netrashetty
Netra Shetty
Fabrik Inc. is a manufacturer of external hard drives and digital content management software and services. Fabrik is the third largest supplier of external storage products in North America.[1] It is headquartered in San Mateo, with offices in Santa Ana and Culver City, California.
The company sells external hard drives and online backup software in a bundled product for consumers, small business users and audio/video (A/V) content creation professionals.[2] The company also hosts the free online digital content management and sharing site, Joggle.[3][4][5][6][7][8]
Fabrik’s product lines include SimpleTech, G-Technology, Joggle and Fabrik Ultimate Backup.
It can be argued that sharper international competition or the so-called globalization the rise of service employment, slower growth--or even decline of government employment ("privatization"), much higher (long-term) unemployment rates (especially in Europe), the increased use of flexible employment contracts, also the lower inflation rates and the control of inflation by means of tighter monetary policies have limited union power and union recruitment. However, these influences are mediated by labor market institutions, legal rules, and politics. Most cross-national comparative and longitudinal studies on the subject find that such institutional factors as union-administered unemployment funds, the accepted presence of unions in the workplace, coordinated nationwide bargaining, and consultation correlate positively with union density--because it provides direct incentives for membership, underpins the "social custom" of membership in the workplace, and lowers employer opposition. (41)
Through collective bargaining, major advantages came up. One is higher wages. According to the Bureau of Labor Statistics 2006 report on Union members that in the national level those who are members of union receive higher compensation benefits compared to the non members. Aside from this, union members enjoy employer benefits packages such as job- related health coverage; pension and their families can enjoy these benefits as well. Moreover, employers give a more extensive job protection, safe working conditions which protects against exploitation and illegalities. In addition to these, union sponsored benefits, job security, employment assistance, legal representation, and camaraderie are enjoyed and most importantly, productivity and quality increased due to formation of unions.
Employee referrals -- References by current employees may provide excellent
prospects for the business. Evidence suggests that current employees hesitate to
recommend applicants with below average ability. Word of mouth is one of the most
commonly used recruiting sources in the small business community.
Help Wanted advertising -- Letting people know that the business is hiring is a key
element in gaining access to the pool of potential employees. At its simplest, this
type of advertising may take the form of a Help Wanted sign in the window. More
sophisticated methods involve using local media, primarily print sources such as
daily and weekly newspapers. The classified pages of newspapers are frequently
consulted by active job seekers, including currently employed individuals who may
be tempted by a more attractive position. Other advertising media include radio and
television. These tend to have a wider appeal than the newspaper; however, the price
of an advertisement is correspondingly higher.
Specialty media publications, such as trade association magazines and newsletters, may also produce
quality job applicants. There are efforts in some parts of the country to offer small business
employers access to cable television community bulletin boards. Another high-tech opportunity is to
list positions on computer network bulletin boards.
Prices for help wanted advertising vary and the small business owner approaches them with caution.
A well-placed, high-quality advertisement will attract good people, whereas, an expensive
advertisement in the wrong medium may get no results. Some experimentation is worthwhile to
most small businesses. Another suggestion is to ask other small business people in the area about
their success with help wanted advertising. Learn from others' successes and mistakes.
The screening process provides information about an individual's skills, knowledge and attitudes,
enabling a potential employer to determine whether that person is suited to, and qualified for, the
position. Experience has shown that hiring an overqualified person can be as harmful as hiring an
underqualified person. The application form is the place to begin screening candidates for a job. It
provides information on the person's background and training and is the first means of comparing
the applicant with the job description. This will ensure that you don't waste time on applicants who
clearly do not meet the minimum requirements for the job.
The personal interview is the second step in the screening process. During the interview, the
manager learns more about the applicant through face-to-face contact, including observation of
personal appearance. The interview should be guided, but not dominated, by the manager as it is
important to let the candidate speak freely. Whenever possible, the interviewer should ask questions
that are directly related to the job. Devise a list of questions that will adequately assess the
applicant's qualifications while meeting the specifications for the job. Three major errors often
committed in the personal interview are
!
