Racism On Trial The Chicano Fight For Justice - 1134 Words

In his book Racism on Trial: The Chicano Fight for Justice, Ian F. Haney Lopez studies the change that in racial politics brought about by the Chicano movement. He examines why Chicano activists embrace their identity as members of the Brown race, an action that is a rejection of previous generations attempts to gain civil rights by claiming to be White. He analyzes this racial transformation in the context of race as a socially constructed idea meant to preserve power dynamics. Haney Lopez describes the racialization of Mexicans in terms of ancestry and skin color. Although granted de facto White racial status with the United States conquest of much of Mexico in 1848 and having sometimes been deemed as White by the courts and censuses, Mexican Americans were rarely treated as White (5). Historically and legally, Mexicans have been treated as second-class citizens. Mexicans suffered the degradation accorded members of an inferior race, treatment nearly equivalent to the coinciding conquest of blacks and Native Americans (64). In 1857, for instance, Anglo mobs lynched eleven Mexicans in Los Angeles (67). The demographic and geographic custom of segregation in Los Angeles contributed to the growing cultural isolation and socioeconomic vulnerability of the Mexican community. Within the Mexican community, competing notions of racial identity has long existed. Aware to gradations of color in race and their shading of white and non white identity, Haney Lopez introduces theShow MoreRelatedEssay about Chicano, A Community That Has Overcome960 Words   |  4 PagesThe Chicano community has endured and overcome many struggles since the conquest by conquistador in 1491 and eviction from Atzlan. Race was used by the white community as tool to structure inequality for the Chicano community by classifying the Chicano community as white but treat them as a minority community. Chicano activist during the Mexican American generation found community self-determination by becoming actively involved in their community and taking hold of their own destiny. The MexicanRead MoreRacial Tension And Civil Unrest1685 Words   |  7 PagesAmericans were forced into internment camps, Los Angeles has historically been the center of racial controversy and tension (â€Å"Year by Year,† 1999). In 1943, Los Angeles was also full of young African Americans and Mexican Americans trying to protest the racism in the American culture by expressing themselves with their own music, clothing, culture, and style (Cosgrove, 1985). By the time of the Sleepy Lagoon murder in 1942, the stage had been set for the Zoot Suit Riots that occurred in June 1943. 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Essay on A.P.U.S.H. 1776 - 626 Words

Essential Questions 1. Why did Americans choose not only to break from Britain, but adopt a republican form of government in 1776? What Republican ideas did they share, and what did they disagree about? The Americans chose to break from Britain for a lot of different reasons. But the main reason was they wanted freedom from parliament; they did not want to be governed from overseas, they got sick and tired of the taxation and laws. They adopted the republican government because they did want to be a monarchy or dictatorship; America wanted the â€Å"people to rule† the country. They saw how a monarchy worked and did not want to be trapped in the same position Britain’s king was in. America and Britain had similarities and differences in†¦show more content†¦The Articles were very weak and instable; they were not capable of keeping the country together for very long. The Articles for example were Unicameral, while the Constitution was bicameral. It was just not as strong as the Constitution. The Article did not even have an Executive Branch. United States would definitely not have come to its position it’s in today with the Articles of Confederations. Just look at their way of entering states to the Union, they have to get all of the 9 states to agree on entering it. But that’s not the hard part, the hard part is imagining having to get this news across to every state, it would be a very long Process. While the Constitution just makes Congress enter any new states. America has definitely been a lot better off with United States Constitution! 4. What where the basic features of the new Constitution, and how did they differ from the government under the Articles of Confederation? The new Constitution had a lot of differences from the Articles of Confederations, all of them were better because the Constitution was a much more improved and well thought out form of a constitution. The basic features of the Constitution were †Å"principles of popular sovereignty, limited government, civil rights and liberties, and separation of powers and checks and balances.† For example an Amendment is changed when  ¾ of the states agree on it, rather than all of the states. Also, the Articles of the Confederations did not have an

Kyoto protocol 1997 Free Essays

