Bosnian Refugee Life in America Essay

Thousands of refugees from Bosnia-Herzegovina have fled to the United States to seek protection from the ethnoreligious conflicts of the region. To best assist these families, service providers must understand their wartime and migration experiences and their culture. The purpose of this article is to review the literature relevant to working with Bosnian Muslim refugees as well as to understand the uruque issues facing this population. The authors’ interest in Bosnian Muslim refugees is a personal one. Between 1992 and 2001, nearly 3,500 Bosnian refugees escaping ethnic cleansing and war migrated to Bowling Green, a small city of 50,000 in rural southcentral Kentucky. The Bowling Green International Center has been a part of the local community since 1979 and actively works with the United States Committee for Refugees and Immigrants (USCRI). For more than 25 years, the center has assisted thousands of refugees of many nationalities in their migration to the United States and the local community. According to the center’s director, Marty Deputy, Bosnians make up the largest percentage of refugees that have relocated to Bowling Green (personal communication, February 3, 2005). Deputy also indicated that while Bosnian refugees have adapted well to the local community, they still face many challenges because of their experiences in Bosnia in addition to their integration into a new culture. One of the issues that continue to haunt many Bosnian refugees is post-traumatic stress—a result of war and genocide. Post-traumatic stress is particularly an issue for the adult women, who experienced the trauma of rape and sexual assault as well as witnessing the murder of their children and spouses. According to Deputy (personal communication, February 3, 2005), social workers should approach Bosnian families and children with cultural competence. If visiting a Bosnian home, for example, removing one’s shoes when entering is a display of respect and sensitivity. A willingness to drink a strong cup of Bosnian coffee is also appreciated. Social workers also must be sensitive about body language and speech tone. It is also important not to assume that all Bosnians are alike. As with all cultures, there is tremendous variation in the Bosnian culture, along with individual differences in personality and environmental experiences. Bosnian Muslim Experiences in the War The 1991 census for Bosnia-Herzegovina shows that Muslims made up 43. 7% of the total population of 4. 3 million people. Serbs accounted for 31. 3% and Croats 17. 3% (Bringa, 1995). Serbs identified the Muslims’ majority population base in Bosnia-Herzegovina as its strategic strength (Cigar, 1995). In 1992, therefore, the Serbs declared war and began a campaign of ethnic cleansing to eradicate non-Serbs. The term â€Å"ethnic cleansing† stands for the policy of ridding an area of an undesirable national group to create a homogenous region; it represents a type of genocide that is designed to spread terror (Friedman, 1996; Weine & Laub, 1995). Serbia’s initial rationale for its policy was promulgated by the belief that the newly formed state of Bosnia-Herzegovina would create national minorities of the Serb population and eventually destroy the Serb populace as a discrete and unique nation (Friedman, 1996). The prospect of acquiring material goods from the Muslims—land, livestock, houses, cars, and cash—apparently was an additional powerful incentive for many Serbs (Cigar, 1995; Sells, 1998). The indigenous Bosnian Serb population was drawn into a terror campaign of killing and mayhem so the non-Serbian populations would never return. This persecution ultimately led to more than one million Balkan refugees migrating to the United States and other countries. The types of experiences they endured in their homeland before emigrating dramatically influenced their initial adaptation to these new environments. Resettlement and Adaptation Issues As difficult as the war-related experiences were, migration to resettlement countries signaled a transition to new types of struggles for Bosnian refugees. Unlike immigrants who leave their homes for a variety of reasons, refugees leave in order to survive, and they face a new realm of stressors as they attempt to rebuild their lives in exile (Keyes, 2000; Worthington, 2001). Such stressors include difficult transit experiences; culture shock; adjustment problems related to language and occupational change; and disruption in their sense of self, family, and community (Lipson, 1993; Worthington, 2001). Additionally, refugees leaving Bosnia-Herzegovina often have suffered multiple losses, such as severance from family and friends who have been left behind or killed, displacement from their homes and communities, social isolation, and the premature death of their children. Such an accumulation of loss can leave a sense of unresolved grief that can significantly impact mental health and future functioning capacity (Akhtar, 1992; Fullilove, 1996; Sundquist & Johansson, 1996; Worthington, 2001). When refugees cross national boundaries seeking asylum, they typically find themselves in an alien social environment with norms that challenge their traditional patterns of family interaction (Mayadas & Segal, 2000). Most Bosnian refugees have a hierarchical familial power structure and clear role definitions; in the homeland, authority was typically gender-based, with males maintaining instrumental roles and females fulfilling nurturing responsibilities. A traditional Bosnian woman’s commitment to her family includes observing strict codes of privacy and public silence on any issue that might bring shame on the family, such as family discord. For many women, this privacy mandate deters them from divulging details about marital strife or child maltreatment by spouses to outsiders such as work colleagues, community members, and mental health professionals. Consequently, Bosnian female refugees continue to be caught between traditional role models prevalent throughout the former Yugoslavia’s patriarchal society in the 20th Century and the expectations of their new culture. The Bosnian family’s patriarchal patterns of behavior tend to be challenged on arrival in the United States, particularly around work-related issues. Women are more likely than men to find jobs in the low-wage labor market, and in becoming the breadwinners exposed to the outside world, they risk upsetting a family equilibrium based on male authority (Mayadas & Segal, 2000). For Bosnian men, key ethnic and social boundary markers of their lives had evaporated; because of their grief over this, many seemed paralyzed in their attempt to move forward in their new life. Bosnian refugee children also face immense acculturation pressures (Mayadas & Segal, 2000). They often are torn between the beliefs, customs, and values learned in their native culture and the often unrealistic expectations of the new one. The pressure to assimilate the cultural norms of their new country can be intense and extremely stressful. Their parents often lack the material resources and support systems to adequately assist them in navigating the complex terrain of foreign school systems, pervasive racism, and intolerance (Mayadas & Segal, 2000). Consequently, many feel as if they are alone in a foreign, sometimes unforgiving new cultural milieu. To further complicate the situation, family roles often reverse as children typically become more fluent in English faster and adapt more quickly to the customs of the new country (Potocky, 1996). Because children are thrust into the role of serving as the interpreters and negotiators of cultural norms for their parents, respect for the authority of elders is often undermined (Carlin, 1990; Drachman; 1992). Even though most teenagers in the United States feel a certain amount of intergenerational tension, the adolescents of refugees often experience the pull of two vastly different worlds: those of their American peers and their parents (Mayadas & Segal, 2000). They also feel subjected to the xenophobia of their American peers, who often ridicule others who they label as â€Å"different. † Immigration to the United States has provided Bosnian Muslim refugee families with many challenges as they struggle to adapt to their new lives. At first glance, their experiences may be similar to that of other immigrants, raising the familiar questions about how to perpetuate the faith of their forebears among their offspring or how to best preserve cherished cultural practices (Yazbeck- Haddad & Esposito, 2000). But there are some real differences. With the attacks on the World Trade Center in New York City and the Pentagon in Washington, DC, the potential for a xenophobic reception of Muslim immigrants and refugees by Americans has intensified. For example, disputes over the building of mosques represent a key source of friction for most Westerners (Pipes & Duran, 1993). While Bosnian Muslim families may encounter the same issues earlier generations of immigrants faced, they also are burdened with the question of whether their children will be accepted in the United States, and whether Islam can ever be recognized as a positive force that contributes to a pluralistic, multicultural nation (Yazbeck-Haddad & Esposito, 2000). Culturally Competent Practice with Bosnian Muslims When working with Bosnian Muslim refugees, service providers need to learn as much as possible about their culture, particularly given the pivotal role that ethnoreligious identity has played in their war-related experiences (Witmer & Culver, 2001). Bosnian men and women tend to adhere to traditional gender roles; connected with this issue is the intense stigma attached to the sexual violation of women. This stigma frequently led women to refrain from disclosing war rapes to their families (Witmer & Culver, 2001). Bosnian Muslims typically act in ways that preserve the positive image of the family’s identity, especially males, who see openly revealing vulnerability or suffering as a sign of great personal weakness (Weine et al. , 1997). Family is the most important social structure across the urban and rural regions of Bosnia (Mojica-Castillo, 2001). Up until the 1970s, adult children commonly lived with their parents and multiple generations lived in the same house. But today, twoparent families predominate in this region with extended family members often living nearby. A cluster of shoes can typically be found outside a Bosnian home (Mojica-Castillo, 2001). This is because it is customary to remove street shoes and leave them at the door. Bosnians maintain a strong social tradition of neighborliness. The drinking of strong coffee or the sharing of food, accompanied by the essential element of lively conversation, is an important aspect of social life. Traditional music and folk dances are an important part of cultural celebrations. A basic principle of generalist social work is that practitioners need to be able to intervene on behalf of various systems, including individuals, families, orgaruzations, and communities. Additionally, the generalist social worker operates within an ecological framework that attempts to improve coping patterns for a better match between the client system’s needs and the characteristics of his or her environment. An empowerment approach to generalist practice assumes that clients can draw from existing competencies and reservoirs of strength. Empowerment indicates the intent and the processes of assisting client systems to discover and expand the tools and resources around them (Furuto, 2004). Swift and Levin (1987) referred to empowerment as an evolution from dependence to independence and interdependence. Gutierrez (1990) described empowerment as â€Å"the process of increasing personal, interpersonal, or political power so that individuals can take action to improve their life situations† (p. 140). The strengths perspective enhances the concept of empowerment with its focus on promoting healing. Healing implies both wholeness and the inborn ability of the mind and body to resist and regenerate when faced with disruption, disorder, or disease (Furuto, 2004). Ethnic and religious identity may lead to discrimination when the refugee is seeking a job that requires intervention on a more personal level. Long-term difficulty in finding a job that provides the family with adequate income may cause low self-esteem and family tension culminating in violence (Furuto & Murase, 1992). Various system levels often must be addressed simultaneously (Mayadas & Segal, 2000). Western thinking on designing comprehensive mental health services is mostly based on the individual as the primary system targeted for intervention; hence, existing services tend to be designed for a North American population (Mooren & Kleber, 1999). Furthermore, treatment of mental health disorders typically follows a medical model using talk therapy and drugs. Western theories also emphasize intrapersonal processes in isolation from the cultural context. The prevailing view that the responses to trauma are individual centered is in keeping with this tradition. Service providers must use the refugees’ own, indigenous cultural definitions of health and illness when making mental health assessments (Boothby, 1996; Wing Sue, Ivey, & Pedersen, 1996). For example, a Bosnian client who had the Western diag nosis of major depression and post-traumatic stress disorder â€Å"refused medication saying that there was nothing wrong with him that medications could fix, and insisted that the clinician understand that his current condition was a result of the wrongs that had been done to him, and not because of anything that was wrong with him† (Weine & Laub, 1995, p. 255). To address the issue of respecting the client’s definition of the issue, Yuen (1999) promoted a more holistic biopsychosocial model of intervention when working with Bosnian children and their families; hence, the importance of using an ethnically sensitive ecological framework becomes a second principle of culturally competent practice. A third principle is to respect the indigenous strengths and resources within Bosnians that empower them to cope with their own experiences. Chow & Yuen (2000) noted the necessity for an empowerment and capacity building model where refugees become partners in the design and elivery of services within their community. Efforts to design and deliver human service programs should include using indigenous Bosnian religious and cultural organizations, as well as self-help groups (Chow & Yuen, 2000). Conclusion After Bosnians flee their homeland, they need protection in the asylum country. This necessitates supportive policies and macrolevel intervention competence. The main policy that guides refugee resettlement in the United States is Public Law 96-212, the Refugee Act of 1980 (Mayadas & Segal, 2000). Based on the goal of helping refugees achieve economic self-sufficiency as quickly as possible, the act defines self-sufficiency as not receiving welfare benefits (Potocky, 1996). As such, this policy may be ineffective in helping refugees to settle in an optimal manner. To become truly self-sufficient, service providers need to redefine success in more progressive ways, such as helping refugees to effectively deal with resettlement issues relating to acculturation, psychological trauma, and intergenerational conflict—all of which can impede long-term economic self-sufficiency. This new goal requires adequate fiscal resources to develop programs and engage in active community outreach (Mayadas & Segal, 2000). Social services must aspire to restore the psychological health and dignity of these families and children, who have seen the worst side of human nature. Helping them establish a positive self-image is critical to their success. While the genocide of family members and violent acts can never be forgotten, surrounding Bosnian Muslim refugees with a network of positive, supportive services can help them establish a solid foothold in the United States.

