Waching daily Aug 30 2017

[audio and video] for 30 days, facing the mirror asked "Who are you?" The consequences were so terrible! The Japanese program is almost banned ...

There are all kinds of horror stories all over the world. Japanese terrorist program local city legend curse widely circulated on the network, also caused the enthusiastic discussion of netizens.

A man named Shengjingzai in the program was also asked if he was willing to participate in the 30 days for the mirror to ask you who experiment.

The program team also reminded him that a woman had done the same experiment before, but then disappeared. Even after the really unfortunate crazy, the program promises will give up to 1 million yen bonus.

Day is not bright morning five, began the first day of the experiment.

The experiment is very simple, that is, looking at the mirror of their own, said: Who are you? 10 times.

How did not start at the beginning, but as time went by, the experimenter began to appear thick dark circles, mental, even in the interview on the way fainted.

Although the program advised him to give up forget, but he continued to experiment.

Finally arrived in the missing, who can not contact him. The program team found the last day of the tape in his room.

Take a look at the end in the end recorded what it:. Psychiatrist Yang Congcai said that the principle of this experiment has two explanations, one is semantic satiation (semantic satiation), the other is Gestalt collapse (Gestalt).

Semantic saturation, also known as font saturation, refers to the human eye long-term repeated staring at a word or word, by too much repetitive stimulation, the brain will appear for a long time does not recognize the phenomenon of the word.

Another explanation is that Gestalt collapse, also known as Finishing Psychology or Gestalt Psychology, advocates that the overall perception of the human brain comes from all kinds of acquiescence.

The most well-known experiment is the ink stain test, take a piece of paper on the ink, by the subject to answer their own ink like what kind of phase from the heart of the experiment can be used to assess the psychological and mental state.

Many netizens after watching the film suspected of the program is false, but there are friends that may be unable to bear the shock of the pressure and really collapse.

Xiaobian still do not recommend rush to try, really want to experiment, then as the mirror to say some positive words to encourage themselves.

For more infomation >> [audio and video] for 30 days, facing the mirror asked "Who are you?" - Duration: 3:35.

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HRM Unit 2 topic 2 video 2 - Duration: 4:15.

Hello learner, even when HR planning indicates a need for additional employees, a firm may

decide against increasing the size of its workforce.

Recruitment and selection costs are significant when all the related expenses are considered.

Therefore, a firm should consider alternatives carefully before engaging in recruitment.

Let us take a look at some alternatives to recruitment.

The first alternative is Promotion Policies

An organization's promotion policy can have a significant impact on recruitment.

Promotion from Within or (PFW) is the policy of filling vacancies above entry-level positions

with current employees.

When an organization emphasizes PFW, its workers have an incentive to strive for advancement.

When employees see co workers promoted, they become more aware of their own opportunities.

An example of this is General Motors and Cisco which fill approximately 60 to 80 percent

of their senior management positions internally.

Motivation provided by Promotion From Within often improves employee morale.

PFW also communicates to the workers that the firm wants them to succeed.

In addition, an internal hire understands the firm's culture.

Another advantage of internal recruitment is that the organization is usually well aware

of its employees' capabilities.

The employee has a track record, as opposed to being an unknown entity.

Also, the company's investment in the individual may yield a higher return.

It is unlikely, however, that a firm can, or would even desire to, adhere rigidly to

a practice of PFW.

A strictly applied PFW policy eventually leads to inbreeding, a lack of cross-fertilization,

and a lack of creativity.

Although seldom achieved, a good goal would be to fill 80 percent of openings above entry-level

positions from within.

In any event, a promotion policy that first considers insiders is great for employee morale

and motivation, which is beneficial to the organization.

In the following Watch It video, learn about the online fashion retailer .

Let us take a look at the next commonly used alternative to recruitment, especially in

meeting short-term fluctuations in work volume that is overtime.

Overtime may help both employer and employee.

The employer benefits by avoiding recruitment, selection, and training costs.

The employees gain from increased income during the overtime

period.

There are potential problems with overtime, however.

Some managers believe that when employees work for unusually long periods, the company

pays more and receives less in return.

Employees may become fatigued and lack the energy to perform at a normal rate and consciously

or not, employees may pace themselves to ensure overtime.

The third alternative is Onshoring.

Onshoring involves moving jobs not to another country but to lower-cost cities.

Some companies might like to offshore their jobs but the government may require onshore

handling of certain financial, health, and defence data.

So in this lecture we have learnt about the commonly used alternatives to recruitment.