How sovereign nation bankruptcies differ from private company Essay

How sovereign nation bankruptcies differ from private company bankruptcies, and does a default on domestic debt differ from a default on foreign debt - Essay Example 86). Consider the way that the British defaulted on war debts to the Americans (Mead, 2002). Most of the industrialized nations have defaulted on debt. Spain defaulted thirteen times over four centuries! Indeed, â€Å"French finance minister Abbe Terray... even opined that governments should default at least once every hundred years†... (Reinhart and Rogoff, 2009, p. 87). This indicates two things about public debt. First of all: Default on public debt is nearly omnipresent. This is because the debtors in question are themselves likely to be permanent institutions, based on the logic of the European nation-state system, and are borrowing from other states, who are also permanent institutions. Yet the defaulting rate on private loans is nowhere near 100%. Second, enforcement of public debt is highly politicized and uneven. Britains war debts were excused; Germanys werent (Mead, 2002). Most private debt is treated relatively evenly: One is loaned money and one has to pay it back, no matter who one is. We can also see from this that this uneven enforcement can give countries an incentive to default that is not present in the domestic economy. It is hard to enforce across country lines. And, of course, the access to enforcement varies. If the US defaulted on a loan to China, they could use their military power to prevent enforcement. If Nigeria defaulted on a loan to the United States, the matter would be entirely different. Another difference is that, while private debt is based on an individual familys economic situations or the micro-economy of a region, public debt is often based on entire market institutions and trends ( Reinhart and Rogoff, 2009, p. 87-89). Capital inflows or growth often precede defaults, due to large amounts of debt being taken on due to the belief that â€Å"this time will be different†. Individual families or companies do not tend to behave this way. Countries do. Since 1800, public debt

The Value of Hosting Events as a Destination Development Strategy Assignment - 11

The Value of Hosting Events as a Destination Development Strategy - Assignment Example The business sector portion comprising of those people whom go to go to function, or the one to be inspired to go to event if it is hosted away from home. In the field of tourism, the expression "event" is utilised to portray the diverse classifications of events, a considerable lot of which may have singular recognizable viewpoints. It incorporates events from the Olympic Games as the uber-event to little events, for example, local festivals (Hall 2002). The request of occasions is to a great extent of a limited time apportioning and different in nature. In the occasions business today the sort of occasions can be requested by size and scale, and are typically done in a going with way. Be that as it may, events can likewise be ordered by reason and the inspiration driving either holding or going to the event, not to the specific area to which they have a place. Much attention will be paid to the value of hosting events as a strategy for developing destination. It is regularly put on the economic effect mostly in light of the way the coordinators of the occasion and government must meet spending arrangement targets and to legitimize the cost, and to some degree in light of the fact that these impacts are slightest requesting to study. Huge duty to the monetary impact assessment is a cost that happens after an occasion (Chalip 2005). Diverse methods can be used to study the monetary impacts of occasions. The paper will address the way that tourism can empower gathering pride as visitors visit the spot that is, as it ought to be. All around presented towns and all that much kept up workplaces for visitors offer them to feel some help with inviting and can add to the sentiment gathering pride.

Major Component Agencies of the Dhs Essay Example for Free

Major Component Agencies of the Dhs Essay This paper will discuss what are the major component agencies of DHS and their primary functions. Major Component Agencies of the DHS Major agencies of the Department of Homeland Security (DHS) are; The Directorate for National Protection and Programs, The Science and Technology Directorate, The Office of Health Affairs, The Federal Emergency Management Agency (FEMA), U. S. Customs and Border Protection (CBP), Immigration and Customs Enforcement (ICE), The Office of Investigations, The Office of Detention and Removal Operations, The Federal Protective Service, The Office of Intelligence, The Office of Intelligence and Analysis, The Office of Operations Coordination, The Domestic Nuclear Detection Office, The Transportation Administration (TSA), The Federal Law Enforcement Training Center (FLETC), The Citizenship and Immigration Services, The Coast Guard, and The Secret Service. Their Primary Functions The Directorate for National Protection and Programs has five