Annual Dinner free essay sample

Proposal for Amcon Industries Corporation Sdn Bhd 11th Annual Dinner Celebration Introduction * The celebration of annual dinner is the one of the happiness given by employers to employee. Amcon’s annual dinner in month of May 13 and is not just 11th annual dinner but more importantly is an opportunity for us to share happiness and joyful with all staff either from Head Office or site and different walk of life after successfully completed 11 years in Amcon Industries Corporation Sdn Bhd. Theme * Amcon 11th Annual Dinner 2013 To foster close relationship amongst Amcon’s staff and Employee * To share happiness in celebrating annual dinner * To demonstrate the strength and growth of Amcon * To promote ‘’Salam’’ and forgiveness amongst staffs Program Details * Date : 15 June 2013 * Day: Saturday * Time: 8pm – 11pm * Venue: Swiss-Garden Hotel amp; Residences Kuala Lumpur Committee MembersExpected Participants * A total of 30 staffs (HQ and Site) are invited to participate in this annual dinner including subcons. We will write a custom essay sample on Annual Dinner or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Program Schedule. The schedule is very flexible within the time frame of 8pm to 11pm. However, staffs are encouraged to come as early as possible if they do not have personal stuff. List of Guest * Head Quarters 1) Ahmad Mudzakir Abu Bakar 2) Tarman Verasingam 3) Amaliyah 4) Faiza * Berjaya Central Park, Jalan Ampang Kuala Lumpur 1) Turhamun 2) Hardi 3) Ahmadi 4) Saifuddin 5) M. Safii * Beijing Pantai 2, Kuala Lumpur 1) Sujiman 2) Dalim * Pekan Pahang, IUCAM 1) Alipin * Subcons 1) Shah Alam 2) Main nudin 3) Toha 4) Badrun 5) Mahruan 6) Arianto 7) Nazir * Other Guest 1) En Rizal 2) Bala 3) Atika

Joseph Stalin Research Paper Example

Joseph Stalin Research Paper Example Joseph Stalin Paper Joseph Stalin Paper His childhood was harsh with a drunken cobbler father, who beat both mother and child, and in school was bullied as a child, Joseph Stalin grew up to be a bully himself (Keller). These events in Stalins childhood dramatically influenced the later events as an adult. Joseph Stalin had caused social injustice in Russia through two wars, during the Great Purge, and in the Russian government. Joseph Stalin used social injustice during World War II and during the Cold War. During World War II, Stalin killed many different groups of people. According to Keller, Stalin was unpredictable in his killings. While wealthy peasants were targeted along with other class enemies, Stalin also destroyed imaginary enemies within his own parties. Later during the Cold War Stalin put up a blockade around the city of Berlin, this blockade is known as the Berlin Wall (Marin, 827). Stalin also caused social in Justice in the government as well. Stalin started his own secret police known as the NAVE (Normandy Commissariat Eventuating Del which in English means Peoples Commissariat for Internal affairs). This secret police had to meet certain quotas in arrests and in how many killings they did (Keller). The NAVE arrested anyone who opposed communism as well as all of Stalins enemies. In a desperation for his country to become more industrialized, Stalin wanted Russia to become an industrial superpower, so he moved families to the coldest regions of Siberia (Ingram, 64). The NAVE and Stalins selfishness caused many families to be killed, including children, as well as Stalins enemies. In addition to Injustice In government and wars, Stalin caused social Injustice during the Great Purge. Joseph Stalin killed anyone who was against the communist arty, which then later led to Stalin killing the older Bolsheviks (Cunningham, 121-22). After Stalin started doing this, he came up with another plan. He later sent people to Gulags (Soviet Prison camps In the northern reaches of Russia or In Siberia), and all of Stalins potential enemies were eliminated (Stalin). All of this happened because Stalin wanted Russia to become an Industrial superpower, which happened later In his dictatorship. Stalin later on became less destructive and caused less social Injustice. During his early reign, he caused a lot of social Injustice through different wars, In government, ND during the Great Purge. Injustice anywhere Is a threat to Justice everywhere. We are caught In an Inescapable network of mutuality, tied In a single garment of destiny. Whatever affects one directly, affects all Indirectly (Martin Luther King Jar. ). Even though Stalin did not know It Stalin affected the world with social Injustice. Joseph Stalin By buyout himself (Keller). These events in Stalins childhood dramatically influenced the later In addition to injust ice in government and wars, Stalin caused social injustice Gulags (Soviet Prison camps in the northern reaches of Russia or in Siberia), and all Stalin wanted Russia to become an industrial superpower, which happened later in Stalin later on became less destructive and caused less social injustice. During his early reign, he caused a lot of social injustice through different wars, in government, and during the Great Purge. Injustice anywhere is a threat to Justice everywhere. We are caught in an inescapable network of mutuality, tied in a single garment of destiny. Whatever affects one directly, affects all indirectly (Martin Luther King Jar. ). Even though Stalin did not know it Stalin affected the world with social injustice.

Russian gas industry and its effects on people environment and Research Paper

Russian gas industry and its effects on people environment and business - Research Paper Example Environmental problems are of a great challenge to Russia’s citizens and the economy causing among others, respiratory and gastrointestinal illness, budgetary strains, reduction of labor productivity and damaging natural resources. This paper focusses on the Russian gas industry and its effects on people environment and business. Russia boasts of holding the largest natural gas reserves with 1, 688 trillion cubic feet as per 2013 reports, a figure that accounts for about a quarter of the world’s total proven reserves. Most of Russia’s reserves are situated in Siberia, Urengoy and Medvezh’ye that account for almost 40% of the country’s total reserves as other reserves are located in the northern Russia (Miller, 2013). Looking at the gas sector organization, the state run Gazprom dominates Russia’s upstream and produces almost 74% of the Russia’s output and further controls more than 65% of proven reserves (World Watch Institute, 2014). Independent producers such as Novatek and LUKoil have also significantly gained and enhanced Russia’s production even though upstream opportunities are narrowed. However, the Gazprom’s monopoly on the Russia’s gas export is on the verge of ending as per the government’s plans. Most of Russia’s natural gas reserve under development and production are in the upper part of Western Siberia although Gazpron is investing in new regions such as the Yamal Peninsula to bring gas deposits into the areas. The renown prolific fields in Siberia include Yamburg , Urengoy and Medvezh’ye that are licensed by Gazpron although the three fields have recorded output declines in the recent years (Miller, 2013). The higher production rate of natural gas in Russia has been triggered by the many companies entering the gas industry such as oil companies preempting to develop their gas reserve. The government is also trying to reduce the ever increasing gas

