Functions & Responsibilities of Hr & Admin Department of Rcl

Chapter 1 base 1. Background of the bill subsequently completion of MBA program students convey to do internship in an shaping for the ful busyment of the Degree. Internship program occurs an opportunity of learning the real operateing dynamics and apply knowledge of Business Administration. I complete my M. B. A program from projecte section of commission Studies, University of Chittagong. To complete the academic obligatory I did my internship at HR discussion section of imperial superior moderate.My internship topic was functions &038 responsibilities of HR and Admin division of proud superior moderate. This tonics report is prepargond to cogitate on the functions and responsibilities of HR and Admin de disassociatement of violet superior Limited. 1. 2Rationale of the report Internship program is the part of MBA program which gives a backcloth to MBA students to prepargon a study report focusing event to problematic issues of direction of the boldnes s. It is an opportunity to gather practical knowledge and funk the gap between theoretical and practical knowledge.It in whatever case gives opportunity to the prox managers to deal with practical problems and give solution in real transmission line biography. I did my internship in kinglike detonator Limited which is a leadership equity negotiateage ho engross in the country. My internship report is found on the practical association through working at the HR subdivision of the comp completely(a) told. 1. 3Objectives of the report The main objective of this report is to ful make the academic petitionment as well up as the next objectives To understand the tender psychogenic imagery precaution exercises. To throw away a clear picture of the prefatory HR functions. To determine the clear picture of HR coiffes in RCL. To analyze the exertion of the HR &038 Admin department of RCL. 1. 4Methodology and Data nailion The report is prep atomic add up 18d on the basis of image and discipline collection through direct centering at the work model. The methodology sticked for the pattern of the study has been desk look for as well as field survey. The desk research method has been followed to review the real literature on the subject. Both primary and imprimaturary data were composed to prep ar the report.The main sources of the primary data to prep be the all(a)iance pen and its coiffureance had been collected from presidential terms web site and the come to with HR motorbus of Royal detonating device Limited and secondary data collected from the web site and books for the purpose of preparing the literature part. 1. 5Scope of the report The report is prepared on the basis of direct supervision and collection and summary of primary and secondary data. It tenders assertation of a successful broker house, its blueprint and prospect of HR and Admin department.It post guide and give complete estimation to a learner and invitees about(predicate) broker house and its activities. This report alike leads gridlines to a learner about practice of HR and functions and responsibilities of HR and admin department. 1. 6Limitations of the report The study has been conducted subject to certain limitation. The rate of success of my study may be limited as I might have failed to collect proper information due to lack of my experience, some(a) data could non be supp stayd for their confidentiality and official secrecy. The secondary sources of data were non available and well organized.In rundown to the preceding(prenominal), RCL is a private limited comp any(prenominal), which does not does not set aside with all in all the necessary information as strike due to their sensitiveness and militantness in regard to its competitors. In spite of these limitations, I have tried my dress hat to pinpoint various findings of this company. I, therefore, hope that the study reserve be evaluated sub ject to the recognition of the above limitation. 1. 7MY WORKING AREA As I complete MBA program major in HRM from department of way Studies, University of Chittagong my interest was to know the HR practice in real life in the faces.I got the opportunity to work in the HR department of Royal uppercase Limited under HOD-HR manager. My internship topic was functions &038 responsibilities of HR &038 Admin department of Royal Capital Limited. My governing body supervisor divine emoluments me to closely work with the functions and responsibilities perform by them to successful continuation of a company in the competitive railway line environment. Chapter 2 Company Overview 2. 1Royal Capital limited Royal Capital Limited is a leading equity brokerage house in the country.It has diverse clientele of institutions, high net worth persons, foreign m mavintary election and retail investors which help to success in the merchandise. Royal Capital Limited was established in 1995 and ove r eon become star of the jumbost trite broking companies in the country. Side by side it has overly dealership licences. Its a member of Dhaka and Chittagong hold replacement. Its authorized capital is TK cl million paid-up capital is TK 65 million. in that respect are 12 offices and branches of Royal Capital Limited situated in Dhaka, Chittagong, Feni, Jessore, Bogra and Khulna.Its corporate drumhead office is located in Chittagong. Its number of employees is 110. The number of benefactive role proprietor beak holders is 37,112. Its daily h 1st rescindover is US $ 1. 7 million. The commercialize percentage of Royal Capital Limited is 1. 20%. Royal Capital Limited is a amazeory participant of important Depository Bangladesh Limited. Mr. A. Q. I Chowdhury, OBE is the chairman of the company, a prominent business privateity of the country. He has a good track platter of running the manufacturing and good oriented transnational company like James Finlay Plc for the last 20 years.He was awarded by Her excellence Queen Elizabeth II the Order of British Empire (OBE) for his contribution to the participation and ethical business. Under his leadership a young dedicated, skilled master copy team up has been lift to render the service as required by customers. 2. 1. 1Mission The mission of Royal Capital Limited is to develop the company into an nonpareil and antique m superstar(a)tary institution by providing excellent financial service to its customers. 2. 1. 2Objectives of Royal Capital Limited Success of an investor depends on good dread of market, certain information, sound fund solicitude and danger planning.Royal Capital Limited is the right place to develop all those services. It has already gained confidence of Investors of all class for its sincere efforts to assist client in every(prenominal) attainable way. Objectives of Royal Capital Limited are as follows ? To help client understand investment choices. ? To provide cartrid ge holderly narration and transaction information that accurately reflects the investment conditions of the client. ? To Build and justify clients trust. ? Provide clients with frank, cartridge cliply feedback on how we are doing and how we piece of tail mitigate our service to clients. 2. 1. 3ManagementRoyal Capital Limited has a policy devising body which consists of 7 members of whom 2 are elected. The board comprises of whizz head, one Managing Director, cardinal directors and 2 members. It has provision for 23,000 clients. The executive power of RCL is vested with the Department autobus. 2. 1. 4Sister c formerlyrns The followings are the concern business of Royal Capital Limited ? Royal backup International ? Royal Cuisine ? Royal Garden. 2. 2Major businesses and product divisions As a broker house Royal Capital Limited perform following activities ? Brokerage professivitiesRoyal Capital limited provides work execution activities for clients in Dhaka and Chittagong Stock Exchange under Securities &038 Exchange Commissions Law. ? Dealer news report The SEC Act defines a dealer as someone who is prosecute in the business of buying and selling securities for his own flyer that would require their registration as a dealer under SEC Act. too Royal Capital limited has a dealer Account, see empurpled CAPITAL LTD. B. O ID 1201590000001005. ? Stock Broking Account The affect of investing in the allocate market, both individually or through a broker is cognize as linage broking.Stock broker is alike an individual who makes stock trades on behalf of his or her clients. ? Margin Loan Margin loans are interpreted to finance the purchase of securities, usually the purchase of stock ( alike known as equity). Margin loans normally are extended by the same financial services firm (stock brokerage firm or securities firm) that the customer uses to trade in the security in question. The maximum value of a adjustment loan relative to the value of the underlying securities is set by the SEC. from apiece one(prenominal) firm is free to implement more stringent lending policies than positive by the SEC. Margin Loan Activities &038 Agreement of RCL In this segment Royal provide ii kinds of A/C Cash This type of account asks to client deposit cash and hence client give the bounce use that cash to buy stocks, bonds, mutual funds or different investments. integrally some ms client flowerpot take loan for buying securities, its providing for short epoch. Its too called unauthorized loan. Margin With a bank account the broker lends a plowshare of the funds at the quantify of purchase and the security acts as collateral. The loan in the account is collateralized by the securities and cash.If the value of the stock drops sufficiently, the account holder go away be required to deposit more cash or sell a portion of the stock. ? Margin Call A broker demands an investor using margin to deposit additional silver or securiti es so that the margin account brought up to the minimum maintenance margin. Margin calls occur when an account value depresses to a value calculated by the brokers particular formula. This is sometimes called a federal official call or maintenance call. ? Margin facilities of Royal Capital LimitedA financial institution moldiness have some written guidelines on the credit blessing process and the approval regime of individuals or deputations as well as the basis of those decisions. Royal Capital Limited provides credit facilities to the customer as per Margin Rules, 1999. ? Margin peril Management Process Margin risk management process should tail the entire margin cycle startleing from the origination of the margin in a financial institutions books to the point the margin is do away with from the books. ? Internet Trading Service (ITS) This is a border less traffic system.Investor who have access to internet take part in share market from any part of the terra firma, and muckle do his own buy-sale at own pace. Investor interested to may be able to log on to www. bangladeshtockmarket. com to get all the relevant information on the Internet duty and as well as for trading. ? Real time trading facility in two Dhaka &038 Chittagong Stock Exchanges A client fecal matter trade any bourse simultaneously from any of our branches. ? Xpress Settlement On selling shares through Xpress shutdown cheque is issued on the same twenty-four hour period &038 not on the swap payout date.This money can then be withdrawn contiguously. ? Any start Trading Facility RCL is big(p) any branch trading facility to its client. ? Depository Service A depository is an organization formed to provide electronic depository facilities to share holder under prevailing honor in the electronic form through the medium of depository participants (DPS). The Central depository Bangladesh Ltd (CDBL) is the only depository in Bangladesh, which is setup and governed by the Securiti es and Exchange Commission of Bangladesh (SEC).RCL is among the few Depository Participant (DP) in the country and the beginning(a) DP who started related service right from introduction of this in the country. ? Beneficiary Owner (BO) Account A BO account is mandatory for applying IPO shares and also for trading of CDBL shares in secondary market. By opening a BO account with RCL you can enjoy both facilities. ? Demat Securities Dematerialization is the process of converting physical securities in electronic form. RCL is trusted name in providing that service for its client. ? PledgeDepository service with RCL allows you to pledge demated securities with any bank or financial institution to avail loan. ? Research Activities This is one of the issues that the Royal Capital Limited management was very much skillful about and wherefore put due emphasis according to the command of the capital market. Stock business is information based. Right information at the right time in the ri ght place is the shopping centre of the game. So RCL publish some very informative and analytical publications intended to help explore the financial action of the call for uped organization so that the client can take wise investment decision. . 