Landing on Mars †Science Essay

Arriving on Mars †Science Essay Free Online Research Papers Arriving on Mars Science Essay At the point when we are on Mars, we are going to explore on how we can construct a state on Mars and how we can get by there. We are searching for ways on how we can give ourselves oxygen, food and water, and how we can discard our trash without going to Earth and getting the supply’s we need. We have to know whether the ground is sufficiently steady to manufacture structures on, we need to know the temperature, the dirt, and the territory. Mars is known as the Roman divine force of war or the Red planet. The surface on Mars is extremely rough and has a ton of holes that are 18 kilometers in width and considerably bigger. The outside of Mars is nearly equivalent to the Earths surface aside from that the stones on Mars look pink and red. Mars has dust storms that spread the whole planet. The particles in the residue suspend in the planet’s slender climate and give the sky a pinkish orange sparkle. The surface on Mars is the nearest planet surface to Earth. The climate is exceptionally flimsy and is immersed with Carbon dioxide gas. There are additionally gorge and volcanoes, however they are not dynamic, the dirt is wealthy in iron oxide, and furthermore has ice tops simply like the Earth containin g solidified carbon dioxide. Surface temperature differs from â€128 C (- 199 F) during polar night to 27 C (80 F) at equator during late morning. The volcanoes and gullies on Mars are the biggest and most profound gulches in the nearby planetary group. The well of lava that is on Mars is called Olympus Mons. Due to the tilt of the planets pivot, it likewise has various seasons simply like the Earth. The sun shows up about a large portion of the size on Mars as it does on Earth. Information from the Mars Global shows that Mars’s covering is around 80 kilometers thick in the southern half of the globe yet just around 35 kilometers in the north side of the equator. The southern side of the equator of Mars is prevalently antiquated cratered good countries to some degree like the Moon. A large portion of the northern side of the equator comprises of fields which are a lot more youthful, lower in height and have a significantly more intricate history. Mars has a low thickness co ntrasted with the other earthly planets demonstrates that it’s center contains a lot of sulfur, iron, and iron sulfide. Sulfide is a mineral compound framed through the official of sulfur and metal. Mars has a slight environment made generally out of the small measure of outstanding carbon dioxide (95.3%) in addition to nitrogen (2.7%), argon (1.6%) and hints of oxygen (0.15%) and water (0.03%). In our close planetary system, Mars is in the middle of Earth and Jupiter. It is the fourth planet from the sun and is about 227.7 million kilometers from it. It is the remainder of the internal planets and is the seventh biggest planet in circle, width, and mass. Mars is 72 million miles from the Earth and it would take 2  ½ months to arrive by spaceship. Exploration Papers on Landing on Mars - Science EssayAnalysis Of A Cosmetics AdvertisementCanaanite Influence on the Early Israelite ReligionThe Spring and Autumn19 Century Society: A Deeply Divided EraThe Masque of the Red Death Room meaningsAnalysis of Ebay Expanding into AsiaMind TravelMarketing of Lifeboy Soap A Unilever ProductThe Effects of Illegal ImmigrationDefinition of Export Quotas

How to Get Software Requirements Right Free Essays

Instructions to get Software Requirements right Abstract The significance of getting the product necessity right has had large effect to such huge numbers of significant tasks in the IT business. Numerous procedures and arrangements have been produced for comprehension and getting programming prerequisites right first time in the product advancement life cycle, however less individuals are considering these methods and this is the motivation behind why the vast majority of the IT anticipates are coming up short. I characterize here how to get programming prerequisites right and why it has gotten some essential to get programming necessities right. We will compose a custom article test on Step by step instructions to Get Software Requirements Right or then again any comparable theme just for you Request Now Presentation Requirements Analysis is known as the procedure which permits us to comprehend the client needs and desire from proposed programming. It is the first and one of the primary stages in the Software Development Life Cycle model. Programming necessities are useful and non-utilitarian prerequisites of the framework, which incorporates a concise portrayal of how a framework ought to carry on just as brief depictions of a system’s capacities. Programming necessities can state what an application is relied upon to do. Outsource2India called attention to that â€Å"the programming prerequisite investigation process incorporates the mind boggling assignment of inspiring and recording the necessities of the considerable number of clients, demonstrating and breaking down the prerequisites and reporting them as a reason for framework design†. There are diverse level and sorts of programming prerequisite, which ought to be characterized to get programming necessities right. As appeared in Figure 1, Business level prerequisites are there to characterize the business issue, business open doors just as what business is mentioning as an answer of the issue. A client level prerequisite glances at the usefulness of the product from user’s see. Item level necessities are the place we characterize useful and non-utilitarian prerequisites of the framework, for example, the functionalities of the product and the ease of use needs it should meet. The motivation behind why Software Requirements is known to be significant and significant job in building up a venture is on the grounds that it gives the designer a concise depiction of what he/she needs to create. It gives them better comprehension of a framework, which brings about better framework. Evoking, examining and composing great necessities is the hardest and most troublesome piece of building a product framework in such a case that you don’t get the prerequisites right, it doesn’t matter how well you do whatever else. It is said Outsource2India that â€Å"Software organizations are presently putting time and assets into viable and smoothed out Software Requirements Analysis Processes as an essential to effective tasks that line up with the client’s business objectives and meet the project’s prerequisite specifications†. In the event that the necessities of programming are fragmented, programming experts will wind up building programming that doesn't address the issues of the client and the client. Best in class As referenced before, necessity investigation is one of the most significant stages in the whole programming advancement life cycle. It is critical to distinguish and comprehend the product necessity before proceeding onward to different periods of programming advancement life cycle. It was said by Pooja. R. Gupta that â€Å"When venture supervisors plan for the product improvement they have to get ready for satisfactory time and asset designation for this phase†. Experienced necessity expert like Hooks and Ferry has said that aftereffect of getting prerequisite right, from the get-go in the venture, can