Media Rationale and Publicity of the Christian Louboutin...

Media rationale and publicity Ever since Christian Louboutin opened his flagship store in 1991, his brand has pursued a marketing strategy that has focused upon shoes as art rather than shoes as functional objects of clothing. Most of his shoes are famously uncomfortable, and when speaking to a fashion reporter from the New Yorker, Louboutin stated he was proud of the difficulty that women had ambulating in his footwear (Collins 2011: 2). However, unlike some luxury or high-end fashion shoe companies, Louboutin does not market his shoes as trendy. He is uninterested in shoes that are flat, regardless of the current vulgarities of consumer demand. Instead, his shoes are intended to be an assault on the eyes and on good taste, incorporating motifs from Salvador Dali and David Lynch into their design. To promote his shoes, rather than price them at a variety of price points, Louboutin has kept the pricing extremely high at every level of the brand. This has cemented his reputation as a luxury brand of note. His shoes have topped Luxury Brand Status Index (LBSI) since he became a breakout star in 2007 onwards (Collins 2011:2). To wear a custom Louboutin means that a consumer has the ability to pay as much as $10,000 for a shoe with expensive fur or jewels. Louboutin sells more than five hundred thousand pairs of shoes a year, at prices ranging from three hundred and ninety-five dollars, for an espadrille, to six thousand, for a super-platform pump covered in thousands ofShow MoreRelatedMarketing Management 14th Edition Test Bank Kotler Test Bank173911 Words   |  696 Pagesdisintermediation D) cross-selling E) customization Answer: A Page Ref: 10 Objective: 3 Difficulty: Moderate 29) Companies address needs by putting forth a ________, a set of benefits that they offer to customers to satisfy their needs. A) brand B) value proposition C) deal D) marketing plan E) demand Answer: B Page Ref: 10 Objective: 3 Difficulty: Moderate 30) During market segmentation analysis, the marketer identifies which segments present the greatest opportunity. These segments

Hunters in the Snow Character Analysis of Tub Essay

â€Å"Tub’s Hardships† Being a man isn’t always easy, for most of their life they are taught to show no affection and to be tough in almost every situation. The tragedy of machismo is that a man is never quite man enough. â€Å"Hunters in the Snow†, by Tobias Wolff, three hunting buddies, Frank, Tub and Kenny, set out on a hunting trip together as they have done for years. Tub, who is over-weight, self-conscious and a good friend, shows some of his weaknesses, strengths and hardships that are sometimes placed on men in different situations. The protagonist, over-weight, Tub and his two hunting buddies, Frank and Kenny take off early one morning to the snowy mountains for a deer hunt. When they arrive and begin heading to the woods they near a†¦show more content†¦That’s the way I feel about it’† (39). Despite how manly Tub is supposed to be as a man, the two men have this special bond together and they show it. Tub then tells Frank, ‘†When I said that about my glands, that wasn’t true. The truth is I just shovel it in’† (40). Regardless being made fun of or picked on about Tub’s weight and clumsiness, Tub is yet a good listener and a great friend. Ironically, at the end of the story the two guys, Tub and Frank, are bonding and supporting each other at the diner they stop at to get warmed up before the hospital, even though their other friend Kenny is in the back of the truck dying. Frank tells Kenny, â€Å"’It wouldn’t hurt so much if you just stayed put. Now we’re going to the hospital. Got that? Say it—I’m going to the hospital’† (39). Once they leave the diner and are headed back towards the hospital, Tub turns back to Frank, â€Å"’I just pulled a real boner,† he said. What’s that? I left the directions on the table back there’† (39). A man having to be tough and to show no affection can sometimes take a toll on thei r physical self being, yet they can also still be somewhat sensitive to others emotions and feelings. In this short story by Tobias Wolff, â€Å"Hunters in the Snow†, Tub shows some situations of strength, weaknesses and hardships men endure as a friend orShow MoreRelatedThe Complex Idea Of Good And The Power Of Faith2037 Words   |  9 Pages27, 2016 GESM 110 12:30-1:50 TTh The Complex Idea of Good and the Power of Faith Violence, specifically with murder, is inherently morally wrong in the vast majority of cases. But through analysis of Judah Rosenthal in Woody Allen’s Crimes and Misdemeanors, Kenny and Tub in Tobias Wolff’s â€Å"Hunters in the Snow,† and the Grandma and The Misfit in Flannery O’Connor’s â€Å"A Good Man is Hard to Find,† the traditional sides of good and bad in a murder are blurred. One of the most important ideas seen throughoutRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesto Statistics and Data Analysis This page intentionally left blank Introduction to Statistics and Data Analysis Third Edition Roxy Peck California Polytechnic State University, San Luis Obispo Chris Olsen George Washington High School, Cedar Rapids, IA Jay Devore California Polytechnic State University, San Luis Obispo Australia †¢ Brazil †¢ Canada †¢ Mexico †¢ Singapore †¢ Spain †¢ United Kingdom †¢ United States Introduction to Statistics and Data Analysis, Third Edition Roxy PeckRead MoreAutobilography of Zlatan Ibrahimovic116934 Words   |  468 Pagesfun instead and take care of my family. It was a great time, but it didn t last long. When we returned to Spain disaster struck. Not immediately, but slowly. Disaster was in the air. A light snowfall came. It was like the Spaniards had never seen snow before, and in our hood, in the hills above Barcelona, cars were smashing to the left and right, and Mino, the fat idiot - the wonderful fat idiot I should add if anyone would misunderstand me - froze like a dog in his summer shoes and light jacket

The Death Of Trotsky - Original Writing - 1042 Words

I was walking again. I do that a lot, because walking relaxes me. Sometimes it just feels nice to stretch your legs, and get some fresh air. The Moscow air is so fresh that it burns your face a bit, but I know that a little hypothermia is good for the soul. God, I sound like air supply. Anyway, it was cold again. I mean it’s always cold in Moscow, but today it was different, because this walk wasn’t for nothing. I was intent on my purpose, so I moved at a brisk pace. I sped up, but made sure not to go too fast so that the ice pick didn’t dig into my thigh. I was walking to Leon’s house to kill him. As I stated earlier, I intend on killing Trotsky. I knew what would come if I was victorious, but I felt pangs of guilt strike my heart. I became unsure on whether or not I could kill him. After all, he wasn’t an enemy of the party, but a comrade. He may have views that I despise, but he was pure at heart. Maybe, he rejected his perfect life for a better one. There was just a chance that he was one of us, that he sympathized with the workers, and wanted Russia to have the bright future of communist red. I mentally scolded myself. I was intent on killing this man, and some weak remorse cannot stop me. Remorse is an emotion that plays into empathy, and empathy is my enemy. Empathy is something that people who cry feel. It is a tool of the upper class to make the lower class stay low, but I can’t stop it. When I was a child, I learned how feeling is wrong. I learned that caringShow MoreRelatedPower Struggle of Russia1325 Words   |  5 PagesAfter WW1, There was a power struggle for the leader of Russia. High level government workers Joseph Stalin and Leon Trotsky fought for the throne after the untimely death of Vladimir Lenin. 