Google’s Human Resource Management Samples †MyAssignmenthelp.com

Question: Discuss about the Googles Human Resource Management. Answer: Introduction A recruitment process of an organisation includes various aspects such as attracting the potential candidates, selecting the best talent and appointing them to suitable jobs. The quality of effective recruitment and selection procedure is based on employees turnover, if the employee turnover is low, the strategy is effective. Selecting the right person for the right job can benefit a corporation financially and sustain their future development. There are several challenges faced by modern corporations while recruitment procedure such as balancing quality and speed, out-dated system, a high number of applications, retention challenges, and high costs. To achieve proper success, organisations are required to formulate policies according to their requirement to get the most out of recruitment process. This report will focus on challenges faced by Google while recruiting their employees. Further, the report analyses the demand, brand image and demographic problems faced by Google while r ecruiting. The report will recommend human resource management strategies to address such problems. Google Inc. Google incorporation is an American international technology corporation which operates in the internet, software, and computer hardware industry. Google is a subsidiary of Alphabet Incorporation and its CEO is Sundar Pichai. The company had revenue of US$89.5 billion in 2016 financial year; the organisation has more than 72 thousand employees worldwide. The reason for selecting Google for this report is that the corporation is known for their effective HRM policies regarding their employees, they have won the best place to work award several times. Google focus on employing the best talent from around the world, the company has worlds largest budget for recruitment and selection. The corporation receives more than 2 million applications in one year and they hired around 0.2 to 0.4 percent applicants (Bock 2015). Challenges in Recruitment and Selection The primary goal of Google while recruiting the employees is to select the most talented candidates (De Cieri Kramar 2003). Google understands that employee is the essential element for the success of an organisation, therefore, they spend a large amount on recruitment budget and also provide a large number of benefits to their employees. The human recourses department of Google faces numerous challenges in their recruitment process (Kaur, Smyth Williamson 2012). Overwhelming response Google is an international corporation and it selects its employees from worldwide locations; the company has more than 70 offices in around 40 countries. The organisational image of Google is positive due to actions were taken by them for the preservation of the environment and performing activities for the development of the society. Ryfe Stalsbury (2012) provided that the company hires employees from online applications, universities or counseling firms. The company uses online advertisement, billboard and university newspapers to advertise their placement requirement. The corporation also receives applications from all over the world through their online website. Due to these reasons the company receive an overvaluing number of application form the potential candidates. Google received more than two million job application in a year, from people all over the world. Other than online applications, Google uses various outreach programs to hire new talents. The human resources management faces difficulty in analysing all the applications and selecting the potential candidates. The time spent over analysing of candidates applications increases the time of recruitment as well, and interviews the employees from other countries is difficult as well (Hegghammer 2013). Time Spent in Recruitment Process The recruitment process of Google is significantly long; it can take about 6 to 8 weeks for a person to get selected for a post. According to Johnston Marshall (2016), the demand for talented and hardworking programmers or coders who are innovative and curious is significantly high in Google. To select the best candidate for the job, Google analyses talent, coding ability, experience, education and knowledge of its candidates. A large number of applications received by the organisation is another problem since it takes time to analyse each application and selecting the potential ones. As per Armstrong Taylor (2014), the HRM conducted various rounds of tests and interviews to anise the capabilities of candidates, which takes a long time. Many experienced or talented employees did not apply to Google due to long recruitment process, which is detrimental for the organisation. Recruitment Expenditure In 2009, Google has more than 400 internal and external recruiters to ensure that potential candidates are selected in the company. The recruiters selected by Google are well-paid professionals who are experts in the recruitment process. Google has worlds largest recruitment budget, the corporation provides one recruitment staff member over 14 employees (Feloni 2016). The benefits provided by Google are significantly high as well which include unlimited sick leaves, free meals, free massage, on-site doctors, valet parking, day care centers, car wash and much more. These benefits attract a large number of candidates, but at the same time, it enhances the budget of Googles recruitment process (Costen 2012). Retention of Talented Employees The success of recruitment process is based upon the retention of employees, without employees retention, the process of recruitment failed. The overall turnover rate is high in software or computer hardware industry. Google faces demographic issues in retention procedure because their maximum employees are young millenniums, who do not prefer to work for an organisation for long. As per Searle (2009), the corporation required to provide their employees various incentives and a positive environment for them to stay at the organisation. Google provides a large number of benefits to their employees which are enough for small or medium level staff, but for top-level executive or talented management monetary benefits are not enough. In the software industry, the demand for talented programmers is high, corporations pay considerably high salaries and benefits to talented employees, which makes it difficult for HRM to retain employees (Rees French 2016). Competition The competition of Google includes Multinational Corporation such as Microsoft, Apple, Amazon, and Facebook. These organisations provide high incentives to talented employees since the demand of talented programmers is high in the software industry. As per Ahmad Schroeder (2002), for sustaining future development and succeeding in the industry, it is necessary that Google keep brilliant employees. Google has a large number of millennial employees