Broadcast managament Essay Example | Topics and Well Written Essays - 1750 words

Broadcast managament - Essay Example Broadcast managament It is rather obvious that advertising should be regarded as one of the significant elements of economy since it facilitates interaction between those who sell products and those who may be willing to buy. With the development of technology, the latter has been influencing the traditional ways of business more and more. This paper will prove that social media has had a tremendous impact on conventional advertising models. In order to do so, the analysis will explore some of the peculiarities of influence of social media onto the practice of advertising. The first point that will be discussed is focused on choosing the most comfortable time for viewing the proposed production. Secondly, it is the connection between contemporary advertising models and reality of social media, namely the significance of widely spread social network. Thirdly, it may be useful to see how Internet folklore is engaged in the advertising. Afterwards, the major sources and platform of advertising in social med ia will be reviews. In addition to that, the thesis of increased personalization will be analyzed. Finally, the interactive aspect of new kind of advertising will be discussed. It would not be a mistake to suggest that using social network often takes up a lot of time. This results in the fact that people tend to devote some time to it when they are not distracted or when they have the opportunity to be active in the virtual environment (Izso, 56).

The impact of Privatization of the liquor control board of Essay

The impact of Privatization of the liquor control board of Ontario(LCBO)on economics - Essay Example The LCBO also develops wine and bear production in Ontario, its price and marketing policies are very supportive. The LSBO has successfully achieved all these objectives. "The LCBO"is one of the most profitable public agencies in Canada. It has delivered billions in profits and sales taxes to the taxpayers of Ontario over the past decade..." (Retail alcohol monopolies, 1993). So there is a question: will it be more efficient to divide the alcohol beverages market among smaller private firms which are not easy to be controlled rather than to provide reasonable policy in this market This paper will discuss possible impacts of privatization of the liquor control board of Ontario (LCBO) on economics and social sphere of Ontario. Privatization of alcohol beverages industry is a serious step touching all main spheres of Ontario population, so it can result many (basically negative) consequences for the province. The LCBO is a monopoly in the market which has its efficient net of stores, so it can "bargain for lower prices and greater special discounts from suppliers and carriers" (The Legislative Assembly, 2005). It also is able to provide efficient costs: "The liquor control boards are also likely to have lower operating costs. The privately-owned outlets are fragmented and multiply rapidly, while the control stores are open for fewer hours, and are integrated and centralized in their operations and distribution network" (The Legislative Assembly, 2005). In addition, privately-owned firms have higher capital costs than the LCBO that also leads to the price increasing. Experience analysis of other areas and countries follows the same tendency. In Alberta "the price of beer rose from 5 to 6%, the price of whisky from 6 to 8%, and the price of certain liqueurs rose up to 23% compared to ALCB prices" (Bernard M. and Lauzon L.-P., 1995). One more example: "Iowa, privatized the wine trade in 198 5, and the sale of spirits in 1987. After a short period of stability, sale prices gradually rose by 7% within a year, mainly to ensure a margin of profit for new private firms." (Bernard M. and Lauzon L.-P., 1995).Another impact of the LCBO privatization is a smaller product selection. At first it seems strange, but a corporation has more possibilities for providing consumer choice. It "consolidates orders and makes it possible to obtain a greater number of brands; a small retailer cannot afford to order items which are not best sellers" (Bernard M. and Lauzon L.-P., 1995). An example of Alberta illustrates the tendency: "before privatization, certain ALCB stores displayed over 2000 products; after privatization, the choice offered to consumers was reduced to less than 500 products. Inventories were reduced and discontinued items became a frequent occurrence" (Bernard M. and

