Illegal Downloading Essay

Illicit Downloading Essay Illicit download of music can be best characterized as utilization of free sharing projects, for example, LimeWire, Bit Torrent, Ares and E-donkey to share or get copyrighted music or music programming without due consent from the copyright holder. From the article, we can derive and serenely contend that the illicit download of music is in fact unsafe and ought to be prohibited and debilitated at all expense. For one, unlawful download of music denies artists the privilege to benefits and thus keep them from gaining their living. It likewise murders their confidence when taken to the way that it corrupts and degrades their items for example the music documents. On the contention that craftsmen get more cash-flow from shows, this should be unequivocally explained, in light of the fact that download of music can really bring a craftsman more cash than show appearances. Take a situation for example where a performer has a hit melody everywhere throughout the globe which is everywhere throughout the web and news sources. This will mean more request, and they will get welcome to various shows and occasions everywhere throughout the world. Though anybody in wherever around the world can download the specific melody or different tunes by the craftsman regardless of the time. The craftsman himself is restricted in the quantity of shows or shows the individual in question can go to consequently he may wind up getting more cash from this than real shows which requires his physical appearance. The estimation of melodic reduced circles (CDs) has been seen by some as strangely high, as the article reports. It will be essential to comprehend this crucial point that when a purchaser actually needs and needs a specific item and values its worth the cost regardless. (Aksomitis, 2007) He or she would most unquestionably make a special effort to buy it this is the same with regards to melodic CD deals. On the off chance that the idea that downloading of music wrongfully is innocuous and doesn't generally cost the craftsman much ought to be dispersed and the accompanying will act to clarify any such contemplations in any potential unlawful music downloader. Jupiter research - a UK based exploration firm distributed a report in 2009 named the investigation of the European online music advertising improvement and appraisal of future chances. The report concocted a last end that illicit music downloaders were free loaders who had practically zero will/capacity to pay for music. This combined with the way that the United Kingdom exchange estimation of the local music deals had tumbled to a calming twenty five percent in the most recent decade is an away from of the ills of unlawful music download. Another examination done in Netherlands by a gathering called TNO/SEO/IVIR in 2009 set up an immediate connection between a drop in music deals and downloading over the web: high points and low points financial and social impacts of document sharing on music, movies and games. The primary concern raw numbers all point out illicit music downloading over the web, as one of the significant guilty parties that has prompted decrease in income and deals in the music business around the world. This is on the grounds that an apparently innocuous activity of downloading a music record over the web has caused a wide dangerous gradually expanding influence in the business influencing more than one individual/performer. There exist many key industry players who are contrarily influenced by this. The music maker for one, music supervisors, record name representatives, music advertisers, plate racers (DJ) and different experts. Who incorporate video makers, artists, occasion coordinators and other subsidiary industry players along with thousands if not a great many representatives winning a living from music and music related items. At the point when music CD deals drops because of unlawful download of music, distributers normally feel the squeeze from misfortunes brought about. Drop in collection prospective customer to terminating and lying off of workers by record names and music creation houses. (Noah, 2011) The performer toward the stopping point is cheated off their legitimate acquiring by the equivalent illicit downloading. It will be critical to take note of that music CDs are headed to getting out of date and obsolete. In this way delicate duplicate downloading is turning into an increasingly more favored method of music and music programming Access Avenue by fans around the world. This implies music downloads are later on going to be maybe the main way a section from exhibitions and item supports that a performer can gain a living and make deals from his/her music. This is a reasonable pointer that illicit music download is in fact destructive and performers in this manner ought to announce a without a doubt war against these guilty parties. Who displays exploitative, deceitful, untrustworthy and childish practice which adds up to mass burglary of licensed innovation and copyright encroachment also robbery. It is significant that there exist legitimate and perceived channels for music downloading where there is a decent and dependable arrangement of music downloading. This is on the grounds that there would be a significant wellspring of information whereby a craftsman can keep tract and do a self-assessment of his/her music progress. Other key players, for example, makers and music advertisers would likewise locate this helpful and helpful in keeping tract if their craftsman progress being developed while monitoring deals and promoting information .Ranking and craftsman esteeming can likewise be effectively courses of events and found to minute subtleties. The administration would likewise vigorously profit by a similar with regards to the pivotal issue of tax collection and income assortment. Where there is a lawful and perceived method of music download, charge reasonings and income installment can be easily and immaculately completed which thus will assist the administration with being ready to secure the performers and guarantee them of kept winning from their music. This will thus prompt high resolve in the performer who will keep producing greater quality and standard music for the fans to appreciate. It is anyway critical to take in to thought the issue of music sneak peaks where potential downloads audit and test music before downloading. The article contend that whenever permitted access to testing and reviewing of music preceding on the web buy, the potential clients won't esteem the wrongfully downloaded music. Coming about, into transiently utilization of documents at that point erasing without really captivating in the genuine acquisition of the melody. There ought to be such a stage smoothed out, for example, on account of film trailers where a sneak see of the melody is benefited without pointlessly uncovering a lot or the entire tune to likely purchasers. A little piece of the tune, for example, the theme ought to be coded into the framework with an expiry security lock for worldly use. We should keep in mind that preceding one goes to download a melody there more likely than not been sparks and factors that lead to their activity. (Johnson Broida, 2002) By this, we can consider music sees and audits in different contemporary music appears in radio and TV programs. Likewise composed music audits by amusement journalists and pundits who are all around educated about music of different sorts and types they report for subsequently the downloader has a quite smart thought what he/she will download. Up to that point all will concur that illicit download of music accomplishes more damage than anything else. Along these lines ought to be seriously condemned and take into consideration artists exertion to be appropriately perceived and acknowledged while ensuring and acknowledging copyright and protected innovation of the craftsman. Performers should come out vocally and in numbers to censure and battle this terrible bad habit. This can be best done by the arrangement of solid dependable and incredible craftsman affiliations and bodies which will have the command and undertakings of checking and guaranteeing music download is done legitimately and they profit by the equivalent. There is a requirement for presence of free and coordinate copyright specialist screens. Who will work intently for or with the administration music bodies, record marks, music appropriation organizations media houses. (Johnson Broida, 2002) Also, music advertisers and online advertisers of music along with the site proprietors to guarantee productive following of music download. Empowering to keep the activities in the correct track and dispense with unlawful music downloading or downplay it. The administration needs to step in the battle against unlawful music downloads by setting up offices and offices to screen and control the equivalent. Lawful moves ought to be made against those discovered participating in illicit music download and substantial fines and punishments forced on the guilty parties to rebuff them. Get legitimate settlements to repay the artists and prevent and dishearten other likely unlawful music down-loaders. There ought to be likewise budgetary ramifications for any individual, organization, gathering or establishment whose individuals take part in this demonstration with full information on the significant specialists. Disciplinary moves in this manner ought to be made against understudies in instructive foundations where this training is done at a disturbing rate, for the most part without any potential repercussions since the culprits stow away under the cloak of most of numbers and institutional spread. End Basically, the bottom line is that whenever permitted to proceed, unlawful music download will keep harming artists and furthermore the culprits when paralyze move is made against them. The inevitable impact is the demolishing of the music business and executing of dreams, new abilities and music. The inquiry is on the off chance that one loves music so much, why not go out and lawfully buy it?