Hardware Store Case Analysis Essay

A. Do you agree with Fred’s decision to conduct the training and use the third vendor? Using concepts from the chapter, explain your answer. When it comes to Fred’s decision making in reference to using a third party vendor for training purposes, I believe that Fred made the best decision possible. Now, Fred based his decision purely on the fact that it embodies a quotation contained customized meetings in adjacent to the sales force for better understanding of the training course, along with being economical. In addition, customized meetings are essential because it allows the sales force team to be able to ask any questions they might feel needs to be addressed. On the other hand, this kind of training allows the sales team to make better decisions based on the new training material provided, so conducting classes on a smaller (size) scale will foster a better learning environment and faster hands on approach on the job site. In accordance, training that provide reenactments of past experiences or future awareness training for client handling enables the trainees to get a full picture of any problems that might arise customer service wise. B. What else might Fred do before choosing a training package? Use information provided in Chapters 2, 3, and 4 to describe your approach. Make sure to provide enough detail to dem- onstrate your understanding of the key issues and approaches to determining how to proceed once a triggering event  has occurred. Another thing that Fred might do before choosing a training package is requesting for referrals from the company to support him in selecting the specific organization or look elsewhere. Fred’s decision-making involves time and money being spent. Therefore, in order for Fred to want to make this kind of investment, Fred should first contact the organizations already practicing this type of training program in order to gain their insight and if they were successful based on real life experiences. In conjunction, Fred needs to make sure that whatever organization he decides to hire to train all his employees, Fred must make sure that the other organizations objectives align with his company’s training objectives. Moving forward, the key to finding a great training partner is by identifying the training strategy through requirements theory for motivating the trainees. Fred, can use the requirement theory by allowing the training organizations to ask the prime questions, whi ch is what does Fred expect his employees to learn in the training? thus identifying the final objective of Fred. Furthermore, if the organization conducting the training meets Fred’s requirements, then they can measure his mission and encourage his employees to efficiently train in accordance to motivating them as well. Once, Fred carries out his plan on finding the best external training organization, the external organization would be more receptive to using good reinforcement for their training & development techniques. The trainees can then get accustomed to being rewarded with a positive reinforcement when they do something right. Therefore, Fred needs to adapt his organization to meet the training & development-learning environment once the training organization is done with their training contract. Fred needs to make any adjustments to his training in an effort to run his business as planned. In order for Fred to experience a successful training, Fred needs to focus on the primary objective, which is making sure his employees are retaining the training material, as well as influencing them in a positive manner. However, Fred needs to request a small demonstration of the entire procedure, because it will help Fred know first-hand if the training organization material is connecting with his employees, and identify if the training material is appropriate with Fred’s objectives. C. If training went ahead as indicated, how successful do you think it would be? Explain your answer using concepts from this chapter. In addition, if training went ahead as indicated, it would be prosperous giving the fact that the program will enable the employees to partake in personalizing their own training. Therefore, Fred needs to double check that the training organization are using methods that meet his organizations objectives in order for the training to be categorized as being efficient. In the beginning, if the training organizations trainers are aware and fully understand the final objective, the training will be effective. Another thing to note is that Fred needs to reaffirm that the training organization is currently offering the specific training required by Fred, and that they are using the right training methods, right motivators and are utilizing reinforcements according to Fred’s expectations. Thus, if Fred checks off his checklist, then there is no reason why his organization should not be effective on accomplishing his objective. After training, the employees will be better prepared at their jobs, and can be more efficient on training other workers, thus benefiting the organization. This training process will also make sure that their customer service is being handled on a timely manner, and with the upmost service. Therefore, ultimately this would benefit both the training organization and Fred’s organization because Fred was able to find the best training organization, which in turn makes his training run effectively.

Criminology Term Paper Example | Topics and Well Written Essays - 750 words

Criminology - Term Paper Example For example, in urban areas and places that are associated with low living standards, the crime rate is usually higher (67). Also worth noticing is the fact that there are crimes that are common while others are less common. Some of the most common crimes in almost every society include burglary, robbery, murder and rape (61). Crime victims in every country do not necessarily have common characteristics. What this means is that people across the economic scale can become victims to crime. Those who reside in poor neighborhoods are however more likely to become victims of crime compared to those in rich neighborhoods. With technological developments and the introduction of the internet, crime has gotten to cut across boundaries like never before as evidenced the crimes such as synthetic ID theft, hackings and viral attacks. Organizations like individuals also fall victim to criminals. From the analysis above, it is beyond doubt that crime knows no bounds and anyone can become a victim of crime. 2A. There are several myths about crime in the United States of America. One such myth is in regard to the prevalence of crime in the country over other countries. Given the size of the US and its high population, it is a common belief that the country has a higher crime rate compared to other countries including England, Canada, Italy, Netherlands, Sweden and Australia. This may however not be the truth considering that the International Crime Victims’ Survey reveals otherwise. Yet another myth about crime in the US is pegged on the belief that criminals specialize in their activities. In this respect, it is often assumed that sex offenders, for example, only commit crimes that are related to sex and not other crimes (79). This again is against what past research conducted by criminologists reveal. The media and the political discourse has made such myths appear true by giving greater attention to crime and compared to other news. Terrorism has for example receive d a great share of media and political attention following the 9/11 attacks. Yet again, it is beyond doubt that in some cases the media and politicians misrepresent facts related to crime and criminal activities as they make their presentation not based on solid evidence but on flawed perceptions (62). Given the attention and misrepresentation of crimes by the media and politicians, policy makers tend to make flawed decisions. For example, policy makes, like the general public often believe against the truth that criminals such as sex offenders specialize (79). When policy makers make decisions based on such flawed assumptions, the policies that they make often become ineffective when it comes to crime prevention and rehabilitation of criminals (79). 4B. Several studies have highlighted the changing nature of crime over time. While there are crimes that have previously been termed as common, this term may no longer be accurate in application. This is so considering that cybercrime, terrorism and sexual offenses which were less prevalent in the past have become almost as prevalent as robbery, burglary and murder in recent times. One main crime that has been subject to change in the US is homicide. The last two centuries have seen a fluctuation in the prevalence of this type of crime (116). The socio-economic environment of a place is known to be one of the factors that affect the prevalence of crime. In the early

Food and beverage management Case Study Example | Topics and Well Written Essays - 1000 words

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Investment Report Essay Example | Topics and Well Written Essays - 2000 words

Investment Report - Essay Example Tesco is currently the world’s third largest retailer in the world measured by revenue and the second largest when measured by profits. The company is undoubtedly the largest in the retail industry in the UK, where it controls approximately 30% of the market. This places Tesco substantially ahead of ASDA its closest rival which is operated by Wal-Mart a U.S owned operation. However, BBC (2012) indicates that Tesco’s market share fell below 30% to 29.9% for the first time in seven years for the 12 week period to January 22, 2012. The company’s major competitors include Sainsbury which was number one until 1995, ASDA, Safeway and Morrison’s. Tesco’s size resulted from a series of acquisitions throughout the UK. The company is now an international group with operations in 14 countries – located in Asia, Europe, and the U.S. According to Tesco (2013) Tesco’s venture into the international arena started in 1995 when the company invested in Hungary. In 1998 the company entered Thailand under the Tesco Lotus brand and in 1999 though a partnership with Samsung made its entry into Korea where it now has 450 stores. The company took a break and continued its streak of expansion when it entered into a partnership with 30% stakeholder Darby in Malaysia. This was followed by the acquisition of the Kipa stores in Turkey in 2003 and entry into China in 2004 where the company established a network of over 100 stores in several Provinces along the Eastern Seaboard. The company entered the U.S in 2007 under the name Fresh & Easy and now has approximately 200 stores in several states including California. Tesco now has approximately 6,234 stores and is expected to continue growing as economic conditions improve. In fact, the company decided to reduce its planned investment in China as a result of uncertainties in the environment (Tesco 2012). The macroeconomic Environment in UK and Hong Kong An analysis of the macroeconomic environ ment of Tesco using PESTEL provides information about to opportunities and threats in the environment. In order to assess the impact of the environmental conditions of all these countries on Tesco’s, an environmental analysis needs to be done In the political environment the threat of terrorism is not as high as it was before. However, Tesco appears to be prepared as a major terrorist event would affect the company’s system and impact its ability to trade. The company has contingency plans in place as well as security systems and processes to deal with any such event (Tesco 2006). Tesco’s other international competitors - Wal-Mart and Carrefour face temporary price controls in Kunming, a southwestern Chinese city. (Bloomberg 2010; China Briefing 2010, CNNMoney 2010). However, incentives are being offered for investors to start business in the western region - the poorest region in China. The environment in the UK is getting better as the government has reduced t he corporation tax rate for 2012/13 from 24 per to 23 percent. The rate is expected to be reduced to 22% in 2013/2014. The political environment in Hong Kong as it relates to business is different as the country is considered to be a tax haven with a corporate tax rate of 16.5%. The company does not have value