divisions that work to advance the DHS’s risk-reduction mission. The primary development and research arm of the department belongs to the Science and Technology Directorate. The Office of Health Affairs coordinates all medical activities to ensure appropriate preparation for the response to incidents having medical significance. The Federal Emergency Management Agency (FEMA) manages federal response and recovery efforts following any national incident, administers the National Flood Insurance Program, and prepares the nation for hazards. The CBP prevents terrorists and their weapons from entering the United States. They are responsible for protecting U. S. borders, while simultaneously facilitating the flow of legitimate trade and travel. The largest investigative arm of DHS is ICE. They are responsible for identifying and shutting down vulnerabilities both in the nation’s borders and in economic, infrastructure security, and transportation. The Office of Investigations investigates a wide range of international and domestic activities that violate customs laws and immigration and threatens national security. The department who is ensures the departure from the United States of all illegal aliens through the fair enforcement of the nation’s immigration laws is the Office of Detention and Removal Operations. The Federal Protective Service is responsible for securing, ensuring a safe environment, and policing in which federal agencies can conduct their business at more than 8,800 federal facilities nationwide. Collecting, analyzing, and disseminating strategic and tactical intelligence data belongs to the Office of Intelligence. The Office of Intelligence and Analysis is responsible for using information and intelligence from multiple sources to identify and assess current and future threats to the U. S. The responsibility for monitoring the security of the U. S. on a daily basis and coordinating activities within the department and with governors, law enforcement partners, DHS advisors, and critical infrastructure operators in all fifty states and more than fifty major urban areas nationwide falls under the Office of Operations Coordination. The Domestic Nuclear Detection Office works to enhance the nuclear detection efforts of federal, tribal, states, territorial, and local governments and the private sector and to ensure a coordinated response to such threats. This department protects the nation’s transportation systems. In addition, agents also inspect air carrier operations to the United States, fly air marshal missions, assess security of airports overseas, and training overseas security personnel is TSA. The FLETC provides career–long training to law enforcement professionals to help them fulfill their responsibilities safely and proficiently. The Citizenship and Immigration Services is responsible for the administration of immigration and naturalization adjudication functions and the establishment of immigration service’s policies and priorities. This department is also consider a military department, which protects the public, the environment, and U. S. economic interests in the nation’s ports, along the coast, on international waters, on its waterways, or in any maritime region as required to support national security. Finally, we have the Secret Service who protects the president and other high-level officials and investigates counterfeiting and other financial crimes, identity theft, computer fraud, including financial institution fraud, and computer-based attacks on our nation’s financial, banking, and telecommunications infrastructure. Final Thoughts The Department of Homeland Security was activated in January 2003 from the Homeland Security Act of 2002 to help combat terrorism after the September 11 attacks on the United States. An outline is provided of what happened when the DHS was formed. Our lives in the United States as we knew it, has forever been changed since 9-1-1. We still have a long way to go to become more aware and secure, but it is not impossible. There are still many loopholes to tackle, red tape to cut, and the lack of proper equipment and training which still needs to be addressed on a continuous basis. On March 1, 2003, the DHS absorbed the Immigration and Naturalization Service and assumed its duties. By doing this, it divided the enforcement and services functions into two separate and new agencies: ICE and Citizenship and Immigration Services. The investigative divisions and intelligence gathering units of the INS and Customs Service were merged forming Homeland Security Investigations. Additionally, the border enforcement functions of the INS, including the U.S. Border Patrol, the U.S. Customs Service, and the Animal and Plant Health Inspection Service were consolidated into a new agency under DHS: U.S. Customs and Border Protection (Creation of DHS, n.d.). References Creation-department-homeland-security, n.d. Retrieved on 1215/2012 from http://www.dhs.gov/creation-department-homeland-security Peak, K. J., 2012. Policing America challenges and best practices. Retrieved on 12/15/2012 from Chapter Two, Pages 44-48.

