Explain three (3) world arguments for birth control and two (2) world Essay - 2

Explain three (3) world arguments for birth control and two (2) world arguments against birth control - Essay Example The pills further prevent ectopic pregnancies due to the fact that they are able to suppress ovulation which makes them the most preferred contraceptive alternative for women especially those who are at the risk of having ectopic pregnancies which is a great threat to life (Sanger, 2013). The birth control methods reduces the risk of contracting ovarian cysts which is a fluid-filled growth developing in the ovary. This is possible because the pills prevent ovulation. The methods further prevent pelvic inflammation diseases which are caused by bacteria that infect the fallopian tubes as well as the uterus and can cause infertility under extreme conditions. They also reduce the spread of acne which cannot be cured by other forms of medications. Birth control methods such as the use of pills lead to blood clots or venous thromboembolism especially in the legs and lungs. Recent studies have indicated that the chances of blood clot are six times high in women who use oral contraceptives in comparison to nonusers. The use of pills may not require the use of other drugs such as antibiotics, anticonvulsants, antifungals as well as herbal medicines which can affect the amount of contraceptive hormones that the can be absorbed by the stomach and other metabolic processes. It has been established that women who use birth control pills have increased systolic as well as diastolic blood pressure hence they need to keenly monitor their blood pressure so that they do not exceed the expected limit. Closely linked to blood pressure problems is heart attack condition which arises due to birth control pills and is more prevalent among those women who smoke cigarettes. This is highly witnessed among women who are 35 years and above hence those who use birth control pills at this age bracket should not smoke as that will increase chances of developing

Attitude Towards Different Age Groups Essay Example | Topics and Well Written Essays - 1750 words

Attitude Towards Different Age Groups - Essay Example This essay will discuss peoples attitudes when treating those in different ages in different cultures (Baumeister et al 33). In most European Countries, most young people treat the old harshly. Young people assume that older people are more prone to accidents, slow learners, slow thinkers, and have a rapid physical deterioration. This is an unfair assumption since statistics from the world health organization, show that road traffic deaths involving young people under the age of 25 years are more compared to those involving the older people. In fact, one out of three road accidents involve the younger people. It is unfair for the younger people to assume that the older are slow learners and slow thinkers since there is no evidence to show that a person’s intellect decreases, as one grows older. There is also an assumption among the young people in Europe that older people are always sick. They believe the common myth that diseases are synonymous with aging, which is false sinc e there are many older people who have perfect health and do not look frail or old (Diller 47). Outright prejudice and discrimination towards the old are not only in Europe. In many developed Western countries, the majority treats the youth as the backbone of the future. This has created the image that the old no longer hold their place in society. There is brainwashing of the media, to view the old as people who should not serve anymore. This has, in turn, instilled a negative public image towards the old. Most professions exclude the old and leave them out in essential programs that could benefit them. It is a general view among most doctors that older people are too late for preventive care. This has led to late response to medical conditions in older people. Most receive inferior medical care, particularly when facing minor medical problems such as loss of teeth; hearing loss, loss of vision among others.

Theories of Management Essay Example | Topics and Well Written Essays - 500 words

Theories of Management - Essay Example Informal networks tend to be personal, voluntary, and have fluid boundaries. Participation in informal networks is not formally governed or officially recognized. Informal personal and social network activities are with organizational members who share, for instance, common social interests and are often used as a means to socialize among colleagues and to participate in activities they enjoy. Organizational issues are often discussed unofficially. (Ibarra, 2003, 58) Both engagement in formal and informal networking activities and career satisfaction can be expected to be dependent on the availability of time. Being scarce of time may diminish the amount of time that employees interact with their coworkers and this can be reflected in their network characteristics. Individually, a network whether it is an acquaintance, business partnerships and the likes is an advantage on the person who has it against a person who has no network at all. A certain network could be utilized for advancement of an individual in dealing instances such as selling of goods, interaction with others and promoting one's self. Knowing these premises, it is very important to build networks.

