Exam Review - 2016 Words

Review Exam 2 1. Planet X has a radius 3 times larger than the earth’s radius. How does this planet’s volume compare to Earth’s volume? a. The volume is 3 times larger than the Earth’s radius. b. The volume is 1/9 the Earth’s radius. c. The volume is 27 times the Earth’s Radius. d. The volume is 1/27 times the Earth’s radius. 2. The moons X and Y orbit 2 different planets. They have the same orbital velocity, but the distance of X from its planet is 2 times the distance of planet Y from its planet. Which planet has more Mass? PLANET X 3. The Earth’s average density is 5.5 kg/L. A planet discovered orbiting another star has an average density of 3.2 kg/L. What does this tell us about this planet?†¦show more content†¦ANSWER: Outer Planets are Terrestrial and the Inner Planets are Jovian. This is because the temperature is lower at the center of the protoplanetary disk in this scenario and in this case OUTSIDE the frost l ine actually means that it gets hotter the farther away, and so water would melt outside this water line and the outer planets would be Jovian. 12. If we find a Jovian planet inside the frost line of a star, what can we assume about its formation? Jovian Planets can only form outside the frost line, so it must have moved inward. We assume it has moved in because it could not have formed there. 13. Seismic Waves inside the Earth . Cannot travel through liquids . Travel at different speeds in materials of different densities or compositions and change direction as they move from one material to another. . Travel in straight lines with speeds that change as the waves move through materials of different densities or compositions. . Always travel in a straight line at a constant speed. 14. The Earth’s interior received its heat energy from the impacts of planetesimals and from radioactivity. This heat and energy is gradually radiating into space. As the Earth’s interior continues to cool, we can expect that, in the distant future, . The entire interior will become one homogeneous solid. . The mantle will become molten while the core willShow MoreRelatedreview exam4259 Words   |  18 Pagesï » ¿Fin 3010 Dr. Michello Summer 2007 Practice Problems Expected dividend yield Answer: a EASY i. If D1 = $2.00, g (which is constant) = 6%, and P0 = $40, what is the stock’s expected dividend yield for the coming year? a. 5.0% b. 6.0% c. 7.0% d. 8.0% e. 9.0% Expected return, dividend yield, and capital gains yield Answer: e EASY ii. If D1 = $2.00, g (which is constant) = 6%, and P0 = $40, what is the stock’s expected capital gains yield for the coming year? a. 5.2% b. 5Read MoreFinal Exam Review1463 Words   |  6 PagesComm 1332 Comprehensive Exam Review To thoroughly prepare for your exam, the following review process is recommended: 1. Review lecture notes and powerpoint files for each chapter (copies on webct). 2. Practice OUTLINING (coordinating and subordinating: framing main point/subpoint/sub-subpoint information). 3. Finally, specific knowledge of the following will prove useful: 1. The 3 purposes of public speaking To inform, to persuade, to entertain 2. The 9 elements that affect publicRead MoreReview For Exam 22476 Words   |  10 Pagesï » ¿ Women and Crime CCJ 4670 REVIEW FOR EXAM 2 Review the Key Terms at the end of each chapter. Lecture 5 – Delinquency across the Life Span 1. Describe Claussen’s classic study of children of the Great Depression and its findings. 2. Define â€Å"turning point.† -involves a gradual or dramatic change which may lead to a modification, reshaping, or transition from one state, condition, or phase to another 3. Describe the various explanations for the age of desistance from crime. As age increasesRead MoreExam 1 Review1937 Words   |  8 Pages12345) Mid-Term Exam – Review Questions 1) All of these are pitfalls an organization should avoid in strategic planning EXCEPT (Ch. 1) Some pitfalls to watch for and avoid in strategic planning are these: ï‚ · Using strategic planning to gain control over decisions and resources ï‚ · Doing strategic planning only to satisfy accreditation or regulatory requeriments ï‚ · Too hastily moving from mission development to strategy formulation ï‚ · Failing to communicate the plan to employees, who continue workingRead More|Review Problems for Exams4693 Words   |  19 Pages|Review Problems for Exams -- FINA 6301 – Dr. Park | Chapters 2 and 3 [i]. In 2004, TimeNow Corporation had fixed assets of $1,345, current assets of $260, current liabilities of $180 and shareholders equity of $775. What was the net working capital for TimeNow in 2004? [ii]. During 2004, the Abel Co. had gross sales of $1 million. The firm’s cost of goods sold and selling expenses were $300,000 and $200,000Read MoreExam Review Essay2444 Words   |  10 Pages------------------------------------------------- Chapter 1 Review Questions 1. What is the goal of science? The major goal of science is to ask answer questions about the physical universe that we live in. 2. How is observation different from imagination? Observation gathers only what data is obviously true. Imagination can go anywhere—factual or not. 3. Write an equation in words then in symbols for the following sentence: The price of coffee beans is equal to the weightRead MoreEssay on Midterm Exam ( Review)1542 Words   |  7 PagesExam Review 1 Multiple Choice Identify the choice that best completes the statement or answers the question. ____ 1. Each of the following functions are within the framework for Human Resources Management EXCEPT: a. recruitment and selection. b. training and development. c. employee relations. d. employee discipline. 