Reading Response Lines of Life Landon Essay Example

Reading Response: Lines of Life Landon Essay Lines 101 to 104 in Lines of Life by Letitia Elizabeth Landon, she uses imagery and repetition to depict what the reader can assume to be her ultimate dream as an artist; also I believe this stanza in particular helps the reader to understand why she chose this title. The footnotes of the Norton text tells us that Landon’s, â€Å"Title may reference Shakespeare’s sonnet 16†¦questioning the power of art to bestow immortality†. I agree with this analysis because of lines 101 to 104 in the poem. In lines 101 and 102 Landon uses imagery to depict the scene of a â€Å"pale youth by his dim lamp, himself a dying flame†. The language Landon uses is very effective in creating a vision for the reader. The repition of the image of a flame is also effective in depicting a vision for the reader. Also, when Landon mentions that the, â€Å"pale youth† is, â€Å"Himself a dying flame† it reminds the reader of his mortality. This emphasis of mortality also strengthens my resolve to agree with the text that the title is a reference to Shakespeare’s sonnet 16. In lines 103 and 104 Landon says, â€Å"From many an antique scroll beside, choose that which bears my name? The language Landon uses indicates that the image of the â€Å"pale youth† is far in the future because her work is an â€Å"antique scroll†. Landon, continuing to use vivid imagery, is once again emphasizing the notion that her work will make her immortal; not in the literal sense, but in the sense that though she may be physically dead her ideas live on forever and be valued by future generations; again strengt hening the argument that the text makes, that the title of this piece is a reference to Shakespeare’s Sonnet 16. We will write a custom essay sample on Reading Response: Lines of Life Landon specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Reading Response: Lines of Life Landon specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Reading Response: Lines of Life Landon specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

Ta gueule Essay examples

Ta gueule Essay examples Ta gueule Essay examples f. In statements of comparison, mentally finish the comparative by adding the implied missing words: Next year I hope to earn as much as she. (The verb earns is implied here: . . . as much as she earns.) g. Pronouns must be in the same case as the words they replace or rename. When pronouns are used with appositives, ignore the appositive: A new contract was signed by us (not we) employees. (Temporarily ignore the appositive employees in selecting the pronoun.) We (not us) citizens have formed our own organization. (Temporarily ignore the appositive citizens in selecting the pronoun.) h. Pronouns ending in self should be used only when they refer to previously mentioned nouns or pronouns: The CEO himself answered the telephone. Robert and I (not myself) are in charge of the campaign. i. Use objective-case pronouns as objects of the prepositions between, but, like and except: Everyone but John and him (not he) qualified for the bonus. Employees like Miss Gillis and her (not she) are hard to replace. j. Use who or whoever for nominative-case constructions and whom or whom- ever for objective-case constructions. In making the correct choice, it’s sometimes helpful to substitute he for who or whoever and him for whom or whomever: For whom was this book ordered? (This book was ordered for him/ whom?) Who did you say would drop by? (Who/He ... would drop by?) Deliver the package to whoever opens the door. (In this sentence the clause whoever opens the door functions as the object of the preposition to. Within the clause itself, whoever is the subject of the verb opens. Again, substitu- tion of he might be helpful: He/Whoever opens the door.) 1.09 Guidelines for Making Pronouns Agree With Their Antecedents. Pronouns must agree with the words to which they refer (their antecedents) in gender and in number. a. Use masculine pronouns to refer to masculine antecedents, feminine pronouns to refer to feminine antecedents, and neuter pronouns to refer to antecedents without gender: The man opened his office door. (Masculine gender applies.) A woman sat at her desk. (Feminine gender applies.) This computer and its programs fit our needs. (Neuter gender applies.) b. Use singular pronouns to refer to singular antecedents: Common-gender pronouns (such as him or his) traditionally have been used when the gender of the antecedent is unknown. Sensitive writers today, how- ever, prefer to recast such constructions to avoid gender-biased pronouns. Study these examples for bias-free pronouns. See Chapter 2 for additional discussion of bias-free language. Grammar/Mechanics Handbook GM-9 ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼CHE-GUFFEY9E-11-0315-Grammar.indd 9 05/01/12 7:40 PM ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼ ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Each student must submit a report on Monday. All students must submit their reports on Monday. Each student must submit his or her report on Monday. (This alternative is least acceptable since it is wordy and calls attention to itself.) c. Use singular pronouns to refer to singular indefinite subjects and plural pro- nouns for plural indefinite subjects. Words such as anyone, something, and anybody are considered indefinite because they refer to no specific person or object. Some indefinite pronouns are always singular; others are always plural. anybody anyone anything each either nobody both everyone no one few everything somebody many neither someone several always singular always Plural Somebody in the group of touring women left her (not their) purse in the museum. Either of the companies has the right to exercise its (not their) option to sell stock. d. Use singular pronouns to refer to collective nouns and organization names: The engineering staff is moving its (not their) facilities on Friday. (The singular pronoun its agrees with the collective noun staff because the mem- bers of staff function as a single unit.) Jones, Cohen,

