Analysis on the Recruitment, Selection and Induction Procedures - CIC Holdings PLC - Free Essay Example

Sample details Pages: 10 Words: 3053 Downloads: 9 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? CIC HOLDINGS PLC Coursework Analysis on the Recruitment, Selection and Induction Procedures of the Executive Level Introduction Recruitment, Selection and Induction Procedures of the Executive Level Recruitment Selection Induction Strengths and Weaknesses of the Procedures Analyzed Recruitment Selection Induction Conclusion References Analysis on the Recruitment, Selection and Induction Procedures of the Executive Level of CIC Holdings PLC Don’t waste time! Our writers will create an original "Analysis on the Recruitment, Selection and Induction Procedures CIC Holdings PLC" essay for you Create order 1. Introduction This following assignment represents a discussion and a critical analysis in relation to the Recruitment, Selection and Induction procedures of the executive level employees of CIC Holdings PLC. The rationale behind the selection of this company is due to the fact that it is one of the long-standing, leading blue-chip and locally as well as globally renowned conglomerates in Sri Lanka. Company Profile Established first in 1964 as à ¢Ã¢â€š ¬Ã‹Å"Imperial Chemical Industries Limited (ICI)à ¢Ã¢â€š ¬Ã¢â€ž ¢ and later on reformed as CIC Holdings PLC, initiated its maiden operations through manufacturing agricultural pipes and marketing an array of locally manufactured paints. With a history and experience of over 50 years, CIC has expanded its operations into a range of local industries such as Agri Businesses, Animal Feed, Farm Produce, Veterinary Medicine, Day Old Chicks, Agro Chemicals, Adhesives, Consumer Products, Industrial Raw Materials, Pharmaceuticals, Packaging, Herbal Products and Health and Personal Care Products and has also tackled the global sector for a range of agri products such as Rice, Banana, Industrial and Agro Chemicals and Writing Instruments. With a vision to be an innovative Group of companies creating value through effective fulfillment of market needs and with a mission to enhance the quality of life of people in the region by developing a diverse portfolio in Healthcare, Industrial, Consumer products, Crop solutions and Services, driven by customer satisfaction and improvements in technology. We will harness the potential of our people to derive competitive advantage and to add value to stakeholders whilst safeguarding the environment, CIC has proven its position to be renowned as one of the leading companies in Sri Lanka and is thriving towards the peak in delivering quality in every operation they undertake. (Cic.lk, 2015) 2. Recruitment, Selection and Induction Procedures of the Executive Level 2.1 Recruitment The concept of recruitment refers to the procedures or the process an organization follows in order to find and attract applicants possessing the required characteristics and qualifications for a specific job. Referring to CIC Holdingà ¢Ã¢â€š ¬Ã¢â€ž ¢s executive level recruitment process, the company foresees the need for the identification of job vacancies mainly due to two reasons which are the budgeting of new positions due company expansions or to fulfill sudden vacancies derived by unexpected resignations and deaths. In relation to a resignation of an executive level employee, the employee has to inform his resignation through using a letter of resignation to his immediate supervisor or the head of the respective department and If he/she decides that the vacant position caused by the resignation should be filled, a Position Request Form (PRF) is raised under his/her signature to the HR department of CIC Holdings. Once received the General Manager of the HR department inves tigates the organizational charts and assesses the criticality of the requirement before confirming the vacancy and provides the approval prior to sending it to the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s Chief Financial Officer (CFO) in order to get the financial backing regarding the request. In order to attract suitably qualified personnel the immediate heads of the specific departments as well as the General manager of HR in charge of CIC Holdingsà ¢Ã¢â€š ¬Ã¢â€ž ¢ executive recruitment initiates a collaborated effort in order to establish the job requirements as they possess the clear cut idea of the tasks, duties and the human requirements needed to be performed for the relevant jobs. They also discuss on various factors creating an affect for the programme such as whether the recruitment programme to be initiated is within the HR budget of CIC to be carried out