2. Which of the following is NOT a primary impact that technology has had on HRM? a. It has improved the processes of internal and external communications. b. It has altered the methodsRead MoreExam 1 Review3345 Words   |  14 Pagesfine-tune scans or probes Answers: Information about vulnerabilities Information that will help fine-tune scans or probes Passwords Competitors †¢ Question 4 5 out of 5 points What database of financial records should penetration testers review? Selected Answer: EDGAR Answers: ALICE EDGAR Both A and B Neither A nor B †¢ Question 5 5 out of 5 points Which of the following examples best portrays passive information gathering? Selected Answer: Reviewing job listingsRead MoreExam 1 Review Essay619 Words   |  3 PagesExam 1 Review BIO 130: Introduction to Environmental Science Unit 1 Be able to define an environmental factor. There are two types (condition and resource). What is the difference between a condition and a resource? Be able to categorize particular environmental factors as conditions OR resources (for example, temperature is a condition and not a resource). Be able to rank from smallest to largest: ecosystem, landscape, biome, biosphere Be able to rank from smallest to largest (in termsRead MoreExam review for CJ Essay912 Words   |  4 PagesCriminal Justice 3311 Review Questions Exam 2 To insure you obtain the best possible grade, be sure to research each question as completely as possible. Try to answer these questions as if you are providing information to an individual who knows nothing about each topic. Explain your answers in detail; remember, the more complete your answer is the better your grade will be. 1. The importance of Lawrence Kohlberg’s work is the link he makes between moral development and reason. Although

Supply Curve Between Price And Quantity - 2126 Words

A market is a physical place where buyers and sellers come together in one place to transact with each other. The demand curve shows the relation between price and quantity demanded other things equal. The supply curve shows the relation between price and quantity supplied other things equal. Where these meet is the equilibrium. This is the output where firms should produce. A need is a necessity, something you can t do without. A good example is food. If you don t eat, you won t survive for long. The market is mankind s most valuable tool for meeting the needs of the people because only a market understands the needs and wants of customers, and how these differ. They also understand the buying behaviour of customers (why, what and how they buy) and the nature of demand in the market (how are prices set the factors that influence the quantity of demand) A very good example for markets meeting mankind’s needs is the electronic market. They provide an easier way for start-ups to enter a national market, particularly if the business has identified a small niche segment of that market. They tend to be highly price-competitive since it is quite easy for customers to search for products from a variety of suppliers and to compare the best prices available (just about every consumer goods market has one or more price comparison website). They also provide things that we didn’t even know we needed for example mobile phones. Who knew 30 years ago mobile phones would have beenShow MoreRelatedDemand and Supply Assignment1584 Words   |  7 PagesDemand and supply is an economic system and fundamental concepts for economics who as determined the price of market. It was conclusion, the unit price level of a good essentially was determined by the point who demands and supply was intercept in a same level and same point. The price sy stem only working in a market economy if they’re having a free choice with the market. Demand is represent how many about the quantity of a goods is what the customers wanted. Its refer to about the abilityRead MoreDemand and Supply Analysis1399 Words   |  6 PagesDemand and Supply Analysis 1. Demand indicates how much of a good consumers are willing and able to buy at each possible price during a given time period, other things constant. 