Architecture Research Paper Kansai International Airport

The Kansai International Airport designed by architect Renzo Piano is a very fascinating and unique building. It construction combines a man-made island, a high-tech new age looking structure and creative architectural design to create one of the biggest and most expensive airports in the world as seen to right in (Figure-1a). Human use of Kansai Airport is best expressed by the lecture topics discussed in class that include: Designation and Organization of Use, Architectural Determinism, Humanism at a Personal Scale, and Humanism at the Scale of Neighborhoods / Communities/Bureaucracies and Meaning in Architecture. In the Professor Speck’s class lecture over Designation and Organization of Use, there are many themes that I feel†¦show more content†¦In this case is canyon is both the center of interest and the â€Å"gateway† to the rest of the terminal. In (Figure 4-a) right and above one can clearly see how the â€Å"canyon† along with the massive si gns help to make Kansai International Airport more manageable and how it helps to cater to people on a more humanistic and personal scale. Humanism at the Scale of Neighborhoods/Communities/Bureaucracies is the next issue I will discuss and its connection with the Kansai International Airport. I think that buzzing, busy atmosphere makes the people in the terminal feel warm and jovial. While it could be argued that to many persons walking scurrying through the airport at the same time could be disturbing and annoying, I think that like the plants, stores and restaurant the sea of people helps to fill the gigantic inside space of the terminal. However, if Kansai were compared to a city I would definitely compare it to one of the larger metropolises in the US, simply because of number of people and the crowded feeling it gives off. I think that the feel in the terminal would be like an exaggerated effect of what west campus i s like during the afternoon of a school day. Both require a lot of walking and there is almost no

The Music Industry And Mass Media - 2807 Words

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Method of Selection of The Employee Hiring †MyAssignmenthelp.com

Question: Discuss about the Method of Selection of The Employee Hiring. Answer: Introduction Selection is considered to me the second step of the employee hiring process whereby the candidates who have applied for the job are chosen based on certain criteria. There are several methods or criteria which can be used in order to assess the candidates. Data Tech has recently got a new project and for that purpose it needs to hire various employees who could carry out the various tasks which are available in an organization. Hence, in this report the various methods which are open to the company for the different posts have been provided along with the justification for choosing the given method (Hendry 2012). Once this has been done the program monitoring evaluation method has been suggested. This method will go a long way in helping the organization to understand heather its selection proceeds in a good condition or not. Once these steps are being evaluated, it can also be observed that the previous users of the system will be providing advice to the company and give their feedback which would then help the firm to carry out its operations in the business successfully. Method of Selection Selection can be described as the process of selecting a well qualified person for a given role. He is the one who will be able to successfully deliver valuable contributions to the given organization. The term selection mainly applies to the selection of the given workers. Job analysis forms the basis of the given selection system (Foster 2014). This is done to see to it that the selection criteria which will be applied by the company are related to the job and also adds value to the organization. Methods available for selecting and considering an employee: These methods include a series of Application forms and CVs, Online short listing and screening, Interviews, Psychometric Testing, and Aptitude Testing, profiling exercises in Group, Assessment centers and References Application forms and CVs In this kind of a selection method, the application forms which are filled up during the recruitment method are screened along with the Resume or the CVs. This method is generally used to put off some candidates and scan the relevant skills in a candidate by testing their resumes. The primary advantage of using the given method is that it ensures that there exists consistency in the given short listing process (Cascio 2018). Online screening and short listing With the advent of the modern technology, there is an Applicant Tracking System which enables the users of the system to filter the potential employees ad helps them in proper usage of the system to carry out the selection procedure. The initial screening in this method is generally based on the assessment whereby the various qualifications as well as the requirements pertaining to the given job are assessed. The applications are filtered against a certain set criteria such as a particular skill like Microsoft Excel and others (Brewster and Hegewisch 2017). The online screening appears to be a