How to Conjugate the French Verb Rester (to Stay)

How to Conjugate the French Verb Rester (to Stay) Rester is the French verb that means to stay or to remain. This is a very useful word and one youll want to add to your vocabulary. To use  rester properly, youll need to study its conjugations. This will allow you to say I am staying, he stayed and similar phrases. The good news is that  rester  is a regular verb, so its a little easier to memorize than others. The Basic Conjugations of  Rester Rester is a regular -er verb, meaning it follows a very common conjugation pattern. If you have studied other French verbs like passer (to pass) or visiter (to visit), you can apply the same infinitive endings you already know to this verb. The indicative mood is the most common and these are the forms of  rester  that youll use most often for the basic present, future, and imperfect past tenses. Using the verb stem (or radical)  rest-, you will add a variety of endings to match both the subject pronoun and the tense of your sentence. The chart will help you memorize these various forms. For example, I am staying is  je reste  and we will stay is  nous resterons. Your daily life should have plenty of opportunities to practice this verb and the more you use it, the easier it is to remember. Present Future Imperfect je reste resterai restais tu restes resteras restais il reste restera restait nous restons resterons restions vous restez resterez restiez ils restent resteront restaient The Present Participle of Rester When we add an -ant  ending to the stem of  rester, the result is the  present participle  restant. Rester  in the Compound Past Tense While there are other compound forms you can study, well focus on the most common for this lesson. The  passà © composà ©Ã‚  is used for the past tense and requires the  auxiliary verb  Ãƒ ªtre  as well as the  past participle  restà ©. The only conjugation required for this is à ªtre into the present tense for the subject. The past participle remains unchanged and takes care of implying that the action happened in the past. For example, I stayed is je suis restà © and we stayed is nous sommes restà ©. You can see how this can be much easier than memorizing all those imperfect forms, but dont skip those just to save time. Your French teacher may require you use them. More Simple Conjugations of Rester The  rester  conjugations above should be your top priority, though there are a few more simple conjugations you may need from time to time. They each have their own purpose and are good to know. For instance, when the action is uncertain, the subjunctive is used. In an if...then situation, you can use the conditional. Less frequently, you may even need the  passà © simple  or  imperfect subjunctive, though these tend to be for formal uses. Subjunctive Conditional Passà © Simple Imperfect Subjunctive je reste resterais restai restasse tu restes resterais restas restasses il reste resterait resta restà ¢t nous restions resterions restà ¢mes restassions vous restiez resteriez restà ¢tes restassiez ils restent resteraient restà ¨rent restassent If you want to command your dog to Stay! in French, you can use the imperative form.  For this, you can skip the subject pronoun and simplify it to Reste !  Of course, it has other uses, but the idea of training your dog in French is a fun idea. Imperative (tu) reste (nous) restons (vous) restez

Specific Learning Disabilities in the Classroom

Specific Learning Disabilities in the Classroom Specific Learning Disabilities (SLDs) is the largest and fastest growing disability category in public schools. The Individuals with Disabilities Education Act of 2004 (IDEA) defines SLDs: The term specific learning disability means a disorder in one or more of the basic psychological processes involved in understanding or in using language, spoken or written, which disorder may manifest itself in the imperfect ability to listen, think, speak, read, write, spell, or do mathematical calculations. In other words, children with specific learning disabilities have trouble speaking, writing, spelling, reading and doing math. Types of SLDs Specific Learning Disabilities can include perceptual disabilities and Specific Learning Disabilities my significantly impair a childs ability to succeed in school, but not limit a child so much that he or she cant successfully participate in the general education curriculum with support. Inclusion and SLDs The practice of placing children with learning disabilities in classrooms with normal or, as special educators prefer it, typically developing children is called inclusion. The best place for a child with Specific Learning Disabilities is an inclusive classroom. This way he or she will get the special support they need without leaving the classroom. According to IDEA, the general education classroom is the default position. Before the re-authorization of IDEA of 2004, there was a discrepancy rule, which required a significant discrepancy between a childs intellectual ability (measured by IQ) and their academic functioning (measured by standardized Achievement Tests). A child reading below grade level who did not score well on an IQ test might have been denied special education services. That is no longer true. Challenges That Children With SLDs Present Understanding the nature of specific deficits can help a special educator design instructional strategies to help the disabled learner overcome difficulties. Some common problems include: Difficulty discriminating visual information, which can include dyslexia.Difficulty processing visual or auditory information.Difficulty organizing information visually or sequentially.Difficulty understanding the relationship between symbols and auditory or numerical ideas. SLD Children Benefit From Structured small group instructionDirect Instruction, often using repetitive and highly structured programs for reading and math.Repetitive practice at the students level of success.Support called Specially Designed Instruction (SDIs) which can include everything from small group instruction to frequent stretch breaks. Buyer Beware Some publishers or helping professionals offer programs or materials which they claim will help a child with Specific Learning Disabilities overcome their difficulties. Often referred to as Pseudo-Science these programs often depend on research that the publisher or practitioner has dummied up or anecdotal information, not real, reproducible research.