2. The process to satisfy human wants/ needs/desires. * Want: having a strong desire for something * Need: lack of means of subsistence * Desire: an aspiration to acquire something 3. Demand: effective desire 4. Demand is that desire which backed by willingness and ability to buy a particular commodityRead MoreEconomics An Overview: Article Analysis Essay1392 Words   |  6 Pagesconstant, as prices rise, the quantity of demand for that product falls. Conversely, as the price falls, the quantity of demand for that product rises (Colander, 2006, p 91). Price is the tool used that controls how much consumers want based on how much they demand. At any given price a certain quantity of a product is demanded by consumers. As the price decreases, the quantity of the products demanded will increase. This indicates that more individuals demand the good or service as the price is loweredRead MoreBumper Harvest On The Cards1381 Words   |  6 PagesBumper Harvest on the cards Answer1: Professor Marshall propounded that price of a commodity is determined by its demand and supply. Market is composed of two parties that are buyers and sellers. Thus both demand and supply curves are important for determining the price of a commodity. †¢ Equilibrium price: The price at which quantity demanded equals quantity supplied is called equilibrium price. †¢ Total demand: Here demand doesn’t mean the amount of commodity which people need rather effective demandRead MoreMicroeconomics Essay1164 Words   |  5 PagesMicroeconomics Essay The price of electricity has increased substantially in the last three years, as a result of that; there have been apparent changes in the demand for electricity for the consumers and it has affected the producers supply market. In the following essay, we are going to look at the effect of the increase in the price of electricity in South Africa, using the supply and demand framework. The reason for the increase of the price of electricity is to balance out the supply and demand of electricityRead MoreThe Ins and Outs of Supply and Demand782 Words   |  3 PagesIn this task I am going to explain demand and supply in details. Demand is how much people wants from a certain product. While supply is how much of something people have. Demand and supply involve in everything in our life, for exa mple if human being feels that they need a certain product they will start to produce it to meet their demand. Demand and supply curves always have an inverse relation which means if the demand increase the supple will decrease and vice versa. Economists have createdRead MoreDemand, Supply and Market Equilibrium1107 Words   |  5 PagesDemand, Supply and Market Equilibrium Every market has a demand side and a supply side and where these two forces are in balance it is said that the markets are at equilibrium. The Demand Schedule: The Demand side can be represented by law of downward sloping demand curve. When the price of commodity is raised (ad other things held constant), buyers tend to buy less of the commodity. Similarly when the price is lowered, other things being constant, quantity demanded increases. The aboveRead MoreMarket Eqaulibrium1715 Words   |  7 Pagesswitch back and forth between potato and wheat production depending on market conditions. Similarly, consumers tend to regard potatoes and wheat (bread and bakery products) as substitutes. As a result, the demand and supply of Eye-de-ho Potatoes are highly sensitive to changes in both potato and wheat prices. Demand and supply functions for Eye-de-ho Potatoes are as follows: QD = -1,450 - 25P + 12.5PW + 0.2Y, (Demand) QS = -100 + 75P - 25PW - 12.5PL + 10R, (Supply) where P is the averageRead MorePrice Elasticity of Supply1062 Words   |  5 PagesPrice Elasticity of Supply * Price Elasticity of Supply: * The degree of price elasticity of supply depends on how easily - and therefore quickly - producers can shift resources between alternative uses. Unlike PED, there is no Total Revenue Test for Price Elasticity of Supply. * Because there is a direct relationship between Price Total revenue, they always move together. DETERMINANT OF PRICE ELASTICITY OF SUPPLY: TIME! THREE PERIODS: Market period-- short run -- longRead MoreApplying Supply and Demand Concepts1027 Words   |  5 PagesApplying Supply and Demand Concepts David Hodge ECO 365 April 29, 2013 Robert Watson Applying Supply and Demand Concepts The supply and demand simulation was a very helpful tool in understanding the effects of external factors on the supply and demand curves. Understanding this concept is fundamental in preparing for real life situations. I personally enjoyed the fact that the simulation was based on a real estate management company. I was able to understand and relate to the information

British National Identity Among Ethnic Minorities Free Essays

