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The prize is $1,000 and publication in The Tusculum Review. Additionally, the winner will receive 10 author copies of the winning chapbook beautifully printed by the English and Fine Arts departments of Tusculum College.
The deadline is March 1, 2017. We are now accepting manuscripts.
Send contest submissions to:
The Tusculum Review
P.O. Box 5113
60 Shiloh Road
Greeneville, TN 37743.
Mark envelopes: "CHAPBOOK CONTEST."
The entry fee is $20 per chapbook manuscript. We accept checks and money orders made payable to The Tusculum Review. Entry fees include a one-year subscription to The Tusculum Review (an annual publication) and consideration for publication.
Each chapbook manuscript entered should consist of 20-30 pages of poems in a standard 12-point font. No more than one poem may appear on a page. You may enter more than one chapbook manuscript (as long as you include a $20 reading fee with each manuscript). Entries need not be thematically coherent or connected through narrative. Co-authored manuscripts are permitted.
Include a title page, a table of contents, and an acknowledgements page (if any of the poems have been previously published).
Please send a cover letter with your contest entry. The cover letter should include the title of your entry, your name, postal address, phone number, and e-mail address. Please do NOT include your name or any other identifying information on any page of the chapbook manuscript.
For this contest, it is acceptable if individual works in your chapbook manuscript have been published elsewhere, but the manuscript as a whole cannot have been published previously (online or in print).
Manuscripts will not be returned; they will, instead, be recycled.
Finalists will be sent to our current Poetry Editor, a Contributing Editor, or a member of our Advisory Board, who will serve as final judge for the 2017 prize. Family, friends, and previous or current students of Advisory Board members or editorial staff, or those with reciprocal professional relationships with the Board or editors, will be disqualified from the contest.
Manuscripts will be numbered, and all names on the manuscripts will be removed before they are read and work is presented to the judge. In the event that the judge does not deem any submissions worthy of the prize, The Tusculum Review reserves the right to extend the call for manuscripts or to cancel the award.
The winner and finalists will be listed on The Tusculum Review companion website.
Clay Matthews has published poetry in journals such as The American Poetry Review, Black Warrior Review, Kenyon Review, Gulf Coast, and elsewhere. His most recent book, Shore, was recently released from Cooper Dillon Books. His other books are Superfecta (Ghost Road Press), RUNOFF (BlazeVox), and Pretty, Rooster (Cooper Dillon). He teaches at Tusculum College in Greeneville, TN, and edits poetry for the Tusculum Review.
Judge Allison Joseph has selected Skin, Bone, Feather by Christine Starr Davis of Lincoln, Nebraska as winner of our 2016 poetry chapbook contest. Skin, Bone, Feather, for which Davis will receive a $1,000 cash prize, will appear in TTR vol. 12/2016. Davis will also receive 10 artist copies of her winning chapbook produced by the English and Fine Arts departments at Tusculum College.
Christine Starr Davis holds an MFA from Vermont College of Fine Arts with a dual degree in poetry and creative nonfiction. She was a finalist in the Spoon River Poetry Review Editor's Prize in 2015, named Great Plains Emerging Writer in 2014 by South Dakota State University, wrote for the Tupelo Press 30/30 Project in May 2013, and was nominated in 2010 for a Pushcart Prize in Poetry. Her work has appeared in Cider Press Review, Clackamas Literary Review, Confrontation, Lake Effect, Monarch Review, Nimrod, Permafrost, Soundings East, Spoon River Poetry Review, Whiskey Island Magazine, and others. She maintains a website at christinestarrdavis.wordpress.com.
The Flea Circus of Time and Solitude ♦ Carolyn Moore ♦ Tigard, Oregon
OK By Me ♦ Sheila Sanderson ♦ Prescott, Arizona
2016's JUDGE
Allison Joseph, Advisory Board member & 2016 judge
Allison Joseph is the author of What Keeps Us Here (Ampersand, 1992), Soul Train (Carnegie Mellon, 1997), In Every Seam (Pittsburgh, 1997), Imitation of Life (Carnegie Mellon, 2003) and Worldly Pleasures (Word Press, 2004). Her honors include the John C. Zacharis First Book Prize, fellowships from the Bread Loaf and Sewanee Writers Conferences, and an Illinois Arts Council Fellowship in Poetry. She is editor and poetry editor of Crab Orchard Review and director of the Young Writers Workshop, an annual summer residential creative writing workshop for high school writers. She holds the Judge Williams Holmes Cook Endowed Professorship and serves as Director of the SIUC MFA Program in Creative Writing.
Previous contest judges for The Tusculum Review include: Mary Jo Bang, Aimee Bender, Kate Bernheimer, Jericho Brown, Amy Gerstler, Jaimy Gordon, Allison Joseph, Michael Martone, Sara Pritchard, Nate Pritts & Wayne Lee Thomas.


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subset: commoncrawl


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CLEARANCE - Chess Life Magazine - February 2010 Issue
Product Code: CL0210
The February 2010 Issue of Chess Life Magazine focuses on GM-Elect Ben Finegold, America's Newest Grandmaster. It also includes a tribute to Chess Life contributor Jerry Hanken and includes extensive coverage of the US Youth Team at the World Youth Championship and the UTD Thankgiving Tournament.
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From Our Friends
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So today i bought a 50 lb bag of flour at Costco for my myriad upcoming baking projects, but realize I have nothing to store it in. Ideas?
I do the same thing. I have a relatively small (holds about 5lbs) food safe plastic container that holds what I need for immediate use. The remainder stays in a cool place in my pantry in the sack (tightly curled over and clipped with one of those massive office binder clips). I take more out as the smaller container needs refilling.
Another friend puts large purchases directly in a large plastic bin and wheels that out as she needs it. You probably already know that the bins you purchase at a large Lawn & Garden chain are NOT what you want in this circumstance -- instead, make sure your bins are "NSF" which means certified food safe.
Some ideas:
- food buckets with lids. I think they run from 5 gallons and up. Try restaurant supply stores (~$12-$16, lids sold separately) or online.
- Ziploc bags. Only problem is that the largest size made for food storage is 2 gallons. There are larger oversized bags, but they aren't rated for food use.
-The Container Store sells large plastic bins with hinged lid, for pet food. The largest supposed holds about 25lbs of dry pet food. ~$27
- if you have a large stock pot, you might be able to put the flour in that.
I use a Winco 18qt square food storage container for my bulk flour and sugar. I keep them on the floor of my pantry, and refill as needed.
Figure out the best, largest space where you can keep all but five pounds of it at a time (unless you have a pantry floor where you can keep more). Measure the space. Go to a restaurant supply store. Buy a tightly lidded container in whatever size and shape will best fit your space. I'd be inclined to try to make a large flat rectangle work, as it would be handy for other storage needs. I.e., I'd be looking ahead, beyond the current project, when you don't need to store 50 pounds of flour at a time. I'd buy something to use for out-of-season clothing, sports equipment, etc. And I'd buy a very large scoop at the restaurant supply store, to make it easy to bring out five or ten pounds at a time. ;o)
Agree with most others. Keep it in the bag (tightly sealed - i use the jagunda binder clip trick too!) and take out what you need. I use an 8 quart (fits about 10 lbs) round plastic food-grade bucket with lid. Got it at Restaurant Depot. They sell larger ones too. I use my tupperware 8 qt. pitcher for a flour scoop. Try to keep the big bag several inches off the floor, to keep away from critters.
Ask your neighborhood baker if they have any empty storage containers.