Common Assessment Research Paper Example | Topics and Well Written Essays - 1000 words

Common Assessment - Research Paper Example The main aim and goals is to help obtain the necessary management skills to manage the Information Technology department. Goals and Objectives The chief role of this channel is to make sure that the organization accomplishes its goals through having a good knowledge on how to use the Information Technology systems that store, process, and transmit the required information of the organization. Secondly, the management can achieve this by ensuring that the management make good risk management decisions to minimize expenditures that are also part of IT budget, and thirdly is by helping the Information Technology systems management on the purpose of making use of the supporting software documentation resulting from the performance of the risk management. Target Audience The main audience used to identify these issues, and concerns leading to poor Technology management are the personnel who support the management process for their Information Technology systems. ... The system and application programmers IT quality assurance personnel Information system auditors IT consultants Strategies and techniques used to improve technology management Information Technology management is a technique used by many companies to take advantage of the available Information Technology resources to increase and improve the pace of production and create a competitive business operations. Many business or managers may fail to fully implement and make use of Information Technology in their due to the expenses, maintenance and upgrade requirements. However, this can be through developing good Information Technology management strategies in the company. The managers should also find a good way of using technology to improve and increase the company’s productivity and operations. Corporate strategy Managers to set the overall direction of a company use corporate strategy. The business shareholders and department managers determine the financial markets the corpor ation will function in, how to get the required materials and resources, and how to get its products into the marketplace (Tesar, 2003). The information Technology department should assist the company in achieving these goals. For example, the Information Technology systems can use the company’s website to advertise and sell the company goods and services online in markets. The technology department can also use the systems to order materials from dealers, and using commerce software to make forecasts for productions and sales of the company. Business strategy This strategy only focuses on one division, department, and product line in the company. Managers and the

Dynamism in Precolonial African Society Research Paper - 1

Dynamism in Precolonial African Society - Research Paper Example This essay declares that the societies of Africa, thrust into democratic setups, have been unable to function as smoothly as they did under indigenous forms of governance. This is not to suggest that democracy is not a workable form of governance in Africa. However, the transition was not effected in a very scientific manner and there was a great resistance from the ancient forms of social structuring. The power and dynamism of these social orders can be seen in the resistance to sudden and imposed change that they offer. The tribal forms of governance in African societies were in many ways, examples of a smooth and efficient from of democracy. While they were not completely democratic by any stretch of imagination, they did offer certain strengths to women and marginalized sections of the society in ways that Western society never has. They also offered means of redressal for people who had been wronged in ways that were quick and efficient. In many colonized societies a quick and s mooth system of justice was often replaced by Western systems of law that failed to work as effectively in these societies. They were unable to dispense justice in quick and efficient ways. This paper makes a conclusion that Africa has been referred to as the ‘dark continent’. This epithet has obviously racist connotations. It also designates the continent as one which was always ignorant of civilized ways of being. The dynamic and robust structuring of precolonial African societies belies these views.