in formal and organized manner maintaining the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s standards, whether the programme is in line with the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s recruitment policy, rules and regulations and also the whether the nature of the supply in the employee market is advantageous at the time. Regarding job application forms, CIC provides a standard template in order to ensure the smooth flow of the recruitment operations. Based on CICà ¢Ã¢â€š ¬Ã¢â€ž ¢s company recruitment policy, recruitment is done internally as well as externally. Regarding executive level employees, the main internal source of recruitment CIC adheres to is the use of the intranet system and email. Through this, job vacancies are first advertised among the internal CIC family through their website prior to releasing or sharing it to the public and also emails are circulated within the employees to create awareness and interest regarding the vacancies. Also in some instances as an informal practice, the Facebook group created for only CIC managerial level employee communications is used to convey reminders of the vacancies as wel l. In addition to this CIC also carries out Job postings where the available vacancies are published on the company notice boards as well as in internally distributed articles and magazines. The key external sources of recruitment used by CIC are employee referrals where they take potential candidate recommendations from existing employees and internet advertising or rather E-recruitment where their job vacancies are posted online on a website known as à ¢Ã¢â€š ¬Ã‹Å"Top Jobsà ¢Ã¢â€š ¬Ã¢â€ž ¢. In addition to this CIC uses the à ¢Ã¢â€š ¬Ã‹Å"Sunday Observerà ¢Ã¢â€š ¬Ã¢â€ž ¢ to advertise their vacancies and they also use an executive search firm or rather a headhunter known as à ¢Ã¢â€š ¬Ã‹Å"Job Enrich (Private) Limitedà ¢Ã¢â€š ¬Ã¢â€ž ¢ where the company sends their requirements to this firm and they select suitable candidates from their pool of CVà ¢Ã¢â€š ¬Ã¢â€ž ¢s and sends them to CIC. The company also considers recruitment requests from various professional institutions for example the Chartered Institute of Accountants of Sri Lanka (CASL) where CICà ¢Ã¢â€š ¬Ã¢â€ž ¢s HR department relays the gained requests across their departments and if those departments are in need of vacancies they call in those candidates. CIC provides consultancy jobs for past employees in order to gain their influence and experience in to the operations as well. Once the recruitment process is executed, CIC has a special team consisting of outsourced and insourced HR specialists and the GM of HR evaluating the whole procedure under various indices such as Cost per Recruit, Numbers recruited, duration taken etc. 2.2 Selection Selection can be identified as the process which is used to minimize the pool of applicants to the best few or rather the process involved in determining the most suitable applicant for the job. In reference to CIC Holdingsà ¢Ã¢â€š ¬Ã¢â€ž ¢ executive level selection procedures, the board of selectors consists of highly experienced and professional individuals such as the General Manager of HR, the head and the divisional director of the specific department and depending on the position taken into consideration the Chief Executive Officer of CIC and an expert in the relevant field. This board adheres to various ethics, company policies, rules and regulations in order to maintain the standards of the organization and to ensure that only the candidateà ¢Ã¢â€š ¬Ã¢â€ž ¢s suitability and qualifications for the specific job influences the selection decision. The Chief Financial Officer (CFO) of CIC maintains a collaborated effort with this selector board to guarantee that a substanti al budget is allocated towards the programme to enhance its success and effectiveness. CIC uses various methods in order to select the most suitable applicant to the job taken into account. CIC provides a standard template of the application forms in their website which is downloadable and once the filled applications are received within the given deadline, the evaluation of these employment applications with the supervision of the selector board is commenced. Marks are allocated for various criteria with reference to the evaluation outline/scheme made by CICà ¢Ã¢â€š ¬Ã¢â€ž ¢s as well as outsourced HR experts. Based on the results of this evaluation a final report is prepared by the HR manager and is produced to the selector board for further decisions and analysis. CIC also conducts various tests on their executive level candidates. The key tests are the Knowledge/ Intelligence (IQ) test