netrashetty
Netra Shetty
ACCESS Systems Americas, Inc. (formerly PalmSource) is a subsidiary of ACCESS which develops the Palm OS PDA operating system. PalmSource was spun off from Palm Computing, Inc.
Palm OS runs on 38 million devices that have been sold since 1996 from hardware manufacturers including Palm, Inc., Samsung, IBM, Aceeca, AlphaSmart, Fossil, Inc., Garmin, Group Sense PDA (Xplore), Kyocera, PiTech, Sony, and Symbol. PalmSource also develops several programs for the Palm OS, and as of December 2005, PalmGear claims to offer 28,769 software titles of varying genres.[citation needed] Palm OS software programs can also be downloaded from CNET, PalmSource, Handango, and Tucows.
PalmSource also owns BeOS, which it purchased from Be Inc. in 2001.
Position
A Position defines the specific core responsibilities, duties and any
special assignments assigned to an employee. Through an analysis of the core
responsibilities and special assignments (job evaluation process), a Position is
assigned to a Role. Each position is assigned the following titles:
• Role Title
The Role Title is the formal State title that the employee’s position
has been assigned. The Role Title should be used for State reporting
purposes.
• Salary Reference Title
The Salary Reference Title is a descriptive title commonly
understood and widely recognized in the labor market. The Salary
Reference Title will be used for market surveying purposes and may be
linked to the federal Standard Occupational Classification System
(SOC). (For transitional purposes, the class title in the former system will
be retained until the SOC system is adopted.)
• Work Title
A Work Title is an agency-specific, or functional title, that is
descriptive of the overall purpose of a position. Agencies may use Work
Titles in conjunction with the employee’s formal Role Title to help
facilitate the recruitment process. Work Titles and Salary Reference
Titles may be the same.
Employee Work Profiles
The Employee Work Profile is the official state form that lists the core
responsibilities, duties and any special assignments assigned to a specific
Position and incorporates the employee performance plan. Agencies may
continue to use the Position Description and Performance Evaluation forms or
develop their own forms as long as they include all the data elements and
information contained in the Employee Work Profile. The Employee Work
Profile is the principle source document for evaluating and allocating the
position to the appropriate Role
SALARY STRUCTURE
Pay Bands
Effective September 25, 2000, the Commonwealth implemented a salary
structure consisting of 9 pay bands with open ranges (no steps). The first eight
bands have an expanded range spread of approximately 105% between the
minimum and maximum salaries. These pay bands have established minimum
and maximum salaries. The ninth pay band that is exclusively established for
Mental Health physicians that serve as either Facility Directors or Medical
Directors does not include a specified maximum salary but is set to market.
When you have a recruiting culture, it is so obvious to everyone who interacts with the firm that recruiting is a primary focus. Whether you formally declare yourself to be pursuing a recruiting culture or not, your actions will make it clear that you are striving to become one.
It's also important to note that firms with recruiting cultures don't automatically have the most industry-leading best practices. Although having best practices is important, the key distinguishing feature is that recruiting cultures have an integrated approach that permeates the entire organization. It is this integration coupled with the sharing of the recruiting role that delineates them from best-practice leaders. Some of the organizations that currently are or are striving to be recruiting cultures include:
Quicken Loans: The one to watch with some take-your-breath-away plans that could make them the best of all time.
Google: No one has invested more in recruiting than Google, and its top executives are an integral part of all hiring.
FirstMerit Bank: An amazing track record that will be hard to maintain now that its recruiting director has left.
Southwest Airlines: Building and maintaining a recruiting culture in an industry dominated by unions and that changes at "the speed of rock" can only be classified as amazing.
Booz Allen: It does amazing things with referrals, internal movement, and boomerangs. An integrated approach that is second to none.
SAS: One of the original employment-brand giants, its comprehensive branding and overall HR strategy have made it world-famous.
The Container Store: It has turned recruiting into an art form in the retail field that seldom celebrates recruiting. The #1 Best Place to work in America two years in a row, it has made selling boxes into a glamour job.
Baptist Health Care: It does the impossible in an industry that routinely claims that successful recruiting is nearly impossible.
MGM Grand: With the CEO's sponsorship, this firm has done some amazing things without bragging .
Wegman's Food Markets: Its CEO's long-time involvement at the store level has built a culture that was recognized as the #1 best place to work in America as a grocery store, proving that it doesn't take glamour to be a recruiting machine.
HealthEast: My personal favorite, it has done what many would say were impossible things in recruiting and workforce planning, despite its size and location.
The New York Yankees: In the one area where recruiting is always king, sports, this organization has made recruiting the very best players its number one business goal, regardless of costs.
Intuit: With Michael McNeil leading the team, the sky is the limit.
Cisco: The original recruiting culture seems to be making a strong comeback.
The U.S. Marines: Although it probably didn't do it as part of an integrated recruiting plan, its branding, referral, and "alumni involvement" is a model that everyone could learn from.
A recruiter must ensure that the labor he is looking for some project or company should reflect the same cultural ethics. It should not be from external and totally isolated background from the culture where its going to act.
Globally, when we are doing recruitment, we must ensure the relevant labor market in order to have better understanding of cultural values, attitudes and behaviors or individuals so one or the whole company can have better output in means of communication and most importantly productivity as well.
