Are Parents the Best Teachers? :: Economics

Do you agree or disagree with the following educational activity? P arnts be thebest teachers. Use specific reasons and examples to support youranswer.Parents are the best teachers because of the amount of influence they deplete over us, the amount of time we spend with them, and the ethicsthey teach us. I agree with parents are the best teachers.In general, children must learn many things such as the way to treatpeople, to be well-bred and be respect, living skill, table manners,basic positive ideas toward things, what should be done or othersshould not be done, or others else that children do necessarily havein daily life. Also in terms of parents religion, their belief, andalso political status as well, any thing that related to personal lifeare machine-accessible with parents closely. Parents who can influence children even more then teachers. Becausethe amount of time that spend with parents is much more then anyothers. By talking to them, by setting an example, and unconsc iously,parents behaviors and thoughts influence them a lot, they are thebest models for children, however, its because children in childhoodare the most period that can be easily influenced, no matter they showthem for purpose or children learn by themselves. Children observe howtheir parents treat people, how to handle things happened besides themand then learn it gradually.It can simply take out why lots of tragedies or some negative thingsnews always happened from those people who dont have complete familybackground or their parents are not good people. Because their parentsdidnt teach them well and their parents affect them incorrectly. Ibelieve that I influenced by my parents deeply as well. I can have myown idea, but according to them, I know lots of things positively, tobe polite and be honest, and ethic value toward many things, evenaccustom doing things and my hobbies are connected with them. Theyintroduced me to a correct way and to be a good person.

To Create a Better World :: College Admissions Essays

To Create a Better World When you work for peace or any different horizon of social alter, on that point are often hardships to overcome. You essential believe deeply that what you are doing is right, or else you may become discouraged and give up. I soak up found that there are no easy solutions to problems involving social change. When you commit yourself to creating a better world, you are most likely committing yourself to a flavortime of effort. To succeed, you must be willing to persevere in your efforts and you must keep a positive, hopeful attitude. In this work, it is often unclear who you are reaching or whether change is occurring. Thus, you must trust that your work for a better world matters. Sometimes change is occurring under the surface as a result of many undivided actions, and suddenly the results become clear as in the cases of the fall of the Berlin Wall, the break-up of the former Soviet Union and the end of apartheid in South Africa. The most reward ing life is one in which there is a major element of serving others. Many people find a way to do this in their lives. Of course, there are many ways in which an individual can be of service to others. Some of the biggest problems at the global level, though, go largely unaddressed by most of us, and I think this is an area where young people can make important contributions. We prolong many global problems, but we are absentminded global institutions powerful enough to effectively address such problems as global terrorism, human rights abuses, global warming, the ozone layer, pollution of the oceans and rivers, arms trade, child soldiers, war, the weaponization of space, and nuclear and other weapons of mass destruction. Finding a way to participate in solving these and other global problems is one of the great challenges of our time. Global problems require global solutions. They likewise require World Citizens who identify with and give their loyalty to humanity and the web of life. Patriotism takes on forward-looking dimensions and becomes Humatriotism, loyalty to humankind. To change the world requires a new kind of thinking and new loyalties that transcend the nation-state. These viewpoints may put one at odds with some segments of society, but if some individuals do not have the vision and the courage to venture beyond the borders of conformity then change will never occur.

Biology :: Biology

Biology is the science of living systems. It is inherently interdisciplinary, requiring knowledge of the physical sciences and mathematics, although specialities may be oriented toward a congregation oforganisms or a level of organization. BOTANY isconcerned with plant life, ZOOLOGY with animallife, algology with ALGAE, MYCOLOGY withfungi, MICROBIOLOGY with microorganismssuch as protozoa and bacteria, CYTOLOGY withCELLS, and so on. All biological specialties,however, argon concerned with life and itscharacteristics. These characteristics includecellular organization, METABOLISM, responseto stimuli, development and growth, andreproduction. Furthermore, the informationneeded to control the expression of suchcharacteristics is contained within each organism.FUNDAMENTAL DISCIPLINES vitality is dividedinto many levels of organization--atoms,molecules, cells, tissues, organs, organ systems,organisms, and populations. The basic disciplinesof biology may study life at one or more of these levels. Taxonomy attempts to arrange organisms in immanent groups based on common features. It isconcerned with the identification, naming, andclassification of organisms. The seven majortaxonomic categories, or taxa, employ inclassification are kingdom, phylum, class, order,family, genus, and species. Early systems usedonly two kingdoms, plant and animal, whereasmost modern systems use five MONERA(BACTERIA and BLUE-GREEN ALGAE),PROTISTA (PROTOZOA and the otherALGAE), FUNGI, PLANT, and ANIMAL. Thediscipline of ECOLOGY is concerned with theinterrelationships of organisms, twain amongthemselves and between them and theirenvironment. Studies of the energy flow throughcommunities of organisms and of the environment(the ecosystem approach) are especially valuablein assessing the effects of human activities. Anecologist must be knowledgeable in otherdisciplines of biology. Organisms respond tostimuli from other organisms and from theenvironment behaviorists are concerned withthese respo nses. Most of them study animals--asindividuals, groups, or entire species--in describingANIMAL BEHAVIOR patterns. These patternsinclude ANIMAL MIGRATION, causa andmating, social organization, TERRITORIALITY,INSTINCT, and learning. When humans areincluded, biology overlaps with psychology andsociology. Growth and orientation responses ofplants can also be studied in the discipline ofbehavior, although they are traditionallyconsidered as belonging under development andPHYSIOLOGY, respectively. Descriptive andcomparative EMBRYOLOGY are the classicareas of DEVELOPMENT studies, althoughpostembryological development, particularly theaging process, is also examined. The biochemicaland biophysical mechanisms that control dominiondevelopment are of particular interest when theyare related to birth defects, cancer, and otherabnormalities. Inheritance of physical andbiochemical characteristics, and the variations thatappear from generation to generation, are the ecumenical subjects of GENET ICS. The emphasismay be on improving domestic plants and animalsthrough controlled breeding, or it may be on themore fundamental questions of molecular andcellular mechanisms of HEREDITY. A branch ofbiology growing in importance since the 1940s,molecular biology essentially developed out ofgenetics and biochemistry. It seeks to explainbiological events by studying the molecules within

The History of Computers :: Computers Technology Technological Essays

The History of Computers From ill-mannered abaci to lab tops and calculators, the reckoner has evolved through succession to become the essential part of our technocratic society. The development of the computer has shaped the way technology and science is viewed in different cultures around the world. The connotation of what a computer is nowadays brings to mind a monitor, keyboard, processor and its other electronic components however, that is not how things have always been. From the Chinese victimization abaci to count, to the Druids usage of stones to follow the seasonal changes, to the Europeans using Pascalines and calculators to work out mathematical problems the concept of the computer has been around for hundreds of years (Hoyle). Therefore, the history of computers is important to observe not only for the influence it brought to our culture, but the emanation it has made through time. The history of modern computers has been influenced by the earlier advancement of primordial technology. The abacus developed in circa 500 B.C for example, used pebbles, rocks, beads, or shells to keep dock of the counters numbers. Furthermore, the abacus was mans first attempt at automating the counting process (Hoyle). In addition, the Pascaline, invented and built by a French philosopher and mathematician Blaise Pascal, was the first mathematical adding auto (Long 54). The Pascaline was a gear-driven machine that all(prenominal)owed the user to calculate answers without doing arithmetic (Hoyle). In addition to the abacus and the Pascaline, Babbages Folly, also known as the difference machine, hastened the development of computers. and advanced the state of computational hardware (Long 55). This engine, designed by the Cambridge professor Charles Babbage, could do any of the basic functions of mathematics adding, subtracting, multiplying, and division in series at a rate of 60 additions per minute (55) could all be accomplished wi th minimal effort. All of these ideas and concepts helped pave the way for innovators to design what we now view as the modern-day computer. It took certain people to utilize these primitive forms of computing data to create real technologically advanced machines. Such a person, for example, was the professor Dr.

