Job resume Essay Example | Topics and Well Written Essays - 500 words

Job resume - Essay Example Excellent communication skills, good negotiation skills, passion in travelling, fluency in English and the ability to undertake difficult responsibilities are some of the plus points which made me suitable for this profession. Apart from marketing skills, in my opinion, a marketing professional needs management skills and the ability to work in a team. My diverse experiences in Bobby Brown Cosmetic Shop, Samsung life insurance and Oriental Spoon Restaurant have added more value to my leadership, marketing and management skills. It is difficult to market a product using the same marketing strategy all over the world. Each market has its own identity and characteristics because of the cultural, social, political and economical differences. In other words, custom made marketing strategies are necessary for each market. Korea is one of the rapidly developing economies in the world even amidst tensions with the neighboring countries like North Korea. In United States, FedEx has succeeded in monopolizing the logistics market whereas in Korea same thing cannot be said about FedEx. I have studied many of the marketing strategies of the FedEx in America and I think I can implement those strategies in Korea with a little bit of fine tuning. Currently, FedEx failed to deliver even in-state deliveries on the same day of shipping in Korea (Max). But in United States the case is different. In fact same day delivery of goods made FedEx the number one logistics company in United States. In my opinion, FedEx should try to deliver as much as goods on the same day of shipping in Korea also in order to become the market leader there. I have an extensive 150 days marketing plan for my Korea operations if succeeded in getting a marketing profession in FedEx. If FedEx provides me an opportunity to work in Korea, I will use the initial 30 days for studying the market. Market study is

Effective Political Campaigning in the United States Research Paper

Effective Political Campaigning in the United States - Research Paper Example In the contemporary politics; political campaigns in high profile societies normally involve candidates seeking positions such as head of government or state (Webb et al., 2002). The following essay will cover the keys essential to effective political campaigning, the role of campaign strategist and budget director in meeting the keys to effective political campaign. The essay will sum up by providing some of the lessons that can be learnt in conducting political campaigns and how they can be applied in improving local campaigns. Keys to effective political campaigning Any effective political campaign must put into force various elements to guarantee victory for the political position. These comprise of a political or campaign message, effective campaign financing and efficient organization of the entire political strategy (Richard & Mair, 2005). The campaign message comprises of the vision the candidate intends to share with the potential voters. This normally contains numerous poin ts of discussion in relation to policy matters. These points are frequently repeated with an aim of creating a lasting intuition among the voters. For instance, In Obama’s campaign the campaign message was â€Å"The Change we can believe in†. Besides, a successful campaign must have effective mobilization and management of campaign finance. Potential donors must be attracted by the political manifesto which will enhance effective political campaign. ... Campaign strategist may also be referred to as a campaign managers, consultants or pollsters (Xap Corporation, 2009). Campaign strategist advice candidates during campaigns and at times may continue working during the politician’s term in office. They judge what the electorate needs from leaders and assess how they may react to new policies. A campaign strategist plays a great role in ensuring that the campaign is adequately funded to ensure that the party meets all the voters’ needs (Phillips, Reynolds and Reynolds, 2010). They organize fund raising events to raise funds needed for the campaign. When organizing for funding raising, campaign strategist help identify the best sources of funds for the campaign and reach out to these groups. To convince different individuals contribute finances for the campaign; strategists design the most appealing approaches and especially when it comes to getting money from the private groups. In fund raising, campaign strategists may d irectly solicit funds, use of the internet or organize events (Xap Corporation, 2009). On the other hand, the budget director also plays a great role in ensuring that the funds available for campaign are effectively allocated to critical different areas that require funding. Moreover, they work hand in hand with the campaign strategist when organizing for fund raising for campaigns. Presence of a budget director in a campaign gives the financers of the campaign that their finances are effectively used in the campaigns. Budget directors also act as accountants during campaigns and are needed in regulation of use of campaign funds by the government and