The Tragedy of Eritrean Refugees Caught Up in Libyan and Sinai desert, Essay

The Tragedy of Eritrean Refugees Caught Up in Libyan and Sinai desert, Egypt - Essay Example The direct cause of the current abysmal situation that is often summarised as the â€Å"Eritrean Refugee Crisis† might be traced to the turbulent events of the second half of the 20th century. At the end of the 19th century, Eritrea was colonized by Italians and was eventually turned into the base for the former’s colonial expansion into neighbouring Ethiopia and Sudan. After WWII, the United Nations decided to establish a union between Eritrea and Ethiopia, which came into being in 1952. However, virtual refusal of Ethiopian government to take the interests of Eritrean population into consideration brought about the beginning of a large-scale Liberation War, which lasted for almost thirty years. It is widely believed among Eritreans and non-Eritreans alike that these events and the failure of the international community to prevent Ethiopia from its abuse proved to be a root of the current suffering in Eritrea. In 1974, the Soviet Union became aligned with Ethiopia when a military junta overthrew the traditionalist autocratic regime of Emperor Haile Selassie. Soon, the war escalated when $11 billion in new arms from Moscow were delivered to Ethiopia’s government.

Responding to a Government Solicitation Assignment

Responding to a Government Solicitation - Assignment Example However, despite these efforts from the concerned stakeholders especially the federal government, the Federal Highway Administration (FHWA) states that the levels of funding are not adequate enough to improve or maintain the conditions of the national highways. Additionally, the revenues generated from motor fuel tax; which is the main source of federal surface transportation funding, is eroding. As of March 2012, according to the Congressional Budget office, to maintain current expense levels and account for inflation from the year 2013-2022, FHWA will need $125 billion more of what it is expected to take in during this period. Discussions with experts and stakeholders lead to the identification of 40 practices and materials that can result to improvement of the performance of pavements, reducing life-cycle costs and extending service life. These practices and materials cover a range of applications and uses across the stages of highway life cycle, starting from the design and const ruction stages through preservation and maintenance cycles to last stage of reconstruction. Numerous challenges limit the federal government in its quest to maintain the highways. ... Our company will certainly place its bids in the recently announced contracts by the government. 1. Opportunity name and project location AK DEN 2009(8), Manokotak Heights Road Reconstruction Location: Manokotak, Alaska. 2. Solicitation Number DTFH70-12-B-00008 3. Agency Federal Highway Administration (FHWA) 4. Office Office of Federal Lands Highway Western Federal Lands Highway Division 610 E 5th Street Vancouver, WA 98661 (360) 619-7700 5. Location Vancouver 6) URL http://www.wfl.fhwa.dot.gov/contracting/construction/upcoming.htm Steps that would determine if the company is awarded the contract 1. Completing important contract administration tasks My company will register with Vendor Support Center. This site will be vital in providing publications, training, and resources to help the company achieve success. Start with the new contractor orientation center and the success steps guide. This can be found in the publications tab from vendor support center. Refer to events for vendors with the government contracts The next vital step is to create, distribute and maintain my company pricelist. This will include submission of two copies of pricelist to the GSA procurement contracting officer within one month of award. Before the submission of the price lists, the company will upload its current approved pricelist to GSA Advantage! ®. 2) The next step is marketing to the government To ensure success of the schedules contact, then active promotion of the business to potential customers is a necessity. In this case, we are responding to government solicitation therefore our customer is the government. We plan to do this by looking and marketing the company to the government highway maintenance and repairs agency. We

Managing Products and Finance Assignment Example | Topics and Well Written Essays - 2500 words

Managing Products and Finance - Assignment Example Under a process cost system, the key points in costing are the various departments or processes in the production cycle. In a process cost system, the focal points in accumulating manufacturing costs are the individual production departments (or processes) involved in the production cycle. As a first step, the cost of raw materials, direct labour and factory overhead applicable to each department or process for a given period of time is compiled. Then the average cost of running a unit of product through each department is determined by dividing the total departmental cost by the number of units processed in that department during the period. When a product moves through two or more departments, the total unit cost of finished product is accumulated by tracing the costs of incurred in each department to the product as it moves from process to process. A basic objective of a process cost system is to determine the unit cost of direct materials, direct labour and overhead for each manufacturing process or department. These unit costs become the basis for valuing inventories and for tracing the flows of costs though the departmental work in process accounts and finally to finished goods inventory and to cost of goods sold (Meigs & Meigs, p1022-1033). To assess all the processes through whi... To evaluate the favorable and unfavorable variances determining labor capacity and efficiency. To inspect the reasons behind the unfavorable labour efficiency variance and total direct labour variance. To assess all the processes through which the production of the three doors passes in order to depict the correct picture of the process of production and the space occupied by joinery business comprising 5 units for every step involved in the production. To critically figure out the causes resulting into the tightening of joinery shop and to examine the existing shop layout. To gather the required data and information necessary to visualize the positioning and placement of machines used in the process of production within the joinery shop. To put forth suggestions for changes in the process and procedures within the joinery shop outlet to make it sufficiently spacious to carry out the process of production in different units of the shop. This study would help the company to reassign space to different units of joinery shop as appropriate and required for the process to be completed properly. Suggestion and Reason for Extending the Study The report has been extended to the study of process and procedures of materials and goods moving between the different estate units in order to give a complete account of the space occupied by different units through which the production of the three doors passes. This analysis has been considered necessary for an investigation into the effectiveness of product management being carried out by the company. The company did not have any provisions for product management at the outset. After having invested in a combined thicknesser and planer, the

