Dinner vs. Instant Message :: Personal Narrative Writing

Dinner vs. Instant Message I can remember sitting at my boyfriend's house, while he took part in Teen Chat , an online chatroom that he had recently become addicted to . He's being awful quiet and I am getting annoyed at the chronic pounding at the keyboard and the spontaneous giggles coming from him that pop out of nowhere. Here I am watching some dumb movie on HBO with his cat "Whiskey" coughing louder and louder until I finally get his attention. "Hey babe, you wanna type?" Did I want to type? No, I didn't want to type! You promised me Chilis! We were supposed to go out! "I guess,"I said. Anything to get some attention here. I wandered over to the damn machine to see what his fuss was about. Ok, I admit it, I was amazed that he could be a part of ten conversations at one time. There were about fifteen people in the chat room, talking about everything from sports to some stuff that I would like to think of myself too much of a lady to mention. "This is dumb, you WOULD want to be a part of this!" I said totally aggarvated that he could be subject to some of the things they were talking about. "Babe, WE'RE talking about baseball!" I guess he was right and I noticed that about five people acted as if they knew him before he even entered the chat room. I asked him how he knew these select few. "This is Ryan," he would say, "He is taking some of the same classes as me at CFCC, this girl's name is Jessica, she's from Tennessee, she just IM's me to talk sometimes." Wow. Friends online? Now this was starting to intrigue me. I mean how many of my friends could I communicate with? No phone bills or waiting three or four days to receive outdated letters. Now the meeting new people thing seemed a bit ridiculous, though he would beg to differ. But, whether I cared for it or not, there was a whole community online and he's meeting more people as I sit beside him holding Whiskey in my PJ's, watching the walls in his empty living room. He had always tried to get me to type on this thing and say hello. Finally, the next time, I did. "Say something," he would tell me. I wasn't surprised or disappointed to see that my simple "hello" was completely ignored.

Elasticity on Demand, Breakeven Analysis and Pricing Decisions Essay

When a firm changes prices, the effect on profits is more important than the effect on revenue. There is a simple formula to calculate the critical Price Elasticity of demand which is just sufficient to maintain the contribution to overheads and profits. This will be greater than that required to maintain revenue. A common issue in business and in business studies is whether a firm should change the prices at which products are offered. The calculations begin with estimates of the reaction of customers to the new prices. This reaction is represented as Price Elasticity of Demand (PED), the ratio of the proportionate changes in volume and price. Students are always told – and some students even remember that Elastic Demand (PED >1) means more revenue from a lower price and less from a higher one; and Inelastic Demand (PED But who wants the same revenue with lower profits? Any change in price will have a much bigger impact, proportionately, on the contribution per item for the firm than on the asking price to the customer. It follows that an increase in price may succeed in raising profits, even though revenue falls; and that a lower price may reduce profits even though revenue increases. So the critical question is not whether the PED is greater or less than one, but whether it is sufficiently high (for a lower price) or sufficiently low (for a price increase) to improve profits. The critical level of PED can be found by an application of breakeven analysis. We can take the current level of contribution to overheads and profit; and ask what the volume (units sold) must be to give the same level of contribution at the alternative price. Having found this critical volume, we can then compute what the PED would be to give us this volume at the new price, compared with the existing price and quantity. This then will be the Critical Price Elasticity of Demand (CPED). If we are raising prices, any PED less than CPED will increase profits; if we are lowering price, we want PED to be more than CPED. And while there is no way, short of trying the price change, to know what the PED actually is, a firm may well have sensible ideas about the likelihood of its being significantly greater or less than a specified value. It may seem that calculating the CPED is rather a waste of time, since we should have to calculate the required change in quantity first; and might just as well reckon our chances of getting this volume after our price change, without entering into Elasticity computations at all. However it turns out that there is a very simple formula for calculating the CPED.