Security Monitoring Research Paper Example | Topics and Well Written Essays - 750 words

Security Monitoring - Research Paper Example The greatest business threat to business infrastructure may not be in the form of an attack but may well be from an internal attack. In order to have a good security system they have to have a durable and large storage infrastructure. Multiple devices are used to reduce redundantly across the various facilities. Most organization uses PUT AND CUT operations in order to guarantee durability. Applications found in internal I.T include payroll, inventory, Human resource and general ledger, while other ecommerce applications are internet sales and marketing application. Storage infrastructures are vastly sturdy, and most organizations use Amazon S3. Sturdiness objects sustained via quick mending and detection of any redundancy which has been lost. For example, Amazon web services uses Amazon S3 to provide both levels, with evasions which only allows authorized access by the bucket control list. Access control list together with the bucket a control delete and gives permission to penetrat e in certain levels. Thus, the client sustains full control in regards to who have the capability to access their data, enabling them to carry out vital actions the minute a risk is identified. ... This certification gives the declaration that AWS has set up enough controls, which operate efficiently. This helps to authenticate the obligation to provide a world class cloud computing which is secure to both internal and ecommerce I.T applications. However the platforms allow the set up solutions which meet certain requirements for particular organizations. Data has to be transferred; most organizations store their data in an elastic Block store in various physical locations as part of services with no extra charge. Organization use simple database to prevent unauthorized access. The domain level controls which are provided by a simple database APIs which only allow an access which has been authorized by the domain creator. In order to have access to the database the data has to be controlled by the client (Martin p 246). All subscribe have full access of the system once she/he is authenticated a self-regulating access control listing which maps the domain to their respective to user controls. Encrypting data before sending it is another method used by the organization to safeguard data which is sensitive. In order, to save data from internal applications and other ecommerce applications, I would suggest that internal applications should operate in different databases to ensure that they do not share the same database. This will safeguard internal data against the third party, using firewalls would assist in preventing penetrates and hackers form organizations database. The rationale behind security in Internal and external applications is to have all the data secured and also ensure that clients who purchase goods online conduct secured transactions. In conclusion, web services are created to achieve set designs, which entails

Differences between Human Resource Management and Personnel Management Essay

Differences between Human Resource Management and Personnel Management - Essay Example Over the years, there has been unending debates and continuous conversations between human resource authors on whether there are actual difference between HRM and personnel management. A host of these authors have argued that the most obvious change has been the â€Å"re-labeling process† (Koster, 2007.p.4). Koster argues that the relabeling would not have necessarily represented any change but was important in that it helped rid personnel management from its unlikeable welfare image. The overall effect was that it helped safeguard personnel management from marginalization. All the same, this study surmises that the development of HRM was not entirely a â€Å"re-labeling† campaign but there must have been a change of concept or approach (Koster, 2007.p.6). It is this change that defines the difference between personnel management and HRM. In this study, we trace these differences in light of various models as well as examine their application using two functional areas, recruitment and selection and training and development. Personnel Management and HRM Over the past 50 years, the term personnel management has been employed to refer to the function of management that deals with the recruitment, employment, training, redeployment, safety and departure of employees (Cole, 2004.p.4). Simply, personnel management was a function within the organization concerned with managing people, the main goal being achieving efficiency and justice for all those within an enterprise. Key in this definition were the reference to justice and efficiency, this represented a cordial approach to employee affairs within an