string(32) " for them than they can handle\." The United Nations framework convention on climate change, devised the international agreement termed as Kyoto Protocol, in order to work towards preserving the environment. The protocol was aimed at diminuating the intensity of six major greenhouse gases namely carbon dioxide, methane, nitrous oxide, sulfur hexafluoride, hydro fluorocarbons, and perfluorocarbons. What is this International Agreement? Global warming intimidates the very existence of all life forms on earth. We will write a custom essay sample on Kyoto protocol 1997 or any similar topic only for you Order Now The emanations of the aforementioned six gases contribute considerable to the thinning of the ozone layer, the consequences of which can be summed up in the rising of the sea levels, melting of snow caps, floods and droughts. By 1990 the ratio of these emissions had risen by a considerable amount, as substantiated in the report published by the IPCC (Intergovernmental Panel on Climate Change). The report called for urgent actions to curb the threat of climatic alteration. Thus, at the United Nations Conference of Environment and Development, the birth of the United Nations Framework Convention on Climate Change took place. The decisive objective of the meeting was: â€Å"Stabilizing greenhouse gas concentrations in the atmosphere at a level that would prevent dangerous anthropogenic interference with the climate system. † (UNFCCC, Article 2, 2008). Furthermore, the agreement also encouraged achieving the change in a limited time span, so as to avoid an economic standstill by allowing the eco-system to align with the change in the atmosphere. The concurrence focused primarily on the industrialized nations, termed under Annex 1 as the major producers of the greenhouse gas emanations and thus the prime participators of the protocol. It is mentioned in the protocol that the achievement of the reduction in emissions is to be performed principally through nationwide procedures. However, in order to counter the criticisms with regards to the economic melt down that might result through the adherence to this protocol, the agreement also mentions three souk based methods: (a)Emissions trading; (b)Clean development mechanism; (c)Joint implementation. The protocol also asserts that the countries establish a monitoring body responsible to formulating reports regarding the greenhouse gas emanations and the trade carried out. This is achieved through: (a) Registry system; (b) Compliance system; (c) Reporting system. Another objective of the protocol is to help countries adapt to the changing climatic conditions and its adverse effects. Therefore, an Adaption Fund was also formulated under this protocol to sponsor adaption schemes and programmes to the developing countries that are signatories to the protocol. The protocol encourages countries to align their policies to the targets of the Kyoto Protocol, in order to curb the looming threat. The IPCC has forecasted an overall augment in global temperature to 5. Degree Celsius (UNEP, 2001). Therefore, developing countries are required under this protocol to device measures for absorption of the greenhouse gases. The protocol has been approved by 183 parties, including Japan, China, Italy, Spain, Germany, France, the Netherlands and Russia, a country accounting for 17% of the greenhouse gas emanations (Kyoto Protocol: Status of Ratification, 2008) The fulfill ment of the agreement is considered crucial, for the changing climatic conditions are causing more harm than good for the eco-system. Why this Agreement is Important: Keeping in view the drastic change in the climatic condition and its consequences, it was vital for the global community to advance towards such a step intended at diminishing the greenhouse gas emanation. Inter governmental panel on climate change has forecasted an average increase of global temperature from 1. 4 degree Celsius to 5. 8 degree Celsius (UNEP, 2001). While this increase may appear trivial, yet it contributes greatly to the rising of sea levels, melting of snow caps and these drastic changes themselves affect the production of food and leads to droughts and famines as well as floods. Under such circumstances it was vital to put forth an agreement that was legally binding on the countries that were the greatest benefactors of the greenhouse gasses. This global warming is a result of 150 years of rigorous industrial development. Smoldering of fossil fuels has penetrated the ozone layer, which was acting as a filter for the living creatures from the damaging consequences of sunlight. The excessive access given to the ultra violent radiations is harming the eco-system, which is not just confined to the melting of the ice caps in Atlanta but also the extinction of animal and plant species, due to the destruction of their habitat. While the melting of ice caps is causing floods, the extinction of animals is resulting in direly affecting the food cycle; the results of which are not just felt by the wild life but also the human beings. The extinction can also lead to the extinction of human beings, if the situation is not controlled. Therefore, it was vital for the international community to join hands and take steps for the conservation of the atmosphere. In this regards, the Kyoto protocol serves as a plausible tool. Industrial growth will