A King at War with Parliament

A King at War With Parliament The English Civil War began in 1642 between King Charles I and Parliament. Wealthy nobles, known as Royalists, supported the king. Supporters of Parliament included Puritans, who were led by Oliver Cromwell. Cromwell eventually became commander-in-chief of Parliament’s army. A number of battles took place between the king’s troops and Cromwell’s army, some of which are shown on the map below. The first battle, which took place at Edgehill, did not gain ground for either side. After a series of victories, however, Cromwell and Parliament took control of London and, eventually, England.In 1649 Charles I was publicly beheaded, and Parliament alone ruled England. [pic] Map Activity 1. ON THE MAP, LABEL THE AREA OF ENGLAND. 2. Use a bright color to trace the borders of the area controlled by Parliament at the start of the war in 1642. 3. Use a second bright color to circle the location of the first battle of the war. 4. Use two different light colors to trace the routes of forces that arrived from outside England in support of the king and in support of Parliament. Analyzing Maps 5. REGION BASED ON THE MAP, WHO CONTROLLED A LARGER AREA OF ENGLAND AT THE START OF THE WAR IN 1642? . Location From which country did forces invade England in support of King Charles I at the battle of Nantwich in 1644? 7. Location Troops from which country joined the Parliament army to defeat King Charles I at Marston Moor? 8. Region Based on the map, which area of England did Parliament gain in their victory at Marston Moor? 9. Location Based on the map, did King Charles I or Parliament win the battle at Lostwithiel and gain control of southwest England? 10. Region Based on the map, which small portions of England remained in the control of the king and his forces in December 1645?

The Effects of Organized Crime on Russia’s Economic Reform

Angela Tien The Effect of Organized Crime on Russia’s Economic Reform With Russia’s extensive history, there is no saying that organized crime is not an issue of this nation. Organized crime promotes the overall performance of the economy in Russia, and it was also a problem during the rise of democratic Russia. Influence from organized crime is harmful internally, yet beneficial to Russia on a global scale. Although the Russian economy thrives as a nascent country experiencing capitalism and democracy, it is deteriorating from the core of their government from corruption. Several factors minister the failure of Russia’s economic reform.Corruption, change in political and economic concepts, and the ever-expanding global economy have fueled the power and influence organized crime has asserted on Russia’s economic reform. The impact of organized crime on Russia’s economic reform is significant to both the development and adherence of Russia’s p revious economy by incorporating elements of transitions such as corruption and revolutions in both capitalist and democratic ideals, at the same time establishing and preserving an influential association with the global economy while constituting achievements within it, which reflects on their economy today.Background: When Stalin proposed freedom to the prisoners in the Soviet Union in exchange for fighting in World War Two, he had upset the entire perennial system of the â€Å"Code of Thieves†, an underground colony of criminals. There was no knowledge of the repercussion that Stalin’s actions would alter. The â€Å"Thieves† had evolved into a much more sophisticated group of criminals, after the betrayal of those who enlisted to work with the government. Later, as the Soviet Union fell apart, it gave birth to the Red Mafia, otherwise known as the Russian Mafia.Previously, the Cold War contributed to the augmentation of the Russian Mafia too, like Stalin. Ru ined, Russia’s economy was devastated. Subsequently, with the down fall of the Soviet Union and the Cold War over, the Russian government inherited the world’s greatest weapon storage. Using these weapons as a way to profit, the mafia and other forms of organized crime took advantage of the desperate government workers, who turned to crime for cash. The sources for currency in Russia were weapons and poverty-stricken people forsaken from the Cold War scouring for work.In order to improve the Russian’s economy, America introduced the controversial â€Å"shock therapy†, a method that involves the sudden self-governing free market to release price and currencies, withdrawals of state contribution, and immediate global trade, (Murrell, 1993). Since then, the Russian Mafia has had control over the majority of businesses in Russia. Despite the democratic surge throughout Russia, the promotion of capitalism and democracy was futile. Basically, the Americans intr oduced Russia with the sudden surge of capitalism.Unexpectedly, the result was disastrous and the treatment backfired. Starving homeless people wandered through the streets aimlessly looking for a job to pay for food, agreeing to work for cheap labor. Government official turned to crime as a means of making money. Corruption is a major factor that made the economic reform difficult to succeed: Recently, forest fires rage throughout Russia’s landscape. Mr. Luzhkov, a politician, was residing in his estate when he was criticized for the lack of concern he expressed. Almost the entire government responded this way.Hence, â€Å"Mr. Luzhkov has been derided for behaving like an autocrat, muzzling dissent and allowing corruption to flourish,† (Levy, 2010). Russia’s economy was at stake, partly to the increasing problem of corruption. Corruption has deprived Russia of any success with its economic reform. With the consecutive capital flight each year during the economi c reform, Russia’s economy was not stable, nor was it sustainable. Even today, little of that has improved. Billions of laundered rubles are perpetually transferred to bank accounts in other countries annually.Corruption has suggested that organized crime has played an integral part towards the failure of economic reform. Finckenauer describes the cause of corruption in Russia as â€Å"[t]he historical symbiosis with the state [which] makes Russian organized crime virtually an inalienable part of the state†, (Finckenaur, 2001). Russia was left virtually bankrupt, until the fresh initiation of capitalism and democracy. Russia was so corrupt that criminals could bribe their way out of any lawbreaking problem, (Finckenaur, 2001). From Shelley’s observations, we know that roughly a hundred and fifty billion U. S. ollars, perhaps more, are transferred to off-shore accounts, sometimes reaching sums up to three hundred billion U. S. dollars,(Shelley, p. 3). A substanti al number of the assets wired to other countries belong to corrupt officials, who did not assist Russia’s economic reform, (Shelley, p. 4, 5).The increasing number of corrupt officials that collaborates with the Russian mafia is the source to Russia’s faltering economy. Allow a poll taken by Russian citizens manifest the severity of corruption within Russia: â€Å"[t]wenty-three percent of Russians living in urban areas believe that organized crime, not the Government, runs the country. ,(Boylan, 1996). Corruption from government officials numbers were on the rise. At that rate, Russia’s economic reform was next to impossible. There was not a single residue of affluence for Russia to advocate or achieve success of their economic reform. Not merely has organized crime conspired with government officials in the act of corruption, it had somehow obliquely gained control over the flux of money. Recently, a total of 33 billion U. S. dollars, reported by BCC, are bei ng wired to banks aboard, some in the U. S. , (Konstantin, 2010).This 33 billion â€Å"amounts to 20% of Russia's budget for state and local procurement, or more than 10% of the state budget's income for 2010,† (Konstantin, 2010) It is difficult to prove that control over money had been organized crime’s intentions, but its prevalence over the government through corruption has certainly prompt the unsuccessful result of Russia’s economic reform. The revolution in political and economic concepts allowed organized crime to flourish: Exempt from corruption aside, Russia’s economic reform faced democratic and capitalist issues. Half of the commodities upon a cargo ship traveling to the U.S. in the 90’s contain illegally purchased grain alcohol. This alcohol was manufactured by an American distiller company named McCormicle Distilling Company Superb Spirits. The Russian mafia dyed the alcohol blue to pass the alcohol on for window washing liquid. They m arked these boxes â€Å"industrial†. Smuggling prospered under these conditions. The mafia avoided taxes and a long process that consumed time, while profiting. Acting as a cover up for the mafia, business companies such McCormicle benefitted from the list of procedures and expenses needed to operate.Using capitalism and democracy to increase profits, organized crime was in favor of capitalism and democracy. Privatization of organized crime in Russia caused the economic reform to blunder and digress considerably. Finckenaur explains that, â€Å"privatization of state property both expanded and solidified the complex relationship that had developed between the state and organized crime†, (Finckenaur, 2001). Essentially all private and state-owned companies and subsidies were harmed from the meltdown of the economic reform due to organized crime flourishing in the free market.From the beginning of capitalism, â€Å"[t]he entire Soviet system has long operated with a flo urishing black-market supervised and controlled by [organized crime groups]†, (Boylan, 1996). While the U. S. government deplete their dollars advertising democratic and capitalist issues in Russia, (Boylan, 1996), the Russians â€Å"had people taking advantage of the privileges of a free market—taking in foreign investments, issuing stocks and bonds, making international loans—without sufficient oversight or taxation to generate incomes to pay the bondholders back†, (Friedman, 1999).As a novice towards democracy and capitalism, Russia was going through a phase in which economic hardships and dealing with new ideas was difficult. Subsequently, those with money and authority were quick to assert power and control, namely the organized crime groups and corrupt political figures. â€Å"Several experts have estimated that approximately one-third of capital flight involves illegal activity,† which indicates the organized crime has penetrated the system o f economic reform, (Cooper, 2000).Before the matter of discussing the issues during the economic reform, a similarity should be distinguished between corrupt officials and organized crime lords: illegal capital flight was mostly pocketed by these two groups, for â€Å"[r]acketeers and bandits created a multithreaded mafia that remains potent and ubiquitous,† (Schemann, 2009). Furthermore, organized crime utilized the free market to expand in their trade with other countries. For example, oversea corporations from Russian companies belonged to the Russian mafia, which used scams to maximize profits. U. S. law enforcement agencies raided the Pennsylvania headquarters of a TSX–listed company called YBM Magnex International, which turned out to be a front for Russian mafia activity headed by Semion Mogilevich. The shares of YBM were worth more than $500 million before they collapsed in value virtually overnight. The scam eventually landed Mogilevich a spot on the FBI's Ten Most Wanted list†, (Rosen, 2010). Through this example, it can be notified that the Russian mafia had control over trade and much of trade was illegal.The Russian government could not hinder the influence the Russian mafia asserted over the trading routes. Much of the money being made through these black-market deals or any other illegal means was profited by the Russian mafia. â€Å"The criminalization of the privatization process has resulted in the massive use of state funds and property for criminal gain†, which in turn, left Russian without any funds, (Finckenaur, 2001). Consequently, none of the profits made were funded into Russia’s economic reform.Because â€Å"the assets controlled by organized crime give it enormous economic power†, it is safe to say that organized crime accumulated a large portion of the state’s funds, (Finckenaur, 2001). Due to a free market, anyone who had money had the power to make even more, and that is exactly what organized crime took advantage of. Democracy and the capitalist rules induced these criminal groups to escape imprisonment. Authorities had neither power nor evidence to pin any provable crime against them. To this day, these criminals are still profiting from privatization. Privatization led to the transfer of vast wealth to a handful of oligarchs and to rampant corruption,† (Schemann, 2009), leaving only a few people wealthy. Mitigating the security issues with trade, capitalism and democracy, which permitted organized crime to continue their illegal activity, affected the overall result of the economic reform. The global economy ignited the purpose of Russia’s economic reform: Although, organized crime had brought negative effects on Russia’s economic reform, their actions had increased success indirectly to their economic reform as well.A man named Tarzan from Russia has a business in Miami. Before he opened up this business, he worked for the Russian mafia. Extorting countless business and private companies, the mafia had these people pay protection fees, usually killing those who oppose. Through these connections with the mafia, Tarzan was able to create a new lifestyle for himself. His business was collaborated by the Columbian mafia. He helped smuggled weapons and provides the Columbian with transport they desired. He even sold a submarine to the Columbians.This vast global trade gave Tarzan the means to make more money and continue prospering in the market. Items and ideas were assimilated to different places, expanding the abounding global trade and economy. Emerging from the Soviet Union with a ruined economy, there was very little economic opportunity for Russia to improve their economy. Russia’s economic instability during the 1900’s â€Å"have increasingly scared off foreign investors; foreign direct investment (FDI) into Russia fell by 45 percent in the first half of 2009 alone†, (Mankoff, 2010).No forei gn investors are willing to invest and no countries are willing to participate in trade with it. For this reason, the Russians had no partners to trade with in order to expand their economy. Russia compelled an economic reform in search for an opportunity to extend their economic influence, but how is it possible to have an economic reform when the country’s funds are empty? How did Russia revived from its decline? And more eminently, what system or factor granted Russia the aptitude to succeed?The answer to the latter resides in the system or factor which commenced global trade; this system or factor being organized crime. In the interest of global trade, Russia, which had little resources and industries to offer, was presented with an opportunity to flourish in the market. Privatization was introduced, whether the companies were legal or not. It is recorded that â€Å"roughly two-thirds of Russia’s economy is under the sway of the crime syndicates†, (Webster, 1997). But this does not change the goal of Russia’s economy.Russian revived itself through illegal businesses by the global economy and free market. Whether the motive behind the Russian mafia’s trade was with illegal means, capital was flowing and increasing, which aided the promising rise of a global partner. In 1996, the capital flight exceeded 6 billion U. S. dollars, rendering the growth of organized crime’s profits excel in other countries too, (Kramer, 2000). Illegal trade with the U. S. has brought many fleeing to the states. The majority of the mafia members had taken posts and paired up with other organized crime groups.Regarding the trade between the organized crime and others, though it may be illegal, money is flowing in and out of the country. As Friedman mentions, that â€Å"[g]lobalization also calls for a reform†, (Friedman, 1999), there is sufficient, benign results from Russia’s crime groups on the development of the economic re form. The situation that organized crime started had somehow ameliorated the sterile economy of Russia’s previous economy, thus improving the economic reform. Nearly all the global trend settlers were previous Russian reformers, who were probably associated with organized crime. Friedman 1999). Russian organized crime groups were the first to begin the global trade since the Soviet Union. These people are the ones who started the trade between nations in the west. This advances trade and economic prosperity within Russia.The reform had benefits on behalf of this. With the open trade, the Russians gained the attention they were deficient in by raising the economic awareness around the globe to prolong a successful reform. Henceforth, the Russian economic reform was successful due to rganized crime’s initiation of applying capitalism and democracy. Conclusion: Russia’s economic reform can be summarized as well-developed, partly due to capitalism and democracy, as well as, the expansion of a global economy by organized crime groups. Yet the economic reform has partially failed from the pervasion of corruption and capitalism evoked by organized crime. Russia’s economic reform is affected substantially by these three factors. On account of corruption, the economic reform did not obtain the necessary requirement of funds that it needed to succeed.Capitalism and democracy conceded organized crime to flourish and amass the money reserves that was imperative for the motivation of the economic reform. Despite this, capitalism had also paved Russia’s road towards the beginning of the free market. In addition, the global economy had given consent for organized crime to uphold recognition in the global economy, delivering Russia the advertisement it lacked to partake in the market. Overall, organized crime has had a rather significant impact on Russia’s economic reform.Russia could emerge one day as a superpower; however, it has no t acquired all the necessary components to dominate in the global economy. If Russia continues to administer organized crime through corruption or does not push for economic and political reform again, investors in the foreign market will avoid investment in Russia and Russia, once again, will collapse, this time farther into recession.