Intercultural Communication: Culture in Malaysia

Intercultural Communication: Culture in Malaysia Intercultural Communication Inter-, as you will probably know, comes from the Latin word for â€Å"between†, and the  dictionary defines â€Å"communication† as â€Å"exchanging information†. Martin and Nakayama  (2011) define intercultural communication as the â€Å"interaction between people from  different cultural backgrounds.† Importance of Studying Intercultural Communication Intercultural communication is getting more and more significant due to the advance of  globalization and increasingly multicultural work environments. It is indispensable  because of our increasing exposure to masses of other polishes. Because of this, the  cultural intelligence and cross-cultural communication skills that come with studying in a  foreign country are extremely sought after by employers who seek to earn a competitive  edge and break into foreign markets. Culture â€Å"Culture is brought up to a group or residential district, which shares common  experiences that shape the way its members understand the cosmos (Marya Axner, 2013). Academic researchers often start out with the observation that â€Å"culture† is a word with a  very vague meaning. Or rather, a word with lots of different meanings. A culture is a  unique combination of rituals (such as greeting and parting), religious beliefs, ways of  thinking (such as the earth was created), and ways of behaving (such as women can marry  at 14 years of age in Iran) that unify a group of people. Festivals Celebrated In Malaysia Malaysia is a multiracial country consisting of the three primary races in the nation. Looking for forgiveness from one another, especially from the elder members of the  household is an important custom in this portion of the universe, which leads to Hari  Raya Aidilfitri. This usage is thought as a way of abandoning past animosity, and  strengthening bonds between family members and acquaintances. â€Å"Eid Ul Fitr† is usually  celebrated to give thanks and to celebrate their success in completing the month-long time  fasting period of Ramadan. The festival commemorates the end of Haj, which is the  Muslim pilgrimage to the holy city of Mecca in Saudi Arabia. It also marks the  willingness of the Islamic prophet Ibrahim to sacrifice his son Ismail in an act of  obedience to Allah (God). Handing out red envelopes to children during the Chinese New Year is one of the  customs traditions in this festival. Aged people and married couples usually are the ones  that take in these handouts. The centuries – old legend includes a report of a terrible  mythical monster who preyed on villagers. On this day, families travel long distances to  meet and make merry. Though the holiday is only around a week long, traditionally it is a  15-day holiday during which firecrackers are lit, drums can be heard on the streets, red  lanterns glow at nighttime and red paper cutouts and calligraphy hangings are hung on  doorways. The famous festival among the Indians is Diwali or Deepavali that marks the victory of  good over evil. On every Diwali day, the goddess Lakshmi is worshipped as a symbol of  prosperity. Annemarie (n.d) discovered that people wear new clothes, share sweets and  light up firecrackers on this very day. It is stated that the fireworks are used to frighten the  evil spirits away, while the light embraces prosperity in the form of Lakshmi. The  preparations begin the day before, when the oven is cleaned, smeared with lime, four or  five kumkum are put on, and then it is sated with water for the next days oil bath. Etiquettes Good eating etiquette is one of the common important rules of feeding. Malays admire  good etiquette and do not appreciate bluntness. It is polite and goes for the soft sell. Beverages will not be served before dinner and it is offered by using both hands. The  right hand is only used to eat, pass, touch or handle anything while the left hand is never  used to eat because it is filthy. As for the Chinese, generally hosts a welcoming banquet while the foreign guests should  reciprocate toward the end of their visits. It is a must to arrive exactly on time for a  banquet to show punctuality and courtesy. The guest of honor is always placed at the head  of the room, facing the door. It is said that chopsticks are usually used and it is considered  very rude to tap the chopsticks on the. The chopsticks are supposedly put neatly on the  table or on the chopstick rest. Not to mention, the Indians as well, have their own etiquette of eating. Food must not be  refused when one is being served but it is all right to be the first to finish eating. Hindu  hosts are never supposed to let their guests’ plates be empty. The guests should always  assure the host that it is fine by following the host’s style of eating. If utensils are not  used, the right hand is used to eat. Spoon is a must use to take food from communal dish;  it is a rude way to use fingers. Taboos In every culture, there are always the Do’s and Don’ts. It depends on a person, whether to  believe the superstitious act or not. In Malaysia, the three primary races share some  common similarities when it comes to taboos. It is said that taboos were believed by the  ancestors, a very long time ago and it is because to bring good moral values to the  younger generation. Wasting money on unnecessary things just to make the celebration  big and merrier is not encouraged by the Muslims. Besides that, those that are celebrating  Hari Raya Aidilfitri are supposedly to visit relatives no matter how bad the family tie is. As for the Chinese, during the celebration of Chinese New Year, it is said that sweeping  the house a day before new year is bad as it will be throw the â€Å" Ong â€Å" away. Families  would be gathered for dinner to build a stronger bond with each other. No matter how  busy one would be, it is a must to celebrate this festival without missing it. Swearing or  jinxing something during new year, is said to bring bad luck to the family throughout the  rest of the whole year. For the Indians, during Deepavali, candles would be lit up, and that is one reason why is it  called The Festival Of Light and to get rid of the evil. Coloured rice would be used to  decorate the porch floor and is called â€Å"Kolam†. It is encouraged to wear bright colours  during the festival, because it is said that white and black symbolize sadness. Conclusion Every culture brings out the traditions that were believed by the ancestors, once and it is  carried on by the following generation. This leads to good moral values and etiquettes in a  person’s self. It is important to learn that intercultural communication is important  because we are highly exposed of other cultures. This brings us to understand a person’s  culture more deliberately as we are curious and try to relate ourselves to others. By  learning a person’s culture, it makes us have a wider mind of range of how others behave,  their religious beliefs and their means of establishing trust in each other. References Ahmed, S. Naumann, E. (2014). Intercultural Communication. Retrieved from http://www.internations.org/magazine/intercultural-communication-15409 Annemarie. The significance of diwali. Retrieved from http://www.auroville.org/society/diwali.htm Axner, M. (2013). Section 1. Understanding Culture and Diversity in Building Communities. Retrieved from http://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/culture-and-diversity/main Cultural Etiquette. Retrieved from http://www.read-write-now.org/UserDir/Documents/Cultural Etiquette.pdf Guhanatha, S. (2009). Thaipusam. Retrieved from http://www.myhindupage.org/index.php/thaipusam Hari Raya Aidilfitri. (2014). Retrieved from http://www.centralsingaporecdc.org.sg/hari-raya-aidilfitri/ Jaime, K. Hari Raya Haji. Retrieved from http://eresources.nlb.gov.sg/infopedia/articles/SIP_694__2009-01-02.html Lisa, C. (n.d.). The history of Chinese New Year. Retrieved from http://chineseculture.about.com/od/chinesefestivals/a/ChineseNewYear.htm ). Martin, J. N., Nakayama, T. K. (2011). Experiencing intercultural communication: An introduction. New York : McGraw-Hill. Pearson, J.C., Nelson, P.E., Titsworth, S., Harter, L. (2013). Human communication: Intercultural communication. Penn Plaza, NY: McGraw Hill Education. The Importance of Intercultural Communication. (2014). Retrieved from http://www.ability.edu.au/latest-news/the-importance-of-intercultural-communication/