British National Identity among Ethnic  Minorities Identity is something many of us don’t think about, but it is the main force behind our daily decisions. Britishness is defined as the state or quality of being British. This means that Britishness involves habits, behaviors, language, culture, and symbols that are common, recognizable, and iconic to the United Kingdom. We will write a custom essay sample on British National Identity Among Ethnic  Minorities or any similar topic only for you Order Now Sometimes however, it is hard to define Britishness because it cannot be defined as one thing, like many identities, it evolves and transforms ever so often. British identity has been a subject of many debates since the 1960s, prompted initially by â€Å"the loss of empire, then by the rise of the welfare state, postwar black and Asian migration and entry into the European Community, and more recently by the devolution of power to Scotland and Wales† (Parekh, 1). â€Å"Some claim that the most challenging minority integration in contemporary society is immigrant-origin non-white communities† (Maxwell, 2), but this is becoming a false claim. The British national identity has been on a decline with more Britons claiming their identity as English, Scottish, Irish, or Welsh. This however, is not true for ethnic minorities in the UK. Headlines around many newspapers read â€Å"Ethnic minorities are now more likely to feel British than white people† There was a study done by the Institute for Public Policy Research that resulted in 51 percent of blacks and Asians describing themselves as British compared with just 29 per cent of whites. Data shows that in 1996, â€Å"52 percent of respondents to a poll said they saw themselves primarily as British. By 2005, this had fallen to just 44 per cent. The IPPR study said that Scottish and Welsh devolution had damaged British feeling† (Daily Mail). Professor Platt stated that â€Å"Given the current anxiety around immigration and concerns that it is challenging a unified national identity, it is interesting to find that minorities in fact hold stronger British identities on average than the majority, we also see that they frequently manage dual identities, rather than opposing one to the other. Among the majority, individual country identities such as Scottish or Welsh can be held alongside a British identity, but in many cases seem to substitute for it† (CLS). Many believe that the desire for minorities to integrate into society is not enough to create a sense of belonging and ultimately the feeling of Britishness. â€Å"The desire to be integral to society has to be reciprocated too, in terms of the opportunity to belong to the national community, as well as in terms of socio-economic inclusion. So the long-term intergenerational decline in racism in British society is also an important and necessary condition for integration and patriotism† (Katwla, 1). Minorities in Great Britain are very active in British society. Katwla claims that â€Å"there is a strong pro-integration preference among minorities – for civic and political participation, democracy and the rule of law, and most recognize the importance of the English language for social, economic and civic inclusion. † The acceptance about being British could also be because of the shared history between Britain and the immigrant’s home country. In places such as India and Africa, the empire was deeply rooted into their history. Katwla goes even further to say that â€Å"The issue is not just claiming a voice in helping to shape a common future. It is also about reminding ourselves that complicated and contested though it certainly was, we have shared more history than we think. You can look for and find British Muslim patriotism in reports from the First World War trenches, and not only in the last few years. † There is however, a negative side to this, as the ethnic minorities are claiming a British identity, many white Britons are claiming another. There is a growing fear that the rise in English national identity is also a rise in hostility towards cultural diversity. So some express the fear that a return to the traditional â€Å"blood nations† will leave the ethnic minorities as the last Brits standing, rallying around a flag that indigenous Brits have deserted† (Katwala). There is a weaker sense of British national identity among white Britons. This presumed decline in Britishness can be seen as â€Å"resulting from one or both of two processes, on the one hand, the English appear to be becoming mo re â€Å"English† at the expense of being British. Secondly, the Scots are seen as becoming more Scottish. And a consequent decline in Britishness is assumed† (Bechhofer, 252). Devolution has contributed in the decline of a British national identity. â€Å"The largest marginal effect by a large distance is the effect of being born in Northern Ireland – this reduces the probability of reporting a British identity by 24%. It is almost certain that this is driven primarily by Northern Irish Catholics among whom there remains a strong demand to be part of Ireland and not the UK and who think of themselves as Irish rather than British† (Manning, F79-F80). Many white Britons are not claiming a national identity and it seems that, for white Britons, the local identity is more important than the national identity. For minorities, it is easier to identity with the national identity because there are no negative connotations associated with it. The British identity allows for the foreigners to keep their home identity