I'd suggest against plastic or cloth bags. Bugs love flour and even ziplock type bags don't slow some types of moths down....they can be a big problem around here, I once had to toss almost everything in my pantry due to grain moths. Everything goes in glass or thick Tupperware now.
I couldn't agree more. Sooner or later, if you store flour (and other attractive foodstuffs) in paper, cloth or plastic bags, they're going to get you. (And remember, you could be bringing them into your house in infected containers so proper containment is a double-edged sword.)
A little off topic but related: Flour's properties change for the worse sooner than it goes noticeably rancid. Rose Levy Beranbaum advises keeping whole wheat no longer than 3 months, white flours no longer than 12 unless refrigerated or frozen.
It's called "the spruce-up"
Give Leftover Pasta a Second, More Flavorful Life
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Is This How You Solve Seafood Fraud?
What's Ahead for Our Cookbook Clubs
17 All-Natural Spring Cleaning Tricks For the Kitchen
Get the recipes and features that have us talking, plus first dibs on events and limited-batch products.
(Oh, and $10 off your order of $50 or more in the Food52 Shop, too.)


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Whetung Ojibwa Centre
Friends by Maxine Noel Magnet
Magnets are Made in Canada and measure 3.5"x2.5".
Featuring the artwork of Maxine Noel, who has been a member of the Whetung Ojibwa family for almost 40 years. Maxine is also known as Ioyan Mani, Maxine Noel combines linear expression with beautiful colour combinations to create lyrical works rich in family themes and emotion. Visit our Main Gallery to view more of her works.


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The need of human resource planning
Published: Last Edited:
This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.
According to crane (1974) in Rudman (2002) HR planning is concerned with much more than efficient recruitment for new or replacement of employees so that organization have "Â the right number and kind of people in the right place, at the right time, doing things for which they are economically most useful" .
Human resource planning is done to achieve the optimum use of human resources and have to the right number and types of employees required meeting organization goals.
In this course of action how HR managers find out the talented employees for the organization, in this planning HR manager should know about the requirement of business that which sort of human resources are required for the management or specific tasks. It involves forecasting of planning for the acquisition, retention, improvement and the utilization of HR. Â
World big organization invest huge amount of investment on their business, so they forced to upgrade own staff by providing latest skills and knowledge to them to compete with other fast growing companies in world, because this is the era of competition among the companies so they should be complete from every side.
Why Human resource planning is important
Organization have their own goal through they want to reach, but as we know that organization need capital, labor, machinery for production, but they need also Human resources to maintain, to check the organization so that's why organization do human resources planning for concentrating on talented human resources that we can take optimum benefits, if any organization have good human resources to they can easily utilize the resources and can reach their organization goals, so that's why different companies like Imperial plan for future human resources planning for short and long term. Â
If any company have everything regarding to their needs for starting a new business, and they do not have good human resources to operating, and utilize the organization resources effectively, so they will ruin the organization badly, because operating, checking, and take maximum output from only can take intelligent human resource, that's why different companies trying to plan for the future human resource.
Objectives of Human resources planning
To understand how much optimum human are required
How to reduce the absentees and also reduce the extra labor turn overÂ
To forecast future requirement of human resource
To provide control measures to ensure that necessary human resource are available as and when required
To link HR planning with organization planning   Â
The anticipation and the impact of technology on job and hr
To  determine levels of recruitment and training
The measurement and estimation of cost and human resource
To provide a basis for management development program
To meet the needs of expansion and diversification programÂ
Human resource planning processÂ
1: analyzing organization plan
In this step the organization relate their objectives and plans for the organization, if they know and clear about the organization policies so they can easily concentrate on technology, productivity, marketing, finance, expansion, etc human resources planning is the planning of the organization to achieve the objectives for long or short term.
2: Manpower forecasting
In this step most of the organization do forecasting that how much human resource we need for the future, how much effective and skills labor we need it for the organization, it's all depend upon the organization how much the organization do sales and do production, how much employees they required, in this stage different mathematical ratio are use to find out the forecast of employees.
3: Assessment of Manpower gap
Total human resources will be identified that when organization done, supply and demand, so it will be easily for organization whether we are in deficit or surplus of human resource planning for future. Deficit will show how much number of person are recruited, outside while surplus will show termination of employees. Gap might be occurs in term of knowledge and skills.
4: Action planning
In this step when the gap are identified plans are transferred to fill the gap, the deficit are met through recruitment, selection, promotion, plans surplus manpower are maybe redeploy in other department.Â
5: Monitor and control
When the action plans are implemented the HR arrangement and system need to be review and regulated, monitoring and controlling involve only on the utilization and allocation of HR over time. Right action at right time should be taken to remove the deficiencies.Â
P 5: Compare the structured process for recruitment in any two organizations and evaluate the methods and media that can be used.
Systematic approach to recruitment process
Recruitment is very important for every organization, because it's all about the human resource planning, so that's why the overall aim of recruitment is process is to obtain the number of quality of employee that are require in order for the business so achieve its objectives. These things are practically done in following organization practically
The most important Job of human resources person is the selection and recruitment of employees, the success of every good firm is that they will hire talented staff, therefore its very important for any firm to sure of hiring talented employees,
The recruitment process begins when the human resource department starts receiving requisitions for recruitment from any department of the organization. Â
The general steps involved in recruiting process are as follows:
Identification of the vacancy.
Preparation of job description and person specification.
Advertising of the vacancy.
Managing the response.
Arranging interviews of the short listed recruits.
Conducting interviews.
Sources of Recruitment
Retired employees
Retrenched employees
Dependents and relatives of deceived employees
Press advertisement
Education institutes
Placement agencies
Labor contractor
Employment exchange
Unsolicited employees
In above mention whether internal or external all are the sources which jobs are recruited, every steps are takes part for the recruitment, as we can say that advertisement on different medium can help applicants to know about the job, while helping out the organization to find the applicants for them, when they paid for them.
Employment agencies also a form of source which help the organization to find the talented candidates for the organization, they have all data of the applicants.
Imperial recruitment procedure
Vacancy arises in imperial, so they give advertising on media to aware new employees for the recruitment in Imperial, Imperial recruitment has job specification and description these things are involved in some steps.
The age of candidate should be 20 to 26
They arrange shortlist of interview in the HR branch of imperial
The candidate should be fit according to the imperial demands
The qualification should be F.A level for the candidates
The candidate should know about three languages, Pashto, Urdu and English
When they select them so give them training about their products
Inform them about the rules and regulation of imperial Â
As the organization under study is the Peshawar branch of CYBERNET. So the recruitment and selection procedure discussed below is the one practiced at branch level.Â
The following figure briefly shows the recruitment process of CYBERNET at branch level:Â
Recruitment Process of CYBERNETÂ
The in charge of each department is responsible for identifying the vacancy at his department. After identification, the in charge of that department informs the branch in charge.
First of all the in charge looks for internal recruitment and checks if there is any potential employee who can fit in the new criteria.
If they find the required employee, the employee is asked to fill the "position requisition form", which is then sent to the Administration manager in Karachi Head Office who further passes it on to COO. See Annexure "D" for the position requisition form.
In case they do not find any potential candidate within the organization so then the branch in charge sends requisition to Head of the department in Karachi.
Head of the Department discusses it with the General Manager.
After getting approval from General Manager, the Head of the Department and the in charge discusses the job description which has to be advertised in the newspapers. In the job description the job position and specifications are mentioned.