Rebelz page :: essays research papers

his dramatic works, Shakespeare has provided insights into human nature which, in the opinion of many of his disciples, equal those of the greatest modern psychologists. The impact of the Bard's insights is compounded by a masterful use of the language which makes him the mostly widely studied English writer. Church records indicate that William Shakespeare was baptised in Stratford-upon-Avon, Warwickshire on April 26, 1564. April 23 is widely accepted as his date of birth. His father was a respected tradesman (a glover who was involved in a variety of commercial activities) who held several important municipal offices. Shakespeare was probably educated at the local grammar school. He would have viewed local theatrical productions by groups of travelling players. When he was eighteen he married the twenty-six year old Anne Hathaway. In May of 1583 she gave birth to their first daughter, Susanna. In 1585, twins, named Hamnet and Judith, were born. Shortly thereafter, Shakespeare left Stratford. It is speculated that he was fleeing prosecution for poaching deer on the property of a local nobleman. By about 1587 he had arrived in London and begun his career as an actor and playwright. His success earned him the jealousy of rivals such as Richard Greene who condemned him as "an upstart crow" in 1592. The following is a chronological listing of Shakespeare's canon of plays and poetry: 1588-93 - The Comedy of Errors 1588-92 - Henry VI (three parts) 1592-93 - Richard III 1592-94 - Titus Andronicus 1593-94 - The Taming of the Shrew 1593-94 - The Two Gentlemen of Verona 1593-94 - "The Rape of Lucrece" 1593-1600 - "Sonnets" 1588-95 - Love's Labor's Lost 1594-96 - Romeo and Juliet 1595 - Richard II 1594-96 - A Midsummer Night's Dream 1590-97 - King John 1592 - "Venus and Adonis" 1596-97 - The Merchant of Venice 1597 - Henry IV (Part I) 1597-98 - Henry IV (Part II) 1598-1600 - Much Ado About Nothing 1598-99 - Henry V 1599 - Julius Caesar 1599-1600 - As You Like It 1600-02 - Twelfth Night 1600-OI - Hamlet 1597-1601 - The Merry Wives of Windsor 1600-OI - "The Phoenix and the Turtle" 160I-02 - Troilus and Cressida 1602-04 - All's Well That Ends Well 1603-04 - Othello 1604 - Measure for Measure 1604-09 - Timon of Athens 1605-06 - King Lear 1605-06 - Macbeth 1606-07 - Antony and Cleopatra 1607-09 - Coriolanus 1608-09 - Pericles 1609-IO - Cymbeline 16IO-II - The Winter's Tale 16II - The Tempest 16I2-I3 - Henry VIII 16I3 - The Two Noble Kinsmen In 1594, Shakespeare joined The Chamberlain's Men, a theatrical company which enjoyed the patronage of the royal court.

