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Reference Books:-¬ Human Resource and Personnel Management - K.Aswathappa¬ Human Resource and Management - Subba Rao¬ Personnel Management and Industrial Laws - P S Narayan and P C K Rao¬ Human Resource Development and Management - Biswanath Ghosh¬ Personnel Management - C B Mamoria
† PERSONNEL MANAGEMENT »Meaning and Definition: ¬ Personnel Management is a method of developing potentials ofemployees so that they get maximum satisfaction out of their work andgive their best efforts to the organization.- P. Pigors and Charles Myers. ¬ Personnel Management is that part of management process, whichis primarily concerned, with the human constitution of an organization.-E F L Brech ¬ The personal function is concerned with the procurement,development, compensation, integration and maintenance of the personnelof an organization for the purpose of contributing towards theaccomplishment of that organizations major goals and objectives.Therefore, Personnel Management is planning, organizing, directing, andcontrolling of performance of those operative functions.-Edwin B. Flippo
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RecruitmentEmployeeand SelectionMaintenance
Employee MotivationCompensation Benefits
» Personnel Principles: If policy is a guide for managerial decisions and actions,principle is the fundamental truth established by research, investigationand analysis. Many personnel principles have been established throughpractices, experience and observation, Principles are universal truthsgenerally applicable to all organizations. Policies, on the other hand, varyfrom organizations to organizations. Principles guide managers informulating policies, programmes, procedures, and practices. They alsocome handy in solving any vexing problem. Some of the personnelprinciples are: 1 HRM notes
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5. Employees are used mostly for organiz- Employees are used for themultiple mutual ational benefit. Benefit of the organization,employees and their family members.
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E.g. IBM's decision to buy Lotus was probably prompted in part by IBM'sconclusion that its own human resources were inadequate for the firm toreposition itself as an industry leader in networking systems.
Functional Strategy Formulation
Environmental Scanning: Environment needs to be scanned in order to determine trends andprojections of factors that will affect fortunes of the organizations. Scanningmust focus on task environment. Not those elements outside the taskenvironment are ignored, but they receive less attention. Scanning helpsidentify threats and opportunities prevailing in the environment.
Strategy Formulation: Strategies are formulated at 3 levels:1. Corporate level2. Business unit level and3. Functional level
Strategy Implementation: Strategy formulated need to be implemented. Implementation of strategies is, often more difficult than their formulation. Although implementation is the logical step to formulation, the two differ in the following ways: Strategy formulation is positioning forces before action. Strategy implementation is managing forces during the action. Strategy formulation focuses on effectiveness. Strategy implementation focuses on efficiency. Strategy formulation is primarily an intellectual process. Strategy implementation primarily is an operational process. Implementing strategies requires such actions are altering sales territories, adding new depts., closing facilities, hiring new employees, etc. Strategy formulation concept and tools do not differ vastly for small, large or non-profit organizations. However, strategy implementation varies substantially among different types and sizes of organizations.
Strategy Evaluation: Strategy evaluation helps determine the extent to which the company's strategies are successful in attaining its objectives. Basic activities involved in strategy evaluation are:
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Sales Marketing Production
Human Resource
Finance Union
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about its human resources. The HRIS is usually a part of the organizationslarger mgt. system(MIS). The HRIS need not be complex or evencomputerized. But computerization has its own advantage of providingmore accurate and timely data for decision making. The areas of application of HRIS are many. Some of theminclude training mgt., risk mgt., turnover analysis, succession planning,flexible benefits administration, compliance with govt. and legalenvironment, etc. Steps in implementing HRIS: As with any major change, proper planning is an absolutenecessity for successful implementation of an HRIS. The steps outlinedbelow describe the specific procedures involved in successfully developingand implementing an HRIS. Step 1: Inception of idea. The idea of an having an HRIS mustoriginate from somewhere. The originator of the idea must prepare apreliminary report showing the need for an HRIS and what it can do for theorganizations. Step 2: Feasibility study. Feasibility study evaluates the presentsystem and details the benefits of an HRIS. It evaluates the costs andbenefits of an HRIS. Step 3: Selecting a project team. Once the feasibility study has beenaccepted and the resources allocated, a project team should be selected.The project team should consist of an HR who is knowledgeable about theorganization's HR functions and activities and about the organization itselfand representatives from both management information systems andpayroll. As the project progresses, additional clerical people from the HRdepartment will be needed to be added. Step 4: Defining the requirements. A statement of requirementsspecifies in detail what exactly the HRIS will do. A large part of thestatements of requirements normally deals with the details of the reportsthat will be produced. Naturally, the statement also describes other specificrequirements. This typically includes written descriptions of how userscollect and prepare data, obtain approvals, complete forms, receive dataand performa other non-technical tasks with HRIS use. The key here is tomake sure that the mission of the HRIS truly matches management's needsfor an HRIS. Step 5: Vendor Analysis. This step determines what hardware andsoftware are available that will best meet the organizations needs for thelowest price. This is a difficult task. The best approach is usually not to askvendors if a particular package can meet the organizations requirementsbut how it will meet those requirements. The results of this analysis willdetermine whether to purchase an 'off-the-shelf' package or develop thesystem internally. Step 6: Package contract negotiation. After vendor has been selected,the contract must be negotiated. The contract stipulates the vendor'sresponsibilities with regards to software, installation, service, maintenance,training, and documentation.
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Public Sector & Private Sector undertakings all of which have becomeovercrowded with heavy surplus workforce, consequent to therationalization of systems & procedures in the post Reform period sheddinga host of redundant controls & restrictive provisions, transferring severalfunctions hither to performed by the government to private enterprise, &switching over to computerized operations everywhere, rendering hugeworkforce manually carrying on these operations redundant. The result ishigh cost wage component with low productivity, & making Indian Industry& business less competitive in the global market. It is an anomaly that theIndian worker is paid comparatively low scales of wages, while theemployers are suffering from a high cost of labour content in their coststructure. It is the number employed that creates the situation of low wage& high cost. This both the worker & the business/industry stand to benefitby rationalization of work force & improve productivity. Why such an elaborate system & why are companies forced todownsize their workforce by such a steep level? They recruit employeesinitially incurring considerable cost, & subsequently have to train them forseveral years continuously. At clerical level an employee needs six monthstraining, while an officer at a junior level is given training on directrecruitment for three years. It may need for such an officer another 5 yearsto be eligible to become a branch manager & so on for different higherpositions, most of which are filled through internal promotions. All theseinvolve huge expenditure. Banks pertain to the category of service industryproviding a specialized professional service. Its main stock-in-trade isexpert knowledge, an intangible asset. This prime asset of the banks is notstored in its show rooms or godowns, but rests with its officers &employees. A part of the same may be structured & retained in instructionmanuals, guidelines & job charts, but predominantly it rests withemployees, who are repositories of its knowledge-wealth. A huge turnoverof skilled & trained employees at a point of time from n institution willdisrupt its normal working, in addition to the loss of heavy resourcesalready spent on their recruitment & elaborate training incurred under theconsideration that their service will be continuously available for the fullterm or entire span of their career. The fast changing economic paradigms affect business models sofrequently that in the event of a business model redefinition, restructuringof the workforce becomes a necessity. Each time this necessity arises, wesee corporate wooing employees with severance schemes that areextremely severe on the companies' finances & quality of the workforce. Itis unknown that competent employees use this opportunity to make thebest of both the worlds. Given the scheme of things voluntary severances isbest replaced with compulsory severance. While this may seem asanathema to corporate it is extremely hard on the employees themselveswho have developed a certain skill set over a period of time & now findsthemselves redundant. Thus to make this model operative in India it is necessary to institutecompensation schemes that are commensurate to the extent of damage
» Importance of HRP: 1. Future Personnel Needs: Planning is significant as it helpsdetermine future personnel needs. Surplus or deficiency in staff strength isthe result of the absence of or defective planning. The problem of excessstaff has become so heavy that many units are restoring to VRS to removethe excess staff.