Of Romeo and Juliet

anfernee simon According to Duff Brenna, â€Å"All literature shows us the power of emotion. It is emotion, not reason, which motivates characters in literature. † This is demonstrated in The Tragedy of Romeo and Juliet and Of Mice and Men. Human beings are often driven by their emotions or passions. Sometimes their actions defy sound reason or judgment. However, due to the emotions that the individuals might be experiencing at that time, their initial response is usually impulsive.I agree Duff Brenna in her assessment of how characters in literature are motivated by their raging emotions and not by reason, common sense or wisdom. One cannot merely act upon how they feel, especially if those emotions are negatives. Negatives emotions, if acted upon, will lead to negative actions; whereas positive emotions will leads to positive actions. In the play, Romeo and Juliet, The Capulet’s and The Montegue’s hated each other’s families. The literary term I used to best describe the story is irony.The irony in the story was that the two families were feuding and the two cross lovers fell in love. The main character in the story that relates to my interpretation of the quote by Brenna is Romeo. Romeo was a teenaged Capulet. He was tall with dark brown eyes. Romeo killed other people and bought poison to kill his self afterwards. For an example, Tybalt was Juliet’s cousin. Romeo and Tybalt were never in agreement with anything. When Romeo tried to be nice to Tybalt, Tybalt got aggressive and attacked him. That behavior resulted in Romeo’s killing of Tybalt.There are many themes that are represented in the story Of Mice and Men by John Steinbeck. The theme that I will focus on is idealism. The two main characters of this novel, George and Lennie, always dreamed on having a dream farm. Lennie loved to play with any animal that had soft hair. The story consisted of mice, rabbits and a dog. That dream that they had doesn’t get f ulfilled because George killed Lennie. George killed Lennie because Lennie had a mental disorder. It was George’s responsibility to take care of him. Lennie was just too much for George to handle, so George had no choice to kill him.Everybody in the story realized that the two men weren’t going anywhere in life. For an example, Crook expresses his doubt about the dream. Nobody ever gets into heaven and nobody gets any land. Crook is simply referring not only to literal ownership, but the dream of contentment about what these simple men fantasize. John Steinbeck’s Of Mice and Men revealed the dreams as well as the pains that these two men experienced in their lives. The actions of the characters in The Tragedy of Romeo and Juliet and Of Mice and Men were motivated by their emotions and not by reason.Duff Brenna is accurate in her statement that â€Å"All literature shows us the power of emotion. It is emotion, not reason, which motivates characters in literature . † Romeo in Romeo and Juliet and George in Of Mice and Men both committed actions based upon the negative emotions that they were experiencing. Had they given much thought to the emotions that they were feeling; and had they applied sound reason, I am convinced that their actions would have been different and so would the overall stories of the books.

