Junior Managers Program - Free Essay Example

Sample details Pages: 5 Words: 1372 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Essay any type Did you like this example? Junior Managers Program The Junior Managers Program (JMP) is the most-prestigious program run by Bosch for mid-level managers. It is aimed at nurturing MBAs from the Top 20 B-Schools who are likely to be tomorrowà ¢Ã¢â€š ¬Ã¢â€ž ¢s Bosch executives for accelerated international careers. Challenging projects, responsibilities, a global network as well as intensive on- and off- the job training help the associates prepare for senior management responsibilities early in their career. Don’t waste time! Our writers will create an original "Junior Managers Program" essay for you Create order This 24-month rotational program, modelled after a training program in Germany, has produced many top executives over the past 30 years. à ¢Ã¢â€š ¬Ã…“The JMP is an excellent program for those people who have a strong learning orientation and like new challenges, Bosch being the huge MNC that it is, never fails to keep raising the bar for employees who want to keep growing and learning. Technical Managers Training Technical Managers Training is especially targeted at associates hired from top ranking engineering colleges. It aims to strike right balance of theoretical and practical subject matter ensuring optimum à ¢Ã¢â€š ¬Ã‹Å"real world application for various workshop needs. At Bosch, it is believed that a technician who has the ability to diagnose problems quickly and accurately increases the efficiency of the workshop, gives greater customer satisfaction and in turn results in greater profit. Fitting the right person to the right job is the key to success here. Growth o pportunities and the constant learning that such initiatives have to offer have helped Bosch Limited build a reputation for talent management, helping it attract the best candidates on campus apart from retaining and nurturing them. This culture prompts associates to deliver beyond expectations, by working and contributing to the best of their ability. Bosch Vocational Centre By bridging the gap in the technical talent space, Bosch Limited has managed to succeed where others fail. The need for skilled manpower has given rise to the need for vocational training. To cater to this need, Bosch Limited has a full-fledged training centre to bridge this gap and develop a reservoir of skilled personnel required to produce quality products on sophisticated machines. Apprentices straight out of matriculation are recruited and trained at this state-of- the-art vocational centre famously referred to as the Bosch Vocational Centre. On an average Bosch in India hires around 150 graduate apprentices a year. These apprentices are given ample amount of training along with a stipend. At the end of the course they are mostly absorbed on the payrolls of the company. By hiring them young, Bosch is able to mould them and infuse in them the Bosch culture as well as the habit of delivering and maintaining high quality standards. At its training centres in Bangalore, Nashik, Naganathpura and Jaipur, Bosch provides hands on training experience. These apprentices are guided by industry experts in the latest curriculum as per industry needs. Young engineering graduates receive exposure to training programs that are in line with the requirements of the industry. At these facilities, training is also provided to existing associates and business partners on the latest in technology and Bosch standards of production. Talent Retention BMS An organization that focuses on nurturing talent also runs the risk of losing it. Every time associates retire, the company loses valua ble expertise. Bosch wants to utilize the experience of retired executives and offer them the option of a à ¢Ã¢â€š ¬Ã…“second career.à ¢Ã¢â€š ¬Ã‚  Bosch Management Services makes use of the skills of retired associates aged between 60 and 75. These resources are paid a consultancy fee, which is lower than what is paid to external consultants. This gives the company the benefits of getting access to a ready and trained talent pool at short notice. The knowledge bank that this initiative gives Bosch access to is phenomenal since each of the consultants have three to four decades of work experience at Bosch and know the company thoroughly. This helps smoothen workload management and allows ex-employees to cope better with aging and retirement. Total Rewards Bosch has scaling system from 1-5 which rates performance 1 being given for best performance and 5 for below average performance. The ratings given to people is relative within a team. That is, a rating of 2 is given to not more than 2 people in the same team. The bonuses are attached to this rating and the employees are rewarded according to their salary band. The employees also get a percentage of the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s profit when the company performs really well. Fair Compensation At Bosch they conduct regularly a market study to understand better, the salaries offered in the market. Salaries are compared against salaries in the industry and individual performance is evaluated each year to offer fair and competitive salaries to all employees. Our Employee Suggestion Scheme Bosch welcomes employee ideas. Suggestions that deliver results, such as optimized processes, waste elimination, improved product quality or relating to health safety and environment, are rewarded with bonuses of up to Rs. 60,000. The success we have demonstrated in gathering associatesà ¢Ã¢â€š ¬Ã¢â€ž ¢ ideas and putting them into practice has helped us reduce costs in a large number of areas over the years. Support for Miscellaneous Tasks: at the workplace We want to support our associates also in their extra-work duties. Thatà ¢Ã¢â€š ¬Ã¢â€ž ¢s why in some sites we offer dedicated services such as laundry, home appliances repair, or tailoring at attractive low prices. Moreover, through this service our associates donà ¢Ã¢â€š ¬Ã¢â€ž ¢t have to care anymore about duties such as payments of bills, policies and fines, courier, booking movie tickets or even shopping for basic groceries. Our benefits programs are flexible, competitive and comprehensive. They are structured so that you can make the choices that make sense to you and your family at that point in time. Our comprehensive coverage includes deputation with family, medical coverage, and different sorts of life insurances that will benefit your family, along with all the other standard compensations and benefits. The difference is that we care. Talent Retention: Reference: https://www.hrmagazine.co.uk/hr/i nterviews/1014824/interview-andrew-castle-hr-director-bosch#sthash.0lcqCmRr.dpuf Business Verticals of Robert Bosch: Mobility Solutions Consumer Goods Industrial Technology Energy and Building Technology The company that we studied was Bosch India Pvt Ltd., which has the following structure: The HR vertical in Bosch has the following functions: Communication Knowledge Management Organisational Development Manpower Inventory Training and Development Performance Management Employee Potential Development Recruiting: One of the main functions in HR being recruiting, is done through the following process. First, they set their long term strategies (say for 3-5 years) They forecast the manpower needed to achieve the strategy Then they check the actual numbers and compare it with the forecast These numbers are distributed based on lower, middle and upper management The staffing need is then accounted for the headcount fluctuation, backfill, additional needs from MA projects etc. Finally, the total number of people required for every level is ascertained Then they go through a recruiting process which is typical recruiting process conducted for engineers which starts with an aptitude test and then a technical test followed by an interview to test the candidateà ¢Ã¢â€š ¬Ã¢â€ž ¢s technical and inter-personal skills. This is a campus recruitment process; the process of recruiting middle and higher-level management will be different though. For middle level management, there are different methods in which the candidates are selected that are discussed in another section. One interesting fact about Bosch is that they very rarely recruit for a higher-level management post; under unavoidable circumstances. This is because, Bosch believes in long term association with the employees and those who are in the higher posts are generally the ones who got promoted. Bosch also believes that these employees are the ones that understand the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s position better and can take better decisions. The career ladder in Bosch looks like this: Manager of Self Manager of Others Manager of mangers Function Manager Business Manager Group Manager Enterprise Manager Bosch emphasizes on potential than on performance. The definition of à ¢Ã¢â€š ¬Ã…“potentialà ¢Ã¢â€š ¬Ã‚  in the Bosch group is: à ¢Ã¢â€š ¬Ã…“Development potential is the ability of the manager to successfully cope with tasks which have not yet been assigned to him/herà ¢Ã¢â€š ¬Ã‚  They believe that a clear definition of potential is necessary to align the understanding between silos in the organization. Performance is contextual and it is indicative of potential. High performance doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t translate to leadership potential.

