netrashetty
Netra Shetty
MTX Audio is a consumer audio company that manufactures sound equipment for many applications, including car audio, home audio, marine audio and live sound products. They are best known for their car audio products and they specialize in subwoofers and subwoofer amplifiers. MTX Audio is a brand name owned by the Mitek Corporation. MTX Audio, as well as Kicker and JL Audio, is known as one of the pioneers of the car audio industry. MTX Audio's parent company, Mitek Corporation, patented the square speaker design, which has more surface area for its nominal diameter as it is not measured diagonally. The patent was filed and published in 2007.[1] The MTX Jackhammer 24 is a 24 inch square subwoofer and one of, if not the largest available on the consumer market.
DEVELOPING A RESPONSIVE PERSONNEL SYSTEM
Assessing Personnel Needs
The small business owner should base the firm's personnel policies on explicit, well-proven
principles. Small businesses that follow these principles have higher performance and growth rates
than those that do not follow them. The most important of these principles are
!
!
!
!
!
All positions should be filled with people who are both willing and able to do the job.
The more accurate and realistic the specifications of and skill requirements for each
job, the more likely it is that workers will be matched to the right job and, therefore,
be more competent in that job.
A written job description and definition are the keys to communicating job
expectations to people. Do the best job you can! is terrible job guidance.
Employees chosen on the basis of the best person available are more effective than
those chosen on the basis of friendship or expediency.
If specific job expectations are clearly spelled out, and if performance appraisals are
based on these expectations, performance is higher. Also, employee training results
in higher performance if it is based on measurable learning objectives.
The first step in assessing personnel needs for the small business is to conduct an audit of future
personnel needs. Ask yourself
Can the workload you visualize be accomplished by the present work force? Will
more or fewer employees be needed? Consider seasonal patterns of demand and
probable turnover rates.
Can any jobs be eliminated to free people for other work?
What balance of full-time or part-time, temporary or permanent, hourly or salaried
personnel do you need?
What does the labor supply look like in the future?
Will you be able to fill some of the jobs you've identified? How easily?
What qualifications are needed in your personnel?
Develop a method to forecast labor demand based on your answers to these questions. Once your
needs are estimated, determine strategies to meet them.
The process of selecting a competent person for each position is best accomplished through a
systematic definition of the requirements for each job, including the skills, knowledge and other
qualifications that employees must possess to perform each task. To guarantee that personnel needs
are adequately specified, (1) conduct a job analysis, (2) develop a written job description and (3)
prepare a job specification.
Job Analysis
Job analysis is a systematic investigation that collects all information pertinent to each task
performed by an employee. From this analysis, you identify the skills, knowledge and abilities
required of that employee, and determine the duties, responsibilities and requirements of each job.
Job analysis should provide information such as
Job title.
Department.
Supervision required.
Job description -- major and implied duties and responsibilities.
Unique characteristics of the job including location and physical setting.
Types of material used.
Types of equipment used.
Job Description
The job analysis is used to generate a job description, which defines the duties of each task, and
other responsibilities of the position. The description covers the various task requirements, such as
mental or physical activities; working conditions and job hazards. The approximate percentage of
time the employee should spend on each activity is also specified. Job descriptions focus on the
what, why, where and how of the job.
There are two excellent resources the small business owner can use to develop job descriptions.
First, ask employees themselves to describe their jobs. A good employee may know more about the
job than anyone else. Second, consult the Dictionary of Occupational Titles, published by the
Government Printing Office, which contains over 20,000 job descriptions.
Job Specification
The job specification describes the person expected to fill a job. It details the knowledge (both
educational and
experiential), qualities, skills and abilities needed to perform the job satisfactorily. The job
specification provides a standard against which to measure how well an applicant matches a job
opening and should be used as the basis for recruiting.
Qualifications.
Experience requirements.
Education requirements.
Mental and physical requirements.
Manual dexterity required.
Working conditions (inside, outside, hot, cold, dry, wet, noisy, dirty, etc.).
1) Compensation & benefits
Benefit
Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.
Examples of benefits are insurance (medical, life, dental, disability, unemployment and worker's compensation), vacation pay, holiday pay, and maternity leave, contribution to retirement (pension pay), profit sharing, stock options, and bonuses. (Some people would consider profit sharing, stock options and bonuses as forms of compensation.)