1Joseph Stalin was born on December 18, 1878. His given name is Josef Vissarionovich Djugashvili or ИÐ ¾ÃŒ Ã' Ã ¸Ã'„ Ð’Ð ¸Ã' Ã' Ã °Ã'€Ð ¸Ã ¾ÃŒ Ã ½Ã ¾Ã ²Ã ¸Ã'‡ Ð ¡Ã'‚Ð °ÃŒ Ã »Ã ¸Ã ½ in Russian. He was born in what would now be Georgia in a place called Gori, Tiflis Governerate, Russian Empire. Stalin’s family lived in poverty all throughout his childhood. HisRead MoreKarl Marx973 Words   |  4 PagesKarl Marx Karl Marx was a German scholar who lived in the nineteenth century. He spent most of his life studying, thinking and writing about history and economics. A many years of study, much of it spent in England, he believed that he understood more deeply than anyone who had ever lived before him why there is injustice i world. He said that all injustice and inequality is a result of one underlying conflict in society. He called it a class struggle, that is, a conflict bet the class of peopleRead MoreAnimal Farm By George Orwell1433 Words   |  6 PagesSamantha Taddei Mrs. Mantineo English I Honors May 29, 2017 Animals Farm Research Paper â€Å"All animals are equal, but some animals are more equal than others.† George Orwell’s novella Animal Farm. Orwell’s goal in writing Animal Farm was to illustrate the 1917 Russian Revolution, and depict a government more tyrannical and oppressive than the one it overthrew. The characters and the events in Animal Farm mirror the Russian Revolution. For example, in the novella Manor Farm is a representationRead MoreAnimal Farm Or Ussr Part II1243 Words   |  5 Pageswork should be considered a product of the time, place, and historical circumstances of its composition rather than as an isolated work of art or text.† Animal Farm and it’s direct correlation with the USSR connects New Historicism and the impactful writing of Orwell with fluidity and ease. New Historicism is a criticism developed in the 1980’s by a Harvard English professor named Stephen Greenblatt. This criticism takes a look at every aspect of the story including the author’s political and emotionalRead MoreAnimal Farm: An Allegory of Russian History Essay903 Words   |  4 PagesAnimal Farm is an allegory of the period in Russian history between 1917 and 1944. It is a satirical story written in the form of an animal fable. In writing Animal Farm as a fable, George Orwell is able to present his subject in simple symbolic terms by treating the development of communism as a story that is taking place on a single farm with talking animals. The characters of Animal Farm represent figures in Russian history during the Russian Revolution. Places, objects, and events of theRead More The Parallels Between Animal Farm and Soviet History Essay example2593 Words   |  11 PagesThe Parallels Between Animal Farm and Soviet History Prior to writing Animal Farm, George Orwell had stated: History consists of a series of swindles, in which the masses are first lured into revolt by the promise of Utopia, and then, when they have done their job, enslaved over again as new masters Together this statement and Soviet History provided a basis for a political allegory which is depicted through Animals and tells of the tribulations which surround certain political idealsRead MoreAllegorical Features Of Animal Farm 2086 Words   |  9 Pages Although Clover screams, They are taking you to your death, the sound of Boxer s hoofs inside the van grows fainter and dies away. This is the symbol of fate of the victims of the barbaric cruelties which were inflicted by Hitler upon his enemies or supposed enemies. Trotsky s portrait as Snowball The name Snowball represents Trotsky, the name Snowball which reminds us of Trotsky s white hair and beard. This name implies that Trotsky had milted before Stalin s opposition to him. SnowballRead MoreGeorge Orwell s Animal Farm1899 Words   |  8 Pagesunder the pen name of George Orwell, began writing Animal Farm. Although born in Bengal, he eventually moved to Eton for schooling. After completing his schooling, Orwell served for the loyalist forces in the Spanish Civil War. At the end of the war, Orwell moved to England. It was in England where he decided to devote himself to British Socialism and writing. The masterpiece, Animal Farm, was created out of Orwell’s love of Socialism and his passion for writing. Although he had trouble at first, on AugustRead MoreThe Point Of View Of Communism, Marxism And Totalitarianism1879 Words   |  8 Pageswho first espoused the political philosophy behind communism, and as Vladimir Lenin, who effected this philosophy’s revolu tionary expression. His speech to the other animals bears many similarities to Marx’s Communist Manifesto and to Lenin’s later writings in the same vein as When Major dies, two young pigs, Snowball and Napoleon, assume command and consider it a duty to prepare for the Rebellion. The animals revolt and drive the drunken and irresponsible farmer Mr. Jones from the farm, renamingRead MoreGeorge Orwell s Animal Farm1392 Words   |  6 PagesFarm so controversial among the â€Å"British socialists† and Western countries was its criticism of Soviet Communism combined with the â€Å"noble and revolutionary† light that the Soviet Union shone under in its birth (Baker). Political satire is a mean of writing that uses humor to criticize a global event, people, or institution in order to effectively better the world. Orwell’s Animal Farm, as a political satire, affected the perception of Stalin’s Soviet Union and acted as the â€Å"most devastating literary

The Distributed Energy System ( Des ) - 774 Words

The attention on the distributed energy system (DES) has grown considerably over the last few years. In comparison to the conventional centralized large-scale power plant, the DES shows great advantages by offering end users a diversified energy supply, higher power efficiency, lower transmission and distribution losses and lower pollutant emissions. DES typically is a suite of on-site grid-connected or stand-alone energy system and has various types such as combined cooling, heating, and power plant (CCHP), biomass-fueled plant, solar power plant and wind power plant et al [1][2]. It is widely applicable in industrial plants, commercial and resident buildings, with energy efficiency and economic competitiveness [3]. In spite of the significant development of DES, the rational design and management of DES, that could maximize the economic and efficient saving benefits, is still a complex and challenge task. In order to meet end-users’ energy demands, the DES design requires a reasonable determination of system structure and configuration by selecting appropriate equipment including their capacities and number. On the other hand, the optimal management of DES is demanded, and therefore, the operating strategies including operation status and load allocation of equipment need to be determined. In order to address the aforementioned task regarding the DES design and management, mathematical modeling or simulation has been used widely to evaluate the characteristics andShow MoreRelatedPower System Essay984 Words   |  4 PagesThe Distributed is electrical power generation in small scale (usually 1MW to 50MW) near the load centre using either conventional techniques such as Diesel generators and micro turbines or using non-conventional techniques such as Photo-Voltaic, wind turbines and small hydro power. This modern concept of power system is very advantageous as it reduces the load on the grid, consumers get a reliable power of better quality, and consumers can supply surplus power to the grid and earn a considerableRead MoreWhat Is Routing Overhead Of The Network1056 Words   |  5 Pages 6- CONCLUSION In this paper, we propose a reliable energy efficient and structure free data aggregation protocol for WSNs. In the EEHM, we consider the sensing region divided into different subregions that are sensed with different reliability requirements. Our proposed protocol allows a selected number of senders to transmit the sensed data depending on the reliability requirement. This not only saves the energy consumption of the sensors but also decreases the traffic load in theRead MoreRenewable Resources Wind Energy Is An Important Factor For The New Era Of Power Quality1568 Words   |  7 Pagesenvironmental issues is attaining importance, generation of power using renewable energy resources is rapidly increasing. Among renewable resources