Antigone Essays (566 words) - Leadership, , Term Papers

Antigone ? ? ?Research papers An extraordinary pioneer is somebody who seems, by all accounts, to be invaluable. Extraordinary pioneer is the fundamental case of his kin; he ought to have the attributes of better expectations hence forming his adherents into something better. Uncommon pioneers need to have relational abilities to comprehend what the supporters anticipate from him. You fill in as a persuasive good example for your players and all that you do will be viewed. Vince Lombardi says, Leaders are made, they are not conceived; and they are made simply like whatever else has each been made in this nation - by difficult work. (Sugarman). Incredible pioneer must be viewed as being extraordinary not really being one. Machiavelli recommends this thought in D1. To appear to have the characteristics is fundamental rather than having the characteristics without the individuals thinking about them. This is valid for all pioneers not simply political. D1 proposes adaptability is required, ? in any case, you should have the brain so arranged that when it is needful to be else you might have the option to change to the contrary characteristics. Adaptability is significant; the pioneer with everything taken into account needs to give the individuals what they need fulfilling the greater part. D1 says that extraordinary pioneers are once in a while committed to do detestable whenever obliged without going astray based on what is acceptable (if conceivable), ? being frequently committed, so as to keep up the state, to act against confidence, against noble cause? Correspondence and timing are significant. Extraordinary pioneers are incredible when they get something across to the adherents that the supporters need to hear, there is a reasonable comprehension from the two sides. The extraordinary pioneer is an ace in the craft of correspondence. The individual in question knows about the solid requirement for activities to coordinate words. Pioneers need to have an ability to tune in to enter with a receptive outlook. (Sugarman), Leadership is tied in with building associations. Viable pioneers cause individuals to feel they share a stake for all intents and purpose issues. (Goodwin). Extraordinary pioneers are acceptable with timing; Timing is (nearly) everything. Realizing when to present an activity, when to go before one's constituents - and when to hold off - is a critical aptitude. (Goodwin). Pioneers must think about their kin (and obviously give them that they give it a second thought): A pioneer who doesn't stop for a second before he sends his country into fight isn't fit to be a pioneer (a statement of Golda Meir) (Spanoudis). This sets a model for the adherents to think about their pioneer as well. Everyone sees what you seem, by all accounts, to be?, says D1, suggesting that appearance is significant. Appearance is a main consideration of being an incredible pioneer. The pioneer realizes he is decided by his appearance in this manner he attempts to show up true to form. D1 likewise says, A ruler must take extraordinary consideration that nothing leaves his mouth which isn't loaded with the above-named five characteristics?. The individuals judge by what they see and by what they hear, most don't feel what their pioneer is, everyone sees what he gives off an impression of being? Extraordinary pioneers exceed expectations in the craft of correspondence, timing, introducing certainty, and indicating validity on a predictable premise. To have just great characteristics as a pioneer is perilous; the pioneer some of the time needs to do hurt whenever compelled to do as such so as to keep up his state. An extraordinary pioneer must be canny and dedicated, set models and show up as what the individuals need him to be! Shakespeare

What Is Displacement in Psychology

What Is Displacement in Psychology Emotions Print What Is Displacement in Psychology? Learn more about this defense mechanism By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Medically reviewed by Medically reviewed by Steven Gans, MD on April 05, 2019 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on May 06, 2019 laflor/Getty Images   More in Psychology Emotions Psychotherapy Basics Student Resources History and Biographies Theories Phobias Sleep and Dreaming In This Article Table of Contents Expand Defense Mechanisms How It Works History Examples of Displacement Characteristics Sublimation What Can You Do View All Back To Top Displacement is a psychological defense mechanism in which negative feelings are transferred from the original source of the emotion to a less threatening person or object. The negative emotions elicited toward the source of the feelings are instead redirected toward a more powerless substitute. This target may take the form of a person or even an object. This defense allows the individual to act out their emotions in a way that reduces the chances of negative repercussions. Displaced aggression is one of the classic examples of this defense. When people feel angry but cannot direct that anger toward the source of their frustration, they transfer those feelings to someone or something else. A person who becomes angry at her professor, for example, may come home and take her anger out on her spouse. The spouse may, in turn, displace this anger towards their children, who then take out their frustrations on each other. Defense Mechanism When people experience negative emotions or impulses, they often look for different ways to cope with these unwanted feelings. Sometimes people are aware of themselves doing this, but in many cases, it takes place without conscious awareness. Defense mechanisms are one way of reducing anxiety and restoring balance. These defenses operate unconsciously to help reduce anxiety from things that people find threatening or unacceptable. While unconscious feelings or urges might be outside of awareness, they can still influence behavior and create anxiety for the individual. In the case of displacement, the unwanted impulses are displaced or shifted from the original source of the anxiety on to something that poses less of a threat. Reacting to the original threat might be unacceptable or even dangerous, so the person must find a less threatening subject to act as an outlet for their frustrations. How It Works Imagine that you had a bad day at work and were reprimanded by your manager. Venting your anger or frustration on your boss would not only be unwise, but it might also even lead to you losing your job. Instead, you withhold your emotions until you get home from work, where you unleash your frustrations on your unsuspecting roommate, yelling at him over a very minor irritation. Your feelings of anger are eventually released but in a rather indirect way. The consequences of yelling at your roommate are likely less severe than those of yelling at your manager or co-workers. The object or person that becomes the subject of these feelings of displacement can vary, but is usually chosen because they are less threatening or even completely powerless. If you have ever felt upset about something and subsequently taken out your negative emotions on a friend, family member, or even a complete stranger, then you have first-hand experience with this common defense mechanism. The thing to remember is that you are not consciously choosing to vent your emotions in this way. You might be feeling upset about something, when someone around you engages in the smallest action that triggers a sudden outpouring of your aggression. The triggering event, however, is usually relatively insignificant, while your reaction is completely out of proportion and over the top. Unlike the  conscious coping strategies that we use to manage daily stress, defense mechanisms operate on an entirely unconscious level. History It was Freuds daughter Anna who first described many of the most notable defense mechanisms in her book The Ego and the Mechanisms of Defense. She did not include displacement as one of her original defense mechanisms. She also later stated that while her original list outlined some of the more prominent defenses, she believed it was far from definitive. While not one of the original defenses described by Freud, displacement is frequently identified by subsequent thinkers as an important ego defense mechanism. In one 70-year longitudinal study, researchers found that the adaptive use of defense mechanisms such displacement was associated with better physical health later in life. The researchers suggest that the use of mature defenses plays an important role in creating solid and supportive social relationships, which then help contribute to improved health. Examples of Displacement A woman is berated by her boss at work for her poor performance during a presentation. After work, the woman stops at a local restaurant and then yells at her waitress over a small mistake on her order.You feel that your spouse has not been helping with household chores. When your children begin to whine about doing their chores, you explode in anger, yelling at them and accusing them of never helping around the house.A man is attracted to his wife’s best friend. He displaces this inappropriate desire by unconsciously developing a sexual fetish for glasses similar to the ones his wife friend wears.A woman loses her job and is concerned about being able to pay her bills. When she has trouble finding a new job, she displaces her feelings of frustration and failure on to minorities in her community, blaming them for her inability to find employment. As you can see from the previous examples, displaced anger is one of the most commonly described examples of this defense mechanism. In addition to smaller scale examples of displaced interpersonal aggression, prejudices against certain social groups are sometimes linked to this defense as well. For example, the animosity that Germans felt toward Jewish people following World War I may have been an example of displaced feelings of anger over the economic ramifications of the war. Rather than direct these feelings of anger toward their own actions or their own government, some people redirected their rage toward less-threatening targets. Characteristics While displacement serves as a way to redirect feelings, and it could result in potentially harmful events, in some cases it is not necessarily a bad thing. In a lot of instances, it serves as a way to channel emotions and urges that might be considered inappropriate into healthy outlets if we use it in a positive way. The use of defense mechanisms is common and a normal part of everyday functioning. When used appropriately, defenses such as displacement serve to protect us from negative feelings, help minimize disappointments, protect self-esteem, and manage stress levels. Such mechanisms can become problematic, however, when people rely on them too heavily or when they lead to problematic behaviors and interactions with others. Like other defense mechanisms, displacement serves to help protect us from anxiety. By hiding certain things that are stressful or unacceptable, these mechanisms minimize anxiety and protect the sense of self. Overuse of these mechanisms, however, is sometimes linked to psychological distress and poor functioning. There are many factors to consider about the use of displacement as a defense. Age Young children tend to