Identify the main sources of foreign currency risk confronting an Essay

Identify the main sources of foreign currency risk confronting an international firm and evaluate different techniques that you think may be most appropriate i - Essay Example It can be seen that due to the volatile and unpredictable nature of the forex markets during times of political or economic crisis both these markets carry a considerable risk for the multinational firms. The preceding discussion will assess the types of strategies which can be used to avoid these risks and their feasibility in the short and long term. This involves the transfer of the transaction exposure to another company through the technique asking them to pay for a product in your currency so that they have to bear the transaction exposure resulting from forex uncertainty on their own. Another technique would be to price the export in the local currency of the other firm and demand payment immediately in which case the current spot rate will determine the value in your own currency of the export.4 A second way of minimising transaction risk is "netting out", and this technique is very helpful for foreign multinationals with large business concerns who do frequent and sizeable amounts of foreign currency transactions. In this way unexpected exchange rate charges will essentially "net out" over many different transactions. This is mainly because when payments and receipts are in many different currencies as this will spread the risks and there might even be a chance of profit.. Although transaction exposure cannot be completely netted away ,the company is better off making a small in one area of trade that a large loss overall if it literally "puts all its eggs in one basket". Compared to hedging this may even be a safer way of avoiding forex risks. Hedging strategies (aimed at reducing short-term transaction exposures of roughly less than a year.5) Forward Contracts This is probably one of the most direct methods of handling hedging risks. The obvious advantage of this is to prevent the company from suffering any loss through a depreciating or appreciating currency because the payment has already been made to a bank. The problem however is that small businesses are often discouraged by banks in this option because of the increased risk that the banks in collecting back the money Futures contracts Another option of hedging transaction exposure is with futures market hedge which is a lot similar to the above method .The difference begins when a short sale of a future contract puts the business in a position opposed to that of a business owning the futures contract. This happens because an increase in the value of the contract causes a loss to the company. 6When the futures contract decreases in value, it gains that amount. Another problem is that any losses in

Bible Studies Essay Example | Topics and Well Written Essays - 2500 words

Bible Studies - Essay Example a historical one or a literal one, it is clear that many of the themes of the individual stories are themes or problems that communities still deal with today. The Old Testament story of Ruth is one such Bible story that relates a serious community problem that is prevalent today, and a story that has several important themes that serve as the lesson learned for the community. It serves some purpose here to discuss interpretation. The Bible is replete with metaphors which serve to enlarge the stories and intrigue the reader and to demonstrate the pros and cons of faith, the moral of the story, and the â€Å"I told you so† concepts. â€Å"For example, when the Bible speaks of the arm of God, it is not suggesting that God has limbs in the sense that you or I have them.1 It is, rather, suggesting rather the arms of God are conceptually large, that they can extend from the heights of heaven and, metaphorically, embrace or release a person of faith, or of little faith respectively. The interpretation of the Bible has been debated since the time of the Bible. â€Å"The highly subjective school of Alexandria insisted that the Biblical writers were literalists; the more objective school of Antioch held, and showed, that these expressions are figures of speech.†2 For example, many of the individual Bible stories reflect on Jesus feeding the multitudes with a loaf of bread and a single fish. What this might suggest, from the perspective of the school of Antioch, is that Jesus satisfied the hunger of the multitudes, which were spiritually starved. That he did so with a single loaf of bread and a single fish, is metaphorically referring to the sustenance of faith. The school of Alexandria, however, would have us believe that Jesus indeed served the multitudes with but a loaf of bread and a single fish, and sustained their physical hunger. This serves the notion of the miraculous abilities of Jesus, who was the embodiment of God among mankind. Modern scholars and

We Should End War in Middle East Essay Example for Free

