netrashetty
Netra Shetty
Polaroid Corporation is an international consumer electronics and eyewear company, originally founded in 1937 by Edwin H. Land. It is most famous for its instant film cameras, which reached the market in 1948, and continued to be the company's flagship product line until the February 2008 decision to cease all production in favor of digital photography products.[1] The company's original dominant market was in polarized sunglasses, an outgrowth of Land's self-guided research in polarization after leaving Harvard University after his freshman year—he later returned to Harvard to continue his research.
After Polaroid defeated Kodak in a patent battle, Kodak left the instant camera business on January 9, 1986.
Polaroid developed an instant movie system, Polavision, based on the Dufaycolor process. The product arrived on the market when videotape based systems were rapidly gaining popularity. As a result, Polavision was unsuccessful and most of the manufactured product was sold off as a job lot at immense cost to the company. Its underlying technology was later improved for use in the Polachrome instant slide film system.
Organizational structure
Organizational structure
Job Analysis
Job title: CEO and MD
Job description:
Responsible for the day-to-day operations of the organization,
Responsible for strategic planning,
Ensuring co-ordination between different business units,
Co-ordination between board members
Performing role of figurehead of company
Job Function:
Planning: Overall company strategy, Strategic Plan, Operational Plan
Organization: Organization chart; Job descriptions, Authority levels
Management recruitment and development: Succession planning, in-house training, outside training, promotion from within, human resource plan, new positions, active recruiting
Policy: Corporate policies, new policies, management input, review
Standards of performance and performance reviews: Standards of performance, performance reviews, performance improvement plans
Controls: Monthly reports, quarterly reviews, supplemental action programs
Management morale: Involvement in planning, salary discussions, access to CEO, management turnover
Product development: Overall strategy, quarterly priority meetings, status reports, new products, development expense
Profitability and growth: Profit objectives, results compared to industry, sales objectives, dependency on single product/customer, market share, profitability by product line
Job specification:
Reporting to: Other board members
Eligibility: Selection to this designation under normal circumstances would be from amongst the board members with the approval of the board and independent directors
Job Title: Project Manager
Job Description:
Responsible for overseeing the activities of team leaders and software developers to ensure that the various modules of the project are completed within schedule and to ensure compliance with necessary quality standards
Job Function:
Creates and executes project work plans and revises as appropriate to meet changing needs and requirements.
Identifies resources needed and assigns individual responsibilities.
Manages day-to-day operational aspects of a project and scope.
Reviews deliverables prepared by team before passing to client.
Effectively applies our methodology and enforces project standards.
Prepares for engagement reviews and quality assurance procedures.
Minimizes our exposure and risk on project.
Ensures project documents are complete, current, and stored appropriately.
Job specification:
Reporting to: Delivery Manager
Eligibility:- 5-6 yrs experience in similar role
Adequate knowledge in Java, Mainframe and .Net platforms
Adequate knowledge in Windows, Oracle and DB2
Job Title: Software Developer
Job Description:
Responsible for the operating system and associated subsystems.
Provide system-level support of multi-user operating systems, hardware and software tools, including installation, configuration, maintenance, and support of these systems.
Identify alternatives for optimizing computer resources.
Job Function:
Full lifecycle application development
Designing, coding and debugging applications in various software languages.
Software analysis, code analysis, requirements analysis, software review, identification of code metrics, system risk analysis, software reliability analysis
Front end graphical user interface design
Software testing and quality assurance
Performance tuning, improvement, balancing, usability, automation.
Support, maintain and document software functionality
Integrate software with existing systems
Maintain standards compliance
Job specification:
Reporting to: Team leader
Eligibility:- fresher/ experienced candidate with degree in B.E. or B. Tech.(Computer or IT) from reputed University
- Object oriented Design & C, C++ Programming skills
- Knowledge of Windows Application Development
- Familiarity with XML, DHTML & XSLT technologies
- Familiarity with Oracle or any other DBMS
Requirement planning
Money
Method of acquisition- Partly financed by equity and partly by bank loan
Preliminary costs - registration and legal charges, purchase of building, purchase of computers and servers, purchase of furniture, air-conditioners, and other incidental expenses
Day-to-day costs - salaries, electricity and water charges, printing and stationery, conveyance, computer repair and maintenance costs.
Requirement planning
Machine
Main requirement - desktop computers and servers; laptops for senior executives.
Method of acquisition: bulk purchase from well-known companies like IBM, Microsoft, Apple, etc. or on assembly basis
Other assest:
Air-conditioners -for cooling the machines and to maintain a dust-free environment;
UPS and a generator- back up round-the-clock power supply as well
Requirement planning
Material
Maximum availability of computer systems throughout the Company
IT infrastructure services includes desktop applications, Local and / or Wide area networks, IT security and telecommunications
CONDUCTING SALARY SURVEYS
DHRM routinely monitors salary information and identifies trends.