who prefer to change corporations and does not stay in one company. Corporate Culture and Diversity In modern times, most of the people prefer to work for an organisation with positive corporate culture rather than companies who pay more salary. As per Treweek et al. (2013), it is necessary for Google to establish a healthy cooperative culture for attraction and retention of talented employees. Google hire candidates from various countries, therefore, the company faces various diversity issues. The employees who came from foreign countries face difficulties while settling in the corporate culture of the organisation, which can adversely influence their work (Rudolph, Toomey Baltes 2017). Recommendations Google has been successful in their recruitment process but still various challenges faced by them, as mentioned above. Following are the recommendation that Google can apply in their recruitment process reduce their challenges: To reduce the number of applicants Google can apply various HRM theories. In their online portals, they should apply criteria for people to apply for the a certain Only the applicant with certain qualifications should be able to apply for certain jobs and such applicants should be divided according to their experience. In case of outreach programs, the HRM member should shortlist the candidates based on their qualifications and group interviews. The company should also establish campaigns to find the most talented candidates globally. In campaigns, the candidates should compete with each other and the top contenders should be shortlisted for interviews (Holland Jeske 2017). To reduce the length of the recruitment procedure, human resource management at Google can use various strategies such as group interviews, narrowing the requirements or outsourcing the process. The company can use group interviews to analyse more candidate at the same time, which also provide information regarding candidates social traits. While posting a job opening, Google can narrow down the requirement of candidates. For example, only candidates with a certain level of experience or certain qualification can apply for the job. This reduces the number of application which increases the recruitment process. Google can outsource their recruitment process which reduces the requirement of traveling by employees. Telephonic or video interview can also reduce the time of recruitment procedure (Lavigna Hays 2004). To reduce their expenditure, Google can decrease the number of test or round of interviews to reduce HRM workload. Google should use their positive organisational image to attract potential candidates, Instead of going to a large number of places; they should organise their own campaign in which interested candidates can apply. The campaign can reduce the expenditure of conducting different outreach programs. The company can also reduce their HRM staff members by reducing the steps of their recruitment procedure (Whitaker 2003). To avoid losing talented employees to competitor companies, Google should focus on providing a positive culture to the employees. By combining financial benefits with the healthy work environment, Google can improve their retention procedure. The marketing strategy and advertisement of the corporations should attract their required demographic that is millennial. The company should prepare policies regarding establishing a diverse culture which benefits the development of employees. Diversity should be integrated as a core part to of the organisation (van Dijk, van Engen Paauwe 2012) Conclusion In conclusion, the recruitment and selection process is essential for the development of an organisation. Google faces various challenges in their recruitment process such as a large number of applications, long selection procedure, competition for other companies and high expenses. To avoid these challenges Google can adopt new strategies such as reducing the number of a recruiter, increasing the selection speed and setting criteria for candidates application. These policies can improve the recruitment procedure of Google benefit them in retaining talented employees. References Ahmad, S., Schroeder, R. G. (2002). The importance of recruitment and selection process for sustainability of total quality management.International Journal of Quality Reliability Management,19(5), 540-550. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bock, L. (2015). Here's Googles secret to hiring the best people. Wired. Retrieved from https://www.wired.com/2015/04/hire-like-google/ Costen, W. M. (2012). Recruitment and Selection.The Encyclopedia of Human Resource Management: Short Entries, 379-387. De Cieri, H., Kramar, R. (2003). Human resource management in Australia. Feloni, R. (2016). Google's HR boss explains the company's 4 rules for hiring the best employees. Business Insider. Retrieved for https://www.businessinsider.in/Googles-HR-boss-explains-the-companys-4-rules-for-hiring-the-best-employees/articleshow/51048044.cms Hegghammer, T. (2013). The recruiters dilemma: Signalling and rebel recruitment tactics.Journal of Peace Research,50(1), 3-16. Holland, P., Jeske, D. (2017). Changing Role of Social Media at Work: Implications for Recruitment and Selection. InElectronic HRM in the Smart Era(pp. 287-309). Emerald Publishing Limited. Johnston, M. W., Marshall, G. W. (2016).Sales force management: Leadership, innovation, technology. Routledge. Kaur, G., Smyth, R. L., Williamson, P. (2012). Developing a survey of barriers and facilitators to recruitment in randomized controlled trials.Trials,13(1), 218. Lavigna, R. J., Hays, S. W. (2004). Recruitment and selection of public workers: An international compendium of modern trends and practices.Personnel Administration,33(3), 237-253. Rees, G., French, R. (Eds.). (2016).Leading, managing and developing people. Kogan Page Publishers. Rudolph, C. W., Toomey, E. C., Baltes, B. B. (2017). Considering Age Diversity in Recruitment and Selection: An Expanded Work Lifespan View of Age Management. InThe Palgrave Handbook of Age Diversity and Work(pp. 607-638). Palgrave Macmillan UK. Ryfe, D. M., Stalsburg, B. (2012). The participation and recruitment challenge.Democracy in motion: Evaluating the practice and impact of deliberative civic engagement, 43-58. Searle, R. (2009). Recruitment and selection.Human Resource Management, A Critical Approach, 151-168. Treweek, S., Wilkie, E., Craigie, A. M., Caswell, S., Thompson, J., Steele, R. J., ... Anderson, A. S. (2013). Meeting the challenges of recruitment to multicentre, community-based, lifestyle-change trials: a case study of the BeWEL trial.Trials,14(1), 436. van Dijk, H., van Engen, M., Paauwe, J. (2012). Reframing the business case for diversity: A values and virtues perspective.Journal of Business Ethics,111(1), 73-84. Whitaker, K. S. (2003). Principal role changes and influence on principal recruitment and selection: An international perspective.Journal of educational administration,41(1), 37-54.

