Lab Report on milk co-motion Essay

1. Provide a possible explanation of phenomenon you observed based on the  result of your experiment. When food color is added to milk, it floats because it is less dense than milk. The non-polar fat in the milk prevents the food color from spreading, as it cannot participate in hydrogen bonding with water. When detergent is added to milk and the food color, the non-polar ends of the soap molecules attracts towards the non-polar fat of milk, and the interaction of the detergent with the fat in milk results the food color to swirl around. Whenever the detergent touches the milk, it breaks up the drops of fat, which spread out, allowing the food coloring and milk to mix. The food coloring swirls into the places where the fat was. Detergent molecules dissolve fat of milk by having one hydrophobic end (which interacts well with the fat) and one hydrophilic end (which interacts well aqueous part of the milk). 2.How would the results of this experiment differ if: a)Skim milk was used? (Milk from which the cream (fat) has been taken is called skimmed milk.) If skim milk was used, the drops of food color would dispersed in milk without  the need of detergent because all the fats has been taken out of milk and it  allows  the food color to dissolve in it. b)Homogenized milk was used? (Homogenized milk is the milk in which all the fat are mixed so that it does not rise on the top) Fat is insoluble in water. Water-soluble food colors will spread and dissolve in water, but their motion would be slow if homogenized milk was used, because milk contains globules of fat, the fat that is mixed in. The swirling and churning motion would be partly due to the attraction between soap and the milk’s fat particles. 3. Research emulsifying agents and how they are used in the food in the food  industry? EMULSIFIER – An ingredient used to bind oil soluble and water soluble ingredients. Substances that are soluble in both fat and water and enable fat to be uniformly dispersed in water are emulsifiers. Emulsifying agents used in foods include agar, albumin, alginates, casein, egg yolk, glycerol monostearate, gums, Irish moss, lecithin, soaps.Emulsifying agents work by reducing surface tension, forming complex films on the surface of emulsified droplets and creating a repulsive barrier on emulsified droplets to prevent their coalescence. 4. What is an emulsifying agent in the body? Explain how it works? Emulsifying agent in the body: The emulsifying agent in the human body is bile. It is a bitter, alkaline, brownish-yellow or greenish-yellow fluid that is secreted by the liver, stored in the gallbladder, and discharged into the duodenum. Bile contains  bile acids, which are critical for digestion and absorption of fats and fat-soluble vitamins in the small intestine. Many waste products are eliminated from the body by secretion into bile and elimination in feces.

Since beginning

Since beginning, we are enjoying great client feedback, excellent customer service and have loads of satisfied customers. This is because of your hard work and enthusiasm to perform your individual tasks. L, as a Owner of restaurant, observed that cleanliness in our restaurant during closing times not top of things. As per our hotels food manager he is expecting this situation to be resolved immediately because the food inspector has scheduled a visit for sometime in the near future. Suggest the following actions to be reformed by all employees in order to keep the restaurant clean. Freeze bulk meat right away Sanitize your rubbish bin Wash surfaces people touch. Keep kitchen floors clean Divide the refrigerator by food groups Decide to keep or discard Items. Preserve the organization flow when placing appliances or foods back into the empty space. Examine each item and decide to place it back or toss in the trash. Empty the entire section. Clean the area thoroughly with a solution m ixture of warm water and dish soap. Wipe with a damp cloth and wipe again with a dry cloth .Gas range has to be clean properly. Clean your deep fryer as needed. If you use your deep fryer frequently, changing the oil and cleaning it every few days will help prevent a buildup of grime that can be much harder to remove. If you only use your deep fryer every couple weeks or less frequently, clean it after each use. Do not put your fryer In the sink or dishwasher. Immersion In water may cause an electrical short and damage the fryer. Although cleanliness In the restaurant Is the duty of all employees, we have to recognize our Individual responsibility for a clean and sanitize our environment.We have to follow HACK so please understand your individual responsibility for the cleanliness of restaurant which will result into a quick growth of our company and consequently a high increment in salary. Thank you all. Omit Giuliani, Managing Director Bolos 33 Duncan street Toronto,MAMMAL (999) 9 99_9999 MEMO By Unitarianism Dear Team Members, I anticipate that you all are fine and taking pleasure from your work at Bolos restaurant which is in Ultimate Resort and Spa. Since beginning, we are enjoying restaurant during closing time's not top of things.As per our hotels food manager he scheduled a visit for sometime in the near future. ‘ suggest the following actions to be Decide to keep or discard items. Preserve the organization flow when placing frequently, clean it after each use. Do not put your fryer in the sink or dishwasher. Immersion in water may cause an electrical short and damage the fryer. Although cleanliness in the restaurant is the duty of all employees, we have to recognize our individual responsibility for a clean and sanitize our environment.

Buddhist Ideas and Practices in China Essay Example | Topics and Well Written Essays - 750 words

Buddhist Ideas and Practices in China - Essay Example On the other hand, the artifacts from Kushan, which were based on Pakistan Buddhist civilization, were identified in western China, during the period when China had extended their power to Central Asia, and there were cultural ties between China and Central Asia. This association offered a chance for the Chinese people to learn about the Buddhism by the mid first century, thereby making the Chinese Buddhist learn about its existence. Nevertheless, the paper will focus on the discussion of ways in which Buddhism entered China and difficulties and adaptation in the Chinese culture. One of the ways in which Buddhism entered in to China was through a translation, which involved selection of terms for explaining the Buddhist conceptions in Chinese; thus, they applied Taoist expressions to translate. Chinese people commenced to relate Buddhism with the existence of Taoist tradition, and they later understood the teachings of Buddha. Buddhist text continues despite, a period of political di sunity after the fall of Han Dynasty during the third century, which was associated by unrest caused by war. In fact, there was increased popularity in this period, whereby the Chinese monks became aggressively concerned in the establishment of monasteries and teaching Buddhist knowledge. There were rules established with a devotion to the Buddhist, which led to construction of much temples and participation in Buddhist ceremonies public talks, thereby expanding the rulers on the earlier catalogues on Buddhist texts. Entry of Buddhism was facilitated by a Chinese monk referred to as Dao-an, in the fourth century, though he shifted from one place to another due to the political instability, he wrote and lectured about Buddhist teachings. He also gathered copies of translated scriptures, prepared a catalogue, and invited translators such as Kumarajiva, from Kucha. Therefore, Kumarajiva applied Dao-an's disciples in translation of numerous texts and revised the Chinese translations. Mo reover, his translations became popular thus contributing to the spread of Buddhism in China, and some of these translations have been used even in the present days. The political instability contributed to dispersion of Kumarajiva's disciples, and this contributed to the spread of Buddhism to other parts of China. Difficulties and adaptations in Chinese culture There were difficulties related to the nature of the attacks on the Confucian side, which were aimed at eliminating Buddhist institutions, and reduce their strong hold in the Chinese society. There were several Confucian attacks against clergy and spread of Buddhist doctrines, where the entire Buddhist religion was attacked. In this case, there were other difficulties resulting from the Chinese society, which was switching to the Confucian populace, thereby making the Buddhist society face a lot of attack in their pursuit of remaining prevalent and the philosophy of Chinese civilization. Nevertheless, these attacks were stro ng enough to hinder the spread of Buddhism in China, though these religions offered brilliant ideas and compelling rhetoric during the sparring back in forth between the philosophies. There were significant points that Confucians aimed at responding to in relation to the Buddhist philosophy and this included the attacks on the land properties and the excesses of Buddhist clergymen (Cultural China, 1). On the other hand, there were benefits for the numerous clergymen in their attempts to possess a piece of land, which was luxurious. There was an allotment prize lands for the clergymen by the Buddhist follower, where there was an institution

Improving Family Planning Services in a Developing Country The Case Essay

Improving Family Planning Services in a Developing Country The Case Analysis of Nigeria - Essay Example The clinic has no counselling services, poor diagnostic services, no pharmacy and laboratory. Figure 1 below shows the major problems with the operation of the clinic. Figure 1: UNTH Family Planning Clinic and its Problems Clearly, there is a problem with the collection of data from patients for the hospital (See Appendix 1). The lack of a laboratory and pharmaceutical facilities makes it difficult to take care of patients (See Appendices 2 and 3). Most of the people in charge of sensitive positions are not appropriately skilled. This is demonstrated in Figure 2 below. Figure 2: Healthcare Failure Mode and Effects There are different pointers that provide important linkages for the reason why this system has failed and needs to be improved. These are discussed into detail in Appendices 1, 2 and 3. Action Justification University of Nigeria Teaching Hospital remains a leading institution in Nigeria. Aside training the next generation of Nigeria's medical professionals, the institution is a centre for intense research and studies. Since the Nigerian government has shown interest in cutting down on the population, there is the need for the family planning clinic to be upgraded to a level whereby it can be used as a point for mobilising and treating patients accurately. There is therefore the need to change the current position and improve systems to be devoid of the various issues and limitations in communication, facilities and services. Objectives The main end is to provide the following objectives which would mark the success of the project: 1. An improved system of communication that enables patient diagnosis to be of a high standard and also link up to the healthcare... This essay stresses that University of Nigeria Teaching Hospital remains a leading institution in Nigeria. Aside training the next generation of Nigeria's medical professionals, the institution is a centre for intense research and studies. Since the Nigerian government has shown interest in cutting down on the population, there is the need for the family planning clinic to be upgraded to a level whereby it can be used as a point for mobilising and treating patients accurately. This paper makes a conclusion that Option 2 scores the maximum points in all categories. It shows that the refurbishment of a new unit of UNTH as part of the wider organization is the best option for the creation of a family planning clinic with a structured counselling services, pharmacy and laboratory services. There are major cost savings as well as efficient systems of operations to meet targets. This makes it preferred ahead of the two other services. In spite of this choice, it is more important to promote and enhance the offering by conducting consultation sessions with the other stakeholders like the board of the UNTH to ascertain the final and most significant ways of attaining the objectives of this project. The following model identified in Appendices 3 and 4 can be used as the proposed service model and internal systems respectively. This would give an idea of how work could be done and completed and provide the blueprints as specified by Part A of this paper.

