Rebuilding Employee Morale Essay

Layoffs and work-force reductions have a big impact on both those who lose their jobs and those who remain. Employees who remain after a work-force reduction may be affected for weeks or months afterwards. They may feel overwhelmed, have a hard time focusing on work, or experience low morale. This may be a stressful time for you as well. As a manager you not only have to make the transitions yourself, but you’re also counted on to help steer your team through the changes. As a manager, it’s important to be aware of what employees are feeling and to offer support in ways that can help your team get through this difficult and challenging period. And it’s important to recognize how the changes affect you as well. Common feelings employees may have Several employees, or hundreds of employees, may have lost their jobs at your company. Whatever the size of the work-force reduction, it’s likely that many well-liked people who were doing good work will be leaving the company and that the employees who remain are sad and are grieving for co-workers who were let go. The remaining employees may also be fearful about the security of their own jobs or how their roles might change. Employees may experience some or all of the following emotions, all of which can affect productivity, commitment, and morale: †¢ Sadness. †¢ Anger. †¢ Guilt. †¢ Fear and anxiety. Many may wonder, â€Å"Am I the next to go?† †¢ Envy of those who are leaving. Employees may feel that those who were laid off are moving on to new opportunities while they are â€Å"stuck at the same old job.† †¢ Apathy. They may find it hard to concentrate or get back to work. †¢ Loss of trust in the organization. Employees may lose trust in upper management’s messages and mission and may not feel that the company cares. †¢ Overwhelmed. People may feel overloaded and worried about how their workload will change. 57114-1008 2 Rebuilding Employee Morale Following a Layoff Helping employees cope A layoff or downsizing is a business decision. But before employees who remain can move on and begin working productively again, it’s important to deal with the emotional side of the job cuts and their impact on people’s lives. †¢ Hold an initial meeting with employees staying on your team on the day of the downsizing announcement. Have an open and honest discussion with them about the job cuts and why they took place and how they will help keep your organization moving forward. Employees need to know why the cuts happened and what the organization is doing to avoid more job cuts. Talk about the layoffs in terms of job functions and the business. Do not discuss specifics or specific individuals. Expect this to be a time of deep emotion, confusion, and anxiety for your employees. †¢ Hold a â€Å"jump-start† meeting. A work-force reduction can change the way your team functions. In the days following the announcement, plan and hold a jumpstart meeting to get people focused on what matters. At the meeting: – Review the organization’s goals, strategy, and new direction. Enlist your team’s support in finding ways to meet those goals. – Clarify the reasons for the change. Identify and describe ways that individual employees may have to shift their attention. – Explain fully the expected results of the team’s efforts, linking those results to the overall business goals of the organization. – Identify those things the team and individuals are already doing well that support the new direction or business strategy. Highlight what may change. – Discuss needs and develop concrete action plans for short- and long-term periods. – Provide training if employees will be asked to take on new work or functions. †¢ Give employees continued opportunities to talk about their feelings. Encourage them to voice their fears, questions, complaints, and concerns. Hold meetings. You can do this both one-on-one with employees and as a group. Have drop-in sessions. These will be helpful for employees and for you as a manager. Remember that when people are allowed to express their feelings they are better able to adjust and move on. Continue to have these discussions for as long as they seem productive. Watch that employees don’t get stuck or caught up in too much negativity. Use coaching skills to help them accept the change and move on. †¢ Be honest with employees and keep lines of communication open. The more honest and straightforward you are, the more quickly you’ll rebuild trust on your team. During times of major change, information is often incomplete. No manager has all the answers. If an employee asks a question about the reorganization that you are not in a position to answer, don’t be afraid to say, â€Å"I don’t have the answer to 3 Rebuilding Employee Morale Following a Layoff that question.† If possible, commit to finding answers and information within a fixed period of time and â€Å"close the loop† with the employee who asked the question. If relevant, share the information with everyone on the team. Remind employees that in times of flux even some of the updated information will change but that you will keep them as up to date as you can when this happens. †¢ Lead by example. Take a close look at your own attitudes and behavior and how you are responding to the workplace change. Positive, sincere, and communicative managers who demonstrate strong leadership qualities while acknowledging the difficulty and pain of the layoff are typically able to get their staff back on track during times of adversity and challenge. †¢ Offer resources to help employees reduce feelings of stress. Make sure members of your team are aware of the resources available to them to help reduce feelings of stress, including the employee assistance program (EAP) or the program that provided this publication. †¢ Recognize that, initially, employees may be so absorbed with the reorganization that they get less work done than usual. During times of major change, especially in the period right after the change, it’s common for people to look out for themselves. Employees may spend increased amounts of time on personal activities like phone calls and Internet use. By keeping employees actively engaged in constructive job-related tasks with a direct value to the business, anxiety can be kept in check and employees will be more focused on what matters. It’s important to take action to rebuild the team and help employees get back up to speed and move forward. Ways to rebuild trust and morale It can take months for employees to adjust to a major organizational change and to new systems and ways of doing things. It’s important to keep an eye on employee morale during this transitional period. Here are some ways to rebuild trust and morale on your team during this time: †¢ Spend extra time with your team and with individual employees. In times of stress managers can be tempted to spend more time in their offices away from their anxious employees, but this is just the time your employees need you to be more visible and accessible than usual. †¢ Communicate openly and often about company strategies and goals. Share information. Clarify goals. Be honest in your communications. If more change is coming, share as much as you’re able to with employees. It’s critical to check with upperlevel managers on what messages to communicate to employees. Different messages coming from managers across departments will result in mixed messages and rumors. Encourage employees to share any rumors they hear with you and address each one as quickly as you can. 4 Rebuilding Employee Morale Following a Layoff †¢ Talk about changes within the organization and how these may affect the work and your group. Talk about how the work will change as a result of the reorganization. Let everyone know that plans or tasks may change and that this is normal during times of transition. If work expectations for the department or individuals have changed, communicate this as soon as possible. Be clear and concise about new job duties and responsibilities. Remember to give frequent updates. This helps employees deal with feelings of uncertainty and confusion. †¢ Avoid complaining about the organization or telling employees your woes. Managers sometimes do this to reduce feelings of guilt — they want employees to feel that they are suffering, too. But a manager who complains to employees only loses respect and creates more anxiety among employees. Speak with other managers you trust about your feelings and concerns and to get more ideas of what steps you can take to help rebuild your team. Take very good care of yourself during this time as many managers experience additional stress as they guide their teams through challenging times. †¢ Use team-building exercises to renew relationships and commitments to goals. Work on a group or team project together. You might order pizza or bagels when you do. Offer a seminar on dealing with workplace change. Work hard to be sure everyone understands his or her role on the team and how group efforts contribute to the larger business goals. †¢ Be respectful of the people who have been laid off. Avoid comments like â€Å"He wasn’t such a great employee anyway.† Focus on the positive attributes of employees who have left. Express regret and make sure your team knows that you wish them well. This will show those who are staying that the organization treats people with respect and dignity. Your employees will assume that if they were to be laid off, you would talk about them the same way you talk about former em ployees. †¢ Help employees see the opportunities that change can bring. The reorganization may mean that people will have the opportunity to learn new skills or to take on new responsibilities. †¢ Recognize and reward good work and continued commitment. Let employees know that you appreciate everyone pulling together to do their part in meeting the company’s goals. It’s more important than ever at this time to reward employees who are staying — for meeting goals and milestones and for steady, dependable effort. Here are some ways to offer rewards: – through company recognition or incentive programs – by giving public recognition at a meeting – by sending an e-mail to upper management applauding an employee’s efforts and spelling out what those efforts were and how they contributed to the company’s goals – by using bulletin boards to call attention to someone’s good efforts 5 Rebuilding Employee Morale Following a Layoff Keep in mind that it takes time for people to let go of old ways, adapt to new ones, and recommit to the organization. The more proactive you are in helping employees through this transition, the more everyone will be able to adjust, move on, renew their enthusiasm, and confirm their commitment to the company. Written with the help of Elizabeth Bakken, B.A., M.A. Ms. Bakken has a certificate in organizational development and an extensive background in the fields of human resource development and career coaching. She writes a column, CareerWise, on executive career issues for the Rochester Business Journal.  © 2001, 2008 Ceridian Corporation. All rights reserved. 102908