spare 33% or a greater amount of the general undertaking spending plan, which again states that it is so critical to get programming necessities directly so as to spare time, cash just as accomplish objectives of the product. Another accomplished necessity investigator Leffingwell calls attention to that on the off chance that you get your product prerequisites directly toward the start, at that point it can spare you the expense of fixing necessities blunders as the expense of fixing prerequisites represent 70% to 80% of your adjust costs. Getting prerequisites right is the most basic part of the product advancement cycle. Programming Productivity Center referenced that the vast majority of the organizations miss the mark; examines point to a disappointment pace of over 60% for IT anticipates, with poor prerequisites as one of the best five reasons. Additionally, when prerequisites are determined right on time in the lifecycle, 80% of the usefulness is moderately undesirable by the clients and 45% of these highlights are rarely utilized. These issues mean expensive revise, bargained item quality, postponed conveyance on current undertakings and beginning of new ones, lost validity and brought down income openings. Creating and overseeing necessities toward the beginning of a product venture can give noteworthy advantages to the entire result: †Quicker and simpler to create and convey high worth items. †Greater bits of knowledge into advancement limit and capacities. †Better comprehension of the association and client needs. †Higher business and client fulfillment with the general item. †Closer arrangement with business objectives and desires. †Cost sparing †Result of the item is the thing that the organization really required so get an item that meets the necessities of the framework. Diminishes revise and clashes which would have originated from indistinct and uncertain necessities. How to get the prerequisites right? As per Pooja. R. Guptam, so as to get the product prerequisites right, it tends to be gainful to cover all the accompanying parts of necessity investigation: 1. Characterize the issue and High level portrayal of the arrangement: It is critical to comprehend the issue and the requirement for arrangement. The prerequisite investigator needs to see how the new arrangement going to help and what benefits it will give to the organization. 2. Spread needs all things considered and clients of the arrangement: At this point, you should distinguish and comprehend the necessities of the partners too the clients who are at last going to utilize the new framework since you have to deliver the framework, which meets client prerequisites. 3. Characterize what the arrangement ought to and ought not do: It is exceptionally clear that we may comprehend what the arrangement ought to do yet we generally overlook the we additionally need to comprehend and characterize what the arrangement won't do so prerequisites can be expressed in a way that we won’t be left with any creative mind or questions. 4. Characterize the highlights required: This is one of the primary assignments of a necessity examiner. It is imperative to characterize the utilitarian and non-useful prerequisites of the product arrangement before beginning to plan the arrangement. Characterizing the practical and non-useful prerequisite isn't such should be done; you should likewise ensure that they are the right necessities. 5. Catch all supporting data: It’s a smart thought to incorporate and record subtleties of any procedures followed, work process, data stream, and so on. It is additionally advantageous to record whatever other data which may be pertinent to the arrangement. End In my feeling, I accept programming prerequisites assume a significant enormous job in the entire programming advancement life cycle. The experience of growing such programming venture has made it so clear how significant programming prerequisite can be. Characterizing programming prerequisites prior in the undertaking can give the best arrangement of a framework toward the end. As far as I can tell of creating programming ventures has given me how to get programming necessities right, which are to initially make prerequisite definition since it is the establishment of viable programming conveyance. Furthermore, characterize necessities among partners to address their necessities, business issues and the vision of the product so that stakeholder’s objectives and goals can be met in such a case that partners prerequisites are not met or hazy then the designer will experience issues constructing the arrangement without modify, which brings about longer improvement lifecycles and greater expenses. By contributing additional time on programming necessities from the get-go in the product improvement procedure can spare time, exertion just as cash in the short and long terms. By following these ways in creating programming ventures can prompt a fruitful framework. As referenced before about the sorts of necessities that ought to be recognized before moving to other piece of programming life cycle. It is imperative to characterize all the business level, client level and the item level prerequisites in light of the fact that an engineer needs these necessities so as to build up the correct programming. It is a general thought to follow the product improvement life cycles, which characterizes that necessity investigation is the primary procedure of building up a venture. In my past tasks, I accept a product improvement model has helped in characterizing the correct prerequisites so it is an a word of wisdom to think about this when planning any sort of programming ventures. Necessity Definition process additionally helps in characterizing the correct prerequisite. References James A. Ward http://www. stickyminds. com/sitewide. asp? Function=edetailObjectType=ARTObjectId=9150tth=DYNtt=siteemailiDyn=2 Software Productivity Center http://www. spc. ca/dc_software_requirements. htm Pooja R. Gupta http://ezinearticles. com/? Five-Tips-For-Getting-the-Software-Requirement-Analysis-Right-the-First-Timeid=1714473 IBM http://www. utdallas. edu/~chung/RE/Getting_requirements_right-avoiding_the_top_10_traps. pdf Brianna Smith, conveyance commitment chief, Rational programming, IBM Software Group Lisa Garrity, specialized proficient, Rational programming, IBM Software Group Theresa Kratschmer, senior programming engineer, Rational programming, IBM Software Group http://www. modernanalyst. com/Resources/Articles/tabid/115/articleType/ArticleView/articleId/1084/Gettin

How to Write a Resume (and Impress Recruiters)

