Modern Challenges facing Human Resource Management - Free Essay Example

Sample details Pages: 14 Words: 4284 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? The twenty-first century has ushered in many alternative ways in which to do business. Specially, Human Resource Management has been challenged to keep up with todays fast tools of technology. Firms are facing exceptional challenges but very few ideal solutions. Don’t waste time! Our writers will create an original "Modern Challenges facing Human Resource Management" essay for you Create order These challenges have been identified as being talent shortages, globalization, competition and technological improvement. (Johnson, 2000; Kronos, 2003; Simphal, 2004) Confronted with the effects of globalization, the Mauritian government took the commitment to turn Mauritius into a cyber island with ICT as the fifth pillar of the economy. Thus businesses face increasing pressure to recruit and retain a knowledgeable workforce willing to adapt to the ever changing nature of businesses. Thus with the explosive growth of the Internet over the last several years and a strong economy with record low unemployment rates and increasing skills shortages in many areas has led to increased competition to recruit the best people. The recruitment process itself has also undergone a dramatic transformation in recent years with the utilisation of the internet. The use of the internet as a means of connecting the job seeker and the employer, and as a medium for conducting certain elements of the recruitment process is described as online recruitment. The fantastic growth of online recruitment market puts the stress on the phenomenon that electronic marketplaces can put forward a reach and efficiency that physical markets cannot compete. And as the Internet penetration is growing, firms are taking great interest in recruitment via the web. As a result, e-recruitment has now become a core strategy of organizations in their recruiting process. Thus the challenge of Human Resources is to emphasise on adding value to the staffing process with intelligent screening, filtering, sorting and hiring software that can fairly without any discrimination, locate and sort the potential candidates electronically. 1.1 Rationale of the Study The topic of online recruitment was chosen after a meticulous study of the various subjects and the upcoming global trends in the business background. As the world becomes smaller and that competition can be seen everywhere, business processes need to become more efficient. One of these business processes is the recruitment process. 1.2 Objectives of the Study To identify the use of intranet and internet for the purpose of recruitment To investigate the success and failure factors for e-recruitment To analyse the attitude of stakeholders involved in the implementation 1.3 Methodology For the current study both primary and secondary research were used. Primary research consisted of collecting data from Mauritian Human Resource Practitioners with the help of an online questionnaire. Moreover a face to face interview was conducted with the general manager of two recruitment sites. 1.4 Structure of the research The structure of the research is as follows: Chapter 1: Introduction It provides a brief overview of e-recruitment, the objectives of the study and the research methodology. Chapter 2: Literature Review This provides an overview of the extensive literature on e-recruitment, examining the attitudes of the different stakeholders upon the implementation, the key success and failure factors. Chapter 3: Research Methodology This presents a research methodology use: an overview of the design of the online survey and the interview, the pretest procedures were also mentioned. Chapter 4: Data Analysis and findings This provides a description of the e-recruitment process in Mauritius. Chapter 5: Recommendations This presents a description on corrective measures to be taken in order to improve the practice of e-recruitment. CHAPTER 2- LITERATURE REVIEW Definition Of Recruitment And Selection Recruitment includes those practices and activities carried out by the organisation with the primary purpose of identifying and attracting potential employees (Breaugh and Starke, 2000) and performs the essential function of drawing an important resource human capital into the organisation (Barber, 1998). Selection is the process of collecting and evaluating information about an individual in order to extend an offer of employment. Such employment could either be a first position for a new employee or a different position for a current employee. The selection process is performed under legal and environmental constraints and addresses the future interest of the organisation and of the individual (Gatewood Field, 2001) Anderson (1994) stated that recruitment and selection are integrated activities and where recruitment stops and selection begins is a moot point. Evolution Of The Use Of Technology And Internet In The Recruitment Process The internet first emerged as a recruiting tool in the mid-1990s and was hailed by the popular media as the driver behind a recruiting revolution due to the benefits it could bring to recruiters (Boydell, 2002). According to Galanaki (2002), online recruitment was first referenced in the mid 1980s, while systematic reference to the online recruitment in HR journal begins almost a decade later, in the mid-1990s, (Galanaki 2002, cites the work of Gentner 1984; Casper 1985). It was predicted that the recruitment industrys future is on the net (Edgeley, 1995) and that the internet had brought radical change to corporate recruiting (Cappelli, 2001). Crispin and Mehler (1997) suggest that the Internet had brought a lot of novelty and ambiguity into the hiring process. They argue that HR managers are yet to figure