be more direct in their feelings and are therefore more likely to express their emotions toward the original target, regardless of the appropriateness of the response. A four-year-old child, for example, is much more likely to simply yell at a parent when they are upset. A 14-year-old, on the other hand, might instead take out his frustration by fighting with his younger siblings. Intensity Highly upsetting urges or feelings might result in greater displays of emotion toward the substitute target. A highly inappropriate urge, such as a desire to hit someone, might be expressed later in the form of a highly charged emotional outburst, such as yelling at a spouse. Frequency Almost everyone has at least some experience with taking out negative emotions on a secondary target, whether it is being short-tempered with a friend or fighting a spouse. While this reaction is normal from time to time, it can cross the line into maladaptive or even abusive behavior if the person relies on this defense mechanism to deal with all of their emotional upset. Studies have found that displacement as a defense mechanism is more common in men than women. Sublimation Freud himself believed that a certain subtype of displacement known as sublimation could serve as an important source of creativity and inspiration. According to Freud, sublimation involves displacing unacceptable sexual urges toward non-sexual activities that are productive and socially acceptable. Sublimating these urges toward other pursuits such as working or creating provide an outlet for such energy in a way that is useful. What Can You Do The use of displacement as a defense mechanism is something that therapists or counselors may address over the course of psychotherapy. It is also something that you might want to look for in your own behavior. While it is not always harmful, over-reliance on this form of defense can be problematic. There are steps you can take to make sure you are using displacement in a healthy way. Assess One of the first steps is to consider actions that might be due to displacement. This can often be quite difficult. Displacement is not something that can be easily viewed, so it is often only possible to make inferences. A therapist might do this by looking for contradictions between your words, body language, or other signals and your behaviors. For example, you say that you do not mind that your spouse has to work so many late nights and weekends, but your body language and behaviors might tell another story. You might be short-tempered and irritable around your children each evening, taking out your frustrations on your kids rather than your spouse. Reflect Reflection is another strategy that therapists may use over the course of treatment to help clients recognize their own displacement. The therapist may reflect the client’s feelings back toward them, often in a way that encourages the client to consider what they are really saying. The hope is to get the client to identify some of the other concealed worries or concerns that might have played a role in his or her behavior. For example, a woman might express her anger at a co-worker. Eventually, the client might reveal one of her underlying worries: the new manager in her office does not recognize her talents and efforts. Rather than express this frustration on her boss (an inappropriate and more threatening target), she takes her frustrations out on the co-worker. Reframe Once you start to recognize instances of unhealthy displacement in your own life, the next step is to look for purposeful ways to alter your thinking and behavior. When you find yourself engaging in maladaptive behaviors that may be the result of displacement, make a conscious effort to reframe the situation and seek a healthier outlet for your feelings. For example, if you are yelling at your spouse due to the displacement of your frustrations from work, step back and take a moment to regain control. Make a conscious effort to redirect your feelings toward a more appropriate target. Alternative outlets might include writing down your feelings, engaging in physical exercise, or working out your feelings through a productive hobby. One study suggests that displacement remains poorly supported by empirical evidence. However, studies do suggest that physical and emotional arousal states tend to carry over from one situation to the next. You might restrain yourself from reacting in one setting because it would be socially inappropriate, but your emotional state remains the same in subsequent situations where you are able to react with fewer social consequences. A Word From Verywell Like other mechanisms of defense, displacement is a normal and often healthy way of coping with unconscious feelings that might otherwise result in anxiety. Unfortunately, some displaced feelings can be destructive and even damaging, particularly if you are taking out your frustrations on defenseless people around you. It is often difficult to recognize, but if you find yourself engaging in the unhealthy use of displacement, you can look for ways to deal with your feelings in more appropriate ways. Ways to Deal With Negative Emotions

German Exercise on Wann, Wenn and Als

When is not necessarily an easy translation in German. There are three words you need to know to express different English variations of when. They are wann, wenn, and als.   A Quick Lesson On Als In German Als means as, when or then, depending on its context. Its the when translation that stumps most German learners. One way to remember it:  als  refers to when in the past, whereas  wenn  (more on that below) refers to when in the future or hypothetically.   When in the past: I should have bought bread when I went to the store. When in the future: When I graduate culinary school, I will make my own bread. Als  can be used when you assign a role to something, like as a child. You could also think of this sentence as saying when I was a child, which works with the when-in-the-past rule. But thats not always the case. Sometimes, the as is more like an as if it is a, such as you can use the box as a table. In German, thats als. Similarly,  als  is used to compare things.   A Quick Lesson on Wann/Wenn Click on  wann/wenn  to review the differences between those two words. An easy way to think of it is  wann  refers to time. Wenn is a bit more complicated. But the good news is, once you memorize the four situations when  wenn  works, the German language rarely breaks its rules.   A German Exercise Now test your knowledge.   The following exercise requires you to fill in the blanks with either the word als, wenn or wann. You will find the answers to this exercise on the next page. 1. ______ du genug schlà ¤fst, dann bist du niemals mà ¼de.2.______ kannst du morgen kommen?3. Er ist grà ¶ÃƒÅ¸er _____ ich.4. Sag mir bitte, ______ ich vorbeikommen kann.5. ______ es dir nichts ausmacht, dann werde ich hier bleiben.6. ______ ich klein war, sang ich viel.7. Es gibt nichts Lustigeres ______ ein Clown.8. ______ ich Zeit hà ¤tte, wà ¼rde ich viel mehr lesen.9. Ich weiß, ______ meine Freundin kommt.10. Ich weiß, dass _______ meine Freundin kommt, werden wir viel Spaß haben. 1. Wenn du genug schlà ¤fst, dann bist du niemals mà ¼de.2. Wann kannst du morgen kommen?3. Er ist grà ¶ÃƒÅ¸er als ich.4. Sag mir bitte, wann ich vorbeikommen kann.5.Wenn es dir nichts ausmacht, dann werde ich hier bleiben.6. Als ich klein war, sang ich viel.7. Es gibt nichts Lustigeres als ein Clown.8. Wenn ich Zeit hà ¤tte, wà ¼rde ich viel mehr lesen.9. Ich weiß, wann meine Freundin kommt.10. Ich weiß, dass wenn meine Freundin kommt, dann werden wir viel Spaß haben.

Differences Between Family And Family Systems - 3063 Words

Part 3:Culture/Language (4%, 3-5 pages) 1. Marriage/Family Systems Colombia just like most Latin American countries, they value family very important since it follows the Roman Catholic church teams by which they bid by. Most Colombians tend to have a nuclear family which basically concepts of the father, mother, and children as the main basic household unit. Majority of families that adopt to the nuclear family system are families in urban areas where it is much more developed and both parents tend to be in the working class and fend for their family. Also some urban families in the upper class tend to have many children but still the father maintains his position as the head of the household unit and the mother’s role might rotate depending on the head of the house decision thus the mother can either stay home and the responsible for the up bringing go the kids or she might be working and upbringing as well. There is still a small percentage of Colombians who practice the extended family system which are mostly in the rural areas of the cou ntries, this family system consist of the father, mother , children, mother-in laws, father - in laws, aunts and uncle and many more depending on how big the family wants to be. This system keeps members very close to one another and noone rarely move far away from each other, there is always that sense of responsibility that will pass on from generations to generations. This system works best in the rural areas due to the farm landShow MoreRelatedFamily and Multigenerational Family Therapy860 Words   |  4 PagesFamily Therapy and Multigenerational Family Therapy Family Therapy and Multigenerational Family Therapy The idea of working with a family as a unit versus individuals was innovative and throughout the years became a significant enhancement to family system therapy. 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Reliance Fresh Free Essays

â€Å"A STUDY ON THE PROCESSES AND CHALLENGES INVOLVED IN RECRUITMENT FOR RETAIL INDUSTRY WITH RESPECT TO RELIANCE FRESH, BANGALORE† (Project Report Submitted in Partial fulfilment of the requirements of two year Post Graduate diploma in Business Administration) By Saumya Sinha (Registration no. 2K11058) Under the Guidance of Prof. Philcy Philip Mount Carmel Institute Of Management Bangalore, 560052 2011-2013 ACKNOWLEDGEMENTS I would like to express my sincere thanks to Sr. We will write a custom essay sample on Reliance Fresh or any similar topic only for you Order Now Juanita, Director and Mr. Michael Noronha, Dean of Management studies, Mount Carmel Institute of Management, for giving me an opportunity to do this project. I am immensely thankful to my project guide Prof. Philcy Philip, for her guidance towards the successful completion of the project. I would like to thanks Mr. Jatindra Kumar Mishra, Vice President-HR Reliance Retail Ltd. for giving me an opportunity to do a project in Reliance Retail Ltd. Bangalore. I would also extend my sincere thanks to Mr. Prabir Ku. Jena (HR Manager) and Mr Nagendra Kumar (HR Manager) of RELIANCE RETAIL for their valuable suggestions and support throughout the project. I would also extend my gratitude to Mr. Solomon Jayakumar, who has helped me in this project. I wish to thank the Management and staff of Reliance who have extended their co-operation in providing me all the information required for preparing this project. Finally, I am thankful to my Family and Friends for having helped me in various ways in successful completion of this project work. Saumya Sinha Mount Carmel Institute of Management Bangalore Guide Certificate Certified that the dissertation is based on an Original Project Study conducted by Miss. Saumya Sinha under