Assessment and Measurement Personal Statement Example | Topics and Well Written Essays - 500 words

Assessment and Measurement - Personal Statement Example ying to the JMU’s Assessment and Measurement Doctoral program hoping to enjoy such an enriching academic experience that will enable me to graduate as a global citizen. I am particularly interested in studying Assessment and Measurement at the JMU because of the program’s vision of preparing graduates that meet the increasing require need for quality assurance and accountability not only in education but other sectors such as business, healthcare etc. the programs goals of preparing quality graduates through extensive training that combines both theory and practical, conducting high quality scholarship that enhances knowledge for effective practice and providing services that promote professionalism in assessment & measurement attract me to be part of the JMU community. I hope to graduate from the program equipped with skills in designing assessment strategies, performing empirical investigations of new assessment techniques, analysis of empirical data, proper use of assessment outcomes, appropriate strategies to communicate assessment to different audience types and appropriate response to current & new measures of assessment as the world c ontinues to evolve. Currently I hold a bachelors degree from the Kind Khalid University- College of Education specializing in mathematics and a Master’s degree from the University of King Saud in Statistics. I also have an extensive work experience in public service. I also poses professional certification in project management. I have worked as a consultant with the Institute of Public Administration and the ministry of service since September, 2013. I am also a member of the training team at the IPA, have worked with the Ministry of Education since the year 2004 and statistician at the King Saud University. Given my extensive work as a teacher and trainer with different groups as well as educational background in mathematics & statics as well as professional certification in project management I believe I have the

Critically evaluate the role of CO2 as a greenhouse gas in Essay

Critically evaluate the role of CO2 as a greenhouse gas in contributing to global warming - Essay Example Carbon dioxide has internal vibrational modes since it has more than two atoms per molecule thus can absorb and radiate heat thus leading to the greenhouse effect. Carbon dioxide also can stay in the atmosphere for many years unlike water vapor thus acts as a controlling factor of the earth’s surface temperatures (Houghton 2004). Carbon dioxide and global warming Natural gases including oil and coal in automobile engines will raise the amount of carbon dioxide in the atmosphere (Pepper, Gerba and Brusseau 2006). Farming practices such use of nitrous oxide and deforestation also contributes to emission of carbon dioxide (Maslin 2002). Generally, the sun releases sunlight and heat to the earth’s surface but only 70 percent of the sunlight manages to reach the earth’s surface (Oxlade 2003). The sunlight is reflected back to the atmosphere through infrared radiation but the carbon dioxide in the atmosphere reflects back the heat to the earth’s surface thus lea ding to global warming (Farrar 2008). Some of the longer wavelengths will be absorbed by the greenhouse gases such as carbon dioxide thus warming up the atmosphere (Oxlade 2003). The carbon dioxide will act like a mirror by reflecting back to the earth heat energy thus would otherwise be lost in the atmosphere thus leading to global warming. ... The absorption of heat depends on the spectral location (wavelength), the strength and also the shape of each particular line. Suppose the absorption line is an inverted bell-shaped line, the amplitude of the curve or the depth will be determined by the strength of the absorption line and amount of carbon dioxide present in the atmosphere (Oxlade 2003). Negative effects of global warming One of the negative impacts of global warming is melting of the polar ice caps that will lead to rise in sea levels. According to Snow data, the absolute melting of all glaciers would raise the sea levels by 230 feet (Farrar 2008). The desalination of the seas will distort the currents that control the sea temperature. The glaciers are white in colour and usually reflect some sunlight thus cooling the earth’s surface. The melting of the ices will also endanger the habitants of some special species thus leading to their extinction (Colls 2004). The increase in global warming will contribute to intense droughts and heat waves especially in dry areas such as Africa (Farrar 2008). Global warming will also lead to warmer seas thus leading to disasters like strong hurricanes that can lead to lose of lives and property especially in coastline areas (Wang, Pereira and Hung 2004). Increase in the warming will lead to migration of insects thus leading to spread of diseases by the disease carrying insects especially in Northern countries (Williams 2002). The species in arctic areas, mountains and tropical seas will migrate thus spreading diseases (Farrar 2008). The United Kingdom reduced the six greenhouse gases covered by Kyoto protocol by 549.3 million tones of carbon dioxide in 2011. Carbon dioxide alone accounted for 84 percent of the UK greenhouse emissions in 2010. The carbon

Community Health- Communicable Diseases Essay Example | Topics and Well Written Essays - 1250 words

Community Health- Communicable Diseases - Essay Example This highly transmissible virus is spread via coughing, sneezing, contact with infected nasal or throat secretions or physical contact with infected individual. It can remain in the air or infected surface in its active virulent form for as long as two hours. Infected individuals can spread the virus from four days before up to four days after the manifestation of the signs or symptoms (Center for Disease Control (CDC), 2012). Respiratory diseases such as measles and Tuberculosis are usually very communicable because most of them are transmitted airborne. Care should be taken to ensure that in case of an outbreak the disease is contained within the shortest time possible to prevent an epidemic. Epidemiological Indicators Epidemiological indicators may be confused as they are similar to normal flu; however there are key indicators that would help one identify the symptoms with ease. Measles is characterized by high fever with temperatures higher or equal to 38.70 C, red watery eyes (a condition referred to as conjuvitis), runny nose and cough. These manifest 6 to10 days after infection with the virus. There is appearance of a red discolored rash on the face and the upper neck area accompanied by appearance of white-bluish spots in the buccal cavity, inside the cheeks. Similar rashes to those on the face and upper neck region, eventually spread to other parts of the body including the feet later. The rash disappears on its own, 5-6 days after its onset. Complications are very rare but when the immune system is compromised or in very severe cases, measles can lead to encephalitis, damage and infections to the middle respiratory illnesses such as pneumonia and diarrhea. Laboratory analysis involves Enzyme linked immunoabsorbent assay, positive serologic analysis of IgM measles antibodies and significant increase in IgG measles antibody levels or by Polymerase Chain Reaction (PCR) of the virus from a medical case (Center for Disease Control and Prevention, 2011). Ac cording to Killewo (2010) is to watch for the median value between the time when the rashes appear and when they reappear. Killewo continues to explain that epdeniological indicators show that the disease mostly affects children less than five years old and the very elderly. A study conducted in 2006 Somalia revealed that the disease mostly affects malnourished children leading to 50% to 80% of the deaths. Epidemiological indicators are important because they help doctors and practitioners to come up with effective preventive measures. Infection with measles remains high in regions where it is still endemic like some places in Africa and Asia. Most of these places are at high risk due to poor economy and poor coordination in and decentralized health systems. War conflicts and natural outbreaks have great significance in deadly measles outbreaks. The disease also spreads at great pace due to high population and low nutrition associated with these regions especially due to overcrowdin g in camps. However, most countries have been able to put it under control by introduction of measles vaccine. In the mid 20th century, as many as close to 1 million cases of measles infections were reported in the United States. Thanks to the measles vaccine, this number has reduced to as low as 150 cases as reported in the United States towards the end of the 20th century. Such progress led to the disease being declared

Operations Management in Stickley Furniture Company Essay

Operations Management in Stickley Furniture Company - Essay Example I think that the production process being shown by Stickley Furniture Company includes batch, job shop and repetitive processes. The Company does not have a continuous because of the type of products they produce. In case of continuous process, it needs an automated system where raw materials are continuously placed or fed to the packing stage. The best mode of production I would propose to be used by Stickley furniture is batch because crafts and machines used to manufacture different parts of the products are distinct. The top is made separately, artisans, sanders and painters play their parts during production. To a lesser extent, I may propose that a continuous production process of furniture be used. This is shown at the sawing stage a stage where a computerized sawing machine is applied. Meanwhile, a manual identification of knots is done by workers. Tracking job status of employees is very significant in the inventory control and customer service. In order to keep track of job status in the company, I think that the management has set up automated and manual processes which can be used as a means of tracking job status of furniture in the production line. As a means of identifying product location, there is product stamping for dates such as drawers and cabinet doors so that manufacturing dates can be easily obtained by interested people. Based on my thinking, I think that the best way to manage the company operation is to first comprehend the market needs to be followed by making available all required financial and human resources to ensure that production cycle is well managed. The Company has adopted a system of the relating size of production lots with the immediate market requirements or demands which I think is the best system to avoid dead stocks. Suppose the company has received such a big order, there are certain spec ific plans, schedules and process which must be set up as a direction to manufacturing quality oak dining tables on time.