out how to adjust hiring strategies to online applicant tracking systems, interactive voice recognition services, PC-to-PC interview software, web-based testing tool, search engines, intrusive advertising techniques, and numerous job and resume databases. Traditional Recruitment According to Farhnam and Stevens (2000), the traditional approach to recruitment is for line managers, having obtained approval for new posts, to provide job descriptions and person specifications for fine tuning by their personnel department. Managers also draft job advertisement, with the assistance of the personnel department for placement in newspapers and/or professional journals. The personnel department sends information and application packs to potential candidates, collates submitted application forms, forwards applications to line managers for short listing, arranges job interviews and notifies candidates From the study of Arboledas, Ferrero and Vidal (2001), they present some examples of recruitment methods that organizations are using: newspaper advertisement, faxed/mailed resumes, recruitment agency or headhunter. E-Recruitment According to Schreyer McCarter (1998) e-recruitment refers to the recruitment process, including placing job advertisements, receiving resumes, and building human resource database with candidates and incumbents. From the relevant literature, the words e-recruitment, online recruiting, electronic recruiting, virtual recruitment, virtual recruiting, cyber recruitment, cyber recruiting are synonymous (Simphal 2004). They imply the formal sourcing of job information online (Ganalaki, 2002). The traditional method of recruitment has been revolutionized by the emergence of the Internet. In the past few years, the Internet has dramatically changed the face of HR recruitment and the ways organizations think about the recruiting function. Cullen (2001) also supports that e-recruitment is not treated as a stand-alone human resource tool but is integrated into an overall recruiting and selection strategy that includes, among other things, sophisticated behavioral and skills assessm ent, interviewing, and additional means of identifying needs and sourcing candidates. 2.4.1 Benefits of e-recruitment Millman (1998) cited in Rozelle Landis (2002) suggested that online recruitment offers an efficient way to identify and classify a virtually unlimited number of job seekers. Elswick (2000) cited in Bussler Davis (2002) that a good e-recruitment system could bring lower cost by 90%. E-recruitment can increase the image of organisation, especially when building a corporate recruitment site; it is considered to attribute to the company an image of innovation and flexibility (Fister, 1999). E-recruitment is considered as a very good tool to reach the global target (Ganalaki, 2002). It appears that other than language barriers, which can be overcome, the Internet has no boundaries. Recruitment And Selection Process Using Internet And Information Technology The recruitment process can be identified as a support process: a process which is not directly aimed at establishing the primary organisation (Veger 2006). Armstrong (2001) has broken down the recruitment process into three stages as being: Defining requirements Attracting candidates Selecting candidates Veger (2006) adds one more stage to this process namely welcoming new employees into the organisation i.e. the induction of new employees. 2.5.1 Defining requirements Armstrong (2001) stated that requirements for particular positions are set out in the forms of role profiles and person specifications that provide the basic information required to draft advertisement, brief agencies or recruitment consultants, and assess candidates. By defining requirements, essential information such as the number, type, and quality, nature of vacancy to be filled and other information can be acquired to come up with an appropriate job requirement that will match with candidates profile. A computerized job analysis can reduce the time and effort involved in writing job descriptions which in turn can be used to design a person specification. (Malthis and Jackson 2002). However one of the drawbacks to create and maintain such sophisticated system is the lack and support from top management for the transition and maintenance costs associated with a fully integrated system (Wether and Keith 1996) 2.5.2 Attracting Candidates Malthis and Jackson (2002) stated that the aim of attracting candidates is to come up with a pool of candidates who meet job requirements. Bartram (2000) presents a snapshot of Internet development as a recruitment and selection medium. He examines the role of the Internet within a traditional recruitment cycle. At the so-called attraction stage, he writes, the Internet helps to draw people into a large pool by providing a virtual stage for a job posting. Candidates can be attracted in two ways: Internal recruitment External recruitment 2.5.2.1 Internal recruitment Recruitment can be done internally (within the organisation) as well as externally (Veger 2006).In large organizations, most vacancies are advertised internally before the are externally advertised as it is the cheapest way of attracting a wide pool of candidates. Internal candidates can be sourced using two main ways: Skill inventory database An employee skills inventory database maintains profiles of employees, their skills and abilities, for use in matching to internal opportunities. It may also be used for skills gap analysis and training. With a skills inventory database based on a robust technology platform, organizations can benefit from being able to mine a transparent internal labor pool and profit from a clear understanding of the human capital it controls. Corporate Intranet Corporate intranet enable employees to take charge of their careers by permitting on-line applications for transfers, promotions or development activities related to their individual c areers (Walker, 2001). 