Strategic Human Resources

Strategic Human Resources Free Online Research Papers The need of an hour is that human resources is all about maintaining a positive and productive work environment, best practices helps to make sure that employees feel good about the company they work for. There is a growing recognition today that the strategic importance of HR is crucial to corporate success. In yesteryears was merely an administrative and supporting function of the organisation. Today it is the lynchpin of competitive advantage. Top organisations today are talking about â€Å"people before strategy†, underscoring Peter Ducker’s long-held contention that â€Å"people are a resource, not a cost†. HR today has moved beyond merely an administrative to a strategic role. HR managers are increasingly making their case for a seat on the board as they strive for the HR function to be recognized for the value it adds to the bottom line. The internal customers ought to be given the priority and how to romance them like the way you romance your external customers. The paper entails new HR trends and practices adopted by the various organizations focusing on the factor of employee exhilaration. The study is an attempt in invigorating the need of â€Å"Employee Focus† and its impact on performance of the employee as well as the organization. The functions like Manpower Planning, Performance Management, Training and the role of Performance appraisals in the field of strategic HR are being laid emphasized on. Hence it is an endeavour in revealing the mounting significance of such facets of HR. EVOLUTION OF HUMAN RESOURCE MANAGEMENT: The expression Human Resource Management (HRM) is a relative recent title for all aspects of managing people in an organisation. It represents a broad based understanding of the problems of people and their management in view of the development of behavioural science knowledge. A formal beginning of HRM functions in India was made in 1929, when Royal Commission of Labour was set up by the Government of India. Two years later the Commission submitted its report recommending the appointment of Labour officers to look after the employment and dismissal of workers as well as their working conditions. The scope of the function of Labour officers was widened during the Second World War, when such facilities as housing medical and recreational activities were added to existing responsibilities. In the process the labour officer got designated as Welfare Officer (WO),. The enactment of Industrial dispute act 1946 and factories at, 1947 further added the management of leaves, wages, bonus and retirement in the scope of the function of W.O. Growth in the business, competition and increasing size during sixties and seventies led to the need of attracting and retaining talented people. Hence formulating policies on Human Resource Planning, recruitment and selection, training and development, performance and potential appraisal, internal ability and compensation management etc. also become a part of W.O. who now became the personnel manager. With the increasing recognition of the importance of human resources and their contribution to the survival of the organisations, personnel function has now been called as Human Resource Management Function. Some of this transitions have been the increasing the cost of labour, periodic stoppage of work, government legislation, changes in production and distribution methodologies, information technology and strategic use of employees contribution (Saiyadin 1992). Today the HRM function can be seen as the amalgam, of organisational behaviour, personnel management, industrial relations an d labour legislation. Increasing organisational size and its complexity, transitional from traditional to professional management, changing social and cultural norms globalization of industry and availability of information technology are constantly changing the profile of HRM functions HE has to play a more dynamic .Today HRM manager cannot survive in the security of past. He has to play a more dynamic role in not only performing the maintenance function, but should think of more creative ways to satisfy human aspirations to provide the competitive edge, to organisations on a sustainable basis. Human Resources Management by Mirza S Saiyadain The people in the organisation, the human resources, are perhaps the most important aspect of any enterprise. The age of informational technology has popularized the word human capital. Earlier we were talking human resources and equating people along with the raw materials, financial resources and physical resources as an input for the enterprise. Now-a-days each and every process has its own management methods and personnel for managing that process. The basic principle remains the same as planning, organizing, staffing, directing, and controlling to achieve the goal by using the human, financial and material resources. Increasingly the firms are considering the adoption of new work practices such as problem solving teams, enhanced communication with workers, employment security, flexibility in job assignments, training workers for multiple jobs, and greater reliance on motivational tools. Organisations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalization, changing demographics of the workforce, increased focus on profitability through growth, technological changes, intellectual capital and never ending changes that organisations are undergone have led to increased importance of managing human resources.