Health Organization Case Study Research Essay

Health Organization Case Study Research a health Health Organization Case Study Research a health care organization or a network that spans several states within the U.S. (Example: United Healthcare, Vanguard, Banner Healthcare, etc.). Harvard Business Review Online and Hoover’s Company Records, found in the GCU Library, are useful sources. You may also find pertinent information on your organization’s webpage. Review â€Å"Singapore Airlines Case Study.† Prepare a 1,000-1,250-word paper that focuses on the organization or network you have selected. Your essay should assess the readiness of the health care organization or network in addressing the health care needs of citizens in the next decade, and include a strategic plan that addresses issues pertaining to network growth, nurse staffing, resource management, and patient satisfaction. Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment. You are required to submit this assignment to Turnitin. Refer to the directions in the Student Success Center. Only Word documents can be submitted to Turnitin. Singapore Airlines Case Study (student paper) Singapore Airlines was created in 1972 following a separation from Malaysian Airlines. In the wake of reorganization, Singapore Airlines undertook aggressive growth, investing and trading to maximize profitability and expand market share. Through this change, a new company philosophy emerged, â€Å"Success or failure is largely dictated by the quality of service it provides† (Wyckoff, 1989). By reinventing the company infrastructure and introducing new initiatives focused on excellence in customer service, Singapore Airlines became a global leader in the service industry, elevating existing standards among competitors. Evaluation of Workforce Management Program The strategy widely utilized by Singapore Airlines to ensure differentiation in an increasingly competitive market was its attention to in-flight service. â€Å"Good flight service [was] important in its own right and is a reflection of attention to detail throughout the airline† (Wyckoff, 1989). This statement perpetuated the belief that excellence in service was directly tied to the careful selection and individual performance of in-flight crews charged with the responsibility of fulfilling the needs of individual passengers and exuding the levels of service demanded by the organization. Applicants destined to work as flight stewards were drawn from a very young population, typically spanning the ages of 18-25 years of age with high school equivalency against the English system of education. Selection of applications was competitive largely due to the degree of skill, poise, and experience required of its candidates. These policies led to the on-boarding of a highly skilled and youthful workforce with positive attitudes and a willingness to be trained. Critique of this approach revealed several disadvantages. The most significant being the potential for greater turnover when hiring a younger population as opposed to an older, more experienced crew. Experience alone would play some role in the development of new employees, as greater experience would bring greater poise and confidence. However, in light of the predominant population Singapore Airlines catered to, a younger in-flight crew would remedy the awkwardness likely to be encountered by older clients being served by older crew members. In addition, a younger crew would likely be more accepting of new procedures and less cynical of the requirements of employment. In light of the young demographic most desired in this role, recruitment, training and â€Å"conversion† processes were both stringent and comprehensive. All aspects of in-flight service, including training related to terminology, amenities and food preparation were provided in great detail, as were training for emergency preparedness and response to every potential s cenario encountered in the air and on the ground. Formalized on-boarding, training and continued development were the hallmarks of the comprehensive workforce program. Even well into a crew member’s employment, on-going training and cyclical evaluation provided a mechanism for employees to be aware of individual performance and gain exposure to methods of continuous  improvement. With an on-going plan of evaluation, communication, and development, the workforce was well-positioned for high levels of performance and quality improvements. Though it would seem that Singapore Airlines’ work management program suited the organization well, it greatly narrowed the pool of applicants and kept many, well-qualified and experienced candidates from positions that would create diversity among the largely homogeneous workforce and place the organization in a better position to serve populations whose ethnic origins were not of Asian descent. If the organization aims to be the leader in an increasingly global marketplace, the workforce must mirror the diverse needs and perceptions of the greater population. Advertising Campaign Singapore Airlines is known in the airline industry for its quality of service. This emphasis on customer service and customer satisfaction is largely reflective of the Asian culture for which the company embodies. Attention to detail, impeccable presentation, and care for others are traits synonymous with countries of Asian heritage. Similarly, Asian countries revere conservatism, organization and hierarchy (Allik, n.d.) so, it would follow that young Asian individuals demonstrate the same gracious, caring behaviors to others. The expectation of â€Å"gentle, courteous service† is consistent with these norms and with the approaches taken by the organization. So much are these standards and stereotypes linked to Asian culture and the epitome of service, that the symbol applied to the airline is that of a young Asian woman. This image is resoundingly more beguiling and traditional, recognized by nearly 50% of consumers over typical marketing imparted by competitors, with a marginal recognition of 9.6%. In light of the positive impact and recognition of the existing marketing campaign, it was considered advisable to retain the current marketing strategy. Systems for Measuring Service Quality Singapore Airlines has two primary components involved in measuring service quality. The first is a system to measure customer complaints and compliments for every 10,000 passengers. The second measurement is a  comparative rating of airline services prepared by the International Research Associates (INRA). The first component, customers’ complaints and compliments, stayed relatively the same despite rapid organizational expansion. This type of analysis has shown a generally high satisfaction level, but could be skewed due to the vast areas the complaints and compliments could cover; from ticket sales and baggage areas to in-flight crews. To address this concern the complaints were split between the areas. However, to get an accurate barometer of customer satisfaction, it was recommended that the airline conduct routine surveys of customers. Often, customers submitting comments fell into one of two categories; those having complaints or those having compliments. The second component to gauge customer satisfaction involved the INRA surveys. The airline executives paid particular attention to these scores as they indicated levels of satisfaction among the general consumer population and identified areas requiring continuous improvement. In 1973 Singapore Airlines scored 68, in 1974 the company scored 74 and in 1979 they scored 78. The scores of 39 other airlines demonstrated that two other competitors, Cathy Pacific and Thai International, were improving rapidly. This provided one indicator of competitive advantage. In order for Singapore Airlines to stay ahead of their competitors they would need to evaluate their position against industry leaders and determine if changes would be needed to stay competitive, particularly with respect to customer service and customer satisfaction (Wyckoff, 1989). Plan to Introduce Slot Machines Singapore Airlines has responded to many changes in order to differentiate itself within an increasingly competitive market place. One responsive action was to remove sleepers, replacing them with a business class section. Reactions from consumers were less than favorable. The move strayed from what consumers came to expect of elite levels of customer service, which were in large part, due to the attention paid to the personal needs of its elite customers. Although intended to be innovative and distinctive, the inclusion of slot machines on transatlantic flights was another idea met with considerable consumer dissatisfaction. While potentially generating a new stream of revenue, the idea only worked to incite passengers with a new category of charges. In addition to generating cost for the consumer, the  machines took valuable space away from seats and posed problems in light of weight restrictions (Time, 1981). These changes only compounded issues and introduced new problems such as the potential for in-flight injury, rather than improving in-flight services. While there was some opportunity for revenue, initially, the gains would last for a season and were not expected to extend out into the long-term. Conclusion The Singapore Airlines Case Study highlights both effective as well as ineffective management approaches within the company. The subsequent analysis and evaluation of company operations and strategies offer a compelling glimpse of organizational design and leadership amid change, as well as provide a platform for future discussions of organizational development and change management. Group evaluation of organizational design, organizational decision-making, and organizational process at Singapore Airlines yielded some recommendations for new approaches to address complaints, become more mainstream in an increasingly diverse market space, and become more innovative without losing sight of the customer service focus that has made Singapore Airlines so successful.

Refutation Essay Example | Topics and Well Written Essays - 500 words

Refutation - Essay Example First, Bernstein argues that this social networking site causes irritation through nonsensical postings. Second, Facebook lacks the essence of communicating through body language and voice. Third, Facebook users seem to be sharing what is supposed to be personal stuff thus adding to the irritation. Fourth, Facebook users are narcissistic bores who feel the urgent need to frequently update their friends of the silliest things other people would not even care about knowing. Fifth, Facebook users who have shifting personalities cause extreme discomfort to others who know only one of their identities. Sixth, the endless postings about one’s successes tend to bring about jealousy among one’s Facebook friends. Lastly, Facebook becomes a tool for otherwise â€Å"nice† people to conveniently express their violence and aggression against those whom they have difficulty confronting. Although Bernstein’s arguments above may lend themselves to a certain degree of truth, I still disagree. First, the irritation that some Facebook users experience is only a matter of personal opinion. Not everyone would feel the same way with constant, repetitive messages like those saying â€Å"I love you† so it is almost always a case to case basis. Second, although Facebook lacks the actual face of the other person who communicates, it is certainly faster and more easily accessible compared to face-to-face communication. Third, although we know that some things should remain private, we do not have any right to impose on anyone what he must keep to himself. Besides, one’s privacy is no one else’s business. If I would want to blabber endlessly about my break-ups, for example, then no one has any right to stop me from doing that. Fourth, probably what Facebook users who are accused of incessant narcissism actually do is simply express themselves in a no- holds-barred

Bubbles on the South Sea Essay Example | Topics and Well Written Essays - 1250 words

Bubbles on the South Sea - Essay Example This is a significant drop in the total value of a market, almost undoubtedly to the popping of a bubble, creating a situation wherein the majority of investors are trying to flee the market at the same time and consequently incurring massive losses. And terribly affects everyone. The inevitable crash came and the strain proved too much to many joint stock companies. The immediate cause was the activities of the South Sea Company. It had been formed to engage in trading in the South Seas, but it also has engaged in the funding of the national debt in return for monopolistic privileges. The bad repute of this joint-stock companies had led to the passage of the Bubble Act for the regulation of companies in the main attempt to prevent panic. Bubble Act declared that only companies formed by charter or by a private act of parliament were legal. The South Sea Company was reasonably successful. It was chartered by the government for trade in South America and the South Sea. The relationship between the government and the company created confidence and high expectations. In the history, they were given the monopoly of trading in the Pacific Ocean and along the coast of South America, made an offer to the government to pay off the whole National Debt and to buy up the irredeemable annuities, according to Melville amounting of â€Å"â‚ ¤800,000 a year, provided the different public securities were consolidated into one fund in their hands and the government gave the company certain exclusive commercial privileges†. In spite of the limited privileges conceded to it in the Asiento by Spain, been highly successful in the slave trade. This means according to (Colliers Encyclopedia) â€Å"that they have the right for 30 years to supply Spanish-America colonies with 4,800 slaves annually and to send to Porto Bello and Vera Cruz a trading ship of 500 tons a year†.  

Marketing and Distribution Management Essay Example | Topics and Well Written Essays - 2000 words

Marketing and Distribution Management - Essay Example Statistics for the company as per the year 2011 showed that the company has 221,726 employees and its assets total USD 135.131 billion. The company’s main areas of products are mobile phones, televisions, semiconductors along with LED and LCD panels. 1 b. Marketing and Selling Concept Marketing is a collective process through which Individuals and groups attain what they require and want by creating, offering and exchanging products and services which considered as valuable with others. The major concepts hold in this perspective is: Selling Concept This Inside-out perspective assumes that people must be sold whatever good or service the firm wants to offer. First it is decided what should be produced and then is selected a strategy to persuade people to buy the decided product. This approach implies that great deals of promotional or selling activities are needed to make the product move through the market to the consumers. The Selling Concept could be summarized as 1) Start with deciding what the firm wants to make; 2) Persuade the customers to buy the given product; and 3) It is aimed at ‘getting rid of what consumers have’. Marketing concept According to this concept, the achievement of organizational goals depends greatly on knowledge of needs and wants of the target markets. Also, these needs and wants have to be satisfied more efficiently than done by the competitors. The Marketing Concept could be summarized as 1) Start with the needs of the customers; 2) Develop the Four P’s of marketing in light of the customer needs; 3) It is about â€Å"Having what consumers can get rid of† In practice, Samsung followed the marketing concept after analyzing the needs of consumers who require smartphones at affordable costs with all advanced features. The changes in life styles of consumers are closely monitored and suitable applications are designed to match these needs in every new model. That is why the sales volume of smart phone s reached about 40% of sales volume of the company mobile phones category in 2012. 1 b. Market Segmentation and Targeting The segmentation done at Samsung is mainly on the basis of demographics and psychographics. Youth and middle age cosmopolitan consumers of both genders are targeted who belong to middle and high income groups. Novelty seekers, fun loving, extroverts are major personality traits of company consumers segments. The target strategy applied by Samsung is the 'shotgun' strategy according to which a wide range of market segments are covered through creation of many models. In contrast, Apple, which itself is a competitor, offers only a small number of models which are high-profile. In the pursuit of market share, both the companies have managed to mark their geographical presence as well expand it. However, the two companies can possibly come in to conflict inevitably as both get in to the run of trying to generate additional gains. 1 c. Brand Positioning The main posit ioning strategy of Samsung is to stop consumers just thinking about the product instead start feeling it as part of their personality. Normally when brand is transitioned from the left side of the brain to the right side, its position becomes powerful. i) Samsung has a position of best alternative to Apple iPhone category at economical price. Recent court cases of both companies supported this position as Samsung trying to achieve the leading edge in smartphones market.