When an agency submits a request for a differential, Career Group revision
or the re-banding of a Role, DHRM will assess all the available information..
If necessary, DHRM may conduct a salary survey to validate the State’s market
position or request that the agency conduct a survey.
State agencies need to be sensitive to burdening other employers with
requests for salary data. Therefore, in areas outside the metropolitan
Richmond area, agencies should coordinate data collection with other agencies
in the local area that have the same type of positions. Also, agencies in the
metropolitan Richmond area should coordinate data collection with DHRM.
Agencies are asked not to contact the central personnel departments in other
States without DHRM’s concurrence.
The following guidelines should be used by agencies in their surveying
efforts. (These are the same guidelines that DHRM follows in conducting
salary surveys):.
• Selecting the jobs to survey: A survey may gather information relating to
an entire Career Group, a Role, or to a specific group(s) of positions within
a Role (e.g., electricians within the Trades Technician II Role). This
decision should be based on the nature of the current or potential staffing
problems that are being addressed. The range of positions used by the
agency or agencies experiencing the staffing problems may also influence
the breadth of the survey.
• Defining the relevant labor market: This step identifies other employers
who compete with the Commonwealth for employees that perform similar
work. The market may vary from a few local employers in a particular
industry to employers in various industries nationwide. The market for jobs
performing duties that are unique to government would be local, state or
federal government agencies (e.g., social service, law enforcement and
regulatory jobs).
o Private Industry includes firms in the relevant labor market
(Virginia, the Southeast or Middle-Atlantic regions, or the United
States) that may be selected from the Virginia Employment
Commission’s employer list or from membership lists of human
resource or compensation associations. Salary surveys should always
take into account the salaries paid by private firms for comparable
jobs.
o Government entities, including local, state and federal agencies, may
provide the most relevant comparison to State-level jobs. For a large
number of state jobs, there are no comparable positions in the
private sector. Additionally, the Commonwealth often competes for
the same workers as federal agencies and localities attract.
o States in the Southeastern or Mid-Atlantic region represent the
most relevant labor market for the Commonwealth’s jobs. The
suggested use of data from regional states does not preclude the use
of data from other states, localities, or federal agencies if there is
active competition with them for employees in the job Role under
review. Florida, Georgia, Kentucky, Maryland, North Carolina,
South Carolina, Tennessee
After Polaroid defeated Kodak in a patent battle, Kodak left the instant camera business on January 9, 1986.
Polaroid developed an instant movie system, Polavision, based on the Dufaycolor process. The product arrived on the market when videotape based systems were rapidly gaining popularity. As a result, Polavision was unsuccessful and most of the manufactured product was sold off as a job lot at immense cost to the company. Its underlying technology was later improved for use in the Polachrome instant slide film system.
Organizational structure
Organizational structure
Job Analysis
Job title: CEO and MD
Job description:
Responsible for the day-to-day operations of the organization,
Responsible for strategic planning,
Ensuring co-ordination between different business units,
Co-ordination between board members
Performing role of figurehead of company
Job Function:
Planning: Overall company strategy, Strategic Plan, Operational Plan
Organization: Organization chart; Job descriptions, Authority levels
Management recruitment and development: Succession planning, in-house training, outside training, promotion from within, human resource plan, new positions, active recruiting
Policy: Corporate policies, new policies, management input, review
Standards of performance and performance reviews: Standards of performance, performance reviews, performance improvement plans
Controls: Monthly reports, quarterly reviews, supplemental action programs
Management morale: Involvement in planning, salary discussions, access to CEO, management turnover
Product development: Overall strategy, quarterly priority meetings, status reports, new products, development expense
Profitability and growth: Profit objectives, results compared to industry, sales objectives, dependency on single product/customer, market share, profitability by product line
Job specification:
Reporting to: Other board members
Eligibility: Selection to this designation under normal circumstances would be from amongst the board members with the approval of the board and independent directors
Job Title: Project Manager
Job Description:
Responsible for overseeing the activities of team leaders and software developers to ensure that the various modules of the project are completed within schedule and to ensure compliance with necessary quality standards
Job Function:
Creates and executes project work plans and revises as appropriate to meet changing needs and requirements.
Identifies resources needed and assigns individual responsibilities.
Manages day-to-day operational aspects of a project and scope.
Reviews deliverables prepared by team before passing to client.
Effectively applies our methodology and enforces project standards.