wind energy plays a prominent role. Presently wind energy is receiving a special attention of scholars as it is being non-effecting energy and clear green energy. Power generation using wind energy is increasing promptly. Proper arresting of the wind energy can absolutely aid to meet the energy needs. Read MoreThe Heat Death of the Universe1465 Words   |  6 PagesThe hypothesis about heat death of the universe Our knowledge of the universe is still negligible, and we can not confidently assert that the universe is not under the influence of external forces, or may be considered as a thermodynamic system. However, it is the concept of heat death was the first step to realize the possible finiteness of the Universe, although we do not know when and on what scenario will happen of its destruction. At the present stage of existence (13.72 billion years),Read MoreThe Application Of Solar Energy Essay1413 Words   |  6 PagesSolar energy is radiant light and heat from the Sun that is harnessed using a range of ever-evolving technologies such as solar heating, photovoltaics, solar thermal energy, solar architecture and artificial photosynthesis. The Solar energy as a kind of natural energy, with its abundant and no polluting shows its unique advantages, has been internationally recognized as one of the most competitive energy future. The application of solar energy has a hug impact on society. The application of solarRead MoreThe Application Of Solar Energy Essay1454 Words   |  6 PagesThe Application of Solar energy Solar energy is radiant light and heat from the Sun that is harnessed using a range of ever-evolving technologies such as solar heating, photovoltaics, solar thermal energy, solar architecture and artificial photosynthesis. The Solar energy as a kind of natural energy, with abundant and nonpolluting, shows its unique advantages and has been internationally recognized as one of the most competitive energy future. The application of solar energy has huge impacts on societyRead MoreWater Scarcity Is Becoming A Major Issue1305 Words   |  6 Pagespopulation is expected to reach 8 to 9 billion†¦ [leaving] 70 percent of people concentrated in cities and slums.† (Social Implications, 2016). Because of the high population, this means there will be an increase in the amount of water used for food and energy. Growing Blue believes that this will be the start of many conflicts and combats between countries that share the same water source. The hopes for the developing world’s economic growth will be crushed. In fact, they will be set back. â€Å"The littleRead MoreThe Heart and Circulation of Blood1307 Words   |  6 Pageswell as the relationship with the hepatic portal system. The combination of these systems allows the body to function properly and maintain unconscious homeostasis. I will also be talking about the effects that fitness and diet have on these processes. The pulmonary circuit passes already-used, deoxygenated and carbon dioxide-rich blood from the heart to the lungs in order for that the blood to become oxygenized. Once oxygenized, the blood is distributed throughout the body via the systemic circuitRead MoreResearch Challenges Within Database Management1644 Words   |  7 Pages India India nijajain@gmail.com sarang.joshi2002@gmail.com Abstract- The multidimensional growth in computing systems and technologies have resulted in advanced scalable, portable and large scale integrated systems and technologies. Datacenters, virtualization, cloud and WEB2 technologies are the frontiers of such growth. [1] Cloud computing represents an important step towards realizing McCarthy’s dream thatRead MoreThe Semiconductor Industry : The Use Of Information Technology In The Aerospace Industry977 Words   |  4 PagesIn conclusion, one potential use for RRAM is in the aerospace industry, which requires radiation-hardened characteristics. In aerospace and nuclear environment, the non-volatile memories gen-erally serve as distributed memories to provide non-volatile data storage or data recordings to measure and track high-speed events. At present, Flash memory is the widely used technology in such radiation environment, offering both high storage density and immunity to power failure. However, given the previous

Crime Relate on Television Free Essays

Crime relate On Television The crime rate in many cities is rising alarmingly. Some people have the idea that violent TV programs are the cause of real crime. However, many others disagree that TV violence can be blame are supported by good reasons. We will write a custom essay sample on Crime Relate on Television or any similar topic only for you Order Now Violent TV programs cause crime give many reasons. First, many viewers are children who have not fromed a strong understanding what is right and wrong. The viewers imitate what they see. If a person on TV gets what he or she wants by stealing it, a child may copy this behavior. Thus the child has learned unacceptable values. Second, many heroes in today’s programs achieve their goals by violent means. Unfortunately, viewers might use similar means to achieve their objective. Finally, people get ideas about how to commit crimes from watching TV. Violent programs have no relation to crime rates. First they claim that social factors, such as unemployment and homeless are to blame. Second some argue that watching violence on TV is an aceptable way to reduce aggressive feeling. In other words, people may become less aggressive through viewing criminal and violent scenes. Third even though children learn by imitation, their parents are the most influential models. Finally the villains are usually punished for their crimes. Whether or not violent programs are a factor in the rising crime rate. Some TV programs have to remove for the following reasons. First, some people enjoy them, and those who can change channels or turn their TV off. Second violent programs can be censored, perhaps other programs which may be important for our well being will also be censored. There are many things parents can do to help their children not get affect by television violence. One of the things parents can do is limit the number of hours their children watch television. Instead of letting them sit in front of the TV and wasting their time way, they can go out and be active. They can join a club or sport where they can interact with other children and be social. By go out and getting involved, the children are using their time very wisely and their parents do not have to worry about their children being influenced negatively. One of the problems facing this solution is children are sometimes lazy. They are not willing to go out active but rather sit on the couch and do nothing but relax. Children also need to realize that their parents are not trying to stop them for watching TV and making their life miserable, but trying to help them get active and be a balanced person. Children need to know that here are other sources of fun then just sitting home and watching television all day. Parents should guide what their children watch on television and how much. This is an old recommendation  that can be given new teeth with the help of modern technology. It is now feasible to fit a television set with an electronic lock that permits parents to preset which programs, channels, and times they wish the set to be available for, if a particular progr am or time of day is locked. the set won’t turn on for that time or channel. Television violence is harmful to viewers. TV violence is a negative impact on children. TV violence corrupts the mind of children, causes them to behave in an aggressive manner, and puts unrealistic pictures of the world in their mind. TV violence is having a negative effective on the teenager of America. Parents cannot limit the influence of television violence on children, but with the combine effort of parents and children, television violence can have little or no influence on the young people of America. How to cite Crime Relate on Television, Papers

Katniss Everdeen free essay sample