If the employee is required in one location only, so then it is advertised locally and on brightspyse.com and if the employee is required in every branch all over the Pakistan then they advertise nationally in DAWN newspaper, Express News paper and brightspyse.com
The resumes are submitted at Peshawar branch for the local post in this region.
The in charge of the department and branch manages the response.
The current recruitment procedure has the following flaws:Â
Time Consuming: The current procedures that CYBERNET has adopted are time consuming because there are a lot of different people involved in selecting the employee and then the involvement and interviewing of employees from the Karachi head office makes it even more time consuming. Moreover because these employees who handle the recruitment and selection procedures are not from an HR department, they have different posts and several responsibilities, therefore it takes them a bit long to spare some time for these procedures as it is not a part of their job description.
Lack of qualitative/ quantitative recruitment: As there is no proper HR department even on the head office level so there so no experienced HR manager and as the employees who recruit and select are also not experienced in the HR field therefore it's hard to ensure qualitative and quantitative recruitment. Moreover, as there is no HR department so the selection of the top level management is not as qualitative as it can be in the presence of HR experts. Therefore the applicants that they select might not be as competent as compared to the current labor market.
Lack of equal opportunity to employees: In the current internal recruitment process, the management selects the deserving employee themselves, which discourages the other employees and deprive them of getting equal opportunity.
No utilization of all the available resources:Â In the current recruitment procedure the employers do not utilize all the resources that they have, they do not utilize the CVs submitted online on their website, nor do they keep track of previous CVs submitted for some other post.
P 6: Evaluate the interview as a selection technique and discuss range of alternative selection methods available
Interviews are conversation whereby an applicant interacts with one or more people who evaluate the candidate and, in a selection interview, decide on whether this person should be offered a job.
Interview structures
The structure of an interview is based on the degree of control exerted by the interviewer as to the predictability of what questions are asked and what information is required. When there are specific informational needs, then a more structured approach may be used.
Unstructured interviews are unplanned, uncontrolled, non-directed, unformatted, bilateral communications and flexible. They need skills in questioning and probing.
Semi-structured interviews are pre-scheduled, , major topic areas are controlled directed but flexible and there is a focused flow.
Structured interviews are pre-planned, interviewer directed, pre-formatted standardized and inflexible. They use highly-designed, have a full structure closed questions. They suppose a consistent format will get consistent responses.
Interview type
There are four common type of selection interview:
Situational interviews use situation-specific questions based on job and look at imaginary performance. They are conducted by specialists like psychologists or trained people.
Job-related interviews ask about past behavior on job. They are classically conducted by HR or managers.
Psychological interviews evaluate personality traits. They are conducted by working or organizational psychologists.
Competency interviews broaden psychological interviews to include competencies such as interpersonal skills, leadership and other identified key competencies.
Alternative selection methods other than interview
imperial & CYBERNET
The alternative selection methods for both the organizations other than interview are performance appraisal, tests, job evaluation etc
Performance appraisal
Every organization wants to know how much we are effective in work, and how we can makes it effective our work? That's why organization want to do appraisal, that how the employees can makes improve their selves, from appraisal the efficiency of employees will be increase, because If their CEO come to know that the person is not working effectively so he or she might be dismiss or suspended. And if the employees working effectively so they will definitely get motivated, and its can help the organization to reach their target if they have good employees
Methods of performance appraisal
Traditional method
As the name shows its very old sort of performance appraisal, in this method organization check the performance of the employees, it's on the basis of loyalty, and qualities which he or she.
Ranking method
It's also one of the oldest performance procedure, the performance ranks the employees on the basis of their overall performance, its mostly used for comparative evaluation in organizations. Â
Paired comparison
In this method employees are compare each other in group. Â
Man to man comparison
In this method man to man comparison on the basis of number of units sold and much more it might be target achievement. Â
360 degree feedback
A performance which is done by everyone in organization, where boss or any supervisor, they can evaluate high level boss in organization. 360 degree method is modern method. Â
It is commonly believed that exam tests are the true test of merit. Only the deserving pass the examination. All the rest fail. But the facts are not so. Examination is not the true test of merit. It is often seen that those, who do not deserve to pass, get through, while those who deserve to pass, get failed. The reason is that many candidates use unfair means and manage to pass the interviews.
The importance of an examination is still sufficiently great. Candidates, who are really good, maintain their record. All the examinations, passed by a student, taken together, reveal the true merit of that candidate. There can be no other proper way to judge the merit if each candidate. Government service, are also awarded on the basis of written exams and viva-vorce tests
Job Evaluation
Job evaluation is practical technique which breaking down a job into measurable pieces, so each job can be given a points value. In simple words it's the process through which person are eliminate or check in organization on their positions, on the basis of authority and job.
Job evaluation methodsÂ
Job Ranking
Different jobs is depending on their requirement, authority, responsibilities are ranked in organization, grading etc.
Job classification
Jobs are integrated or graded in groups or levels equal skills, responsibility, and importance and requirements.
Point method
Point method is an analytical method of job evaluation which is based on breaking down jobs into factors or key elements.
P 7: Evaluate selection practices and procedures in two organizations comparing this to "best practices"
Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The main objective of selection is to choose the right person for the vacant job.Â
The general process of selection is as follows:
Checking each applicant against the criteria given in the job advertisement.
Short listing of Applicants
Notifying Short listed Applicants
Conducting Interviews
Verifying Credentials
Ranking Applicants
Reference Checking
Writing Selection Report
Follow-up procedure for candidates who successfully completed the selection procedure.
Negotiation of terms and conditions of the job
Formulate up a contract or written conditions of jobs.
Plan initial orientation for the new employees.
Reviewing the un-interviewed possible and marginal list of candidates and putting the potential candidates on hold for future.
Informing the unsuccessful applicants.
Selection process in Imperial and Chen One
When the recruitment process is finished than the selection process is start, in this process right applicants are choose for the right and deserving candidate, who have the ability to do the job and those who are not applicable for this job cannot be selected, because selection is meaning that fulfill the criteria for particular job.
Application scrutiny
The application forms gives to students and then those candidates are fill it, in this application is asked about the details that are they married, single, and have any experiences before, Imperial and Chen One provide the same things but the forms are different for the job, for example for the Manager post and sale person post have different forms.
Initial screening
In this step the applicants are going through a process where prospecting applicants are given necessary information about the nature of the job, and also important information about their education, salary expected gathered.
Employment testing
This test is all about the employees, Imperial testing the sale persons in their sales person in HR department, for few weeks and while test the Manager of franchise, stock Manager they trained them for two to three months, and familiar him or her with HR department accounted everyone one who is the part of the imperial, the Chen One also doing the same thing but the difference is that Chen one is Chenab group of subsidiary that's why they are doing test employment differences from us, they more focus on skills and ability rather than testing other things.
Selected for task
In other organization they call them for comprehensive interview, while Imperial after testing they Hire person as their employees, because if the post is for Manager so they ask in the start how much he/she have the experience if they have so they hire it, and the Chen one is also doing the same thing but they offering more salary for the Post of Manager rather than Imperial because Chen one have strong background, they have Chenab group subsidiary.
Chen one is more effective recruitment and selection process than Imperial, they trained their employees more effectively than Imperial, they give more time on training rather than Chen one, and as they have Chenab group of subsidiary, the Imperial HR manager accepted that they have more strong background and training system us. Chen one provide job security, while Imperial do not have, Chen one insured while Imperial or not.Â
M 3: Apply the concept of human resource planning and stages involved in this process on the organization under study
HUMAN RESOURCE PLANNING OF CYBEnet
Just like any other organization the objectives of HRP for CYBERNET is to forecast and plan for the acquisition, retention, utilization, improvement and disposal of the human resource of the organization.