Macbeth Is Responsible for His Own Faith free essay sample

Macbeth, despite influences of the witches and Lady Macbeth, is responsible for his downfall. In Shakespeare’s play Macbeth, Macbeth is a tragic hero who destroys himself by his own wicked and selfish ambitions. At the beginning of the play, Macbeth is portrayed as a courageous, noble hero of Scotland who has bravely won the war. As the story continues, Macbeth soon becomes a tyrant king who is willing to murder anyone who becomes a threat to his kingdom. As the play begins, Macbeth proves himself to be a hero as he demonstrates his bravery and courage. He is praised highly by the captain who describes the bravery and brutality of Macbeth towards Scotland’s enemies: †he unseamed him from the nave to th’ chops†. His bravery is recognised by King Duncan who rewards him righteously, yet Macbeth’s brutal and violent character leads him to murder the king. Although Macbeth was influenced by Lady Macbeth and the witches in committing the murder, his deep desire and character motivates and fuels his ambition. We will write a custom essay sample on Macbeth Is Responsible for His Own Faith or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Macbeth is firstly influenced by the three witches who prophecy that he will be king. All hail, Macbeth! hail to thee, Thane of Glamis! All hail, Macbeth! hail to thee, Thane of Cawdor! All hail, Macbeth! that shalt be king hereafter. † Macbeth blindly believes the prophecy without any proof. He refuses to dismiss the words of the witches like Banquo, but instead he chose to believe in those miss-interpreted predictions. Although the witches’ predictions are somewhat responsible for influencing Macbeth’s thoughts, they did not suggest the murder of the king. The thought of murder and treachery must have crossed Macbeth’s mind as his guilt is noticed by Banquo: â€Å"Good sir, why do you start, and seem to fear things that do sound so fair? † Macbeth’s â€Å"black and deep desires† horrify him and he refuses to speak of them openly, but he sends a letter to his wife, Lady Macbeth, explaining the situation. Lady Macbeth, on receiving the letter, encourages murder as she sees that this is possibly the only opportunity to achieve their ambition. Macbeth allows his wife to manipulate him by accusing him of not being a ‘man’ and expresses that she would kill her own baby to have their desire fulfilled. â€Å"I have given suck, and know How tender ’tis to love the babe that milks me: I would, while it was smiling in my face, Have pluck’d my nipple from his boneless gums, And dash’d the brains out, had I so sworn as you Have done to this†. Yet Macbeth, being strong mentally and physically, does not put a stop to the murder plan while his conscience warns him of the downfall lurching in the vicinity. Instead of listening to his conscience, he suppresses his guilt and continues with his ambition. Even his mind, intoxicated by the thoughts of murder, directes him to the kings room. â€Å"Is this a dagger which I see before me, the handle toward my hand? Come, let me clutchthee. I have thee not, and yet I see thee still. † Macbeth is greatly influenced by the three witches and Lady Macbeth. However, he is ultimately responsible for his own actions. He denies to listen to his own conscience which repeatedly commands him to consider his ways and the path which is slowly leading him to destruction.

Impact of Training and Development on Employee Performance free essay sample

The concept of training predates history; it is as old as man himself. The earliest man learnt to hunt and grow crops for his survival. One of the earliest types of training was on the job training (OJT), which is still in wide use today China began training of her workers through conceptual case studies in the 5 century BC. Confucius presented problems to his students and asked them to contemplate possible solutions to those problems. The case study is still widely in practice even today, mostly in professional schools. It is an effective tool to encourage learners to think philosophically about difficult and problematic situations without having to go through personal experiences. As time went on, modern theories of psychology, training, and staff development were applied to training methods in order to keep staff skilled, knowledgeable, and motivated Definition: Training is the process of teaching new employees the basic skills they need, to perform their jobs (Dressler, 2003) Training is a learning experience which seeks a relatively permanent change in the individual that will improve his ability to perform his job well. We will write a custom essay sample on Impact of Training and Development on Employee Performance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Every organization needs to have well trained, experienced and adjusted employees to perform their duties efficiently. Training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes toward their work, or their interaction with their coworkers or supervisor. Training is more present day oriented and focuses on individuals existing jobs and enhancement of abilities to perform well. Training should not focus on new employees only, but old employees should also be put through periodical training in order to keep their knowledge updated. 1. 1 Background information. One of the most important aspects in the contemporary hotel industry is employees’ acquaintance with new methods and techniques of Hotel management through training. In fact training is formal as well as an informal process, which is carried out for improving the performance of employees. Therefore the implementation of an effective training process at all levels of management has a significant impact on the performance of the employees. Human resource practices have a great impact on the organizational performance, every organization depends on its work force for fulfilling its operational requirements, human resource not only a subject for The professionals handling the human resources of the organization, in wider perspective it deals with all the key functions of all the departments in an organization it is a liaison between the organization and the employees of the organization it is studied by the economists to relate the efficiency in the productivity of the Organization. Future-oriented training, focusing on the personal growth of employees (Stephen, 2002), for example if an employee is promoted supervisor, his new job would require him to ensure his subordinates do their duties well. This would require his grooming in advance. This is known as employees development, and every organization must plan/carry out employees development in order to keep it functioning efficiently. 1. 3 Statement of the problem Busi ness world is going to be dominated by the services. It has been noticed that in todays world the service sector is the largest growing area of developing countries. The cross-culture encounters in business and company cultures world-wide are fueling the growth of service sector in developing countries. Nowadays an increase of tourism has resulted in the expansion of hotel industry Kenya. The hotel industry in Kenya has become highly competitive with regard to the quality of service provided by hotel industry, as the quality of services has significant effects on the profitability and success of hotels. The quality of service can be maintained by continuous development of both the employees as well as other factors involved in the quality of services. One of the way to develop employees is giving them continuous training in their respective fields as according to Armstrong (2000, p. 543) the fundamental aim of training is helping organization to achieve its goal by adding value to its key resources, i. e. its employees. This means that training is like investing in people to enable them to perform better and to empower them to make decisions due to their natural abilities. 1. 4 Objectives of the study 1. 4. 1 General Objectives The general objective of the study is to investigate the effects of training and development programmes to employees 1. 4. 2 Specific Objectives The specific aim of the study will be to achieve the following objectives; i. To assess the effectiveness of training on employees work performance ii. To investigate the kinds of performance enhancing training offered to employees iii. To describe the effects of training policy on employee performance. iv. To conclude the influences of human resources training on employees and their actual performance in the hospitality industry 1. 5 Research questions This study will seek to answer the following questions. i. What level of staff do organizations mostly consider for training development so as to improve their performance? i. How does continuous training affect employee performance iii. Which training development methods do organizations employ for performance improvement of their staff? iv. Where is the training development conducted for the staff? v. What are the areas of improvements have been witnessed by engaging in training development of their employees? 1. 