my guidance. This project report has not formed a basis for the award of any other Degree/Diploma of the Institute or any other University. Director Signature Guide Signature (Sr. Juanita) (Prof. Philcy Philip) Declaration I, Saumya Sinha solemnly declare that this Project report on â€Å"A Study on the processes and challenges involved in recruitment for retail industry with respect to Reliance Fresh, Bangalore† has been compiled by me and has not been copied from any student researcher/employee in any university/institution/ organization or any other place of distance learning under my knowledge. I have duly acknowledged the sources of primary data wherever they have been used in the project. Saumya Sinha PGDBA Mount Carmel Institute Of Management, Bangalore CONTENTS SR. NO. | Topics covered| Page no. | Chapter 1:| Introduction Theoretical Background of the Topic| 11-20| Chapter 2:| Research Design| 21-24| Chapter 3: | Company Profile| 25-33| Chapter 4: | Collection of Data, Analysis and Evaluation| 34-74| Chapter 5:| Summary of Findings, Conclusions and Suggestions| 75-82| | Bibliography| 83| | Annexure| 84-87| LIST OF TABLES TABLE NO. | TOPICS COVERED| PAGE NO. | 1. | Method adopted by Reliance to source candidates| 35| 2. | Type of recruitment preferred in Reliance| 37| 3. | Tests used during the process of recruitment| 39| 4. | Factors which influence the recruitment process in Reliance| 41| 5. Technological support for the process of recruitment| 43| 6. | Time taken by HR managers to fill the gap at store level| 45| 7. | Back out percentage of candidates after being offered| 47| 8. | Biggest challenge faced by the organization in the process of recruitment| 49| 9. | Most important reason for attrition| 51| 10. | Solution for attrition in the organization| 53| 11. | Working dur ation of CSA’s in the organization| 55| 12. | Information about the vacancy in the organization| 57| 13. | Time spent by CSA’s for the process of recruitment| 59| 14. Problems faced by CSA’s during the process of recruitment| 61| 15. | Satisfaction level of CSA’s with the recruitment Process| 63| 16. | Working duration of Ex-CSA’s in the organization| 65| 17. | Main reason behind leaving the organization| 67| 18. | Awareness of job profile at the time of joining| 69| 19. | Work environment is good or not| 71| 20. | Willingness to rejoin the organization| 73| LIST OF CHARTS SR. No. | TOPICS COVERED| PAGE NO. | 1. | Method adopted by Reliance to source candidates| 36| 2. | Type of recruitment preferred in Reliance| 38| 3| Tests used during the process of recruitment| 40| . | Factors which influence the recruitment process in Reliance| 42| 5. | Technological support for the process of recruitment| 44| 6. | Time taken by HR managers to fill the gap at store level| 46| 7. | Back out percentage of candidates after being offered| 48| 8. | Biggest challenge faced by the organization in the process of recruitment| 50| 9. | Most important reason for attrition| 52| 10. | Solution for attrition in the organization| 54| 11. | Working duration of CSA’s in the organization| 56| 12. | Information about the vacancy in the organization| 58| 13. Time spent by CSA’s for the process of recruitment| 60| 14. | Problems faced by CSA’s during the process of recruitment| 62| 15. | Satisfaction level of CSA’s with the recruitment Process| 64| 16. | Working duration of Ex-CSA’s in the organization| 66| 17. | Main reason behind leaving the organization| 68| 18. | Awareness of job profile at the time of joining| 70| 19. | Work environment is good or not| 72| 20. | Willingness to rejoin the organization| 74| CHAPTER – 1 INTRODUCTION INTRODUCTION Human Resource management is a function that helps managers recruit, s elect, train and develop members for an organization. Recruitment is an important part of an organization’s human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it. The objective of the  recruitment  process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. With the same objective, recruitment  helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment  acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. In this competitive global world and increasing flexibility in the labour market,  recruitment  is becoming more and more important in every business. Therefore,  recruitment  serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. PURPOSE AND IMPORTANCE OF RECRUITMENT * Attract and encourage more and more candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best candidates for the organisation. * Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. * Recruitment is the process which links the employers with the employees. * Increase the pool of job candidates at minimum cost * Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. * Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. * Increase the pool of job candidates at minimum cost. * Begin identifying and preparing potential job applicants who will be appropriate candidates. * Increase organizational and individual effectiveness in short term and long term. * Meet the organizations legal and social obligations regarding the compositions of its workforce. | SOURCES OF RECRUITMENT Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc. ) are known as the external sources of recruitment. | | | SOURCES OF RECRUITMENT INTERNAL SOURCES OF RECRUITMENT1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are  upgrading and demotion  of present employees according to their performance. 4. Retired and Retrenched employees  may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures. 5. The dependents and relatives of  deceased employees and disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. | | | EXTERNAL SOURCES OF RECRUITMENT1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. Recruitment ProcessThe recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision makingThe recruitment process is immediately followed by the selection process i. e. the final interviews and the decision making, conveying the decision and the appointment formalities. | | RECRUITMENT POLICY OF A COMPANYIn today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. COMPONENTS OF THE RECRUITMENT POLICY * The general recruitment policies and terms of the organization * Recruitment services of consultants * Recruitment of temporary employees * Unique recruitment situations * The selection process * The job descriptionsFACTORS AFFECTING RECRUITMENT POLICY * Organizational objectives * Personnel policies of the organization and its competitors. * Government policies on reservations. * Preferred sources of recruitment. * Need of the organization. * Recruitment costs and financial implications. RECENT TRENDS IN RECRUITMENT | | The following trends are being seen in recruitment:OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and  creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services. Advantages of outsourcing are: * Company need not plan for human resources much in advance. * Value creation, operational flexibility and competitive advantage * turning the management’s focus to strategic level processes of HRM * Company is free from salary negotiations, weeding the unsuitable resumes/candidates. * Company can save a lot of its resources and timePOACHING/RAIDINGâ€Å"Buying talent† (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can  attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i. e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements. Advantages of recruitment are: * Low cost. * No intermediaries * Reduction in time for recruitment. * Recruitment of right type of people. DIFFERENCE BETWEEN RECRUITMENT AND SELECTIONBoth recruitment and selection are the two phases of the employment process. The differences between the two are:   * Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation. * Recruitment is a positive process i. e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. | | | HR CHALLENGES IN RECRUITMENTRecruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The HR professionals – handling the recruitment function of the organisation- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organisation. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices. like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organisations. | ATTRITIONWhat is Meant by Attrition Rate? The term ‘attrition rate’ can be defined as â€Å"A reduction in the number of employees through retirement, resignation or death. † It denotes the percentage change in the labour force of an organization. High percentage of labour turnover is not desirable for the organization because new workers are engaged in place of the work ers who left the organization. Why do Employees Leave the Organization? There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay. The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around 20%-35% per annum. Another factor is work timings. In some organizations, work timings are such that they are making employees leave the organization. Another factor is career growth. In many organizations, only 20% of employees are able to go to senior levels. This means that the remaining 80% of employees look for other organization where they can get opportunities for growth. One more reason for leaving the organization is higher education. These days, in many organizations, employees are joining at very young age because of lucrative salaries being offered. But with time, they apply for higher education and try to move on to other organizations or sectors to occupy top management positions. The percentage of women workers is also responsible for higher attrition rate. These days, the percentage of women workers is around 30%. Generally, women workers leave the organization after marriage to take up their house-hold duties, irregular work hours et al. 0% of employee turnover can also be attributed to the mistakes during hiring process (Harvard Business Review). Other factors include accident making the worker permanently incapable of doing work, dislike for the job or place, unsatisfactory work conditions leading to strained work relationships with the employer; lack of security of employment et al also contribute for higher attrition rateAttrition rate i s calculated as under A. Manpower at the beginning of the year add number of people recruited during the year less number of employees resigned. B. Take the average of the manpower at the beginning of the year and the result of â€Å"A† above. C. Divide the number of employees resigned during the year by â€Å"B† above. In addition to the above you may go through the exit interview forms of the employees resigned and use information from the research. You may also contact a sample (10%) of the people who resigned 6 months or earlier, send them exit interview form again and see if the reason for change is the same as stated earlier. Further, you may redesign the exit interview form as questionnaire and send to the sample. CHAPTER 2DESIGN OF THE STUDYINTRODUCTION TO THE SUBJECTRecruitment is of the crucial roles of the human resource professional. The level of performance of an organization depends on the effectiveness of its recruitment function. Organization has developed follows recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned practical to attract more good talent to apply in the organizationRecruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. In this competitive global