Business Plan for Concentric Network Corporation :: Business Management Web Hosting Essays

Business Plan for Concentric mesh Corporation Concentric Network Corporation provides nail down, easy-to-use Internet business solutions for small to medium-sized companies and customized Virtual Private Network and data center services for large organizations. Concentrics portfolio of services for small to medium-sized companies includes high-speed DSL access, Web hosting and e-commerce. For larger organizations, the company offers dedicated Web hosting services and VPN solutions that modify an organization to securely and reliably communicate with its offices, mobile sales force, business partners, vendors and customers. Concentric offers a comprehensive portfolio of Web hosting and e-services for small and medium-sized businesses, as well as high capacity data center solutions for larger enterprises or Internet-centric companies. Concentric Web Solutions make it easy to do business on the Web and ar engineered to grow with customers businesses as they expand. The C oncentricHost portfolio includes highly reliable Web hosting, e-commerce, domain parking and e-mail services for individuals and small to medium-sized businesses with services based on sh ared or dedicated NT and UNIX servers. The ConcentricHost line includes EasySite, the first template-driven Web site builder that comes sweep through with content, graphics and colors and enables customers to build a site with no HTML or Web design experience. Sites built with EasySite can also be easily upgraded to a full e-commerce store. Concentric for Small Business Server is a complete suite of Internet access and hosting services for Microsoft BackOffice Small Business Server customers. ConcentricCenter includes reliable and high-performance dedicated hosting, distributed server hosting, e-commerce and data center services for larger enterprises and Internet-centric companies. Concentrics Peak Protection service is ideal for companies that do not want to rely on a single hosting provider, In ternet Service Provider, or an internecine data center for hosting and data center services. The service intelligently balances traffic between Concentric hosting centers and other server locations while providing fail-over insurance. Concentric also offers complete programs for resellers from small Web developers to large telecommunication companies looking to resell co-branded or completely private labeled hosting and e-commerce services. Access Services Concentric offers a full-range of high-speed dedicated access services to connect multiple, dispersed network sites, providing Internet, intranet and LAN access across a VPN. Most of these services have latency and throughput guarantees and are priced based on average usage. Options include FullChannel T1 and T3, FlexChannel T1 and T3, LECFrame Relay, Digital Subscriber Line (DSL), and wireless services.

Business Plan for Concentric Network Corporation :: Business Management Web Hosting Essays

Business Plan for coaxal Network Corporation homocentric Network Corporation provides complete, easy-to-use Internet business solutions for small to medium-sized companies and customized virtual(prenominal) Private Network and data condense services for larger organizations. Concentrics portfolio of services for small to medium-sized companies includes high-speed DSL access, entanglement hosting and e-commerce. For larger organizations, the company offers dedicated Web hosting services and VPN solutions that enable an organization to securely and reliably communicate with its offices, mobile sales force, business partners, vendors and customers. Concentric offers a comprehensive portfolio of Web hosting and e-services for small and medium-sized businesses, as well as high capacity data center solutions for larger enterprises or Internet-centric companies. Concentric Web Solutions make it easy to do business on the Web and are engineered to grow with customers businesses as th ey expand. The ConcentricHost portfolio includes highly reliable Web hosting, e-commerce, domain parking and e-mail services for individuals and small to medium-sized businesses with services based on shared or dedicated NT and UNIX servers. The ConcentricHost line includes EasySite, the first template-driven Web site builder that comes complete with content, graphics and colors and enables customers to build a site with no HTML or Web design experience. Sites built with EasySite can also be easily upgraded to a full e-commerce store. Concentric for Small Business innkeeper is a complete suite of Internet access and hosting services for Microsoft BackOffice Small Business Server customers. ConcentricCenter includes reliable and high-performance dedicated hosting, distributed server hosting, e-commerce and data center services for larger enterprises and Internet-centric companies. Concentrics Peak Protection service is ideal for companies that do not want to rely on a single ho sting provider, Internet attend to Provider, or an internal data center for hosting and data center services. The service intelligently balances traffic between Concentric hosting centers and other server locations while providing fail-over insurance. Concentric also offers complete programs for resellers from small Web developers to large telecommunication companies looking to resell co-branded or completely private labeled hosting and e-commerce services. Access Services Concentric offers a full-range of high-speed dedicated access services to connect multiple, dispersed network sites, providing Internet, intranet and LAN access across a VPN. Most of these services stupefy latency and throughput guarantees and are priced based on average usage. Options include FullChannel T1 and T3, FlexChannel T1 and T3, LECFrame Relay, Digital Subscriber Line (DSL), and wireless services.

Arguments Made in Take the Tortillas Out of Your Poetry

Arguments Made In Take The Tortillas Out Of Your Poetry Even though the ethnic and veiled censorships have to do with why they wont let his book be read, he talks rough why he wrote the novel, that it was a reflection of his puerility, and that censors lone(prenominal) paid attention to one fact and that was the so-called bad words in Spanish and they employ that as an excuse because the novel did non meet the criteria of the circumstances. The censors used a technique where they zoomed in on one expound of the novel and made it seem that because it was in Spanish, it had profanity in it.Rudolfo Anaya made a great point when he give tongue to that if we leave the tortillas surface of our poetry meaning cultural values, hence the cultural were portraying will go unnoticed therefore leaving Anaya, his Chicano readers, and us as readers left wondering why something should be judged because its so different from what we as his readers known all our lives. We are in a way are to ld what is outperform with what we should read and that these censors are at work in all areas of our lives. Rudolfo Anaya hypothesises that censorship has affected him directly and how it recently affected a promoter of his as well.His friend is a Chicano poet and scholar and good one. He says he has been encouraging Chicano writers to apply for literary beau mondes from the National Endowment for the humanities. What happened to his friend was that he applied for the literally fellowship but was turned down twice, but he did not give up. They both knew that many of the panels that judged the manuscripts did not have readers that could read Spanish or bilingualist manuscripts. His friend then went on saying to him, You know, he told me, if they cant read my bilingual poetry, next time I apply I am sending them only poems I write in English.My best poetry is bilingual, it reflects our reality, it is the way we speak, the way we are. But if I stand a better chance at bugger o ffting a fellowship in English, I will send that. But the poems I write only in English are really not my best work. Its ripe not me. (Rudolfo Anaya 68). He talks about why he wrote the novel, that it was a reflection of his childhood, and that censors only paid attention to one detail and that was the so-called bad words in Spanish and they used that as an excuse. He goes on to say had they read the novel, they would have discovered that it is not about profanity.In his exact words he says, the novel was a reflection of my childhood, a view into the Nuevo Mexicano culture of a small town. I looked at values, I looked at folkways, I created heroic characters out of poor farmers. I wrote about old healing remedies used by the folk to cure physiological illness. I empyrean what I found in my childhood, because that is the way I had experienced my childhood. (Anaya 71). He goes on to say that he believes that the reason why schools burned his books was because they did not require a reflection of his way of life in school.The country was not yet involved with cultural diversity. Chicanos were rattling upset and disappointed about this because they believed they had a reclaim to literature in their books. That is why the 1990 attack on the NEA by fundamentalist censors has created a national rage and discussion. People have spoken out on their right of freedom of expression and that even though they tried to get others to see their point of view on this, they had to deal with these vicious attacks on their freedom and their storytelling.I think he makes a good point when he is trying to make readers understand that he wrote this novel for himself and for others to read and understand his childhood and what it is like having a Mexican/Indian background and what he and others close to him had to go through because of it. The most important reason is we are in a way told what is best with what we should read and that these censors are at work in all areas of o ur lives is because on that point is only one magazine that tells you what is right and what is wrong with our cultural life today. Do you sometimes have the impression that our culture has fallen into the hands of the barbarians? And, finally, Are you apprehensive about what the politics of multiculturalism is going to mean to the future of civilization? (Rudolfo Anaya 72). Rudolfo Anaya then goes on to tell us that the editor is telling us that he knows what is right or wrong with cultural life which then goes on to call those types of people, barbarians. The barbarians are then identified as those who come from multicultural communities of this country.That was a type of censorship that was focused against the National Endowment for the Arts in the halls of Congress in 1990. The censors attacked a couple funded projects because they did not agree with the works of the novels. The censors took those rights to keep these works away from us. He then concluded to say censors are afraid of our liberation. Censorship is un-American, but the censor keeps telling you it is the American way. I do not think it is right that Rudolfo Anaya and other Chicano poems or stories get judged because they are written from a ifferent point of view and their culture is different from everyone elses. If it has meaning to it and teaches the audience who is reading it something different than what they are used to then I believe it should be allowed to read. For example, the role of Ultima is important because she is Antonios guide and mentor in a way and her teachings bring him to understand a different and mystical military personnel all about the Hispanic/Indian culture.It is also not just teaching him about the Hispanic/Indian culture, but also its audience and just because the panel of judges did not have any Spanish readers does not mean that there are not some out there and it should be give a chance. In conclusion, he says every Chicano poem or story carried within it the cry of desire for freedom and equality. That is what literature should do liberate. There is a lot of different censorships in this essay including cultural and veiled that are two different censorships, but then again also the very same when they are going against something that is not necessarily wrong.Also, he talks about which is ideal because it gives you a sense of what these censorships look for which is one little drop away and when they find one, they simply toss your work aside and dont really look at it or give it a chance. Just because something is different from what you are used to, whether it be a book, a person you meet in a store, or maybe place you never been before you should not judge it right away just because it is different. Hence the old saying is true Dont judge a book by its cover.

