Rap Music And Its Influence On Hip Hop Music - 1885 Words

The 1980s is known for wearing tie-dye, the start of global warming, and classic movies like the Goonies. But also developed throughout this decade was one of the most influential and popular music genres for many years to come: hip-hop. Hip-hop, or â€Å"rap† music, is a form of RB, with rhythmic lyrics over stronger, faster, and bass booming beats. Like rock and roll, hip-hop music was born and established throughout the African-American culture. While white fans and supporters were not completely out of sight, hip-hop music aimed to attract the black culture early on. It wasn’t until the Beastie Boys that rap music was being delivered by a white group of men. Since the mid-1980s, rap music has been widely spread out to people of all ages, genders, backgrounds, and social groups. Hip-hop music has always been a popular form of debate because of its more than popular topic choices: drugs, women, and violence. Throughout the growth of hip-hop music, the growth of those against the content has also risen. While supporters argue that it is a voice for a voiceless, and a way to connect people of all types, some argue that the lyrics are too aggressive, and promote listeners to act in violent ways. Today, in 2015, hip-hop music is arguably the most popular genre of music, but the debate of the effect of its messages has also continued to grow. By evaluating the history and growth of hip-hop music, this paper aims to demonstrate that hip-hop music has a generally positive effect onShow MoreRelatedRap Music And Hip Hop Culture1097 Words   |  5 PagesRap music has been around for many decades. Rap/hip hop is a  music genre that consists of a stylized  rhythmic music that usually accompanies rapping. Since rap music’s explosion, it took the industry and became the  important part of hip hop culture. It has advanced over time as a part of hip hop culture, which originated from urban youth in New York as a cultural movement. Its original lis teners were primarily African America and it has spread around the world and hip hop has come to be a part forRead MoreRap Music : Influence On Violent Behavior1379 Words   |  6 PagesRAP MUSIC’S INFLUENCE ON VIOLENT BEHAVIOR IN AFRICAN AMERICAN MALES: A REVIEW Kaland Farrow Alabama Agricultural and Mechanical University  RAP MUSIC’S INFLUENCE ON VIOLENT BEHAVIOR IN AFRICAN AMERICAN MALES: A REVIEW Rap music is derived from Hip Hop culture which is deeply rooted in the African American community. The word, rap, has a Middle English origin. Originally, rap means to beat or strike. Beginning in the 1960s, African Americans gave the word another definition. In the black communityRead MoreThe Negative Portrayal of Women in Hip Hop and Rap Music Essay1239 Words   |  5 Pagesbeat-boxer in rap music today, has been quoted saying, â€Å"Hip-hop is supposed to uplift and create, to educate people on a larger level and to make a change.† Although this is the original intention of hip-hop music, public opinion currently holds the opposite view. Since the 1970’s musical artists have changed the face of hip-hop and rap and worldwide, people – mostly teens—have been striving to emulate certain artists and their lyrics, which has created negative stereotypes for hip-hop music and alsoRead MoreHip Hop And Hip Rap Music1144 Words   |  5 PagesHip hop music ha s delivered messages of freedom of expression, unity, peace, and protest against social injustices, for the past 30 years. But exactly when and where did it begin, and what impact has it had on our society? The hip hop beats created by DJs in the 70s actually sparked what is now known as hip hop culture. Hip hop culture originally included rapping, break dancing, graffiti, beat boxing, and looping and scratching, and has now includes urban clothing and cars, speech patterns and slangRead MoreRap Music : Hip Hop Essay1509 Words   |  7 PagesRap, or hip hop as some call it, ranks in the top ten of most popular music genres in the world. Since it burst on the scene in the late 1970s, rap music changed the landscape of the music industry, especially for African-American artists. The genre accredited some of the biggest names in the music industry. Popular artists like LL Cool J, Tupac, Notorious B. I. G., Jay-Z, Kanye West, and many others produce, or have produced, millions of hip-h op records. 