State Disaster Management System and Emergency Operation Center Essay

State Disaster Management System and Emergency Operation Center - Essay Example This is even without considering the effects of Hurricane Katrina from a few years ago. This essay is a brief on the operations (preparedness, emergency response and recovery) of the State Disaster Management System and the Emergency Operations Center in respect to hurricanes and flooding that usually accompanies such events. The first consideration for operations in the State Disaster Management System is optimizing it into a tiered response system that is compatible with the National Response Framework. This is not only a federal requirement (National Response Framework, 2008), but also an informed decision since the catastrophic effects of hurricanes are in many occasions beyond a state’s capacity. Cooperation between the state and the federal disaster response unit makes the response synergistic and more effective, unlike disjointed efforts. The next consideration in this essay is an early warning system and disaster preparedness. This will largely depend on effective communication and liaison which in this case will be facilitated by the state of the art Emergency Operations Center. The center will incorporate Information, Communication and Space Technologies (ICST) which bear wide-ranging applications for preempting, reducing and mitigating disaster such as hurricane and floods (Sahu, 2009). Liaising with weather forecast departments followed by efficient communication to residents will be optimized through the ICST system. The next step to consider is the emergency response in the event of a hurricane. Through the Emergency Operations Center, the extent of flooding at peak time in different geographical points will be established. This will be followed by a dynamic damage assessment since the disaster itself may be dynamic. Lastly, assessment of affected population and infrastructure will be done (ERS, 2010). This analysis will allow for a

Five Attitudes toward Quality Nursing Care Essay

Five Attitudes toward Quality Nursing Care - Essay Example Nursing profession is a most noble profession of all and apart from various skills it always harps on some traits or attitudes that need to be cultivated to fulfill the cause for which this profession is known. Florence Nightingale was perhaps the first nurse in human history in true sense to possess the traits for which she became popular at that time. She showed to the world that generous nursing attitude can make a lot of difference in the life of the patient. During the Crimean war, she visited military hospital at Turkey along with some women nurses and made terrific changes in the hospital. The mortality rate, which was at 40% when she entered the hospital, came down to just at 2%. That was the first recognition to the nursing profession that became an integral part of the medical treatment as an intimate care taker. Nightingale became a role model for future generations in nursing profession. (Quan, Kathy) Since then medical science has made a lot of progress in terms of facil ities and modern equipments but importance of nurse has never diminished. Attitude of Professionalism: The ICN code of ethics for nursing informs, â€Å"The nurse’s primary professional responsibility is to people requiring nursing care.† ... The process of communicating to the patient and obtaining consent regarding a course of treatment through patient's signature on a form is one of the important requisite as a frontline caretaker and this forms a part of professional attitude for the nurses. The patient’s consent is sacred and must be protected while undertaking any nursing procedure; however, when patient is incompetent for physical or mental handicap, due to age or unconscious state then consent is required from legal guardians in the best interests of patient. (David, Deena 2009) By virtue of nursing profession, they hold patient’s confidential information and nurses use judgment while sharing them. Respecting the confidentiality is one of the professional necessities on part of the nurse to form a bond of trust between patient and nurses. (Hendrick, Judith 2000) Nursing attitudes what is desired and what is not desired at times could be subjective but having heard one real life incident of one of the patient, it can certainly be outlined in more authentic way. The patient belonged to a big town in US where she was born and brought up. She was well aware of nodules in right breast but she assumed that they were merely benign cysts and that will go away after some time and she didn’t pay much attention on it. When she went for her annual well women visit she was asked to go for immediate mammogram and surgical consultation. She listened to the heed and fixed the appointment for a mammogram two weeks later. As she narrated, mammogram checkup was her distasteful experience. â€Å"Do these technicians and nurses really care?† that is what her first experience was. She was alone, unsure, afraid, and a bit confused. Professionals go through all this as per the daily routine and they

Is Instant messaging bad for high school purpose Essay

Is Instant messaging bad for high school purpose - Essay Example e difficulty completing their work, provide for countless interruptions, and generally serve to enfeeble the level of English language and syntax that is used within the everyday lexicon. The first set of negative attributes that this necessarily serves to provide is the high level of grammar and spelling mistakes that are represented within these messages. Although one should be mindful to not represent themselves as a snob, the fact of the matter is that the lazy representation of the English language and frequent and incorrect spelling associated with utilization of instant messaging and texting has meant that the quality and level of writing has exponentially decreased among the student body. This has of course led to lower grades with regards to hand-in assignments and essay projects. Secondly, when engaging in such a practice within the classroom, the students are playing with fire due to the fact that they are oftentimes careless and can be caught; facing the further repercussions of having their mobile devices seized, having their participation grades lowered, or other forms of punitive actions. However, beyond the mere representation of how administration could punish the students for such a practice, the greater concern is the fact that the student is ultimately unable to concentrate upon what they are doing. Although they may feel that they are one of the world’s most talented multi-tasker, the fact of the matter is that they will ultimately be removing much needed attention away from the most pressing task at hand in order to focus upon the frivolous exchange that is taking place via IM any given moment. Ultimately, it represents not only a distraction for the individual student but also for the other students that may not be engaging in such a prac tice. Due to the fact that constant buzzing and laughing/smiling and flashing screens is a horrendous distraction to those seated around the student, the practice is something that not only deeply

Assessment Essay Example | Topics and Well Written Essays - 500 words - 8

Assessment - Essay Example guidance and management of the school principal whose participation influences the level of school efficiency through aligning individual teacher instructions with student achievement. My participation in instructional collaboration would be to intensify my relationship with colleagues, offer my opinion towards a student-centered school, gain proficiency in curriculum goals, raise my expectations and that of other teachers, become part of an aggressive and engaged community of teacher-learners, and reinforces the entire school program. I would hesitate to collaborate to avoid over-dependence on my colleagues, and to gain more confidence my decisions. I would also not collaborate to pursue issues geared towards personal goals that conflict with student-centered learning. In my opinion, successful collaboration must improve my reflective abilities and promote individual professional growth. Additionally, partners have to demonstrate strong self-esteem and motivation, sense of security hence a common goal, shared studying and peer observation, open and rich professional dialogues, instructional variety in teaching, elevated risk taking, planning and preparation, and improved of levels self-confidence. Through increased participation in of teachers curriculum delivery, collaboration makes it possible to evaluate the outcomes of both the teachers and the students. Yes, I have previously participated in instructional collaboration. I engaged in consultation collaboration for a topic I did not know how to deliver effectively. The experience made me to realize that not all teachers feel secure when engaging in collaboration and they would turn you away claiming they are busy. However, most teachers are willing to assist newly employed colleagues in effort to promote consistent student learning. I felt incompetent and did not want to jeopardize the learning of my students. I would look for a partner who is trustworthy and who seeks equitable distribution of

International Analysis of Organization Design Essay - 1

International Analysis of Organization Design - Essay Example Such is a significant feature that influences the management of organizations in different regions. Multinational organizations that exist in more than one country must always adopt unique organizational structures and systems of management in the various countries in order to suite with the culture of people in the different markets as the discussion below portrays. China is the largest economy in the East and is among the largest markets in the world. The country has conducive environment for doing business owing to the large population and the low production costs. As such, numerous multinational companies target the market. However, Chinese people have a unique culture. The history of the country presents a country that remained secluded from the rest of the world thus succeeded in forming a unique system of governance coupled with an equally unique culture. The culture of China therefore influences the management of the multinational organizations that set up shops in the country. Despite the lucrative nature of the market, the companies must always adopt new structures and systems of management in order to operate in the region (Juvidan, Dorfman & House, 2006). -Develop its brand and the visibility and spread of the stores so as to make it the first choice when it comes to coffee, easy to find and familiar with the environment and hard to switch to substitutes Key among the multinational companies that operate in China is Starbucks. Starbucks Corporations, also known as Starbucks Coffee is an American company and the largest coffee company in the world. The company operates in more than two thousand locations throughout the world. While the United States is its largest market, the company operates in many other countries with China forming headquarter in its eastern frontier. The company is a large and accepted brand in China. The company’s success in China is because of specific changes in the management of the

Literature review Essay Example | Topics and Well Written Essays - 4500 words

Literature review - Essay Example On the contrary, marketing is perhaps the only functional division of an enterprise which is solely concerned with the consumer. It is regarded by many critics that marketing is the most crucial of all the functional aspects of the business; it can be argued that marketing is the prime means for attracting a customer, and without customers, there is little that the other departments are going to do. Marketing is important in helping the company to construct upon their corporate and business foundations, and to use them to solidify their goals. In order to further the objectives of the business, the business needs to consider the bigger picture. From the perspective of launching a product in the market, the bigger picture would entail exploring the market potential for the product, researching the competitors in the market giving particular attention to their strengths and weaknesses, coming up with an appropriate marketing strategy for the product and selecting suitable marketing cha nnels. Moreover it is also important to develop apposite measures for managing and supervising the launch of the product in the market. ... Functioning businesses have two main purposes. Firstly, they are working for the retention of the customers that they have attracted. Secondly, businesses are endeavoring for attracting new customers and increasing their clientele. There are a number of philosophies that can be implemented for the attainment of these two goals of the business. The first philosophy relates to the production concept. This means that all consumers are going to consume those products that are not only within the range of affordability but are also easily and extensively found. One of the famous corporations who follow this strategy is Wal-Mart. According to the founder of Wal-Mart, Sam Walton, the company should work on the philosophy of ‘Pile ‘em high and sell ‘em cheap’ (Moore & Pareek 2009). On the other hand, the product concept entails that customers are going to buy that product which is the most promising in terms of its value after taking into account the worth and perfor mance of the product. Consumers are going to perform an evaluation of the product according to its various features, such as how durable it is or its serviceability; at times customers take into account a juxtaposition of the factors and their choice of different products depends on whether the products meet these juxtaposed product-based aspects. When referring to brands, customers also take into consideration whether the product is going to fulfill their psychological need or not. Five Forces Model Enterprises which operate on the selling concept support the notion that a large-scale effort is needed to promote a product; in the absence of a large-scale concept, customers are not going to consume enough products in order to

