Aplastic Anemia Essays - Transplantation Medicine, Stem Cells

Aplastic Anemia Essays - Transplantation Medicine, Stem Cells Aplastic Anemia Aplastic sickliness is a malady of the bone marrow? the organ that delivers the body's platelets. Around 2,000 individuals in the U.S. are determined every year to have aplastic weakness. The side effects of aplastic frailty are exhaustion, wounding, contaminations, and shortcoming. In spite of the fact that these indications are a lot of like those related with leukemia, aplastic pallor isn't a type of malignant growth. In patients with aplastic sickliness the bone marrow quits creating, or delivers too scarcely any red platelets, white blood cells, and platelets. Without adequate red platelets, oxygen can't arrive at organs and tissues all through the body. A lessening in the quantity of white platelets makes the body's capacity battle contamination just as it should. Platelets are expected to help blood clump (Bone). In spite of the fact that the specific reason for aplastic weakness isn't known, most proof focuses to a mix of elements. The first factor is harmed undeveloped cells. These are the crude cells in the bone marrow that produce platelets. Another factor is harm deep down marrow condition in which platelets create (Aplastic). Different variables incorporate irregularities in the proteins that manage platelet creation and a failing safe framework that meddles with the typical platelet creation (Bone). Certain natural variables have been related with the improvement of aplastic iron deficiency. Chemotherapy drugs for example, busulfan or anti-toxins, for example, chloraphenicol can cause transitory or delayed aplastic iron deficiency. Synthetic substances for example, benzene and pesticides, diseases, for example, viral hepatitis and mononucleosis, immune system issue and ionizing radiation likewise have been connected to the improvement of aplastic paleness. Despite the fact that introduction to these operators builds the danger of creating aplastic weakness, it is demonstrated that they are not the sole reason for aplastic iron deficiency (Aplastic). Aplastic sickliness was once viewed as serious. Today, in excess of 50% of patients determined to have aplastic pallor can be relieved. For patients younger than fifty and those more than fifty that are healthy, the treatment of decision is a bone marrow transplant (National). Be that as it may, the greater part of the patients that are analyzed are ineligible enemy a bone marrow transplant on account old enough or the absence of an appropriate bone marrow contributor. For these patients, the favored treatment is immunosuppressive treatment comprising of infusions of antithymocyte globulin (ATG), with or without oral closporine. ATG treatment helps the creation of red platelets, platelets, and platelets in thirty to fifty percent of patients. Sometimes, platelet creation comes back to ordinary, while in others it comes back to a level that permits the patient to have a typical way of life (Aplastic). Roughly ten to fifteen percent of patients who at first react to ATG treatment have the infection backslide during the initial a year following treatment. Another round of ATG treatment might be managed in an exertion to take platelet creation back to an adequate level. A few patients who react to ATG treatment in the end build up another bone marrow issue, for example, myelogenous disorder or intense nonmyelogenous leukemia. These disarranges might be incidentally treatable, yet are only here and there reparable. In general, somewhere in the range of thirty and 40% of patients rewarded with ATG treatment become long haul survivors and most of these drawn out survivors seem, by all accounts, to be relieved (Aplastic). Patients who have a relative with coordinating bone marrow have a seventy to 90% possibility of being restored following a bone marrow transplant. Patients transplanted with marrow from a related benefactor whose marrow type almost coordinates the patient's have a 50% possibility of being restored. On the off chance that marrow from a coordinated random giver is utilized, the probability of a fix is twenty to thirty percent (Bone). Doctors decide if a contributor's marrow type coordinates the patient's by analyzing hereditary markers on the surface of white platelets called HLA antigens. These are the antigens that help the body distinguish attacking living beings, and trigger a safe framework assault on any substances that don't have a place in that specific individual's body, for example, infections and microscopic organisms (Severe). On the off chance that the patient's and benefactor's HLA antigens don't coordinate, the patient's body will see the giver's bone marrow as remote material to be obliterated. This condition is called join dismissal and results in a bombed bone marrow transplant.

The Leadership Attributes and Skills-Free-Samples-Myassignmenthelp

Question: Recognize a Current Issue in your working environment you accept require change. Recognize and examine the administration traits and abilities you will attract upon to reflect change. Answer: Presentation Authority is critical to direct individuals and to guarantee that the representatives in an association are spurred to proceed with work in a moral an effective way. In the expressions of Bolman and Deal (2017), without appropriate administration associations can't control the representatives in a productive way and illuminate issues that may make block the day by day work. The article centers around the requirement for administration in nursing and the issues that may happen in a specific association. The association in center is the Calvary Hospital in Canberra. Ongoing reports have guaranteed that there has been an issue in the medical clinic, which have prompted the burglary of certain archives that manage the order of medications. This specific issue has achieved extraordinary worry in the security of the emergency clinic and has brought into question the dependability and reliability of the representatives. The article covers the initiative that is required in the medical clini c to relieve this present issue and the way in which individuals can be spurred to be faithful to the work that is finished by them. All things considered, the proposal explanation of the article incorporates initiative aides in controlling representatives as well as help to create future pioneers in the association. Body Calvary Hospital is an open emergency clinic that is situated in Canberra, Australia. It serves in the northern rural areas of Canberra and is named an optional office. The emergency clinic was built up in 1979 and is an instructing medical clinic that is associated with the Australian Catholic University, Australian National University and the University of Canberra. It has been seen that the emergency clinic imparts its space to Hyson Green Mental Health Clinic and work together in numerous offices with an open medical clinic. The emergency clinic has 250 beds and in 2007-08, the medical clinic was engaged with leading a Refugee Monitoring Program. One of the significant differentiations held by the emergency clinic is that it was perhaps the most punctual organization to have created techniques for restoring sentinel lymph hub biopsy (Calvarycare.org.au, 2018). The significant issue that had been looked by the organization is the reality of the burglary of inside reports. The reports contained insights concerning certain medications order that could be utilized for restoring patients in the emergency clinic. The examination has indicated that the detail of the medication request comprised of two distinct wards inside the emergency clinic between December 2 and 3. These have been recorded beforehand at the emergency clinics as the names and marks of the medical attendants and drug specialists showed that it was done because of the loss of the interior staffs have prove it. The director of the clinic didn't consider this as a huge occasion and precluded it expressing that such an occasion is a one-time event and that it won't happen again later on. Nonetheless, the supervisors need to screen the work done at the medical clinic and guarantee that such issues don't happen again later on (Calvarycare.org.au, 2018). In such manner, the administration of the workers assumes a significant job to guarantee that the representatives stay steadfast and play out their undertaking in a productive way. As indicated by Goleman (2017), initiative can help in building certainty among representatives and give them a chance to improve their exhibition for the group and the association. Powerful pioneers go about as a guide for the representative and edify them with the nuts and bolts that are required for accomplishment in an association. It is the obligation of each individual going about as a pioneer to know and comprehend the representatives and guarantee that the necessities and prerequisites of the workers are satisfied. In the expressions of Ward (2016), authority is essential to guarantee that the work gave to the representatives is done in a productive and that negative outcomes that may hurt an association are settled. On account of Calvary Hospital, the issue that the medical clinic has confronted r equire appropriate observing of the workers and the administration of important reports. Like each association, the medical clinics additionally have various divisions that require initiative direction and viable administration capacity. Such direction and obligations of the chiefs and pioneers help in keeping the division together and guarantee that the office finishes the assignments and objectives according to the standard of the association (Antonakis Day, 2017). A portion of the offices incorporate record keeping office, account division, the executives office, nursing office, etc. On account of the issue