CYBERNET does not have any proper HR department so they lack qualitative human resource planning. Although the planning is carried out because it is essential for any organization but it is not up to the mark because of the lack of HR professionals.
Following are different situation for which CYBERNET carries out different human resource planning.
Forecasting the work force for future and dealing with downsizing: In case of expanding its business, when CYBERNET decides to open a new branch at some location, so forecasting is carried out in order to know how much work force they would need for that specific branch. There is one HR employee at the head office; the employee after discussing the future requirements with the managers of different departments makes a report of the forecasted workforce; which is later considered while hiring. In addition, in order to determine that how many employees they need to hire or lay off, they consider their competitors strategies as well because they affect their business to a quite a great extent. For example; recently because their competitors are offering low prices so before CYBERNET considers to offer lower prices than it's competitors; the Business development department, Chief Technical Officer and COO at Karachi decided to decrease the number of work force because cutting off their prices would affect their revenue and with less revenue generation they can not afford to have a greater number of employees because it would increase their expenses. Therefore they merged two departments of customer support and formed one department. They terminated some employees and reduced the duration of working hours. Now the main call centre is at Karachi and the technical staff here is just required for paying visits to customer's home in case of some problem.
 Now here lies the main flaw in the HRP conducted for this situation. As it's quite obvious that they copied the strategy of Mobil ink, Pizza Hut etc, as they also have one main call center now. But in case of Pizza Hut, it's simple because the customers just have to place an order, inquire about the menu or to the most has to complaint. Then in Mobil ink; as telecommunication deals with voice data mostly so it is easy to solve the problem from one point but as far as CYBERNET is concerned, being an ISP it deals with data that has many complications and technicality. When the problem does not get solved on phone so then they transfer the call to Peshawar branch; now this procedure takes long and the customer has to explain and discuss his problem twice. Moreover the bounding between customers and employees gets weak. Now if they had carried out proper planning and if they had discussed it on regional level or if they had HR departments on regional level so they would have had better understanding of the situation and more suggestions to improve their plan.
Employee Turnover Rate: This year the employee turn over rate has been high as compared to other years and that is because of the lack of qualitative human resource planning. Seven employees have resigned just at the Peshawar branch. The COO of the company did not pay attention to employee satisfaction; he did not properly work on human resource planning for almost two years. Then after when he resigned because he had some business plans so new COO was hired. The company was facing loses and the new hired COO did not had a clear image of the situation, he took it at the lower management's part and terminated a number of employees. Now this uncertainty and lack of job security with dissatisfaction made the employees look for better opportunities. Four of them resigned because they had better opportunities to avail. Now this is also a weakness at the HRP side because if proper HRP was carried out with ensuring employee satisfaction so the experienced employees would have never turned over.
Technologically Competent Employees:Â Being an ISP company, one of the objectives of HRP is to hire technologically competent employees. For this purpose CYBERNET tries to recruit the best available employees and then train them in order to keep them up to dated. If they introduce some new technology then they properly plan to train their employees. In case any department has some problem in compatibility with the new technology so they train them as well. For example; when CYBERNET Peshawar branch was established, so the technical team here, dealing with all the networking were having problems in understanding the systems. Therefore CYBERNET gave them training of CCNA (Cisco Certified Network Association) and to reduce the training costs they trained them locally at some institution because if they had trained them at Karachi so it would have increased the expenses of training. On the other hand they do carry out expensive trainings while training their managers and in charges. Recently a training of two months was arranged for the managers which was for RS 1200, 0000/-. The only flaw it has is that when they arrange some training for a couple of departments, they invite two to three employees from every department and train them, then the employees invited further train the other employees at the branch, which results in quality training for some employees but for the others the guidance can lead anyway; resulting in misguidance.
To ensure employee satisfaction: One of the main objective of any organization's HRP is to ensure employee satisfaction because it is very important to give your employees job security and to keep them hooked to your company because when they spend time with you they get to know about the organizational structure and culture, they get trainings and their skill level improves with time and after all this, if the company does not offer them enough to keep them loyal to their company then they are losing something very important and are providing other companies with the experienced and skillful employees. As far as CYBERNET is concerned, as already mentioned above that the employee satisfaction level is very low from a couple of years. They are offering them low salaries and are not giving them other incentives besides a little cash. The whole organization structure is weak having no proper distribution of work and weak job descriptions. There are no proper promotions. In fact there is no increase in the salary of the old employees. Recently a new customer care executive was hired at the Islamabad branch; her salary was more as compared to the customer care executive officer at Peshawar, who has been working here from more than three years. Now it explains the level of de-motivation. Moreover there is no room for employees to use their potential for self recognition. Most of them do not have any role in decision making.
Human resource planning for Imperial
HR department is the only department who should effective to choose those employees for organization who should be energetic, and do a brilliant planning for the human resource. As explain earlier this planning involves a lots steps that how Imperial do forecasting and control supply and demand of employees.
Imperial HR management focus only on youth to hire it, the HR management take decision regarding the vacant for job in Imperial, in first step the make list for the requirement of employees in Imperial.
In the second step they focusing on the languages, how much language should know by candidates and they choose fresh and young man to achieve the organization goal easily because being as sale person should be fast and young. And then check their performance in organization and give incentives when sales stock of any stall increase and sale out soon.
M 4: Make an effective judgment about different selection techniques that the organizations undertake.
RECOMMENDATIONS for CYBER NETÂ
Establishment of HR department:
 It's very essential to establish an HR Department at the head office; having an HR manager, one HR Assistant and the clerical staff because this would help them handle the recruitment, selection, job evaluation, appraisal and firing of employees easily and in an organized way. Â
Human Resource Regional Managers:
In addition to establishing an HR department at the head office, they should also appoint HRMs in every region. There should be a small HR department in every region; having one HR manager and some clerical staff. Moreover they should be given enough authority to manage the hiring and firing at regional level. This would not only result in qualitative recruitment but would also be time saving. Moreover the job evaluation would be carried out easily and accurately.
Furthermore, all the line managers should report regularly to the head office in order to keep track of the records and to communicate the results.
Outsourcing Recruitment:
Head hunting is very essential for any organization. After establishing an HR department the HR management should focus on the strategic dimensions of their function and should outsource functions that need expertise, experience, knowledge and best methods and practices. They should transfer some part of the recruitment process to an external consultant providing recruitment services. The entry level job/ lower management and some part of the middle management should be recruited by the organization's HR management, where as the Consecutive level jobs should be handled through outsourcing; such as; recruiting and selecting CEO, MD, GM, HOD, COO, RMs, HR manager etc. Â
With the experience and expertise of the third party, CYBERNET would be able to improve the quality of the recruits and the speed of the whole process. Also, outsourcing would enable the human resource professionals of CYBERNET to focus on the core and other HR and strategic issues. It would also give them a structured approach to the whole process of recruitment, with the ultimate power of decision making of recruiting with the organization itself. The portion of the recruitment cycle that should be outsourced range from preparing job descriptions to arranging interviews; the activities that consume almost 70 per cent of the time of the whole recruitment process. The results would not only be fruitful but the HR management would also get time to focus on other things like; retention, job evaluation etc.Â
CYBERNET should properly advertise within the organization instead of choosing the employee by themselves. They should give equal chance to everyone and should not discourage the other employees. They should advertise both internally and externally at the same time so that they can get more choice in recruiting the best employee.Â
E- Recruiting:
They should also advertise online on their own website so that the job seekers can submit their resumes and applications. And they should also include those resumes while recruiting employees. Moreover they should keep track of previous resumes, which may have been submitted for some other job but were good enough to be considered again for a more appropriate job according to their skills mentioned
Recommendation on Imperial selection process
1. In Imperial they do not use external sources properly for the applicants because Imperial do not announces their empty job for the candidates, it should be on other sites as well, not only one website which is Rozee. Com.
