The normalization process involves getting our data to conform to three progressive normal forms, and a higher level of normalization cannot be achieved until the previous levels have been achieved (there are actually five normal forms, but the last two are mainly academic and will not be discussed).
First Normal Form
The First Normal Form (or 1NF) involves removal of redundant data from horizontal rows. We want to ensure that there is no duplication of data in a given row, and that every column stores the least amount of information possible (making the field atomic).
Second Normal Form
Where the First Normal Form deals with redundancy of data across a horizontal row, Second Normal Form (or 2NF) deals with redundancy of data in vertical columns. As stated earlier, the normal forms are progressive, so to achieve Second Normal Form, your tables must already be in First Normal Form.
Third Normal Form
I have a confession to make; I do not often use Third Normal Form. In Third Normal Form we are looking for data in our tables that is not fully dependant on the primary key, but dependant on another value in the table
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Selection Process
Selection is the process of choosing from a group of applicants those individuals best suited for a particular
position. Most managers recognize that employee selection is one of their most difficult, and most important,
business decisions. This process involves making a judgment -not about the applicant, but about the fit
between the applicant and the job by considering knowledge,skills and abilities and other characteristics required to perform the job Selection procedures are not carried out through standard pattern and steps in this. Process can vary from organization to organization some steps performed and considered important by one organization can be skipped by other organization.
Environmental Factors Affecting the Selection Process A permanent, standardized screening process could greatly simplify the selection process. However, development of such a process even if it were possible and desirable would not eliminate deviations to meet the unique needs of particular situation.
Legal Considerations
Legislation, executive orders, and court decisions have a major impact on human resource management. It is important for hiring managers to see the relationship between useful and legally defensible selection tools.
Speed of Decision Making
The time available to make the selection decision can have a major effect on the selection process. Closely following selection policies and procedures can provide greater protection against legal problems; however, there are times when the pressure of business will dictate that exceptions be made.
Organizational Hierarchy
Different approaches to selection are generally taken for filling positions at different levels in the organization.
Applicant Pool
The number of applicants for a particular job can also affect the selection process. The process can be truly
selective only if there are several qualified applicants for a particular position. The number of people hired for a particular job compared to the individuals in the applicant pool is often expressed as a selection ratio.
Type of Organization
The sector of the economy in which individuals are to be employed private, governmental, or not-forprofit can also affect the selection process.
Probationary Period
Many firms use a probationary period that permits evaluating an employee's ability based on performance. This may be either a substitute for certain phases of the selection process or a check on the validity of the process.
Selection Criteria
Mostly the selection of applicant depends upon the
following factors or criterions.
1. EDUCATION
2. COMPETENCIES
3. EXPERIENCE
4. SKILLS AND ABILITIES
5. PERSONAL CHARACTERISTICS
Applicant who is best fit should be hired instead of hiring a person with extra ordinary skills it means right person for right job should be hired person who is over or under qualified for the particular job will not be able to adjust in the organization.
STEPS IN THE SELECTION PROCESS
The selection process typically begins with the preliminary interview; next, candidates complete the application for employment. They progress through a series of selection tests, the employment interview, and reference and background checks. The successful applicant receives a company physical examination and is employed if the results are satisfactory. Several external and internal factors impact the selection process, and the manager must take them into account in making selection decisions. Typically selection process consists of the following steps but it is not necessary that all organization go through all these steps as per requirement of the organization some steps can be skipped while performing the selection process.
1. Initial Screening
2. Application Blank
3. Pre-employment Testing
. General Intelligence Tests
. Aptitude Tests
. Personality and Interest Tests
. Achievement Tests
. Honesty Tests
4. Interview
. Structured Interview
. Unstructured Interview
. Mixed Interview
5. Background Checks
6. Conditional job offer
7. Medical Exam/Drug Tests
8. Final Selection Decision
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Monday, March 17, 2008
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when the costumer share a problem... then, unfortunately i made them smile and give the best advice to make them satisfied.
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create object is used to create and return a reference to an automation object.
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Presentation (UI), Business (logic and underlying code) and Data (from storage or other sources).
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The test object model is a large set of object types or classes that QTP uses to represent the objects in our application. Each test object has a list of properties that can uniquely identify objects of that class
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