world and increasing flexibility in the labour market,  recruitment  is becoming more and more important in every business. Therefore,  recruitment  serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. Technically speaking, the functions of recruitment precedes the selection function and it includes only developing the sources of prospective employees and attracting them to apply for jobs in their organization. whereas selection is the process of finding out the most suitable candidates to the jobs out of the candidates attracted. STATEMENT OF THE PROBLEM:The company is facing a comparatively high rate of ATTRITION especially in its Reliance fresh stores, so a continuous recruitment of the eligible candidate is done to meet the standards. Moreover with the growth of the economy the company is also growing as many stores are being opened all ov er India so recruitment of right person with right skills for the right job has become very important. SCOPE OF THE STUDY:The scope of the study was extended to all the stores of Bangalore in Karnataka, India through calls and e-mails for the recruitment of customer service associates (CSA’s) of reliance retail. The main study was extended to the RELIANCE FRESH division at Richmond road, Bangalore. OBJECTIVES OF THE STUDY * To study the recruitment process involved in the organization. * To study the employees perception towards the recruitment process * To analyse the challenges faced by the organization in recruitment * To study the major reasons for high attrition rate in Reliance Fresh, Bangalore. a * To give suggestions for improvement of recruitment process in Reliance Fresh, Bangalore METHODOLOGY: The data was collected from the primary secondary sources. Tools and techniques for collection of dataPrimary data collection Primary data was collected from HR managers , Customer Service Associates(CSA’s) who are currently working at various stores of reliance fresh i n Bangalore and Ex-CSA’s through questionnaire and telephonic interview. Secondary data collection:Secondary data was collected through HRM books, journals  and internet. This data was graphically represented and analysed. The findings are summarized and suggestions have been made. SAMPLING PLANConvenience sampling was used. Sample size for this project was 100 which included 40 Customer Service Associates, 40 Ex-CSA’s and 20 HR managers of Reliance. PLAN OF ANALYSISSimple Percentages have been calculated on the basis of response received from questionnaire to analyse the data. LIMITATIONS OF THE STUDY: * The sample size may be comparatively small compared to the population and there are chances that it may not represent the whole population. * The time and cost factors may affect the size of the sample. Every possibility of biased user opinion * Most of the samples was collected during the office time. So there will be a chance of receiving some wrong responses due to workload from the respondentsOVERVIEW OF CHAPTER SCHEMEChapter 1: IntroductionThis chapter includes an introduction to HRM, recruitment process and challenges. Chapter 2: Design of the studyThis Chapter includes a brief introducti on of the subject background, statement of the problem, methodology, sampling plan, tools and techniques for collection of data, plan of analysis, limitations and an overview of chapter scheme. Chapter 3: Profile of the companyThis chapter contains a complete profile of the organization in terms of history, the nature of its business, products or services, its competitors, turnover, number of branches, staff pattern, vision , mission and values of Reliance retail with reference to research topic. Chapter 4: Analysis interpretation of data:The chapter contains an analysis of the primary data in tune with the objectives of the study. Each question is followed by explanations and inferences. The analysis is also supported by tables and graphs. Chapter 5: Summary Of Findings, Conclusions suggestions:This chapter provides a summary of the findings, conclusion drawn from the findings also suggestions. It would also contain the Bibliography AnnexureCHAPTER – 3PROFILE OF THE COMPANYThe India Retail industry is the largest among all the industries, accounting for over 10 per cent of the country’s GDP and around 8 per cent of the employment. The Retail Industry in India has come forth as one of the most dynamic and fast paced industries with several players entering the market. But all of them have not yet tasted success because of the heavy initial investments that are required to break even with other companies and compete with them. The India Retail Industry is gradually inching its way towards becoming the next boom industry. The total concept and idea of shopping has undergone an attention drawing change in terms of format and consumer buying behaviour, ushering in a revolution in shopping in India. Modern retailing has ente4red into the Retail market in India as is observed in the form of bustling shopping centres, multi-storied malls and the huge complexes that offer shopping, entertainment and food all under one roof. Retailing includes all activities involved in selling goods or services directly to final consumers for personal, non-business use. A retailer or retail store is any business enterprise whose sales volume comes primarily from retailing. Any organization selling to final consumers-whether a manufacturer, wholesaler or retailer-is doing retailing. It does not matter how the goods or services are sold (by person, mail, telephone, vending machine or internet) or services are sold (in store, on the street, or in consumer’s home). RELIANCE INDUSTRIES LTDThe Reliance Group, founded by Dhirubhai H. Ambani (1932-2002), is India’s largest private sector enterprise, with businesses in the energy and materials value chain. Group’s annual revenues are in excess of US$ 58 billion. The flagship company, Reliance Industries Limited, is a Fortune Global 500 company and is the largest private sector company in India. Backward vertical integration has been the cornerstone of the evolution and growth of Reliance. Starting with textiles in the late seventies, Reliance pursued a strategy of backward vertical integration- in polyester, fibre intermediates, plastics, petrochemicals, petroleum refining and oil and gas exploration and production –to be fully integrated along the materials and energy value chain. The Groups activities span exploration and production of oil and gas, petroleum refining and marketing, petrochemicals (polyester, fibre intermediates, plastics and chemicals), textiles, retail, infotech and special economic zones. Reliance enjoys global leadership in its businesses, being the largest polyester yarn and fibre producer in the world and among the top five to ten producers in the world in major petrochemical products. Major Group Companies are Reliance Industries Limited, including its subsidiaries and Reliance Industrial Infrastructure Limited. WORDS BY THE FOUNDER- â€Å"Growth has no limit at Reliance, I keep revising my vision. Only when you dream it, you can do it† | | | | | * * VISION:Through sustainable measures, create value for the nation, enhance quality of life across the entire socio-economic spectrum and help spearhead India as a global leader in the domains where we operate. MISSION Create value for all stakeholders Grow through innovation Lead in good governance practices Use sustainability to drive product development and enhance operational efficiencies. Ensure energy security of the nation Postal rural prosperity VALUES: Our growth and success are based on the ten core values of care, citizenships fairness honesty, integrity, purpose fullness, respect, responsibility, safety and trust. RELIANCE BELIEVES IN GROWTH THROUGH COMMITMENTS AND THEREFORE CARES ABOUT: Quality Research Development Health, Safety Environment Human Resource Development Energy Conservation Corporate Citizenships ABOUT RELIANCE RETAIL LIMITED Reliance Retail, Ltd. is a subsidiary company of  Reliance Industries. Founded in 2006 and based in  Mumbai, it is the second largest retailer in India. Its retail outlets offer foods, groceries, apparel and footwear, lifestyle and home improvement products, electronic goods, and farm implements and inputs. The company’s outlets also provide vegetables, fruits, and flowers. It focuses on consumer goods, consumer durables, travel services, energy, entertainment and leisure, and health and well-being products, as well as on educational products and services. SUBSIDIARIES OF RELIANCE RETAIL LIMITED Reliance Fresh  Ã¢â‚¬â€œ Retail Outlets of fruits, Vegetables Groceries. Reliance Digital  Ã¢â‚¬â€œ Consumer Electronics retail Store Reliance Jewels – Jewellery Reliance Time Out – Lifestyle store of Books, Music, Movies, Toys, Gaming, Fragrances, Stationary. Reliance Trends – Apparel and Clothing Reliance Footprints Limited Reliance Brand Limited Reliance styles India Limited Reliance Home Products Limited FOUNDED 29th of September 1988 As Chembur Patalganaga Pipelines Limited(CPPL) then in March it was rename as Reliance Industrial Infrastructure. HEADQUARTER Mumbai KERY PEOPLE Mukesh Ambani( CMD) With a vision to generate inclusive growth and prosperity for farmers, vendor partners, small shopkeepers and consumers, Reliance Retail Limited (RRL), a subsidiary of RIL, was set up to lead Reliance Group’s foray into organized retails. Since its inception in 2006, Reliance Retail Limited (RRL) has grown into an organization that caters to millions of customers, thousands of farmers and vendors. Based on its core growth strategy of backward integration, RRL has made rapid progress towards building an entire value chain starting from the farmers to the end consumers. Reliance Retail continued to expand presence of its value and specialty formats. During the year, Reliance Retail opened 90 new stores spanning across ‘value’ and ‘specialty’ segments. In-store initiatives, wider product choice and value merchandising enabled the business to achieve robust growth during this period. Its presence in the optics business is in partnership with Grand Vision. 51 new stores were added during FY:-11 taking the total presence to 100 stores across key markets in the country. The retail chain offers single brand optical products including Vision Express frames, lenses, contact lenses, sunglasses, solutions and accessories. For the very first time, consumers in India got the opportunity to experience Hamleys, which is considered to be the world’s most wonderful toy shop. The brand was launched in India with opening up of 2 stores during the year. Reliance Brands also announced exclusive licensing arrangement with two leading international brands: Steve Madden, a leading designer, wholesaler and retailer of fashion-forward footwear and accessories for women, men and children. Quiksilver, a leading outdoor sports lifestyle company to launch their core brands ‘Quiksilver’ and ‘Roxy’. Across India, reliance Retail serves over 2. 5 million customers every week. Its loyalty programme, ‘’Reliance One†, has the patronage of more than 6. 