!
!
Failure to analyze the requirements of the job in sufficient detail to generate valid
questions.
Failure to ask candidates the right questions to determine their strengths and
weaknesses, and their fit with the job.
Too much reliance on gut reaction instead of objective evaluation of candidates
based on criteria established in the job specification.
Interviewing makes the selection process more personal and gives the interviewer an overall idea of
whether the applicant is appropriate for the job. The following list of techniques in Box 3 will help
you select the right applicant for the job.
PEOPLE AT
Today, is the navratna company of India; and making this possible is a dedicated team of nearly 35,000-40,000 professionals who toil round the clock .It is this toil, which amply reflects in the performance figures and aspirations of . The company has adapted progressive policies in scientific planning, acquisition, utilization, training and motivation of the team. At everybody matters, every soul counts.
has a unique distinction of being company with in house service capabilities in all he activity areas of exploration and production of oil & gas and related oil field services. Company has adapted progressive policies in scientific
The men & women behind this machine made this possible. Over 18,000 experienced and technically competent executives mostly scientists and engineers from distinguished Universities /Institutions of India and abroad from the core of our manpower.Theyinclude geologists,geophysicists,geochemists,drilling engineers ,reservoir engineers ,petroleum engineers ,production engineers ,engineering & technical service providers ,financial and human resource experts IT professionals and so on.
Behind the excellent results achieved is a work force of 35000 strong belonging to various discipline of the company actively in the persistent search of oil and infuse with a new –ethos and productive work culture. The Company is aware that its success is mainly due to its greatest assets –its people a multifaceted, multidisciplinary group with complete n- house capabilities for all activities in the industry. To meet the requirement of manpower ,revised manpower norms for operation of drilling rigs have been approved and implemented .Exercise for other operational utilization of existing human resource special need based studies are being carried out region-wise.
To meet the challenges of the future has to diversify its activities with zero manpower growth. Attempts have been made to form out the low technology jobs. A major thrust is being given to the introduction of multi-craft manning. This will result in job enrichment.
The company sells external hard drives and online backup software in a bundled product for consumers, small business users and audio/video (A/V) content creation professionals.[2] The company also hosts the free online digital content management and sharing site, Joggle.[3][4][5][6][7][8]
Fabrik’s product lines include SimpleTech, G-Technology, Joggle and Fabrik Ultimate Backup.
It can be argued that sharper international competition or the so-called globalization the rise of service employment, slower growth--or even decline of government employment ("privatization"), much higher (long-term) unemployment rates (especially in Europe), the increased use of flexible employment contracts, also the lower inflation rates and the control of inflation by means of tighter monetary policies have limited union power and union recruitment. However, these influences are mediated by labor market institutions, legal rules, and politics. Most cross-national comparative and longitudinal studies on the subject find that such institutional factors as union-administered unemployment funds, the accepted presence of unions in the workplace, coordinated nationwide bargaining, and consultation correlate positively with union density--because it provides direct incentives for membership, underpins the "social custom" of membership in the workplace, and lowers employer opposition. (41)
Through collective bargaining, major advantages came up. One is higher wages. According to the Bureau of Labor Statistics 2006 report on Union members that in the national level those who are members of union receive higher compensation benefits compared to the non members. Aside from this, union members enjoy employer benefits packages such as job- related health coverage; pension and their families can enjoy these benefits as well. Moreover, employers give a more extensive job protection, safe working conditions which protects against exploitation and illegalities. In addition to these, union sponsored benefits, job security, employment assistance, legal representation, and camaraderie are enjoyed and most importantly, productivity and quality increased due to formation of unions.
Employee referrals -- References by current employees may provide excellent
prospects for the business. Evidence suggests that current employees hesitate to
recommend applicants with below average ability. Word of mouth is one of the most
commonly used recruiting sources in the small business community.