» Objective of HRP: The important objectives of manpower planning in an organizationare:i) to recruit and retain the human resource of required quantity andquality;ii) to meet the needs of the programmes of expansion,diversification, etc; iii) to improve the standards, skill, knowledge, ability, discipline, etc; iv) to estimate the cost of human resources; v) to make the best use of its human resources; vi) to foresee» the impact of technology on work, existing employees and future human resource requirements; vii) to assess the surplus or shortage of human resource and take measures accordingly; viii) to minimize imbalances caused due to non-availability of human resources of right kind, right number in right time and right place.
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3. Supply Forecasting: The first step of forecasting the future supply of human resource is toobtain the data and information about the present human resourceinventory.Existing Inventory The data relating to present human resource inventory in terms ofhuman resources components, number, designation-wise should beobtained. Principal dimensions of human resources inventory are:i) Head counts regarding total, dept.-wise, sex-wise, designation-wise, skill-wise, etc.ii) Job Family Inventory: It includes number and category of employees ofeach job family i.e., all jobs related to same category like clerks, cashiers,typists, etc. each sub-job family i.e., all jobs having common jobcharacteristics (skill, qualification, similar operations) like productionengineer (mechanical) and maintenance engineer (mechanical) and broadjob families like general administration, production, etc.iii) Age Inventory: It includes age-wise number and category of employees.It indicates age-wise imbalance in present inventory which can becorrelated in future selections and promotions.
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9. Retention Plan: Though there is a problem of unemployment, organizationsexperience shortage of some categories of employees. and someorganizations experience shortage of some other categories of employeesdue to employee mobility. Hence, the organizations have to plan forretention of the existing employees.
3. HR programming: Once an organization's personnel and supply are forecast, the twomust be reconciled or balanced in order that vacancies can be filled by the 3 HRM notes
right employees at the right time. HR programming, the third step in theplanning process therefore, assumes greater importance.
4. HRP implementation: Implementation requires converting an HR plan into action. Aseries of action programmes are initiated as a part of HR planimplementation. Some such programmes are recruitment, selection andplacement; training and development, retraining and redeployment; theretention plan; and the redundancy plan.
» Job Description: A job description is a return statement of what the job holderactually does, how he/she does it, and under what conditions job isperformed. This information is in turn used to write a job specification thatlists the knowledge, abilities, and skills needed to perform the jobsatisfactorily. There is no standard format you must use in writing job description,but most description contains section on: 1. Job Identification. 2. Job Summary. 3. Responsibilities and Duties. 4. Authority of Incumbent.
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5. Standards of performance. 6. Working conditions. 7. Job specifications.
1. Job Identification: The job title specifies the title of job, such as supervisor of data processing operations, mktg. mgr. or inventory control clerk. Job titles and descriptions should be kept current. 2. Job Summary: The job summary should describe the general nature of the job, listing only its major functions or activities. Thus, the mktg. mgr. "plans, directs, and coordinates the mktg. of the organizations products and / or services." 3. Relationships: There is occasionally a relationships statement, which shows the job holder's relationship with others inside and outside the organization. 4. Responsibilities and Duties: This section presents a list of jobs major responsibilities and duties. Each of the job's major duties should be listed separately and described in a few sentences. This section should define the limits of the jobholder's authority, including his/her decision-making authority, direct supervision of other personnel, and budgetary limitations. 5. Standards of Performance: Some job description contains standards of performance sections. This state the standards the employee is expected to achieve under each of the job description's main duties and responsibilities. 6. Working Conditions and Physical Environment: The job description may also list the general working conditions involved on the job these might include things like noise level, hazardous conditions, or, heat.
» Job Specification: A statement of human qualifications necessary to do the job. Usually contains such items as: ¬ Education. ¬ Experience. ¬ Training. ¬ Judgment. ¬ Initiative. ¬ Physical Effort. ¬ Physical skills. ¬ Responsibilities. ¬ Communication skills. ¬ Emotional characteristics. ¬ Unusual sensory demands such as sight, smell, hearing.
Strategic Choices
Gather Information Uses of Job Description and Job Specification: Process Information ¬ Personnel Planning ¬ Performance Appraisal ¬ Hiring Job Description ¬ Training and Development ¬ Job Evaluation and Compensation Job Specification ¬ Health and Safety ¬ Employee discipline ¬ Work Scheduling ¬ Career Planning
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» Quantitative Techniques: The methods of collecting job-related data, described above,are used by most employers. But there are locations where these narrativeapproaches are not appropriate. For example there is a desires to assign aquantitative value to each job so that jobs can be compared for paypurposes, a more quantitative approach will be appropriate. The positionanalysis questionnaire, mgt. position description questionnaire, andfunctional job analysis and the three popular techniques of job analysis.
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4 Behavioral Factors Factors Affecting Job Design HRM notes
Organizational Factors It includes characteristics of task, work flow, ergonomics, and workpractices. ¬ Characteristics of Task: Job design requires the assembly ofnumber of tasks in to a job or group of jobs. An individual may carry outone main task which consists a number of interrelated elements orfunctions. On the other hand, task functions may be split between a teamworking closely together or strung along an assembly line. ¬ Work Flow: The flow of work in an organization is stronglyinfluenced by the nature of product or service. The product or serviceusually suggests the sequence and balance between jobs if the work is tobe done efficiently. ¬ Ergonomics: It is concerned with designing and shaping jobs to fitthe physical abilities and characteristics of individuals so that they canperform their jobs efficiently. It helps employers to design jobs ins such away that workers' physical anilities and job demands are balanced. ¬ Work Practices: They are set ways of performing work. Workpractices were till now, determined by time and motion study whichdetermine standard time needed to complete a given job. A new techniquehas now emerged, which if introduced, could rustically alter the workpractices in industrial undertakings. Called Maynard Operating SequenceTechnique (MOST), the technique uses a standard formula to list the motionsequence ascribed in index values.
Environmental Factors Environmental elements affect all activities of HRM, and job design isno exception. The external factors that have a bearing on job design areemployee abilities and availability and social and cultural expectation. ¬ Employee Abilities and Availabilities: Efficiency considerationmust be balanced against the abilities and availabilities of the people whoare to do the work. ¬ Social and Cultural Expectations: Their were days when gettinga job was a primary consideration. The worker was prepared to work on anyjob and under any working conditions. Not any more. Literacy, knowledgeand awareness among workers have improved considerably, so also theirexpectations from jobs. Hence jobs must be designed to meet theexpectations of workers.
