Replicating The Keshe Plasma Electric Generator Essay Example

Replicating The Keshe Plasma Electric Generator Paper What is important is that nomination* is triggered through simple reactions. Joined: 28 July 2009, 10:40 From: Posts: 683 Belgium This has been tested and it does not work as due to the characteristics of this material, the material will dissolve into nothing. The concept is totally to show the essence of release of energy and capture . Tax (given/received): O time 21 28 times She Book Tutorial Plastic: (Universal Order if Creation of Matter) towpath. Youth. Commonweal_list? P=38EF87FDD33CA864 7 What is an Electron? M. T. She answer The other breakthrough with this technology which has been very interesting has been discovering what an electron is. If you ask any theoretical nuclear physicist what is an electron? What is inside of an electron? They cannot give you an answer, theyll say we do not know, but what we do know is that it flies around d the center nucleus at a very high speed. For the first time we have explained and proven that an electron is a plasma an analogous substance consisting of mobile charged particles Question and Answers: Q: How does it break the laws of physics? We will write a custom essay sample on Replicating The Keshe Plasma Electric Generator specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Replicating The Keshe Plasma Electric Generator specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Replicating The Keshe Plasma Electric Generator specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Please explain 8 Inside this bottle there are four pieces of copper wire (electrodes), and they AR e not touching each other they are independent. This means that within this bottle there is an open circuit. Like an on/ off switch, a circuit is OFF when it is open, and it is ON when the circuit is closed. On-?electricity flow, Off-?no flow) circuit (turn it on) AND generate electricity from the air within an Empty Open However, with our new understanding of the creation of gravity, we have New Physics in the world of science. This experiment breaks the old laws of physics and brings to the light of day a new discovery, and its pretty exciting. How do you know its not a battery? Because there is not an abundance of electrons in the bottle like the abundant CE of electrons within a battery. Rather this is generating energy by moving electrons in a way that mi miss our entire galaxy. Imagine if we shrunk an entire galaxy and put it into a coffee cup. Then we SST KC some electrodes into that swirling galaxy we would probably read energy. That is pretty much what we are doing here, but with atoms not stars. An you tell us what this can be used for? A: This can be used for two very important things: One: proving M. T. Shes theory Of the creation Of gravity thus ushering in a new era of science and discovery we leveled up, and Two: To blow peoples minds, especially those who build one. This is impossible, BRB seas the laws of physics, but yet it is happening From there, this one application of our new understand ing of the creation of gravity will literally revolutionize the world! And this is just the energy application. Read more ABA out other applications here: She University Education for the Future (Introduction) Can this be scaled up to produce a lot Of energy? A: No, it is not a matter of scaling this UP rather it is a matter of scaling this DOD n, to the atomic level which requires nuclear engineering. Scaling it up dilutes it, scaling g it down focuses it and concentrates the energy. The exciting news is this is already do nerd and we have the knowledge and technology to produce as much energy as we want vi a this plastic 9 bottle concept model Q what if you did put it in a vacuum ? Left the bottle closed ? I was going to mention the same idea, Pump the air out, to 14. 7 negative pop rids per sq inch and then pump the solution in and have a draining mechanism or even leave the Liz duds in bottle and record the results. After all space is a big vacuum if you compare it to galaxys. Thats the thing. This isnt necessarily energy from the vacuum, and it is still m ova;Eng electrons creating the electricity. So in a vacuum it would not work because it needs electrons, and with the cap on it actually produces less energy in that it draw s energy from its surroundings it needs an open environment which is weird UT nature is pretty weird/magical sometimes. Below is a conversation of Q and A. When you went from gravity to talking about plasma. Dont understand the lie ink. Dont know what plasma means actually. 2. When you took the meter reading. What units? What work was it doing? (l have e no techno knowledge) 3. When you got drunk it sort of downgraded your credibility. There are a lot of connec tions that do not make in this video. In fact, most o f the stuff I talk about is pretty incomprehensible and would go over everyones head any ways, discouraging them from watching. There is literally a spinning galaxy of atom s generating the electricity and doing the work in this video. It is not my intention to connect with people on only an intellectual level with t his video. Rather, it is my intention to connect with people on both and intellectual and a personal level, and alcohol tends to breakdown subconscious barriers, the ego, between Poe Regardless of weather you were drunk while watching this video, if you laugh deed, we subconsciously spent the night getting drunk together we bonded. It is impossible to break the Laws of physics, however, in this video break the laws of physics, this is the only thing that matters in this video. Remember however, this is not my experiment, this is MET She experiment, I am simply replicating Otto show you. Booze aside, dont understand what law Of physics has been broken and who at other law 10 used. But it was entertaining. Off switch, a circuit is OFF when it is open, and it is ON when the circuit is closed. On=electricity flow, Off=no flow) That helps. Thanks. So is there vapor from the solution that is still in there? A ND its playing with itself to create an electric differential between the electrodes? No, the bottle was open all night. Its not a vapor in there, its a plasma reaction n. Plasma simply meaning electrons, neutrons, protons, etc. (She describes these part icicles as different fundamental plasmas. ) A plasma reaction just means the hydrogen atoms are ionizing. Meaning that the atom is loosing an electron. That electron then becomes a free electron, a process that t happens all the time. From there the proton and the electron of the hydrogen atom com e back together.

How to Format an AGLC Bibliography

How to Format an AGLC Bibliography How to Format an AGLC Bibliography Knowing how to use AGLC referencing is vital if you’re studying law in Australia, or simply writing about legal issues Down Under, as it is the main regional guide for citing legal sources. So to help out, we’ve put together this guide on how to format an AGLC bibliography. What to Include in an AGLC Bibliography The fourth edition of AGLC uses a bibliography rather than a reference list. This means you should include every source you consulted while writing an essay, not just those cited in your document. In addition, you will need to sort sources by type using the following categories: A. Articles, Books and Reports B. Cases C. Legislation D. Treaties E. Other The â€Å"Other’ category here includes anything that doesn’t fit easily into the other categories, such as government documents, newspaper articles, transcripts, press releases, and websites. However, you can add to the categories above as required (e.g., if you cite several interview transcripts, you could have a separate section for them). Likewise, if you haven’t cited any sources of a certain type in your work, you can leave that category out of the bibliography. How to Present an AGLC Bibliography An AGLC bibliography should follow certain rules. Make sure to: Provide full publication details for all sources. List sources under each heading alphabetically Invert the names of the first listed author when an author is named (i.e., give their surname first, followed by a comma and their first name). Use â€Å"et al.† after the first name when a source has four or more authors. Italicize titles of books, journals, cases, and legislation. Use â€Å"quote marks† for titles of journal articles and book chapters. As with any referencing system, clarity and consistency are vital in an AGLC bibliography, so make sure to get your work proofread, too. Example AGLC Bibliography In case any of the above isn’t clear, a bibliography made using AGLC rules should look something like the following: A. Articles, Books and Reports Mackie, Ken, Elizabeth Bennett Histead and John Page, Australian Land Law in Context (Oxford University Press, 2012) Rothstein, Mark A, â€Å"Epigenetic Exceptionalism† (2013) 41(3) The Journal of Law, Medicine Ethics 733 B. Cases Nydam v The Queen (1997) VR 430 Smith v Jones (1982) 126 CLR 503 C. Legislation Legal Profession Act 2004 (NSW) Navigation Act 2012 (Cth) s 14 D. Treaties International Treaty on Plant Genetic Resources for Food and Agriculture, opened for signature 3 November 2001, UNTS 2400 (entered into force 31 March 2004) E. Other Hamer, David, â€Å"ARC rankings poor on law†, The Australian (online, 25 June 2008) theaustralian.com.au/higher-education/opinion/arc-rankings-poor-on-law/story-e6frgcko-1111116734303 Wells, Kathryn, Australias Maritime History Under Sail (Web Page, 17 December 2009) australia.gov.au/about-australia/australian-story/australias-maritime-history-under-sail