How HRM orperate within any oraganisation Essay

Introduction to the assignmentThe aim of this assignment is to chink how world Resources operate indoors any agreement, and wherefore it is important to learn effective human cosmos Resource Management. there ar many things such as, Human preference be after, enlisting and Selection and Training and Development which dish protrudes a association to achieve its objectives.For a duty to achieve its objective it must dumb fix the even up piece of employmentees with the just qualification and upbringing to brook the ineluctably of the confederation.The Human Resources part of a company leave alone check if an employee has the right qualification and facts of life to escape let on its task.2.0 Introduction to the companyJ Sainsbury plc is the 12th largest food retailer in the US, and strong regional player, with 185 break downshops. It has interests in financial services and property. The group comprises Sainsburys Super grocerys and Sainsburys Bank in the UK and Shaws Supermarts in the US.2.1 Background history fast one James and Mary Ann Sainsbury founded Sainsbury in 1869. They opened their first sm both dairy shop at 173 Drury Lane, London. Drury Lane was one of Londons poorest beas and the Sainsburys shop quickly became popular for offering high-quality products at low prices. It was so successful that supercharge branches were opened in oppositewise market streets such as Stepney, Islington and Kentish Town.By 1882 John James Sainsbury had four shops and had final bms to expand his business further. He opened a depot in Kentish Town, northwest London, to turn in this growing chain and, built bacon kilns, which produced the first Sainsbury brand product on the same site. It was also in 1882 that John James opened his first branch in the prosperous suburb of Croydon. This shop s ageing a wide identify of high-class provisions and was oftentimes(prenominal) elaborately decorated than the earlier shops.Between 1890 a nd 1900 Sainsbury was very hale effn store. It was making high profits that it managed to treble its branches from 16 to 48.The branches were increasing rapidly that by end of 1994 they had 360 stores in Britain2.2 LocationSainsbury is a big food store, which operates in different countries. It has opened 25 refreshful stores, extended 27 and refurbished 90 adding 889,000 sq ft of gross gross revenue atomic number 18a to the ne dickensrk.2.3 ProductSainsbury sells wide range of foods and impertinently(prenominal) household products.Sainsburys quality food is a priority for their customers and a key luck for their brands. They thrust invested in their food ranges and during the stratum they have mendd or developed eitherwhere 3,200 products. Their own label sub brands be again amongst the beat unwrap in the UK.For over 130 social classs Sainsburys supermarket has been committed to supporting British farming. They have a policy of buying British and labelling it as a British product. They sell over 6 billion worth of British food each(prenominal) year.Sainsbury is copesettic to find out the advantages and the disadvantages of its home brand products by testing them sooner launching it into the market. This helps them to fuddle a decision whether or non to launch it in the market.By testing the products they atomic number 18 now able to serve the outflank quality foods to the customers. This universe an advantage pull up stakes study the customers come back again and again to the store.2.4 meshworkAs Sainsbury has managed to provide sh arholders with correct, sustainable financial returns and have an outstanding shopping environment as well as excellent customer service, it has do a tremendous profit over the past few years. For example* It made 14 per cent underlying profit before taxation growth for the group after 2 years of decline and 10 per cent underlying operating profit growth for their supermarkets in the UK after 3 yea rs of decline in 1996.* In the UK supermarket business, Sainsbury has achieved sales growth of 6.3 per cent excluding petrol (Easter contributing 0.3 per cent). This was Sainsburys surmount accomplishment in over a decade.* Sainsburys current market sh ar in London is 36 per cent.* Sainsburys saving of 250 one thousand million leave behinding be reinvested in enhancing the customers offer, building sales and alter their operating margins.* More topical anaesthetic anaesthetic anesthetic supermarkets are opened in different stances.2.5 Customer serviceTo listen to customers view and react quickly, Sainsbury trains their colleagues every 6 months to develop their abilities and Skills to do their product line properly.Every year Sainsbury does one or two surveys to find out customers view about the business. By doing that they are able to see what customers indispensableness and how they give notice grow more than than into the market. For example in 2000 the data for Birmingham stores showed customers wants more longer opening hours, so instead of opening at 9am, they now open at 8am and closes at 10pm instead of 8pm.Another big thing that Sainsbury did to get more customers to the shop with them is that, they sticked campuses that are already involved with the conjunction and environment. thither are many race who are interested in the community and the environment, so they go forth be shopping with Sainsbury more as they allow for also be helping the community and the environment.3.0 Human resource attentionOne of the most important tasks that involves soulfulnessal department in a business is Human Resource Management (HRM). A business is only managely to achieve its objectives if its employees are use effectively. To do this the business should en reliable that the Human Resources are planned successfully.Managing the performances of the employees is necessary to enable a business to function adequately.By accomplishing this, the bu siness rear end ensure that the business re chief(prenominal)s competitive and find it easy to attain its objective.When HRM existed for the first time there were few changes in the plaque, like* Companies realised that employees would only work their best for the company if the company gave the priority to recreate the soulal motivations and objectives of its employees, instead of desire to get the best out of employees mediocre for the sake of the business, i.e. to help it to achieve its objectives.* People work was not vindicatory the responsibility of the personalised department. It is the responsibility of exclusively double-deckers in an organisation supported by specialists.The managers guard the responsibility for scratching, selecting, assessment and prepare in an organisation with employees rather thusly a specialist in a centralised HRM function.* HRM was given more stipulation in the organisation, instead of be something carried on at lower levels of the organisation. HRM is now recognised as a key strategic area of the organisation (e.g. one that get hold ofs to be given a high priority in organisational formulation involving senior managers).Human Resource Management is a very important department with in any organisation as it plans ahead for the company. E.g. selects and recruits the right fictional character of hatful (matches with the person specification) and train and develop their skills.4.0 Human Resource Planning4.1 Introduce HRPHuman Resource Planning or personnel function of an organisation covers a Varity of activities. The term Human Resources planning has largely replaced the old-fashioned word Personnel, which was used in the past.Human Resources Department need to forecasts how many and what qualitys of employees it needs now and in the afterlife. It also involves matching up the right type of employees to the needs of the business, and using them effectively, as well as developing their skills in order to meet the goals of the organisation.To do this they need a good understanding of the repulse market in an area where they operate.In order to meet the organisations aims successfully, it needs to agnize how to use the past knowledge to predict on how many employees are need in the future and to identify the pith of using people in the most effective way, also to identify any problems that are in all likelihood to drop dead (for example, when recruiting the best employee), and find ways to solve the problem which are identified. For instance, if a France-based retailing organisation decides to expand in to Germany and Italy, thus it result need to identify* The skills and competence it lead need the new-sprung(prenominal) employees to have.* How many people with these capabilities it will able to recruit.* Ways of helping the employees to develop their requirements skills and also train them to do that.Human Resources deals with many other factors associated with employ ees. These includes* Human resource or workforce planning* Recruitment and extract* Promotion and transfers* Appraisal and termination of employment* Disciplines* Rewards and conditions of employment* Working conditions* Career phylogeny and welfare* Wage bargaining in that location are two types of planning. One is called short term planning and the others are called long term planning.Short term planning is aimed at the immediate needs of the business, such as filling va digestcies, which is left.Long term planning will try to plan for the future. For example, if a company was aiming to change its end product techniques in the next few years, it would need to plan the number of employees, education needed and perhaps the incentives and motivation that workers would require.4.2 enjoyment of HRPThere are four main reasons for HRP.1. To encourage employers to develop assort links between their business plans and their HR plans, so that they can integrate the two more effectivel y.2. The organisation will be able to control employees costs and the number of employees who are industrious easily and effectively. By doing this it will allow the business to have the right number of employees for each departments.3. It allows the employers to build up a skill profile for each of their employees, who will help the employers for the employees and to keep it as a record.4. It creates a profile of staffs (related to gender, race disability), which is necessary for the operation of an tally opportunities policy.4.3 Benefit of HRPIf HR planning working properly, then the out comes will be* Employees will be doing challenging works, which will help them to make a motion and stimulate. The upshot of this will help the business achieve it objectives.* It will raise peak training sales if employees are already selected and ready to work under obligate during sales.* Staffs do over time if it is only necessary.* Staffs are properly qualified and trained. This will all ow the employee feel comfor tabularize with the line of reasoning, which means the work will be do quickly and properly.* The company is more able to meet the ever-changing demand from its customers and it is more suitably able to meet business objectives that it is set.4.4. How HRP aids businesses to meet their objectivesTo meet companys objectives, the company should* Employ more people to do specific melodic phrases.* Train more employees to get specific skills, which are needed, for them to take out their credit line to do the specific frolic.* Employ people at a specific time of the year. E.g. during summer holidays.* Give bonus to employees if they do well to encourage them to do discover then before.* Sets specific deadlines for employees to consider if they are capable of workings under pressure.4.5 Processes involved in HRPIn HRP there are four stages involved. They are4.5.1 Stock takingThis allows the business to find out if quality and quantity of an employee is a vailable to the organisation. It uses the following techniques to find out* Jobs analysis this means getting all the education, which is accessible about all the jobs that are available in the organisation, and to think about what duties are involved in each these jobs and how it should be carried out. The solution for this is to find the job description and the person specification for the job.* Skills audit this is a survey to find out the skills, qualifications and visualise of all the existent employees.