Behavioral Elements
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2(a) 2(b) Job Description Job Specification
Job-evaluation (3) Programme
Wage Survey (4)
Employee (5) Classification
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Evaluation Strategy and Applicant Control Development Populatio ¬ Where n ¬ How ¬ When
Recruitment Process
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» Recruitment Process: Recruitment refers to the process of identifying and attracting jobseekers so as to build a pool of qualified job applicants. The process comprisesfive interrelated stages, viz; (i) planning (ii) strategy development, (iii)searching, (iv) screening, and (v) evaluation and control. The ideal recruitmentprogramme is the one that attracts a relatively larger number of qualifiedapplicants who will survive the screening process & accept positions with theorganization, when offered. Recruitment programmes can miss the ideal inmany ways: by failing to attract an adequate applicant pool, by under/overselling the organization, or by inadequately screening applicants before theyenter the selection process. Thus, to approach the ideal, individuals responsiblefor the recruitment process must know how many and what types of employeesare needed, where and how to look for individuals with the appropriatequalifications and interests, what inducement to use (or avoid) for various typesof applicant groups, how to distinguish applicants who are unqualified fromthose who have a reasonable chance of success, & how to evaluate their work. Recruitment Planning The first stage in recruitment process is planning. Planning involvesthe translation of likely job vacancies and information about nature of these jobsinto a set of objectives or targets that specify the (i) number and (ii) type ofapplicants to be connected. Number of contacts: Organization, nearly always, plan to attract moreapplicants than they hire. Companies calculate yield (yRs) which express therelationship of applicant inputs to outputs at various decision points. Forexample, assume that an organization attempting to recruit sales people ran aseries of newspaper advertisements. The advertisement generated resumesfrom 2000 applicants, of which 200 were judged to be potentially qualified (yR =10:1). Type of Contacts: This refers to the type of people to be informed aboutjob openings. The type of people depends on the tasks and responsibilitiesinvolved and the qualifications and experience expected. These details areavailable through job description and job specification. Strategy Development Once it is known how many and what type of recruits are required,serious consideration needs to be given to i) 'make' or 'buy' employees; ii)techno logical sophistication of recruitment and selection devices; iii) geographicdistribution of labour markets comprising job seekers; iv) sources of recruitment;and v) sequencing the activities in the recruitment process. 'Make' or 'Buy': Organizations must decide whether to hire less skilledemployees and invest on training and education programmes, or they can hireskilled labour and professionals. Technological Sophistication: The second decision in strategydevelopment relates to the methods used in recruitment and selection. Thisdecision is mainly influenced by the available technology. The advent ofcomputers has made it possible for employers to scan national and internationalapplicant qualifications.
» Sources of Recruitment: International Recruitment
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» Philosophies of Recruiting: The traditional philosophy of recruiting has been to get as manypeople to apply for a job as possible. A large number of job seekers waiting inqueues would make the final selection difficult, often resulting in wrongselections. Job dissatisfaction and employee turnover are the consequences ofthese. A persuasive agreement can be made that matching the needs of theorganization to the needs of the applicants will enhance the effectiveness of therecruitment process. The result will be a workforce which is likely to stay withthe organizations longer and performance at a higher level of effectiveness. Twoapproaches are available to bring about this match. They are i) realistic jobpreview (JRP), ii) job compatibility questionnaire (JCQ). Realistic Job Previews (RJP)
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» Role of Selection: The role of selection in an organization's effectiveness is crucial forat least, two reasons. First, work performance depends on the individuals. Thebest way to improve performance is to hire people who have the competenceand the willingness to work. Second, cost incurred in recruiting and hiring personnel speaks volumesabout the role of selection. Costs of wrong selection are much greater, In organization with wrong selection incurs these types of costs. The firsttype is incurred while the person is employed. This can be the result ofproduction or profit, losses, damaged co. reputation, accidents due tonegligence, absenteeism and the like. The second type of cost is associated withthe training, transfer or terminating the services of the employee. Costs ofreplacing an employee with fresh one-costs of hiring, training and replacement-constitute the third type of cost. Generally, the more important the job, thegreater the cost of selection error.
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» Selection Process: Selection is a long process, commencing from the preliminaryinterview of the applicants and ending with the contract of employment. Environmental Factors Effecting Selection: Selection is influenced byseveral factors. More prominent among them are supply and demand and ofspecific in the labour market, unemployment rate, labour-market conditions,legal and political considerations, company's image, company's policy, HRP, andcost of hiring. The last three constitute the internal environment and theremaining form the external environment of the selection process. Preliminary Interview: the purpose of a preliminary interview is scrutinyof applications, that is, elimination of unqualified applications. Selection Tests: Job seekers who pass the screening and the preliminaryinterview are called for tests. Different type of tests may be administered,depending on the job and the company. Generally, tests are used to determinethe applicant's ability, aptitude and personality. Ability tests. (also calledachievement tests) assist in determining how well an individual can performtasks related to the job. An excellent illustration of this is the typing test given toa prospective employee for secretarial job. An aptitude test helps determine aperson's potential to learn in a given area. Personality tests are given to measure a prospective employee'smotivation to function in a particular working environment.
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fitness test. A job offer is, often, contingent upon the candidate beingdeclared fit after the physical examination. Job Offer: Job offer is made through a letter of appointment. Such a lettergenerally contains a date by which the appointee must report on duty. Theappointee must be given reasonable time for reporting. This is particularlynecessary when he or she is already in employment, in which case theappointee is required to obtain a relieving certificate from the previousemployer. Contracts of Employment: There is a need of preparing contract ofemployment. Contracts for employment serve many useful purposes. Suchcontracts seek to restrain job-hoppers, to protect knowledge and informationthat might be vital to a company's health bottom-line, and to preventcompetitors from poaching highly valued employees. Concluding the Selection Process: Contrary to popular perception, theselection process will not end with executing the employee contract. There isanother step-a more sensitive one-reassuring those candidates who have notbeen selected. Such candidates must be told that they were not selected, notbecause of any serious deficiencies in their personalities, but because theirprofiles did not match the requirements of the organization. They must be toldthat those who were selected were done purely on relative merit. Evaluation of Selection Programme: The broad test of effectiveness ofthe selection process is the quality of the personnel hired. An organization musthave competent and committed personnel. The selection process, if properlydone, will ensure availability of such employees. How to evaluate theeffectiveness of a selection programme? A periodic audit is the answer. Auditmust be conducted by people who work independent of the HR department.