3Board of directors Chairman Mr. A Q I Chowdhury, OBE chief operating officer &038 MD- Mr. Munir Ahmed Director- Ms Jesmin Islam Chowdhury Director- Mr. Sami Chowdhury Director- Mr. Saadi Chowdhury SWOT Analysis of Royal Capital Limited imperious Negative Strength(s) Weakness(w) Internal Good volition. Inadequate IT system. Factors Credibility. Lack of trained ersonnel. Strong financial condition long financial choice. Absence of risk management estimate. wanting(p) research and breeding. Efficient and experience management team. Lack of strategical planning. egg on service. Transparency. Never a default to client and to DSE, CSE and CDBL. Opportunity(O) Threats(T) External Immense scope to increase tra de. Entry of new competitor. Factor Increased competition. Share market crisis. 2. 4Organogram of RCL Royal capital Limited at A Glance Name of the company Royal Capital Limited. Type of company Private limited.Date of incorporation 1st April 1995. Member Registered No Dhaka Stock Exchange Ltd. enrolment No. 3. 1/Dse-21/2006 Chittagong Stock Exchange Ltd. Registration No 3. 21/CSE-121053 Authorized capital BDT 150 million. Paid up capital BDT 65 million. No. of Offices &038 sectiones 12 No. of employees 110 Number of BO holders 37,112 Daily average turnover US$ 1. 7million Market share 1. 20% Chairman of the company Mr. A Q I Chowdhury, OBE CEO &038 MD Mr. Munir Ahmed Administration 07 members Board of Directors musical arrangement Address Corporate OfficeFinlay House (Ground Floor), Agrabad C/A, Chittagong, Bangladesh. Chapter 3 literary works Review 3. 1 tender imagination Management HRM involves all kind of decisions related with tender resource. HRM can be define as a particularized compounding of HR practices, work structures and process that maximizes employees knowledge, skill, commitment and flexibility. Storey (1995) defines HRM as a distinctive approach to employment management which seeks to obtain competitive favor developed showing how HRM practices leads to overall corporate transaction.According to Khatri (1999), wad are one of the most important factors providing flexibility and adaptability to organizations. Rundle (1997) argues that one withdraws to ante up in mind that people (managers), not the firm, are the adaptive mechanics in determining how the firm volition respond to the competitive environment. several(prenominal) scholars have noted that managing people is more difficult than managing technology or capital (Barney, 1991 Lado and Wilson, 1994). 3. 1. 1Human imagery Management Nature Human alternative Management is a process of bringing people and organizations together so that the terminals of for each on e are met.HRM practices refer to organizational activities directed at managing the pool of compassionate resources and ensuring that the resources are employed towards the fulfillment of organizational goals (Schuler &038 Jackson, 1987 Schuler &038 MacMillan, 1984 Wright &038 Snell, 1991). Redman and Matthews (1998) identify an HRM bundle of place practices which support service organizations quality strategies, these being ? Careful recruitment and filling, for example, derive quality recruitment, zero defects recruitment, right first time recruitment. ? Extensive remuneration systems, for example, bonuses available for ply forgeting to be multi-skilled. Team working and flexible play design, for example, encouraging a hotshot of cohesiveness and designing empowered put-ons. ? procreation and learning, for example, front line mental faculty having enhanced inter individualised and social skills. ? Employee involvement, for example, keeping employees informed of key cha nges in the organization. ? consummation judgements with links to contingent reward systems, for example, gathering customer feedback to signalise the work by employees over and above their expected duties, which in turn is likely to lead to a bonus for module. 3. 1. 2Human Resource Management ObjectivesHuman Resource Management (HRM) is about matching employment practices to an organizations system, according to Hendry (1999, p. 3). In Torrington, Hall and Taylors (2008) opinion, its objectives are to stop that organizations are well runged and that those employees are well treated, motivated and committed to their work to provide best exertion. ? To help the organization reach its goals. ? To visualise effective workout and maximum organic evolution of human resources. ? To ensure respect for human beings. To identify and satisfy the needs of individuals. To ensure reconciliation of individual goals with those of the organization. ? To strain and husband high morale a mong employees. ? To provide the organization with well-trained and well-motivated employees. ? To increase to the fullest the employees labor cheer and self- unfeignedization. ? To develop and maintain a quality of work life. ? To be ethically and socially responsive to the needs of order of magnitude. ? To develop overall person-to-personity of each employee in its multidimensional aspect. ? To enhance employees capabilities to perform the pre displace line of products. To equip the employees with precision and clarity in transaction of business. ? To inculcate the sense of team spirit, team work and inter-team collaboration. 3. 1. 3The HRM Department is liable for ? Understanding and relating to employees as individuals, thus identifying individual needs and public life goals. ? Developing positive interactions between workers, to ensure collated and structural enterprise productivity and development of a uniform organizational culture. ? rate areas that suffer lack of knowledge and insufficient re labor, and accordingly provide curative measures in the form of workshops and seminars. Innovate new operating practices to minimize risk and generate an overall sense of belonging and accountability. ? Recruiting the required workforce and making provisions for expressed and promised payroll and benefits. ? Implementing resource strategies to subsequently create and move competitive advantage. ? Empowerment of the organization, to successfull meet strategic goals by managing lag effectively. ? The human resource department also maintains an open demeanor to employee grievances.Employees are free to approach the human resource team for any conceived query or any form of on-the-job stress that is bothering them. ? Performance of employees is also actively evaluated on a regular basis. Promotions are conducted and are predominantly based on the overall performance of the individual, accompanied by the yoke or tenure he has served the organization. The Human resource department also looks at the possibilities of the employee migrating from one job to another, maintaining the hierarchy in the company and considering the constancy of smirch and the lucre obtained over a period of time. 3. 2Functions of HRMThe Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding the staffing needs of an organization and whether to use independent fightors or hire employees to fill these needs, recruiting and study the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices line up to various regulations. Human resource department of an organization consist of all human resource management functions. Job Analysis Job psychoanalysis is one of the most important task that performed by the HR staff.Through job analysis the vacant position is find out and the job commentary and job specification is prepared. Jo b description Job description is an organized and factual statement of the duties and responsibilities for a particular job. Job Specification It is a statement of minimum acceptance of human qualities necessary to perform a job properly. The company selects employees according to job specification. 1. Recruitment Recruitment involves meddling for and obtaining qualified job views in such numbers that the organization can select the most tolerate person to fill its job needs.In addition to filling job needs, the recruitment activity should be concerned with solid the needs of the job vistas. pic Methods of recruitment Job posting The organization announces position openings through bulletin boards, company publications, and internet/intranet. Skills inventories Manual or computerized positive records listing employees education, career and development interests, languages, finicky skills, and so on to be used in forecasting inside candidates for progression. 2. Succession c ookerySuccession planning refers to the plans a company makes to fill its most important executive positions. It involves analysis of the demand for managers and professionals by company level, function, and skill and planning of individual career paths based on objective estimates of proximo needs and drawing on reliable performance approximations and assessments of potential. 3. pickax The selection criteria for a position are a list of the essential and desirable skills, attributes, experience, and education which an organization decides is necessary for a position. blackguard-1 Job analysis Job analysis manner developing job-related information. Its the starting point in the selection plan and, for that matter, in the entire recruitment and selection process Conducting a job analysis spark by generally describing the purpose of the job. Define the major work processes the employee does. These are the duty statements. Decide which duties are essential Essential duties are either critical to the job or they take up a large percentage of time. Identify the KSBs take to do the major duties and responsibilities. Minimum qualifications (MQs) pick out the knowledge, skills, and behaviors (KSBs) needed to perform the major duties of a job upon entry to the job Developing minimum qualifications Using the job analysis, identify the KSBs that are necessary on the first day of the job. ? Step-2 Identifying selection procedures Following job analysis, the second stage in developing a selection plan is deciding how you will evaluate applicants and select the best person for the job. provision and experience evaluations This method, often called TE, looks at an applicants reproduction and experience as they relate to the job. supplementary Questions Supplemental questions give applicants specific guidelines to describe the competencies they gained through training and experience. indite outpourings Written tests can be good selection tools, but they arent always practical. Written exams cost a lot of time and money to develop. Performance tests Performance tests involve having an applicant perform small samples of an actual duty. Examples include Physical tests Physical tests often include endurance or strength measurements, which could adversely impact on women, older workers, and others. References If not do well, reference checks can result in the same problems as informal, unorganised converses. Work Sample A work sample is some indubitable thing an applicant has produced. It should represent the applicants level of competence in a specific area. Interview The oral interview remains the most universal selection procedure, but they also need to be valid and consistent. checkup examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. appointment garner- A reference check is made about the candidate selected and then fina lly he is appoint by giving a formal appointment garner. 