Help Wanted advertising -- Letting people know that the business is hiring is a key
element in gaining access to the pool of potential employees. At its simplest, this
type of advertising may take the form of a Help Wanted sign in the window. More
sophisticated methods involve using local media, primarily print sources such as
daily and weekly newspapers. The classified pages of newspapers are frequently
consulted by active job seekers, including currently employed individuals who may
be tempted by a more attractive position. Other advertising media include radio and
television. These tend to have a wider appeal than the newspaper; however, the price
of an advertisement is correspondingly higher.
Specialty media publications, such as trade association magazines and newsletters, may also produce
quality job applicants. There are efforts in some parts of the country to offer small business
employers access to cable television community bulletin boards. Another high-tech opportunity is to
list positions on computer network bulletin boards.
Prices for help wanted advertising vary and the small business owner approaches them with caution.
A well-placed, high-quality advertisement will attract good people, whereas, an expensive
advertisement in the wrong medium may get no results. Some experimentation is worthwhile to
most small businesses. Another suggestion is to ask other small business people in the area about
their success with help wanted advertising. Learn from others' successes and mistakes.
The screening process provides information about an individual's skills, knowledge and attitudes,
enabling a potential employer to determine whether that person is suited to, and qualified for, the
position. Experience has shown that hiring an overqualified person can be as harmful as hiring an
underqualified person. The application form is the place to begin screening candidates for a job. It
provides information on the person's background and training and is the first means of comparing
the applicant with the job description. This will ensure that you don't waste time on applicants who
clearly do not meet the minimum requirements for the job.
The personal interview is the second step in the screening process. During the interview, the
manager learns more about the applicant through face-to-face contact, including observation of
personal appearance. The interview should be guided, but not dominated, by the manager as it is
important to let the candidate speak freely. Whenever possible, the interviewer should ask questions
that are directly related to the job. Devise a list of questions that will adequately assess the
applicant's qualifications while meeting the specifications for the job. Three major errors often
committed in the personal interview are
!
!
!
Failure to analyze the requirements of the job in sufficient detail to generate valid
questions.
Failure to ask candidates the right questions to determine their strengths and
weaknesses, and their fit with the job.
Too much reliance on gut reaction instead of objective evaluation of candidates
based on criteria established in the job specification.
Interviewing makes the selection process more personal and gives the interviewer an overall idea of
whether the applicant is appropriate for the job. The following list of techniques in Box 3 will help
you select the right applicant for the job.
PEOPLE AT
Today, is the navratna company of India; and making this possible is a dedicated team of nearly 35,000-40,000 professionals who toil round the clock .It is this toil, which amply reflects in the performance figures and aspirations of . The company has adapted progressive policies in scientific planning, acquisition, utilization, training and motivation of the team. At everybody matters, every soul counts.
has a unique distinction of being company with in house service capabilities in all he activity areas of exploration and production of oil & gas and related oil field services. Company has adapted progressive policies in scientific
The men & women behind this machine made this possible. Over 18,000 experienced and technically competent executives mostly scientists and engineers from distinguished Universities /Institutions of India and abroad from the core of our manpower.Theyinclude geologists,geophysicists,geochemists,drilling engineers ,reservoir engineers ,petroleum engineers ,production engineers ,engineering & technical service providers ,financial and human resource experts IT professionals and so on.
Behind the excellent results achieved is a work force of 35000 strong belonging to various discipline of the company actively in the persistent search of oil and infuse with a new –ethos and productive work culture. The Company is aware that its success is mainly due to its greatest assets –its people a multifaceted, multidisciplinary group with complete n- house capabilities for all activities in the industry. To meet the requirement of manpower ,revised manpower norms for operation of drilling rigs have been approved and implemented .Exercise for other operational utilization of existing human resource special need based studies are being carried out region-wise.
To meet the challenges of the future has to diversify its activities with zero manpower growth. Attempts have been made to form out the low technology jobs. A major thrust is being given to the introduction of multi-craft manning. This will result in job enrichment.
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