How to Write a Resume (and Impress Recruiters) Ask a jobseeker what the most challenging and difficult aspects of a job search is, and you are likely to hear different answers, from writing the cover letter to appearing at job interviews and meeting members of the company’s human resources or senior management team.Some may even say that waiting is the most difficult part, when they do not know whether the next time the phone rings, it will be a notification that they got the job, or just a telemarketer trying to get them to spend their money.But you may come across several jobseekers who would readily answer that the toughest part for them is writing up their resume.After all, it is their weapon, their ultimate tool, in order to get their foot in the door, and be considered to have a fighting chance for the rest of the recruitment process. © Shutterstock.com | Andrey_PopovBut first, what do you know about the resume?WHAT IS A RESUME?A resume is a document that jobseekers prepare, containing information about their skills, education and work experience, and submitted to employers or recruitment managers.It came from the French term résumé, which translates to “summary” or “summarized”. That explains why resumes are often described as short and usually in bullet-point form: because they are summaries.WHY IS A RESUME IMPORTANT?You can think of your resume as a written advertisement of yourself. It contains the things that you hope will attract the attention of employers, much like how a product advertisement is designed to catch the eye of consumers. Through the resume, you are trying to convince the employer to “buy” you or, to be more specific, your services as an employee.The resume is essentially a summary detailing your skills, abilities, accomplishments, and work experiences, with the purpose of getti ng a job.Your resume is the bridge that will link you to your potential employer. Before the recruiter or the employer even meets you in person, their first encounter with you is through your resume. When employers sit down to go over the applications submitted, the first thing they will go over is the resume. Therefore, you have to see to it that you make a good first impression through your resume.Your resume represents you. Not only does your resume give the potential employer a glimpse of your background, education, experience and skills, but it also serves as an overall representation of your personality. Look at it from the point of view of the employer. If you have in your hand a resume that looks to be haphazardly put together, completely unstructured and with a lot of spelling and grammatical errors, you will immediately conclude that the person also has that same personality type. Meanwhile, a well-written, well-structured and professional-looking resume also gives the imp ression that the person who wrote it is also professional, and has the potential of becoming a good employee.Your resume will be a useful tool in preparing for the succeeding steps in the recruitment process. Recruiters will develop many interview questions based on what are written on your resume, so if you are careful about what you include in that document, and you are familiar with it, you will have an easier time answering their questions during the interview.TYPES OF RESUMEBefore we can proceed to writing a resume, there are a number of things that we have to know about resume. For starters, what type of resume should you write?1. Chronological ResumeThe focus of this type of resume is the work history or work experience of the applicant, so that is the main body of the resume. It includes all the work experience of the candidate, indicating all the positions he has held in the various companies he has previously worked at, and outlining the responsibilities and accomplishment s that correspond with each position.The chronological arrangement is reversed, meaning the most recent information is listed first, and the oldest appears at the bottom of the list.2. Functional ResumeWhile the chronological type focuses on experience, the functional resume is more on skills. Here, emphasis is placed on the skills possessed by the applicant, including the transferable skills that he acquired from his previous work experiences.This is the preferred form for people with gaps in their employment history, so they can call more attention to their skills and abilities, more than the length of time that they have been working, and where they have been working.3. Hybrid ResumeCombining the key points of the two types of resume will result in the hybrid resume. It gives heavy focus on the skills of the applicants, but presented along with the relevant information about his work experiences, such as job titles, positions, duration of employment, and the like.HOW TO WRITE A R ESUMENow you are ready to write your resume. Or are you, really?There is one step you should make before you can fully get the wheels rolling and start writing your resume. That is the preparation stage.I. Preparing to write your resumePerform a  self-assessment.You need to determine what to put in your resume when you get around to writing it. Therefore, you should do a self-assessment. Start by writing down your accomplishments and successes so far. Do not limit yourself to work-related successes and accomplishments, because you may also include accomplishments with respect to your personal life. Basically any experience where you were able to learn something or it helped you grow is worth writing down on your self-assessment list.When you are done, you are probably left with a very long list. Now you have to narrow that down. Identify those successes and accomplishments that you know may influence the employer’s perception of you. Prioritize those that you deem to be in alignme nt with what the employer is looking for in the prospective holder of the open position.At the end of this exercise, you may be left with a fraction of the original list. That’s all right. Your aim should not be to have a very long list, but to have a solid and compact list that will have an impact on the employer. Conduct skills inventory.This is where you have to identify the skills that you have to offer to the employer. It won’t do you any good if you forge on ahead and create a resume without knowing what, exactly, you bring to the position and to the company.List down all the transferable skills that you have. Start from your key skills (i.e. time management, supervision, problem-solving, people management, mentoring and coaching, public speaking, planning and budgeting) to manual or hands-on skills (i.e. assembly, repair and troubleshooting, machine operation, hardware maintenance). Other transferable skills that you may include are leadership skills, people skills, data or information skills, creative or artistic skills and verbal or communication skills.Next, you have to look into any hidden talents you may have. By going over your previous work experience and analyzing them, you may realize a skills that you didn’t even know you have, and wouldn’t have thought of including in your resume, but would definitely be a positive addition.Another set of skills you should focus on are your job-related skills, or the skills that you have that apply specifically to the job that you are applying for. For example, a driver or chauffeur should have troubleshooting skills other than being able to drive a car. By identifying these job related skills, it will be easier for you to choose which skills will be presented and highlighted in your resume.II. Writing your resumeNow you are really ready to write your resume. Below are the important details that MUST appear in your resume.Include those in your resume1. Personal information of the applicantYour name: T hrough the resume, you are introducing yourself to the employer, and what are the basics of an introduction? Yes, you should tell them your name. Your name should appear in your resume clearly, and it should stand out on the document, so that it is the first thing that catches the eye of anyone who reads it.Your address and contact numbers: Give them a way to contact or keep in touch with you. Include your full address, contact