Meaning of Life and Thanksgiving Essay Example for Free

Meaning of Life and Thanksgiving Essay As the first pilgrims arrived at Plymouth Rock and had a feast with the Indians, they shared a moment of thanks together. They gave thanks for all their blessings, thus, creating our lovely day of Thanksgiving. When Thanksgiving is thought of, the first thing that comes to mind is turkey and a plentiful amount of food. Thanksgiving to me, is the time to be together with the ones you care about. Coming together for a day to just be with each other and to catch up is what Thanksgiving means to me. Family should be with each other to share memories and to realize the plentiful amount of blessings they have been given. Thanksgiving is not only a day for gorging on food or falling into a food coma, but talking with each other and just being glad to be with one another. Having family during Thanksgiving is a crucial part in my life. Having all of my relatives in one place for one day to talk and have fun with them makes Thanksgiving extra special for me. It is one of the few days of the year that I get to see everybody. The turkey, yams, cranberry sauce, mashed potatoes is just the icing on the cake. Everybody in my family loves the food. We eat and eat until we cant eat anymore. My family has a tradition of playing soccer afterwards but that goes only so far due to our full stomachs. My cousins and I play a friendly game of poker, afterwards our failed attempts for soccer, for first dibs on dessert. After a good game of poker, my cousins and I look for ways to entertain ourselves meanwhile the adults talk about their lives and brag about their kids. Society today makes Thanksgiving look like a day just to eat. As society advances the meaning of Thanksgiving deteriorates into a secular holiday. The meaning of Thanksgiving seems obsolete. I truly believe that Thanksgiving should be refreshed in its meaning and should be celebrated with family and love. As people come together to share a special day in our history, this should be a day which people will not take for granted.

The Negatives of Cosmetic Surgery Essay Example for Free

The Negatives of Cosmetic Surgery Essay Cosmetic Surgery, the thing that people get but ends up going totally wrong. Many people are against cosmetic surgery for many reason, health risk, the surgens that perform the surgery and many more. Let’s learn further more about cosmetic surgery and other risk it has. What is cosmetic surgery? Cosmetic Surgery the reshaping of body parts through surgical procedures. Common cosmetic surgery procedures include breast reduction or enlargement, facelift, hair replacement, and liposuction. Cosmetic surgery is done to approve the appearance of a person’s normal body structures. It also improve the appearance of a person and there body parts that are damaged by congenital defects, injury, burns, tumors, or diseases. But with all being done this can also lead to health risk as well. With this comes health risk, many reason why people are so against getting this done is because of the after math once you get the surgery done. For example as with any surgery, there is a risk of postoperative complications. Patients with a history of cardiovascular disease, lung disease, or obesity are at higher than average risk of developing pneumonia or having a stroke, a heart attack, or blood clots in the legs or lungs after surgery. Other risks include bleeding, infection, skin breakdown, or accumulation of clear fluid (seroma) or blood (hematoma) beneath the incision (Opposing Viewpoints Online Collection). Sometimes cosmetic surgery don’t produce the results the patient desires. This is often a problem with with the skill of the surgeon. There is always the negative impact of having a surgery done and being unhappy with the results. For example, people can botox, lip injections, tummy tucks, liposucstion, etc. after getting it done and during the processe they look horrible from what they did before they go the procedures.The outcome may have been exactly what the physician described, but the patient still is unhappy with the results. Another prime  example is when after surgery the doctor write’s up a proscription for the patient to esse the pain but if anyone knew, doctor’s like over medicate their patience. There are some people that can be addicated to pain killers

Introduction To Contextual Study Of Nestle Marketing Essay

Introduction To Contextual Study Of Nestle Marketing Essay Nestlà © Company had started off from a single mans idea, and developed into a giant corporation. In 1866 Henri Nestlà ©, a pharmacist, developed a milk food formula for infants who were unable to tolerate their mother milk (Nestle.com). His product became a success, and it created a demand throughout Europe. As Nestlà ©s popularity grew more businesses wanted to merge and become partners with Henri Nestlà ©s business. From 1866 to 1947 the Nestlà © Company had gone through several name changes. In 1905, Anglo-Swiss Condensed Milk Co. and Farine Lactee Henri Nestlà © merged, and the companys name became Nestlà © Anglo-Swiss Condensed Milk Co. Then in 1929, Peter-Cailler-Kohler Chocolats Suisses S.A. merged with the company. The name was then changed to Nestlà © Anglo-Swiss Holding Co. Ltd, on November 27, 1936. In December 1947, Co. acquired all the shares capital of the Alimentana S.A. company in exchange for fifteen Nestlà © shares and fifteen Unilac shares for each of Alimentana S.A. share, so this point the name was at Nestlà © Alimentana S.A. And then finally, the last name change that the company would endure was in 1977, where it adopted the name Nestlà © SA (Mergent Online). The dairy products at Nestlà © are a big driving force for the growth of the companys sales. With the health kick of the many individuals around the world, it pushes the innovator and renovators of Nestlà © to reach new height in finding better and healthier products for their consumers. In 1998, the dairy business had accounted for 5% of the companys sales revenue (Rodgers, 2000). More recent, in the first half of 2004, Nestlà © milk-based products, nutrition, and ice cream accounted for 60% of Nestlà © revenue growth (Nutraingredients.com). The amount of 60% is a big portion of the companys earnings, so it would be best for Nestlà © to focus a big portion of their core competencies and resources on the fast growing dairy division. Which leads us into the most recent yogurt produced by Nestlà ©s, which is the LC1. Nestlà © strives on being innovator and renovators. So their research team in Switzerland discovered a culture called Lactobacillus acidophilus, or La-1. This particular product was chosen because it contains a probiotic agent, which is living microbial feeding supplements that allow the lower intestine to function better (Rodgers, 2000). La-1 helps the small intestine function by improving the bodys immune system, and in turn helping the body in preventing diseases. Nestlà © has now found a solution for their health conscious consumers, but now they need to find away to implement it into one of their products. That when the researchers at Nestlà © discovered that if they replace one of the mixes in their yogurt with the La-1 the same texture would be maintained. Now with the combination of Nestlà © yogurt mix and the La-1; Nestlà © has given their yogurt the name of LC1. Decentralization Switzerland is home to Nestles Swiss subsidiary, its international headquarters and the registered office of Nestles holding company, but Nestle does not regard its Swiss headquarters as the center of the universe. Decentralization is a basic principle of Nestle. Their policy is to adapt as much as possible to regional circumstances, mentalities and situations. By decentralizing operational responsibility, they create strength and flexibility and are able to make decisions that are better attuned to specific situations in a given country. Policies and decisions concerning personnel, marketing and products are largely determined locally. This policy creates stronger motivation for Nestles executives and employees and a greater sense of identification with Nestles business. It is not Nestles policy to generate most of its sales in Switzerland, supplemented by a few satellite subsidiaries abroad. Nestle strives to be an insider in every country in which it operates, not an outsider. ` Research and development Nestle is probably unique in the food industry in having an integrated research and development program that engages in applied and basic research in the fields of human physiology, health, nutrition and raw materials. Their research and development program gives them the capacity to create new types of products that they cannot even imagine today, especially in the critical area where preventive medicine and food products overlap. In addition, as concern for the environment grows, research will play an important role in overcoming environmental problems. For Nestle this is particularly important in packaging. While Nestlà © Corporate Business Principles  will continue to evolve and adapt to a changing world, their basic foundation is unchanged from the time of the origins of Company, and reflects the basic ideas of fairness, honesty, and a general concern for people. Nestlà © is committed to the following Business Principles in all countries, taking into account local legislation, cultural and religious practices: Nestlà ©s business objective is to manufacture and market the Companys products in such a way as to create value that can be sustained over the long term for shareholders, employees, consumers, and business partners. Nestlà © does not favor short-term profit at the expense of successful long-term business development. Nestlà © recognizes that its consumers have a sincere and legitimate interest in the behavior, beliefs and actions of the Company behind brands in which they place their trust, and that without its consumers the Company would not exist. Nestlà © believes that, as a general rule, legislation is the most effective safeguard of responsible conduct, although in certain areas, additional guidance to staff in the form of voluntary business principles is beneficial in order to ensure that the highest standards are met throughout the organization. Nestlà © is conscious of the fact that the success of a corporation is a reflection of the professionalism, conduct and the responsible attitude of its management and employees. Therefore recruitment of the right people and ongoing training and development are crucial. Nestlà © continues to maintain its commitment to follow and respect all applicable local laws in each of its markets. In Nestlà ©s view, it must be fully integrated in the social, cultural and economic fabric of the countries in which it operates. Thus no matter which country it operates in, it is committed to strengthening local communities. VISION AND STRATEGY The Nestlà © global vision is to be the leading health, wellness, and nutrition company in the world. Nestlà © Pakistan subscribes fully to this vision. In particular, we envision to: Lead a dynamic motivated and professional workforce proud of its heritage and bullish about the future. Meet the nutritional needs of consumers of all age groups from infancy to old age, from nutrition to pleasure, through an innovative portfolio of branded food and beverage products of the highest quality. Deliver shareholder value through profitable long-term growth, while continuing to play a significant and responsible role in the social, economic and environmental sectors of the country. Our brands are the preferred choice in their categories. Consumer insight drives all aspects of our marketing and communication efforts. Our communications to the consumer are relevant, cutting-edge, and adhere to the highest standards of responsible communication. Our company is seen as the No. 1 career destination for talented, motivated and ambitious professionals. Our result-oriented organizational structure ensures effective communication and empowered self-management. Our milk collection and agri services will continue to play the primary role in development of the dairy sector in rural Pakistan. Our proactive innovation and renovation culture is the key to our success in the marketplace. Fully integrated systems (Nestlà © Pakistan, suppliers, customers) ensure efficient business processes. Non-strategic activities and products are outsourced or discontinued. Headquarters: Greenwich, CT, USA Brands: 14 Related to: Nestlà © Waters, Paris, France, a subsidiary of Nestlà ©, S.A., Vevey, Switzerland Products Nestlà © has a wide range of products across a number of markets including coffee (Nescafà ©), bottled water, other beverages, chocolate, ice cream, infant foods, performance and healthcare nutrition, seasonings, frozen and refrigerated foods, confectionery and pet food. Business segments Beverages Milk Products, Nutritional, and Ice Cream Prepared Dishes and Cooking Aides Confectionery Other Food Beverages Pet Care Pharmaceutical Products Nestle Pakistan Milestone In 1912 Nestle begins its long relationship with South Asia when the nestle Anglo-Swiss condensed Milk company starts importing and selling finished products in the Indian market. Nestle makes clear a distinction between strategy and tactics. It gives priority to the long-range view. Long-term thinking defuses many of the conflicts and contentions among groups this applies to employment conditions and relations with employees as well as to the conflicts and opposing interests of the trade and the industry. Of course, ability to focus on long-term considerations is only possible if the company is successful in the struggle for short-term survival. This is why Nestle strives to maintain a satisfactory level of profits every year. Nestlà © describes itself as a food, nutrition, health, and wellness company. Recently they created Nestlà © Nutrition, a global business organization designed to strengthen the focus on their core nutrition business. They believe strengthening their leadership in this market is the key element of their corporate strategy. This market is characterized as one in which the consumers primary motivation for a purchase is the claims made by the product based on nutritional content. In order to reinforce their competitive advantage in this area, Nestlà © created Nestlà © Nutrition as an autonomous global business unit within the organization, and charged it with the operational and profit and loss responsibility for the claim-based business of Infant Nutrition, HealthCare Nutrition, and Performance Nutrition. This unit aims to deliver superior business performance by offering consumers trusted, science based nutrition products and services. The Corporate Wellness Unit was designed to integrate nutritional value-added in their food and beverage businesses. This unit will drive the nutrition, health and wellness organization across all their food and beverage businesses. It encompasses a major communication effort, both internally and externally, and strives to closely align Nestlà ©s scientific and RD expertise with consumer benefits. This unit is responsible for coordinating horizontal, cross-business projects that address current customer concerns as well as anticipating future consumer trends. Nestlà © is a global organization. Knowing this, it is not surprising that international strategy is at the heart of their competitive focus. Nestlà ©s competitive strategies are associated mainly with foreign direct investment in dairy and other food businesses. Nestlà © aims to balance sales between low risk but low growth countries of the developed world and high risk and potentially high growth markets of Africa and Latin America. Nestlà © recognizes the profitability possibilities in these high-risk countries, but pledges not to take unnecessary risks for the sake of growth. This process of hedging keeps growth steady and shareholders happy. When operating in a developed market, Nestlà © strives to grow and gain economies of scale through foreign direct investment in big companies. Recently, Nestlà © licensed the LC1 brand to Mà ¼ller (a large German dairy producer) in Germany and Austria. In the developing markets, Nestlà © grows by manipulating ingredients or processing technology for local conditions, and employ the appropriate brand. For example, in many European countries most chilled dairy products contain sometimes two to three times the fat content of American Nestlà © products and are released under the Sveltesse brand name. Another strategy that has been successful for Nestlà © involves striking strategic partnerships with other large companies. In the early 1990s, Nestlà © entered into an alliance with Coca Cola in ready-to-drink teas and coffees in order to benefit from Coca Colas worldwide bottling system and expertise in prepared beverages. European and American food markets are seen by Nestlà © to be flat and fiercely competitive. Therefore, Nestlà © is setting is sights on new markets and new business for growth. In Asia, Nestlà ©s strategy has been to acquire local companies in order to form a group of autonomous regional managers who know more about the culture of the local markets than Americans or Europeans. Nestlà ©s strong cash flow and comfortable debt-equity ratio leave it with ample muscle for takeovers. Recently, Nestlà © acquired Indofood, Indonesias largest noodle producer. Their focus will be primarily on expanding sales in the Indonesian market, and in time will look to export Indonesian food products to other countries. Nestlà © has employed a wide-area strategy for Asia that involves producing different products in each country to supply the region with a given product from one country. For example, Nestlà © produces soy milk in Indonesia, coffee creamers in Thailand, soybean flour in Singapore, candy in Malaysia, and cereal in the Philippines, all for regional distribution. As a matter of fact a good strategy is not the only necessary prerequisite for operating successfully in foreign markets. In markets of transitory nations or even less developed nations there could be a risk in terms of political instability harming the political economy such as the security of property rights, macroeconomic and cultural uncertainties are as well an issue. To a certain extent environmental changes occur with the notion of endangering the basic strategy. In order to avoid these influences and to counter react on these a company needs the ability of gaining steady learning process which needs ultimately to be implemented with a cross-functional attitude among all functional levels. Flexibility is another distinctive competencies a company must be able to achieve to react as quickly as possible to changing environments. As a consequence, the company must implement mechanisms allowing it to respond to changes in local demand, cultural barriers and political fluctuation. Ethnocentric behaviour must be avoided in any circumstances in order to approach the market in the appropriated way. A company must as well learn to consider decisions under the long-run perspective, because markets can be conquered within short period, but the successful implementation of a strategy needs more time than that. Entering a new market requires some pre-math. The company must estimate the perspectives it has in that new market with regards to threats and opportunities formulating the profile of that country. Basing on this profile the company is able to figure out the strategical approach. One important part of the strategy must be the cultural awareness, which means a company should employ locals in order lower cultural barriers and resentments established by the foreigner. Hence, this results in a better insight and handling of local demand conditions and knowledge about the customer. In order to guarantee flexibility the functional level units must have their own responsibility and must have freedom in decision making, which allows a quick response towards market fluctuations. To relate these statements to this case Nestles business process in Nigeria gives a good example. An entirely new marketing approach, distribution channel and network had to be set up due to changing demands, lacking infrastructure and a lack of security. Nestle managed these threats successfully by understanding the culture and the being aware of the lack of essentials. Joint ventures Nestlà © holds 26.4% of the shares of LOrà ©al, the worlds largest company in cosmetics and beauty. The Laboratoires Inneov is a joint venture in nutritional cosmetics between Nestlà © and LOrà ©al, and Galderma a joint venture in dermatology with LOrà ©al. Others include Cereal Partners Worldwide with General Mills, Beverage Partners Worldwide with Coca-Cola, and Dairy Partners Americas with Fonterra. SWOT analysis Strengths: Nestles LC1 division has many strengths. Their first is that they have a great CEO, Peter Brabeck. Brabeck emphasizes internal growth, meaning he wants to achieve higher volumes by renovating existing products, and innovating new products. Another strength that Nestle has is that they are low cost operators. This allows them to not only beat the competition by producing low cost products, but by also edging ahead with low operating costs. Weaknesses: The main weakness of the LC-1 division of Nestle is that they were not as successful as they thought they would be in France. The launch in France was in 1994, but since the late 1980s, Danone had already entered the market with a health-based yogurt. The second weakness is that LC-1 was positioned as too scientific, and consumers didnt quite understand that LC-1 was a food and not a drug Nestle also has multiple critical resources. They have a great research and development team. Opportunities: An opportunity that Nestle has is that health-based products are becoming more popular in the world, including in the United States. Nestle also has an opportunity of being even a larger market leader in Germany with LC-1. Within two years of launching the product in Germany, they had captured 60% of the market. This was due to the fact that they differentiated the product, and Germans simply preferred the taste. Another opportunity of LC1 is that, because they are a market leader, they can introduce more health-based products in Germany. Threats: A threat to Nestle is the fact that some markets they are entering are already mature. Danone had an established leadership position in the yogurt market in France. Since Danone was the first to arrive in the market, they have always been the market leader there. Also consumers in France liked the taste of LC-1, but researchers believe they did not repurchase the yogurt because they preferred the taste of Danone products better. Another threat to Nestle is that there is intense competition in the United States yogurt market. General Mills Yoplait division is the leader in the yogurt market in the United States. Yoplait has been the leader for years and is constantly innovating new health products. Competitors General Mills has been a strong competitor of Nestle Unilever NV (UN) A Dutch company that produces packaged foods and products for the home and personal care markets. Unilever is one of Nestles largest international competitors. Kraft Foods (KFT) A U.S. company that produces packaged foods products. Kraft is one of Nestles largest U.S. based competitors. On January 19, 2010, Kraft bought Cadbury Schweppes (CSG) for $19.5 billion, creating the largest candy company in the world and strengthening Krafts international presence. Cadbury Schweppes (CSG) is a U.K. company that produces products for the confectionery and non-alcoholic beverages markets; they compete with Nestles beverage and confectionery products internationally and in the U.S. GROUPE DANONE (DA) A French company that produces packaged foods and beverages. Groupe Danone competes with Nestle internationally and in the U.S. Hershey Foods (HSY) A U.S. company that produces chocolate and sugar confectionery products. Hershey Foods competes with Nestles confectionery brands mostly in North America.