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With the emergence of white, Latino, Asian, and other rappers with diverse backgrounds on the Hip Hop scene it is important recognize the changing color of the genre and the st ereotype it holds as â€Å"black music†. Black cultureRead MoreThe Mafia s Influence On Hip Hop1603 Words   |  7 PagesThe Mafia’s influence on Hip-Hop In Rap, there is a unique culture, history, social impact and influence on society. Hip-Hop/Rap is one of the most popular genre of music. It has helped shape the pop culture into what it is today. What is popular culture? The ideas, activities or products, which are popular among the general mass. In today’s pop culture, one subject that is at the top of the list is hip-hop/rap. Hip-Hop music highlights verses consisting of slang and catchy phrases, which someRead MoreThe Effects Of Violent Music On The Youth Culture1316 Words   |  6 Pageseffect of violent music, both positive and negative towards African American men, women, and children. The articles also provides information that will support the reason how Hip-hop has such an impact on the youth culture, how Hip-hop is valued, and how the music and its lyrics are interpreted. Changing Images of Violence Rap music lyrics: 1979-1997 Hip- hop has both a negative and positive impact on African American lives. Over the past three decades, Hip-hop has arisen asRead More Music Essay - America Needs Rap and Hip Hop1366 Words   |  6 PagesNeeds Rap and Hip Hop Ever since it became popular in the late eighties, hip-hop music has been a target of moral disapproval. Many critics have labeled the music as an offensive, vulgar, misogynist form of expression, which negatively influences its listeners, particularly children. Early in rap musics development concerned citizens and various government officials held protests against the release of certain rap albums. Rap musics opponents demanded strict censorship. But hip-hop

Comparison Between the set roles of Late 19th Century men in the ‘Ms Julia’ and ‘A Dolls House’ Free Essays

‘Ms Julia’ and ‘A Dolls House’ are both late 19th Century plays. In the late 19th Century, England was the most economically powerful nation in the world, with naval supremacy and an extensive empire. There was great social change; the nation was becoming more literate and expressive, giving birth to the expression ‘art for art’s sake’. We will write a custom essay sample on Comparison Between the set roles of Late 19th Century men in the ‘Ms Julia’ and ‘A Dolls House’ or any similar topic only for you Order Now As a result, controversy and conflict occurred during this time of economic and social change. That caused a knock on effect throughout Europe. A new social class was also formed; this was the middle class, which ‘A Dolls House’, is based on. During this time of change, men still had family duties which had to be conformed to in the society. Women’s role in society stayed the same. Women were left at home while their husbands went to work. Not much was expected from them, but to provide offspring and keep their husbands satisfied. Family image was very important during this time period and loss of face was unacceptable, a tarnished image would lead to gossip and loss of respect from people of the same social class. Image and social status is clearly brought out in both plays and conflict is apparent when social roles are not adhered to. In Ms Julia, Jean is portrayed as the ambitious footman who crosses the social barrier to seduce the mistress of the house whereas Torvald remains the stereotypical husband of Nora who fulfills his role as her provider. Both plays ‘A Dolls House’ and ‘Ms Julia’ have dominating male characters. In ‘A Dolls House’ the dominating character, Torvald, plays a middle-class man working as a bank manager. Dr Rank, a well-respected doctor, represents the weaker side of men, both physically through his illness which is probably a sexually transmitted disease inherited from his father and also being susceptible to Nora. In ‘Ms Julia’ the main male character is Jean, whose rank in society does not exceed one of a footman. Even though he seems well educated and speaks French, his intentions are evil and disloyal. The Count, Jean’s employer, does not appear in any scenes but he is known as a stern authoritarian man and his presence throughout the play is noticeable through references by the staff and the ‘bell’ at the end of the play. Torvald, a man who has a secure source of income and is well respected by his acquaintances, conforms to the society he is placed in. Towards his wife, he seems only grateful for the company and entertainment that she provides for him and his friends. ‘Nora, I’d gladly work night and day for you, and endure poverty and sorrow for your sake. ‘ This is a typical male statement of that time where women had to rely on the men in that society. When Nora confesses to taking out the loan, to save his life. He does not really love Nora for who she is, but he loves her for what she does to satisfy her. Torvald feels that her actions were outrageous and something he would