2.5.2.2 External Recruitment There are different methods of external recruitment through the internet that are described below: Company Websites Lievens and Harris (2003) stated that Company web sites represent one of the first Internet-based approaches to recruiting. Many of these web sites also provide useful information about the organization, as well as a mechanism for applying for these jobs. A corporate career website is an instrument to communicate with online candidates. In any communication, the key is to communicate the right information in a way that has the greatest impact on the targeted audience. Topics that jobseekers expect to see addressed on the corporate career website include the companys employment culture, benefits and salary information (Simphal 2004). Leading-edge websites contain the following information (Walker 2001): Regular scheduled chat rooms with key company executives, politicians, scholars, or well known company spokespeople. Tips on how to interview, what to we ar, and what to do Information about what the future holds What positions are available and how to apply Recruiting events and other employment- related information However Simphal (2004) pointed out that some common mistakes found in corporate websites are: Some job information included company- specific abbreviation that candidates did not understand An online job application form halted users with error messages. Unnecessary large graphics were slow to download Moreover, some jobseekers judge the company on the basis of their quality of their websites which can be a hindrance because not all companies can afford to invest on building a leading edge company website (Mc Dougall 2001) Media Sites A media site takes the form of a job listing websites where electronic advertisement appear similarly and simultaneously with traditional printed advertisement in the original paper (newspaper or magazine) (Ganalaki, 2002). The main difference between tradit ional advertisement and media site as a source of recruitment is that traditional advertisement has less information while online advertisement has more information and further references can be added and has a global coverage. Relationship Recruiting Relationship recruiting is a potentially major innovation in the internet recruitment (Harris and Dewar, 2001). Its major goal is to develop a long term relationship with passive candidates, so that when they decide to enter the job market, they will turn to the companies and organizations with which they have developed a long term relationship (Boehle, 2000). Relationship recruiting relies on internet tools to learn about web visitors interests and experience and then email regular updates about careers and their field of interest. When suitable job opportunities arise, an email may be sent to them regarding the opportunity (Lievens and Harris 2003). It is also possible to use the internet to go one step further and to provid e potential applicants with realistic job preview (Travagline Frei, 2001). This is because internet-based realistic job previews can present information in a written, video or auditory format. Recruitment Sites With the advent of the internet, off-line sources such as recruitment agencies, head hunters, outplacement service companies have established on-line. There are specific recruitment sites for employers and job seekers. Due to its targeted nature, it can have a better chance to attract candidates with particular skills or field as well as a powerful source of attracting active candidates (Pin et al 2001) Online job boards and service providers have been established solely to operate via internet. Online Job boards Job boards are commercial websites where databases of job vacancies and application are found (Mohamed et al 2001; Smith and Rupp 2004). Online recruitment sites attract jobseekers by offering value added services as well as listing position and allow ing jobseekers to search through them, they help candidates to create resume online, give career advice and offer networking and work life balance advice forums (Simphal 2004) Service Provider This is the choice of outsourcing the recruitment activity to a service provider that provide technical solutions to set up the best tailor made -e-recruitment system for each company that eliminates the need for specific training for the people who are actually contracting the service (Pin et al 2001) Social Networking Social network has been widely associated with the term Web 2.0 which tends to reduce hierarchies by allowing readers to become real actors. It is user-centered and it enhances information sharing. From an applicants point of view, mobilizing a social network makes it possible to obtain more information about the company and the job. From an employers perspective, according to Rees (1966), making use of ones own network or that of the staff should limit the numbe r of applications whilst simultaneously ensuring their quality and also reduce absenteeism and turnover. In the recruitment framework, the most representative Web 2.0 tools are: Blogs, created by applicants and employers and headhunters (Hightech-job). Online Social Networks: Facebook or professional (LinkedIn or Viadeo) to find customers, partners and future employees, to hunt and contact passive applicants. RSS feeds (Real Simple Syndication), where updated information can be automatically posted on a search engine of job offers (Moovement for example), or RSS aggregators (like Netvibes and iGoogle). Video platforms, such as Youtube or Youjob, give companies the opportunity to present their job offers, and applicants the possibility of introducing their CV. 2.5.2.3 Rà ©sumà © Management Systems Rà ©sumà © management