Abnormal Psychology- Psychosis Essay Example | Topics and Well Written Essays - 750 words

Abnormal Psychology- Psychosis - Essay Example Atypical anti-psychotic drugs are commonly used in treating acute mania, bipolar disorder, borderline personality disorder, psychosis, and schizo-affective disorder. (Leslie, Hankey, & Lean, 2007) In line with the adverse health effects of these drugs, several studies show that atypical anti-psychotic medications particularly the Olanzapine and Clozapine; anti-depression drug such as Nortriptyline, Doxepin, and Amitriptyline; Lithium; Valproate; as well as beta-adrenergic blocking agent like Propranolol highly contributes to the excessive weight gain or obesity. (Science Daily, 2008; Leslie, Hankey, & Lean, 2007; Czobor et al., 2002; Rossner et al., 1990) Obesity is a serious health and social problem since it could cause a person to deal with social adjustment disorders or social discrimination. (Pearce et al., 2002) As a common knowledge, obesity could also increase the risk of a person to suffer from a wide-range of serious health concerns such as diabetes particularly the Type 2 diabetes or the non-insulin dependent diabetes mellitus (NIDDM) (Alberti et al., 2007; Wilding, 2004), cerebral hemorrhage and coronary heart diseases (Nanchahal et al., 2005; Montaye at el., 2000), high blood pressure, athersclerosis and high cholesterol (Yuan et al., 1998; Berenson et al., 1993), atherosclerosis (Nazario, 2007), osteoarthritis (Lau et al., 2000), sleep apnea (Ballington, 2002), as well as cancer (Vainio & Bianchini, 2002) related to colon (Murphy et al. 2000), rectum (Giascosa et al., 1999), post menopausal related breast cancer and uterus (Vainio & Bianchini, 2002; Friedenreich, 2001; van den Brandt et al., 2000; Goodman et al., 1997), kidney (Yuan et al., 1998; Goodman et al., 1997), gallbladder (Lowenfels et al., 1999; Moerman & Bueno-de-Mesquita, 1999), ovaries and pancreas (Vainio & Bianchini, 2002). Suicidal tendency is considered a major complication that has been associated with the withdrawal from anti-psychotic drugs like

Marketing of University of Wollongong in South Korea Research Paper

Marketing of University of Wollongong in South Korea - Research Paper Example The report tries to analyze the different aspects of launching this new service and to study the market elements to identify the feasibility and the success possibility. Also, the report is trying to analyze the socio-cultural environment of South Korea to understand the market size and the current opportunities. A multiplicity of marketing strategies of the country need to be studied and the resultant changes in legal policies need to be identified. The country overview of this report is meant to understand the historical development, the geographic and demographic overview, government structure and economic strategies. Also, the marketing feasibility plans is based on the marketing mix, and Hofstede’s cultural dimensions. South Korea is Asia’s one of the most affluent nations. It was a part of unified Korea until 1948. But after 1948 the two countries separated to be named as South Korea and North Korea. North Korea, a communist nation fell into the trap of totalitarianism and also poverty. The two Koreas went into war after their partition which ended in 1953. But there was no peace agreement. South Korea or Republic of Korea has a population of around 50 million. The capital of the country is Seoul, a vibrant and modernised city. The area of the country is around 100,000 sq km. The country follows two major religions Buddhism and Christianity (BBC News, 2010). The monetary currency of the country is Won. The country is a nation with vast knowledge and technical skills. They export products like electronic products, transport equipment and machinery. They have a technical know how and superior technical product developing skills which has made them into one of Asia’s most technically superior nation. South Korea has grown into a major economy and also has transformed into a democracy. The standard of living in Korea is very high. The

Media Comparison Paper Essay Example | Topics and Well Written Essays - 1000 words - 2

Media Comparison Paper - Essay Example As a result, companies are able to push their advertisements to the ultimate limit online while they remain very restricted by comparison in all other venues. However, a problem exists in that companies attempting to maximize their advertising dollars tend to run the same advertisement in a variety of different media to such an extent that images seen in the television commercial can often be found in a print magazine or online. Despite the inherent differences between online and print advertising, however, many advertisers can be seen to double up their advertising dollars and spice up their image by converting images from their television or print advertisements into primary focus art for their online presence, giving it life and movement in ways that are sometimes not permissible in other venues. The internet provides numerous opportunities for these advertisements to go beyond the strict bounds of print and even television guidelines. Skyy Vodka is among the many examples availab le regarding this money-saving and curiosity-inducing tactic. This brand in particular uses enticing images of women, or their body parts, as a means of attracting predominantly white, upper to middle class customers to their product in both their print and online advertisements, but their online presence is permitted to go a bit beyond what their print ads have to offer. Skyy Vodka walks a delicate balance between tasteful and sleazy in their advertisements for their liquor product. Print ads feature images from the online ads that stop short of the full disclosure that sometimes appears online. An example of this can be found in the following print advertisement featuring a woman stepping off of a plane: Taking on a cartoon quality, this ad is significant in that it cuts off the woman’s head, emphasizing instead her long legs and the idea that her dress is about to be caught in the engine and ripped off of her body. This, of course, appeals

Management of Change and Organisational Development Essay

Management of Change and Organisational Development - Essay Example In our discussions, we realized that change means a variation or the altering of the established way of life or how we live and which people in an organization or an entity are accustomed to normally. We also concluded that the change that we required for organizational development could be affected by the internal or external environment in which we functioned and the change occurring in that environment. Change is usually premeditated, natural or imposed upon the persons it is likely to affect. Every person in a particular group is often required to participate in change by waiting till the change occurs naturally or may take necessary steps that are preventive that can strengthen the group. Change may be external whereby it affects the development of a group and may include educational or cultural forces, social and economic forces while internal forces may include composition and policy of those involved, changes in the personnel, attitudes and feelings of those involved and the work involved amongst other factors. McLean 2006 (p25) argues that change theorists such as Lewin argue that if you want to understand properly a system, it is important that the person first seek to change it in one way or the other. Therefore, a person must be part of the system that he is seeking to change in order to attain the best results. In the research by Lewin about management change and organizational development, he has found that every action research initiative is distinct from the other and that in finding the solution to each, each player must be taken to be unique and understanding the culture of the system. Due to changes in organizations either through different phenomena such as technology and globalization, there has been a necessity for change management plans and strategies for their implementation. Therefore, as a group we were forced to effect change management and organizational development in order to keep in line with the need for improvements in the grou p environment and to remain aligned to the external influences of the organization. Organizational Development in the Group Organizational development is an effort aimed at improving the ability of a group or an entity to solve problems and renew itself through an effective management of the culture of the organization while emphasizing the culture of formal work force from the whole team as involved (McKinney and Howard 1998, p.167). It is always in a planned manner, identifies the problems in the group or organization, and develops strategies for solving the problems and improving on them, and seeks to change the system of particular entities as a whole for example the development of teams and strategy for management. In order to achieve organizational development, there must be a strong desire in change from both the change initiator or the change agent and the person whom the change focuses on, which we tried our best to foster in the group by employing different strategies. Due to the changing face or dynamism of the environment in which an entity exists there are efforts made as a response known as organizational development. The factors that caused the need for organizational development in our group included rapid and unexpected changes and the sustained growth of organizations. The other changes that necessitated the need for organizational development are increased diversity and change in managerial behaviour

Commuincation in Business Culture Term Paper Example | Topics and Well Written Essays - 1000 words

Commuincation in Business Culture - Term Paper Example This essay explains the rules in communicating in a business culture and explains situations when a rule may be violated. When considering communication in business culture it’s clear there are a number of overarching rules one must consider. When considering communication in the business context, it’s first necessary to examine the nature of forms of communication. In these regards, there is the obvious form of face-to-face communication in the specific business environment. Still, there are numerous other forms of communication that do not involve such interaction. For instance, business communication increasingly involves technological mediation, with employees remaining in context with each other through email, telephone, or forms of social media. One of the notable features of these elements of communication is the understanding that in large-part the medium of communication influences the rules for successful communication. In further examining the rules of commun ication within business culture it’s clear there are a number of rules that emerge. One of the primary rules of business communication is avoiding barriers to direct and efficient communication practices. One of the primary barriers to communication is complex-messages. ... Not following this rule can result in decreased efficiency levels, as employees need to work to ensure that they gained the correct meaning of the message. In more serious business contexts, it is even possible for such forms of communication to have disastrous consequences. Still, it’s recognized that there are instances when individuals need to use complex messages in business communication. For instance, in financial climates or areas of high-density business, it’s clear that in properly articulating messages it’s necessary to implement complex linguistic forms of expression. Another major rule of communication in the business culture concerns the importance of not withholding information. While withholding information is slightly more complex a formulation than the rule of not delivering complex messages, it’s equally important. The nature of a functional business environment relies on open and clear communication practices. Indeed, it’s been ar gued that, â€Å"if employees consistently withhold information the issue can become a pervasive one affecting all levels of organizational structure† (Dianne 2010, pg. 111). When employees withhold information this results in decreased efficiency levels and affects the company’s ultimate profitability. Withholding information occurs for a variety of reasons. For instance employees may withhold information as a means of maintaining power through knowledge disparity. In this context of understanding, one considers the notion of ‘knowledge is power’ as a central consideration. Other employees may withhold information from each other simply out of a general dislike or avoidance. In these regards, it’s necessary for

Gun should be ban Essay Example | Topics and Well Written Essays - 1000 words

Gun should be ban - Essay Example However, the other school of thought suggests that gun control policies and legislations are necessary in order to lower the rate of criminal activities using guns. According to the studies the main reason behind most of the casualties in the world is hand guns. The guns should better be banned because they put everyone’s life at risk and most of the guns in the homes are the reasons of unnecessary shooting and nothing else. In one of the study of the shootings, it was revealed that in almost two third cases the shooter got the gun from someone close, a relative or a friend. Keeping a gun is not protecting people but on the other hand it is the reason behind the increasing homicides. The major aspects of this debate are the sociological, legal and ethical considerations that apply differently to the discussion. The social scientists have their own point of view and according to them the gun control policies are an effective measure taken to reduce the criminal activities that take place with the use of handguns. These regulations are very important for the social security and the wellbeing of the society. From the ethical pint of view, the citizens should be given the right to protect themselves and thus they should be allowed to bear arms. They believe that of the citizens are given the right to protect themselves; there would be no one to be harmed by criminals. However, the most important aspect to this debate is the legal point of view under which the second amendment of the US constitution is interpreted. The constitution says that every person has the right to bear arms. The psychological reason behind keeping a gun in the homes would be the feeling of ins ecurity and the need to believe oneself as powerful (Diener and Kerber, 1979). Guns are being used in most of the mass shootings. And that is the major reason why guns should be banned (Vernick 84). Studies show that the presence of guns is likely to increase the crime rate in

The Nature vs. Nurture Debate Essay Example for Free

The Nature vs. Nurture Debate Essay The nature versus nurture debate is of constant discussion amongst psychologists today. In the 17th century the French philosopher Rene Descartes set out views which held that people possess certain inborn ideas that enduringly underpin peoples approach to the world (Bee, p.3). On the other hand, the British philosopher John Locke took a more empirical approach emphasizing the role of experience as fully contributing to behavioral development (Bee, p.3). Since the days of Descartes and Locke, the empirical nurture approach has possibly tended to have the best of the argument but the debate is far from being settled. Nature is our genetic gift; it determines our basic physical layout, hair and eye color. It determines the types of emotions and motivations we can experience like happiness, sadness, and fear. A person maintains his mental ability only based on what he is born with genetically on the nature side of the debate; therefore stating the environment plays no role in determining his mental aptitude. Nurture is the experience during our lifetime; the assumption that what makes children turn out the way they do, aside from their genes, the environmental part of child development, is the experiences they have at home in particular the experiences they have with their parents and society. This side argues that the environment and surroundings of a person affect their mental ability and are influential in the development of that person. A nature-nurture debate is concerned with what causes something to develop. The debates of nature vs. nurture tend to be historical rather than current. Today, most psychologists see development differently: they believe biological predispositions guide development in certain directions, but experience as influencing how that development manifests itself. The two sources are seen as interconnected, not as opposing alternatives, and it is the way that they interact which is the focus of interest.