and Personality and Aptitude test which are done through providing a questionnaire each to be answered within 40 minutes. Through these tests CIC expects to assess the candidates on various factors such as their ability to arrive at effective conclusions, patience, familiarity and knowledge regarding the field, ability to fast adapt and learn competencies of a job etc. When it comes to interviews regarding executive level employees, CIC holdingsà ¢Ã¢â€š ¬Ã¢â€ž ¢ undertakes three stages of interviews. First the candidate is put through an individual interview with the immediate supervisor of the department he is applying for and is known as the primary interview. Secondly a panel interview consisting of the board of selectors is conducted with the candidate which is the intermediate interview. Once completed, as the final/post interview the candidate goes through an interview with the CEO of CIC. All interviews are conducted in the mixed format where they include structured as well as unstructured questions and the final interview mainly comprises of situational que stions. In addition to this CIC Holdingsà ¢Ã¢â€š ¬Ã¢â€ž ¢ consists of expatriates working for Johnson Johnson India since they operate as the sole distributor of Johnson Johnson products in Sri Lanka. Due to this, when it comes to the selection of the country manager, the CEO as well as the board of selectors of CIC conducts video interviews through the usage of Skype technology with the specific foreign candidates. In relation to background investigations practiced by CIC regarding executive level employee candidates in order to get a clearer picture about their past performances, character, accuracy of the information and qualifications provided in the CVà ¢Ã¢â€š ¬Ã¢â€ž ¢s, they mainly conduct referral checks through telephonic conversation with the referees the candidates have provided in their CVà ¢Ã¢â€š ¬Ã¢â€ž ¢s. In addition to this, candidates are requested to provide a police report as well as a à ¢Ã¢â€š ¬Ã‹Å"Gramasewakaà ¢Ã¢â€š ¬Ã¢â€ž ¢ report. In order to dete rmine whether the applicants possess a sound health condition to perform the job effectively, full body medical checkups are conducted at the expense of CIC at Hemas hospitals. Once the Executive level employees are selected, they are provided with an insurance scheme which is up to LKR 200,000. Also they are provided with various medical amenities as CIC reimburses medical expenses (OPD claims) up to LKR 75,000 every year for each employee. In addition to this CIC provides a Funeral Grant Scheme (FGS) which the employee can choose to participate or not. Through this if a family member or an in-law of an employee enrolled in the FGS passes away, a sum of LKR 400 is deducted from the salary of all the participants and the accumulated amount is provided to that employee. 2.3 Induction Induction can be defined as the measures taken by an organization in order to familiarize or rather orientate the new employees regarding their work and their work environment. Subsequent to the selection function of the executive level employees, the specific candidates selected are called in for a discussion with the board of selectors at CIC where they are subjected to negotiations regarding the benefits, pay scales, incentives, health and safety, leave and various other policies prior to being provided with the appointment letter. Once the appointment letter is officially provided, within a time period of one month CIC Holdings initiates their formal induction programme. This programme consists of ten brief presentations which are conducted by the heads of CIC Holdings. The first presentation is allocated for organizational induction and is conducted by the General Manager of HR at CIC where he will be covering the company overview, history, vision mission, strategies, g oals, organizational set up and where the organization stands today or rather the current status. The main aim of this presentation is to provide all the new employees an overall idea regarding CIC. Subsequent to that the departmental presentations will be conducted by the specific department heads and they will stress on key factors regarding their specific departments such as its structure, rules and regulations, policies, etiquette, relevant functions, objectives etc. Following the above two presentations which are conducted for all the new employees commonly, once they are completed the employees are divided depending on their department and are taken over by their immediate supervisors who will be conducting a few presentations to orientate the employees regarding their job. Factors such as the various tasks, responsibilities and the nature of the work environment of the job they have to perform is made aware of in this presentation. Finally the supervisor takes measures in order to introduce the new employee to his/her colleagues. Further the new employees are also provided with an employee handbook and an on site contact personnel in order to refer to whenever needed. 