This is to some extent, not a very common case in fact it all depends upon the requirement and the nature of business as well.
Palm OS runs on 38 million devices that have been sold since 1996 from hardware manufacturers including Palm, Inc., Samsung, IBM, Aceeca, AlphaSmart, Fossil, Inc., Garmin, Group Sense PDA (Xplore), Kyocera, PiTech, Sony, and Symbol. PalmSource also develops several programs for the Palm OS, and as of December 2005, PalmGear claims to offer 28,769 software titles of varying genres.[citation needed] Palm OS software programs can also be downloaded from CNET, PalmSource, Handango, and Tucows.
PalmSource also owns BeOS, which it purchased from Be Inc. in 2001.
Position
A Position defines the specific core responsibilities, duties and any
special assignments assigned to an employee. Through an analysis of the core
responsibilities and special assignments (job evaluation process), a Position is
assigned to a Role. Each position is assigned the following titles:
• Role Title
The Role Title is the formal State title that the employee’s position
has been assigned. The Role Title should be used for State reporting
purposes.
• Salary Reference Title
The Salary Reference Title is a descriptive title commonly
understood and widely recognized in the labor market. The Salary
Reference Title will be used for market surveying purposes and may be
linked to the federal Standard Occupational Classification System
(SOC). (For transitional purposes, the class title in the former system will
be retained until the SOC system is adopted.)
• Work Title
A Work Title is an agency-specific, or functional title, that is
descriptive of the overall purpose of a position. Agencies may use Work
Titles in conjunction with the employee’s formal Role Title to help
facilitate the recruitment process. Work Titles and Salary Reference
Titles may be the same.
Employee Work Profiles
The Employee Work Profile is the official state form that lists the core
responsibilities, duties and any special assignments assigned to a specific
Position and incorporates the employee performance plan. Agencies may
continue to use the Position Description and Performance Evaluation forms or
develop their own forms as long as they include all the data elements and
information contained in the Employee Work Profile. The Employee Work
Profile is the principle source document for evaluating and allocating the
position to the appropriate Role
SALARY STRUCTURE
Pay Bands
Effective September 25, 2000, the Commonwealth implemented a salary
structure consisting of 9 pay bands with open ranges (no steps). The first eight
bands have an expanded range spread of approximately 105% between the
minimum and maximum salaries. These pay bands have established minimum
and maximum salaries. The ninth pay band that is exclusively established for
Mental Health physicians that serve as either Facility Directors or Medical
Directors does not include a specified maximum salary but is set to market.
When you have a recruiting culture, it is so obvious to everyone who interacts with the firm that recruiting is a primary focus. Whether you formally declare yourself to be pursuing a recruiting culture or not, your actions will make it clear that you are striving to become one.
It's also important to note that firms with recruiting cultures don't automatically have the most industry-leading best practices. Although having best practices is important, the key distinguishing feature is that recruiting cultures have an integrated approach that permeates the entire organization. It is this integration coupled with the sharing of the recruiting role that delineates them from best-practice leaders. Some of the organizations that currently are or are striving to be recruiting cultures include:
Quicken Loans: The one to watch with some take-your-breath-away plans that could make them the best of all time.
Google: No one has invested more in recruiting than Google, and its top executives are an integral part of all hiring.
FirstMerit Bank: An amazing track record that will be hard to maintain now that its recruiting director has left.
Southwest Airlines: Building and maintaining a recruiting culture in an industry dominated by unions and that changes at "the speed of rock" can only be classified as amazing.
Booz Allen: It does amazing things with referrals, internal movement, and boomerangs. An integrated approach that is second to none.
SAS: One of the original employment-brand giants, its comprehensive branding and overall HR strategy have made it world-famous.
The Container Store: It has turned recruiting into an art form in the retail field that seldom celebrates recruiting. The #1 Best Place to work in America two years in a row, it has made selling boxes into a glamour job.
Baptist Health Care: It does the impossible in an industry that routinely claims that successful recruiting is nearly impossible.
MGM Grand: With the CEO's sponsorship, this firm has done some amazing things without bragging .
Wegman's Food Markets: Its CEO's long-time involvement at the store level has built a culture that was recognized as the #1 best place to work in America as a grocery store, proving that it doesn't take glamour to be a recruiting machine.
HealthEast: My personal favorite, it has done what many would say were impossible things in recruiting and workforce planning, despite its size and location.
The New York Yankees: In the one area where recruiting is always king, sports, this organization has made recruiting the very best players its number one business goal, regardless of costs.
Intuit: With Michael McNeil leading the team, the sky is the limit.
Cisco: The original recruiting culture seems to be making a strong comeback.
The U.S. Marines: Although it probably didn't do it as part of an integrated recruiting plan, its branding, referral, and "alumni involvement" is a model that everyone could learn from.
A recruiter must ensure that the labor he is looking for some project or company should reflect the same cultural ethics. It should not be from external and totally isolated background from the culture where its going to act.
Globally, when we are doing recruitment, we must ensure the relevant labor market in order to have better understanding of cultural values, attitudes and behaviors or individuals so one or the whole company can have better output in means of communication and most importantly productivity as well.
This is to some extent, not a very common case in fact it all depends upon the requirement and the nature of business as well.
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