which they can maintain their ethnic identity. â€Å"British is a label that unites all peoples living in Britain today regardless of color, creed, and nationality† (Bechhofer , 256). Immigrants who become UK citizens are much more likely to report a British identity and the take-up ofcitizenship might be influenced by a number of factors. â€Å"First, there are a number of practical advantages to citizenship – one has the right to work and vote in the UK and one can travel into the country without the need for a visa†¦ Apart from the practical advantages, there may be more emotional advantages to adopting a British identity. In particular we hypothesize that immigrants may be more likely to express a British identity if Britain compares favorably with the country from which they came† (Manning, F93). Minorities in Britain have also assimilated into the culture of being British. â€Å"There is a large amount of variation across country of birth in the fraction of immigrants reporting a British identity. For those from Slovakia it is less than 5%, for those from Malta more than 80%. But there is, for the most part, a simple explanation for these very large cross-country differences – the average amount of time spent in the UK† (Manning, F84). It seems that the longer the person stays in the country, the more they will think of themselves as British, Britishness just seems to grow on people. Benedict Anderson defines the nation as ‘an imagined community’ that is territorially limited and united by a ‘deep, horizontal, comradeship’ between its members. Adam Luedtke defines social identity ‘an affective (emotional) state of belonging in a social group†¦that stems from extended socialization, and is not easily changed. A ‘nationa l identity’, therefore, is the emotional state of belonging felt by citizens towards, and within, the ‘imagined community’ of their nation† ( Kerr, 1). Over the decades there has been an overall decline in the proportion of people who define themselves as British and nationally characterize themselves as Britons. On average, a higher proportion of non-white ethnic minorities tend to call their selves British and relate to the British national identity. In conclusion, assimilation into the British culture has brought about a strong identity for ethnic minorities. The opposite is true for the white British population. On average there has been a decline in claiming the British national identity and this decline can be pointed to devolution taking place around the United Kingdom. Works Cited BECHHOFER, FRANK, and DAVID McCRONE. â€Å"Being British: A Crisis Of Identity?. † Political Quarterly 78. 2 (2007): 251-260. Academic Search Premier. Web. 26 July 2012. â€Å"Centre for Longitudinal Studies. †Ã‚  Ã¢â‚¬â€œ CLS. ESRC, n. d. Web. 26 July 2012. http://www. cls. ioe. ac. uk/news. aspx? itemid=2080. â€Å"Ethnic Minorities More Likely to Feel British than White People, Says Research.   Mail Online. Associated Newspapers Ltd, 2007. Web. 26 July 2012. http://www. dailymail. co. uk/news/article-436928/Ethnic-minorities-likely-feel-British-white-people-says-research. html. Katwala, Sunder. â€Å"Why Do Non-white Brits Feel That Little Bit More British? †Ã‚  British Future. British Future, 30 June 2012. Web. 26 July 2012. http://www. britishfuture. org/blog/why-do-non-white-brits- feel-that-little-bit-more-british/. Kerr, Steve. â€Å"The Decline of British Identity. †Ã‚  E-International Relations. E-international Relations, 13 Apr. 2012. Web. 0 July 2012. http://www. e-ir. info/2012/04/13/the-decline-of-british-identity/. Manning, Alan, and Sanchari Roy. â€Å"Culture Clash Or Culture Club? National Identity In Britain. † Economic Journal 120. 542 (2010): F72-F100. Business Source Premier. Web. 30 July 2012. Maxwell, Rahsaan. National and Minority Identification among Non-whites in Britain: Where Is the Tradeoff? Publication. University of Massachusetts, Amherst Department of Political Science, n. d. Web. 26 July 2012. http://www. ecprnet. eu/MyECPR/proposals/reykjavik/uploads/papers/1008. How to cite British National Identity Among Ethnic  Minorities, Papers

Human resources Management Recruitment and Selection †Free Samples

Question: Discuss about the Human resources Management Recruitment and Selection. Answer: HRM Initiative: Recruitment and Selection The recruitment and selection process of hiring employees is one of the most important jobs of human resource management. This is because it cannot be a blunder that the success of any organisation will depend to the type of talents and human resources it employs in the firm. The quality of the services and products that and organisation provides is always dependent on the talents of the people working in the firm(Derous Fruyt, 2016). In this regard, an effective recruitment and selection process is very important and crucial to the success of the day to day functioning of the organisation. The success of the process will also depend on the people being able to find the right qualifications, skills and expertise