Developing Yourself as an Effective Human Resource Practitione Essay

The CIPD developed a map depicting the HR profession that signifies the skills, knowledge and behaviours needed by those in HR and Learning and Development professionals. The two inner core professional areas in the HRPM, Strategy Insights and Solutions and Leading HR, requires a deep understanding of the business activities, strategies and plans to drive business performance through the delivery of human resource strategy and solutions. Leading HR in particular focuses on the organisation requirements and that human resources employees are fully engaged, working collaboratively and all understand the drivers that create value within the organisation. Both of these core areas are to be reflected within all HR roles at any stage of a successful HR career regardless of location or working within an organisation or alongside one. The other 8 professional areas identify the knowledge and skills required within each band level to provide specialist HR assistance. There are 4 band levels, each band level signifies professional competence and is linked to the professional areas within said band level at every stage of the professionals HR career. To progress from one band to another there are three transitional pathways that identify what the professional must follow in order to progress. There are 8 behavioural areas clustered into 3 groups that identify how professionals at the relevant band level in their career need to carry out their duties and make a contribution to their organisations success. They include; Band One; Personally Credible; Builds a reliable reputation using experience and expertise and does so with integrity and in an objective manner. Collaborative; Works effectively with colleagues, customers, and individuals both within and outside of the organisation. Driven to deliver; Demonstrates a strong work ethic, consistent in their duties and take accountability for delivery of results. Plans, prioritises, monitors performance and holds others accountable for delivery. Band Two; Advises on and manager HR related issues and has a clear understanding of the evaluation process. Whilst at band two, the professional will demonstrates the Personally Credible and Driven to Deliver Behaviour Areas seen in Band One while also demonstrating other Behaviour Areas; Courage to Challenge and Skilled Influencer. Courage to Challenge; Shows confidence and courage to speak and challenges others when confronted with unfamiliar circumstances. Skilled Influencer; Demonstrates the ability to influence and to gain commitment and support form a wide range of diverse stakeholders for the organisation benefit. Band Three; Requires the professional to show a high understanding of the Behaviour Areas Courage to Challenge and Skilled Influencer. These are to be demonstrated at an expert level before progressing to the band level 4. The professional has the skills to lead in a Behavioural area and addresses key HR challenges at an organisational level. Band Four; Professionals are required to be an expert in their field, lead and manage the professional area or the organisational responsible for developing and delivering organisational and HR strategy. The professional is required to cover 3 Behavioural areas; Role Model, Curious and Decisive Thinker. Role Model; leading by example and implying sound personal judgement in all interactions. Curious; Demonstrates an active interest in the internal and external environment, shows a willingness to learn and active in the development of self and others and organisation levels and individual. Decisive Thinker; Demonstrates the ability to analyse information quickly and constructively to make defendable decisions using knowledge, experience and personal judgement. As a learner just starting out my HR career my experience and knowledge is limited and I believe to sit at Band One on the HRPM. Band One supports colleagues with administration duties and effectively manages data and is customer driven. The Professional Areas suited for Band One insure that all people within the organisation possess and develop the skills and knowledge to progress not only within the organisation, but their career by becoming motivated to learn, grow and perform. High performance within the organisation is promoted by rewards that are equitable and cost effective, given when rewarding skills, capabilities, performance and experience. While Band One focuses primarily on Performance and Reward and Learning and Talent Development as professional areas, the HRPM also depicts that the behaviours at Band One level are to be achieved. These include; Personally Credible, Collaborative and Driven to Deliver. The two core Professional Areas (Strategy Insights and Solutions and Learning and Talent Development) are at the very heart of any HR professional and should be the core values of any professional undertaking a HR career or an expert in their field.