(Devanna, Fombrum and Tichy,1981;Wright, 1998).Youndt and Snell (1996) find that firms employing HR practices according to the stated strategy are regarded to have better perceptual performance. The human resource management that aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives has undergone drastic change with the passing of years. We all know that HRM is concerned with the people keeping the fact in mind that HRM helps in acquiring, developing, stimulating retaining the outstanding employees as it gives both effectiveness efficiency to the working of the organization, it has been started being used strategically is now termed as Strategic human resource management. Human Resource plays a significant, strategic role in supporting organizations. As such effective strategic human resource management approaches serve as the keystone of any severe change management planning. They must also be the heart of endeavours to transform the culture of organisations, so that they develop into less hierarchal, practice oriented, intact formal groups, and inwardly focused and more flat, outcome oriented, integrated and externally focused. The aim of SHRM is to make sure that the culture, approach and structure of the organisation and the excellence, dedication and motivation of its employees add entirely to the attainment of business objectives. It is unification of SHRM strategies with organisation strategies. The corporate strategies and HR strategies are developed simultaneously. They are coherent and comprehensive. There is emphasis on developing HR skills and capitalising on the competencies. Today’s Strategic HRM aims to gain competitive advantage through managing human resources that are valuable, and costly to imitate. Today’s new Strategic HRM emphasise on the concept â€Å"empowerment† pervasive in organisations. The concept of empowerment is open to many different practices and the significance of this concept is utilized in many different functions of organisations policies like management and employee development programs, appraisal and reward policy changes, and employee recognitions, training forming teams and teamwork, attempts to create a new climate of employee relationships. In todays flattened, downsized high-performing organizations, highly trained committed employees not machines are often the firms competitive key. Perhaps the most drastic change in HRs role today is its growing involvement in developing implementing the companys strategy. Strategies increasingly depend on strengthening organizational competitiveness on building committed work teams, these put HR in a central role. In the fast changing, globally competitive quality oriented industrial environment, its often the firms employees – its human resources – who provide the competitive key. And so now it is a demand of the time to involve HR in the earlier stages of development implementing the firms strategic plan, rather than to let HR react to it. That means now the role of HR is not just to implement the things out but also to plan out in such a manner that the employees can be strategically used to get edge over the competitors, keeping in mind the fact that this is the only resource (HUMANS), which cannot be duplicated by the competitors. The Strategic Human Resource Management Process includes: ? Manpower planning and determining internal mobility. ? Sustaining and retaining employees and ensuring productivity by investing in various HR practices in competitive environment. ? Evaluate employee performance, correct deviations with precautionary measures with future development. ? Reviewing and revising strategic plan for sustaining organisation competence and performance. Strategic Manpower Planning Involves ? Constancy, to employ or replace key workforce executives with minimal loss. ? Flexibility, ability to handle troubles encountered within the enterprise. ? Straightforwardness, harmonizing the perfect line of relationship among the employees. ? Clarity, feature of having specific objectives for all the levels or units in the organisation. Managerial functions includes planning, it involves formulating policies for future development of the enterprise, program to choose adequate number of persons who can work efficiently and accomplish the business objectives, provide training to the workers in the enterprise, integration and maintenance of work force. Organizing, it has to provide a clear layout about the inter-relationship between persons, jobs and physical factor and every worker should have proper understanding of their job. Direction involves motivation, which can be either positive or negative for the enterprise. It is necessary to motivate the workers about the nature of their job. Instructions should be clear, neatly explained and easy to understand. An efficient Manpower planning is established by significantly emphasizing on Internal Mobility to promote the existing employee and exploit their experience in bring high outputs for the organisation. A reduced employee turnover has a remarkable positive impact on the organisation. It brings satisfaction to the employees, maintain competitiveness and protect financial investments. As reported in the study, Internal Mobility by Taleo Research, 