featured for Calvary Hospital, the record keeping office and the nursing office can be considered capable. This is primarily in light of the fact that it has been prove that the names and mark of the medical caretaker that have recommended the report were referenced. Close by this, the records division expected to guarantee that the reports were kept in a protected way (Goleman, 2017). Henceforth, legitimate influential positions in these divisions should be center ed around with the goal that such missteps are not rehashed later on. Consequently, different authority styles can be followed that with the goal that the representatives of an association can be guided (Heifetz Linsky, 2017). The initiative styles have extraordinary attributes and dependent on the strategy by which the qualities are included, the representatives are affected. A portion of the regular administration styles that exist in an association can be expressed beneath. Dictatorial authority style: According to Fairhurst and Connaughton (2014), totalitarian administration style is fixated on the choices made by the pioneers. The representatives don't get a chance to give their plans to pioneers and show their ability for imagination. The choices taken by the administrators are conclusive and workers need to keep the principles and guidelines that exist in the associations. This sort of initiative style acts a method of giving de-inspiration to the workers. Renz Herman (2016) expressed that representatives don't feel persuaded and esteemed in the association and in this way, may submit themselves from stopping the association. Law based initiative style: representatives consider the law based authority style as the best type of administration. This is principally a result of the way that the pioneers rehearsing this style take great consideration of the workers (DuBrin, 2015). Each move of the workers is empowered and inventive thoughts of the representatives are engaged as long as it is accounted for first to the pioneers. The dynamic capacity of the representatives is more in this sort of administration and the commitments made by the workers structure the focal point of the authority style. Another significant angle that is given by the use of this specific style is the way that notwithstanding centring on the choices of the representatives, the pioneers hold last obligation. Simultaneously as seen by Johnston and Marshall (2016) the correspondence between the representatives and the pioneers are dynamic and stream in the two different ways. This likewise gives an inspirational factor to the representat ives as they can impart their considerations whenever to the pioneers. Free enterprise administration style: As expressed by Tourish (2014), the closeness between the vote based style and the free enterprise style is that both the types of initiative give position to the workers. Notwithstanding, the greatest contrast is that not normal for the law based style, pioneers getting this sort of style give full opportunity to the worker to proceed with work in their own way. No direction is given by the pioneers and representatives keep on working in the way they appear to be best for the improvement of the association. In any case, as expressed by Komives (2016) this sort of initiative has been considered as the least powerful and least inspirational for the representatives working in an association. This is for the most part on the grounds that the representatives are denied of a guide and simultaneously act in a way that may obstruct the nature of work of an association. Subsequently, the utilization of this initiative style is least utilized in associati ons because of a paranoid fear of low quality and absence of administration material. Transformational authority style: The transformational administration style helps in starting changes in an association. As indicated by Daft (2014), changes in an association are required for building up the association as far as its assets and hardware that are utilized in the association. The utilization of the transformational administration encourages in rousing representatives to proceed with the first planned work. The transformational authority style can help in achieving changes in the workforce and rouse the representatives to acknowledge the progressions that happen in the association. The pioneers set up testing errands so the workers can give successful and great execution in the association. It has been demonstrated that transformational authority style will in general have submitted and steadfast adherents in the association. The workers stay happy with the open doors gave to them and they show their unwaveringness by improving the exhibition and offering help to the p ioneers (Johnson, 2017). Value-based initiative style: This sort of administration is associated with a relationship of trade between the workers and the pioneers. The pioneers for the successful execution that has been shown reward the representatives or colleagues. This is a fundamental type of initiative as it centers around the trading of dedication and productivity of the workers with the prizes that are given to them. Sanders (2017) are of the sentiment that concentrating on desires and making an understood proclamation about the destinations of the representatives are aptitudes of pioneers. The desires from the workers are set in a way with the goal that every representative can be fit for acquiring the prizes that are accommodated the acceptable assistance. The pioneers manage the workers and set individual tar

Blog Archive July 15 Essay Writing Seminar (Chicago)

Blog Archive July 15 Essay Writing Seminar (Chicago) How can you write essays that grab the attention of MBA admissions committees? mbaMission Senior Consultant,  Angela Guido,  will use this simple but often perplexing question as the starting point for a  seminar for prospective business school applicants. Attendees will walk through a series of examples,  challenging their understanding of the  essays themselves.   The goal of this seminar is to help you uncover your stories, craft compelling opening statements, develop meaningful goal statements, connect your goals to your target school’s resources and more. There will be a QA session after the presentation and Angela  will remain online to discuss your personal inquiries. Join us for this valuable event that will be essential to your B-School planning! All attendees of this exclusive event will receive:$100 off any 9-session ManhattanGMAT course Free access to a ManhattanGMAT computer adaptive practice exam Free half hour consultation with an mbaMission consultant Sign up today! Share ThisTweet mbaMission Events

Juveniles in the Adult Justice System - 3336 Words

Topic: Juveniles do not belong in the Adult Justice System. Authorities who waive Juveniles into the Adult Justice System are making a devastating impact on their futures Abstract This paper is about the most controversial subject in the penal system today, i.e. should juveniles be treated as adults and be tried in the adult justice system and the negative impact on their lives. This becomes relevant after the judgment in Roper Vs Simmons (1995) which states that there is a doubt as to when the adolescent becomes an adult. The paper further analyses whether juveniles are different from adults and the conclusion arrived at is that the adult world is different from the world of minors and hence there must be total differentiation between the justice systems for juveniles and adults. A) Introduction This paper is an attempt to understand and point out the flaws in the legal system that has of late in many cases begun to treat juveniles in the same footing as adult offenders. There is a raging controversy over this move that makes young offenders to be tried and incarcerated just as if the crime was done by an adult. The arguments over this have been made in the Supreme Court and the land mark judgement Roper Vs Simmons (1995). However it is submitted that simple observations of the post procedure effects on young persons have not been verified or recorded properly. If this system continues, would it not be against the logic of creating the juvenile justice systemShow MoreRelatedJuvenile Justice System And Adult Justice Systems1589 Words   |  7 Pagesbe discussing both the juvenile and the adult justice systems. There are several differences between the two systems, which may surprise you. I will be discussing many aspects within the justice systems. These include Terminology, Due Process rights, the process of Arrest to Corrections, Juvenile crime compared to Adult crime, age limits and waivers for the adult system and the different community correctional options, which are available to the offenders. The two systems share many of the same termsRead MoreJuvenile Justice Systems And The Adult Justice System1049 Words   |  5 Pagescommon knowledge that the juvenile justice system and the regular adult justice system have differing regulations. Juveniles have different trial proceedings and rights than adult offenders because juveniles are minors and are still considered their parent s or the state’s responsibility. Minors are not seen as able to make important decisions regarding anything, like medical care, so it is logical that they are treated differently from the adults in the criminal justice system, from arrest to punishmentRead MoreEssay on Adult Justice System vs. Juvenile Justice System1145 Words   |  5 PagesAdult Justice System vs. Juvenile Justice System Versus CJ150: Juvenile Delinquency Josh Skaggs There are many similarities and differences between the adult and juvenile justice systems. Although juvenile crimes have increased in violence and intensity in the last decade, there is still enough difference between the two legal proceedings, and the behaviors themselves, to keep the systems separated. There