be useless if people can not benefit from it; if people can not live enough to take its benefits. Increase in pollution etc has direly affected the living conditions of people. While the developed nations are enjoying the benefits of a strong economy, the developing countries are undergoing the effects which are resulting in deteriorating the state of those countries. Third world countries already having been victimized by poverty, unemployment, civil disobedience also have to suffer the influence of the changing climatic conditions. Mostly third world countries have agro-based economies. The phenomenon of global warming has become an enemy to their crops, those crops that constitute their largest amount of export. As a result, third world countries have to import more than they can export leaving them under a heavy financial burden. Michael Grubb et al 1999) This shows that the affects of global warming, that took birth due to the extensive industrial growth of 150 years have aided greatly in crippling the already crippled economy of third world countries and in fact has produced more problems for them than they can handle. You read "Kyoto protocol 1997" in category "Papers" Even for the developed countries, the climatic changes have posed big problems. Thus, under such circumstances, it was pivotal for the United Nations to come up with a soluti on to curb these problems. The Kyoto protocol is binding on all its members and such a legally binding agreement that fathomed the harmful affects of global warming marks one of the very important agreements produced. Through this agreement, countries, by law, are supposed to work on towards reducing their greenhouse gas emanations, working for the global good. Important parties of the Agreement: Even though the protocol has a total of 183 parties to date, the most important ones include United Kingdom and European Union. Russia and U. S. A are the largest creators of greenhouse gas emissions. Out of the 2, Russia has ratified the treaty while the U. S. A has not. Back when the protocol had to be approved around 55% of the votes were required (Kyoto Protocol: Article 25), out of which a vote of either U. S. A or Russia was crucial. Russia thus ratified the agreement and helped put it in to effect. The United States had ratified the agreement, yet U. S. A declined, refusing to adhere to the Annex 1 and Annex 2 countries, by putting forth the argument that India and China are also potential greenhouse gas producers. Furthermore, it is stated that the agreement poses a threat to their economy. U. S. A has neither accepted nor rejected the agreement even though it is a signatory. However, on state level a program has been initiated entitled, â€Å"Regional greenhouse gas initiative† (Regional greenhouse gas initiative, 2006). The following states are participants Maine, New York, New Hampshire, Massachusetts, Vermont, Connecticut, New Jersey, Delaware, and Maryland, representing around 46 million people. Around 80 cities from 50 states are working towards ratifying the Kyoto Protocol (Mayor’s Climate protection centre, 2008). Attempts at convincing the government are also being carried out at student level, as students have initiated a movement as well termed as Kyoto Now. One of the major supporters of the protocol is the European Union. The EU produces around 22% of the worldwide greenhouse gas production and is now committed to reducing the greenhouse gas production (Energy policy of the European Union, 2002). Denmark, for example, is alone working towards decreasing 21% of its greenhouse gas emanations. In fact, the European commissions back in 2007 announced the formation of a European Union Energy Policy which incorporated a 20% cutback in greenhouse gas emissions. By 2020 The EU has also placed fine on countries failing to adhere to the reduction target. The European Union has been an ardent supporter of the Kyoto Protocol and is working towards negotiating with other hard-to-convince nations. (Michael Grubb et al 1999) The United Kingdom is also a strong supporter of the Kyoto Protocol. Its energy policy fully supports descend in carbon dioxide production. While the United Kingdom has reduced a considerable amount of greenhouse gas reduction yet it needs to work on towards cutting back on the increase in the net carbon dioxide emanations. A draft by the name of Climate Change Bill was in print, which advocated the reduction of 60%, with a beginner’s target of 26% to 32%, of the carbon dioxide levels (Department for environment, food and rural affairs, 2007). If this bill is approved, the United Kingdom will emerge as the first country to integrate such a strong target in to the energy policy, rather the law. Result of the Agreement: The Kyoto protocol has earned both positive and negative comments. While its advocates consider the agreement to be a historical step towards curbing the threat of global warming caused due to human activities. Critics argue that the protocol would just result in a 5% decrease in global greenhouse gas production and that this is not a considerable amount of reduction. As quoted by inter governmental panel on climate change, a decrease of 50-60% is required otherwise the