Tech Mahindra Project Report Essay Example for Free

Tech Mahindra Project Report Essay Chapter i industry analysis 1.1 Competition in the industry: HIGH The intensity of rivalry competitors in an industry refers to the extent to which firms within an industry put pressure on one another and limitseach other’s profit potential. According to porters 5 forces industry analysis framework, the intensity of rivalry among existing firms is one of the forces that shape the competitive structure of an industry. It depends on different factors such as Number of competitors, Industry growth, Degree of differentiation, exit barriers, Client’s switching cost. Looking at each of them: 1.1.1. Number of competitors Software industry consists of numerous players, because of the rivalry will be more intense. Presence of a large number of players in industry leads to competition and rivalry among companies. Threat from rivalry and competition poses a threat to domestic companies. 1.1.2. Industry growth Indian software industry has registered a strong rate in the past few years. Outsourcing has played a major role in the growth of Indian software industry. Software export has registered a very strong annual average growth rate of 45%during past years. Software industry is one of fastest growing industry in India. 1.1.3. Degree of differentiation Industry’s offerings are undifferentiated which leads to high rivalry. Industry players are providing equivalent after sales services, which includes installation, training etc. 1.1.4. Exit barriers Exit barriers for existing software companies are low as the initial capital requirement is low in software industry. 1.1.4. Client’s switching cost- When clients switching cost is low, industry rivalry is more intense. Clients are articulate for their need and generally ask for customized product. So switching from one product to another is not taken place generally and if they switch, they generally go for the software which suits to their current platform and configuration and prefer the same vendor. So, for customized software, clients switching cost is low. Competitors of Mahindra Satyam in different categories are: * Tata Consultancy Services * Wipro * Infosys * HCL Technologies 1.2. Potential of new entrants into industry: MEDIUM As evidenced by the huge number of players in the Software field, barriers to entry are very low. Costs of developing a product are relatively low, and a few thousand dollars are all that may be needed to create a product and step into the market.Factors influencing potential of new entrants are differentiation, brand establishment, initial capital investment, and economies of scale. 1.2.1. Differentiation: Highly differentiated products or well-known brand names are both barriers to entry that can lower the threat to new entrants.Differentiation can be done in many ways but it’s costly for thecompany. Industry offerings are undifferentiated which leads to highrivalry. Industry players are providing equivalent after sale services,which includes installation, training etc. 1.2.2. Brand establishment: In software industry, branded products do not have any impacton client’s requirement. Thus, brand establishment is low whichmakes low barrier for new entrants. 1.2.3.Initial capital investment:Initial capital investment is low in establishing new company insoftware industry. Software industry is based on intellectual property thus it does not require higher capital investment. 1.2.4. Economies of scale: Due to financial crisis, many companies share their human resource skill to handle more than one project. By resource sharing they develop more software products. Thus an economy of scale is moderate. Another reason for high threat of new entrants is favorable government policies. Location is one of the favorable factors as such location does not have any major impact on software development target market. 1.3. Power of suppliers: LOW There are no suppliers to speak of in this industry, since all that is needed is an idea and some coders to get it up and running. 1.3.1. Availability of vast talent pool: Software professional are widely present across the globe, including fresher and experience which provide employers high benefit to recruit at competitive salary package. There is a largesupply of trained and educated professionals. 1.3.2. Skill differentiation: There is a low skill differentiation among the software professionals which makes the employers able to switch human resources. 1.3.3. Buyer concentration: When buyer’s concentration is high, suppliers power is low,employer are more concentrated focused for their required humanresource skill.Other factors which make the suppliers power low are due to slowdown, job cuts and layoffs. 1.4. Power of customers: HIGH The answer to this is dependent on the particular segment we are talking about. Since many of the players in this segment are mega corporations, the bargaining power of customers is extremely low for the small business segment. But in the enterprise segment, the customers themselves are mega global corps; the bargaining power is a lot more. Therefore, it is hard to make a sweeping statement for the entire industry. 1.4.1. Buyers switching cost: When clients switching cost is low, buyers power is higher.Clients are articulate for their need generally ask for customized product. So switching from one product to another is not taken placegenerally and thus buyers switching cost is low where as it is high for buying products at the organization level as it requires highinvestment in terms of money as well time. Employees do not acceptthe change easily which affects their productivity. 1.4.2. Buyers concentration: If buyers are concentrated compared to sellers, if there are few buyers and many sellers buyer power is high. Generally buyers go for customized software, on time investment, which makes them more concentrated. 1.4.3. Buyers price sensitivity: If the consumer is price sensitive well educated regarding the product, the buyer power is high. Market is highly price conscious promotion driven. Outsourcing has major role in Indian software industry; international clients are more prices sensitive. 1.4.4. Buyers information availability: As the software products are developed based on clients requirements, buyers are well informed about the software products. 1.5. Threat of substitute products This is a somewhat dicey point. The boundaries of the â€Å"online collaboration software† market are very vague. Under the banner of â€Å"enable remote teams to work together†, just about anything under the sun can be passed off as an online collaboration solution – email, a document manager, social networking sites, activity streams, project management solutions, mind mapping solutions, web conferencing solutions, intranet tools, real time coauthoring, IM and more. Recent times have seen a minor convergence of sorts, where solutions integrating many of the above mentioned tools – business email service, document management, project management, workspaces etc. in a single suite have hogged thelimelight. With all these vaguely similar solutions looking to serve the same core need, you can bet the market is packed like sardines in a tin. CHAPTER II – COMPANY ANALYSIS 2.1. Company profile Mahindra Satyam formerly known as Satyam Computer Services Limited is an Indian IT services company based in Hyderabad, India (Now it became Tech Mahindra effective from 26 June 2013 with merger approval by Andhra Pradesh  and Maharashtra high courts).It was founded in 1987 by B RamalingaRaju. Mahindra Satyam is a part of the Mahindra Group which is one of the top 10 industrial firms based in India.Mahindra Satyam is a part of the USD 7.1-billion Mahindra Group which is one of the top 10 industrial firms based in India. The company offers consulting and information technology (IT) services spanning various sectors, and is listed on the New York Stock Exchange, the National Stock Exchange (India) and Bombay Stock Exchange (India). The company offered consulting and information technology (IT) services spanning various sectors, and was listed on the Pink Sheets, the National Stock Exchange (India) and Bombay Stock Exchange (India). Mahindra Satyam (OTC: SAYCY), a leading information, communications and technology ICT company providing top-class business consulting, information technology and communication services. Leveraging deep industry and functional expertise, leading technology practices and a global delivery model, enable companies achieve their business goals and transformation objectives. Mahindra Satyam is ranked #5 in Indias software services firms behind Tata Consultancy Services, Wipro, Infosys and HCL Technologies and overall #161 in Fortune India 500 list for 2012. Powered by a pool of talented IT and consulting professionals across enterprise solutions, client relationship management, business intelligence, business process quality, operations management, engineering solutions, digital convergence, product lifecycle management, and infrastructure management services, among other capabilities. | | Vision –â€Å"To be the world’s most valued ‘ICT’ Company†| Development and delivery centers in the US, Canada, Brazil, the UK, Hungary, Egypt, UAE, India, China, Malaysia, Singapore and Australia serve numerous clients, including several Fortune 500 companies. Part of the $14.4 billion Mahindra Group, a global industrial federation of companies and one of the top 10 business houses based in India. The Group’s interests span automotive products, aviation, components, farm equipment, financial services, hospitality, information technology, logistics, real estate and retail. * Customer First: Respond to customers speedily, courteously and effectively * Good Corporate Citizenship:Seek long-term success for all stakeholders without compromising on ethics or transparency * Individual Dignity:We value the individual, uphold the right to express disagreement, and respect the time and efforts of others. Nurture fairness, trust and respect * Professionalism: We impart freedom and the opportunity to excel and to grow; support innovation and well-reasoned risk taking, demanding performance * Quality focus: We make quality a value driver in our work, our products and our interactions. Do it â€Å"First Time Right† In the reoriented turf of global markets and trends, new capabilities and agility hold the key to business continuity and sustained profitability. Leaders at Mahindra Satyam in their unique roles as corporate executives, address these fundamental activities of the corporate office. They have a team of truly global players who have helped the Company emerge as a global player of reckoning. CP Gurnani (popularly known as CP) is the CEO of Mahindra Satyam and MD of Tech Mahindra.CP played a pivotal role in the three year transformational journey of Mahindra Satyam and is spearheading the eventual merger with Tech Mahindra. VineetNayyar serves as Chairman of Supervisory Board of Tech Mahindra GmbH. He is also a trustee of Vidya Education Foundation, Cathedral Vidya Trust, Mahindra Education Foundation and Mahindra Satyam Foundation. 2.2. Mahindra Satyam services Mahindra Satyam provides services in the following areas: * Aerospace and Defense * Banking, Financial Services Insurance * Energy and Utilities * Life Sciences Healthcare * Manufacturing, Chemicals Automotive * Public Services Education * Retail * Consumer Packaged Goods * Travel, Transport, Logistics * Telecom, Infrastructure, Media and Entertainment Semiconductors * Information Technology Their expertise has made them the choice of three of the top five companies in food products, two of the top five in pharmaceuticals, four of top the five in networking and communication equipment, two of the top five in chemicals, three of the top ten in aerospace and defense, four of the top ten in electronics and electrical equipment, five of the top ten in automotive and automotive parts, one of the top five in industrial and farm equipment, three of the top ten in gas and oil, and one of the top three in semiconductors. 1. AEROSPACE: The Mahindra Aerospace division was created in 2007 to expand our existing automotive and manufacturing expertise to the growing aerospace industry. Through their Components sector (known internally as the Systech sector), they acquired several companies with design and manufacturing experience. 2. AFTERMARKET: Theyentered the aftermarket industry in 2001 to create a business ecosystem for pre-owned cars that mirrors the ecosystem for new cars. They have set about to professionally organize the pre-owned car industry in India so that you can trust you’re getting a quality vehicle. Mahindra First Choice Wheels is India’s first multi-brand pre-owned car business. 3. AGRIBUSINESS: The Mahindra Groups close linkage to rural India and agriculture is almost as old as the company itself. Their tractor business, more than forty years old, continuously sets new benchmarks for reliability and quality—a fact reflected by our 40 percent market share in India. 4. AUTOMOTIVE: In 1947, they introduced India to the utility vehicle. More than 65 years later, theyre still Indias premier utility vehicle (UV) company, but theyve also grown quite a bit. In addition to making groundbreaking UVs like the Scorpio and Bolero, Mahindra offers cars, pickups, and commercial vehicles that are rugged, reliable, environmentally friendly, and fuel-efficient. 5. COMPONENTS: They entered into the components industry (known internally as Systech) as Indias global competitiveness took off. Leveraging domain expertise in the automotive and farm equipment sectors and a series of acquisitions, we have grown rapidly in skill and scale. 6. CONSTRUCTION EQUIPMENT: Mahindra Mahindra entered the Construction Equipment industry in February 2011 with the launch of the Mahindra Earth Master Backhoe Loader. Already one of the world’s largest markets, demand for construction equipment is growing in India. Their unparalleled dealer network makes the Earth Master available across the country. 7. CONSULTING SERVICES: Through our consulting services, we help companies keep up with the fast-changing business climate. Their special Services Group is constantly reevaluating its information security and risk management processes as the environment shifts, dealing with known threats and anticipating future risks. 8. DEFENSE: Theyve been involved with defense systems since 1947 when we became importers, assemblers, and then adapters. From there, they have moved into designing and constructing our own line of armored vehicles to become the largest private sector supplier to the government.Theyve now expanded into defense systems like sea mines, surveillance solutions, weapons, ammunition, and more. 9. ENERGY: First, they envision bringing reliable and innovative power back-up solutions to India that ensures an uninterrupted power supply for all the critical sectors of the economy. Their line of diesel generators offers electricity backup to remote locations to power banks, hospitals, schools, businesses, and industry. 