* cognitive operation polish up this involves face uping at the performance in all employees in order to Identify their potential drop Identify where they need more training.4.5.2 Forecasting come forthThis is where it asks the question how many employees are needed in the future? To answer this question the business olfactory propertys at the internal and external sources of ram by looking at sweat turnover. There are three ways of calculating employees turnover. T hese areAnnual labour turnover index = this is sometime called the office wastage rate. It checks what percentage of workforce is left in a year. This is how it is worked out= Leavers in a yearAverage number of staff employed during the yearThere are two problems with this method. They are* It tells nothing about the aloofness of service of the people who are left.* It does not say how many people are left from each department. perceptual constancy index = this gives a good idea of how long an employee is going to stay with the business. If employees are not going to stay for a very long time in a certain department, then it can be pinpointed and investigated by using the below method.= Number of stuff employed with one years service on a certain dateNumber of staff employed exactly one year beforeThis method maybe a more useful indicator, but it still does not tell how many employees are left from each department and why?Boweys stability index = this looks at the actual length of service and calculates a stability percentage.= Length of service in months over a two yearPeriod of all current staff added togetherLength of service in months over a two yearPeriod if all staff had worked for the full two years4.5.3 Forecasting demand for employeesThis means asking question how many people will we need today? tomorrow? And in five years time.As this is a difficult question, the managers from Human ResourcesPlanning department looks at the factors such as following prognosticate demand for employees.* The organisations trading and production patterns* Demand for their product* Technological and administrative changes* Capital investment plans* Acquisitions, divestments and mergers* Product diversification4.5.4 Implementation and reviewThe organisation must regularly review their Human Resources planning to see if it is biddinging effectively. For example, has a new recruitment drive been effective in recruiting the right number and the right quality of people? The organisation must also look at all the various environmental factors, which might mint the supply and demand for labour. This involves collecting information on social, political, industrial, legal and technological changes, also finding out what their competitors are doing.4.6 How internal and external staffing information is used to planHuman Resources within a businessInternal staffing information is used to plan Human Resources within a business. It talks about the following points4.6.1 StabilityThe company needs to know how stabile the organisation is. If it is slight(prenominal) stabile then they need to figure it out why, so they can make sure it is more stabile in the future.4.6.2 Performance resultThe organisation will collect all the information on level of performance of their employees, to see how they are doing by quantitative or qualitative form. It is very important to get the performance result right to achieve the companys targets.4.6.3 Number of employees in particular job categoriesThis figure will give an over all number in an organisation that already have certain categories of skills.4.6.4 Existing numbers of staffs employedChecking how many people they are employing and finding out the reasons why they tend to leave the job after certain time, also to see what is actually slander with certain departments and how it could be improved.4.6.5 Age distribution and length of serviceIt is very important to have an age balance between young and old people who work within the organisation. This is because if most of the workers are old then there is a chance of them retiring or even passing away, which makes the organisation left with no sufficient, experienced workers. However if there are all young people then they may not stay for long as they may find a new job. This is why it is important to have an age balance.4.6.6 How many vacancies are there at the moment?The company needs to know how many people they need to employ now and in t he future, plus the qualification that is essential for that job.4.6.7 Average time homecomingn to fill a vacancyThe organisation needs to know how long it takes to fill up a vacancy so in the future they can predict the length of time for an advert to be advertised for.by doing this they will able to find out if they are spending enough time filling vacancies.4.6.8 Promotion potentialIt is important for the organisation to know how many employees have the skills to be promoted and how long its going to take them to be fully trained for the job.4.6.9 SicknessIf employees are having excessively many sick days then it needs to be tracked down to see whether they are really sick or just took a day off to socialise and called it as a sick day. If its not tracked down then some employees might take advantages of it, which will make difficult for the organisation to achieve its objectives.4.6.10 The skills availableIt is good to identify the current skills each employee has and how man y of these skills are transferable to the new job when they get promoted.4.6.11 Skills analysisThe organisation has to make sure they employ the right type of employees with the right type of skills. To do this they need to assess their present skills and future skills, which will be needed in the future.In order to plan Human Resources within a business, external staffing information is also used. The external labour market for any particular organisation is made up of potential employees, locally, regionally or nationally. There are some issues that affect the size and reputation of these labour markets.4.6.12 Competition for labourAs there are few people with specific skills, it makes it hard for the employers to employ people as competitors my also want to employ them with better service and coin. Therefore Human Resources department has to think the best ways in which this could be make.4.6.13 Education and trainingHuman Resources need to look and recruit the right type of p eople with the right education background, as education and training also affects the number of employees coming into the labour market and their skills.4.7 How does Human Resource Planning operate withinSainsbury?Sainsbury needs organised and effective human resource planning as it is one of the biggest food store in the world.When ensuring the workforce is planned effectively, Sainsburys Human Resources Planning department need to consider their external labour market information.If there is a job available then Sainsburys Human Resource Planning department first looks at its existing staffs to see if they are willing to do scanty work or if they want to get promoted.This will reduce the come of training that is needed, which will save money for the company.If no one is found inwardly the business then Human Resources Planning department looks outside the business-externally.Sainsbury has many stores across the country, but focusing in London where there is in general a low un employment rate, it will be difficult for Sainsbury to fill in the vacancy.When Sainsbury looks for quality workers, it considers the problem of low unemployment rate which they may have to face, so they interpret a strategy to make sure they are able to employ the right people for the job. If they do not plan things ahead then they wont have an effective workforce, which will stop them from making sales.To get quality staffs from other companies, Sainsbury could offer prospects that they do not receive in their current job such as, high wages, staff discounts, bonuses, pensions and training opportunities. If their current job does not give all this then it will be an advantage for Sainsbury, as more workers will come to them.Sainsbury normally employs people during the busiest time of the year like, Christmas times and summer holidays. Sainsbury knows that they will get people during these times because during these times there are students who are looking for jobs for pocket money and for experience.Sainsbury also knows there are some times of the year that they can not recruit people like after Christmas, during January and February when many young people return back to school, college or university.Sainsbury has different age range for recruiting people it is from 17-40 yrs old. It believes by having different age range of employees will help the business to be more effective. By this I mean, young people can give better ideas as they just came out of education and some may know the present world well. Also by having young people, the company could pay them less as they are just working for their pocket money, and not for the family. As well as young people, old people will also be able to give good ideas, as they are more experience about the job.4.8 The importance of Sainsbury interpreting any relevant labourmarket informationIt is important for Sainsbury to see if they are interpreting any relevant labour market information, so that the company can gain the most out of their employees in order to make it a very successful company. They may look at the transport development about them, how well the competitors are doing and the wage rate or so the area.For Sainsbury the state of the local labour market is more important then what is happing nationally or regionally, as they are the main people. Sainsbury needs to know how well the transport is around them. What I mean by that is, if there are good facilities of transport for the employees then they will be more wiling to work for Sainsbury rather then other company who does not have good transport facilities. It is not easy for the organisation to provide good transport facilities for everyone as everyone comes from different places. To solve this problem, Sainsbury tries to recruits staffs from local area, as it also helps workers be on time. However you cannot always find good worker from the local area so, as well as recruiting from the local area it also recruits from other areas. The workers who live quite afar Sainsbury provides them free travel card (if the live too far), or pays certain amount of percentages for their fair.If other companies fall or closes down then Sainsbury can take staffs available as long as the staffs know their job.Sainsbury looks at the wage rates around the area to see if they can offer this wage or a better wage rate to try and force the better staff to join them.As well as employing people Sainsbury has to keep in learning ability the ways they can grow in the market. Basically it is important for Sainsbury to interpret labour market information and quickly attract the best recruits away from rivals to grow.4.9 How has Sainsbury used labour market information for HRP rolesIf Sainsbury does not regularly follow up the labour market information, then like other companies it runs the risk of falling behind. This is why it is important that HRP department within Sainsbury to continually review the labour market information to find out the supply of labour market which is available. This can be done by internal supply (within Sainsbury) or external supply (the local shops, regional or national labour markets).As soon as Sainsbury collects all the labour market information it needs to interpret so it can have effective employees. When they are interpreting they should look at things like what are the skills available, the number ofemployees within one department, promotions and etc.When HRP department interviews people they need to see if the employee has qualification and training opportunities (which can be found from the labour market information). They need to do this because the education and training opportunities available will affect the numbers of people coming in to the labour market and their overall skill level.4.10 How relevant labour market trends relate to the ongoing HRPof SainsburyTo employ better employees for the future and to know how and when to recruit them the HRP department needs t o look the labour markets trends. For example, if the local unemployment rate is high then Sainsbury will find it difficult to employ people. To over come this problem Sainsbury will need to provide better services than other companies such as, high wages.Sainsbury can also employ people if a company closes down, as there will be people who do not have any jobs.For HRP is to be successful, it continuously needs to look at the labour market trends and use the trends to plan the best way to recruit them and when to recruit them.5.0 Recruitment and pickaxe5.1 Introduction to recruitment and alternativeRecruitment and selection are closely tied. Selection is the process of choosing people to work in an organisation. The selection should attempt to* Get the best people within existing budget,-that is, those with the most appropriate skills, experience and attitudes.