phone numbers and e-mail address. Make sure that you write them correctly. You will not believe how many applications have been set aside by employers because the addresses and contact numbers provided are inaccurate or incomplete. When including your email address, it would be a good idea to have a professional business address. The safest is an address comprised of your name. If you have to, you can maintain your personal email account (hot_momma@gmail.com) but have a separate one (amy_smith@gmail.com) exclusively for professional or business use. Hiring ma nagers are also now known to prowl social networks, so consider adding your profile links, especially if you have considerable professional social media presence, on your resume. But do this only if your social media accounts have professional posts, and not posts about what you ate for dinner or did over the holidays.Your age and height: Normally, these should be removed from the resume. However, include these only if they are relevant to the job. Your basis is the job posting and the description, if it specifies an age range that applicants must belong to, or if the applicants are required to be at least a certain height.2. Education background of the applicantOne of the first things that employers look at in a resume to assess whether the applicant is qualified or not is his education background. List your education history in reverse chronological order. Make sure that the following details are included:Name of the schools and the city, town or state where they are locatedThe in clusive dates of attendance in the schools attendedNumber of years spent or completed in the schoolsDegrees earned when graduatedCertificates, licenses and recognitions received, even for minor courses, seminars and trainings participated in3. Experience of the applicantThis is the part where you will let the employer know the details of your work history, whether related or unrelated to the industry or the job that you are currently aiming for.This is also best presented in reverse chronological order, with the following details indicated:Job title or positionNature of the position or job (contractual, volunteer, paid or unpaid)Location of the work, or where you workedInclusive dates and duration worked on each job or positionMain duties and responsibilities performed in each position heldIf you also have side projects or side ventures, you might want to include them in your resume. Yes, even if they are only indirectly related to the job you are applying for. The purpose of this i s to give the hiring manager a glimpse of your work ethic, and how you use your time to continue pursuing your growth and development, even in between full-time paid jobs.What about any low-level jobs you may have held in the past? For example, what if you used to work for six months as a barista in Starbucks, and now you are applying for a marketing position in a large company? The barista position seems like it is too trivial to make an impact on your resume. Well, according to author Cody Teets, adding this tidbit may still help your resume, since it shows how much of a worker you are, and also gives an indication of how you have acquired the skills you have today.4. Skills of the applicantThis is where the results of your skills inventory will come in handy. Include the priority skills that you were able to identify earlier, in order of relevance. Highlight those abilities and skills that specifically relate to the position that you are applying for.Be specific when highlighting your skills. Saying you have “excellent communication skills” is very broad. What communication skills are you referring to? Your verbal skills? Your writing skills?Optional information that may be included in the resumeOther relevant information that you may include in your resume include the following:Your job goals, usually stated in a single statement. Make sure that your job goal or resume objective is specific to the job you are applying for.Any relevant achievements or awards received for your work in the field or industry. Highlight those achievements or awards that are relevant to the job being applied for. This will give hiring managers a peek at your competitive spirit.Relevant interests, hobbies or activities that will put you in a positive light with respect to the job.Other skills that may not relate to the job directly, but provide good potential for growth, such as foreign language skillsEmployment references, or the people who can say something positive about y our personal character and work ethic. References can be classified into two categories:Character reference: He will vouch for your personal character and can say something about who you are and how you are outside of work. He could be any acquaintance of yours, but make sure that he is not a member of your family or your circle of friends. Otherwise, you (and they) will lose credibility.Professional reference: Usually, he is someone you have worked with in the past, who can tell the employer how you are in the workplace. He can talk about your work ethic and attitudes toward work. To have a strong professional reference, it would be a good idea if he were a former boss or supervisor.Some experts advise against putting your references in your resume, though. Instead, they suggest presenting them in a separate document to accompany your resume. It is up to you to decide which you think is more fitting.Exclude those in your resumeThere are simply some things that do not have room in a resume, and therefore should not be included. They are:Vital statistics such as your height, weight and Social Insurance number (unless, of course, there is a height requirement for the job).Personal details, such as your marital status, religious affiliation and sexual orientation. Again, employers may not care to know whether you are married or not. These are to be included only if they are specified in the job posting.Interests and hobbies that are irrelevant to the job. Nobody cares whether you love watching television or not. Unless, of course, you are applying for a position in a film production company, then this may have some relevance.Tasks or duties you’ve had in the past that did not produce any results, or did not teach you any skill or knowledge. Your experience will not matter to hiring managers if you do not have results to show for them.Your grades when you went to school. Very few companies care about your GPA. The mere fact that you graduated is already enough. But if it has been more than 10 years since you last went to school, your grades are no longer relevant. If you have an exceptionally high G.P.A., however, it would make some sense to include it.Your salary history. Take note that work experience does not really ask how much you were paid in every other job you’ve held. Do not list this down unless the hiring manager or employer expressly asks for it.Reason why you left your old jobs. These are probably going to be asked during the interview, so there is no reason why you should include them in your resume. If you do, you may just end up sounding like you are making excuses for yourself.Your photo. These days, adding a photo of yourself on your resume can be quite tacky. It is also distracting. Keep it off your resume.III. Styling and formattingThe headingThere is no specific form or rules for how you should write the heading of your resume, or