10. FARM EQUIPMENT: Through this network of services, they aim to empower the rural farmer and transform rural productivity, income, and living standards. They are willing to improve farm lifestyles by making hard work easier, increasing yields, and increasing returns. From low cost tractors that cater to farmers with marginal landholdings, to higher performance tractors with superior features, theyve revolutionized the farm equipment space. 11. FINANCIAL SERVICES: Mahindra Finance and its subsidiaries offer a complete range of financial services and insurance solutions for both businesses and personal life. Their flagship financial services business provides vehicle, asset, and personal financing. Their general and life insurance broking services provide customers with security and protection. 12. INDUSTRIAL EQUIPMENT: Mahindra entered the industrial equipment market in 1992 with a range of high-efficiency conveying equipment for the cement industry. Their longstanding experience in manufacturing gave us a firsthand understanding of the importance of reliable and effective material handling equipment. They quickly expanded to serve the power plants, heavy chemicals, and mineral processing in addition to cement. 13. INFORMATION TECHNOLOGY: Mahindra has a leading presence in the global Information Technology (IT) industry, offering a full range of IT solutions and support through four outstanding companies with special expertise. They design industry-specific IT solutions to help our clients take advantage of the new opportunities and adapt to the new challenges of a changing world. 14. LERE HOSPITALITYISU: When they entered Leisure Hospitality in 1996, very few affordable vacation options were available for Indian families. They saw a tremendous opportunity to open up a new industry and bring real benefits to a large segment of underserved customers. 15. LOGISTICS: The transportation needs of our automotive sector drew us into the logistics business in 2000. The success of our internal strategic operation led our expansion to serve a variety of corporate customers across many industries. 16. REAL ESTATES: Their innovative integrated business cities are revolutionizing the way Indians work, live, and play. Working with the Indian government’s Special Economic Zone scheme, they’ve created two brand-new cities designed to facilitate business excellence and a relaxed, healthy lifestyle. 17. RETAIL: Their first retail foray, the Mom Me retail chain, positions us as first movers in the market for maternity and baby needs. Before their entry, Indian mothers had to visit an array of shops to buy here, baby healthcare supplies there, and nursery furniture at a third place. 18. TWO WHEELER: Mahindra became the first Indian two-wheeler manufacturer to enter the Moto Grand Prix Championships, showcasing their engineering and technology expertise on a platform where the best in the world compete. We aim to grow into a major player in the Indian Two Wheeler industry with a robust presence in all product segments. 2.3. SWOT Analysis Strength 1. Global Presence 2. Broad range of research and development services 3. Broad service portfolio 4. Strategic alliances 5. Strong financial position, company has revenue of US $ 1.8 billion and employee strength of 33,353 Weakness 1. Low operating margin of other group of companies. Opportunities 1. New Brand Identity and synergy with the parent company 2. Launching BPO services 3. Huge potential in domestic market 4. Increasing in Global IT spending Constraints 1. Potential negative impact of Satyam related litigation 2. Emergence of potentially disruptive technologies/practices, data security breaches 3. Fluctuations in currency exchange 4. Process Non-compliance 5. Increasing cost of Human capital 6. Risk due to increasing IT complexity 2.4. HR Departments at Mahindra Satyam Various departments under HR functions has been divided into 5 parts mentioned below 1. Recruitment 2. Generalist(Business HR/ Unit HR) 3. Training Development 4. Compensation benefits 5. MSLW(Mahindra Satyam Learning World) Recruitment: The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates motivations and their fit with organizational requirements by interviewing and other assessment techniques. Generalist(Business HR/ Unit HR) : This department understands the business areas they support, key drivers in developing that business, potential barriers to the success of the business and through this understanding and delivering customer focused HR solutions to the business to support its strategy. Training Development: Handles a planned activity conducted after a thorough need analysis and target at certain competencies, most important it is to be conducted in a learning atmosphere in order to improve an employee’s performance. Compensation benefits: The Compensation Benefits (CB) specialist looks after the pay structures and fringe benefits of employees within the organisation. The role aims to provide equity and consistency in how salaries and benefits are put together across different levels. At their most strategic level,  the CB specialist can devise salary levels, incentives, commission structures and benefits packages that can affect the performance of an entire organization. MSLW (Mahindra Satyam Learning World): an  enterprise-wide learning ecosystem that captures and delivers the learning and development needs of all our associates through a single platform has been setup. Courses such as induction, entry-level training, continuous competency development, performance evaluation, and career-path development have been offered. 2.5. Structure of Recruitment department at Mahindra Satyam Figure 1 Depicts the structure of the HR Recruitment department at Mahindra Satyam Management Campus Associate Referral Msat Career site Recruitment Agencies Print Media Engineering Campus E Sourcing Direct Applications Recruitment Lead Recruitment Lead Recruitment Lead Team Members Team Members Team Members CHAPTER III – DISCUSSION ON TRAINING 3.1 Roles and Responsibilities 1. Roles * Sourcing profiles * Scheduling interviews * Collect the list of short listed candidates from the tech panel * Conducting HR Round * Collecting required documents for offer release * Preparing trackers on status of the candidates(Shortlisted/Rejected) 2. Responsibilities * Releasing offers * Ensuring that the pre-job formalities have been done before on boarding 3.2 Description of task a) Sourcing profiles as per the Job Description b) Calling the candidates and assuring with them whether they are looking for a job change or not. Collecting information such as Total experience (Texp), Total relevant experience (Rexp), Current salary (CCTC), Expected salary (ECTC), Current location and Notice period (NP). The format is shown below in the table. c) Sending the profiles of the interested candidates to the technical panel. The report was in below shown format. Table no.1 Depicts the format in which the details of the interested candidates are sent to the tech panel S.no| Name | Email id | Contact No.| Current Company | Texp| Rexp| CCTC| ECTC| NP d) Scheduling interviews (Telephonic / face 2 face) for shortlisted candidates and sending interview call letters to the candidates. e) Blocking the schedule of the tech panel as per time slot provided by the candidate. f) Verifying whether the interview has been done as per the schedule. If not rescheduling the interview if required. g) Checking with the tech panel whether the candidate has been shortlisted or rejected. h) If shortlisted, whether the candidate has to take up another round of interview (generally with the clients). i) If the candidate has cleared all the mandatory rounds, conducting a HR round with candidate. Asking questions such as why are you looking for a change, negotiations on CTC, communication skills and rating them accordingly in the IOS sheet (Interview Observation sheet). The rating in the IOS Sheet is in the form of SMART. Example of IOS sheet is shown in Figure no. 3 All the details in the IOS are filled up as per the candidate’s performance in the Technical and HR round: 1. Circle: Circle in the IOS refers to the Competency development group i.e entire Mahindra Satyam is divided according to the functions they perform. The Competency development group(CDG) comprises of three parts a) Integrated engineering services (IES) * PEG (Product Engineering services) * AES (Aerospace engineering services) b) Infrastructure management services(IMS) c) Consulting Enterprises Services (CES) 2. Applicant id : It is generated through ERP system i.e. Oracle people soft system by giving in some information such as Passport No, Date of birth, e-mail id and providing in all general details of the candidate. 3. Rating: Tech panel and HR rating are as per SMART scale wherein S – Excellent M – Good A – Average R Below average T – Inefficient 4. Band: Mahindra Satyam does not have designation rather it has bands to represent the position and the roles of an employee. They have bands such as S1 , S2 , U1 , U2 determined by years of experience and various other factors. 5) Deviation: They could be certain deviation from the interviewers matrix, they are: * Hike deviation: Generally Mahindra Satyam provides a salary hike of 30% on the current CTC. But if the candidate is expecting salary hike * more that 30%. Then it is called as deviation in the salary matrix; in that case we need approvals. * Grid deviation: If the candidates are demanding a higher band than the provided band, then we need to take approvals from Chief operating officer. 6) Notice Pay: If the candidate has a certain notice period and we want the candidate to join immediately. Then few companies have buy out option so that the companies relieves the candidate immediate on the payment of certain amount. That is known as Notice pay. 7) Background reference no.: Before an employee is given an offer letter, Mahindra Satyam has a background check of the candidate. Documents such as address proof, virtue template, previous company service certificate, Current Company offer letter, 2 months’ salary slips, highest degree certificate and mark sheets are to be produced to the BG vendor for the BG verification. Once BG verification is done, BG vendor produces a BG Reference no. which assures that all the provided details are correct and also can be used for future reference checks. Figure No.3 Depicts the IOS Sheet j. Sending a list of documents that the candidate is supposed to send for BG verification and Offer release if he/ she has been shortlisted. k. Releasing  the offer letter of the candidate through the ERP system if all the supporting documents and background check has been done. l. Preparing a tracker on how many candidateswhere scheduled for the interview and how many candidates have been shortlisted. Was the requirement closed or not. If not, checking what were the qualification or key words for the selected candidates so that it can be used for further search of candidates. m. Calling and updating the selected candidates the DOJ as they might be certain rejections from candidate side. n. To assure that the new joinee has done all pre – joining formalities (To fill up the virtue in the company website, Health checkup etc.) to avoid any discrepancies during on – boarding. CHAPTER IV – ANALYSIS OF RESEARCH UNDERTAKEN 4.1. Background In the current corporate scenario, the most important resource for any organization is Human Resources. Managing human resources has become ever more complicated through the generations. In Human Resource Management, recruitment plays a very crucial part. Recruitment creates 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. Undertaking this process is one of the main objectives of management. Indeed, the success of any business depends to a large extent on the quality of its staff. Recruiting employees with the correct skills can add value to a business and recruiting workers at a wage or salary that the business can afford, will reduce costs. People are integral part of any organization today. No organization can run without its human resources . In today’s highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. This hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type  of people on organization needs. Job analysis and job design enables to specify the task and duties of hobs and qualification expected from prospective job HRP, job analysis, job design helps to identify the kind of people required in an organization and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. An enterprises grows, diversifies, take over the other units all  necessitating hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist. Hiring involves two board activities:- 1. Recruitment 2. Selection 4.1.1. Recruitment: It refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means through online, newspapers, using newspaper dedicated to job advertisement. A recruitment process should be: * Efficient Cost effective in method and sources * Effective Producing enough suitable candidates * Fair Ensuring that decisions are made on merit without discrimination 4.1.2. Selection:Selection is the process of identifying individuals who have relevant qualifications/experience/skills and competencies to fill in the jobs. Once there is a pool of applicants for a job, the next step is to select the best candidate for the job. Selecting the right employees is critical because: †¢ The organizations performanceisdependentonitsemployees.Employeeswiththerightskillsandattributeswilldoagoodjob. †¢Itiscostlytorecruitandhireemployees.Hiringandtraining a new employee costs a lot of money †¢ Incompetenthiringcouldimpactthe organization inabigway.Theemployeemaycommitwrongfulactthatwillimpactthe image ofthe organization adversely. 4.2. RESEARCH METHODOLOGY 4.2.1. STATEMENT OF PROBLEM For the leverage of organization development, efficient workforce is necessary. The purpose of the report is to overcome the recruitment challenges and improve the selection methods to hire efficient employees with the motto of low cost and profit maximization. 4.2.2. OBJECTIVES OF THE STUDY †¢To study the existing recruitment and selection process at Mahindra Satyam. †¢To study various factors involved in recruitment and selection process. †¢To find employers and employees opinion about present process and provide asuggestion for improvement. 4.2.2. SCOPE OF THE STUDY Recruitment life cycle starts from sourcing the profiles, through referral program or through any other sources we get required profiles for the next round. Once the candidate got selected, one needs to follow up the candidate till he/she joins the company. This project is useful to know about the entire recruitment cycle in Mahindra Satyam, including the effectiveness of recruitment cycle. 