organization. Up to the 1990s, personnel management was holistically involved in handling collective relationships with employees and their representatives and mediating individual employment relationships (Cole, 2004.p.5). In regard to stakeholder roles and relationships, the personnel manager was largely under pressure from the managing director, trad e union representatives, and line management colleagues. Around the personnel managers there would be the board of directors at the top whereas at the same level or just below them there would be: the senior line managers, junior colleagues, union representatives, statutory bodies and individuals employees. The board, and especially the managing director, would be dependent on the personnel manager to guarantee that workers relationships were both calm and predictable (Storey, 1999.p.26). Senior line managers were keen to guarantee that there would be no interruptions to their production programs. The conditions therefore in which personnel management was conducted at the time could conveniently be explained as highly synchronized, subject to considerations of relative power among the board and worker’s representatives, and rigid in regard to labor mobility (Cole, 2004.p.6). In this context, personnel managers were treated like the highly-respected company advocates charged w ith advising the senior management on how best to avoid, or curtail conflict. It is because of this In the contemporary situation, the prime role of personnel/HR practitioners is that of developing the organization’s staff resources so as to enable people to make a flexible, multi-skilled input to the general

Empirical evidence to support the theoretical framework Essay Example for Free

Empirical evidence to support the theoretical framework Essay Wolfgang and Ferracuti present a general a general version of this subculture of violence thesis, which was drawn on Sutherland’s differential association theory, as well as other approaches, in order to explain why certain groups have higher rates of violence (Cote, 2002 p. 88). The subculture of Violence theory relied to some extent on Wolfgang’s earlier study of homicide in Philadelphia. Wolfgang had found that a significant number of homicides that occurred among lower-class people seemed to result from very trivial events that took on great importance because of mutually held expectations about how people would behave (Waters, 2006 p. 62). The authors of the theory began their work by presenting a variety of propositions and constitute the thesis, ranging from psychoanalytic theories of aggression, medical and biological studies, the frustration-aggression hypothesis, containment theory, child-rearing practices, and social learning and conditioning propositions. Wolfgang and Ferracuti has pointed out that the subculture of violence approve of violence unconditionally and that violence is not necessarily supported by all members of sub-society (Cote, 2002 p.88). One case presentation is provided in which the theoretical framework of subculture of violence is depicted. States that have a higher population of black people but low in white homicide rates, such as Ohio, Indiana, and Illinois, contain a large proportion of blacks who come from the South (Hazlehurst and Hazlehurst, 1998 p. 36; Smith and Berlin, 1998 p. 268). On the other hand, the states in which the migrant blacks were reared also show a high white homicide rates. Critically analyzing these facts, one can infer that in the Southern states, there is a subculture of violence more intensive than in other parts of our country, which is shared by both black and white races and which is carries North by both races when they migrate to these new areas (Smith and Berlin, 1998 p. 268). As an example, the analysis of racial stands and status present in the United States, trivial insults are expected to be met with violence, and failure to respond in this way is met with social censure from the peer group adapted this theory to explain violence among American Blacks (Cote, 2002 p. 88; Hazlehurst and Hazlehurst, 1998 p. 36). Maintenance of a manly image is important in the subculture, and individuals who are unable to resolve conflicts verbally are more likely to resort to violence in order to assert their masculinity. Behavior is partly a response to social conditions, and partly the result of an individual’s acceptance of the ideas and values which he has absorbed from the subculture of violence (Hazlehurst and Hazlehurst, 1998 p. 36). Critiques on Subculture of Violence Theory. Fine and Kelinman (1979) have offered a general critique of the notion of subculture as it is used by social scientists. Many of their criticisms are relevant fir understanding the limitations of subculture of violence theory. They note that problems in previous subculture research include (1) a confusion of the ideas of subculture and sub-society, (2) the lack of a meaningful referent for subculture, (3) the homogeneity and stasis associated with the concept, and (4) the emphasis