A Human Resources Management System Essay

A Human Resources Management System (HRMS) or Human Resources Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin from software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. A Human Capital Management Solution, Human Resources Management System (HRMS) or Human Resources Information System (HRIS), as it is commonly called is the crossing of HR systems and processes with information technology. The wave of technological advancement has revolutionized each and every space of life today, and HR in its entirety was not left untouched by it. What started off with a simple software to help improve the payroll processing of an organization, or a software to track the employee work timings has grown to become the Human Resources systems that helps improve the process efficiency, reduces the cost and time spent on mundane tasks and at the same time improved the overall experience of the employees and the HR professionals. In short, as the role of Human Resources function evolved, HR technology systems also changed the role they were playing. The function of human resources (HR) departments is administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Management of â€Å"human capital† progressed to an imperative and complex process. The HR function consists of tracking existing employee data, which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before client–server architectures evolved in the late 1980s, many HR automation processes were relegated to  mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client–server, application service provider, and software as a service (SaaS) or human resource management systems enabled higher administrative control of such systems. Currently human resource management systems encompass: 1. Payroll 2. Time and attendance 3. Performance appraisal 4. Benefits administration 5. HR management information system 6. Recruiting/Learning management 7. Performance record 8. Employee self-service 9. Scheduling 10. Absence management 11. Analytics The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The time and attendance module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and  development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to â€Å"read† applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to: produce pay checks and payroll reports; maintain personnel records; pursue talent management. Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent management systems typically encompass: analyzing personnel usage within an organization; identifying potential applicants; recruiting through company-facing listings; recruiting through online recruiting sites or publications that market to both recruiters and applicants. The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated applicant tracking system, or ‘ATS’, module. The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a â€Å"learning management system† (LMS) if a standalone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics. The employee self-service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance  record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department. Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced applicant tracking system that encompasses a subset of the above. Assigning Responsibilities Communication between the Employees. The Analytics module enables organizations to extend the value of an HRMS implementation by extracting HR related data for use with other business intelligence platforms. For example, organizations combine HR metrics with other business data to identify trends and anomalies in headcount in order to better predict the impact of employee turnover on future output. Management of Employee Turnover and Employee Retention Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome. A distinction should be drawn between low performing employees and top performers, and efforts to retain employees should be targeted at valuable, contributing employees. Employee turnover is a symptom of a deeper issue that has not been resolved. These deeper issues may include low employee morale, absence of a clear career path, lack of recognition, poor employee-manager relationships or many other issues. A lack of satisfaction and commitment to the organization can also cause an employee to withdraw and begin looking for other opportunities. Pay does not always play as large a role in inducing turnover as is typically believed. In a business setting, the goal of employers is usually to decrease employee turnover, thereby decreasing training costs, recruitment costs and loss of talent and organisational knowledge. By implementing lessons learned from  key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. However, this isn’t always the case. Employers can seek â€Å"positive turnover† whereby they aim to maintain only those employees who they consider to be high performers. In human resources context, turnover or staff turnover or labour turnover is the rate at which an employer loses and gains employees. Simple ways to describe it are â€Å"how long employees tend to stay† or â€Å"the rate of traffic through the revolving door†. Turnover is measured for individual companies and for their industry as a whole. If an employer is said to have a high turnover relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry. High turnover may be harmful to a company’s productivity if skilled workers are often leaving and the worker population contains a high percentage of novice workers. Companies also often track turnover internally across departments and divisions or other demographic groups such as turnover of women versus turnover of men. Retention Programs It is important to first pinpoint the root cause of the retention issue before implementing a program to address it. Once identified, a program can be tailored to meet the unique needs of the organization. A variety of programs exist to help increase employee retention. Career Development – It is important for employees to understand their career path within an organization to motivate them to remain in the organization to achieve their personal career goals. Through surveys, discussion and classroom instruction, employees can better understand their goals for personal development. With these developmental goals in mind, organizations can offer tailored career development opportunities to their employees. Executive Coaching – Executive coaching can be used to build competencies in leaders within an organization. Coaching can be useful in times of organizational change, to increase a leader’s effectiveness or to encourage managers to implement coaching techniques with peers and direct reports. The coaching process begins with an assessment of the individual’s strengths and opportunities for improvement. The issues are then prioritized and  interventions are delivered to target key weaknesses. Assistance is then provided to encourage repeated use of newly acquired skills. Motivating Across Generations – Today’s workforce includes a diverse population of employees from multiple generations. As each generation holds different expectations for the workplace, it is important to understand the differences between these generations regarding motivation and engagement. Managers, especially, must understand how to handle the differences among their direct re ports. Orientation and On Boarding – An employee’s perception of an organization takes shape during the first several days on the job. It is in the best interest of both the employee and the organization to impart knowledge about the company quickly and effectively to integrate the new employee into the workforce. By implementing an effective on boarding process, short-term turnover rates will decrease and productivity will increase. Women’s Retention Programs – Programs such as mentoring, leadership development and networking that are geared specifically toward women can help retain top talent and decrease turnover costs. By implementing programs to improve work/life balance, employees can be more engaged and productive while at work. Exit Interview and Separation Management Programs Retention tools and resources Employee Surveys – By surveying employees, organizations can gain insight into the motivation, engagement and satisfaction of their employees. It is important for organizations to understand the perspective of the employee in order to create programs targeting any particular issues that may impact employee retention. Exit Interviews – By including exit interviews in the process of employee separation, organizations can gain valuable insight into the workplace experience. Exit interviews allow the organization to understand the triggers of the employee’s desire to leave as well as the aspects of their work that they enjoyed. The organization can then use this information to make necessary changes to their company to retain top talent. Exit interviews must, however, ask the right questions and elicit honest responses from separating employees to be effective. Employee Retention Consultants – An employee retention consultant can assist organizations in the process of retaining top employees. Consultants can provide expertise on  how to best identify the issues within an organization that are related to turnover. Once identified, a consultant can suggest programs or organizational changes to address these issues and may also assist in the implementation of these programs or changes. Employee retention best practices By focusing on the fundamentals, organizations can go a long way towards building a high-retention workplace. Organizations can start by defining their culture and identifying the types of individuals that would thrive in that environment. Organizations should adhere to the fundamental new hire orientation and on boarding plans. Attracting and recruiting top talent requires time, resources and capital. However, these are all wasted if employees are not positioned to succeed within the company. Research has shown that an employee’s first 10 days are critical because the employee is still adjusting and getting acclimated to the organization. Companies retain good employees by being employers of choice. Recruitment- Presenting applicants with realistic job previews during the recruitment process have a positive effect on retaining new hires. Employers that are transparent about the positive and negative aspects of the job, as well as the challenges and expectations are positionin g themselves to recruit and retain stronger candidates. Selection- There are plethora of selection tools that can help predict job performance and subsequently retention. These include both subjective and objective methods and while organizations are accustomed to using more subjective tools such as interviews, application and resume evaluations, objective methods are increasing in popularity. For example, utilizing biographical data during selection can be an effective technique. Biodata empirically identifies life experiences that differentiate those who stay with an organization and those who quit. Life experiences associated with employees may include tenure on previous jobs, education experiences, and involvement and leadership in related work experiences. Socialization- Socialization practices delivered via a strategic onboarding and assimilation program can help new employees become embedded in the company and thus more likely to stay. Research has shown that socialization practices can help new hires become embedded in the company and thus more likely to stay. These practices include shared and individualized learning  experiences, activities that allow people to get to know one another. Such practices may include providing employees with a role model, mentor or trainer or providing timely and adequate feedback. Training and development- Providing ample training and development opportunities can discourage turnover by keeping employees satisfied and well-positioned for future growth opportunities. In fact, dissatisfaction with potential career development is one of the top three reasons employees (35%) often feel inclined to look elsewhere. if employees are not given opportunities to continually update their skills, they are more likely to leave. Those who receive more training are less likely to quite than those who receive little or no training. Employers that fear providing training will make their employees more marketable and thus increase turnover can offer job specific training, which is less transferable to other contexts. Additi onally, employers can increase retention through development opportunities such as allowing employees to further their education and reimbursing tuition for employees who remain with the company for a specified amount of time. Compensation and rewards- Pay levels and satisfaction are only modest predictors of an employee’s decision to leave the organization; however organizations can lead the market with a strong compensation and reward package as 53% of employees often look elsewhere because of poor compensation and benefits. Organizations can explicitly link rewards to retention (i.e. vacation hours to seniority, offer retention Bonus payments or Employee stock options, or define benefit plan payouts to years of services). Research has shown that defined compensation and rewards as associated with longer tenure. Additionally, organizations can also look to intrinsic rewards such as increased decision-making autonomy. Though this is important, employers should not Effective Leaders- An employee’s relationship with his/her immediately ranking supervisor or manager is equally important to keeping to making an employee feel embedded and valued within the organization. Supervisors need to know how to motivate their employees and reduce cost while building loyalty in their key people. Managers need to reinforce employee productivity and open communication, to coach employees and provide meaningful feedback and inspire employees to work as an effective team. In order to achieve this, organizations need to prepare managers and supervisors to lead and develop effective relationships  with their subordinates. Executive Coaching can help increase an individual’s effectiveness as a leader as well as boast a climate of learning, trust and teamwork in an organization. To encourage supervisors to focus on retention among their teams, organizations can incorporate a retention metric into their organization’s evaluation. Employee Engagement- Employees who are satisfied with their jobs, enjoy their work and the organization, believe their job to be more important, take pride in the company and feel their contributions are impactful are five times less likely to quit than employees who were not engaged. Engaged employees give their companies crucial competitive advantages, including higher productivity and lower employee turnover.