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» Training Process:
Organizational Objectives and strategies
Assessment of Training Needs
Establishment of Training Goals
Devising Training Programme
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objectives, its formal and informal organization, and the goals of the trainingprogramme. Training and development requires higher degree of creativity than,perhaps, any other personnel speciality. Scheduling training around the present work is another problem. How toschedule training without disrupting the regular work? There is a problem ofrecord keeping about the performance of trainee during his or her trainingperiod. This information may be useful to evaluate the program of the trainee inthe company. Programme implementation involves action on the following lines: 1. Deciding the location and organizing training other facilities. 2. Scheduling the training programme. 3. Conducting the programme. 4. Monitoring the progress of trainees. Evaluation of the Programme: The last stage in the training anddevelopment process is the evaluation of results.
Businessmen must sit with Deans and structure the courses that would servethe purpose of business better. ¬ Organized Labour can Help: Organized labour can play a positiverole in imparting training to workers. Major trade unions in our country seem tobe busy in attending to mundane issues such as bonus, wage revision,settlement of disputes, and the like. They have little time in imparting training totheir members.
†PERFORMANCE APPRAISAL » Meaning and Definition: Performance appraisal is: "it is the systematic evaluation of the individual with respect to his/herperformance on the job and his/her potential for development." "a formal, structured system of measuring and evaluating an employee'sjob, related behaviors and outcomes to discover how and why the employee ispresently performing on the job and how the employee can perform moreeffectively in the future so that the employee, organization, and society allbenefits." The second definition includes employees' behavior as part of theassessment.
» Appraisal Process: The Performance Appraisal Process
Objectives of Performance Appraisal
Establish Job Expectations
Design an Appraisal Programme
Appraise Performance
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psychological test is scored. People with high scores are, by definition, the better employees; those with low scores are the poorer ones. Since the rater does not know what the scoring rates for each statement are, in theory at least, he cannot play favorites. He simply describes his people, & someone in the personal dept. applies the scoring rates to determine who gets the best rating.5. Critical incident appraisal: The critical incident technique looks like a natural to some people for performance review interviews, because it gives a supervisor actual factual incidents to discuss with an employee. Supervisors are asked to keep a record, a "little black book," on each employee & to record actual incidents of positive or negative behavior. The supervisor sets the standards if they seem un fair to a subordinate, might he not be more motivated if he at least some say in setting, or at least agreeing to, the standards against which he is judged?6. Management by Objectives: It should be noted, however, that when MBO is applied at lower organizational levels, employees do not always want to be involved in their own goal setting. As Arthur N. Turner & Paul R. Lawrence discovered many do not want self-direction or autonomy. As a result, more coercive variations of MBO are becoming increasingly common, & some critics see MBO drifting into a kind of manipulative form of management in which pseudo-participation substitutes for the real thing. Employees are consulted, but management ends up imposing its standards & its objectives.7. Work-standards approach: Instead of asking employees to set their own performance goals, many organizations set measured daily work standards technique establishes work improving productivity. When realistically used, it can make possible an objective & accurate appraisal of the work of employees & supervisors. To be effective, the standards must be visible & fair. Hence a good deal of time is spent observing employees on the job, simplifying & improving the job where possible, & attempting to arrive at realistic output standards.8. Ranking methods: For comparative purposes, particularly when it is necessary to compare people who work for different supervisors, individual statement, ratings, or appraisal forms are not particularly useful. Instead, it is necessary to recognize that comparisons involve as overall subjective judgment to which a host of additional facts & impressions must somehow be added. There is no single form or way to do this. Comparing people in different units for the purpose of, say, choosing a service supervisor or determining the relative size of salary increases for different supervisors, requires subjective judgment, not statistic. The two most effective methods are alternation ranking & paired comparison ranking. Alternation ranking: In this method, the names of employees are listed on the left-hand side of a sheet of paper-preferably in random order. If the rankings are for salary purposes a supervisor is asked to choose the "most valuable" employee on the list, cross his name off, & put it at the top of the column on the right-hand side of the sheet. Next, he selects the "least valuable" employee on the list, crosses 6 HRM notes
his name off, & puts it at the bottom of the right-hand column. The ranker then selects the "most valuable" person from the remaining list, crosses his name off & enters it below the top name on the right-hand list, & so on. Period-comparison ranking: This technique is probably just as accurate as alternation ranking & might be more so. But with large numbers of employees it becomes extremely time consuming & cumbersome. To illustrate this method, let us say we have 5 employees: Mr. Abbott, Mr. Barnes, Mr. Cox, & Mr. Eliot. We list their name on the left-hand side of the sheet. We compare Abbott with Barnes on whatever criterion we have chosen, say, present value to the organization. If we feel Abbott is more valuable than Barnes, we put a tally beside Abbott's name. We then compare Abott with Cox, with Drew & with Eliot. The process is repeated for each individual. The man with the most tallies is the most valuable person, at least in the eyes of the rater; the man with no tallies at all is regarded as the least valuable person.9. Assessment centers: Typically, individuals from different departmentare brought together to spend two or three days working on individual & groupassignments similar to ones they will be handling if they are promoted. Thepooled judgment of observers-sometimes derived by period comparison oralternation ranking-leads to an order of-merit ranking for each participant. Lessstructured, subjective judgments are also made.
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† EMPLOYEE REMUNERATION » Theory of Remuneration: Three theories are – reinforcement & expectancy theories, equity theory &agency theory.Reinforcement & Expectancy Theory: The reinforcement theorypostulates that a behavior which has a rewarding experience is likely to berepeated. The implications for remuneration is that high employee performancefollowed by a monetary reward will make future employee performance morelikely. By the same token, a high performance not followed by a reward willmake its recurrence unlikely in future. The theory emphasizes the importance ofa person actually experiencing the reward.
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Equity Theory: Adams's equity theory points that an employee who perceivesinequity in his or her rewards seeks to restore equity. The theory emphasizesequity in pay structure of employees' remuneration.Agency Theory: The agency theory focuses on the divergent interests &goals of the organizations stakeholders & the way that employee remunerationcan be used to align these interests & goals. Employers & employees are thetwo stakeholders of a business unit, the former assuming the role of principals &the latter the role of agents. The remuneration payable to employees is theagency cost. It is natural that the employees expect high agency costs while theemployers seek to minimize it. The agency theory says that the principal mustchoose a contracting scheme that helps align the interest of the agents with theprincipal's own interests. These contracts can be classified as either behavior-oriented (e.g. merit pay) or outcome-oriented (e.g. stock option schemes, profitsharing, & commission).