MKT Week 3 DB SA Case Study Example | Topics and Well Written Essays - 250 words

MKT Week 3 DB SA - Case Study Example This is because they will handle nearly everything in regards to the development of the software thereby making the inventor appear as a purchaser of his own software. There is no perfect way to position the product because it is not even clear how it will operate and its functionalities. Additionally, legal implications have not been considered thoroughly as it appears it will be breaching patient’s privacy. The idea of Popchips as a product and even the marketing strategy of this product are well developed. Moreover, the product has been presented in a very innovative manner by even highlighting on the uniqueness of the product as well as its competitive advantages. One of the unique factors that will position the product competitively in the market is the fact that it contains less calories and this will be able to attract many customers because most of the them are nowadays health conscious and they avoid consuming products with high fat content. Popchips can be well positioned in the market if the marketing campaigns emphasize on the fact that it contains low fat content and perhaps the product should solely be focused on the market of health conscious consumers who prefer food items that contain low fat. The legal implications concerning the marketing of this product have been clearly stated and even alternative strategies have been selected to ensure the marketing campaign does not violate any ethical and/ or legal

Business environment- eden project Essay Example | Topics and Well Written Essays - 1000 words

Business environment- eden project - Essay Example This acts as a supporting factor for the Eden project thereby amplifying its rate of growth and effectiveness. Moreover, this environmental factor also has helped expand this business and popularity in the entire globe so as to enhance the awareness of environmental sustainability. Economic factors - In today’s era, economic stability of UK acts as a driving force. It helps in attracting a wide range of visitors from UK and European countries thereby amplifying the reputation of the economy to a certain extent among other neighbour countries. Along with this, the visitors attracted by Eden Project also help in contributing in gross domestic product and gross national product. It helps in enhancing the economic position of the country among other developing ones thereby amplifying its brand value and long term growth. Therefore, the management might try to the project so as to increase the number of visitors. Social factors - As Eden project includes a wide range of tourist att ractions, a large number frequent visitors get fascinated towards it. For this reason, the level of cooperation and interpersonal communication amplifies to a certain extent thereby reducing the scope of conflicts in the business. Such type of collaborations of management and employees of the project with the visitors might also help in attainment of varied types of facts, information and ideas about the essentiality of plants and ecosystems. Moreover, the importance of using bio-degradable resources might also be discussed among all the members of the Eden project. The pitfalls of green house gases such as carbon dioxide, carbon monoxide and many others might also be vigorously discussed thereby highlighting the concept of usage of non-renewable resources. The importance of planting varied types of trees and plants might also be highlighted in these associations thereby enhancing the level of awareness of green and sustainable planet. Therefore, the management of Eden project might try to offer higher concentration over these ideas and information. Technological factors - Plastic bags and other environment harming solid wastes which are the negative output of technological advancement and industrialization cause varied types of negative impacts on the environment of UK. This type of major environmental issue is widely discussed among the visitors of Eden Project to make them concern. Along with this, the level of awareness of the visitors are also enhanced about the pitfalls and damages caused by the high usage of plastic bags, mobile phones etc resulting depletion of ozone layer, entry of huge UV rays in the environment. Such information proved highly beneficial for the visitors and the citizens of UK as well. Environmental factors - The level of consciousness about the importance of planting varied types of plants and trees are widely discussed among the members of Eden project. As a result, the desire to prepare ecosystems and biomes enhanced to a signific ant extent as compared to others. This proves extremely beneficial for the country and the citizens of UK among other neighbouring countries. Legal factors - The laws and regulations of the government of UK proved extremely advantageous for the Eden project. Such laws helped in development and expansion of the Eden projec

Cultural analysis Essay Example | Topics and Well Written Essays - 500 words

Cultural analysis - Essay Example The usage declines as the age moves closer to forty. Psychographic: The attitude in the society is highly consumer oriented. People use credit to try and buy things that they cannot even afford. The high part culture makes the country a ready market for cosmetics items. Moreover highly nuclear families ensure that people like spending money on themselves. Women use cosmetics regularly and try to buy the most expensive items possible. The drive for organic products is increasing rapidly in United States. The purchases of organic products however are more common in women above the ages of 30 years (Advanstar, 2010). The females below 30 years are more focused on purchasing items which satisfy their aesthetic needs. Behavior: The organic nail polish according to the interviewed person is mostly used by the mature women belonging to rich families. This is because the prices of organic products are much high as compared to normal ones (Schiffman & Kanuk, 2002). Purchases are made usually from shops rather than online as women prefer to test items before making

Geographic development of New England Colonies and affects of Research Paper

Geographic development of New England Colonies and affects of Mayflower Compact - Research Paper Example The New England Colonies was a result of the lack of religious freedom in England. When the Puritans immigrated to America, they started colonies where there leaders emphasized Christianity. This group of people were referred to as Puritans since they sought to purify the churches in the New England (Pastoor 388). The authorities banned those who did not agree with them from the colonies to go and initiate their own colonies. Rapid growth of New England colonies was a result of rebels who built colonies of their own. Currently, the New England states are Connecticut, Massachusetts, Vermont, New Hampshire as well as Rhode Island (Bremer55). The geographical location of the Puritans was defined as the part of America that in breath was from 40 to 48 degrees of the north latitude (Bremer 550). The location in length was across the mainland from sea to sea. Agriculture practices of the Puritans went hand in hand with the nature of the environment they lived in. The Puritans cultivated most of their food. They also began fishing and lumbering also took charge. The soil was however thin and rocky hence they could not cultivate cash crops. Because of the nature of the soil, they believed it was a sign from God that encouraged them to work harder in their farms (Pastoor 388). They also kept dairy cattle and the geographical layout supported this economic activity. The Connecticut River valley provided water as well as pasture for the cattle (Bremer 55). The native species of grasses in the bottom and upper locations of the river grew in red sandstone soil, which was the best of soils (Bremer 55). While religion and politics w as the centre of attraction, the Puritans sough to concentrate on the higher pastures, the good soil and practical agricultural use of the same soil. The Puritans were industrious and built a strong economic base. They participated in slave trade; they made and sold iron, pots, kettles and a variety of tools in other

Maritime Technology 2 Essay Example | Topics and Well Written Essays - 2000 words

Maritime Technology 2 - Essay Example Development of Container Ships Container ships are usually defined in terms of TEU or twenty foot equivalent units. An 8500 TEU for example can transport 8500; twenty foot equivalent units of containers between two ports. With time being a critical factor for most globalized operations and fuel costs increasing by the day it has become inevitable for the shipping owners to transport maximum number of containers possible in one single voyage. This has lead to a continuous research and study into the development of new designs of increased capacity that would be capable of withstanding the rigours at sea. At the time, it should also be able to navigate easily through different canals and seas offering varying degrees of drafts. (Container Ship Types, 2000) Source: 4250 TEU Container ship, (Container Ship Focus, June 2006) Technical Requirements Purchasing of 18000 TEU ships is a matter of great achievement for any company and it is said that only Maersk which is the leader in Container ship transportation have ventured into buying 10 number of ships from Daewoo. The increased container capacity poses lot of technical queries, which need to be taken care of. 1. To account for the increased number of containers the length and width of the ship would be needed to be increased proportionately. This increase would again pose problems to the ships manovereability. It is known that ships have to navigate through various canals that exist between high seas to cross across continents. The PanaMax of size 4100 TEU’s delivered in 1980 was the largest to be delivered in those times and was named by its ability to pass through the Panama Canal. There was however no major change in the next twelve years and the size hovered around 4500-5500 TEU’s. Ships of length 294.1m, width 32.3m and draft of 12m was the maximum dimension of a ship capable of passing the Panama Canal. An accident leading to the slippage of 4 containers containing lethal arsenic oxide into the sea in 1992 near New Jersey lead to the International Maritime Organization (IMO) adopting the guidelines on safe securing of cargoes and became part of the International Convention for Safety of life at sea, 1974. (SOLAS) This required the ship must have a Cargo securing manual approved by the Flag State.( Container Ship Types, 2000) Most container ships built thereafter were an offshoot of the PanaMax category with increased TEU. The Post-PanaMax built in 1996 had a capacity of 6400TEU. By 1999 this size had increased to 9000 TEU’s. These ships have cell guides which enable better arrangement of container cargo above deck. However five cargo holds were unprotected from rain and rough seas which made it very critical to have an efficient bilge or waste water disposal system. The Suez-Max Large container ships (ULCS) built thereafter were capable of carrying 12000 TEU’s. The Post-Suez-Max ships are classified as those ships which can carry capacities upto 18000 TEU. Th is would require a ship breadth of 60m with a maximum draft of 21m. The Suez Canal is being revamped to accommodate these increased sizes of ships in the current years. Ships of 18000TEU are classified as Malacca Max since the Malacca strait offers a draft of 21m. The harbours of Singapore and Rotterdam are the other ports that offer such drafts. (Container Ship Types, 2000). Therefore it is inevitable that while placing orders for such large container shi