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buy custom Criminal Insane essay The theme in the poem is good triumphs over evil. Evil is portrayed in this poem from the fact that the main character here who is Hard Rock did not take shit from anyone. This is further emphasized by the scars he has that are a result of his evil nature. He had scars on his lips, ears, and temple. One long scar that cut/across his temple and plowed through a thich/canopy of kinky hair (4/5) this is a figure of speech called syllepsis. Cut across is a form of penetration of the skin that is used to define and emphasize the visibility of the scar that was on Hard Rocks face. Purple lips, lumber ears, yellow eyes, kinky hair these are metaphors used to associate the eyes, ears, hair and lips to color which is an intangible idea. It achieves the concept of comparison and association. An element of poetry called word order is used. This is so because the no nonsense Hard Rock is first portrayed, then the taming comes next. His presentation to the people and their expectations of him the n follow. The name Hard Rock in itself is a metaphor, because it symbolises someone who is harsh, tough and loud. The evils of the character are toned down through the work done on him by doctors. He was turned loose/ like a freshly gelded stallion this is a simile the tries to liken the appearance of Hard Rock to freshly gelded stallion (12). He appears lke a horse that has been freshly castrated so that he has no use or effect on anyone and anything. The character is ashamed of his new status that is why the association to a gelded stallion is used. And we waited and watched, like a herd of sheep (13) is another simile. This describes the fact that they waited in groups to ascertain that what was said about the character was actually true. As we waited we wrapped (15) is an alliteration. This is because the consonant w is used in a repeated manner. Alliteration in this case is used to unite words through the mode of repetition. When used in a given context, it also adds beauty to language. The evils of the character are further portrayed from his actions such as smacking the captain with his dinner tray (18), biting a screw on the thumb, and poisoning with syphilitic spit. When Hard Rock is been subjected to tests, a person who confronts him is referred to as hillbilly. This is a symbol that portrays the character as being a resident and dweller of the remote areas and it is oftenly used as an insult. The hillbilly calls Hard Rock a black son of a bitch (24) which is a metaphor that is used to express disgust, disappointment and annoyance. It is an insult that is oftenly used on someone who is hated and disliked because of his crude character. >His eyes empty like knot holes in a fence (28), is a simile. It is used to compare the eyes of the main character to holes in a fence. Knot holes are openings through or into a fence or a hole where a hole has come out. This emphasizes the frustrated and humbled character of Hard Rock contrary to his former crude being. It symbolizes the fact that he was in no position to do anything to his mockers. His character initially deceived the rest of the people that Hard Rock had changed or rather was more wise and cool than before, but this was not for long. Their shock resulted in their turning away, eyes on the ground feeling crushed. This portrays the fact that their hope had been tarnished and they felt that painful effect. This was because they only dreamed and never brought their dreams into reality because of their fears. The fears of years, like a biting whip (36) is also a simile. It likens the fears they have had through the years to a biting whip. A biting whip is a form of punishment that is administered through repeated strokes and is usually difficult to forget. The return of their fears tore through their flesh and backs as though it was real lashing. The tone of this poem is that of anxiety. The tone in a poem is like the mood created in a reader. The characters are intense and anxious with the hope that Hard Rock has been tamed and, would no longer be a source of thei r fears. Buy custom Criminal Insane essay