Business 1 Coursework 1 on Enterprise

Business 1 Coursework 1 on Enterprise 1. Identify three reasons why Enterprise uses workforce planning. Workforce planning is the process of analysing an organization's likely future needs for people in terms of numbers, skills and locations. It is an essential process in Human Resource Management as it ensures that a firm has the right number of people in the right place, with the right skills at the right time. Workforce planning often has 5 steps. The first step is the ‘Environment Scan’ which involves managers look at why workforce planning is important, the strategic objectives, the internal and external environment.The second step is ‘Current Workforce Profile’ where managers look at their current profile, current skills and competencies of the workforce, and current strengths and development needs. The third step is the ‘Future Workforce View’ which is when managers look at what future products and services will be provided by the organiz ation, what the future environment will require, what the future workforce supply and demand is, what future skills and competencies are required etc.The fourth step is ‘Closing the Gaps’ is when the business has to see what the key areas of need/action are to move from where the organization is now to where it wants to be. It involves basically filling all the gaps that are needed to be filled in order to have a successful workforce plan. The final step is the ‘Conclusion/Evaluation’ where managers can check what the key outcomes of the workforce plan were, how they can evaluate the strategies in the workforce plan and what the next implementations are of the workforce plan. Enterprise is the largest car rental business in North America.In 2007, it had 728,000 rental cars in use, employing over 65,000 people with an annual turnover of over 4. 5 billion pounds. The car rental market is increasingly competitive and Enterprise continues to expand its range of services to meet customer needs and wants. Enterprise ensures it has the right people and skills to achieve its business aims and objectives. Therefore it is majorly important for Enterprise to hire, train, develop, and promote its staff. The organization uses workforce planning so it can see what its future staffing needs are.Three reasons why Enterprise may use workforce planning are: the business may grow into new markets such as moving into truck rental, it may use new technology which requires new skills e. g. global positioning equipment, or staff may retire or be promoted, leaving gaps which need to be filled. Enterprise is constantly aiming to grow larger and along with looking at its present situation, it needs to plan what the future workforce needs will be. The impact of good workforce planning would be eliminating surprises, no delays, identifying problems early, preventing problems, lower turnover rates and taking advantages of opportunities.If Enterprise didn’t use workforce planning, it would face the opposite of what it actually faces when it plans its workforce efficiently. Workforce planning is very essential and should be implemented by every HR department in an organization. â€Å"Being prepared is better than being surprised. † 2. In a competitive market, what does Enterprise do differently to attract high quality candidates? A competitive market is a market with a large number of buyers and sellers, such that no single buyer or seller is able to influence the price or control any other aspect of the market.Most individuals search for a company that they feel they can be happy to work for. Businesses recruit applicants for various reasons, for example, if it’s a new business, if the business is expanding or if an employee has been dismissed or has resigned thus leaving a vacant post which needs to be filled. Applicants vary. This means that individuals applying for a job will have different personal goals, different t ypes of skills ;amp; qualifications, different personalities, different family backgrounds, different education, different strengths ;amp; weaknesses and so on.There also will be differences between applicants applying for the same job as every human is different, of course. Businesses have to advertise a job and potential applicants will apply for the job with a hope to get selected and fill the vacant post. Since every individual is different, this will mean that some applicants applying for a job will be much better at that particular job than other applicants. Now, every business will want to select the most suitable applicant for a job. The business will select the applicant that they feel will prove to be most profitable.This suggests the obvious reason as to why there is intensive competition between businesses in the same market when it comes to attracting high quality applicants. An applicant who possesses a high level of competencies, experience and other various qualities will prove to be beneficial to one company whilst a threat to a rival. So, businesses try and carry out unique methods of attracting the most suitable candidate for an available job. In order to attract high quality candidates, Enterprise is raising the company profile within UK universities using Campus Brand Managers.These are students or interns who work for Enterprise and act as liaisons for potential applicants. Other activities to attract university applicants include: presentations on the company, relationships with clubs and organizations, attending Careers Fairs, ‘drop-in’ sessions, skills sessions, and mentoring programmes. Students can also visit Enterprise and spend time learning about how it does business and what opportunities it offers. Enterprise offers a good salary and training as part of its benefits. However, the real attraction is the chance of a career rather than just a job.Most employees start out as Management Trainees with the potential to pro gress to Vice President. Applicants would be high attracted upon hearing that ‘most’ employees in Enterprise progress to Vice President. Employees also have opportunities to specialize in specific areas such as finance, human resource management, vehicle acquisition, risk management and many others. This allows individuals to develop their career path as they progress within the company. Also, Enterprise makes every effort to ensure that its workforce is representative to the cultural and ethnic diversity in