â€Å"How are women and girls represented in contemporary novels? † In Suzanne Collins contemporary novel, The Hunger Games, the author represents women and girls in a variety of ways. Suzanne Collins represents feminine qualities in women and girls in a negative way in her novel, The Hunger Game. Collins uses characterisation to depict feminine qualities as being a drawback. An example of this can be seen in her portrayal of Prim and her mother, who share similar traditional feminine qualities, â€Å"My little sister Prim, curled up on her side, cocooned in my mother’s body, their cheeks pressed together†. This description represents these characters as being passive, weak and helpless, which is in stark contrast to Katniss’s qualities, which keep the family alive through poverty. Thus we can see that Suzanne Collins represents feminine qualities in women and girls as being a disadvantage. In The Hunger Game, Suzanne Collins represents masculine characteristics in women and girls in a positive light. We will write a custom essay sample on Katniss Everdeen or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The writer uses descriptive adjectives to show the self-reliant in the main female character, Katniss Everdeen. A clearly example can be shown is when Katniss volunteers for her sister, â€Å"I don’t want to cry. When they televise the replay of the reaping tonight, everyone will make note of my tears, and I will be marked as an easy target. A weakling. I will give no one that satisfaction†. In this quote, Katniss doesn’t want to be seems as an easy to cry, soft young woman and people will look down on her and think that they can take her down without any difficulties.

Performance Management

Question: Discuss about the Performance Management. Answer: Introduction: Human resource management implications refer to the functions to which the organizations designed to maximize employee performance in service of a workers strategic goals. it centrally concerns with the administration of individuals within organizations emphasizing on policies and systems. Performance Management mainly focuses on the fulfillment of the organization, sections of the organization, workers, and the entire process of making goods and services. Performance management includes activities that make sure all goals and objectives consistently met in a proficiency and operational manner(Nielson, 2012). The application of the process is used mostly in the workplace, place of interaction, such as schools, social events, and political meetings. In this discussion, performance management will mainly premise on the human resource management implications. The purpose of the performance management in this area is to build a strategic and incorporated approach to improving the effecti veness of organization (Bartel, 2014). The enhancement of the fulfillment of the employees by developing the competencies of teams and workers contributors. The performance of Human Resource Management implications gets workers to settle down the personal objectives with organization goals hence up surging productivity of an organization. One of the primary role and goals of human resource management is to improve the performance management of the organization. The study will focus the general changes in the workforce; the paper will center on the relationship between performance management and implications of human resource management(Bakker, 2014). The study will provide clear knowledge access across the organizations. For a team to remain a competitive advantage, they should apply strategic human resource practices. However, performance is not exactly the concept to be defined and theorized quickly. Therefore, it is advisable to use the idea of results rather than performance. They are distinguishable by the financial results, that is, profits made, net margin and market stake. Secondly, the organizational results which include productivity, quality effectiveness, and customers gratification. Finally, the distinction can be determined by human resource outcomes. They involve workers attitude and behavior towards th e organization.(Dess, 2009) In general, the article will provide a comprehensive background on the link between human resource management and performance management in organizations. Next, the study will develop the some of the hypotheses. After that, the approaches and benefits of on human resource management implications on performance management. This paper ends with a conclusion and recommendations. Benefits of performance management on Human Resource Management In human resource management, performance management helps in managing workers. The control of employees is done through performance system and correlate their objectives facilities. Furthermore, this contributes to the actual delivery of approach and functioning goal(Miles, 2014). Used to mobilize employees. On the other hand, performance management incorporates software rather than spreadsheet based recording system. The operational shift may deliver a substantial return on investment via direct or indirect sale advantages, and functional effectiveness. The benefits may include reducing costs in the organization help correlating the companies goals with those of the managers. HRM implication on performance management helps to decreases the time taken to build planned or operational changes. This is effected by collaborating the changes over a new set of objectives and goals(S, 2009). The implication of human resource management on the motivated workforce. It optimizes incentive strategies to appropriate aims and targets for achievement. Workforce enhances workers engagement. Everyone get to know each other, and the contribution each make towards achieving the organizations goals (Bartel, 2014). The role of performance management mobilizes the HRM in enhancing management control. It simplifies collaboration of planning objectives, aid in audit and complying with policy requirements, and enhancing flexible, approachable to organization needs(Borril, 2012). Theoretical perspective on HRM and performance Contingency theory. The theory postulates that human resource management strategy would of high impact only if appropriately incorporated with a particular organizational and business environmental context. Consequently, the organizations that closely work together their business and human resource management strategies have the best performance results. In contrast to the groups which have separate policies. Regardless of the strategic approach being applied to any organization, the researchers propose several aggressive approaches. They include business strategy with the user of HRM approach defender organization strategy with collector HRM strategy and analyzer firm method implementer HRM plan(RK, 2014). Resource-based view. Resource-based view results to dynamic point of view from external-in to an internal-out approach. From the focus on the external company based competitive issues to private means underscoring effective and efficient operation. The theory provides a great and imperative theoretical justification for human resource prospective duty. Although according to that standpoint, differences in organizational performance can be accredited to sole means and competencies rather than the businesss structural components. In HRM context, the distinctive of infrequently depends on the job pools heterogeneity and is in connection with the model of resource specificity and labor agility. Nevertheless, the inside in resources creates the essential point for intellectual organization achievement. AMO framework. In the HRM fields, the scholars postulate three leading independent work system elements that shape workers and the entire organization and hence contribute to the success of the team. They include a process to ensure the worker has suitable skills and aptitudes. Introduction to energize and encourage the staffs to engage in good behaviors. Finally, the systems of work that motive employees to participate their personal and collective