that will deliver the objectives of the organisation and enable it make a positive contribution towards the aims and values of the organisation. Also the issue of power and authority at the organisational level is usually shaped by the cultural aspects of the country. For example in china the elderly people have more authority in professional life since it is always believed that they have more experience at work than the young employee who could be knowing the job much better. Such issues also come up whenever an organisation is working toward promoting a fellow employee. In this manner it becomes a challenge for the human resources department to decide on leadership of the multinational company as well qualified and experienced young person cannot be given a chance for promotion or employment(Zhao Liden, 2011). Also after establishing the necessary framework for the establishment of the company in a host country, it is important for the main office to continue regulating the way recruitment and selection is done. Some issues include irregular employment and political interference in the recruitment processes where they pus h for their people to be given priority even when they may not the required qualifications of the post(Askarian, et al., 2010). Process According to Ali, (2016), the recruitment and selection process needs to be obtained at the minimum cost of the quality and number of employees who are required to satisfy the need of the human resources department and that of the organisation. In this manner, Armstrong identified stages that companies need to achieve in order to meet the process. This is as follows: Job Analysis : this is the first step of the recruitment and selection process. The reason for a job analysis is to prepare a job description and specification that will assist the organisation in hiring the right workforce in the organisation(Beardwell Claydon, 2010). The process is usually important as it enables the human resource to generate information that will be later converted in to the tangible outputs used in drafting the job description and specifications of the person the company is looking for. During Job specification, one looks at what has to be done and the person to do it before the recruitment of the vacant position. It is advised that the human resources needs to invest in this time gathering information about the job. Here one does not only have to think about the content of the job but also the purpose of the job and they type of outputs that will be required for the person winning the job to fill the gap. It is also important that the required skills and personal experience in the job is well performed(Demuijnck, 2015). The analysis thus looks at the convincing details on tasks description, the knowledge, relationship of the job and the standards of employment and requirement from the employee. A job analysis is usually conducted by the Human resources department and can entail interviews, observations on incumbents, supervisors and incident investigations. Job Description: This is the second part of the process and it entails a concise deception of the job duties and responsibilities. It is important that the human resources states the content of the job being advertised and what will be expected from the candidate of the particular job. This usually takes different forms that include; summary of the job where there is an overview of the job position and brief description of the most important human resource functions(Derous Fruyt, 2016). The summary will provide readers with what they are expected to have and to do in the designated job. This is where the company can sell jobs to possible candidates and attract as many applicants as possible. There is also the Job specification will gives the required qualifications that will enable the person do the work to the satisfaction of the company. Specification can be used to enable the application learn more about the job including skills, knowledge and ability(Lewis, 2007). Issues such as experience and education, physical requirements of working conditions will also be discussed. The description should be put in a way that it remains beneficial to both the employer and employee. Person Specification: in this stage, the human resource will describe the requirements of the persons going to hold the job so that it gets a person who can do the work to the satisfactory level. This will include training and experience, education and qualification and qualities and attributes(Lewis, 2007). Person specification is thus important as it describes the candidate for the job and will form as a basis for the selection process in order to get the right person. Recruitment sourcing : for any organisation, there are usually two sources for candidates to be recruited. This will also apply to a multinational like Tesco. These sources are either external or internal depending on the budget and the need. The integration of internal sources is usually consistent with the human resource system of