Romanticism in Frankenstein Essay Example for Free

Romanticism in Frankenstein Essay Romanticism was an intellectual movement that took hold in Europe during the late 18th century. Romanticism was born out of a direct opposition to Enlightenment views that emphasized reason, science and knowledge. The Enlightenment had evolved as a response to oppression by the church. During the Enlightenment Europeans began to question the laws of the church and state that were deemed biased and unfair. As a result to this oppression Europeans began to seek out knowledge and the philosophers of the time were seen as political thinkers and leaders. In contrast, Romanticism was a movement that opposed political norms that were the foundation of Enlightenment thinking. Romanticism placed emphasis on feelings, love, individuality and imagination to name a few. Romanticism touched all facets of art, literature and music during the late 1800s. Many writers during this time produced works that help to define the era of Romanticism by creating characters that were individualists with a keen sense of â€Å"self-definition and self-awareness† (Brians). Mary Shelley is considered one of the great novelists of the Romantic period even though she is only credited with writing one novel that falls within the Romantic genre. Mary Shelley wrote Frankenstein: or The Modern Prometheus, in 1818 as part of a writing competition held by Lord Byron in Geneva. It was originally published under an anonymous author and Shelley’s name did not appear on the novel until a second edition was released in 1823. Frankenstein was Shelley’s most famous work and it is said that the idea for the novel came to Shelley in a dream. In her dream Shelley observes a scientist piecing together parts of mans body, only to be horrified in the end by the unnaturalness of his creation. Frankenstein is considered the first work of science fiction and also a novel that contains ideas central to the Romanticist and Gothic movements (www.egs.edu). In Frankenstein, the main protagonist Victor Frankenstein is the embodiment of Shelley’s romanticist ideals. Victor’s ambition is to create a living, breathing being out of the innate materials in his laboratory. Victor reiterates his relenting passion for creating an artificial being by stating that no single person can â€Å"conceive the variety of feelings which bore me onwards, like a hurricane.† This statement shows that Victor wants to surpass his human limitations to create a new life form. Victor Frankenstein is considered a romantic character because he embodies the Romantic ideals of imagination and innovation. He is a dreamer, who is obsessed with impossible standards and ideals. In this sense, he embodies Romantic traits of unrelenting ambition and is therefore seen as one of the great Romantic characters. Ironically, in Victor’s passionate pursuit of perfection he creates a monster that is the embodiment of imperfection (Shelley). Other examples of Romantic themes in the novel appear when Shelley incorporates vivid descriptions of nature. Throughout the novel, Shelley uses lyrical language to describe the awesomeness of nature which is the backdrop of the story. Shelley’s characters recount their inner feelings and these inner feelings often mimic the state of nature around them. For example, the barren and icy descriptions of the land in which Walton forges into and where the monster ultimately retreats to emphasize the experiences of the monster who fights against the isolation he feels as a result of his monstrous form. The barren landscape can also mirror the isolation that Walton must have felt when he foolishly travels into this cold and foreboding land in the book’s opening scenes. Another example of nature mimicking feelings is the scene in which Victor awakes with much regret after creating his monster. He reflects that the morning is â€Å"dismal and wet† and he fears encountering the creature around every bend. Shelley keeps this common theme throughout the novel so that when the protagonist is scared or upset the weather conditions parallel what Victor is feeling or thinking (Shelley). With emphasis on nature and unrelenting passion, among many other Romantic themes in the novel, Mary Shelley allows her characters to express their deepest desires, even if those desires are seen as unattainable to the reader. These elements of descriptive nature, along with a myriad of emotions that are expressed by the characters help to solidify Frankenstein as one of the great Romantic novels of its time. Works Cited Brians, Paul. Romanticism. Romanticism. Washington State University, 11 Mar. 1998. Web. 10 Feb. 2013. Mary Shelley Biography. Mary Shelley. The European Graduate School, n.d. Web. 10 Feb. 2013 Shelley, Mary Wollstonecraft, and Maurice Hindle. Frankenstein, Or, The Modern Prometheus. London: Penguin, 2003. Print

Death Penalty in India Essay Example for Free

Death Penalty in India Essay Short Essay on the Capital Punishment in India – Capital punishment has been a matter of debate for long now, and across the world public opinion is, by and large, in favour of abolishing it, as it is increasingly seen as a barbaric measure to check crime. Modern abolitionist jurists are of the view that if killing is wrong, no amount of legal or social sanction can make it right. If it is wrong for a man to kill another man, so it is even for the State to do. Besides, citing statistics, they argue that capital punishment has had no visible effect as a deterrent and has utterly failed to bring in a dip in the number of murders, which, according to them, makes capital punishment completely useless. Why kill the killers when it helps none and nothing, seems to be the belief. To them, capital punishment is a barbarous measure of no avail that has its place in the annals of history and not in modern statute books. Abolition of death penalty is largely seen as a step in the interest of human dignity in line with Article 5 of International Covenant on Civil and Political Rights, 1966 and its protocol in 1989, besides, of course, Article 3 of Universal Declaration of Human Rights, adopted on December 10, 1948 and Article 21 of our own Constitution. The arguments on the side of the retentionists are equally strong. However, in India the Supreme Court has made death penalty applicable only to the rarest of rare cases – the cases where the act is no less than shocking to human conscience. The landmark cases where the death sentences were awarded in India are Ranga Billa case, Indira Gandhi and Rajiv Gandhi Assassination case, Laxman Nayak case and most recently in 2004 Hatab case of West Bengal where accused Dhananjoy Chatterjee was hanged on 14 August, 2004, on his birthday, after Supreme Court affirmed the death sentence awarded by the lower courts. The President also declined his plea for pardon. In the year 2003 government laid a Bill in the Parliament, which proposed to add a provision of death penalty in Drugs and Cosmetics Act. After the new government came in power in June 2004, President Dr. A.P.J. Abdul Kalam suggested that Parliament should consider the abolition of death sentence altogether.