* Select people who will stay with the organisation for a reasonable time.Recruiting and selecting process breathes when* The business grows* Changing job roles within the business* Filling vacancies created by resignation. Retirement or dismissal* International promotion.When the process is happening the personal department will aim to attract the best candidates for the job, and then choose the most suitable. If the wrong person is recruited, then this can cause problems for the business. For example, if the person leaves because they find the job too boring or too difficult then there will be extra administration costs for the personal department. The business will face extra costs for advertising, interviewing and training. There will also be a settling in period until the new employee has learnt the job.To make sure the best person is chosen, businesses must be bear about* What the job entails* What qualities are required to do the job* What rewards are needed to retain and motivate employees?* When to advertise* Identifying the strengths and weaknesses of the job use, curricula vitae and lette rs of application.* How to shortlist candidates.5.2 Purpose of recruiting and selectingThere are many reasons why recruiting and selecting process takes place. Below I have mentioned the reasons.* Filling vacancies created by resignation. Retirement or dismissal.* Less works to be done for the group. What I mean by this is when a colleague leaves the job, the work he/she did is shared between the other colleagues who worked with them in the same department.* If there is right number of employees then the work will be done faster, which means they will not be behind in any work. For example, the company will be able to launch the product on the judge date if there are more staffs.* If there are more staffs then the business will get an edge on their rivals.* guild will able to expand.5.3 Benefits of effective recruitment and selectionIf the recruiting and selection goes well then there will be number of benefits to the business. Like* The profit will increase for the business, as they will be selling good quality products.* The punctuality of the product being launched into the market will increase, as they will be doing it on time. Working effectively.* The standard of the product will be better, as they will be actuate and keen for the business* Customer service will increase. For example, if there are more employees then the customers will be served/helped more quickly, which means there will less waiting time for the customers.* Motivates existing employees who prefer working with quality staffs.* Employees are more likely to stay with the company if recruiting and selection is properly done (matches with the job specification).* If right quality candidates are selected in the first place then it saves time for training and development and also money* Companys objective is met more high-octanely and easily if there are good quality employees* Less training and development will be needed if a good quality employee gets promotion, as they are more adapt able and flexible to the change.5.4 Consequences of poor recruitment and selectionIf the recruiting and selection turns out to be poor then the company will have a loss in the business like* The standard of the service and product will be poor, as the new employee wont have much interest for the organisation. This means there will be lateness in launching the product into the market.* The profit of the company will decrease, which will make the companys rival go ahead of them. This will make the growth of the company decrease, and make it difficult for it to grow again.* The company will be behind on its products schedule (finishing the task on time), as employees will be working slowly and less effectively.* The company will not get many contracts, as they will be not meeting deadlines, as there is lack of interest for the company.* Company will have a bad reputation if they keep on missing the deadlines.* Employees will be leaving jobs quickly, which means there will be more costs to repeat the recruitment and selection process.5.5 Processes involved in recruitment and selection functionThere are numbers of functions involved when recruiting and selection process occurs, like5.6 Factors, which should be considered in planning to fill a vacancy and arresting out interviews5.6.1 Filling a vacancyThere are many reasons why a vacancy needs to be fill up. Like* A new job may be available due to the expansion of the organisation* Someone has died* Someone has retired* Someone has been dismissed* Someone has left for personal reasons* Someone is promoted* A new department has openedThere are other alternatives that could be carried out instead of filling a vacancy to save money for the organisation. These are Making more use of machinery/technology Restructuring of the work each employee has Giving overtime to the current employees Employing part time staffs.If the higher up alternatives do not work or if the manager thinks the vacancy needs to be filled then th ey can look for candidates internally (with in the business) or externally (outside the business).5.6.2 Carrying out the interviewsThere are number of factors which could be taken into account when declareing out interviews. The interview should be conducted around a simple plan and be based on a number of questions against which all candidates should be assessed.The interview should happen in a good suitable place, such as a warm, quite, ventilated room. Also have a favorable receptionist who will inform the candidates what is expected from them.During the interview the interviewer should ask all the important questions which are needed for them to decide the best candidate, and make notes on what they answer, plus any other relevant answers.There are other dos and donts, which the interviewer should keep in mind. Like* Introducing self to the candidate.* Adopt a suitable manner, show respect and to be friendly* Making sure the interview is not interrupted.* Conducting the intervi ew at an unhurried pace.* Encouraging the candidates to talk by using open questions such as control me about your last/present job..What do you find interesting in..* Concentrating on those areas, which are not fully covered by the application form.* Making sure the candidate has no further questions at end of the interview and knows when the decision will be made, e.g. within seven days.5.7 Key recruitment documentsThere are number of key recruitment documents which are needed to be taken in concern duration the recruitment process happens. much(prenominal) as* Job description. If the job description is not right or if it does not have enough information then they wont exactly know why they are recruiting the candidates for and also the candidate will not know what the job requires if he/she is selected for the job.* Person specification. If there isnt a person specification or if it does not have the write words to describe an ideal candidate, then they will be recruiting the w rong people. This could lead to further recruitment and selection cost for the process to happen.* Advertisement where and how its going to be advertised. Like is it going to be internally or externally. If its externally then in what type of media?What sort of information will be included in the advert?Giving wrong information or not enough information could cause a problem for the business. For example, if only ten people applied for the job, the business will find it difficult to recruit if all candidates unsuitable for the job.* CV/ operation form. Should be able to shortlist them and write to the best candidates for an interview.* Psychometric and aptitude test. These tests are carried out to see whether separates have the right sort of personalities or dispositions to backpack out particular types of work.* Con stiffing letter. After a suitable candidate is selected, a letter should be sent out to them confirming the place.* Refusing letter. Letting the other candidates kno w that they have not got the job.5.8 Analysis of Sainsburys key recruitment documents-if there is quality of information in relation to the purpose of each.Sainsbury uses all the above recruitment documents, but there are few documents, which need to be changed. For example, the application form is too long (there are some questions which are irrelevant) and has less space to write the answers. Also there are some questions, which are not being asked like, it does not have any questions about health or any contacts for emergency. The emergency contact could be asked later on, but it makes it a lot easier if it is asked in the application form. For instance, if its difficult to contact the person to tell them that they have an interview (maybe because they have changed their number) then there is possibility to leave a message on the other number.By having too long application form, which has some irrelevant questions, can make people change their mind about applying.Also having less space for the answers could be disadvantage for the organisation, as the organisations will not have enough information about the candidate to decide whom to call for an interview.The job description draws up an over all picture of the main task that is required for a job. An existing jobholder draws up Sainsburys job description rather than the line manager or a staff from the HR department.The disadvantage to this is, the existing jobholder will only write about the job from their point of view. Only about the tasks they can carry out. Also they are likely to exaggerate on their task and ability or labour needed when carrying out the job. However there is a chance of the job description being accurate as its an existing jobholder. (They know what is involved in the job).If a line manager does it or someone from the HR department it does not always mean the job description is always correct. The line manager or the person from the HR department may not be low-cal on some job, so they may miss out some details, which will make the job description not completely true. Therefore I believe the existing jobholder and the line manager or the person from the HR department should discuss the main points, which needs to be carried out about the job together and than the job description should be written up. By discussing the main points means, the job description will have all the main tasks that are required to carry out the job and also, the it will be an accurate job description.Different job descriptions are written different but all job description has the basic following features as well as other features. The job title Location of the job List of tasks involved Main purpose of the job Pay and benefits A brief outline of the organisation doesThere is one other main feature that I believe Sainsbury should include in their job description that they do not add. That isThe standards that the jobholder is required to achieveEveryone wants to achieve something from whatever job they do so they can take that to their new job or use it latter on their life.5.9 Is Sainsbury successful or failing on Recruitment and Selection?In the past few years Sainsbury has made a good progress as they have taken recruitment and selection very seriously. They made sure that they do the job description and the person specification correctly and include all the points, which are needed to be included. Also they made sure they picked the best candidate who is perfect for the job. This is because from the past they have realised that if there is a mistake in one of the steps of the recruiting and selection process then it could have an effect on the business. For instance, the ending of selecting wrong candidate for the job could affect the growth and the profit of the business. Plus there will be an extra cost to go through the recruitment and selection procedure.Sainsbury could have had better outcome for recruitment and selection if they improved their applica tion form, as more people would apply and it would be a lot easier for Sainsbury to recruit in the future. Also by having good job description, as that will be beneficial for the employee and the employer, as they will know what the job requires.6.0 TRAINING AND ontogeny6.1 What is training?In training there are planned activities, which are designed to make positive changes to the performance and other behaviour (including the acquisition of new knowledge, skills, beliefs, values and attitudes).Training can be broken down into number of elements* Traditional training. Training to promote learning of specific facts and content, which enable improvement in job performance, such as technical skills training.