Impact of implementing clinical practice guidelines to prevent Literature review

Impact of implementing clinical practice guidelines to prevent pressure ulcers - Literature review Example The paper tells that over the years, researches and similar works have recognised the ill effects of extended immobility. In fact, Clavet, et al. found that immobility leads to skeletal degeneration, while Smorawiński, et al. found that immobility causes oxygenation problem. In addition, Paddon-Jones, et al. revealed that patients who stay bedridden for a long period of time experience loss of muscle mass, the severity of which depends on the length of immobility. Still, among the most adverse effects of immobility is the development of pressure or decubitus ulcers. Pressure ulcers are usually caused by the shearing effects of friction against the skin surface constantly in contact with the bed or mattress. They are a major concern for healthcare professionals because of their impact on the patient, the costs and challenges they present to the healthcare delivery system, and because of their prevalence and severity. Indeed, in the United States alone, around one million individua ls develop pressure ulcers. Bedsores are also most commonly found in elderly individuals, both in hospitals and nursing homes or similar institutions. According to Park-Lee and Caffrey, 11 percent of nursing home residents (or 159,000 patients) developed pressure ulcers in 2004. Patients who are around 64 years of age are more prone to developing pressure ulcers, the most common of which is Stage 2 bedsores. Moreover, in terms of severity, the same authors noted that pressure ulcers have been observed as the direct cause of death in around eight percent of paraplegic patients. Finally for the United States, Cuddigan, Berlowitz and Ayello (2001) revealed that around 60% of quadriplegics, 25% of nursing home residents, and 10% if all hospital patients all develop bedsores. In the United Kingdom (UK), Clark, et al. (2004) found that one in five admitted hospital patients has, or is developing, a pressure ulcer. This statistic translates to around 20,000 inpatients in the UK at any give n time. As for residential settings, although not much documentation is available, patients are constantly referred to the healthcare system for solutions or interventions. Moreover, around 400,000 patients develop a new bedsore every year in the United Kingdom. This high prevalence of pressure ulcers has also been observed in hospitals and other settings in Ireland. In the study by Gallagher, et al. (2008), the authors found that in three university teaching hospitals, around 18.5% of patients have developed pressure ulcers. Of these, 77% are hospital-acquired, and 49% are grade one. Also, in another study by Moore and Cowman (2011), it was revealed that in the Republic of Ireland, the prevalence rate of pressure ulcers is nine percent. Although relatively low, this percentage is made complicated by the fact that the greatest percentage of the documented cases are grade two sores (33%), mainly located on the heel (25%) and on the sacrum (58%). Also, around 53% of the study’s respondents were completely immobile or had very limited mobility. Other than the risk posed by its prevalence, pressure ulcers also present challenges to the individual and the community. For the patient and his/her family, much pain and discomfort is caused by the presence of pressure ulcers. Indeed, according to the Institute of Medicine (2001), pressure ulcers hamper the patient’s recovery, as well as cause unnecessary strain on the caregiver. For the community, pressure ulcers also present challenges in terms of costs. In terms of costs, pressure ulcers drain a lot of financial resources for the healthcare sector. In the US, for example, around $1 billion was used in 2004 for the treatment of pressure ulcers. Similarly, in the UK, the NHS spends around ?1.8-2.6 billion on hospitalisations and treatments involving pressure ulcers or

Spotify Essay Example | Topics and Well Written Essays - 2000 words - 2

Spotify - Essay Example Through the two theories, Spotify has been identified to be a major competitor in the entertainment industry but lacking a high level sense of taking advantage of opportunities that it has. Some of these opportunities are key markets in key continents like Africa and South America where virtually no markets exists for the company. With the increase of technology in all of these continents, the company is in a position to take advantage. Finally, there is a recommendation for the company to have its own software to make access to music even easier. Introduction Cloud-based music-streaming services are becoming quite common of late with the advent of high speed internet technology (Boyer et al, 2007). Spotify is one company that provides this kind of service for financial gains, meaning that the company is in a highly competitive environment where it has to gain better market shares than its competitors who have been described to be in exceed in modern times. Launched in October 2008, Spotify has gone about the provision of cloud-based music-streaming service with style with the delivery of music-streaming unto both desktop and mobile phone. Another peculiar feature of Spotify would also have to do with the availability of songs that the company has in its database as the company provides wide range of songs from different backgrounds and genres; all of which forms the basis for e-commerce. 2.0 Strategic Situation Analysis The focus of this section of the paper is going to be to look at how Spotify is currently using information system to support its business strategy. 2.1 External Environment 2.11 Political The political environment of Spotify is largely influenced by both local and global legislations and regulations that are made by government to protect the intellectual property of musicians and other works of music. Depending on royalty levels however, some musicians have been reluctant in releasing their songs for use for online services by the company as t here is the fear that songs that are made available online could easily be cyber attacked (Bradley, 2010). Politically therefore, local and international legislations have somewhat affected the number of songs that the company could have access to. 2.12 Economic Spotify’s business growth and development is largely dependent on prevailing economic conditions and climates. Rising cost of living therefore affects the company’s business negatively as in such times, the larger industry to which Spotify belongs, which is the entertainment industry, is considered by many not to be a necessity but a want (Christensen et al, 1998). In effect, even though the use of information systems and e-commerce in general is expected to make products more accessible to customers, accessibility does not automatically bring about patronage in harsh economic times. 2.13 Social The social environment

Information systerm assignment Essay Example | Topics and Well Written Essays - 2250 words

Information systerm assignment - Essay Example Though, geographically speaking, the world may actually be round and may consist of places thousands of miles apart but these distances have been bridged by the current prevalent technological advancements. This was exactly the basis of the thoughts expressed by renowned American columnist and writer Thomas Friedman who wrote a famous piece of work titles â€Å"It’s a flat world, After All†. Many a school of thoughts liked and appreciated the theories presented by Friedman and adhered to them but many other thought it wasn’t as practical as it posed itself to be. The present discussion is aimed at discussing the thoughts presented by Friedman and commenting upon them in line with some of the concepts we have gone through in our course of information systems. Generally speaking, since information systems have been the core theme of course being studied, the concept that has concretely been established is that information systems have assisted man since their incep tion in an irreplaceable manner. By taking raw data as input with respect to the organization’s requirements, information systems process it and produce the output required by the stakeholders of that organizational level. The perspective discussed by Friedman is narrated henceforth. Friedman emphasizes that the world of today is nothing but flat. How he comes to that conclusion is by his trip to India where he was amazed to find that local men knew so much the world out there that was not expected from a South Asian developing nation. He strongly advocates Globalization. He mentions that globalization has intermingled the world to such an enormous level that anything happening in one part of the world instantly gets transmitted across thousands of miles without anytime lapse. He accredits the advent of Netscape Navigator (First Internet Surfing Browser) as being a trigger in this age of globalization in which man lives today. Friedman got particularly enthralled when he saw that outsourcing was no more a problem due to the technological advancements. Designers and entrepreneurs from the western countries could easily interact with programmers in the south Asian countries at runtime via video conferencing and internet. This solved the relentless problem of outsourcing and that too at considerable rates without any compromises in quality. Along with outsourcing, Friedman mentioned Insourcing and Supply Chaining as two more of other factors that contributed to globalization. He was fascinated by the fact that as soon as an item would be sold in one of the U.S.A’s supermarkets like Wal-Mart their production setup thousands of miles away would instantly be told to produce another one of those units in order to replace that one that has just been sold. He termed this as supply chaining at its best. Friedman believed that it was long before the programmers in India and China would become the designers as well and there would be no preference to living in Boston to that over living in Bangalore, India. He makes a number of suggestions in his work as to what should companies and individuals do in order to cope up with the increasing rate of globalization. Overall it may be said that Friedman clearly brings out the benefit of globalization. With all the goodness narrated by Friedman with respect to the advancements in information and