Gender Roles Of Women s Roles - 971 Words

Male acceptance. Transforming Gender. Women’s Roles in Society. Why are men always in power? Or is that we just assume that they have power? In recent years, the roles of women have changed greatly in American society. For example, women have earned more power in education, the workplace and especially the military (Cordes). Yet, when it comes to women being fully integrated in the military, many males still question female competency. This situation needs to be addressed because women are physically, emotionally and socially suitable to experience complete military integration. Performances of women serving in the U.S military in the wars of Afghanistan and Iraq demonstrate that women are capable of serving competently with men in combat†¦show more content†¦Can women endure the physical and physiological rigors of sustained combat operations, and are we willing to accept the attrition and medical issues that go along with integration? The standards for enlisting i n military infantry positions are as high as possible to ensure that we can create soldiers that are â€Å"perfect† and can ensure safety for their peers in combat. There are men and women who are not able to meet these standard, but there are also men and women who are highly capable of meeting and/or exceeding these standards. While some individuals feel that the physical differences between men and women in combat would put our military at a disadvantage, evidence and logic prove that they are misinformed. Leadership Diversity Commission s 131-page draft report, entitled From Representation to Inclusion: Diversity Leadership for the 21st-century Military, offers a plethora of recommendations to address the supposed need for broader diversity in the military, its most widely publicized prescription is encapsulated in a small section (pages 74-77) recommending that women be allowed to serve in combat in order to create a level playing field for all qualified service members. (Bohon) Women in combat are able to fulfill many front-line jobs already, and they are not at any higher risk of death than a male soldier in combat, Women should have the right to fight at the same level as theirShow MoreRelatedThe Role Of Gender And Women s Roles845 Words   |  4 PagesThe Role of Gender (women and men) in two societies The role of men and women are really different to each other. In the past, gender roles had always been a major controversy, which made the biggest impact on our world today. 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The original creator of Malibu Stacy teams up with Lisa to create Lisa Lionheart to create a positive influence for young girls. This episode raised a lot of questions regarding gender roles and stereotypes. Gender stereotypes are prominent in today’s life style. Per gender stereotypesRead MoreWomen s Media And Gender Roles1492 Words   |  6 Pages Women have been attacked in society through the media. Mass media are a reflection of society informed by particular power and values (Stirinati, 2006). Although the representation of women is not a copy of reality, mass media act as image and message,’ should be’ a reflection or representation of society (Hollows, 2000). This contributes to condemn gender role in the media and in real society, which leads women t o be annihilated and limited in the media. In 1978, Gaye Tuchman called women’s in