Same-sex relationships and same-sex families Essay

Same-sex relationships and same-sex families - Essay Example This essay analyzes that the history of same-sex marriages and families, as well as the current political, cultural and social standing, all implicate boundaries, stereotypes, and inequalities that persist within society. Cultural Boundaries The concept of same-sex marriages and families is one which is divided and marginalized first because of the cultural implications that are within society. The roots of the United States claim equality and a sense of humanitarian acts in the Constitution. However, there are cultural divisions which are based on opposing history known for creating boundaries and marginalized groups. The traditional outlook that is within society moves back to the Puritan legalities in which the country was founded from. The religious implications include individuals that are interested in a married life and stable household that remains as a part of the upbringing of those in society, otherwise, it is considered sinful. This has transferred to contemporary society , specifically seen in cultural traditions such as the 1950s in which the woman and man are designated specific roles in the household and the characteristics of the family are designated with needing a refined upbringing. The representative culture which is known to be traditional and conservative in nature carries the cultural boundaries of opposing same-sex marriages and families (Wax, 2007). The problems with traditional roots that are a part of the culture are further divided by the gender roles and sexual orientation and definitions which are in the modern culture. The concept of same-sex marriage is one which raises questions about gender identity and the role which one should have in the family. When looking at the marriages, there is a specific association with the gender role, specifically because there isn’t a defined role with mother and father. If children are in the family, then it is usually conceived outside of the same-sex relationship or is based on finding a father or mother to assist with the child, which is picked genetically. The question which is raised comes from the concept of identity as well as what the gender role should be in these relationships. The concept becomes based on the idea that the family and the marriage are illegitimate because the gender roles can’t be defined or stereotyped into the same category as others (Ledsham, 2007). Social Implications The stereotypes based on gender roles and traditional means not only are based on the accepted cultures that are a part of society. There are also social implications which are based on accepting and rejecting those that fall into this stereotype. The main social implication starts with exposing the marginalized group within society while creating the stereotypes that immediately change the status of those that are building a same-sex marriage or family. When looking at social components, it can be seen that there are sex discrimination roles which form and take pl ace because of the stereotypes which occur from gender identity and the beliefs which are placed into the ideals of the same sex families. The concept of equality is one which becomes illegitimate because of cultural wars which are placed in society and which create boundaries between the groups of same-sex or traditional marriages (Widiss et al, 2007).

To determine obesity Essay Example for Free

To determine obesity Essay To determine obesity the BMI score of the subject is compared to the standard table used and the percentile is taken (CDC, 2007) The BMI-for-age percentile is utilized to interpret the BMI score and one should note that BMI for the younger group is age and sex specific, this is so because amount of fat fluctuate in children and the amount of fat is also dissimilar with boys compared to girls. Obtaining the percentile is the most common indicator in assessment of the size and growth structure of the child, this percentile will be used to note the position of the BMI obtained among same age and peer groups. The weight status of the child is then determined and CDC (2007) categorized percentile ratings as follows: A table of Body Index Score is provided below: According to the NHLBI website one should also note that children who are overweight, obese or extremely obese have increased risk for diseases like type 2 diabetes, hypertension and cardiovascular disorders, with the risks rated as children who are overweight and carries a body index of 25-29. 9 score have increased risk for such diseases, while obese children who has a 30 – 39. 9 classed as class I and II obesity BMI have a higher risk to develop the diseases mentioned. And the extremely obese children who scores 40 and above BMI are exceedingly at risk for development of the diseases usually associated only with the older population. A table of which is provided below: Results from the 1999-2002 National Health and Nutrition Examination Survey (NHANES), by means of measured heights and weights, designated that a projected 16 percent of children and adolescents with ages 6 to 19 years of age are obese. As it might be noted in Figure 1, this statistics represents a 45 percent mark up from the overweight estimates of 11 percent obtained from NHANES III (1988-94) not over ten years passed. Factors that Predicts Obesity in Children There are many reasons why children become obese. Although there genes do play a role in this fiasco, it will be noted that it cannot alone be blamed for the inordinate amount of obese children that has continued. The most common causative factors that are linked to obesity can be construed as genetics, as was previously mentioned, add to that a lack of physical activity, unhealthy eating habits or more likely a combination of the factors mentioned. One can say that obesity is the same for adults and children, and the underlying cause the same also, too much intake of food and very little physical activity. Realize that many children aged 8-16 years watches television for hours a day and it is shown that those children that watch the most television have the highest chance for obesity.