How concentration affects the rate of reaction between Hydrochloric Aci

How concentration affects the rate of reaction between Hydrochloric Acid and Sodium Thiosulphate Chemistry Coursework How Concentration Affects a Reaction Aim: The aim of this experiment is to find out how concentration affects the rate of reaction between Hydrochloric Acid and Sodium Thiosulphate. Introduction: This experiment will be carried out by drawing a cross on a piece of paper and mixing hydrochloric acid and sodium thiosulphate together to see if the cross disappears. The concentration of hydrochloric acid would change every reaction to show that concentration effects a reaction. The time in which the cross took to disappear would be recorded as well as the temperature at the start and end of the reaction, the concentration of the hydrochloric acid and the amount of hydrochloric acid and sodium thiosulphate used. Sodium Thiosulphate + Hydrochloric Acid ------------> Sodium Chloride + Water + Sulphur Dioxide + Sulphur Na2S2O3 + 2HCl 2NaCl + H2O + SO2 + S Preliminary Work: The problems that arose whilst doing the preliminary experiment was that the beakers and measuring cylinders were not cleaned out properly and some of the sodium thiosulphate turned cloudy were there was previously hydrochloric acid inside the beaker. The preliminary experiment showed that concentration effects the rate of reaction as well as the temperature does. The higher the concentration of hydrochloric acid, the faster the reaction was because the more particles there were to collide and break old bonds and make new bonds. Also if the temperature was higher the particles would move around faster because they have more energy and would also cause more effective collisions. GRAPH Fair Test: The experiment will ... ... anomalies within the experiment and this may have been caused by the stirring or the timer being started and stopped wrongly. I think that our group had a good method because our results showed what we were trying to find out, which was to test how the change of concentration affects a reaction. To get rid of any anomalies we could have either not stir the mixture or use a machine to stir it at the same speed each time. I think that the procedure that we had used was adequate to test and that it was reasonably reliable. In my prediction I had stated that as the concentration increases, the time taken for a 10% decrease in light intensity would decrease. This is because more particles would be in the higher concentration causing more effective collisions to happen. In future experiments we could increase the range of results as well as having more intermediate values.

Essay --

Shakespeare’s Hamlet (1603) is one of the most popular dramas in world literature, as it examines the intensely passionate, but poisonous ambitions of King Claudius. He murders his own brother, King Hamlet, because he desires his throne, power, and wife. As a result of King Claudius’ fratricide, he inherits the â€Å"primal eldest curse† of the biblical Cain and Abel, and the dispersion of poison lethally ends his relationship with several major characters. This includes, of course, Prince Hamlet, who falls into a suicidal depression over the death of his father whose ghost visits him. This essay will analyze Shakespeare’s trope of poison, embodied by King Claudius. King Hamlet was a magnanimous man, with many different ambitions but before he could successfully complete any of the ambitions, he was the victim of fratricide. Claudius, King Hamlet’s brother poisoned the king in ear while he was sleeping the in the Garden of Eden, he did this so he could be the one to take over the throne. Claudius was very envious of his brother. As he is very alike the Biblical figures Cain and Abel, when...

Book Report: The Other Side Of Truth by Beverley Naidoo Essay

The Other Side of Truth is an historical fiction novel set on a true story. Although all the characters in the book are fictional, three political figures who were real people, are mentioned within it. It is set in around 1996, just after an event that ties in with one of these real people, has come to an end. The story linking the fictional characters together is supposedly set when talk of this real life event has died down. The novel is told in third person and is mainly focused on the thoughts and actions of the main character; a young Nigerian girl named Sade. The Other Side of Truth begins in Lagos, Nigeria with a terrible tragedy. It begins on an ordinary day, Sade and her younger brother Femi are packing their bags for school, and their father, an outspoken Nigerian journalist is getting ready for work. Suddenly: â€Å"A shot. Two shots at the gate in the early morning and a car screeches away down an avenue of palm trees† After the terrible loss of their mother, Sade and Femi find that terror is all around them. Their father decides that they must flee their country to England, and go and stay with their Uncle Dele. At once. Just the two of them. Plans for their journey are promptly arranged and they soon find themselves on the plane to England, under the names of Yemi and Ade, travelling as the children of a Mrs Bankole. But as soon as they arrive in England, Mrs Bankole deserts them and they are left wondering the streets of London on their own. A huge shock comes, when they are unable to locate their Uncle Deli. Together, they tramp round the dusty, dirty London streets, trying to find place to shelter for the night. Their large holdall is stolen and they soon find themselves being taken away by the police, assumed as thieves. When asked their names, they take their mothers surname, so that the police  don’t find out that they are the children of Mr Folarin Solaja, a man whom many Nigerian’s hate, just because he writes the truth. The police soon realise that they are not thieves and the children are handed over to the social workers who fix them up for the night at a Mrs Grahams. The next morning, the social workers begin to inquire about the reason why they were all alone in the centre of London, late last night. Where were their parents? At first the children say nothing, not knowing what to say and what to keep to themselves. After a long struggle, the social workers finally manage to get their names and a little information out of them. It takes a long time, but finally the children are given temporary admission to the country, and the social workers take the children to the home of Mr and Mrs King whom they are to stay with until they find their Uncle or any of their relations. The children start to settle down with the Kings, and they both start school. However problems for Sade are far from over. She is bullied, by two of the girls from school, into stealing from the family of her friend Mariam who is also African. All Sade and her brother want, is for things to be how they were on that morning before the death of their mother. But now, they never know if they will ever see their father, or any of their relations again. The Other Side of Truth is a tragic novel that I found, on the whole is very emotional. The characters are very convincing and memorable. They are described as seen through the eyes of Sade and are very realistic. The author has named the people who play minor parts in the novel, by the action they did, or what they said in the story. For example, all we hear about one character is, † A man in a yellow coat guarded the door. With one hand, he held a mobile telephone up to his ear. With the other he controlled the queue.† This man is not given a proper name, instead the author writes him as ‘Mr Mobile’. The use of this naming technique is used throughout the  book. It is only with the main characters that real names are used. Beverley Naidoo has written the novel in a very vivid style, and it is very easy to picture what is going on at each point in the book in you head. The opening is very strong and will immediately get the reader hooked, as it did for myself. Usually it is the opening of the book that decides whether you are going to read on or not, and in this book a major event happens in the first chapter, which makes you want to find out what happens next. The author uses many very descriptive passages and emotional phrases to really bring you into the book and make you feel that you are there experiencing what Sade and Femi had to. Throughout the novel, Beverley Naidoo has used flashbacks to something that has happened in Sade’s life in the past that relates to the story at that time. It might be something that her mother had said, or something that her father had told her. An example of this from the novel follows: When Sade returns from school on her first day, Aunt Gracie asks her what it was like and Sade replies, † It was fine, thank you.† This was a lie and there is then a flash back to something Sade’s mother had once said: â€Å"Tell a lie, play with fire. But don’t complain of the smoke.† The Other Side of Truth is a novel that will appeal to anyone who enjoys historic books with a bit of an adventure. I think it would mainly appeal to teenagers, but adults who enjoy an easy read may also like it. I really enjoyed reading the book, as there was always something happening and it was fairly easy to understand with not many character names to remember, so I did not get confused. I found it very emotional and very realistic. The novel is very well written and you can really get into and feel that you are there, watching the incidents in the book happen right in front of your eyes.

