...BRIEFER: CHAPTER 4: PROCESS SELECTION Process Selection is basically the way goods or services are made or delivered, which influences numerous aspects of an organization, including capacity planning, layout of facilities, equipment and design of work systems. Process selection is primarily used during the planning of new products or services that is subject to technological advances and competition. Process selection is dependent on the company's process strategy, which has two main components: capital intensity and process flexibility. Capital Intensity is simply the combination of equipment and labor that an organization uses to accomplish some objective. Process Flexibility is as its name implies: how well a system can be adjusted to meet changes in processing requirements that are interdependent on variables such as product or service design, volume of production, and technology. Facility Layout is simply the way a facility is arranged in order to maximize processes that are not only efficient but effective towards the overall organizational goal. It is also dependent on process selection. Within those two categories, you will also learn about technology, operations tour, process strategy, designing product layouts, and designing process layouts. The main concept between process selection and facility layout is technology. Technology is a method that is used to improve and develop various services, operation processes, and products. While process selection is used in many organizations...
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...Jury Selection Process Every American that has registered to vote or has a drivers license can at any time be called to serve on a jury. There are mixed feelings about being called for duty. Some Americans see it as a nuisance that will disrupt their lives. Others see it as an opportunity to serve their country. Being called to serve, and actually serving is two different matters. A jury is ultimately selected by the judge, prosecutor and defending attorney. How they are they picked? How are they released? Maybe this paper will answer a few of these questions. The selection of a jury is the process that occurs right before the actual trial, and after the trial initiation and the arraignment and plea. Only about 10 percent of actual arraignments see an actual trial, because 90 percent of cases that are preparing for trial end up accepting a plea bargain (Schmalleher, 2009). Any one who is accused of a crime and will stand trial is allowed by the Sixth Amendment the right to an impartial jury. For a jury to be impartial, it is not always true that they have no prior knowledge of the case at all. In the case of a highly publicized trial, it can be almost impossible to find 12 people who know nothing about the case at hand or the accused. Some jurors will be excused based on how suitable they are judged to be for the case, and some may be excused because of reasons beyond their control (Schmalleger, 2009). I have been called to serve jury duty one time in my life. At the...
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...I am thankful to have existing knowledge of the jury selection process in Madison County due to my affiliation and activity with the criminal justice system there. Brian Risinger is the Madison County District Attorney and through the years I have learned the process from him. I have also provided courtroom security through these processes and have observed them firsthand. The first thing the DA’s Office does is request a copy of the jury list from the district clerk a few days before trial. They run everyone through our local system to check for previous offenses, convictions, etc. They have several eyes comb the list to see if there are particular jurors that would not be good to have on the jury. These characteristics will vary depending on the nature of the case. For instance if they know there is someone on the jury list who was wrongfully accused of rape, they wouldn’t want them on a sexual assault trial....
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...The Natural Selection Process of Evolution “Darwin Island” and “Wallace Island” finches have survived many years on these isolated islands without much help from the human population. They are able to survive by adapting to their surroundings by a process called evolution. The evolution process begins with a process called natural selection. At this time, both islands are around the same size and the finches have similar populations and beak sizes. What would happen in 200 years if the “Wallace Island” shrank 0.2km and “Darwin Island” grew 0.2km and the clutch sizes for the finches increased by 4 eggs in size? Would the finches still have similar populations and beak sizes? Materials The material used for this experiment was my home computer and the Evolution Lab web link on the University of Phoenix Student Website. Methods and Procedures The first step in my methods and procedures was to login to the University of Phoenix Student Website. Next, I went into the materials link of my classroom and clicked on the web link for the Evolution Lab. Finally, once I am on the Evolution Lab website, I clicked “start lab.” After clicking start, the first step in understanding the natural selection and evolution process was to read the background information. Next, was to run a control experiment to see where the finches on “Darwin Island” and “Wallace Island” would be if nothing out of the ordinary happened. Once the control experiment was completed and the data recorded...
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...Activity 3 Section 2: Process design and productivity A transition from strategy to results means the organization stops planning and begins executing. In the 21st century, the planning-to-execution step means transitioning faster. Time spent on planning must be efficient with planning outputs easily converted into executable actions. Many examples can be used to indicate an emphasis on planning. These include Just-In-Time and Lean Management. The organizations that were successful with these planning initiatives maintained a view of the roadmap towards implementation. Planning must be optimized and not allowed to continue for an unending period; otherwise, a point is reached after which there are diminishing returns. Moving from strategy to results emphasizes anticipatory management or a forecasting style of leadership. Thinking about what may happen during implementation aids in the establishment of contingencies. Environmental monitoring or scanning is also needed. Feedback must be anticipated and planned for integration into the current strategy. Required Reading: Chiplunkar, C., Deshmukh, S. G., & Chattopadhyay, R. (2003). Goel, S., & Chen, V. (2008). Gorla, N., Chinta, R., & Chu, T. W. (2007). Lee, Y.-C., Chu, P.-Y., & Tseng, H.-L. (2009). Lummus, R. R., Vokurka, R. J., & Duclos, L. K. (2006). Paper, D, & Chang, R.-D. (2005). Rohleder, T. R., & Silver, E. A. (1997). Schilling, M. A. & Hill, C. W. L. (1998)...