world will face a global increase of 3 degree Celsius in its temperature. Thus, critics argue that the targets set by the UNFCCC are inadequate. (Michael Grubb et al 1999) Another argument put forth by the opposition of the agreement is that, not all countries are participating in this agreement. For example, U. S. A one of the worlds largest creator of greenhouse gas emanation, has not ratified the treaty. Furthermore, china is termed under Annex 2 of developing countries even though it is the second biggest producer of these emissions. India is also included in the same list while the production of the greenhouse gases exceeds even those of the industrialized nations. Therefore, critics argue that with such a limited participation from countries, the Kyoto protocol can not be counted up on to achieve the reduction in greenhouse gases to curb the threats of global warming. While the protocol might be considered a first step towards addressing this problem, it does not according to the opposition present a clear cut and effective framework that can be counted up on to curb the problem. Economic constraints have also been addressed by both the proposition and the opposition of the agreement. Critics argue that the protocol would do more harm than good. The argument put forth is that countries would have a negative impact on their economy for different companies would be required to come up with new, climate-friendly technologies and solutions and the cost of these technologies might force some companies to shut down. Another argument brought in to the limelight is that due to the protocol the tax payers and customers would have to pay a higher amount of tax in order to aid the government in working towards the reduction of greenhouse gases for example the assertion of strict rules. Furthermore, it is argued that the nationals of the developed countries might be forced to spend more and might be forced to practice a superior standard of living. However, it must be noticed that the protocol does provide cures for short-term economic problems. The instruments of Emissions trading, Joint implementation, and clean development advocate the cause of the protocol yet also allow countries not to experience a considerable amount of change in their economy abruptly. Countries can take up their time revolutionizing their existing sector while working for the benefit of the global community by reducing emissions alongside. Furthermore, those markets that work with collaboration and work towards producing environment friendly products and services will adjust quickly to the new economic environment and in the long run would be a lot more successful. However, besides all these arguments no one can refute the important step taken back in 1997 in Brazil with regards to the imminent threat of global warming. While the Kyoto protocol may not be right on path to assemble the targets of diminishing greenhouse gas emanation, it is still on track. The fulfillment of this protocol, specifically by the developed countries mentioned in Annex 1 would advocate other such steps to be taken under stricter conditions. Also, nations by proving themselves capable of having reduced their greenhouse gas emissions can work towards conferring with developing countries to lend a helping hand in curbing this global threat. By commencing the journey with achievable and small goals, the global community can work towards achieving larger targets. Even if the countries that have ratified the agreement staunchly follow the route to reducing the greenhouse gases, change can be achieved. Efforts at national level will act as a catalyst for change. Thus, it would be highly unfair to deny the significance of the Kyoto protocol, for it is a bold first step taken towards preserving the environment. What can serve as another plausible technique for reducing those harmful emissions is by switching over to renewable resources and minimizing the usage of fossil fuels. The smoldering of fossil fuels produces harmful pollutants in to the atmosphere. These by products can stay mortal in to the atmosphere and along with affecting the ozone also affect the respiratory organs of the human beings, resulting in causing fatal asthma attacks. From land mining to burning of coal in a coal mine to oil spills, the impact on the atmosphere have proved to be fatal in the past. Thus, in order to combat climate change the first step countries should take is the substitution of fossil fuels with renewable sources of energy. Also, by increasing the green belts in the world, we can work towards saving the environment. Deforestation has a highly negative impact on the environment as well as the climate. The effects of deforestation include soil erosion, temperature extremes, increase in deserts; all contributing greatly to the observable fact of global warming. Therefore it is crucial that deforestation be stopped. Of course ceasing deforestation is not the only solution. Reforestation should be encouraged. This is an act that can be carried out at individual level as well thus governments should try and engrave the importance of a substantial green belt in helping limit the phenomenon of global warming and working towards a safe environment. â€Å"We must no longer think of human progress as a matter of imposing ourselves on the natural environment. The world–the climate and all living things– is a closed system; what we do has consequences that eventually will come back to affect us. † (Woods Hole Research Center, 2008) How to cite Kyoto protocol 1997, Papers