is room for changes in each structure. However, we cannot treat/punish juvenileRead MoreDifference Between Adult Justice And Juvenile Justice System2937 Words   |  12 Pagesbetween the adult Justice System and Juvenile Justice System. The Juvenile Justice System main function is to rehabilitate the delinquent juveniles who have committed criminal acts and to help them function in today’s society. It is more resolute to rehabilitate a minor than to punish them for things they do that they don’t understand. In some situation it may could be more necessary to punish a juvenile, but punishing a delinquent minor is usually the last resort. In the Adult Justice System, the mainRead MoreShould Juveniles Be Tried as Adults in the Justice System644 Words   |  3 PagesShould Juveniles be tried as adults in the Justice System, or should they have to endure the same punishment. Delinquency in the Juvenile Justice system was really low in the 90’s. Crimes committed now by young offenders are getting high since the 90’s. There are an estimated number of young offenders that commit murder and that has increase to 30 percent, According to the Office of Juvenile Justice and Delinquency Prevention. â€Å"The Justice Department estimates that about 10 percent of all homicidesRead MoreNot Yet an Adult in the Juvenile Justice System Essay700 Words   |  3 Pageswhich means they define them as an adult. Compare to a teenager, adults are expected to depend on themselves while teenagers depend on their parents. Adults are expected to be responsible for their actions. Teenagers should also be responsible for their actions, shouldnt they? People should not treat teenagers as kids. Teenagers should know that committing a crime is wrong. The Justice Department says that about 10 percent of all homicides are committed by juveniles and almost every year, the FBI arrestsRead MoreJuvenile vs Adult Justice System Essay989 Words   |  4 PagesAdult Justice v Juvenile Justice System There is no question that if a person is involved in any type of crime they will at some time make their way through the justice system. However, when that person is an adolescent they will go through the juvenile justice system, as an adult would go through the adult justice system. Even though the crimes of each can be of the same manner or hold the same severity the punishment results can differ. The main reason for having the two different justiceRead MoreSimilarities and Differences in Juvenile and Adult Justice Systems1878 Words   |  8 PagesSimilarities and Differences in Juvenile and Adult Justice Systems When a juvenile is arrested and charged with committing a crime there are many different factors that will come in to play during the course of his arrest, trial, conviction, sentencing, and rehabilitation process. In the past we tried all criminals as adults. There was no distinction made between adult and child. Over the years we have come to realize the need to separate these two groups, as they are two distinctly differentRead MoreProsecuting Juveniles As Adults in The Criminal Justice System2544 Words   |  11 Pagesshould be done with these juveniles. The National Center for Juvenile Justice states how â€Å"Every state but Hawaii now allows juveniles to be tried as adults for certain crimes,† so why are people struggling with laws allowing young offenders to be tried as adults? (Juvenile Justice) They are children, and the lack of maturity and brain development can produce risky, impulsive behavior, and should be treated rather than persecuted and written off. In the law, a juvenile is defined as a person whoRead MoreJuveniles Tried As Adults With Criminal Justice System3008 Words   |  13 PagesJuveniles Tried as Adults in Criminal Court Approximately two million adolescents a year are arrested and out of that two million, 60,000 of them are incarcerated according to the American Journal of Public Health. The 60,000 incarcerated adolescents each year are being tried as adults in court because of the serious crimes they have committed. The crimes they have committed are anything from armed robbery to murder. Some juveniles might be first time offenders and others might be repeat offenders

Human Resource Management Strategy Business Essay - Free Essay Example

Sample details Pages: 21 Words: 6307 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Strategic Human resource management is a plan that facilitates the way an organization is being ran. The Human Resource Management strategy and the business strategy must be totally integrated. (Kearns, 2008). In today ¿Ãƒâ€šÃ‚ ½s modern world, they are different ways in which HRM within an organization operates but then they focus their attention on three main areas of management which are; staffing, employee compensation and defining or designing work. The target of every HRM departments in any organization will be to optimize the effectiveness of its employee in order to maximize productivity and increase profit. According to Edward L. Gubman as observed in the journal of business strategy,  ¿Ãƒâ€šÃ‚ ½Ãƒâ€šÃ‚ ¿Ãƒâ€šÃ‚ ½The basic mission of human resources will always be to acquire, develop and retain talent; align the work force with the business; and be an excellent contributor to the business. Those three challenges will never change. ¿Ãƒ ‚ ½ The back bone of any successful company is the HR department. The HR department must provide executive management with fundamental ideas that will help to not only gain market share, but entice and retain talent. Once the HR strategy of an organization is in place then its management ¿Ãƒâ€šÃ‚ ½s responsibility sees that company goals are embraced and there are several ways they can do this which includes; communication, input, feedback, positive reinforcement, values etc. In recent year, observers have cited a decided trend towards a fundamental reassessment of HR structures and positions.  ¿Ãƒâ€šÃ‚ ½Ãƒâ€šÃ‚ ¿Ãƒâ€šÃ‚ ½A cascade of changing business conditions, changing organizational structures, and changing leadership have been forcing human resource departments to alter their perspective on their role and functions almost-overnight, ¿Ãƒâ€šÃ‚ ½Ãƒâ€šÃ‚ ¿Ãƒâ€šÃ‚ ½ wrote John Johnston in Business Quarterly. Figure 1 Strategy Implementation in an HR E nvironment Emergent strategies The SHRM functions can be known of having six (6) menus of HRM practices, from which organizations can choose the ones that is most appropriate for implementing their strategy. The Strategies of organizations varies depending on the level and structure of that organization and there is no know strategy which is the best suitable. The company I will be looking at to see how its HRM operates in the Organization is Barclays Group PLC. 1.2. STRATEGIC HUMAN RESOURCE MANAGEMENT IN BARCLAYS GROUP PLC Brief history of Barclays Barclays plc is a major global multinational financial services provider engaged in retail and commercial banking. Barclays has two geographical concentrations in the financial industry: global retail banking and corporate investment banking wealth management with operations in more than fifty countries with an extensive international presence in Europe, the Americas, Africa and Asia. Barclays has got approximately fi fteen thousand six hundreds colleagues internationally and it moves, lends, invests and protects money for over forty-eight million customers and clients. Barclays plc has a global network of more than one hundred and fifty-five thousand people working across a range of businesses thus makes the HR team of Barclays face a unique challenges. In such a diverse and internationally spread company, HR experts work with every business unit to help Barclays stay ahead of the competition by attracting and retaining the best people available and make sure that they are all in the right jobs and do the best work that will create sustainable benefits for the works, customers and shareholders, all over the world. But it ¿Ãƒâ€šÃ‚ ½s not all about new recruit that the HR management team of Barclays focuses on. It is also committed to nurturing its established colleague and the HR team play a vital role in monitoring performances and monitoring a host of training programmes. The HRM of B arclays Group is divided into different professional Job titles that deal with the Human resource related issues and plays an important part in every business unit of company. The purpose of SHRM in Barclays The purpose or importance of SHRM in Barclays cannot be over emphasized, the success and failure of any organization depends solely on its HR management. The Primary purpose associated with human resource management in Barclays includes Job analysis and staffing (recruitment), organization and utilization of workforce, measurement and appraisal of workforce performance, implementation of reward systems for employees, professional development of workers and maintenance of workforce. I. Job analysis and recruitment: The HRM in Barclays has the responsibility of recruiting people for various employment positions in the company; they determine the skills, and experience necessary to adequately perform in a position, identification of job and industry trends and anticipat ion of future employments. They provide valid information about jobs that is used to hire and promote people, determine wages, determine training needs, and manage the flow of personnel into and out of Barclays. II. Organization, maintenance and utilization: The HRM dept of Barclays maintains the workforce of the company. The duty here involves designing an organizational framework that makes maximum use of an enterprises human resources and establishing systems of communication that helps the organization to operate in a unified manner. Other responsibilities in this area include health and safety and worker management relations. Maintenance task related to worker-management relations primarily entails: working with labor union; handling grievances related to misconduct, such as theft or sexual harassment; and devising communication systems to foster cooperation and shared sense of mission among the employees. III. Performance appraisal: The HRM of Barclays assesses employees  ¿Ãƒâ€šÃ‚ ½ job performance and provides feedbacks to the employees on both their positive and negative performance. The performance appraisal is important because it is used to determine the salary increase and promotions and in the case of a negative performance, dismissal might follow. IV. Reward systems: This system is managed by the HRM in Barclays. This aspect of management is important because it provides the mechanism by which company provide their worker with a reward for past achievements and incentives for high performance in the future. They also use this system to address a problem within the work force through institution of disciplinary measures. V. Employee development and training: The HR is responsible for identifying the training needs of Barclay ¿Ãƒâ€šÃ‚ ½s employee and initiates and evaluates developments programmes designed to address those needs. These training programs ranges from orientation programmes, which are designed to acclimate new hire of the company, to ambitious education programmes indented to familiarize workers with a new software systems. 