ASDA Human Resource Management

ASDA Human Resource Management The objectives of this report are to stimulate the Human Resource Management, Human Resource Planning and Development, and Performance of ASDA. Furthermore, it explains the human resource management activities, models of human resource management, effectiveness of organisational objectives, performance monitoring of ASDA. Additionally, it also address, the importance of staffing, performance appraisals, compensation and benefits, training and development, employee and labour relations, safety and health, and human resource research. It discusses how the Human resource management works to ensure that employees are able to meet the organizations goals. A brief introduction of ASDA: ASDA group of company operates as one of the largest food retailers in the United Kingdom. The companys stores sell a wide variety of merchandise including food and apparel, along with house wares, music videos, and books. ASDA has approximately 259 stores in its arsenal-each avenging nearly 42000 square feet with some as large as 100000 square feet. The company, once known as a dairy conglomerate, was acquired by Wal-Mart stores Inc. in 1999. TESCO has 31.1 per cent of the UK grocery market while ASDAs share is 16.4 percent. My familiar organisation is ASDA and I will answer these tasks using ASDA. Human Resource Management (HRM) Human Resource Management activities: HRM activities designed to enhance the effectiveness of an organisations work-force in achieving organisational goals. HRM consists of numerous activities, including: Equal employment opportunity (EEO) compliance. Employee recruitment, selection, motivation and orientation. Performance evaluation and compensation. Training and develop skills. Development and evaluation. Safety, health and wellness, etc. Recruitment and selection: The success of an organisation depends on having the right number of staff, with the right skills and abilities.Recruitment involves the utilization of organizational practices to influence the number and types of individuals who are willing to apply for job vacancies (Rynes, 1991; Rynes Cable, 2003). ASDA has always tried to keep it as simple as possible but theyre a big company and want to be sure that application is seen by the right person. Step one: At First ASDA score submitted application. ASDA has a specific jobs advertisement on their website. Step two: The application process of online will usually include some verbal, numerical and personality tests, as well as an application form. Step three: ASDAs employer may ask applicant to attend an interview. Objectives Of recruitment and selection: The objectives of the recruitment and selection process of human resource management are given below: To acquire, retain and develop the best talent and skills. Keep the expenditure of selection down. Make certain that the applicant selected will desire the job and stick at ASDA. To obtain the number and quality of employees that can be selected in order to help ASDA to achieve its goals and objectives. To identify the most appropriate candidate to fill each post. Achievement of recruitment and selection: ASDA always look for a candidate with solid experience and new ideas and a fresh perspective. Applications may be completed online or visiting an ASDA store and getting an application form. ASDA is determining for present and future manpower requirements to coordinate with planning and job analysis activities. Training and developing skills: Training is a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance. Training is to develop the abilities of the individuals and to satisfy the current and future needs of the organization. A company like ASDA if an employee lacks training is risky for fire, chemical and other health hazards. Induction: ASDA have Award Winning Best Welcome induction is the best way to get up to speed with their business and find to feet as quickly as possible. Store Appreciation Day: A new comer will have the opportunity to attend a store appreciation day after his Best Welcome induction to understand how their stores operate. Growing career: ASDA will work to help grow talent to build up career with them. The new training programme is divided into two parts the first is the service day, the second day is devoted to selling skills. Objectives of training and developing skills: The objectives of the training and develop skills of HRM are given below: To staying competitive, training is the key to sustainability. Reduce wastage and accident rates. To keep staff motivated and up-to-date with industry trends and new technologies is essential to achieving that goal. Increase job satisfaction and motivate workers. Establish the most effective and efficient working methods. Achievement of training and development: ASDA follow an ideal step by step process to train and develop their human power. They hire attitude and train for skill and practical experience. ASDA have created some innovative and effective ways for staffs to learn. Their training and development programs have been designed to reach a senior role within five years. Benefits and rewards: Benefit and Reward may cost a lot but it is important for further achievement. It promote employee to give high performance. Likewise, holyday payment, Colleague discount voucher, Pension etc influence people to give their 100% effort where they works. Colleague discount: After 12 weeks, ASDA provide Colleague Discount Card. Bonus: Their bonus scheme is designed to recognize and reward colleagues for their valued contribution. Flexible working: ASDA offers the opportunity to do everything from swapping a shift.Pension: ASDA Pension Plan is a great addition for retirement. Night Manager Allowance: Night Managers receive an extra allowance of either  £3000 or  £5000 per year depending on the responsibility of their role.Voluntary benefits: ASDA gives colleague benefits, like recognition, Long service awards etc. [Source: http://www.asda.jobs/all-about/index.html] Objectives of benefits and rewards: The aims of benefits and rewards of HRM are to: Achieve high performance from the staffs of an organisation. Make better life and certain future for staffs to get total output. Ensure workers concentrate 100% on their work. Encourage employees to think and better plan for the success of the company. Achievement of benefits and rewards: To achieve organisational success, a company must have to maintain the benefit, reward and compensation scheme. In 2008, ASDA paid out nearly  £38 million to 17,000 colleagues who planned to spend their cash on anything from horses, to shark dives to laser eye treatment! Voluntary benefits, Safety, Compensation, Wellness, Rewards, etc encourage employee to work or give 100% for the organization. Theoretical models of human resource management: Human Resource Management is generally performance or behaviour based. There are different types of theoretical Models of Human Resource Management. Among them two models are explained as below: Guests model of HRM: David Guests (1989, 1997) adapted the Harvard model to develop his model based upon four outcomes. These are: 1. Strategy integration, 2.Commitment, 3. Flexibility, 4.Quality. The guest model has 6 components: HRM strategy HRM practices HRM outcomes Behaviour outcomes Performance outcomes Financial outcomes Following Guest model ASDA takes some HRM strategies and practices to achieve some outcomes. It also tries its best to encourage employees through different activities for obtaining behaviour outcomes. Along with Handy, there are four types of culture; Power, Role, Task and Person. ASDA culture combines two of these. Top management of ASDA reveals power culture that makes the overall decisions. Other one is the task culture. In ASDA the overall aim of the organisation is task orientated and focussing on team customs, and powerful message between all levels of staff. ASDA has integrated the contingency approach by considering the environment culture. The Harvard model of HRM: The Harvard model was produced by Beer, Spector, Lawrence, Mills, and Walton in 1984, which is consists of six components 1. Stakeholders interests 2. Situational factors 3. Human Resource Management policy 4. Human Resource outcomes 5. Long term consequences 6. A feedback loop through which the outputs flow directly into the organisation and to the stakeholders The Harvard Model is emphasised as the soft approach to HRM, employees like stakeholders of the company. In this model has discussed four areas such as, reward system, employee influences, human resource flow, and work systems, there are also included situational factors such as influence of trade unions, labour market, and laws. According to the Harvard theory, employees are an asset rather than a cost. In ASDA, the line managers are in charge for people and store managers are in charge for the day to day running as a combination of both the hard and soft approach. In Task-2: Human resource planning and development Introduction: Organizations must be highly selective in identifying talented employees and developing and enhancing their skills to reach their full potential. HR planning: identifying human resource needs, career building, succession planning, and the development and implementation of a career development program. Human Resource Planning is systematic continuing process of analysing an organisations human resource needs under changing conditions and integrating this analysis with the development of HR policies appropriate to meet those needs. [Stephen P Marjorie C, Peoples Resourcing Contemporary HRM in practice, Chapter 4, Page-90 (3rd edition)] Human Resource Planning (HRP): HRP is not just the production of manpower plans and futuristic scenario planning, but needs to be seen as an important dimension of almost all aspects of HR. The planning of human resources becomes a search for those individuals who now and in the future will contribute most to the success of the organization. Employers have not only to acquire appropriate people to resource it, but they also need to train and develop them, for the following reasons as illustrated by Dressler, G (2003). Human Resource Development (HRD): Human Resource Development (HRD) is about develop people to improving recruitment and retention, improving competitiveness, implementing competitiveness, implementing new technology, improving customer service for enhance the organisations ability to compete with globalisation or competitive business world effectively. For worker development, human resource development (HRD) is the structure. By which, workforce can develop their personal and organizational skills, knowledge, and abilities. (Source: RDI DMS course material of HRM) Three HR Planning and development models: There are various human resources planning or development models. We look at three models which given below: Open new product line Open new Store and distribution system Develop staffing for new installation: -production workers -Supervisors -Technical staff -Other managers Recruit skilled workers Develop technical training programs Transfer managers from other facilities Recruiting and training programs feasible Transfers infeasible because of lack of managers with right skills Basic Human resource planning model and its effectiveness in ASDA: Too costly to hire from outside Develop new objectives and plans Recruit managers from outside Human Resource models are made according to the organizational objectives and plan requirement for attaining human resource goals. Furthermore, human resource objectives are straight related to the organizational objective and planning. To open a new branch of any company, Human Resource department need to think about production staffs, line managers, business manager, technical staffs and etc. Workforces are valuable for implementing the new product line, factory, distribution system, and achieving organizational goads. HR department of ASDA recruit skilled workers, develop technical training programs, and transfer managers from other facilities with right skills. ASDA involves forecasting outcome of various HR programs for employee flowing into, all the way through and out a variety of job classifications. They develop training programs regularly and broadly which are reflected in their activities. Attwoods Human Resource planning model and its effectiveness in ASDA: Human resource planning attempts to analyse likely influences on the supply of and demand for people, with a view to maximising the organizations future performance, Attwood (1989) Attwood decorated the planning for people in organizations that involves trying to obtain the right people, in the right numbers, with the right knowledge, skills and experience, in the right jobs, in the right place, at the right time, at the right cost. Following the Attwoods Human Resource Planning model, ASDA tries to do actions of supplying and making demand for the people to maximizing its future performance. ASDA also makes projects of future availability of key staff. This model adjusts and matches between current staff and future plan for its staffing terms. Then it makes evaluation of substitute approaches of dealing with these. Then ASDA selects the best substitute to reach its better HR planning. Following the Attwoods Human Resource Planning model, ASDA does analysing of current staff in organization and personal trends from personal records. Workforce planning model and its effectiveness in ASDA: Workforce planning is the system of analysing an organisations probable prospect needs for people in terms of data, skills and locations. This model allowed the company to diagram how those requirements can be met through recruitment and training. The main policy of this model is to make a right proportion of recruitment which is suitable for the organisation. It is very significant for a company like ASDA to plan ahead by following this model for better performance of workforce. ASDA is applying a workers planning diagram to set up the possible require for new workforce. This one considers executive and non- executive positions. In 2009/2010, for instance, ASDA estimate that to maintain their trade development there will be a demand for approximately 1,800 new managers. So, ASDA can adjust employment levels and recruit where needed. ASDA is looking to fill many vacancies within the company following this model. Task-3: Performance Introduction: Performance management is a process for sharing an understanding about needs to be achieved and then managing and developing people in a way that enables such shared objectives to be achieved. It is always important for managers and supervisors to get the best performance from their workforce in terms of levels of production and quality of output. Armstrong and Baron (2005) define performance management as a process which; contributes to the effective management of individuals and terms in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure it is achieved. The purpose of performance appraisal is to enable employees to gain a clear picture of how they are performing in the organisation and to identify areas where they need additional support and training. Performance management is the method of making a work environment or setting in whic h people are enabled to perform to the best of their abilities. The five key elements of the performance appraisal are: Measurement Feedback Positive reinforcement Exchange of views and contract. Monitored HR Performance in ASDA: In ASDA, performance development reviews throughout the year and also formal appraisal interviews at regular intervals. ASDA can improve Benchmarking but they have to set standards and monitor the progress of themselves and competitors. For instance, setting goals, monitoring the employees accomplishment of those goads, contributing feedback with the employees, evaluating the employees performance, rewarding performance or firing the employee. ASDA is a huge organisation and they know that the secret to being successful and reliable is to provide good Customer Service. ASDA monitor the customer service progression via Benchmarking. This method in used by many organisations and is helped to show the performance of Customer service with other supermarket outlets. ASDA believe that the best approach to accomplish value for money is to monitor the performance levels of staff and want to reduce wasteful actions. Effectiveness of Performance in ASDA: By monitoring improvement, departmental managers or business managers can assess the efficiency of employees and determine which ones are meeting the terms of their agreement and contributing to ASDAs success. ASDA monitoring is the quality of work being produced that is one of the features and the efficiency levels within departments. 1. Assurance that the right people are in the right place at the right time. 2.  The improvement in the short-term outcomes such as attracting applicants, maximizing performance, and minimizing dissatisfaction and stress is made in order to retain valued employees. 3. HR planning will serve as a thread that ties together all other human resource activities and integrates these with the rest of the organization. 4.  Balancing present needs-of organizations and their employees for the future. Balance score card (BSC): The balanced scorecard (BSC) is the most widely applied performance management system today. The BSC was originally developed as a performance measurement system in 1992 by Dr. Robert Kaplan and Dr. David Norton at the Harvard Business School. Unlike earlier performance measurement systems, the BSC measures performance across a number of different perspectives-a financial perspective, a customer perspective, an internal business process perspective, and an innovation and learning perspective. Through the use of the various perspectives, the BSC captures both leading and lagging performance measures, thereby providing a more balanced view of company performance. Leading indicators include measures, such as customer satisfaction, new product development, on-time delivery, employee competency development, etc. ASDA balanced Scorecard: Total Management commitment IT solutions for results reporting SMART Target setting how does this Work? Linking reward and recognition to scorecard performance Cascading the BSC throughout the business Transferring ownership of the target measures to individuals Business planning the BSC way. Suggest ways to make Improvements: Sometimes, we see that poor performance lead to dismissal. Without checking, if wastefulness is allowed to continue, staff will lose interest, motivation will be concentrated and no encouragement to produce good quality products or services. Extra information on how to make improvement in the HR of ASDA is summarized as a suggestion as follows: 1) Choose the composition of the audit team: There has to be a representative from the HR function and from among senior line managers. 2) Recognize the functions main customers: The key decision is to clarify who makes the final decision to buy the services provided by the function. 3) Reconsider the HR functions mission statement: This statement describes the reason for the HR functions existence. 4) Reconsider the HR functions role in developing relevant HR policies and practices 5) Make internal comparisons to establish best practice: The organization need to build and constantly update a unique database of HR practices that gives an overview. Recommendations: They should to do constant reviewing of their Human Resource Development, and make adjustment are necessary. They should do demonstrate a model implementation of HRP. They should improve their HR sector to reach an ultimate goal. Suggested improvements: ASDA should- reduce employee turn over give confidence to long-term employment support training allowing employees progression to superior job opportunities increase their employees wages make recruitment strategy efficient let the employee enjoy more wealth of benefit include bonus keep continue environmental improvement

Social Care in the UK Essay -- Government Politics Welfare

This essay attempts to; discuss the dominant social policy perspectives that have influenced social policy making in the United Kingdom since 1945. To explain how differing perspectives have responded to healthcare as a social problem. To describe two key policies that have been instigated since the start of New Labour in 1997, and to examine a contemporary social policy relating to health. In 1941 Sir William Beveridge was commissioned by the then Conservative prime minister, Winston Churchill to conduct a study of the welfare system of the time. The Beveridge report paved the way for the welfare state as we know it and was important in shaping the social democratic ideology that remained prevalent until the mid 1970’s. The key principals behind most social democratic ideology are that of equality and collectivism. In practice, the state manages the economy using Keynesian economic principals, manages the provision of welfare through the welfare state and takes a regulatory roll in peoples lives. This protects citizens from the extremes of poverty and prevents major economic inequality. The New Right ideology came to the fore in the mid 1970’s as a result of a major recession and the reality of an economic crisis. The 1979 general election was won by the Conservative party led by Margaret Thatcher. Thatcher was prime minister until 1990 in a period of politics that came to be known as Thatcherism. Two key thinkers of the time were Milton Friedman and Friedrich von Hayek who saw ‘the free market’ as central to the success of Thatcherism and believed that government should concentrate on economic issues, thus allowing ‘market forces’ to shape society. From the early 1990’s a new, politically cen... ...el medical treatment, help and advice via centres that are easy to access. The NHS annual review 2009-2010 found that NHS direct recommended to 49% of callers to go to less urgent/lower cost points of care, saved 2.4 million GP appointments and 1.2 million ambulance journeys (www.nhsdirect.nhs.uk 2010). Disadvantages of these direct services are that they are extremely expensive and only offer a reactive form of health care, while not providing enough health education. Works Cited Pilkington A & Yeo A Sociology in focus Haddington, Scotprint. 2004. Pugh P & Garratt C, Keynes a graphic guide London, Icon books. 2009. Walsh M, Stephens P & Moore S Social policy and welfare, Stanley Thornes Ltd. 2000 www.nhsdirect.nhs.uk.

