Choose a business function (e.g. marketing HR finance) and outline and Essay

Choose a business function (e.g. marketing HR finance) and outline and discuss the changing nature of work and employment in thi - Essay Example Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.8 VIII. Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..10 I. Introduction: â€Å"Setting a goal is not the main thing. It is deciding how you will go about achieving it and staying with that plan.† 1-- Tom Landry In the present backdrop of globalization as trend-setters and intensive competitive market, the Human Resource department is not confined to the mere recruitment and payroll management instead the HR business function has contributed immensely to the timeline adherence with high-qualitative and more productive deliverables which has become imperative day by day. This in line has prioritized the HR to fulfill the need to educate, train and organize resource-planning a nd imbibe in the common company-culture and creativity to team-up to yield an energetic high performance network. Thus the knowledge-assets of organization nurtured by the HR department – are driven by like-minded individuals who share the passion, vision and mission of the corporation and hence increase the brand-endorsement and market-value manifold compared to any tangible assets. Amongst the top priority lists in the agenda of any successful HR department is effective talent acquisition to employ, deploy, train and retain the best individuals. In this research article the case study of the Human Resources Department has been scrutinized and analyzed with the focus on the changing nature of the work and employment in HR. II. Human Resources: The deployment and retention of suitable acquisition of talents in an organizational workforce is the supremely important and the most challenging tasks of the HR and the Management – which in the long run has proven to be the k ey to organizational success. Planning is the cardinal key to success of any organization and hence job description, task analysis worksheet, KSA (knowledge, skill, or ability) identification, and job specification are the primordial and primary requirements of Human Capital Management, and thus hiring and retaining the best people in the industry. This is achieved through very strong recruiting efforts which stresses on the overall career and economical development of the workforce, re-recruiting and internal branding, rewards and recognition, personal motivation, team events, periodic onsite deputation and rotation policy. Hence the primary focus of the HR department can be tabulated as: Fresh employment necessary for a vacancy generated. Former workforce needs to be revamped to actualize organizational profit. Specify and define the employee responsibilities and roles. To determine promotion and compensation revisions. To establish impartial standards and specifications (essentia lly for women, underprivileged, minorities, and mentally or physically challenged). The HR hence in the process can prioritize and organize the following: Employment Estimation and Evaluation: Performance Appraisal, Systematic Disbursement of remuneration and revenue allocation, Establishing Salary Levels Talent Acquisition: Designing appropriate job descriptions and specifications in order to recruit employ and retain the best talents in the industry Nurturing organized and competitive employment relationships: Constituting reporting hierarchy and Creating crystal clear correspondence communion Establishing motivated fulfillment of absolute talent management: Systematizing, Strategizing,

Evaluate how the marketing strategy of Google Inc aided to its Article

Evaluate how the marketing strategy of Google Inc aided to its economic rise and sustainability. Where is this success attributed to - Article Example However, the Web of 1996 was considerably different compared to what it is now. Anyone who presently uses a search engine can vouch that the completeness of the index is not the only factor in the quality of search results (Bagdikian, 1997). Junk results many times erase any results that a user is interested in. In fact, as of June 1997, merely one of the top three commercial search engines returned its own search page as a response to its name in the top ten results (Kleinberg, 1998). One of the main reasons of this problem was that the number of documents in the indices had been rising by many levels of magnitude, but the users ability to view documents had not. People only wanted to view the first few tens of results. Due to this, as the collection size increases, tools that have very high precision (number of relevant documents returned, e.g. in the top ten of results) are required. Of course, it was desired that the notion of "relevant" only consisted of the very best documents since there could have been tens of thousands of somewhat relevant documents. This considerable accuracy is significant even at the expense of recall (the total number of relevant documents the system is able to return). Recently, there is considerable optimism that the use of more hypertextual information can assist in improving search and other applications. Specifically, link structure and link text supply plenty of information for deciding relevance judgments and quality filtering (Kleinberg, 1998). Incidentally, Google employs both link structure and anchor text. Another significant design aim was to construct systems that a reasonable number of people could actually employ. Usage was significant to Google because they believe that a considerable number of the most exciting research will require leveraging the huge amount of usage data that is available from modern