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...E: Steps involved in selection process (1) Application Blank—The application blank is invariably used as one of the selection tools. The applications are the starting point of the selection process. Where application forms i.e., application blanks are used the data can become a part of the employee's record is hired. Further it provides factual information needed for evaluating the candidate's suitability. Application blank contains written record of the following informations: (a) Identifying Information—Such a family background, date and place of birth, age, sex. height, citizenship, marital status etc. (b) Information regarding Education—It includes information, his academic career, subjects taken at various school certificate and degree levels, grade, division or place awarded in school and college, technical qualification etc. © Information regarding Experience—Giving full details of past jobs such as nature of work, job responsibilities, periods involved, designations, salaries with allowances, reasons for leaving the present assignment etc. (d) Expected salaries and allowances and other fringe benefits. (e) Information regarding Community Activities consisting of details regarding extra-curricular activities, hobbies, positions. 2. Preliminary Interview—Preliminary or initial interview is often held in case of "at the gate" candidates. This interview is usually of a short duration and is aimed at obtaining certain basic information with a view to identifying...
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...eliminate candidates who fail to meet the minimum requirement of the job such as qualifications and work experience. After the elimination is done, the success candidates will be identified to be called for an interview. Second step is the selection test. This step are used to further evaluate the candidates in many aspects such as intelligence and personality. The test used in employee selection must be valid for the particular job. Some of the content of the test is aptitude test, physical test, personality test, psychomotor test, IQ test, technical test, job knowledge test and work sample test. Third step is employment or job interviews. Any successful candidates will be called for an interview to be evaluate his/her suitability with the job. Few type of interviews method such as one-to-one interview, board interview and group interview can be used in the selection. The fourth step is reference and background checks. This step are applied to verify truthfulness of the information provided by job applicants. Previous employer can provide work-related and personality information about job candidates while former learning institutions can verify applicants’ certificates and qualification to avoid fraud and forgeries. Fifth step is selection decision. In this step, any successful candidates will be informed after a decision has been made. A formal letter normally used for this reason. The last step is physical medical examination. A person needs to be medically fit to hold a position...
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...Chapter 6 Process Selection and Facility Layout After completing this chapter, you should be able to: 1. Explain the strategic importance of process selection. 2. Describe the influence that process selection has on an organization. 3. Compare the basic processing types. 4. Explain the need for management of technology. 5. List some reasons for redesign of layouts. 6. Describe the basic layout types, and the main advantages and disadvantages of each. 7. Solve simple line-balancing problems. 8. Develop simple process layouts. Glossary assembly line Standardized layout arranged according to a fixed sequence of assembly tasks. automation Machinery that has sensing and control devices that enable it to operate automatically. balance delay Percentage of idle time of a line. cellular production Layout in which workstations are grouped into a cell that can process items that have similar processing requirements. computer-aided manufacturing (CAM) The use of computers in process control. computer-integrated manufacturing (CIM) A system for linking a broad range of manufacturing activities through an integrating computer system. cycle time The maximum time allowed at each workstation to complete its set of tasks on a unit. fixed-position layout Layout in which the product or project remains stationary, and workers, materials, and equipment are moved as needed. flexible manufacturing system (FMS) A group of machines designed to handle intermittent processing...
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...American Journal of Business and Management Vol. 1, No. 2, 2012, 70-75 The Recruitment and Selection Process of Pharmaceutical Companies in Bangladesh: A Case on GlaxoSmithKline Bangladesh Limited Laila Zaman* East West University, Dhaka, Bangladesh GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through interviewing the HR employees of GlaxoSmithKline Bangladesh Limited. Findings show that the case study organization is doing a very good practice in recruitment and selection process that could help many other employers in Bangladesh and around the world to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: GlaxoSmithKline Bangladesh Limited, recruitment and selection, pharmaceutical companies Introduction GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline...
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...HRM is a vital piece of every manager’s job as it concerned on every type of how individuals are employed and managed in the organizations. In addition, HRM consists of the process of recruitment and selection of employee, giving proper training and the developing skills, arranging proper orientation and induction, motivating, assessment of employee in terms of appraising performance, providing compensation and benefits, maintaining and retaining relations with the workers, managing wages and salaries, building employee commitment, maintaining employee health and safety and giving them an equal employment opportunity....