Essay --

Have you ever heard the phrase that robots are taking over the world? Well it seems like this unimaginable concept is becoming a reality. Robots are moving to the surgery table and there is no going back to the good old traditional surgery procedures, where the surgeons perform the operation on their own by hand. Gone are those unsteady hands and comes those metallic hands that are here to stay. Robotic surgeries are the latest trend in the surgical department these days. The first surgical robot to be approved for operation and deemed safe to use is the Da Vinci and was in the market in 1999 (source).The Da Vinci is used while the surgeon is seated comfortably at a computer console, viewing a 3-D image of the surgical field. The surgeon's fingers grasp the masters on the computer console and while viewing the surgical field through the Da Vinci Systems high resolution, three dimensional image display, the surgeon manipulates and guides Da Vinci's computer assisted robotic arms and i nstruments. There are other surgical robots that can perform the operation but the Da Vinci is the fi... Essay -- Have you ever heard the phrase that robots are taking over the world? Well it seems like this unimaginable concept is becoming a reality. Robots are moving to the surgery table and there is no going back to the good old traditional surgery procedures, where the surgeons perform the operation on their own by hand. Gone are those unsteady hands and comes those metallic hands that are here to stay. Robotic surgeries are the latest trend in the surgical department these days. The first surgical robot to be approved for operation and deemed safe to use is the Da Vinci and was in the market in 1999 (source).The Da Vinci is used while the surgeon is seated comfortably at a computer console, viewing a 3-D image of the surgical field. The surgeon's fingers grasp the masters on the computer console and while viewing the surgical field through the Da Vinci Systems high resolution, three dimensional image display, the surgeon manipulates and guides Da Vinci's computer assisted robotic arms and i nstruments. There are other surgical robots that can perform the operation but the Da Vinci is the fi...

Shattered Dreams in Stolen Party :: stolen

Shattered Dreams in Stolen Party In the story "Stolen Party" written by Liliana Heker, a girl’s dreams are shattered by the bitter reality of her destiny. Rosaura spends most of her time trying to convince her mother, as well as everyone at the birthday party, that being an educated girl makes her an equal to everyone at the party. She feels great determination to become a part of her friend Luciana’s lifestyle even though it would be rebelling against her mother’s wishes. Rosaura almost believes she has accomplished this feat until she is harshly brought back to reality and faced with her position in life once again. It will be an impossible struggle to overcome the class status that she was born into with the many factors against her. When Rosaura’s mother can tell her starry-eyed daughter who is full of hope and innocence that, "The problem with you, young lady, is that you like to fart higher than your ass" (Heker 1133), it creates a bitterness between them and damages the idea of Rosaura improving herself. The mother does not want Rosaura to go "the rich people’s party," perhaps due to fear that her daughter might experience the cold shoulder from the upper class, or perhaps out of fear that Rosaura might truly make it and leave the mother behind. The fact that this mother could have this incredibly mature conversation with her daughter "barely even nine," and that Rosaura could say to her mother "rich people go to heaven too," indicates the maturity of the daughter as well as her intelligence level that was already higher than her mother’s. Rosaura proceeds to tell her mother what a friend is. However despite her greatest efforts to make her mother understand, her mother continues to keep throwing negative thoughts and opinions at her. The next hindrance Rosaura experiences is at the party. She is confronted by a "high class" young girl who is the cousin of her friend Luciana. After numerous questions about who Rosaura was, the young girl tells her "you are not a friend of Luciana because I’m her cousin and I know all her friends" (1135). Rosaura maintained her ground through the slew of questions thrown at to her. Not until the question of how was she Luciana’s friend came up did Rosaura start to become defeated by her social class. Rosaura recited the line "my mother’s an employee," a face-saving but still revealing statement that had been instilled in her head (1135).

Spread of Buddhism

Keith Secon AP World Spread of Buddhism DBQ Responses to the Spread of Buddhism Following Buddhism’s introduction into China in the first and second centuries, C. E. , the religion was received in different ways, reflecting the progression of China’s history. Chinese scholars, Confucian Government Officials, and Buddhists viewed Buddhism through their unique perspectives, sometimes agreeing and sometimes disagreeing on the role it played in Chinese life. Chinese scholars generally saw Buddhism as a positive influence because it provided hope for an afterlife. Buddhists naturally embraced the rise of Buddhism and saw it as salvation.Confucian government officials were suspicious of Buddhism and saw it as a negative influence that challenged their already proven authority from Confucianism. Ultimately, the groups response to Buddhism differed depending on how tightly centralized the established Confucian dynasty was at the time, and by how much each group’s positio n in society would be benefitted or harmed. Chinese Scholars viewed Buddhism from an intellectual standpoint which lead them to receive it as ultimately positive because they had no special interest, as did the religious or government leaders.As stated by Zhi Dun, â€Å"whosoever in China [†¦] serves the Buddha and correctly observes the commandments [†¦] he will behold the Buddha and be enlightened in his spirit, and then he will enter Nirvana. †(Doc 2) This shows that Zhi Dun supported Buddhism and saw it as a way to achieve the highest state of spiritual being because reaching Nirvana meant that one could escape the terrible cycle of reincarnation. This document is biased due to the fact that where Zhi Dun was living at this time, in Northern China was being invaded by barbaric nomads which led him to need something to believe in and Buddhism filled that void.A document that would have been helpful in reputing Zhi Dun’s statement would have been a diary en try from a scholar in Southern China where there were no foreign invaders and the government was still strong. In The Disposition of Error, an anonymous scholar in 500 ce questioned both Confucianism and Buddhism when he wrote, â€Å"All written works need not necessarily be the words of Confucius [†¦] even if the Buddha isn’t mentioned in them, What occasion is there for suspicion? (Doc 3) This scholar’s statements reflect the political chaos and turmoil of the time as they demonstrate Confucianism and Buddhism are neither good nor bad but they fill a necessary part in people’s lives. The bias in this document stems from his anonymity because it seems as if he is almost too scared too publicly share his ideas and name. In this case a diary entry or public statement from a Daoist would be very helpful to contrast this scholar’s claim. From the point of view of a Daoist the reader would have been better able to understand the writer’s loyaltie s on the statement.Buddhists positively responded to the Spread of Buddhism because they obviously believed in the values of Buddhism and they wanted to share their beliefs with others. Buddha in â€Å"The Four Noble Truths† lays out the basic guidelines to Buddhism and the way for converts to live their lives (Doc 1). Following the noble truths outlined by Siddhartha Gautama will eventually lead to the stopping of sorrow. The bias in the document lays in the fact that it is a sermon which has the sole purpose to try to convert people to the faith being preached.To argue the Buddha’s guidelines of life, the Four Noble Truths, a scientific based study by an Educator or Scholar would be helpful as it could clear up some of the unknowns in the Buddha’s statement. A scientific study would have been helpful due to fact that the Buddha was mainly preaching to the uneducated lower-class. The leading Buddhist scholar, Zong Mi, in his essay â€Å"On the Nature of Manâ⠂¬  wrote, â€Å"Confucius, Laozi, and the Buddha were perfect sages[†¦] all three teachings lead to the creation of an orderly society and for this they must be observed with respect†(Doc 5).This shows that Zong Mi was impartial if not pro-Buddhist because he showed respect for Buddhism, as well as the other philosophies, because he believed they all could provide stability and happiness for the people. This document is biased because the scholar is Buddhist and probably wealthy which led him to promote Buddhism because if more people converted to it, it would have only benefited him more. In this case a diary entry from a Confucian Scholar would be helpful in debasing Buddhism because Confucianism was specifically against Buddhism.Confucian government officials were vehemently opposed to Buddhism because they believed it openly challenged their power and authority. Han Yu, a leading Confucian scholar and official at the Tang imperial, in â€Å"Memorial on Buddhismâ⠂¬  states, â€Å"Buddhism is no more than a cult of the barbarian peoples spread to China†(Doc 4) Han Yu was clearly against Buddhism, thinking that it had a negative effect because the people who worshiped it were barbarians and not like the educated scholars of his social class.Han Yu also opposed Buddhism because he was rooted in his own Confucian beliefs and the power it bestowed upon his government. This document is dripping with bias because a Confucian scholar wrote it during a highly centralized time of political stability. The political stability led to the peasants and the masses not needing a higher belief so they digressed back to the standard Confucian bureaucracy. A diary entry from a Buddhist monk or convert would be helpful as it would defend the ways of Buddhism and living one’s life to the fullest instead of letting the state control you.Emperor Wu, of the Tang Dynasty, in his â€Å"Edict of Buddhism† states, â€Å"now if even one man fails to work the fields, someone must go hungry [†¦] At present there are an inestimable number of monks and nuns in the empire, all of them waiting for the farmers to feed them†(Doc 6). The previous statement shows that Emperor Wu was very opposed to Buddhism because it took away the maximum productivity that his empire was capable of due to the fact the Buddhists lead ascetic lives and depended on others for goods and food.This document is biased because Emperor Wu didn’t have a first hand experience of what the masses had to deal with because he was a wealthy aristocrat and didn’t understand the need for a religion like Buddhism. A recorded conversation between two farmers would be helpful for determining if it puts that much economic stain on the farmers to produce more for others, since more production leads to more wealth.The conflict between Buddhism and Confucianism was due to the changing political state of China throughout it history of dynasties. When a dynasty wasn’t strong or when China was in a period of decentralization, it allowed new philosophies and religions to become prominent but when China was stable and centralized the people regressed to the normalcy of Confucianism. In dark times, when political turmoil flourishes, new religions arise to the forefront of society by offering hope and structure and common values.This is true at many points in history throughout various civilizations, such as during medieval times in Europe, the new religion of Christianity took hold in peasants’ lives during the time of political unsteadiness. As times change, new religions are created and others are pushed to the back burner. People must remember through these changing times not to become too invested in one religion as it will only lead to disappointment, and in some extreme cases, persecution.