the organisation and can always lead to organisation success(Derous Fruyt, 2016). The recruitment and selection process will be the most important part of identifying and finding prospective candidates. In addition, when an internal process is used by the organisation, the main part will entail identifying and finding the prospective candidate. The organisation will thus turn to the existing employees to encourage them to apply for open positions. This is used as part of job rotation program that is as a result of redundancies in other areas of the organisation and a temporary acting position. There are however other factor for internal process which can attract a lot of walk in applications. For such applications interested applicants hand their papers and expect that they will be considered in the internal application or be considered for future vacancies. Interviews and selection: interviews are usually considered to be effective when appraising the application. The approach is said to be imbued with open ended inquiries and other work related questions during the interview sessions. At this point the candidate will be needed to convince the pane of interviewers about their qualifications and skills if they need to be selected, failure to which they will not(Ali, 2016). The interviewer will assess both the intellectual and working skills of the candidate which will be impartially screened during the exercise and interview in the assessment centres. While performing the interviews, the human resources management should be assured that they are going to objectively appraise the candidate, this will be done in both verbal and nonverbal manner. In most cases interviews check several skills and qualification; the evaluation skills, technical skills, critical thinking and occupational attitude toward issues like teamwork. All these qualifications will be measured and the candidate needs to be aware. In this regard interviews are the best ways to do a proper recruitment or selection process(Chen Klimoski, 2007). Job Offer : after the candidate has been taken in the above steps, then the available information will be reviewed in comparison to the rest of the applications. The job offer stage will be granted to people who passed the interview. The human resources will also congratulate the individual and provide them with the details about the rate of pay, working conditions, location and time and where they will be expected to report to work. This will also include a formal introduction to the company employees and allow them to ask additional questions. It is however be remembered that a job offer does not mean the applicant has actually gotten the job. Cost Benefit Analysis The recruitment and selection process will always include the acquisition of costs, the learning and development costs. The acquisition costs ,the direct costs and indirect costs of recruitment and selection with will usually be determined by their hiring from the company or outsourcing for candidates outside the company. There are also the development and learning costs, here direct costs will include those in formal training and training on the job. There will also be the indirect costs which looks at the cost of productivity and time of trainers(Chen Klimoski, 2007). In this manner, direct costs will usually cover the security costs, administrative expenses, advertising, fees and wages to the recruitment agencies, room rentals, travel expenses, design costs jobs and medical examination costs. The indirect cots on the other hand will look at costs of information time, the learning for the candidate the enable them become well fit for the job and personal contribution. It will also look at time and integration costs of new employees, personnel specification, the cost of preparing the job description of each, the time and cost of integration of the new employees to the organisation, the cost of paying for the interviews and the cost spent on administrative issues. It is also important that the company considers other costs such as those that were used in placing the announcements, test interviews, arranging the administration for the interview, registration of new employees in the organisation, review of payment and the cost that come with low productivity of the planned process(Derous Fruyt, 2016). This shows that recruitment and selection process is a huge investment that will have costs which are directly and indirectly calling for quality verification of the results. In this manner, it is also important to incorporate the tangible costs that include writing, consulting costs, advertising cost, interviewing, screening and training, travel expenses and testing new employee setup. When looking at the intangible costs, these are usually less productive with regard to the employee, they will entail costs for the rework of increased recruitment errors, or that of the new person on the job, the cost of paying experienced staff to take on the addition work during the vacancy period(Demuijnck, 