not expect from a wife. ‘This is unheard-of from a young girl like you’. This clearly shows how he feels about the position and role of a wife. After confessing, Nora leaves their well-established home under the protection of Torvald, and ventures off into the harsh world. At this moment Torvald is a broken man. His wife has left him with two children and a broken heart. ‘But to lose you – to lose you, Nora! No, no, I can’t even imagine it†¦ ‘. More importantly there is an imbalance in Torvald’s life as his role in society is not the same and his broken image cannot be repaired due to what the society expects from happy middle class families. But you’re my wife – now’. How will he be viewed by others because his wife has left him? Dr Rank plays a distinctive role in the play ‘A Dolls House’. His name relates to society, Ibsen deliberately put it in to show the importance of social ranking. Rank is a family friend to the Helmers and makes frequent visits to their residence. When Rank and Torvald discuss matters, they confide themselves to a small room that does not welcome Nora and is not seen by the audience. The subject of these conversations are not known by Nora indicating a difference in the roles in society. When Rank finds death approaching, he confides in Nora, yet Torvald has no that they occur. ‘Well, at any rate you know that I’m at your service – body and soul. ‘ Helmer clearly states that he is at her service, which does not always equal love. Krogstad is an unemployed barrister in ‘A Dolls House’. During the time that Torvald was ill Nora turned to Krogstad for a loan to pay for a much-needed vacation to Italy. This loan was taken out without Torvald knowing. Throughout the play Krogstad always appears at the Helmers residence asking Torvald to hire him. He visits are not only intended to ask for a job, but also to blackmail Nora for the money that she had borrowed from him and the falsified signature. Near the end of the play Krogstad slips a note inside Torvald’s private letterbox about the loan that he gave to Nora. In ‘Ms Julia’ the dominant male character is Jean. He takes advantage of the Count’s daughter and seduces her. Fear of being caught, they both plan to run away. Jean feels that he should be in a higher social class in society. He tries to fit in with people in a higher class, but tries to ignore the social class barrier. ‘In my dream, I’m in a dark wood, lying under a tall tree. I want to get up – right to the top, where I can see out over the country in the sunlight. ‘ However, he is unable to do so and is reminded constantly of his position in society by Kristin and finally by the bell ringing on the return of the Count. The Count is the master of the house, but not much is heard or seen of him. However, his heavy presence is constantly felt by the bell ringing. It’s Jean, my lord. ‘ This brings fear to all the servants. From what is shown the Count expects certain standards from everyone including his daughter and shows a strong adherance to the social class system of the time. He lives upstairs and the servants live downstairs each to their altered position in society. In the two plays the men have completely different roles and attitudes to their place in society. Torvald is comfortable about his role and place in society. Yet Jean feels the opposite way as he feels that he deserves a higher position. Dr Rank feels that his life has not satisfied all his needs for women and he had an unfair chance at life because of his father’s lifestyle. To conclude, Jean’s role in society does not change throughout the play even though he tries very hard to change, he still holds his role as a footman. Dr Rank stays in his role in society as a doctor and a friend, but he tries to bend the rules in his last moments and attempts to flirt with Nora yet he must stay celibate because of his illness. Torvald looses a part of his role and has an increased role of being a single parent and a middle class working man at the same time. If Jean was to conform to society he would not have considered a relationship between himself and Ms Julia. He would have married Kristin and lived his life as a servant and husband. His dreams of owning a hotel would not happen due to his position as a footman. These men had different ideas and roles, but the end result still remains, society still controls who you are and what you can achieve. The bell in Ms Julia is the main image that restricts what you can achieve. In A Dolls House the sickness that Dr Rank has contracted controls his life and his place in society. How to cite Comparison Between the set roles of Late 19th Century men in the ‘Ms Julia’ and ‘A Dolls House’, Papers

Recruitment & Selection AT Live Wire Laboratory Ltd.