Nursing Clinical Negligence Assignment Example | Topics and Well Written Essays - 250 words

Nursing Clinical Negligence - Assignment Example The issues which are required to be considered in the risk assessment process are the activities in the context of physical and emotional environment and organisational culture. Moreover, considering the potential number of patients who are likely to be affected, and potential consequences of the hazards are few of the major considerations of a clinical risk assessment process (Logan & Johnstone, 2012). During the process of risk assessment, the implementation of a set of effective and simple steps can be practiced by the nursing staff. The steps associated with an effective risk assessment process have been provided hereunder. The study provided rich understanding regarding the risk assessment process in clinical practice. It has been learnt that the steps associated with risk assessment is a set of simple technique that enables the healthcare institutions to avert different types of clinical risks or hazards. In nursing practices clinical negligence is often reported which has a severe impact on the well-being of patients. Correspondingly, the understanding derived from the study regarding the effectiveness of the risk assessment process and associated steps can be applied to reduce any instances of clinical negligence. Allnutt, S. H. & et. al., 2010. Clinical Risk Assessment & Management: A Practical Manual for Mental Health Clinicians. Justice Health. [Online] Available at: http://www.justicehealth.nsw.gov.au/publications/handbook-february-2011.pdf [Accessed November 09, 2014]. Boland, B., 2010. Clinical Risk Assessment and Management for Individual Service Users: Policy and Procedures. NHS Foundation Trust. [Online] Available at: http://www.hpft.nhs.uk/_uploads/documents/the-trust/freedom-of-info/disclosure/clinical-risk-assessment-and-management.pdf [Accessed November 09, 2014]. Department of Health, 2007. Best Practice in Managing Risk. National Mental Health Risk Management Programme. [Online] Available at:

Proposal assignment Essay Example | Topics and Well Written Essays - 1250 words

Proposal assignment - Essay Example Audience: The audience of this study is government officials and policy makers. The study will help policy makers while making decisions regarding climate change, global warming and Law of the Sea. The decisions taken by the government officials regarding the future of arctic will have implications for humanity. If they decide to protect the arctic environment, that would be sustainable. If they decide to exploit arctic by using ice breakers etc, the consequences are unpredictable. Contents Introduction 4 Statement of the Problem 7 Research Questions 7 Hypothesis 8 Objectives 8 Audience 8 Introduction Climate change has brought global focus on arctic. The ice in the arctic is melting. If the present trend continues, Arctic Ocean would be ice-free by 2050. The arctic is the region around earth’s North Pole, opposite of Antarctica. The arctic circle includes arctic ocean and parts of Canada, Greenland (a territory of Denmark), Russia, the United States (Alaska), Iceland, Norway, Sweden and Finland. Among these eight countries in the Arctic Circle, five are arctic coastal states- United States (Alaska), Canada, Russia, Norway and Denmark (Greenland). The Arctic Ocean is covered with ice and is surrounded by treeless permafrost. The sea ice in the arctic has declined very much in recent years. ` The recording of extent of ice in arctic began in 1953. Since then, the extent of the summer sea ice has been declining. The extent of ice was the lowest in 2007, the second lowest in 2008, and the third lowest in 2010. . Currently, the snow cover in the Arctic is present for about 200 days per year. A decrease in the duration of the snow season results in increased warming. Between 1970 and 2000, there was a decrease in duration of the snow season by approximately 2.5 days per decade. From the commercial point of view, it is a new opportunity as exploration of the arctic has become easy now. Estimates show that Arctic can contain about 20 per cent of world's reserve s of hydrocarbons. Most of these resources happen to be in the Russian part of the arctic. New trade routes linking the Atlantic and the Pacific via arctic instead of Panama Canal has become a possibility now. So, there began a geopolitical competition in the region to gain control over transport routes and natural resources. All these have increased the strategic importance of arctic region. Countries bordering arctic are also in the process of preparing territorial claims for submission to the Commission on the Limits of Continental Shelf. Russia claims a large portion of arctic. The Arctic is highly vulnerable to the effects of global warming. There is greater warming in the Arctic than global average. Because of this, there are concerns that the melting of ice in Arctic could result in rise in sea levels. The current Arctic ice melt might also lead to Arctic methane release. Large amount of methane is stored in the permafrost. Methane is a greenhouse gas and is more dangerous th an carbon dioxide. Scientists are not sure whether this is natural cycle or manmade. Apart from concerns regarding the negative impact of warming in the Arctic, some potential opportunities have come up. Since the middle ages, world’s maritime powers looked for a shorter route between Atlantic and Asia. The melting of ice opens up the possibility of two trans arctic routes- The Northern Sea route and the Northwest passage. The new routes will reduce distances between Europe and Asia. It will also provide