what should be written on it. You should, however, take care to keep it looking profess ional. Concise and direct to the point, it should contain the most important information.The font size and font styleStick to standard, sans-serif fonts. Serif fonts, such as Times New Roman and Times, are already considered outdated, and even unprofessional-looking. Keep Comic Sans far away from your resume, and those script fonts? They have no place in your resume â€" any resume, for that matter â€" so do not even think of using them.Arial is one of the standard fonts used, often in 11 and 12 pt. Any lower and you’ll have the hiring manager squinting his eyes trying to decipher what you’ve written, throwing it aside when he gets too frustrated. Any larger and you will look like a child playing around with your word processor.Oh, and do not use five different font styles on your resume. It would make it look too busy, with a lot of clutter. Stick to one or, at most, two. PresentationNever forget that this is an official document, even if it is really talking all about you. Ther efore, make sure it looks professional. Forget those colors and flashy graphics that you use in other creative documents. They should not be anywhere near a resume. Keep it clean, keep it crisp, keep it professional.When styling and formatting your resume, consistency is very important. If your styling and formatting is all over the place, this will not make a good impression of you.IV. Finishing up your resumeReview your resume. Go over it multiple times if you have to. Have someone else look it over as well, for errors and typos. You should also ask them if your resume is visually appealing or there is too much going on.If you can, and you have the money for it, there is nothing wrong with having a professional go over it. He may find some things that you missed, and may even make suggestions on how you can improve it.TIPS AND NOTES ON WRITING A RESUMETake care not to get the company’s name wrong.This is a major deal-breaker. If you get the name wrong, the hiring manager won’t even bother going through the rest of your resume. You can’t even take the time out to check what company you are applying to, and no one would want that kind of an employee working with them.Keep it at the right length.There is no specific restriction on how long or short the resume should be, although the typical resume can be as short as one page to as long as three pages. However, experts recommend that you keep it concise, which puts it at a maximum of two pages. If you can, you should try to keep it to a single page.Tailor your resume for every application.Avoid the “one size fits all” approach, because that might just cause you problems in the long run. You may be applying in three companies at the same time. Do you just go ahead and submit the same resume to all three? You may, but then the lack of customization may put your resume at risk of being ignored or completely passed over.Avoid being classified as generic. See to it that the information included in the resum e are associated or matched with the specific job that you are applying for.Break long blocks of information into smaller chunks.There is a reason why resumes are preferred to be presented in bullet-points, especially the list or details. That is because they are easier to read that way. If there are huge blocks or paragraphs of text, it gets exhausting to even just look at them.Employers will find themselves wading through stacks of resumes, and if they see a large block of text, they may opt not to read it and just ignore it (and the applicant). The solution is to break down these large blocks of text into smaller, readable and more user-friendly chunks. As much as possible, try to assign separate headings for each separate section, to facilitate easier and faster reading.Proofread, and proofread again.Performing a basic spell check is not going to be enough, because even these applications are not fool-proof. If you do not trust your proofreading skills and objectivity, have some one else look it over. If you can afford it, have it reviewed by a professional resume writer. Even the smallest misspelling or grammatical error may cost you a job interview spot.Let the company know what you can do for them.You already have a clear picture of what you will get if you are hired by the company. You know what they will do for you, but what can you do for them? This is what the employer is interested in, so talk about that, instead of focusing solely on yourself.Provide only facts, not fabrication.Employers want honest employees, and if you are caught lying on what you included in your resume, that is a deal-breaker. You may even run the risk of being blacklisted in an entire industry, not just the company you are applying at. Be honest; do not lie on your application and your resume.Use action verbs as much as applicable.For example, instead of writing that you are “Responsible for conducting inventory counts”, it would be more decisive if you write it as “Cond ucted periodic inventory counts”. Employers do not want to read about what you are supposed to do, or what tasks you were supposed to accomplish. They want to know what you actually did and the tasks you actually performed.Take a positive tone throughout your resume.Do not use it as an avenue to make negative explanations, such as explaining why you only lasted this long in that job, or why you had to resign this job. A resume is supposed to promote you, not to bring you down, so keep it positive.

Importance of Self-Esteem and Self Image - 1445 Words

Importance of self-esteem and self image Definitions How a person views themselves is referred to as self-image. This is the mental image of oneself. The characteristics that define a person internally are called self-image. These characteristics include kindness, selfish, talented, ugly, beautiful, intelligent, weight, height, and gender. Self-image also refers to the things a person has learnt about them self, through others judgments, and personal experiences. A persons self-image is something they cultivate over a period of time. Self-image is a mirror reflecting back an image of a person(Pletsch, Johnson, Tosi, Thurston, Riesch, 1991). The image been reflected is a contribution from caregivers, parents, friends, teachers and family. The image reflected on the mirror can be the real person or the distorted view of them self. A person will then develop a positive or negative self-image based on this view. How a person acts in their adult life, is as a result of the strengths and weaknesses they learn as children and teenagers as th ey are internalized. Everyday people are taking in information, and they are evaluating them self continually. How a person feels about them self how they think about them self, and how they respond to life are directly related to the persons self-image. How one regards them self is referred to as self-esteem. The overall appraisal or evaluation of a persons own worth is also referred to as self-esteem. The beliefs a person holds andShow MoreRelatedDo Teenagers Place Too Much Importance On Their Appearance?1175 Words   |  5 PagesTeenager’s Appearance â€Å"If we get our self-esteem from superficial places such as our appearance, we will be disappointed, because no one can guarantee that we’ll have them tomorrow† – Kathy Ireland Teenage years are a confusing period of one’s lifetime. It is where new emotions are revealed to you and new standards are set. 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Managerial Economics Essay - 1336 Words