Question: 1. Identify and select a small business (big/well known organisation is not allowed) as the subject for your project, and explain the task to the business manager to obtain approval. 2. Survey key stakeholders (relevant positions in the small business) and identify the HR needs of the business for the next 12 months. 3. Develop a human resources (HR) plan to address the HR needs of the organisation and have the plan approved by the business manager and your assessor before proceeding further. 4. Develop job descriptions. 5. Develop an advertising policy and procedure, including checklist, which complies with organisational, legal and policy requirements. 6. Develop a selection policy and procedure, including checklists, that complies with organisational, legal and policy requirements for: a. external reference checking b. providing offers of employment (including advice about salary, terms and conditions, probation). 7. Review the procedures with key stakeholders and your assessor before proceeding. 8. Facilitate and evaluate some training on at least two of the procedures developed using a training evaluation form. Answer : Executive Summary Success of all business organization depends on its human resource. Every business organization has the same requirements i.e. finding the right person for the job developing him or her into a valuable resource. Conducting the recruitment in the proper way helps the managers to work in most effective manner and achieve the vision mission of the organization. It is expected from every human resource manager that they pay proper attention on the recruitment selection activities happening in the organization, so that they can tackle the human energies in achieving the objectives of the organization. Therefore, personal functions selection recruitment, when they are carried out in a proper manner, it would enable the business enterprise to hire retain the best brains in the business industry. Behind all the world best companies it is its people which are the biggest strengths. The employees recognize themselves with the organization they are working for. The proper functions acted b y human resource manager help the employees to build up their morale, proudness spirit which in turn become the organizational strengths. Certain steps are required to be followed by all the business enterprises, which ensure that it has right number right kind of people at right time at right place, in order to achieve the planned goals of the organization. The report covers the a brief profile of Live Wire Laboratories Ltd., its existing human resource policies, survey report identifying of needs of manpower, current human resource status, develop the job description, developing- HR Plan, advertising policies, selection policies training evaluation for two procedures. Business Profile- Live Wire Laboratories Ltd. The Live Wire Laboratories Ltd. is a young start up manufacturing and exporting human herbal. Live Wire Laboratories was founded by Mr. Abraham Stewart in the year 2001 and has its headquarters in Kallyanpur, Dhaka. Live Wire Laboratories produce ethical drugs, it started with manufacturing oral liquid products. It is private limited company registered with the registrar of Joint Stock Company the firms of Government of People of Bangladesh. Initially the organization faced many challenges problems, however, it successfully overcame with all the problems and is trying to become from a small unit to giant size. Live Wire Laboratories continuously tries to enlarge the facilities of production, increasing the employees and boosting its marketing sales efforts. At present, Live Wire Laboratories product lines include two categories, i.e. herbal allopathic. Both the products include various products. The major activity of Live Wire Laboratories is to contract manufacturing, distribution sales. Live Wire Laboratories sells its products majorly in Bangladesh and also exports a small amount to Nepal Sri Lanka. Live Wire Laboratories is a young growing exporter of human herbal pharmaceuticals product in Bangladesh having 500 employees in total working in various departments within the organization. The Vision Statement of Live Wire Laboratories is to ensure health happiness for all. With their continuous efforts, improvements innovation Live Wire Laboratories want to establish themselves as one of the best pharmaceutical organization. The Mission statement of Live Wire Laboratories is to adopt holistic approach in order to ensure happiness and health for all by making medicines of superior quality at reasonable prices and reaching out even the smallest villages by proper sales distribution channels. They view themselves as partners with doctors, their employees, their customers and the environment. (Ashwathapa, 2007) The Goal of the organization is to stay committed to improve the state of the art manufacturing facilities in order to ensure superior quality products to the customers. The organization is continuously putting its efforts to increase the sales, revenue, productivity improve the image of the organization and the satisfaction level of customers. Planning Recruitment (on the budget basis) 1. The manpower planning procedure for a year starts with the Live Wire Laboratories budgeting activity. The managers or functional heads of respective department submit the requisition form to Board of Directors sating the requirement of manpower in their respective departments as part of their annual business plan. Detailed discussion is done with the Human Resource Manager with proper notes in details in support of the projected assumptions in regards to indirect direct costs of salary for each position. 