Course Hero - Free Essay Example

Sample details Pages: 1 Words: 270 Downloads: 4 Date added: 2017/09/15 Category Advertising Essay Did you like this example? Course Hero is a self-described social learning network for students to access study resources and study groups. Its educator portal is a micropublishing platform for educators to distribute their educational resources. Course Hero collects study resources like old exams, class notes and study guides from users who upload. Users upload documents in order to receive membership and access the other documents that are uploaded on the website. 1] Some liken the resource sharing to a high-tech twist on an old college practice. Fraternities and sororities have long maintained test files, where younger members study from older members course work. [2] As of April 2009, Course Hero holds a library of more than two million course documents, including homework, class notes and graded essays, uploaded by students enrolled at 3,000 different colleges, according to an article in the Wall Street Journal. 3] Students either pay a monthly subscription or avoid paying anything and instead upl oad documents that could be useful to other students. [4] On Course Hero, students can type in a college name and course number to unearth the previous semester’s particle physics final exam. They can find examples of research papers on, say, the causes of World War I. [5] According to Course Hero: Study Aid or Cheating? an article in ASSETTa vocal constituency of professors and students liken the act of sharing study resources online or offline to cheating. [6] According to an article in Inside Higher Education, another constituency of educators and students state that many professors have legitimate copyright claims on materials that have been uploaded without their knowledge. Like YouTube, Course Hero only takes down copyrighted content if there is a complaint. [7] Don’t waste time! Our writers will create an original "Course Hero" essay for you Create order

LITERATURE REVIEW of the effectiveness of online recruitment - Free Essay Example