Importance of Training and Evaluation in Organisations

Importance of Training and Evaluation in Organisations INTRODUCTION: In the past several years human resource management become quite popular. Human Resource management is a very important internal part of an organisation. It has many functions like recruitment and selection, human resource development, reward and performance and management development. Skilled and developed employees are main strength of organisations success. Companies are willing to recruit skilled and talented people. But it is a short sighted approach for long term success. As mentioned above, in recent years of companies and organisations have realised importance of training and development. They are focusing on continuous improvement and learning through training and development in organisation. But for that employees are need to choose wisely. This part is related to recruitment and selection process. So HR manager need to choose people with the potential to learn more. Many organisations encourage employees to participate in training and development programme to learn the sys tematic knowledge in depth. Now it is realized that if there are more opportunities of development for employees, so that they stay committed longer to the organisation. Such motivated, experienced and trained staffs bring better organisation performance. Thats how organisation can produce best product or services that bring more customer satisfaction and more sales which ends in more profit. It also supports employee in participating training and development programme and thus, it increases job engagement of the employee to the organisation. Organisations definitely will gain more productivity from skilled and trained employees rather than non trained employees. Trained and engaged employees are motivated employees. Skilled and motivated employees are high performing employees. That is how employer and employee both can get benefit from training and development programme. (Beardwell Claydon, 2007) 2. STRATEGIC HUMAN RESOURCE DEVELOPMENT: This project focuses on human resource development. Main objective of this project is to explain the importance of training evaluation in an organisation. Training evaluation is the one of the crucial part of training process. But first we need to know, why training evaluation needed? From the beginning it is a key topic for most of the trainers. When, training and development do not give the required results than it can be very much harmful for the organisation. It can de-motivate the learners and can seriously damage their reputation. That is why training evaluation has been introduced. So that by evaluating training, trainers can get expected results. It also helps to make any appropriate changes where it is required. It gives the confidence to the trainer by providing result of that they are doing a good job. (Thorne K. Mackey D. 2007) HRM features create more importance when it is attached to strategic integration. It is more concerned to link the HRM issues into strategic planes. Strategic Human Resource Development (SHRD) is for giving the clear vision about employees abilities and potential to operate within the strategic framework of the business. New learning and development strategies are created under SHRD to achieve business goals. Training evaluation is needed to ensure that, is SHRD attaining the business goals or not? The main objective of SHRD is to enhance resources with the belief that firms employees are a major source of competitive advantage. It is more focused on intellectual capital, ensuring that are there right quality of employees available to meet the present and future needs. By creating a learning environment in which employees are encouraged to learn and develop to match the employability of outside and inside of organisation, should be one of its concerns. Michael Armstrong (2009) has hi ghlighted the philosophy of SHRD. HRD makes a major contribution to successfully achieve firms goals, investment in the benefits to the stakeholders of the organisation. HRM planes and programmes should be interact with and support to achieve the goals of business and HRM. Everybody in the organisation should be encouraged and given opportunity to learn and develop their skills and knowledge. In SHRD there should be a focus on self managed learning and support by coaching, training and monitoring. As we have seen learning, training, development and education are the elements of HRD. Learning should be distinguished from training. Therefore, organisations need to monitor their training programmes. (Armstrong M. 2009) From Baron J. Kreps D. (2005), now firms do not show training as a cost for the employee but as an investment. They said that, it is important to measure the training. By giving some examples, they argued about how it is difficult to measure of performance improvement. Therefore, evaluation is more likely to be considered as a capital investment of training. Trainer and trainee both should undergo from evaluation process. The result of this process will give better understanding about performance improvement. Making changes where necessary in training will provide great help in the integration with business strategies. According to Armstrong (1999) training evaluation is important to evaluate training in order to assess its effectiveness. It is important to know what ever training is provided to the employees; does it really help them in their work? Because, lot of time, effort and money spend to train employees. That is why Hamblin said any attempt to obtain information (feedback) on the effects of a training programme and to assess the value of the training in the light of that information. It is an integral feature of training. It gives the answer to the question of how far the training has achieved its purpose. Training evaluation makes sure that, the given training was investment rather than expense. RESEARCH MATHODOLOGY: All the data is gathered by secondary sources. Most of the data is collected from books. Some of the journals have been referred for adequate knowledge of the research report. Electronic source is the main source of gathering the relevant data. Both qualitative and quantitative data been gathered for the proposed research report. A case study has taken is supporting Kirkpatricks model. It provides the brief detail of how to make evaluation in training. (Bhattacharya, 2006) KIRKPATRICS TRAINING EVALUATION THEORY: To understand training evaluation, Kirkpatrick has introduced four level of training evaluation. Donald Kirkpatrick was president of the American Society of Training and Development in 1975. Reaction: Reaction evaluation is how the trainee felt, and their personal reaction to the training or learning experience. It is a feedback forms on training experience. Verbal reaction can also be noted and analysed. It can be done by post training surveys and questionnaires. Feedback form, which can be filled or verbally given to the manager. It contains personal feeling type questions, like did the trainees like and enjoys training? Did they consider the training relevant? Was it a good use of their time? Did they like the timing and the place of training? It is easy to do. It can be done immediately after completion of training. Easy to obtain reaction feedback. Easy to analyse. Not much expensive to gather all the data and for analyse. It become very helpful to know the primary questions like trainees were not unhappy or disappointed with training. Analyser has to assume that all the feedbacks are genuine. If it is than most of the feedbacks may be similar. Learning: Learning evaluation is the measurement knowledge from before and after learning experience. It can be done by doing assessment tests before and after training. Interview and observation can also be used instead of assessment test. Assessment test need to be closely related to the aims of learning. Measuring the test can be easy in g group rather than individual. Hard-copy, electronic, online or interview style assessment are types of gathering learning evaluation data. From the data, it is easy to figure out, did the trainee learn what every he intended to taught? Did the trainee experience what intended to experience in training? It is more time consuming and costly in compare to reaction evaluation. It only shows that how much knowledge h As trainee has. It doesnt shows that how much learning applied at the workplace. Behaviour: Behaviour evaluation in which trainees applied the learning and change their behaviour. This can take some time to change their behaviour it might take several weeks or months after the training. The main objective of behaviour evaluation is to find did trainees put their learning into effect? Are they using the relevant skill which has been taught? Is there any change in their activities while working? How is their performance? Is the trainee aware of the changing behaviour? Is the trainee trying to transfer their learning in others or not? As behaviour evaluation is an important evaluation process amongst the other processes. Observation need to done at certain level of training. Assessment test is not suitable in this because each trainee will take his own time to put his learning into effect. Assessment