3. Strengths and Weaknesses of the Procedures Analyzed 3.1 Recruitment Strengths With the experience of more than 50 years in the field, CIC Holdings are the pioneers in many sectors and are renowned to be the employer of choice which gives them a competitive advantage in the employee market as executive level positions will be highly attractive due to the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s recognition. This makes CIC easier to attract highly qualified and suitable candidates. Since continuous and up-to-date evaluations are conducted by outsourced specialists with the supervision of the HR head of CIC, measures in order to eradicate areas with flaws and increase the effectiveness and success of the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s recruitment process can be initiated in advance prior to any issues. Weaknesses CIC holdings does not adhere to procedures such as social media recruitment or social media referrals which if practiced would drastically cut down their recruitment costs and increase the efficiency as well as the effectiveness of their recruitment process as the use of social media is free of charge unlike various search firms or agencies and as through using social media a higher count of responses from various geographical locations possessing various requirements can be targeted at the same time and gained in a faster and easier manner compared to traditional approaches and also because the usage of social media has become a trend or rather an essential norm practiced in the present society. Though CIC Holdings conducts employee referrals, in an instance where those recommendations are considered by the management, the provision of various rewards and benefits for the employees providing those recommendations is not practiced. If they could take this factor into consideration and implement a rewards system for the providers of the recommendations, the probability to gain accurate and suitable referrals as well as the ability to decrease the amount of superfluous recommendations will increase as the employees would be highly motivated regarding the gain. 3.2 Selection Strengths Since CIC uses a well-organized three phased interview system regarding the selection of the executive level employees, the candidates are evaluated and assessed thoroughly by different layers of professionals and experts prior to being selected. This ensures that CIC is able to make the optimum decision or in other words find and employ the cream or rather the most suitable and qualified employee out of the best lot recruited for the relevant job. CIC gives the main priority to the ideas of the GM HR as well as the ideas of the respective department heads when it comes to making the final selection decision. This way CIC can ensure that the selected employee is the best fit for the organization as well as the relevant job. Once selected CIC provides an insurance policy of LKR 200,000 to all their executive level employees which are unheard of when it comes to other competitors in the industry giving them a fine competitive edge. Weaknesses When it comes to background investigations, CIC conducts employee referrals only over the telephone which at some instances would not be effective taking into consideration where the information is not given accurately or where the referee being contacted is busy to be contacted. In order to avert this, CIC could make use of many other methods of referral checking such as through e-mail, by post or by assigning specially trained personnel to conduct in person meetings with these referees through appointments. Since CICà ¢Ã¢â€š ¬Ã¢â€ž ¢s board of selectors comprises of highly professional and high ranked individuals in the organization, in most instances due to their tight work schedules they would be busy in order to attend to every single stage of the selection process. Due to this the workload of these officials would be immense and they will be subject to various work overload stress decreasing the effectiveness and the efficiency of the programme conducted. 