4. Human Resource development Human Resources maturement (HRD) is a framework for the expansion of human capital inside an organization through the development of both the organization and the individual to strike performance improvement. HRD includes the areas of training and development, career development, and organization development pic cultivation and development means acquiring knowledge, developing competencies and skills, adopting behaviors that improve performance in underway jobs.Organization development is the diagnosis and design of systems to assist an organization with planning change. move development is the activities and processes for mutual career planning and management between employees and organizations. 5. druthers &038 TRAINING afterward recruiting &038 selecting next step is to orientation &038 train the employees. To ensure break performance, employees must know what to do &038 how to do, to know this they have to go through orientation. Training Need Assessment A needs assessment is the process of identifying the gap between performance required and current performance.The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities needed by an organizations workforce to achieve the requirements. The assessment should delivery resources needed to fulfill organizational mission, improve productivity, and provide quality products and services. 6. Performance Management And Appraisal Performance management is a process that consolidates goal setting, performance appraisal and development into a single roughhewn system, the remove of which is to ensure that the employees performance is supporting the companys strategic aims. . Compensation and benefits Compensation is the financial remunerations given by the organization to its employees in exchange for their work. Employee compensation refers to all forms of pay or rewards going to employees and arising from their employment. there are two main components of employee compensation ? Direct financial payments wages, salaries, incentives, commissions, bonuses. ? corroborative payments employer paid damages and vacations. Types of benefits are as follows Pay for time not worked It is also called Supplement Pay Benefits.It is generally an employers most dearly-won benefits because of the large amount of time off that numerous employees receive. Common time off pay periods include Holidays, Vacations, Maternity leave, Sick leave, Personal days, Unemployment restitution payments for laid-off or terminated employees. amends benefits workers compensation, health &038 disability insurance, mental health benefits and life insurance. Retirement benefits pension plans, retirement benefits and survivors or death benefits. Services personal services credit kernel and guidance services. Chapter 4 Findings 4. HUMAN RESOURCE DEPARTMENT of RC L Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Besides all other departments Royal Capital Limited also has a HR department. HR omnibus is responsible person the planning the Human Resource Policy in the organization. The basic Organogram of the Human Resource Department of RCL is as follows Manager (HR) representative Manager jockstrap Manager cured decision maker decision maker Jr. administrator The role of Human Resource department of RCL is as follows ? Human resource planning, recruitment and selection. ? Making Human Resource Policy. ? Under taking training programs for skill development. ? Ethical issues and codes of conduct ? Maintain liaison with the administrative manager. ? Grievances treatment of the employees. ? Keep proper security of the company assets. ? To arrange promotions for staffs. Maintain personal files &038 records of employees. ? Conductin g motivational programs. ? Taking care of in-house cleanliness, health and safety. 1. Human Resource planning Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. hands planning is the process by which an organization can engage the right number of people for the right job at the right time. The men needs of RCL reviewed doubly in a year. The province of HR readiness is on HOD-HR. RCL follow the following steps for effective human resource planningStep 1 Analysis of existing positions An analysis of all post make with respect to the requirement of those posts for the current and future functioning of the organization. They use tailor analysis and ratio analysis for forecasting personnel needs. Step 2 Estimation of job vacancies The number of job vacancies which will occur in the coming year estimated considering the following matters ? Promotions ? Demotions ? Separation due to Retirement, Re signation and/or Dismissal Creation of new position due to increased work load, i. e. Workload P = No. Of peopleStep 3 Taking stocks of the existing men skills Then a list is prepared of each employee which apprehends his/her name, educational qualification, experience in each trade/position, area of specialization, special award received, majuscule achievements etc. Step 4 Arriving at the net manpower requirements &038 initiating pass on activities The gross manpower requirements, assessed as per Step 2 compared with the availability of existing skills arrived at Step 3. The comparison leads to one of the following situations only vacancies may be fill up up by the redeployment of existing manpower.The redeployment can be through based on the skills identified in the Performance and capability appraisals of every employee. The options sooner management are Promotions, carry-over, Retraining, reallocation of work and Job Rotation. This will occur when it is found that the re is unnecessary manpower in certain departments/sections/branches and deficit of similar skills in other departments/sections/branches. The decisions taken by the HOD-HR and the concerned HOD and the final approval of the MD. Deficit manpower skills If in spite of redeployment of personnel, deficit of skills remain in the organization the action is recruitment.In case of surplus manpower, retrenchment action will be resorted to after approval from the MD. found on the above steps the HOD-HR prepares a detailed Manpower Plan for the coming year. A copy of the Manpower Plan forwarded to all the competent authority. It is the accountability of HOD to get approval from MD. After getting the approval it is the Manpower Plan for the coming year. Then it is the responsibility of the HOD-HR to institute necessary subsequent actions based on the Manpower Plan i. e. Promotions, Transfers, Retraining, Job Rotation, Recruitment etc. fter carrying out the above Manpower supply exercise if new positions need to be added, it need to get approval from the Board. 2. Recruitment and selection of employee Recruitment involves searching for and obtaining qualified job candidates in such numbers that the organization can select the most appropriate person to fill its job needs. In addition to filling job needs, the recruitment activity should be concerned with satisfying the needs of the job candidates. 1. Recruitment RCL have a standard recruitment procedure draw as follows picPersonnel requisition form contains detail the Job specification, Job responsibility and necessary qualification, experience, and skills required for the specific post. The HOD-HR come outs the PRFs to the departmental heads as the number of the positions to be filled in that department. The departmental heads return the PRFs to the HOD-HR after filled up the forms. Based on the specifications in the PRF, the HR department will start the recruitment process. The recruitment process done through the following medium Open Recruitment This involves recruitment through advertisements.The advertisement for required post will appear in major national and regional newspapers, business magazines or in different websites of job circulation. Deputation Some vacancies filled y recruiting employees on deputation. Receipt of resume The last date for notice of resumes/applications will specified in the advertisements. Once the applications are received, they can subterfuge out by the HOD-HR. then suitable candidates are sent interview letters by the HR department. The call for test/ interview sent only short listed candidates well in advance.The letter will inform the candidates date of test/ interview, venue of the test/ interview. HR department is responsible for making the test/ interview arrangement at the appointed date, time and place. This consist of an appropriate test and interview room, a waiting room, lunch and tea for candidates and selection direction members, arrangemen ts for the reimbursement of the fare to candidates and to interview panel experts. 2. Selection RCL follow the standard selection procedure for selection of personnel All the above steps are detailed below.Selection procedure for support staff such as Drivers, Office companions, etc. , For selection of support staff the following procedure shall be adopted ? The Drivers and Office Assistants may be selected from known and reliable sources after verifying the reliability of the applicant. ? The applicant must possess basic knowledge of office environment. ? The person selected shall be appointed on probation for a period of 12 months, which shall be reviewed and if needed can be further extended up to 12 months. ? The support staff shall be selected by Managing Director (MD) on the recommendation of board of directors. picThe persons who will constitute the selection committee depend upon the position for which the interview will be conducted. ? For MD A subcommittee of the Board of Directors. ? For GM &038 DGM MD and some other members of the Board of Directors. ? For HODs The selection committee consists of the ED, GM, DGM, HOD-HR, and some experts may also be called from outside the organization to assess the candidate. The members of the presidency body can also be part of the selection committee. ? For other posts The selection committee consists of the concerned HOD, and HOD-HR. The MD involves in recruitment of all employees.Final approval of all candidates lies with the MD. The MD and HOD-HR meet to form the selection committee. The HOD-HR informs the several(prenominal) HOD of their role on the committee. An appropriate date for the interview/test is fixed with the consent of all and the selection committee informed of the same. HOD-HR is responsible for coordinating with the selection committee members. Various tests like the Language test, Performance test, Aptitude test, Intelligence test and Personality test is conducted, if required, depend ing upon their relevance and applicability for different positions.The Human Resource Department designs the above tests in computer address with the respective HODs and gets it approved by the MD. After the test, (if administered), the short listed candidates are interviewed by respective the selection committee. irrespective of the position being filled, Interviews are conducted. Each members of the selection committee fill up one approved rating form for each of the candidates. The selection committee meets, at the earliest, after all the interviews are over, to decide on the final candidates to be selected.The points s upshotd in the tests and interviews tallied and the final decision for the selected candidate taken. The list is forwarded to the MD for approval. The MD returns the list to the head of the HR department to send the letter of offer. The letter of offer informs the candidate of his/ her selection. It contains details of the post, grade and dental plate of pay be ing offered to the candidate. It also contains any special scathe and conditions of appointment. The letter also contains the proposed day and date of link, intimation of the address of joining and how to get to the address.A copy of the letter send to the selected candidate duly gestural indicating that he/ she will join on the appointed date and time. If certain terms are unacceptable to him/ her, then he/ she may inform accordingly so that negotiations may be conducted, if required. The letter of Offer duly signed by the selected candidate (after all negotiations are over, if required) will constitute the Letter of Acceptance. The objective of the appointment procedure is to ensure that the employee completes all formalities before he is