can be done only by suitable analysis tools. Judgement, observation or interviews are the best possible way to measure the impact of training. A flexible way, like 360 degree feedback is useful method for measuring the effect. It is less easy to measure the change in compare to learning behaviour. Cooperation and skills of observers are most important in this evaluations process. Analysers need to be very much accurate and experience in judging trainees behaviour. Behaviour evaluation should take place in some time duration during the training. So it depends on evaluators vision to see behaviour pattern, which can be varies amongst different evaluator. The support of line managers and trainers are essential in this evaluation process. Involving them from the beginning of the training would definitely beneficial for further assessments. Results: Result evaluation is the measurement of effect on the business or environment after the training. The main objective in this evaluation process is to find results or performance indicators like; sales, volumes, quality, timescale return on investment, performance, turnover, failure, wastage, achievements, accreditations, growth, retention etc,. Many of these measures can be done by other management systems and reporting. It can be found by how trainees inputs are affecting the performance after training. Commonly trainees are informed about the expected level of performance which needs to be achieved by the end of training. It requires simple links with the training inputs. Failure with this can reduce the chances of getting accurate results at the end. Result evaluation is particularly not difficult. It can be done by using qualitative and quantitative analysis. Targets can be set down with the use of this evaluation process. While doing the result evaluation, analyser needs to consider the external factors of environment which are affecting the performance of organisation. This can be good or bad. So the analysers have to be realistic towards the situation. (Kirkpatrick 2007) I think Kirkpatricks model gives foundation level knowledge to evaluators. There is a need to extend these levels. The four levels are over simplified. They do not consider the dynamic changes in the environment and in the organisation. By not considering the training environment, trainer will give a false training evaluation. Although the trainee is well trained, still he is not efficient as others. To find out such problem training programme need to consider the cultural and ethical factors. It is also missing the determination of usefulness and availability of organisational resources. Yes it is true that this model is very much useful during the training session. Minor problems with the trainees can be rectified and necessary steps can take to improve training programme. Thereafter it is not much useful. For more accurate result of training evaluation Philip has introduced ROI theory of training evaluation. It is also considered as a fifth level of Kirkpatricks model. Kaufmans five levels of evaluation: Roger Kaufman has introduced five level of evaluation by using the Kirkpatricks four levels. His evaluation model level includes addressing the viability of various resources and inputs necessary for successful interventions by adding social and client responsiveness with the consequences of payoffs. According to him, evaluation needs to consider both within and outside of organisation. His view of evaluation is broader than Kirkpatrick. He said that training is the only performance improvement so evaluator needs to see the contribution to performance inside as well as outside of the organisation. He showed the fifth level which is mega level. It is societal contribution, which is missing from Kirkpatricks framework. The mega level aims on societal usefulness like health, continuous profit, pollution level, safety. It concerns more for the future. Like what will be effect of it in the future market. Other levels are shown in the following table: The mentioned table shows the suggested levels of Kaufmans theory. He is making critics on the first level, that Kirkpatrick is not involving resource availability. Level two is considered as an assessment type. It focuses on training implementation. Level three is performance based. Identify the changes due to training. Fourth level is common in both. It includes performance improvement, cost benefits such as timely and quality output. If I put it in a simple way, Kaufmans five levels are interlinked with business strategy. It is a useful model for Strategic Human Resource Development. By considering all the environmental factors evaluator can give more accurate result. The quality of result is richer that simple evaluation result. (Kaufman R, Keller J Watkins R. 1996) CIRO METHOD OF TRAINING EVALUATION: War, Bird and Rackham introduced four level of approach called CIRO. Context: It checks back to the basics of training. It considers the environment within which training took place. Employer need to look the original methods for training and development. Employer need to check and analyse the information to identify specific needs. Input: This evaluation decides the best method of delivery. It takes into account of employees selection process, employee material and the level of involvement at workplace. By determining the accuracy of the input will increase the success of overall evaluation. Reaction: Reaction is not much different from Kirkpatricks behaviour evaluation. It evaluates the nature of employee and measure the reaction from learning. This can be useful to evaluate quality of employees. Outcome: It is the final evaluation to check the changes in employees at the workplace. It is easier to evaluate if results are numeric. Outcome is to check that how far training has transferred employees by measuring their performance. Warr, Bird and Rackham made a critic on Kirkpatricks four levels of evaluation. They said that this process may not always produce genuine, meaningful and long-term results. The parameters which Kirkpatrick looking to evaluate training are limited. It is not considering the firms overall ability to perform. CIRO model is requires more detailed analyses of an organisation. There are many factors that will affect training. So this evaluation model takes more time than Kirkpatricks model. (Thackwray B. 1997) ROI TRAINING EVALUATION THEORY: Jack Phillips has introduced ROI evaluation theory. It is also known as Jack Philips five level ROI model. As mentioned above training is considered as investment in people. ROI is the best match for this sentence. According to Philip, there are six trends which have increased the use of ROI. The increasing amount of training and development are pressuring for more accountability in business. Competitive strategies are linked with training and development, management are always eager to measure the contribution of training programme. Other programmes do not give as accurate result as ROI. Therefore many times programme sponsors have requested to for ROI justification. Including all the other functions, training and development is required for continues development and to hold the position in competition. Therefore many support efforts are taken for it. From the perspective of top executives in large number of organisation required ROI information. Trainers are now taking interest in justifying their contribution in training and development. So they increased their interest in ROI. ROI theory cannot be directly applied. For this there is a need of a classic model like Kirkpatricks model. Then the result should be taken for ROI such as turnover, quality improvement, productivity or cost reduction. To get the accurate ROI all programmes should be compared to cost implementation in order to value the investment. That is why ROI theory is called as a fifth stage of Kirkpatricks evaluation theory. On the other hand, this model requires final results. Only then evaluator can able to use this model. There isnt any more research need to be done if desired result can obtain, but if the results are wrong then evaluator need to go back to the basics. ROI is not a proper method to evaluate training. Because there are lot of qualitative aspects related to it. Use of ROI is just to check the returns on investment. This technique is more favourable to investors rather than evaluators. The ROI formula is the annual net programme benefits divided by programme costs. Where else the net benefits are the mandatory value of the benefit minus the cost of the programme. The ROI formula is as follows: (Philips 1996) CASE STUDY: A case study taken from journal of workplace learning. The aim of training is to give knowledge and leadership skills to the managers. The test was conduct on two groups of manager and supervisors of large municipal organisation. Both the groups are divided in 27 people. One group was undergoing from the training, while the other one is untrained. So the result will reflect the clear difference between both the groups. The data is evaluated by Kirkpatricks four levels of evaluation method. Candidates age, seniority, experience level and educational knowledge were almost identical. Reaction: Reaction was measured by a short questionnaire. 