We Should End War in Middle East Essay â€Å"American soldiers killed in attack. † This is the latest headline out of Iraq, yet stories like these are all too common, even while the armed forces do their best to censor the reality of the war from reaching the home front. The brutal realities of the war in Iraq cannot be sufficiently censored to prevent Americans from finding out the horrible toll our soldiers pay each day, losing their humanity by killing and losing their minds by having to see their friends’ arms or legs blown off. The American public has finally started to voice its opposition to the protracted war in Iraq, as recent polls and presidential approval ratings show that the public is increasingly upset with the direction the war has taken, even though support for the troops continues to remain high. As it stands, opposition to the war also continues to grow and the polarization that marked the early days of the war is diminishing, as citizens, politicians, members of the armed forces, and even those in the Bush administration are realizing the errant decisions that led to and sustained the war have cost far too muchin billions of taxpayers’ dollars, international economic and political status, and most importantly the lives of tens thousands of Americans and many more Iraqis. Few issues have polarized the political community and general population in the United States as the sustained war in Iraq. While most of the country agreed that invading Afghanistan was necessary to combat terrorism, the decision to invade Iraq was met with mixed feelings at best. At the time, the Bush administration used everything in its power to convince the American public and the world of the righteousness in attacking Iraq. The many reasons, with varying degrees of honesty and accuracy, ranged from the threat of weapons of mass destruction to Iraq’s participation in terrorism to the plain fact that Saddam Hussein was a bad man. Unfortunately, many Americans who would normally be in the middle of the road on such issues were blinded by the administration’s continued propaganda about having to support a president during wartime, regardless of the terrible decisions or unexplained actions he takes, and many also believed that Iraq was involved in the terrorist attacks of September 11, 2001. A Washington Post poll of 1,003 adults taken in August of 2003 found that nearly 70% of Americans polled believed that Saddam Hussein was personally involved in Al Qeada’s attacks on the United States; a Time/CNN poll conducted around the same time found Americans more closely split on whether the military action in Iraq was worth the price in America lives, taxpayer dollars and other costs — 49% said yes, 43% no and 8% were unsure (â€Å"Poll: 70% Believe Saddam, 9-11 Link†). With its aims justified in the eyes of the misinformed American public, in March of 2003 the Bush administration got its wish to expand the war in the Middle East to include Iraq. This initial invasion was a showcase for the massive military industrial complex that provided scores of new technological advances in recent years designed to maximize death. Memorable images from the invasion include the â€Å"shock and awe† campaign of large bombs and missiles tearing up Baghdad, the famous toppling of the Saddam Hussein statue by Iraqi civilians, and President George Bush landing in a fighter jet upon an aircraft carrier, only to give a speech in front of a large banner that read â€Å"Mission Accomplished! † The tragically comedic irony of that banner can only be understood in hindsight, and only by those fortunate enough not to have been in Iraq. Over four years later, the mission has not been accomplished, unless the mission was to create the highest possible revenues for international oil companies at the expense of young American lives. Additionally, the Bush administration’s decision to invade Iraq eroded much of the international good will created by the September 11 attacks. Many countries that supported the U. S. invasion of Afghanistan see the invasion of Iraq as unnecessary and nothing more than the act of a bully, the world’s lone superpower. However, most Americans chose to dismiss the loud opinions of the international community as being shortsighted and not relatable. The economic impact of the war in Iraq is felt by all Americans each time they pump gas. In the four years since the U. S. invaded Iraq, Iraqi oilfields and associated infrastructure have sustained 400 attacks, and oil production in the country has fallen from 1. 95 barrels per day during the first quarter of 2007, short of the U. S. goal of 2. 5 million barrels per day and the previous mark of 3. 7 million under Saddam Hussein (Miller). It is also highly reported in the media and amongst citizens that companies like Haliburton, associated with Vice President Dick Cheney, have benefited immensely from the reconstruction contracts in Iraq, leading many to believe that the war is solely for oil. The fact that oil companies are now making record profits seem to reinforce these ideas. But, another consequence of U. S. action in Iraq is that the dollar is losing its international value. The dollar has weakened against the euro, gold, copper, and other assets, and when Bush came in to office, a dollar equated to . 987 euros while now it is at . 5 (Miller). While oil gets more expensive, the dollar weakens, in large part due America’s overwhelming dependence on it and the massive expenditures of oil, resources, and money on the war in Iraq. The business side of the war in Iraq seems to have little benefit for common Americans, who are really the ones paying the most for it in terms of dollars. Top economists estimate that the total costs for the war will exceed $2 trillion. The Bush administration predicted in 2002 that the war would cost between $100 billion and $200 billion, but according to a 2006 study by Nobel Prize winning economist Joseph E.  