Airport Security Recruitment

Airport Security Recruitment 1. Introduction The Recruitment of personnel is a very important task which in larger organizations is usually conducted by a Human Resource department or in smaller organizations by the responsible individual, either way it is very important to make the right decision in the selection process since mistakes can have catastrophic consequences for the organization. If the recruitment and selection process is poorly conducted meaning that the wrong candidate has been employed can result in long lasting damage caused by the employee. The employee could spoil relationships with customers and suppliers, negatively affect the production and the quality of service and even influence the commitment of colleges. In the extreme case mistakes in the recruitment and selection process could result in the bankruptcy of the company. (Dale, 2003) Due to the threat of criminal acts and terrorism imposed on air travel, companies in the aviation industry face many regulations which intend to regulate the effectiveness and contribute to the safety of air travel. Employees in this industry often operate very sensitive and expensive equipment therefore governments and Airport operators require employees to undergo a variety background checks to ensure, as good as possible, that the individual has no intention to misuse his privileges of employment for any criminal activity. Some countries even require background checks which include biometric data such as fingerprints and the scanning of facial features to verify the employees identity. (Wells Young 2004; Kenneth 1991) Companies are facing difficulties associated with criminal acts and terrorism. If an employee misuses his access to the secure area to commit a crime which can cost the lives of humans the employer could be sued for compensation as well negligent hire. In addition, in such a case, authorities might question the companies reliability and thoroughness and might put the company out of business. Customers might question the reliability and the quality of service provided which can easily lead to the failure of the business. not to mention ethical issues when it comes to the lives of people. Recruiters have to face such issues when searching for new employees. A mistake in the recruitment process can not only lead to the failure of the business but can also cost lives of human beings. 1.1 Research Questions This Thesis ojective is to: Examine which channels are being used for the recruitment of personnel in the secure area of airports? Find out if background checks are being conducted in excess of the Zuverlassigkeitsuberprufung required by law? And weather or not the mandatory background checks have an influence on the selection of the recruitment channels? 2 Setting the Scene 2.1 Airport Environment The airports are in many ways unique environments. Airlines transport passengers and cargo from and to nearly every part of the world. Thousands of passengers and tons of cargo need to be handled and processed as fast, effective and safe as possible. It is therefore very important to coordinate all ground handling procedures as effective as possible. Many Airlines have outsourced their ground handling to save costs. This led to the fact, that many firms offer ground services such as loading, boarding, check-in or catering as well as maintenance service and provide aircrews with briefing information and documentation needed to conduct their flights. Airports are home to not only airlines but as a result of the outsourcing of the various services airlines need, many businesses have developed, providing equal services that their customers request. Especially at major airports airlines can chose from a number of companies providing ground handling services. This leads to another special characteristic of the work at airports, since various companies provide their services and products for their customers (Airlines) working in a relatively small area. It is well possible that a companies biggest competitor is located just next door and both their employees share the same facilities such as dining rooms etc. 2.2 Different Areas at airport According to Wells Young (2004) the Airport premises can be categorized into 6 areas. The public area of an airport is freely accessible for everyone. This area usually includes parking lots, terminal lobbies, Check-in areas, Passenger pick up areas and the curb frontage. The air operations area (AOA) is defined as all areas where aircraft movement takes place including taxiways, runways and aircraft parking areas. The area where movement of passengers ,baggage or cargo between aircrafts and the Terminal building take place is referred to as the secure area. The sterile area can be accessed by passing the passenger checkpoints. Therefore this area is accessible for the public but each individual and his or hers property will be inspected by security personnel. This area includes duty free shops, restaurants etc and boarding areas. SIDA is short for security identification display area and defines the area within which all persons must display the required identification or be accompanied by an authorized individual. Usually the SIDA includes the air operation area as well as the secure area. 2.2 Threat of criminal activity and Terrorism Terrorism is defined by the US Department of Defense as the unlawful use of or threatened use of force or violence against individuals or property to coerce or intimidate governments or societies, often to achieve political, religious, or ideological objectives (Martin 2006). Furthermore does Criminal activity include acts of assault, theft, and vandalism against passengers and their property, aircraft, and all airport facilities (Wells Young 2004). The first act associated with terrorism occurred in 1930 when Peruvian revolutionaries took over the control of an Pan American mail plane with the intention to drop propaganda leaflets over Lima (US Centennial of Flight Commission). In the five years between 1968 and 1972 acts of terrorism in the form of hijacking were at its peak. During that time the U.S. Department of Transportation recorded 364 Hijackings worldwide. In recent history terrorism has taken an even more threatening shape. On September 11th 2001 four commercial airliners were hijacked of which three were intentionally piloted into the two Towers of the World Trade Centre and the Pentagon (Security Council, 2001). The Hijackers managed to take weapons through the passenger security check points and onto the aircrafts. As a result of these horrible attacks almost 3000 people, mostly civilians lost their lives. (CNN, 2006) These attacks clearly show what effect a breach in security can have. With over a thousand flights a day transporting approximately 45 million passengers per year, JFK International Airport in New York is one of the busiest in the world. In June 2007 four individuals have been charged with conspiring to attack the JFK International Airport in New York. Their intention was to bomb the Terminal building, the jet fuel reservoirs and a fuel pipeline. The four individuals belonged to an extremist group based in Trinidad. One of them is a former JFK Airport employee who worked for a cargo Handling company with access to the secure area of the airport. Different law enforcement agencies have observed these men and seven additional individuals who they believed to be compliances for a period of 18 months. Fortunately this suspected terrorist plot was at an early stage of planning their attacks and were stopped early enough. (CBS) This case is a clear example of how legal employment and its privileges can be misused for criminal activity and terrorist acts. The Aviation and Transportation Security Act (ATSA) was signed resulting from the attacks on September 11, 2001 which implemented the creation of the Transportation Security Administration (TSA) in the USA. Its objective was and still is together with the Federal Aviation Administration (FAA) to increase airport and aviation security. Their work and changes in restrictions and safety recommendation have also affected Air Transportation in many other countries such as all over Europe (Wells Young 2004). As the previous examples show, terrorism is a realistic and constantly present threat which Aviation security has to deal with. 2.4 Problems of airport regulatory policies All airport operations are subject to national, state and local laws. Since these laws can vary within countries and regions it affects the airport operations respectively (Wells Young 2004). In addition, many organisation have formed over the past decades that influence airport policies to a local and even international extend. The Federal Aviation Administration (FAA) was born in 1967 but has existed in a different form since 1933. Its purpose is to improve the safety and efficiency of aviation primarily in the United States but its restrictions and recommendations influence Air travel on a worldwide basis (Federal Aviation Administration). The body of the Joint Aviation Authorities represents the aviation authorities of the European States and was founded in 1970, originally named Joint Airworthiness Authorities and received its current name in 1990. Its objectives are similar to those of the FAA with an emphasise on International Standardisation and a tighter co-operation with the FAA as well as the ensuring of fair and equal conduct of business in the industry (Joint Aviation Authorities). The International Civil Aviation Organisation (ICAO) was established 1944 with the objective to enhance the cooperation between member states. Its major concerns are the regulation of technical issues such as navigational rules. The ICAO currently counts 190 members (International Civil Aviation Organisation). Even though aviation including airport operations underlies the laws of each country individually the organisations mentioned above have a great influence on the day to day operations civil aviation and determine to a large degree how all aviation related processes are conducted. 3 Literature Review Definitions Recruitment is defined as the set of activities and processes used to legally obtain a  sufficient number of qualified people at the right place and time so that the people and the  organisation can select each other in their own best short and long term interests (Schuler Randall 1987). Recruitment is defined as the Process of identifying the best-qualified candidate from within or outside of an organization for a job vacancy, in a most timely and cost effective manner(Businessdictionary.com). The process of Selection which is often integrated in the Recruitment process is the action of choosing suitable candidates from among the potential candidates previously determined (The Times 100). 3.1 Range of Recruitment Channels: 3.1.1 Introduction When an organization is in need of employees it has different recruitment channels available. In general one has to differentiate between internal and external recruitment of personnel. The following describes the mostly used recruitment channels available to most organization to fill an open post. 3.2 Internal Recruitment Internal recruitment is the promotion of a job vacancy inside the organization. This channel of recruitment can take the shape of posting the job vacancy in the company or transferal of existing personnel. (Dessler 2000) There is a range of advantages associated with internal recruitment. In the case of promotion the job applicant is already known to the organization and the management is in most cases aware of his abilities and skills. Furthermore it is usually easier to train staff which has been working in the company before because of the familiarity to the companies` environment and its day to day operations. In addition, transferring existing personnel is cheaper and less time consuming than the recruitment through external sources and the transferal can increase the motivation of the employee which in return results in an increase in the quality of performance of the respective employee. Disadvantages associated with internal recruitment could be that due to a limited quantity of employees the organization might be unable to find a suitable candidate for promotion. Another problem can occur if through promotion of existing personnel the initial position becomes vacant and personnel is missing at another level in the organization. (Richardson 2006) 3.3 External Recruitment External Recruitment can either be formal or informal. Formal recruitment channels have the characteristic that the recruiting company and the applicant have no previous connection. Examples for external, formal recruitment are advertisements in newspapers Journals or magazines as well as Temporary work agencies and Recruitment Agencies along with Recruitment Fairs. (Richardson 2006) Informal Recruitment on the other hand does not reach as much potential applicants as the formal way. The employer usually has knowledge of the applicant as in the case of re-hiring former employees or in the case of a referral from a current employee.(Richardson 2006) 3.3.1 Print media: When recruiters choose print media to advertise a job vacancy they have the option to choose between local or national newspapers or Trade and Professional journals. Each of the ones mentioned above usually tend to have certain advantages and disadvantages depending on the advertised job. Ads being places in local newspapers tend to be cheaper than in the local press but on the other hand national newspapers therefore have higher circulation and cover a wider geographical area than local newspapers. Newspapers often tend to attract elderly people because of their relative unfamiliarity with the internet as an alternative resource, therefore newspapers often display advertisements for senior positions (Dale, 2003; Roberts, 2000). If a company intends to attract applicants with specific skills or knowledge placing the ad in a specialist periodical or trade journal seems appropriate since these journals are more likely to be read by individuals with the respective professional background which helps to target the intended group of people (Roberts, 2000). 3.3.2 Word of mouth recruitment According to Dale (2003) who is supported by Cook (1988) claims that many employees get into touch with other employees and after their dismissal from the company they remain in touch with their former colleagues due to same job interest or for other reasons, this gives employers the chance to recruit personal from this source. If a current employee becomes aware of a job vacancy within the company, he might forward this information to former colleagues he has worked with in the past. This applies to the recruitment of personnel for all hierarchical levels within organizations. A major advantage when using this channel is that the promoted colleague (applicant) has often worked in the industry before and matches the advertised criteria pretty well and the costs of using this channel are very low for the company compared to other channels. 