16 questions were given with from five scales from bad to excellent. The reaction training and the trainers were positive in general. The main result fallen under the other three levels. Suggestions were gathered to improve aspect of training facility. However, reaction is necessary, but not enough for a high quality evaluation. It is to measure that training is reaching the intended goals or not. Knowledge: It is to measure the aspects of effective leadership and management skills, measured by multiple choice questions. The results were remarkable. Candidates demonstrate a significant growth in knowledge. This will help managers to reach higher level of knowledge than untrained managers. The training apparently gets successful in this theoretical knowledge. Even somehow, this result was putting pressure to untrained managers to perform better. Behaviour: Managers behaviour is noticed after providing the adequate knowledge. Leadership behaviour had been discussed during the training. The present frequency compared with before training frequencies. The result was again showing positive indication. After training, a significant change been noticed. The behaviour toward leadership skills was higher in compare to untrained group of managers. The proposed result showed the increase in leadership behaviour is doubled that before from the gathered numbers. Result: Final result is showing the long term analyses of improved productivity, quality of product and processes, lower sickness and absence rate. The result is in two parts: self evaluation and evaluation by others. Both parts are showing positive result which is supporting the hypotheses, for long term effectiveness. But obvious it is often difficult to prove a causal link between training and long term effects. There are several factors like age, boredom from same kind of work, changing nature of human and other environmental factors effect it. This method cant be predicting the future, it just to measure the current performance. Further research gives the idea, for long term result a 360-degree evaluation should be more accurate than Kirkpatricks four level evaluation methods. Overall result showed the gap between trained managers and untrained managers. Step by step evaluation is giving the improvement in managers skills and knowledge. Training main objective was achieved. However, Kirkpatricks model is not giving accurate results. Further research need to done in this case. Individual evaluation between trained managers will give more accurate result than groups. For that, Philips ROI method, kaufmans five level and CIRO evaluation methods need to introduce. However, the candidates are almost identical as the case says. So, there wont be much difference in result. (Steensma H. 2010) As mentioned in the training proposal, training means investment in people to enable them to perform better and to empower them to make the best use of their natural abilities. It is very much important to improve employees skill which results better quality product or a high level of customer services. (Armstrong, 1999). RATIONAL: I would like to describe one of my own experiences regarding training and training evaluation. A few months back when I was working with an AGIES BPO as a customer care executive. My job task is very much related to a salesman. At the time of joining the company. Trainers have provided brief training regarding my work. After few month of working there was not much improvement in my work. My sales figures were low and I was staying away from reaching my goals. Considering my efforts companys trainer suggested me to participate in the further training programme which was called as PIP (Performance Improvement Programme). In this programme trainers had provided through training regarding my work. They provide me basics for the working tasks and advance techniques also. As my work was technical work, I have to give assessment test on each end of the day. At end of very first of PIP, a verbal interview has taken place where, trainer took the interview. It does include some simple question s like how are you feeling about training? Did you understand the concept? Do you know your way getting out of the problem? Assessment test were taken after each session, it was regarding the technical issues. The evaluation of training is going as per Kirkpatricks four level of evaluation pattern. Behaviour pattern has been marked as well. The taught soft skill in sales helps me to respond well in communication and the technical training helped me in doing my work easy and quickly. After the end of my training, I have been called for the face to face interview for measuring my learning and how well I can able to put it into practice. After that I was feeling like confidence enough to work with my full productivity as well as I was teaching some of the technical skills to my juniors. This is how training changed my way of working. At the end of the month I have achieved my sales targets without any problem. The results were showing the significant changes of training programme. CONCLUSION: Although the above mentioned discussion showed that how training and training evaluation is helpful for organisations own benefits and employees can also improve their own performance. It builds a moral interest in staff development. Future train programme can be determined by training evaluation. Training evaluation can also rectify the mistakes done in training programme and can build a new programme. Most important for an organisation, training programmes make the business stands in market. Changing culture, technology and ethics influence an organisations work place. To understand its effect and to cope with the competition there is an urgent requirement of training, and to ensure the training is going in right path, it becomes a necessity to do training evaluation. Training evaluation take part in most of the organisation. The above mentioned training evaluation theories are the key to analyse training and its effectiveness. Better working environment with well train ed workers can lead the organisation to high level. This can be helpful to gain more market share and better reputation among competitors and customers. Therefore it is not wrong to say that training evaluation is a vital part for an organisation. But it is not always because of the training. There are some cases when training is not enough to improve productivity regardless the evaluation is showing the uprising performance. As seen above, strategic human resource development is essential in developing business strategies. SHRD enables learning cycle. It creates a chain of continuous improvement. Measuring the evaluation and apply changes with that, can formulate flexible development strategy. Sometimes, employees are not happy with management or not happy with the payment and reward system. If some employees are chosen for the wrong position to work than how will training affect his performance or behaviour of working? There might a mistake from selection and requirement section. If a person is not satisfied with his work than there is no way of getting trained him for the future. According to Druckman ET, al, (1997), it is found that training is not always worth. Training do not give satisfactory output in some cases, there is evident that training is not always successful. Application on learning on practical basis at job, amount of learning depends on conditions at workplace. As mentioned the above cases. One of the factors affecting training success is how much employees are interested in participating in training programs. Training is more effective in participation condition is not compulsory. Training programme should be voluntary. Other factor is co-operation from the managers. Supportive environment always influence result training and makes it more efficient in practise. REFERENCES: Armstrong M. (1999), Human Resource Management Practice, 7th edition, Kogan Page Limited. London. Armstrong M. (2009), Strategic Human Resource Management: A Guide to Action. 4th edition. Kogan Page. New Delhi. Baron J. Kreps D. (2005). Strategic Human Resources: Framework for General Managers. John Wiley Sons, Inc. USA. Beardwell J. Claydon T. (2007). Human Resource Management: a contemporary approach. 5th edition. Prentice Hall, England. Bhattacharya D.K. (2006), Research Methodology, 6th edition, Excel Books, New Delhi. Druckman D., Singer J.E. Van Cott H.P. (1997). Enhancing Organisational Performance. National Acedemy.USA. pp: 106-107. Kaufman R, Keller J Watkins R. (1996), What Work What Doesnt: Evaluation Beyond Kirkpatrick. Volume 35. Kirkpatrick D. (2007). The Four Levels of Evaluation. American Society for Training and Development. USA Philips J.J. (1996). Technical and skills training. [Online] available at: http://www.astd.org/NR/rdonlyres/D0BCF259-880D-4EEC-BF89-7F1B9A88F430/0/phillips.pdf. [Accessed: 27 April 2010] Steensma H. (2010), Evaluating the Training using the Four Level Model. Journal for Workplace Learning. Leiden University. [Online] available at: [Accessed 22 Aug 2010]. Thackwray B. (1997), Effective Evaluation of Training and Development in Higher Education. Kogan Page, London. Thorne K Mackey D (2007). Everything you ever needed to know about training. Kogan Page Ltd, USA.