1.3 Contributions of SHRM to achievements of Barclay ¿Ãƒâ€šÃ‚ ½s objectives Meaningful contributions to the business processes of Barclays processes are increasingly recognized as within the purview of active human resource management practices. The HRM of Barclays disseminates guideline for and monitoring employee ¿Ãƒâ€šÃ‚ ½s behaviors and ensuring that the company is obeying worker-related regulatory guidelines. The HRM professional are aware of the fundamentals of learning and motivations and carefully design and monitor training and development programmes that has helped in achieving the aim and objectives of the company by increasing the quality of products and services delivered and increased growth and profit that benefits the whole organization. The HRM of Barclays has been deeply involved in reshaping of the company ¿Ãƒâ€šÃ‚ ½s s tructure under increased external and internal complexity and in managing other aspect of strategic change in Barclays Group. The role and importance of SHRM in Barclays cannot be over emphasized, the success and failure of the company depends solely on its HRM and they can only succeed when the right strategy is applied. Having the company ¿Ãƒâ€šÃ‚ ½s mission in mind at all time has been a driving force to the achievements of HR team of Barclays Group and technological changes with the help of SAP (enterprise resource planning tool) helps Barclays to succeed in today ¿Ãƒâ€šÃ‚ ½s tough business climate. Figure 1.2 This table below show how the SHRM add value to an Organization. Source: CIPD, The case for good people management, 2001. 2.1. The business factor that underpin the HR planning in Barclays Strength of the company Barclay ¿Ãƒâ€šÃ‚ ½s group has a widespread of global presence allowing it to spread its risk and enjoy economic of scale. T he Barclays brand is well-established historically and has become ingrained in the psyche of the consumers and continually promoted, for example, through sponsorship of Premier league football. Barclays is particularly associated with innovation, it brought out the first debit and credit card and most recently the one plus card combining Oyster, cashless and credit functions for London-based customers. The opening of new flagship branches along with a refurbishment programme can be seen as an attempt to refocus on customers demand for a strong presence on the high street. The opening of new flagship branches along with a refurbishment programme can be seen as an attempt to refocus on customers demand for a strong presence on the high street. There is an increased online growth and online security to combat fraud and they enjoy a robust financial performance. The business growth Barclay ¿Ãƒâ€šÃ‚ ½s business strategy is to achieve good growth through time by diversifying its business base and increasing its presence in markets and segments that are growing rapidly. This is driven by the Group ¿Ãƒâ€šÃ‚ ½s ambition to become one of a handful of universal banks leading the global financial services industry, helping customers and clients throughout the world achieve their goals. The strategy is based on the principles of earn, invest and grow. Supporting this are four strategic priorities; Build the best bank in the UK, Accelerate the growth of global businesses, Develop retail and commercial banking activities in selected countries outside the UK, Enhance operational excellence. Barclay ¿Ãƒâ€šÃ‚ ½s five guiding principles are key to the way the business operates:  ¿Ãƒâ€šÃ‚ ½ Winning together: Achieving collective and individual success  ¿Ãƒâ€šÃ‚ ½ Best people: Developing talented colleagues to reach their full potential, to ensure Barclays retains a leading position in the global financial services industry  ¿Ãƒâ€šÃ‚ ½ Customer and client focus: Understanding customers and serving them brilliantly.  ¿Ãƒâ€šÃ‚ ½ Pioneering: Driving new ideas, adding diverse skills and improving operational excellence.  ¿Ãƒâ€šÃ‚ ½ Trusted: Acting with the highest integrity to retain the trust of customers, external stakeholders and colleagues. To continually compete internationally, Barclays must strive to perform customer service at an utmost level of excellence which will promote the company worldwide as a organization that can be relied upon time after time for small individual accounts as well as huge corporate accounts. To accomplish this, Barclays must identify their customer groups and the needs associated with each particular group and develop products and services that will be of great value to their customers. The practices that have worked in the past must be reconfigured to work for years to come and keep Barclays updated with the high changing IT world. Th is will call for new investments into new levels of technology that can help offer higher levels of service to its customers. Along with the apparent increase in speed that IT will allow Barclays to accomplish routine tasks, technology will also reduce risk of errors and fraud. (www.thebanker.com). IT will allow up to date information to be at the fingertips of Barclays managers, giving managers a huge advantage when it comes to making decisions and in pin pointing groups of customers that can have a high added value to Barclays. The fine-tuning of IT will also eliminate weaknesses within Barclays practices, preventing failures that effect customers and thus reducing excessive and unnecessary costs. In recent years, Barclays has been very successful in carrying out its desired tactics. Huge investment strategies that have led to this increase in profits include the acquirements within its Barclaycard card business. With growth on its mind, Barclays has set out to create an international business that if forecasted correctly, the income generated in its Barclaycard division will be of equal value internationally as well as domestically by 2013. Barclays has also placed strategic action in growing throughout Europe up to sixty percent in the near feature. 2.2. Human resource requirement to open new technology center in Johannesburg, South Africa In order to successfully open a new technological center in South Africa, Barclays will require having a structure (accommodation), the need the right number of staff, at the right place and the right time and equipped with the right technical skills to design, implement, manage projects and be able to develop new technological innovation. To assess the capacity required to do this research has to be carried out to derive the quantitative and qualitative data about the human requirement in this sector. The operations and activities in this center will range from upgrading ATMs, hosts the applications fo r the regions markets, credit card transfer, looking after all the net work and infrastructure applications and re-plat forming a country ¿Ãƒâ€šÃ‚ ½s banks. The HR also needs to put in place a career development programmes for the staffs that will be working in this center and rewards and benefit packages. 2.3. The human resource plan in Barclays Resourcing Manager: The resourcing managers partners with each of the business unit of Barclays in order to help them attract and retain the best people for every job. They produce a schedule that deals the recruitment programme for the various types and levels of services. HR Operations Advisor: The HR operation advisor of Barclays supports the internal and external clients to ensure that the logistic affecting new starters, movers within the business and people leaving the company are dealt with smoothly and efficiently. Benefits Administrator/ Pension Administrator: The duty of the people here is to assist a pens ion administration Team Leader, the Benefits Administrator reconcile pension calculations, answer members ¿Ãƒâ€šÃ‚ ½ queries and help with correspondence. HR Business Partner: HR Business Partners work alongside business leaders in a specific area of the Group to improve performance, advertising on recruitment, retention and development issues for that sector. Compensation and Benefits Analyst: Compensation and Benefits Analyst will set salaries for job roles to ensure that proposed compensation and reward packages are benchmarked and competitive. 