on defining subcultures in terms of values and central themes. They suggest that the subculture construct, to be of maximal usefulness, needs to be linked to processes of interaction among members of groups (Greene and Gabbidon, 2000 p. 133). In addition, it would be difficult to support an argument that a subculture exists in relation to a single cultural interest, and the thesis of a subculture of violence does not suggest a monolithic character (Bean, 2003 p. 229). Tedeschi and Felson (1994), for instance, were unable to identify a community or subculture that placed a positive value on violence. Furthermore, the subculture of violence hypothesis has been criticized on the grounds that it makes a circular argument (Walters, 2002 p. 81-82). Darnell Hawkins (1983) offered a number of criticisms of the subculture of violence theory that could apply equally to other â€Å"cultural† theories (Mann, 1993 p. 115-116): 1. There is an overemphasis on individual value orientations which, when aggregated, are said to generate a subculture. 2. The theory is not empirically grounded and is challenged by some research findings. 3. A great deal of the theory underemphasizes a number of structural, situational, and institutional factors that affect interpersonal violence; for example, for African Americans such factors extend from historical patterns evolving from slavery to the ramifications of an individual homicide, to the manner in which the criminal justice system operates. 4. The theory downplays the effects of the law on criminal homicide patterns. 5. In addition to the implanting of values, there are other possible ways that the social, economic, and political disadvantages faced by African Americans may lead to high homicide rates. Criticisms of the theoretical framework are subjected to various differentiations of human totality. The primary domain associated in the theoretical framework itself is the concept that subculture is the prime effectors of criminal and deviant behavior occurrence, which is not always and not entirely factual. As the statement of criminal governance and behavioral psychology implies, there are still various organizations and domains present in the both intra and inter-personal human attributes, such as physical nature, cognitive capacity and status, moral perspectives, environmental strains and stresses present, and the social conflicts that cover broad scope of conceptualities. Conclusions. In the summary of the theoretical framework presented, Subculture of Violence Theory by Marvin Wolfgang and Italian criminologist Franco Ferracuti (1976), has produced significant contributions in explaining how social community of subculture and violence affects the behavioral deviancy. The major point of the theoretical framework emphasizes more on violent behaviors resulted by a sub-cultural environment that encourages and legalize violent behavioral patterns. The theory assumed that violence only occurs if violence itself is intrinsically present in the community, and eventually, encourage its occurrence. If the subculture engages in behavioral conflicts of violence, chances are, the individuals involved in such acts or those that are indirectly related to the occurrence of that act shall primarily be influence to redo the violent behavior due to the concept of violence-legalizations. The theoretical framework has been based in the reflection of lower-class norms and a learned response to the pressures encountered in lower-class living, empirical support for the existence of impoverished inner-city areas, and the homicide occurrences in African Americans and whites. The social policy implicated involves mainly the racial equity between the races exampled. Reference Bean, P. (2003). Crime. Routledge. Cote, S. (2002). Criminological Theories: Bridging the Past to the Future. Sage Publications Inc. Flowers, R. B. (2002). Kids Who Commit Adult Crimes: Serious Criminality by Juvenile Offenders. Haworth Press. Greene, H. , Gabbidon, S. L. (2000). African American Criminological Thought. SUNY Press. Hazzlehurst, K. M. , Hazzlehurst, C. (1998). Gangs and Youth Subcultures: International Explorations. Transaction Publishers. Heitmeyer, G. F. , Hagan, J. (2003). International Handbook of Violence Research. Springer. Lee etal, M. (2003). Solution-Focused Treatment of Domestic Violence Offenders. Oxford University Press. Mann, C. (1993). Unequal Justice: A Question of Color. Indiana University Press. Smith, A. B. , Berlin, L. (1998). Treating the Criminal Offender. Springer. Vito etal, G. F. (2007). Criminology: Theory, Research, And Policy. Jones and Bartlett Publishers. Volavka, J. (2002). Neurobiology of Violence. American Psychiatric Pub. Walters, G. D. (2002). Criminal Belief Systems: An Integrated-Interactive Theory of Lifestyles. Praeger/Greenwood. Waters, N. (2006). Ten List for School Safety: Teach These Laws to Safeguard Generations. Tate Publishing. Wolfgang, M. (2001). The Subculture Of Violence: Towards an Integrated Theory in Criminology. Routledge.