3.3.3 Internet The use of the internet to recruit personnel has increased tremendously when compared to the time ten years ago. The advantages seem obvious as the recruiters can reach potential applicants almost world-wide. In addition the submission of applications via internet is faster than via mail and can save the company and the applicant money. Companies who advertise job vacancies online might on the other hand experience an excess amount of applications of people who do not match the published criteria but still submit their application because the cost of application is low (Dale, 2003). In addition companies received many applications which did not meet basic requirements and contained too many spelling mistakes or were formally unacceptable. According to a research by the IT services firm Parity has revealed that from 2001 and 2004 companies in the UK have pulled out of online advertising due to the relatively large portion of unsuitable applications while an increasing number of people is using the internet to search for job vacancies.Implementation of a certain software could overcome this problem. Companies might consider using online testing before the application is being submitted or simply use CV scanning software to filter applications that that do not meet minimum criteria posted by the advertising company (Amble 2004). 3.3.4 Recruitment Agencies Using an agency to recruit personnel can have many advantages. Recruitment agencies usually have a high competency in placing advertisements for job vacancies in different media. Due to the high frequency of placing such ads these agencies acquire higher discounts which are often passed on to the customer (companies in search for employees). Due to their technical expertise and experience in describing the vacant position along with the requirements for the job applicant, recruitment agencies are able to achieve a relatively high response rate from applicants and minimize the portion of unsuitable and unwanted applications.(Roberts 2000) 3.3.5 Head Hunting Recruitment Agencies often specialize in Head Hunting as a channel to recruit personnel for their customers. HeadHunting can be understood as the act of approaching a current employee directly and convincing him or her to work for another employer. This is a commonly used technique when companies are in need of special personnel with skills higher than average. (BNET) According to Maurice Ellett, director of Signum Executive Search International and Don Jaine, director of Swann Group, Headhunting is very useful when a company is in need of executive employees. This group of employees are relatively hard to find and very hard to access through the different ways of advertising a vacant position since currently employed executives often do not respond to ads placed in newspapers or trade journals and will most likely not be found on internet job search sites. (Prattley 2007) Campbell Hepburn, the acting general manager for Hudson Recruitments Wellington agency disagrees by claiming that companies need to consider every possibly way to advertise for a job vacancy even if a high profile candidate is needed. That would include newspapers, trade journals the internet etc. Hepburn additionally sees an ethical problem in the fact that many recruitment agencies contact individuals who are currently working for their own clients. Once an individual has been successfully recruited it is easier to keep track of his performances and re- recruit him afterwards. Therefore most search consultants in that industry do not recruit personnel from previous clients for a limited period of time. Additionally the restraint of trade clauses in many employee contracts prohibit an employee to work for a competitor for a certain period of time after his previous contract has been terminated. (Prattley 2007) Head hunting can be a very useful way to recruit appropriate personnel but as stated above, can have a downside if the head hunting agency turns toward previous clients to recruit for other clients. 3.3.6 Recruitment Fairs Recruitment Fairs are organized events intending to bring employers and job seekers together. These fairs often take place to freshly graduated college students to make initial contact with a company they are aiming to work for. Furthermore companies have a chance to present themselves in terms of their products, environment or future outlooks of the industry etc. Often these events are designed for companies of a certain industry to better match the demands for applicants and employers. Disadvantages could be the relatively expensive and time consuming set up as well as the fact that the applicant does not experience the real environment that the company is working in. But all in all Recruitment fairs offer a great opportunity for both sides, recruiters and job seekers, to arrange further meetings and interviews. 3.3.7 Temporary work agencies Making use of temporary work agencies is a way outsourcing the recruitment. The workforce usually has a contractual relationship with the agency and if a client is in need of employees the agency provides them for it. (Mehta Theodore 2003) This form of accessing workforce has grown to a huge industry in recent history as in the USA from 1993 to 2000 the demand for temporary workers has increased by over 90 %. (Brogan 2001) Van der Heijden (1995; cited in Koene et al.(2004)) claims and is supported by Timmerhuis and De Lange (1998; cited in Koene et al (2004)) that the main reasons for companies to acquire temporary workforce are due to seasonal fluctuations, unexpected peaks, economic cycles or simply if a temporary replacement is needed for a permanent employee. According to Segall and Sullivan (1997) temporary workers in return have to suffer from certain disadvantages compared to a permanent employment. Temporary workers usually have less labor market security than permanent workers and are more prone to possible unemployment and even the wage is in average 20 % below those of permanent employees. The results is supported by an analysis conducted by the OECD in 2002 on 28 states that temporary work is most likely found in positions of rather unskilled labour as well as administrative staff and medical labour exercising rather lower skilled tasks. (OECD, 2002 cited in Koene et al (2004)) 3.4 Pre employment screening 3.4.1 Introduction Robert Woodman, president and founder of Berkeley International Intelligence Inc., a business investigation company highly recommends to conduct intensive screening of applicants before they are being employed. Referring to an example in which a Toronto based non profit organization which operated retirement and nursing homes employed a new director to raise funds for a new project. The director shortly after employment submitted false pledge certificates with forged signatures and additionally turned in numerous bills for her expenses including expensive Hotel-, restaurant- and even limousine service bills. As company investigators accused her of fraud she disappeared shortly after but was arrested and convicted for several counts of fraud and received a four-year prison sentence. Since most of the money she gained was already spend, she will not be able to pay back the full amount. Further investigation into the directors past revealed that she was not properly screened before being employed. A background check would have revealed that she has committed similar crimes and caused damage to three previous employers. (Woodman 2006) Benoff (1989) and Brennan (1997) give more example of employees without background checks, committing crimes at work where at the end the employer was being sued and found guilty of negligent hiring. Personnel is a very important asset in every company. The recruitment process is time consuming and can be very expensive. But companies can not risk to make poor decisions in this process since employing the wrong personnel can make the difference between success and failure of a business since companies can be held responsible for their employees. (Lam Kleiner 2001) Background checks can be expensive but the cost associated with bad performances, theft of assets or confidential information as well as the costs associated with possible law suits is much higher. (Norred 1993) Companies basically have two options to collect the data needed. Either they investigate an applicant by implementing their own employment security department (internal) or companies can contact professional employee screening companies to collect the date for them (externally). 3.4.2 Employer References To inquire information about a job applicant from a previous employer is a useful way of verifying the authenticity of information provided by the applicant. The problem associated with this method is that there might be a number of employers who do not give any information at all, often because of the fear of being sued for invasion of privacy by the former employee and if they do, the information might be very basic. But in general it is recommended since the new employer can learn about some ones employment dates, job titles and responsibilities of the tasks performed by the former employee as well as get information about working habits which are often very valuable. (Lam Kleiner 2001) 3.4.3 Academic References To check academic references is fairly easy, the employer can ask the applicant provide proof or just request information from the institution the applicant has stated. (Doty-Navarro Kleiner) This seems to be highly recommended especially if a company is recruiting to fill a vacancy which required certain skills and knowledge such as a special education since people tend to make more false statements about their academic references than over previous employment references. Therefore companies should be aware of the authenticity of an applicants academic background. (Kaiser-Lee 1995) 3.4.4 Credit Records If an employee is in contact with company money or other valuable goods it is recommended to run a credit history check which comes in the form of a credit report and can obtained through credit agencies. Credit Reports contain information about bankruptcies, legal judgments, tax liens, credit card balances as well as child support obligations. Credit reports can give a rough idea about the financial situation of an individual and can help to evaluate the risk of the employee committing theft (Doty-Navarro Kleiner 2000). 3.4.5 Driving Record If the employee operates a company vehicle, a driving record should be obtained in advance. The employer is obliged to verify that the person operating the vehicle is legally certified by asking to present the driver license. If the employer fails to comply, the company will be liable for all the damage the employee has caused with the company vehicle. Driving records can be requested through governmental bureaus and contain data such as traffic violations as well as other driving related offences such as if the driving privileges were suspended. (Steingold 1994) 3.4.6 Criminal Records According to (Doty-Navarro Kleiner 2000) the need for running a criminal record check is very important if the future employee will deal with sensitive and valuable assets for example driving a company car or having access to cash registers. They also emphasize on the urgency to perform a criminal record check to avoid law suits for negligent hire by customers in case the employee gets involved in criminal activity during his employment. But there are certain difficulties associated with the completeness of these records. Odom (1995) points out certain limitations such as the limited accessibility of criminal record databases. He also claims that different courts, depending on their geographic and legal jurisdiction do not report to the same databases and some courts do not have to report to a database at all. The conclusion is that criminal databases are everything but complete and investigators, internal or external, sometimes have to go through intensive investigation to get an authentic result. 3.4.7 External employee screening Companies performing background checks serving other companies from different industries have soared in the US in recent past. According to Terhune (2008) the biggest US companies in the business are Choicepoint (Alpharette, GA) serving Wal Mart and UPS among others, USIS (Falls Church, VA) serving Federal agencies along with Transportation companies, First Advantage (Powey, GA) , providing services to companies in the manufacturing and financial sectors. These companies business is to screen people in every legal way possible. (Terhune 2008) The services they provide include the checking of criminal records, driving records, credit histories (including bankruptcy filings, tax liens, legal judgments and lawsuits), as well as investigative consumer reports which contains information gathered through interviews with friends, neighbors, former co-worker and in some cases even family members with the aim to reveal data about some ones personality. (McGreevy 2007) Since the major employee screening companies conduct their background checks specialising on only few industries, providing their information to even bigger companies on a regular basis, they even maintain their own or shared databases containing information about individuals who have worked in the respective industry before. These databases include statements of previous employers about individuals such as the reason of dismissal and even accusations of criminal acts without legal proof from a court. (Terhune 2008) This practically means that individuals seeking jobs can be accused of having conducted a criminal act in the past even though they have not been convicted for a crime by a court of law. Terhune (2008) emphasises this matter with an example of Truck driver who was employed by Marten Transport based in Mondovi, Wisconsin. He was dismissed from the company after only two weeks as a result of his numerous complaints about the safety of the truck he was driving. He sued Marten Transport and was awarded with over 31.000 US Dollars in back pay. In addition, the judge ordered Marten Transport to remove any unfavourable work record information from a database named DAC which is maintained by USIS. As he shortly after his dismissal from Marten Transport re-applied for a job at J.B. Hunt Services, his application was denied due to his DAC record stating that he was dismissed due to excessive complaints. (Terhune 2008) furthermore refers to a comment to this example by Kristen Turley, the director of market development and communications at USIS who claims that their system (as used in regards to the DAC database) contains mistakes and in the case of false information being sub mitted USIS would require proof from the previous employer to undermine his accusations. USIS does not ask for proof up front since their belief is that this would hold past employers from submitting information in the first place. 