Wedding Speech Delivered by the Groom -- Wedding Toasts Roasts Speeche

Wedding Speech Delivered by the Groom Well , what can I say, Thankyou for those kind words Alan and I hope $20 was enough. I recently read somewhere that a survey had been conducted of things that people fear most, and top of the list above things like spiders and heights, was the fear of standing up and making a speech in public. I'm no different, suffice to say that this isn't the first time today I've risen from a warm seat with a piece of paper in my hand. MANY PEOPLE Many people thought this day would never come. That I'd be standing here making the speech of a Newly Married man, myself included. Many people have also told me how lucky I am to be marrying Jo, including Jo in fact. But I would like everybody here, especially my new bride, to know how lucky and proud I am to be standing here speaking to you as her husband. WIFE & I And so, for the very first time, I'd like to say, 'On behalf of my Wife and I' I would like to thank you all for coming today and sharing Our special day. I know this is meant to be our day, but of course it wouldn't be as special a day if it wasn't for our family and friends being here with us, and I'm sure you'll all agree that we found the ideal setting for this memorable occasion. We would also like to thank you all for your cards, kind thoughts and wonderful gifts. TRADITION Tradition dictates that I now tell you an amusing stor... ...would like to thank our little Bridesmaids, Charlotte and Lucy for doing such a great job today. I'm sure you'll all agree they look beautiful, especially in their bridesmaids dresses, which once again Daphne was kind enough to make. Gift Now, ladies and gentlemen please be upstanding and raise your glasses in a toast to Charlotte and Lucy 'The Bridesmaids' Finish Before I sit down I'd like to finish by reading a quotation I came across a couple of days ago, that I found very apt. "Happy marriages begin when we marry the one we love, And they blossom when we love the one we married" With that thought in mind, I look forward to a wonderful married life together. Thankyou!!!

Meaning of life †2006 singles Essay

Have you ever wondered what the meaning of life is, the purpose of our existence. Life is truly a mystery we know very little of our own selves. Something beautiful as a life is something amazing to watch. A life is considered priceless. Life is a treasure among treasures. I consider it a miracle that I am alive and talking to all of you today. The chances of me being here is 1in 5 million, and yet I am here. The same goes for all of you present here today. All of us should feel blessed that we get to experience the privilege of living. The miracle of life begins with the love of two people because of this love a life is created. One good thing leads to another. They’re maybe time that we are challenged, but we should never yield instead we take these challenges as an opportunity to grow in life. If somehow you fall all you need to do is simply stand up again and again. Life is not just a bed of roses we need to fight for what we want and stand for whatever we believe in. Don’t be afraid to encounter risks. It is by taking chances that we learn how to be brave. Don’t shut love out of your life by saying it’s impossible to find time. The quickest way to receive love is to give; the fastest way to lose love is to hold it too tightly; and the best way to keep love is to give it wings. Don’t run through life so fast that you forget not only where you’ve been, but also where you are going. Don’t forget, a person’s greatest emotional need is to feel appreciated. Don’t be afraid to learn. Knowledge is weightless, a treasure you can always carry easily. Don’t use time or words carelessly. Neither can be retrieved. Our generation is so attached to technology that we become like machines. We spend so much time on our gadgets that we fail to notice the things around us. We fail to see the beautiful world around us. Living is not simply eating and breathing is if we spend so much time on our cell phones and playing computer games then we were never alive in the first place. Our life is the greatest gift we are given. The memories we make with our friends and family. We laugh, cry, love and hate these are the proof that we are truly alive. Each and every one of us is irreplaceable all of us are one of a kind. Don’t think of your life as something insignificant maybe just by the act of living you are making someone happy. There is one thing to remember Life is not a race, but a journey to be savored each step of the way.