Appalachian Coal Mining believes that it can increase labor productivity and, there- fore, net revenue by reducing air pollution in its mines. It estimates that the marginal cost function for reducing pollution by installing additional capital equipment is MC = 40P where P represents a reduction of one unit of pollution in the mines. It also feels that for every unit of pollution reduction the marginal increase in revenue (MR) is MR =1,000 =10P. How much pollution reduction should Appalachian Coal Mining undertake? The installation of additional capital equipment will reduce pollution and increase the labor productivity..But look at the additional cost...It is not offsetting the benefit So fix the level of pollution reduction in an†¦show more content†¦3 guards Number of Security Guards Number of radios stolen per week 0 50 (200 Ãâ€" 0) + (50Ãâ€"50)=2500 1 30 (200 x 1) + (50 x 30) = 1700 2 20 (200 x 2) + (50 x 20) = 1400 3 14 (200 x 3) + (50x10)= 814 Chapter 4 The director of marketing at Vanguard Corporation believes the sales of the company’s Bright Side Laundry detergent (S) are related to Vanguard’s own advertising expenditure (A), as well as the combined advertising expenditures of its three biggest rival detergents (R). The marketing director collects 36 weekly observations on S, A, and R to estimate the following multiple regression equation: S = a + bA + cR Where S, A, R are measured in dollars per week. Vanguard’s marketing director is comfortable using parameter estimates that are statistically significant at the 10 percent level or better. a) What sign does the marketing director expect a, b, and c to have? The director would expect his own advertising to have a positive effect and the competitor’s advertising to have a negative effect. He should expect some level of brand loyalty, but his advertising should have a positive effect. b)Interpret the coefficients a, b, and c? S = a + bA + cR Here â€Å"a† will be the intercept parameter and b, along with c, will be the slope parameter. Vanguard’s own advertising would be a positive effort and the competitor’s would be negative. END The regression output from the computer is as follows: DependentShow MoreRelatedManagerial Economics12384 Words   |  50 Pages|Managerial Economics | | | |UNIT -I | | | |[Pick the date] Read MoreManagerial Questions On Managerial Economics1736 Words   |  7 Pages MANAGERIAL ECONOMICS MANDIP SINGH SETHI K1300050 TABLE OF CONTENTS INTRODUCTION†¦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‚¬ ¦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‚¬ ¦..3 TYPES OF DISECONOMIES†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.5 DECENTRALIZATION†¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦6 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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..7 REFERENCE†¦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‚¬ ¦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 What are managerial diseconomies of scale and what, if anything, can be done about this phenomenon? DecreasingRead MoreManagerial Economics1517 Words   |  7 Pagestickets. Rachel Green, manager for the Sherman Oaks office, has been asked to recommend an appropriate level of advertising. In thinking about this problem, Green noted its resemblance to the optimal resource employment problem studied in a managerial economics course. The advertising/sales relation could be thought of as a production function, with advertising as an input and sales as the output. The problem is to determine the profit-maximizing level of employment for the input, advertising, inRead MoreManagerial Economics4591 Words   |  19 PagesMB0042 - Managerial Economics ASSIGNMENT SET I: Ans.1. The price elasticity of demand is not the same for all commodities. It may be or low depending upon number of factors. The factors which influence price elasticity of demand, in brief, are as under:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (i) Nature   of Commodities. In developing countries of the world, the per capital income of the people is generally low. They spend a greater amount of their income on the purchaseRead MoreManagerial Economics1932 Words   |  8 PagesMBA 5600 Managerial Economics Assignment #1 1. What impact will the prospect of deprivatization have on investment by managers of privatized firms? The impact will be: - Loosing corporate focus; - Missing planned CEO turnover; - Affecting planned managerial objects and strategic efficiency Obviously, normal managers invest in long-term projects, products and services, deprivatization may come up with a different strategy that not aligned with corporate goals and its profit will probablyRead MoreManagerial Economics2909 Words   |  12 PagesSEMESTER 2014 MANAGERIAL ECONOMICS – BMME5103 ASSIGNMENT (60%) Name: NGUYá »â€žN THá »Å  MINH HIá »â‚¬N Class: MBAOUM0514-K14A Question 1 a. What is (are) the main difference(s) between a monopolistically competitive market and a monopoly market? Their characteristics are different: |Monopolistically competitive market |Monopoly market | |Large number of small firms: Read MoreManagerial Economics Assignment952 Words   |  4 PagesMS- 09: MANAGERIAL ECONOMICS ASSIGNMENT Course Code : MS- 09 Course Title : Managerial Economics Assignment Code : 9/TMA/SEM-II/2010 Coverage : All Blocks Attempt All the Questions. â€Å"A close relationship between management and economics has led to the development of managerial economics.† Explain this statement. BOOK NO 1 PAGE NO. 7 Managerial Economics consists of the use of economic modes of thought to analyse business situation Spencer and Siegelman haveRead MoreManagerial Economics ( Bus529ah1 )1154 Words   |  5 Pages Managerial Economics (BUS529AH1) Final Exam Question 1. (a). Marginal Revenue (MR) is the adjustment altogether income because of a unit change in amount. So also Marginal cost (MC) is the additional cost of producing a unit. 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K | L | O | MPK | APK | APL | VMPK | 0 | 20 | 0 | - | - | - | - | 1 | 20 | 50 | 50 | 50Read MoreManagerial Economics Essay5339 Words   |  22 PagesManagerial Economics: A Problem-Solving Approach 2nd Edition End-of-Chapter Questions and Answers Table of Contents Chapters 1 and 2 - Introduction and The One Lesson of Business 5 Multiple Choice Questions 5 Multiple Choice Key 5 Short Answer Questions 6 Short Answer Key 6 Chapter 3 - Benefits, Costs, and Decisions 8 Multiple Choice Questions 8 Multiple Choice Key 8 Short Answer Questions 9 Short Answer Key 10 Chapter 4 - Extent (How Much) Decisions

The Philosophy of International and Free Trade - 1123 Words