the wider population.It believes in cultural awareness. This is a positive sign for applicants as nobody wants to face racism and discrimination, and instead look forward to working in a friendly environment where individuals are noticed according to their performance at work, rather than their appearance, age, sex and race. Enterprise has an online recruitment process. This strategy improves the speed and efficiency of the application for both the company and the a pplicant, the website provides lists of jobs available and also provides information about the company culture and values.This allows applicants to get a good idea of whether Enterprise would suit them. An ‘internship’ scheme is available for university students. It gives students an opportunity to work with Enterprise. Students gain valuable experience. They even begin on-the-job training at a branch office and take on the same responsibilities as management trainees and learn about sales, marketing, customer service, business management and administration support. The Enterprise Graduate Management Trainee programme offers graduates a fast-track career path with opportunities for self development and quick progression.In a short time, the graduates can move up to a Management Assistant and then on to Assistant Manager. This form of quick progression is a motivator for many people as everybody wants to work in a place where they can feel valued and where they can reall y exploit their potential to reach the highest rank possible in their career. The opportunity for a successful career also gives employees the incentive to stay in Enterprise in the longer term. Enterprise advertises its vacancies and opportunities across a wide range of media such as newspapers, magazines and online.Advertising a job is very essential for any business as it informs the public and methods such as advertising in newspapers and online can help give this information to a much larger number of people which then means that there will be an opportunity for more and higher quality candidates! To target graduate recruits, Enterprise has developed a website – ‘Come Alive’ which shows potential employees the benefits of career opportunities with Enterprise and provides a medium through which students can also submit their applications.Applicants also like to see current employees’ comments about a company, so the website presents profiles of Enterpr ise employees with their career stories. Upon seeing rapid successful career stories, individuals with potential will feel that Enterprise is the right place for them to develop their career. However, with intense competition for attracting candidates, it should be taken into consideration that there are other large businesses that have adopted a range of innovate ideas.For example, Tesco supermarket advertises on the television and also has a talent plan for internal recruits. Therefore, Enterprise should be aware of the fact that there are other rivals with different methods of attracting individuals. However, Enterprise engages in multiple various methods of attracting suitable candidates which makes it hold a strong position in the competitive market of attracting applicants. 3. What competencies does Enterprise look for when recruiting in order to maintain its high levels of customer service?Competencies are the level of knowledge and skill required to enable a person to achiev e a standard in a job or task. Every job requires a certain level of competencies depending on the position of that post. It is significant that an employee meets with the competencies required by a business as this will allow him/her to benefit the company with his/her knowledge, skills, creativity, ideas and hard work. A business often needs to recruit candidates internally and externally. Internal recruitment is when there is a job vacancy from within the company i. . its internal, while external recruitment is when there is a job vacancy which requires external candidates applying for a post. Enterprise is a business that is seeking rapid growth and expansion; therefore it needs to recruit more external high quality candidates that have the right competencies to work for the business as well as new ideas which can prove positive for the company. Enterprise seeks competencies in its recruits both for an immediate job role and also for development over the longer term to support t he business growth.Human Resource managers in the company use job description and job specification to match job roles with competencies. A job description summarises a job role within an organization and lists the main tasks. A personal specification highlights the characteristics a candidate needs for a post, as well as the desirable qualities the company is looking for. Enterprise combines these two standard documents together by using a skills and competencies framework.Skills/abilities required by Enterprise| Competencies/behaviours needed| Customer service focus| Sees issues/needs from a customer perspective| Persuasiveness| Adapts to suit the audience| Flexibility| Deals with challenges, demonstrates resilience, able to prioritise| Results driven| Creative about getting things done, thrives under pressure, organizes work| Leadership ability| Works cooperatively, takes ownership, seeks leadership| Communication| Plans important conversations, confident and articulate| Table 1. above portrays the skills and competencies that recruits are required to possess. Table 1. 0 shows the competencies which Enterprise looks for when recruiting in order to maintain its high levels of customer service. Enterprise aims at recruiting employees with the above competencies as these make up an efficient worker who can majorly contribute to the business. As the company’s concentration is on expanding its workforce capacity, it will obviously have to set particular competencies which employees will be equired to meet as this will enable Enterprise to grow larger as a whole. The benefits of competencies being met for Enterprise would be: providing customers with the exact service that they need, deals with all types of customers including complaints, coping with changing circumstances, delivering to high standards, growing the leaders and managers of the future, and supporting ;amp; maintaining the professional Enterprise reputation. What would happen if Enterprise di dn’t focus on setting essential competencies when recruiting candidates?Several problems could arise such as lack of communication, demotivation ;amp; alienation, lack of control, poor customer service, bad leadership and management, higher staff turnover, lower revenue etc. This would cause serious repercussions and damage to the business’s brand name. Since Enterprise is a service-orientated business and operates in a highly competitive marketplace, it must deliver high levels of customer service to keep customers satisfied.When the company’s focus is to grow, it needs to make sure that it has customer loyalty; it needs to make sure it has a high market share when entering new markets, and it also needs to try and ‘steal’ customers of other rivals. Therefore, Enterprise’s employees need to have the competencies which it requires as this also helps the business to achieve its aims and objectives. 