4.2.3. METHODOLOGY Sample Size Design: * 25 samples are collected from the employers. * 25 samples are collected from employees. Sampling Process: Convenience Sampling: A convenience is obtained by selecting ‘convenient’ population units. The method of convenience sampling is also called the chunk. A chunk refers to that fraction of the population being investigated which is either by probability or by judgment but by convenience. Sources of data collection: * Primary data:Data which were a fresh and for the first time. To obtain the primary data a questionnaire has been prepared for both the employers and the employees and were generated to get the feedback. And this questionnaire was designed to find out the effectiveness of Recruitment and Selection process. * Secondary Data: Secondary data is collected from internet, registers, records, journals, articles, magazines and annual reports of the organization to study the recruitment life cycle of Mahindra Satyam. Data collection Instrument: For the collection of primary data questionnaire has been used .Since it is one of the effective way of collecting the data but the design begins withanunderstandingofthecapabilities of aquestionnaire and how they can help in research. If it is determined that a questionnaire isto be used, the greatest care goes into the planning of the objectives. Tools for analysis: Percentage analysis: In percentage analysis, charts like bar chart and pie charts are used topographically represent the results from percentage analysis of the questionnaire. Limitations * The period for study is one month, so the detailed analysis about the process isdifficult. * The study was made only with limited number of samples. * The respondents may give false information. * The study is limited to Bangalore office 4.3. Recruitment process at Mahindra Satyam Recruitment Procedure in Msat: 4.4.1. Requirement: Whenever there is requirement in a project, respective project head shares the requirement in following format with the recruitment head. Format as follows Table no. 4 Represents the format when there is a vacancy No. of positions| | Years of experience| | Role of the profile| | Technical skills| | Job description| | Work location| | Salary range(if any)| | Once the recruitment head receives the above format, he/she shares with the respective team head of the recruitment, and then team head shares with the recruiter of that specific skills. 4.4.2. Sourcing: Once the recruiter receives the format, he/she starts sourcing. Sourcing is very important step in recruitment. As we know the definition, right person at right time in right position is the motto of recruitment. So to get right candidates, sourcing is to be done by using different sources. Mainly we source from naukri, monster and recruitment agencies. Firstly we check referees and then we go for external sourcing methods. Depending on the number of positions it to be filled, recruiter sources the profiles accordingly. Recruiter also source profiles till technical team satisfied with the profiles and till the positions got filled. 4.4.3. Interview: Once the recruiter get the required number of profiles, shares the profiles with the technical team by keeping the profiles in track to avoid duplicates. Technical team shortlist the profiles either by telephonic or face to face interview and then shares the shortlisted profiles to the recruiter. Recruiter then conducts hr discussion and salary discussion with profiles and then sends all the documents of the candidate to BG team. 4.4.4. Offer letter: If the shortlisted candidate profiles are gone through the BG team, and if they are not fake, offer letter will be released to the candidates. Depending up on the notice period of the candidate’s current company offer letters are released. 4.4.5. Joining: Once the candidate received the offer letter, he/she may join or may not join the company. Joining of the candidate is very crucial part in entire recruitment life cycle. One needs to solve the issues of the candidate related to joining. Candidate may or may not satisfy with salary offered, may or may not interested in the role discussed or may fail to complete joining formalities. Follow up team plays very crucial role in recruitment, this team is responsible to increase the percentage of joining then rejections. Their main role is to solve all the concerns of the candidates as soon as possible and negotiate with them to join in the company then the mentioned date in offer letter.Roles and responsibilities of follow up team will be discussed in the next project. 4.4.6. Findings: COMPARITIVE ANALYSIS Net Joining Figure no. 2 Depicts the net joining of Mahindra Satyam with various other competitors for the year 2012 2013 | Q1| Q2| Q3| Q4| Infosys| 1026| 7646| 5311| 3041| TCS| 3271| 10717| 12497| 11700| Wipro| 4854| 2975| 3591| 2894| Mahindra Satyam| -932| 346| 764| 434| Source: cite hr Comparison: Table No.4 Net joinings when compared with competitors (Quarterly) * The highest recruitment in the FY2012-13 was done by Tata Consultancy Services. * Mahindra Satyam has shown signs of revival very strongly post the rough patch the organization faced in 2009. * The Referral fee paid in India of the three organizations are given below : The maximum referral fee paid is equal for all the three organizations. The Minimum referral fee paid is the highest in Mahindra Satyam. The referral fee paid abroad are given below – | Infosys| MahindraSatyam| TCS| Min| $1000| $750|  £750| Max| $3000| $2000|  £2,000| The minimum referral paid for referrals abroad is $750 (Mahindra Satyam) and the maximum is $3000 (Infosys). Non Cash Rewards – Mahindra Satyam: At Mahindra Satyam, every quarter the B-Channel Team develops a new scheme which involves non cash rewards (Ex. IPhone, LCD TV, etc) where the employee with highest number of referrals (joinings) is presented the prize. The referral fee is also paid during these schemes. Apart from this, employees who have referred a considerable number of applications are presented with prizes (Ipod, MP3 Players, Travel Vouchers,etc). This is done with a view to encourage employees to participate in the employee referral program and do not get discouraged by the fact that only one employee has won the prize. Infosys TCS: Infosys TCS do not have a policy of giving non cash rewards to its employees in the Employee Referral Program. Wipro:- Wipro gives out non cash rewards in the form of LCD T.V., Home Theatre, Foreign Holidays, etc. 4.4. ANALYSIS AND INTERPRETATION OF DATA Charts Prepared Based on Hr.’s Employees Feedback 4.5.5. DEMOGRAPHICS OF THE RESPONDENTS: 4.5.6.1. AGE Table no.5 Showing different age groups of the respondents (N=50) AGE | NO. OF RESPONDENTS| PERCENTAGE| 18 – 25 | 12| 24| 26 – 35 | 21| 42| 36 – 45 | 10| 20| 45 Above | 7| 14| (Source: Primary Data) Graph no.1 showing different age groups of the respondents Inference:From the above table it can be analyzed that 24% of the employees were between the age group 18-25 (young age), 42% of the employees were between the age group 26-35 (mid-age) , 20 % of the employees were between 36 – 45 years and 14 % are above the age of 45. 4.5.6.2. GENDER Table no. 6 Showing gender of the respondents (N=50) GENDER| NO. OF RESPONDENTS| PERCENTAGE| | | (%)| FEMALE| 18| 36| MALE| 32| 67| TOTAL| 50| 100| (Source: Primary Data) Graph no.2 Showing Gender of the respondents INFERENCE: From the above graph it can be seen that 67% of the employees are Male and 33% were Male and hence it can be inferred that the company has more male employees. 4.5.6.3. YEARS OF EXPERIENCE Table No. 7 Depicts the years of experience of respondents (N=50) Years of Experience| No. of respondents| Percentage| 0 2 years| 6| 12| 3 5 years| 16| 32| 6 8 years| 12| 24| Above 8 years| 16| 32| (Source: Primary Data) Graph no.3 Showing years of experience of the respondents INFERENCE : From the above graph we can say that 12% of the respondents are having 0 – 2 years of experience, 32% are having 3 – 5 years of experience, 24% are having 6 – 8 years of experience and 32% are having above 8 years of experience. So it can be analyzed that there are majority of employees who are having 3 – 5 and Above 8 years of experience. 4.5.6. FEEDBACK FROM THE HR PERSONNEL 4.4.2.1 Major source used for recruitment Table No. 8 shows the major source used for recruitment process (N=25) Source| Respondents feedback| Percentage| Campus recruitment| 4| 16| Sourcing (Job Portals)| 9| 36| Employee referrals| 7| 28| Consultancies| 5| 20| (Source: Primary Data) Graph no.4 Depicts the major source of recruitment INFERENCE: From the above table it is clear that the major source of recruitment is through sourcing through job portals i.e. 36% of the HR personnel use Job portals for recruitment process. However, it has been noticed that if the Employee is a fresher then Campus recruitment is a preferred source. And if it is a lateral employee then the other sources are mostly preferred. Since at Mahindra satyam they have HR recruiting team separate for freshers and laterals therefore the ratio varies. 4.4.2.2. Factor Which Affects To Recruit Best Candidate Table No. 9 Depicts the factors that influence to recruit the best candidate (N=25) Factor| Respondents Feedback| Percentage| Image of the organization| 4| 16| Internal organizational policies| 2| 8| Job Profile| 10| 40| Package offered| 8| 32| None of the above| 1| 4| (Source: Primary Data) Graph no.5 Factors which affects to recruit best candidate INFERENCE:So this implies that Job profile is the most attractive factor for influencing an individual to apply for a job at Mahindra Satyam followed by Package offered and Image of the organizational policies. 4.4.2.3. Employer’s opinion about the process for identifying job vacancies Table no.10 Depicts the process for identifying Job vacancies (N=25) Opinion| Response| Percentage| Step by step process| 17| 68| No step by step process| 8| 32| (Source: Primary Data) Graph no.6 Shows the process for identifying Job vacancies INFERENCE: 17 respondents said that their organization follow a step by step process withcertain rules and regulations in identifying job vacancies and 8 respondents said that their organization does not follow a step by step process with certain rules and regulations in identifyingjob vacancies. 4.4.2.4. If shortlisted applicant cannot be interviewed on the scheduled day Table No. 11 Shows what action is to be taken if the shortlisted applicant cannot be interviewed on the scheduled day (N=25) Opinion| Respondents| Percentage| Offer another date, location| 14| 56| Will hold the applicant| 7| 28| Exclude that person from the process| 4| 16| (Source: Primary Data) Graph no.7 Shows action to be taken if shortlisted candidate cannot be interviewed on the scheduled day INFERENCE: 56 % of the employers feel that it is better to offer another date, location as they don’t want to loose an opportunity to absorb the best candidate. 28 % would prefer holding the applicant and least employers would exclude that person from the process. 4.4.2.5. Barriers to Effective Recruitment and Selection Table No. 12 Depicts the Barrier to effective recruitment and selection process (N=25) Barrier| Response| Percentage| Shortage of qualified applicants| 7| 28| Competition for the same applicants| 9| 36| Difficulty finding and identifying applicants| 9| 36| (Source: Primary Data) Graph no.8 Shows the barriers of effective recruitment and selection process INFERENCE:The main objective of selection is to hire people having competence and commitment. This objective is often defeated because of certain barriers. It has been observed that both Competition for the applicants and difficulty in finding and identifying applicants is are the major barriers of the recruitment process. 4.4.2.6. Opinion of the employer for various questions These questionshave been clubbed together for ease of analysis since they have only two options Yes and No as their options. Table No. (N=25) Opinion| Yes | No | Is job analysis conducted for each position| 19| 6| Consider internal candidates before external recruitment| 21| 4| Do you accept late applications| 9| 16| Is JD provided for all job vacancies| 20| 5| organization measure the cost of recruiting sources| 17| 8| (Source: Primary Data) Graph no.9 Opinion of the employer for a set of questions INFERENCES: * It can be inferred from the above that job analysis is conducted for maximum roles however about 6 respondents out of 25 say that job analysis is not conducted for few roles. * 21 employers say that they consider internal candidates before external recruitment however 4 respondents contradict the statement. * 9 respondents said that they do accept late application as they don’t want to lose the right talent which is one of the major factors in recruitment â€Å"Choosing the right talent at the right place and right time†. So, it depends on the criticality of the Job/Role. But, 16 respondents out of 25 said that they don’t accept late applications. * It can be inferred from the above the graph no. 9 majority of then provide Job Description for all job vacancies however 5 respondents say that Job description is not provided which might lead to acquire improper talent. * It has been seen that out of 25, 17 say that Organization measures the cost of recruiting sources however 8 respondents said that organization doesn’t measure recruiting cost. Table No. 13 Opinion of the employer for a set of questions (N=25) Opinion| Yes | No | HR department perform all initial screening of candidates| 22| 3| Panel interviews are used| 15| 10| Allow a referee as a panel member| 4| 21| reference checks considered on all candidates| 18| 7| Validate the tests used in selection process| 20| 5| Graph no.9 Opinion of the employer for a set of questions INFERENCE: * 22 of 25 respondents say that they perform all initial screening of candidates however rest all say that they do not perform any initial screening. * 15 respondents say that panel interviews were used and 10 respondents say that they don’t prefer having panel interviews. * It can be inferred from the above tables that the person who gives reference cannot take interview of the candidate. * 18 respondents say that they perform reference checks and 7 respondents say that they don’t perform reference checks. * 20 say that they validate the test before taking interview since they have technical tests which might be helpful in screening the candidates and 5 said that they don’t validate the test. 4.4.2. Feedback from the Employees 4.4.3.1. Sources your organization rely heavily for recruitment Table No. 14 Depicts sources through on which Mahindra Satyam rely heavily for recruitment (N=25) Source| Respondents| Percentage| Internal| 16| 64| External| 9| 36| Total| 25| 100| (Source: Primary Data) Graph no.9 Source organization rely on for recruitment INFERENCE: Employees feel that their organization depends on internal sources i.e 64 % of the employees have a perception that their organization depends on employee referral rather than any other sources. Referrals generated by recruiters directly soliciting them from prospective candidates and new employees will have a measurable and positive impact on the quality  of hire (studies show referrals make better performing hires), cost-per-hire (little to no cost for these referrals), and time-to-fill ratios. 