6 Significance of the study 1. 6. 1 To the managers To help them know the kind of training they need to offer to their staff to increase their level of performance To have a more realistic approach to staff training and development. 1. 6. 2 To the Staff The staff will know the kind of training they need to improve on their productivity. To gauge the level of performance improvements after training and development programmes 1. 7 Scope of the study This study focuses on the perceived and actual performance of employees from management and employees’ perspective. The identification of the importance of training in the hospitality industry and how beneficial it proves for employees and employers are discussed with the help of primary and secondary sources. The study focus will be a sample selection of employees from Nairobi Safari Club. According to Zaman and Bakar (2003) research findings process is in the preliminary stage to establish the connection between the training and commitment of employees that leads to improve the actual performance of employees. Though, researches of different types have been executed in the western part of the world to explore the training program and various types of influences of training on the actual performance of employees but still the generalizability of findings are not so far accurate as there has been lack of consistency in similar sort of outcomes. Most of the researches have strongly emphasized on the close relation among the training program and level of employees’ commitment that result in improving the performance of employee as a whole (Bartlett 2001; Bartlett and Kang 2004; Grossberg 2000; Meyer and Smith, 2000; Bartlett and Kang 2004; and Tannenbaum et al, 1991). This current study investigations foundation strongly lies on the observation in a practical sense therefore by nature this is an empirical research which analyze the impact of the training programs installed in an organization on the performance of employees in a practical sense. Organizations that give special training to their employees and there are ample opportunities for promotions and good monetary benefits which encourage the employees to and good monetary benefits which encourage the employees to exert themselves and take initiatives to rise to the challenges which gives guaranteed returns to the company. A wide selection of leadership, seminars, management training and technical courses are available to employees. It is a crucial investment and it is essential to the company (Banson 2003) Its essential to devote resources for ongoing training, development of leadership skills and creating opportunities for advancement for candidates within an organization. We are developing future managers from within our labor force. It is our goal to be the employer of choice. (Milanese, 2003)They approach salespeople with an attitude that lets them know training will take an hour of their time to compensate them with skills and information. Salespeople want to know exactly what they can learn in a short time. 2. 1 Role of Training in increasing organizational commitment: According to Noe (2008) explained training as a deliberate and preplanned attempt about related job competencies so that employees learning is being facilitated (pp 4). It is significant to invest in programs of development and training in order to make sure that the organizations targets and goals are achieved (Lewis, 1997). The general view and open ideas revolving around in the business world is that the gains and advantages of employers and subordinates are associated with the programs of training and development and investing in those programs (Santos and Stuart, 2003). The role and contribution of Human Resource Development has gained more acceptability and significance in the tenure of reforms and restructuring. One of the key functions of Human Resource Development is addressing and indentifying at work setting the demonstrated behavior of individuals and their perceived attitude towards work. Lewis (1997) demonstrated and firmly argued that training and development is the vital and main reason behind the high performances of workers, organizations and nations. Training and development program is essential consideration by firms when they want to utilize their employees to maximum or optimum level. In other words, to explore the full potential of employees, the difference maker is training and development program, considered by organizations. Through the provision of adequate and appropriate training to workers, the organizations can attain the high productivity level, as per Human capital theory (Becker, 1975). The actions of employees backed by training helps such employees to groom abilities to a next level and substantial growth and employees are influenced by the training modes (London, 1989). Donovan et al (2001) proved and supported through his research findings that employees become more active and quick in responding and accepting changes, built their inner confidence stronger and develop understanding to be supportive to their peers, once they participate in various types of training program The employees actual performance is connected with the commitment of employees, when employees are well trained; they are more productive in their approach. In other words, the job satisfaction and employees productivity tends to increase more after involving them in training sessions and this productive and job satisfaction is largely influence by the commitment of employees . Training sessions help organizations in retaining their employees as training tends to improve the loyalty of employees towards organizations. Moreover, the training sessions also improve the work efficiency of workers who actively participate in training sessions. The appropriate and adequate training motivates employees in right direction which leads to improve their overall commitment towards organizations (Becker, 1975). The commitment of employee is a connected with the performance of employees. Training programs designed by the think tanks of an organization ensure that the skills of employees develop in more professional manner so that there is less wastage of resources and overall improvement in the actual working procedures of employees (Donovan et al, 2001). Training also ensures that employee is needed by organization and he should be retained, this increases their level of commitment towards his respective organization 2. 1. 1 Need for training program The psychological understanding about the actual performance of employee is linked with the organizational commitment which can be improved by means of training employees (Bartlett and Kang, 2004). In order to measure the performance of employee in actual sense the level of organizational commitment must be measured by the organization. To properly measure the level of commitment towards organization, scales were made and conceived by Meyer and Allen (1997). The performance of employee will be more affective if he is trained in a fine manner and this affective commitment tends to be more of emotional type attachment which improve the work efficiency and helps organization in succeeding competitive edge in the market, due to training employees stick to same organization which develops a commitment more of norm type to help organizations (Meyer and Allen, 1990, P. ). Mathieu and Zajac (1990) found in their study that commitment of employee is more due to participation in the developing programs and this commitment is continuance commitment by nature. Weiner (1982) argued and emphasized that normative commitment towards organization means right or moral thing to do (p. 421). These commitments enhances due to the willingness of employee to stay with same organization, which means that training assist organizations in de veloping the sense of commitment in employees. Bartlett (2001) investigated that that there is a close connection between the perception of employees towards the training program and the organizational commitment at the industry of health care. Research results showed that affective commitment and normative commitment of employee is positively linked with the perceived training ability of employees, willingness to participate, training support from senior staff and management, and the perceived benefits of training. Neo and wilk (1993) strongly viewed that once given, the appropriate means should be develop to measure the affects from training program and to motivate employees for training the right steps should be considered by organizations. Bartlett (2001) urged that if the training program is launched in organization and employees are committed to firm when they view the benefits of participation in the training and development program. Bartlett (2001) also proposed a notion that to increase the organizational commitment to a higher level the social support should be created for programs of training and development. Brief (1998) firmly viewed that perceived training benefits and the commitment towards organization is being affected by the relationship of job satisfaction with it. Bartlett (2001) concluded with the outcome of his research in the health care industry and on the basis of outcomes suggested training incentives for professionals of human resources management. 