Stiglitz and Harvard lecturer Linda Bilmes, after factoring in long-term healthcare for wounded US veterans, rebuilding a worn-down military, and accounting for other unforeseen bills and economic losses, the total could reach far above the $700 million it has so far cost for the war effort alone (Bender). With so many domestic issues requiring effort and money to rectify, this extended war does little to provide health care for the millions of Americans without it, or maintain the country’s infrastructure. A former economic advisor to President Bill Clinton, Stiglitz based the study on past conflicts, the current war’s impact on the ballooning federal deficit, its ripple effects on overall economic growth and investment, and losses in productivity (Bender). The increasing economic costs, combined with the economic downturn experienced during Bush’s time in office is borderline catastrophic, but actually compares little to the greatest cost of the war, which is the cost of human lives. As this speech is being written, the war has cost a total of 4,000 U. S. oldiers’ lives according to the latest body counts, and the violence continues to not on maintain its horrible pace, but even shows signs of increasing, as daily reports of not only American casualties but Iraqi civilian casualties roll in. In the same report the daily violence against civilians included a suicide truck bomber in the Sulaiman Bek city hall, a predominantly Sunni area of northern Iraq, which killed at least 16 people and wounded 67; add to this at least 21 other Iraqis that were killed or found dead in attacks nationwide and life in the U. S. -occupied country becomes more apparent (Gamel). While it is impossible to say that Iraq was a peaceful country under the regime of Saddam Hussein, it is easy to say that it is not at all peaceful under the regime of George W. Bush. This has led to a negative view of the United States by many of the Iraqi that are supposed to be helped. According to Iraqi author, Abdul Hadi al-Khalili, who was kidnapped in broad daylight by gunmen and forced to pay $30,000 to be released, this is a product of American occupation: â€Å"Crimes like carjacking, murder, and kidnapping were nearly unheard of during the years of Saddam’s repressive police state. The United States successfully dismantled Saddam’s government but completely failed to bring a sense of law and order to the nation of Iraq† (Al-Marashi and Hadi al-Khalili). It is apparent that the war in Iraq is bad for Americans, Iraqis, and creates a world in which countries are afraid of what the next unilateral action of the U. S. will be. An invasion of Iran, perhaps? There has been discussion along these lines, but one can only hope common sense prevails over fantastical dreams of hawks in the government. One of the quietest statistics from the war is the number of servicemen and women wounded in action. Because the armed forces keep such firm control on media and personal reports by the soldiers, the American public is largely unaware of the sheer numbers of soldiers that come back from Iraq gravely wounded. According to the latest reports by the Department of Defense, the total U. S.  Iraq War casualties stand at over 56,000; this figure includes the nearly 28,000 wounded by hostile action and almost double that amount for soldiers who were evacuated for illness and non-hostile action, a blanket description that also includes soldiers who commit suicide (White). The thing that differentiates the war in Iraq from previous wars is that the fatality rate is misleading and the casualty rate is significantly higher than Vietnam and Korea, which experienced fewer than three people wounded for every death, and the World Wars, in which there were less than two (Bilmes). Some of this can be attributed to better medical technology and the use of body armor, but the overall theme is that there are and will continue to be a large amount of wounded veterans, both physically and psychologically, coming back to the United States needing treatment on an already grossly understaffed and under-funded Veteran Affairs administration. So far, more than 200,000 veterans from Iraq and Afghanistan have been treated at VA medical facilities — three times what the VA projected, according to a Government Accountability Office analysis; of these veterans, more than a third have been diagnosed with mental health conditions, and thousands more have crippling disabilities such as brain and spinal injuries (Bilmes). The Veterans Benefits Administration has 400,000 pending claims, some which will never be honored, and of the 1. million service members involved in the war from the beginning, 900,000 are still on active duty, which will only lead to greater problems when their time is up (Bilmes). The conservative estimate of the price wounded veterans will cost the U. S. taxpayers in between $300 billion and $600 billion, not to mention the price the veterans themselves have already paid. No matter what the reasons for fighting the war in Iraq may be it is apparent that those who fought it and those who paid for it will continue to pay for years to come. There is little to suggest that the war in Iraq is justifiable or will have a positive outcome. It has created ill-will towards America from the rest of the world that may last for generations; it has killed possibly hundreds of thousands of humans, and maimed many more; it has left a country in complete shambles with little hope to pull out of it anytime soon; and, it will end up costing far more than it is worth in time, money, and lives. As Americans continue to learn the truths about Iraq and the administration that led us there, it will continue to oppose the poor decisions. As the elections of 2006 showed, Americans are ready for a change. The only thing that remains to be seen is if the American public is ready to initiate that change or blindly maintain the status quo. Their decision is more important than they could ever realize.