Sample details Pages: 5 Words: 1506 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Online recruitment uses internet to find people to jobs. Fundamentally, it is advertising vacancies on the job sites or corporate websites. At this basic level it is particularly effective at getting a greater level of response. Don’t waste time! Our writers will create an original "LITERATURE REVIEW of the effectiveness of online recruitment" essay for you Create order While it may generate lots of applications than traditional print advertising, simply attracting more candidates is only the part of the job. The current state is that truly effective online recruitment can be as low as 10 percent of the top blue-chip corporate companies. The original strength power of online recruitment is when it is done properly, lie in controlling internet technology to not just attract the candidates but to deal with them also. In this sense it is also about streamlining the recruitment process, so busy human resource departments can give a good recruitment service to their colleagues in finance, marketing, sales and manufacturing and moreover it frees up more of their time for other potential tasks. A specialized software provider such as Human Resource Portal can develop bespoke application programmes for recruiters that will save their time, effort and financial resorces. They can automatically perform the pre-selection process by setting killer questi ons (that only top candidates could answer correctly), profiling and scoring, psychometric tests and automatic CV scans to look for key areas such as qualifications and experience What some companies and what u think of e rec-current thinking Those companies that use online job application systems, instead of traditional recruitment methods can get a greater number of applicants aged over thirties and premium quality candidates overall, according to new research. The research done by academics in Ireland and by Eastern Kentucky University in the U.S was presented a week ago at a conference of British Psychological Society.The study mainly focused at concerns that the huge rise in the use of e-recruitment practices over recent years had decreased the number of applications from older female candidates.Studies conducted over the past 4 years, the research of more 3,000 people applying for administrative posts in Irish Civil Service compared the type of population applying when the application process was was done through e-recruitment and paper based method.The survey found that the number of elder applicants (aged 30 60 years) increased with the practice of the internet selection systemThere was no change on the number of females applying for various posts but the overall quality of candidates was have improved.Number of candidates on selection tests were higher for online applicants than pre-online applicants.Results also proved that the new media could widen the diversity of people attracted to it, and brought into, organisations, said the BPS.The societys conference heard researchproving that employees perform better at work if they have better psychological health and if their department heads show them good commitment.The study was conducted by Professor Cary Cooper, of Lancaster University Management School and the director of Manchester-based consultancy Robertson Cooper, and included 16,000 employees aged between 16 and 60 across 15 different firms.Participants filled a questionnaire created to assess their levels of stress at workplace, rating their perceptions of work stressors, organizational commitment their health. Professor Cooper told: We found that the employees who rated their performance mostly had a better psychological health and rated their organizations for showing greater commitment to them. This shows that employers investment in the well-being of their employees is not just a moral obliga tion; it also pays dividends in context of productivity and profitability.The conference also heard research showing that the employees who feel strong emotional bond to the organization are most likely to be willing to recommend the organization to others and help the operation succeed.Other research, by an occupational psychologist David Sharpley, was based on a survey of more than thousand people working in a local government.Main aspects of the management behaviour, along with the perception that the organization supported employees development, were found to have been critical in creating a strong emotional bond sense of engagement.Employees who felt that they were performing meaningful work, and who were clear about the role they were fulfilling were most likely to be higjly motivated.Employee engagement has a direct effect on the productivity, so it is important for the managers to understand the factors that help us to build engagement the barriers that stifle it, said Sha rpley.This study conveys that how important it is that people should know what they are doing, why they are doing it should feel that their personal development is supported by their management, he added. PRACTICE OF E-RECRUITMENT. There has been a huge increase in e-recruitment as compared to as before. Since middle of 2006 in the UK, E-recruitment have increased more than 40% from the previous year. While the trend for online recruitment has been expanding. Over half of the respondents agree that the quality of online applications is very hit and miss. (26.1%) disagree with this statement, which suggest that online recruitment is a better strategy for omly certain roles. Although there is a trend in favour of online recruitment, the results show that there is still a high level of constrains with regard to the ability of online recruitment to attract high quality and diverse candidates. Most of the organizations clearly have a long way to go in developing an online recruitment strategy. While there has certainly been a shift in recruitment and assessment being done online,ourresults suggest that online is only a single aspect of resourcing strategy and a mixed strategy with a mix of media is still proving m ost effective. Current state of Online Recruitment System The numbers of e-recruitment sites seem to multiplying day by day as it is facilitating the recruitment process in more than one ways. Initially, it was observed that this process was embraced by big IT firms but now, it is becoming the part of every organization in business world. The advantages and disadvantages of online recruitment The  advantages of online recruitment Cost effective Pasting a job vacancy on your own company website does not cost you anything, while putting on a job board usually costs a couple of hundred pounds . When you consider that a recruitment consultant fee for a candidate could be anything up to 20% of the first years salary, and that advertising in a national newspaper can cost thousands, you can immediately see the cost savings with online recruitment. Online recruitment is quick A job vacancy can be put on a job site in the morning, the first applications arrive by lunchtime, and a candidate is interviewed by end of the day. Of course It isnt often like this. But the fact that such things happen quickly gives us an indication of just how quick E-recruitment can be. Online recruitment gives you a better chance of success Traditional print advertising whether national, local or trade press faces limitations: the success of a vacancy advertisement depends on people looking upon the ad on a particular page and in a particular issue. Online recruitment is completely different. A job vacancy advertisement on a website is there 24 X 7 ,for as long as you desire. Candidates can come back to it again and again. From office administrator to Financial Director: they are all online. Online recruitment gives you a bigger audience Many people who are new to online recruitment think that using job sites is only effective if you are looking for young net-savvy Facebook-type people. This simply isnt the case. Research consistently shows that the average age of candidates using job sites is around 35 years old.Online recruitment is now a standard part of most peoples job hunting regardless of the age. Online recruitment is easy. Posting a job on your own site is easy enough. Most of the job sites and CV databases are very user-friendly and you dont need to have vast knowledge of IT to post a vacancy advertisement. Usually, all you need is your job description, a bit of time and a credit card. And, if you have any problems the job board sales team to help you. The disadvantages of online recruitment Too many candidates It is a fact that dealing with irrelevant and bad candidates is the main problem of a HR manager. Spam candidates can waste lot of time. However, with a bit of thought about what job site you use, how you write your job description and using candidate screening and filtering tools on job boards, it is possible to reduce the number of irrelevant applicants. It wont always work Online recruitment doesnt work every time. Every job vacancy cannot be posted or filled online. There will always be difficult-to-fill jobs that can only be filled  by recruitment consultants, headhunters or in other ways. However, most companies tend to hire for pretty standard job roles so this is seldom an issue. And with more and more job seekers choosing the internet to look for jobs, and more and more job sites and job boards specializing in ever more diverse areas, those difficult-to-fill jobs are becoming less day by day.

Comparing Virginia Woolfs To the Lighthouse and...