Compensation
Compensation includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs, etc. Compensation is payment to an employee in return for their contribution to the organization, that is, for doing their job. The most common forms of compensation are wages, salaries and tips. Job opening and vacancy
JOB OPENING
Opening a new job position or defining a vacancy belongs to the most important success factors in the recruitment and staffing process. The only good defined job vacancy can guarantee the successful search for the candidate. The HRM Function is responsible for setting a clear process and procedures for defining a new job position and for filling the real job content, which will help to find the right candidate internally or externally.
DEVELOPING A RESPONSIVE PERSONNEL SYSTEM
Assessing Personnel Needs
The small business owner should base the firm's personnel policies on explicit, well-proven
principles. Small businesses that follow these principles have higher performance and growth rates
than those that do not follow them. The most important of these principles are
!
!
!
!
!
All positions should be filled with people who are both willing and able to do the job.
The more accurate and realistic the specifications of and skill requirements for each
job, the more likely it is that workers will be matched to the right job and, therefore,
be more competent in that job.
A written job description and definition are the keys to communicating job
expectations to people. Do the best job you can! is terrible job guidance.
Employees chosen on the basis of the best person available are more effective than
those chosen on the basis of friendship or expediency.
If specific job expectations are clearly spelled out, and if performance appraisals are
based on these expectations, performance is higher. Also, employee training results
in higher performance if it is based on measurable learning objectives.
The first step in assessing personnel needs for the small business is to conduct an audit of future
personnel needs. Ask yourself
Can the workload you visualize be accomplished by the present work force? Will
more or fewer employees be needed? Consider seasonal patterns of demand and
probable turnover rates.
Can any jobs be eliminated to free people for other work?
What balance of full-time or part-time, temporary or permanent, hourly or salaried
personnel do you need?
What does the labor supply look like in the future?
Will you be able to fill some of the jobs you've identified? How easily?
What qualifications are needed in your personnel?
Develop a method to forecast labor demand based on your answers to these questions. Once your
needs are estimated, determine strategies to meet them.
The process of selecting a competent person for each position is best accomplished through a
systematic definition of the requirements for each job, including the skills, knowledge and other
qualifications that employees must possess to perform each task. To guarantee that personnel needs
are adequately specified, (1) conduct a job analysis, (2) develop a written job description and (3)
prepare a job specification.
Job Analysis
Job analysis is a systematic investigation that collects all information pertinent to each task
performed by an employee. From this analysis, you identify the skills, knowledge and abilities
required of that employee, and determine the duties, responsibilities and requirements of each job.
Job analysis should provide information such as
Job title.
Department.
Supervision required.
Job description -- major and implied duties and responsibilities.
Unique characteristics of the job including location and physical setting.
Types of material used.
Types of equipment used.
Job Description
The job analysis is used to generate a job description, which defines the duties of each task, and
other responsibilities of the position. The description covers the various task requirements, such as
mental or physical activities; working conditions and job hazards. The approximate percentage of
time the employee should spend on each activity is also specified. Job descriptions focus on the
what, why, where and how of the job.
There are two excellent resources the small business owner can use to develop job descriptions.
First, ask employees themselves to describe their jobs. A good employee may know more about the
job than anyone else. Second, consult the Dictionary of Occupational Titles, published by the
Government Printing Office, which contains over 20,000 job descriptions.
Job Specification
The job specification describes the person expected to fill a job. It details the knowledge (both
educational and
experiential), qualities, skills and abilities needed to perform the job satisfactorily. The job
specification provides a standard against which to measure how well an applicant matches a job
opening and should be used as the basis for recruiting.
Qualifications.
Experience requirements.
Education requirements.
Mental and physical requirements.
Manual dexterity required.
Working conditions (inside, outside, hot, cold, dry, wet, noisy, dirty, etc.).
1) Compensation & benefits
Benefit
Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.
Examples of benefits are insurance (medical, life, dental, disability, unemployment and worker's compensation), vacation pay, holiday pay, and maternity leave, contribution to retirement (pension pay), profit sharing, stock options, and bonuses. (Some people would consider profit sharing, stock options and bonuses as forms of compensation.)
Compensation
Compensation includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs, etc. Compensation is payment to an employee in return for their contribution to the organization, that is, for doing their job. The most common forms of compensation are wages, salaries and tips. Job opening and vacancy
JOB OPENING
Opening a new job position or defining a vacancy belongs to the most important success factors in the recruitment and staffing process. The only good defined job vacancy can guarantee the successful search for the candidate. The HRM Function is responsible for setting a clear process and procedures for defining a new job position and for filling the real job content, which will help to find the right candidate internally or externally.
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