How hrm contributes to the achievement

How hrm contributes to the achievement 1. Investigate how HRM contributes to the achievement of organizational objectives? A. Running a business of any size is the most challenging aspect to identify the best strategy for the organization to achieve the desired objectives. We usually prefer objectives such as increase in sales make money, start up with offers. All these need clarity in organizations intensions. The success of organization depends on clarity of vision, measurable targets, specificity, achievable, and challenging, executable, growth oriented and consistency. Human Resource Management plays a major role in the organization to perform maximum capability in a highly fulfilling manner. Human Resource Management is the main approach for the organizations. The people working individually and collectively together contribute for the achievement of the objectives in the business. It is also termed as personnel management as the process is involved in managing people. Human Resource Management employees people, develop their resources, utilize, maintain, and compensate their services in relation to the organizational requirements. Organizational objectives are typical and require multiple years not less than 3-5 years to achieve the outcome based on annual operations that coincide similarly with a calendar year and organizations operating cycle. Operations objective run under business units, departments, functional areas, teams and individuals etc. Often a combination of financial and non–financial measures. When the objectives define goa ls and sub – goals, targets will be the larger objectives. Before an organization is setup it needs to examine all the aspects of business equation to reach organizational objectives. The link between organization system and structure is necessary to understand the impacts, effectiveness and efficiency. By setting al the objectives to all the levels of the organization it is possible to get maximum returns on resources and operations. The opportunities presented must be clear, measurable, specific and consistent. The features of Human Resource Management include: 1. Organizational management 2. Personal administration 3. Manpower management 4. Industrial management / Employee Relations. The positive view of the employees virtually contributes to the enterprise productively for the achievement of organizational goals. Human Resource Management is more innovative at work place than the traditional approach. Its unique to express the goals with specificity and provide the resources needed to accomplish the task. Activities take priority in setting the communication of objectives and targets wherein the guidelines and boundaries play a important role. The constraint of an organization requires tradeoffs and evaluation options to determine the capabilities to achieve the specified outcomes. Objectives of an organization depend on core competencies and competitive advantages, current and projected influence on the industry in different environments, Current and future constraints on resource and operations, possibilities, capabilities, probabilities, negativity in opportunities, opportunities that work, needs of an organization, financial position relationship with the cl ients. To develop an organization, the objectives are to be supported by clear understanding of capabilities of the organization, growth of the organization, focus on processes, people, infrastructure, change in environment, completion and other economic factors. Human Resource Management techniques properly practices, can reach the goals and operating process in an organization. It plays a key role in risk reduction within organizations and comprises several processes which can be performed in an HRD when effectively integrated they provide significant economic benefit to the organization. Workforce planning, recruitment, induction, and orientation, skills management, training and development, personal administration, wages, time management, payroll, employee benefits, cost planning, performance appraisal, financial control, client management, should be performed well in advance so that the Human Resource Management contributes its performance towards the objectives for a successful organization. The Human Resource Management should function in every activity and should play a key role in deciding the organizational objectives to fulfill the basic needs ensuring they are on high performance. Dealing with performance issues, independent contractors, hiring employees, are also a part of the above. The activities also include approach to the employee benefits and compensation, employee records and personnel policies. It should always ensure, aware of personnel policies which confirm current regulations in the form of HR manuals. Characteristics are observed in Human Resource Management while developing policies which relate to objectives, functions, physical factors and company matters. Policies should be easily defined, positive, clear and understandable. The different modules in Human Resource Management refer to the system and process at an intersection between Human Resource Management and information technology. The functions of HRM are generally administrative and common i n all organizations. Organizations having formalized selection, evaluation, and payroll process build the company. Efficient and effective management of human capital is a successful way to imperative and complex process. To reduce the manual workload of the administrative activities HRMS – Human Resource Management System is introduced. It enables higher administrative control in an organization. The some of the modules are linked below: 1. The payroll module automates the pay process by gathering all the employee data i.e. time, attendance, deductions, taxes, reports. 2. Work time gathers standardized time and work related efforts. This is the most advanced module flexibly provided in data collection methods, cost analysis and efficiency metrics. 3. Benefits and administration modules provides a system for organization to administer and track benefit programs like insurance, compensation, profit sharing and retirement. 