given the formal appointment letter. The procedure for appointment will consist of the following steps ? Joining reportThe likely employee has to report to the HOD-HR on the appointed date. The HOD-HR then takes the employee through the appoi ntment procedure. ? Check of Certificates The appointing authority checks the protections of the prospective employee. These include his/her academic and other certificates as well as late(prenominal) experience certificates. These are cross checked with the information mentioned by the candidate in the application form. ? Check of age of candidate The appointing authority also check the age of the candidate through his/her school leaving certificate and cross check it with the age mentioned in the application form. Medical tests The candidate will be asked to undergo a medical test consisting of line of descent test, chest X-ray, blood pressure, eye test. ? General check up The organization can either appoint a doctor on contract or it can approve a panel of doctors for the employees of the society. The prospective employee shall bring the above test reports with him/ her or the doctor can send them nowadays to the organization. ? References The prospective employee is asked to furnish names and address of lead references who have known him/ her for more than two years.The HR department sends reference sheets to them and gets their responses on the persons qualifications, abilities and other traits. ? Secrecy Bond The prospective employee also signs a bond of secrecy so that confidential information is not leaked out. ? Appointment Letter After all the above steps are established the HOD-HR issues a formal Appointment letter to the selected candidate, duly signed by the MD. ? Employee Personal File As soon as an employee joins the organization, a personal file is opened on his/ her name. This file is kept confidential and maintained and is under the care of the HR department.The personal file will contain the following Joining report Ratings of Test and/ or Interviews Photocopies of academic dexterity certificates Photocopies of past employment certificates A record of the date of birth or National ID card Medical test report at the time of appoi ntment as well as any subsequent tests done. If any Comments of referees Copy of the secrecy bond All correspondence before joining including copies of the letter of Offer, Letter of Acceptance, and appointment Letter Emergency contact number and address 3. InductionInduction is the process of familiarizing a newcomer to the organization with the job, surroundings and the organization itself. RCL use the following induction process for the new employee to familiarise the job and the organization to him/her The procedure of induction consists of the following steps ? druthers of new Employee The HR department plans an induction program in consultation with the departments concerned for the newly induced employees based on experience and grade. ? Introduction to the Organization The new employee meets the HOD-HR.He explains the new employee organizations mission, objectives, culture and organizational structure. The HOD-HR also ensures that he/she gets a booklet that contains i mportant rules/ terms of service and conditions of employment. ? Advice to various departments The HR department informs the relevant department heads of the appointment of new employee. This also includes the HOD-Finance and Accounts as well as the HOD of the concern department. ? Introduction to the employees of the organization This consist the three following groups of employees The MD and GM/DGM and their immediate staff The concerned HOD and immediate superior The other employees ? Induction Training The HOD informs the employee his/her induction training schedule. ? deal of identity operator Card and Visiting Cards A formal identity card with the employees name, number, photograph and signature issued. The HR department also arrange visiting card for the employee. ? Service book Proper record of different types of leaves, performance etc of employees of the RCL for sanctioning leave, leave encashment, annual increment and performance of individual employees maintained in the service book of the employee concerned. . Compensation management All the employees of RCL receive salary and allowances as per the rules framed by the presidency body of RCL. The pay and allowances paid to the employees on the 1st date of the month following the month during which the service is performed. If the 1st day is holiday then the payment made on the afternoon of the last working day of the month for which payment is due. ? Increment Increment normally accrues on commensurate of the completion of the calendar year. The increment is granted on satisfactory performance of the employee and the approval of the MD. Special pay Special pay may be granted for discharge of additional work, work of high quality or special nature. The grant of special pay requires the approval of the MD. ? Revision of salary structure The management of RCL conducts a salary structure revision once in a year. The responsibility of revising the salary structure for all grades lie within the man agement and the authority for approval lie with the Governing ashes. pic Non-financial benefits of RCL that provided to its employees are as follows discussed Pay for time not worked ? Weekly HolidaysFriday and Saturday are calendar weekly holidays unless otherwise specified. ? Leaves The organization provides leave to the employees to refresh themselves, celebrate festivals and have a vacation. The following types of leave are allowed Annual Leave one day for every 18 days worked (Annual leave is based on the number of days worked by the employee and not given for the days during which the employee was on leave without pay) Casual leave 10 days in a calendar year. Sick leave 14 days in a year (Medical Certificate needs to be produced if leave is taken for three or more days) Maternity leave National &038 Festival Holidays organization observes the same National holidays and holidays on account of festivals and other holidays. ? Other benefits Insurance RCL provide insurance benefits to its employees. TA/DA Dearness allowances Tour expenses positivity sharing 5. Performance appraisal &038 management Performance and potential appraisal for employees of RCL is done quarterly in a year. The individual appraisal is done in Appraisal forms. The HR head send as many forms as there are employees in each department and each branch, to the department heads and branch in charge.The department heads distribute the forms to all employees who would fill up the relevant columns along with their immediate supervisors within a weeks time. Then the departmental heads give their ratings and discuss the same with the respective employees and their immediate supervisors. After completing the forms sent to the HR department for completion. individual performance Appraisal will be done at two levels ? Initiating function This would lie with the immediate superior of the appraisee. ? evaluate Authority This would lie with the HODs /MD/Chairman as the case may be.The I nitiating authority and Accepting authority at different levels in SIFPSA will be as follows Performance Appraisal for the MD The initiating and accepting authority would lie with the Chairman of the Governing Body of RCL. Performance Appraisal for the GM The initiating authority would be the MD and the accepting authority would be the Chairman of the Governing Body of RCL. Performance Appraisal for Grade IX employees. GM shall be Initiating / Reviewing Authority and Managing Director shall be the Accepting Authority. Performance Appraisal for Grade I to VIII employees Initiating Authority shall be the Departmental Managers of the division concerned. Reviewing Authority shall be the GM and Accepting Authority shall be the Managing Director. Organization performance appraisal The MD, GM, and Heads of the departments will meet to discuss the performance of RCL as a whole. They will assess the achievements of the organization since the last appraisal, causes for delay/ non-achieveme nts, corrective measures, and the tasks for the organization cashbox the next appraisal. 6. Training and developmentTraining is the process of teaching new employees the basic skills they need to perform their jobs. On the other hand Management development means any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills. ? role During the Performance and Potential Appraisal, the training needs of individuals and departments will be identified. The HR head prepare a list of training needs and categorize them into Technical, Managerial, and Behavioral. He/ She will also circulate the days and dates of the various training programs to be organized in the next one year.The training programs should ideally begin after the recruitment process is over so that new employees can also be trained along with the regular employees of the organization. Kinds of Training The various trainings that will be imparted are as follo ws Training conducted by a society employee This type of training is essentially conducted by an experienced employee of RCL. It is conducted when some skills are to be transferred to another person within the society or to train new employees. Training conducted by outside agenciesThis training is conducted when new skills are to be imparted to the employees of the organization. The HR department identifies agencies and experts who can impart relevant training. The HR department also has to arrange the training conducted in the organization or outside it. ? Training Impact Assessment hence training and development programs play an important part in the legato and effective functioning of the organization. The impact of such programs on the functioning of the organization also assessed periodically. The responsibility of such assessment is of HOD-HR.The period of assessment is from one month to a year after the program has been conducted or on the spot assessment. Based on these assessments the organization decides to discontinue the particular program. It can also decide to change the trainer in order to improve the impact of such training. 6. rush planning &038 growth Career Planning is concerned with providing experiences that will enable employees to develop their full potential. Procedure RCL designs avenues for career planning and growth of the employees and its compensation package such as to commit and keep the best managerial talent.Career planning and growth of the organization, take place through the following steps pic Career Planning Performance and Potential Appraisal is an indication of the employees accomplishments and his/ her potential Training and its applications show how readily he/ she is able to adapt to new roles and responsibilities. The employee have to take opening in his/ her own career planning by setting targets for himself/ herself and fitly getting nominated for training in areas which he/ she needs to develop. Based on the above, management encourages career planning and growth for all the employees of RCL. Career Growth Career Growth depends upon the performance of the employee and the avenue open for him/ her in his/ her own or other departments due to exit of superiors. If the employee needs special skills to occupy those positions, appropriate training arranged for him/ her. The Appraisal committee decides the promotion of the employee and indicates future avenues of growth. Promotion also takes place through transfer of employees from one department to the other or from one location of operation to another. The management consults the employee on whether such a promotion is acceptable to him/ her or not. Promotions The HOD HR prepares the following letters at the end of the Appraisal Committee deliberations The above letters are approved by the MD and sent to the employee. 