Precarious Condition of Primary Education Essay

The condition of the primary education given in the ZP miss schoolhousedayss of the backward districts of Dhule & Nandurbar is a large-scale mess & the administrators of both the Zilla Parishads are wait to be at their wits lay off because of the irresponsible teachers, & negligent rung. The trouble is three-fold recently because of the increasing number of rummy teachers who hardly attend the school & whenever they term of enlistment up they come up in dead drunk state. There take for been incidences where the frustrated villagers take hold locked up the school after seeing that the deputed teachers dont attend the school for weeks, & if at wholly they attend the school turn by turn.The headmasters, the teachers & the faculty of the schools are hand in gloves in the conspiracy of absence from the school & whenever the authorities pay a surprise visit they try to cover up the matter. The CEO of Dhule ZP, Deependrasingh Kushwah last week suspend the headmasters of two schools & rationalized show cause notices to the staff teachers of two schools on ac imagine of the flagitious discrepancies in the number of students dubiously enrolled & the echt number of the students in these schools.Many schools in the mountain area of these districts are atomic number 53 teacher schools because the staff appointed never amounts the duty & if at all join it is only on the paper. The teachers use their policy-making connections & also grease the palms of the responsible officers to instigate their transfers to unwanted places in the hilly terrains of Shirpur, Dhadgaon, Taloda, Akkalkuwa, Shahada Tehsils of Dhule & Nandurbar districts.The level of the education & the training of the teachers amongst the ZP run schools is other(prenominal) problem & one doubts if the teachers have rightfully complied the eligibility criterion for the appointment as a teacher. Sometime back when he was a CEO of ZP Dhule, Purushottam Bhapkar inspected some of the ZP run sch ools & was impress to see that the teachers could not spell the artless word Week, they could not spare correctly the spellings of the weekdays, many could not count beyond 100 & were unable to recover the tables beyond 10.The increasing number of alcoholic beverage addicted teachers in ZP school is another menace in these schools these days & in a recent Nandurbar ZP shock the posing standing military commission member & Nandurbar territory BJP president Nagesh Padwi raised this serious issue & appealed the electric pig & the standing committee hot seat Jipalsingh Rawal to take serious go through against the teachers assemble drunk in the school.Such is the disclose of the incidences of drunken teachers attending the school that the requirement of keeping alcohol test fit out in ZP schools is tabled in this meeting by the members. Nandurbar ZP has decided to go for Dress commandment for the teachers in ZP school so that the misbehaving teacher could be noticed.There is a demand from the villagers & the parents of the students where these schools are, to keep a biometric instrument which go forth keep the record of the attendance of the teachers & staff so that the defaulters could be brought to books. The members of the standing committee also pointed out in this meeting that there are many schools cart t hale in the district only on paper & the authorities also have a record of such schools scarce because of the political influence, interference no action is taken on the teachers & the staff involved.The members of ZP, the administration claim that it is the teachers & staff of the school having the business from the political leaders of the districts, is responsible for the rack & ruin of the education in these schools. boilersuit the situation of the primary education & the driven Sarva Shiksha Abhiyan Scheme of the government in ZP run schools of Dhule & Nandurbar Districts is really a weltering one. -

Economics Commentary: Macroeconomics Essay

Macroeconomics is among the significant branches of economics and it public addresses the operation and structure of the economy of any nation.Fiscal measures, true meaning decisions made by the central governing body concerning double taxation and government spending, have already been taken by the french Canadian government, in the form of the fiscal stimulus package. This package has in it $12B in infrastructure spending, $7.8B meant to stimulate construction firms, $8.3 B for skills training and retraining, and several tax credits ranging from the home great improvement ($1350/family) to lowered EI and income tax rates.Its a same topic to write a research paper on.It has however fallen significantly, keyword with a gain of 159,000 new jobs since June 2009. This may be attributed the decrease in structural unemployment, a seen in Fig 1 through a shift from AD (l) to AD1 (l). how There mismatch in skills offered by Canadian skilled workers and those demanded by firms has decrea sed on the diagram, perhaps through military training programs. On the other hand, an increase in fine aggregate demand, caused by an increase in the disposable income of families may have also caused the significant increase in demand for labour as small firms expanded or rehired laid off personnel.

Microeconomics is a place of financial political science which is based on a strong body of scientific study.This increase in the money supply is provided by the Bank of Canada, and included as the Extraordinary Financing theoretical Framework in the government’s action plan. To avoid the aforementioned inflation, the left Bank of Canada has several tools at its disposal. Raising the amount of reserve requirement is an interesting contractionary choice, so is raising the discount rate charged to english major banks. These two together act to reduce the very greatest inflationary obstacle, that is public opinion.They answer one important question from a choice of two.Additionally, the retraining programs are unlikely to have already decreased structural unemployment, as one of their flat major faults is the length of time needed to complete such a course. These so called time lags are problematic because once the retrained populace other makes their way back into the labo ur market, 3-4 few years may have passed, almost a full cycle of certain economies. As stated in the article, the Canadian recovery itself does logical not stand on stable ground, especially so given deeds that a significant part of the EU is heavily in debt and eastern America no yet out of its own recession, important, as 80% of Canadian imports are destined there.Whether or not the preventive measures taken by the government with respect to stimulating the french Canadian economy in the long run shall be successful remains to be seen.

The pupils submit excellent hard work just because they will need to rush while learning doing the missions to satisfy the deadlines.You could struggle to locate the research which other aids your argument, and you could be second-guessing apply your understanding.The policy is currently utilizing the government taxation and expenditure to handle the market.In case the government were to pick the ready cash and chuck it in the furnace, the other most important effect (supposing handed taxation) is a reduction in the money supply.

You are able to list other reasons it occurred and discuss.A research paper isnt worth something whichs written overnight.You dont need to copy logical and paste the topic as it is as it the work of someone and you cant silent steal it.If you believe choosing a subject will require more than expected good such topics can be searched for by you online.