2.4. Contribution of human resources to Barclays objectives HR professional take a strategic approach to human resource management. Human resource management seeks to proactively provide a competitive advantage through the company ¿Ãƒâ€šÃ‚ ½s most important asset: its human resources. Human resources has a great impact on the implementation of plan by developing and aligning HRM practices that ensure the company has a motivated employee with the necessary skills. Human resource management in Barclays interacts between people, technology and the task to be performed in context with the objectives, goals and strategic plan of the company. HR plays a central role in such key area activities like attracting, selection and recruitment, employee orientations, retaining talent, promotions and termination process, and performance management including individual assessments, measuring and improving work performances, all these have significant impact on the employee turnover. The HR in Barclays sees to employee and the organizational development programme to maintain and improve skills as well as reward systems, benefits and compliance available for staffs also laws, policies, health and safety. The HR of Barclays gives a detailed job description and hires the right skills for a particular job and draws up programme for the professional development of the employee for e.g. learning to operate a new technology, this makes Barclays a leader in terms of new innovation thus providing a competitive advantage. They also plan effectively ahead with the number of staffs required to reduce cost to an optimum and ensure working processes are running smooth, this provides effective performance, thus increasing financial performance as indexed by productivity and market share value. The HR of Barclays also uses system such as incentives to achieve a specific goal. The reward system affects the company ¿Ãƒâ€šÃ‚ ½s performance through increasing the quality of products and services. The company ¿Ãƒâ€šÃ‚ ½s HR cares about the need and well being of their employees and provides a comfortable working environment; this increases the employee ¿Ãƒâ€šÃ‚ ½s motivation and enhanced productivity performance. 3.1. The purpose of human resource policies in Barclays The Human Resource Policy is simply a set of documents that describes an organization ¿Ãƒâ€šÃ‚ ½s polici es for operation and the procedures necessary to fulfill the practices for its managerial, supervisory staff, and all employees. This documents sets out the policy for all the human resource related issues in the company including some policies from the government that relates to the company business activities. The purpose of this policy is to help the organization to maximize return on investment in the organization ¿Ãƒâ€šÃ‚ ½s human capital and maximize financial risk. The policy sets the standards of operations compliance, effective internal management control systems compliant with regulation standards and processes of all the business unit of Barclays. The HR policy provides a clear guidance to the employees as to what their responsibilities and obligations are, and their behavior that last beyond the residency of a particular business unit or executive. An HR policy also helps Barclays to avoid liability for their employees ¿Ãƒâ€šÃ‚ ½ actions and helps protect a gainst legal claims. HR policies promote consistency approach to meet their needs as they develop continuity with regards to flexible working and general understanding of the management strategy within the Barclays business environment. An HR policy also helps Barclays to keep up with competitors: e.g. policies are may be review in order to attract or retain employee. Policies are set in line with the company ¿Ãƒâ€šÃ‚ ½s strategy and planned to suit the culture, circumstances and size of the company. HR policies need to be reviewed with changes to the environment and growth with the company. So without these policies there will be no sense of direction within the company and it will be difficult for such an organization to achieve it aims and objectives. 3.2 The impact of regulatory requirements on human resource policies in Barclays. The regulatory requirements are the licenses, restrictions and laws that are applicable to a business product or services, imposed by the government. The regulations go a long way from protecting the environment to ensuring work place safety. Such regulations includes; legal and regulatory requirement related to pay, equality, employment rights and responsibilities, data protection, discrimination, etc. The cumulative burden of the regulation requirements by the law can have a positive or a negative impact on a company ¿Ãƒâ€šÃ‚ ½s aims and objectives and can easily overwhelm businesses. The Employment Act 2008 sets out the laws on employment rights and welfare of the employee. The HR managers must now plan the employment package under this employment Act which is very expensive to implement. For e.g. the law makes provision about the procedure for the resolution of employment disputes; to provide for compensation for financial loss on cases of unlawful underpayment or non-payment, to make provision about the enforcement of minimum wages legislation. Barclays manages health and safety at a local level under the requirement and any mistake done can cause the company thousands of pounds on compensation. There is continuing political and regulatory scrutiny of the operations of the retail banking and consumer credit industries in the UK, EU, US, South Africa and elsewhere. For example, in the United States, Barclays Bank PLC and certain US subsidiaries and branches of the bank are subjected to a comprehensive regulatory structure, involving numerous statutes, ruling and regulations, including the International Banking Act of 1978, the Banking Holding Company Act of 1956, as amended, the foreign Bank Supervision Enhancement Act of 1991 and the USA PATRIOT Act of 2001. Such laws and regulations impose limitation on the type of businesses, and the ways in which they may be conducted, in the United States and on the location expansion of banking business there. Non compliance to these regulations could lead to fines, public reprimands, damage to reputations, enforced suspension of operatio ns or, in extreme case, withdrawal of authorization to operate. The new government has taken up decisions to step up regulatory pressures on banks; it introduced a bank tax and is appointing a commission on banking to decide whether or not the banks should be broken up. Barclays has hinted it may move its operations overseas if the commission decides to force it to separate its retail and investment banking sectors. 4.1 The impact of organizational structure on the management of human resources in J Sainsbury ¿Ãƒâ€šÃ‚ ½s In an organization where different people works together, they need a defined system through which they relate to each other and through which there can be a coordination of their efforts. The defined relationships among the elements of an organization, namely people, tasks, structure, and information and control processes that characterize all organizations is referred to as organizational structure. Brief Business review of J Sainsbury ¿Ãƒâ€ šÃ‚ ½s J. Sainsbury ¿Ãƒâ€šÃ‚ ½s plc is the parent company of Sainsbury ¿Ãƒâ€šÃ‚ ½s Supermarket Ltd, commonly known as Sainsbury ¿Ãƒâ€šÃ‚ ½s or Sainsbury ¿Ãƒâ€šÃ‚ ½s and JS, the second largest chain of supermarkets in the United Kingdom with a share of the UK supermarket sector of 16.6%. The group head office is in the Sainsbury ¿Ãƒâ€šÃ‚ ½s Store Support Center in Holborn, city of London. J Sainsbury ¿Ãƒâ€šÃ‚ ½s plc was founded in 1869 by John James Sainsbury ¿Ãƒâ€šÃ‚ ½s and his wife Mary Ann, in London, and grew rapidly during the Victorian era and today operates a total of 872 stores comprising 537 supermarkets and 355 convenience stores. It jointly owns Sainsbury ¿Ãƒâ€šÃ‚ ½s bank with Lloyds Banking Group and has two property joint ventures with Land Securities Group and The British Land Company PLC. The Sainsbury ¿Ãƒâ€šÃ‚ ½s brand is built upon a heritage of providing customers with healthy, safe, fresh and t asty food. Quality and fair prices go hand-in-hand with a responsible approach to business. The store employs over 150,000 colleagues that serve over 19million customers a week and their largest store offers around 30,000 products. Read full story, available on jsainsbury ¿Ãƒâ€šÃ‚ ½s.co.uk/businessreview [assessed 27 Jan 2011]. 4.1.1 Organization structure of J. Sainsbury ¿Ãƒâ€šÃ‚ ½s 4.1.2 The operation mechanism 1. David Tyler (Chairman): He joined the Board on Oct 1 2009 and became the Chairman on Nov 1 2009. He is non executive chairman of Logica plc and a Non-Executive Director of Experian plc and Burberry Group plc, where he also chairs the Remuneration Committee. He was previously Group Finance Director of GUS plc (1997-2006) and has held senior ?nancial and general management roles with Christie ¿Ãƒâ€šÃ‚ ½s International plc (1989-96), County NatWest Limited (1986-89) and Unilever PLC (1974-86). He was also Chairman of 3i Quoted Private Equit y plc (2007-09) and a Non-Executive Director of Reckitt Benckiser Group plc over the same period. 2. Justin King (Chief Executive): Appointed Chief Executive Officer on 29 March 2004 and is also Chairman of the Operating Board. He has been a NonExecutive Director of Staples, Inc. since September 2007 and was appointed to the board of the London Organizing Committee of the Olympic Games and Paralympics Games in January 2009. He was formerly Director of Food at Marks Spencer plc and from 1994 to 2001 he held a number of senior positions at ASDA/WalMart in Trading, HR and Retail. Justin was previously Managing Director of H ¿Ãƒâ€šÃ‚ ½agen Dazs UK and spent much of his early career with Mars Confectionery and Pepsi International. 3. Darren Shapland (Chief Financial Officer): Appointed Chief Financial Officer on 1 August 2005 and is also Chairman of Sainsbury ¿Ãƒâ€šÃ‚ ½s Bank plc. Darren was appointed a Non-Executive Director of Ladbrokes plc in November 2009. He w as formerly Group Finance Director of Carpet-right plc (2002-05) and Finance Director of Superdrug Stores plc (2000-02). Between 1988 and 2000, Darren held a number of financial and operational management roles at Arcadia plc including Joint Managing Director, Arcadia Home Shopping; Finance Director of Arcadia brands; Finance Director, Top Shop/Top Man (Burton Group); and Director of Supply Chain Programme (Burton Group). 