2. After this detailed discussion a copy of approved human resource plan goes to the HR department for their actions which are further required during the year. The yearly budget would show the required manpower in the entire organization, at various levels in different departments, at different office location and timing when the manpower is required. The budget also depicts the requirement budget, which is the cost assigned towards the replacement of existing employees recruitment of the budgeted staff. The manpower plan will also clearly specify the exact time at which the incumbent should be on board in such a way that the regional HR has plenty notice for the time lapses included in sourcing another activities. 3. The Regional HR department needs to accept the planning activity and perform required preparations in advance of the forecasted requirements, as quarterly monthly activities on the foundation of the approved budget, replacements separations therefore. 4. The openings sought to be filled or being filled will always be within the annual manpower budget which has been approved by the board of directors and no recruitment process will be initiated without the formal notice or meetings with the regional HR Head under any situation. Sourcing Suitable Candidates The HR Department of Live Wire Laboratories adopt various channels for attaining the right candidate. The HR manager uses multiple sources of recruiting the employees depending upon the position, volume of recruitment, etc. Some of these sources include: 1. Employee referrals 2. Existing database of potential candidates 3. Advertisement in Internet/magazine/newspaper/ job sites/companys website or any other media. 4. Placement agencies The choice of sourcing mechanism depends upon number of positions, urgency criticality of the position cost consideration. However, the norms of using any of the above sources are not water tight. Policies Regarding Advertisements 1. All the advertisements related to recruitment in any medium or in any form should always conform to the KLI compliance norm cannot be advertised by any department without having the VP-HR approval depending on the specifics of each vacancy for which recruitment advertisement needs to be acted, the HR Manager has the right to get help from the marketing department of the organization or any external advertising agency for the preparation of the advertisement. Primary characteristics of the vacancies as informed by the department heads would normally be the part of the advertisement text. 2. The media for delivering the advertisement will depend on the level of position being considered on the basis of the urgency of the vacancy. 3. The mode of advertisement can be broadly classified as internet websites, newspapers business magazines. (Robins, 2000) Recruitment Selection of Sales Promotional Representative and Medical Representative For the Live Wire Laboratories, Sales Promotional Representative (SPR) and Medical Representative (MR) are the most important positions. Every quarter, the Live Wire laboratories recruit 20-30 employees for this position. Below is the process of recruiting and selecting MR and SPR: 1. Requisition form: As a process, the marketing division raises the request demanding employees by filling the requisition form. HR department will justify the requirement will take approval from Board of Directors. 2. Attract Invite applicants: Every quarter Live Wire Laboratories recruit MR and SPR in a big quantity. Being this as the main reason they try to reach the maximum number of applicants. HR Department publishes the recruitment advertisement in the newspapers. Mostly the advertisements are published on the last working day of the week. The major points that are included in advertisements are: Job Responsibilities of Sales Promotional Representative: Ensuring prompt timely delivery of medicine to the chemist as per their requirements. Managing cash collections received after the delivery of medicines. Safely depositing the cash received to the concerned department. Promoting the Live Wire products in potential market. Job Specification of Sales Promotional Representative: Applicants should have a minimum completed graduation from a certified and recognized university. 1. Should have scored 60% throughout academics. 2. Should be less than 30 years of age 3. Should be comfortable speaking local language 4. Should have fluent English 5. Should be honest and smart working person. 6. Workplace can be anywhere in Bangladesh. Job Responsibilities of Medical Representative: 1. Able to maintain constant liaison with health care professional doctors. 2. Promoting the products of Live Wire create maximum awareness about the brand. 3. Achieving sales target given by the organization. 4. Providing chemists doctors with updated information about the product on regular basis. Job Specification of Medical: Representative: Applicant must have done masters in general management or have marketing specialization. Should be capable of working under immense pressure to meet targets in given deadlines. Applicant should have his own transportation vehicle and knows driving. Applicant should be comfortable travelling. Applicants under 30 years are eligible to apply. Workplace can be anywhere in Bangladesh. 