2. 1. 2 The importance of staff training Staff training is a significant part as well as the key function of Human Resource Management and Development; it is the crucial path of motivating employees and increasing productivity in the business. Mcclelland 2002, ) With the development of the technologies and the whole business environment, employees are requested to be more skilled and qualified, even if you are a good employee today, you could be out of the line some other day if you do not keep studying. A company needs organized staff training if wants to be competitive among others. (Yafang Wang 2008. ) Staff training is the k ey task to help everyone in the company to be more united. An enterprise could hire experienced employees or train employees to be skilled. When the company trains their own staff, by providing and forming a harmonious atmosphere, accurate work specification and the passion of work, team spirit will be built between employees and management team within the process. (Train,2009. ) Training of work tasks is one of the main aspects of staff training, including principles at work, professional knowledge and skills, by offering employees these essentials, staff training helps personal abilities match with business requirements. Train01 2009. ) Training could be enormously demanding and should be in-depth; lack of training or poor training brings out high employee turnover and the delivery of substandard products and services. (Sommerville 2007, 208) 2. 2 Impact of training to employees’ performance The existence of a link between the training and performance of individuals at work settings are identified by various researchers. For instance, on job and off job training in a continuous mode is the Human Resource Management practices that is regarded as high involvement and it assist the individual in building the human capital- knowledge for the particular firms in which subordinates are more productive and effective as they are gaining a practical exposure from ongoing job training and are more knowledgeable about the requirement of delivering the services that firm has planned (Batt 2002) Staff training enhances the capabilities of employees and strengthens their competitive advantage. Effective training will improve the personal characters and professional abilities. Not only employees, management and organization would benefit from staff training, customers and guests benefit as well, because of the received quality products and services. (Sommerville 2007, 210). Sommerville also pointed out that unnecessary wastage and damages can be avoided. Regular trainings can decrease work pressures and employee turnover, as a result, less labor cost will be spent and better service can be achieved. 2. 3 Types of staff training and development 2. 3. 1 Sort by training objects Training is differed by disparate groups, one is the top management group, the second group is supervisory management, and the third group is front line employees who participate in operations and providing services. As for the top management group, including general manager, directors, managers and assistant managers of every department, they take care of making decisions. The training should be about building proper economic views, marketing, forming sales strategy, budgeting and cost controlling etc. Supervisory management group is the supportive team in the organization, such as supervisors, team leaders etc. hey should be trained about management concept and ability, professional knowledge, customer services and how to deal with guests requests and complaints etc. practical information. Front line staff helps hotel’s actual operation; training for them should be focused on professional knowledge, technical competencies and working attitudes to improve their abilities 2. 3 . 2 Sort by training location According to the location that trainings take place, trainings are separated into in-house training, on-the-job training and outside training. In-house training is organized by the Human Resource department, using hotel facilities such as the training room, staff canteen. On-the-job training is usually held by each department; supervisors, team leaders and trainers are responsible for this kind of training, experienced worker or trainer trains the employee. (Dessler 2006, 157) Outside training refers to training which is held outside the hotel. Trainees attend seminars and conferences, participate in training program organized outside the hotel, or go abroad to other sister hotels for training. 2. 3. Sort by training contents Trainings are held for different purposes, some are organized to help new employees to get to know the hotel, some are for improving employees? professional skills, therefore, the trainings can be divided by their contents: †¢Apprentice training To introduce hotel general information and basic skills needed at work to new workers. This training helps building up good relationships between employee s themselves and as well as between employees and management team. Moreover, it helps employees to set up the right attitude towards work. †¢Certification training After this kind of training, employee get professional certificate on practical or theoretical tests. It aims to improve employees? skills and motivates them when they pass the tests. †¢Simulation training Practical training is held with the help of Human Resource Department, aiming to improve methods of working and increase work effectiveness by simulating the real workplace. This training is in existence in everyday work, therefore it is long-term. In order to have good results from this training, department heads play very important roles by using proper training skills. On-the-job training Employees? professional quality is the key of hotel services, the rules and principles of work are taught in this kind of training, besides, courtesy, manners and techniques of handling interpersonal relations are taught as well. This kind of training aims to train employees to learn the best way to do the work in the most quickly and effective way. †¢Language training Hotel employees are required to be able to speak one or two foreign languages, for different departments, different work categories or different positions, language requirements also differ. English as an international used language, every staff needs to be familiar with. Another language is required or to be trained depending on the location of the hotel. †¢Hotel services and administration training This training is more focused on a specific subject according to the request of improving administration and services, including telephone techniques, guest relations, sales skills, public relations general information and application, safety and first-aid †¢Cross training To ensure the communication among departments and increase the ability of adjusting to distinguished environments, cross training is used to assist employees to receive knowledge and skills from other departments. (Walker 2007, 597-598) 2. 4 Correlation between training and performance The existence of a link between the training and performance of individuals at work settings are identified by various researchers. For instance, on job and off job training in a continuous mode is the Human Resource Management practices that is regarded as high involvement and it assist the individual in building the human capital- knowledge for the particular firms in which subordinates are more productive and effective as they are gaining a practical exposure from ongoing job training and are more knowledgeable about the requirement of delivering the services that firm has planned (Batt 2002). Moreover, the customer buying behaviour is changed by the demonstration of employees behaviour (Mills et al 1983). Eventually training shows the way to have workforce that is highly skilful and has a positive impact on the businesss improvement, employee also become more productive and committed to the organisation. Various studies indicated the training programs impact as positive in the reinforcement of plans and policies (Huselid 1995, Cooke 2000). Furthermore, the argument proposed by Armstrong (2000) that via learning, the behavior of employees is modified by training that works as a tool for the modification of behavior. The performance of employee is directly interlinked with the training program. . 5 Conclusion These empirical researches do evaluate the importance of the Human Resource Management practices that are executed by the firm in the organization and it will not be wrong to say that these practices are linked with the organizational performance and the individual performance of employees. From the above mentioned theories, it is concluded that there exist a correlation between the performance of an employee and the currently operating training practices in a positive manner but the statistical explanation to show the close link between these variables are yet not been evident.