3.3 Induction Strengths One of the main focuses of CICs induction programme is to provide each and every new employee the knowledge on how the company generates its profits and how this profit benefits the employees in return; with reference to various bonuses etc. This ensures that the new employees are highly motivated and more dedicated towards providing their maximum effort and achieving these benefits and it also creates a fruitful work environment and develops healthy employer-employee relationships. CIC conducts its organizational induction and its departmental induction presentations on an overall basis where it is concentrated on all the new executive level employees at the same time not depending on their specific department or business segment represented. This ensures that all the employees are aware of the overall picture of the organization and that their knowledge is not limited to only their active field of work or department. Weaknesses The only component of CICs induction programme are the presentations they conduct. This programme maximum extends up to a single working day. Many other organizations competing in the arena adheres to various other programmes such as guided tours of the building, in person introductions with key personalities of the company and various outbound training programmes which all extends to about 2-3 work days. If CIC could include these procedures into their induction programme they could initiate a far more effective and all round orientation function which is more beneficial for the organization as well as for the new employees. CIC does not practice any procedure towards evaluating their induction programme which decreases the level of its effectiveness. They could develop a special questionnaire, form or a brief examination for the inductee to go through in order to asses on whether the expected outcome from the companys induction programme was achieved and make alterations depending on their responses. 1

Japanese Counters Used for Counting Objects

Lets learn how to count in Japanese. Every language has a different way of counting objects; the Japanese use counters. They are similar to English expressions such as a cup of ~, a sheet of ~ and so on. There are a variety of counters, often based on the shape of the object. Counters are attached directly to a number (e.g. ni-hai, san-mai). Following the next couple of paragraphs, we have included counters for the following categories: objects, duration, animals, frequency, order, people and others. Things which are not clearly categorized or shapeless are counted by using native Japanese numbers (hitotsu, futatsu, mittsu etc.). When using a counter, pay attention to the word order. It is different from English order. A typical order is noun particle quantity—verbs. Here are examples. Hon o ni-satsu kaimashita.æÅ" ¬Ã£â€šâ€™Ã¤ ºÅ'冊è ² ·Ã£ â€žÃ£  ¾Ã£ â€"㠁Ÿã€‚I bought two books.Koohii o ni-hai kudasai.ã‚ ³Ã£Æ' ¼Ã£Æ'’ãÆ' ¼Ã£â€šâ€™Ã¤ ºÅ'æ  ¯Ã£  Ã£   Ã£ â€¢Ã£ â€žÃ£â‚¬â€šPlease give me two cups of coffee.Another thing we  want to mention is that when the Japanese group objects they divide them into groups of five and ten, unlike the typical groupings of six and twelve in the West. For example, sets of Japanese dishes or bowls are sold in units of five. Traditionally, there was no word for a dozen, though it has been used because of Western influence.ObjectsWhen combining a number with a counter, the pronunciation of the number or the counter might change.hon æÅ" ¬ --- Long, cylindrical objects: trees, pens, etc.mai æžš --- Flat, thin objects: paper, stamps, dishes, etc.ko 個 --- Broad category of small and compact objectshai æ  ¯ --- Liquid in cups, glasses, bowls, etc.satsu 冊 --- Bound objects: books, magazines, etc.d ai Ã¥  ° --- Vehicles, machines etc.kai 階 --- The floor of a buildingken ä » ¶ --- Houses, buildingssoku è ¶ ³ --- Pairs of footwear: sock, shoes, etc.tsuu 通 --- LettersDurationjikan 時éâ€"“ --- Hour, as in ni-jikan (two hours)fun 分 --- Minute, as in go-fun (five minutes)byou ç §â€™ --- Second, as in sanjuu-byoo (thirty seconds)shuukan é€ ±Ã©â€"“ --- Week, as in san-shuukan (three weeks)kagetsu 㠁‹æÅ"ˆ --- Month, as in ni-kagetsu (two months)nenkan Ã¥ ¹ ´Ã©â€"“ --- Year, as in juu-nenkan (ten years)Animalshiki Ã¥Å' ¹ --- Insects, fish, small animals: cats, dogs, etc.tou é   ­ --- Large animals: horses, bears, etc.wa ç ¾ ½ --- BirdsFrequencykai 回 --- Times, as in ni-kai (twice)do Ã¥ º ¦ --- Times, as in ichi-do (once)Orderban ç• ª --- Ordinal numbers, as in ichi-ban (first place, number one)tou ç ­â€° --- Class, grade, as in san-too (third place)Peoplenin ä º º --- Hitori (one person) and futari (two people) are exceptions.mei à ¥   --- More formal than nin.Otherssai æ ­ ³/æ‰  --- Age, as in go-sai (five years old)Ippon demo Ninjin is a fun children song for learning about counters. Pay attention to the different counters used for each item.