4. How does Enterprise's strategy of providin g a career path benefit the company? Most people apply for jobs with a hope that the firm will be most suitable for them and that they can progress in the longer term.Enterprise's specialty is that it aims at providing employees with a career rather than just a job. Therefore, it's strategy is to provide a career path for employees. A career path is a flexible line of progression through which an employee moves during their employment with an organization. Such strategy gives employees a sense of direction as well the opportunity to obtain their personal aims and objectives. It gives them an incentive to strive for promotion and success so that they can exploit their full potential and reach self actualization.In Enterprise, most employees start out as Management Trainees with the potential to progress to Vice President/General Manager. Employees also have opportunities to specialize in specific areas such as finance, human resource management, vehicle acquisition, risk management a nd many others. Enterprise's strategy of providing a career path is highly beneficial to the company, as employees that are highly motivated and strongly determined to develop their career path, will deliver high levels of customer service. This will lead to high levels of customer satisfaction which is a key driver of growth for Enterprise.If the company didn’t pay much heed to the needs and wants of its employees, it would start facing problems as staff would feel demotivated and alienated. Enterprise’s well established name as well as its constant aim to grow larger relies heavily on employees delivering highest possible levels of customer service. Employees who feel they are not valued by the business and don’t have the desire to work hard in order to progress along their career, are obviously not going to deliver the high quality service that customers expect from a well reputed business. Unhappy customers would not be very likely to return to the business. Therefore, such an action would only harm the business’s reputation. However, it is not just a career path that determines the motivation of employees but this factor does hold a strong position it terms of motivating them. So, why does providing a career path benefit the company? Because it gives individuals confidence, determination, and an incentive from within, to work hard and progress in their career. Thus resulting in high levels of customer service which will simultaneously satisfy customer needs and wants, which will in turn give the business a good reputation and opportunity for more growth.Word Count: 1,873 words. Bibliography: 1: Refer to the Internet link http://businesscasestudies. co. uk/tesco/recruitment-and-selection/workforce-planning. html It provides the definition of workforce planning. 2: Refer to page 53 in the ‘Recruitment and selection’ at Enterprise Rent-A-Car case study. Workforce definition used from Glossary. 3 Refer to the Internet l ink http://workforceplanningtools. com. au/tools/workforce-planning/5-steps/ which shows the 5 steps of workforce planning. 4 Refer to page 53 in the ‘Recruitment and selection’ case study. Information on Enterprise used from Introduction section. Refer to the Introduction section on page 53 in the case study. Business aims and objectives. 6 Refer to ‘The role of Human Resource Management’ section on page 53 in the case study. It highlights the 3 reasons why Enterprise may use workforce planning. 7 Refer to the Internet link http://www. workforce. com/article/20021024/NEWS01/310249995/why-you-need-workforce-planning which provides information on the impacts of good workforce planning. 8Refer to the link http://www. workforce. com/article/20021024/NEWS01/310249995/why-you-need-workforce-planning on the Internet. A wise quote was adopted from there. Refer to http://www. google. co. uk/webhp? hl=en;amp;tab=iw#hl=en;amp;output=search;amp;sclient=psy-ab;amp;q=wh at%20is%20a%20competitive%20market;amp;oq=;amp;gs_l=;amp;pbx=1;amp;bav=on. 2,or. r_gc. r_pw. r_qf. ;amp;fp=9cc6ce1e3edfb4fe;amp;bpcl=35466521;amp;biw=1366;amp;bih=593;amp;pf=p;amp;pdl=300 on the Internet. It highlights the definition of a competitive market. 10 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. Information on Campus Brand Managers is given. 11 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. Information on liaisons is given. 2 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. Information provided on the activities that Enterprise practices to attract interested applicants. 13 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It states that Enterprise offers a career rather than just a job. 14 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It says that trainees have an opportun ity to progress to Vice President. 15 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It shows the area which Enterprise specializes in. 6 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It claims that individuals can develop their career path as they progress within the company. 17 Refer to the ‘Recruitment’ section on page 54 in the case study. It mentions that Enterprise has an internship scheme for new recruits. 18 Refer to the ‘Recruitment’ section on page 55 in the case study. It shows how Enterprises advertises its vacancies. 19 Refer to the ‘Recruitment’ section on page 55 in the case study. It mentions that Enterprise has a website – ‘Come alive’ which is to target graduate recruits. 20 Refer to the ‘Recruitment’ section