3. Collecting resumes, conducting examination, interview and publishing results: After the advertisements are published and have received enough number of applicants, the candidates are invited to appear in the written examination and after the examination candidates are shortlisted. Shortlisted candidates appear for the personal interview and then the selected candidates names are published. 4. Acceptance of offer letter: Finally the shortlisted candidates are offered with joining letters and HR Department takes the required papers and performs the reference check. (Kothari, 208) Recruitment Selection Policies 1. First level screening The Candidates would be screened by the HR Manager/Branch Manager for the respective locations. Screening would be on the basis of the profile of the candidate and the departmental requirements. This assessment will be with respect to: The general profile of the candidate, Personality fit of the candidate into the profile, Aptitude/attitude of the candidate, Motives of the person to join the company and whether focus is in the short term or is a long term player, Basic skill level on our set of requirements, say numerically ability, networking ability, etc. Establish the annual guaranteed cash compensation of the individual and check whether the person would fit into the system. Explain the role of Sales manager to the applicant and check the acceptance of the candidate for the same. In case of need, the Regional HR may take a Tele interview of the candidate for further assessment process. 2. Second Level Screening Aptitude Test If the first assessment is positive, the candidates will give the aptitude test, once such test is selected approved by the company. The scoring, interpretation and the generation of interview probes from that test will also be done at this time. People who qualify the minimum criteria on this test will be put up on to the Functional Head (VPs in case of HO) for functional assessment and suitability into the role. General Norms regarding interview Process: Interviews should consider the entire data provided by the candidate either through the formal CV or otherwise before coming to a conclusion about the candidate. They may insist on seeing the proof of the claims made by the candidate regarding qualifications, experience and other achievements. They may, at their discretion, decide to meet the candidate on more than one occasion or to refer the candidate to another panel. Ratings on various attributes of the candidates shall be recorded in the interview evaluation sheet, soon after the interview is over. Along with these numerical ratings, qualitative observations about the candidate and overall decision regarding selection or otherwise (including a decision to defer the induction, referral to another panel, considering for another position) shall be forwarded to the associated Recruitment Manager/ Head of Regional HR. Individual panel members have the option of appending their additional remarks/observations. No selection will be treated as final unless the IES form is filled comprehensively. Suitably appropriate IES formats may be created for specific positions. Any discrepancies noticed by the panel members regarding the authenticity of the data provided by the candidate should be specifically and formally recorded on the IES form and suitably high lightened. Specific points to be probed during the reference check process, if any, must also be clearly recorded and high lightened on the IES forms. Administrative Actions Regarding Interviews Scheduling and the venue of the interviews would be handled by the recruitment team in consultation with the short listed candidate and the selection panel members, after taking mutual convenience into account. For field positions, respective branch/regional heads would undertake this co-ordination. After the final round, if the candidate is selected, the complete set of papers Personal Data Form, CV, job requisition no., Interview evaluation sheet, reference check details, educational details, along with the interviewers recommendations and Reference check form should be forwarded by the recruitment managers to recruitment head. Fitment of the candidate into a grade and compensation fitment shall be on the assumption of authenticity of the information provided in the CV/application form. An appropriate formal communication shall be sent to the candidate whose candidature is not being taken forward, or details of the verbal/telephonic communications provided to the candidate shall be recorded on the candidates papers, by the recruitment team/associated line managers. In the case of interviews taking place at the branch/regional levels, similar noting should be recorded on the individual candidates papers. (Gupta, 2011) Negotiations of the terms and conditions and other pre-appointment formalities In the case of sales-Tied Agency functions, the branch managers will be allowed to fix the salary and grade of the incoming sales manager provided the compensation does not exceed 20% of the candidates current cash salary. Any fitment beyond these norms will need the approval of Head-HR. HR will forward a worksheet to support the BMs to evaluate the appropriate cash CTC of the incumbent. For all other functions, the compensation and grade would be fixed post a discussion between the Head of the Regional HR and the associated AVP/VP. Any candidate being offered a CTC of more than 4lacs will need the sign off from HEAD-HR. In appropriate cases, at the discretion of the VP-HR, a deviation may be referred to the Managing