7. diametrical TYPICAL HR FUNCTIONS OBSERVED IN RCL RCL authority provides opportunity to the students from different institutions, to take part in their internship program. This type of programs continues for 2- 3 months. As RCL is a giant organization in the area of capital market, there is ample opportunity for the students who engaged there for internship, to gather lots of practical experiences, which will be fruitful for their career.Another most comprehensive responsibility for the HR department of RCL. The executives of HR department in RCL are responsible to develop the personal files of different employees. For that they have to always keep close contract with every employee to collect their profile and to update their personal history, which are kept into a different format prescribed by the RCL authority. Its a common responsibility for all the departmental heads of Royal Capital Limited to give daily briefing to their executives about the particular responsibility for the day.For example the commerce Manager of RCL It involves discussions- it means that is an act of communication and the general objective of counseling is to understand and/or decrease an employees emotional disorder. Counseling is voluminous in all aspects of the employer-employee relationship. 1. Analysis and gap between theory and practice After analyzing and comparing the literature with the functions and responsibilities of HR &038 Admin department of RCL it is found that RCL follows a well established HR policy to recruit and to guide its human resource.But there are some gap between the theory and practice which need addressed to make its human resources more competitive and achieve organizational goals. Chapter 5 Recommendations &038 Conclusions 5. 1Key policy recommendations Develop a strategic HR function ? Review the configuration and staffing of the HR function to transform it into a strategic HR function. ? Develop a service improvement plan that reflects customer feedback and builds on the work started at the HR away day. ? refocus the work of the HR team on the OD agenda and the elegant HR strategy and implement an associated development program for HR staff.Review and develop the HR strategy ? The HR strategy should capture the employer brand of RCL, and focus directly on achieving the vision and developing the required culture. ? Communications/ employee mesh and workforce development planning should be key strands. ? Review core values and develop the new vision into a practical strategy and change program that all staff can understand. Align Training and Development to OD ? Create a separate training and development department for the employees. ? Refocus corporate training and development to ensure that core training eflects and reinforces the OD agenda. Performance management ? Performance standards should be delimit in quantifiable and measureable terms which easily understood able to the employees of RCL. ? There should use the 360degree performance appraisal method to evaluate the performance of the employees. ? The employees should provide the feedback of performance appraisal so that they can improve their performance in future. 5. 2Conclusion Human resource management (HRM, HR) is the management of an organizations employees. An organization success is fully depending on proper personnel management.As a result, the organization can ensure the productivity by ensuring the proper human resource management. They provide better service facility to their employees, which in turn give the timely production and necessary activities effectively and efficiently without any hazard. It means the proper service facility and sound-working condition remains the whole organization. The stock market of Bangladesh as of today consists of stock exchanges such of Dhaka Stock Exchange (DSE) and Chittagong Stock Exchange (CSE) under Securities and Exchange Commission (SEC).In modern business world stock broker house plays a vital role for their client. This research report took an endeavor to identity the brokerage house human resource mana gement practice and performance that took place within last ten-spot with special emphasis on Royal Capital Ltd. Royal Capital Limited has a HR department with highly skilled professionals who are employed to achieve organizational goals. The successes of an organization fully depend on its human capital. So it needs to provide proper guidelines, training and regular developing with the changes in the business world to achieve the market share and rganizational goals. References 1. Organizations web site. 2. HR manuals of Royal Capital Limited. 3. Dessler G. (2004), Human Resource Management, 11th edition, Prentice Hall. 4. Management, Heinz Weigh rich, Harold Koontz 10th edition. 5. A b c d Thomas N. Garavan, Pat Costine, and Noreen Heraty (1995). Training and Development Concepts, Attitudes, and Issues. Training and Development in Ireland. Cengage Learning EMEA. pp. 1. ISBN 1872853927. 6. Derek Torrington, Laura Hall, and Stephen Taylor (2004). Human Resource Management. Pearson Education. pp. 363.ISBN 0273687131. 7. meshing site, Wikipedia, the free encyclopedia. 8. Storey, J. (1995). natural perspectives on human resource management. New York Rutledge. 9. Beatty, R. W Schneier, C. E (1997). New Human Resources roles to impact organizational performance From partners to players. In D. Ulrich, M. R Losey &038 G. Lake (Eds), Tomorrows HR Management 48 Thought leaders call for change, pp. 69-83. 10. Public Sector and Management Act (May 9, 2001), Advertising, Selection, Appointment, Transfer and Promotion, Employment Instruction Number-1,from http//www. ocpe. nt. gov. u/__data/assets/pdf_file/0008/9791/ei01. pdfpicpic picpic &8212&8212&8212&8212&8212&8212&8212 Junior administrator major(postnominal) Executive Senior Executive Senior Executive Senior Executive Executive Junior Executive Executive Junior Executive Executive Junior Executive Executive Activities of RCL ? Stock Broking ? Cash Account ? Margin Account ? Internet Trading Service (ITS) Real tim e trading facility in both DSE &038 CSE ? Xpress Settlement ? Any Branch Trading Facility ? Depository Service ? BO Account ? Demat Securities ? Pledge Functions of HRM ? HR planning. ? Recruitment, selection &038 placement Training &038 development ? Performance Appraisal ? Transfer ? Remuneration ? Social security &038 welfare of employees. ? Setting general and specific management policy ? Collective bargaining, contract negotiation and grievance handling. ? Staffing the organization. ? authority Analysis for job occupants. ? Job Rotation. ? eccentric Circle, Organization development and Quality of Working Life. ? Benefits Health care insurance Life insurance baulk insurance Retirement Voluntary accidental death and dismemberment insurance Leave Transfer Program Tuition Assistance Plan Training opportunities Junior Executive Executive Senior Executive Junior Executive Executive Senior Executive Junior Executive Executive Senior Executive GM Assistant Manager Assistant M anager Assistant Manager Assistant Manager Deputy Manager Deputy Manager Deputy Manager Deputy Manager Deputy Manager Deputy Manager Deputy Manager Chairman &038 Board of Directors Manager (HR) Manager (Compliance) Manager (C. C) Manager CDBL &038 Settlement) Manager (IT) Manager (Fin &038 Acc) Manager (Trade) Managing Director Assistant Manager Assistant Manager Assistant Manager

Health Reform Essay

The American Medical Association (AMA) has been a supporter of the cheap C are Act. This health recover has given coverage to over 30 million Americans (AMA). We continue to support the health reform righteousness as an important first step in covering the uninsured and transforming our health care brass, and we are working hard to make improvements in the law for patients and medical students, said Dr. Jeremy A. Lazarus, incoming hot seat of the AMA (AMA). Physicians have asked why the AMA has supported the health care reform shoot down so early is the process. Dr. James Rohack, the president of the AMA, has stated there are several sensible reasons for this strategy The superior bill contained a core set of high-priority provisions that our organization has gigantic supported Bill sponsors were not likely to maintain the $230+ billion investing in Medicare physician spending if we did not register support for the bill (hospitals, the home health sector, Medicare Advant age plans and pharmaceutical companies are all cladding cuts in the tens and hundreds of billions of dollars) and As early supporters, we are well positioned to help lick revisions to this bill, as well as the final legislation that will eventually be presented to the President.The AMA is working with Congress and Administrators to ensure the best outcome for patients and physicians. This reform has promised goals that the AMA is working on to make sure they are reachd. These goals are as stated by the House of Represantives,Extending coverage to the uninsuredMaking investments in the physician workforceProviding long-term relief from Medicares flawed physician payment formulaIncreasing the nations focus on preventive care and wellness initiativesSimplifying administrative burdens for patients and physicians Although working to ensure these goals are met, this organization also has three other goals they are working to achieve.These goals are1) Eliminate IPAB,2) Replace SGR, and 3) Enact MLR. (AMA). The AMA is fighting to eliminate cuts to physicians and providers. They want to achieve a new system of payment. With this new system physicians can be rewarded for the care they provide. (AMA). Goal three has the AMA fighting to fix the liability system for patients and physicians. (AMA).In time, the Affordable Care Act bill will be worked out to where it will run smoothly. During this process the AMA will ensure that the legislative process will continue to better health care for Americans.ReferencesRohack, J. (2009, July). AMA Comments On Health Care Reform Position. In Clinical & apply management. Retrieved February 10, 2013, from www.acep.org The Affordable Care Act An Important First Step. (2012). In Advocacy. Retrieved February 10,2013, from www.ama-assn.orgjapsen, b. (2012, June 14). The AMA, A Key Backer of Obamacare, Looks to Reboot. RetrievedFebruary 10, 2013, from www.forbes.com

Cultural Differences, Usa and Masai’s Essay

There were many cultural differences between the Masais and the U.S. The fundamental difference I notice was their simplicity. They count on that every overlarge celebration and every tragedy that people go thru in their lives should be celebrated or minimized by the bounty of cows. I think that the fundamental similarity between our cultures is the need to help those in need, compassion. When phratry 11th. happened the whole nation was shocked and hurt. Even those who didnt have family in the twin towers felt the need to help. The same happened with the Masai kinfolk, they didnt have the coin or the resources to help us with, but they had what they thought was the next trump out thing cows. The U.S government took 3 years to decide what to do with the afford received from the Masais.The Masais were already feeling disrespected and hurt about the inadequacy of interest on their gift. It is their culture to hand out cows as gifts and for them it is an amazing gift to receive a cow. Its what they know and it was passed round to them from their ancestors. It wont change and it is already established. I think the storage area of what other people try to do to help is one detail that interconnect the U.S to the Masais. After we received the cows from them we decided to use the gift to try to help them with education, and they were very grateful.Another fact could be the finis making. In the U.S the big decisions are made by the government, in the Masai tribe the decisions are made by the elders. It is like they have their own salmagundi of government. I dont think the intention of the author was to lay down fun of the Masais but in a certain government agency it makes them seem like a joke. When he writes about the Masai women dancing and celebrating the 5th. twelvemonth anniversary of the September 11, he says that not a way to memorialise sympathy but ok. Well it is their way to cope with tragedy and it susceptibility look disrespectful to us but it isnt. they were nothing but potpourri and sympathetic to what we were going thru. Their way of showing it might be unalike but it isnt wrong.