3.4.8 Background checks required by law To access the secure area of an airport all individuals whom is granted access on a regular basis (excluding passengers) need to be issued an SIDA badge. Before the SIDA badge is issued the German law requires background checks. According to .7 of the German Aviation Security Act (Luftsicherheitsgesetz) the German Department of Aviation Security (Luftsicherheitsbehorde), whos purpose is to serve the safety and security of Air Transportation, has to conduct a Background check on authorized staff, the so called Zu Airport Security Recruitment Airport Security Recruitment 1. Introduction The Recruitment of personnel is a very important task which in larger organizations is usually conducted by a Human Resource department or in smaller organizations by the responsible individual, either way it is very important to make the right decision in the selection process since mistakes can have catastrophic consequences for the organization. If the recruitment and selection process is poorly conducted meaning that the wrong candidate has been employed can result in long lasting damage caused by the employee. The employee could spoil relationships with customers and suppliers, negatively affect the production and the quality of service and even influence the commitment of colleges. In the extreme case mistakes in the recruitment and selection process could result in the bankruptcy of the company. (Dale, 2003) Due to the threat of criminal acts and terrorism imposed on air travel, companies in the aviation industry face many regulations which intend to regulate the effectiveness and contribute to the safety of air travel. Employees in this industry often operate very sensitive and expensive equipment therefore governments and Airport operators require employees to undergo a variety background checks to ensure, as good as possible, that the individual has no intention to misuse his privileges of employment for any criminal activity. Some countries even require background checks which include biometric data such as fingerprints and the scanning of facial features to verify the employees identity. (Wells Young 2004; Kenneth 1991) Companies are facing difficulties associated with criminal acts and terrorism. If an employee misuses his access to the secure area to commit a crime which can cost the lives of humans the employer could be sued for compensation as well negligent hire. In addition, in such a case, authorities might question the companies reliability and thoroughness and might put the company out of business. Customers might question the reliability and the quality of service provided which can easily lead to the failure of the business. not to mention ethical issues when it comes to the lives of people. Recruiters have to face such issues when searching for new employees. A mistake in the recruitment process can not only lead to the failure of the business but can also cost lives of human beings. 1.1 Research Questions This Thesis ojective is to: Examine which channels are being used for the recruitment of personnel in the secure area of airports? Find out if background checks are being conducted in excess of the Zuverlassigkeitsuberprufung required by law? And weather or not the mandatory background checks have an influence on the selection of the recruitment channels? 2 Setting the Scene 2.1 Airport Environment The airports are in many ways unique environments. Airlines transport passengers and cargo from and to nearly every part of the world. Thousands of passengers and tons of cargo need to be handled and processed as fast, effective and safe as possible. It is therefore very important to coordinate all ground handling procedures as effective as possible. Many Airlines have outsourced their ground handling to save costs. This led to the fact, that many firms offer ground services such as loading, boarding, check-in or catering as well as maintenance service and provide aircrews with briefing information and documentation needed to conduct their flights. Airports are home to not only airlines but as a result of the outsourcing of the various services airlines need, many businesses have developed, providing equal services that their customers request. Especially at major airports airlines can chose from a number of companies providing ground handling services. This leads to another special characteristic of the work at airports, since various companies provide their services and products for their customers (Airlines) working in a relatively small area. It is well possible that a companies biggest competitor is located just next door and both their employees share the same facilities such as dining rooms etc. 2.2 Different Areas at airport According to Wells Young (2004) the Airport premises can be categorized into 6 areas. The public area of an airport is freely accessible for everyone. This area usually includes parking lots, terminal lobbies, Check-in areas, Passenger pick up areas and the curb frontage. The air operations area (AOA) is defined as all areas where aircraft movement takes place including taxiways, runways and aircraft parking areas. The area where movement of passengers ,baggage or cargo between aircrafts and the Terminal building take place is referred to as the secure area. The sterile area can be accessed by passing the passenger checkpoints. Therefore this area is accessible for the public but each individual and his or hers property will be inspected by security personnel. This area includes duty free shops, restaurants etc and boarding areas. SIDA is short for security identification display area and defines the area within which all persons must display the required identification or be accompanied by an authorized individual. Usually the SIDA includes the air operation area as well as the secure area. 2.2 Threat of criminal activity and Terrorism Terrorism is defined by the US Department of Defense as the unlawful use of or threatened use of force or violence against individuals or property to coerce or intimidate governments or societies, often to achieve political, religious, or ideological objectives (Martin 2006). Furthermore does Criminal activity include acts of assault, theft, and vandalism against passengers and their property, aircraft, and all airport facilities (Wells Young 2004). The first act associated with terrorism occurred in 1930 when Peruvian revolutionaries took over the control of an Pan American mail plane with the intention to drop propaganda leaflets over Lima (US Centennial of Flight Commission). In the five years between 1968 and 1972 acts of terrorism in the form of hijacking were at its peak. During that time the U.S. Department of Transportation recorded 364 Hijackings worldwide. In recent history terrorism has taken an even more threatening shape. On September 11th 2001 four commercial airliners were hijacked of which three were intentionally piloted into the two Towers of the World Trade Centre and the Pentagon (Security Council, 2001). The Hijackers managed to take weapons through the passenger security check points and onto the aircrafts. As a result of these horrible attacks almost 3000 people, mostly civilians lost their lives. (CNN, 2006) These attacks clearly show what effect a breach in security can have. With over a thousand flights a day transporting approximately 45 million passengers per year, JFK International Airport in New York is one of the busiest in the world. In June 2007 four individuals have been charged with conspiring to attack the JFK International Airport in New York. Their intention was to bomb the Terminal building, the jet fuel reservoirs and a fuel pipeline. The four individuals belonged to an extremist group based in Trinidad. One of them is a former JFK Airport employee who worked for a cargo Handling company with access to the secure area of the airport. Different law enforcement agencies have observed these men and seven additional individuals who they believed to be compliances for a period of 18 months. Fortunately this suspected terrorist plot was at an early stage of planning their attacks and were stopped early enough. (CBS) This case is a clear example of how legal employment and its privileges can be misused for criminal activity and terrorist acts. The Aviation and Transportation Security Act (ATSA) was signed resulting from the attacks on September 11, 2001 which implemented the creation of the Transportation Security Administration (TSA) in the USA. Its objective was and still is together with the Federal Aviation Administration (FAA) to increase airport and aviation security. Their work and changes in restrictions and safety recommendation have also affected Air Transportation in many other countries such as all over Europe (Wells Young 2004). As the previous examples show, terrorism is a realistic and constantly present threat which Aviation security has to deal with. 2.4 Problems of airport regulatory policies All airport operations are subject to national, state and local laws. Since these laws can vary within countries and regions it affects the airport operations respectively (Wells Young 2004). In addition, many organisation have formed over the past decades that influence airport policies to a local and even international extend. The Federal Aviation Administration (FAA) was born in 1967 but has existed in a different form since 1933. Its purpose is to improve the safety and efficiency of aviation primarily in the United States but its restrictions and recommendations influence Air travel on a worldwide basis (Federal Aviation Administration). The body of the Joint Aviation Authorities represents the aviation authorities of the European States and was founded in 1970, originally named Joint Airworthiness Authorities and received its current name in 1990. Its objectives are similar to those of the FAA with an emphasise on International Standardisation and a tighter co-operation with the FAA as well as the ensuring of fair and equal conduct of business in the industry (Joint Aviation Authorities). The International Civil Aviation Organisation (ICAO) was established 1944 with the objective to enhance the cooperation between member states. Its major concerns are the regulation of technical issues such as navigational rules. The ICAO currently counts 190 members (International Civil Aviation Organisation). Even though aviation including airport operations underlies the laws of each country individually the organisations mentioned above have a great influence on the day to day operations civil aviation and determine to a large degree how all aviation related processes are conducted. 3 Literature Review Definitions Recruitment is defined as the set of activities and processes used to legally obtain a  sufficient number of qualified people at the right place and time so that the people and the  organisation can select each other in their own best short and long term interests (Schuler Randall 1987). Recruitment is defined as the Process of identifying the best-qualified candidate from within or outside of an organization for a job vacancy, in a most timely and cost effective manner(Businessdictionary.com). The process of Selection which is often integrated in the Recruitment process is the action of choosing suitable candidates from among the potential candidates previously determined (The Times 100). 3.1 Range of Recruitment Channels: 3.1.1 Introduction When an organization is in need of employees it has different recruitment channels available. In general one has to differentiate between internal and external recruitment of personnel. The following describes the mostly used recruitment channels available to most organization to fill an open post. 3.2 Internal Recruitment Internal recruitment is the promotion of a job vacancy inside the organization. This channel of recruitment can take the shape of posting the job vacancy in the company or transferal of existing personnel. (Dessler 2000) There is a range of advantages associated with internal recruitment. In the case of promotion the job applicant is already known to the organization and the management is in most cases aware of his abilities and skills. Furthermore it is usually easier to train staff which has been working in the company before because of the familiarity to the companies` environment and its day to day operations. In addition, transferring existing personnel is cheaper and less time consuming than the recruitment through external sources and the transferal can increase the motivation of the employee which in return results in an increase in the quality of performance of the respective employee. Disadvantages associated with internal recruitment could be that due to a limited quantity of employees the organization might be unable to find a suitable candidate for promotion. Another problem can occur if through promotion of existing personnel the initial position becomes vacant and personnel is missing at another level in the organization. (Richardson 2006) 3.3 External Recruitment External Recruitment can either be formal or informal. Formal recruitment channels have the characteristic that the recruiting company and the applicant have no previous connection. Examples for external, formal recruitment are advertisements in newspapers Journals or magazines as well as Temporary work agencies and Recruitment Agencies along with Recruitment Fairs. (Richardson 2006) Informal Recruitment on the other hand does not reach as much potential applicants as the formal way. The employer usually has knowledge of the applicant as in the case of re-hiring former employees or in the case of a referral from a current employee.(Richardson 2006) 3.3.1 Print media: When recruiters choose print media to advertise a job vacancy they have the option to choose between local or national newspapers or Trade and Professional journals. Each of the ones mentioned above usually tend to have certain advantages and disadvantages depending on the advertised job. Ads being places in local newspapers tend to be cheaper than in the local press but on the other hand national newspapers therefore have higher circulation and cover a wider geographical area than local newspapers. Newspapers often tend to attract elderly people because of their relative unfamiliarity with the internet as an alternative resource, therefore newspapers often display advertisements for senior positions (Dale, 2003; Roberts, 2000). If a company intends to attract applicants with specific skills or knowledge placing the ad in a specialist periodical or trade journal seems appropriate since these journals are more likely to be read by individuals with the respective professional background which helps to target the intended group of people (Roberts, 2000). 3.3.2 Word of mouth recruitment According to Dale (2003) who is supported by Cook (1988) claims that many employees get into touch with other employees and after their dismissal from the company they remain in touch with their former colleagues due to same job interest or for other reasons, this gives employers the chance to recruit personal from this source. If a current employee becomes aware of a job vacancy within the company, he might forward this information to former colleagues he has worked with in the past. This applies to the recruitment of personnel for all hierarchical levels within organizations. A major advantage when using this channel is that the promoted colleague (applicant) has often worked in the industry before and matches the advertised criteria pretty well and the costs of using this channel are very low for the company compared to other channels. 