efforts regarding organizational outcomes. The organization has started to align this element in gauging the performance of the employee. The determinant of return includes employees doing work because they possess the knowledge and skills and abilities (A-Abilities). The employees will do the workers because they want to and are adequately incentivized (M-Motivations). They also ensure their workplace environment provides the relevant support and channels for expression (O-opportunities). The three theories replicate the analysis of human resource at the organizational level and are majorly involved in its performance effects from an organization perspective. The three theories focus on the central assumptions behind the conceptualization of defining HRM and its role. Nonetheless, the mere fact on the three most prevalent methods is acknowledged in linking the HRM and performance. Nexus between Human Resource Management and Performance Outcomes Though the primary focus of HRM is meant to improve the performance of an organization, there are no explicit agreement on the nature of human resource management. The whole process of HRM is well known as a set of workers management activities. However, there is no consent list of human resource activities that measure or describe human resource management. Meanwhile for HR to operate differently, it needs careful attention to human resource management implications. The great question is how we can achieve the more significant effect on performance increase(Taris TW., 2015). The likely response to this concern depends on comprehensiveness, eventuality or the configurationally dimensions. Adopting a comprehensiveness approach, there are certain HRM implications with best ability to gain a positive impact on performance regardless of the circumstance. The configurationally framework postulate that the combination of HRM implications is the influence that drives performance hence HR op erate differently. Finally, contingency milieu demand to give an answer regarding the conditions that is to be more efficient. Notwithstanding the difference framework, they have a cohesion in which HRM is operationalized when groping the nexus between the two. It is very critical to examine the HRM and performance management Nexus, but it should be known that some indistinctness exits trying to simplicity and define the performance measures. For HR to operate differently, similarly the performance outcomes varies. They vary into proximity to workers contributions or level of combination in which they are determined. The second include the relevant shareholder's team of focus. At this moment, the primary focus lies in the first proximity to the workers' contribution(Bosilie, 2012). The potential measures of HRM implications and the HR to operate differently, we outline three stages of outcomes Human resource related results. They include identifying perception and measurable HRN results. For example, affective, cognitive and behavioral reactions. Organization performance results. They include the productivity, quality and effectiveness of the organization, and Financial performance in which they involve profit, sales, and ROI People management foundations A systematic opinion of the firm suggest that be a change in its strategy and structure be parallel to the changes in the way of controlling the employees. For example, the improvement of organizational forms has always led to the paths of a managerial profession. More certain cases, bring on board the new ways of the organization need a different outlook of the fundamentals upon which workers activities rest. In this segment, we briefly discuss the main difference between the modern and traditional approach to work design and management, teamwork, management duties, selection, careers and improvement, and reward systems. These methods will aim at breaking some ground in the new parts of the HRM implications of the different operations of organizing arrangements(Bakker, 2014). Work design and management Traditional forms of job organizing are premised on the division of labor. Due to that reason, they necessitate job to be examined and developed along with lines differentiation and then grouped into separate functional entities. It is argued that to improve the some of the strain that takes long to work distinction put on both the workers and pursuit of efficacy. The works can enlarge, so that specialize becomes responsible. These new forms of job organizing empower by issuing formal action descriptions. Therefore, the responsibility organizations allow utilizing a changing ground of work occupants, so that strength become achieved through a precise arrangement of a particular role. The individual is enhanced changes via recruitment and inter-organization mobility(W, 2010). Newer forms of organization arrangements demand a new approach to organizing work. Workers put in charge of a vested job by executing the broad agreement and monitoring the resource needed to complete their tasks entirely. Additionally, business becomes more de-worked to adapt more quickly to change and the supervision of knowledge job, while simplifying focus on essential abilities. The jobs become more important than prescribed position, while specific projects improve in response to needs as they increase. These helps, so that multifunctional teams are formed and separated through liquefied sets of continuously discussed tasks. In the new kind of organization, temporary assignment patterns require a permanent group of the team to attain the necessary cohesion of communicative programs(RK, 2014). Teamwork, management, and the new managerial roles Partnership in a traditional approach to work organization dominates the new organizational arrangements. Team members manage their resources thus effecting in a more disperse decision-making abilities. The fact that teams progressively tend to make their decisions agree a more holistic approach to problematic resolving than the disjointed view that preceded tradition arrangement. New forms of organization through the obscuring of work and useful barriers and team membership cannot be skillful unless complemented by new opinions on management. On the hand, traditional leaders inspired, controlled, supported and facilitated application of workforce purposeful expertise with the help of limited contribution in routine. Subsequently, the new organizing arrangements require an exclusively different set of managerial skills. Which in turn postures big learning problems for many leaders familiarized with the traditional methods. We need to apply the means and activities such as staffing, careers, and compensation. These require to be in place to attract, influence and retain workers that can improve the newly needed leadership skills(Ezzamel, 2010). HR career management In few organizational areas has change been more noticeable during current years than in the administration and design of profession systems. Traditional internal labor market with their focus on the paternalistic arrangement. Not only do business change, but they also convert into a much more diverse set of option. While the undeviating pattern subjugated traditional organizational arrangements, newer forms also require expert and transitory profession conformations depending on the organizations strategy and structure. The new business develops to close linkage to the modifications in the body of work and the new teamwork and management necessities. These new system hubs around the knowledge centered specialization standards, cross-functional and universal expertise, and corporate administration and self-leadership skills. They function together with individual traits of suppleness, dependability, and honesty(Milgrom, 2011). Rewards arrangement systems Rewards are a powerful means to encourage and motivate workers, and every organization always well advice to surprise staffs behavior to the enactment of critical organizational processes. Rewards as a way of compensating cannot be centered on work definitions