Essay --

Violence The television media is so strong and important in today’s world that it is considered to be the most important aspect of a country’s infrastructure. It is widely believed that those countries that control the television media and other forms of mass media control the whole world as they have control over the power to express their own opinion as well as that of others. In today’s world wars are not only fought in the battlefields but also on the media. The one who is strongest and most efficient in this regard has the highest chance of victory. Though the military power and strategic planning of the leaders are more important as they play the key role, but when it comes to get the favor of the international community on your argument and to form a positive opinion about yourself, media is the most powerful tool. It also helps in keeping the morale of your own public and soldiers high and to create confusion and a situation of chaos among the people of your opponent. These were the strong and aggressive media campaigns during the Second World War and recently in the gulf war that contributed to a considerable level brought success to the U.S forces. The U.S media fully backed the policies of the government and followed the strategies defined by them. Realizing the importance of the media many of the other countries started giving attention in the development of this sector. â€Å"No one definition of terrorism has gained universal acceptance. For the purposes of this report, however, we have chosen the definition of terrorism contained in Title 22 of the United States Code, Section 2656f(d). That statute contains the following definitions: The term "terrorism" means premeditated, politically motivated violence perpetrated ag... ...nts to live. That was made for CNN, but the reporting was lousy, with incompetent people (beautiful people are not necessarily smart), who stated such inane things that it was confounding. Not ONE cried. In fact, I've seen several reporters in France on the border of smiling: ah, finally the Americans got struck! This is the essence of the so-called anti-globalization people. It was deserved as Americans pretend to rule the world, wasn't it? If you find that you feel anxious or stressed after watching a news program, if you feel you cannot turn off the television or partake in recreational activities, or if you have trouble sleeping, you may want to contemplate confining the amount and type of media coverage that you are viewing. Works Cited Definitions Patterns of Global Terrorism 2000 April 24, 2003, http://www.fattyboombatty.com/2000terrorismreport.htm

Stefan’s Diaries: Origins Chapter 11

The mist rose up around my feet as I walked toward the willow tree. The sun was quickly setting, but I could still make out a shadowy figure nestled between the roots. I glanced again. It was Rosalyn, her party dress shimmering in the weak light. Bile rose in my throat. How could she be here? She was buried, her body six feet underground at the Mystic Falls cemetery. As I walked closer, steeling my courage and grasping the knife in my pocket, I noticed her lifeless eyes reflecting the verdant leaves above. Her dark curls stuck to her clammy forehead. And her neck wasn't torn out at all. Instead, her neck displayed only two neat little holes, the size of shodding nails. As if guided by an unseen hand, I fell to my knees next to her body. â€Å"I'm sorry,† I whispered, staring at the cracked earth below. Then I raised my eyes and froze in horror. Because it wasn't Rosalyn's body at all. It was Katherine's. A small smile curved her rosebud lips, as if she were simply dreaming. I fought the urge to scream. I would not let Katherine die! But as I reached toward her wounds, she sat straight up. Her visage morphed, her dark curls faded to blond, and her eyes glowed red. I started backward. â€Å"It's your fault!† The words cut through the still night, the tone hollow and otherworldly. The voice belonged neither to Katherine nor Rosalyn–but to a demon. I screamed, gripping my penknife and slicing it into the night air. The demon lunged forward and clutched my neck. It lowered its sharpened canines to my skin, and everything faded to black†¦. I woke up in a cold sweat, sitting upright. A crow cawed outside; in the distance, I could hear children playing. Sunbeams were dappled along my white bedspread, and a dinner tray was sitting on my desk. It was daylight. I was in my own bed. A dream. I remembered the funeral, the ride from the church, my exhaustion as I climbed the stairs to my bedroom. It had just been a dream, a product of too much emotion and stimulation today. A dream, I reminded myself again, willing my heart to stop pounding. I took a long gulp of water straight from the pitcher on the nightstand. My brain slowly stilled, but my heart continued to race and my hands still felt clammy. Because it wasn't a dream, or at least not like any dream I'd ever had before. It was as if demons were invading my mind, and I was no longer sure what was real or what thoughts to trust. I stood up, trying to shake off the nightmare, and wandered downstairs. I took the back steps so as not to cross paths with Cordelia in the kitchen. She'd been taking good care of me, just as when I had been a child in mourning for my mother, but something about her watchful gaze made me nervous. I knew she'd heard me call out for Katherine, and I fervently hoped she wasn't telling ta les to the servants. I walked into Father's study and glanced at his shelves, finding myself drawn yet again to the Shakespeare