A trade liberalization process on a global scale has started since the post WWII period, with most countries pursuing the philosophy of international and national free trade. Even though the complete free trade has not been made possible yet, and maybe it will never be, numerous agreements have been made in the name of trade liberalization. They allowed the trade between different countries and within the same country to a certain degree of liberalization where several new business practices can be implemented. The two highest expressions of this trade liberalization are off shoring and outsourcing. Moreover these two practices are more and more often applied together. However, it is crucial to clearly distinct the differences between off shoring and outsourcing. It is common mistake to consider them as synonyms. Off shoring can occur without out sourcing necessarily taking place, on the other hand the existence of out sourcing does not mean off shoring is happing as well. Definitions: Off shoring refers to the relocation by a company of a business process, either operational or supporting ones, from one country to a different one. However recently it is commonly used in relation to the practice of relocation to developing countries, with lower wages. It can consist of administrative or technical processes, such as accounting and manufacturing. On the other hand some business services, such as legal services, tend to be out sourced instead of off shore. Out sourcingShow MoreRelatedEssay about The Central American Free Trade Agreement1178 Words   |  5 PagesThe Central American Free Trade Agreement CAFTA is a proposed international free trade agreement between the United States and numerous countries within Central America. Some of the nations who could potentially participate in this treaty are Costa Rica, El Salvador, Guatemala, Honduras, and Nicaragua. 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Globalization has lead to technological change that has helped advance our world. The technological change

Recruitment in IBM Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Recruitment in IBM. Answer: Introduction: The process of recruitment is known as the searching process for obtaining the potential candidates or the workforce for the organisation which is highly equipped with the desired knowledge, experiences, and skills which are appropriate for the specific job position in an organisation. Many changes are been observed in the recruitment industry as a result of the changes in the economy and the advancement in the technology, which altered the companys way of hiring the employees for the organisation. The Human resources management of the company is facing many challenges while the recruitment of the workforce in the organisation. In the report will discuss the certain key challenges such as the demographic issues and the organisational issues which are faced by the organisation IBM during the recruitment of the workforce. The report will develop an understanding of the recruitment strategies which the company is to implement the successful recruitment process (McCarthy, 2016). Recruitment Challenges: In the fast moving world of the business companies are looking for adding the new capabilities in their business, but to attain such capabilities the organisations are facing many challenges. One of the biggest challenges which the organisation faces is the building and sustaining the strong talent in the organisation (McCarthy, 2016). Identifying and leveraging the skills of the current employees and attracting the new workforce needs certain strategies that develop the talent management tactics which effectively contributes in retaining, attracting and rewarding the top performing employees (Sindhu, 2016). Employee selection is to be done after understanding his competencies and the innate skills; providing the employees with the opportunities, where the workforce can benefit the organisation with their skills (Coyne, 2015). Recruitment of the right candidate for the right position will help in the growth of the organisation with the error free environment. Recruitment of the workf orce with the enhanced skills will help in promoting the agility, resilience, and adaptability (Sindhu, 2016). The large pools of the talent are to identify for this the mass of applications is to be certified and screened. The right and the desired skills are to be matched with the right kind of jobs. The successful candidates are trained before entering into in their new jobs (McCarthy, 2016). The strategy which the human resources of the IBM implement for the acquisition of the workforce with the talent is to establish the optimal long term strategy for developing, connecting, attracting and deploying the workforce (Kaur Sodi, 2011). Sourcing the employees as per the needs and the requirement of the business, on the other hand also meeting the workforce needs for job satisfaction, motivation, and development. With this IBM to achieve the measurable, clear and the sustainable change within the organisation and maintaining the continuity of the daily activities (McCarthy, 2017). Managing diversity is another challenge which is faced by the IBM human resource; managing diversity in an organisation is ranked as the most underestimated challenge that confronts the human resource (McCarthy, 2017). The increased globalisation resulted into the internationalisation of the employees and the rising demand of the talent results to hire the workforce for the organisation. The workplace diversity of the company includes the ethnicity, age, physical abilities, gender, race, educational background, sexual orientation, geographic location, marital status, income, parental status, religious beliefs, and experiences (Kaur Sodi, 2011). The dimension of the diverse workforce challenges includes the reconciling of the corporate culture to accommodate the diversity and the sensitivities among the individuals. To think globally and to act locally, being responsive towards a culture of the region, adapting the societal requirement of the concerned societies and complying with the legislation related to the local labour (Sugden, Moulson, 2015). The other Key challenge for the Human resource of the IBM is the ageing workforce. The liberal state pensions in addition to the progressive decline in the birth-rates have added exacerbated ageing issue in many nations. The organisations find it difficult to hire the new employees having certain disciplines (Moschetto, 2014). Even on hiring the qualified employees, organisation needs the further training of the new employees for increasing the productivity. Hence, when the mature person leaves the organisation there is a loss of expertise in an organisation with this loss in tackling the key consumer relationship, handling the exceptions up to the critical situations and having certain other experiences which cost important with time, resources and energy for recreation and replacement (Moschetto, 2014). Presently there is a potential Australia workforce crisis, which resulted in great challenges for the recruitment of the workforce in the organisations of Australia. With the growin g age, only a few employees choose to remain in the workforce. Redirect recruiting and sourcing. The firms are very quickly faced with a shortage of workmen from the labour pools whereat they shall usually draw young aged staff. To contact the mature workmen, the companies may conduct over and around fifty workshops at the local work recruitment places or the centres, provide targeted benefits such as a special kind of leave which is unpaid and is called as the unpaid grandparent leave plus look externally so as to identify the retired workmen or professionals who wish to do the part-time and the short-term tasks. Make efforts to retain the valued staff by alternative work practices and arrangements. Whereas some of the companies are appointing aging workmen, at the same time there are many who are developing alternative