The Five Essential Characteristics of Project Managers

Week 7– Case Study Tiantian Shi Keiser University Dr. Salas-Amaro Project Management February 23, 2013 Introduction In the case 4-1, Pureswing Golf prefers to promote voluntary and promising engineers to project managers because they are familiar with the company’s philosophy of competitive success and they can run new product projects well. However, because project managers are volunteers, the failure rate of projects is high to 40%. Pureswing Golf has realized this issue and wants to search high-performance managers in more scientific way.This paper focus on the positive personality traits of project managers which can contribute to project success and negative personality traits of project managers which would hamper the effective management of projects. The Five Essential Characteristics of Project Managers 1, Good interpersonal and communication skills The ability of communication is always one of the most important skill for effective management. Project managers need to know how to clearly and accurately present the right information to the right people in the appropriate manner (Rosenhead, 2012).For the external environment, project managers need to be able to explain the needs and decisions to a wide variety of stakeholders (Pinto, 2010). It is also necessary to convince stakeholders to keep focus on project benefits to get more supports. For the internal environment, project managers need to have a good interaction with team members throughout the project implementation process which include talking and listening concerns and potential problems of the project, giving the feedback and coach to team members, motiving team members keeping high-performances (Pinto, 2010).It is good to create an openness and directness communication environment for the project team. Obviously, a bad communicator cannot be a project manager. 2, Team-Building skills Because the team member come from different department of the organization, it is hard to make t hem from a group strangers to a single cohesive unit. Project managers must understand this progress and relevant requirements for the transformation (Rosenhead, 2012).In order to build a motivated team, project managers need to take time to understand each team member’s personality, strengths, and weaknesses (Barry, 2013). Meanwhile, project managers also need to have the ability to handle the conflicts. It is also necessary to provide the substance to hold team members together toward the project goals, such as to praise outstanding team members (Brown, 2012). 3, Leadership abilities Good leadership is commitment to ethical practices (Barry, 2013). Project managers create standards of ethical behavior for themselves and team members.The team living by these standards are responsibilities of project leaders. For example, project leaders should reward team member who exemplify these practices. Leadership based on integrity and a set of values, behavior consistent with values (Brown, 2012). In other words, the project leader earns trust from to do what he/she say. Good leadership requires appropriate reaction to changes (Barry, 2013). There are a lot of uncontrolled factors could affect project implementation. Under any of situation, project managers cannot be panic.A leader should show a positive image to the world and let everyone to see that he/she are not flustered by any sudden changes to the plan. â€Å"Being able to react in the right way and show everyone else that you are still in control is a tremendous attribute for any project manager (Rosenhead, 2012). † 4, Ability to Delegate Tasks Project leaders need have the ability to delegate tasks to team members, especially, there is a huge amount of work that need be done in a limited time (Barry, 2013).Trust is an essential element in the relationship of project leader and team members (Rosenhead, 2012). To delegate tasks to others is an action to prove the trust to team members. Some of pro ject leaders do not want to risk to let somebody else to do a poor-performances job, they almost do everything. However, this is a wrong perspective. The project leader often fail who are unable to trust his/her team members (Barry, 2013). It is important to allow team members to participate project tasks.Project managers have to delegate tasks to right people which depends on the understanding of each individuals’ level of skill or limitations (Brown, 2012). 5, Understanding and appreciation of differences As the word is becoming more global, the workplace is becoming more diverse, project leaders have to learn how to manage projects globally. Sensitively to deal project personnel who are from various ethnic, cultural, religious, and socioeconomic backgrounds is critical to build an effective project team (Barry, 2013).Conclusion The characteristics of project managers have a great influence to the success of a project. How to choose right people to lead a project is critica l or the company. Basically, an effective project managers should have good interpersonal and communication skills, team-Building skills, leadership abilities, tasks distribution ability, and the understanding of multi-culture. References Pinto, K. J. (2010). Project management: Achieving competitive advantage, 2nd ed. Pearson Education Rosenhead, R. (2012).Can the personality traits of a project manager contribute to project success? Retrieved from http://www. ronrosenhead. co. uk/4630/can-the-personality-traits-of-a-project-manager-contribute-to-project-success/ Brown, S. (2012). Factors most critical to the success of a project manage. Retrieved from http://www. brighthubpm. com/resource-management/63002-factors-most-critical-to-the-success-of-a-project-manager/ Barry, R. T. (2013). Top 10 qualities of a project manager. Retrieved from http://www. projectsmart. co. uk/top-10-qualities-project-manager. html

Project on Shree Cement Ltd.