4. Human Resource Management module covers many other HR aspects. It addresses Data, Selection, training and development, capabilities, compensation and other related activities. Human Resource Management function involves business based information system. The significant cost incurred in maintaining an organized recruitment effort, cross posting within and cross general competitive exposure developed in a dedicated module called – ATS, Applicant Tracking System. Many Organizations develop HRMIS Human Resource Management information system which support recruitment, section, training, job placement, performance appraisal, employee benefit analysis, health safety and security, leadership style, task structure all the factors should be favorable under extreme situations. The aim of Human Resource Management process are typically concerned in managing people which will assist in the achievement of organizational objectives within the strategy formation process. The senior management believes the policies which contribute to the organizational performances. In particular to the HR strategies the outcome of emergent plays a sensible role along with the perceptual understanding of organizational members. Organizational objectives and aims may be interrupted to gain a competitive advantage for an organization by which managerial actions can be combined to peruse important organizational aims. Human R resource Management started with an idea that specific organizational objectives demand appropriate HR strategy responses. Effective Human Resource Management is important for organizational performance and for the experience of employees by means of special line managers and the contribution of Human Resource Management to organization performance. Human Resource Management in large organizations grows larger and technology becomes more advanced in an enterprise. So, a sophisticated procedure has to be implemented. Human Resource Management is a process which provides the knowledge of the key HR levels which are important to key business success, compassions with better performance. Ways of using information to improve HR processes. Organizations are regarded as people management system. They range from hierarchies to complex networks depending on Human Resource Management to adopt strategies which effects both cost effectiveness and employee commitments. Networks and networking have a different number of distinct meanings in Human Resource Management. Organizational Human Resource Management doesnt necessarily have any physical or permanence presence. They can be firmed and reformed to meet the new projects from a HR perspective in a company. Organizational Human Resource Management flexibility includes regular employees in relatively low skill, routine work, low pay who can be trained and utilized their skills for the development. Human Resource Management contributes each of its objectives to every department in the organization for the success. 2. HR Planning and development methods: A. HR planning is about the pattern of planned activities and intends to enable the organization to achieve its goals. Its a vital function that looks at strategy and then deploys the necessary human capital in the organization. It falls into wider area of employee resourcing, planning for acquiring and allocating employees for the organization. Organizations to be more efficient, productive and profitable must promote their goals. It means that the organization must undergo change in the design of the work to be performed in the organization, selection, management and training of the employees to work. Human Resource strategy is the activity focused on the frame work for the change process which will be line of success. Human resource planning process is a stage that has to be established and implemented which is dynamic, iterative and serves to integrate all plans and the component of change process. HR Planning and tracking is constantly updated, analyzed and reports are prepared to support the process of selection, training, development and motivation. Human resource planning details about the strategy needs of the organization assessing the supply of the relevant employee to fulfill the staffing needs. The strategic objectives needs to be clearly distinguished followed and processed in realistic and congruent way in order to achieve targets. The strategic planning process should be in chain reaction from objectives, analysis, strategy formulation, implementation, control. For large corporations, strategy is related to the portfolio of business. Organizations are effected by labor demand; therefore formulating a strategy should be enhanced for the strengths and weakness of the workforce. Strategic plans can be implemented if the organization is staffed with number and a type of HRs to provide necessary skills, knowledge, abilities etc. Human resource planning is involved in implementation as the major risk will be on reallocating the employees. Successful planning in companies can make and implement better strategies. Human resource planning with many HR practices is done by central HR department, line managers who will do a large part of planning for their requirement towards the workforce. A central HR department is involved in the process in varying degree of different levels. The Human resource planning process is comprised of three broad keys: 1. Strength and weakness of current workforce in regard to number and skills of the employees. 2. Get a clear strategic plan. 3. Alterations in the current staff if required. The Human resource planning process is of four steps: 1. Strategic plans and resultant design of the organization to be decided. 2. Organizations determination towards labor demand in short and long terms. 3. Effective and continuous filling and staffing needs. 4. Staffing plans implementation. The Objective of Human resource planning is employee needs at every level. The design of the company will determine the production orientation if necessary. Autonomous work teams require multi skilled staffing in hierarchical organizations. Human resource planning framework requires forecasting. Human resource planning includes forecasting labor demand arising from strategy objectives and its methods, organizational supply capabilities, accessing adequacy of current staff, strategy staffing goals and plans, affirmative action plan which requires designated employees to achieve employment equity, employment affirmative action measures in group teams. The so called man power planning is one of the most important step in Human resource planning. Forecasting and prospective studies are the recent trends in Human resource planning concerning employment and skills. A comprehensive economic planning process is to achieve a certain balance between the manpower needs. A forecast is a assessment made with certain degree of probability planning consists of desired future and the achievement of goals. Human resource planning is in right number people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives. In corporate and business level strategies Human resource planning is a process of analyzing an organizations human resource and developing its plans, policies and system, setting human resource objectives and planning how to meet them is crucial for smooth functioning. HR should ensure the supply of demands to be classified and performed. HR process interfering with strategies planning and scanning process has to be implemented. HR should be examined, Huma n resource demands should be forecasted and the supply of HR from within the organization in the external labor market also needs to be concluded. Later forecast of demand and supply has to be compared in accordance to actions needed to deal with anticipated shortage of overages. All the above info needs to be stored in the strategic planning process. Basic Human resource planning model describes