Findings on marketing for Maxis

Findings on marketing for Maxis The objectives of this report is to present the findings of the strategic analysis conducted for Maxis company and recommend the key strategies that the organisation should embark in order to remain competitive. This report is also to allow us, Management of Strategy students to apply the fundamental concepts and skills of strategic management to a real-life scenario in order to get a better understanding. This practical approach of learning would allow us to gain better understanding compared to theoretical way of learning. Other than that, this assignment gave us the opportunity to demonstrate competency in both written and oral communication skills in formal business settings. Lastly, it helps us to gain more knowledge in create and integrate business knowledge, decision making, interpersonal, leadership and entrepreneurial skills in proposing strategies and evaluating them. This assignment is a really great opportunity for us to know more about outside world which is not in books . Scope This report shall cover the operations of Maxis company in Malaysia. In this report, all the significant information required for business and competitor analysis are included. It also contains the study of analysing an organisation, its industry, its closest competitors (immediate, impending, invisible) before devising several strategies for it to pursue, selecting the most appropriate strategy and outlining recommendations for its implementation in a formal business report which will also involve a formal business presentation at completion of these tasks. Limitations The limitations of this report are the short duration for the assignment to be completed. The short duration of this assignment did not permit us the time to conduct an interview with Maxis for more accurate information. However, we find information based on valid sources through online. Some information may be outdated with the current company situation so our knowledge of the current situation would not be as accurate as first-hand information. 2.0 Background to the organization Maxis Berhad, with its consolidated subsidiaries is the leading mobile communications service provider in Malaysia with over 11.4 million subscribers starting from 30 June 2009.  [1]  It is established in year 1993 and has been publicly listed in year 2002. The company started its operation in the year 1995. 012, 017 and 0142 dialing prefix is normally identified as Maxis dialing prefix.  [2]  The company mobile services are provided over different Global System for Mobile Communications (GSM) such as 900 1800 MHz GSM band. As of July 2005, the 2100 MHz Universal Mobile Telecommunications System (UMTS) band was used by Maxis. Other than that, Maxis is also the pioneered in the Malaysian market in delivering innovative mobile products and services. In July 2005, Maxis was the first to launch 3G services in Malaysia. In September 2006, Maxis became one of the worlds first to use High-Speed Downlink Packet Access (HSDPA), a high-speed enhanced version of its 3G network, to provide wireless broadband services. The 3G services coverage is up to 740 sites across Malaysia and still expanding now. The 3G services of Maxis enable the users to enjoy the internet access throughout Malaysia. Maxis was also the first operator to bring in and sell the Blackberry and Apple iPhone smart phones to Malaysia. Maxis was also the first to unveiled near field communications (NFC) service in Malaysia. Maxis vision is to bring advanced communications services to enhance its customers lives and businesses, in a way that is simple and personalised, by efficiently and creatively harnessing leading edge technology, and delivering a brand of service experience that is reliable and enchanting.  [3]   3.0 Situation Analysis Situation analysis is a systematic collection and evaluation of past and present economical, political, social, and technological data. It is aimed at the identification of internal and external forces that may influence the organizations performance and choice of strategies, and the assessment of the organizations current and future strengths, weaknesses, opportunities, and threats.  [4]   3.1 General environment analysis General environment analysis includes factors such as demographic, economic, political/legal, sociocultural, technological, global and physical environment that generally affect everyone in an industry or market in a similar manner. 3.1.1 Demographic Maxis invested RM1.24 billion to upgrade and modernize their 3G network in year 2009 in order to increase the population coverage from 50% to 57%, which represents the single largest yearly deployment in Maxis history. In the first quater of 2010, Maxis mobile internet users grew from 1.2 million to 6.4 million which is a large increase in customers accessing the internet from their mobiles. The statistics showed that more than 50% of the Malaysias population is under the age of 25 years old, a sizeable number of whom enter the phone owning category each year. It is because the youth segments are now the largest and fastest growing segment. Maxis is a leading regional content player with 39.2% of non-voice revenue as part of mobile revenue and 7.1 million active mobile internet users, more than 50% of its customer base. As a result, Maxis became the most attractive in high-growth, low-penetration markets and diversifying the market base as well. http://i.pictr.com/rjw9vg6zsl.jpg http://t0.gstatic.com/images?q=tbn:ANd9GcRWQfeG7nn0fvz1I_YW6VQ53_r0iiRNNeY66EGgX0euoeEMUbQ-TA 3.1.2 Economic In year 2010, Malaysias economy was expected to grow. This improved outlook is expected to stimulate consumer and business spending for telecommunication services. Malaysias determine to achieve a broadband household penetration rate of 50% by 2010 for Maxis growth in the immediate future. The Malaysian telecommunications industry remains flexible even though the challenging global economic climate. In 2009, the overall growth of the mobile industry was satisfactory and the mobile subscriber penetration crossed 100%. The basic salary of the Maxis employees are fixed for the duration of contract. It can be reviewed into account the individual performance, the inflation price index, and information from independent sources on the rates of salary for similar positions in other comparable companies. Maxis is returning to list on Bursa Malaysia in November or December and its draft prospectus is posted on the Securities Commission website. Maxis was taken private in 2007 and de-listed from Bursa the same year. In a challenging global economic climate in year 2009, Maxis delivered another strong year. http://biz.thestar.com.my/archives/2009/11/20/business/p1-maxischt.JPG 3.1.3 Political/ Legal The government had chosen Telekom Malaysia Bhd (TM) and Maxis Broadband Shd Bhd (Maxis) at 14th December 2010 to sign a landmark of 10 years agreement for TM to undertake the High Speed Broadband (HSBB) services to Maxis. As we know that, this project was able to offer more quality broadband services. Malaysia government limits the level of playing field for foreign players in the industry. The countrys major telecom players, Maxis and Celcom won the bid together with subsidiary of Time Dot Com and MiTV Corp for the 3G license. However, DiGi was not awarded a 3G license as it has a high foreign ownership. The Maxis website contents are owned or controlled for the purposes by Maxis or its content suppliers and are protected by copyright, trademarks and other laws. The compilation of all content on the website and the service are the exclusive property of Maxis or its content supplier and protected by copyright. Maxis also has a strict condition to avoid broadband user abuse, that is why Maxis specify that every customer must be at least 18 years old to be a Maxis customer. Sub-users under this age must have authorization from the account owner to access the Maxis Broadband service. Before using the Maxis Broadband service, the person must obtain permission from the registered customer. Customers also must not attempt to gain unauthorized access to any computer system. 3.1.4 Sociocultural Maxis provides guidelines for the manner in which all employees should conduct themselves at the work place, while performing their daily duties for Maxis and as a Maxis employee in order to provide better services to customers. Key factors of this growth included the availability of more advanced smartphone models in Malaysia and the strong growth of social networking. Maxis was the first to offer the popular iPhone to Malaysians, achieving annual targets, and it continued to boost the sale of BlackBerry phones. Maxis has Business Value Plus Plans for business people. Business Value Plus Plans have many ways to help save money when calling. Data Plans exclusive to iPad for iPad users to enjoy online entertainment with a much lower price. Maxis prepaid Hotlink come out with a new plan which is much cheaper than other competitors. Maxis focused on minimizing carbon footprint to care for the environment. As such, Maxis partners with Malaysia Airline Systems to reduce the impact to the environment, as well as an in-house recycling campaign. At their work place, efforts are taken to reduce wastage and disposal, reuse existing resources and recycle fully exhausted materials. 3.1.5 Technological Malaysia is set to get a HSBB internet support allowing fast internet access by utilizing fiber optic technology to transfer data. It will allow network operators to take part in and compete with each other in this new network. TM had already commissioned foreign major vendors to lead the project. RM11.3bil national HSBB project is a partnership between TM and our government to expand next-generation, high-speed broadband infrastructure and services for the country. As we know that, HSBB offers bandwidth at network speeds of 10Mbps and above, through fixed line only, as compared to regular broadband services which are delivered at network speeds ranging from 384Kbps to less than 10Mbps through fixed line which also known as DSL and wireless mode, such as 3G, HSDPA, WiMAX and WiFi. Maxis commercially launched the first-in-the-world contactless integrated mobile payment services that utilizes Near Field Communication technology, with partners Nokia, Visa, Maybank and Touch n Go to pay for purchases and transportation charges using mobile phones in year 9 April 2009. 3.1.6 Global Maxis brings excellent coverage in almost every corner of the country and their services are rapidly expanding. In addition to voice, GPRS and EDGE coverage, Maxis also offer Maxis 3G in Penang, Langkawi, Alor Setar, Kuantan, Genting, Klang Valley, Johor Bahru, Kota Kinabalu, Kuching, Kota Bahru, Ipoh, Malacca and Kuala Terengganu. In India, Global Communication Services Holdings (GCSHL), a wholly-owned subsidiary of Malaysian telco, Maxis Communications Berhad, has applied to the Foreign Investment Promotion Board (FIPB) to increase its direct and indirect shareholding in Aircel from 26 percent to 73.9 percent. In year 2009, Maxis and the Western Union Company announce to launch of mobile money transfer service In Malaysia. It allows 11 million Maxis subscribers and 1.9 million foreign workers in Malaysia to send cross-border remittances directly from their mobile phones. 3.1.7 Physical environment The issues that Maxis concern is effective and efficient services, operating hours, and user-friendly facilities in order to improve the values the company can provide to its customers. Maxiss main challenge today is adapting well to a fast changing and often hostile environment of telecommunication industry. Things change very fast until the company is unable to cope with the rapid pace. As a result Maxis shifts at the top management team in order to tackle the changing business environment and global competition. As we all know that, the changes in Maxis is because of trying to deal with shifting market environment and to shift to the updated telecommunication technology, 3G. With the increasing demand for IT to achieve and support corporate objectives, IT department of Maxis must manage with a continuous barrage of changes such as changes in product requirements, technology, development processes, and deployment environments. As a result Maxis deliver newer technology assets and applications to their current customers and attract new customer base through proactive management of change. 3.2 Industry conditions (Porters Five Forces Analysis) Five forces which would impact an organizations behaviour in the market. Understanding the nature of these forces provides organizations the required insights to enable them to formulate the appropriate strategies to be successful in their market (Thurlby, 1998). 3.2.1 Threat of new entrants (high entry barriers) High capital investment for competitor entry into telecommunication industry. Companies in this industry incurred high fixed costs and spend fairly large amount of capital on network equipment and maintain development. Besides, technologies are also considered as barriers for new companies to enter the market. Maxiss reputation has been built around their superior customer service and quality network. Due to high expectations and standards that come with the Maxis brand it is not without reason that customers are more demanding of Maxis. As a result, Maxis always think that their business on being the customers first choice. Capital requirement usually build up a firm which is the high capability to compete in the industry. However, telecommunication is a high competitive industry in order to gain large market share. Therefore, new entrants have to ensure that they have ample financial resource to sustain in this industry. 3.2.2 Bargaining power of suppliers (high bargaining power of suppliers) Telecommunications industry in Malaysia is dependent on imports for the majority of its network components as most of the network equipment cannot be sourced locally. Maxis networks utilize standard equipment which is available from a limited number of suppliers. Most of the GSM equipment for Maxis mobile network operations is purchased from Motorola, Siemens and Trisilco Folec, and Maxis maintains close working relationships with its key network equipment suppliers. Since the suppliers of Maxis are limited, hence Maxis suppliers are powerful when the product they provide are differentiated or it has built up by switching cost. When there is occasional requirement by the buyers such as high investment in submarine fiber optic cable, and replace the copper cable and old satellite dishes that may provide reliable broadband connectivity. Maxis have high competitive environment causes existing entrants need to invest in high modernization technologies to enable the company to support and compete in this industry. Therefore, it is important for service providers to make sure the quality of the technology equipment. This makes the supplier group become more powerful. 