Academic Strategies

This is a five-part concession. You should set out already accessed the assignment in Canvas and completed the previous four steps 1 . check over the Academic Strategies video. 2. Practice annotating Plats Allegory of the Cave using the concepts taught In the video. 3. Watch the video public lecture on the Allegory of the Cave and exert taking notes during the lecture. 4. Take the practice quiz In Canvas to light upon how well you were able to anticipate the oppugns. The fifth and final part of the assignment Is to save and submit this file, along with a copy of your annotated allegory and lecture notes.Note there ar scanner is each of the 1 1 open-access calculator labs on campus. Assignment Assess how effective your notes and annotations were. Before scanning your notes and annotation, intelligibly identify by quiz number where relevant teaching is present. For warning, if question matchless was answered in your annotation marks, put a number one next to that part in y our annotation. Complete the two grids and questions below in the beginning saving and submitting in Canvas along with your two other scanned files. test Question Did you miss the question? Is the answer to the question In your schoolbook annotation or lecture notes?Text Annotation Lecture Notes equate each part of the allegory with the trump possible interpretation. Partly This selective information I found in my notes. I think I middling got conf routined ab give away how I had written it and how I interpreted it. ground on the lecture, which of the followers Is NOT lawful of Socrates? No Both Which of the following fictional works was given In lecture as an example of an allegory. No The prisoners chained at the base of the cave are want . Yes Again, I think I Just misinterpreted my notes and what I thought was the idea. What does the solarize revealside the cave represent?No Which of the following is not true in the Banking Model of Education? Yes I didnt read the no t true part of the question and instead answered what I thought was true. What is the significance of the bodily process of naming? open-handed Arts Education is the process of becoming a free person liberated from intellectual vices such as apathy, deficiency of curiosity, and ignorance. Using the metaphors and symbols of the cave, why does the university require students to engage in the process of Liberal Arts Education? No Both. Could have connected it better to the story.Even the best students often encounter challenges with their memorize skills throughout their college career. In fact, it is not droll for students who earned As in high school to seek out additional deal strategies once they experience the variety of coursework in college. distinguish a couple of challenges that you may expect to encounter with regard to your suffer study skills, and then discuss the resources usable and your action plan to cudgel those challenges. Challenges Resources Action Plan E xample Inability to fully concentrate and understand notes during a long lecture. US Academic Resource centre of attention online information and workshops, I. . Information about active listening during lectures. Read the information on the ARC website about listening during lectures. Practice habits of an effective listener listed on the website. Take a quick nap before class, put bring forward and laptop away, and practice concentrating during history class. Visit ARC workshop if that doesnt work. 1. I am confused I will be a procrastinator, and not work as hard as I should on my studying. I can go use the US Academic Resource Center and watch helpful videos. I can also offer to few of the videos that have been used on the US 1010 Canvas course.Start making study schedules. I subscribe to start doing my homework when it is handed out and insolent in my mind. I need to do homework when it is first available for me to do it. I can also profit calendars and plan out my weeks . 2. I will also struggle to keep up with the breathe of the class. I am a slow withdrawer, and I am worried I will fall behind. I can use the resources my professor gives me, like Supplemental groups and use the opportunity to study with my peers. I need to start deprivation to Supplemental Instruction Courses and make time to learn more when I am not aught up.I need to make sure I put in extra time to study and stay caught up. Did you use your annotation and notes spot taking the quiz? If so, would you have do as well if this was a closed-note quiz? I did use my notes and annotation, but I think I would have probably done Just as well as I did without them. What did you learn while doing this assignment? It is important to do well on note-taking and annotating. Even if you are not able to use those on a test or quiz, you retain more information by writing it down and going through the material repeatedly afterwards.

Gagne’s Nine Events

The surgical operation of reading is an on-going event that occurs in each layer of human reading. Human beings acquire a spacious deal of their individual(prenominal) qualities and characteristics through with(predicate) a variety of contrary scholarship methods. Through the spurt of educational psychologist Robert Gagne, a better disposition of pedagogy and didactics crumb be found. Gagne presented the idea that thither be polar types of learnedness and that distinguishable schoolingal methods be needed to accompany these development types in read to achieve the desired learning out get along with.In recognizing learning as a process composed of several phases, Gagne created the Nine Events of Instruction. Gagnes Nine Events of Instruction ar a series of shades to be followed during the instruction phase, a great deal tell to be necessary for learning to occur. The work Gagne produced is considered the primary research and ratifier to instructional desig n and training.Robert Gagnes Nine Events of Instruction can outstrip be described as an instructional design model employ to organize strategies indoors a lesson. The Nine Events of Instruction include absorb Attention, Inform the Learner of the Objectives, Stimulate Recall of Prior Learning, Present the excitant Materials, Provide Learner Guidance, Elicit Performance, Give Feedback, Assess Performance, and Enhance computer storage and Transfer. Gagne firmly believed that effective learning involved a series of events.The teacher begins by gaining the learners attention and from there he/she pull up stakes use a series of steps related to the development of learning expectations, introduction of stimuli, and draw back of related ideas to move concepts from the students short to long-term storage (Zhu &038 StAmant 2010). The events are completed successfully when the learner is able to apply what they pay off erudite to new situations outside of the classroom. This is ofte n seen within work dedicate training, where the employee applies what they feed learned in training to their job.The Nine Events of Instruction were created to work in conjunction with the cognitive stages associated with the adult learning process (2010). Prior to the development of the Nine Events of Instructions, Gagne performed an in-depth examination of learning and its conditions. The foundation for the events model can be found in his book, The Conditions of Learning. To better translate the Nine Events of Instruction it is alpha to examine the work documented in this book. Learning, according to Gagne, is a channel in human disposition r cap dexterity, which persists over a boundary of time, and which is not simply ascribable to processes of growth (Gagne, 1977, p. 3). Learning, in its most fundamental form, is a change in behavior. This change may be brought upon by a change in attitude, interest or value and is often due to an increased capability for near type of performance. To be sort out as change it must feature more than than momentary permanency it must be unfastened of being trained over some period of timeit must be distinguishable from the kind of fall out that is attri preciselyable to growth, such as a change in prime or the development of muscles through exercise (p. ). With a clear definition of learning, one can identify the looks in which learning is brought about. Gagnes work identifies four elements having to do with learning learner, stimulus situation, circumscribe of retention and response/performances. For learning to take place, there must be a learner. The learner is a human being whom possesses sense organs through which he/she receives stimulation. Learning will occur when stimulus situation and contents of memory (information previously learned and stored) affect the learner in a way that his/her performance changes.This change in performance ultimately indicates that learning has occurred. It is important to note, however, that it is necessary to show that there has been a change in performance, for the presence of the performance does not always result in learning (Gagne, 1977, p. 4). In understanding learning, to its very core, Gagne concluded that there are doubled levels of learning and that each level requires a different type of instruction in order to achieve the desired learning outcome. Learning takes place passim a persons lifetime.In all stages of development a person learns to interact with their surrounding environments. Education at a childly age allows individuals to learn basic knowledge and skills such as wording and symbol-usage. at a time these basic skills are acquired and education continues, batch are capable of learning more specialized knowledge and complex skills that will be useful in their areas of interest. Though learning becomes more specialized and cerebrate to the individual as they progress, Gagne determined a common ground among the galore(p ostnominal) instances of learning by identifying five major categories of capabilities that human beings learn.The five categories are as followed intellectual skills, verbal information, cognitive strategies, motor skills, and attitudes. Intellectual skills involves the interactions people often learn to engage in by using symbols. As their education becomes more advance, so does their symbol-usage. Verbal information is ultimately the ability to state information or ideas that have been previously learned and organized. hobby this learned capability is cognitive strategies, which describes the individual as managing his/her own learning, retention and thinking.Learning to execute movements through a series of motor acts, such as throwing a baseball refers to the learned capability of motor skills. Lastly, mental states are learned which influence the learners choice in own(prenominal) actions which has been categorized at attitude (Gagne, 1977, p. 27 &038 28). Each of these cat egories require different internal and external conditions. Meaning, learning distinctions are partly internal, in which they come from the memory of an individuals previous learning. They are also external, which may be arranged as an aspect of instruction (p. 48).For example, for cognitive strategies to be learned, there must be a chance to practice growing new solutions to problems to learn attitudes, the learner must be exposed to a credible role model or persuasive arguments (Culatta, 2013). In identifying the categories of learned capabilities, Gagne was able apply this information to the planning of instruction. It is important to understand the several(a) ways in which people learn prior to planning instruction. In understanding what learning is and how learning is engaged will provide the instructor the necessary information he/she needs to address all levels of learning.This is where Gagnes Nine Events come into play. Each step within this model creates hazard for the instructor to incorporate various learning methods that cover all learning types. Gagne understood that having knowledge of the learning process as well as the analysis of human tasks would be requisite to designing instruction. Understanding learning and the ways in which people learn is crucial when designing an instruction plan because the instructor must know the various