because new methods of job organization progressively blur and transform job distinctions. Consequently, rewards are unmatched with the organizational situation because the new forms of organizations become much less classified in nature. Introducing transitions in the rewards arrangement system, regardless of its potential for empowering the new ways of organizing, is encountered with hardships emanated from the potentially highly heterogeneous set of individual skills methods and from the need to establish enough means to certify skill attainment and development(Reilly, 2008). Problems encountered on HRM implications The introduction of new forms of human resource organizing faces with many challenges. Some of the challenges have to do with discrepancies among unique pieces of the enigma. Other problems are related to the incomplete understanding of the HR setting. Additionally, another widespread problem involves the difficulties intrinsic in the change process from the traditional to the current form. The emergence of new tacit employment agreement creates more on concepts on employability than job security. The fact remains that in the present situation with fewer and fewer employment opportunities in comparison to the past. In contrast, the new arrangement needs temporary constellations of tasks with a given pool of workers. Thus long term in the organization, development of inter-unit networks via employees transfer and mobility. Also, reward allocation that encourages long-term cohesiveness and sharing of knowledge and skills and investment in HR training. From the personal approach, workers are moveable and much willing to cross functional and organizational margins in pursuit of better improvement opportunities. The organization may also progressively become reluctant to invest in extensive and specified training without longer term commitment forms their workers(RK, 2014). Finally, organizations which introduce new forms of organizing must think about methods to soften the confrontational implications that the new ways may have on the less favored persons. The relevance of this is that the new methods tend to improve the burden of responsibility and accountability for employees and regularly the staffs are forced to accept the changes under threat of redundancy(Peccei, 2011). Conclusion In a nutshell, the findings of this paper, the significance of having a robust performance appraisal program (rewards). The program should be great loose from bias to enable personnel members to have enough money the possibility to get an unbiased assessment. Otherwise, if the evaluation is fair, it impresses people moral values considering that desirable assessment motivates staffs to paintings tougher. Also finding proposes that authorities employed people want to train on business enterprises goals and objectives. The education will permit them to have a belonging experience and increase desire to participate extra in organizational targets. Finding and maintaining talent is also equally important in adopting new operation in an organization. The skills foster highly dynamic elites that are able and willing to take on tasks across operations, lines of the structure and abroad activities. Therefore the above discussion reflects the essential of the process side of HRM implications as a way of showing how HR have to operate differently. Recommendations. For agencies to reap performance management, they have to involve staffs in each of the additives of reviewing performance. The action will choose more dedication and approval of absolutely the performance overview.Human resource management of every organization ought to be capable of intricate the general overall performance score they assign. Therefore the want for the managers to recognize a clear know-how of the overall performance rankings.Production control may encompass plans for future development. These plans consist of attending particular requirements for present work overall performance for future responsibilities.Execution control goals must be nicely articulated. For both people and supervisors ought to have a clear photograph of the predicted result, ways to decide achievement, and the time bound for conducting the mission.Managing performance requires managers who could decide how a whole lot education personnel who want assembly their responsibilities. That is, an em ployee may additionally want valuable training on one challenge and have the ability to complete the other completely independently.The organization requires getting methods to reduce the potential for resourcefulness and apathy derived from a lack of lengthy alignment in the occupation relationship. References Bakker, A. B. (2014). Using the Job Demands: Resources Model to Predict Burnout and Performance . Human Resource Management, 65-72. Bartel, A. P. (2014). Human resource management and performance in the banking industry. [Special topic:] Proceedings of the 51st Annual Meeting. Economic and business review,, 215-218. Borril, C. C. (2012). The Role of Human Resource Management. Journal of Organization Behave, 983-1003. Bosilie, P. D. (2012). Commonalities and Contradictions In HRM an Performance Research. Human Resource Management Journal, 67-72. Dess, G. G. (2009). Generic Strategies as Determinat of Strategic group Membership and Organizational Performance. Academic Management Journal, 456-487. Ezzamel, K. M. (2010). The New organization and The New Managerial Work. European Management, 532-541. Miles, R. E. (2014). Designing Strategic Human Resources Systems. Organization Dynamics, 35-38. Milgrom, P. . (2011). Strategy, Structure nad Organizatioanl Change In Manufacturing . Journal of Accounting and Econmics, 179-209. Nielson, T. R.-V. (2012). Tales from Hiring Line. Organizational Dynamics, 224-226. Peccei, R. . (2011). HRM Performance; Achivements and Challenges. Organizational and Management Review, 14-27. Reilly, C. A. (2008). People and Organizational Culture. Academy of Management Journal, 432-456. RK, M. (2014). Theorem and rthe Matthew Effect. Academic Management Review, 203-221. S, N. M. (2009). Using a Single -item Approach to Merasure Facet Job Satisfaction. Journal of Occupatiopnal Organization Psychology, 77-86. Taris TW., . P. (2015). Well-Beingn and Organiozational Perfromance:An Organizational level Test of the Happy Productive Worker Hypothesis. Work and Stress, 120-136. W, B. E. (2010). The Network organization ij Theory na d Practice. Hvard business School Press, 33-43. Performance Management Question: Write an essay on Performance management. Answer: Introduction Performance management is one of the most important aspects of an organization or company. In an organization, the performance of the employees or their working process must be monitored, and if there is any problem, it must be solved by the superiors or the management of the organization. There are various aspects of performance management that need special attention by the management of the organization. Instead of the performance review, there are also some other aspects such as the process of setting objectives for the employees or the workers, providing ongoing training to them, assessing the progress and also feedback, ensuring whether the employees are reaching their given objectives or not. It can also be defined as the process, intended to identify the various ways to achieve specific goals for the organization. In one word the performance management is the process of managing and controlling the employee performance of an organization and to improve them to develop the whol e organization as a whole. Description of the Recruitment objectives and the context of the hiring A recommenceunbiased is a petite, beleagueredannouncement that clearly outlines an applicants vocation direction while instantaneouslylocating him as someone who spasms what the manager is observing for exactly. The detached is sensiblyexplored and handmade to fit the job which the candidate can apply for. In several, the human resource manager include lists of terms that