92 percent of companies turn to the existing employee base to fill an open job position. The majority of survey respondents (more than 70 large and global corporations) report internally filling 40 percent or more of open positions annually. According to the Taleo Research Internal Mobility Report a closed stress is needed on the factors like ? Improving Employee satisfaction ? Retention of employees ? Lower Costs and Faster Fills ? Transformed outlook from Goals to Process Design One of the most visible shifts in the workplace in recent years has been the rapid vanishing of the prototypical devoted employee who would work 30 to 40 years for the same company and then retire with a gold watch and pension. Many personnel these days hold positions at several companies during their career and may feel no particular loyalty to remain at a single firm for a great tenure. Best Practice Approach to HRM in supporting competitive advantage by sustaining and retaining employees are: By Pfeffer and Veiga (1999) Employment Security Selective Hiring Self Managed Teams and Decentralization Comparatively high compensation contingent on organisational performance Extensive Training Reduction of Status Difference Reduced turnover and retention of employees have prominent potential benefits like cost reduction, increase in skilled and experienced staff, employee commitment and satisfaction, and above all productivity, which in turn extensively demands the process of: ? Analyzing who are your most occupied and productive employees. ? Segmenting a strategy for enrichment versus skills improvement. ? Utilizing the accurate actions that envisage outcomes of engagement. ? Maturing strengths based focus on development and performance management. PERFORMANCE MANAGEMENT: The Performance Management and Information section presents guidance and support on a range of management issues and coordinates performance management activities including the over all improvement and development of employees. Performance management is a process on performance measurement approaches, such as the balanced scorecard. While the balanced scorecard offers a framework for the collection of strategic information, performance management ensures that results are used to influence the selection of planned actions and to foster the renewal of dynamic, competitive strategy. Unlike most tools and techniques, performance management is an unremitting, enterprise-wide process, rather than a one-time, isolated event. Six Performance Management imperatives are Compliance Management, Profitability Management, Cost Management, Performance Improvement, and Business Innovation Performance management is a set of functions that evaluate and report the behavior of employees and the effectiveness of the job and a set of various sub functions, such as gathering information, maintaining and examining logs, determining task performance under normal and pressurized conditions, how, each employees working towards their own goals and purpose aligning with organisational perspective. The level of performance increases if certain kind of benefits are offered to the employees, which generates a feeling among the employees that â€Å"I am Cared†. Some of them are: Defined Benefit Plans and Pensions, Retirement Planning, Health Care Systems, Insurance Plans, Profit Sharing Plans, Social Security, College Loans, Vision Plans, Employee Medical Health Insurance, Major Medical Health Insurance, Dental Plans, Flexible Spending Accounts, Employee Assistance Program, Accidental, Disability Insurance, and Cafeteria Plans. PERFORMANCE APPRAISAL The human resource function that probably has the greatest effect on development is Performance appraisal. A well implemented and executed performance appraisal system drives development. When employees collect apparent feedback on their performance, when rewards and recognitions are attached to performance, when expectations are stated clear in behavioral terms, or goal related terms, the employees constant inclination is on â€Å" performing-better†. The performance appraisal system can be planned to sustain the approach by providing objective measures of skill accomplishment. It can also be used to classify and increase the skills of employees with potential. Every employee must be assessed at least once a year. There are six types of performance appraisals that are used with employees depending on various circumstances: annual, conditional, extended, interim, probationary, and special. The performance appraisal forms include: Rating form: includes the listing of dimensions for the position, the ratings, supervisor recommendations, employee comments, and a place for appropriate signatures. Narrative form: is to be completed and submitted along with the rating form. Each rating must be supported by appropriate comments. Goals may be listed on the form for each dimension if appropriate. Dimensions and Standards/Criteria form: is used for listing the selected dimensions, the specific criteria, and standards for performance. By HENRICO COUNTY RULES AND REGULATIONS, Section 13 A properly designed should relate company and/ or group goals to the individual’s tasks and goals for the review period. The performance is broadly categorized into quality, quantity, timeliness and cost effectiveness, focused on outputs and organisational development. THE TYPES OF APPRAISALS Self