3.2.3 Bargaining power of buyers (low bargaining power of buyers) In the era of globalization, advance of technology could increase the bargaining power of buyer, high available of information make it easier for buyer to evaluate sources of materials about telecommunication. There are many alternatives product such as fax, email, and internet which enhance the bargaining power of buyer to the mobile service provider. For the moment, high level of competition between the major telecommunication companies that exists in current market leads to low switching cost for the buyer to change their mobile service provider. Customers are highly price sensitive and easy to switch brand. It also means that customer will not be faithful to Maxis if they find out other brand provides better services than Maxis so they will change brand. As a result, this contributes to concentration of the buyers industry. Besides this, the buyers have high switching cost in this industry. As a result, the industry is more profitable when the buyers have low bargaining power which means the buyers are unable to affect the setting of prices in the industry. Maxis has came out with many Business Value Plus Plans for business people. It has so many methods to help save money when talking on the phone. Maxis wants to make sure that their customers can enjoy using Maxis services with a much lower price than other competitors. 3.2.4 Threat of substitute product (high threats of substitute) Maxis have many substitutes in the mobile industry. For instance, from traditional way which are using the letter, fixed home line telephone, fax and email to communication with other people till currently mostly everyone using broadband Internet services, which enable faster and always-on connection to the worldwide web, offer more promising growth potential. Furthermore, the pressure on the very low cost to use the phone calling via internet or communicate via online messenger had threatened the mobile industry. For example, nowadays many people use MSN, Facebook, and Skype to communicate rather than use their mobile. Threat of substitute product also will directly affect the profitability of Maxis. Substitute product is the product or services in other industries that is different from the existing product or services but serves the similar needs. Hence, threat of substitutes exists when a products demand is affected by the price change of a substitute product. This threat is supposed to be a strong point for Maxis because these substitute products such as letter or e-mail are unable to fulfill or completely replace the mobile services. 3.2.5 Intensity of rivalry among competitors (low intensity of rivalry) Telecommunication industry consists of only several mobile operators such as TM, Maxis, Digi, Celcom, Umobile and so on due to the entry restriction that imposed by the government. Profitability of the industry also affected greatly by the intensity of competition among existing competitors in the industry. Therefore, rivalry among competitors telecommunication industry in Malaysia is oligopoly structure nowadays and the level of competition in this particular industry is believed that to be low one. Maxis have two main competitors, they are Digi and Celcom. Cannot be denied that, Maxis lead the telecommunication industry. They largely compete on differentiate product and services on how to improve their features and implementing innovation to the customers. In addition, Maxis will definitely compete on the call rates, package price and so on with other two main competitors. Hence, Maxis try to gain competitive advantage through low call rate and price such as Youth Club. As we all know that Maxis, Digi and Celcom invested a lump sum of the money on advertising to promote their products and to attract more customers choose them. Summary of environmental scanning Basically, environmental scanning is about the careful examining of a firms internal and external environment for spotting early signs of opportunities and threats that may influence an organisations decision making process and its current and future plans. In the case of Maxis, they can spread and even penetrate into new market or other countries. Too much dependence on Malaysia as their main market is not enough in order to compete with its close competitors. Thus, Maxis can somehow implement its weakness into opportunities that might bring them into a new future plan. Plans such as adjustments to interconnect rates and ways to overcome the threats from its competitors are soon to be implemented. In the sense of customer care, lots of threats such as worms, Trojans, spyware and so forth would harm the special rights of customers as a Maxis user. Thus, Maxis requires certain software and devices so as to protect their customers from being tracked or harmed by unnecessary parties. Experts who can trace hackers or protect customers from being hacked are encouraged to stay in the management team in order to help overcome this threat. Although Maxis is the first telecommunication company to launch iPhone, the recent launch of Digis iPhone had posed further pressure on Maxis. In order to retain and attract more customers, Maxis would have to execute a better package with affordable rates for its users. Customer services must be improved to cater most of its customers needs. Also, they must keep upgrading their features or functions of its technological devices so as to lure more people in purchasing their products. It is normal to see some aggressive broadband promotions by wireless competitors. Therefore, Maxis must stand out as being more important than the rest to win over this challenging game. In addition to promotions, some other marketing strategies like collaboration with big companies in organizing an event, sponsorship from government agencies and what not can be carried out in order to gain good image from the public as a whole. 3.3 Description of key stakeholders Key Stakeholders are a subset of Stakeholders who, if their support were to be withdrawn, would cause the project to fail.  [5]   3.3.1 Capital Market Stakeholders Major suppliers of capital (e.g: banks) Shareholders Individuals, Bank/Finance Companies, Investment Trusts/Foundations/Charities, Other types of companies, Government Agencies/Institutions/Nominees In the company (Directors Interest in Shares) (Maxis Berhad Annual Report 2009, 2009) -Raja Tan Sri Dato Seri Arshad bin Raja Tun Uda -Robert William Boyle -Dato Mokhzani bin Mahathir -Asgari bin Mohd Fuad Stephens -Eng. Saud Majed A. AlDaweesh -Dr. Fahad Hussain S. Mushayt -Ghassan Hasbani -Augustus Ralph Marshall -Chan Chee Beng -Sandip Das 30 Largest Shareholders (Maxis Berhad Annual Report 2009, 2009) 1. Maxis Communications Berhad 2. Kumpulan Wang Persaraan (Diperbadankan) 3. Employees Provident Fund Board 4. Amanahraya Trustees Berhad Skim Amanah Saham Bumiputera 5. HSBC Nominees (Asing) Sdn Bhd Exempt AN For JPMorgan Chase Bank, National Association (U.S.A) 6. Amanahraya Trustees Berhad Amanah Saham Wawasan 2020 7. Amanahraya Trustees Berhad Amanah Saham Malaysia 8. Citigroup Nominees (Tempatan) Sdn Bhd Exempt AN For Prudential Fund Management Berhad 9. Amanahraya Trustees Berhad Amanah Saham Didik 10. HSBC Nominees (Asing) Sdn Bhd Exempt AN For J.P. Morgan Bank Luxembourg S.A 11. HSBC Nominees (Asing) Sdn Bhd Exempt AN For The Bank Of New York Mellon (Mellon Acct) 12. Malaysia Nominees (Tempatan) Sendirian Berhad Great Eastern Life Assurance (Malaysia) Berhad (Par 1) 13. Permodalan Nasional Berhad 14. HSBC Nominees (Asing) Sdn Bhd BBH And Co Boston For Vanguard Emerging Markets Stock Index Fund 15. Valuecap Sdn Bhd 16. Amanahraya Trustees Berhad A s 1Malaysia 17. HSBC Nominees (Asing) Sdn Bhd Exempt AN For JPMorgan Chase Bank, National Association (U.A.E) 18. Amanahraya Trustees Berhad Public Islamic Dividend Fund 19. HSBC Nominees (Asing) Sdn Bhd TNTC For Saudi Arabian Monetary Agency 20. Citigroup Nominees (Tempatan) Sdn Bhd Exempt AN For American International Assurance Berhad 21. DB (Malaysia) Nominee (Tempatan) Sendirian Berhad Exempt AN For Deutsche Trustees Malaysia Berhad (MYET F-DJIM25) 22. HSBC Nominees (Tempatan) Sdn Bhd Nomura Asset Mgmt Malaysia For Malaysia For Employees Provident Fund 23. HSBC Nominees (Asing) Sdn Bhd TNTC For Mondrian Emerging Markets Equity Fund L.P 24. Cartaban Nominees (Asing) Sdn Bhd State Street For IS hares, Inc. 25. Lembaga Tabung Angkatan Tentera 26. SBB Nominees (Tempatan) Sdn Bhd Kumpulan Wang Persaraan (Diperbadankan) 27. CIMSEC Nominees (Tempatan) Sdn Bhd CIMB For Gegas Cekap Sdn Bhd (PB) 28. CIMSEC Nominees (Tempatan) Sdn Bhd CIMB For Tiara Gateway Sdn. Bhd. (PB) 29. Amanahraya Trustees Berhad Public Islamic Equity Fund 30. Citigroup Nominees (Tempatan) Sdn Bhd ING Insurance Berhad (INV -IL PAR ) 3.3.2 Product Market Stakeholders Primary customers All users which subscribe Maxis line (either prepaid, postpaid or 3G) or buy the products such as Mobile Internet, Iphone, Blackberry, Android, Wireless and Wired broadband from Maxis. Primary customers for Maxis IP VPN (IP VPN, 2010) Customers Name Van Wijnen Groep N.V. Solvay Group Industry Construction Pharmaceuticals, chemicals, plastics Business Challenge Develop employee and customer satisfaction by establishing an ERP system and enhancing information flows through an improved private network. Facilitate business restructuring and support innovation. Network Solution Versatels IP VPN service is based on a Cisco MPLS network to provide a data solution that is managed end to end and gives excellent capabilities for supporting ERP. à ¢Ã¢â€š ¬Ã‚ ¢ BT Infonets IP VPN service is brought over an MPLS network built end to end with Cisco equipment and possesses a Cisco Powered Network designation. à ¢Ã¢â€š ¬Ã‚ ¢ The service sustains Solvays global ERP and intranet developments. à ¢Ã¢â€š ¬Ã‚ ¢ The managed network offers a flexible and protected foundation for new services, such as voice and video over IP. Suppliers (Authorised Distributors, 2010) ZyXEL Communications Corporation (M) Sdn Bhd ZyXEL, founded in 1989 in Hsinchu, Taiwan, is a pioneer manufacturer and supplier of DSL Customer Premise Equipment. ZyXEL is now worlds largest DSL router vendor and Europes second largest router supplier. In addition to its innovative products and solutions, ZyXEL has strong relationships with worldwide COE vendors such as Alcatel, Lucent and Nokia; ILECs such as Verizon and Chunghwa Telecom; international carriers such as France Telecom, Deutsche Telekom, and Telefonica; ISPs such as EarthLink, Worldonline, Hinet, Seednet, Maxis and many others. Working closely with these and other partners, ZyXEL is committed to helping businesses succeed in the booming broadband market by providing them with value-added service and outstanding performance solutions at the most competitive price. Advanced Broadband Communications Sdn Bhd Advanced Broadband Communications Sdn Bhd is a newly formed company incorporated in April 2001. The company is a private joint venture, high-tech based company between Advanced Broadband Communication Sdn Bhd and Prestige Sierra Sdn Bhd. The company is 100% locally owned to provide total telecommunication solutions and services for both conventional IP Systems. The new technology that bridges conventional Circuit Switch communication to Internet Protocol (IP) communication. All IP-based solutions and services that will be developed and deployed by the company are targeted at business and personal users at all levels. Host communions Unions 3.3.3 Organizational Stakeholders Employees All employees who work under Maxis Managers (Malaysia Equity Research PP, 2010) Name Positions Sandip Das Chief Executive Officer Jean Pascal Emmanuel Dominique Van Overbeke Chief Operating Office Rossana Annizah binti Ahmad Rashid Chief Financial Officer Mark Guy Dioguardi Head of Network and Technology Stephen John Mead General Counsel Mohamed Fitri bin Abdullah Head of Enterprise Carrier Business Matthew Charles Willsher Chief Marketing Officer Azmi bin Ujang Head of Human Resources Chow Chee Yan Head of Internal Audit Chua Seok Theng Chief Information Officer Non-managers 3.4 SWOT analysis based on stakeholder groups 3.4.1 Capital Market Stakeholders Strengths Strong and competitive regional player. Association with MEASAT Satellite System. Weaknesses Depends too much on Malaysia as their main market. Opportunities Potential for triple play if tie-up with content provider/broadcaster, e.g. Astro. Association with Microsoft. Broadband market in Malaysia is growing. Wireless market in Asia Pacific has experienced a rapid growth. Threats Modifications to interconnect rates may pressure Maxis earnings as the company is a net receiver of calls. Regulatory framework. Mobile number portability in Malaysia. Intense competition from other telecommunication companies. 3.4.2 Product Market Stakeholders Strengths Premium branding and customer care persist to attract and retain subscribers. This is further followed by long term iPhone plans. Much broader 3G/3.5G coverage than Digi and similar coverage as Celcom. Largest subscriber base in Malaysia with c. 39% share. Largest postpaid subscriber base of c. 43% is vital to future market trend towards more postpaid subscribers. Its transparency and ability to deliver performance. Good loyalty programmes and perhaps the best family plan in Malaysia in our view. Weaknesses Maxis does not offer triple play of mobile, broadband and pay TV. Opportunities 32% of the Malaysian population is under 15 years old, which is a main target for broadband services over the next 15 years. New mobile devices, e.g. iPhone (4G) and recently launched iPad drive demand for broadband services. Under-served broadband population provides great growth opportunities. Selective enterprise opportunities as Maxis build backhaul capacity mainly for wireless broadband, thus it can target some lucrative enterprise businesses by using the same backhaul network. Threa