help to define the objectives and it looks and feel of each one is lean and mean(Aguinis, 2009). The total recruitment targets are controlled by the Human Resource manager. The objectives are defined to introduce the recruitment and selection process which helps the candidates or applicants to suit or comfortable for working on the company which he or she is applying for. The objectives mainly manage an applicant's campaigns to ensure that the human resource manager recruits the right staff (Arnold and Pulich, 2007). The recruitment objectives are also designed and deliver interview processes which are based on the candidate's ideal behaviors as well as capabilities. The recruitment objectives are there to introduce recruitment related analysis which can allow a candidate to evaluate his or her strategy. The recruitment objectives can control the set up managed preferred the company relationship with the recruitment agencies (Brown and Swain, 2012). The recruitment agencies are there to recruit perfect candidates for a company by maintaining the company objectives followed by the human resource manager. To maintain a quality recruitment process the comp any can provide some significant tests(Aguinis, 2009). Some of the tests are psychometric tests, personality profiling, and run assessment centers. Specification of the performance standards must be attained by the applicant (KPI's) A key performance indicator (KPI) is a corporate metric which is used to estimate subjects that are vital to the success of an organization (Gueorguiev, 2015). Key performance indicator can be different as per organization. The Business KPIs may be net income. Business KPIs may be a client's loyalty metric while government influence considers unemployment rates. The expression of the performances, requirement(s) that obligation be met to be evaluated at a certain level of return that approved by the performance standard. It is also management. A Fully Successful standard should be established for every serious element as well as it included in the workershow strategy. If extra levels of performances which used by the assessment sequencer, inscriptionmorals for those stages as well as excluding them in the recital plan is not mandatory and heartened that's why workforces must know what they have to do to happenideals higher than wholly Fruitful(Aguinis, 2009). For a designation of software engineering post, there must have some important performance testing procedures. A testing practice performed to control that how a system can be carried out regarding receptiveness and constancy in a particular workload. As well as serve to examine, measure and validate additional quality traits of the classification. Likely scalability, reliability and supplytradition. Performance difficult is a subdivision of act engineering. This is a computer disciplineexercise which struggles to build the show standards into the operation, enterprise and construction of a organization(Frid, 2009). Job specification Job specification is a very crucial part of a recruitment process. The candidates must be concern about their job responsibilities which the recruiter company can provide on their recruitment advertisement(Frid, 2009). For a Software Engineer post of a software company, they are always looking for a passionate software engineer (Cameron, 2014). The software engineer can recruit to enterprise, progress and mount the software solution(Frid, 2009). The fruitful applicant will be able to figure high-quality, inventive and adequately accomplishment software in obedience with coding standards and technical design. The job responsibilities can contain to execute a full lifecycle of software development. From making the software step by step, the software engineer must concern and care about the each module of software and check it thoroughly. The engineer must write well-designed codes which can manipulate a code reducing program for a client. It remains less space and reduces costing of the software. The code must be testable and efficient(Frid, 2009). The job role also produces specifications of the software which he or she makes and as well as determine the operational feasibility. The software engineer has to integrate the software components into a fully functional system of software. It must be a concern for a developer to develop software verification plans as well as a quality assurance procedures. The engineer must document the software and maintain it functionally. A developer must deploy software tools and tailor the processes and metrics. There always present a developer to serve as a subject matter expert. It must comply with the project plans. The developer maintains all objectives and maintains it through industry standards. There must have some job requirements for the candidates. Some requirements for a Software Engineer post are there. Recognized employed knowledge in software engineering BE/BTECH degree in Computer Science or Engineering Practical or Field knowledge in designing communicatingrequests A complete knowledge of Relational Databases (Whitehorn and Marklyn, 2007), SQL, and ORM technologies. Candidate must have experienced in developing web applications framework (Hack proofing your Web applications, 2001). Candidate must have experienced with the test driven development Comfortable with software engineering apparatus Candidate must have the ability to document specification and requirements Should be familiar with the realize process and software methodology A job advertisement or alternative interview structure Written Test procedure: All the eligible candidates are asked to give an exam which will be conducted by Company legislative body. Every candidate will get different questions. The Technical procedures of interview This part of the interview is entirely based on the face-to-face communication. Most of the students will be rejected from this part. This is the main selection procedure. Interviewer will ask questions to form several programming languages. From C, Java and C++ (Dixon, 2011). The recruiter will ask questions created based on the candidates AREA OF INTEREST. For each question, the recruiter will expect an expounded answer than the little answer. HR interview: It will be like strain interview. Some hr asks questions speedily. Occasionally a candidate would be invited to discuss about the current affairs and other social factors. Candidates must achieve the environment of the interview and please the recruiter. Nature of feedback from Candidate interview feedback form Name of the candidate: Date: Interviewer: Scoring In this feedback form, the candidates have to answer some job-related question and the interviewer would have to provide the candidate a numerical marking and a work-related comment in the given gap. In this interview process, the candidate will be given a specific time. The numerical rating system in mentioned below. 