75 million customers. * Dhirubhai H. Ambani Founder Chairman Reliance Group December 28, 1932 – July 6, 2002 Dhirubhai Ambani founded Reliance as a textile company and led its evolution as a global leader in the materials and energy value chain businesses. He is credited to have brought about the equity cult in India in the late seventies and is regarded as an icon for enter prise in India. He epitomized the spirit ‘dare to dream and learn to excel’. The Reliance Group is a living testimony to his indomitable will, single-minded dedication and an unrelenting commitment to his goals. * PRODUCTS BRANDS The Company expanded into textiles in 1975. Since its initial public offering in 1977, the Company has expanded rapidly and integrated backwards into other industry sectors, most notably the production of petrochemicals and the refining of crude oil. The Company from time to time seeks to further diversify into other industries. The Company now has operations that span from the exploration and production of oil and gas to the manufacture of petroleum products, polyester products, polyester intermediates, plastics, polymer intermediates, chemicals and synthetic textiles and fabrics. The Company’s major products and brands, from oil and gas to textiles are tightly integrated and benefit from synergies across the Company. Central to the Company’s operations is its vertical backward integration strategy; raw materials such as PTA, MEG, ethylene, propylene and normal paraffin that were previously imported at a higher cost and subject to import duties are now sourced from within the Company. This has had a positive effect on the Company’s operating margins and interest costs and decreased the Company’s exposure to the cyclicality of markets and raw material prices. The Company believes that this strategy is also important in maintaining a domestic market leadership position in its major product lines and in providing a competitive advantage. The Company’s operations can be classified into four segments namely: Petroleum Refining and Marketing business Petrochemicals business Oil and Gas Exploration ; Production business Others The Company has the largest refining capacity at any single location. The Company is: Largest producer of Polyester Fibre and Yarn 5th largest producer of Paraxylene (PX) 5th largest producer of Polypropylene (PP) th largest producer of Purified Terephthalic Acid (PTA) and Mono Ethylene Glycol (MEG) * * HISTORY: * The Reliance Retail had to face various difficulties before the launch of Reliance fresh, because of the various circumstances prevailing in Orissa, West Bengal and UP, along with the news focusing on the dearth of vegetables and fruits stocks. The retail business of Reliance then minimized its exposures in vegetable and fruit business, as a result established Reliance fresh positioning a pure super market play focusing on various categories like IT, consumer durables, home FMCG and food. * The retail company of Reliance may not supply the vegetables and fruits in a few states, the Reliance Fresh decided to not race with local wholesaler’s party because of the political reasons as well as its incapability to maintain a healthy supply chain. * GROWTH: Reliance Industries Limited Growth is Life * The first ever Reliance Fresh store was established in Hyderabad, wherein the company, mainly focused on the fresh produced vegetables and fruits at comparatively low price along with an introduction of farm to fork theory. * This was the idea, which was anticipated by the company was to take the supply direct from the farmers and then sell straightaway to the consumers removing the middle-men off the beaten track. Reliance introduced several formats in the marketplace to cater to need s of common people, which includes Reliance Fresh, Reliance super, Reliance Footprint, Reliance Timeout, Reliance Jewels, Reliance wellness, Reliance Mart and Reliance Digital, to name a few. In addition to this, the Reliance Retail also entered into a treaty with Apple, which is a leading Information Technology company, to set up a series of Apple Specialty Outlets branded as 1Sotre, with its first ever store in Bangalore. * With an idea to produce inclusive prosperity and growth of farmers, consumers, small shopkeepers and vendor partners, Reliance Retail was set up in order to lead the foray of Reliance Group into an organized retail. A typical Reliance Fresh store is pproximately 3000-4000 square feet and caters to a catchment area of 2–3  km. After launch, in a dramatic shift in its positioning and mainly due to the circumstances prevailing in UP, West Bengal and Orissa, it was mentioned recently  in news dailies that Reliance Retail is moving out of stocking fruits and vegetable. Reliance Retail  has decided to minimise its exposure in the fruit and vegetable business. The company may not stock fruit and vegetables in some states. Though Reliance Fresh is not exiting the fruit and vegetable business altogether, it has decided not to compete with local vendors partly due to political reasons, and partly due to its inability to create a robust supply chain. This is quite different from what the firm had originally planned. When the first Reliance Fresh store opened in Hyderabad last October not only did the company say the store’s main focus would be fresh produce like fruits and vegetables at a much lower price, but also spoke at length about its â€Å"farm-to-fork† theory. The idea the company spoke about was to source from farmers and sell directly to the consumer, removing middlemen out of the way. Reliance Fresh, Reliance Mart, Reliance Digital, Reliance Trends, Reliance Footprint, Reliance Wellness, Reliance Jewels, Reliance Timeout and Reliance Super are various formats that Reliance has rolled out. In addition, Reliance Retail has entered into an alliance with Apple for setting up a chain of Apple Specialty Stores branded as I Store, starting with Bangalore. OPPORTUNITIES IN INDIAN ORGANIZED RETAIL SECTOR The opportunities in Indian organized retail sector are many for this sector is witnessing a boom. The Indian retail industry in amounted to US$ 200 billion in 2006, and out of this amount the amount the amount the Indian organized retail sector amounted to US$6. 4 billion. The opportunity in Indian organized retail sector can be judge from the fact that by 2010 it is expected to rise to US$23 . The Indian governments in 2005 allowed foreign direct investment (FDI) in single brand retail to 51%. These have opened up a lot of opportunities in India organized retail sector. In fact 325 departmental stores, 300 new malls and 1500 super markets are being built which shows the tremendous opportunities in organized retail sector in Indian have entered in. reliance industries limited is targeting for annual sale of US$25 billion by 2011. It is planning to invest US$6 billion in order to open 1,500 supermarkets and 1000 hyper markets. Bharti telecoms is palling a joint venture with Telco a global retail giant worth 750 million. CHALLENGES OF RETAILING IN INDIA In India the Retailing industry has a long way to go, and to become a truly flourishing industry, retailing needs to cross the following hurdles: * The first challenge facing the organized retail sector is the competition from unorganized sector. * In retail sector, Automatic approval is not allowed for foreign investment. * Taxation, which favors small retail businesses. * Developed supply chain and integrated IT management i s absent in retail sector. * Lack of trained work force. * Low skill level for retailing management. * Intrinsic complexity of retailing- rapid price changes, threat of product obsolescence and low margins. Organized retail sector has to pay huge taxes, which is negligible for small retail business. * Cost of business operations is very high in India. RECRUITMENT PROCESS AT RELIANCE RETAIL CUSTOMER SERVICE ASSOCIATES 1. Sourcing of Candidates 2. Interview Schedule 3 . Selected Candidates are registered. 4. Offer Generation 5. Joining Formalities 6. Training REGISTRATION OF CANDIDATE R Select R MTAS Recruiter Register Candidates-All the details are filled and registration no. is generated Again RMTAS Recruiter Enter Candidate Data-Save the details Now Interview Rating Sheet is filled and saved. RMTAS Offer Process Offer- Registration No. long with Store code is inserted. Requisition No and Position No. is inserted along with Date of Joining, Location, Grade and Salary are mentioned a nd offer is finally generated. After this medical details are maintained. PF form along with Application Form is printed Joining Formalities On Boarding CHAPTER – 4 ANALYSIS INTERPRETATION OF DATA TABLE NO. 1: Method Adopted by Reliance to Source Candidates | No. Of Respondents (HR Managers)| Percentage| Employee Referral| 4 | 20| Campus Recruitment| 2| 10| Advertising| 1| 5| Recruitment Agencies| 2| 10| Job Portals| 1| 5| Walk-In| 1| 5| All| 9| 45| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 20% of the HR managers adopted employee referral to source candidates, 10% adopted campus recruitment and recruitment agencies to source candidates and 5 % through walk Ins and advertisements and 45% adopted all methods to source candidates. CHART NO. 1: Method Adopted by Reliance to Source Candidates Inference: It can be inferred from the above chart that majority of HR managers adopted employee referral, campus recruitment, advertisements and walk in to source candidates which is good for the company in terms of selecting the right candidate for the job TABLE NO. 2: Type Of Recruitment Preferred in Reliance | No. Of Respondents (HR Managers)| Percentage| Internal Source| 5| 25| External Source| 5| 25| Both| 10| 50| TOTAL| 20| 100| Analysis: 5% of respondents felt that the type of recruitment preferred in reliance is from internal sources whereas another 25% felt it is from external sources but 50% felt that reliance prefers both external and internal sources to recruit candidates. CHART NO. 2: Type Of Recruitment Preferred in Reliance Inference: It is inferred from the above chart that majority of respondents felt that reliance fresh prefers both internal sources and external sources to recruit the right candidates which is highly appreciated TABLE No. 3: Tests Used During The P rocess Of Recruitment | No. f Respondents (HR Managers)| Percentage| Written tests| 5| 5| Aptitude Test| 2| 10| Personal Interview| 1| 5| Psychometric Test| 2| 10| All| 10| 50| Total| 20| 100| Analysis: It can be analysed from that above table that 5% of the HR managers uses written tests and PI to judge the candidates, 10% managers told that they use aptitude and psychometric tests to judge and 50% managers told that they conduct all the mentioned tests to judge the candidates. CHART No. 3: Tests Used During The Process Of Recruitment Inference It can be inferred from the above chart that HR managers in Reliance conduct all types of tests to judge the candidates capabilities before hiring them which is beneficial for the company. TABLE NO. 4: Factors Which Influence The recruitment Process in Reliance | No. Of Respondents (HR Managers)| Percentage| Based on experience| 2| 10| Based on qualification| 5| 25| HR Policies of the company| 4| 20| All The Above| 9| 45| Total | 20| 100| Analysis: It can be analysed from the above table that 10 % of the HR managers considers experience as one of the factors which influences recruitment process in Reliance while, 25% and 20% managers considers qualifications and HR policies of the company respectively as the important factors and 45% of them told that is based on all the above mentioned factors. CHART NO. 4: Factors Which Influence the recruitment Process in Reliance Inference: From the above chart, it can be inferred that candidates