Congressional Black Caucus House Ethics - 760 Words

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Quantitative and Statistical Research Methods

Question: Discuss about the Quantitative and Statistical Research Methods. Answer: Introduction The topic of the research is racial discrimination followed in organization in Australia. The major victims of racism in Australia are the people of Aboriginal and Torres Islander. They are the natives and the indigenous people of Australia. Apart from them, there are immigrant communities which also faces the discrimination but at a lower rate. It was stated by Gale (2016), that the problems faced by these people in working environment, public places, and other places affect the living standard of the country. It also reduces the efficiency in the working places resulting in a low productivity. Background of the research Racial discrimination, commonly known as the racism stands for treating people unfairly on the basis of their race, ethnicity, religious background, colour, and nationality. Racism in Australia is a major issue that affects the daily lives in the workplaces and other places all over the country and shapes the societies. According to Sonn (2012), there are many laws which have been created by the government to reduce such racism issues, yet the problem still exists. Several policies have been taken by the corporate offices and their Human Resource Managements to reduce this problem. These laws and regulations altogether reduced the racism problem to some extent, but there are still scopes for improvement. Statement of purpose The purpose of the research is to find out the extent of racial discriminations followed in Australia and the reasons for discrimination. The purpose of this research is to see how much racism affects social activities and the pattern of the discriminations. Research Questions: The research is aiming to answer the following questions: What is the extent of racial discrimination in Australia? Who are the main victims of racism in Australia? What are the main reasons behind the racist attitude of Australians? Literature survey: According to Jonason (2015), personality psychology is one of the major reasons behind racial discrimination in Australia. Racism towards Anglo-Australians and Middle-Easterners were the victim along with the Aboriginals. These racism traits were considered as the Dark Triad which incorporates psychopathic, Machiavellianism, and narcissism. They were the victim of social dominance and authoritarianism. The paper showed how racism is often done unintentionally, without the target of hurting someone. But the result is the same. In the opinion of Nelson (2013), there are some factors which determine the racism and to what extent these people face difficulties. It answers the first question of the research. This results in social discrimination and exclusion of certain people from different background. The colour of skin, background, in-group, out-group bias and many other issues are the reasons behind the racial discrimination, which magnifies the discrimination. Racism hits Australia a nd its citizen to that extent where it disturbs the economic and social processes. As stated by Nott and Hathway (2015), people of Melbourne have to come up and stand against racism in order to make a better society for everyone. According to this paper, getting rid of racism requires effort from two sides, the receiver or victim, and the racist person. Common people marching against the hostile behaviour of several Australians towards the asylum seekers and refugees coming to the country shows the society's integrity. More examples like this will surely make Australia a tolerant country. Two thousand Australians marched to Federation Square on 4th April to oppose the bad behaviour towards these people as not reacting to the deeds of racists the minorities are making themselves easily available for these cases. Measures like this are targeted towards reducing the extent of racial discrimination in Australia. As it is not easy to quantify the reasons and extent of racial discriminati on, the paper proposes taking qualitative measures to improve the situation. These measures include road march for creating awareness among the citizen. As stated by Ruhanen and Whitford (2016), many sustainable business models incorporating tourism businesses in Australia are following indigenous policy to improve the socio-economic structure in the country. There are few examples where sustainable indigenous tourism has been achieved. According to many studies, indigenous business persons have to establish themselves as the legitimate business persons to enter into the global market place. The focus of the Legitimacy theory is whether the social and most common norms are followed in the businesses as well regarding racial discrimination. It shows how badly racism affects the indigenous tourism business. The paper also argues that the main victims of the racial discrimination in Australia are the natives and those who have recent immigration history. Due to the diversity in the society, comes a difference in cultures. The victims of the discrimination like the Aboriginals and indigenous are threatened by this trait of the society. I t in turn hampers the economic process of the country. It dampens the speed of production in