Strategic HRM Case Study

Strategic HRM Case Study Introduction An organization is constructed of people. These people who assemble together as an organization’s workforce are recognized as human resources. Human resources department clutches all the scopes of employee concerns like recruiting, training and motivating. Basically, the function that focuses on how to manage the people within an organization is known as Human Resource Management (HRM). HRM deals with issues related to people such as compensation, recruiting,  performance management, organization development and employee concerns like- safety, wellness, benefits, motivation, communication, administration, and training. HRM thrives to manage the workplace  culture  and environment. Effective HRM enables employees to contribute efficiently and productively to the overall company direction and the accomplishment of the organizations goals and objectives. HRM is not managed using the traditional approaches anymore. Rather, the increased use of outsourcing has created the urge for building up new and innovative ways to manage the workforce in today’s workforce. It calls for comprehensive and thorough strategies to respond to the contemporary issues of globalization and diversity. Company overview: Complete IT (CIT) is an UK based IT support Service Company that has been providing with local IT support to SMEs for over 20 years now. They tend to maintain the highest levels of technical expertise and accreditations to resolve IT issues. They hold the motto of not just fixing problem, but finding ways to improve systems and positively impact on their clients’ tea, and business. Their services range from reactive support to proactive management of the clients’ IT, but each built specifically for each client. They promise to deliver IT support with passion and commitment with a friendly, honest and simple approach. 1. Role and Importance of Strategic HRM 1.1 Strategic HRM Strategic HRM is known as the preventive management system of the employees in an organization. More elaborately speaking, it is a technique of managing human resources that brings a strategic outline to upkeep long-term business objectives and outcomes. There are three major theories of strategic HRM used in today’s HRM. Like many other companies, CIT also uses these theories into application. Universalist Approach: Also known as Best Practice Approach, this theory assumes that high performance output in an organization can be achieved via a set of HRM practices. These practices are described in a set of four policy goals- Commitment: Confirming the faithfulness of employees to the organization so that they provide with their best of performance. Strategic Integration: The integration of the HRM to the company’s strategic planning so that HRM can be a part of company’s overall strategy should be ensured. Moreover it should also be ensured that the line managers use HRM strategies in their everyday work. Quality: The fact that employees should always be kept satisfied and motivated in order to bring out their optimum performance so that they can deliver products and of the highest of quality should be ensured. Flexibility: Today’s workforce seek out flexibility in their workplace. Administration should ensure this aspect in order to keep the staff driven enough to deliver the maximum productivity. However, it is to be noted that Guest believed all of these theories shall work only together, and not individually, to attain the company objectives. Fit or Contingency Approach: HR plans and practices must be coordinated with the organization’s plans and practices for the maximum performance to be produced. This synchronization of HR and Company strategies can be labeled as the â€Å"vertical fit†. This approach is also known as the â€Å"best fit approach†. The best fit approach:The best fit approach supports that HR strategies and organizational policies have to be aligned. There are three available simulations of this best fit approach- Lifecycle model: Organizational development is done in four stages Start-up, Growth, Maturity and Decline. The HR department should be well aware of the company’s ongoing stage so they can select the correct strategies to match up the company’s current stage. Strategic configuration: In this model it is said that companies can be on the operative front if they can implement tactical configuration policy (market-type structure or internal type structure), coordinated with company types (namely Defenders, Prospectors and Reactors, Analyzers), and (classified as; Machine Bureaucracy, Divisionalised form, Simple Structure, Adhocracy Professional and Bureaucracy). Best fit and competitive strategy: three competitive strategies are; Quality, Cost-Leadership and Focus (Niche). Companies should adopt competitive strategies in order to maximize performances. This is more important because of the increasing competition in today’s business world. It is always better to have a competitive edge and to use that edge in the best way possible. The Configurationally Perspective: This model deals with the importance of the outline of several HR policies and in what way these outline of HR policies (independent variables) affect the Organizational performance (dependent variable). The term configuration is explained differently by various scholars and writers for two reasons. The first one being â€Å"the scope to which HR policies are associated into an overall HR structure† and the second one- â€Å"the notch of fit amid an overall HR structure and an administrative type†. 