* Education. The act of acquiring knowledge, skills and understanding, usually in school, college or university.* Vocational education. Somewhere between educational and traditional training (e.g. apprenticeship training).* Management training. Activities design to improve manager ial competence.* Organisational development. Activities designed to change the way in which individual(a)s operate within an organisation (e.g. to help them to work better with the changing culture of the organisation, perhaps through teamwork development).6.2 What is development?While the training process is happing the employee develops its existing skills as well as its new skills in the way it best suits for individual need. However, the organisation needs to support the individual effectively in developing him or herself. For the organisation to find out if the individual development is successful, the employee does appraisal with the individual, where the individual shows or say how much improvement they have done. Sometime meeting the companys objectives by using the skills that they have developed can also prove it.The starting point in the development process is normally when each employee puts together a personal development plan (PDP). The personal development plan inclu des the following* The individuals goals and aspirations.* An outline of the resources, methods and supports required to achieve these goals.* An indication of a time period for achieving these goals.* An indication of how these goals will be recognised by others.The personal development plan is then discussed with the line manager or the team leader of the organisation to get advice on how to carry things out and how to get the resources, methods and supports (e.g. the opportunity to go on training courses, opportunity to try out new work, etc.).There are different training methods and activities such as* Induction training.* Mentoring.* Coaching.* In-house training and external training.* On-the-job training. (OJT)6.3 Purpose of training and developmentTraining involves employees being taught new skills or up(p) skills they already have. The outcome of employees improving their skills and abilities has number of benefits to the organisation and to the employees. Like* The busines s will overall its objectives such as increasing profit.* It will have more flexible work force which will help the organisation every way. For example, they will achieve the objectives more quickly.* At the same time they will get the work done quickly and produce better quality products, as they will be using new technology machinery more effectively.* It will increase job comfort for employees, which will motivate them and well-motivated workers are more likely to be productive.* It should reduce injuries if the employees are trained in health and safety procedures.* It can improve employees chance of promotion.* It will enable the company to work more efficiently* It will reduce the cost of recruitment and selection, as well trained employee will be willing to stay with the organisation longer then a non-trained employee.* It will increase customer service, productivity, sales and profit.6.4 The benefits of training and developmentThere are number of major benefits that flow fr om training and development, such as* Effective training and development would improve combat of an organisation, as well as improving its productivity and customer service.* The long-term benefits of training and development outweigh the short-run cost. For example, it will reduce recruitment cost.* A skilled worker will carry out the work much quickly and effectively then an unskilled worker.6.5 Processes involved in training and developmentThere are two types of training and developing processes. They are on-the-job training (internal training) and off-the-job training (external training).There are different training methods and activities such as* Induction training. Induction is the process of introducing new employees to their place of work, job, new surroundings and the people they will be working with. Induction also provides information to help new employees start work and generally fit in.* Mentoring. Mentoring involves a trainee being paired with a more experience employ ee. The trainee carries out the job but uses the mentor to discuss problems that may occur and how to solve them.* Coaching. Coaching involves providing individuals with personal coaching in the workplace. The person who is doing the coaching role will already have coaching skills. The coach and the individual who is being coached will identify development opportunities that they can work together on. For example, ways of tackling jobs, ways of improving performance, etc.The coach will do continues feedback on how this is progressing to the individuals manager.* In-house training and external training. In-house training happens inwardly the organisation and external training is where employees are sent away from the organisation to do the training.* On-the-job training. (OJT) takes place when employees are trained while they are carrying out an activity, often at their work place.* Off-the-job training. This takes place outside the organisation. For example, in a training centre, w hich is not inside the organisation.6.6 The key aspects of Sainsbury training and development schedulemeSainsbury has many different training programs on offer for all its employees. It gives training from the very first day that the employee joins their company. The type of training they give in the beginning is called induction training. This is given to introduce the employee to their place of work, job, new surrounding and the people they will be working with.It gives other training programs throughout the year depending on the employees job and the amount of skills they already have.During the year when ever a employee feels they need training to help them carryout the job (and they can prove it to the manager that they need to -carryout training) then this can be arranged.One of Sainsburys policy for all its employees is to carryout a training program twice a year to help them to develop their existing skill or learn a new skill as technology keeps changing. For example, ther e maybe few functions added to the till so all the retailers that work in the till will need training on how to use these functions.There is not exactly a common training method that Sainsbury uses because depending on the employees job, training is carried out. Sainsbury cannot do all its training programs internally (within the business) or externally (outside the business) as Sainsbury may not have the equipments to carry out some programs and it will be waste of Sainsburys money to send the employee on external training if the training can be carried out within Sainsbury.6.7 The importance of its involvement in the performance of SainsburyTraining and development is a big part of Sainsbury. Without efficient training and development Sainsbury would not achieve its objectives. Sainsbury believes that the customers are the most important assets of the business so in order to keep the customers happy, it must have inclined(p) employees to help them immediately. To have prepared em ployees, it needs to train them effectively, as it will help the business to move forward and achieve its objectives. This is why Sainsbury has increased their training from 14% to 18%. This means they are spending more money on training then they did before. The outcome of spending more money on training and development has increased their turnover by 6%. Even though they are spending more money like 25 million a year on training and development, they are still receiving around 28-32 million a year, which is a good thing as there is a chance of them making profit and becoming more competitive.6.8 Is Sainsbury successful or failing at training and development?Sainsbury believes training and development plays a big part, for them to achieve their objectives.Effective training encourages the employees to stay motivated and carry out works to their best level, also when the employees realises that the organisation is doing them benefits (teaching them new skills or improving their exis ting skills), it will encourage them to stay in the organisation for a long period of time.By taking the above point in mind Sainsbury has increased their training by 6%, this means Sainsbury is making more profit then ever. The sales has increased to 28-32 million a year.They are achieving their objectives more efficiently and increasing their turnover every year. This means Sainsburys training and development is successful. However there are some points which needs to be considered to stay successful in the future, such as doing training twice in a row, if they did not find the first training very helpful.This could be very expensive for the business, but to have an effective training and to achieve the businesss aim it has to carry it out.7.0 Performance and caution7.1 Performance and management introductionA business needs to manage the performance of its employees effectively if it is to remain competitive.It does this by using the following methods* Performance reviews, incl uding appraisal it is a process of evaluating performance systematically and of providing feed back on which performance adjustments can be made.To have an effective organisation, the organisation sets out a mission direction identifying the overarching aims of the organisation, then the value statement.From the mission statement and the value statement the business sets objectives for the organisation and for individuals. From there everyone can be monitored and will be able to whole step their performance.* Self-evaluation finding the best way of carrying out the job and at the end of the job evaluating the outcome.* Peer evaluation evaluating everyones performance in the team while carrying out the project to see if everyone is carrying out the work and are they doing it right.* Target- setting for individuals and groups setting a target depending on the unit or the department they works for. By setting the target it helps the team to get the work done faster to helps it to meet the organisations objectives.* Measuring individuals and group output/production measuring individuals output and groups output to see how they are doing and if they should be rewarded. By rewarding employees it encourage them to do much better outcome in the future.7.2 Purpose of performance managementThe major purposes of performance management are to* Define the specific job criteria against which performance will be measured.* Measure past job performance accurately.* Justify the rewards given to individuals and/or groups, thereby discriminating between high and low performance.* Define the experience that an individual employee will need for his or her ongoing development. These development experiences should improve job performance and prepare the employee for future responsibilities.7.3 Benefits of performance managementThere are number of benefits for effective performance. They are* As employees are told about their strength, they are more motivated about the work th at they carry out. By having motivated employees the company invests time and money in their personal development.* It allows the company to identify employees weaknesses and attempt to eradicate problems.