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Pay Reviews: Pay, once determined, should not remain constant. It must bereviewed & changed often, but how often becomes a relevant question. Payreviews may be made on predetermined dates, anniversary dates or there couldbe flexible reviews. In organized industrial establishments, pay reviews take place once inthree years. Managements enter into wage & salary agreements with labourunions & the agreement will be valid for 3 yrs.Pay Secrecy: Equity in remuneration is a significant factor in employeeperformance. Perceived inequity in wages & salaries will demotivate &demoralize employees which will lower employee performance. One way ofavoiding this problem is for managements to maintain secrecy.Comparable Worth: One of the popular principles in employee remunerationis equal pay for equal work. Infact, this principle has been the inspiration behindthe enactment of the Equal Remuneration Act. Under this act, male & femalenurses are to be paid the same if their merit & seniority match.International Pay: In increasing globalization of business, international payassumes great relevance. » Concepts Of Wages: While evolving, wage policy, three concepts of wages, viz, i)minimum wages, ii) fair wages, iii) living wages are generally considered. Theseare broadly based on the needs of workers, capacity of the employee to pay, &the general economic conditions prevailing in a country.Minimum WageMinimum wage is one which provides not merely for bare sustenance of life, butalso for the preservation of the efficiency of worker. For this purpose, the
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minimum wage must also provide for some measure of education, medicalrequirements & amenities.Fair WageFair wage is understood in two ways. In a narrow sense, wage is fair if it is equalto the rate prevailing in the same trade & in the neighborhood for similar work.In a wider sense, it will be fair if it is equal to the predominant rate for similarwork throughout the country.Living WageLiving wage is a step higher than fair wage. Living wage may be described asone which would enable the wage earner to provide for himself/herself & his/herfamily not only the bare essentials of life like food, clothing, & shelter, but ameasure of frugal comfort including education for children; protection against illhealth; requirements of essential social needs; &/or measure of insuranceagainst the more important misfortunes including old age.
† PARTICIPATIVE MANAGEMENT » Meaning & Definition: Employee participation means associating representatives ofworkers at every stage of decision making. Participative management isconsidered as a process by which the workers' share in decision making extendsbeyond the decisions that are implicit in the specific contents of the job they do.This, in actual practice, amounts to the workers having a share in the reachingof final managerial decision in an enterprise. A clear & more comprehensive definition is: "Workers' participation, may broadly, be taken to cover all terms ofassociation of workers & their representatives with the decision-making process,ranging from exchange of information, consultations, decision & negotiations tomore institutional forms such as the presence of workers' member onmanagement or supervisory boards or even management by workersthemselves."
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» Importance of Participation: The greatest benefit of participative management is that theemployee identifies himself or herself with work & this leads to an improvedperformance. Participation tends to improve motivation because employees feelmore accepted & involved in the situation. Their self-esteem, job satisfaction, &co-operation with management will also improve. The results often are reducedconflict & stress, more commitment to goals, & better acceptance of a change.Employees may also reduce turnover & absences when they begin to feel thatworking conditions are satisfactory & that they are becoming more successful intheir jobs. Finally, the act of participation in itself establishes bettercommunication, as people mutually discuss work problems. The managementtends to provide workers with increased information about the organizationsfinances & operations, & this helps employees to give better qualitysatisfactions.
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Hakutaka Marine
Yamanakako, / Japan
Water Sport School
Phone: +81 0555-72-8140
Plain 1976-1, Yamanakako beach side in the Marina
Yamanakako, Chūbu 401-0502
Experience wakeboarding on Lake Yamanaka! Beginners welcome! Our year round wakeboarding school has good access from Tokyo, and is located in the best environment surrounded by nature, such as mountains and lake. Even women and children can enjoy this sport. All rentals are included--just bring swimwear and towels.
View gallery Add photos Add video
Hours of Operation:
Apr-Nov, 7 am to sunset
Reservations Required:

subset: commoncrawl


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You've heard the phrase: "cash is king." Well, now content is king.Moravian Teachers Choir Sun, Wargame, New by Acies Edizioni, English Language The internet is a visual world, and if you're not making the most out of your blog images, you could be missing out on readers and endless opportunity. Even if you have spent hours… read more
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"I was disappointed that the hotel resturaunt was closed due to the holidays, but it was only the 23rd, and it should have been open for dinner and bre ... " More
Close to airport
Within 6 miles (10 km) of this Birmingham hotel, you'll find St. Vincent's Health System and University of Alabama Hospital. Children's of Alabama is 5.8 mi (9.4 km) away.
Free shuttle, parking
This hotel features an outdoor pool, a 24-hour fitness center, and a restaurant. Traveling on business? Take advantage of the 4 conference rooms, 24-hour business center, and free airport shuttle. Enjoy the seasonal outdoor pool and perks like free self parking and free WiFi.
Free WiFi, refrigerators
Featuring conveniences like refrigerators and microwaves, the 196 guestrooms also offer free WiFi and LED TVs with cable channels. Other amenities include premium bedding, coffee/tea makers, and free weekday newspapers.
Oct 7, 2019 by Tom
We are very sorry we did not meet your expectations.
Sep 4, 2019 by Ms. D
Thank you for choosing the Ramada Birmingham
Ramada by Wyndham Birmingham Airport offers its guests an outdoor pool and a 24-hour fitness center. There's a restaurant on site. You can enjoy a drink at the bar/lounge. Public spaces have free WiFi. There's an onsite 24-hour business center. There are 4 meeting rooms available. The business-friendly Ramada by Wyndham Birmingham Airport also features coffee/tea in a common area, complimentary newspapers in the lobby, and laundry facilities. A roundtrip airport shuttle is free at scheduled times. Free self parking is available. This 3-star Birmingham hotel is smoke free.
Available in all rooms: Free WiFi
Available in some public areas: Free WiFi
Long-term parking (surcharge) , Free self parking , Free RV, bus, truck parking
Ramada by Wyndham Birmingham Airport offers 196 air-conditioned accommodations, which are accessible via exterior corridors and feature coffee/tea makers and complimentary weekday newspapers. Beds feature premium bedding. LED televisions come with premium cable channels and pay movies. Refrigerators and microwaves are provided. Bathrooms include shower/tub combinations, complimentary toiletries, and hair dryers. This Birmingham hotel provides complimentary wireless Internet access. Business-friendly amenities include desks and phones; free local calls are provided (restrictions may apply). Housekeeping is provided daily.
For a fee, guests can enjoy cooked-to-order breakfast daily from 6:00 AM to 10:00 AM.
The Landing - This restaurant specializes in American cuisine and serves dinner only. Guests can enjoy drinks at the bar.
Recreational amenities at the hotel include an outdoor pool and a 24-hour fitness center.
If you have requests for specific accessibility needs, please note them in the special requests field on the booking page after selecting your room.
Special check-in instructions:
Airport shuttle service is available at scheduled times from 4:00 AM to 11:00 PM. Fees may apply. Contact the property in advance to make arrangements.
Airport transportation is offered at scheduled times from 4:00 AM to 11:00 PM. Fees may apply. Please make arrangements in advance by contacting the property.
Extra-person charges may apply and vary depending on property policy.
Government-issued photo identification and a credit card, debit card, or cash deposit are required at check-in for incidental charges.
Special requests are subject to availability upon check-in and may incur additional charges. Special requests cannot be guaranteed.
Charges for extra guests may apply and vary according to property policy.
A cash deposit, credit card, or debit card for incidental charges and government-issued photo identification are required upon check-in.
Special requests are subject to availability at the time of check-in. Special requests can't be guaranteed and may incur additional charges.
The fees and deposits listed below will be charged at the time of service, check-in, or check-out.
This may not be a comprehensive list. Fees and deposits are subject to change and might not include tax.


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Challenge yourself, learn to live with others, explore special places
Nearly forty boarding students from Mt. Isa's Spinifex College spent a hectic weekend at our Centre recently. Activities focused on team building, resilience and relationships.