experience, qualifications and the HR policies of the company are the various factors which influences the recruitment process of Reliance. TABLE No. 5: Technological Support For The Process Of Recruitment | No. of Respondents(HR managers)| Percentage| Telephone| 4| 20 | Video Conferencing| 2| 10| Online Support| 14| 70| Any Other| 0| 0| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 70% of the HR managers use online support for the process of recruitment while 20 and 10% managers espectively told that it is also done through telephone and video conferencing. CHART No. 5: Technological Support For The Process Of Recruitment Inference: It can be inferred from the above chart that reliance uses online support in the process of recruitment which is helpful in recruiting the large mass of people without any chaos. TABLE No. 6: Time Taken By HR Managers to Fill The gap At Store Level | No. Of Respondents (HR Managers)| Percentage| 1day| 3| 15| 1-3 days| 14 | 70 | 7 days| 3| 15| -15 days| 0| 0 | TOTAL| 20| 100| Analysis: It can be analysed from the above table that 70% of the HR managers told that gap a t the store level is filled maximum within 1-3 days while 15 % of them told that it either takes 1 day or 7 days to fill the gap. CHART No. 6: Time Taken By HR Managers to Fill The gap At Store Level Inference: So it can be inferred from the above chart that HR managers hardly takes 1-3 days to fill the gap at store level which shows that their recruitment team is doing fine job. TABLE NO. 7: Back Out Percentage Of Candidates After Being Offered No. Of Respondents| %age| 1-5%| 16| 80| 5-10%| 3| 15| 10-15%| 2| 10| 15-20%| 0| 0 | TOTAL| 20| 100| Analysis: It can be analysed from the above table that 80% of the HR managers told that back out percentage of the candidates after being offered is 1-5% and 15% told that it is 5-10% while 10% managers told that is around 10-15%. CHART NO. 7: Back Out Percentage Of Candidates After Being Offered Inference: It can be inferred from the above chart that back out percentage of the candidates are between 1-5% after being offered which should be lessen in order to retain the employees. TABLE NO. 8: Biggest Challenge Faced By the organization in the process of recruitment | No. Of Respondents (HR Managers)| Percentage| Attrition| 16| 80| Availibility of manpower| 4| 20| Skilled people| 0| 0 | Salary Issues| 0| 0| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 80% of the HR managers consider attrition as the biggest challenge faced by the organization, while 20% of them told that availability of man power is also the problem that company faces. CHART NO. 8: Biggest Challenge Faced By the organization in the process of recruitment Inference: It can be inferred from the above figure, that the company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth. TABLE NO. 9: Most Important Reason For Attrition | No. Of Respondents (HR Managers)| Percentage| Lack of proper Work environment| 0| 0| Remuneration is not according to skills| 9| 45| Lack of job rotations| 6| 30| No lateral or vertical growth| 0| 0| lack of motivation| 0| 0| Salary and cut throat competition| 5| 25| TOTAL| 20| 100| Analysis: It can be inferred from the above table that 45% of the managers feels remuneration is the most important reason for attrition, 30% of them told that lack of job rotation is must be the important reason for attrition while 25% of them told that salary and cut throat competition is the most important reason for attrition. CHART NO. 9: Most Important Reason For Attrition Inference: It can be inferred from above chart that according to the HR managers of reliance the remuneration along with the salary and cut throat competition are the most important reason for attrition in the company. TABLE NO. 10: Solution For attrition in the Organization | No. of Respondents(HR Managers)| Percentage| Bring the challenges in the work environment| 4| 20| Provide development and skill training| 8| 40| Tackle and solve employees issues in real time| 7| 35| Create a preference based reward system| 1| 5| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 40% of the HR managers believe that providing development and skills training to the employees can be the solution for attrition, 35% of them told that tackling and solving the employees issues in real time can be the solution while 20% of the managers suggested that bringing some changes in the work environment can be helpful and 5% thinks that creating a performance based reward system can be the solution for attrition. CHART NO. 0: Solution For attrition in the Organization Inference: It can be inferred from the above chart that attrition can be controlled if the company provides development and skills training to the candidates and also if they start solving employees issues in real time. TABLE NO. 11: Working duration of CSA’S in the organization | No. Of Respondents(CSA)| Percentage| Less than 6 months| 7| 17. 5| More than 6months| 15| 37. 5| 1 year| 10| 25| More than a year| 8| 20| TOTAL| 40| 100| Analysis: It can be analysed from the above table, that 37. % of the CSA’s are working in the company for more than 6 months but less than a year, 25% of them told that they are working from past one year, 17. 5% of the CSA’s told they are working from last 6 months and only 20% of the CSA’s are in the organization for more than a year. CHART NO. 11: Working duration of CSA’S are working in the organization Inference: It can be inferred from above chart that only 20 % of the CSA’s are in the organization for more than a year and so it is necessary for the company to take some steps in order to retain the employees for a longer period of time. TABLE NO. 12: Information about the vacancy in the organization | No. Of Respondents(CSA)| Percentage| job Portals | 3| 7. 5| Reference| 8| 20| Leaflets| 4| 10| Advertisements| 5| 12. 5| Word Of Mouth | 20| 50| Any other Please Specify| 0| 0| TOTAL| 40| 100| Analysis: It can be analysed from the above table that 7. 5% of the CSA’s came to know about the vacancy in the organization from job portals, 20% of them told they came from reference, 10% told they got leaflets, 12. % came to know through advertisements and 50% of the CSA’s told that they came here by listening from their friends and relatives. CHART NO. 12: Information about the vacancy in the organization Inference: It can be inferred from the above that most of the people come to know through family and friends which is good but the company should do more advertisement to attract large number of people. TABLE NO. 13: Time Spent by CSA’s For the process of recruitment | No. Of Respondents(CSA)| Percentage | Less than 1 Day| 5| 12. 5| 1 Day| 5| 12. 5| 1-2 days| 25| 62. 5| More than 3 days| 5| 12. | TOTAL| 40| 100| Analysis: It can be analyzed from the above table that 12. 5% of the CSA’s told it takes less than a day to complete the whole process 12. 5 of them told that it takes 1 day and 3 days respectively and 62. 5 % of the CSA’s told that it takes 1-2 days in the whole process of recruitment. CHART NO. 13: Time Spent by CSA’s For the process of recruitment Inference: It can be inferred from the above chart that the candidates have to spend more than one whole day during the entire process of recruitment. TABLE NO. 14: Problems faced by CSA’s during the process of recruitment No. Of Respondents(CSA)| Percentage| Communication| 5| 12. 5| Documents Required| 10| 25| Time Involved | 20| 50| Managers Behavior| 2| 5| Any Other Please Specify| 3| 7. 5| TOTAL| 40| 100| Analysis: It can be analysed from the above figure that 12. 5% of the CSA’s considers communication as one of the problem faced by them at the time of recruitment 25% of them told documents required is one of the problem , 5% told managers behaviour and 50% of the CSA’s considers time as the biggest problem they come through while recruitment. CHART NO. 14: Problems faced by CSA’s during the process of recruitment Inference: It can be inferred from the above chart that the time involved is the biggest problem faced by CSA’s during the process of recruitment which needs to be shorten. TABLE NO. 15: Satisfaction level of CSA’s with the recruitment Process | No. Of Respondents(CSA)| Percentage| Highly Satisfied| 5| 12. 5| Satisfied| 15| 37. 5| Neutral| 18| 45| Dissatisfied| 2| 5| Highly Dissatisfied| 0| 0| TOTAL| 40| 100| Analysis: It can be analysed from the above table that 12. % are highly satisfied with the recruitment process, 37. 5% respondents are satisfied, 45% is neither satisfied nor dissatisfied and 5% respondents are dissatisfied with the recruitment process in Reliance Fresh. CHART NO. 15: Satisfaction level of CSA’s with the recruitment Process Inference: It can be inferred from the above chart that majority of CSA’s are neither satisfied nor dissatisfied with the recruitment p rocess. None of the CSA’s are highly dissatisfied with the process still there is scope for improvement of recruitment process in reliance fresh. TABLE NO. 6: Working duration of Ex-CSA’s in the organization | No. Of Respondents(Ex-CSA’s)| Percentage| Less than 6 months| 10| 25| More than 6 months| 18| 45| 1-2 years| 7| 17. 5| More than 2 years| 5| 12. 5| TOTAL| 40| 100| Analysis: It can be analysed from the above figure that 45% of the Ex-CSA’s told they have worked for more than 6 months, 17. 5% of them have worked for 1-2 years, 25% have worked for less than 6 months and 12. 5 % Ex-CSA’s have worked for more than 2 years. CHART NO. 16: Working duration of Ex-CSA’s in the organization Inference It can be inferred from the above chart that majority of CSA’s have worked for more than 6 months,  Ã‚  which implies the need to change the HR policies and practices to improve employee retention. TABLE NO. 17: Main Reason Behind Leaving the Organization | No. Of Respondents (Ex-CSA’s)| Percentage| Higher Studies | 3| 7. 5| Got Good Opportunity Somewhere Else| 12| 30| Due to Salary| 23| 57. 5| Behavior Of The Store Manager| 2| 5| Any Other, Please specify| 0| 0| TOTAL| 40| 100| Analysis: It can be analyzed from the above that 7. % of the Ex-CSA’s have left the organization due to higher studies, 30% have left because they got good opportunities somewhere else, while 5% have left the store due to bad attitude of the store manager and 57. 5% of Ex-CSA’s told that they have left the organization because they are not satisfied with the salary they are getting. CHART NO. 17: Main Reason Behind Leaving the Organization Inference: Therefore it can be inferred from the above chart that most of the CSA’s have left the company due to salary. They are paid but they are not satisfied with the amount they are getting. TABLE NO. 18: Awareness Of Job Profile at the time of joining | No. Of Respondents(Ex-CSA’s)| Percentage| YES| 30| 75| NO| 10| 25| TOTAL| 40| 100| Analysis: It can be analyzed from the above table that 75% of the Ex-CSA’s were aware of the job profile at the time of joining while 25% of them are not aware before joining. CHART NO. 18: Awareness Of Job Profile at the time of joining Inference: It can be inferred from the above that all the candidates should made aware about the job profile at the time of joining. TABLE NO. 19: Work Environment is good or not | No. Of Respondents(Ex-CSA’s)| Percentage| YES| 20| 50| NO| 20| 50| TOTAL| 40| 100| Analysis: It can be analysed from the above table that 50% of the Ex-CSA’s found the work environment good but 50% of the Ex-CSA’s told that it is not that good. CHART NO. 19: Work Environment is good or not Inference: It can be inferred from the above chart that work environment is neither very good nor very bad so it can be improved and made more comfortable for working. TABLE NO. 20: Willingness to rejoin the organization | No. Of Respondents(Ex-CSA’s)| Percentage| NO| 35| 87. 