Australia by a huge margin and creates a bad working environment for the people with different background. In the opinion of Forrest and Dunn (2013), Australia constitutes of a few numbers of non-white ethnic minorities. It makes them a soft target for the racial discrimination. They are the main victim of racism in Australia. This is followed by social exclusion in many working places, resulting in decreasing efficiency. A telephone survey of 2007 shows the degree of racism, tolerance, and intolerance rate are different in different places in the same country. The federal government of Australia has taken several measures in order to increase social inclusion. But the measurements were taken without doing any detailed research or survey, which in most cases make the measures a failure and increase what the government is trying to stop in the first place. According to Forrest, Elias and Paradies (2016), to understand how the mind of a racist works one has first to go through the same. It will help the research by identifying the main reasons behind the racist attitude of Australians. To understand the reasons, according to the paper, it had introduced two new approaches to understanding the racism factors in Australia. Normally, out-group racists target people from other religions, cultures, and societies. Due to the diversity of the population of Melbourne, the survey was done in this Australian city. The paper shows the main reasons behind how people from out-group who are non-whites and belong to backward classes are the easy targets of this kind of racism. As stated by Noble (2012), the race debate in Australia incorporated the One Nation Party led by Pauline Hanson's criticisms regarding the immigration program of the country. The social transformation from the time of British rule was depicted here. The government of Australia has taken several measures to improve the situation in the country, but the results were not always positive. The type of race discrimination changed from time to time. The pattern of racism changed from "old" to "new racism." The Australia Asia connection had a positive effect on the issues of racism which later faded with time. In the view of Li et al. (2013), the degree of racial discrimination hugely depends on prejudicial attitudes of the people. In Australia, among North Queenslander, the classical and modern prejudicial attitudes towards the refugees are mostly witnessed. Classical prejudices are more of an open form. On the other hand, modern prejudice is more subtle in nature. The study was done on 370 residents of North Queenslanders to understand the sentiment behind the discriminations. The case study has shown that the classic racial discrimination has become more socially unacceptable over time, while the modern prejudices are getting accepted. The reason behind this change is people who showed classic racism often are excluded from their usual groups. As stated by Babacan (2012), racism is a problem faced all over the world from early ages. Most of the racial behaviours have their roots in history. Racial discrimination can be divided into many parts such as, Racism as domination, Racism as discrimination, Racism as Institution, Racism as racist beliefs, and Racism as discourse. That racism is called Domination racism where one group of people try and dominate another one. Discriminating racism causes inequality in society. The political environment, different platforms of media, the education system of a country or state incorporates institution racism. Racistly believes formed due to ideological differences. The degree of racism in a country depends on the differences in ideologies. According to Hage (2014), the new societies of Australia are more inclusive. The groups in the modern era consist of people from different backgrounds and cultures. This has reduced racial discrimination according to some people. In reality, a new kind of racism has taken over modern era. It changed just changed its form, intensity, and the way it circulates in different scenarios. This is true for most of the developed countries. Hence, the government has to implement new rules which will address these new kinds of racism. The old or classic racism has changed over time. This calls for an update in the regulations and corporate policies. The measures have to be more focused towards each one of the racial discriminations. This way more issues can be addressed simultaneously. The root cause behind these issues lies in the epistemological process. As stated by Grigg and Manderson (2015), Psychopathy is in the field of anti-social behaviour. Attitudes consisting racial discrimination are considered as anti-social behaviour. These two share commonalities with several traits. The research has proved that there is a strong relationship between Psychopathy and racism. That trait which creates Psychopathy also constructs minds with racist ideologies. The relationship between criminal behaviour and racist attitudes thus are positive. Both male and female carry racist ideologies, and there is no significant difference between the two genders regarding racist attitude. Most of the people are some way or other racists. The reasons are also different behind each case. Ethical Issues: This research holds the scope of reducing racial discrimination in Australia. No mental and physical