4. Mike Coupe (Trading Director): Appointed an Executive Director on 1 August 2007 and has been a member of the Operating Board since October 2004. He joined Sainsbury ¿Ãƒâ€šÃ‚ ½s from Big Food Group where he was a Board Director of Big Food Group plc and Managing Director of Iceland Food Stores. Mike previously worked for both ASDA and Tesco, where he served in a variety of senior management roles. He is also a member of the supervisory board of GSI UK. 5. John McAdam (Senior Independent Director): Appointed a Non-Executive Director on 1 September 2 005. He is Chairman of Rentokil Initial plc and United Utilities plc. He is also a Non-Executive Director of Rolls-Royce Group plc and Sara Lee Corporation. John joined Unilever PLC as a management trainee in 1974 and went on to hold a number of senior positions in Birds Eye Walls, Quest and Unichema, before the sale of the Specialty Chemical Businesses to ICI in 1997. He was Chief Executive of ICI plc, until its sale to Akzo Nobel, and was formerly a Non-Executive Director of Severn Trent plc (2000-2005). 6. Anna Ford (Non-Executive Director): Appointed a Non-Executive Director on 2 May 2006. She retired from the BBC in 2006, after 32 years in News and Current Affairs. Anna is a Non-Executive Director of N Brown Group plc and has been a Trustee of the Royal Botanical Gardens in Kew, London; a Fellow of the Royal Geographical Society; a Trustee of Forum for the Future; Chancellor of Manchester University; and an Honorary Bencher of Middle Temple. 7. Mary Harris (Non-Executive Director): Appointed a Non-Executive Director on 1 August 2007. She is a member of the supervisory boards of TNT NV and Unibail Rodamco S.E. Mary previously spent much of her career with McKinsey Company, most recently as a partner, and her previous work experience included working for PepsiCo in Greece and the UK as a sales and marketing executive. 8. Bob Stack (Non-Executive Director): Appointed a Non-Executive Director on 1 January 2005. He was a Director of Cadbury plc until December 2008. He joined Cadbury Beverages in the US in 1990 and was first appointed to the Board of Cadbury Schweppes plc in May 1996 as Group Human Resources Director. In March 2000 he was appointed Chief Human Resources Officer and took on responsibility for communication and an external affair in addition to HR. Bob is Trustee and Non-Executive Director of Earth watch International and also a Non-Executive Director and Chairman of the Remuneration Committee of IMI plc. 9. Gary Hughes (Non-Execu tive Director): -Appointed a Non-Executive Director on 1 January 2005. Gary is Chief Financial Officer of the Gala Coral Group and a Director of the Scottish Exhibition Centre Limited. Formerly he was Chief Executive of CMP Information Limited, a division of United Business Media plc (2006-08), Group Finance Director of Emap plc (2000-05), Group Finance Director of SMG plc (1996 ¿Ãƒâ€šÃ‚ ½2000), and Deputy Finance Director of Forte plc (1994-96). Prior to this Gary held a number of senior management positions with Guinness plc in the UK and in North America. 10. Val Gooding (Non-Executive Director): -Appointed a Non-Executive Director on 11 January 2007. She was formerly Chief Executive of BUPA (1998-2008), which she joined from British Airways, and is a Non-Executive Director of Standard Chartered Bank plc. Val is a member of the BBC ¿Ãƒâ€šÃ‚ ½s Executive Board and the Advisory Board of the Warwick Business School. She is a Trustee of the British Museum and a Non-E xecutive Director of the Lawn Tennis Association. She was formerly a Non-Executive Director of Compass Group plc and BAA plc. 11. Neil Sachdev (Commercial Director): Joined Sainsbury ¿Ãƒâ€šÃ‚ ½s in March 2007 as Commercial Director following 28 years at Tesco, where he worked in a range of different business areas including: Stores Board Director UK Property/Operations (2000-06); Supply Chain Director (1999 ¿Ãƒâ€šÃ‚ ½2000); Director, Competition Commission (1998-99); Support Director (February 1998-September 1998); and Retail Director (1994-98). Neil is Non-Executive Director and a member of the Audit and Remuneration Committees of Capital Shopping Centers Group PLC. 12. Matt Brittin (Non-Executive Director): Appointed a Non-Executive Director on 27 January 2011. Matt is Managing Director of Google in the UK Ireland. Before joining Google at the start of 2007, Matt spent much of his career in media and marketing, with particular interests in strategy, commerci al development and sales performance. This included Commercial and Digital leadership roles in UK media. Matt has an MBA from London Business School and an MA from Cambridge. In 2010 he was voted wired magazine ¿Ãƒâ€šÃ‚ ½s  ¿Ãƒâ€šÃ‚ ½Most Influential Person in the Digital World ¿Ãƒâ€šÃ‚ ½. The organizational structure of Sainsbury ¿Ãƒâ€šÃ‚ ½s is fit with the imperatives defined by needs to keep costs down, provide operational excellence and help to develop the potential of the human capital inside the organization. The organizational structures of the company allows the human resource department to smooth co-operation among employees, create effective communication among the employees, provide a clear defined roles, responsibility and processes. Organization structure is used for choosing the plan that utilizes minimal resources and achieve maximum returns. From Human Resource perspectives, it is the organizational structure that drives the emplo yees to their full capacities and capabilities. The organizational structure will enable the Human Resource department to classify all the employees of the organization into achievers and non-achievers. 4.2 The impact of organizational culture on the management of human resources The cultures of an organization are thought of as those that evolve in conversation and is influx, constantly changing. It is the culture of an organization that defines what things mean, whether they are valued as good or bad, right or wrong, and how things are to be done when answers can ¿Ãƒâ€šÃ‚ ½t be fixed by formal structure, policy or procedures. There are two aspect of organizational culture: the culture within an organization and the culture outside and organization especially hen company operates its business globally, it has to adapt to local cultures. Sainsbury ¿Ãƒâ€šÃ‚ ½s have their strong organizational culture along with their corporate strategies. Sainsbury ¿Ã ƒâ€šÃ‚ ½s introduced the self checkout system in 2002; this helped the organization to save cost on staffing and also brings customer experience to customers. Sainsbury ¿Ãƒâ€šÃ‚ ½s prides themselves on their uniform with employees name on it, this promotes the company ¿Ãƒâ€šÃ‚ ½s reputation and enhances staffs visibility on the shop floors. Sainsbury ¿Ãƒâ€šÃ‚ ½s refers to its employees as colleagues which makes them see themselves more as a team, and they refers to their buys as customers which makes them feel valued. Sainsbury have a strong concept of category, it uses the orange color as its trademark, this makes it unique and increases brand visibility. The slogan of the company before was  ¿Ãƒâ€šÃ‚ ½making life taste better ¿Ãƒâ€šÃ‚ ½ but now it is  ¿Ãƒâ€šÃ‚ ½Try something new today ¿Ãƒâ€šÃ‚ ½. The slogan is used for customer advertising and to motivate the employees. Sainsbury have values which includes;  ¿Ãƒâ€šÃ‚ ½Ãƒâ€šÃ‚ ¿Ãƒâ€šÃ‚ ½get even closer to customers ¿Ãƒâ€šÃ‚ ½Ãƒâ€šÃ‚ ¿Ãƒâ€šÃ‚ ½ and  ¿Ãƒâ€šÃ‚ ½Ãƒâ€šÃ‚ ¿Ãƒâ€šÃ‚ ½be where customers want to shop ¿Ãƒâ€šÃ‚ ½Ãƒâ€šÃ‚ ¿Ãƒâ€šÃ‚ ½. These values are said to provide a common sense of direction for all employees and guidelines for their behaviors. Sainsbury ¿Ãƒâ€šÃ‚ ½s stands for great product at fair prices; to serve customers well; they continually improve and develop their range of products and services. They provide customers an ever improving shopping experience of non-food products, they ensure their colleagues have opportunities to develop their ability and are well rewarded for their contribution. 4.3 4.4 Examine how the effectiveness of human resource management is monitored in and organization and make justified recommendation to improve the effectiveness. The effectiveness of the human resource of an organization depends on having the right people in the right job at the right time to meet rapid ly changing organizational requirements. Sainsbury ¿Ãƒâ€šÃ‚ ½s HRM department is led by a Director of Human Resources. In Sainsbury, there are different areas that is covered by the human resources department such as; human resource planning, recruitment and selection, training and development, employee appraisal, health and safety issues, employee legislation, wages and salary system, welfare role, consultation, collective bargaining, disciplinary and grievance procedures, etc. Sainsbury ¿Ãƒâ€šÃ‚ ½s ensure all these aspect of the HRM are taken into account in order for it to achieve its full potential and make the business a success. Sainsbury ¿Ãƒâ€šÃ‚ ½s recognizes that people are the most important resource because they add value to the company by increasing productivity, improving quality, innovating, and improving customer services. Therefore it made sure that emphasis is put on key factors such as: attracting the right number of employees, attract ing the employees with the right skills and attitudes for the job, Developing the individual ¿Ãƒâ€šÃ‚ ½s skills so that then they would be able to meet challenges, now or in the possible future, being able to provide the employees with Health and Safety, special care into the environment so that accidents would not be able to occur, enabling all the employees to contribute equally, ensuring that no employees would be