3.3.3 Internet The use of the internet to recruit personnel has increased tremendously when compared to the time ten years ago. The advantages seem obvious as the recruiters can reach potential applicants almost world-wide. In addition the submission of applications via internet is faster than via mail and can save the company and the applicant money. Companies who advertise job vacancies online might on the other hand experience an excess amount of applications of people who do not match the published criteria but still submit their application because the cost of application is low (Dale, 2003). In addition companies received many applications which did not meet basic requirements and contained too many spelling mistakes or were formally unacceptable. According to a research by the IT services firm Parity has revealed that from 2001 and 2004 companies in the UK have pulled out of online advertising due to the relatively large portion of unsuitable applications while an increasing number of people is using the internet to search for job vacancies.Implementation of a certain software could overcome this problem. Companies might consider using online testing before the application is being submitted or simply use CV scanning software to filter applications that that do not meet minimum criteria posted by the advertising company (Amble 2004). 3.3.4 Recruitment Agencies Using an agency to recruit personnel can have many advantages. Recruitment agencies usually have a high competency in placing advertisements for job vacancies in different media. Due to the high frequency of placing such ads these agencies acquire higher discounts which are often passed on to the customer (companies in search for employees). Due to their technical expertise and experience in describing the vacant position along with the requirements for the job applicant, recruitment agencies are able to achieve a relatively high response rate from applicants and minimize the portion of unsuitable and unwanted applications.(Roberts 2000) 3.3.5 Head Hunting Recruitment Agencies often specialize in Head Hunting as a channel to recruit personnel for their customers. HeadHunting can be understood as the act of approaching a current employee directly and convincing him or her to work for another employer. This is a commonly used technique when companies are in need of special personnel with skills higher than average. (BNET) According to Maurice Ellett, director of Signum Executive Search International and Don Jaine, director of Swann Group, Headhunting is very useful when a company is in need of executive employees. This group of employees are relatively hard to find and very hard to access through the different ways of advertising a vacant position since currently employed executives often do not respond to ads placed in newspapers or trade journals and will most likely not be found on internet job search sites. (Prattley 2007) Campbell Hepburn, the acting general manager for Hudson Recruitments Wellington agency disagrees by claiming that companies need to consider every possibly way to advertise for a job vacancy even if a high profile candidate is needed. That would include newspapers, trade journals the internet etc. Hepburn additionally sees an ethical problem in the fact that many recruitment agencies contact individuals who are currently working for their own clients. Once an individual has been successfully recruited it is easier to keep track of his performances and re- recruit him afterwards. Therefore most search consultants in that industry do not recruit personnel from previous clients for a limited period of time. Additionally the restraint of trade clauses in many employee contracts prohibit an employee to work for a competitor for a certain period of time after his previous contract has been terminated. (Prattley 2007) Head hunting can be a very useful way to recruit appropriate personnel but as stated above, can have a downside if the head hunting agency turns toward previous clients to recruit for other clients. 3.3.6 Recruitment Fairs Recruitment Fairs are organized events intending to bring employers and job seekers together. These fairs often take place to freshly graduated college students to make initial contact with a company they are aiming to work for. Furthermore companies have a chance to present themselves in terms of their products, environment or future outlooks of the industry etc. Often these events are designed for companies of a certain industry to better match the demands for applicants and employers. Disadvantages could be the relatively expensive and time consuming set up as well as the fact that the applicant does not experience the real environment that the company is working in. But all in all Recruitment fairs offer a great opportunity for both sides, recruiters and job seekers, to arrange further meetings and interviews. 3.3.7 Temporary work agencies Making use of temporary work agencies is a way outsourcing the recruitment. The workforce usually has a contractual relationship with the agency and if a client is in need of employees the agency provides them for it. (Mehta Theodore 2003) This form of accessing workforce has grown to a huge industry in recent history as in the USA from 1993 to 2000 the demand for temporary workers has increased by over 90 %. (Brogan 2001) Van der Heijden (1995; cited in Koene et al.(2004)) claims and is supported by Timmerhuis and De Lange (1998; cited in Koene et al (2004)) that the main reasons for companies to acquire temporary workforce are due to seasonal fluctuations, unexpected peaks, economic cycles or simply if a temporary replacement is needed for a permanent employee. According to Segall and Sullivan (1997) temporary workers in return have to suffer from certain disadvantages compared to a permanent employment. Temporary workers usually have less labor market security than permanent workers and are more prone to possible unemployment and even the wage is in average 20 % below those of permanent employees. The results is supported by an analysis conducted by the OECD in 2002 on 28 states that temporary work is most likely found in positions of rather unskilled labour as well as administrative staff and medical labour exercising rather lower skilled tasks. (OECD, 2002 cited in Koene et al (2004)) 3.4 Pre employment screening 3.4.1 Introduction Robert Woodman, president and founder of Berkeley International Intelligence Inc., a business investigation company highly recommends to conduct intensive screening of applicants before they are being employed. Referring to an example in which a Toronto based non profit organization which operated retirement and nursing homes employed a new director to raise funds for a new project. The director shortly after employment submitted false pledge certificates with forged signatures and additionally turned in numerous bills for her expenses including expensive Hotel-, restaurant- and even limousine service bills. As company investigators accused her of fraud she disappeared shortly after but was arrested and convicted for several counts of fraud and received a four-year prison sentence. Since most of the money she gained was already spend, she will not be able to pay back the full amount. Further investigation into the directors past revealed that she was not properly screened before being employed. A background check would have revealed that she has committed similar crimes and caused damage to three previous employers. (Woodman 2006) Benoff (1989) and Brennan (1997) give more example of employees without background checks, committing crimes at work where at the end the employer was being sued and found guilty of negligent hiring. Personnel is a very important asset in every company. The recruitment process is time consuming and can be very expensive. But companies can not risk to make poor decisions in this process since employing the wrong personnel can make the difference between success and failure of a business since companies can be held responsible for their employees. (Lam Kleiner 2001) Background checks can be expensive but the cost associated with bad performances, theft of assets or confidential information as well as the costs associated with possible law suits is much higher. (Norred 1993) Companies basically have two options to collect the data needed. Either they investigate an applicant by implementing their own employment security department (internal) or companies can contact professional employee screening companies to collect the date for them (externally). 3.4.2 Employer References To inquire information about a job applicant from a previous employer is a useful way of verifying the authenticity of information provided by the applicant. The problem associated with this method is that there might be a number of employers who do not give any information at all, often because of the fear of being sued for invasion of privacy by the former employee and if they do, the information might be very basic. But in general it is recommended since the new employer can learn about some ones employment dates, job titles and responsibilities of the tasks performed by the former employee as well as get information about working habits which are often very valuable. (Lam Kleiner 2001) 3.4.3 Academic References To check academic references is fairly easy, the employer can ask the applicant provide proof or just request information from the institution the applicant has stated. (Doty-Navarro Kleiner) This seems to be highly recommended especially if a company is recruiting to fill a vacancy which required certain skills and knowledge such as a special education since people tend to make more false statements about their academic references than over previous employment references. Therefore companies should be aware of the authenticity of an applicants academic background. (Kaiser-Lee 1995) 3.4.4 Credit Records If an employee is in contact with company money or other valuable goods it is recommended to run a credit history check which comes in the form of a credit report and can obtained through credit agencies. Credit Reports contain information about bankruptcies, legal judgments, tax liens, credit card balances as well as child support obligations. Credit reports can give a rough idea about the financial situation of an individual and can help to evaluate the risk of the employee committing theft (Doty-Navarro Kleiner 2000). 3.4.5 Driving Record If the employee operates a company vehicle, a driving record should be obtained in advance. The employer is obliged to verify that the person operating the vehicle is legally certified by asking to present the driver license. If the employer fails to comply, the company will be liable for all the damage the employee has caused with the company vehicle. Driving records can be requested through governmental bureaus and contain data such as traffic violations as well as other driving related offences such as if the driving privileges were suspended. (Steingold 1994) 3.4.6 Criminal Records According to (Doty-Navarro Kleiner 2000) the need for running a criminal record check is very important if the future employee will deal with sensitive and valuable assets for example driving a company car or having access to cash registers. They also emphasize on the urgency to perform a criminal record check to avoid law suits for negligent hire by customers in case the employee gets involved in criminal activity during his employment. But there are certain difficulties associated with the completeness of these records. Odom (1995) points out certain limitations such as the limited accessibility of criminal record databases. He also claims that different courts, depending on their geographic and legal jurisdiction do not report to the same databases and some courts do not have to report to a database at all. The conclusion is that criminal databases are everything but complete and investigators, internal or external, sometimes have to go through intensive investigation to get an authentic result. 3.4.7 External employee screening Companies performing background checks serving other companies from different industries have soared in the US in recent past. According to Terhune (2008) the biggest US companies in the business are Choicepoint (Alpharette, GA) serving Wal Mart and UPS among others, USIS (Falls Church, VA) serving Federal agencies along with Transportation companies, First Advantage (Powey, GA) , providing services to companies in the manufacturing and financial sectors. These companies business is to screen people in every legal way possible. (Terhune 2008) The services they provide include the checking of criminal records, driving records, credit histories (including bankruptcy filings, tax liens, legal judgments and lawsuits), as well as investigative consumer reports which contains information gathered through interviews with friends, neighbors, former co-worker and in some cases even family members with the aim to reveal data about some ones personality. (McGreevy 2007) Since the major employee screening companies conduct their background checks specialising on only few industries, providing their information to even bigger companies on a regular basis, they even maintain their own or shared databases containing information about individuals who have worked in the respective industry before. These databases include statements of previous employers about individuals such as the reason of dismissal and even accusations of criminal acts without legal proof from a court. (Terhune 2008) This practically means that individuals seeking jobs can be accused of having conducted a criminal act in the past even though they have not been convicted for a crime by a court of law. Terhune (2008) emphasises this matter with an example of Truck driver who was employed by Marten Transport based in Mondovi, Wisconsin. He was dismissed from the company after only two weeks as a result of his numerous complaints about the safety of the truck he was driving. He sued Marten Transport and was awarded with over 31.000 US Dollars in back pay. In addition, the judge ordered Marten Transport to remove any unfavourable work record information from a database named DAC which is maintained by USIS. As he shortly after his dismissal from Marten Transport re-applied for a job at J.B. Hunt Services, his application was denied due to his DAC record stating that he was dismissed due to excessive complaints. (Terhune 2008) furthermore refers to a comment to this example by Kristen Turley, the director of market development and communications at USIS who claims that their system (as used in regards to the DAC database) contains mistakes and in the case of false information being sub mitted USIS would require proof from the previous employer to undermine his accusations. USIS does not ask for proof up front since their belief is that this would hold past employers from submitting information in the first place. 3.4.8 Background checks required by law To access the secure area of an airport all individuals whom is granted access on a regular basis (excluding passengers) need to be issued an SIDA badge. Before the SIDA badge is issued the German law requires background checks. According to .7 of the German Aviation Security Act (Luftsicherheitsgesetz) the German Department of Aviation Security (Luftsicherheitsbehorde), whos purpose is to serve the safety and security of Air Transportation, has to conduct a Background check on authorized staff, the so called Zu