Talent Management At Standard Chartered Bank Management Essay

Talent Management At Standard Chartered Bank Management Essay The systematic attraction, identification, development, engagement/retention and deployment of those individuals with high potential who are of particular value to an organization.. (from Talent Management: Understanding the dimensions, CIPD 2006, www.cipd.co.uk/researchinsights) Talent management is a dynamic process that has to be continuously reviewed to ensure that organizational requirements are still being met in the light of changing business priorities. (from Talent Management, CIPD 2007, www.cipd.co.uk/NR/rdonlyres) There is no single definition of the concept of talent management pays each organization to find a meaning to fit the specific needs and circumstances, and I think that this is the first point to develop a strategy to manage the talent within the organization.à ¢Ã¢â€š ¬Ã… ½ My reading of the evidence of the case study (and talent for numbers) contained in this paper the task, can I draw a table that match between talent management at Standard Chartered Bank, and some of the features of SHRM.à ¢Ã¢â€š ¬Ã… ½ In the last decade of the last century a growing awareness of the value of human goals and means in the development system, and therefore become more frequent studies, research and conferences held to define the concept of human development and analysis of components and dimensions, basic needs, social development, human capital formation, or raise the standard of living or improve the quality of life. à ¢Ã¢â€š ¬Ã… ½ Human resources development (the process is to increase the knowledge, skills and abilities of the workforce capable of operating in all areas, which are picked up and selected, in light of the different tests in order to raise the level of productive efficiency to the fullest extent possible.)à ¢Ã¢â€š ¬Ã… ½ Talent Management at Standard Chartered Bank Features of SHRM And talent management programmer is to collect information about the workforce in the bank in all parts of the world, showing that there is a need for help, or if the resources are used well. SHRM increase the flow of information on job opportunities, goals and organizational objectives. SHRM Accreditation human capital, which provides information about the capabilities of current and potential human capital to guide the development of the strategy.à ¢Ã¢â€š ¬Ã… ½ Three other principles that support the Bank of programmer talent: the great works great needs of managers; managers in building great staff participation; and that people perform better when they play with full force. SHRM enters a new team with the leaders of broader responsibilities. Employee relations, participation, and participation, and strengthen accountability and experience in the field to improve performance. Standard Chartered Bank to use lines of inner tubes to grow talent internally, and therefore have a continuous supply of talent. World Bank development programs to identify and develop talented people at all levels of the group, and the establishment of pools of local talent. Follow the talent during the recording and analysis of data of human capital. SHRM much emphasis on the role of education and development. Career development, and project and loan experience to enhance managerial expertise. Bank introduce some global standards and tools, and gives some of the managers in the banks the freedom to decide locally which the best way to use them. SHRM consider the geographical and cultural diversity as an opportunity to strengthen the functions and facilitate the exchange of best practices and ideas and new ways of working. Evaluation is a key part of talent management at Standard Chartered, it is used to classify employees into five categories, ranging from the high potential of the presentations and encourage them to take control of their personal development. SHRM focus on a system scale to support business goals. SHRM introduction of a new basis for the selection of staff and salary structures. Assessment and evaluation; evaluation, and feedback on performance, training, and work towards the objectives of development and function; observations of the resolutions of the job evaluation and development needs. The World Bank tools to evaluate performance on a regular basis, such as feedback of 360 degrees. SHRM incorporates a change in the organizational structures and performance evaluation. Bonus, with a focus on skills development and contribute to the workforce, improving team performance As one of the objectives of Standard Chartered is to attract the brightest talent, and then further develop their skills, and the bank has set the global orientation program, called Right Start, which is covering all the new arrivals.à ¢Ã¢â€š ¬Ã… ½ . SHRM create the appropriate atmosphere within the organization for current employees and new arrivals. SHRM looks at the process that enables people. Induction with the recruitment and selection processes, and this creates a culture of development. The aim to create great managers of the Bank, with the help of structured interview and by the Gallup Organization, and identified 250 people who have senior leadership in that it seeks to strengthen and provide them with training. SHRM is required to obtain new skills and new ways of working in organizations. SHRM ensure that all aspects of the organization of resources are involved (knowledge, core competencies). SHRM establish a relationship of personnel management and strategic management. The bank is offering a wide range of self-help tools for managers at all levels to develop their abilities and skills. For example, a product called the conversation on the Internet and discovered a test of strength. SHRM staff development, and new ideas, and training. SHRM looks at people in the first place to be managed resources to achieve strategic business objectives. Many of the practices talent management at Standard Chartered Bank is displayed features of SHRM, for example, are on staff participation, personal development and career planning (as shown in the table). It is useful for all organizations to manage their people under the scheme, coherent and management practices that reflect the talents and attributes SHRM to achieve success in the business world. Organizations need to develop human resources management strategy that is unique to their situation in terms of the context and objectives, and the demands of organizational stakeholders.à ¢Ã¢â€š ¬Ã… ½ 1.2 rare talents and it is a guarantee for the future. But in the current crisis in the world, executives in the banking sector in a bid to find a balance between the numbers of staff and reduce labor costs and maintain the use of talent management programs at the same time (both play offense and defense). What is the best way to manage talent in times of crisis? No talent management program is a program to change the long term? There are complementarities between human resources management and other departments in the enterprise; they are not only management assistance to other departments to assist them to manage their human resources needs, promotion, and transfer and performance evaluation. There is also integration between the activities contained in the human resources management such as integration between the activities of the description and workforce planning operating and research and polarization selection, recruitment and measurement of efficiency but in times of crisis, and I think that senior executives must recognize the importance of workforce management, staffing and costs, while achieving the maximum utilization of talent. And that the actual performance of the work agreed performance standards. Evaluation is an inevitable requirement in order to achieve organization goals based on the criteria set. The performance appraisal is a review of what they have done depending on what he called fu nctional and standards of their work, and also provides information on the performance appraisal skills they need to perform their duties perfectly. Through the evaluation, depending on the results take decisions to reward diligent and punish the defaulters. The responsibility for human resources management is in the design of the statute to assess the performance of individuals and training managers on how the evaluation then keep records of performance evaluation in order to take decisions on them. The evaluation may be used for individual development through identification of training needs to him and see how progress towards efficiency. There are several ways to evaluate them as reported good goal-setting and evaluation pans and the entrance to labor standards and the checklist and the order simple. Talent Management is one of the major concerns, and even more in times of crisis because the driver to make a change in the long term. Executives need to use the talent management programs to focus on maintaining their core competencies to improve efficiency and increase the transfer of workers to the divisions and functions in high demand, to build up enough of the reward, and they need it to restructure jobs to reduce costs if they want their companies to stay in market and leave behind the current global crisis. In the current troubled economy, it is natural that executives in different parts of the world to take actions to size of the right organizations to avoid a Lehman Brothers to meet the new economic reality. According to 326 executives of international, who participated in the January 2009 across the industry to a survey by Forbes magazine, Deloitte Insights, shows that these figures are senior executives, which seeks to strengthen and deepen the capacity of human origins within the organizations and programs in accordance with the management talent to run the company smarter to be ready to take advantage of the best of times and the position of their organizations for growth once the current crisis begins to pass through. We all know that in the recruitment of current circumstances, not a top priority for most companies, even executives should keep the focus on retention and training of future leaders, evaluation of the success of the planning objectives of the organization and help the clarity of vision and work on the composition of Standards adopted in the stimulation and development organizations can survive in the competitive environment. The process of evaluation, if applied at the correct standards and keep abreast of global progress, it helps to develop the organization and achieve its objectives. Another important point in my opinion, and develop their talents present, because they know that the current global crisis will remain for the time and not forever (economic cycles). Another reason for this focus on maintaining the existing talent, and even during the current recession, and there is fear that competitors may try to attract staff away because of the value of the crisis, and also holds the opportunity did not put an end to the war for talent. Wave of restructuring and evictions often creates vacancies for the attention, says Tom Declercq, Managing Partner at Deloitte talent. To summarize and highlight the benefits of continuous use talent management as an engine of change, and will constitute a long-term view of Hubert de Neve, the chief of staff for Imec, and nanotechnology research center in Leuven. And said We can not say in the future. We can only do our duty and we know how best, as we used to do that. It is important, as always, to continue to invest. Even in talent. Which is one way for an organization to be ready as soon as the economy improved again? 1.3 since it was the first time and Strategic Human Resource Management (SHRM) the focus of many discussions. And is usually measured SHRM of compatibility between human resources (HR) management practices and strategic goals, and the integration of the human resources function in the process of strategic management, human resource development practices for executives, the impact of these practices on the strong performance (Bowen and Ostroff 2004; Ulrich 1998) Human Resources Management to adopt two entrances to the human resources which can benefit organizations through which the two increase organizational effectiveness and satisfy the needs of individuals as reported good. And goes on good, instead of looking at the organizations goals and needs of the individuals they are opposites separate and to achieve any of them would be at the expense of the other, take the entrance to the human resources that both the organizations goals and needs of individuals complement each other and not be at the expense of one of them, so research has shown behavioral need to treat individuals as resources rather than as a production factor. The good foundations and principles underlying this entry, including: 1. If individuals are the best investment management and development can achieve the objectives of the organization and increase productivity. 2. The human resources policies must be created to satisfy the needs of individuals psychological, economic and social development. 3. The work environment should create and encourage individuals to develop and exploit their skills. 4. Programs and human resource policies must be implemented in a sensitive balance between the needs of individuals and the goals of the organization through a structured process will help to achieve this important balance. The Deputy Minister of Administrative Reform Canada, Mr. Charlbwa , noted that Canada has prepared a long term plan from 1990-2000 and was named the project for developing the performance of service in 2000 with a view to strengthening the public service to be more efficient and specialized and impartial and to be recognized as an asset productivity in the development process . Not surprising to find that four items out of ten items in the plan, the Canadian interest in human resources. These four items are the benefits and compensation, and training and development, and employment adjustment after working with the working environment. After reviewing the above shows, the importance of human resources as an asset developmental productive and effective if properly exploited, training, and this helped the lead of adults because they are concerned with the human element but also has developed strategic plans for the realization of the importance of the maximum utilization of these human resources as is the case in the State of Canada. SHRM still need to prove their contribution to the method of measuring organizational performance (Budhwar and Khatri 2001; Fisher and Dowling 1999; Schuler and Jackson 1999). As I said before, there are always discussions about whether it really is the practice of SHRM; executives alike have a role in transforming the HR function to be more strategic, and whether it adds value to the minimum (Martell and Carroll, 1995). SHRM consider human resources as assets for investment, and human resources management and strategic rather than reactive, and the perspective of administrative (Budhwar 2000a; Buyens will be a friendly in 2001). Because he knows how human resources management through the formulation and implementation of company / business strategies (Brewster and Larsen 1992), Integration refers to the involvement of human resources management in the formulation and implementation of organizational strategies and coordination between human resources management with the strategic needs of the organization. Integration leads to improved efficiency and cost-effectiveness. In addition, and human resources to be a strategic partner for human resource