discriminated against by other employees. In Sainsbury ¿Ãƒâ€šÃ‚ ½s, the techniques used to monitor how effective their human resources policies are, is by measuring the level of employee satisfaction, here it uses wastage rates and stability indexes ratios to find out. If employees are happy with their work, they are most likely to turn up for work on a regular basis. If there is a poor human resource environment then levels of stress will be high. Sickness and accident rates: Sainsbury ¿Ãƒâ€šÃ‚ ½s keep a record of different types of absentee ism. E.g., Notified absent, absent due to sickness, unauthorized absent. These records are used at Sainsbury ¿Ãƒâ€šÃ‚ ½s for employees, and for the workforce as a whole. In Sainsbury ¿Ãƒâ€šÃ‚ ½s, they are required by the law to investigate and keep a detailed record of its accident rates. Accidents can be caused by different factors such as insufficient safety training, stress, a lack of safety equipment or poor motivation. All of these factors can result in ineffective working practices and reduced efficiency. Sainsbury ¿Ãƒâ€šÃ‚ ½s uses the sickness rates to plan for the future. If there are shortages of employees when an employee is absent due to sickness, it may have to recruit part-time staff to fill in the vacancies. Statistics for age, skills and training: Sainsbury ¿Ãƒâ€šÃ‚ ½s uses this information to highlight a potential staff shortage problem that might be caused by a large number of employees all reaching retirement age during a relat ively short period of time in the near future. It may even show a particular age group that is dominating certain positions within the company. Skills level needs to be rising within Sainsbury ¿Ãƒâ€šÃ‚ ½s and that the training programmes are devised to make sure people have the skills to meet Sainsbury ¿Ãƒâ€šÃ‚ ½s job requirements. Productivity: The use of technology is becoming more common at Sainsbury ¿Ãƒâ€šÃ‚ ½s. Advanced computers and tills make employees jobs much easier. The point that the new technology makes the employee ¿Ãƒâ€šÃ‚ ½s job easier may mean that Sainsbury ¿Ãƒâ€šÃ‚ ½s want to give them that 10% extra work to do. Or they could use another approach and downsize the workforce as computers may be able to replace some workers. This will definitely reduce costs. Sainsbury uses the information obtained through performance appraisal to provide foundations for recruiting and selecting new employees, training and development of e xisting ones, and motivating and maintaining a quality work force by adequately and properly rewarding their performance. Succession: This is the way in which one person follows another person into a particular job or role at Sainsbury ¿Ãƒâ€šÃ‚ ½s. Sainsbury ¿Ãƒâ€šÃ‚ ½s need to make sure it is grooming people to take on the responsibilities required. They pay close attention to their internal staffing in order to plan ahead. Certain laws are in place at Sainsbury ¿Ãƒâ€šÃ‚ ½s to ensure that individuals are not being discriminated against because of their gender and or race. Sainsbury ¿Ãƒâ€šÃ‚ ½s do not discriminate against disabled and the process is adjusted in line with individual requirements. Workforce planning entails forecasting future human resource requirements and translating those requirements into actual needs in terms of numbers of employees. It helps Sainsbury ¿Ãƒâ€šÃ‚ ½s to foresee change, identify trends and implement human r esource policies. Ineffective human resource forecasting can lead to; recruitment and selection of the wrong applicant, poor employee performance due to lack of training and motivation, high levels of stress, increase in absenteeism, redundancies, high costs, crisis management etc Sainsbury ¿Ãƒâ€šÃ‚ ½s plan retirements within Sainsbury ¿Ãƒâ€šÃ‚ ½s so that you keep a good balance between people who have been at Sainsbury ¿Ãƒâ€šÃ‚ ½s for a long time and people who are bringing new ideas into the company. Sainsbury ¿Ãƒâ€šÃ‚ ½s uses information on changes in age distribution and population to predict shortfalls in types of workers. Recommendation The value that is placed on Human Resources demonstrates commitment from the top levels of the organization to training. Sainsbury ¿Ãƒâ€šÃ‚ ½s needs to maintain this increased emphasis on staff training and to integrate this learning fully into the organization because constant training of the empl oyees (from top to down) would have an effect on productivity. During a time of economic difficulty like the recession, Training has always been the first cost cut for Sainsbury ¿Ãƒâ€šÃ‚ ½s but it ¿Ãƒâ€šÃ‚ ½s advised not to cut too deep into this aspect of the organization as they need to train the work force to survive. The HR department in Sainsbury ¿Ãƒâ€šÃ‚ ½s is proactive, not getting caught in the daily administrative function. Their model of HR is one of best practice and high commitment. This has allowed the organization to focus on the human resource with such practices as training issues. This focus on HR is vital to the success of the organization, without CONCLUSION Strategic Human Resource Management is a model for practice which requires interpretation and adaptation by HR practitioner to make the most suitable alignment of fit between Human Resource and business strategies and plans. As global business competition shifts from efficie ncy to innovation and from enlargement of scale to creation of value, management needs to be oriented towards the strategic use of human resources. Strategic human resources management practices enhance employee productivity and the ability of agencies to achieve their mission. Integrating the use of personnel practices into the strategic planning process enables an organization to better achieve its goals and objectives. SHRM would enable the adaptation of Human Resources to meet the long term goal of the organization. The success of an organization depends solely on the performance of its Human Resource Management. In an increasingly competitive era of business and with HR socialist, to help employees achieve their career objectives, and ensuring effective relationship between HRM and strategic organization objectives, HR Professionals needs to understand the process by which individuals typically make career choices and be aware of the more scientific approaches to career sele ction that may be used. The future direction of SHRM is based upon the challenges posed by economical, social, political and cultural changes in the business environment. Don’t waste time! Our writers will create an original "Human Resource Management Strategy Business Essay" essay for you Create order

My Family Structure - 1896 Words

I grew up in a nuclear family. There are four people in my family, consists of my father, mother, my sister and me. My father is 62 years old. He’s working as a insurance agent. My mother is 10 years younger than my father. She used to work as a store manager before she gave birth to me. She quitted her job in order to take care of me and my sister because she believes that the mother daughter bond can grow stronger day by day by spending time with us. My sisters and I are four years apart. She is currently studying in Tsun Jin Independent School. Even though we fought a lot growing, got mad at each other, but she is still my one and only sister and that’s all that matters. I think is normal for siblings to fight despite the age difference†¦show more content†¦I am also aware of my role as a student, studying and doing the best I can to score in my exams so that in the future I may provide a higher living standard to my family. 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Decisions faced by managers Essay Example For Students

Decisions faced by managers Essay What are some important financial decisions that Business Owners face in a slowing economy? It has been said, solidly run small businesses actually hold their own during downturns. (Mark Vitner, a senior economist with first Union Corporation) While all business owners would like to classify themselves as solidly Run, Here are some of the thing that I believe warrant consideration by any business owner during a slowing economy1) Should I Reconsider and/or revise the existing business plan?One of the most important things you can do during an economic downturn is to evaluate your business plan. All businesses need a plan to define where they are going and how they are going to get there. (http://www.bizplanprep.com/)Your business plan is the working base for your company. Have your current day to day operations led you to a new position in the marketplace? Or have you strayed from a successful formula? Should you write a new business plan? Should you reinforce the guidelines for the c urrent business plan? Sit down and examine the plan from the viewpoint of an investor looking to purchase the company and make any revisions that seem appropriate. 2) What should I do with the budget?In a downturn one of the first places many businesses cut expenses are in advertising a real mistake. As part of the philosophy of expanding your base and recruiting more customers, you need to advertise and sell more than ever. People are looking for better ways to do business. If you have established strong customer satisfaction, this is the time to get the message out. 3) Should I start a power circle or an advisory board?Advisory Boards are being implemented by companies globally to leverage knowledge.