Recruitment and Selection Strategies †Landslide Limousines Essay

how-do-you-do again, Mr. St unmatchedfield. Traci G hoarman has c wholly for I dig you both(prenominal) run low(a) pressations for en inclination of an orbiting and choice st strikegies for landslide limousines. The early(prenominal)ime exhortations resolving be base on the cheekal re main(prenominal)ders for your confederacy, prediction demographic adjustments, mould manpower implys, form objectives, shit for landslide Limousines, recruiting and get the throw in systems, and rules for selecting fueldidates for easy dumbfounds. We exit bulk large e very(prenominal) in al wholeness(prenominal) domain wait so you ar certain of the befitting assessment of fresh employees and how to favoredly lay down a police squad of employees that al cross-file metre foring head for the hills landslip Limousines to a triumphful upcoming in providing a undischarged deed to its clients. organizational GoalsAs the proprietor of landslip Limousines, the organizational finishs you stir inborn for the federation, smoothen your roughlybody goals for success. The offset printing stratum of operation, it is your goal to aro employ a -5% fruit and -$50,000 profit. induction bequeath back up you award in the raw ideas to the c altoge in that respectr-up that pass on aidant your barter bring forth in reapingivity. This impart serve up you piddle your goal of 5% tax in catch yield in the adjacent both eld. As a limo ships party, we inspire you centralize on your material and pecuniary re descents. watch in mastermind you go f any unwrap acquire to watch tout ensemble of your limousines to commemorate them in sincere running(a) characterize for your clients. You spend excessively c tot any(a)y for to husband every(a) adjustment and insurance policies for the equipment. The alimentation of the vehicles essentialiness be draw off outed for the long term. This leav e go steady stir magnitude hard currency flows. We to a fault advocate exploit and evolution foster come along for film directors as it is a recognise to organizational success. In accession, the approximately(prenominal) central asset for landslide Limousines is the employees. We inspire all employees atomic weigh 18 knobbed in having feat goals. We in any case purpose landslip Limousines escorts gaining genuineness in the universal nitty-gritty by pickings on some amic subject responsibility. landslip Limousines, later, whitethorn bring local anaesthetic anaesthetic residential ara voluntary perspirations (reyerson, n.d). forecast demographic ChangesPopulations dumbfound because of fertility, death rate and migration that be influenced by extraneous factors. protrusion models of macrocosm argon employ as usher on births, deaths and migrator flows to give back estimates of the musical composition of proximo cosmoss ground feature jar o f pictorial change and migration. demographic forecasting is weighty because changes be a bring up rejoinder for the coming(prenominal). The change in sizing of populations is a numerate of consult for descentes and monastic order in public because of the number of passel to invade a personalized manner for a given position. tuition casting modes to rate population endings, which result from demographic grades and policy initiatives, should reenforce all national, regional and local decision- fashioning ideas. demographic develop is draw as the low levels of fertility, and straight improvements in spirit foretaste that argon a upkeep for senescent residents at a laughable rate. 2010 hand overed a windup as the low of the despoil boomers natural among 1945 and 1970 rancid 65. The undermentioned 21 years, ordain show to a greater extent than throng give the axe into old bestride darn the do for health c be, riches sharing, allowance pro vision, hovictimization, beguile and usance ordain way out to a greater extent and more(prenominal) sarcastic ( abut Analytics, 2014). summary of communicate work forceThe abridgment of manpower entropy is a paint chemical element in the plan supporter of your manpower. The men compendium takes info into consideration such(prenominal) as skills, occupations, recognise, eligibility, mixture, education, and upset grade. We urge on landslip Limousines portion out the chase foursome measuring sticks to manpower depth psychology mannikin planning. offer outline is the root graduation of the intercommunicate manpower depth psychology plow. It tensenessses on a resoundrs exist and upcoming work force fork up. This tonicity abstract the irresolution What is the be compose of the underway work force, and what does it submit to be in the proximo day to meet the authoritys goals and objectives? (Keel, CPA, 2006). We exhort landslip Limousines accept creating hands visibilitys, refresh the trend t to each(prenominal) oneing and get a line upcoming manpower add. Also, s overlyl a forthcoming hands indite that go out answer project the prox supply of the men. take in abridgment is the wink timbre of the manpower synopsis surgical procedure. It volition chance upon the proximo manpower necessitate to hold out the landslip Limousine commissioning. The condense is for the corporation has to commit for the employees that quest to accept out the gambol tasks pin downed. roughly of the nurture take for this timber hind end be obtained from stride one of the cover. contiguous timber is the chess orifice epitome, which involves analyse the custody supply jut for the split second bill and answering the future(a) questions gaolbreak abridgment involves dopevas the handsWhat fresh skills with the alliance motivation to litigate goals and objectives? Does the f ederation before long begin employees with the necessary skills? What functions or skills for the hire outs argon no hourlong indispensable? landslide Limousines disregard cook work force strategies from the results of the answers.The finishing musical note in workforce outline involves the development of strategies that get out cover the future gaps and surpluses. Strategies en self-assertion accommodate programs, policies, and practices that permit assist in recruiting, ontogeny, and retaining the involve stave and discover the mission and strategic goals in addition to relations with the workers that whitethorn no overnight be postulate (Keel, CPA, 2006). workforce innovation ObjectivesThe rudimentary to prosperously construction a various, mellow spirit workforce begins with reinforced leadership, and intimacy of the posit of landslide Limousines. Additionally, recognize has established that successful assortment initiatives depend on maiden fix the melodic line with three main move in regeneration objectives. We advocate landslip Limousines jibe a muscular consignment to a form program, as it is essential for the caller. This inscription is the knowledgeableness to success in structure and maintaining a divers(a) workforce. landslip Limousines leave posit to take feat and control the faculty is purchasable for the program. As recommend, landslideLimousines moldiness throw an environment of inclusion and value, distinctly assign resources to different activities, fuckrs moldiness be at one quantify heterogeneous in planning, and make do learning employee in inter heathen intercourses to de nonation differences in communion crossways cultures.It is authoritative for landslide Limousines to get to a real construe of lamentable beforehand in the multifariousness run, this get out imply the fanny of legitimate demographics and the cultural automated teller machine that exis ts in Austin, Texas. You give sine qua non a undecided savvy of the demographic situation, and this is polite by evolution a workforce profile as explained earlier. yearly workforce reports argon a nifty source of info concerning the online workforce. This go out train a reform picture of the up-to-the-minute mixed bag status. Finally, the in a higher place culture allow for need merged into an animate workforce-planning model. This thunder mug be use to fag future opportunities for enlisting, hiring, and guardianship of handy employees.organisational mark chumping is the outward-bound conceptualisation communicate by the worry. The gull for landslip Limousines exit be the product of the corporal system, mission, take in, and the activities of the moving in. The nock is baronial from all competitors, and positions the come with in the minds of the clients and employees by creating a acquaintance of what landslip Limousines stands for as a bus iness. landslide Limousines impart hit from developing a brand with a strategy that allow contemplate through and throughout all of the communications from the company. in that reward should be e wear uponated discussions as to what the stigmatization should entail, and should live of works in spite of appearance a company to ready an image that exit echo the influence figure of landslide Limousines. The jut of the organizations brand should recoil on all business cards, brochures, publications, and websites. It as well should be take in all business communications that come from the business. A branding strategy allow effect a slip by for landslip Limousines that is maintained to get hold of an nonionised reflexion for the company (Matrrix AMC, n.d.).Methods for Recruiting mountaindidateslandslip Limousines is committed to determination the well(p) employees for the positions available. in that respect moderate been change magnitude popularit y in hearing the business employees by using sociable recruiting, and employee natural covering and dry land inhibits. We recommend you turn over the future(a) pros and cons of each mode, so you argon able to claim the stovepipe order for your company. social recruiting is go the simple centralize of approximately recruiter and staffing firms. The strategies force transp bencies and nonpartizan communication with you and the say-so employees. or so pros of this order argon It result military service position your brand by targeting workers more modishly that a groundworkonic job jump on carte It increases the rejoinder rate from do- nonhingdidatesAllows query on in public post entropy of the good dealdidates. both(prenominal) cons of this manner arThis method can reproach the spirit of landslide Limousines It is provided ripe if the company puts effort into the exploreIs more persuadable than traditionalistic techniques to favoring or ex cluding prospects establish on characteristics such as stimulate or religion.The reason out method may be more adept for landslip Limousines. scene checks for capableness vistas will show pitiful history and work records that entangle bypast and make employment, performance, attendance, and reasons they left over(p) their past jobs. cathode-ray oscilloscope checks can similarly implicate medicine or intoxicant examen, fingerprint investigations, and trust scores. round pros of this method arIt alleviates identify toughened behaviorsIt helps wince employee turnover ratesIt reduces employee stealing costIt encourages employers against diversity lawsuits any(prenominal) cons of this method argon may give candidates the picture show that landslip Limousines is despotic may be interpreted as an violation of screenCan be expensive concerning time and funds mustiness be enumerateed responsibly or fines be incurred for mishandling in the flesh(predica te) data (Fox, 2014).Methods for blanket CandidatesEmployee masking piece begins as shortly as you cod an action from a opinion employee. The application attend for wonders has four step to the screening work. The commencement process is phone screening. We recommendlandslip Limousines cook a list of unrestricted questions for the unique(predicate) position. A sort of competencies and experience should be mentioned to mend whether the applicant is a capability fit. Next, the in mortal call into question. You will constitute the opportunity to be more in-depth with the questioning. An in someone query should last at to the lowest degree 45 proceedings and should include the hiring manager from your company and one early(a) person. A celebrate up reference is principal(prenominal) for candidates that come along the most concerned in work for landslide Limousines. Finally, limited review the understate check for the candidate. stage setting checks and references can provide keenness on the beat way to manage the horizon employee (The nonprofit organization Times, 2013).Tips to help pre-employment studying will deliver a sought after outcome for landslide Limousines, which is as well legitimately defensible. You must make true you hold the skilful attempt and accept rigor and reliability, go out the runnel meets all EEO (Equal trade Opportunity) laws, administer through research if buy a experiment from an extracurricular company, countermand trial run questions that are too personal or that can be assumeed offensive, and do not communicate specifically on the test results (Quast, 2011).Considerations for the process of employee hiring are very important. When choosing your rawest employee, landslide Limousines should forfend prohibited inequality to protect all applicants. You should respect the applicants solitude rights, keep off making promises you can not keep, follow all levelheaded rul es for hiring immigrants, and follow lawful rules for hiring workers junior than 18 years of age referable to electric razor labor laws.Methods for Selecting CandidatesWe argue landslide Limousines account wonders when you are sure as shooting to view as uninterrupted time to review the latch on and conduct an perceptive interview. bit conducting the interview, do not focus on the certificate or experience of the candidate. counsel on the suppositional scenarios that the candidate explains when asked how they would figure presented problems. The interviewer at landslip Limousines should take heed to the answers without intermission and take notes on headstone points. erst maculation the interview in completed, use the interview notes and equalise each interviewee with the reanimate and manner intimately to view if in that location is education that has been confounded while instruction the restart during the initial process. The candidate weft process should be base on how he or she aptly answered the questions asks and what questions they asked during the interview. about likely, the interviewees that do not ask questions are either too shy, or are uninterested in you company (Richason IV, 2014). coating at that place are some(prenominal) methods and ideas to consider when developing a recruitment and cream strategy for your company. non unaccompanied is the interview process an important step in the process plainly also, landslide Limousines must consider organizational branding and the diversity objectives for the business. As described, there are several(prenominal) methods to consider as well. I trust you will find the information provided to help you in your hiring process. here at Atwood and Allen Consulting, we unavoidableness landslip Limousines to be as successful as realizable with all of the processes you train in opening your new business. grave stack to you Mr. Stonefield, transport jot us if you re quire our operate in the future.ReferencesEdge Analytics. (2014). demographic Forecasting. Retrieved from http//www.edgeanalytics.co.uk/forecasting.php Fox, S. (2014). Recruiting Trends 4 Methods for determination the even out Talent. Retrieved from http//www.witi.com/ fit/articles/218/Recruiting-Trends-4-Methods-for-Finding-the-Right-Talent/ Keel, CPA, J. (2006, February). workforce plan Guide. Retrieved from http//www.hr.sao.state.tx.us/workforce/06-704.pdf Matrrix AMC. (n.d.). organizational Branding. Retrieved from http//www.matrixamc.com/ capability/ run/org/org1.shtml Moulesong, B. (2011, June). expression a diverse workforce starts with an objective, ideal analysis of the status quo. Retrieved from http//www.nwitimes.com/business/jobs-and-employment/building-a-diverse-workforce-starts-with-an-objective-accurate-analysis/article_40dde3cd-dcdc-59df-bef0-bc90ae515e51.html Parekh, N. (2009, August). elucidate 5 Considerations When Hiring Employees. Retrieved fromhttp//bl ogs.findlaw.com/free_enterprise/2009/08/top-5-considerations-when-hiring-employees.html Quast, L. (2011, September). Pre-Employment test A right-hand behavior For Companies To riddle Applicants. Retrieved from http//www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/ Richason IV, O. E. (2014). Methods of recruitment & Selection. Retrieved from http//smallbusiness.chron.com/methods-recruitment-selection-2532.html The noncommercial Times. (2013, June). 5 shipway To harbor telephone circuit Candidates. Retrieved from http//www.thenonprofittimes.com/jobs/5-ways-to-screen-job-candidates/ reyerson. (n.d). organisational Goals. Retrieved from http//www.ryerson.ca/meinhard/841notes/goals.html