1.2 Importance of HRM In CIT, HRM is perceived as one of the most consequential drives of the corporation. HR management’s significance can be classified into the following subsequent activities: Enrollment and Training: Recruiting new people and training them as per the organizations’ needs are the key responsibilities of HRM. To fill up the vacant position in the organizations, HR managers plan test and trials for potential candidates. HR also fixes the terms and conditions of the contract that takes place between the employee and the organization. Performance Evaluations: HRM prompts the workforce to bring out their finest performance. It provides with feedbacks to the employees that creates a proper communication between the employees and the employers. Nourishing Work Atmosphere: Work ambiance is a crucial aspect for employee satisfaction and high level of performance. HRM manages to maintain a decent, safe and clean working environment for its employees. The performance of the workforce largely depend on the work atmosphere and company culture. So, HRM strives to keep up the best possible work environment for its staff. Handling Disputes: Inner disputes and conflicts among colleagues is a very common element in organizations. It is always the HRM’s duty to mediate in such situation so as to resolve such clashes and therefore establish an order in the workforce. While it’s important to take care of the disputes in a fair manner, the HRM must also be very cautious in handling such cases as sometimes, the methods can easily create employee displeasure. Increasing Public Relations: Developing public relation with numerous interested parties and stakeholders of the organization is a vital role played by the HRM. HRM stands responsible for organizing meetings, seminars, workshops etc. to interconnect with these parties. In some cases HR department even helps into business and marketing planning. 1.3 Analysis of different Frameworks of HRM The Harvard Analytical Framework for HRM: Produced by Beer et al. (1984), is a good equilibrium between the Universalist Approach and the Fit Approach. CIT relates this model in its HR management. This framework works on the conjecture that the problems of managing employees can be explained when the general managers of the company have their own perspective about how they want the employees to be involved in the company and what sort of policies are best for this method. Ulrich’s Multiple Role Model: Ulrich et al. (2009) proposes a multiple competency framework involving of four potentials for HR mangers other than recruiting, training, and motivating. It is specified below: Figure 2: Ulrich’s Multiple Role Model HR roles are demonstrated in this framework into two axes. The horizontal axis designates the leading focus of HR—either Future Strategic or Day to Day Operational, and the vertical axis indicates leading actions of HR, either process and systems or people connected. These two axes form the four qualities of HR- Strategic Partner, Change Agent, Employee Champion and Administrative Expert. CIT’s HR managers ponder in these features with attention. 2. Formulation Implementation of HR Strategies 2.1 Analyzing the Strategic Human Resource Process Strategic HR Process can’t be constructed of any single approach, it can always vary between organizations. CIT uses a specific model for Strategic HR process that encompasses of the following key facts: Structuring the strategic course: When the HR policies are backed up by the company’s mission, vision and objective, this process is constructed. In CIT, the entire HRM process is established by concurring the company leaders’ long term objectives. So the entire process of recruitment, training, motivating and additional processes are planned to achieve long term company goal. Developing the HRM System: Since CIT is an IT based firm, it allows its employees to work from home by using internet. Also, CIT believes in creating variety in their workforce in lieu to which they are engaging female employees in definite positions. Planning the total workforce: Defining the essential future workforce depending on the company’s progress and necessity is a very challenging activity of the HRM, especially now-a-days. Producing the required human resources: The key focus of this process is to recruit, contract, organize, formulate and convey staffs grounded on the tactical provisions of the management’s workforce strategy. Dedicating to HR progress and performance: HR development process marks on the growth and use of business proficiency and the cooperating elements, all of which lead to a thriving organizational performance. A good encouragement program for the employees should comprise a mix of base pay, bonus, profit share, priority in company share etc. in overall. (Robert C. B., 2003). Evaluating and supporting managerial aptitude and performance: Basically, there is no exact approach to precisely measure the changes in HR policies or how performances affect the company’s output. This can be overcome by the usage ‘balance scorecards.’ 