quick and useful way of sorting through and selecting the various applications. However, in the given scenario, the use of the appropriate selection criteria plays a huge role. The perils of using the online application system imply the Particular Data Protection Act which needs to be abided by. There exists certain cost of implementing the given system. Interviews The interviews are one of the most effective kinds of selection method whereby the personality as well as requirements of the job are thoroughly assessed in a particular candidate (Alfes et al. 2013). The members which are involved in the given interview process should be trained properly and the they should be having adequate knowledge of the kind of questions which are relevant. Psychometric testing In the given method, a test is undertaken in order to understand the mental ability of the person. It covers testing of the logical ability and personal profiling (Bolander and Sandberg 2013). Ability and aptitude tests In the ability testing, the given skills are tested: General intelligence; Verbal ability; Numerical ability; Clerical ability; Sensory and motor abilities. Personality profiling The particular method is only applicable for certain posts whereby the personality is assessed as per the requirement of the job. Presentations Very often with posts related to sales and marketing, the presentations are considered to be an optimum tool to understand the communication ability of the candidate (Purce 2014). The matter in the presentation along with the way the message is presented is considered to be an important part of the evaluation criteria. Group exercises In the group exercises, the group discussions and role plays are considered to be relevant parts of the process whereby the knowledge of the candidate is discussed. The candidates provide references which are assessed in order to analyze the reliability of the candidate. Chosen selection method of Data Tech Name of the Post Method Reasons Database Administrator Psychometric Testing The psychometric testing method will be used for the given post in order to understand the ability of the given individual with respect to various areas like verbal, logical and quantitative skills of the candidate. This job requires a person who is a skilled and has in depth knowledge about his particular field. The reason behind choosing the particular method is to make sure that the person will be tested for relevant skills and for this he can belong to any background as a skill test will already take place. Reliability and Validity Research The average reliability for this kind of a selection method is 0.7. This reflects that the given test is highly reliable. No test will be able to achieve 100% reliability but a higher reliability score reflects a good measure. In terms of validity the psychometric test measures construct validity hereby it measures the traits important for a particular job (Townley 2014). Specialist Librarian Interview For this specific post the method which has been selected is the Interview (Marchington et al. 2016). An interview takes place whereby the two parties discuss various relevant issues with respect to the job position. Interview proves to be a good source of information for the recruiter in order to find out more about the skills of the candidate and his relevant experience (Bryson, James, and Keep 2013). For a librarian, the person will need to show case various experience skills and this can only happen n an interview. The interviewer may ask the candidate a certain set of questions in order to test his knowledge and this shall help the recruiters and the selectors to learn more about the candidate. The interviewer needs to have a set of questions ready for the candidate which will help him to understand the capability of the candidate. Reliability and Validity Research In terms of validity the given method makes use of a criterion validity. This means that doing well in the interviews predict highly that the person will do well outside as well (Townley 2014). The reliability of the given measure is 0.9. IT Help Desk Operator Online screening and short listing For the given post, the company can conduct an online screening and short listing technique. For this method, the company will invite various applications online and keep a tract of them using a portal. They can even give an online skill test in the portal which will help them to shortlist the candidates The IT Help Desk Operator is post whereby the candidate needs to have sufficient knowledge about the task here they will be engaging in and this is basically a technical knowledge (Sparrow, Brewster and Chung 2016). Hence, as this post is a very common one, and bound to invite various applicants who can go through an initial screening at first and then quality for the second round of interviews. Reliability and Validity Research In terms of content validity, the online screening method is one of the most useful methods of selection method. It has a reliability score of 0.75. Data Entry Team Leader Personality Profiling and Psychometric Testing For the given post a psychometric testing along with a personality profiling selection method will be accurate. Personality profiling is the chosen method because the