While it is a long way to travel, the success of this excursion encourages us to host Spinifex and similar groups again in the future.
© The State of Queensland (Department of Education) 2019


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Wireless Networking Market 2019-2024 Report cover detailed competitive outlook including the market share and company profiles of the key participants operating in the global market.
Wireless Networking Market Report offers a professional and in-depth study on the current state of the global Wireless Networking industry along with competitive landscape, Market share and revenue forecasts 2024. This report is a valuable source of guidance for companies and individuals offering Industry Chain Structure, Business Strategies and Proposals for New Project Investments.
Before the invention of the wireless LAN WLAN, people want to communicate and communicate through the network. We must first use the physical cable - copper strand to form an electronic operation path. In order to improve the efficiency and speed, then the optical fiber was invented. When the network has developed to a certain scale, it is found that this cable network is very difficult to be set up, disassembled or restructured on the original basis, and the cost and cost are very high, so the networking mode of WLAN emerges as the times require.
Get a Sample PDF of report-https://www.360researchreports.com/enquiry/request-sample/13229112
The research covers the current market size of the Wireless Networking market and its growth rates based on 5-year records with company outline ofKey players/manufacturers:
Scope Of The Report :
This report studies the Wireless Networking market status and outlook of Global and major regions, from angles of players, countries, product types and end industries; this report analyzes the top players in global market, and splits the Wireless Networking market by product type and applications/end industries.
The report provides separate comprehensive analytics for the US, Canada, Japan, Europe, Asia-Pacific, Latin America and Rest of World. Annual estimates and forecasts are provided for the period 2019 through 2024. Also, a five-year historic analysis is provided for these markets. Market data and analytics are derived from primary and secondary research.
This report analyzes the worldwide markets for Wireless Networking in US$ by the following Product Segments: Indoor, Outdoor, Transportation, Support, Survey, Monitoring
The global Wireless Networking market is valued at xx million USD in 2018 and is expected to reach xx million USD by the end of 2024, growing at a CAGR of xx% between 2018 and 2024.
The Asia-Pacific will occupy for more market share in following years, especially in China, also fast growing India and Southeast Asia regions.
North America, especially The United States, will still play an important role which cannot be ignored. Any changes from United States might affect the development trend of Wireless Networking.
Europe also play important roles in global market, with market size of xx million USD in 2018 and will be xx million USD in 2024, with a CAGR of xx%.
Inquire more and share questions if any before the purchase on this report at -https://www.360researchreports.com/enquiry/pre-order-enquiry/13229112
Report further studies the Wireless Networking market development status and future trend across the world. Also, it splits Wireless Networking market by Type and by Applications to fully and deeply research and reveal market profile and prospects.
Major Classifications are as follows:
Major Applications are as follows:
Geographically, this report is segmented into several key regions, with sales, revenue, market share and growth Rate of Wireless Networking in these regions, from 2014 to 2024, covering
The Wireless Networking market report provides answers to the following key questions:
Purchase this report (Price 3480 USD for a single-user license) -https://www.360researchreports.com/purchase/13229112
Major Points from Table of Contents:
1 Market Overview
1.1 Wireless Networking Introduction
1.2 Market Analysis by Type
1.3 Market Analysis by Applications
1.4 Market Dynamics
1.4.1 Market Opportunities
1.4.2 Market Risk
1.4.3 Market Driving Force
2.Manufacturers Profiles
2.4.1 Business Overview
2.4.2 Wireless Networking Type and Applications
188.8.131.52 Product A
18.104.22.168 Product B
3.Global Wireless Networking Sales, Revenue, Market Share and Competition by Manufacturer (2018-2019)
3.1 Global Wireless Networking Sales and Market Share by Manufacturer (2018-2019)
3.2 Global Wireless Networking Revenue and Market Share by Manufacturer (2018-2019)
3.3 Market Concentration Rate
3.3.1 Top 3 Wireless Networking Manufacturer Market Share in 2019
3.3.2 Top 6 Wireless Networking Manufacturer Market Share in 2019
3.4 Market Competition Trend
4 Global Wireless Networking Market Analysis by Regions
4.1 Global Wireless Networking Sales, Revenue and Market Share by Regions
4.1.1 Global Wireless Networking Sales and Market Share by Regions (2014-2019)
4.1.2 Global Wireless Networking Revenue and Market Share by Regions (2014-2019)
4.2 North America Wireless Networking Sales and Growth Rate (2014-2019)
4.3 Europe Wireless Networking Sales and Growth Rate (2014-2019)
4.4 Asia-Pacific Wireless Networking Sales and Growth Rate (2014-2019)
4.6 South America Wireless Networking Sales and Growth Rate (2014-2019)
4.6 Middle East and Africa Wireless Networking Sales and Growth Rate (2014-2019)
6 Wireless Networking Market Forecast (2019-2024)
5.1 Global Wireless Networking Sales, Revenue and Growth Rate (2019-2024)
5.2 Wireless Networking Market Forecast by Regions (2019-2024)
5.3 Wireless Networking Market Forecast by Type (2019-2024)
5.3.1 Global Wireless Networking Sales Forecast by Type (2019-2024)
5.3.2 Global Wireless Networking Market Share Forecast by Type (2019-2024)
5.4 Wireless Networking Market Forecast by Application (2019-2024)
5.4.1 Global Wireless Networking Sales Forecast by Application (2019-2024)
5.4.2 Global Wireless Networking Market Share Forecast by Application (2019-2024)
6.Sales Channel, Distributors, Traders and Dealers
6.1 Sales Channel
6.1.1 Direct Marketing
6.1.2 Indirect Marketing
6.1.3 Marketing Channel Future Trend
6.2 Distributors, Traders and Dealers
7.Research Findings and Conclusion
8.1 Methodology
8.2 Data Source
About Us:
360 Research Reports is the credible source for gaining the market reports that will provide you with the lead your business needs. At 360 Research Reports, our objective is providing a platform for many top-notch market research firms worldwide to publish their research reports, as well as helping the decision makers in finding most suitable market research solutions under one roof. Our aim is to provide the best solution that matches the exact customer requirements. This drives us to provide you with custom or syndicated research reports.
Contact Us:
Name: Mr. Ajay More
Email: [email protected]
Organization: 360 Research Reports
Phone: +44 20 3239 8187/ +14242530807
Press Release Distributed by The Express Wire
To view the original version on The Express Wire visit Wireless Networking Market 2019 With Top Countries Data : Industry Trends, Share, Size, Top Key Players Analysis and Forecast Research


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Upcoming Concerts
Upcoming Concerts! Save the dates! December 14th – A Master Chorale Christmas – One of our most popular concerts of the year, it will feature selections of Handel's Messiah and the Central Valley's own Kevin Memley's Gloria. There will also be the traditional carol sing along. Saturday, December 14th 7:00 PM St. John's Lutheran Church. […]Learn More ▸
Invest in the future of choral arts!
Our mission is to provide a venue for the appreciation and awareness of choral music and choral arts education in our community.
Your Bakersfield Master Chorale is a non-profit 501(c)(3) organization. Because ticket sales alone cannot financially support the concert season, a major portion of the Chorale's expenses must be underwritten by donations from individuals, charitable foundations and the business community.