Archaeology Is a Great Research Paper Option

Archaeology Is a Great Research Paper Option Lets face itone of the toughest jobs of the student is to find a research paper topic, especially if your professor has assigned you a term paper with an open-ended subject. May I recommend archaeology as a starting point? People generally think of archaeology as simply a set of methods: Have trowel, will travel is the theme song for many an archaeological field worker. But in fact, the results of two hundred years of fieldwork and laboratory research means that archaeology is the study of a million years of human behavior, and as such it intersects evolution, anthropology, history, geology, geography, politics, and sociology. And thats just a start. In fact, archaeologys breadth is why I was drawn to the study in the first place. You can just about study anythingeven molecular physics or computer scienceand still be a working archaeologist. After more than fifteen years running this website, Ive built a number of places which you can use as a jumping off point to a fascinating paper, whether you are studying in the field of archaeology or outside of it. And with any luck, you can have fun doing it. I have organized the resources for this website using a broad areal coverage of world history, and in the meantime Ive developed a handful of encyclopedic directories that will help you in your search for the perfect paper topic. In each pocket youll find tidbits about ancient cultures and their archaeological sites compiled from provided references and other suggestions for further research. Somebody should benefit from my particular brand of lunacy! The History of Humans on Planet Earth The History of Humanity includes information on archaeological studies beginning with the very first stone tools of our human ancestors in the Stone Age of 2.5 million years ago, ends with medieval societies about 1500 AD and includes everything in between. Here youll find information on our human ancestors (2.5 million-20,000 years ago), as well as hunter-gatherers (20,000-12,000 years ago), first farming societies (12,000-5,000 years ago), early civilizations (3000-1500 BC), ancient empires (1500-0 BC), developing states (AD 0-1000) and the medieval period (1000-1500 AD). Ancient Civilizations Dont miss my collection of Ancient Civilizations, which brings together resources and ideas on Egypt, Greece, Persia, the Near East, the Incan and Aztec Empires, the Khmer, Indus and Islamic Civilizations, the Roman Empire, the Vikings and the Moche and the Minoans and others too many to mention. Domestication Histories Food naturally fascinates all of us: and more to the point, archaeology is the main source of information about how the domestication of the animals and plants that make up our meals came about. Over the last couple of decades, with the addition of genetic studies, what weve understood about the timing and process of animal and plant domestication has changed greatly. I recommend that you can get a taste of what science has learned about when and how we domesticated cattle, cats and camels, or chickpeas, chiles and chenopodium, can be found linked from the Tables of Animal Domestication and Plant Domestication, and the scientific literature I used to write those articles can serve as starting points for a possible paper. The World Atlas of Archaeology Want to study a particular continent or region? The World Atlas of Archaeology is a great place to kick off your investigations: it is an atlas of archaeological sites and cultures in the world sorted by modern geographic continent and political country boundaries.   The Ancient Daily Life pages includes links to archaeological investigations of roads and writing, battle sites and ancient houses, prehistoric tools and climate change. Scientist Biographies Interested in writing a biography of a famous archaeologist? Then the Biographies in Archaeology should be the starting place for you. There are nearly 500 biographical sketches listed in the Biographies pocket so far. In there youll also find a Women in Archaeology section. I segregated the women out for my own nefarious purposes, and you might as well take advantage of it. A Vast Glossary of Ideas Another resource for piquing your interest is the Archaeology Dictionary, which includes over 1,600 entries of cultures, archaeological sites, theories and other tidbits of archaeological information. I recommend that you simply pick a letter at random and scroll down through the entries. Some of the entries are full-fledged articles; others are short definitions, covering nearly twenty years of my exploration in archaeology, and I bet anything that something will pique your interest. Once youve chosen your topic, you can begin searching for information on which to write your essay. Good luck! More Tips for Writing Research Papers How to Conduct Background Research for a PaperTop Steps to Writing a Research Paper

Countries of Central America and the Caribbean

Countries of Central America and the Caribbean Central America is a region at the center of the two of the American continents. It fully lies in a tropical climate and has savanna, rainforest, and mountainous regions. Geographically, it represents the southernmost part of the North American continent and it contains an isthmus that connects North America to South America. Panama is the border between the two continents. At its narrowest point, the isthmus stretches only 30 miles (50 km)Â  wide. The mainland portion of the region consists of seven different countries, but 13 nations in the Caribbean are also normally counted as a part of Central America. Central America shares borders with Mexico to the north, the Pacific Ocean to the west, Colombia to the south and the Caribbean Sea to the east. The region is considered part of the developing world, which means it has issues in poverty, education, transportation, communications, infrastructure, and/or access to health care for its residents.The following is a list of the countries of Central America and the Caribbean arranged by area. For reference the countries on the mainland portion of Central America are marked with an asterisk (*). The 2017 population estimates and capitals of each country have also been included. All information was obtained from the CIA World Factbook. Central America and the CaribbeanCountries Nicaragua*Area: 50,336 square miles (130,370 sq km)Population:Â  6,025,951Capital: ManaguaHonduras*Area: 43,278 square miles (112,090 sq km)Population:Â  9,038,741Capital: TegucigalpaCubaArea: 42,803 square miles (110,860 sq km)Population:Â  11,147,407Capital: HavanaGuatemala*Area: 42,042 square miles (108,889 sq km)Population:Â  15,460,732Capital: Guatemala CityPanama*Area: 29,119 square miles (75,420 sq km)Population:Â  3,753,142Capital: Panama CityCosta Rica*Area: 19,730 square miles (51,100 sq km)Population:Â  4,930,258Capital: San JoseDominican RepublicArea: 18,791 square miles (48,670 sq km)Population:Â  10,734,247Capital: Santo DomingoHaitiArea: 10,714 square miles (27,750 sq km)Population:Â  10,646,714Capital: Port au PrinceBelize*Area: 8,867 square miles (22,966 sq km)Population:Â  360,346Capital: BelmopanEl Salvador*Area: 8,124 square miles (21,041 sq km)Population:Â  6,172,011Capital: San SalvadorThe BahamasArea: 5,359 square miles (13,880 sq km)Population:Â  32 9,988Capital: NassauJamaicaArea: 4,243 square miles (10,991 sq km)Population:Â  2,990,561Capital: KingstonTrinidad and TobagoArea: 1,980 square miles (5,128 sq km)Population:Â  1,218,208Capital: Port of SpainDominicaArea: 290 square miles (751 sq km)Population:Â  73,897Capital: RoseauSaint LuciaArea: 237 square miles (616 sq km)Population:Â  164,994Capital: Castries Antigua and BarbudaArea: 170 square miles (442.6 sq km)Antigua area: 108 square miles (280Â  sq km); Barbuda: 62 square miles (161Â  sq km);Â  Redonda: .61 square miles (1.6 sq km)Population:Â  94,731Capital: Saint Johns BarbadosArea: 166 square miles (430 sq km)Population:Â  292,336Capital: BridgetownSaint Vincent and the GrenadinesArea: 150 square miles (389 sq km)Â  Saint Vincent area: 133 square miles (344 sq km)Population:Â  102,089Capital: KingstownGrenadaArea: 133 square miles (344 sq km)Population:Â  111,724Capital: Saint GeorgesSaint Kitts and NevisArea: 101 square miles (261 sq km)Saint Kitts area: 65 square miles (168 sq km); Nevis:Â   36 square miles (93 sq km)Population:Â  52,715Capital: Basseterre