Digital Values †Math Research Paper

Digital Values – Math Research Paper Free Online Research Papers Abstract:- We come across many big calculations which we want to check. Though the idea of digital roots can be used, but it is limited to integers. This paper introduces a new idea of assigning every number a characteristic value called â€Å"Digital Values†. Every number, real or imaginary is assigned a digital value. The digital values are mostly 1, 2,3,4,5,6,7,8 or 9. These values have many interesting properties. Although in some cases we assign some other values for our convenience. The digital values can be applied to calculations to check them. They also have interesting properties in an equation (expressions involving unknown quantities) and system of equations. Keywords:- digital values, digital roots, digital sum, digitally irrational numbers, equi-digital functions. 1 Introduction Sometimes it is very difficult to go back and check the whole process. It happens in many calculations, while solving equations etc. The idea of digital roots may help us in some calculations. A formula for finding the digital root of an integer is given by[1] : Digitalroot[x] = 1+Mod[(x-1),9]. The digital root of addition, subtraction, multiplication and division of integers show interesting properties. But the idea is limited to integers. This paper introduces a new concept of â€Å"digital values† to overcome this difficulty. Just like in digital roots, we assign particular values for different numbers but this can be implemented for any number (real, imaginary or complex). It follows all the properties of digital roots. The paper also introduces how these digital values can help us in verifying calculations and the application of digital values in functions and equations. 2. What is digital value? Digital value is a characteristic value assigned to a number. We will denote digital value of a number x by //x// or by dval(x). For a natural number the digital value is same as its digital root[1]. As in digital roots, we add the different digits and repeat the process till a single digit is reached. For 1456914 the digital value will be: //1+4+5+6+9+1+4//=//30//=3. Similarly for 563, digital value =//563//=//5+6+3//=//14//=5 2.1 Digital value of an integer Consider the following table: Table 1 Number Digital Value 267 6 266 5 265 4 264 3 263 2 262 1 261 9 260 8 259 7 258 6 257 5 256 4 255 3 254 2 253 1 We observe that the digital value of the natural numbers in decreasing order repeat the pattern : â€Å"9,8,7,6,5,4,3,2,1† For 0 and negative integers also we will follow the same pattern to get the digital value i.e. digital value of 0 is 9,-1 is 8,-2 is 7,-3 is 6 and so on. A simple way to find out the digital value of a negative integer is to subtract the absolute value of the integer from 9.For e.g. //-8// = 9 //8// = 9 – 8 = 1 //-5647// = 9 //5647// = 9 – 4 =5 The above results can be obtained by the general formula [1] Digitalroot[x] = 1+Mod[(x-1),9] Some properties of digital values: For two integers a and b, (1) // a + b // = // //a// + //b// // (2) // a b // = // //a// //b// // (3) // a Ãâ€" b // = // //a// Ãâ€" //b// // (4) // // a + b // + c // = // a + // b + c // // (5) // // a Ãâ€" b // Ãâ€" c // = // a Ãâ€"//b Ãâ€" c // // (6) // 9a// = 9 (7) // 8 Ãâ€" a // = //-a// (8) // 9a + b // = //b// (9) // a! // = 9, where a ? 6 (10) // a^b // = // dval(a)^b // All the above identities can be easily proved using congruence. 2.2 Division of integers (digital values of rational numbers) For division consider the following expression: (11) // a/b // = // (dval(a))/(dval(b)) // So, now, digital value for any decimal number which is terminating can be found out. For e.g. //12.321// =// 12321/1000 // = // (dval(12321))/(dval(1000)) // = // 9/1 // = 9 For 1/11 // 1/11 // = // (dval(1))/(dval(11)) // = // 1/2 //=//0.5//=5 According to the above identity // 1/7 // and // 1/16 // should have same digital value. So, = // 1/7 // = // 1/16 // = //0.0625// = 4 Now, for any division // x/y // = // //x// Ãâ€" // 1/y // // Division by 3,6 and 9 cannot be determined. It is either undefined or has multiple digital values. If //a//=3, // a/3// = 1, 4, 7 If //a//=6, // a/3// = 2, 5, 8 If //a//=9, // a/3// = 3, 6, 9 If //a//=3, // a/6// = 2, 5, 8 If //a//=6, // a/6// = 1,4,7 If //a//=9, // a/6// = 3, 6, 9 If //a//=9, // a/9// = 1, 2,3,4,5, 6, 7, 8, 9 In all other cases the digital value is digitally imaginary (see next section). 2.3 Digital values of irrational numbers For an irrational number, we will use (12) // a^b // = // dval(a)^b //, where a, b are real numbers So //square root of 13// = // square root of //4// // = //2// or //-2// = 2 or 7 //?4 // = //2// = 2 (one root is taken only if the given value is rational) //?13// will have 2 values : 2 and 7 Let A be another number such that //a//= //A// // a^b // = // dval(a)^b // and // A^b // = // dval(A)^b //=// dval(a)^b // therefore, // a^b // =// A^b // Using this method: // square root of 7//= //square root of 16//= //4// or //-4// = 4 or 5 Following is the table for digital values of some powers: Table 2 // x^1 // 1 2 3 4 5 6 7 8 9 // x^2// 1 4 9 7 7 9 4 1 9 // x^3// 1 8 9 1 8 9 1 8 9 // x^4// 1 7 9 4 4 9 7 1 9 // x^5// 1 5 9 7 2 9 4 8 9 // x^6// 1 1 9 1 1 9 1 1 9 // x^7// 1 2 9 4 5 9 7 8 9 // x^8// 1 4 9 7 7 9 4 1 9 // x^9// 1 8 9 1 8 9 1 8 9 There is repetition in the digital values of the numbers raised to increasing powers. For 1 : 1 For 2 : 4,8,7,5,1,2 For 3 : 9 For 4 : 7,1,4 For 5 : 7,8,4,2,1,5 For 6 : 9 For 7 : 4,1,7 For 8 : 1,8 For 9 : 9 Following this repetition digital value of any number raised to any natural power can be determined. For e.g. //14^11// = //5^11//=//5^5// [following the repetition] = 2 For //x^(1/b)// , x belongs to R, b belongs to Z , a digital root between 1 to 9 exists only if it is present in the Table 2 in the row of bth power of x. Otherwise the digital root is represented by //x^(1/b)// only. For e.g. ?3,?2 These values are called digitally imaginary numbers (DI). 