Young Artist Development Program
Since the 2012-13 season, the Bakersfield Master Chorale has sponsored a Young Artists' Development Program (YADP). Through the YADP, the Chorale benefits from having a small number of professionally trained young musicians (singers, conductors, pianists, and arrangers) who agree to: (1) sing in the Chorale for the season; (2) understudy the professional solos; (3) provide other professional musical services in accordance with their skills and background.Learn More ▸


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|Chicken Balmoral
|Simple and brilliant!!
When we read an article recently stating that the world's number one restaurant, Noma, had come to London for a 10 day pop up in Claridge's and it was serving ants, it stopped us in our tracks...
Maybe you have just moved into student accommodation, or know someone who has. Either way, you might want to pay attention to some pretty startling news about fire hazards in Halls of Residence.
It's semester two already and although it seems far away now those exams are creeping up fast. It almost seems strange to be discussing revision only a week or so into February, however with reading weeks fast approaching, now is the perfect time to sort out those revision blues and start like you mean to go on.
It's that time of the year again when freshers undergo the transition from living in halls or shared uni accommodation to finding a house for the next academic year and are probably panicking. You may not know where to go, where to start or even what you should be looking for. A few years ago, I was in the same position, so therefore I have come up with ways for you (as a fresher) to remember when hunting for that year long accommodation.
Making pancakes on Shrove Tuesday was traditionally a way to use up any stocks of milk, butter and milk which were forbidden during Lent… but why do so many of us restrict ourselves to them once a year? They are delicious, cheap, incredibly versatile and easy – and so perfect for students.
Gnocchi Bake - Low fat & filling. YUM YUM YUM


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Main Profile
At A Glance
- Website
- www.indeed.com
Intern - Summer Work - Madison Terminal's Full Profile
Company: U.S. Venture, Inc.
Internship Description: Make your mark with us!U.S. Venture, Inc. headquartered in Appleton, Wisconsin, is a value-adding distributor in North America of products that vehicles consume. U.S. Ventures customer promise of Finding a Better Way encourages associates to make your mark through unconventional, entrepreneurial thinking that gives customers a winning edge.SUMMER WORKMAINTENANCE PERSONMadison Terminal...
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Police Brutality
An Anthology
Pub. price: $21.95
Near New: $7.99
ISBN10: 0393321630 ISBN13: 9780393321630 Publisher: W W Norton & Co Inc Published: Apr 1 2001 Pages: 265 Weight: 0.80lbs. Height: 8.25" Width: 5.50" Depth: 0.50" Language: English
Other Copies
Same Edition
Publisher's Comments
A collection of thirteen essays from a variety of sources examines one of America's most serious domestic problems, investigates its historical and sociological roots, and grapples for solutions. Reprint.
Related Subjects


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Find the top plumbing companies in Gainesville Plumbing is one of those neglected areas of your apartment that is forgotten until there is an issue like a leak, a burst water heater or blocked drain, it demands to be done right. Else your comfort will suffer.
Find the top remodelers in Gainesville Making a decision to add to your house or any piece of it is a major decision and any project big or small must have the attention of a professional remodeler to ensure the intended outcome.
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Basements can do even more than their owners ordinarily recognize. Some common basement redesigning concepts include turning them into amusement spaces, rentable home, or play spaces for kids. Even if it seems like yours is only excellent and old for storage, we understand how to make it trendy and a perfect suitable for the modern age. You can be guaranteed we follow all of the legal requirements governing basements and do our best to make yours as energy efficient as it can be.
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Head of Chemistry, Southampton
Expiring soon
Start date: September 2020
Contract type: Full Time
Contract term: Permanent
Suitable for NQTs: No
We are seeking a well-qualified and dynamic full-time Head of Chemistry to join our Science and Technology Faculty. The successful candidate will be expected to lead the development of Chemistry teaching across all ages.
All our pupils take Chemistry at IGCSE and many go on to study the subject at A level. The department is housed in excellent, well-equipped laboratories and enjoys a high level of resourcing. The role is an excellent opportunity for a teacher with some leadership experience or an experienced Head of Department.
A willingness to contribute to the School's wide range of co-curricular activities is expected.
The School uses one-to-one technology to enhance teaching and learning.
King Edward's has its own generous salary scale as well as the Teachers' Pension Scheme, Healthcare scheme and a reduction in school fees.
Further details and application forms are available from our website: https://intranet.kes.hants.sch.uk/jobs/teaching-vacancies/head-of-chemistry-2
Alternatively, contact Roz Read, HR Assistant on 02380 704561 or email: email@example.com
CVs are not an acceptable alternative to the school application form.
Closing date: 9.00am on Monday 9 December 2019.
We are committed to safeguarding and promoting the welfare of children; applicants must be willing to undergo child protection screening appropriate to the post, including checks with the Disclosure & Barring Service and past employers.
King Edward VI School is a leading HMC Independent day school for children aged 11 – 18. King Edward's is a school with a long and distinguished history and it has been at the heart of Southampton for over 460 years. The School has occupied 4 differe...
Contact King Edward VI School
Thanks for your interest in this role.
Simply fill in the form below to ask any questions, request a call, or schedule a school visit.
This field is required


text:
Grandfather wants to transfer his father's property to any person
Can my grandfather transfer his property to anyone.My grandfather is the only son of his father. Property is not self acquired property of my grandfather. My grandfather is a Hindu.
Answers (1)
Googling your legal issue online?
The internet is not a lawyer and neither are you.
The internet is not a lawyer and neither are you.
Talk to a real lawyer about your legal issue.
Popular Property Lawyers
Disclaimer: The above query and its response is NOT a legal opinion in any way whatsoever as this is based on the information shared by the person posting the query at LawRato.com and has been responded by one of the Property Lawyers at LawRato.com to address the specific facts and details. You may post your specific query based on your facts and details to get a response from one of the Lawyers at LawRato.com or contact a Lawyer of your choice to address your query in detail.
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Lewis County, Washington Lawyers
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Linda Medeiros Callahan
Thurston County, WA Attorney
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Jordan Couch
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Thurston County, WA Attorney
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Pierce County, WA Attorney
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Pierce County, WA Attorney
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Robert Laurence Schroeter
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(360) 827-5075Gonzaga University School of LawWashingtonWashington State Bar and Lewis County Bar Ass'n
Patrick Arthur Palace
Pierce County, WA Attorney
(253) 627-3883Loyola University Chicago School of LawWashingtonAmerican Academy of Trial Attorneys, National Association of Distinguished Council, Tacoma-Pierce County Bar Association, Washington Super Layers Magazine...Gerry Spence's Trial Lawyer College NW, American Bar Association...Article: Does Law Need Investors, Article: The Crystal Ball: What Does It Hold For You...