systems scan rà ©sumà ©s into databases, search the databases on command, and rank the rà ©sumà ©s according to the number of resulting hits they receive. The reliance upon rà ©sumà © management systems, coupled with the downsizing of the human resource departments in many corporation. Despite the fact the majority of large orgamisations now recruit over the internet, most of them sift on the basis of purely demographic criteria and simple checks on relevant experience (Stanton Rogelberg, 2001). Furthermore some companies claim that screening technology has helped decrease employee turnover by between 10 to 30 per cent by helping to establish a better fit between candidate and the job (Kotyar and Ades 2002). Software application such as Applicant Tracking System (ATS) and Key Word Search (KWS) are indispensable tools in filtering through the large amount of resume in job bank and job sites. However, these tolls are not free from obstacles. Human Resou rce officers using the Key Word Search (KWS) process often work without the advantage of clear and specific job information. As such, they may develop selection criteria that are not job relevant that make the Key Word Search (KWS) process invalid and consequently illegal (Mohammed et al 2002) Selecting the candidates Gowan (2006), has stated that selection is a strategic operation not a tactical one. Appointing the right person is important. However, what is critical is making sure that the wrong person is not appointed. IT has already made an impact on selection in the field of testing (Cooper and Tinline 2003) and interview, although until now is not so widespread. Bartram (2006) reports that the role of the Internet is more limited in the third stage i.e. the selection of applicants. 2.5.3.1 Methods of selection Internet Interview Wide band G3 video phone provide a halfway house between the telephone interview and live face to face interview. Video conferencing provides the employer with the opportunity to conduct a single, pair or panel interview without having the cost of transporting applicant in a common interviewing site (Bartram 2006). Reference Checks Now it is already quite common to seek and transmit references by phone and e-mail. The use of internet to deliver structured and adaptive reference checks will add to the range of ways in which this information can be collected. It will also provide an effective means of providing a higher level of control over administration of reference checking instrument (Bartram 2006). E-trays Here, the information is presented on a computer and all responses are entered on the screen. It has to deal with a series of e-mail to be organized and prioritize and to choose appropriate action to take and types relies to some e-mails. Web-based cognitive ability test Baron and Austin (2000) developed a web-based cognitive ability test which is a timed numerical reasoning test with business-related items and was after an on-line application and before participation in an assessment centers. Assessment Centers It is in the area of both group and individual assessment exercises that some particularly exciting new possibilities emerge. It is now possible that some possible to create multi-user exercises (e.g. business simulations) that can be closely monitored and assessed. The users need not be brought together to a single location, but could form part of a virtual assessment centre. The potential advantage of making such task internet based is that it removes the geographical constrained on having to bring people together to take part of the assessment (Bartram 2006). 2.5.4 Induction of new employees Induction is the process of receiving and welcoming employees when they first join a company and giving them the basic information they need to settle down quickly and happily to start working (Armstrong 2001). Traditional induction methods include employee handbook, on-the-job training and job and company briefing. Information Technology can also be used in the in the induction process by using intranet and video simulation to help in socializing employee in the work environment, video simulation can allow a job tour. According to Digenti (2002), organisations rapidly move their training focus to virtual environments, resulting in a proliferation of methods and online courses. The move to virtual delivery often involves combining a body of knowledge with resource links, interactive segments, personalization features. Shift From Traditional Recruitment To Internet Recruitment The transition from traditional recruitment to internet recruitment is part of the Human Resource (HR) Transformation. Human Resource (HR) Transformation is an integrated, innovative and business focused approach to redefining how Human Resource work within an organisation so that it helps the organisation deliver on promises made to customers, investors and other stakeholders(Ulrich et al 2009) 2.6.1 Roles of stakeholders in implementing the Human Resource (HR) Transformation Ulrich et al mentioned that Human Resource (HR) Transformation depends on the quality of HR professionals and their relationship with line managers. However if they cannot respond to the increased expectations raised by transformation, they will quickly lose credibility. The stakeholders are: Chief Human Resource HR Officer (CHRO) It is the leader of any organisation who sets the direction and tone for that organisation. CHRO is normally the one who sponsor the Human Resource (HR) Transformation by allocating money, time to the transformation offer. The CHRO initiate, take the lead in the design and monitor the transformation plan and making sure that it starts with the business context. (Ulrich et al 2009) HR Professionals HR Professionals are the one who enact the HR transformation throughout the organisation if it is to have any prospect