task alternatives, like the part-time task schedules. The companies are required to explore, at times and when properly appropriate, refer the use of telecommuting so as to retain the mature workers. Preserve important and criti cal knowledge (?iutien?, Railait?, 2015). An approach elicits workmen tacit, experiential, knowledge by detailed documentation and interviewing, explicitly gathering and also keeping in the record the insights. Carefully administrating the arrangements and also the communities of work practices may also help to encourage the skilled or the mature staff to pass appropriate knowledge to the newer or the next generation workers (?iutien?, Railait?, 2015). Assist mature workmen effectively take into use the technology refers the workplace. A main and very common misperception which happens to be in the minds is that the seniors or the older workers have with their experience and practical knowledge much more learning, skills and adopting refer the latest new technologies in comparison to the newly joining staff (Nazari, 2014). But on the other hand, multiple surveys and studies have clearly come up with the result that the newer workmen also at times respond to the companys call in an abetter manner as they are new and have an aspiration to rise and work hard so as to build a bright future for them. Tungli and Peiperl (2009) states that the ordinary obstacles of effectual recruitment are the cultural differences, demographic beliefs, political factors, economic and the racism factors. The demographic beliefs are considered be a challenge that is witnessed and also experienced at the HRM and there is a demographics belief in some of the nations. Refer some important studies which has been carried out by Mr. Bjorkman and Lerwick in the year 2007, so many of the nations believe that the main position of the MD, CEO or that of the directors is to be occupied by the elderly or the old people as these people have lot of practical and age wise and they have vast knowledge as well to explore the markets and assist the trade development (DeVaro, 2005). Yet another survey, which has been conducted by the Bjorkman and Lerwick (2007) clearly stated ad revealed that just 20% of the workers in the USA have got the directors, which are over and above the age of 40 years, most of them are even 35 years by age as well (Nazari, 2014). Now such kind of a result of a trustworthy survey has affected the HR management to a greater extent as they are unable to recruit young people irrespective of workers skills and ideologies (DeVaro, 2005). Thus in such a kind of situation, these HR management holders are bound to look back at the aged or the old people whose experience outcome records are not properly and fully evaluated. The demography issue to a greater extent affects the HR managers in the country of Nigeria as they believe on continuous capability, integrity, track record and skills etc as the main factors refer a productive workforce in any organisation. Recruitment Strategies: The recruitment strategies are mainly what shows and determine the exact quality of a staff member who has been hired for any organization. In case so many low performing or poor staff members are recruited in continuous succession, in such a condition the strategies are required to be rethought (Coyne, 2015). The organizations shall have to be much faster and aggressive refer their strategies at a stage when the economy is supportive and good so that to enable them to stand out to the applicants plus at the same time also convince them that nice, supportive and knowledgeable employers shall be a part of their training sessions (Coyne, 2015). Almost all are aware of the basic traditional strategies, like the use of classified job fairs and advertisements. But maximum of the organizations are taking use of the non-traditional plans and strategies like the cold calls, billboards, credit lists, contests, group interviews, former employees, interns, head-hunters, Internet searches to st ellar the applying candidates of various mentors, businesses, multimedia job descriptions, most-wanted lists, open houses, previously overlooked applications, professional organizations, personalized gifts, recruitment managers, public records, scholarships, referral incentives, special-interest meetings and social network sites (DeVaro, 2005). The progressive firms also do use the new media and the social strategies in order to target the most talented or the best job applying candidates to fulfil their staffing needs, these candidates are lured to work with them, and are also offered high salaries. They are also given lucrative amenities and other facilities which tend them to make a decision to join the companies. The options which are helpful to choose best of the best are taken into consideration and utilized for the selection criterias (Stichler, 2005). Conclusion: Hence, to conclude, provide appropriate job opportunities for the workers to develop and upgrade their skills. The companys executives do recognize the requirement to refresh skills of workmen whose formal training has expired way back earlier. The companies are eagerly and carefully seeking to quickly transfer the informal skills which have not at all been taught and which are important in the work environment. Participate in facilitating the coexistence of various generations. The organizations are also required to balance the requirements, interests and also the work styles of workers working. This task is done by pairing the senior managers to the junior staff members, each of the seniors members of the company do work collectively with the juniors and assist them in developing their skills and coming up with the expectations of the organisation, This also assists the new comers to develop their roots and strengthen them and get settled in the atmosphere of the company (?iutien?, Railait?, 2015). They learn a lot from these lessons which practically they get from the joint calls or the joint working. References ?iutien?, R., Railait?, R. (2015). Challenges of managing an ageing workforce.Engineering Economics,26(4). Coyne, C. (2015). Keep Testing New Recruitment Strategies.The Membership Management Report,11(11), 7-7. DeVaro, J. (2005). EMPLOYER RECRUITMENT STRATEGIES AND THE LABOR MARKET OUTCOMES OF NEW HIRES.Economic Inquiry,43(2), 263-282. Kaur Sodi, P. (2011). Reviewing Corporate Recruitment, Retention and Training Strategies.Indian Journal Of Applied Research,4(2), 9-10. McCarthy, C. (2016). Innovative strategies prove effective for managing personnel, budget, enrollment challenges.Recruiting Retaining Adult Learners,19(1), 12-12. McCarthy, C. (2017). Embrace challenges as opportunities to grow.Recruiting Retaining Adult Learners,19(5), 12-12. Moschetto, M. (2014). Key Trends in Workforce Management and New Challenges for HR.Employment Relations Today,40(4), 7-13. Nazari, K. (2014). Talent Management and Recruitment Strategies.Mediterranean Journal Of Social Sciences. Sindhu, G. (2016). A Study on Employer Branding Strategies for Talent Retention.Asian Journal Of Management,7(1), 23. Stichler, J. (2005). Recruitment and Retention Strategies.AWHONN Lifelines,9(5), 404-407. Sugden, N., Moulson, M. (2015). Recruitment strategies should not be randomly selected: empirically improving recruitment success and diversity in developmental psychology research.Frontiers In Psychology,6.