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...Recruitment and Selection Process Paper Charles McIntyre CJA/214 August 16,2014 Marco Faggione The Recruitment and Selection Process of the SWAT Team Introduction The purpose of this paper is to help you to understand the recruitment and selection process of the SWAT Team in which Special weapons and tactics ( SWAT) teams are comprised of volunteers from within the police force who have advanced rescue, firearms, and medical response skills. This paper will also, include the salary of the SWAT team as well as the requirements and training. If you are interested in becoming a SWAT team member, you must meet experience requirements and undergo specialized training. Training Requirements To become a SWAT team member, you must be a police officer and possess full knowledge of police policies and procedures. You must also be in excellent physical shape and demonstrate advanced firearms proficiency. SWAT teams generally respond to high risk situations and members may work in a specialized position such as sniper, crisis negotiator, grenadier, or tactical emergency medical responder. The first step to becoming a SWAT team member is to join the police force and complete police academy training. Training usually lasts between 12-14 weeks. You can expect to complete courses in state and federal law, local ordinances, civil rights, accident investigation, traffic control, firearms, emergency response, self-defense, and patrol. Additional Experience Police departments typically...
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...Abstract This paper will discuss the major components of the state police. It will focus on the selection process which determines if a candidate is suitable to work in law enforcement. In addition, the following will be discussed, the training process and career development programs that are available for officers. Many different kinds of government agencies have a great deal of responsibility for enforcing the law and striving for protection. To become employed with a state police law enforcement agency, one must go through an extensive process which includes the passing of a written exam, an in-depth background check, oral interview, and pass a psychology test. Once the application has been submitted, the written exam begins the first phase of the selection process. Typically these exams are given by the civil service department. The exam evaluates the applicants’ basic knowledge such as: reading, writing, and comprehension skills. The scores are ranked, and whoever amongst the candidates pass the percentage amount will advance to the next phase. The purpose of a background check is to determine if the applicant is in good moral standing. In doing so, the applicant cannot be convicted of any felonies or have any serious misdemeanors. Not only should the candidate be deterred from all criminal convictions, but also should not elicit the use of drugs, violent activity, the excessive use of alcohol, or portray any racial or prejudicial attitudes of any kind. The...
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...Officer Selection Process The initial step is to make the decision to become a police officer. The next step in the process is to satisfy the minimum requirement. Once this has been done, he or she must decide on the level of agency he or she wants to be a part of. The three levels of agencies to choose from are the local, state, and federal agencies. Although parts of the selection process are standardize across the board, there are some differences in reference to the hiring and eligibility process for the agencies at each level. He or she need to decide on which type of agency would be the best fit for him or her. Standard Requirements in the Selection Process To become a local, state, or federal agency officer the initial selection process can take many months to complete. First an application has to be filled out. Once the application has been filled out, an entrance examination is administered. This exam is normally a written aptitude test. The written exam can be held in the agencies training room, college, or university campus. It is very important to for the potential officer to take the exam on the assigned. Because of the cost of the exams, they are only given at certain times. It may be a year or two before the next opportunity to take an exam arise. Next a battery of tests is given to the potential officer that he or she has to endure and complete. He or she will be given a medical exam, criminal record check, background check, psychological testing, drug test...
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...The following are the salient features in the recruitment process for Probationary Officers: (a) Direct entrants in the “Officer” Job Grade are termed as the “Probationary Officers”, specially meant for the “Banking Support Services Cadre” (BSSC). (b) Probationary Officers are the people of strong potential with their post graduation in various disciplines who will be recruited from the bank’s listed universities only. The are usually the consistent “VG (Very Good) & E (Excellent)” performers who after entry as probationary officers will gradually succeed in executive jobs in BSSC and ultimately move to leadership positions through proven track record of performance on the job with gaining of experience & competence (a) Sourcing of the candidates will be done through campus contact with all listed universities/institutions. The process is summarized below for clarification: Contact listed universities and collect CVs of the potential post graduates as per job profile (education and other competence) and prepare the short list Written Test – 60 marks: Eligible short listed candidates will appear for a written test. The subject matter of the test should be general knowledge, arithmetic, English, economics/banking, as maybe decided by the management from time to time. For this purpose, Prime Bank Limited will organize written tests with its own resources or may take the help pf outside experts, e.g., IBA, BIBM or any...
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...Attractiveness and the Selection Process Individual Research Assignment Organizations have their own structured form of identifying and hiring individuals who have the right knowledge, skills, and abilities to perform a specific job at said organization; this is called the selection process or personnel selection (Langton & Stephen 2009). In a typical hiring situation, the decision maker needs to make an informed, prompt selection that suits the needs of the organization. Because of this, stereotypes, like facial attractiveness, have a major impact on these choices. (Desrumaux, De Bosscher, & Leoni 2009). Over the years attractiveness has become an important variable. When research was conducted on the affects of attractiveness the notion of the attractiveness stereotype was formed. This stereotype links physically attractive people to more desirable traits than that of unattractive people (Dickey-Bryant, Lautenschlager, Mendoza, & Abrahams 1986). It has also been noted that people who are considered attractive...
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