Investigation report Assignment Example | Topics and Well Written Essays - 500 words

Investigation report - Assignment Example I went further to investigate the reasons that could have contributed the disparity. In my investigation, I realized that two of the union members had not done any overtime work while that of the nonunion members were relatively high. The two members demonstrated a higher percentage of rejection for the period hence their inability to do any overtime work is justifiable. This means that the union leader cannot defend the positions of these two individuals. Through a discussion with the head of the department, Mr. Wilfred Kundson, I got a clue of the reasons why the parity existed. After investigating the proposition that the overtime was awarded based on seniority and productivity in line with the company’s polices, I affirmed Kundson’s views (Massachusetts Institute of Technology 1). The findings show a very close relationship between the two factors and overtime. For example, Ralph Andrews, one of the oldest workers that has served the company for 35 years received less overtime as opposed to the more productive workers, apparently having served the company for only eight years and are member of the union. I established that the problem could have emanated from inadequate communication and lack of employees involvement in decision making in the organization. The union members may have thought that they are discriminated against because of their affiliation to the union, which was not the case. The work done and the seniority are the most important aspects considered as a matter of policy. However, there must have been a communication breakdown somewhere hence creating suspicion among the union affiliated employees (Queensland Government 1). The employees were not aware of how the overtime was awarded; the criterion used was unfamiliar to them. However, when they are informed of the policies of the organization as pertains the award of overtime, most of them would be comfortable. The findings also