1- Not good 2- Satisfactory 3- Not bad 4- okay 5- very good Educational Qualification- Rating- 1 2 3 4 5 Review- Work experience Rating- 1 2 3 4 5 Review- Technical Qualification- Rating- 1 2 3 4 5 Review- Administrative and the budgetary experience- Rating-1 2 3 4 5 Review- Leadership ability- Rating- 1 2 3 4 5 Review- Communicative skill- Rating- 1 2 3 4 5 Review- Final recommendation and impression- Rating- 1 2 3 4 5 Review- This feedback form is one of the most important parts of the interview process for an employee as well as for the organization as a whole. With this process, the management of the organization can have a very clear idea about the candidate, his capability, preferences, qualifications and others. On the other hand, the other hand the employee or the candidate can also have an initial idea about the criteria of the organization, their requirements, their working process as well as their management. This process does not only provide the company a basic idea about the employee it also helps the organization to have a database of the employees or candidates. Ultimately this interview process as well the feedback form is very useful for the betterment of the organization and the management of that particular organization. Recommendations The recruitment process of an organization is one of the most important parts of running an organization successfully. Sometimes there may occur some problem regarding the recruitment process of the company. Those problems should be identified and changed or modified to have a better and reliable recruitment process. The recruiting process provides the future company employees which means, the future of the organization or the company depends on upon this process. Thus, the management of the organization should pay special attention towards the recruitment process. For example, the management of the organization should appoint an experienced and honest human resource manager for the recruitment process(McTaggart, 2010). If the human resource manager is not appropriate or perfect with his job, the organization would never be able to get a perfect employee. On the other hand, if the human resource manager is dedicated toward his job, he will be able to recruit a perfect employee for hi s organization. Besides this, the job description should be described properly to the candidates or the fresher employees which will help them to get more involved with their works and will help them to gain more skill and confidence about their job. The policies and procedures should also be properly described to the employees of the organization(McTaggart, 2010). Another important aspect of the recruitment process of an organization is the training procedure of the new candidates. The management of the company or organization should provide an experienced trainer for the training process. If there is any problem with the training procedure the workers or the fresher employees would not be able to learn their works or job accurately. The communication between the trainers and the fresher employees should be pleasant and nice. It will help the trainers to get friendly with the employees(McTaggart, 2010). Last but not the least the management of the company or organization should pro vide a nice and better working environment to the employees. If these ways of recruitment of employees are followed by the organizations or company that particular company will surely be benefited. These are the basic guidelines that an organization should follow for the sake of the betterment of the company or organization. Other than these there are also several basic points that need special attention by the management of that organization like the involvement of the management with the workers. Thus, the recruitment procedure should always be modified and changed for the benefit of the company or organization. Conclusion The performance management is one of the most important aspects of an organization. To be more precise the recruitment process of the company or organization is directly and indirectly related to the performance management as well as the betterment of the organization. The above report is all about the importance of the recruitment process, and various types of interview or ways are described in the above passages or report. The feedback report, which is another important aspect of the recruitment process is described above. These various aspects describe as well as determines the ways of recruitment in an organization, their faults and also the ways to prevent them. If the above-mentioned preventions are properly managed by the organization, they will surely be benefited, and for that, each and every member or employee should cooperate to the coworkers and also to their superiors. This will help the organization in every way, and they will surely be able to increase their profit. References Aguinis, H. (2009).Performance management. Upper Saddle River, N.J.: Pearson Prentice Hall. Bazhanov, A. (2015). Inefficiency and sustainability. Resources Policy, 45, pp.210-216. Cashman, R., Mould, T. and Shukla, P. (2011). The individual and tradition. Bloomington: Indiana University Press. de Cremer, D. (2010). VOICES: FIXING BONUSES. Business Strategy Review, 21(4), pp.90-91. Dinovitzer, R. (2011). The Financial Rewards of Elite Status in the Legal Profession. Law Social Inquiry, 36(4), pp.971-998. Frid, A. (2009).Computer science--theory and applications. Berlin: Springer. McTaggart, J. (2010).The definitive guide to passing the police recruitment process. Oxford: How To Books. Performance Management Question: Develop a Performance Plan for a Human Resources Manager. Answer: Performance Plan for a Human Resource Manager Organisation Strategy: To become a more performance focused organisation so as to support success in an increasing competitive environment. HR Department Goal: It is important to ensure that HR Department goals are aligned with corporate objectives and goals (Crawley, Swailes, Walsh, 2013). Develop and implement an effective talent management system in order to ensure that right talent is hired and employee learning needs are effectively met, this will ultimately result in high organisational performance. Human Resource Manager Performance Plan Performance Objectives Objectives Measure Recruitment of qualified employees that have required expertise and can support in achieving desired organisational performance objectives Well-defined recruitment and selection plan is prepared and submitted to senior management for approval by 20th Feb. Average time consumed to fill a vacant position. Incentives and benefits plan are good enough to attract talented employees. Performance evaluation of employees hired in last 6 months Identifying employee training and development needs. Well trained employees tend to deliver high performance. Employee feedback surveys are conducted by 10th March. Benefits of self managed learning and lifelong learning are enforced. One to One meetings are conducted with employees to identify individual learning needs by 30th March. Survey results are reviewed by 15th March Findings documented and submitted to senior management by 20th March. Training and Development activities are planned to ensure individual and organisational goals are met Employee training plan is prepared by 30th March that ensures each employee receive 40-45 hours of training per year. Feedbacks collected form employees after every training session is reviewed and improvements planned accordingly. Employee attendance is recorded and assessments are conducted on regular intervals Difference in employee performance before and after the trainings Employee retention schemes and control over attrition rate. An employee retention scheme that specifies benefits that can be offered to employees is prepared by 10th April. Proposal is submitted to senior management for acceptance by 10th April. An employee survey is conducted to know employee perception about the organisations existing policies and practices by 30th March Change in attrition rate within last 6 months. Competencies Competency Area Competency Description Qualified Recruitment Possess strong ability to narrow down potential applicants and select the right talent that best suits existing and future job opportunities (Armstrong Taylor, 2014) . Negotiation Skills Possess strong communication and relationship skills that help them negotiate with the employees they hire thus getting right talent for right job at right cost to company (Armstrong Taylor, 2014). Interpersonal Skills It is essential that HR manager possess strong interpersonal skills as they have to interact with employees and clients on a regular basis (Armstrong Taylor, 2014). In order to handle day to day situations effectively they need to be diplomatic, professional, accommodation and understanding. They must possess leadership qualities to influence behaviour of others and must be people-oriented. References Armstrong, M., Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice. London: Kogan Page Publishers. Crawley, E., Swailes, S., Walsh, D. (2013). Introduction to International Human Resource Managemen. Oxford: Oxford University Press.