Personnel Management Roles and Responsebilities

Question: Describe about the Personnel Management for the Variety of Responsebilities. Answer: Introduction The purpose of this assignment is to discuss the personnel management strategies that can be implemented in Bread Talk, a Singapore based food and beverage organisation which was founded in the year 2000. The organisation has 840 stores over the globe and is one of the most successful business organisation in Singapore. The biggest competitor of Bread Talk is four leaves. The organisation has some of the most innovative approach to their business, which is successful in attracting global consumers. This report explores the various issues and strategies that can be implemented for the post of personnel manager of Bread Talk both in national and international level to improve employee base. Job Analysis of a Personnel Manager Being a personnel manager of an organisation has a variety of responsibilities. Personnel managers are accountable for the development of the company and therefore has certain qualification and experience (Belker, MCcormick Topchik, 2012). Qualification is considered to be essential for the organisation, as a major portion of companys responsibility are given on the shoulders of Personnel Manager. Personnel administration evolved in the late of 1980s and companies preferred employees as personnel manager who acquired a formal education and academic credential to work as a personnel manager. However, with advancement in organisations, things started to change and education was not the only thing that organisation focused upon. They also looked for additional skills that can be favourable to the organisation. Communication Leadership Decision Making Personal Skills Organisations also look for these factors in an employee while hiring. Communication is considered to be the most integral part in the job profile of a personnel manager. It is essential to understand the situation and then provide solutions. Organisations looks for employees who are active listener and communicator. Everyday job responsibilities of a personnel manager includes listening to the problems of the employees in the organisation and providing them with alternatives (Dale, 2003). For a personnel manager, it is essential to have good speaking skills as they represent the organisation. Figure1 Role of a Personnel Manager (Source: Edenborough, 2005) Apart from that, Leadership skills is another area that the individual must possess. Leadership skills are useful for the personnel manager because, the job position demands coordination and teamwork (Sparrow, 2006). A personnel manager is considered to be the bridge between the management and employees. Therefore, it is important for the personnel manager to understand the problems of the employees and address them to the top management to ensure positive actions (Bagga Srivastava, 2014). In addition to this, the responsibility of a personnel manager is to recruit employees with right talent and skills that can be helpful for the organisation to achieve their goals. Personnel managers have to be transparent and possess good understanding skills to ensure that they are able to solve the queries of the employees. For example, if the employees need training on new machineries or new systems, it is the duty of the personnel manager to provide training and support to the employees so th at they can work as a team efficiently. Job Design of personnel manager The role of the personnel manager has been designed to represent the organisation to the employees. Therefore, a personnel manager has the responsibility to design policies in the organisation and also coordinate human resources activities that include employment compensation, labour relations, organising training for the employees (Bilgin, 2007). The essential responsibilities of a personnel manager includes, Analysing salary reports and data to regulate reimbursement plan. Generating equal employment opportunities, compensation and employee benefits in organisation. Ensure that policy of the organisation are in align with the laws Maintaining human resource system that meets the criteria of the management information. Understanding arbitration decision making, legislation and other to measure the industry needs. Deliver information regarding human resource policy Recruiting appropriate candidate for the job that are suitable. Development of orientation to create a positive environment at the workplace. Addressing employee issues to the management. Assisting employees regarding the policies of the company. These elements are required in an organisation and therefore the need of personnel manager is required. Personnel manager are considered as the mediator of employees to its management. For this purpose, the organisation demands excellent professionals who can work for the