 2. Imperial do not have the ability to submit CVs in websites, if Imperial provide this facility for new candidates so it will be easy for them to find the talented candidates, because new peoples will create new things for both organization
3. Imperial should short the selection process for sales employees and more focus on Manager Post, and took those people who have more experiences while these two organization demanding 2 years experiences.
4. Imperial more prefer referrals, in some cases it might be good but mostly its bad because a person do not have that much capability to sustain in particular position but if organization give it, so business all about risk, if he or she do any mistake so it will create loss for organization.
5. The promotion concept in organization is very less, if the employees are not get promotion so it might decrease their motivation level, Example Imperial supervisor is working from past 6 years but just promote from sales person to supervisor and sometime do job as counter in franchise as well.
6. The concept of training in organizations is less specially. If they have selected them and then train them willingly so their employees will be more effective in work.Â
D 3: Recommend how the organization can improve their human resource planning and recruitment process to achieve HR goals effectively
RECOMMENNDATIONS for cybernet
Human beings are the most important asset of any organization. The functionality of all the processes require efficient, capable and effective workforce.
Following are the recommendations for CYBERNET to carry out their human resource planning in a better way:
The prediction of requirement and availability of the work force is considered an essential step in carrying out human resource planning for any organization. CYBERNET should do the forecasting keeping in mind the rapid technological changes that has been taking place and should spend their time in finding technically sound employees, which could be a source of competitive advantage for the organization. They should always look for hiring the quality work force and this can be done effectively by keeping contacts with universities because fresh candidates no matters they are not experienced but they show enthusiasm and commitment in their early jobs to built a platform for their career. So they can hire the fresh candidates and should train them to assist the HR professionals. Moreover the initial step should be the establishment of the HR departments on both head office and regional levels because without proper HR professionals, qualitative human resource planning is not possible; this is discussed in detail in the upcoming topics.
Recruitment and selection process has a pivotal role in making successful H R P policies. In case of CYBERNET before advertising any vacancy they should do proper job analysis which will lead to the development of an effective job description and job specification and will result in attracting potential talented candidates for the job.
They should practice performance management policies, different incentives scheme should be introduced e.g. if a department within the office shows outstanding performance in generating more revenue then the rest of the areas or has performed well in reducing the complaints in that area then should be given some special incentives and should be provided company's certificate for good performance because a company's certificate means a lot to any employee. They should give all of them some role in decision making and should give them chance to achieve their full potential. Moreover job security should be given top priority because if the employee feels being in an uncertain environment and does not feel being a part of that company so he can never perform well, so in order to make them contribute effectively and to fulfill their responsibilities CYBERNET needs to work on job security. In addition, the employees should be promoted and given more benefits and greater responsibility based on their efficiency and experience. All this which will help them in keeping their employees loyal and committed and as a result labor turnover will be low.
Proper training and development keeps an organization ready to face untoward situations and helps them in gaining competitive edge over its competitors. CYBERNET should review the performance of employees after every quarter for this purpose they should make the separate profile of each employee and their performance should be evaluated against the standard performance required for the success of the organization, this will help CYBERNET in finding out key areas for development for that particular employee and accordingly they can assess what his/her training needs are. Moreover in response to the case discussed above, they should invite all the employees for the training programs instead of inviting a couple of employees from every department because all of them deserve to improve and work on their skills and to get better training.
Organization environment and structure is considered as the most critical factor for the success of the organization. in case of CYBERNET the employees suggestions should be given due consideration while making the strategy this will make employee feel as a part of the organization and besides that flexible working hours and family friendly policies should also be introduced.
Recommendation on Imperial
These recommendations are
The qualification for imperial as sale person is less, its only F.A, its very less because peoples are going to more educated and they should hire those people who are more educated, because they will know how tackle with customers while selling something on customers,
Languages is very important in every business while in Imperial there is no special procedure for the language controlling, no special criteria, so they should come out with demanding 3 to 4 major languages of the city. Like Pashto, Urdu, English and Farsi as well.
They should focus on students, that student who are under graduate and their studies are proceeding so they will energetic and might help a lot imperial to lead.
The incentives area should increase in imperial, so employees will more motivated and will work efficiently.
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Recently, the SEC, by a vote of 3 to 2, proposed long-delayed and controversial rules to implement the "CEO pay ratio" disclosure mandated under the Dodd-Frank Wall Street Reform and Consumer Protection Act. The proposed rules, voted in on September 18, 2013, would require U.S. public companies to disclose the median annual total compensation of all employees and the ratio of that median to the annual total compensation of the company's CEO.
Companies would have to comply with these new requirements for the first fiscal year beginning after the effective date of the final rules. Assuming, as is likely, that the SEC adopts these new rules sometime in 2014, the new pay ratio disclosure would first be required for calendar year companies for the 2015 fiscal year, and disclosed in the proxy statement for the 2016 annual shareholders meeting.
Smaller reporting companies, emerging growth companies and foreign private issuers would be exempt from the proposed requirements. Newly public companies would not be required to provide the pay ratio disclosure until the first fiscal year beginning on or after the date they go public.
This update summarizes key aspects of the requirements of the proposed rules. The proposing release is available here and the commissioners' statements are available here.
New Pay Ratio Disclosure
Under the proposed rules, a new Item 402(u) of Regulation S-K would require companies to disclose
The proposed rules require the ratio to be expressed either as a ratio in which the median employee's annual total compensation is equal to one, or narratively in terms of the multiple that the CEO's total annual compensation bears to the median employee's total annual compensation. For example, if the median employee's total annual compensation is $40,000 and the CEO's total annual compensation is $12 million, the ratio could be described as 1 to 300, or the ratio could be described as the CEO's compensation is 300 times the median of all employees' annual total compensation.
Pay Ratio Disclosure Required in Form 10-K/Proxy Statement and Registration Statement
The pay ratio would first be disclosed for each completed fiscal year in that year's annual report on Form 10-K.
Broad Definition of "Employees" Includes Non-U.S. and Part-Time Workers
The proposed rules broadly define the categories of employees that must be included in the identification of the median employee. In addition to full-time U.S. employees, companies must include part-time, temporary, seasonal and non-U.S. employees who are employed by the company or any of its subsidiaries worldwide on the last day of the company's fiscal year. Independent contractors or leased employees are not included. Companies cannot annualize for part-time, temporary or seasonal workers or make cost-of-living adjustments for non-U.S. workers, but may annualize for permanent employees who did not work during the entire year, such as new hires or employees who took an unpaid leave of absence.
Alternative Methods for Identifying the Median Employee
To provide companies flexibility and address concerns about the cost of compliance raised by numerous commentators, the proposed rules do not prescribe a particular methodology for identifying the median employee, or provide any safe harbor methodologies. Instead, the SEC provides instructions and guidance designed to allow companies to choose from several alternative methods, described below, to arrive at the method that works best for them, using the basis of the size and structure of the company's business and its compensation practices.