ACKNOWLEDGEMENT I take this opportunity to present my gratitude to all who helped me during the course of the project for their aspiring guidance, invaluably constructive criticism and kind advice throughout the project work. I am sincerely grateful to them for sharing their sincere and revealing views on a number of issues related to the project. I express my heartfelt thanks to Mr. Gopal Tripathi for their support & guidance at SHREE CEMENT LTD. I would also like to thank my project external guide Mr. R. K. Shrivastava and all the people who provided me with the required facilities of working conditions conducive for my project work. PREFACE As we are stepping into the 21st century with the era of modernization & globalization, organizations are seeking to bring continuous improvement and required changes in all fields of activities. One key area is to build a pleasant working environment within the organization and to study the behavior of the employees for the purpose of identifying the scope of improvement in the organizational effectiveness. The main objective of this project is to get the hands on experience of the office and management and various systems and procedures on effective working. INDEX Table of Contents S. No. Contents 1. Acknowledgment 2. Preface 3. Company Profile 4. Vision of the company 5. Research Methodology 6. Objective of Recruitment & Selection 7. Importance of Recruitment & Selection 8. Recruitment – The Challenges 9. Sources of Recruitment 10. Recent Trends in Recruitment 11. Recruitment Policy of Shree Cement Ltd. 12. Selection – The Challenges 13. Selection Process at Shree Cement Ltd. 14. Probation And Confirmation 15. Training and Development 16. Conclusions 17. Bibliography COMPANY PROFILE BACKGROUND:- Over the last decade, a significant change in business environment has caused organizations around the world to transform their business model in order to maintain leadership. This change is hyper-competition – a state that renders traditional competitive advantage unsustainable. Rapid product introductions to battle the pressures of commoditization is impacting organizational bottom line faster than ever before. Shree Cement Ltd. is an energy conscious & environment friendly business organization. Having Nine Directors on its board under the chairmanship of Shri. B. G. Bangur, the policy decisions are taken under the guidance of Shri. H. M. Bangur, Managing Director. Shri. M. K. Singhi, Executive Director of the Company, is looking after all day- to- day affairs. The company is managed by qualified professionals with broad vision who are committed to maintain high standards of quality & leadership to serve the customers to their fullest satisfaction. The board consists of eminent persons with considerable professional expertise in industry and field such as banking, law, marketing & finance. Shree cement a leading cement manufacturer of North India, has been participating in the infrastructure transformation for India for over two decades. It started operation in 1985 and has been growing over since. Its manufacturing units are located in Beawer, Ras in Rajasthan. It also has grinding unit at Khuskera near Gurgaon. It has 3 brands under its portfolio viz. Shree Ultra Jung Rodhak cement, Bangur Cement and Tuff cement. Its record of steady profitability and healthy operating margin was maintain in 2007-08 as well. It registered a growth of 51% in net sales which stood us at rs. 2065. 7 cr in 2007-08. Its net profit increase by 47% to rs. 260. 37 cr. During the year. Shree always strives to sustain it reputation as a respected corporate citizen. Its acknowledges that is operation have multiple impacts on the environment and communities in which it operates. Its business strategies and performance demonstrate a high level of commitment to preservation of environment and soci al development apart from economic success. HISTORY OF COMPANY:- 1979 – The Company was incorporated on 25th October, at Jaipur. The Company was promoted by members of the Bangur family and others. Shree Digvijay Cement Co. Ltd. , Graphite India, Ltd. and Fort Gloster Industries, Ltd. took active part in the promotion of the Company. The Company manufacture's cement & cement products. †¢ To reduce fuel and power consumption, the Company adopted the latest dry process, four stage preheater precalcination technology of clinkerisation and air swept roller mill grinding system for raw material and coal grinding. †¢ The Company entered into agreement with F. L. Smith & Co. A/s Copenhagen, a designer and manufacture of cement plants, its associates F. L. Smith & CIA. Espanola S. A. Madrid and with Larsen & Toubro Ltd. , Mumbai for the supply of plant equipment and services for the proposed project. 1984 – 70 No. of equity shares subscribed for by the signatories to the Memorandum of Association. In Oct. /Nov. 1, 53, 99,930 No. of equity shares issued of which 1, 06, 99,930 shares reserved for firm allotment as follows: †¢ 48,00,000 shares to Shree DigVijay Cemen t Co. Ltd. ; †¢ 11, 00,000 shares each to Graphite India, Ltd. and Fort Gloster Industries, Ltd. And †¢ 36, 99,930 shares to Directors, their friends etc. Including upto 25, 00,000 shares to NRIs With repatriation rights. The balance 47, 00,000 shares offered to the public of which 18, 80,000 shares offered for allotment on preferential basis to Non-Residents. 1985 – Commercial production commenced from 1st May. 1986 – A diesel generating set of 13. 6 MW was installed for captive power generation 1987 – 46, 00,000 shares issued to financial institutions in conversion of loans. 1991 – Production of clinker and cement declined due to a major shut down of the plant for implementation of modernization/renovation/modification work. †¢ The Company undertook to set up a new cement plant of 0. million †¢ TPA capacity in Rajasthan †¢ 7, 96,000 No. of Equity shares issued to financial institution in conversion of loan. 1992 – 36,00,000 shares allotted to FLT Ltd. a wholly owned subsidiary of P. L. Smith & Co. Denmark under financial collaboration agreement. 1993 – The Company undertook a scheme of implementing second stage of its licensed capacity to incr ease its capacity to 3300 tones per day. †¢ The Company issued 21975 – 16% each with equity warrants and these will be converted as per institutional guidelines. †¢ 2, 40,021 shares issued in pursuance of scheme of Amalgamation. 994 – The Company issued 10, 00,000-16% Secured Redeemable NCD of Rs 100 each on private placement basis. †¢ A scheme of amalgamation of an existing leasing and finance Company with the Company was prepared for undertaking leasing activities and other financial services on large scale. †¢ M/s. Mannakrishna Investment, Ltd. is a subsidiary of the Company. 1995 – The Company undertook the implementation of new unit of 124 MT capacities per annum named Raj Cement. †¢ 43,95,000 No. of Equity shares on surrender of detachable optional share warrants attached with 16% unsubscribed non-Convertible Debentures of 100 each. 996 – The Company commissioned its second cement plant – Raj Cement with a capacity of 12. 4 lakh tones per annum in Beawer. †¢ 58, 06,204 rights shares issued (prem. Rs 10 per share) in the prop. 1:5. 1998 – Shree Cement, the Calcutta-based PD-BG Bangur group company, has decided to issue preference shares aggregating Rs 15 crore to mobilize long-term funds. †¢ Shree Cement's expansion in capacity by 12. 4 lakh tones at the new unit in Beawer has made it a leading cement manufacturer in North India. †¢ IC RA has downgraded the rating of the NCD programme of Shree Cement Ltd (SCL) from LAA to LA. The Rs 372-crore 1. 25 million tonne cement plant near Ajmer was commissioned during the year after considerable delay due to an explosion in the electro-static precipitator. †¢ Shree Cements has an installed capacity to produce up to two million tones of cement per annum in Rajasthan and has an equity capital of about Rs. 34 crores. 1999 – The company has been awarded the first prize for energy conservation in 1998 in the cement sector. â⠂¬ ¢ SCL, belonging to the house of Bangur’s, is one of the largest cement manufacturers in North India, having the installed capacity of 2 million tones. Its plants are located in Rajasthan. The new plant was set up at Beawer with the capacity of 1. 24 million tpa in Rajasthan. †¢ Unit I and Unit II of the company receives National Award for ‘Best Electrical Energy Performance' and ‘Best Thermal Energy Performance' in the Cement Industry for the year 2000-01. †¢ Decides to change the Accounting year to April – March each year and accordingly the current year is only for nine months. †¢ Appoints Mr. M K Singhi as the Executive Director of Shree Cements. In pursuance to the IDBI, companies approve for early redemption of privately placed under noted cumulative redeemable preference shares. †¢ Change in Management Structure: Mr. B G Bangur re-appointed as executive chairman and Shri H M Bangur re-appointed as the Managing Director for a period of five years. 2003 – Members approve for the delisting of its shares from 4 stock exchanges of Jaipur, Kolkota, Delhi and Chennai exchanges. †¢ C onfers the Runner up National Safety Award by the Ministry of Labour, GOI, in recognition of outstanding performance in Industrial Safety achieving longest accident free period. Receives permission for delisting of shares from Delhi Stock Exchange. †¢ The company has been conferred National Award for Excellence in Energy Management 2003 instituted by the Confederation of Indian Industry (CII) and Sohrabji Godrej Green Business Centre. †¢ -Delisting of equity shares from Madras Stock Exchange Association Ltd. 2004- Company conferred ‘BEST PRODUCITY AWARD-2003' by the Rajasthan state Productivity Council in recognition of productivity measures and productivity improvements achieved. Rajasthan Chamber of Commerce & Industries, Jaipur presents ‘RCCI Excellence Award' to Shree Cement Ltd in recognition of Overall Best Corporate Governance Practices and Disclosures in Annual Report among all companies having registered office in Rajasthan. †¢ -Delist from The Ca lcutta Stock Exchange Association Ltd (CSE). 2007- Shree Cement Ltd has appointed Shri. Amitabha Ghosh as Director of the Company w. e. f. May 14, 2007. PHILOSOPHY:- †¢ Let noble thoughts come to us from all over the world. – Rig-Veda Shree Cement Ltd is a professionally managed company. The company always believes in complete transparency and discharge of the fiduciary responsibilities which has been assumed by Directors as well as by the Senior Management Executives and/or Staff. Therefore in order to ensure the continuity thereof though, not written but otherwise ingrained, the Board of Directors has approved of the following Code of Conduct for all Directors as well as for the Senior Management Executive and/or personnel and other employees. VISION:- †¢ To sustain its reputation as the most efficient cement manufacturer in the world. †¢ To drive down costs through innovative plant practices. To increase the awareness of superior product quality through a realistic and convincing communication process with consumers. †¢ To strengthen realizations through intelligent brand building. BUSINESS ETHICS:- †¢ Enforce good corporate governance practices. †¢ Inculcate integrity of conduct. †¢ Ensure transparency and credibility in communicatio n. †¢ Remain accountable to all stakeholders. †¢ Encourage socially responsible behavior. [pic] METHODOLOGY The cement industry is marked with a high level of attrition and therefore recruitment process becomes a crucial function of the  organization. At Shree Cement Ltd. , recruitment is  all time high  during May-June and Oct-Nov. The recruitment  is high during these months due to the fact that March and September are half year closing and  business  is high during Jan-Mar. Thus it is only after March that people move out of the  companies. Since my summer training was in the months of May-June, it gave me the opportunity of involving myself directly with  the recruitment  process and analyzing the process so that suitable recommendations can be given. This project is centered on identifying best hiring practices in the  cement industries. It therefore requires great amount of  research  work. The methodology adopted was planned in advance so as to collect data in the most organized way. My area of focus was  the recruitment  and selection n training particularly at Shree Cement Ltd. I was directly involved with  the recruitment  for candidates for the production profile. I was particularly involved with the sourcing of candidates for the regions such as M. P, U. P and Rajasthan. Before any task was undertaken, we were asked to go through the HR policies of Shree Cement Ltd. o that we get a better understanding of the process followed by them. †¢ The first task was to understand the various job profiles for which recruitment was to be done. †¢ The next step was to explore the various job portals to search for suitable candidates for the job profile. †¢ Once the search criteria were put, candidates went through a telephonic interview to validate the information mentioned in their resume. †¢ A candidate matching the desired profile was then lined for the first round of Face to Face interview in their respective cities. Firstly  the candidate  had filled up the personal data form(pdf). †¢ Then the candidates  INTERVIEW EVALUATION SHEET  Ã‚  which is provided by interviewer was crosschecked by the HR team. If they think that  the candidate was good to hire or not. †¢ When a candidate cleared his first round, he is then made to take an  aptitude test. We created the  aptitude test. It the HR department, which has the exclusive rights to assign test, test codes to the candidates. Each code was unique and could be used only once by a candidate. †¢ Once  the candidate  completed his first assessment, his scores were checked. If he cleared his cut-off he was given another test. †¢ Since we received many resumes, it was essential that a  database  be maintained to keep a track. It was convenient method than to  stock  up piles of papers. SCL has their own  database  , They update all the records of the new joinees in that tracker. That database containes all the information of a candidate such as name, contact number, location etc. †¢ The external guide maintained a regular updating of the  database. †¢ Understanding what kinds of  database  are maintained and how they help in keeping a record. They maintaining a track of test codes given, the  database  for employee referrals,  Database  for the resumes received through mails and response of advertisement. RESEARCH  METHODOLOGY Date Source Primary  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : –  Through Personal Interviews Secondary  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   : –  Through Internet, Journals, New s papers and Misc. Sample Area: – Work had done in Beawer regional Office. Sample procedure: – Random sampling. PROJECT SCHEDULE :- First week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : – Training program from the company. Second week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   : – Collecting the primary and secondary data. Third and Fourth week  Ã‚  Ã‚  Ã‚  : – Study Recruitment & Selection Process Fifth week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : – Analysis of Data Collection. Sixth week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : – Final Report preparation and presentation OBJECTIVES OF THE RECRUITMENT AND SELECTION Every task is undertaken with an objective. Without any objective a task is rendered meaningless. The main objectives of this are: †¢ Attract and encourage more and more candidates to apply in the organization. †¢ Create a talent pool of candidates to enable the selection of best candidates for the organization. †¢ Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. IMPORTANCE OF THE RECRUITMENT AND SELECTION †¢ Recruitment is the process which links the employers with the employees. †¢ Increase the pool of job candidates at minimum cost. †¢ Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. †¢ Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. †¢ Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. †¢ Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants RECRUITMENT Recruitment is the discovering of the potential applicants for the actual and anticipated organizational vacancies. This being the critical factor, any organization has to have we ll defined policies & practices aligned with the organization’s mission and vision since it injects fresh blood in the organization. Organizations work hard to find and attract capable applicants. Their methods depend upon the situations since there is no best recruiting technique. However, the job descriptions and specifications are essential tools, especially for the management in large organizations. THE CHALLENGES: ? Attract people with multi-dimensional experiences and skills ? Infuse fresh blood at every level of the organization ? Develop a culture that attracts people to the company ? Locate people whose personalities fit the company’s values ? Devise methodologies for assessing psychological traits ? Induct outsiders with new perspective to lead the company Search for talent globally, and not just within the country ? Design entry pay that competes on quality, and not quantum ? Anticipate and find people for positions that do not exist yet The process of identification of different sources of personnel is known as recruitment. Recruitment is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations Recruitm ent is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations. It is a linking activity that brings together those offering jobs and those seeking jobs. Recruitment refers to the attempt of getting interested applicants and creating a pool of prospective employees so that the management can select the right person for the right job from this pool. Recruitment process precedes the selection process, that is, selection of right candidates for various positions in the organization. PROCESS It is a positive process as it attracts suitable applicants to apply for available jobs. The Process of recruitment: ? Identifies the different sources of labor supply ? Assesses their viability ? Choose the most suitable source or sources Invites applications from the perspective candidates for the vacant jobs. The aims of recruitment are: ? To obtain a pool of suitable candidates for vacant posts ? To use and be seen to use a fair process ? To ensure that all recruitment activities contribute to company goals and a desirable company image ? To conduct recruitment activities in an efficient and cost-effective manner FACTORS AFFECTING RECRUITMENT Ther e are many factors that limit or affect the recruitment policy of an organization. The important factors are: ? Size of the organization and the kinds of human resources required. Effect of past recruitment