Prepares for engagement reviews and quality assurance procedures.
Minimizes our exposure and risk on project.
Ensures project documents are complete, current, and stored appropriately.
Job specification:
Reporting to: Delivery Manager
Eligibility:- 5-6 yrs experience in similar role
Adequate knowledge in Java, Mainframe and .Net platforms
Adequate knowledge in Windows, Oracle and DB2
Job Title: Software Developer
Job Description:
Responsible for the operating system and associated subsystems.
Provide system-level support of multi-user operating systems, hardware and software tools, including installation, configuration, maintenance, and support of these systems.
Identify alternatives for optimizing computer resources.
Job Function:
Full lifecycle application development
Designing, coding and debugging applications in various software languages.
Software analysis, code analysis, requirements analysis, software review, identification of code metrics, system risk analysis, software reliability analysis
Front end graphical user interface design
Software testing and quality assurance
Performance tuning, improvement, balancing, usability, automation.
Support, maintain and document software functionality
Integrate software with existing systems
Maintain standards compliance
Job specification:
Reporting to: Team leader
Eligibility:- fresher/ experienced candidate with degree in B.E. or B. Tech.(Computer or IT) from reputed University
- Object oriented Design & C, C++ Programming skills
- Knowledge of Windows Application Development
- Familiarity with XML, DHTML & XSLT technologies
- Familiarity with Oracle or any other DBMS
Requirement planning
Money
Method of acquisition- Partly financed by equity and partly by bank loan
Preliminary costs - registration and legal charges, purchase of building, purchase of computers and servers, purchase of furniture, air-conditioners, and other incidental expenses
Day-to-day costs - salaries, electricity and water charges, printing and stationery, conveyance, computer repair and maintenance costs.
Requirement planning
Machine
Main requirement - desktop computers and servers; laptops for senior executives.
Method of acquisition: bulk purchase from well-known companies like IBM, Microsoft, Apple, etc. or on assembly basis
Other assest:
Air-conditioners -for cooling the machines and to maintain a dust-free environment;
UPS and a generator- back up round-the-clock power supply as well
Requirement planning
Material
Maximum availability of computer systems throughout the Company
IT infrastructure services includes desktop applications, Local and / or Wide area networks, IT security and telecommunications
CONDUCTING SALARY SURVEYS
DHRM routinely monitors salary information and identifies trends.
When an agency submits a request for a differential, Career Group revision
or the re-banding of a Role, DHRM will assess all the available information..
If necessary, DHRM may conduct a salary survey to validate the State’s market
position or request that the agency conduct a survey.
State agencies need to be sensitive to burdening other employers with
requests for salary data. Therefore, in areas outside the metropolitan
Richmond area, agencies should coordinate data collection with other agencies
in the local area that have the same type of positions. Also, agencies in the
metropolitan Richmond area should coordinate data collection with DHRM.
Agencies are asked not to contact the central personnel departments in other
States without DHRM’s concurrence.
The following guidelines should be used by agencies in their surveying
efforts. (These are the same guidelines that DHRM follows in conducting
salary surveys):.
• Selecting the jobs to survey: A survey may gather information relating to
an entire Career Group, a Role, or to a specific group(s) of positions within
a Role (e.g., electricians within the Trades Technician II Role). This
decision should be based on the nature of the current or potential staffing
problems that are being addressed. The range of positions used by the
agency or agencies experiencing the staffing problems may also influence
the breadth of the survey.
• Defining the relevant labor market: This step identifies other employers
who compete with the Commonwealth for employees that perform similar
work. The market may vary from a few local employers in a particular
industry to employers in various industries nationwide. The market for jobs
performing duties that are unique to government would be local, state or
federal government agencies (e.g., social service, law enforcement and
regulatory jobs).
o Private Industry includes firms in the relevant labor market
(Virginia, the Southeast or Middle-Atlantic regions, or the United
States) that may be selected from the Virginia Employment
Commission’s employer list or from membership lists of human
resource or compensation associations. Salary surveys should always
take into account the salaries paid by private firms for comparable
jobs.
o Government entities, including local, state and federal agencies, may
provide the most relevant comparison to State-level jobs. For a large
number of state jobs, there are no comparable positions in the
private sector. Additionally, the Commonwealth often competes for
the same workers as federal agencies and localities attract.
o States in the Southeastern or Mid-Atlantic region represent the
most relevant labor market for the Commonwealth’s jobs. The
suggested use of data from regional states does not preclude the use
of data from other states, localities, or federal agencies if there is
active competition with them for employees in the job Role under
review. Florida, Georgia, Kentucky, Maryland, North Carolina,
South Carolina, Tennessee
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