section. Saturday seemed like a lifetime ago. Still, the candle in the silver candlestick holder was exactly where Katherine and I had left it, and The Mysteries of Mystic Falls was still on the chair. If I closed my eyes, I could almost smell lemon. I shook that thought away and hastily picked out a volume of Macbeth, a play about jealousy and love and betrayal and death, which suited my mood perfectly. I forced myself to sit on the leather club chair and glance at the words, forced myself to turn the pages. Maybe that's what I needed in order to proceed with the rest of my life. If I just kept forcing myself to take action, maybe I'd finally get over the guilt and sadness and fear I'd been carrying with me since Rosalyn's death. Just then, I heard a knock on the door. â€Å"Father's not here,† I called, hoping whoever it was would go away. â€Å"Sir Stefan?† Alfred's voice called. â€Å"It's a visitor.† â€Å"No, thank you,† I replied. It was probably Sheriff Forbes again. He'd already come by four or five times, speaking to Damon and Father. So far I'd managed to beg off the visits. I couldn't stand the thought of telling him–telling anyone –where I'd been at the time of the attack. â€Å"The visitor is quite insistent,† Alfred called. â€Å"So are you,† I muttered under my breath as I strode to the door and opened it. â€Å"She's in the sitting room,† Alfred said, turning on his heel. â€Å"Wait!† I said. She. Could it be †¦ Katherine? My heart quickened despite itself. â€Å"Sir?† Alfred asked, mid-step. â€Å"I'll be there.† Frantically, I splashed water from the basin in the corner on my face and used my hands to smooth my hair back from my forehead. My eyes still looked hooded, and tiny vessels had broken, reddening the whites, but there was nothing more I could do to make me look, let alone feel, more like myself. I strode purposefully into the parlor. For an instant, my heart fell with disappointment. Instead of Katherine, sitting on the red velvet wingback chair in the corner was her maid, Emily. She had a chair in the corner was her maid, Emily. She had a basket of flowers on her lap and held a daisy to her nose, as if she didn't have a care in the world. â€Å"Hello,† I said formally, already trying to come up with a way to politely excuse myself. â€Å"Mr. Salvatore.† Emily stood up and half- curtseyed. She wore a simple white eyelet dress and bonnet, and her dark skin was smooth and unlined. â€Å"My mistress and I join you in your sorrows. She asked that I give you this,† she said, proffering the basket toward me. â€Å"Thank you,† I said, taking the basket. I absentmindedly put a sprig of lilac to my nose and inhaled. â€Å"I'd use these in your healing, rather than Cordelia's concoctions,† Emily said. â€Å"How did you know about that?† I wondered. â€Å"Servants talk. But I fear that whatever Cordelia's feeding you may be doing you more harm than good.† She plucked a few blossoms from the basket, twining them into a bouquet. â€Å"Daisies, magnolias, and bleeding heart will help you heal.† â€Å"And pansies for thoughts?† I asked, remembering a quote from Shakespeare's Hamlet. As soon as I said it, I realized it was a foolish statement. How would an uneducated servant girl possibly know what I was speaking of? But Emily simply smiled. â€Å"No pansies, although my mistress did mention your love of Shakespeare.† She reached into the basket and broke off a sprig of lilac, which she then pushed gently into my buttonhole. I held the basket up and inhaled. It smelled like flowers, but there was something else: the intoxicating aroma that I'd only experienced when I was near Katherine. I inhaled again, feeling the confusion and darkness of the past few days slowly fade. â€Å"I know everything's very strange right now,† Emily said, breaking my reverie. â€Å"But my mistress only wishes the best for you.† She nodded toward the couch, as if inviting me to sit down. Obediently, I sat and stared at her. She was remarkably beautiful and carried herself with a type of grace I'd never seen before. Her movements and manners were so deliberate that watching her was like watching a painting come to life. â€Å"She would like to see you,† Emily said after a moment. The second the words left her lips, I realized that could never be. As I sat there, in the daylight of the parlor, with another person rather than being lost in my own thoughts, everything clicked into focus. I was a widower, and my duty now was to mourn Rosalyn, not to mourn my schoolboy fantasy of love with Katherine. Besides, Katherine was a beautiful orphan with no friends or relations. It would never work–could never work. â€Å"I did see her. At Rosalyn's †¦ at the funeral,† I said stiffly. â€Å"That's hardly a social call,† Emily pointed out. â€Å"She'd like to see you. Somewhere private. When you're ready,† she added quickly. I knew what I had to say, what the only proper thing to say was, but the words were hard to form. â€Å"I will see, but in my current condition, I'm afraid I'm probably not in the best mood to go walking. Please send your mistress my regrets, although she will not want for company. I know my brother will go wherever she wishes,† I said, the words heavy on my tongue. â€Å"Y es. She is quite fond of Damon.† Emily gathered her skirts and stood up. I stood up as well and felt, even though I towered a head taller, that she was somehow more powerful than me. It was an odd yet not altogether unpleasant feeling. â€Å"But you can't argue with true love.† With that she swept out the door and across the grounds, the daisy in her hair scattering its petals into the wind.