How does the western model of Internet Banking apply to Russia Literature review

How does the western model of Internet Banking apply to Russia - Literature review Example Recently many banks have adopted online banking. With its boom in the United States and the United Kingdom, online baking has subsequently spread to other areas, Russia included. Victor (2008, p. 724) asserts that although this is the era of internet boom in many regions of the world and that more developed countries are increasingly using the internet for various ways, the reality is that most of the developing countries are yet to fully adopt the internet and embrace it as a way of doing business. The online banking, commonly referred to as the internet banking is one of the newest forms of banking adopted by banks in the developed countries. According to Arnaboldi (2009, p. 1), â€Å"a few pioneering banks started to offer products via the internet in the mid-nineties.† This shows long the service has been on going in the European-banking sector. However, Russia and other Eastern Europe countries are yet to realize the dream of conducting most of their banking operations wi th convenience of their mobile phones and computers. Hopes of these people transforming their banking services and fully going digital are still alive, if the current changes and improvements in the banking sector are anything to go by. More and more, banks in the Russian region have embraced the need to go online, with many customers already subscribing to internet banking. While the previous technologies used in the country were unreliably painful to the customers, current innovative improvements in the sector provide hopes for a full transformation of the entire sector. However, not all western banking models are applicable in the Russian situation. A few modifications are necessary to make it compatible with the Russian customer base. This is because of the differences in customer base between the developed and the developing countries (Jaruwachirathanakul & Fink 2005 p. 302). The slow nature of the internet banking penetration rate of the people constrains the hopes of growing and expanding this sector to robust volumes such as in the United States and on the United Kingdom. Hopes for growing the sector are still high, as 10-12 per cent of the total bankable population are ready and more than willing. This percentage loves the convenience of the internet, as well as its efficiency. The biggest booster of this trend is the adoption of the emoney and the money kiosks industry. Most of the banks offering internet banking in Russia offer payment services. This is however, a misconception about the whole issue about internet banking, a notion held by most of these banks’ customers. Initially, banks offer banks offer iBanking services to their customers, with only the opportunity to make their payments. The biggest advantage for this service is its ability to reduce the transaction costs for the customers. However, banks miss out from making sales, which were potentially available for the banks to exploit. Mols (2000, p. 12) stresses on the important rol e-played by the internet to business organizations in marketing their products and services. according to Mols, (2000, p. 14), the increase in online marketing offers business organizations unlimited opportunities to advertise and sell their products and services. As such, many organizations have introduced online sales that allow customers to search and pay for the ownership of goods. Benefits accrued from online banking cannot be underestimated. In most cases, young men aged between 25

Determination of Dissolved Oxygen In a Water Essay Example for Free

Determination of Dissolved Oxygen In a Water Essay INTRODUCTION In an alkaline solution, dissolved oxygen will oxidize manganese(II) to the trivalent state. 8OH-(aq) + 4Mn2+(aq) + 2H2O(l) ï ¼ Ã¯ ¼ Ã¯ ¼Å¾ 4Mn(OH)3(s) The analysis is completed by titrating the iodine produced from potassium iodide by manganese(III) hydroxide. 2Mn(OH)3(s) + 2I-(aq) + 6 H+(aq) ï ¼ Ã¯ ¼ Ã¯ ¼Å¾ 2Mn2+(aq) + I2(aq) + 6H2O(l) Sodium thiosulphate is used as the titrant. Success of the method is critically dependent upon the manner in which the sample is manipulated. At all stages, every method must be made to assure that oxygen is neither introduced to nor lost from the sample. Furthermore, the sample must be free of any solutes that will oxidize iodide or reduce iodine. Chemicals: Manganese(II) sulphate solution – prepared by dissolving 48 g of MnSO4.4H2O in water to five 100 cm3 solution; alkaline potassium iodide solution—prepared by dissolving 15 g of KI in about 25 cm3 of water, adding 66 cm3 of 50% NaOH, and diluting to 100 cm3; concentrated sulphuriv(VI) acid; 0.0125 M sodium thiosulphate solution; starch solution (freshly prepared). Apparatus: 250 cm3 volumetric flask, 250 cm3 conical flask, measuring cylinders, titration apparatus, magnetic stirrer Procedure: 1.Use a 250 cm3 volumetric flask to collect water sample. Fill the flask completely with water without trapping any air bubbles. 2.Add 1 cm3 of manganese(II) sulphate solution to the sample using a pipette. Discharge the solution well below the surface (some overflow will occur). 3.Similarity introduce 1 cm3 of alkaline potassium iodide solution. Be sure that no air becomes entrapped. Invert the bottle to distribute the precipitate uniformly. [Hazard Warning: Care should be taken to avoid exposure to any overflow, as the solution is quite alkaline.] 4.When the precipitate has  settled at least 3 cm below the stopper, introduce 1 cm3 of concentrated sulphuric acid well below the surface. Replace the stopper and carefully mix until the precipitate disappears. A magnetic stirrer is helpful here. 5.Allow the mixture to stand for 5 minutes and then withdraw 100cm3 of the acidified sample into a 250 cm3 conical flask. 6.Titrate with 0.0125M sodium thiosulphate until the iodine colour bec omes faint. Then add 1 cm3 of starch solution and continue adding the thiosulphate solution until the blue colour disappears. 7.Record the volume of thiosulphate solution used and calculate the dissolved oxygen content in the sample in mg dm-3. Remarks 1.If the water sample has a low DO value, it is recommended to withdraw 200 cm3 of the acidified sample into a 500 cm3 flask for the titration describe in step 5. 2.This experiment can be further developed into a project to study the extent of water pollution. (a)The water sample under investigation is divided into two portions. One portion of the sample is immediately analysed for dissolving oxygen using the Winkler method. The other portion is stored in the dark for five days. (b)Repeat the analysis with the water sample that has been stored in the dark for five days. The difference between the two measurements is the five-day biochemical oxygen demand (BOD5), measured in mg dm-3.