post is that of a leader and the personality of a leader needs to be capable (Budhwar and Debrah 2013). The next is psychometric test which ere test the technical aspect of the candidate. For this post the company requires a talented leader who will have adequate knowledge about the area in which he is working in as well as have sufficient leadership skills. Hence, with personality profiling, the interviewers will came to know about the ability of the candidate` s capability as a team leader. Through psychometric testing, the candidate`s capability as a professional will be checked. Psychometric testing finds out the capability of the person in the particular field of knowledge. Reliability and Validity Research As state earlier, these methods have a reliability score of 0.7 and the given method reflects construct validity. Data entry operator Application form and short listing Since a lot of posts will be required to be filled up, application forms will be given to the candidates and the candidates will be asked to fill up the forms and the recruiters ill go through the form and fill in the requirements (Marler and Fisher 2014). The reason why this method was chosen because the number of potential candidates for the post was extremely high and that is why the application form screening was selected (?lusarczyk and Robert Golnik 2014). They will be required to fill up an application form with the same pattern and it will be scrutinized by the interviewers. The application forms which will be the most attractive one will be chosen for the next few rounds. Reliability and Validity Research Construct validity is reflected by the given method and the reliability score is 0.8. Methods most suitable for a particular job When it has to be determined which method has to be used during the selection phase of a particular job, it is extremely important to determine the correct method of selection. Many organizations tend to use the safe method of references for reliability and some tend to use the simple interview method. For this purpose, it is always suggested that the method should be kept relative to the job description and the type of organization (Storey et al. 2014). The above suggested methods are for the first round of the selection process. It is suggested that after all these rounds have been completed, it is better for the company to take a pre-joining interview in order to make the terms of employment clear. For inter-rater reliability scores the given steps were undertaken: The number of ratings was counted in agreement. The total number of ratings was counted. Divide the result of step 1 by step 2 Convert to a percentage. Evaluation Method: Measuring efficiency of the selection program Regardless of the various selection methods used, the outcomes of any project play a major role in determining the success of the program. In order to measure the worth of the selection process, the two areas need to be evaluated in order to test the efficiency of the selection process which was undertaken. In order to measure the efficiency of the program, the costs as well as the results of the program. The standard formula which will be used to calculate the selection program is the ROI. The Return on Investment is a percentage method which is used to evaluate the benefits of the efforts which was put behind the costs (Townley et al. 2014). The formula is monetary benefits- Selection Costs/ Selection Costs into 100. The ROI can be measured in terms of cost or time. Method to evaluate the costs: The primary method to evaluate the project of selection of the candidates is being done by finding out the Return on Investment. If the Return on Investments is greater than 25% then the plan is chosen. Establish Selection Costs The costs that will be incurred in the selection process shall need to be analyzed in order to determine the success of the program. This requires the collection of data by the various decision makers and helps the firm to analyze the costs and form a graph (DeNisi, Wilson and Biteman 2014). (Refer to the Appendix 1 for the Timeline and the Budget) The following costs are generally incurred during the selection process: Development costs- These costs are required for the people involved in the selection process. e.g., salaries, benefits of personnel, and equipment. In this case , as per the budget it will be 14000$ Direct implementation costs These costs are the costs that will be required to implement the selection process. The cost is $1000 e.g., selection material, technology costs, facilities, travel, communication and marketing of program, instructors salary, and benefits. Compensation for participants Very often the participants need to be paid for attending the section process. Hence, the benefits costs will be dedicated to the time spent on the selection process (Aksakal et al. 2013). None Lost productivity during selection The employees of the organization who are conducting the selection have not been contributing well to the organizations productivity. e.g., cost of time spent while not working. Measured in terms of money to be 10000$ Travelling expenses and fees- The recruiters will be required to travel from one place to another in search for new opportunities (Gatewood, Field and Barrick 2015). When a company seeks to hire a consultancy they have to pay a fees to the consultancy. This fee forms an integral part of the expenses incurred by the firm on recruitment. 