harm were intended to be a part of the research. The names of the participants will not be disclosed without their consent. There is a tremendous scope of benefits for those people of Australia who faces racism in their daily lives. The research will reveal to what extent Australia faces racial discrimination and who are the main victims. The reasons behind racial discrimination will also be revealed which will help both the victims and the government of Australia to take proper policy measures. Methodology: This section shows the system of the methods that were used in the research. The researcher will rely on qualitative strategy for its methodology. As the research is explained descriptively the researcher uses qualitative strategy for its evaluation. The interview conducted from the citizens of Australia will be answered descriptively as the questionnaire will contain close ended questions. As quantifying the attributes of discrimination is hard, the research chooses the qualitative measures to understand the racism scenario of the country. The primary and secondary data are thus collected accordingly. The policy measures can be quantified later by the authorities, but at the primary stage the qualitative strategy will help the research to evaluate where the society stands regarding racism. Design, Strategy, and Framework: Statistical operations will be done in order to get results from the collected sample data. The data will be used to understand the extent of racial discrimination that is present in the societies of Australia. Various statistical tools and instruments like econometrics, correlation, and regression will be used in order to get answers to the research questions and targets. Data will be collected in such a way that the main victims of racism can be identified with ease. Explanations will be provided for the main reasons behind the racist attitude of people in Australia. To see, the connections between several racial discrimination traits statistical tools like correlation and rank correlation will be used. According to Hedges and Olkin (2014), to understand the factors that affect the racist behaviour of the people, econometrics will be used. This will give an in depth analytical view of the racism scenario in Australia. The victims of racial discrimination will get highlighted according to the research process. Sample: The sample domain will consist of normal Australian citizens with the main focus on the aboriginals and people from Torres Strait Islander. They are the indigenous people of the country. Stratified sampling will be done for the research where several strata will be created from the collected data. This will ease the process of calculations. The population set is the total number of the citizens of Australia. The samples will be collected randomly from the population to ensure no bias is a part of the research. Data Collection: Both primary and secondary data will be used for the research purpose. Primary data will be collected directly by creating a questionnaire which will be answered by randomly chosen Australian citizens. Secondary data will be collected from previous private researches and government websites. Primary data will help to understand the unbiased scenario of racism while secondary data will support the literature survey. The results will be interconnected. One will complement the other. The secondary data will be collected during the time of further literature survey, and primary data will be collected after the research gets approved. Significance: The research is very significant for the people of Australia. The research can also help the organizations operating in Australia to prepare policies which will improve the working environment. The government can also use the researchs results for creating rules and regulations. These will make the country more tolerant. The people of Australia will get a better view of the racism issues. Limitations: The limitations of research are those, which could not be controlled. These are the shortcomings which influenced the research and placed restrictions in the research methodology. The major limitation of the study is that it could not incorporate all the time periods in a single time frame to get the results. More time was needed to create a more detailed research process. More time could also provide the opportunity to create a more detailed literature survey. As stated by Martin and Bridgmon (2012), collecting a more detailed primary data would require more time which would make the research more connected to the reality. There might be other situational reasons which determines racism pattern but will not be the part of the research because of lack of statistical attributes. References: Babacan, H. (2012). Racism denial in Australia: the power of silence. Australian Mosaic, 32, 1-2. Forrest, J., Dunn, K. (2013). Cultural diversity, racialisation and the experience of racism in rural Australia: the South Australian case. Journal of Rural Studies, 30, 1-9. Forrest, J., Elias, A., Paradies, Y. (2016). Perspectives on the geography of intolerance: Racist attitudes and experience of racism in Melbourne, Australia. Geoforum, 70, 51-59. Gale, P. (2016, July). Racism, Nationalism and the Asylum Seeker Crisis: Towards a Sociology without Borders. 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