Knee Arthroscopy Free Essays

KNEE ARTHROSCOPY Procedure Steps: 1. The surgeon marks the anteromedial and anterolateral joint lines and portal positions with a skin marker. 2. We will write a custom essay sample on Knee Arthroscopy or any similar topic only for you Order Now The skin areas for portal placement are infiltrated with local epinephrine. If the knee has an effusion, the surgeon aspirates it with a 16-gauge needle on a 60ml syringe, followed by injection of a small amount of distending fluid. 3. After a small stab incision with a #11 or #15 knife blade, the surgeon inserts the irrigation cannula and trocar into the lateral suprapatellar pouch near the superior pole of the patella. Lactated Ringer’s or normal saline solution is connected to the cannula and the joint is distended using gravity or a pressure-sensitive arthroscopy pump. 4. A stab incision is then made laterally or medially 2-3 mm above the tibial plateau or patellar tendon at the joint line. A sharp trocar and sheath are inserted through the stab wound and just through the capsule. 5. A blunt trocar is used to pass the sheath into the knee joint. The surgeon removes the trocar and inserts a 30 or 70 degree scope into the sheath. The light source and video camera are connected to the scope. 6. The inflow may remain in the suprapatellar area, and the tubing is connected to the arthroscope, or the position may be reversed. 7. A spinal needle can be introduced under direct vision to determine the best angle for an opposite portal for insertion of probes and operative instruments. The cruciates and menisci are probed to determine integrity and tears. 8. The scope is moved to the opposite portal to facilitate complete examination. 9. The joint is irrigated periodically and at the end of the procedure to maintain good visualization and clear the joint of blood and tissue fragments. 10. Necessary repairs are made using special arthroscopic instruments, drills, shavers, or implants. 11. The surgeon closes the portals with nylon or undyed polyglactin suture and ? inch wound closure strips. 12. Local of surgeon’s choice (usually with epinephrine 1:200,000) may be injected intraarticularly to minimize bleeding and postoperative pain. Vaginal Hysterectomy Procedural Steps: 1. A patient is placed in lithotomy position, prepped and draped. 2. A weighted speculum is placed in the vagina for exposure. 3. A uterine tenaculum is passed to grasp the cervix and two hand held retractors are placed for additional exposure. . The anterior vaginal wall is opened with a transverse incision in the vesicovaginal layer of fascia. Space between vaginal wall and cervix is opened. 5. Bladder is dissected off the cervix and lower uterine segment anteriorly. Bladder is advanced on the cervix to vesicouterine fold. 6. Posterior vaginal wall is mobilized off the cervix by extending tran sverse vaginal skin incision posteriorly to encircle cervix. Cul-de-sac is entered and the incision extended to the ligaments, clamped, ligated, and incised at their attachment to the cervix. 7. Uterosacral ligaments are exposed, clamped and doubly ligated bilaterally at their attachment to the cervix. Uterine vessels are clamped, incised, and ligated. 8. Bladder is retracted upward and cervix pulled downward. Peritoneal cavity is opened and uterine body is grasped, marking suture is placed on peritoneum. 9. Peritoneal incision is extended laterally until the anterior surface of uterine body can be delivered. Ovaries and tubes are inspected to determine if they need to be removed. 10. Round, ovarian, broad ligaments and fallopian tubes are clamped and ligated. This is done bilaterally. Mobilization of the uterus continues until it is completely free. The uterus then is removed as the specimen. 11. Next the bladder flap is closed with a 2-0 absorbable suture then the peritoneum also with a running absorbable suture. 12. Excess peritoneum is dissected to a point in front of the rectum. Edges are approximated in the midline and sutured. 13. Additional sutures are placed anterior to the rectum to provide additional strength and support of the vaginal vault. 14. Peritoneal cavity is closed with a purse string suture. How to cite Knee Arthroscopy, Essay examples

The 1992 Los Angeles Riots free essay sample

Discusses the view that the 1992 L.A. riot was composed of two inter-related but significantly different riots. The first was sparked by rage in South Central, the second, more expensive one, occurred in the Latino Mid-City. INTRODUCTION In April 1992 Los Angeles experienced the worst riot in an American city when the first of the juries trying the police officers accused of beating motorist Rodney King acquitted those officers. This was the second major riot in Los Angeles, the first being the Watts Riot in the mid-1960s. After the earlier riot, city officials promised that they would find ways to bridge the gap between the black and white communities and reduce cross-cultural tensions in the city. Tensions between the races and among different ethnic groups continued, however, and exploded once more in the 1992 riot. Those tensions have diminished somewhat in the city, but they have not disappeared, nor have the underlying causes been fully addressed. We will write a custom essay sample on The 1992 Los Angeles Riots or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This leaves it an open question whether these tensions might erupt once more.