company. Personnel officer has the responsibility and duty of employee relations and staff issues. They are responsible to hire the best candidate with skills that are appropriate for the job (D'Alfonso, 2004). This helps the organisation to perform adequately and properly. It also helps in maintaining a positive work environment. In order to motivate the employees of the organisation, it is essential for the personnel manager act as a role model for the new employees and motivate them to work harder. Providing employees is also a responsibility for the personnel manager. Apart from that, recognising talent who can be useful for the organisation is also important. Providing rewards, recognition and promotion to wort hy employees act as a motivation for other employees as well. In addition to this, it is also the responsibility of the personnel manager to develop personal development plan for the employees and inform them about their growth (Madera, 2012). This will help them to perform in a more efficient way. Personnel manager closely monitor the performance of the employee and offer them advice on how to improve them. Recruitment Strategies and its implementation for Personnel manager in the organisation In order to recruit talented personnel in the organisation, a personnel manager has to approaches to select candidates. Through internal job posting and through external sources. Organisation always tries to recognise talents in their talents and makes sure he/she fits for the job position. This helps in motivating the other employees to work more effectively. It is essential for the personnel manager to recognise these talents. The use of personal development program comes in handy for the manager to determine the most suitable candidate (Marie Ryan Derous, 2016). The use of technology has become useful for every organisation to identify talent. Recruiting candidates directly or an employee referring a candidate for the vacant post, or a transfer of a candidate from a different location of the same organisation or head hunting. These are some of the strategies that a personnel manager of Bread Talk uses to recruit the most worthy candidate because the organisation does not compromi se on quality of work. These strategies when applied brings out the best candidates for the post. The responsibility of the personnel manager is to analyse his performance on paper. To implement these strategies, the personnel uses all the medium of communication to spread the information. The personnel manager notifies the employees of the organisation through emails, by introducing referral fees reward to the employees (Patil Kant, 2012). These are some of the best possible way to reach out to the employees of the organisation and offer them their worth. The organisation always prefer candidates from organisation itself, because it also helps the company in reducing the training cost that they would spend for new candidate. Figure2 Internal Job Posting (Source: Smith, 2006) On the other hand there is external sources through which the personnel manager interviews employees who are not associated with the organisation. Organisation often requires new minds who can bring a change in the work place and the business operations in terms of performance and productivity. The personnel manager is responsible to select the employees through proper selection process and ensure that the candidate is right for the post (Starieca, 2015). Apart from that the organisation also uses internet as a source of finding candidates for the post. Jobstreet Singapore, Job finder and Indeed are the most used portal for hunting talents. Apart from that, personnel manager also uses recruiting agencies for selection. Post on social media platform like LinkedIn are useful as many candidates follow top companies and looks for job vacancies offered by the company. Figure3- External Sources (Source: Toldi, 2011) However, companies often do not find the right candidate and if found, the company has to spend an amount on the training that will make him acceptable to the organisation. Recruitment strategies are immensely responsible jobs and personnel managers needs to team up with some agencies to ensure that they are able to select the right candidate (Sturman, 2002). Personnel manager needs to look for the experience and performance history with the past company to come to decision. These are the two important steps of selecting candidate for the post in the company. Normally, companies often opt for internal job posting. Selection Strategies and its implementation for Personnel Manager in the organisation After posting the job details both internally and externally, the personnel manager calls in the best candidates for the job vacancy. Normally, a personnel manager would assess the candidate on various ground. This is known as multistage selection process. In this process, the recruiting department assesses the candidate on various ground. This gives them a clear picture about the candidate. There are situations, when a candidate provides false information to the organisation, the organisation suffers. Therefore it is the responsibility of the personnel manager to ensure that the information provided