Role of HR managers in Recruitment and Selection

Role of HR managers in Recruitment and Selection To analyse the role of HR managers in Recruitment and Selection, it essential to firstly understand what is Recruitment and Selection, in what ways does it affect the goals of the organisations. When an employee leaves an organisation, it affects not only the organisation but also the individual employee and society as a whole (Mobley, 1982, p. 15- 31, cited in Morrell et al., 2001, p. 220). The productivity and efficiency of organisations depend upon the quality of their workforce or human capital and there is a general agreement that its fixed capital is relatively increasing (Wolf and Jenkins, 2006). The HR managers should develop strategic methods for Recruitment and Selection. Schmitt and Chan (1998:239), defined the goals of strategic HRM, to acquire deploy and allocate human resources in ways that provide the organisation with a competitive advantage (Wolf and Jenkins, 2006). Recruitment and Selection is one of the element of an array of HR practices that needs to be integrate d into a coherent bundle by organisations in order to support the delivery of cooperate strategy. Recruitment and Selection is the main function of Human Resourcing in organisations (Newell and Rice, 1999, cited in Millmore, 2003, p. 8). Recruitment and Selection as The processes by which organizations solicit, contact, and interest potential appointees, and then establish whether it would be appropriate to appoint any of them (Watson, 1994, p.185 cited in Bratton and Gold, 1999, p.192). Recruitment involves the utilization of organisational practices to influence the number and types of individuals who are willing to apply for job vacancies (Rynes, 1991; Rynes Cable, 2003). Recruitment can focus on internal labour market (like pursuing staff already employed by the organization) or external labour market (like pursuing applicants from outside the organization). Internal candidates can be recruited through internal job postings, word-of-mouth or internship programs. (Casper) Organisations are undergoing changes in terms of expansion-beyond the local to national and international frontiers. Therefore, recruitment and selection processes used by organisations are becoming more sophisticated. Selection is a process through which a firm chooses an applicant from a pool of applicants for a post, within the organisation by using techniques to decide which applicant is best suited for the vacancy in question by contrast recruitment involves choosing an applicant from an ex ternal pool by actively soliciting applications from potential employees. Recruitment is a positive activity where the employers sell themselves into the labour market to increase the pool of deserving candidates, from which employees are chosen. Selection can be viewed as a negative activity as it involves choosing the best candidate. The goal of recruitment and selection processes is to judge the psychological difference between individuals and its relationship to following job performance. The recruitment and selection process has two main characteristics attraction which determines how an individual becomes an applicant it signifies the two-way power relationship involved in selection and assessment which refers to assessment of application within a work context this is done by using tools like references, curriculum vitas, autobiographical application blanks, interviews, personality psychometric tests and work-sample methods (Searle, 2003). Assessment of suitability for organi sational needs reflect priorities in an employers agenda, rather than a potential employees concerns (Schuler et al., 1993, cited in Ramsay et al., 1999, p. 65). In the 1980s, major changes took place in regards to HR practices within the organisations. This was a result of increasing awareness and impact of HR on the firms. During this period the HR policies emerged as a lever for organisations, assisting them in repositioning or strengthening, their place within a particular sector. As a part of resultant changes, selection and recruitment processes were recognised as critical components in successful change management (Iles and Salaman, 1995, p. 203). The integration and internal consistency of HR systems is important for organisational success (Legge, 1995). Recruitment and Selection is one of the tools within the HR strategy. For an HR manager hiring competent people is of paramount importance which can be attained by using effective recruitment and selection processes, with the goal of choosing the right candidate and rejecting the wrong. For example: The Telebank case study (Korczynski et al., 1999, cited in Callaghan and Thompson, 2002), reflects a shift in trend from manufacturing to service sector contribution in the overall economy. In service sector, work and empathy towards the customer plays a prime role in recruitment and other HR processes. Its therefore important for the HR Manager to recruit a staff with the desired attitudinal and behavioural characteristics, induct them in the companys philosophy and retain them. As an HR Manager it is essential to note that selection frequently focuses on attitudes to flexibility and service to customer than skill or qualification levels of the candidate (Redman and Mathews, 1998, p. 60 cited in Callaghan and Thompson, 2002). Also attracting good talent me ans increase in remuneration rate, better pay package, working conditions, job security and internal career mapping (Arthur, 1994; Appelbaum et al., 2000; Batt et al., 