Director, for the MDs formal approval. Responsibility for negotiations and finalization of the terms shall rest with the best Branch Manager/Associated Manager. They may seek the assistance of the recruitment managers, whenever required. Reference checks process should not normally be initiated unless the candidate has indicated his firm acceptance of the offer being made by us. Reference Checks Normal, reference checks should be undertaken with at least one reference. A second reference check will be done if considered necessary. Responsible officials from the former employers, academic institutes and/or any other eminent personalities can be considered as appropriate references. Close relatives and friends cannot be considered as references. Wherever feasible and considered appropriate, a reference should be made with a senior official of the candidates current employer. In case the candidate is currently un-employed, reference should be made with the latest employer. The format of reference check is to be used as a framework for conducting the process Where the minimum two reference checks are not possible (particularly with the current employer) or where there is a mixed response from different sources, the matter may be to the VP-HR for a final decision. Depending on the seniority and any other considerations about the positions, VP-HR would normally consult the functional head concerned, before coming to conclusions. Any candidate whose credentials are doubtful shall not be recruited. In case of recruitment of Management trainees, fresher and life advisors as sales Managers no reference checks will be required. (Abraham, Jose, 1998) Employment offer letter When a recruitment Manager is fully satisfied about the selection of the right candidate and about completion of all the formalities connected with the appointment of candidate including requisite documentation, satisfactory reference check reports and medical fitness, he/she would forward the relevant papers listed below to the head of recruitment. Personal Data form Employee requisition form duly filled by the regional Head/Branch Manager Interview evaluation sheet filled by the regional head/Branch manager/interviewer with his/her comments. Latest and updated resume of the candidate Photocopy of the appointment letter of the last employer or latest salary slip. Employment details. Two Professional references. Language Proficiency. Document check list for every grade is as follows: Authorization Release Form. Background checks Form. Highest Education certificate. Highest Education mark sheet. 1 Month Salary Slip of Current Employer. 1 Month Salary Slip of Last Employer. Relieving Letter of last Employment. Proof of Residence. 2 Passport Size Photograph. Regional HR manager will take the signature of Head-HR on the employee requisition form and forward the papers to the employee service team for issuance of the offer letter. Employee services team will issue offer letter, to be signed by the National Recruitment Manager or Chief Manager-HR, and send the same to the concerned Branch Manager/ HR Manager. It would be the responsibility of the Branch Manager/HR Manager to ensure that the accepted copy of the offer letter is forwarded to the employee service team within a week of receipt of the offer letter. Till this letter is issued, the offer has not taken place in formal sense. A copy of the offer letter shall be duly signed and returned to the candidate. Candidate would be expected to fulfil various joining formalities, which are also formally communicated to him/her in the form of a checklist that is attached to the letter of offer. The Regional HR head shall have the overall responsibility and accountability to maintain the templates of the offer letters and also for drafting of suitable non-standard terms to any specific candidate. The employee service team will follow up Branch Manager/Regional HR Manager for the joining of the candidate and will collect all relevant documents from the candidate including the joining report, before issuing the appointment letter. The employee service team may enlist the help of the Branch Manager to ensure that all necessary documents within ten days o the person joining. After all of the necessary documents, the employee service team will send the appointment letter to the new joiner. Once the documentation is complete for the new joiner (including the accepted appointment letter), people who may have joined before 20th of the month but have not been included in the payroll for the month because of delay in receipt of papers will be given ad-hoc salary advance (up to maximum of 65% of the prorated salary). This advance will be adjusted once the person gets included in the subsequent months payroll. If the person does not submit the relieving letter from the previous organization, where required to be submitted as per the table given above, within three months of joining, the employee service manager can put their salary on hold till such time as the said documents are received. (Rao, 1998) References Robins, D (2000): Human Resource Management, Publisher-Prentice Hall, New York. Abraham, Jose P, (1998), "To Grapple With Attrition" , Publisher- Human Capital Rao, J.M., (1998), "Scouting for Talent ", Publisher- Human Capital Ashwathapa, K, (2007) Human Resource and personnel Management, Tata McGraw Hill 131-176. Gupta, C.B. (2011) Human Resource Management, Sultan Chand Sons. Kothari, C.R, (2008) Research Methodology, Publishers- New Age International