of success. Generally successfully HR professionals facilitate change by helping make culture happen and by developing disciplin es to make change happen throughout the organisation. This may include implementation of strategy, projects, or initiatives. As HR professionals coach, architect, design, deliver and facilitate, they transform themselves from reactive staff followers into proactive business contributors. (Ulrich et al 2009) Line Managers According to Ulrich et al (2009), Line managers are ultimately accountable for ensuring that the organisation has the right talent and right organisation in place to deliver on expectations to customers. They have the responsibility to provide a clear business focus for the transformation, to ensure that the transformation team has access to both internal and external information, to ensure that the right people are involved in the transformation process, and to require clear and measurable results from the transformation. However line managers have had negative experience with the HR practices. Walker (2001) mentioned that from experience line managers are resistant to change and they attempt to keep staff, in order to do business as usual at their units. Jobseekers and internal employees Lievens and Harris (2003) mentioned that the use of the Internet makes it far easier and quicker for jobseekers to apply for a job. In years past, job searching was a more time-consuming activity. A candidate who wished to apply for a job would need to first locate a suitable job opportunity, which often involved searching through a newspaper or contacting acquaintances. After locating potentially suitable openings, the candidate would typically have to prepare a cover letter, produce a copy of his or her resume, and mail the package with the appropriate postage. By way of comparison, the Internet permits a candidate to immediately seek out and search through thousands of job openings. Application may simply involve sending a resume via email. In that way, one can easily and quickly apply for many more jobs in a far shorter period of time t han was possible before Internet recruitment was popularized. Applicants through the internet are mostly young, computer- literate, and educated (Ballie, 1996 and Frost 1997). Drawbacks of Online Recruitment E-recruitment proves more effective for companies already known [(Greengard, 1998), (William Klau, 1997)]. However, Galanaki (2002) argued that the reputation of the company can prove a critical factor to the success of the recruitment effort, not only this is performed online, but with any other recruitment tool. Organisations find it difficult to recruit executive level talent on the Internet. Arkin and Crabb (1999) conclude that executive job applicants still prefer personal contact. Similarly, a point from Seminerio (2001) is that, many companies will want to continue to use more traditional recruitment services for hiring certain employees, such as executive level staff. Arboledas, Ferrero and Vidal (2001) similarly argued that using e-recruitment tends to use only looking for junior positions and from recent university graduates. It is not suitable for recruiting top management. Also, there are some positions that are usually better resourced by using a newspaper or using both newspaper and website advertisement. The risk of overload of resumes as the Internet makes it easier for applicants to summit their resumes and it remove all barriers of time and geography in communication between employers and applicants. As a result, it could create a huge volume of unqualified candidates (Ganalaki, 2002). Similarly, Pearce Tuten (2001) argued that Web-based job sites yielded a high volume of applicants but a low quality fit. Pin et al. (2001) cite the lack of human interaction, overwhelming numbers of resumes, and privacy issues as negative sides of online recruitment. The discrimination issue forwarded to Internet non-user [(Flynn, 2000), (Hogler, Henle Bemus, 1998)]. It is claimed that e-recruitment may have a disparate impact on certain groups of particularly ethnic minorities. People may lack access to computers or do not have the skills necessary to use online recruitment. Therefore, employers need to remember that although the Internet has increased the geographic scope of recruitment, at the moment, it remains limited in its demographic scope (Hogler, Henle Bemus, 1998). Overcoming Resistant To Change Of Line Managers People resist change because it is seen as a threat to familiar patterns of behaviour as well as to status and financial rewards (Armstrong 2001).Furthermore resistance to change is a phenomenon that affects the change process, delaying or slowing down its beginning, obstructing or hindering its implementation and increasing cost. Ways to overcome resistance to changes Organisational Culture Clarke (1994) stated that the essence of sustainable change is to understand the culture of the organisation that is to be changed. Kotter (1996) argue that for the change to be successful, it must be anchored in the organisational culture. Organisational Learning Pettigree et al (1992) stated that learning plays a key role in preparing people for allowing them to cope with change. A willingness to change often stems from the feeling that there is no other option. Managerial Behavior Managers are expected to operate as leader, facilitators and coaches who, through their ability to span hierarchical functional, organizational boundaries, can bring together and motivate teams and groups to identify the need for and achieve change (Mabey and Mayon- White 1992) Following review of the literature on practices and trends on r-recruitment, a number of key variables have been identified and grouped together. The following framework comprises of a di agram highlight those that will enable e-recruitment