2002, cited in Smith et al., 2004). Bach (2008) defines Recruitment as the process of attracting people who might make an organizational contribution to fill a particular role or job. Approaches to Recruitment: Internal Recruitment: Most of the private sector employers, attempt to fill vacancies internally before they consider looking for people outside the organisation (Newell and Shackleton 2000, p. 116, CIPD 2003b, p. 11). Public sector is open to advertising both internally and externally. Fuller and Huber (1998, p. 621) have identified four different forms of internal recruitment activities namely, internal promotions, lateral transfers, job rotation, re-hiring former employees. This is profitable for both the employees and the organisations. Internal recruitment is cost effective and firms do not have to advertise jobs, it can be done by using intranet services, newsletters and staff notice boards. It helps in boosting the morale of the employee, building a strong internal labour force. The organisation also maximises its return on investment in staff training, by bringing in increased motivation, deepened skills and high level of commitment, providing the organisation with a competit ive edge leading to organisational effectiveness. Selection is done on the basis of the individuals merit and knowledge. The organisations express their models of employee characteristics and the behaviour required of potential employees through competency frameworks (Roberts, 1997). These frameworks help the organisations to recruit and select the suitable people through sophisticated techniques. There are certain negative aspects of internal recruitment as well; if all the recruitment to all the positions is done internally, it would lead to stagnation, there would be lack of originality and a fall in the organisations knowledge base. It might so happen that the best suited candidate for the job is not currently working for the organisation. Internal recruitment adds to the long term imbalances of the workforce, the ethnic minorities who are not well represented will be subjected to inequality. IRS (2002d) highlights a problematic feature of internal recruitment; it includes the n eed of managing of situations in which candidates are unsuccessful. Turning down external candidates would not cause a problem instead turning down internal candidates would create a difficult situation which then needs careful management. Exclusive use of internal recruitment is less common in the public sector organisations, as they believe in advertising all vacancies externally. They do so because they at all levels want to reflect that their staffs reflect the make-up of the whole society. For example NHS and local governments advertise their jobs in newspapers. (Storey, 2007). External Recruitment: there are lots of different approaches used to attract prospective candidates, more conventional than the other. There are five formal methods used for most of the jobs, these are, Printed media which includes national newspapers, local newspapers, trade and professional journals, magazines. External agencies which includes job centres, outplacement consultants, head-hunters, employment agencies, Forces Resettlement Agency, Recruitment consultants. Education Liaison consists of careers service, career fairs, college tutors, career advisors, student societies. Other media includes direct mail, local radio, teletext, billboards, internet, TV and cinema. Professional contacts consist of conferences, trade union referrals, suppliers, industry contacts. There are some other methods that can be used such as word of mouth or grapevine. These are cost effective as well. A lot of considerations must be taken into mind before deciding which method to use. For example, it would be inappropriate to advertise for an engineer in a medical journal. Another consideration is the number of applicants each method can yield and the ability of the personnel specialists to administer them effectively. For example, opening a new store would lead in creation of hundreds of new jobs. There is a new method of external recruitment known as E- recruitment or Internet Recruitment. In the first few years of the 21st century it has been noticed that there is an expansion to include vacancies in all work areas over the internet. Over 70 percent of employers were advertising some jobs on the internet in 2003 (CIPD 2003b, p15). The web based recruitment has changed the way the recruitment industry operates, it is a revolutionary development. Internet Recruitmen t is of four different forms, namely, Employer websites it involves maintaining pages of vacancy as a part of their organisations websites. They are cheap to operate for the employee and provide numerous options to the organisation in choosing its employee. This method has drawbacks as well, this approach this viable for large- sized employers within defined labour markets, medium or small scale employers will not benefit from this approach. Cyber agencies involve making use of specialist employment agencies that operates on the web, well known examples are Monster.com. They advertise the jobs as well as undertake short listing on behalf of employers depending on the CVs sent by candidates. Schreyer and McCarter (1998, p. 222) stated that in time a handful of highly sophisticated, international operations will emerge and carry general job vacancies on behalf of the industrialised world. Jobsites linked to newspapers and journals includes all recruitment-based websites that runs parallel with job based