2.2 Roles in Strategic Human Resource Management The strategic roles of top management, front-line management, HR executive, HR specialists are the ones that sums up the roles of strategic HRM. Their roles in CIT are described below- Strategic Part of Top Management: The long term business goals of the company are set by the idealistic leaders of the company- the ones who forms the top management. This set consists of the CEO, CFO and President. They ensure the concurrence of the company growth and objectives with those of the individual departments. Strategic Part of Front-line Administration: According to Eduardo Salas et al (2001), front line managers ‘bring HR policies to life’. This means that if the managers are against a new HR strategy, it would be problematic to device the strategy which will gradually lead to dissatisfaction among employees. Tactical Role of the HR Director: Because they are the part of the top management, the HR Directors hold a great position in the strategic planning. They ensure the integration of HR policies and tactics with overall business goals and supervise the implementation of those plans. Strategic Part of HR Authorities: HR executives have various tasks like new preparation programs, performance management, granting employees, improving the work atmosphere etc. therefore, at any given point, they should work on a priority basis. 2.3 Development of HR Strategies There is no single way to advance HR strategies. For example, CIT uses the six step method proposed by Gratton (1999): Figure the superintendent association: Comprising people from all parts of the professional. Envisaging the upcoming: Building a shared idea for the regions of strategic prominence. Identifying present abilities and pinpoint the gap: Assessing the company’s present point and analyzing the break between company’s upcoming goals and current condition. Shape a map of the system: This is done to safeguard the small stages taken can be expressed into a whole plan. Model the refinements of the structure: All possible future results should be taken into account to evade any unexpected change or uncertainty in the strategic plan. Bridge into action: Involving line managers, creating guiding principles, forming cross-functional collections to recognize objectives and performance devices. 2.4 Implementation of HR Strategies HR strategies implementation can always vary from organization to organization, it has no perfect model. CIT practices the following tasks to implement HR policies. Supporting employees to understand the strategy: Employees must have the proper understanding of the ‘what and why’ of the policy to actually execute it in the workplace. A failure to comprehend the company policy properly will prohibit the employees from using their full level of talent to achieve company objective. Improving employee responsibility to the strategy: It is always known that change causes disharmony. Any kind of modification in strategy can easily cause displeasure among employees. Employees must be given the understanding that accepting the current change will lead to a better outcome. Reforming local work with the strategy: The proper understanding of the strategies by the employees is not always enough, it must also be executed by dismissing off-strategy works and starting on-strategy works with new vigor. Generating inter-departmental assistance: Creating bridging relation among the employees of different subdivisions is always a little challenging because of their different work nature. Activity 2 3. Contemporary Issues in Strategic HR Management 3.1 Identification of Contemporary Issues Affecting Strategic HRM Strategic HRM is mostly affected by the following issues- Job Stress: The adverse reaction that people tend to show when they’re incapable of coping up with the pressure and atmosphere of work can be defines as Job Stress. It can lead to illness, absenteeism, low efficiency rate, frustration, personal problems etc. Work-Life Stability: Everyone is always busy in today’s competitive corporate world. The use of advanced technology allows employers to engage employees in work even after office hours, via internet. Diversity: In any organization today, people from diverse backgrounds come together to work. Globalization has become a major issue in today’s HR management. Downsizing: Many companies are economizing their workforce due to recent economic recession, as a measure of cost cutting. 3.2 Analysis of Contemporary Issues Affecting Strategic HRM The increasing challenges in HRM management are forcing today’s organizations to consider strategic HRM in a different way. Recruitment procedure is now a two-way approach. Employers can use a resume record or ‘corporate poaching’. Because job switching has become a very common issue today, keeping employees, specially the most adept ones, motivated and satisfied is becoming much tougher. Even CIT has not been able to keep a hold of many of its most capable employees. So, they’re now forming new strategies to keep their staff driven. Activity 3 4. Assessing the range of HR Strategies its Application This section discusses different types of strategies in HR and their application in business organizations. 