below: Organizational objectives HR Requirements HR Planning Feasibility analysis. HR objectives are linked to Organizational objectives and planning and designed to ensure consistency between organizations strategic planning process and Human resource planning process. Objective of strategic plans are feasible and require HR goals. Need to ensure that the Human resource planning process are coordinated and allowed to meet its HR requirements in the organization. The major demand to be determined is labor requirements which involves forecasting HR needs based on organizational objectives. It also involves consideration of alternative ways of organizing job designs. The other factors that has to be examined is determination of HR supply i.e. availability. It involves forecasting or predicting effect of various HR programs for employees flowing into the organization. It has to be determined how the existing programs are performed. It needs to know the capability of various programs and its combinations. The determination should also be capable of doing knowledge requ irement of the programs that fit together in external environment constraints labor unions, technology skills and internal environment constraints like skill shortages within the organization, financial resources, managerial attitudes, culture, and work environment. The difficulty in quantifying costs and benefits has to be checked while planning and has to be revised as per requirement. Oversimplification of planning process doesnt normally proceeds till first acceptable plan for the best HR goal. The benefits of planning has value and is usually less rational and may omit or lack knowledge required for forecasting incorrect assumptions about effectiveness of HR programs shouldnt engage in strategic planning. Though the present HR system has changed it should have the capability of change resistance. Human resource planning should be as a guide and co-ordinate all HR activities to work together and support overall strategy. Human resource planning should be representative to internal and external environment as mentioned in advance. The process of Human resource planning comprises of HR forecasting which is a process of projecting the organizations future, HR needs and how it meets in ordinance with organizations policies and environmental conditions which it operates. Without forecasting Human resource planning cannot access the difference between supply and demand. The internal supply may be in the form of staffing capabilities, productivity changes, promotions, demotions, transfer and turn over. External supply may be employees, requirements, mobility, entry level openings, recruitments, compensation. Human resource planning when planned, the following needs to be carefully planned: Organizational and unit strategy plans Size of the organization Staff and managerial support Organizational design Sophistication Time frame Objective Organization size ( Large organizations require more complex forecasting syatems and require skill staff) Complexity ( Diverse career path and skill requirements) Organizational objectives (greater the difference between current HR system and desired HR system) Plans and Strategies ( Complex plans the complex forecast system) Factors creating uncertainty Factors promoting stability Lack of expertise Inadequate HR data Available objective methods Regression analysis Programming Succession planning Human Resource Development is one of the main pillar considering both the scope and position of a company for its professionalism. The companies aspire to create development by training which meets economic requirements of the organization. It is necessary for an organization to develop every sector by means of considerable changes for the projects to end up with profits. Development of Human resources means opportunity never occurring before, at the same time new challenges. Human Resource Development is a framework which helps employees develop their organizational and personal skills, abilities. Human Resource Management includes opportunities in employee training, career development, planning, employee identification, and organizational development. The main focus is on superior workforce and individual employee to accomplish the task. Healthy organizations conduct trainings for better work environment by means of: 1. OJT – On Job Training, where a employee learns while doing job. It is also called as hands on training. Team lead is responsible for training the employee on knowledge and skills. OJT can be cost effective. The feedback during the training is immediate so that the employee may experience faster growth and carry on the task work. 2. Off the Job Training – The employee location will be outside the business are to learn skills and knowledge. It includes demonstrations, role plays, self study, external courses. The employee is temporarily sent for the training from routine work place. 3. In House Training – It depends on the quality and skills of an employee which improve performance and productivity that business requires. 4. Management Training – It includes workshop training, training on managing skills, guidance on communicating and motivating employees, interview and selecting, retention strategies, employment law issues, performance evaluation. 3. Analyze ways in which performance of HR may be enhanced. A. Every organization has an operations function, the goal and purpose of most organizations includes production of its output. It has to produce resources, convert them into outputs and distribute in the market for the users. It comprises of all the activities required to create and deliver an organizations clients and customers. Operations are usually a major functional area where people are specifically designated of their responsibilities for managing all or part or all of the organizations management. It plays a crucial role in determining a well organization with satisfactory measures. In private sector companies the operation function is expressed in terms of profits, growth and competitiveness. Its also concerned with design management and improvement of the system that reaches the organizational goals. Finance and HR should be strong enough for a successful organization. Performance of HR is enhanced by many factors. Performance Appraisal: It is also called as employee appraisal in which the job performance of an employee is evaluated in terms of equity of work, quantity of work, cost effectiveness, time frame. It is a part of development of career. Performance appraisals are regular reviews done once in 6 months or twice a year or once a year depending on the organizations capability and policies. The aim of performance appraisal is to give feedback on the employee performance, identify employee training needs, organizational rewards, salary increase, promotions, discipline etc., provide opportunity on organizational development, communication between employees and administration, equal employment opportunity requirements. Performance appraisal is assessed on a numerical or scaling rating system, PMS – performance management system where the managers were asked to fill in the PMS form which shows the roles and responsibilities of an employee with that of its rating. The managers were also asked to score an individual against a number of objectives, roles and responsibilities performed during the given tenure. Employees receive self assessment forms from the managers, peers, subordinates which is know as 360 degree appraisals The methods that are used in Performance appraisal are: 1. Management by objectives: Performance appraisal in this method depends on objectives in which the management and employees agree and understand. 