Being a Radio Disk Jockey Essay -- essays research papers

Being a Radio Disk Jockey missing sources cited Imagine a career that music fanatics everywhere would love to have. Imagine sitting in a sound room all day, talking calls from listeners and playing the music of one’s choice. Imagine interviewing your favorite musicians, and afterwards attending their concerts, including a tour backstage. The job being described is the one of a radio disc jockey. As a disc jockey, one communicates through music to an audience from around the surrounding areas, therefore must know what they are doing, and what the people want to hear. In this paper, one will see what it takes to become a disc jockey, and how to keep that career going for a long time.   Ã‚  Ã‚  Ã‚  Ã‚  Today in the music industry, many jobs are being formed daily. Especially in the broadcasting industry, as stated by Dick Robinson. â€Å"The broadcasting industry is exploding, new stations are being formed, and more jobs are always being created†(Robinson). Having a job as a radio DJ offers a wide variety of benefits and pluses. Some of those special benefits include interviewing famous bands, going backstage, plus receiving free tickets and promotional items for almost every band of your choice (Carter). Even when a disc jockey is new to the station and just starting out, many opportunities are available, which include those listed above, plus many more.   Ã‚  Ã‚  Ã‚  Ã‚  The best way to start out in this field is to work at a college or local radio station, either being a disc jockey or just an intern...