Youth Empowerment and Volunteerism in Hong Kong and How It Impacts the Dissertation

Youth Empowerment and Volunteerism in Hong Kong and How It Impacts the Society - Dissertation Example Volunteerism is the main or prominent tool for youth empowerment in the society. Volunteerism and youth empowerment are interrelated parts. In this paper, we will discuss Youth Empowerment and Volunteerism in Hong Kong and How It Impacts the Society. Volunteerism is the activity that is done for the purpose of good deeds, to fulfill the human rights and for removing the tears of effected ones for examples voluntarily activities help or support in the time of earthquakes, accidents and air crashes etc. In return, of volunteer activity, one cannot get the money but he or she gets the respect in others as well as his own eyes. Volunteer activities consist of capabilities and expertise that a person has. The purpose of this study is to encourage the volunteerism as the part of the youth empowerment that would positively impact the economy and community and would enhance the abilities and skills in the youth of Hong Kong. As the communities and regions of the world developed, peoples have developed different ideas about the world or community they want to be in. Different ideas and different strategies were made to develop a perfect society. Youth are the major pillar of any society and thus, should have to work for the community or communal organization. Societies and communities have realized the role of youth in the development of the community. Youth have the potential to work more than adults and thus it is important to realize the importance of the youth development. The development of the youth also includes the youth empowerment, which is associated with the encouragement of the skills in the youth. Different authors have different opinions about the youth empowerment. Volunteerism is the key to secure the valuable resources of the community and thus its practice should be increased to increase the pace of the community development. The Hypothesis of the research is to discuss â€Å"The Youth empowerment and volunteerism in Hong Kong and how it impacts the society† and do â€Å"youth empowerment and volunteerism impacts positively the society of Hong Kong and do volunteerism and youth empowerment have positive economic impacts and positive societal impacts†. Literature Review Youth are the main and powerful elements of society. Youth are the cream of society through which society runs in a proper way. It is obligatory for any society to utilize all required resources for flourish and progress of youth. In Hong Kong, specific books have been written regarding the correlation between volunteerism and youth empowerment. The author in his book, â€Å"Youth Empowerment and Volunteerism: Principles, Policies and Practices† focuses that volunteerism is the key element, which helps the youth in their mental, and social growth. Volunteerism is the keystone for the youth empowerment. In the book, variety of hypothesis, models, patterns and perceptions related to youth empowerment and volunteerism are expressed in detail (Hol osko, 2008). Many authors discussed the dissimilar cultures add their cultural background, values, traditions, ways of life, social and political structure to assist the empowerment of youth and volunteerism. As this is, written earlier youth is the main element of society so as the empowering youth means the youth that have lot of courage to run the society in a successful manner. The youth that have courage to give their services, voluntarily is the empowered youth because by giving services without any expectation of money or any other advantage can make the any person responsible and that is the biggest achievement for any society. Empowerment in youth empowerment enhances by adopting some basic

Ethical Dlemma Invovling the Bombing of Hiroshima Essay

Ethical Dlemma Invovling the Bombing of Hiroshima - Essay Example This happened at a time when the intensity of air raids between the two countries had escalated thus leading to war strategies that had to be adopted to defeat the enemy. Although the Japanese had been militarily defeated by the United States army and were considering surrender the United States officials went ahead with the test of the atomic bomb at New Mexico and saw the deadly results. The officials’ in charge took charge and the then president Truman allowed the bomb to be released at Hiroshima. It became the among the world’s deadliest bomb attack that ruined lives and properties. The first ethical debate concerning the bombing of Hiroshima, and the subsequent bombing of Nagasaki, is the fact that the war could have been won without the bombing. From an analysis of the views of people n the era, it is evident that the bombing was not supported by the majority of people. Winnacker (26) states that Professor Albert Einstein remarked leading physicists in the era urg ed the American government not to drop the two bombs that effectively ended the world war. Einstein stated that the War Department was convinced that, with the casualties suffered by the Japanese, their ultimate surrender was not long in coming, therefore, the bombing was not necessary. ... Using the theory of consequentialism, America’s action in the bombing of Hiroshima can be condemned by stating that the government used the principle of personal egoism. The principle of personal egoism states that an individual should always act in his own long-term interests and disregard the interests of any other individuals. In this regard, the United States only considered the interests of its soldiers, in which case they decided to kill innocent civilians in order to end the war. An analysis of the statements of the Secretary of State when the bomb was dropped on Hiroshima indicates that the government had taken into consideration the views of scientists and war analysts on the issue in Japan (Bruce 42). The government had been advised that the total surrender of Japan would be a matter of a few weeks, and the bomb did not need to be dropped. However, Secretary Simpson stated that the best way to totally end the war was through a ‘complete and utter’ destru ction of Japan’s military might. Secretary Simpson went on to state that despite the efforts of the Japanese government to surrender the war, the United States government still had to take its own interests before the interests of the Japanese government. The Secretary stated that the Japanese government had gone as far as to approach the Soviet government in a bid to start negotiations with the Allies on the end of the war. This fact can be analyzed using the utilitarianism argument, which states that the best act is the one that produces the highest ratio of good to evil in every action. Using the utilitarianism debate, the United States would be ethically justified for their actions in bombing Hiroshima and