by the candidates are true. The organisation verifies the documents produced by the candidate and then sits for the interview. The selection test for a personnel manager includes cognitive ability test and then a personal interview round with the personnel manager and then face a panel interview with the company (Varmazyar Nouri, 2013). The top management also takes the decision in recr uitment and analysing the potential of the candidate. It is important for the personnel manager to understand the need of the company and select candidates accordingly. The personnel manager has to look for the educational qualification of the candidates. Apart from that, there are other strategies that can be helpful in selecting the best candidate. The primary reason for the organisation to select an internal employee is because the candidate is well versed with the policy and regulations. In addition to that, the organisation also sets expectations among other employees to improve their performance and gain recognition in the workplace. This is also affects the organisation report on employee retention. However, organisation also believes in outsourcing their need to the recruitment agency to get the most suitable candidates for the job. It is essential for the company to have the best candidate because it will help in development of the company. Most of the organisation use a strategic selection process that involves, Behavioural based selection process Group interviews to identify the communication skills Video interview, one of the most upcoming interview selection Employment tests Knowledge test With the help of these strategies, a personnel manager is able to identify the best in the candidate. Employment test are conducted to verify the experience that they have stated in their profile. It is important to understand the potential of the employee under pressure. Some of the candidates are in a different city or place, for which organisation have introduced video interviews to minimises the cost on recruitment. These are helpful and saves time for both the parties (Yoon Kin Tong, D. Sivanand, 2005). Knowledge test is conducted to test the skills of the employee on different grounds that can occur during the employment period of the company. Communication skills is also an important aspect for the post of personnel manager and therefore organisation conduct group interviews or discussion to identify the communication skills and speaking skills of the employee. Conclusion The report thoroughly discussed the role of personnel manager and how it affects the organisation and the employees. The report states the strategies that personnel manager applies in the organisation for the welfare of the organisation and its employee. Discussions on role and responsibilities of a personnel manager has also been elaborated. Bread Talk has to implement these strategies to ensure employee retention. This will help the company in building the trust of the employees. Apart from that, rewards and recognition can also help the employees to stay motivated and improve their professional performance. References Books Belker, L., MCcormick, J. Topchik, G. (2012).The First-Time Manager. New York: Amacom. Dale, M. (2003).A manager's guide to recruitment selection. London: Kogan Page. Edenborough, R. (2005).Assessment methods in recruitment, selection, performance. London: Kogan Page. Sparrow, P. (2006).International recruitment, selection, assessment. London: Chartered Institute of Personnel Development. Journals Bagga, T. Srivastava, S. (2014). SHRM: alignment of HR function with business strategy.Strategic HR Review, 13(4/5). Bilgin, K. (2007). Performance Management for Public Personnel: Multi-Analysis Approach toward Personnel.Public Personnel Management, 36(2), pp.93-113. D'Alfonso, J. (2004). The Employee Recruitment Retention Handbook.AORN Journal, 79(4), pp.872-877. Madera, J. (2012). Using social networking websites as a selection tool: The role of selection process fairness job pursuit intentions.International Journal of Hospitality Management, 31(4), pp.1276-1282. Marie Ryan, A. Derous, E. (2016). Highlighting Tensions in Recruitment Selection Research Practice.International Journal of Selection Assessment, 24(1), pp.54-62. Patil, S. Kant, R. (2012). Organizational culture a HR strategy for successful knowledge management.Strategic HR Review, 11(6), pp.322-328. Smith, A. (2006). Overcoming four HR outsourcing obstacles: Top tips for tackling a selection of HR outsourcing challenges.Strategic HR Review, 5(4), pp.28-31. Starieca, O. (2015). Employer Br Role in HR Recruitment Selection.Economics Business, 27(1). Sturman, M. (2002). How to compare apples to oranges: balancing internal candidates' job-performance data with external candidates' selection-test results.The Cornell Hotel Restaurant Administration Quarterly, 43(4), pp.27-40. Toldi, N. (2011). Job applicants favor video interviewing in the candidate-selection process.Empl. Rel. Today, 38(3), pp.19-27. Varmazyar, M. Nouri, B. (2013). A fuzzy AHP approach for employee recruitment.10.5267/j.dsl, pp.27-36. Yoon Kin Tong, D. Sivanand, C. (2005). E recruitment service providers review.Employee Relations, 27(1), pp.103-117.