Calculating Total Compensation for the Median Employee
Once a company identifies its median employee, the company must calculate total compensation for that employee under Item 402(c)(2) of Regulation S-K. Because applying rules designed for executive compensation to a non-executive presents significant challenges, the proposed rules permit a company to use reasonable estimates in determining total compensation, or any elements of compensation for the median employee, and to make certain other adjustments.
Must Disclose Methodology
Companies must consistently use and briefly describe the methodology used to calculate total annual compensation for the median employee and any material assumptions, adjustments or estimates used to identify the median employee or to calculate the total annual compensation, or elements of total annual compensation of employees, and must clearly identify any estimated amounts.
Relief for Emerging Growth Companies, Smaller Reporting Companies, Foreign Private Issuers and Newly Public Companies
The proposed rules specifically exclude emerging growth companies, as defined in the JOBS Act; smaller reporting companies, as defined in Item 10(f)(1) of Regulation S-K); foreign private issuers, including those that file on Form 10-K; and companies that file in accordance with the requirements of the U.S.-Canadian Multijurisdictional Disclosure System or MJDS.
Companies filing an initial public offering could exclude the pay ratio disclosure in a registration statement on Form S-1 or Form 10. These companies would instead provide the pay ratio disclosure for the first fiscal year beginning on or after the date the company becomes subject to the reporting requirements of the Securities Exchange Act of 1934.
Consider Commenting on the Proposed Rules
Comments on the proposed rules will be due December 2, 2013. In the proposing release, the SEC requested comments on more than 60 specific issues to help the commission evaluate the approaches taken in the proposed rules. During the open meeting at which the SEC adopted these proposed rules, the commissioners also strongly encouraged issuers, investors and other stakeholders to submit robust comments on the potential impacts of these proposed rules. The dissenting commissioners encouraged detailed and "data-heavy" comments, along with realistic estimates of the costs of compliance. Companies should consider submitting comments individually or through their legal counsel or an industry group.
Explore Proposed Methods for Complying with Pay Ratio Disclosure
If adopted as proposed, the pay ratio rules will provide companies with considerable flexibility in identifying the median employee. Companies should begin considering now the methodologies and assumptions they will use to make this determination, including whether they will need to retain outside advisors to assist in a statistical sampling and compilation process.
See more »
DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.
© Perkins Coie | Attorney Advertising
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Condo water solution needs only money
Published 1:00 am, Friday, December 16, 2005
Radiological materials, uranium, radium and radon were found in the groundwater of Newbury Crossing and Sandy Lane Village. The elements could pose negative health risks if consumed in high doses.
Connecting the condos to a public water supply would cost $1.7 million, according to state officials' plan. That could be paid for in part by state and federal grants or by a town bond issue that would place a fee on the condo owners.
The proposal, determined by the state Department of Public Health , the Department of Environmental Protection and the Department of Public Utility Control , calls for a public water line to connect to the condos that currently use well water. The proposed water-line connection would stretch from Orchard Street to the junction of Silvermine and Federal roads. Another connection would stretch from Silvermine to the frontage of Newbury Crossing and a pump station in the vicinity of a Newbury Crossing well.
Carol Oliver has lived in High Meadow condominiums for three years. Though the complex was never cited for contaminated ground water, it has to face a public perception based on its location.
"This has negatively impacted sales and property values," said Oliver, president of the High Meadow condo association . "People look at units and they have very serious questions. Price levels go down."
If the town opted for a bond package, this would require an agreement with the town and its two public water suppliers, Brookfield Water Company and Rural Water Company .
"From the town's perspective it would be revenue neutral," said First Selectman Jerry Murphy . "People living in the condo will pay to fix it. It's not up to the taxpayers of Brookfield."
If the town approves a bond, condo residents would pay $7,500 per unit over 20 years, about $30 per month per owner.
Any grant or loan application would legally have to involve the two water companies, since the companies were granted the exclusive rights to supply water in regions of Brookfield, (Rural Water in the southern part of town and Brookfield Water in the northern) said Mike Hage , water safety supervisor for the Department of Public Health.
Those companies could not come through before, said Gerard Petit , who now lives in a house on Whisconier Road. Petit used to manage Ledgewood, Newbury and Silvermine, and is a co-founder of the condo group Brookfield Water Action Committee , which met with the government officials Thursday.
"These companies don't have the funds or resources to apply (for grants or loans)," Petit said. "We've been down this road several months ago and came to the conclusion that Rural was not a player."
The small water companies have limited resources, but Rep. David Scribner said the state and local governments could help with the initial funding.
"No one is suggesting Brookfield Water Company or Rural Water Company open their bank account, if there is any bank account," Scribner said. "We are suggesting they be the applicants. They must be a player."
Neither water company could be reached for comment Thursday.
"Rural Water Company has been most cooperative. I don't think we'll have any problems with them," said Murphy, who spoke with the companies. "We will do our best. All of us."
A meeting between the Brookfield Water Action Committee and town and state officials is tentatively scheduled for Jan. 12 in Brookfield Town Hall.
The state first discovered levels of uranium in the ground water at Newbury Crossing in 1985. Newbury spent more than $50,000 on a filter system but was then told not to use it because there was no place to dump the filtered materials, said Lisa Glassman , president of the Newbury Crossing Condo Association .
"This is not just for people living in condominiums, it affects everyone in Brookfield," Petit said before the meeting. "Residential homes may have the same issues, but condominiums are held to higher standards. The town of Brookfield needs to work on the municipal water problem."
That's not the case at all, said Murphy. It's up to town residents to test their well water if they live in private homes, he said.
"That's wrong," Murphy said. "They try to say this affects every part of Brookfield. This is just in some sections of Brookfield."
All that's left to do now is implement the plan, said Sen. Andrew Roraback , R-Goshen, whose district includes Brookfield and New Milford.
"What's clear to me is that everybody is committed to solving this complicated problem," Roraback said.
News-Times correspondent Angie Jeffrey contributed to this story.


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Pakistani model host and actress in Lollywood Veena Malik beautiful and slim tall girl from Lahore,She is working in nowadays with private news channel "Dunya TV" but She was recently cast to host the Geo TV show "Hum Sub Umeed Say Hain" where she was hailed for her comedic parodies.Otherwise The blog content beauty of desi girls and
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Iman Ali popular Pakistani model and actress. Fashion critics rate her among the top models of Pakistan.She was introduced by photographer Shahzad Raza in modelling. Iman Ali is also recognized in India because she has worked with several Indian designers like Suneet Varma, Tarun Tahiliani, Rina Dhaka, Manish Malhotra, JJ Valaya and numerous designers at the Bride and Groom show in India.
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Bollywood revolution star actress Kaif was voted Asia's Sexiest women in 2008 by Eastern Eye and was also the most searched celebrity of 2008 on Google India. Kaif was also recently seen on the Reality Show 10 Ka Dum, along with Neil Nitin Mukesh for the promotion of her film New York. Kaif appeared on the singing talent show Sa Re Ga Ma Pa with Salman Khan to promote her film Yuvvraaj. Kaif is the model for Mattel's Bollywood Barbie, which will be released in September 2009.


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Stop using plastic grocery bags.
Plastic bags are an unnecessary environmental hazard since many eco-friendly options exist like paper or canvas. We can break ourselves of the plastic bag habit. Some governments and retailers have begun to take steps to phase out plastic bags. San Francisco banned them six years ago, and many countries have either banned or taxed them.