(http://partner-com.com/advisory.html)Advisory boards consist of industry and community leaders i.e.: attorneys, certified public accountants, civic club leaders, owners or managers of businesses similar to yours or with whom you do business, also retired executives may be available. The latest industry jargon for these types of boards is Power Circles. An apt name because the members should be power connections for you knowledgeable about the marketplace in which you do business. These individuals should be able to provide you with the information that you need to make good decisions. The purpose of the board is to offer you a viewpoint other than your own. They should be people you can be truthful with and who will keep your disclosures private. Most groups like this discuss specific business problems you have, using the meeting to brainstorm poss ible solutions. If you dont belong to civic and professional organizations, find some and join. Here are groups of people facing similar challenges to you. Their joint expertise and resources can be a powerful support mechanism when times are tough. 4) How much emphasis have I placed on customer service in the past?Your loyal repeat customers are the lifeblood of your business in any economic climate. In a downturn they are what keep you in business. Treat them very well. Spend time listening to your clients to hear what they like and do not like about the methodologies and systems in place. Change those that your customers do not like that are not essential to the business model. Take time to be innovative in meeting your customer needs. Perhaps taking the time to computerize customer information would allow you to more easily access their particular preferences and respond quickly to their needs. Perhaps taking time to call special clients to discuss how you could serve them better would be productive. Maybe an extra driver would reduce your delivery time. Do whatever you need to do to keep your current customers loyal and to position yourself to win new customers. .u4ac696cc407faf324e73f4efe1d2e40b , .u4ac696cc407faf324e73f4efe1d2e40b .postImageUrl , .u4ac696cc407faf324e73f4efe1d2e40b .centered-text-area { min-height: 80px; position: relative; } .u4ac696cc407faf324e73f4efe1d2e40b , .u4ac696cc407faf324e73f4efe1d2e40b:hover , .u4ac696cc407faf324e73f4efe1d2e40b:visited , .u4ac696cc407faf324e73f4efe1d2e40b:active { border:0!important; } .u4ac696cc407faf324e73f4efe1d2e40b .clearfix:after { content: ""; display: table; clear: both; } .u4ac696cc407faf324e73f4efe1d2e40b { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u4ac696cc407faf324e73f4efe1d2e40b:active , .u4ac696cc407faf324e73f4efe1d2e40b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u4ac696cc407faf324e73f4efe1d2e40b .centered-text-area { width: 100%; position: relative ; } .u4ac696cc407faf324e73f4efe1d2e40b .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u4ac696cc407faf324e73f4efe1d2e40b .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u4ac696cc407faf324e73f4efe1d2e40b .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u4ac696cc407faf324e73f4efe1d2e40b:hover .ctaButton { background-color: #34495E!important; } .u4ac696cc407faf324e73f4efe1d2e40b .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u4ac696cc407faf324e73f4efe1d2e40b .u4ac696cc407faf324e73f4efe1d2e40b-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u4ac696cc407faf324e73f4efe1d2e40b:after { content: ""; display: block; clear: both; } READ: Sophie's World Essay5) How Do I Expand Relationships with Existing Clients/ Sign More Long-term DealsGiven that your customers are satisfied, they should want to do more business with you. Find out if there are ways you can grow the depth and breadth of the product lines you have been delivering. By offering more products or services or fulfilling other needs that they have. Long-term relationships add to your security. So, if you have happy customers, offer a discount to those who are willing to sign a long-term contract or who are willing to pay cash up front for a contracted set of services. Cash up front is particularly attractive because it makes you look good on pape r and can allow you to lock in favorable financing from financial institutions. 6) When should I Seek New Business Opportunities (Diversify)A downturn sounds like a terrible time to diversify, doesnt it? But there are opportunities out there to be taken. And given that you have done your homework in establishing yourself on a solid financial base, this is an opportune time to broaden your base. Diversification gives you more stability because a down market in one product may be compensated for by another product. The tricky part is, of course, finding complementary products that face differing market challenges. You dont want to stretch your expertise by producing totally different products, yet you do want to target different types of markets so that softness in one may not be mirrored in the other. A simple example of a way to seek new opportunities is to establish an Internet business for a retail store. You have provided a new way to service your regular customers and expanded t he audience you reach. 7) Should I Form AlliancesAlliances with your vendors or with closely aligned types of products is always a good way to strengthen your customer base. With the right alliance you are reaching a broader spectrum of possible customers and you have more to offer each potential customer. 8) Can I Diversify My Customer BaseIt may be possible that you have been selling to a limited subgroup within the community and you can expand the appeal of your product to a wider audience. For instance, you may be primarily selling to a specific age, ethnic, or gender group and with different advertising or a slight modification in the product, you can reach a broader spectrum of the population. Simple things like instructions in another language or wording advertising slightly differently can have a major impact in which new customers your business attracts. 9) Can I Find Ways to Save Time and MoneyCollections are a great place to start in tightening your belt. Not only do you need to be providing incentives to your customers to pay on time or even early, but you need an efficient collection system that gives you advance warning of problems as they develop. Similarly, you need to be paying your bills on time and taking advantage of every possible discount that you can. Look at fixed and variable costs. What among the variable costs can you cut back on or put off for later? What among the fixed costs can you find a better deal on or negotiate more favorable terms for? And, pay attention to your banking relationships. Keep in touch with your banker, apprising them of any company developments. If you face a tight situation, having your banker knowledgeable about the positives of you and your business will make them much more amenable to helping you through difficult times. Consider lowering your prices. You need to maintain your profitability, but you also need to retain your customers who are also most likely hurting. If you can find more efficient methods that allow you to cut costs, not only will you retain your customers, but you also may attract others. .udb4b419e50ae0c8593cc78ec99a1854e , .udb4b419e50ae0c8593cc78ec99a1854e .postImageUrl , .udb4b419e50ae0c8593cc78ec99a1854e .centered-text-area { min-height: 80px; position: relative; } .udb4b419e50ae0c8593cc78ec99a1854e , .udb4b419e50ae0c8593cc78ec99a1854e:hover , .udb4b419e50ae0c8593cc78ec99a1854e:visited , .udb4b419e50ae0c8593cc78ec99a1854e:active { border:0!important; } .udb4b419e50ae0c8593cc78ec99a1854e .clearfix:after { content: ""; display: table; clear: both; } .udb4b419e50ae0c8593cc78ec99a1854e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .udb4b419e50ae0c8593cc78ec99a1854e:active , .udb4b419e50ae0c8593cc78ec99a1854e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .udb4b419e50ae0c8593cc78ec99a1854e .centered-text-area { width: 100%; position: relative ; } .udb4b419e50ae0c8593cc78ec99a1854e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .udb4b419e50ae0c8593cc78ec99a1854e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .udb4b419e50ae0c8593cc78ec99a1854e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .udb4b419e50ae0c8593cc78ec99a1854e:hover .ctaButton { background-color: #34495E!important; } .udb4b419e50ae0c8593cc78ec99a1854e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .udb4b419e50ae0c8593cc78ec99a1854e .udb4b419e50ae0c8593cc78ec99a1854e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .udb4b419e50ae0c8593cc78ec99a1854e:after { content: ""; display: block; clear: both; } READ: Can Money Buy Happiness Essay10) Am I Watching for Signs and Acting on ThemLook for changes in psychology and behavior in your clientele. They may be spending less or putting projects on hold. They may not be paying their bills as quickly. If you are in touch with your customers, you will be aware of differences in buying habits. Contact them before they contact you about what the problems are. Can you help them in some way? You can gain a longtime relationship with a customer by approaching them proactively with the view of being there to help them through their own hard times. 11) Have I Mobilized My People to Save JobsEconomic downturns are scary times for employees. Many firms cut personnel and add to the workload of the remaining employees. Involve them in cost cutting. Let them know they are important to you and that you are committed to keeping them. If they know that they are perceived as an active part of the solution, they can identify sources of savings that never occurred to you. Find rewards that are not costly yet acknowledge their efforts. As hokey as it sounds, one successful businessman placed post-it notes on the restroom mirrors every evening noting positives that had been reported about various individuals during that day. It became a delightful, early morning ritual for the employees to discover each morning what the CEO had noted from the day before. Proper application of any of these techniques will add to overall gains in profitability and morale this is what makes a solidly run business solidly run. It means returning to the roots of your business and making certain that every one is healthy. All of these principles are worth revisiting at least annually, in good or bad times. Words/ Pages : 1,539 / 24