Appraisal: A method in which employee evaluates his own performance and discusses with his manager. It provides the employee with the opportunity to reflect on his own performance and reasons behind it. 3600 Feedback: 360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers and customers. Most 360 degree feedback tools are also responded to by each individual in a self assessment. Results-Focused Approaches Creamer and Janosik (in press) note that there are both advantages and disadvantages to results-based performance appraisal approaches. On the positive side, they produce short and long-term results in the context of original performance and organizational objectives, are generally perceived as fair, tend to generate high levels of commitment to the organization, and they encourage a high level of participation and are thus defensible. On the negative side, they can be overly results oriented especially in educational organizations, and they may be inflexible. Management by Objectives, and Accountabilities and Measures (Grote, 1996). MBO emphasizes participation by all organization members. Grote identifies the following core elements in MBO: ? Formation of trusting and open communication throughout the organization ? Mutual problem solving and negotiations in the establishment of objectives ? Creation of win-win relationships ? Organizational rewards and punishments based on job-related performance and achievement ? Minimal uses of political games, forces, and fear ? Development of a positive, proactive, and challenging organizational climate Supervisors need to ensure that appraisal processes are congruent with objectives and goals. An MBO rating form needs to provide space to list staff member objectives in order of importance, as well as space for the evaluator to describe staff member performance using a mutually agreed upon scale. Categories of performance can include: distinguished performance, competent performance, provisional performance, and inadequate performance. Accountabilities and Measures approaches involve the supervisor and staff member agreeing on accountability and performance factors and including them in the job description. Performance is then forecast for each factor to enable quantifiable measures for each factor. An Accountabilities and Measures form can be created, with performance factor categories. BEHAVIOUR BASED APPROACHES: Behavioural Observation Scale: Involves a process of identifying the key tasks for a job. It evaluates according to how frequently the employees exhibit the required behaviour for excellent performance. Behaviorally Anchored Rating Scale: In this approach, broad categories of practice are identified, ideally through collaborations between supervisors and staff. Specific job behaviors are then linked to the categories. Measures of staff member behavior are rated on a scale in relation to specific behavior items, such as understands department functions. Performance appraisal process is incomplete without the feedback given to the employee about his appraisal and his performance. Effective feedback describes the behavior rather than evaluates. The employee performance appraisal form is reviewed with the self-appraisal that the individual created assessing her own performance. The manager and employee talk honestly about how well she performed over the past twelve months: Strengths, weaknesses, successes and areas needing improvement. The performance management process, ends and begins anew with the performance review meeting. At the beginning of the meeting, the individuals past years performance is reviewed and the success of the development plan is evaluated. At the end of the meeting, the appraiser and the individual set a date to create the plan for next years goals, objectives, and development. TRAINING: A Strategic HRM Function After a successful Performance appraisal A Training Need assessment is required, this is the systematic method of determining if a training need exists and if it does, what training is required to fill the gap between the standard and the actual performance of the employee. Training needs analysis is Systematic method of determining performance discrepancies, and causes of performance discrepancies Reasons to conduct training needs analysis ? Identify the deficiencies ? Determine whether employees lack KSAs (Key Skill Areas) ? Benchmark for evaluation of training ? Makes sure training is provided to the right people ? Increases the motivation of training Organisations are increasingly spending more money annually on training with the belief that it will give them competitive edge in the local and global market. Training as an organisational intervention may be defined as a well thought of set of activities aimed to facilitate learning of knowledge, attitude and skills, among its people in the organisation to improve their current job performance and contribute to the achievement of organisational goals. Some Training Methodologies are Training Methodologies Anonymous card Panel Discussion Demonstration Skill Practice Dyadic Discussion or Exchange Problem-Solving Activity Game Questionnaire Group Enquiry Role Play Contracting Physical Continuum Creative Activity Presentation Checklist Synergy Activity Closing Circle Lecture Brainstorming Observation Case Study Project Fishbowl Trio Discussion or Exchange Full Group Discussion Writing