operations, for example, London Evening Standard. These sites publish jobs which have already been published in newspapers and journals. The advantage of this is that the job seekers can directly reach the employers site via hotlink, send an e-mail and search for vacancies in the job bank. Jobsites operated by employment agencies includes employment agents developing a formidable web presence. The job seekers register with these agencies and browse vacancies using the search engine. The government also advertises its vacancies on the internet via its Learning and Work Bank. Employee Recruitment and selection is one of the key functions of a manager. The manager has to take the decision whether to recruit internally or externally. WERS survey questioned managers whether internal applicants are given more preference over external applicants while filling vacancies. The majority of the managers responded that both external and internal applicants were treated equally, 10percent preferred external applicants where as one-fifth preferred internal applicants. Large workplaces which consisted of more than 100 employees preferred internal applicants than smaller workplaces. Private sector workplaces preferred internal applicants in comparison to the public sector workplace who preferred recruiting external applicants. This association held for after controlling for workplace size. Managers preferring to recruit internally was unchanged during 1998 to 2004. HR practices being outsourced is an increasing phenomenon these days. Recruitment and Selection has become one of the outsourced HR practices, depending on the size of the firm. For example: Andrea Ordanini Giacomos article is based on outsourcing the decisions of Recruitment and Selection. They stated that an efficient model based on competitive motivations, transaction cost economy was formed and was tested in 276 organisations both medium and large. It was found that both efficiency motivations and competitive issues are important. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirement (Bratton and Gold, 2003, p. 221). There are two key principles underlying the process of selection, they are individual differences, a way of measuring how one individual is distinct from other. They may differ in terms of intelligence, skills, age, experience, etc. Then is prediction, which recognises that individual differences may be a measure of predicting performance at workplace. Interview is the most common method of selection, as shown in Figure 2 below. However, firms are realising the importance of selection and are applying other methods to bring in effectiveness to the process. Smith and Graves (2002) have highlighted that there are concerns expressed in the literature about the usage of traditional interview methods. Along with the interview, other methods like application forms and letters of reference are used which is referred as the classic trio by Cook (1994, p. 15). Viewed from a psychometric perspective three criterias are applied to measure the effectiveness of the selection tool (Bratton and Gold, 2007, p. 258). These are validity, concerns the degree of appropriateness of what is being measured, reliability which focuses on accuracy of the data and lastly, usefulness. Validity can be defined as the agreement between a test score or measure and the quantity it is believed to measure (Kaplan and Saccuzzo, 2001, p. 32). The definition emphasises on what does the test offer to measure and what it really measures. Validity may also depend upon the purpose of the test. For example, the Myers Briggs Type Indicator is a personality-assessment test but is stated that it is a valid test only for development purposes. Validity is a difficult issue to prove, there are four ways to identify validity: face validity, content validity, construct validity and criterion-related validity. Out of these types of validity the most important is the predictive or criterion- related validity. It involves establishing relation between predictors and the criterion.Face validity is important for people who are taking the test; it depends on the appearance of the test. The test-takers have put in their time and effort to get a job and therefore, should feel satisfied by the assessment and feel it was relevant. It may sometimes have an adverse effect on the test- users who keep deciding which tool to use for selection. Sometimes without accessing the entire information through the manual handbooks about the test, the test-user makes a decision depending upon how the test looks. It may therefore provide false validity and may prove to be a distraction. Content validity is concerned with accuracy of the theory it covers. It is found in attainment, when a person is required to display their knowledge or skills in a particular area. For example, a test assessing competence of a Personnel Manager would be expected to include items taken from Human resource syllabus. Content validity is the only form of validity which is based on logical information. There are two problems of content validity namely, content under- representation, that is when an important component or information relevant to the theory is omitted. The second issue is construct- irrelevant variance that is contaminating the conceptual domain by components which are not relevant.Construct validity was introduced by Cronbach and Meehl (1955) when they stated that underlying each test there is a construct that gets assessed. It assumes that anything can be defined and measured. All the information regarding the