2015). Lost productivity from the challenges of team during the period the post was not filled and the cost that will come with reduced performance in case a company decides to closes its store for logistical purpose. There can also be an issue with employee morale especially if the advertising is done and an unlikable examples surround him. There is finally the cost of recruitment which will look at the advertising costs in newspapers, television or notice boards when the recruitment is done internally(Lewis, 2007). The cost of the recruitment agency will also be considered including the cost of the people who recommend candidates for the company and the cost of associations to subscribed professionals. Return on Investment (ROI) For a company like Tesco, return on investment will be measured by the performance of the recruited employees. The company invests close to $6 million in the recruitment, selection and training processes each 2 years. Return on investment are measures that are used to ensure that the cost for recruitment and selection was able provide the required results in the process. Return on investment looks at all aspects of the selection process that include research, advertising, hiring agencies, salary negotiations and agreement and contracts between the employer and employee. Productivity is the most common way of measuring a return on investment(Lewis, 2007). Here Tesco will have to look at whether the people hired are able to perform better on the job. This is usually dependent on the accuracy of the recruitment and selection process. If it is was done well then productivity will definitely increase. It is also important to notice that turnover will occur in organisation. When an organisation has improved in its selection process then they may be able to reduce turnover. One of the reasons for turnover is poor job designations that can be avoided through improved selection processes. The process needs to focus aggressively on screening for motivational fit and identification of individuals that can present high risk for the organisation. A good selection process will also enable the company reduce legal costs(Baskerville, 2003). This is because the job hiring process will be straight and well documented to avoid costly lawsuits that come with summary dismissals and other factors like poor salaries and misuse of employees. By creating and avenue for a legally defensible selection process, companies are able to achieve their goals. The process thus helps organisations hire candidates that are more productive, can make few mistakes and can stay loyal to the organisation for a long t ime thus saving it millions. To get the return on investment in financial terms then the cost will be calculated by 12 months which will be 6,000,000 x 12,000,000 = 72,000,000. This is the total amount that the company expects to make in any recruitment processes.(Lewis, 2007). Good selection process will also ensure that the company has an improved utilization of resources. It is important that during the process the company managers are involved to ensure there is unnecessary waste of time. One of the main goals for organisations is to ensure a smooth entry for different positions and make job offers to candidates they interview. Evaluation With regard to the recruitment and selection process as discussed above, it can be said that Tesco has been doing well. As a multinational company, Tesco needs to consider the above processes when hiring new employees especially in the multinational centres. This is because different countries will have their own requirements. The issues such as qualification and experience will always play in the selection process. It is important that the company considers and internal way of selection when it comes to managerial position and external processes for the other positions. Critical reflective analysis So far Tesco has been performing well when it comes to the recruitment and selection processes. According to Derous Fruyt (2016), a multinational company like Tesco and Small Medium Enterprises of any size usually face a lot of challenges when it comes to the recruitment and selection process. For SMEs they can resolve in filling vacancies of their establishment with relatives and friends, however this is different for multinational companies who will have to spend a lot of money through screening a huge bag of applications in reference to the advertising in the media or internally(Lewis, 2007). There are some issues that are always identified with the recruitment and selection process in most multinationals like the increasing pressure for employment, country laws and regulations, utilisation of the sources of recruitment, ways to delegate the recruitment function and describing the job description including the cost of hiring new employees. These challenges are so rampant that they have resulted to the inadequate use of standard employee and job description during the process. 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