should it become damaged during an extended overdrive condition and is the first of its kind in the consumer electronics industry.
Selection
The job of orienting hiring managers is one that can require a significant amount of competency and skill on the part of hiring process facilitators, typically HR professionals. Managers need to be educated and influenced so that they understand the need for and the benefits of a rigorous selection process (Zwell 2000). Selection involves determining whether one is really suitable for the job. Suitability for a job is assessed by looking for skills in communication, typing, and computer related skills (Farr Schuler & Smith 1993). Qualifications may seen by the company through the résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing (Schminke 1998) Selection is one of the last processes in hiring an employee. In this part of the hiring process, the employees who showed consistency in every activity in the process is set aside for training to determine whether he/she can keep up with the demands of the job. The first part of the selection process is strategic selection.
A) Staffing
1. Assessing Human resource:
Assessing current human resources begins by developing a profile of the organization’s current employee. Generally there are two methods:
a. Human resources inventory report
b. Human resouce information system
NIB bank used HRIS.
a. Human resouce information system (HRIS):
It is a computerized system that assists to find out how many employee an orginazation has cureently. In other words we can say it is data base system NIB bank limited is support information technology for enchancing bank servies, without the usage of computer no organization exsist in this world that’s why like other banks NIB bank limited have HRIS to find out information of its current employee. Usually HRIS shows following information:
Name of employee
Education of employee
Job position of employee
Name of branch in which he/she is working
Experience of employee
Salary level with respect to grade of the employee have
Specialized skills the employee have.
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