Activity Experimental Activity Self Assessment and Self Evaluation Feedback Activity Small Group Discussion Story Whip Inter-group Discussion/ Exchange Peer Consultation Interviewing Peer Teaching Index Card Match Simulation Information Search Read and Discuss Group Guided Teaching Read and Teach Group Ice Breaker Mental Imagery Reference Source, Silberman, M and Whiteling,V. (1992). Twenty Acting, Training Programs.San Diego California, U.S.A: Pfieffer Company Apart from training methodologies, the functions like Training Need Analysis, Training Design, Training Implementation, and Training Evaluation are the key determinants in measuring the effectiveness of training, aiming to maximize productivity, and betterment of relationships in workplace, which not only increases organisational commitment but also improves individual job performances. Advantages of a Strategic Approach to HR: ? Smooth the progress of development of expert workforce through focus on type of people and skills required. ? Facilitates cost-effective management of employment, particularly in service industries where labor is generally greatest cost. ? Facilitates planning and assessment of environmental uncertainty, and adaptation of organization to external forces. ? Successful SHRM efforts begin with recognition of strategic requirements. ? Employee participation is serious to linking strategy and HR practices. ? Strategic HR facilitates methodical and logical and analytical approach. ? Corporate HR departments can have impact on organizations efforts to launch strategic initiatives. Conclusion: Ideally HR top management work together to devise the companys on the whole business strategy and policies; that strategy then provides the framework within which HR activities such as Training Appraising must be expertised. Once practiced honestly, it results out in the employee competencies performance that in turn help the company implement its strategies recognize its goals. While HR strategies must be developed to support the achievement of the organisations objectives, it is a two-way process. HR strategies can themselves be critical inputs in determining the strategic initiatives for the organisation. In order to be successful the employees should be developed in such a manner that they can be the competitive advantage, for this the human resource management must be an equal partner in both the formulation the implementation of the corporate competitive strategies. REFERENCE: ? Human Resources Management by Mirza S Saiyadain ? International Human Resource Management: Policies and Practices, by Dennis R. ? Briscoe, Randall S. Schuler 2004 Business Economics ? gao.gov/new.items/d02373sp.pdf ? www.123eng.com/forum/viewtopic.php?t=37025 32k ? Strategic Human Resource Management by Randall. S Schuler and Susan E. Jackson ? workinfo.com/free/Downloads/176.html, dlsu.edu.ph/research/centers/cberd/pdf/business/vol7/vol7_no4.pdf, ? Training: A strategic. HRM function. By Divina M. Edralin ? Strategic Human Resource Management by Charles J. Fombrun, Noel M. Tichy, Mary Anne Devanna – 1984 ? www.taleo.com/research/articles/talent/clarifying-the-purpose-internal- mobility-program. ? E-mail News Nurturing, Sustaining and Retaining Engaged Employees ? Strategic Human Resource Management by Olive Lundy, Alan Cowling 1996 ? co.henrico.va.us/hr/regs/rr13.pdf ? referenceforbusiness.com/small/Di-Eq/Employee-Performance-Appraisals.html ? http://en.wikipedia.org/wiki/Performance_appraisal http://filebox.vt.edu/users/dgc2/staffinghandbook/perfappraisal.htm ? 12manage.com Research Papers on Strategic Human ResourcesThe Project Managment Office SystemBionic Assembly System: A New Concept of SelfIncorporating Risk and Uncertainty Factor in CapitalPETSTEL analysis of IndiaOpen Architechture a white paperAnalysis of Ebay Expanding into AsiaTwilight of the UAWInfluences of Socio-Economic Status of Married MalesMarketing of Lifeboy Soap A Unilever ProductDefinition of Export Quotas

A Guide to Writing Japanese New Years Cards

A Guide to Writing Japanese New Year's Cards .The Japanese send New Years cards (nengajo) rather than Christmas cards. If you want to send nengajo to your Japanese friends, here are common greetings and expressions you can write to wish them all the best for the new year. Happy New Year All the following expressions roughly translate as Happy New Year. Choose any of them to begin your card. The saying is listed in kanji, or Japanese letters, on the left and in Romaji- the  writing of Japanese in  Roman  characters- on the right. 明㠁‘㠁 ¾Ã£ â€"㠁 ¦Ã£ Å Ã£â€š Ã£  §Ã£  ¨Ã£ â€ Ã£ â€Ã£ â€"㠁„㠁 ¾Ã£ â„¢   Akemashite omedetou gozaimasu.æâ€" °Ã¥ ¹ ´Ã£ Å Ã£â€š Ã£  §Ã£  ¨Ã£ â€ Ã£ â€Ã£ â€"㠁„㠁 ¾Ã£ â„¢   Shinnen omedetou gozaimasu.omedetou gozaimasu.è ¬ ¹Ã¨ ³â‚¬Ã¦â€" °Ã¥ ¹ ´   Kinga Shinnenæ  ­Ã¨ ³â‚¬Ã¦â€" °Ã¥ ¹ ´   Kyouga Shinnenè ³â‚¬Ã¦ ­ £   Gashouè ¿Å½Ã¦Ëœ ¥   Geishunè ¬ ¹Ã£â€šâ€œÃ£  §Ã¦â€" °Ã¥ ¹ ´Ã£  ®Ã£ Å Ã¥â€"Å"㠁 ³Ã£â€šâ€™Ã§â€ ³Ã£ â€"ä ¸Å Ã£ â€™Ã£  ¾Ã£ â„¢   Tsutsushinde shinnen no oyorokobi o moushiagemasu. Note that Kinga Shinnen (è ¬ ¹Ã¨ ³â‚¬Ã¦â€" °Ã¥ ¹ ´), Kyouga Shinnen (æ  ­Ã¨ ³â‚¬Ã¦â€" °Ã¥ ¹ ´), Gashou (è ³â‚¬Ã¦ ­ £), and Geishun (è ¿Å½Ã¦Ëœ ¥) are seasonal words that are not used in regular conversation. The rest of the expressions can be used as a greeting. Expressions and Phrases After the greeting, add words of thanks, requests for continued favor, or wishes for health. Here are some common expressions, though you can add your own words as well. The saying is presented first in English, then in kanji, and then in Romaji. Thank you for all your kind help during the past year.