2.4 Digital values of imaginary numbers We know that // a^b // =// A^b // when //a//= //A// Using the above relation, when b= (1/2), a= -1, A= 8; // i // =// ?(-1)//=//?8// //?(-5) //=//?4//= 2 or 7 [two values because we cannot have a rational value of ?(-5) ] OR //?(-5) =//?5 i//=//?5.?8 //=//?4//= 2 or 7 In this way we can find the digital value of a complex number. As in case of digital roots[2] the digital values also show the repetition in addition (Table 3), subtraction (Table 4), multiplication (Table 5)and division. Table 3: Addition Table + 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 Table 4: Subtraction table 1 2 3 4 5 6 7 8 9 1 9 8 7 6 5 4 3 2 1 2 1 9 8 7 6 5 4 3 2 3 2 1 9 8 7 6 5 4 3 4 3 2 1 9 8 7 6 5 4 5 4 3 2 1 9 8 7 6 5 6 5 4 3 2 1 9 8 7 6 7 6 5 4 3 2 1 9 8 7 6 7 6 5 4 3 2 1 9 8 9 8 7 6 5 4 3 2 1 9 Table 5: Multiplication Table X 1 2 3 4 5 6 7 8 9 1 1 2 3 4 5 6 7 8 9 2 2 4 6 8 1 3 5 7 9 3 3 6 9 3 6 9 3 6 9 4 4 8 3 7 2 6 1 5 9 5 5 1 6 2 7 3 8 4 9 6 6 3 9 6 3 9 6 3 9 7 7 5 3 1 8 6 4 2 9 8 8 7 6 5 4 3 2 1 9 9 9 9 9 9 9 9 9 9 9 3 Equality of digital values For two equal quantities are equal the following properties of digital roots are important: ?If two quantities are equal there digital values must be equal. This property may be used to Check calculations: See if digital values of both sides are equal or not. If they are not equal then the calculation is incorrect. To find a missing digit: Find the digital value of the known side. Then apply trial and error to put the unknown digit so that the digital values of both sides are equal. ? If a DI occurs in digital value of LHS of any equation it must occur in that of RHS too. 4. Digital value in functions and equations In functions and equations digital values have following properties: ?For any function (13) //f(x)// = // f (//x//) // ? In a system of equations with unique solution, the solution can be represented by an expression containing coefficients. So, if two systems of equations have equal digital values of corresponding coefficients of corresponding equations, then the corresponding roots have equal digital values. i.e. a_11 x+ b_11 y+ c_11=0 a_12 x+ b_12 y+ c_12=0 AND a_21 x+ b_21 y+ c_21=0 a_22 x+ b_22 y+ c_22=0 Will have same digital values of x as well as y if //a_11//=// a_21// //b_11//=// b_21// //c_11//=// c_21// ?If //a_1//=//b_1// //a_2//=//b_2// //a_3//=//b_3// †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. //a_n//=//b_n// (14) Then (x-a_1 )(x-a_2 )(x-a_3 )†¦Ã¢â‚¬ ¦..(x-a_n) and (x-b_1 )(x-b_2 )(x-b_3 )†¦Ã¢â‚¬ ¦..(x-b_n) are equi-digital. The converse is not always true. ?In case of quadratic equation the converse is true when the roots are distinct. 4. Conclusion The paper has introduced a concept of digital values which provides a way not for verifying calculations involving not only integers but any complex number. Now any complex calculation can be checked but one should be careful that if digital values of LHS and RHS are equal it does not necessarily mean that LHS = RHS. But if they are not equal then LHS cannot be equal to RHS. We have also studied the properties of digital values in functions and equations. We have also learnt how to use the property of digital value to find a missing digit in calculations. It may seem strange to learn a way of checking a calculation when so many accurate computers are available but we must have the knowledge of the interesting properties of numbers. References: [1] Weisstein, Eric W. Digital Root. From MathWorldA Wolfram Web Resource. http://mathworld.wolfram.com/DigitalRoot.html [2] Teknomo,K.,Digital Root http://people.revoledu.com/kardi/ ,Page2 [3] Teknomo,K.,Digital Root http://people.revoledu.com/kardi/ ,Page7-8 Research Papers on Digital Values - Math Research PaperIncorporating Risk and Uncertainty Factor in CapitalThe Relationship Between Delinquency and Drug UseResearch Process Part OneBionic Assembly System: A New Concept of SelfAnalysis of Ebay Expanding into AsiaComparison: Letter from Birmingham and CritoAnalysis Of A Cosmetics AdvertisementRiordan Manufacturing Production PlanDefinition of Export QuotasOpen Architechture a white paper

(research proposal)Exaime the diffculties african carribian lone Essay

(research proposal)Exaime the diffculties african carribian lone parent face in employement in the united kingdom - Essay Example will include, how many employed Afro-Caribbean lone parents in a selected sample have an economically sound job and what is the average distance they have to travel to reach their employment station, how many hours does an Afro-Caribbean lone parent work on an average and how many hours does he/she spend with his/her child/children, what kind of public transport facilities are available for a working Afro-Caribbean lone parent and what kind of support an Afro-Caribbean lone parent receives from his/her family members. One major study on the economic status of lone parents in UK was done by J. Millar and Karen Rowlingson (2001). Millar and Rowlingson (2001, pp.180) have found that the majority of lone-parent families in Britain are White but some ethnic minority groups are over-represented among lone-parent families (such as Afro-carrebian women). Another study (Giddens &Griffiths, 2006, pp.215) has also substantiated this as a fact by noting that â€Å"there are far fewer black women aged between twenty and forty four living with a husband than there are white women in the same age group.† Millar and Rowlingson (2001, pp.183) have observed, â€Å"the link between high rates of lone parenthood and lack of labour demand causes problems for lone parents for seeking paid work.†These researchers (Millar & Rowlingson, 2001, pp.183) have inferred that one reason for the high rate of lone parenthood in certain areas is owing to the deficiency of decent paid jobs for men in the locality, which detracts them from becoming â€Å"husband-father-breadwinners.† Hence they (Millar & Rowlingson, 2001, pp.183) have suggested that â€Å"improving employment opportunities in deprived areas for both men and women could therefore increase the labour market participation of lone parents, while at the same time reduce the number of lone parent families.† It was when New Labour came to power in UK that the policies on lone parents underwent a drastic change. Millar and Rowlingson (2001,