How to Be a Good Headhunter

As headhunter, I earn my living by finding and evaluating job candidates for the benefit of my clients. After more than 5 years experiences in this job, now I understand what a good headhunter is and how to be. A good headhunter should be building a business based on reputation, relationships and trust — and on making a contribution to our professional community. You are in less of a rush, are more willing to take time to establish long term relationships, and seek to establish your credibility as much as to earn a buck. In order to be a good headhunter, you should have four features — knowledgeable, trustworthy, conscientious and effective. Knowledge As a good headhunter, you should share lots of knowledge and in doing so give candidates enough information to help them make a decision about whether they want to pursue the job (or recommend someone else). You should ask HR tons of valuable information about the company, about the job, the manager and his team, about why the job is open, and about the technology (if applicable), then share to candidates. You also should be able to tell candidates about the interview itself: how the manager evaluates candidates, how his team will be involved and how the selection process will play out. Most important, the good headhunter will be able to coach candidate in a way that will maximize candidates’ chances of winning an offer. Integrity As a trustworthy headhunter, you should be proud of your business and glad to talk about it, more over, you will demonstrate that you have good clients who respect you, and that you know the in's and out's of the industry you recruit in. Your success depends on clients’ and candidates’ trust, which means you should also reveal your trustworthiness by keeping your promises. You do call client or candidate when you promise to call; you do shortlist to client when you promise to. Conscientiousness As a good headhunter, you should try to locate and separate out the best qualified talent for your client company. You should never just ask for candidates resume without doing research by taking the time to ask candidates the tough, detailed questions that will reveal whether candidate fit the company, the manager, the job and the technology or not. Then write some objectively comments on their resume and shortlist to client. Effectiveness As a good headhunter, you should find the right candidate and fill the job in the shortest time. That's your business. To accomplish this, you will gain the respect of the client and candidate. And talking to just anyone isn't your job. Searching out the right candidates and talk with them, that will save your time and make your job efficient. It is obvious that a good headhunter should know client, position and candidate well, and try your best to right person to fill the right position. Meanwhile, you should also give the market information to HR and career suggestion to candidate. If you always do your job like that, success is not far away from you.

Smu I Year Hrm Exam Notes Essay Example

Smu I Year Hrm Exam Notes Essay Example Smu I Year Hrm Exam Notes Essay Smu I Year Hrm Exam Notes Essay Explain the objectives and process of HRP? Human resource planning or manpower planning is essentially the predetermine process of getting the right number of qualified people into the right job at the right time. In Other Words Human resource planning is a process by which an organization should move from its current manpower position to its desired manpower position.Through planning, management strikes to have the right number and right kinds of people, at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit. Process of HRP: 1. Assessing Human Resources The assessment of HR begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analyzed to assess the currently available HR inventory level. 2. Demand Forecasting HR forecasting is the process of estimating demand for and supply of HR in an organization.Demand forecasting is a process of determining future needs for HR in terms of quantity and quality. 3. Supply Forecasting Supply is another side of human resource assessment. It is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. 4. Matching Demand and Supply It is another step of human resource planning. It is concerned with bringing the forecast of future demand and supply of HR. The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved. . Action Plan It is the last phase of human resource planning which is concerned with surplus and shortages of human resource. Under it, the HR plan is executed through the designation of different HR activities. The major activities which are required to execute the HR plan are recruitment, selection, placement, training and development, socialization etc. Objectives of HRP: 1. To recruit and maintain the HR of requisite quantity and quality. 2. To predict the employee turnover and make the arrangements for minimizing turnover and filing up of consequent vacancies. 3.To meet the requirements of the programs of expansion, diversification etc. 4. To anticipate the impact of technology on work, existing employees and future human resource requirements. 5. To progress the knowledge, skill, standards, ability and discipline etc. 6. To appraise the surplus or shortage of human resources and take actions accordingly. 7. To maintain pleasant industrial relations by maintaining optimum level and structure of human resource. 8. To minimize imbalances caused due to non-availability of human resources of right kind, right number in right time and right place. . To make the best use of its human resources; and 10. To estimate the cost of human resources. Q2. What are the factors affecting recruitment? What are the sources of recruitment? Definition of Recruitment: The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are: Internal Factors 1. Size of the organization Recruitment process is affected by the size of the organization to a large extent. Experience suggests that larger organizations recruits more candidates than small ones. . Recruiting Policy The recruitment policy of the firm also affects the recruitment process. This policy is concerned with candidates from outside the organization, whereas others want to recruit from internal sources. 3. Image of the organization Image or goodwill of the organization also affects the recruitment. Organizations having good image can attract potential and competent candidates to a large extent. 