Ingrid R Zerpa
Thurston County, WA Attorney
(360) 701-0864Seattle University School of LawCalifornia State University - San Francisco State UniversityThuston County Bar Association and Washington State Bar AssociationLegal Financial Obligations, After Blazina - Blog
Sharon Elizabeth Chirichillo
Thurston County, WA Attorney
(360) 943-8999Seattle University School of LawEvergreen State CollegeWashington and OregonAvvo and Martindale-HubbellThe Oregon State Bar Association, New York City Bar Association...
Erin Lane
Thurston County, WA Attorney
(855) 923-3283Western Washington UniversityCalifornia State University - San Diego State UniversityWashingtonWashington State Bar Association and Women Bankruptcy Attorneys
Jeanne Sockle
Thurston County, WA Attorney
(360) 866-7100Washington State Bar Assn Law Clerk Program and Evergreen State CollegeUniversity of Maryland - University CollegeWashington and 9th CircuitAmerica Association for Justice and Washington State Association for Justice
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"Leather has become a key player in our wardrobes; it's now much more accessibly priced and the breadth of styles means we can wear it all year long. Designers manipulated this fabrication which draped and felt like wool, cotton or silk," says von der Goltz. "Faux leather continues to be a rising trend, with Nanushka leading the way. Nearly half of our Nanushka buy for A/W 19 is made up of vegan leather looks."
Yves Saint Laurent started his brand in 1962 after working at the house of Dior, where he was famously appointed head designer at young age 21. Many of fashion's most iconic creations can be attributed to YSL, including the women's tuxedo jacket, the high-fashion peacoat, and the shirt dress. In addition to iconic clothing, he was also among the first designers to feature non-white models. Yves stayed at the brand until his retirement in 2002. He died in June 2008.
Known for his stunning couture designs and his sophisticated women's tuxedo jackets (known as le smoking), Saint Laurent was destined to carve out his own identity, but his career was not without its challenges. After a poorly received collection at Dior, which featured hobble skirts and other unusual designs, he was sent into mandatory military service. The stress of being in the army (although he lasted only 20 days) took a tremendous toll on the sensitive designer. He suffered from teasing and hazing by his fellow soldiers, and he soon plunged into a nervous breakdown; he was sent to a mental hospital for treatment.
Donatella started to work for her brother Gianni in the late 1970s, serving as his muse and adviser. Then she became the designer for the company's Versus line in the 1980s. After her brother was murdered, in 1997, she became creative director of the Versace Group. Donatella made sure that Versace shops would be on different fashion centers around the world, particularly Milan and New York. Top celebrities like Jennifer Lopez and Madonna have endorsed the company's collection of clothes, accessories, fragrances and home furnishings.
The girl next door. The classic style that's been around for ages. This fashion style doesn't pay attention to the latest trends and doesn't involve anything wild or exotic. This trend focuses on simplicity and cuteness, with a striped tee, shorts, and tennis shoes enough to make her happy. At the end of the day, she just wants to be adorable and casual!
Mood board is the summary of your design collections. Put everything together like fabric, trims and also express emotions and mood on your mood board in a way that's not just beautiful but fascinating. Remember that, your mood board is a selling tool for your ideas, so make it exciting! Mainly it's a design tool that will help you to stay focused and consistent as your line develops. Generally it is prepare for the communication purposes and explaining your vision to others like retailers, media etc.. It is also use for creating a range or a collection.
In the Seventies, Halston befriended (and dressed) members of the international jet set, including Bianca Jagger, Liza Minnelli, and Liz Taylor. Dressed in his trademark black turtleneck, he could often be found partying at Studio 54 and enjoying his success with a host of celebrity friends. Licensing deals made him very wealthy, but tragedy lay in the distance…drug addiction and an AIDS diagnosis in 1988 led to his downfall. Unable to cope with the demands of his career, he was fired from his own company…Halston died of AIDS-related complications in 1990.
Everyone knows this guy, and I bet you do, too. He's one of the international fashion icons. Yves Saint Laurent became popular as a designer who re-designed menswear into feminine, beautiful garments for women. His name is also closely associated with the phenomenon of 'ready-to-wear' fashion clothing, 'power suits' for women and 'smoking jackets' for men.
Being way more than a famous shoe designer, Manolo Blahnik is the man who can single-handedly make a woman feel instantly sexy with his ultra sophisticated, wildly fun high heel shoes. Becoming a household name through shows like Sex and the City and his never ending list of celebrity endorsements, Manolo Blahnik has become one of the most influential shoe designers of our time. Unfortunately it is known in fashion circles that when Blahnik dies there will be no more Manolos. There is no protégé or heir and no desire from the great designer to have the label continue without him.
In this stage designer create a brand name or logo. The philosophy and identity of a range can be continued into promotional activities such as branding and styling. To promoting and marketing fashion goods it is very important. Normally the branding would be a graphic designer's job. It is the interesting use of the language or words can produce visual effects, such as, iMac (Internet ready Macintosh computer), O2 (mobile phone provider), FCUK (French Connection United Kingdom).
Drawing helps to form design solutions. Designers take notes and sketches whilst on trips from television, films, whilst shopping or researching, from books, galleries, etc. Sketching is an important part of understanding the human form and basic form of dress pattern. Sketchbook is a meaning of practicing the skills of drawing. It develops your illustration and fashion awareness. It is a visual diary of places, events, ideas, patterns, textures, form and colour. Drawing is a presentation of both design and illustration.
I love Valentino, Tom Ford, Mary Quant, Yohi Yamamato and Donna Karen. I pull from these guys a lot for my cosplay. No, that isn't sacrilege. Cosplay cannot be ignored as far as a money making design market goes. Top designs have trickled into cosplay and cosplay has trickled into top designs. There is just no way around it. Nor should there be. 🙂
Fashion designing is the knack in which the relevance of design and instinctive exquisiteness to attire and embellishments. Fashion design is predisposed by edifying and societal autonomy and has speckled over time and place. Some fashion designers work unaided or as part of a panel. They endeavor to gratify client ardently desire because of the time is requisite to bring a garment onto the souk.
The top icon of fashion design, Elsa Schiaparelli was born on September 10, 1890, in Italy. After working at a boutique in New York, Schiaparelli moved to Paris, where she began designing her own clothes. Her work and sense of style shaped the look of fashion in the 1920s and '30s, and her clothes were worn by some of the world's most famous women, including American actress Greta Garbo. Schiaparelli died in Paris on November 13, 1973.
Vivienne Westwood, the godmother of punk, is considered one of the most unconventional and outspoken fashion designers in the world. Westwood's fashions woke to fame in the late 1970s when her early designs helped shape the look of the punk rock movement. The highly influential shop changed its name and décor with every collection, and would later be credited for setting off both the punk trend and the new romantic wave. In 1981, Westwood launched her signature collection and has since continued to shock and amuse the fashion world with her hard-core Anglomania.
This sleek blend of an advanced robe, a conventional kimono and a legitimate coat has been a shockingly in vogue and all around acknowledged pattern since the previous summer. A fancier, single-shaded adaptation of a year ago's midriff length elegant gowns absolutely worth bringing down from the runways that it is administering this. They are slouchy, ample and lightweight. In spite of the fact that tossed in with these late spring trench coats, only for it, belts, particularly a medium-estimate obi belt, with a bunch in the side, can finish the look.