Marketing Communication College Case Study Example | Topics and Well Written Essays - 1000 words

Marketing Communication College - Case Study Example As a member of the skin care and hygiene product market, Dermacare experiences rigid competition from other industry leaders including Proctor and Gamble, Johnson and Johnson, and Revlon. What has been our P/Cost ratio Are we enjoying market growth Why or why not L'OREAL, the world's largest cosmetics company, is jointly owned by Gasparal (France) (51 per cent) and Nestle (Switzerland) (49 per cent). It markets Ambre Solaire through its Laboratories Garnier division. L'OREAL has interests in most sectors of the global cosmetics and toiletries markets. In addition to its Garnier Division, L'OREAL operates through three divisions in the UK: Salon, Perfume and Beauty (e.g. Cacharel, Armani, and Helena Rubinstein) and Active Cosmetics (e.g. Vichy). Ambre Solaire had previously been associated with oil formulations (as opposed to creams and gels) for deep tanning and self-tanning products. L'OREAL is very active in research and development and is perceived by customers as inventive and at the forefront of technology. Boots is one of Britain's major high street retailers and has interests in both the retailing and manufacturing of sun care products. In 2008, Boots was by far the largest retailer of sun care and other toiletry products. Its Soltan brand accounted for about 40 per cent value share in its 1,100 outlets. Soltan benefited from Boots' skin care and pharmacy heritage, and was especially strong in the after-sun sector, with roughly a one-quarter share by value. The strength of Boots was highlighted in March 2006 when it introduced a star-rating system that indicated how much protection a product provided against UVA rays in proportion to the amount of UVB protection offered. While its introduction created some uncertainty in the industry, virtually all manufacturers accepted the new system. Avon Cosmetics Ltd A subsidiary of Avon Products, Inc., Avon Cosmetics is the oldest beauty company in the USA and one of the world's four largest cosmetics companies. It entered the UK market in 1957. Avon sells its cosmetics, toiletries and fragrances to individual consumers. The bulk of its business comes from its sales representatives ('Avon Ladies') selling to women in their homes and workplaces. Avon employs some 100,000 representatives in the UK alone. In the 1980s it increased its market share in line with the growth of home shopping; however, its sales in the early first decade of the new millennium have been sluggish owing to its inability to match retailers' product-ranges and prices. Nevertheless, Avon accounts for around 11 per cent of all sun care sales. Nivea A well-established global brand developed by the German manufacturer Beiersdorf in the early nineteenth century. The company had developed a number of line extensions across its range of skincare products that competed directly with Dermacare in a number of sub-categories. While its traditional market strength was in continental Europe the company's products enjoyed a high degree of loyalty and recognition in the UK market. Ciba Consumer Products Ciba Consumer Products is a subsidiary of the Swiss chemicals giant Ciba-Geigy. Ciba's core consumer business was in over-the-counter (OTC) health care. In the UK toiletry sector, its main product was Piz Buin, the number five sun care brand. Warner-Lambert Warner -Lambert's Hawaiian Tropic

What Should Medicine Do When It Cant Save Your Life Essay

What Should Medicine Do When It Cant Save Your Life - Essay Example Atul Gawande sees hospice as a morphine drip. It serves as a way to minimize the terminally ill patient’s anxiety on death and provides the family with opportunities to accept and seize every important moment that can make it easier for the patient and family to accept the natural course of faith resulting from the disease. I do believe that hospice care has relatively high importance with the families of patients suffering from terminal illnesses, not only that it addresses the sufferings that are bound to be experienced by the patient but also some observations indicate that hospice care prolongs the survivability. Creed refers to patients that are in a situation in their life wherein they have already understood that they have a have a fatal illness however they do not fully consider it as a condition which will end up in their demise. There are various approaches, some of which may not be applicable to other patients. This is primarily due the differences in the character of each individual. However, Dr Creed is able to effective apply this approach to patients. Instead of explicitly conveying a notion of being sorry for the condition of the patient, Creed says to her patients that she there to make their life better and that they have a lot of time to waste, given such condition. Dr Block focuses more on helping the patients identify what is most important to them and provide them with information and advice on the best approach that could help them address the salient activities that would the most impact on those important matters that the patient pointed out.