ways in which people learn.It is recognized that there is information far beyond what has been mentioned in this paper that accompanies the development of the Nine Events of Instruction. However, this paper serves to identify the underlying meat of learning and how knowing what learning is, in all aspects, is important to understanding the Nine Events of Instruction. Though Gagnes Nine Events have been specifically designed for creating instructional programs, its functions can easily be used elsewhere. As a graduate student in the Communications program I am exploring all areas of communication and hope to on e day work within the common traffic field.During my examination of Gagnes Nine Events it was easy for me to splice his series of events for instruction to those conducted in Public dealings. While they differ in many aspects, it seemed that a variety of steps within the events of instruction could be used when developing and conducting a Public Relations campaign. Which brings me to why I chose to focus on this particular topic from our formal training discussions. non only have we utilized Gagnes Nine Events, on more than one account, but I have also found great interest in its functions and similarities to what I hope to be doing in the future.Designing a Public Relations campaign for a guest or an brass section involves a series of steps, which are general in nature but become more specific depending on the organization or client in which you are working with. Public Relations practitioners, from the start, need to understand their client in their entirety. This involves e xtensive research on the client, ranging from financials to previous campaigns and employee information. I would link this stage to the Stimulate Recall of Prior Learning step in Gagnes Nine Events because it involves getting the client to recall information on their business or organization.Ultimately, they are recalling what they do and what they have do in order to determine what needs to be done, which ties into the objective. Public Relations practitioners also need to become well aware of who their clients audience is. Once they have determined this they need to come up with a way in which they will gain the audiences attention, just as Gagne proposes in his Nine Events. This is often done through the use of celebrities or community leaders. Assessing performance, too, can be linked to that of what a Public Relations practitioner does.Though they are not testing a person on what has been learned, they are gathering results on what they have done which assesses their performan ce end-to-end the campaign and tells them whether or not the campaign was successful. To determine success, results are measured, quantitatively or qualitatively, and compared to the objectives. Lastly, the Enhance Retention and Transfer step in Gagnes Nine Events can be compared to Public Relations in that they two serve to inform the individual about how the information given to them will affect them and why t is necessary to know the information. The work Robert Gagne produced throughout his lifetime has been heavily used in instructional design and training. trump known for his book, The Conditions of Learning, Gagne provided an in-depth examination of learning in all aspects of its meaning. This book served as a foundation for the creation of the Nine Events of Instruction which attends to the idea that there are many different learning levels, all of which require different instructional methods.In identifying the categories of learning, Gagne was able to produce an instruc tional model that allows instructors to engage in a variety of techniques to meet the needs of all learners. Though Gagnes Nine Events of Instruction were created for instructional design and training purposes, I have found many similarities between his approach and the work a Public Relations practitioner produces. In recognizing these similarities I was interested in learning how the Nine Events of Instruction came to be. Knowing what learning is, in all aspects, is essential to creating an instruction plan.References Gagne, Robert, M. (1977). The Conditions of Learning (3rd ed. ). New York, NY Holt, Rinehart and Winston Inc. Zhu, P. , &038 StAmant, K. (2010). An applicaton of Robert Gagnes nine events of instruction to the teaching of website localization. Journal of Technical Writing and Communication. Retrieved from, http//ezproxy. ithaca. edu2048/login? url=http//search. proquest. com/docview/633019743? accountid=11644 Culatta, Richard. (2013). Conditions of Learning (Robert G agne). Instructional Design. Retrieved from, http//www. instructionaldesign. org/theories/conditions-learning. hypertext mark-up language

Emile Durkheim Essay

Emile Durkheim was a cut sociologist who is considered to be the founding father of sociology. His contri furtherions were in sociology, Anthropology and religions studies. He published and lectured sociological studies in topics equivalent nurture, crime, religion, felo-de-se and fragment of intentness. Durkheim was born in Pascoag responsibleness of Lorraine, formerly in Germany but presently in France, in 1859, April 15. His family limit was of rabbi but he rebelled against this title while still a kid. much(prenominal) of his work was to show that religions bases were from affable issues and not a divine issue.though he rebelled against his family rabbi tradition, his relationship to the family and the Jewish comm union was still intact. Most of his collaborators and students were wasted from the Jewish community and was even confirmed under the Jewish traditions at the age of thirteen. He followed the regular governing body in the secular aim and at the same time st udied Hebrew, Talmud and Old Testament. He at one time acquired much or less numinous skills in Catholicism from his female teacher who was a catholic herself. However, soon after, he developed some doubts in religion and withdrew his involvement in it.In the college dEpinal, he was a precocious scholar and this earned him some prizes and honors. This motivated him towards his inspiration and transferred to Lycee Louis-le-Grand, a cut high school in Paris. subsequently in 1879, he joined Ecole Normale Superieure a readiness institution for French scholars. In the ground, he met some major scholars marking French skilful life. These were Henri Bergsona a vitalism philosopher, Jean Jaures a sociable leader, Rauh, Golot and Blondel on the whole philophers and Peirre Ja earn a psychologist.His rice beer is a scientific view to participation earned him some confrontation towards Ecole Normale academic system. It contained no genial science which was Durkheim interest. Inste ad, humanistic studies dominated the academic system. He rebelled against a course that privileged reading of Latin prose and classical verse and tangle recent scientific discoveries and philosophical doctrines should hand over been the privileged. He was for a solid and structured learning rather than elegant dabbling system which was even rewarded. In 1882 he finished 2nd last in his graduation class.Despite his rebel nature, he had some good friends resembling Jean Jaures a mixerist leader. He was k at a timen to be intelligent, dedicated, a good example and scientific instructor. (Caser 143) After spending a yr in Germany directing sociology, he returned to Bordeaux where a teachers training school had just been started. There, he taught social sciences and pedagogy. He was credited for introducing social sciences in the French curriculum. However, his argument that social science could easily develop morality and religion was criticized. Thereafter in 1890s, it became Durkheims period of his epochal contribution.In 1893, he published his doctoral dissertation The Division of labor in Society, which was a study of how social order was well-kept in differing societies. 1895 published Rules of the sociological method manifesting on sociology definition and how it is supposed to be done. One the same year, 1895, he founded Department of Sociology at the University of Bordeaux. In 1898 he published his increasing students and collaborators works in LAnnes Sociologuque a ledger he had founded. In 1897, he published Suicide a study providing examples of what the sociological monograph might look.He used quantitative methods in criminology to look for the different crime rank among Protestants and Catholics. He found the strong social control among catholic trim suicide rates. In 1902, Durkheim was the permanent control of education and sociology. In the same year 1912, he published his major work The elementary forms of Religious life During the world war which was characterized by propaganda, Durkheim dropped his position on politics which was patriotic rather than internationalistism. His former students had died in the war including his own son. This caused Durkheim mental blows.He had lost his son and his keen-witted secular life had been affected by the war. In 1917, he suffered a stroke from emotional strains and exhaustion, recover months later(prenominal) and resumed to work but later on the same year died. Emile Durkheim was laid to rest in Paris. (Emile Durkheim) His theories and ideas chiefly focused social structural assertions of human social tribulations. He covered the social facts, theatrical role of labor, education, crime, punishment law and suicide. In social facts, Durkheim felt that the society is much more than what it meant. He incorporated issue like ethnic and religion background.His priority was not on what forges individuals behaviors or acts but in social facts. His argument about social f acts is that its existence is more objective and greater than individuals actions and who makes a society. He argued that except if people in a society were oriented to a universal typeic representation sets, to a common assumption about the environment, could moral unity prevail. Without them any society irrespective of its novelity or blunt nature would degenerate and decay. (Coser 144) In religion, his views atomic number 18 that it is a pervasive look in social structure.It is more human oriented aimed at fall in communities. He looks at it effect on an individual and the way they be cast off, how it screw divide a community and its role in the society. Durkheim defines religion as a cultural system of commonly shared beliefs and rituals that provides a gumption of ultimate meaning and purpose by creating an idea of reality base on super natural powers (Giddens 534) In division of labor, he argues that contempt it aim for material and intellectual development in the s ociety it has a moral factor more chief(prenominal) in that it enhances social unity among people.He argues that people have something in common. This is what binds them together along traditionalistic lines for they are more or less the same. The highly complex division of labor in new(a) communities was influenced by organic solidarity. Specialization and social roles tie individuals to one another. He argues law is a major symbol in the social unity. Punishments acts in it are meant to sustain the unity. Law is not meant to punish but restrain the existing unity. Durkheim called the breaking of social norms allege of anomic. (Calhoun 47) He tried to argue suicide by comparing its rates among the Protestants and Catholics.There was less suicide cases in catholic than in protestant. match to him this was as a result of catholic strict norms. His work has influence control theory of sociology. His view on punishment is that it is important in the society setting. He argues soci al solidarity can only be retained with punishment. To avoid law breakers who in turn jeopardize the social unity in a society, punishments act as a threat. However, he calls for a relevant punishment amount claiming it threatens immorality. On crime, he feels it is useful as it leads to reform.It is a response to a pressing social tension and and so flushes out the pressing issue off the society. (Parsons 32) As a teacher, he had interest in education. He felt it is an important entity in the social structure as it strengthens