Theology of the Body - 32011 Words

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Salvation is not a two-step process, but is instead a change in a person’s relationship with God. Biblical definitions of speaking in tongues are: a gift of the Spirit in 1 Corinthians 12:4-11 that may have two functions: In the book of Acts, it is an â€Å"initiation† gift given to affirm entrance to the Church Body. It may also be a spiritual gift given by God to individuals to display the gift in churchRead MoreLiberation Theology Essay865 Words   |  4 PagesJeremy Partin I. Title Page II. Thesis Page III. Introduction Liberation theology in Latin America was first introduced in the late 1960’s, although it became famous after the writing of Gustavo Gutierrez. The roots of liberation theology can be traced back to Europe because Catholic priests were sent there to go to school. It was there where they became radicalized and sent back to Latin America. This radicalization led many to start thinking differently, including Gutierrez. He and others

Requirements for Airline Cadet Program Candidates Free Essays

For candidates, airlines have few if any requirements on nationality, place of residence, gender, education, work experience, degree, school performance and etc. If you compare the requirements for a management trainee program in a big company, you will find the things airline ask for is just essential. But the number of people airline recruit is a lot more than the number of management trainee†¦ and I don’t see the need to compare their starting salaries†¦ But this does not mean it is easy to get into airline. We will write a custom essay sample on Requirements for Airline Cadet Program Candidates or any similar topic only for you Order Now Actually, airline pilot selection is one of the most, if not THE most, rigorous selection procedure you can find. Then what are the criteria airlines use to select their new hires? The answer to this question is, instead of appearance, education or other external factors, airline value more about professional knowledge and people skill. To be specific, the professional knowledge in flying theories, planes and flight environment and stress management under pressure, management and control of multiple tasks and accurate communication. In other words, the airline selection is structured around its professional knowledge and skill needs and the criteria are to test how passionate and committed the candidates are, how much efforts the candidates contributed and how their psychological development is. Concretely speaking, the basic requirements to be an airline pilot include: Age gender: between 18 to 35. There is NO discrimination in genders. So male and female have the same opportunities; Vision: The current normative on pilots affirms that â€Å"If normal sights can be restored with the help of lenses or glasses, visual defects are not a impediment for becoming a pilot†. This means that you can become a pilot if you suffer from visual defects that can be corrected by glasses or lenses. Astigmatism, Hyperopic (long sightedness), Presbyopia and Myopia are not cause for pilot rejection. LASIK or laser operation: Pay attention though not to do a LASIK or laser operation, because this in most of the cases will stop your career forever. A Lasik or Eye Laser operation, can have slight sight effects that are a deterrent for pilots. A common side effect is night starburst of halos effects. These are typical in low lights situation with bright lights sources, usually the cockpit is low light with bright lights coming from the instruments. These effects can reduce the ability to judge or read an instrument and therefore will impede the pilot to do his own job. Medical conditions: The medical conditions that will impede you to enter will be: serious heart problems or coronary problems, clinical hypertension, color blindness or retina damages, brain damages or reduced motor skills, serious psychological problems like clinical depression, or any serious life threatening problem. For sure you will have known in advance if you have such serious medical conditions. Candidate nationality: For the cadet pilots programs in China, like the one of China Southern, you need to be a Chinese citizen to apply. For most of the other cadet programs, like the one in HK or Singapore, any nationality can be admitted, including Mainland Chinese nationals; Education requirement: A degree or diploma is needed, in any discipline, or a Form 7 equivalent with a pass in Math or Physics will do the fare. There is no preference for any discipline, so even if your degree is in art it will be accepted and will not handicap you; Major: The airline companies do not have any requirement on the major in university. Well, they don’t even require a university degree, so†¦ The general belief is that actually, a business major will be good for the long term development if you want to get a management position after; Health conditions: In terms of health, a normal youngster health condition will be more than enough to enter and pass the medical selections. You will need to pass 2 medical checks called ICAO Level 1 and Level 2 Medical, but usually these are no hurdle for entering the cadet. Anybody who satisfies these requirements above is capable for the airline pilot career. Then, let’s move to how to change the â€Å"capable† into â€Å"very capable†. In other words, what are the key criteria the airlines value and how to improve these criteria so you can pass the interviews to be an airline pilot. How to cite Requirements for Airline Cadet Program Candidates, Papers

Astronomy And Space Science Your Bones in Space Essay Example For Students