4. Image of job Jobs having good image in terms of better remuneration, working condition, promotion, career development opportunities etc. an attract the potential and qualified candidates to a large extent. External Factors 1. Demographic factors A demography is the study of human population in terms of age, sex, occupation, religion, composition, ethnicity etc. The demographic factors have profound influence on recruitment process. 2. Labor market Labor market constitutes the force of demand and supply of labor of particular importance. For instance, if demand for a particular skill is high relative to its supply, the recruitment process evolves more efforts. Contrary to it, if supply is more than demand, the recruitment process will be easier. . Unemployment situations Unemployment rate of particular area is yet another influencing factor of recruitment process. If the unemployment rate is high, the recruitment process will be simpler and vice versa. 4. Social and political environment The forces of social and political environment also influence recruitment policy. For instance, the change in government can have a direct impact upon recruitment policy of the company due to change in government rules and regulations. Sources of Recruitment The different sources of recruitment are classified into two categories, viz.Internal: sources of recruitment are from within the organization. External: sources of recruitment are from outside the organization. Internal Sources 1. Promotions Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization. 2. Transfers Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. 3. Internal Advertisements Here, the vacancy is advertised within the organization.The existing employees are asked to apply for the vacancy. External Sources 1. Public Advertisements The Personnel department of a company advertises the vacancy in newspapers, the internet, etc. This advertisement gives information about the company, the job and the required qualities of the candidate. 2. Campus Recruitment The organization conducts interviews in the campuses of Management institutes and Engineering Colleges. Final year students, whore soon to get graduate, are interviewed. Suitable candidates are selected by the organization based on their academic record, communication skills, intelligence, etc. . Recommendations The organization may also recruit candidates based on the recommendations received from existing managers or from sister companies. Q3. What are the main objectives of training? Explain on-the job and off the job training? Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees whereas development is the act of improving by expanding or enlarging or refining and future growth. Objective of Training To impart basic knowledge and skill to new entrants required for intelligent performance of definite task in order to induct them without much loss of time. To assist employees to function more effectively by exposure of latest concepts information and techniques and development of skills required in specific fields including production, purchase, marketing, logistics, information technology etc. To broaden minds of supervisors. Sometimes, narrowness of outlook may arise in supervisors because of specialization. In order to correct this narrowness they are provided with opportunities and interchange of experience. To build second line of competent employees and enable them to occupy more responsible positions as situation emerge. To prepare employees to undertake different jobs in order to enable redeployment and maintain flexibility in workforce so that ever changing environment of market can be met and downturns can be managed without losing experienced employees. To provide employees job satisfaction, training enables an employee to use their skill, knowledge and ability to fullest extent and thus experience job satisfaction and gain monetary benefits from enhanced productivity. To improve knowledge, skills, efficiency of employees to obtain maximum individual development. To fulfill goals of organization by securing optimum co-operation and contribution from the employees. On the Job-Training On-the-job training is training that takes place while employees are actually working. It means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day. The business enefits by ensuring that the training is specific to the job. It also does not have to meet the additional costs of providing off-the-job training or losing working time. Methods of providing on-the-job training Coaching – An experienced member of staff will help trainees learn skills and processes through providing instructions or demonstrations (or both). Mentoring – Each trainee is allocated to an established member of staff who acts as a guide and helper. A mentor usually offers more personal support than a coach, although the terms mentor’ and coach’ are often used interchangeably. Job rotation – This is where members of staff rotate roles or tasks so that they gain experience of a full range of jobs. Sitting next to Nellie’ – This describes the process of working alongside a colleague to observe and learn the skills needed for a particular process. Off the Job-Training Off-the-job training is provided away from the immediate workplace. This might be at a specialist training center or at a college or at a company’s own premises. This type of training can be particularly useful for developing transferable skills that can be used in many different parts of the business.It may be used, for example, to train employees in the use of new equipment and new methods or to bring them up to date with changes in the law. Methods of providing off-the-job training Lecture In lecture method trainers used to communicate with spoken words which they want the trainees to learn, it is primarily one way communication of learned capabilities from trai ner to audience. Audio Visual Techniques Audio visual instruction includes overheads, slides and video. Video can be used for improving communication skills and customer service skills, it can also illustrate how procedures can be followed. Simulations It represents real life situations regarding trainees decisions resulting in outcomes that reflects what would happen if they were on the job. Simulations allow trainees to see impact of their decisions in an artificial, risk free environment. Case Studies This method involves studying cases from all