4.4.3.7. Channel an individual would prefer easy to post resume Table No. 15 Shows Channel an individual would prefer to post resume (N=25) Channel| Response| Percentage| job sites| 8| 32| company websites| 2| 8| Consultancy| 5| 20| Referrals| 10| 40| (Source: Primary Data) Graph no. 10 Shows Channel an individual would prefer to post resume INFERENCE: It has been observed that 40% of employees prefer posting their resumes to referrals as it is one of the effective sources of recruitment followed by job sites by 32%, consultancy by 20% and company websites by 8%. As it was seen in the previous inference drawn by the employers that employee referrals is one of the most effective source which attracted the pool of talent so is with the employees that they prefer posting their resumes to employees assuming that the probability to get selected is high. 4.4.3.8. Source through which the respondent got recruited at Mahindra Satyam Table No. 16 Source through which the respondents got recruited at Mahindra Satyam (N=50) Source| Response| Percentage| Newspaper sources| 2| 8| Journals/Periodicals| 1| 4| College recruiting| 8| 32| Employee referral| 9| 36| Job portals| 5| 20| (Source: Primary Data) Graph no. 11 Shows Channel an individual would prefer to post resume INFERENCE: It has been observed that 9 Employees have been recruited through Employee referral, 8 being employed through college recruiting, , 5 through Job portals, 2 through newspapers and 1 being employed through periodicals/Journals. 4.4.3.9. Type of questions employers asked in the interview Table No. 17 Shows the type of questions asked during interview (N=25) Type of questions| Response| Percentage| Relaxing questions| 6| 24| Tough questions | 10| 40| Icebreaking questions| 9| 36| (Source: Primary Data) Graph no. 12 Depicts the type of questions asked during interview INFERENCE: It has been inferred that 40% of the interviewers prefer asking Tough questions during the interview whereas 36% prefer asking icebreaking questions and 24 % prefer asking relaxing questions. 4.4.3.10. Opinion of the employee for various questions These questionshave been clubbed together for ease of analysis since they have only two common options Table No. 18 Shows Opinion of the employee for various questions (N = 25) Opinion| Yes | No | Visit the website of the company before the interview| 19| 6| Ever rejected an offer in any company| 16| 9| Satisfied with the selection techniques | 17| 8| test and the interview process is lengthy| 9| 16| Were questions given prior to the interview| 0| 25| Were you comfortable with your interviewer| 15| 10| Were all the candidates interviewed in the same way| 20| 5| Were people involved in recruitment supportive to you| 18| 7| Was induction/training provided after joining | 12| 13| Graph no. 13 Depicts the Opinion of the employer for various questions INFERENCE: * From the above figure we can infer that 19 employees gothrough the company website before attempting the interview however 6 do not prefer going to the company website. * Depending upon various factors16 people rejected an offer from a company but 9 of them never rejected an offer. * In the recruitment process 17 employees are satisfied with the selection techniques and 8 employees are dissatisfied. * In the interview process 9 employees felt that the process has been lengthy and 16 employees felt that it was not much lengthy. * In the selection process none of the employees were given questions prior to the interview. * It can be inferred that 15 respondents of the 25 were comfortable during the interview however 10 of them felt uncomfortable during the interview. * 20 Respondents say that all the candidates were interviewed in the same way rest all say that they were biased. * It can be inferred that the recruitment team was pretty supportive to them with 18 out of 25 supporting the statement rest all were not satisfied with the recruitment team. * Training was provided to 12 out of 25 respondents rest all were not provided as major of them said that they already worked in the same domain was the main reason for not being provided training. 4.4.3. Analysis Of Opinion Regarding Respondent Being Employer And Employee And Rating About Recruitment Selection Process Table No. 19 Shows observed countfor rating on recruitment process (N=50) RESPONDENT | RATING ABOUT RECRUITMENT AND SELECTION PROCESS | | Effective | Very Effective | Not Effective | No opinion| Total| EMPLOYER | 5| 14| 5| 1| 25| EMPLOYEE | 7| 7| 6| 5| 25| Total | 12| 21| 11| 6| 50| Percentage (%)| 24| 42| 22| 12| 100| (Source: Primary Data) Graph no. 13 Rating about recruitment and selection process INFERENCE: 24% employers rated that the process is effective, 42% of employers ratedthat the process is very effective, 22% of employers rated that the process is not effective,12% of employers said no opinion about the process. Referrals generated by recruiters directly soliciting them from prospective candidates and new employees will have a measurable and positive impact on the quality of hire (studies show referrals make better performing hires), cost-per-hire (little to no cost for these referrals), and time-to-fill ratios. 4.5 Findings * A majority of the respondents prefer to post their resume through Job referrals and job sites. * The percentage analysis shows that the organization relies heavily on internal sources. * A majority of employees inferred that they are satisfied with the response given after recruitment. * A majority of employers inferred that there organization is following a step by step process with certain rules and regulations in identifying job vacancies. * The percentage analysis shows that the organization is conducting job analysis and job description for each job position. * Most of the employers inferred that they are measuring the cost for the recruitment sources by comparing the validated budget versus approved budget. * It has been inferred that the employees are satisfied with the present recruitment and selection process. * Major barrier for effective recruitment and selection process are competition for the same applicants with the competitors and difficulty in finding and identifying applicants * Major source of talent is obtained through Employee referrals. 4.6 Conclusions This project â€Å"A STUDY ON EFFECTIVENESS OF RECRUITMENT ANDSELECTION PROCESS† was helpful to know about the recruitment and selection process at Mahindra Satyam. This study inferred that most of the employers andemployees are satisfied with the present process. This study was helpful to study thesources of recruitment and selection techniques methods used.The study on recruitment and selection is more an ART rather than a process HR professional is having a big responsibility to hire a best person from the available talent pool. At the same time, one needs to be cost conscious. The employer should judge onindividual merits and set the same standards for all. In the present scenario, â€Å"It is the biggest challenge for a HR manager to hunt for talent. 4.7 Recommendations: * From the study, it is found that majority of the employees prefer to post their resume in companies website and referrals. So the company can have exclusive career link in its website to post resume. * By using a separate link with resume screening software, the resumes can be screened and managed effectively. * It has been noticed that relocation is the main problem for a candidate’s rejecting an offer. So by providing a good salary and accommodation, relocation problem can be solved. Thus the recruitment process can be made effective by retaining the recruited candidate. Since it has been seen that Employee referrals is one of the major source or recruitment. So the following steps could be taken to make the employee referral program more effective and productive – 1. Rapid Response – The referral team should respond to the referred candidate and referring employee within reasonable time so that the employee feels his contribution is being considered and recognized. 2. Priority Processing – The referred applications should be given a priority for processing over other sources to ensure that the employee and the referral feel that they are special. 3. Expedited Interviewing – To promise that all employee referral candidates are interviewed within a certain number of days. 4. 5. Increase Recognition – Apart from the monetary and non-monetary rewards, employee recognition should be emphasized on. This can be done by publicly recognizing employees and managers for participating in the process. It can either be a small personalized thank you note or even an announcement through the notice board. 6. Referral Activities – Visiting top performers and coach them through a talent discovery exercise to generate referrals for a particular need. 7. Educate and encourage – Fighting corporate policies that discourage social media participation and  educate employees and managers about how to effectively use social networks for professional purposes, and then encourage mass participation. Also educate them regarding the advantages of employee referral program, so that each and everyone actively participate in the process. Apart from that the organization can rely on proactive referrals in the following ways – 1. On-boarding Referrals – Through this step, the organization can ask the new hires to make referrals during on-boarding. This can be very effective as they would have a larger network to access from as compared to the present employee’s social network. 2. Follow up Interviews – Following a successful referral, interview the referring employee to thank them for the contribution they have made. Also find out how they sourced the new hire from their network and ask for additional referrals. 3. Referral Events – To hold referral events and hiring parties for referrals in order to garner attention, to educate and get spot referrals. 4. A Referral Database – To develop a pool of referrers who can be proactively approached. Select these individuals based on their past referrals and the likelihood that they would know someone with a particular skill set. BIBLIOGRAPHY 1. www.ere.net 2. www.hrworld.com 3. www.citehr.com 4. www.mahindrasatyam.com 5. www.infosys.com 6. www.tcs.com 7. www.timesjobs.com ANNEXURE STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN MAHINDRA SATYAM (Questionnaire for Employers) EMPLOYER PERSONAL DETAILS 1. Name : 2. Designation : 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years RECRUITMENT 1. What type of process are there for identifying job vacancies in your organization? a) Follow step by step process with certain rules. b) No step by step process. c) Not aware. 2. Is job analysis conducted for each position? a) Yes b) No 3. Do you give consideration to internal candidates for all jobs before outside recruitment begins? a) Yes b) No 4. Do you accept late applications? a) Yes b) No 5. Is there any job description for each vacancy including the purpose, tasks and responsibilities? a) Yes b) No 6. Which recruitment source do you feel is effective from the below? a) Newspaper sources b) Professional journals/periodical c) Campus recruitment d) Employee referral e) Consultancies f)All the above 7. Does your organization measure the cost of these recruiting sources? a) Yes b) No If yes specify: 8. Identify any one factor which affects you to recruit best candidate? a) Image of the organization b) Government influence c) Internal organizational policies d) None of the above SELECTION 11. Do you have any standard pattern in selection process? (From initial interview to final placement) a) Yes b) No 12. Does HR department perform all initial screening of candidates? a) Yes b) No 14. Are panel interviews are used? a) Yes b) No 15. Can you allow a referee as a panel member? a) Yes b) No 16. Are reference checks considered on all candidates? a) Yes b) No 17. Are candidate telephone interviews, teleconferencing or video conferencing conducted before personnel interview? a) Yes b) No 19. Do you professionally validate the tests used in selection process? a) Yes b) No 20. What your organization will do if short listed applicant cannot be interviewed on the scheduled day? a) Offer another date, location. b) Will hold the applicant and used whenever needed. c) Consideration may be given to exclude that person from the process. d) No opinion. 21. Does your organization conduct medical examination for employees during selection process? a) Yes b) No 22. Finally rate the recruitment and selection process used in your organization a) Effective b) Very effective c) Not effective STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN MAHINDRA SATYAM (Questionnaire for Employees) PERSONAL DETAILS: 1. Name : 2. Designation : 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years RECRUITMENT AND SELECTION 1. Did you visit the website of this company before coming for the interview? a) Yes b) No 2. What is your experience in this company? a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years 3. Which sources your organization rely heavily for recruitment? a) Internal sources b) External sources 4 .Which channel do you prefer easy to post your resume? a) jobsites b) company websites c) consultancy d) referrals 5. Through which source did you get recruited in this company? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral e) Job portals 6. Which type of recruitment sources reaches you soon? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral 7. Have you ever rejected an offer in any company? a) Yes b) No 8. State the reason for rejecting the offer. a) Relocation b) Salary c) Growth d) Others 9. State the reason for accepting the offer in this organization? a) Image of the organization b) Government influence c) Internal organizational policies d) None of the above 10. Are you satisfied with the response given after recruitment? a) Yes b) No 11. Are you satisfied with the selection techniques used in your organization? a) Yes b) No If No, give reason: 12. Do you feel that the test and the interview process is lengthy? a) Yes b) No 13. What type questions they asked you in the interview? a) Relaxing questions b) Tough questions 14. Did they give the questions prior to the interview? a) Yes b) No 15. Did you felt comfortable with your interviewer? a) Yes b) No 16. Were all the candidates interviewed in the same way? a) Yes b) No If No, state reason: 17. The people who are all involved in the recruitment and selection process were very supportive to you a) Yes b) No 18. The final decisions about the appointment should be based only on merit? a) Yes b) No If No means state reason: 18. Did your organization provide you induction or orientation programme after placement? a) Yes b) No If yes means mention how effective and useful, 20. Finally how much you satisfied with the present recruitment and selection processfollowed in your organization? a) Satisfied b) Highly satisfied c) Dissatisfied d) Highly dissatisfied e) No opinion