Astronomy And Space Science: Your Bones in Space Essay SIGHypogravitational Osteoporosis: A review of literature. By Lambert Titus Parker. May 19 1987. (GEnie Spaceport) Osteoporosis: a condition characterized by an absolute decrease in the amount of bone present to a level below which it is capable of maintaining the structural integrity of the skeleton. To state the obvious, Human beings have evolved under Earths gravity 1G. Our musculoskeleton system have developed to help us navigate in this gravitational field, endowed with ability to adapt as needed under various stress, strains and available energy requirement. The system consists of Bone a highly specialized and dynamic supporting tissue which provides the vertebrates its rigid infrastructure. It consists of specialized connective tissue cells called osteocytes and a matrix consisting of organic fibers held together by an organic cement which gives bone its tenacity, elasticity and its resilience. It also has an inorganic component located in the cement between the fibers consisting of calcium phosphate 85%; Calcium carbonate 10% ; others 5% which give it the hardness and rigidity. Other than providing the rigid infrastructure, it protects vital organs like the brain, serves as a complex lever system, acts as a storage area for calcium which is vital for human metabolism, houses the bone marrow within its mid cavity and to top it all it is capable of changing its architecture and mass in response to outside and inner stress. It is this dynamic remodeling of bone which is of primary interest in microgravity. To feel the impact of this dynamicity it should be noted that a bone remodeling unit a coupled phenomena of bone reabsorption and bone formationis initiated and another finished about every ten seconds in a healthy adult. This dynamic system responds to mechanical stress or lack of it by increasing the bone mass/density or decreasing it as per the demand on the system. -eg; a person dealing with increased mechanical stress will respond with increased mass / density of the bone and a person who leads a sedentary life will have decreased mass/density of bone but the right amount to support his structure against the mechanical stresses she/she exists in. Hormones also play a major role as seen in postmenopausal females osteoporosis (lack of estrogens) in which the rate of bone reformation is usually normal with the rate of bone re-absorption increased. In Skeletal system whose mass represent a dynamic homeostasis in 1g weight-bearing, when placed in microgravity for any extended period of time requiring practically no weight bearing, the regulatory system of bone/calcium reacts by decreasing its mass. After all, why carry all that extra mass and use all that energy to maintain what is not needed? Logically the greatest loss -demineralization- occurs in the weight bearing bones of the leg Os Calcis and spine. Bone loss has been estimated by calcium-balance studies and excretion studies. An increased urinary excretion of calcium, hydroxyproline ; phosphorus has been noted in the first 8 to 10 days of microgravity suggestive of increased bone re-absorption. Rapid increase of urinary calcium has been noted after takeoff with a plateau reached by day 30. In contrast, there was a steady increase off mean fecal calcium throughout the stay in microgravity and was not reduced until day 20 of return to 1 G while urinary calcium content usually returned to preflight level by day 10 of return to 1G. There is also significant evidence derived primarily from rodent studies that seem to suggest decreased bone formation as a factor in hypogravitational osteoporosis. Boy Frame,M.D a member of NASAs LifeScience Advisory Committee LSAC postulated that the initial pathologic event after the astronauts enter zero gravity occurs in the bone itself, and that changes in mineral homeostasis and the calcitropic hormones are secondary to this. It appears that zero gravity in some ways stimulate bone re-absorption, possibly through altered bioelectrical fields or altered distribution of tension and pressure on bone cells themselves. .uce86e42fef9dd391b7e9aa5cea9f26cd , .uce86e42fef9dd391b7e9aa5cea9f26cd .postImageUrl , .uce86e42fef9dd391b7e9aa5cea9f26cd .centered-text-area { min-height: 80px; position: relative; } .uce86e42fef9dd391b7e9aa5cea9f26cd , .uce86e42fef9dd391b7e9aa5cea9f26cd:hover , .uce86e42fef9dd391b7e9aa5cea9f26cd:visited , .uce86e42fef9dd391b7e9aa5cea9f26cd:active { border:0!important; } .uce86e42fef9dd391b7e9aa5cea9f26cd .clearfix:after { content: ""; display: table; clear: both; } .uce86e42fef9dd391b7e9aa5cea9f26cd { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uce86e42fef9dd391b7e9aa5cea9f26cd:active , .uce86e42fef9dd391b7e9aa5cea9f26cd:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uce86e42fef9dd391b7e9aa5cea9f26cd .centered-text-area { width: 100%; position: relative ; } .uce86e42fef9dd391b7e9aa5cea9f26cd .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uce86e42fef9dd391b7e9aa5cea9f26cd .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uce86e42fef9dd391b7e9aa5cea9f26cd .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uce86e42fef9dd391b7e9aa5cea9f26cd:hover .ctaButton { background-color: #34495E!important; } .uce86e42fef9dd391b7e9aa5cea9f26cd .