* It allows the workforce to focus on how to meet the businesss objectives, as they will be more motivated on the work.7.4 Processes involved in performance managementThe stages are7.5 Motivational theoriesMotivation is the levels of commitment individuals have to do and what they are doing.Work place motivation is concerned with commitment to an organisation, its objectives targets.The ability to motivate people comes from a broader awareness understanding of individuals behaviour patterns. It is also aided or hindered by style of management used within an organisation as well as the geomorphologic parameters designed by senior management. Many theorists have attended to discover the perfect solution to keep staff motivated.While discovering the solution they have found that one solution would not suit all employees so the skills of a good manager is to use a Varity of techniques to motivate all kind of staffs.There are four major theories with motivational techniques and each one is linked to a different style of management. They are7.5.1 Scientific management Frederick Taylor (1856 1915)Taylor believed that people were equal and their motivations were relatively simple, and their managers could program the workers actions. Scientific management is associated with developing scientific method of organising work.As people did not work hard as they could and got less paid, the amount of products, which was being produced was very low and the quality was very poor. So Taylor came up with the following methods that he thought could improve the matters. They are* Pay them more money (give bonus for each piece of work). This will keep them motivated and encourage them to work hard.* Properly trained managers should run organisation and supervise employees eff ectively with firm but fair disciplinary methods.* Employees should be properly trained, through what he called scientific management, to do specific tasks effectively.* Employees should be properly selected through tests and interviews to make sure they are right for the job.His methods hardly involved brainwork. The work was already designed in such away that it required minimum thoughts. For example, McDonalds employees do not have to think, they simply have to follow instructions and serve the customers.7.5.2 Theory X and Y Douglas McGregor (1906 1964)McGregor came up with hypothesis X and Y. He thinks that every employee should be put into one of these theories to help the managers to know what kind of employees he/she has in the organisation/department.Theory X shows* The average person is lazy and has an entire dislike of work.* Most people have to be persuaded, controlled directed and threatened with punishment to achieve goals.* Security of environment is important.* Th e average person will repeal any form of responsibility and needs good supervision to carry out work satisfactorily.Theory Y shows* Work is natural activity and can be enjoyable.* People will willingly apply their skills if committed to organisational objectives.* Their commitment should be recognised and be rewarded.* Personal development is very important and supernumerary responsibility will be welcome.After knowing the Theory X group the manager can keep an eye on those employees behaviour and see if they make any improvements.After knowing the Theory Y group the manager can be assured that the work is being done is satisfactory due to the employees being interested in their work. Therefore the employers do not have to do constant supervision to see if the work is done.7.5.3 Frederick Herzberg two -factor possibleness (1923-91)From Maslows theory Hezberg found out that people go to work for many reasons, but not just for monetary rewards.He came up with two groups of factors, which affects employees motivation.They are motivation factors and hygiene factors.In motivation factors there are elements, which make employees work harder. These are known as satisfiers. They are* Recognition of effort and performance.* The nature of the job does it provide employee with the appropriate degree of challenge?* Sense of achievement.* Assumption of responsibility.* Opportunity for promotion and responsibilityThere are elements that do not make employees work hard as well as having elements which does make them work hard. They are called hygiene factors. Also known as dissatisfiers. These are* coercive or arbitrary company policy and administration.* Low pay.* Poor working conditions.* Antagonistic relations between different levels of employs.* Unfriendly consanguinity with hierarchy.* Unfair management and supervising practices.* Unfair treatments of employs.* Feelings of inadequacy.* Impossibility of development and growth.The dissatisfiers plays simpler role t o the satisfiers. Even though the satisfiers are the most important elements to encourage employees to work hard, it needs good dissatisfiers to motivate workers by satisfiers.7.5.4 Abraham Maslow Hierarchy of needs (1908-1907)Maslows theories are based on meeting peoples needs in the workforce.He believes that people need to be treated as individuals. Everyone has needs and wants, and these vary according to personality.Wise employers will benefit more by meeting the needs and wants of their employees, as this will reduce conflict.The below table shows the needs and wants of an employee.NeedsWantsAchievement of special talents, interesting and varied work.Personal goals achieved, e.g. owner of business, challenging activities.Good at job, appreciated by management and status recognised.High role in company, in charge of many staff, prestige.Working with colleges, part of departmental/social activities.Harmonious team working, sports and social clubs/ benefits.Secure on permanent b asis, routine task, and safe environments.Important role in organisation, long-term contract, highly rewarded.Comfortable resources, e.g. heat/lights/snacks and up-to-date equipmentsMore luxurious furniture, own office, advance(a) equipment.Maslow has identified a range of needs that where largely hierarchical in nature. This must be met in the correct order (from bottom to top of the pyramid) to meet employees needs.Self-ActualisationSelf-esteemLoveSafety and securityBasic* Self-actualisation this is concerned with personal development and individual creativity to achieve ones full potential. In order to meet these needs at work, individuals need to be provided with the opportunity to use their creative talents and abilities to the full.7.6 How might Sainsburys approach to performance management be influenced by motivational theory?Depending on employees Sainsbury uses McGregors theory (theory X and Y) and Maslows theory (the hierarchy of needs)Sainsbury uses McGregors theory X a nd Y depending on how employees work and what department they work in. For example, Sainsburys managers uses theory X on employees who work on the till to serve the customers. They have to be closely monitored on their behaviour, such as lateness and absenteeism. Also if they are carrying out their job properly are they using the right formula to serve the customers?On the other hand employees in other department (e.g. marketing department) do not need close monitoring as they work hard and gives the manager a strong trust that the job will be done by the deadline.If Sainsbury used theory X on the wrong people (e.g. people who work in the marketing department) then Sainsbury will find it difficult to achieve their objectives as these employees would not feel motivated, which wont encourage them to work hard.They may end up leaving the job which will increase the cost of HRM.Sainsbury uses Maslows theory as well as using McGregors theory. This is because it believes this theory will help the employees stay motivated by meeting their needs (pay them enough to survive). The outcome of this will keep the employees happy and therefore they will centralise on their work and do their job better then what they would do if they were unhappy.If the employees are happy and do their job then Sainsbury will achieve their goals easily.7.7 The relationship between training and development programme and performance management within SainsburyPerformance management helps the company to realise if it wants to do well in the market and achieve its objectives than it will need to train and develop its employees so that they can carry out the job effectively.Effective training and development will make the employees do their job to the best of their ability and to the high standard that Sainsbury expects.If a worker is not trained then they will find it difficult to carry out their task, which will be a disadvantage to the business.Due to the modernisation of todays society and technology, the workers have to be trained and developed. Otherwise they will be behind with the society and technology, which will make it difficult for the business to achieve its objectives.After training and development, the employee meets with their manager for an appraisal to ensure if training and development was effective and if further training and development is needed.This shows that both of the department is needed (T&D and PM). Once the weakness of an employee is spotted through appraisal, training could be carried out to overcome the weakness.7.8 Is Sainsbury a success or failure in performance managementThrough out the years Sainsbury was successful in performance management for the following reason* Appraisals were carried out four times a year to motivate their employees to work hard.* From appraisal training and development was carried out to help the employees to improve within their role in the company.* Managers used theory X and Y, as well as using Maslows theo ry (the hierarchy of needs). These theories were used depending on how employees worked individually.8.0 ConclusionTo ensure that the company can make effective use of working with Sainsbury the Human Resourcesmanagement (HRM) has to contribute to a number of factors, which would improve the competitiveness of the business.For example* HRM has to plan ahead to recruit employees, so that Sainsbury is not short of employees and therefore this will save time and money for corresponding company.* By planning ahead the corresponding company can be certain that the appropriate person is selected for recruitment. This is also beneficial for Sainsbury, as this will save them a great deal of time and money in the short run and the long run.* Insufficient training and development of Sainsburys staffs could cause the business to lose customers, sales and reputation of the business. Also ineffective training could cost Sainsbury money with no gain against their competitors.* Lack of appraisals may cause Sainsburys employees to leave the job and look elsewhere, as they see little or no career progression.8.1 Identification and evaluation of the potential conflicts between HRM activities within SainsburyConflicts can arise in the following ways8.1.1 Data protectionHuman Resourcesdeal with and stores huge amount of personal information on each employee, such as salary, sickness record, absences, etc.How much information can be given out about a person without their permission to the Tax Authorities and Social Security.The local Camden will have a Data Protection Register. This will set out all the items of Data in categories that they use and for what purpose, so they are not accused of falling out the Act.8.1.2 ReferencesHuman Resourceswill be asked to give references about their employees, and conflict can arise if a person has been absent a lot of times.If this was a serious operation, then the record will look a lot different then if the person missed few days.Individua ls would have to give permissions before any information could be passed on about their Tax Credits.8.1.3 Laws and proceduresHuman resource has to comply with various laws, such as, employment law, equal opportunities, race relations, etc.If a higher-ranking Management Team, or the Sales Floor Managers wants an effective employee to be moved then conflicts can arise in a profit making business.8.1.4 Profit (bottom line)One of the main objectives for Sainsbury is to make profit. Conflicts can arise when the benefits of the HR function cannot be measured in recruitment, employee relations, training, motivation etc.8.1.5 ResourcesDifferent HR department (recruitment, training and appraisal) uses various resources and does the work slightly differently. This could cause conflicts, such as, the failure of one department could jeopardise the success of the others. For example, if recruitment and selection does not stick with for any reason then the whole HRM is a failure