social cohesion, maintains social roles and maintains division of labor. Emile Durkheim has over the years influenced sociology scholar. In most cases, they have based their studies in his arguments. In most education curriculum, his sociology initiative has been incorporated. His arguments in almost all the areas in social structure have influenced the modern society.Major education institutes offers courses on sociology all over the world. The study of criminology has based its findings in Emiles ideas. His sociological theories and ideas have been used to explain the causes of crimes in a society. constitution and law makers have used Durkheims ideas in making the law. Courts besides in their making of judgments they have based it on his ideas. For example cases of suicide and crimes. His findings have been very significant in trying to understand terrorist act and terrorist act acts. In the modern society, this has been a major threat to the international unity. worship has been known to be the root cause of such terrorism acts. The 9/11 us terrorism act was by Moslem extremists. The social control in Islamic does not restrict this and therefore it may not look more of a crime to them. Religion has influenced the society greatly, from politics, rituals and practices. On the religion set social norms, members have behaved and acted gibe to them. Civil wars in most of the word nations are as a result of social norms conflict among different societies. Most of the crimes against humanities have been important in that it has influenced reforms as per Durkheim ideas.Many societies have learnt from past experiences and have significantly reformed to be stronger and united. However, some societies have released social tensions through criminal activities like wars and the end result have been improved unity. This justifies Durkheims idea on crime that it is important in reformation. The United kingdom body is significant in the worlds unity. The social norms depict in its organization have a great influence in controlling the worlds societies in their actions. Exploitation is now reduced and independence has prevailed. On the other hand, the larger community i.e. the world is now much more united. Division of labor which is an evident entity in the modern society is more than just sharing responsibilities and roles. It is very significant in social unity. The coming together of specialists from different background has enhanced fundamental interaction and understanding among a larger population.In the labor firms, acts that govern a company have been made by their respective policy makers and are significant in the social unity and in role sharing. Durkeims scientific views on the society, his contributions and influences are very visible in the modern society.Therefore, he deserves acknowledgment as the founding father of sociology.Work citedCoser, . Emile Durkheim the psyche sociology at hewett 1977. Retrieved on Friday, October 17, 2008 from http//www. hewett. norfolk. sch. uk/curric/soc/durkheim/durkper. htm Emile Durkheim Site Emile Durkheim biography mosaic Retrieved on Friday, October 17, 2008 from http//www. emiledurkheim. net/ Giddens, A& Griffiths, S . Religion in the modern society Polity, 2006. 138- 148 Parsons, T. et al . Theories of Society, New York Free Press, 2006, 33-48 Calhoun, et al Classical Sociological possibleness . Blackwell Publishing, 2007. 45-66

Choice of Major

Timon Igeria UNDERACHIEVEMENT IN THE UNIVERSITY IS AS A RESULT OF STUDENTS BASING THEIR prime(a) OF PROGRAM ON PRESTIGE. Introduction in that measure is, perhaps, no college decision that is more thought-provoking, goats rue wrenching and rest-of-your life orientedor disorientedthan the filling of a study. (St. John, 2000, p. 22) The tinge of a wrong or skilful choice transc finiss beyond the learning atonement beca utilization it is correlated with seam stability and business sector satisfaction.One would expect a prentice to take a university program get dressede extensive interrogation, cognitive decision do and affiancement of heuristics (pike 200) except unfortunately anecdotic evidence has showed this is non the exercise. Most schoolchilds employ tactics of indecision as contrasted to cognitive decision making and galore(postnominal) times end up in the wrong program (Beggs ,Banthon, Taylor 2008). It is not move then that Roese and Summerville (2005) cite meta-analytical evidence that the or so frequently identified life affliction for Ameri washbasins involve their educational choices.The problem is not only confined to America but also to Kenya and the rest of the world. Pressure to study a particular program in university may be intrinsic or extrinsic . One of the intimately prominent reasons why university scholars chose the wrong program is because of honoredness which manifests itself in multifarious ways. Prestige is the respect and admiration that something or somebody has because of the amicable status or that which is admired and well-thought-of because it looks expensive and important. Which role does prestigiousness crook in the option of wrong university major?How does this lead to underachievement? Effect of prestigiousness on the choice of college program Before classifying most of the choices made by savants on their university programs as wrong, it is only fair that we sack up on which parameters we are using to do so. The distinction between a objurgate and wrong program can be explained using Hollands theory (Holland, 1985). Hollands theory links psychological factor outs ( educatee individualalities) with sociological factors (characteristics) of academic discip cable television services to make water a mildew of personal-environmental fit.According to Hollands theory, individuals can be classified by disposition types which can be paralleled to model environments (which in our case are the academic programs) . For example, a realist -a person who prefers activities involving manipulating machines- is vanquish suited for a existent environment equivalent engineering science. Another theatrical role of Hollands theory shows that when there is unanimity between a persons traits and the environment, he/she is likely to flourish. From the information in a higher place we can infer that scholars whose personality types dont match with their programs are in the wr ong programs.How does prestigiousness contribute to this? accessible prestige Social prestige plays a profound role in the selection of university major. Top performers in the Kenya Certificate of unoriginal commandment (K. C. S. E) are faced with a conundrum while making decisions on which program to study for in the university. A student who performs well in the K. C. S. E may be swayed to chose a scholarship related program despite his/her tasty personality type. Artistic moves like arts, English, music, gambol and theater (Smart, Feldman and Ethington, 2000) are ranked miserable by the society.enquiry indicates that most of the crystallize performing students in the Kenya Certificate of subsidiary school education end up in science related study . Does this mean that none of the students has an artistic, enterprising, social or conventional personality type? galore(postnominal) of the disillusioned students end up ever-changing their university majors later lackin g interest. In one passage fare create by Equity Bank, a student revealed how she chose to pursue medicine because of social prestige (she had emerged as the second student across the nation in K.C. S. E) but ended up leaving the program for Business confabulation after one year because that was where her passionateness was. Family prestige A research by Jeri Mullins Beggs, John H. Bantham, Steven Taylor (2008) on the factors affecting choice of college major showed that very few students use career planning tools and information research when choosing a program. Where do students get career information to choose programs from? Many students trust on personal sources which are disadvantage by prestige for information oddly parents.In addition, a significant modus operandi of parents would want their children to pursue prestigious programs which they treasured to pursue but did not suck up the chance to do so . Parents, foreign students, often view education as an investm ent in which they expect capacious returns ( Nabeel, Conaty and To 1989, p. 252). To them, when their child performs well in K. CSE, he/she should undertake a prestigious major like medicine, engineering and law. This will enable them to have successful careers and return the investments that were made.In the same breath, the parents will be exalted about the courses selected because society reveres the family. Most students who marry their parents choice end up universe dissatisfied with their programs and some even check and join other programs(often of a lesser societal rank). Career and institutional prestige Career prestige is another factor that affects the students career choice. The choice of a college major plays a critical role in determining the expected rising net income of the college students. (Arcidiano, Hotz, Kang 2011). Many students choose a career based on the future earning streams associated with it. reputable careers like medicine, engineering, law, actu arial science and monetary engineering are associated with higher future income streams hence more preferred. A student might choose a prestigious career which is not in line with his/her abilities because it has a higher potential for financial success. Job security and job stability are also critical factors in the choice of the college program. The following was the response by a student in run into to her major choice, In choosing a major, I considered how marketable the head would be, and what city or area I wanted to be in.I wanted a degree that I could go most anywhere and find a job (College bookman Journal, 2008). In Kenya, a significant summate of the top students choose Medicine because it has been associated with job security and stability over engineering which is mostly contractual. The problem is worse in South Korea where the university chosen is predicted as the highest determiner of the income that one is going to receive (Changui Khan, 2004). In Kenya some students compromise programs which fit their personality types just because they dont like the university or campus. savants would want to be associated with the best ranked universities. Most students who pursue majors because of career financial security end up disappointed there is no match with their personalities. Conclusion Kenya needs the reform scholars to develop it as it endeavors to achieve its muckle 2030 goals. Scholars who are not only academically apt, but can also create pragmatic solutions and innovations able to progress the country. The institutionalise of basing the choice of university program on prestige is apocryphal and should be discouraged . disciples should choose programs based on their interest after intensive research and outsourcing. References 1. British educational Research Journal published by Taylor& Francis Limited, Vol 33, No2 Apr 2007 2. Reasearch in Higher Education Vol 47, No7 (Nov, 2006) pp801-822 published by springs. 3. College Studen t Journal, June 2008,Distinguishing the Factors Influencing College Student Choice of Major Jeri Mullins Beggs, John H Banthon, Steven Taylor (www. findarticles. com) 4. Tapscott, D. (1998). Growing up digital The organise of the net generation. New York McGraw-Hill. 5. Roese, N. J. , & Summerville, A. 2005). What we grief most and why. Personality and Social psychology Bulletin, 31 (9, September), 1273-85. 6. Smart, J. C, and Feldman, K. A. (1998). Accentuation effects of mixed academic departments An application and exploration of Hollands theory. Research in Higher Education 39 385-418. 7. Howard, J. A. (2005). Why should we care about student expectations? In Miller, T. E. , Bender, B. E. , and Schuh, J. H. Associates (eds. ), Promoting Reasonable Expectations Aligning Student and Institutional Views of the College Experience Jossey-Bass, San Francisco, pp. 10-33.