Virginia Woolfs To the Lighthouse and Kawabatas Snow Country Virginia Woolfs claim that plot is banished in modern fiction is a misleading tenet of Modernism. The plot is not eliminated so much as mapped out onto a more local level, most obviously with the epic structural comparison in Ulysses. In To the Lighthouse, Woolfs strategy of indirect discourse borrows much from Impressionism in its exploration of the ways painting can freeze a moment and make it timeless. In Kawabatas Snow Country, the story of Yoko and her family and its relationship to the rest of the novel corresponds with an even more modern medium, film, and its superimposition of contradictory image. Lily Briscoes metaphor stabilize the†¦show more content†¦Ramsay) and the image, fashioned by Lily, that lasts. In Snow Country, cinema is the subtextual art form of choice for Kawabata. When Shimamura looks up at the domed sky, Kawabata uses filmic imagery to describe his visual journey: Shimamura fancied that his own small shadow was being cast up against it from the earth. Each individual star stood apart from the rest, and even the particles of silver dust in the luminous clouds could be picked out, so clear was the night (165). Shimamura literally projects himself into the void, through the particles of silver dust that resemble the dust a projector illuminates. The characters in Snow Country are trapped in themselves, with a reduced ability to articulate their desires, but they expand through cinematic images into the infinite landscape of nature and the Milky Way, just as the traditional plot, though displaced, is illuminated by the moments of consciousness throughout the novel. The novel opens with Shimamura gazing at Yoko in the reflection of his train window. Early filmmakers took advantage of trains to showcase their medium, as the rapidly shifting landscape, and multitude of framing windows, was already an instance of moving pictures. We are made aware in Snow Country, as in To the Lighthouse, that windows serve three purposes, just as the ocean is utilized in three visual ways in Moby Dick; we can look at them, through them, or at their

Construction Project and Procurement free essay sample

In the 1950’s the Phillip’s report reiterated the recommendation in the use of selective tendering and explained the need for co-operation from all parties in the construction process (HMSO 1950). However by this time new procurement systems such as negotiated tenders and design and build had come about. Through the 1960’s to the 1970’s the need for co-operation between the industry and its professions was further expressed in the Emmerson report 1962 and Banwell 1964, they also reiterated in this period the recommendations of the Simon report 1944 and the use for selective tendering. Over all from the end of the war to the 1970’s this was a time of uninterrupted economic growth in which construction procurement in terms of conventional methods prevailed, only where few unconventional methods where being used on smaller projects, Despite a number of reports in the period recommending the adoption of more co-operative approaches from members of the project team. Over all from the end of the war to the 1970’s this was a time of uninterrupted economic growth in which construction procurement in terms of conventional methods prevailed, only where few unconventional methods where being used on smaller projects, Despite a number of reports in the period recommending the adoption of more co-operative approaches from members of the project team. 1. 2)Phase 2 1973 – 1980: Phase 2 was a period of recession and instability, which was a result due to large price increase of crude oil from other countries, Post the 2nd World War after the economic boom this was lead due to high inflation rates. A number of case studies during the 1970 had brought to attention the use of non-conventional procurement methods. The wood report 1975 examined purchasing policies and procurement, although the report was restricted to the public sector it stated that public authorities used inappropriate procurement methods due to circumstances and found that 40% of the projects that were examined still used non-conventional procurement. Reports that followed this stated the need for improvement and urged a state of recovery as clients did not want to commit themselves to building projects during a time economic uncertainty. . 3)Phase 3 1980 – 1990: This phase was a time of post-recession the period of adjustment and recovery, big changes were made in the economy and the construction industry it introduced labour-only subcontracting and changed attitudes of major clients. Major clients and organisations had decide that old existing procurement methods were inefficient and caused delays there fore leading to extra cost at the end of projects, So bigger organisations such as the British property federation (BPF) started to use ideas from the US to improve their own management and procurement systems. In this period conventional methods were popular and were still widely being used, there was also a substantial increase in the design n build and management contracting, however management contracting proved in early years to take longer and dissatisfy clients if poor management was involved due to projects being overrun so there was a suggestion to reduce this method. 1. 4)Phase 4 1990 – 2008: The period from around 1990 up to the credit crunch (recession 2008) contained around equal phase of recession and recovery as it did from the post war period. In past decade the advent of partnering and the increase in various private finance initiatives had come about, there were also efforts by the governments to improve the performance in the construction industry. Two main reports were the means of vastly improving the industry, these reports were made by ‘Sir Michael Latham’ (Constructing the Team) and by ‘Sir John Egan’ (Rethinking Construction), these two reports changed the industry by improving the inefficiencies towards procurement and contractual agreements within the construction industry. The reports brought about a number of initiatives such as; †¢M4I – the Movement for Innovation was formed in 1998 I was to co-ordinate the report ‘Rethinking Construction’ through the use of demonstration projects, working groups and knowledge exchange, †¢KPI’s – are a product from ‘M4I’ and the ‘Egan Report’ they were set to create targets in which had to be met in order to achieve improvement, a number of ‘KPI’s’ were created but were refined in the year 2000 to around elven different aspects of the process of construction, PFI’s – private finance initiates were brought about by the government to enable public projects to be funded without the need for the capital from the government, †¢Partnering and framework agreements – had already come about before 1994 but were given great impact by the ‘Latham Report’. Partnering is where contractor’s works with client to reduce and share costs, the partnering framework agreements are the contractual agreements between both parties.