I hope our city can be another shining example responsobility. I encourage you to take a stand and add Kings Beach to the growing list of cities and towns that are banning plastic bags.
This petition was delivered to:
- Safeway, Kings Beach


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The converters are CUI's first product release based on the license agreement with Ericsson, the world's leading provider of technology and services to telecom operators, for their Advanced Bus Converter portfolio based on the FRIDA II platform.
CUI's NQB and NEB series are pin and function compatible with Ericsson's BMR456 and BMR457 series respectively, enabling OEMs to address interoperability challenges, reduce time to market, and decrease supply chain risk for these leading-edge digital products.
The NEB series, housed in an 1/8 brick package, and the NQB series, housed in a 1/4 brick package, incorporate a 32-bit ARM-based microcontroller with power-optimizing firmware designed to maximize and flatten the efficiency curve, providing peak performance across a much wider range of loading conditions when compared to intermediate bus converters currently on the market.
With typical efficiencies as high as 96.4% and optimized efficiency from 20% to 100% load, the modules are ideal in applications where loading conditions can vary greatly, including next-generation Information and Communication Technology (ICT) equipment. The firmware is also designed to handle input voltage transients with slew-rates of up to 0.5 V/µs, while keeping the output voltage within ±10% and ensuring that the output voltage does not trigger over-voltage protection.
Both the NEB and NQB series provide a digital interface that is PMBus 1.2 compliant, allowing customers to configure and store a range of parameters via a USER_STORE memory block. Designers are able to set a number of protection features including over-temperature, over-current, and over-voltage. Additional configurable parameters include output voltage, voltage margining, fault management, precision delay ramp-up, and start/stop.
The new converter family is available in two input range configurations; 40 to 60 Vdc input for datacom applications and 36 to 75 Vdc for telecom applications. The NEB 1/8 brick series is offered with power ratings ranging from 264 to 300 W, while the NQB 1/4 brick series is available in 420 to 468 W configurations. Output voltage


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My little Audrey
3 responses
Kathy Costello gave props (7 Aug 2012):
Such beautiful eyes!
Kelly Nichols gave props (7 Aug 2012):
Beautiful portrait. I thought Audrey Hepburn even before I saw your comment. Nice.
Lynn Pepper gave props (19 Apr 2013):
Lovely shot!
Also by Karen Menyhart


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This is a blog dedicated to documenting the life of a short, chunky, Japanese guy who collects cards.
Tuesday, January 1, 2013
My 2013 Hobby Goals
32 comments:
Here are mine: http://bbcrecollections.blogspot.com/2013/01/lets-play-nine-2013-wishes.html
Also, I collect Gwynn's and we've never traded. Two-fer for ya!Here are my goals: http://buildingabettercollection.blogspot.com/2012/12/new-year-new-focus.html
ReplyDeleteI don't have much in the way of specific goals as far as cards or collectibles are concerned. I'm going to post about my one 'white whale' card in a few days.
--I'd like to pick up the Earl Weaver bronze statuette giveaway that was issued by the Orioles in 2012. I have the other five.
--I'd like to find an authentic and affordable Lyndon Johnson signature. The ones I come across are auto-pened, fake, or out of my price range.
My main goals are blog related. I'd like to finish my '59 Topps blogging by year's end. I've posted about 350 of the 572 cards. Completing the final 220 or so this year is possible though I'm guessing it will be early to mid 2014 before I can wrap it up.
I'd like to improve my other, general hobby blog. I feel like I got into a rut by mostly dealing with baseball cards and ignoring a lot of what interests me. Since I don't have many readers I can pretty much post what pleases me so I set a goal to look at more of my Japanese card collection, my publications and off-the-wall stuff. We'll see.I'm not big on individually #'d cards, but I recently learned of the existence of the "Rookie Relics" from the 2005 Topps Rookie Cup set (How'd I miss that?). Allegedly there is a Wallach #/2. I've never seen a picture of one, and all of the checklist label it as "Wallace" but the card # is right. Probably just proof that all the sites steal from each other. Finding one (or both) of these is #1 on my list.
ReplyDeleteI'm going for 1300 signed cards this year. Last year I got over 900 and was way less prepared than I will be this year.
ReplyDeleteI wish you the best of luck on your goals Fuji.
My goals would be:
*Only buy Pro Debut, Heritage Minors and Bowman Draft
*Earn/save enough money to buy a case of Bowman Draft
*Get crafty with my "Drafted & Debuted Yankees" PC
I wasted way too much money on products that I didn't even like last year so this year I plan on limiting what I can buy to 3 products. And since there's a chance that I'll be going back to the states next year I won't be able to collect Card Gen cards anymore. Hopefully I'll be able to fight off the urge to buy blaster boxes & rack packs (although I may crack when Topps Chrome comes out), manage to make some money with my unwanted cards and save enough money so that I can buy my ever first case, in 2014 which might be the earliest that I can finally afford it, unless college loans and text books have their way with me, *shudders*.If you are looking for an Athletic T206 card who isn't a Hall of Famer, I would recommend the Doc Powers card. It's a strong, striking image with a tremendous backstory.
Amongst the Hall of Famers, I'm partial to the Eddie Collins portrait, but you really can't go wrong with any of them (except Bender No Trees, knowing Bender Trees exists, but trees are always a plus on a card).I'm targeting two sets - 1971 OPC baseball high numbers and 1952-53 Parkhurst hockey. I want to get 20 nice examples of each. It will be harder than it sounds.
Beyond that, 5 of each 1950s hockey set I don't have finished and 10 of the remaining 1960s OPC ball.I guess my main goal would be to see a negative flow of cards from my house; more cards going out in trades and sales than cards coming in. I will almost have to abandon eBay, otherwise I'll just keep accumulating cheap lots of cards that I don't need and that don't really fit with my collections, JUST because they're cheap. I see something neat, and notice there are no bids, and think "It would be a shame to see that go unsold for so cheap!" Then I bid and win and have extra crap that I really don't need. Sure I could just say I do it FOR SCIENCE! But who am I really kidding. I'm not doing that much science, unless it's a study on how dust settles on random piles of cards.
ReplyDeleteHappy New Year, and here's to accomplishing those goals early so even more can be obtained!
My first goal for 2013 is/was to start collecting and reinvesting in the hobby. I've been doing that successfully (influx of cards, out-flow of funds = serious fun) and am wondering why it took 20+ years to get back into it?!
Secondly, I had the thought, after reading this blog, along with a number of the other great blogs out there, that I'd share my thoughts as a newbie. I'm working on that goal.
Continuing on, I'd like to build my first couple of sets, at least start working on them in earnest. I'd like to build the Topps set for my birth year, as well as those two sets that got me in to collecting as a child, the Topps 1986 and 1987. I have most of them already, from childhood, but there are a few left that I need. I'd also like to build the 1989 Upper Deck set, as there are a few cards in there (I'll give you one guess) that at that time, took card collecting from a hobby to a passion. That said, I'm reading a lot of people are really down on Upper Deck and I'm not quite sure why yet, but no big deal, from my newbie, i.e., rookie of 2013 view.
I want to further commit to and build my San Diego Chargers and Padres team sets and player collection. I want it all: vintage, patch cards, auto cards, retro cards, Dan Fouts and other players as well as the few H.O.F. cast members, Tony Gwynn, my biggest player collection thus far.
I also want to complete my first online trade. I hear all you guys talk about them, but I don't know how you all set them up, ha!