2000$ Other expenses : $699500 Assess the Results In the given case, the results can be referred as to the outcome of the whole selection program. The outcomes of the selection program can be measured as follows: The changes in the productivity when the new employees are being hired. Change in the organizational process with reference to the method in which the present employees carry out their work (Ekwoaba, Ikeije, and Ufoma 2015). Workplace environment with respect to higher levels of motivation and the attitude of the people in the workplace. The quality of people present in the organization and the talent storehouse of the organization greatly tend to improve when new people are hired. There is increased morale in the organization which tends to lead to better results. Let it be assumed that the value will be 1000000$. Therefore, Total costs =14000+2000+699500+1000+10000=726500 Total benefits= 1000000 Hence, ROI= (1000000-726500)/726500*100 =37.6% Hence, after the given program is conducted, it becomes extremely important to check the ROI figure in order to determine or measure the efficiency of the give program which was conducted. If the ROI is at a good percentage then it can be estimated that the organization has been able to perform well and that it will be able to easily manage the employee relations (Hurn 2014). Better work environment, increased productivity and a good corporate culture help the firm to measure the outcome of their program and to analyze the fruits of their effort. Since the ROI is greater than 25%, the given program which shall be conducted is successful. Conclusion Therefore, from the above theories, it can be stated that the second procedure of the employee hiring system is one of the most crucial stages. In this state, the employees need to be chosen according to their capabilities which are relevant for the organization and they need to keep at ease. The report has thrown a light on the various selection methods which are available in an organization and how these selection methods are suitable for different posts and organizational types. The second section of the report concentrates on the different suitable methods available to be used for the different posts at Data Tech. An evaluation program for the various events of the organization has also been provided which shall help the company to measure the effectiveness of the program which as carried out and understand the outcomes. References Aksakal, Erdem, Metin Da?deviren, Ergn Eraslan, and ?hsan Yksel. "Personel selection based on talent management."Procedia-Social and Behavioral Sciences73 (2013): 68-72. Alfes, Kerstin, Catherine Truss, Emma C. Soane, Chris Rees, and Mark Gatenby. "The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement."Human resource management52, no. 6 (2013): 839-859. Bolander, Pernilla, and Jrgen Sandberg. "How employee selection decisions are made in practice."Organization Studies34, no. 3 (2013): 285-311. Brewster, Chris, and Ariane Hegewisch, eds.Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor Francis, 2017. Bryson, Jane, Susan James, and Ewart Keep. "Recruitment and selection."Managing human resources. Human Resource Management in transition(2013): 125-149. Budhwar, Pawan S., and Yaw A. Debrah, eds.Human resource management in developing Cascio, Wayne.Managing human resources. McGraw-Hill Education, 2018. countries. Routledge, 2013. DeNisi, Angelo S., Michael S. Wilson, and James Biteman. "Research and practice in HRM: A historical perspective."Human Resource Management Review24, no. 3 (2014): 219-231. Ekwoaba, Joy O., Ugochukwu U. Ikeije, and Ndubuisi Ufoma. "The Impact of Recruitment and Selection Criteria on Organizational Performance." (2015). Foster, Elvis C. "Human resource management." InSoftware Engineering, pp. 253-269. Apress, Berkeley, CA, 2014. Gatewood, Robert, Hubert S. Feild, and Murray Barrick.Human resource selection. Nelson Education, 2015. Hendry, Chris.Human resource management. Routledge, 2012. Hurn, Brian. "The challenges facing international HRM in an increasingly globalised environment."Industrial and commercial training46, no. 7 (2014): 371-378. Marchington, Mick, Adrian Wilkinson, Rory Donnelly, and Anastasia Kynighou.Human resource management at work. Kogan Page Publishers, 2016. Marler, Janet H., and Sandra L. Fisher. "An evidence-based review of e-HRM and strategic human resource management."Human Resource Management Review23, no. 1 (2013): 18-36. Purce, John. "The impact of corporate strategy on human resource management."New Perspectives on Human Resource Management (Routledge Revivals)67 (2014). ?lusarczyk, B., and Robert Golnik. "The recruitment process in transnational corporations."Polish Journal of Management Studies10 (2014). Sparrow, Paul, Chris Brewster, and Chul Chung.Globalizing human resource management. Routledge, 2016. Storey, John.New Perspectives on Human Resource Management (Routledge Revivals). Routledge, 2014. Townley, Barbara. "Selection and appraisal: reconstituting."New Perspectives on Human Resource Management (Routledge Revivals)92 (2014).