4.1 Range of HR Strategies The ranges of HR strategies include different tools. The ones used by CIT are discussed below: Strategies for improving organizational effectiveness: Concrete leadership from the upper management. A strong management team. Continual pressure to renovate and expand. Ability to react fast to opportunities and threats. Strategies for Learning and Expansion: This ensures the correct training of the employees in order to achieve organizational goals. This is related with housing a learning culture, encouraging organizational knowledge, providing for individual learning and launching a learning organization. Strategies for Performance Measurement: Performance Management â€Å"carries a mean of joining business strategy and technical assembly to direct the whole organization to achieving mutual organizational objectives† (Purcell et al, 2005), it delivers the best means to attain organizational goals. Strategies for Employee Relations: Here, the intents of the organization about what is required to be done and what is needed to be altered in the customs in which the organization maintains its relationships with employees and their trade unions is explained. It is to be noted that employee policies are different than strategies. Strategies are dynamic. 3.2 Application of HR Strategies CIT attempts to achieve its organizational goals by applying all the strategies defined above, including resourcing strategy and reward strategy. It can be quite impossible to measure the exact amount of return these applications of HR strategies bring; nonetheless, there are some indicative measures that can help us towards greater understanding of the impact of change in HR policies. For example, if the workforce management program has been integrated properly with the company’s goals and company is performing well, it can be said that we are getting good return on HR strategies. Another example of good HR outcomes is found on Michael Armstrong et al (2006) research reports on hospitals which decreased mortality rate by creating efficient HRM. Conclusion It can be concluded that human resource management is one of the crucial activities in today’s organizations. No workplace can be run proficiently without correctly trained and motivated employees. And with the increasing globalization today, proper Human Resource Management is becoming more and more challenging.

Ethics, Business, and the Human Genome Project :: Genetics DNA Genes Science Essays

Ethics, Business, and the Human Genome Project The Human Genome Project began in 1990, as part of a collaborative movement by the scientific community to better understand our own genetic makeup. The U.S Department of Energy and the National Institutes of Health coordinate this original 15-year plan, which are parts of the National Human Genome Research Institute. The major goals cited by these institutes is as follows: Identify all the estimated 100,000 genes in the human genome. Map the three billion chemical bases that make up human DNA. Store this mapped information in databases worldwide. Develop even better tools for sequencing and analysis. Address the many ethical, legal and social issues that come with this project. The debate over the importance of a Human Genome Project can be cleared up by looking at what the human genome actually is, and why knowing its DNA sequence can be beneficial to the scientific and the human community. The human genome is made up of about three billion base pairs, which contain about 100,000 genes. The 100,000 genes in the 46 human chromosomes only account for a small total of the DNA in our genome. Approximately 10 percent of our DNA make up these genes in our genome, these genes are what is actually encoded for and used by our body to make vital proteins needed for everyday life. The remaining 90 percent of our three billion base pairs are repeated sequences between genes that do not encode for any particular product. These repeated sequences account for the reason why 99 percent of any humans DNA is identical to another human's (1). With this knowledge many people believe it is not worth the time or money to sequence the entire human genome when only a small percen t is used to encode for proteins. However, by sequencing the whole genome researchers will no longer have to do a needle in the haystack type of search for small genes, like the one found on chromosome four that is responsible for Huntington's disease (4). Also, knowing the complete human DNA sequence will allow scientists to determine the role and importance of the repeated DNA, non-protein encoding, sequences in our body. The Human Genome Project has brought to light the importance of single nucleotide polymorphism's (SNPs), which occur every 100 to 300 bases (1). A single nucleotide variation in the DNA sequence can have a major impact on how humans react to bacteria, viruses and drug therapy.