æ˜ ¨Ã¥ ¹ ´Ã£  ¯Ã¥ ¤ §Ã¥ ¤â€°Ã£ Å Ã¤ ¸â€"è © ±Ã£  «Ã£  ªÃ£â€šÅ Ã£ â€šÃ£â€šÅ Ã£ Å'㠁 ¨Ã£ â€ Ã£ â€Ã£ â€"㠁„㠁 ¾Ã£ â€"㠁ŸSakunen wa taihen osewa ni nari arigatou gozaimashita. I hope for your continued favor this year.æÅ" ¬Ã¥ ¹ ´Ã£â€šâ€šÃ£  ©Ã£ â€ Ã£ Å¾Ã£â€šË†Ã£â€š Ã£ â€"㠁 Ã£ Å Ã© ¡ËœÃ£ â€žÃ£ â€"㠁 ¾Ã£ â„¢Honnen mo douzo yoroshiku onegaishimasu. Wishing everyone good health.皆æ §ËœÃ£  ®Ã£ â€Ã¥  ¥Ã¥ º ·Ã£â€šâ€™Ã£ Å Ã§ ¥Ë†Ã£â€šÅ Ã§â€ ³Ã£ â€"ä ¸Å Ã£ â€™Ã£  ¾Ã£ â„¢Minasama no gokenkou o oinori moushiagemasu. Adding the Date When dating the card, use the word gantan (å…Æ'æâ€" ¦) instead of the date that card was written. Gantan means the morning of Jan. 1; therefore, it is not necessary to write ichi-gatsu gantan. As for the year, the Japanese era name is often used. For example, the year 2015 is Heisei nijuugo-nen (Ã¥ ¹ ³Ã¦Ë† Ã¥ ¹ ´), the 27th  year of the era, Heisei. Although nengajo are often written vertically, it is acceptable to write them horizontally. Addressing Cards When sending New Years cards from overseas, the word nenga (Ã¥ ¹ ´Ã¨ ³â‚¬) should be written in red on the front side along with a stamp and address. This way, the post office will hold the card and deliver it on Jan. 1. Unlike Christmas cards, nengajo shouldnt arrive before New Years Day. Write your name (and address) at the left side of the card. You can add your own message or draw the picture of the present years zodiacal animal (eto).   Who to Send Nengajou To The Japanese send nengajou not only to family and friends but also to classmates, coworkers, and even business partners. However, personal nengajou often play an important role in connecting people. There were many heart-warming stories about nengajou submitted to The Memorable Nengajou Contest (Nengajou Omoide Taishou). Here is the top prize-winning short story in kanji, followed by the story in Romaji. ã€Å'Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£  £Ã£  ¦Ã£  ªÃ£â€šâ€œÃ£  §Ã£ â„¢Ã£ â€¹Ã£â‚¬  æ˜ ¨Ã¥ ¹ ´Ã£ â€¹Ã£â€šâ€°Ã§ § Ã£ Å¸Ã£  ¡Ã£  ¨Ã¥Æ' Ã£  Ã¥â€¡ ºÃ£ â€"㠁Ÿå  Ã¥â€¦ ­Ã¦ ­ ³Ã£  ®Ã¥ °â€˜Ã¥ ¥ ³Ã£ Å'Ã¥ °â€¹Ã£  ­Ã£ Å¸Ã£â‚¬â€šÃ¦ ¯ Ã¨ ¦ ªÃ£ â€¹Ã£â€šâ€°Ã¨â€š ²Ã¥â€¦ Ã¦â€ ¾Ã¦ £â€žÃ£ â€¢Ã£â€šÅ'〠Ã¤ »Å Ã£  ¯Ã© ¤Å Ã¨ ­ ·Ã¦â€" ½Ã¨ ¨ ­Ã£  «Ã£ â€žÃ£â€šâ€¹Ã¥ ½ ¼Ã¥ ¥ ³Ã£â‚¬â€šÃ¥ ®Å¡Ã¦â„¢â€šÃ¥Ë† ¶Ã© «ËœÃ¦   ¡Ã£â€šâ€šÃ£â€šâ€žÃ£â€š Ã£  ¦Ã£ â€"㠁 ¾Ã£  £Ã£ Å¸Ã¥ ½ ¼Ã¥ ¥ ³Ã£â€šâ€™Ã¨ ¦â€¹Ã£ â€¹Ã£  ­Ã£â‚¬ Ã£ â€ Ã£  ¡Ã£  ®Ã§â€"…é™ ¢Ã©â€¢ ·Ã£ Å'è ª ¿Ã§ â€ Ã¨ £Å"åŠ ©Ã¥â€œ ¡Ã£  ¨Ã£ â€"㠁 ¦Ã©â€ºâ€¡Ã£  £Ã£ Å¸Ã£â‚¬â€š Ã¥ ¹ ³Ã¥ â€¡Ã¥ ¹ ´Ã© ½ ¢Ã¤ ºâ€Ã¥  Ã¦ ­ ³Ã£  ®Ã¨ ª ¿Ã§ â€ Ã¥   ´Ã£â‚¬â€šÃ¥  Ã¥â€¦ ­Ã¦ ­ ³Ã£  ®Ã¥ °â€˜Ã¥ ¥ ³Ã£ Å'æ ¥ ½Ã£ â€"㠁„㠁 ¨Ã£ â€œÃ£â€š Ã£  ¨Ã£  ¯Ã¦â‚¬ Ã£ Ë†Ã£  ªÃ£ â€žÃ£ Å'〠Ã¥ ½ ¼Ã¥ ¥ ³Ã£  ¯Ã¦ ¯Å½Ã¦â€" ¥Ã¥â€¦Æ'æ °â€"㠁 «Ã£â€šâ€žÃ£  £Ã£  ¦Ã£  Ã£â€šâ€¹Ã£â‚¬â€šÃ£  ²Ã£â€šâ€¡Ã£  £Ã£  ¨Ã£ â€"㠁 ¦Ã©â€º ¢Ã£â€šÅ'㠁 ¦Ã¦Å¡ ®Ã£â€šâ€°Ã£ â„¢Ã¦ ¯ Ã¨ ¦ ªÃ£  ®Ã©  ¢Ã¥ ½ ±Ã£â€šâ€™Ã§ § Ã£ Å¸Ã£  ¡Ã£  «Ã¨ ¦â€¹Ã£  ¦Ã£ â€žÃ£â€šâ€¹Ã£  ®Ã£ â€¹Ã£â‚¬â€š Ã¥  Ã¤ ¸â‚¬Ã¦Å"ˆå Å Ã£  °Ã£â‚¬ Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£  ®Ã¦ ºâ€"備㠁 ®Ã¨ © ±Ã© ¡Å'㠁 «Ã£  ªÃ£  £Ã£ Å¸Ã£â‚¬â€šÃ£  Ã£â€šâ€œÃ£  ªÃ§ § Ã£ Å¸Ã£  ¡Ã£  ®Ã¤ ¼Å¡Ã¨ © ±Ã£  «Ã¤ ¸ Ã¦â‚¬ Ã¨ ­ °Ã£  Ã£ â€ Ã£  ªÃ© ¡â€Ã£  §Ã¥ °â€¹Ã£  ­Ã£â€šâ€¹Ã¥ ½ ¼Ã¥ ¥ ³Ã£â‚¬â€šÃ§â€ž ¡Ã§ â€ Ã£â€šâ€šÃ£  ªÃ£ â€žÃ£â‚¬â€šÃ¦ ¯ Ã¨ ¦ ªÃ£  ¨Ã¤ ¸â‚¬Ã§ ·â€™Ã£  «Ã£ â€žÃ£ Å¸Ã©  Æ'㠁 ¯Ã£â‚¬ Ã¤ ½ Ã¥ ±â€¦Ã£â€šâ€™Ã¨ » ¢Ã£â‚¬â€¦Ã£  ¨Ã£ â€"㠁 ¦Ã£ â€žÃ£ Å¸Ã£  ¨Ã¨ Å¾Ã£ â€žÃ£ Å¸Ã£â‚¬â€šÃ¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£  ©Ã£ â€œÃ£â€š Ã£  §Ã£  ¯Ã£  ªÃ£ â€¹Ã£  £Ã£ Å¸Ã£  ®Ã£   Ã£â€š Ã£ â€ Ã£â‚¬â€š 㠁 ¿Ã£â€šâ€œÃ£  ªÃ£  §Ã£ â€œÃ£  £Ã£  Ã£â€šÅ Ã¥ ½ ¼Ã¥ ¥ ³Ã£  «Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£â€šâ€™Ã¥â€¡ ºÃ£ â„¢Ã¤ ºâ€¹Ã£  «Ã¦ ± ºÃ£â€š Ã£ Å¸Ã£â‚¬â€šÃ£ Å¸Ã£  Ã£ â€¢Ã£â€šâ€œÃ£  ®Ã¥ ¹ ¸Ã£ â€ºÃ£  «Ã¥â€º ²Ã£  ¾Ã£â€šÅ'る㠁“㠁 ¨Ã£â€šâ€™Ã© ¡ËœÃ£ â€žÃ£â‚¬â€š ã€Å'åˆ Ã£â€š Ã£  ¦Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£â€šâ€šÃ£â€šâ€°Ã£  £Ã£ Å¸Ã£â‚¬â€šÃ¥ ¤ §Ã¥Ë†â€¡Ã£  «Ã© ¡ Ã£  «Ã© £ ¾Ã£  £Ã£ Å¸Ã£â€šË†Ã£â‚¬â€šÃ£â‚¬  ä »â€¢Ã¤ ºâ€¹Ã¥ §â€¹Ã£â€š Ã£  ¯Ã¥ ½ ¼Ã¥ ¥ ³Ã£  ®Ã¦ ºâ‚¬Ã©  ¢Ã£  ®Ã§ ¬â€˜Ã© ¡â€Ã£  §Ã¥ ¹â€¢Ã£ Å'éâ€"‹ã â€žÃ£ Å¸Ã£â‚¬â€š Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£  ¯Ã£ â„¢Ã£  ¹Ã£  ¦Ã£  ®Ã¤ º ºÃ£â€šâ€™Ã¥ ¹ ¸Ã£ â€ºÃ£  «Ã£ â€"㠁 ¦Ã£  Ã£â€šÅ'る。 "Nengajou tte nan desu ka." Sakunen kara watashitachi to hatarakidashita juuroku-sai no shoujo ga tazuneta. Hahaoya kara ikujihouki sare, ima wa yougoshisetsu ni iru kanojo.Teijisei koukou mo yameteshimatta kanojo o mikane, uchi no byouinchou ga chourihojoin to shite yatotta. Heikin nenrei gojussai no chouriba. Juuroku-sai no shoujo ga tanoshii tokoro towa omoenai ga, kanojo wa mainichi genki ni yatte kuru. Hyottoshite hanarete kurasu hahaoya no omokage o watashitachi ni mite iru no ka. Juuichi-gatsu nakaba nengajou no junbi no wadai ni natta. Sonna watashitachi no kaiwa ni fushigisouna kao de tazuneru kanojo. Muri mo nai. Hahaoya to isshoni ita koto wa, juukyo o tenten to shiteita to kiita. Negajou dokoro dewa nakatta no darou. Minna de kossori kanojo ni nengajou o dasu koto ni kimeta. Takusan no shiawase ni kakomareru koto o negai. Hajimete nengajou moratta. Taisetsu ni gaku ni kazatta yo. Shigotohajime wa kanojo no manmen no egao de maku ga hiraita. Nengajou  wa  subete  no  hito  o  shiawase  ni  shitekureru.