5| YES| 5| 12. 5| | 40| 100| Analysis: It can be analyzed from the above table that 87. 5% of the Ex-CSA’s are not willing to rejoin the organization while only 12. 5% of them told that they can join the organization if they will get the opportunity. CHART NO. 20: Willingness to rejoin the organization Inference: It can be inferred from the above chart that most of the left employees will not join the organization again but few can join if they will get the opportunity. CHAPTER-5 FINDINGS, CONCLUSIONS SUGGESTIONS SUMMARY OF FINDINGS From the above data analysis and interpretation, following are the findings: To study the recruitment process involved in the organization. * Reliance follows a particular process for recruitment which is good and is according to the HR policies of the company. * Reliance adopts different processes like employee reference, walk-ins, advertisements for sourcing the candidates which is good in terms of selecting the right candidate for the vacant position. * Reliance uses both the internal and external sources to recruit the candidates. * Reliance uses aptitude tests, written tests, personal Interviews and Psychometric tests to judge the candidates before hiring them. Reliance recruits the candidates based on their experience and qualifications along with the HR policies they have adopted. * To analyse the challenges faced by the organization in recruitment. * HR managers in reliance hardly takes 1-3 days to fill the gap at store level which shows that their recruitment team is doing good job. * It is found that back out percentage of the candidates after being offered is between 1-5% ,which should be lessen in order to retain the employees. * It is also found that the company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth. It is also found that according to the HR managers the remuneration and cut throat competition are the most important reason for attrition in the company. * It is also found that attr ition can be controlled if the company provides development and skills training to the candidates and also if they start solving employees issues in real time. * To study the employees perception towards the recruitment process * It is found that very few CSA’s are working in the organization for more than one year and so necessary measures are need to be taken in order to retain the employees for a longer period of time. It is also found that most of the employees come to know about the vacancies in the organization through their family and friends which are good but the company should do more advertisement to attract more people in large number. * It is also found that the candidates have to spend lots of time for the entire process of recruitment. * It is also found that the time involved is the biggest problem faced by CSA’s during the process of recruitment. * It is also found that CSA’s views are neutral towards the recruitment process so it can be improve d and can be made more appropriate. * To study the major reasons for high attrition rate in Reliance fresh * It is found from the analysis that majority of the CSA’s have worked for more than six months and then left the company because they want hike in their salary. * Therefore, it can be inferred that most of the CSA’s have left the company due to salary. * It is also found that work environment is neither very good nor very bad so it can be improved. * It is also found that most of the Ex-CSA’s will not join the organization again but only very few can join if they will get the opportunity. CONCLUSION Human resources are the most critical assets of any organization as the organization’s success lies in their hands. Recruitment is an important part of an organization’s human resource planning and their competitive strength. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company and eventually decide whether they wish to work for it. High quality employees cannot be selected when better candidates do not know of job openings. From my study, it can be concluded that reliance has an effective recruitment and selection process but some improvement still can be done. The process is successful in bringing the right person to the right place as the selection process is strict and ensures that best talent is brought to the company. Reliance hires the employees based on their qualification and experience according to the HR policies which is appreciable. The company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth and reduce the recruitment cost. The major reason for high attrition rate is compensation. Employees working at reliance fr How to cite Reliance Fresh, Papers

Helter Skelter Essay Research Paper PIG free essay sample

Helter Skelter Essay, Research Paper PIG was the word smeared in blood on the door at 10050 Cielo Dr. on August 8, 1969. Beyond the door lay the organic structures of Sharon Tate, Abigail Folger, Voytek Frykowski and Jay Sebring all with multiple pang lesions and slug holes. A twosome of them had electrical cords around the cervixs and were hanged from the balks of the Tate abode, the remainder of the house had blood on the ceiling, blood on the walls, and blood on the floor. The undermentioned dark at 3301 Waverly Dr. came the find of more organic structures, more mutilation and more blood. Along with these were more blood written messages this clip WAR was carved into the tummy of Leno LeBianca, on the life room wall was DEATH TO PIGS, on another wall in the life room was the individual word RISE. And besides was the words HEALTHER SKELTER ( wrong spelling of the Beatles vocal Helter Skelter ) on the icebox door. A few hebdomads prior to these murders was the slaying of Gary Hinman killed in the same manner as the others and the message written in his blood read POLITICAL PIGGIES. These barbarous slayings brought about an terminal to the Summer of Love that was traveling on in San Francisco. The adult male responsible of these slayings was born no name Maddox on November 12, 1934 in Cincinnati, OH to a 16-year old cocotte. He eventually received his name of Charles Milles Manson after his female parent took one of her many lovers to tribunal and won the kid support amount of five dollars a month support for Manson. His male parent neer came in to reach with Charles. Charles lived with his ma until he was five old ages old and his female parent was sent to imprison on a charge of strong armed robbery. Charles packed and moved in with his really spiritual aunt and an uncle who dressed Charles in a frock for his first twenty-four hours of school in order for him to move like a adult male alternatively of the pantywaist that he was, in his uncle s words. Three old ages subsequently his ma was paroled and Charles went back to populate with her, although she was an alcoholic and was known to go forth Charles with neighbours for hebdomads at a clip without any contact from her. It is rumored that his ma one time traded him for a hurler of a beer at a local saloon. Manson was sent to a place for male childs in which escaped from subsequently he was picked up on robbery charges and this form of him get awaying places, was even put in the Omaha Home for Boys. Being sent right back to them continued until approximately age 13 when he was sentenced to three old ages in a reform school where the guards and other inmates allegedly assaulted Manson sexually until he and two other inmates escaped. They were headed westward until they were picked and sentenced to federal gaol clip for driving stolen autos over province lines. First he was put in a minimum security subdivision of the prison until he held a razor blade to another inmates cervix and threatened to kill him. After a few other onslaughts on fellow inmates Manson wa s transferred to a higher security subdivision of the prison. After being transferred Manson, became an ideal captive and was paroled for good behaviour in the summer of 1954. In the autumn of 1955 Manson was sentenced to five old ages probation but skipped his tribunal day of the month and had his probation revoked. Picked up in Indiana he was sent to a Federal Prison in California but subsequently released on probation merely to return once more for pandering. While in gaol he was given an IQ trial and on which he scored a 121. Paroled one time once more in March of 1967 he headed to San Francisco where it was the Summer of Love. The streets were full of runaway childs and all of them hungry to hear any penetrations or any message that was traveling on out at that place. Upon his arrival Manson appeared really magnetic to the immature people pulling both work forces and adult females of the white race to follow him and follow him they did. Some tidal bore to follow him were like Mary Brunner, a college alumnus, others were like Susan Atkins and Robert Beausoleil and had experiences with Satanic cults. Manson along with his Family drifted throughout California with the population of the Family making approximately 50 at its highest. While making this rolling through the province Manson became obsessed with the Beatles vocal Helter Skelter. He was convinced that this vocal was foretelling a race war that was coming every bit shortly as the inkinesss reached the point at where they have been driven to force and would ensue in the Whites being annihilated, which would go forth Manson and his Family to be the swayers. On October 13, 1968, the organic structures of Nancy Warren and her 64-year old grandmother were found ceremonially tortured and killed, suspected to be the first victims of the Family. Two months subsequently on December 30, 17-year old Marina Habe was abducted and killed in a similar manner, this slaying was besides linked to the Family. Next on May 27, 1969 64-year old Darwin Scott was found hacked to decease and pinned to the floor with a meatman knife in his flat, this slaying was besides linked to the Family. Between July 27 to August 26 of 1969 the Family is suspected of at least nine slayings. Seven of those are the events at the Tate abode and the LaBianca abode. Manson was charged with seven counts of first grade slaying for the Tate/LaBiance slayings and two more for the slayings of Gary Hinman and Donald Shorty Shea along with that is one charge of confederacy to perpetrate slaying. At the test the media made it into a circus, with them traveling every bit far as naming Manson everything from Satan to the most evil adult male in America and so on. This sparked a batch of attending and made this into one of the most memorable events of this century. During the class of the test Manson shaved his caput and carved a Hakenkreuz into his brow, his followings did the same. Manson was found guilty of all of these charges and was sentenced to the gas chamber but subsequently had it changed to life when California dropped capital penalty. Even today Manson still maintains the fact that he is guiltless and there are those that agree with him and those who do non. It can be argued to liberate him or to maintain him in prison but Manson says it best himself, Prison s in your head..Can t you see I m free?