I'm also looking forward to buying my first hobby boxes. I'm researching which 2012 Football boxes to get (any recommendations?), as well as the 2012 Allen & Ginter baseball for fun.
Those are my goals for my first year back collecting! Whaddya think?RepliesCongratulations on getting back into the hobby. I jumped back into it back in 2008 and have been riding the wave ever since. Best of luck on building those sets. Usually, I'm too lazy and will just buy the set I want. But there are a few that I'm currently working on.
As for Upper Deck... I totally miss their presence in the MLB, NFL, and NBA products. I typically like their designs over Panini products.
It's nice to see another Gwynn collector out there. I actually became a Padres fan, because of #19. Maybe one of these days, we can work out a mutual trade. Unfortunately, my trade bait isn't updated... and at the rate I'm moving, probably won't be until this summer.
I don't bust too many new products, so I'm not the guy to ask. The 2012 football products are loaded with the solid rookie class, so I'd go with the design you like the best. I'm a huge fan of A&G products too.
Great goals... and best of luck on them. Happy 2013!
Great goals. Speaking of goals ... I'll continue 2013 with reaching my target of the English Football League 100 Greatest players on cardboard (see my blog).
I've inspired at least 2 collectors to chase this goal. Who knows, it may be interesting to a few more.
I will also try to get back to doing some sketch cards - maybe even do another Topps set if the subject matter is good.


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Hello. i am new to Ubuntu and i am having a large problem that of my microphone not appearing in the sound settings.
I installed Ubuntu with the windows installer.
I have tried every fix i can and even resorted to installing realteks HD audio drivers as they work well on my windows partition (of course i installed the Linux version before i get asked)
My headset is a creative fatal1ty HS800.
In pulse audio i can switch a setting between microphone and in line but it has no effect and it does not transmit any sound.
I can hear sounds it is just my microphone not transmiting
I really need help as i am going to be trying steam for linux and want to talk to my friends on skype and if this is fixed i can then phase out windows for the most part.
Thanks in advance.


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With a new prologue 'Splendid . . . anyone who wants to understand Indian politics or think they do should read it' -Indian Express 'Delightfully written . . . he has a sharp eye for details, especially the actions of political leaders' - India Today 'Captures the drama of 2014 and the men who powered it'-Open 'Holds you to your seat, often on the edge . . . A procession of India's colourful political characters-Lalu Yadav, Amit Shah, Rahul Gandhi, Narendra Modi and many more come intimately close through the author's accounts' -The Hindu 'Candid and forthright . . . and deliciously indiscreet' -Hindustan Times 'A racy narrative that goes beyond recording immediate political history' -Tehelka The 2014 Indian general elections has been regarded as the most important elections in Indian history since 1977. It saw the decimation of the ruling Congress party, a spectacular victory for the BJP and a new style of campaigning that broke every rule in the political game. But how and why? In his riveting book, Rajdeep Sardesai tracks the story of this pivotal election through all the key players and the big news stories. Beginning with 2012, when Narendra Modi won the state elections in Gujarat for a third time but set his sights on a bigger prize, to the scandals that crippled Manmohan Singh and UPA-II, and moving to the back-room strategies of Team Modi, the extraordinary missteps of Rahul Gandhi and the political dramas of election year, he draws a panoramic picture of the year that changed India.
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The manchesterhomejersey.zip file you have requested: Add Ons / Kits / uk / manchesterhomejersey.zip - 6.13kb is not available. Perhaps try browsing all files for the game FIFA 2000 and upload any files you want to share or are missing. This is the only information we could locate:
Here you have the Manchester United jersey of 2000/2001. Copy the file to fifa2000/data/player/textures In the menu in fifa 2000 search until you see the shirt. Have fun Olav Luijten Comments:
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Welcome to the Genes Reunited community boards!
- The Genes Reunited community is made up of millions of people with similar interests. Discover your family history and make life long friends along the way.
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Read about historical events at the time they were happening. Perhaps you'll discover your ancestor in their local newspaper?
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New user pleasse help
Profile | Posted by | Options | Post Date |
+++DetEcTive+++ | Report | 18 Aug 2012 11:50 |
Assuming the person is deceased (or likely to be) , you could put up a thread naming names on Find Ancestors. |
Researching: |
RolloTheRed | Report | 17 Aug 2012 14:29 |
http://www.freebmd.org.uk |
Researching: |
RolloTheRed | Report | 17 Aug 2012 14:27 |
It is worth remembering that just because a birth certificate shows a Mr & Mrs Jones as parents it does not automatically mean that they were married. Historically so far as the man chose to register a child as his own he did not need to be married. Back in the 1920s and before getting a divorce was very difficult and a lot of couples were in this bind so lived as man and wife - and registered their kids - but never had any marriage lines. Bigamy was far from unusual but when detected always meant at least 3 years in prison. |
Researching: |
kayleiggh | Report | 17 Aug 2012 13:49 |
thank you very much |
Porkie_Pie | Report | 17 Aug 2012 13:44 |
Since civil registration in 1837 All Birth certificates have both parents names the only exception is in the case of an illegitimate birth where the father is not named |
kayleiggh | Report | 17 Aug 2012 13:33 |
Hello all |


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Friday, December 31, 2010
Virtually Finished...2010!
13 comments:
Carol - in Miss B's honour, the weather has gone absolutely mad here. It's climbed above zero - and we have 3 days of positive temps forecast. Wish it would last, but apparently it's going to get cold again on Sunday! It's a balmy 3 degrees right now though (and drizzling) and we're all enjoying every minute of it. I'm sure that she finds it cold in comparison to home, but the weather is being really, really, really kind to her!
ReplyDeleteCarol, I am just loving looking at your beach photos... I crave the beach on some days and miss being so close to it that you can smell the salt in the air and hear the water at night... Your blog has a beautiful peacefulness about it!
Wishing you a fantastic 2011 and looking forward to more gorgeous photos and posts


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"But, it's not Halloween!" you exclaim.
Well, my brother and his wife are here for a week and we wanted them to have part in our Annual Family Halloween Party before they had to leave.
Here's some of the fun:
We had a hotdog roast, sloppy joes, dutch oven and all kinds of other great food. And, hey, look, see the girl on the bottom right wearing teal with a black shirt underneath? Ya, that's 18. She actually came to a family thing for my side of the family. 13 came too. I was so excited. They didn't move out until after Daniel and Tynelle left so for Daniel and Tynelle it was just like "old times."
Here is 13 showing us how he rides his unicycle! Aaron was there for support! (smile)
Here are Jessie and Aaron getting the candy ready for the bags... I can't tell if Jessie is repulsed by all the candy or just doesn't know if she is supposed to be in the photo... Tee hee!
The kids had a ball and even dressed up for the candy hunt in my Uncle Jeff's corn field. Even some of the adults got in on the action.
Brother was embarrassed to have his picture taken in his "super hero" costume so I had to try to chase him down and sneak some pictures.
Because I kept trying to take pictures he finally turned his costume over to Chelsea... now that was funny (sorry Chels, it's just too cute not to post...) Oh, and in case I haven't mentioned it yet—she's pregnant!
Man, my family is so funny!
To make up for her goofy picture here is a sweet snap of her and my Bro
Isn't that corn field beautiful?!
Here we are listening to grandma give the candy hunt rules...
Oh, ya, more embarrassing pictures...
My aunt and new uncle????
Ya, it's them...
And here is Marc and Baby... everyone together... aaaww!