Keeping The Environment Clean Essay

There are trees,herbal plants flower,waterfalls,forests,mountains,water,airetc.Every people can’t live without this environment.All of us want this environemnt to spend our life.So we get many things from environment.Example water,trees,airetc.If you clean this surroundings all of us can healthy and strong life.So we must clean our environment.But today’s population are increasing.These population live with environment.So day by day,the people destroy this environemnt.Specially,I want to tell about the air pollution.In our country,have many industries.So this industries throw chemicals and vassels.In this case,collect lot of carbendioxide air then pollute environment.So many people put garbages to the water.Some times this activity do industries.They put their garbage,chemicals to this water.We can get many information regarding this from T.V and newspapers.So what happend this case pollute the water.Many time the fishes are killed.It will be poisonous.And also many peo ple set fire to chena cultivating.It pollutes the enviroment .We can see so many garbages on road sides.Villager collect the garbages and they use these garbages as their plants.So if you pollute this enironment we will notbe able to grow foods.So we will decide not to pollute the environment.I grew up in a environment where pollution, disease, and other problems are a big issue. Cars and factories release greenhouse gasses into the air, and forests are being cut down. In other countries, many people are behind on cures for diseases. Many people talk about how the polar ice caps are melting and the ozone layer depleting. An Inconvenient Truth opened my eyes to see how today’s technology and garbage affect these environmental disasters, and I want to do something about it. I do some things to make myself more environmentally friendly. I walk to school instead of driving because I live about two blocks away. I also take the bus when I go downtown or my friend’s house. When I need to get somewhere and many people are going, I carpool with some friends. I recycle any cardboard boxes and milk cartons, and I reuse water bottles and fill them with filtered tap water instead of buying more water. I take short showers and I don’t leave the facet on when I am brushing my teeth. At school, I am constantly learning about the environment and how we ar e affecting it. I noticed recycle and compost bins in the cafeteria and an old Asian woman picking up cans and bottles in the gym. In the A.P. Environmental Science  class, I see how other third world countries are less fortunate than us and how we just dump our trash in their countries. We need to find a way to use less resources and produce less trash so other countries can improve their standard of living. During the summer of 2008, I was a intern at North East Medical Services (NEMS), which is a clinic near Chinatown. I worked as a lab technical assistant and they had strict safety regulations. I always had to wash my hands and wear latex gloves because I was transporting blood samples. My mentor told me that a clean work place reduces the chance of people spreading any diseases. He also told me that many people are ill because their houses or work places are unsanitary. A clean environment is good for everyone, but we are far from one. If we continue what we are doing, most of our natural resources would be gone and our future generations would have nothing to survive on. We should focus more on renewable energy sources like the wind, sun, and maybe even rain instead of wasting all of our fossil fuels. We also need to do more with our trash instead of burning or burying it. I hope that if apply my studies to environmental problems and coming up with a solution to them, I can help make a better future for everyone.

love in the gift of the magi Essays

love in the gift of the magi Essays love in the gift of the magi Essay love in the gift of the magi Essay Love is of great concern not only for the young but for all people. As Khalil Gibran said that Life without love is like a tree without blossoms or fruit. Indeed, love appears everywhere and at any moment, it always exists in the depth of each person. True love doesnt happen right away; its an ever-growing process. It develops after youve gone through many ups and downs, when youve suffered together, cried together, laughed together (Ricardo Montalban). As a typical example, love between Jim and Della in The gift of the Magi written by O. Henry is worth thinking about. It is love of deep understanding and great sacrifice for each other. At the beginning of the story is Della flopping down on the shabby with great disappointment. All she has is Just one dollar and eighty-seven cents saved by bargaining the grocer and the vegetable man. However the only thing she cared for is how to give her husband whom she spent her best love for a Christmas present. To Della, Jim is the most precious person and she could not have lived through Christmas without giving Jim a present. Afterward, she had her beautiful hair cut and sold it to get enough money to buy something fine and rare and sterling that is worth the love she has for him. And that is a platinum chain for his watch. This not only displays her love, but also great sacrifice for the love. Ironically, Jim sold the watch to buy Della a comb at the same time because he knew that she wanted to have it for a long time and that beautiful comb would be suitable for her great hair. They always care for each other, they know exactly what the other needs and wants, hich shows how much deeply they understand each other. Additionally, Both Jim and Della have two most important and priced possessions-Dellas hair which is long and beautiful and Jims watch which has been a family possession passed down through generations from fathers to their sons. Because of their financial constraints they have no choice but to sacrifice the only possessions that they treasure in their lives for the sake of expression their love. There was no greater sacrifice that would have been offered apart from what the two did. Their gifts carry not only the sincere, strong and deep love but the considerable sacrifice for each other. It is understandable that the deep love between Jim and Della makes great impression on the readers. Their love does not consist in gazing at each other, but in looking outward together in the same direction (Antoine de Saint Exupery). Despite the risks, humiliation and costs of the sacrifice each of them is ready to lose what they have to express their love, which makes love between them like a eternally burning fire love in the gift of the magi By hoanglachy

Race issues essays

Race issues essays We live in a society that draws lines and builds boxes. These creations function as a means to place people in categories to describe, identify, and imprison individuals into certain groups. One means of classification that we have is race. It is a simple way to create boxes and stereotypes about people based on their skin color. The majority of prejudices that occur in the world are based off of peoples perceptions of judgments made clearly off of what they see. Another way that classifications are made is gender. This again can create boxes based only on perception. The wave of racism and sexism has permeated the infrastructure of American culture. It has shown its face in government, corporate, sports, and religious arenas just to name a few. Classifications based on race are not a new occurrence. You would probably be able to find many times in history where Kings, Pharaohs etc... Felt the need to conquer another group of people. Why? It has been said that one of the grea test fears is the fear of the unknown. An example of this is why many people fear death, because no one truly knows what happens when you die. Americas history of leaders involves white men who were afraid of what they didnt understand. The result was that they either tried to conquer it, or destroy it. The Europeans did this to the Native Americans, Asians, and African Americans just to name a few. It seems as though fear is one of the main reasons that oppression occurs. The one problem with classification is that it does not cure the fear it just perpetuates more of it. Classification by race or gender is a limiting way of growing fear in our society. The offspring of fear is hate. Hate is a powerful thing because it can not only lead to the harm of others; it also causes harm to the person that hates. For as long as people have been of different ethnic backgrounds, there has always been a desire to classify people accor...

The University of Pennsylvania Essay Example | Topics and Well Written Essays - 1000 words

The University of Pennsylvania - Essay Example I also respect the University of Pennsylvania’s philosophy in education which is concerned with the preparation of dental students in many roles of dental practitioners such as; â€Å"scientist, clinician, artist, teacher, engineer, and business manager.† I believe this philosophy will allow me to receive an all encompassing education in dentistry which will provide me with the background needed to succeed in dentistry and achieve my goals as a health professional. The wide network of the institution reflects its commitment to reach and provide a quality health care to the surrounding community at large as well as provide an opportunity to the students to be compassionate with the patients, develop leadership skills and professionalism while at the same time building up creativity and love in a just way. It serves as a center for training students to become outstanding dentists who can influence the community with goodwill, passion and commitment.The institution also em braces and encourages an environment of discovery and promotes a global view of dentistry which is increasingly important for dental practitioners. Since the 21st century, there have been various technical developments in every field and the dentistry field has also benefitted from this advancement in technology. The students at this institution are given the opportunity of doing research and the results of various researches have helped America to be a force to reckon with in giving good oral health to its citizens.

Subcultures & Countercultures Essay Example | Topics and Well Written Essays - 500 words

Subcultures & Countercultures - Essay Example 3) a. Dominant Culture Dominant culture encompasses the prevailing customs, religion, norms, and all things that constitute a society. Mediated by ideological representations, members of society live the dominant culture’s reality without questioning its origins. The dominant culture in the film was characterized by loyalties in the institutions of family, marriage, and moral standards. The family of the bride was traditional and ideal in the sense that the mother, father, and daughter fulfilled their stereotypical roles. The father, who was a deputy of the Cultural Order, symbolizes crumbling morality as represented by the broken marriage of the groom’s parents, and the president who slept with a black prostitute. b. Subculture Subculture refers to a societal group that embodies the resistances and deviations from the dominant culture. This segment of society possesses its own style, language, norms, and beliefs. In the film, gay men wore make-up, corsets, silk robes, and high heels. Albin (Michel Serrault) spoke in high-pitched voice and considered herself a woman. In one scene, Albin and Renato (Ugo Tognazzi) were in a bar crowded with heterosexual men. The gay subculture in that scene manifested how sexually and physically distant it was from the dominant culture. c.