Purchase Intention of Consumers: Instant Noodles

Purchase Intention of Consumers: Instant Noodles Chapter 1 Generalities of the study Introduction of study During the economic recession, consumers have to spend more economically and change their consumption behavior. Food which people around the world initially thinks of and enables people to save more is instant noodles which are very cheap and have diversified brands and flavors. Therefore, the instant noodle market can make a lot of money when compared with other consumption goods because consumers like to buy and store the instant noodles during the economic recession period. Almost every family in Thailand always store and eats the instant noodles as a meal or emergency food. When people are hungry at night and they want to save money, the instant noodles are their first choice. The study of Nano Search Co., Ltd showed that, at present, consumers buy and eat the instant noodles with which they have been familiar or a long time. Thai people in all ages know the instant noodles in diversified brands and original and new flavors which meet consumers need. Most students at Rajamangala University of Technology Thanyaburi (RMUTT) have domiciles in various provinces while some students houses are from the university. Therefore, they have to live in the dormitories outside and inside the university. As most students have no incomes, they have to save their expenditure on consumption. Therefore, the instant noodles are their first choice because there are several brands and original and new flavors of the instant noodles which meet consumers need. Therefore, the idea to learn about what events or factors affecting the consumption of instant noodles students. Instant noodle is very famous in Thailand. It has variety of brand and target to many age ranges. Many children love to eat instant noodle especially not when they are not boiled. They eat it as snacks. Instant noodles sold in ready-to-prepare packages area popular industrially processed food in Thailand. Six million packages are produced each day, 80% of which are made by only three companies. Most are consumed domestically, although they are also exported. In 1993instant noodle consumption in Thailand was 30 packs per capita [Anonymous. Reaching the masses. Asia Pacific Food Industry 1996;8:38-45.]. Over 90% of these instant noodles are of the deep-fried type, which are sometimes classified by academics as junk food due to their high salt, fat, and carbohydrate content and low-quality protein. Therefore, the label on the package suggests adding meat or egg and vegetables, which is the traditional mode of eating noodles in Thailand. However, because of inconvenience, this suggestion is seldom practiced by consumers. Both males and females aged 15 to 49 years from all socio-economic strata in Thailand consume instant noodles. The consumption of the products according to the countrys regions and zones is shown in table 1. Forty-one percent of the products are consumed in Bangkok, at the same percentages as in up-country rural areas. TABLE 1. Regional and zonal percent distributions of instant noodles Location Percentage Regions Bangkok 41 Central 17 North 18 North-East 18 South 7 Zones Bangkok 41 Rest of country Urban 18 Rural 41 Source: Thai President Foods Public Company Limited, Bangkok,Thailand, 1996. There are many brands present i.e. MAMA, WAI WAI, YUM YUM, and etc. The instant noodle war is very competitive. As the data on 21st June, 2010, the leader brand is MAMA of Thai President Food. It has market share 53 percent or around 5,000 Million Baht. Meanwhile WAI WAI- the market follower of Thai Preserved Food Factory takes only 25 percent [www.banmuang.co.th]. For MAMA cup, it has been grown by 50% when compare with the sales at the same period last year. That is the highest sales volume during last 20 years. The growth in market value leaped in significant level in last 6 years, as seen in below table. Table 2: Market value of instant noodle Year Market Value (Million Baht) Percentage 2005 9,500 2006 10,000 5.26% 2007 11,500 15.00% 2008 12,000 4.35% 2009 10,000 -16.67% 2010 10,300 3.00% 2. Statement of the research Instant noodle is widely eaten all around Thailand. As we can see in news during recession period, we will see in the news keep telling about Mama Index. The index is the total consumption of instant noodle. The report is interested in purchasing behavior of the students at Rajamangala University of Technology Thanyaburi. The research would like to study the relationship of purchasing. The research is conducted within RMUTT and data collection will be gathered from RMUTT student. 3. Research Objectives Objective of this research are listed as below; 1. To study the reason for the purchase of instant noodles students. 2. To study the advertising is to attract the consumption of instant noodles students. 3. To study the satisfaction of the students in the appropriate price and quality. 4. To study the satisfaction and popularity of the student with flavor of instant noodles. 4. Scope of the Research We will study about instant noodles consumption behavior of Rajamangala University of Technology Thanyaburi Students by making selected representative sample of 100 people resided in dormitories of internal and external university to take Questionnaires on various topics related to the purchase of instant noodles such as the reason for the purchase, advertising of instant noodle, appropriate price and quality and flavor of student satisfaction. We will collect data to analyze the behavior of students instant noodle consumption. 5. Limitations of the Research Problem of data errors may have findings that do not match reality because the university has students many which representative samples are less than 10% of all students. Researcher still has limitations in terms of research and duration of storage could not increase the number of representative samples. 6. Significance of the Study Significance of the study about instant noodles consumption behavior of Rajamangala University of Technology Thanyaburi Students. To know what the factors affecting consumption of students and students have any opinion about the instant noodles today. To manufacturers and distributors preliminary results of this study can be used as guidelines for improvement of instant noodles better and for this research will enable students consume Instant noodles even more desirable. Provided the problem and make suggestions, manufacturer and distributor of lead analysis and action. 7. Definition of Terms 1. Instant noodles means: Product line which consisting of noodles or cooked and partially cooked. Garniture different flavor. Oil and seasoning in the appropriate ratio. Packed in small envelopes. Total containers and packaging in the same Cook without eating more than five minutes. 2. Economic recession means: Lower economic growth sluggish start trading conditions. Sellers are less Operators to reduce production losses due. Consequences are the termination of employment. 3. Changing consumer behavior means: That the expression of individuals directly related to the use of products and economic waiter. Process, including decisions affecting expression. Chapter 2 Literature review and previous studies 2.1Definition and Features of the Independent Variables For the literatures reviews and related studies part, there are 3 major sections as the following: Health Awareness Health becomes a hot issue for todays talk. There are many reports and news that related to health care. People are concern to health more than past. As we can see from the product which has sold in the market, they are presented as organic product, non-chemical products and many things those were labeled as chemical-free. There are some supermarkets that has organic corner. Moreover a corner in the supermarket, there are supermarkets those sell only organic food- Whole Food grocery shop. Whole food has dedicate all the store are to organic because there are many customer that want to use organic product as we can see from the sales revenue. The revenue of Whole food has climbed up every year. It has increased by 70% in past 4 year (Fiscal Year 2005 2009, source www.wholefood.com). It means there are many people interested in health more and more. Furthermore this trend is still increasing. Price The study found that instant noodles are a low cost of production is sold on the cheap, but in terms of food quality noodles are semi-successful low nutritional value, if too many consumers will negatively impact the body. Student RMUTT take into account the price and quality rather than quantity of food. Convenience Convenience is easy to buy and easy to eat. Instant noodle has convenience as its point of sales. Convenience also means easy to buy. Income Income is money which is paid to the student. It means money that has paid by their parents, by employer of their part time jobs and other ways. 2.2 Theories Related to the Independent Variable(s) 2.2.1 Health awareness Food safety is an important issue that has shown a thoughtful effect on the consumers behavior in the food industry. Also the growing awareness about health wellness play an important role in influencing the consumers demand for healthy food products. People are concern to health more and more every day. Junk food is suggested not to take too much especially taking balance dietary. Also many organizations promote health awareness to the public. Regular breakfast eating, physical activity and regular sleep patterns were associated with good Quality of life among early adolescents [Chen, 2005]. Unhealthy sleep habits are increasing and related to several other behavioral and emotional problems among children [Lui et al, 2002]. In addition, although protein-energy malnutrition in Thailand has lessened in severity over the past 10 years, deficiencies of certain micronutrients, such as iodine, irons, and vitamin A, are still significant. Among the many control and prevention strategies t hat have been implemented, fortification of industrially processed foods is now emerging as potentially important, since a growing reliance on such foods by the Thai people has arisen due to the countrys rapidly expanding industrialized and cash-based market economy. One such food is the instant noodle, which is acceptable, available, and affordable in Thailand. Woman with high age, high education has positive effect on consumer likelihood to concern on health [Wied, 2006]. 