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uce86e42fef9dd391b7e9aa5cea9f26cd .uce86e42fef9dd391b7e9aa5cea9f26cd-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uce86e42fef9dd391b7e9aa5cea9f26cd:after { content: ""; display: block; clear: both; } READ: The Gilded Age Essay It is possible that gravitational and muscular strains on the skeletal system cause friction between bone crystals which creates bioelectrical fields. This bioelectrical effect in some way may stimulate bone cells and affect bone remodeling. In the early missions, X-ray densitometry was used to measure the weight-bearing bones pre post flight. In the later Apollo, Skylab and Spacelab missions Photon absorptiometry (a more sensitive indicator of bone mineral content) was utilized. The results of these studies indicated that bone mass mineral content was in the range of 3.2% to 8% on flight longer than two weeks and varying directly with the length of the stay in microgravity. The accuracy of these measurements have been questioned since the margin of error for these measurements is 3 to 7% a range being close to the estimated bone loss. Whatever the mechanism of Hypogravitational Osteoporosis, it is one of the more serious biomedical hazard of prolonged stay in microgravity. Many forms of weight loading exercises have been tried by the astronauts cosmonauts to reduce the space related osteoporosis. Although isometric exercises have not been effective, use of Bungee space suit have shown some results. However use of Bungee space suit made in such a way that everybody motion is resisted by springs and elastic bands inducing stress and strain on muscles and skeletal system for 6 to 8 hrs a day necessary to achieve the desired effect are cumbersome and require significant workload and reduces efficiency thereby impractical for long term use other than proving a theoretical principle in preventing hypogravitational osteoporosis. Skylab experience has shown us that in spite of space related osteoporosis humans can function in microgravity for six to nine months and return to earths gravity. However since adults may rebuild only two-third of the skeletal mass lost, even 0.3 % of calcium loss per month though small in relation to the total skeletal mass becomes significant when Mars mission of 18 months is contemplated. Since adults may rebuild only two-thirds of the skeletal mass lost in microgravity, even short durations can cause additive effects. This problem becomes even greater in females who are already prone to hormonal osteoporosis on Earth. So far several studies are under way with no significant results. Much study has yet to be done and multiple experiments were scheduled on the Spacelab Life Science SLS shuttle missions prior to the Challenger tragedy. Members of LSAC had recommended that bone biopsies need to be performed for essential studies of bone histomorphometric changes to understand hypogravitational osteoporosis. In the past, astronauts with the Right Stuff had been resistant and distrustful of medical experiments but with scientific personnel with life science training we should be able to obtain valid hard data. It is of interest that in the SLS mission, two of the mission specialists were to have been physicians, one physiologist and one veterinarian. After all is said, the problem is easily resolved by creation of artificial gravity in rotating structures. However if the structure is not large enough the problem of Coriolis effect must be faced. To put the problem of space related osteoporosis in perspective we should review our definition of Osteoporosis: a condition characterized by an absolute decrease in the amount of bone present to a level below which it is capable of maintaining the structural integrity of the skeleton. In microgravity where locomotion consists mostly of swimming actions with stress being exerted on upper extremities than lower limbs resulting in reduction of weight bearing bones of lower extremities and spine which are NOT needed for maintaining the structural integrity of the skeleton. So in microgravity the skeletal system adapts in a marvelous manner and problem arises only when this microgravity adapted person need to return to higher gravitational field. So the problem is really a problem of re-adaptation to Earths gravity. To the groups wanting to justify space related research: Medical expense due to osteoporosis in elderly women is close to 4 billion dollars a year and significant work in this field alone could justify all space life science work. .u50538d294b55965acf3f272a8d5f9ff2 , .u50538d294b55965acf3f272a8d5f9ff2 .postImageUrl , .u50538d294b55965acf3f272a8d5f9ff2 .centered-text-area { min-height: 80px; position: relative; } .u50538d294b55965acf3f272a8d5f9ff2 , .u50538d294b55965acf3f272a8d5f9ff2:hover , .u50538d294b55965acf3f272a8d5f9ff2:visited , .u50538d294b55965acf3f272a8d5f9ff2:active { border:0!important; } .u50538d294b55965acf3f272a8d5f9ff2 .clearfix:after { content: ""; display: table; clear: both; } .u50538d294b55965acf3f272a8d5f9ff2 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u50538d294b55965acf3f272a8d5f9ff2:active , .u50538d294b55965acf3f272a8d5f9ff2:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u50538d294b55965acf3f272a8d5f9ff2 .centered-text-area { width: 100%; position: relative ; } .u50538d294b55965acf3f272a8d5f9ff2 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u50538d294b55965acf3f272a8d5f9ff2 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u50538d294b55965acf3f272a8d5f9ff2 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u50538d294b55965acf3f272a8d5f9ff2:hover .ctaButton { background-color: #34495E!important; } .u50538d294b55965acf3f272a8d5f9ff2 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u50538d294b55965acf3f272a8d5f9ff2 .u50538d294b55965acf3f272a8d5f9ff2-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u50538d294b55965acf3f272a8d5f9ff2:after { content: ""; display: block; clear: both; } READ: Italian Renaissance Essay Thesis It is the opinion of many the problem of osteoporosis on earth and hypogravity will be solved or contained, and once large rotating structures are built the problem will become academic. For completeness sake: Dr. Graveline, at the School of Aerospace Medicine, raised a litter of mice on a animal centrifuge simulating 2G and compared them with a litter mates raised in 1G. They were Herculean in their build, and unusually strong. reported Dr. Graveline. Also X-ray studies showed the 2G mice to have a skeletal density to be far greater than their 1G litter mates.