efforts. ? Nature of Workforce market in the region. ? Working conditions, wages and other benefits offered by other concerns. ? Social and political environment. ? Legal obligations created by various statutes RECRUITMENT POLICY STATEMENT In its recruitment activities, the company will: ? Advertise all vacancies internally, ? Reply to every job applicant without any delay, ? Inform job applicants the basic details and job conditions of every job advertised, ? Process all applications with efficiency and courtesy, ? Seek candidates on the basis of their qualifications, ? Aim to ensure that every person invited for interview will be given a fair and thorough hearing ? The company will not: Discriminate unfairly against potential applicants on the basis of sex, race, religion, caste, etc. ; ? Knowingly make any false or exaggerated claims in its recruitment literature or job advertisements. SOURCES OF RECRUITMENT [pic] The various sources of recruitment are basically grouped into two categories: ? Internal Recruitment (recruitment from within the enterprise) Transfer Promotion Employee referral ? External Recruitment (recruitment from outside) Advertisement Management consultant Educational institute Employment agencies Casual caller E-recruitment Although recruiting may bring to mind employment agencies and classified ads, current employees are often your largest source of recruits. Some surveys even indicated that up to 90% of all management positions are filled internally. Filling open positions with inside candidates has several advantages. Employees see that competence is rewarded and morale and performance may thus be enhanced. Having already been with your firm for some time, inside candidates may be more committed to company goals and less likely to leave. Promotion from within can boost employee commitment and provide managers a longer-term perspective when making business decisions. It may also be safer to promote employees from within, since you're likely to have a more accurate assessment of the person's skills than you would otherwise. Inside candidates may also require less orientation and training than outsiders. Yet promotion from within can also backfire. Employees who apply for jobs and don't get them may become discontented; informing unsuccessful applicants as to why they were rejected and what remedial actions they might take to be more successful in the future is thus essential. Similarly, many employers require managers to post job openings and interview all inside candidates. Yet the manager often knows ahead of time exactly whom he or she wants to hire, and requiring the person to interview a stream of unsuspecting inside candidates is therefore a waste of time for all concerned. Groups may also not be as satisfied when their new boss is appointed from within their own ranks as when he or she is a newcomer; sometimes, for instance, it is difficult for the newly chosen leader to shake off the reputation of being â€Å"one of the gang†. A. INTERNAL RECRUITMENT ? Promotions and Transfers This is a method of filling vacancies from within through transfers and promotions. A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions, etc. , but not necessarily salary. Promotion, on the other hand, involves movement of employee from a lower level position to a higher-level position accompanied by (usually) changes in duties, responsibilities, status and value. Organizations generally prepare badli lists or a central pool of persons from which vacancies can be filled for manual jobs. Such persons are usually passed on to various departments, depending on internal requirements. If a person remains on such rolls for 240 days or more, he gets the status of a permanent employee as per the Industrial Disputes Act and is therefore entitled to all relevant benefits, including provident fund, gratuity, retrenchment compensation. Filling vacancies in higher jobs from within the organization has a benefit of motivating the existing employees. It has a great psychological impact over the employees because a promotion at the higher level may lead to a chain of promotions at lower levels in the organizations. Job Posting Job posting is another way of hiring people from within. In this method, the organization publicizes job openings on bulletin boards, electronic media and similar outlets. One of the important advantages of this method is that it offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company witho ut looking for greener pastures outside. ? Employee Referrals Employee referral means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that â€Å"it takes one to know one†. Employees working in the organization, in this case, are encouraged to recommend the names of their friends working in other organizations for a possible vacancy in the near future. In fact, this has become a popular way of recruiting people in the highly competitive Information Technology industry nowadays. Companies offer rich rewards also to employees whose recommendations are accepted – after the routine screening and examining process is over – and job offers extended to the suggested candidates. As a goodwill gesture, companies also consider the names recommended by unions from time to time. POSSIBLE BENEFITS AND COSTS OF EMPLOYEE REFERRALS ? Recommender gives a realistic picture about the job. The applicant can weigh the pros and cons carefully before handing over the CV The applicant is more likely to accept an offer if one is made and once employed, to have a higher job survival. ? It's an excellent means of locating potential employees in those hard-to-fill positions. The recommender earns a reward and the company can avoid expensive recruiting search – in case the candidate gets selected. Recommenders may confuse friendship with job competence. Factors such as bias, nepotism, and eagerness to see their friends in the company may come in the way of hiring a suitable candidate. ADVANTAGES OF USING INTERNAL SOURCES Filling vacancies in higher jobs within the organization or through internal transfers has various advantages such as: ? Employees are motivated to impro ve their performance. ? Moral of the employees is increased. ? Industrial peace prevails in the enterprise because of promotional avenues. ? Filling of jobs internally is cheaper as compared to getting candidates from external sources. A promotion at higher levels my led to a chain of promotion at lower levels in the organization. This motivates employees to improve their performance through learning and practice. ? Transfer or job rotation is a tool of training the employees to prepare them for higher jobs. ? Transfer has the benefit of shifting workforce from the surplus departments to those where there is shortage of staff. DRAWBACKS OF INTERNAL SOURCES Internal sources of recruitment have certain drawbacks such as: ? When vacancies are filled through internal promotions, the scope for fresh talent is reduced. The employees may become lethargic if they are sure of time bound promotions. ? The spirit of competition among the employees may be hampered. ? Frequent transfers of emplo yees may reduce the overall productivity of the organization. EXTERNAL SOURCES Every enterprise has to tap external sources for various positions. Running enterprises have to recruit employees from outside for filling the positions whose specifications cannot be met by the present employees and for meeting the additional requirements of manpower. Companies commonly use the following external sources of recruitment: Media Advertisements: Advertisements in newspapers or trade and professional journals are generally used. The advantage of advertising is that more information about the organization, job description and job specifications can be given in advertisements to allow self screening by the prospective candidates. ? Management Consultants: Management consultancy firm helps the organizations to recruit technical, professional and managerial personnel. They used to specialize in middle level and top-level executive, but today they even help firms in recruiting fresh graduates & po stgraduates in the industry. Educational Institutes: Educational institutes at all levels offer opportunities for recruiting recent graduates. Most educational institutes operate placement services where prospective employers can review credentials and interview graduates. ? Recommendations: One of the best sources for individuals who perform effectively on the job is recommendation for the current employee. An employee will rarely recommend someone unless he or she believes that the individual can perform adequately. The recommended often gives applicants more realistic information about the job than any other source. Casual Callers : The organizations that are regarded as good employers draw a steady stream of unsolicited applicants in their offices. This serves as a valuable source of manpower. The merit of this source of recruitment is that it avoids the costs of recruiting workforce from other sources. ADVANTAGES OF USING EXTERNAL SOURCES The merits of external sources of recru itment are: ? Qualified Personnel: By using external sources of recruitment, the management can make qualified and trained people to apply for vacant jobs in the organization. ? Wider Choice: When vacancies are advertised widely, a large number of applicants from outside the organization apply. The management has a wider choice while selecting the people for employment. ? Fresh Talent: The insiders may have limited talents. External Sources facilitate infusion of fresh blood with new ideas into the enterprise. This will improve the overall working of the enterprise. ? Competitive Spirit: If a company can tap external sources, the existing staff will have to compete with the outsiders. They will work harder to show better performance. DRAWBACKS OF EXTERNAL SOURCES The demerits of filling vacancies from external sources of recruitment are: Dissatisfaction among Existing Staff: External recruitment may lead to dissatisfaction and frustration among existing employees. They may feel that their chances of promotion are reduced. ? Lengthy Process: Recruitment from outside takes long time. The business has to notify the vacancies and wait for applications to initiate the selection process. ? Uncertain Response: Here candidates from outside may not be suitable for the enterprise. There is no guarantee that the enterprise will be able to attract right kind of people from external sources. OTHER SOURSES In the search for particular types of applicants, nontraditional sources should be considered. For example, Employ the Handicapped associations can be a source of highly motivated workers; a forty-plus club can be an excellent source of mature and experienced workers etc. Recruiting Sources Used by Skill and Level SKILL/LEVEL RECRUITING SOURCE Unskilled, Semiskilled & Skilled Informal Contacts Walk-ins Public Employment Agencies Professional Employees Informal Contacts Internal Search Managerial Level Walk-ins Private Employment Agencies Public Employment Agencies RECENT TRENDS IN RECRUITMENT ? Outsourcing Under this arrangement company may draw the required personnel from the outsourcing firms or agencies or commission basis rather than offering them employment. This is also called leasing of human resources. The outsourcing irms develop their human resource pools by employing people for them and make available the personnel to various companies (called clients) as per their needs. The outsourcing firms get payment for their services to their clients and give salary directly to the personnel. The personnel deputed by the outsourcing agencies with the clients are not the employees of the clients. They continue to be on the payroll of their employees, that is, the outsourcing agencies. Several outsourcing companies or agenc ies have come up which supply human resources of various categories to their clients. A company in need of employees of certain categories can approach an outsourcing company and avail the services of it human resources. The advantages of getting human resources through the outsourcing agencies are: 1. The companies need not plan for human resources much in advance. They can get human resources on lease basis from an outsourcing agency. 2. The companies are free from industrial relations problems as human resources take on lease are not their employees. 3. The companies can dispense with this category of employees immediately after the work is over. ? Poaching or Raiding Poaching means employing a competent and experienced person already working in another reputed company, which might be a rival in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. Whatever may be the means used to raid rival firms for potential candidates, it is often seen as an unethical practice and not openly talked about. In fact, raiding has become a challenge for human resource managers of modern organization. ? Website or e-Recruitment Many big organizations use Internet as a source of recruitment. They advertise the job vacancies through the worldwide web (www). The job seekers send their applications or Curriculum Vitae, CV; through e-mail using Internet, which can be drawn by the prospective employer depending upon their requirements. RECRUITMENT POLICY OF SHREE CEMENT LTD. OBJECTIVE: ? To accomplish the company to plan its manpower requirements in order to meet the organizational objectives and needs. ? To obtain and retain the right human resource material of appropriate skills, knowledge, aptitude and merit which will enable the company to grow and develop into a premier consultancy organization. MODES OF SOURCING: Internal sourcing is more widely used in practice as compared to external sourcing. Except in the lowermost grades, where direct recruitment is unavoidable, there is no specific quota for recruitment from outside. The company provides opportunity for its employees to grow from within the organization by acquiring the necessary qualification, skills, knowledge and training. Even so the company recruits from the open market to positions for which suitable candidates are not available either internally or on deputation from the other organizations like the Indian Railways etc according to job requirements. Deputation: The very nature of the business of the company requires that it should staff the organization with the experienced personnel from the Indian Railways or public undertakings in respect of a number of positions. The terms and conditions of deputation of employees to Naukri. com are decided in accordance with the rules of the central government and in consultation with the parent organization in case of the others. Re-Employment & Appointment Of The Consultants: In respect of certain special jobs requiring services of retired officers and staff of government or Naukri. om, the company may re-employ suitable persons belonging to this category for specified periods, subject to such re-employment being in accordance with the government’s and/or the company’s policy and orders. In order to meet the specific job requirements of limited duration which cannot be handled by the company’s regular staff for want of expertise or shortage of manpower and with the sp ecific approval of the director/ managing director/ board of directors, the company may appoint consultants/ advisors on the basis of the guidelines laid down by the board of directors / Railway board. Employment Exchanges: The recruitment to the posts up to the pay level of Rs 8000/ or other equivalent level are made through the employment exchanges ( compulsory notification of vacancies) Act, 1956 while considering the candidates recommended by the employment exchange personnel engaged on casual / temporary / ad-hoc/ contractual basis are also considered. Advertisement: The advertisement for a vacancy is drafted in consultation with the concerned departmental head, as and when it is to be released. The advertisement should indicate the job title, qualification experience, age limit and other salient aspects of the job and also the pay scale, allowances and the benefits afforded by the company. The planned advertisements are generally released in the national dailies, but depending upon the location, they are also released in regional / local dailies. Example of advertisement |Example of Job Advertisement | |Junior marketing manager | |Our company is a modern fast growing young business. We are expanding sales to India a bid to | |catch new opportunities for cement sales there. We have many branches to our business nation wide | |and have built up a good reputation within our field of trade. | |We are looking for a dynamic, confident person who is willing to travel and work on his/her own | |behalf. You will need excellent communication skills and diplomatic views and be able to project | |yourself clearly and politely in a positive manor. | |You must have been in an executive sales position previously and have had at least 0-3 years | |selling experience. Preferably in cement sales, candidate must MBA/PGDM marketing qualified. | |The job involves extensive travel around north India with  sales meeting to be held every 2 months. | | | |Salary is 200000-300000 per annum. T. A. AND HOLIDAY ALLOWANCES. Training will be given. | |Apply in writing To; shree cement Ltd. Bangur nagar beawar Ajmer (Raj. ) | |  Closing date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. | Campus Recruitment: Campus recruitment is carried out from time to time to induct fresh talent in the organization from selected institutes. Recruitment for the posts of engineers is also made through campus interviews to meet the urgent requirements of the company. Institutes: Well established technical institutes and engineering colleges are selected by the competent authority are chosen and an association is maintained on a long-term basis. Process: ? Campus visits: visits are scheduled to the technical institutions and engineering colleges during the placement season. Teams of senior officers are deputed to these institutes and colleges for campus recruitment. ? Such of the applicants so screened as per the laid down criteria and found qualified are being called for appearing in the written test or interview to be conducted by the nominated selection board. ? All such recruits are required to serve the companies for a minimum period of three years. They are also required to execute a bond of Rs one lac in this regard and submit one surety. SELECTION PROCESS THE CHALLENGES: ? Selection is a critical process ? Locating The Right Person Requires a huge investment of money to get right types of people. ? Structure of Selection Process that helps companies to test for fit ? Employment Tests to rightly judge the capabilities of candidates ? Selecting people who possess the ability and qualifications to perform the jobs. Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The process of selection leads to employment of persons who possess the ability and qualifications to perform the jobs, which have fallen vacant in an organization. The process of selection divides the candidates for employment into two categories, namely, those who will be offered employment and those who will not be. The basic purpose of the selection process is to choose right type of candidates to man various positions in the organization. In order to achieve this purpose, a well-organized selection procedure involves many steps and at each step, unsuitable candidates are rejected. Both recruitment and selection are the two phases of the employment process. Recruitment being the first phase envisages taking decisions on the choice of tapping the sources of workforce supply. Selection is the second phase, which involves giving various types of test to the candidates and interviewing them in order to select the suitable candidates only. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a huge investment of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money. Therefore it is essential to devise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection. The benefits of selecting right kind of people for various jobs are as follows: ? Proper selection and placement of personnel go a long way towards building up a stable workforce. It will keep the rates of employee turnover low. ? Competent employees show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction & in turn result into a part of a contended workforce for the organization People involved in the selection process are: †¢ HR Department †¢ Respective department head. †¢ Respective divisional head. What Selection Is All About? All selection activities, from the initial screening interview to the physical examination if required, exist for the purpose of making effective selection decisions. Each activity is a step in the process that forms predictive exercise-managerial decision makers seeking to predict which job applicants will be successful if hired. In actuality, the selection process represents an effort to balance the objectives of evaluating and attracting. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a huge investment of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money. Therefore it is essential to devise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection. The benefits of selecting right kind of people for various jobs are as follows: ? Proper selection and placement of personnel go a long way towards building up a stable workforce. It will keep the rates of employee turnover low. ? Competent employees show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction & in turn result into a part of a contended workforce for the organization. SELECTION PROCESS COMPRISES OF THE FOLLOWING STEPS: 1. Receipt of Applications: It is the first step in the process of selection process. The application form gives preliminary information about the candidate and assists the interviewer in formulating the questions to obtain more information about the candidate. 2. Scrutiny of Application: All those who have applied for the job may not be suitable for it so the HR department carries out a proper scrutiny of applications to select the candidates to be called for preliminary interview. 3. Preliminary Interview by HR Department: The HR department takes this interview. The candidates are asked about their qualifications, experience, interest, residence, age etc. Those whose qualification and does not match are rejected. . Interview taken by the person from the particular department: here they ask about the work experience; why he/she left the earlier job, ask about his/her background etc. The interviewer matches the job specification, qualification, ability to work under stress etc. At this level rejection are made if the interviewer does not find the candidate suitable fo r the job. 5. Interview by HR and Department Head: At this level, the HR & department head, both take interview of the selected candidates to know more about them. It is a very friendly conversation with them including specialized questions. The HR head tell the interviewee about the company, its mission, objectives and responsibilities of the job, which have applied for, salary, compensation, etc. 6. Placement and Orientation: Orientation and placement of Naukri. com covers the activities involved in introducing the new employees to the organization and to his or her work unit. It familiarize new employee with the ’s objectives, history, procedures, and rules, communicate relevant personnel policies such as hours of work, pay procedures, overtime requirements, provide a tour of the company’s physical facilities and introduce him to his superior and co-workers. SELECTION PROCESS AT SCL ? Receiving Applications Whenever there is a vacancy, it is advertised or enquiries are made from the suitable sources, and applications are received from the candidates. ? Screening of Application: All the applicants received in response to recruitment notification are scrutinized for the purpose of screening and short-listing the candidates who should be called for the selection. The company restricts selection to the more meritorious of the applicants through an appropriate process of initial screening. ? Selection Committee: Selection committee is constituted under the orders of the managing director or any other officer to whom the power to constitute such committees for the purpose of conducting the written tests and/ or interviews. The selection committee decides the actual scheme of the tests/ interview depending upon the requirements of the job for which recruitment is made. ? Selection Employment Interview: A minimum of 60% marks in the aggregate and also in the performance at the written test and interview is required to enable the candidates to be finally selected. The selection committee recommends the panel of successful candidates in order to the Board of directors as the case may be for employment. The main purposes of an employment interview are: – To find out the suitability of the candidate, – To seek more information about the candidate, and – To give candidate accurate picture of a job with details of term & conditions and some idea of organization’s policies. Employment Interview may consist of number of rounds of interview with various interviewers ? Checking References A referee is potentially an important source of information about a candidate’s ability and personality if he/she holds a responsible position in some organization or has been an employer of the candidate ? Medical Checkup: An important part of the selection process is also to ensure the employee is free from all kind of diseases that can hamper his work. For this purpose, every short listed candidate goes through a medical check-up to ensure his physical fitness. The pre-employment physical examination or medical test of a candidate is an important step in the selection procedure. Medical examination as part of selection procedure depends entirely upon the kind of jobs to be offered to the candidates. For instance some industries do not take up medical examinations of the candidates at all. ? Letter Of Appointment: After the candidate has cleared all the hurdles in the selection procedure, he/se is formally appointed by issuing an appointment letter by concluding with him/her a service agreement. Generally in all organizations, the candidates are not appointed on permanent basis because it is better to try them for few months on the job itself. Thus all candidates have a probation period & candidates are expected to show their worth during the probation period to get permanent employment in the particular organization. CLASSIFICATION OF EMPLOYMENT TESTS & INTERVIEWS Employment Tests ? Intelligence Tests: These tests are used to judge the mental capacity of the applicants. They measure the individual learning abilities, i. e. , the ability to catch or understand instructions and also ability to make decision and judgment. These tests are used in the selection of personnel for almost every kind of job from the unskilled to the skilled one. Aptitude Tests: Aptitude means the potential that an individual has for learning and skills required to a job efficiently. They measure an applicant’s capacity and his potential for development. ? Proficiency Tests: Proficiency Tests are those, which are designed to measure the skills already acquired by the individuals. A proficiency test takes a sample of individual’s behavi or, which is designed as replica of the actual work situation. ? Interest Tests: Interest tests identify patterns of interest that is areas in which the individual shows special concern, fascination & involvement. These tests will suggest what types of jobs may be satisfying to the employees. ? Personality Tests: Personality test probes the qualities of the personality as a whole, the combination of aptitude, interest and usual mood & temperament. Employment Interviews The nature of employment interviews varies from firm to firm. It may be conducted in the following forms: ? Patterned or Structured Interview: In this interview, a series of questions, which can illuminate the significant aspects of the applicant’s background, are standardized in advance. During the interview, the standardized questions are asked as they are written; the order may vary but not the phrasing of the questions. ? Unstructured or Non-directed Interview: The interviewer does not ask direct & specific questions. He/she creates an atmosphere in which the candidate feels free to talk on the subject selected by the interviewer. ? Preliminary or Background information Interview: This type of interview is conducted when the history of the applicant has to be known in terms of his experience, education, health, interest & so on. It is more or less a preliminary interview. ? Stress Interview: The applicant is intentionally put under a stress by interrupting him, criticizing his/her viewpoint and keeping silent after he has finished speaking. ? Group Interview: It is an interview of a number of applicants in a group. The interviewers can see reactions of the applicants in dealing with each other. It is used where it is essential to know how the candidates behave in a group. PROBATION AND CONFIRMATION PROBATION PERIOD: All initial appointments in the company as a result of direct recruitment in accordance with the rules (except those of a temporary, ad-hoc, casual or contractual nature and those on foreign service or deputation terms from govt. or other undertakings) are on probation for a period of one year. During the period of probation, an employee is liable to be discharged from the service of the company without assigning any reason at the sole direction of the management. The period of the probation may be extended or curtailed in the individual cases by the competent authority on the merits of each case. During the period of probation, the employees are required to undergo such training as is called by the requirements of their jobs. Successful completion of the probation and the prescribed training course will make the employee eligible for regularization and confirmation in the company’s employment. CONFIRMATION: The personnel division screens the probationers in an appropriate manner and obtains and notifies the approval of the competent authority for the regularization/ confirmation of individual direct recruits. | | | | | |SERIAL NO. |ACTIVITY/ PROCEDURE | | | | |1. Technical scrutiny of applications | | | | |2. |Approval for calling eligible candidates for written tests and interviews | | | | |3. |Dispatch of call letters | | | | |4. Selection of candidates called for interview | | | | |5. |Medical check-up | | | | |6. Dispatch of appointment letters | | | | |7. |Joining at | TRAINING – A TOOL FOR SUCCESS We know that successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action. Training and development constitute an ongoing process in any organization. This chapter is devoted to a detailed discussion on the nature and process of training and development in a typical industrial establishment. Training could be compared to this metaphor – if I miss one meal in a day, then I will starve to death. The survival of the organization requires development throughout the ranks in order to survive, while training makes the organization more effective and efficient in its day-to-day operations. As a brief review of terms, training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future. Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. † Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. Training is the hallmark of good management. Today tec hnical training is no longer enough, employees also need skills in the team building, decision making and communication. As competition demands better service, employees increasingly require customer service training. Competent employees do not remain competent forever. Due to the ever-changing business environment and market conditions, their skills become obsolete. Thus organizations spend billions of rupees on their training programs so as to upgrade the skills and knowledge of their employees in order to have an edge over its competitors and to gain profits. Training programs are directed towards improving job performance of the employees. Intensified competition, technological changes and the need for improved productivity are motivating the management to increase their expenditure on training. People at all levels in the organization need to undergo training to be able to deliver the best results. Training, Development, and Education HRD programs are divided into three main categories: Training, Development, and Education. Although some organizations lump all learning under â€Å"Training† or â€Å"Training and Development,† dividing it into three distinct categories makes the desired goals and objects more meaningful and precise. Training is the acquisition of technology, which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace. Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks. We can test them on what they learned while in training, but we cannot be fully satisfied with the evaluation until we see how well they perform their new jobs. Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the forefront of what many now call the Learning Organization. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function. EMPLOYEE TRAINING For the new employees, on-the-job training is given. The new employees are being exposed to the practical job under the guidance of the old co- worker and its immediate superior. Training and output go hand in hand. For the existing employees, a workshop is conducted to make them aware of the new technology or new system to be used. In that workshop they are taught how to use the new machine (if introduced), they are told about the benefits of using the new technology etc. Also they follow is cross training, when implemented horizontally, upward and downward. Department heads, assistants and employees can cross-train either within the department or in different departments. With support, employees can have a day's training in the role of department heads (â€Å"King for the Day†). A department head can take a General Manager's role in his absence. It is a part of their yearly training and covers all positions and departments. Beginning with the supervisory level it must filter down to entry-level positions. This technique achieves the following objectives:    ? Prevents stagnation ? Offers learning and opportunities for professional development ? Rejuvenates all departments ? Improves understanding of different departments and the company as a whole ? Leads to better coordination and teamwork ? Erases differences, antagonism and unhealthy competition ? Increases knowledge, know-how, skills and work performance ? Improves overall motivation ? Enables sharing of organisational goals and objectives CONCEPT OF TRAINING MEANING: Training & development refers to the imparting of specific skills, abilities and knowledge to an employee. Development refers to those learning opportunities designed to help the employees. Development is not primary skill oriented. Instead, it provides general knowledge and attitudes that will be helpful to employees in higher positions. TRAINING & DEVELOPMENT NEED: Training Need = Standard Performance – Actual Performance INPUTS IN TRAINING & DEVELOPMENT: 1. Skills 2. Education 3. Development 4. Ethics 5. Attitudinal changes ? Skills: A worker needs skills to operate machines and other equipments with the least damage and scrap. Employees, particularly supervisors and executives, need interpersonal skills popularly known as the people skills. ? Education: The purpose of the education is to teach the theoretical concepts and develop a sense off reasoning and development. Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks. We can test them on what they learned while in training, but we cannot be fully satisfied with the evaluation until we see how well they perform their new jobs. ? Development: Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the forefront of what many now call the Learning Organization. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function. ? Ethics: There is a need for imparting greater ethical organization to a training development program. There is no denial of the fact that the ethics are largely ignored in businesses. ? Attitudinal changes: Attitudes represent feeling and beliefs of individuals towards others. The negative attitudes of the employees must be changed through training and development programs. IMPORTANCE OF TRAINING AND DEVELOPMENT Training and development is of vital importance in the success of any organization 1. Training provides greater stability, flexibility and capacity for growth in an organization 2. Scrap and damages to machinery and equipment can be avoided or minimized through training. 3. Training serves as an efficient source of recruitment. 4. Training is an investment in HR with a promise of better returns in future. Training and development programs, as was pointed out earlier, help remove performance deficiencies in employees. This is particularly true when – The deficiency is caused by a lack of ability rather than a lack of motivation to perform, †¢ The individuals involved have the aptitude and motivation need to learn to do the job better, and †¢ Supervisors and peers are supportive of the desired behaviors. There is greater stability, flexibility and capacity for growth in an organization. Training contributes to employs contribute t o the stay with the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations. All rounder can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits form year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise? Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well. Future needs of employees will be met through training and development programs. Organizations take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future. THE PURPOSE OF T