IT Evolution in Global Banking Essay Example | Topics and Well Written Essays - 1250 words - 1

IT Evolution in Global Banking - Essay Example so access their bank accounts, withdraw cash, pay bills, get bank statements, deposit cash and even buy products without having to visit their bank branches. Indeed, what technology has facilitated is the reduction of physical conduct between the customer and the banker bringing in a new phenomenon known as virtual banking. Information technology can offer a bank a competitive edge over other banks (Singer, Ross & Avery 2005) The internet invention was the greatest breakthrough for banks in carrying out their transactions with customers (Wanderi 2012). As internet access is enhanced, more and more banks are turning to online banking services. Such services are more convenient to customers and the banker, they also save time and costs and increase efficiency. Banks that do not adopt technology are likely to be unpopular among the customer base. Automated teller machines, television banking, virtual banking, internet banking, mobile banking, online pay bill, mobile commerce, social media payments, credit cards and debit cards are some of the examples of how technology is changing the banking industry (Kendrick 2011). This paper will discuss the evolution of information technology in the banking industry with emphasis on internet banking, growth of e-commerce and virtual banking and new delivery channels such as PC banking, mobile banking and TV banking. The most important concept is the internet. In early years of internet, banks normally used the internet for internal purposes such as publishing of corporate data and offerings. At this time, internet was mainly used in banking as a tool of information dissemination to customers and the general public. This was then followed by banking internet services such as checking account balances online, paying utility bills online and online transfer of funds. Many banks feared transacting over the internet because of the security threats. However, with the growth in software and information technology infrastructure many

Nancy Morejon Essay Example | Topics and Well Written Essays - 1250 words

Nancy Morejon - Essay Example There she absorbed and assimilated Afro-Cuban culture until she identified herself with the very essence of her beloved Havana" (Cordones-Cook 2003:33). Cordones-Cook (2003) asserts that Morejon in her poetry projects "a clearly matrilineal consciousness that establishes connection and filiation," a kind of sympathetic female bonding, with legendary female ancestors. Gonzalez (2005) would understand this as Morejn's poems referring to Yoruba deities, known as orishas, and honoring the "living dead," the eggun or ancestors. She said Morejon dominates these poetic spaces with words of wisdom from both the African ancestors and the orishas, who exercise their eternal influence. A study of her poems suggests that Morejn is obsessed with her past, and often uses poetry as a way of exploring it. It is in those poems that she revisits Africa, encounters the grandparents she never met, and experiences the hardships of slavery. As a result, she often gives voice to people who don't normally have one. Morejn is a strong believer that ancestors and loved ones who have passed on, continue to affect people's daily lives. Honoring the living dead or the ancestors may be seen from the perspective of communicating with them because of "Frustrations in personal life" as Xianglong (2007) would see it. Xianglong (2007) looked into filial consciousness into the thinking that intersects the past and future. Accordingly, frustrations in personal life are one occasion for a person to bridge the time and reach out to the dead. Indeed, in Morejon's culture, the spirits of ancestors are spiritual guides (Gonzalez-Wippler 1998:76). After death, spirits are said to remain around their relatives here on earth, for protection and guidance. Invoked in every religious ritual, they often participate in family decisions, giving their approval or disapproval in family affairs. Morejn's poem, "In Front of a Mirror," refers to the importance of "our dead ones" and how present they are in their daily lives If the parks blossom overflowing with fresh tulips then the boulevard brings in the scents of your loved ones, and, above all, of your dead ones. (Morejn in Looking Within 109) Morejon is conscious that the dead are ever with them - participating in their present conditions. Maier (2005) asserts that one poem closely identified with Morejon is "Persona." This poem, according to David Frye (2000), is a relatively recent one (1999), but it is also an update of the earlier "Mujer negra" ("Black Woman"). In "Mujer Negra" ("Black Woman)" she moves through various generations discussing immigration, slavery, poverty, rebellion and the independence movement (from Spain), and finally, affirmation of the Afro-Cuban as a human being after 1959. According to Maier (2005), this poem emphasizes the slave's point of view, and demonstrates the influence of ideological freedom found in the Cuban Revolution. She underscores the racial together with the feminist dimensions of Cuban nationalism by making the Black woman the central figure and the protagonist of the contemporary era "Black Woman," and "Persona," exemplifies well the characteristics for which Morejon and her work are known and admired. These traits include a strong identification with her family, with the

The Key Aspects Of Current Legislative Requirements Essay Example for Free

The Key Aspects Of Current Legislative Requirements Essay I am new to the teaching environment so I have had to learn the different aspects of the current legislative requirements. I follow a lot of different requirements, such as the disability discrimination, sex discrimination and race relations acts. These things are covered by ensuring the course is available to all and that different resources are available or adaptable to suit learners differing needs. The key Aspects of current legislative requirements and codes of practice relevant to the fitted interiors subject are; †¢Health and safety Protecting yourself and others against risks to health and safety in any work that is required, is top priority in any type of workplace. I provide all my students with the PPE needed for the job we are undertaking, like goggles, earplugs etc. Boots, overalls hi-viz are worn at all times in the workshop. †¢ Criminal Records Bureau Check A Criminal Records Bureau check enables an organization in the public, private and voluntary sectors to make safe recruitment decisions by identifying candidates who may be unsuitable for certain work, especially that involve children or vulnerable adults. Beyond tutors are required to have a CRB to ensure a satisfactory back ground to work with the students. †¢ Equal opportunities To protect the rights of students, regardless of age, race, gender, disability or sexual orientation, ensuring the course is available to all. †¢ Data protection Data Protection applies to anyone who handles or has access to sensitive information about individuals. The sensitive records we keep are kept in a locked filing cabinet.

adoption process Essay -- essays research papers

Adoption: The Process   Ã‚  Ã‚  Ã‚  Ã‚  Adoption is metamorphosing into a radical new process that is both sweeping the nation and changing it. But this process is not an easy one, there are many steps to go through. Through research it is made a lot easier. Adoption is a also a highly visible example of a social institution that has benefits from and been reshaped by both the Internet and the exponential growth of alternative lifestyles, from single to transracial to gay. It is accelerating our transformation into a more multicultural society; even as it helps redefine out understanding of â€Å"family.† The process includes three main steps including a type of adoption, the techniques for location a baby for adoption, arranging a successful adoption, the steps at the hospital, and lastly the legal issues in adoption.   Ã‚  Ã‚  Ã‚  Ã‚  There are many types of adoption in California, more then any other in the country. The reasonable amount of time it takes to adopt a child is about a year. â€Å"Independent adoption is an alternative to agency adoption and is the means by approximately 85 percent of all newborns are adopted in California. Since that is the most popular that is the type that I am going to concentrate. The reason that it is the most popular is because of four factors. The first is because the independent agency is flexible, secondly it allows the birth mother to personally meet and select adoptive parents, thirdly it allows the adoptive parents to quickly locate the birth mother rather Smith 2 then waiting several years for the agency to do it for them, and lastly the child can be placed in the home of the adoptive parents immediately after birth instead of waiting in a foster home. By law the birth mother must personally place the child with the adoptive parents. That does not mean she has to do it physically it just means she must personally select them. The birth mother is permitted to release her child into the adoptive parents custody as soon as the hospital discharges the baby, usually 2-3 days old. Generally when the child is six-eight months old the adoptive parents can go to court to permanently finalize the process. A new birth certificate is prepared after the adoption is granted by the court. Independent adoption fees and costs can vary dramatically. Most adoption attorneys charge between 3,000 to 4,000. The adop... ...Release is a form that needs to be filled out by the birth mother to release the child directly to the birth parents. The birth mother can also chose to chose a room on or off the maternity ward. The reason that one chooses off the maternity ward is because it is away from the parents who are bringing their baby home. When the baby is born the hospital usually lets the adoptive parents see the baby, visiting hours usually don’t apply. The birth mother is still the legal parent and so only she can authorize any medical procedures regarding the child during the hospitalization. Before the baby is discharged the hospital will examine the baby and authorize the child’s release. Do not worry if the mother has chosen a name for the child different from the one you have chosen. Your Petition for Adoption will state how you wish to change the child’s name, and a new birth certificate will be made by the court. Smith 5 Work Cited Hicks, Randall. Nuenez, Linda. Adopting in California, How to find a Child. WordSlinger Press. 1992. Melina, Lois Ruskai. Roszia, Sharon Kaplan. The Open Adoption Experience. HarperPerennial. 1993. Pertman, Adam. Adoption Nation. Basic Books. 2000.