perspectives, analyzing the various options available to the company for solving problems or address issues and arriving at most suitable answers. Q4. Define performance management. Write a brief note on 360 degree appraisal?Performance Management Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. Many writers and consultants are using the term performance management as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context.Meaning of 360 Degree Appraisal An appraisal made by top management, immediate superior, peers, subordinates, self and customers is called 360 Degree Appraisal. Here, the performance of the employee or manager is evaluated by six parties, including himself. So, he gets a feedback of his performance from everyone around him. This method is very reliable because evaluation is done by many different parties. These parties are in the best position to evaluate the employee or manager because they are continuously interacting and working with him.This method is mostly used to evaluate the performance of the employees. However, it is also used to evaluate other qualities such as talents, behavior, values, ethical standards, tempers, loyalty, etc. Six Parties in 360 Degree Appraisal Top Management Immediate Superior Peers / Co-workers Subordinates Self-Appraisal Customers 360 degree feedback appraisal The 360 degree feedback appraisal systems collect information from a variety of people with whom the employee has frequent contact.The evaluation asks each participant questions about the employee’s behavior across a broad array of job related competencies. Its confidential nature and broad perspective make this appraisal tool more credible to many employees than traditional performance appraisal systems. Significance The performance evaluations utilize multiple anonymous sources to obtain honest feedback regarding an employee’s performance. The anonymous nature and multiple sources make the final findings harder to ignore.If an employee receives the same or similar feedback from the multiple sources, he cannot simply brush it off as an anomaly. Criteria Assessed The 360 degree appraisal process assesses the skills, behavior and knowledge of the employee, usually a manager. More specifically, the survey questions on knowledge assess how well the employee knows his job, the company and the industry in general. The skills portion evaluates the employee’s time management and organization skills, communication skills, specific job competencies and customer satisfaction. TrainingParticipants in the evaluation process should receive training regarding the interpretation of survey questions, the importance of confidentiality and the importance of complete honesty in ratings. Proper training of evaluators is critical to the success and validity of the 360 degree appraisal system. Planning Employees must view the performance appraisal process as credible and valid for the results to have any positive impact on their future performance. Warning The 360 degree feedback performance appraisal process works best when survey questions are customized to the company using it.Human resources can purchase pre-made, generic questions, but these often do not collect information relevant to that company’s specific operations. Q5. What is meant by job analysis? Explain its purpose and methods? Job Analysis Job analysis is the process of analyzing jobs. It is very broad concept. Therefore Before describing the meaning and nature of the job analysis, it is important to discuss about the meaning of the job. Job- job is the bundle of related task. For example, inspecting resume of a job seeker is a task. The whole lot of tasks relating to recruitment constitutes job.Job Analysis- it is the process of collecting job related information. Such information helps in the preparation of job description and job specification. There are two outcomes of job analysis: Job description Job specification Job Description- it indicates what all a job involves. For example, job title, location, job summary, duties machine, tools, equipment’s, material and forms used, supervision given and received and working conditions. Job Specification- the capabilities that the job holder should possess form part of job specification.For example, education, training, experience, judgment, initiative, physical effort, physical skills, communication skills and emotional characteristics. Purpose of Job Analysis Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analyzing training and development needs, assessing the worth of a job and increasing personnel as well as organizational productivity. Recruitment and Selection: Job Analysis helps in determining what kind of person is required to perform a particular job.It points out the educational qualifications, level of experience and technical, physical, emotional and personal skills required to carry out a job in desired fashion. The objective is to fit a right person at a right place. Performance Analysis: Job analysis is done to check if goals and objectives of a particular job are met or not. It helps in deciding the performance standards, evaluation criteria and individual’s output. On this basis, the overall performance of an employee is measured and he or she is appraised accordingly. Training and Development: Job Analysis can be used to assess the training and development needs of employees. The difference between the expected and actual output determines the level of training that need to be imparted to employees. It also helps in deciding the training content, tools and equipment’s to be used to conduct training and methods of training. Compensation Management: Of course, job analysis plays a vital role in deciding the pay packages and extra perks and benefits and fixed and variable incentives of employees.After all, the pay package depends on the position, job title and duties and responsibilities involved in a job Job Designing and Redesigning: The main purpose of job analysis is to streamline the human efforts and get the best possible output. It helps in designing, redesigning, enriching, evaluating and also cutting back and adding the extra responsibilities in a particular job. This is done to enhance the employee satisfaction while increasing the human output. Job Analysis Methods Most Common Methods of Job Analysis are: Observation Method: A job analyst observes an employee and records all his performed and non-performed task, fulfilled and un-fulfilled responsibilities