2.2.2 Price First, the noodles manufacturing is facing fierce competition domestically because of rapid development of alternative food. The instant noodle market is reaching maturity status, slowing growth. That is to say, operators have to develop new products to spur buying sentiment. To avoid competition, operators should build a sound brand image and reinforce marketing strategies and brands to increase sales. A large degree of overlap in noodle products should exhort firms to improve their abilities to control costs in order to ensure profits. Moreover, operators should also rely on joint purchases to deal with soaring prices of raw materials. First-tier firms may rely on parent companies resources, while small and medium enterprises on joint-purchases to lower costs. Next the cost of a 55-g package of instant noodles is only 3.50 to 4.00 baht (US$0.14-0.16), whereas one serving of Thai fast food costs at least 10-15 baht (US$ 0.50-0.60). This price increased in October 1996 after remainin g at about 3.00 baht (US$0.12) for almost 16 years. The price was previously fixed because of high market competition. Instant noodles are a low-profit-margin product, but they can be distributed to consumers all over the country. While The attitude distribution survey found that the target customers of instant rice noodle product had attitude types mainly belongs to Reformer and Mainstreamer class. These types of attitude classes had a significant correlation to the product characteristics of sensory quality, added nutrition, convenience and price. Such information could be used for product communication. Moreover in Thailand, the cost of a 55-g package is about 5 baht, whereas one serving of Thai fast food costs at least 20 25 baht. Instant noodles are therefore an affordable dish for people of all socioeconomic levels. And In the United States, the cost of a volumetric feeder varies widely between US$ 5,000 and 7,000, while that of a ribbon or paddle Blender/mixer varies between US$ 9,000 and 15,000. This equipment, however, may be available locally at lower prices. Next to Instant food become more and more necessity in fast pace ages. Instant noodle and rice etc. are featured as the merits of low price and convenience but the demerits of high-calorie and nutrition shortage. In China, the major consumers of instant noodle can be divided into two categories: one is travelers and the other is single youths, such as university students and so on. In China, the price of instant noodle packed with bag is below two Yuan (0.29 USD) and the price of instant noodle packed with bowl is less than four Yuan (0.58 USD). However, the average price of a buffet is more than eight Yuan (1.14 USD) in the big cities in China. In 2008, the sales volumes of Chinese instant noodle, rice and vermicelli were over 5.5 million tons valued at least 6 billion USD, in which instant noodle accounted for about 95% market share of sales volumes and 90% market share of sales revenues. How ever The prices of instant noodles have scale up with the increase in the prices of basic material including the main basic material wheat flour. Now the prices of instant noodle have risen to more than Rp 1,000 per 60-68 gram pack. As the latent demand for instant noodles in India is not actual or historic sale nor is a latent demand future sale. In fact, latent demand can be either lower or higher than actual sales if a market is inefficient (i.e., not representative of relatively competitive levels). Inefficiencies arise from a number of factors, including the lack of international openness, cultural barriers to consumption, regulations, and cartel-like behavior on the part of firms. In general, however, latent demand is typically larger than actual sales in a market. Finally, the domestic players hold the advantages of lower cost of production and distribution, competitive retail prices, local knowledge and network, but they are relatively weak in taste, variety, advertising an d packaging. 2.2.3 Convenience There are many reasons that people eating. Hungry is the basic reason but there are many others. For example want to eat, convenience, follow the colleague. However the reason for eating instant noodle may be a bit different. Nano research found that the behavior of consumers of instant noodles is I think eating 22.8 percent followed by hungry and 16.3 percent, to save money and 15.6 percent from the behavior of buying instant noodles with various sizes that the inquiry found. As we know that instant noodle is semi-cooked food. One of its sales points is convenience. It aims to be convenience food- ready to cook and ready to eat. Major cooking methods for instant noodle are as below. Tear the package Put the noodle into a bowl Tear all ingredient which contain in the package Pour hot water into the bowl Close the lid Wait for instant noodle for 3 minutes Enjoy the instant noodle The waiting time is 3 minutes, the waiting time is faster than cooking or buying the food. Convenience also means easy to buy. Instant noodle can be found in every grocery shop. Not only in papa-mama shop to super hyper store. 2.2.4 Income Instant noodle in Thailand has known as low price food. It has indicated the economic in Thailand. The index is very famous. It is called MAMA Index. This index always converted with economy status. When the index has risen, Thai economic is nearly falling down. Low income people who have money shortage will increase buying instant noodle. 2.3 Critical Analysis/Discussion of the Theories Related to the Dependent Variables Kent Wolfe, Marketing Analyst, the University of Georgia stated that purchase decision occurs when the consumer actually makes the purchase. It includes the product, method of payment, package, location of purchase and all other factors that are associated with purchasing the product. 2.4 Discussion of the Dependent Variables This step is directly influenced by marketers. If the marketing campaign was effective, consumers purchase the product. Marketers have an impact on this portion of the process by their interaction with consumers. Advertising directly impacts the purchase decision by stimulating consumers awareness of a need, providing relevant product information and helping them evaluate the product and derive that this is their best purchase option. 2.5 Relationship of the independent variable to the Dependent variable. Research indicate that consumers will step behavior of instant noodles are consumed. When student demand to eat instant noodles Student will demand to buy noodles semi Finished form and the purchasing behavior Student to compare the suitability of the price And some student will consider the nutritional value And these factors will result in Instant noodle consumption Behavior of RMUTT Students 2.6 Previous Studies Nano Search company, study about the behavior of instant noodles were consumed. The sample is 48.0 percent male and 52.0 percent female, age range can be classified into 3 age range is 18-25 years old accounted for 63.0 percent age 26-35 years accounted for 34.5 percent and over 35. in percentage 2.5 respectively of the sample income not exceeding 10,000 baht per cent 36.0 Income 10,001 15,000 baht per cent 28.5 and more than 15,000 percent 35.5 for education degree Most degree 93.0 percent respectively, followed. Education Secondary School. / Secondary and Vocational / associate professionals, respectively, private companies and 64.0 per cent to group students accounted for 17.5 percent. The study of the behavior of consumers of instant noodles that In the reasons for eating instant noodles found a reason to eat it. I think eating 22.8 percent respectively, followed by hungry and 16.3 percent, to save money and 15.6 percent from the behavior of buying instant noodles with various size that the inquiry found. Consumers have to buy popular instant noodle. Pack a small 46.0 percent and buy a big bag. 24.0 percent and buy a pack (envelope) of 24.0 per cent share at the same place to buy instant noodles at a regular place to buy it. Revealed that location was purchased by the majority is convenience store, such as 7-11 as 54.0 percent respectively, followed. Department store retail / wholesale (District Councils Department Store) as Lotus, Big C, , etc. representing 14.5 percent of the retail and online stores. Percentage 13.5, respectively, for the cost of buying instant noodles per month, it was found that the cost to purchase per month, approximately up to 50 per month, per cent 46.0 and more than 100 Baht percent per month. And from 31.0 to inquire about purchasing behavior of consumers of instant noodles that With the behavior. Buy the original brand new taste, but each time a purchase. Percent. 53.0 respectively, followed. The behavior of purchasing brand new But taste is taste the same. Percent. 20.0 and for the need to have instant n oodles at home always on them. Consumers see that Necessary to have instant noodles on the house always 68.0 percent and 32.0 percent, only to see that not only have to have instant noodles in the house on the important factors in decisions to buy instant noodles, it was found that the main factor. The good taste / smell / taste 24.9 percent respectively, followed. The advertising media. 10.3 per cent and can be purchased easily Available online.6.9 percent and the appropriate subject of inquiry in terms of quality and price to buy instant noodle. Found that most consumers agree on the appropriate price and quality of the noodle-half years at Sam Century Direct sales in general and the reason for that. Affordable quality that consumers price was good / not expensive and 58.1 percent full power good 12.9 percent. 3.2 Conceptual Framework Gender Health Awareness Intent to purchase instant noodle of RMUTT student Price Convenience Income of the student 3.3 Research Hypothesis Ho1- There is no relationship between intentions to purchase instant noodle of RMUTT Students toward gender. Ha1- There is relationship between intentions to purchase instant noodle of RMUTT Students toward gender. Ho2- There is no relationship between intentions to purchase instant noodle of RMUTT Students toward price. Ha2- There is relationship between intentions to purchase instant noodle of RMUTT Students toward price. Ho3- There is no relationship between intentions to purchase instant noodle of RMUTT Students toward convenience. Ha3- There is relationship between intentions to purchase instant noodle of RMUTT Students toward convenience. Ho4- There is no relationship between intentions to purchase instant noodle of RMUTT Students toward income. Ha4- There is relationship between intentions to purchase instant noodle of RMUTT Students toward income. Ho5- There is no relationship between intentions to purchase instant noodle of RMUTT Students toward health awareness. Ha5- There is relationship between intentions to purchase instant noodle of RMUTT Students toward health awareness. 3.4 Operationalization of the Independent and Dependent Variables Dependent variable Nominal Definition Operational Definition Level of Measurement Purchasing Decision Action occurred when the consumer actually makes the purchase. Consumers decide to buy CP ready meal product. Interval Scale Dimensions (X) (Conceptual Definition) (Operation Definition) Level of Measurement Health Awareness Being aware of how your body looks and feels and what is normal for you and to notice any changes. Scoring on consumers health awareness by using questionnaire to be evaluated by Likert Scale Interval Scale Price Price of instant food Price is low Ordinal Scale Convenience Easy to buy and easy eat Product can be found easily Interval Scale Product can be eaten easily Interval Scale Income Money received, especially on a regular basis, for work or through investments Divide into two group 1) Less than 6,000 2) More than 6,000 Ordinal Scale