Choose a business function (e.g. marketing HR finance) and outline and Essay

Choose a business function (e.g. marketing HR finance) and outline and discuss the changing nature of work and employment in thi - Essay Example Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.8 VIII. Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..10 I. Introduction: â€Å"Setting a goal is not the main thing. It is deciding how you will go about achieving it and staying with that plan.† 1-- Tom Landry In the present backdrop of globalization as trend-setters and intensive competitive market, the Human Resource department is not confined to the mere recruitment and payroll management instead the HR business function has contributed immensely to the timeline adherence with high-qualitative and more productive deliverables which has become imperative day by day. This in line has prioritized the HR to fulfill the need to educate, train and organize resource-planning a nd imbibe in the common company-culture and creativity to team-up to yield an energetic high performance network. Thus the knowledge-assets of organization nurtured by the HR department – are driven by like-minded individuals who share the passion, vision and mission of the corporation and hence increase the brand-endorsement and market-value manifold compared to any tangible assets. Amongst the top priority lists in the agenda of any successful HR department is effective talent acquisition to employ, deploy, train and retain the best individuals. In this research article the case study of the Human Resources Department has been scrutinized and analyzed with the focus on the changing nature of the work and employment in HR. II. Human Resources: The deployment and retention of suitable acquisition of talents in an organizational workforce is the supremely important and the most challenging tasks of the HR and the Management – which in the long run has proven to be the k ey to organizational success. Planning is the cardinal key to success of any organization and hence job description, task analysis worksheet, KSA (knowledge, skill, or ability) identification, and job specification are the primordial and primary requirements of Human Capital Management, and thus hiring and retaining the best people in the industry. This is achieved through very strong recruiting efforts which stresses on the overall career and economical development of the workforce, re-recruiting and internal branding, rewards and recognition, personal motivation, team events, periodic onsite deputation and rotation policy. Hence the primary focus of the HR department can be tabulated as: Fresh employment necessary for a vacancy generated. Former workforce needs to be revamped to actualize organizational profit. Specify and define the employee responsibilities and roles. To determine promotion and compensation revisions. To establish impartial standards and specifications (essentia lly for women, underprivileged, minorities, and mentally or physically challenged). The HR hence in the process can prioritize and organize the following: Employment Estimation and Evaluation: Performance Appraisal, Systematic Disbursement of remuneration and revenue allocation, Establishing Salary Levels Talent Acquisition: Designing appropriate job descriptions and specifications in order to recruit employ and retain the best talents in the industry Nurturing organized and competitive employment relationships: Constituting reporting hierarchy and Creating crystal clear correspondence communion Establishing motivated fulfillment of absolute talent management: Systematizing, Strategizing,

Garden City Concept Essay Example | Topics and Well Written Essays - 1500 words

Garden City Concept - Essay Example The city would be self sufficient until it reaches full population. When it reaches full population, another garden city will be developed nearby. (Wikipedia, 2009) A garden city is made different from others because the concept is planned for its objectives. It is to find the industrial population work for wages of a higher purchasing power and secure a healthier surroundings and regular employment. It is intended to offer a secure a new and better employment for the enterprising, the manufacturers, the cooperatives, the people engaged in the technical field, and to the many who are in various professions. It is a design for the opening of a new market for the talents and goods that are close to their doors. The objective is to raise the standard of health and comfort of the workers of whatever profession they have to offer. This is one way of achieving the natural and economic combination of a town and country life with its own municipality. An ideal garden city is to be built near the centre of a 6,000 acres land and it will cover about 1,000 acres of it. It may be planned in a circular manner. The radius of which could be a 1,240 yards. There would be 6 beautiful boulevards that is 120 feet wide and will traverse the city from the centre to its circumference dividing the city into 6 equal parts. There will also be 5 circumferential roads. A circular space in the centre is to be about 5.5 acres In this area will lay a beautiful well maintained garden. Around this garden will be the large public buildings such as the town hall, the lecture hall, theater, library, museum and a hospital. The rest of the space will contain the public park, which is an ample recreation ground with a very easy access to everybody. Running around the park is a wide arcade made of glass that will be called the crystal palace. The crystal palace is for the wet weather. This will be one of the favorite place of the people because it is very near the central park. One function of this building is that, manufactured goods are exposed for sale. A wide variety of goods to be sold here are of good quality. Shopping for goods in the crystal palace is indeed a joy of deliverance and selection. The enclosed space of the crystal palace is not only used for the manufactured goods for sale. A part of the crystal palace will be used as a winter garden. It forms as a permanent exhibition of a very attractive character while its circular form brings it near to every one living in town. The route around the crystal palace is the fifth avenue. The road is closely designed in a circular manner that it forms a circumferential road. The road side will be planted with trees that would contribute to the beauty of the place as you go around the crystal palace. A beautifully maintained garden adds to the beauty of the place. Moving away from the fifth avenue, you can take the grand avenue and move around to see the beautiful crystal palace on one side and the houses and gardens on the other side. The houses and gardens are designed such that you will find a ring of houses, very excellently built as each is standing on the ample grounds. There will be varied architecture and design which the houses and the group of houses, some will have common gardens and a cooperative kitchen. A circumferential r