Feminist Analysis Death of a Salesman Essay

What’s great about this play is gives us insight into the past and focuses on an average family and provides lots of material to do a feminist analysis of. The most prominent woman figure in this play is Linda, but the male characters in this play also give us insight into women’s roles and help feed the feminist analyses To get us started, how do the roles and identities of women in this play compare to that of the male figures? Objectivity of women Biff and Happy Quotes -â€Å"Take those two we had tonight, now weren’t they gorgeous creatures?† -â€Å"it gets like bowling, I just keep knockin’ them over and it doesn’t mean anything† -â€Å"a girl, y’know, they always believe what you tell ‘em† (27) -Biff was seen as successful in Willy’s eyes when he made the girls swoon in high school -Could this be influenced by Willy and their upbringing or are they just a product of their time? -They see women as achievements: When Biff and Happy are talking Happy says how he’s not happy currently because he wants â€Å"his own apartment, a car, and plenty of women† (23) Women Don’t Have Identities -â€Å"The Woman† that Willy has an affair with doesn’t have a name, she’s always laughing and really sexual. He slaps her butt ad she laughs and thanks him for the stockings. She picked him because he was â€Å"sweet† and â€Å"such a kidder†. She says â€Å"I’ll put you right through to the buyers?† SLEEZE. -They see their mother as the epitome of what a woman should be – The only interaction Linda has with other woman is calling them whores, after Biff and Happy leave Willy at the restaurant and she’s angry says â€Å"did you have to go to women tonight? You and your lousy rotten whores!† Linda What do you guys think about the character development of Linda throughout the play? Do you think she is an example of a strong or weak woman? She knows that Willy is suicidal, tries to protect him from other people, and does not lose her temper with him when he acts horribly towards her -We never know more about Linda other than that she does the laundry, cares for her boys, and knows the finances -In the beginning I found it annoying how all she did was take off his shoes, put on his jacket, eager to please him. Only portrayed as a wife and mother, less dimensional than the other characters. -Does this take away from her character development? -Her goals are measured by Willy’s achievements -Linda is desexualized Treatment of Linda/Relationship with Willy -Willy is commanding to her â€Å"swiss cheese† â€Å"You’re my foundation and my support Linda† -Willy does not let Linda talk â€Å"don’t interrupt† (62, 64-65) READ -Biff defends her from Willy but she defends Willy, then Biff says â€Å"Don’t go making excuses for him, he wiped the floor with you. He never had an ounce of respect for you (54-55) -Biff and Happy objectify girls (20 + 21) Also, â€Å"gorgeous creatures†, ‘it’s like bowling† (23-24) -Linda says† I’m not your maid anymore† -Described by Happy as having â€Å"character and resistance† which is a quality he wants in a woman, unlike the ones he’s been with -Whenever Willy is upset about something she just sugarcoats his flaws and compliments him (37) do you think we just know something she doesn’t, or is there other motivation for her to do this?) -Seems like the first time she ever voiced her real opinion (57) about how Happy and Biff are ungrateful towards Willy -What is the purpose of her character? So that women of the forties could empathize with her situation more Hyper-masculinity Seen as negative or positive? Doesn’t lead to happiness. Happy and Biff â€Å"raise cattle, use our muscles, men built like us should be working out in the open (24) Uncle Ben Salesman Manual Labour Football Willy always refers to how their appearances make them well liked â€Å"guys built like us should be working a farm† â€Å"a man who can’t handle tools is not a man. You’re disgusting† (44) to Charley â€Å"thank God you’re built like Adonises† God of beauty and desire MORE SUBTLE EXAMPLES I NOTICED When Howard’s wife goes to talk to the recording device she has nothing to offer, as opposed to his son and daughter who wouldn’t shut up his daughter whistles, his son names the capitals of states, his wife says â€Å"I can’t think of anything†¦hello? Oh Howard, I can’t talk into this†¦.† (78) She could have just been shy, she doesn’t have a name, she is known as his wife Connect Howard’s wife’s role to Linda’s role? This is our chance to see a family woman other than Linda, do you think this serves a purpose, not matter how subtle it may be? Linda is content without adventure, she didn’t want Ben to encourage Willy to go to Alaska (95) Linda is overshadowed by her boys who go out and pursue things. Conclusion: Arthur Millar shows us the restraints of sexuality as well individuality in this play. Just like Willy Loman struggles to find his place socially and struggles economically, Linda is restrained by her gender.