managers to participate in strategic decision-making along with other senior managers, and provide greater opportunity for human resources to align goals, strategies, philosophies and practices with the companys objectives and implementation of business strategy (Ulrich 1997a; Buyens friendly and would be 1999 ). As human resources managers membership in more than senior management team in the organization that can give the opportunity to manage human resources to represent their interests, and the impact of business strategy, and performance monitoring. . Section B, Question 3: Introduction The ultimate goal is to enable the participant to lead a thorough examination of the position of management and human resource development in the firm using the tools available for this activity, the modern enterprise requires staff who focus On the client, and flexible multi-skilled and skilled to adapt to innovative and results-oriented, and able to respond quickly to unexpected changes, and able to develop options to work through Negotiation and communication and networking. Staff need to play an active and leading role in policy development, regulation and administrative arrangements to ensure the achievement of organizational objectives. Learning and development, and therefore play a vital role in organizational development to achieve the strategic human resource management results. For example, the development and use of human capital attraction and retention, And all of the human resources development (HRD) practices are in the center of strategic focus in the management of human resources. The purpose of this article is to discuss the role and importance of resource development humanity in achieving organizational results SHRM. The definition of human resource development Human resources development (HRD) is a human resources management activities designed to develop skills, knowledge and attitudes of workers institution. It is thus part of a comprehensive concept Human resources management. They are concerned with the training activities as well as covering other aspects such as planning, career progression and work cycle, like any other activity which plays an important role in the development of the population within the organization. and human resource development to assist staff to develop their personal skills, knowledge and organizational capacity. Human resource development and also help in identifying the needs of skills of companies, in the present and future, and to identify and incorporate the learning needs of individuals. The ultimate goal is to see the skills of their workforce and knowledge to perform the tasks required of staff, and manpower which is keen to learn new skills in order to be able to meet the challenges of the future, in other words that the purpose of the use of human resources development in the transition from a learning organization simple. There are many ways to this development, but can be formal and inform al. Formal learning such as training classes or distance learning courses, the process of informal learning is the direction of self-development. These include: learning: This is a formal process of staff development, such as the learning activities planned by the employer to enhance the skills and knowledge of staff to implement the tasks current best or work in the future. Development Plan: Refers to the individual and collective activities that develop personal skills and capabilities, such as organizational change. And determine the qualifications: such as staff development on the environment in general is not a particular job or individual, for example, programs such as commercial and administrative management course work or masters degree in management business. The purpose of the Human Resources Development Strategy, are all activities, including those run by the workers themselves, which aims to make optimum use of the institution and make them happy employees, the management strategy and human resource development for the institution. And describe the decision-making levels (strategic, functional and operational) and the manner in which it would be incorporated in the strategic management and human resources development and describes the objectives, descriptions and indicators of management strategy and human resource development as well as target indicators, activities and plans, priorities and resources needed to implement the strategy, advocates a strategic approach to resource developm ent human suggest that the development of human resources play an important role in linking policies SHRM and achieve business goals. Human resources development strategy and include staff positions to support the objectives The Organization through appropriate design in accordance with the needs of staff, and all that was supported by management commitment. A strategic plan for the development of human resources help the organization in achieving its objectives and achieve its objectives through the development and retention of people with high skills who are motivated, innovative and flexible. But can the development of human resources to achieve the principles in itself or in isolation from other human resources practices and policies such as SHRM. Human resources development is one of the foundations of the organization, not the sole basis. We must support the objectives of human resource development for companies, to be consistent with the Plan of SHRM and become an integral part of the business environment in the organization. This requires the commitment of all staff in order to be effective, a commitment to identify areas that require development and commitment to work in order to meet the needs that have been identified and that the responsibility of the ultimate goal is The participant will be able to lead a thorough examination of the position of the management and human resource development in the firm using the tools available for this activity and achieving the goals of training desired by creating an environment conducive to this achievement through a range of training in particular, and throughout the organization in general à ¢Ã¢â€š ¬Ã‚ ¢ Senior Management: strategic leadership for the development of human resources, and determine future needs of learning and its commitment to support and actively promote human resources development plan, analysis of the situation Indicators and how they can be modified, to see if he proposed structure raises the level of achievement of the objectives previously defined, or is it necessary adjustments and changes, regular sessions of the workshop on entrepreneurship development Foundation to assess the results and any changes it considers necessary, each of the proposed structure and work procedures, or descriptions of work involved, the definition of activities during the transition period advertised, especially Those that are intended to inform and raise the motivation of people who are affected by changes in the structure or operating procedures. à ¢Ã¢â€š ¬Ã‚ ¢ Managers: To ensure the implementation of human resource development under the program, the senior Management must group for the implementation of the study, and follow-up and evaluation of the identification of needs for individuals And corporate learning with the staff, and ensure the provision of training and development to meet these needs and define how can estimate the amount of indicators (the current situation and future), the organization of ongoing review of progress Workflow, which must be implemented by senior management to verify the implementation of changes and evaluation. à ¢Ã¢â€š ¬Ã‚ ¢ Staff: to identify learning needs, according to the level of functionality, and identify priorities for learning with their managers, and then human resource development programs that would help to improve productivity And the effectiveness of individual goals and career advancement, he described the work in accordance with the new organizational structure, including the tasks, performance standards, and work activities, knowledge and skills required, identify groups Work, and integrity of the overall tasks of the institution, and to assess the conditions of appointment and promotion, the definition of the transition processes from the current situation to the situation resulting from the new organizational structure, clarifying the objectives of the procedures And how to implement them, you must take into account the changes required to operate these procedures with the new structure and system development work on the organization of the institution to identify the problems of organizational structure and the search for solutions. (Sub-groups can be established if needed to analyze the different positions). à ¢Ã¢â€š ¬Ã‚ ¢ The human resources function: planning and human resource development plan, and provide advice and assistance regarding the implementation plan to develop human resources, the exact definition of the transition period from the current situation Target to the situation when a decision to make changes in the structure. Strategic Objective for Education and Development Human resource development beyond the traditional concept of training and development through training courses and human resource development to consider ways that are best suited to achieve the desired learning, such as: training labor and Employment, and rotation, and research, seminars, mentoring, training and study. In fact, without this broader context, most of the training ends wasting money. Of course, the traditional is not always the most convenient way to learn, for example, in most cases knows that the employee gained quickly lost due to the lack of follow-up or an opportunity to practice learning. Should managers to provide staff with opportunities to practice and discuss what they have learned. Follow-up learning requires both managers and staff to plan how they will do so. While it is important in all organizations, it applies especially in a small institution where he repeated training is not financially feasible. For this reason, managers must determine the most appropriate way to learn and keep in mind that not all learning styles of the cost of funds. Education played an important role in achieving organizational results SHRM. We already know the relationship between SHRM and change (Figure below illustrates this). In fact, it will show through changes in the Learning SHRM Performance Change Source: Strategic Management of Human Resources Version 3.0 p 317. To improve the performance of the organization need to develop the ability to change through learning, because learning is a real opportunity, innovation and creativity and the ability to release staff. Review and evaluation to measure the role and importance of development of human resources in achieving organizational results SHRM, should be reconsidered in human resources development plan and evaluated periodically in the light of the objectives and performance indicators Such as productivity and efficiency, and efficiency in development, and cost effectiveness, and the balance would be acceptable between the processes and skills required and the ability to respond correctly to changes in work and: The ability to deal with changes in the mechanisms of effective planning and coordination. In short, there are many benefits that accompany the integration of human resource development with the organizations mission and strategic objectives. Such as: à ¢Ã¢â€š ¬Ã‚ ¢ The use of human resources development as a management tool to increase productivity. à ¢Ã¢â€š ¬Ã‚ ¢ increase the participation of supervisors and executive management, and executives in the field of training and development of their workforce. à ¢Ã¢â€š ¬Ã‚ ¢ A framework for the development of human resources strategy, a copy of a preliminary modified by the International Telecommunication Union and World Bank. à ¢Ã¢â€š ¬Ã‚ ¢ Indicators of the plan to improve court administration. à ¢Ã¢â€š ¬Ã‚ ¢ Workshops and seminars to develop the organizational structure. Human resources development, in the context of learning and development, is a vital factor in business planning and the survival of the organization. Section B, Question 4: Introduction Dealing with the needs of innovation and rapid environmental changes associated with life changes and economic changes in the world, as well as all the traditional newspaper business to convert the human resources management (THRM) in SHRM for their support, promote and work on the growth and development, because there is no doubt that the Strategic Human Resource Management (SHRM ) is useful for good corporate performance and dedication to work and teamwork, and this is what you want any company. à ¢Ã¢â€š ¬Ã… ½ à ¢Ã¢â€š ¬Ã… ½ What is the relationship between SHRM and the menstrual cycle? Why centralized systems of SHRM monthly period? à ¢Ã¢â€š ¬Ã… ½ The definition of performance management systems à ¢Ã¢â€š ¬Ã… ½ According to SHRM (Society of Human Resources Management), and management performance is a means to regularly monitor the results of work activities, collecting and evaluating performance to determine achievement of objectives, and the use of performance information for decision-making, resource allocation and communication, both in receipt of goals. à ¢Ã¢â€š ¬Ã… ½ In other words, the system of performance management is the management process refers to a group of technologies, functions and procedures to improve the performance of the organization and its staff and the forest in order to ensure that the process will focus its efforts in ways that will contribute to achieving the companys goals and objectives. à ¢Ã¢â€š ¬Ã… ½ Bevan Thompson (1992) offer the following definition:à ¢Ã¢â€š ¬Ã… ½ * PMS communicate a vision of the organizations objectives to the employee. * PMS provide the departmental/business unit and individual performance targets that are drawn from the wider organizational objectives. * PMS provide a formal review process of how the objectives have been met. * PMS establish the basis for identifying training, development and reward decisions as outcomes from the review process. * A fully integrated PM system (objective setting, review process and linked development and review system) provides the basis for evaluating the effectiveness of the whole performance process in providing enhanced organizational performance. A carefully modeled system will provide the necessary information to report on capability as well as outcomes achieved. à ¢Ã¢â€š ¬Ã… ½ PMS have different advantages such as: * PMS set expectations for employee performance based on business objectives. Supervisors and managers are responsible for managing the performance of their employees to best fit the nature of the work performed and the mission of the organization. * PMS maintain a dialogue between supervisor and employee to keep performance on track. e.g., when expectations change during the course of the work cycle, supervisors communicate these changes and modify work plans as necessary. * There is a mix of quantitative and qualitative objectives. * The system is integrated with interlocking procedures and flows of information. To name just a few Why centralized systems of SHRM monthly period? à ¢Ã¢â€š ¬Ã… ½ It is known that the strategy of human resource management and performance management system helps to focus staff on the operational results and strategy of the organization. In other words, human resource management strategy, which contains the menstrual cycle that can work to bring about a culture change in strategic direction and effective, which means it is the corner stone of per