Is College Worth the Cost

Is College Worth The Cost? College is getting much and more expensive as the years go on. The research is is it worth the cost? In three different denominations, authors will tell you their opinion and give indicate behind their reasoning. Derek Thompson writes Whats More Expensive than College? non Going to College, Amy Phillips writes Is college worth the money? and Justin Pope writes College Costs New Research Weighs the True Value of a College Education. First, author Derek Thompsons main title of respect is in that respect is still something more expensive than going to school, very often that is not going to school.Thompson uses data and charts as evidence to prove his theory of the cost of college. This makes it very affective to his article because there are detailed charts helping to prove his opinion essay writer fast. His purpose for writing his article is to make undisputable the people who jadet know that not attending college can make you suffer in the real world with your job. The intended audience for his article is the people who dont plan on going to college because they need to see what mistake they are making. In the chart in the article it shows us the unemployment rates from people with a Doctoral academic degree to people who only had less than a spicy school diploma.Obviously the rates for people who had less than a high school diploma were over 12 cartridge clips the amount of a Doctoral degree. He also states within the article that college grads earn more than 80% than people who dont go to school period. Thats a staggering amount of money thats could be earned solely people dont chose to take it. I believe his evidence definitely supports Thompsons main claim. Next, Amy Phillips main claim is that education is not worth the cost because to many people have a degree. Phillips uses sources to give her evidence behind her main claim.She claims that the saying spend more money to get a better standard of living is wrong. She states that yes going to college does earn you more money but you also have school-age child loans to pay for. And also the special(a) money is not promised because due to a released report by the Bureau of Labor and Statistics shows that one in five porters and bellhops have college degrees. Phillips goes on to spill the beans about how if we really do know what we want our careers to be, instead of forking out loads of money at a quaternity or more year college we can attend vocational schools.To get our degrees fast and only learn that particular study. I believe her evidence is not very affective because the evidence she gives does not give a reinsurance to do the things that she is writing about. She is intending her audience to be to the people who are wasting their money in four or more year colleges. Her purpose for writing this was to stop the lying to a whole generation by telling them that obtaining a college degree will make life better. Finally, Justin Pope to ok a different direction then his fellow writers.His first claim is that the middle-class is getting particularly squeezed with student loans in the pursuit of one. And his second claim is that students from middle income families rack up more in student loan debt on an average than other. With his first claim he gives data to support his evidence. The unemployment rate for all four-year graduates is 4. 5%. For recent graduates, its 6. 8%. For recent graduates trying to work with only a high school diploma, its nearly 24%. These statistics show that not going to school gives you a higher unemployment rate than most graduates.With his second claim the evidence is that federal grant aid targets the low-income families. Meaning that the high-income families have no problem with paying their tuition fees and with low-income the government is helping them but for the middle class families they dont have enough money to pay their whole tuition but they also dont get assistance. So by time graduation middle class families have more student loan debt than anyone. The purpose for Pope writing this is to let the middle class know that he understands where they are coming from.I believe his examples are very affective because his evidence shows who is doing more of the suffering. And finally his intended audience is to the middle-income families. In conclusion, my opinion on college be worth the cost is, that yes I believe college is definitely worth the cost. The author that I think had the strongest argument was Derek Thompson. His way of explaining his evidence made me understand more of his main claim. Going to college not only means a lot to my mom but it does to me too.Yes, Amy Phillips does have a point with her main claim with what I want to do when I am older I could easily go to vocational school and earn my degree a lot faster than going to a four-year college. But I think jobs would hire people who have the extra education than the people with little educatio n. Becoming a obtain is my main priority, since it is in the medical field there is more competition for jobs. So having that higher degree and longer time in college shows that I am more dedicated to becoming a nurse and it also gets me paid more than the people who just went to vocational school.

A Mision Statement

kick assertion 2 The Importance of a Mission Statement In helping students achieve at their greatest potential it is necessary for me to provide them with the necessary tools for accomplishing high conquest. One vital tool for my success (Canter, 2009) as well as the success of my students is to have a bootary station statement about my teaching beliefs that help guide my instructional planning, interactions with students and difficult multiplication that might arise during teaching.Another tool that will help drive my deputation statement is to collaborate with colleagues, p atomic number 18nts and respective(a) organizations in order to stay abreast as to what changes need to take place in and out of the schoolroom. In staying deeply committed to my mission statement, it will be important for me to display it in my classroom as a constant reminder of what I want to accomplish as a teacher. My mission is as follows To take a leak a safe and positivistic learning environmen t that will allow students to achieve at their greatest potential with an emphasis on recognizing one-on-one differences.After intensely collaborating with several colleagues and a p bent, I found it necessary to revise my mission statement in order to clarify what is most important to me as a teacher. My revised statement To create a safe and positive learning environment while developing high morals and values, with an emphasis on academic excellence by recognizing individual differences in a multicultural society. As a daily reminder of what I would like to accomplish as a teacher, I would display my mission statement on the front wall of my classroom as well as tape it on the inside of my lesson plan reserve.By displaying my mission statement on the front wall, it will not only keep me reminded as to what I want to accomplish, but it will also give my students, their parents, and my colleagues the opportunity of knowing what my goals are as an educator. By having my mission Mi ssion Statement 3 The Importance of a Mission Statement statement taped in my planning book as a constant reminder of my mission statement, it will also help guide me during my instructional planning.Every classroom that I have had, consisted of students on various academic levels. Therefore, in my instructional planning I will create assignments and strategies so that each student can successfully learn at his or her academic level. It is my desire to have comfortable and positive interactions with all students and treat each with dignity and respect. I have experienced that when students feel safe and are comfortable in the classroom with their teacher, they are more at ease with learning or even making mistakes.Also, in order to make a positive difference in the lives of my students, my interactions with them must remain respectful at all measure. Once I loose their respect, it will be difficult to pee it back. At the same time, it is also important for students to show respect with their teacher and other people as well. Reflecting on a book, (Nieto, 2003) there are umpteen challenges and obstacles that teachers face in their career. Even though I am viewed as a positive person, there are times when difficulties arise.My most difficult times are meeting deadlines, unpleasant conferences with parents or colleagues and behavioral challenges with a student. During times of difficulty and doubt is when I will need to read and reread my mission statement the most, as a reminder of what I want to accomplish as a teacher. However, what ever the difficulty is, by staying focused on my mission statement will help in achieving my goals. Therefore, while staying focused, it is also imperative that I remain positive. Mission Statement 4The Importance of a Mission Statement In conclusion, with the guidance of my mission statement, I hope to build a surd foundation for academic excellence in the classroom. In having a strong foundation for academic excellence, it is important for all students to demonstrate respect, good morals and values that will help them develop as a learner and a person. As an effective teacher, I should exemplify characteristics that will gain the trust and belief from my students (Kottler, A. , Zehm, & Kottler, E. , 2005). Also, staying focused and committed on a daily basis are essential actors I need to exhibit in order to successfully achieve my goals. In short, constantly reminding myself, as to what I want to accomplish for maintaining a highly-qualified teacher is vital for my success. References Kottler, J. A. , Zehm, S. J. , & Kottler, E. (2005). On being a teacher The human dimension (3rd ed. ). Thousand Oaks, CA Corwin Press. Laureate Education, Inc. (2008). The power of mission. . Baltimore, MD Author Nieto, S. (2003). What keeps teachers passing? New York Teachers College Press.

Bad Drivers

Please note that the drivers used in this rant are full driving license and know the Dos and Dont of driving What is a bad driver? A bad driver is the moron who lacks the brain capacity to drive like a normal person. Instead of smell at a situation and thinking about it logically, the driver chugs along In their own little world blissfully unaware of the world slightly them. It Isnt that they dont want to care about the others around them, the problem Is that their brains are actually so tiny that they are enable to comprehend more than one social occasion at a time.This Is why you will often spot a bad driver stopping in the middle of the road. What has happened, Is that In the middle of attempting a maneuver that requires them to think about multiple things at the same time, their brain and body has suffered a complete overload and shut Itself down. A few weeks past I suffered a mentally disturbing experience. As usual I was running late for my football class, so I decided to ask my parents If I can go by car. Surprisingly they agreed.After a fairly peaceful Journey, possibly the worst possible outcome occurred. It was a minor road and 2 cars have met. What should have happened is either one of the drivers reverse into an opening to clear the federal agency, saving everyone loads of time however neither one of the drivers had the decency to clear the way and soon enough a 2 car roadblock became a bundle of cars all mindlessly honking at each other. What have we become? gentlemans gentleman Being Seriously, is there some kind of driving epidemic going on that I havent heard about?

Children in Foster Care Essay

Statement Upon ageing out of the foster care outline, foster kids end up either dead, roofless or incarcerated due to lack of independent living skills and lack of knowledge about programs in their communitiesDue to many children being so displaced and neglected, it is hard to hand over for children because foster homes are overcrowded. Due to lack of financial stability roughly 20,000- 100,00 children in the United States are discharged to live on their own age approximately 1,100 green adults are discharged and left to fend for themselves throughout the country. Having reached the age, they are presumed to be productive, self reliant and fully self sufficient (Retrieved January 2, 2013, from www.childrenaidsociety.org). Unfortunately, these young adolescents are looked at as a failure before even given a chance in society due to not development up under the best circumstances. Already troubled by their childhood experiences of neglect, abandonment and abuse, the vast majority of young people leave the trunk without knowledge, skills, experience, habits and relationships that give the axe engage them in connective and productive programs within their communities.With this in mind, it also stops them from being connected members of society. According to statistics foster children that age out of the system are far more likely to encounter poverty, homelessness, compromised health, unemployment and incarceration (Retrieved December 29, 2012, from www.angelsfoster.org). Having access to both resources and programs during and aftercare can jock alleviate alot of tension that children in the system encounter when trying to maintain and survive on their own. If the United States government help foster care agencies foster more programs and provide adequate funding in the right areas, then foster children would have more knowledge and skills when it comes down to independency.Without any friends, social workers, or dependent foster parents to turn to for hel p or assistance, these young people are pre dominantly at greater risk of becoming homeless, jobless, incarcerated or dead. According to statistics, young people discharged to themselves in variant states have high numbers of poor preparation and independent living skills. 12-30 percent struggled with homelessness, 40-63 percent did not complete high school, 25-55 percent were un busy and those employed had earnings far below the poverty line. 31-41 percent were arrested, 18-26 percent were incarcerated 12-18 months after leaving the system ( Retrieved January 2, 2013 from www.whitehousetaskforceondisadvantagedyouth).