and duties, methods, ways and skills used by him or her to perform various duties and his or her mental or emotional ability to handle challenges and risks. However, it seems one of the easiest methods to analyze a specific job but truth is that it is the most difficult one. Why? Let’s Discover. It is due to the fact that every person has his own way of observing things.Different people think different and interpret the findings in different ways. Therefore, the process may involve personal biasness or likes and dislikes and may not produce genuine results. This error can be avoided by proper training of job analyst or whoever will be conducting the job analysis process. This particular method includes three techniques: direct observation, Work Methods Analysis and Critical Incident Technique. The first method includes direct observation and recording of behavior of an employee in different situations.The second involves the study of time and motion and is specially used for assembly-line or factory workers. The third one is about identifying the work behaviors that result in performance. Interview Method: In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. This method helps interviewer know what exactly an employee thinks about his or her own job and responsibilities involved in it.It involves analysis of job by employee himself. In order to generate honest and true feedback or collect genuine data, questions asked during the interview should be carefully decided. And to avoid errors, it is always good to interview more than one individual to get a pool of responses. Then it can be generalized and used for the whole group. Questionnaire Method: Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors and managers. However, this method also suffers from personal biasness.A great care should be takes while framing questions for different grades of employees. Q6. What are the benefits and objectives of employee welfare measures? Employee welfare means anything done for intellectional physical moral and economic betterment of the workers, whether by employers, by Government or by other agencies, over and above what is laid down by law, or what is normally expected on the part of the contracted benefits for which workers may have bargained. Following features of employee welfare can be identified:Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. Welfare measures are in addition to regular wages and other economic benefits available to employees under legal provisions and collective bargaining. Welfare measures may be provided not only by employers but by the government, trade unions and other agencies too. The basic purpose of employee welfare is to improve the lot of the working class and thereby make a worker a good employee and a happy citizen.Employee welfare is an essential part of social welfare. It involves adjustment of an employee’s work life and family life to the community or social life. Employee welfare measures are also known as fringe benefits and services. Benefits of Employee Welfare Compliance As a business owner, you are required by law to provide certain benefits for the welfare of your employees. You have to match the Social Security taxes your employees pay and obtain a workers compensation insurance policy. If ou terminate an employee, you have to provide Consolidated Omnibus Budget Reconciliation Act (COBRA) funds to extend his health insurance. Recruitment and Retention The benefits an employee receives from his employer for his welfare are often a significant reason why he decides to accept a job offer. As such, providing employee benefits allows you to compete with other businesses to recruit and retain qualify employees. If other employers offer better benefits, good employees may choose to go there. Employees Well-BeingBy providing a plan thats good for employees welfare, you show them that you value them. This can help make them feel welcome and happy in your company, motivating them to work harder. If your health plan has wellness coverage and preventative care, employees are more likely to stay healthy, cutting down on absenteeism and sick days. Company Image Providing a good employee welfare plan reflects well on your business, building a good company image. It may even earn you some press coverage, giving you free publicity to improve awareness among potential customers.This may boost your sales and increase your profits. Objectives of Employee Welfare Production One of the primary concerns of employee welfare promotion is to create happy employees. However, this type of objective has a greater purpose and is not always due to the benevolence of the employer. Instead, good employers both genuinely care for their employees and do so because they know that a happy employee is one that will be productive and do his job correctly. In careers ike sales where production is essential to making money, employers who promote employee welfare know that employees will make more money for themselves and for the company. Loyalty Another reason to promote the well-being of an employee is that it can improve employee loyalty. In the long run, employees who are taken care of by their employers are less likely to jump ship and change companies or careers. Even in situations where it might be possible to make more money with a different company, the employee who feels accepted and needed by their employer may not even consider other job offers when they come along.Organizational Improvement Because employee welfare deals specifically with the well-being of employees, employee welfare programs adopted by employers are more effective when the wants and wishes of employees are taken into consideration. In organizations where employees are well-cared for and employees are asked to provide suggestions as to how to better improve the company, employees feel as if they play an important role in the improvement of the organization. HealthHealth promotion is another major objective of most employee welfare programs. Prior to the rise of labor unions in the United States, most employees did not have health insurance or any type of programs to promote preventative health measures. However, the health of an employee is integral to the success of a company. Employees who are happy and healthy show up to work every day and do their jobs correctly, whereas those that are in poor health and have no means to change the situation will miss work and slow production.