2. 360 degree appraisal: Performance appraisal depends on the feedback provided by superiors, managers and peers. 3. Behavioral observation scale: Performance appraisal depends on the behavior of an employee versus observation of the supervision and rating given. Judgment made by senior management and reports made by students are also valuable sources of information in many areas of learning and development. Peer judgment are especially useful in assessing personal – social development and self report methods. The appraisal system consists of: Student judgment and reports Peer recognition Self report techniques Attitudes measurement Interest inventories Personality measures Basing on Appraisal system job evaluation is done by three basic methods: 1. Ranking Method: This is the simplest method of job evaluation. Jobs are arranged from highest to lowest merit in the organization. The jobs are examined as a whole rather than basis of important factors in the job. Top level jobs have the highest value bottom level the lowest value. Ranking is done in each department and then organizational ranking is performed. As per ranking method the variation in the salaries of employees is seen depending on variation of the nature of the job performed by the employees. It is best practiced in small organizations and big organizations. It is highly objective in nature and is more scientific and fruitful way. Example: Array of Jobs according to the Ranking Method Rank Monthly salaries 1. Accountant Rs 3,000 2. Accounts clerk Rs 1,800 3. Purchase assistant Rs 1,700 4. Machine-operator Rs 1,400 5. Typist Rs 900 6. Office boy Rs 600 The variation in payment of salaries depends on the variation of the nature of the job performed by the employees. The ranking method is simple to understand and practice and it is best suited for a small organization. Its simplicity, however, works to its disadvantage in big organizations because rankings are difficult to develop in a large, complex organization. Moreover, this kind of ranking is highly subjective in nature and may offend many employees. Therefore, a more scientific and fruitful way of job evaluation is called for. 2. Job Classification method: A predetermination of job groups is established and jobs are assigned according to the classification. It may include office, clerical, managerial, personnel etc. The below is the description: Class I: Executives, Office managers, Deputy Office managers, Office, superintendent, department superiors etc. Class II: Skilled workers Class III: Semi skilled workers Class IV: sub semiskilled workers This method is less subjective and easy to practice. It takes into account all the factors of a job. The weaknesses of the job classification method are: Even when the requirements of different jobs differ, they may be combined into a single category, depending on the status a job carries. It is difficult to write all-inclusive descriptions of a grade. The method oversimplifies sharp differences between different jobs and different grades. When individual job descriptions and grade descriptions do not match well, the evaluators have the tendency to classify the job using their subjective judgments. 3. Factor comparison method: It is more systematic and scientific method and is consistent and appreciable. Under this method each job is ranked according to a series of factors which include mental effort, physical effort, skill needed. Supervisory responsibility, working conditions and other relevant factors. Below are the factors: Job representing wages, salary levels across the organization according to the department. Job evaluation factors are to be examined. Selected jobs should be ranked. Determination of wages. 4. Point Method: This method is currently used and expressed in terms of key factors in order of importance. Jobs with similar point totals are placed in similar pay grades. The factors are below: Identify the factors such as skill, effort, responsibility. Divide each major factor as sub factors. The merits and demerits are: Merits: Analytical and objective. Reliable and valid as each job is compared with all other jobs in terms of key factors. Money values are assigned in a fair way based on an agreed rank order fixed by the job evaluation committee. Flexible as there is no upper limitation on the rating of a factor. Demerits: Difficult to understand, explain and operate. Its use of the same criteria to assess all jobs is questionable as jobs differ across and within organizations. Time consuming and costly. Maximum number no points assigned to each job help in finding the relative worth of a job and therefore the total points are expressed which are converted into money value according to wage rates. The point method is widely used in evaluating jobs and it is superior. It looks into all key factors and sub factors of a job. It is systematic and reliable way. Job evaluation is an internal equity that assesses and rewards the goals of the organization. It is not based on the credentials or contributions made by the employee but systematic process is determined. Job evaluation involves: Job analysis – collecting and evaluating; Job documentation – Job content is recorded; Job rating – compares job and evaluation methodology; and Job hierarchy – Depends on the ranking list of employees in the organization for each position. Motivation and job satisfaction are two important factors that affect the work environment of an employee. Motivation is from or within the drive to excel. Job satisfaction is the pleasure desired, appreciated and valuable. The strategies of addressing underperformance are unlikely that management, in an organization states that these are no subsidiaries, plants, outlets underperformance. The underperformance and length of time that is used before is addressed to determine the share price and future plans. The range of options open are to be understood which involve exiting from market subsidiaries refraining options need to be considered and evaluated to avoid breakdown in communication. Employee satisfaction is important. It has to be considered so that the employee working for organization is satisfied with the options and opportunities given to them. It is a terminology used to describe whether the employees are happy and fulfilling their desires, needs at work. This is measured by surveys periodically in areas such as management and team work.