definition of the topic that is being assessed and the develop ment procedure for the test should be present in the test manual. The test manual shows the composition of the test and also defines the population used for comparisons. An advantage of construct validity is that the tools occupy a conceptual domain; it is entirely based on theory. The new construction methods use Item Response Theory (IRT). In this theory the test must measure an underlying construct, it should be uni-dimensional, but it does not specify what construct it is or what construct it must be (Schimidt et.al., 2000). Criterion-related validity states what is being measured to an external criterion. It can be assessed in two different ways, namely, concurrent validity and predictive validity. Concurrent validity can be checked by assessing the test- takers performance, at that particular time in the test as they undertake another assessment. It deals with current level of individuals performance. This assessment is based on the validity of both the test and verifies the validity of the criterion. For example Eyesenck Personality Test. Predictive validity emphasises on the future and assesses the person to reveal the connection between the initial result and the latter outcome, at two separate points. This is an important tool for identifying individuals suitable for promotion to senior roles. Reliability mainly refers to the stability of a method used to select individuals. There are many types of reliability out of which three are the most important one in relation to selection methods. First being Testee reliability that is the test should provide the same result overtime. Then comes Tester reliability, it states that if one individual is interviewed by two different people and they both have different opinions about him, that is if one is satisfied and the other is not. It can be concluded that the selection method is not reliable. Thirdly, Test reliability states that there should be consistency in the results. Interview being the most common method of selection which has been noticed above, but research shows that other methods are used in combination with it. The pre- selection method starts first with application forms, CVs and sometimes biographical data consisting of individuals experiences and achievements. It has been noticed that bio datas improve validity. Gathering CVs through internet also improves the early screening process. The other methods used in selection are Interviews it may be structured or unstructured interviews, psychological tests which includes cognitive tests, personality tests, assessment centres which includes interviews, psychometric tests, stimulation of actual work tasks in order to observe job-related behaviours (Cooper and Robertson, 1995). Conclusion Smith (1994) differentiated between three forms of individual characteristics that relate to job performance: universals which refers to characteristics relevant to all jobs; occupational which refers to characteristics preferable to a particular job or occupation; and lastly relationals it refers to characteristics relevant in a particular work setting. This structure suggests that it is necessary to match characteristics of individuals with the characteristics of the particular work setting. Research has shown that people who fit in the work setting are more committed and satisfied compared to people who do not fit. (OReilly et al.1991). Thus recruitment and selection process is of utmost importance. Organisations have now got the ability to construct appropriate models for recruitment and selection by using reliable and valid techniques. Recruitment and selection are the first stage of interaction between organisations and applicants, which forms the employment relationship. (Brat ton and Gold,1999,p.207). Recruitment and selection are a part of the broader process of socialisation. Selectors should be aware of how well particular methods predict future performance (their validity) and of different methods cost, accuracy of tests. Growing awareness of the potential contribution of HR practices to business strategy (Guest and King, 2004) may increase organisational receptiveness to HR involvement (Wolf and Jenkins, 2006). Finally, I would like to conclude by saying that both the methods of recruitment, internal and external are important for the functioning of the organisation and also depends upon the size of the organisation. From the above argument we get a clear picture that managers should be very strategic. They should look at the validity and reliability of every method of selection. For example: we cannot use only CVs to recruit a middle manager. REFERENCES: Bach, S. (2008) Managing Human Resources: Personnel Management in Transition. 4th edition. Blackwell Publishing, UK Boxall, P. and Purcell, J. (2008) Strategy and Human Resource Management. 2nd edition. Palgrave Macmillan, New York Bratton, J. and Gold, J. (1999) Human Resource Management Theory and Practice. 2nd edition. Palgrave Macmillan, New York Bratton, J. and Gold, J. (2003) Human Resource Management Theory and Practice. 3rd edition. Palgrave Macmillan, New York Bratton, J. and Gold, J. (2007) Human Resource Management Theory and Practice. 4th edition. Palgrave Macmillan, New York Callaghan, G. and Thompson, P. (2002) We recruit attitude: The selection and shaping of routine call centre labour, Journal of Management Studies: 39(2): 233-254 Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, D., Oxenbridge, S. 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