BTEC national diploma in business 2013-2014 Essay

|Unit Title: Managing Business Information |Unit Code: 26 | |Lecturer: Gaye Snook | | | |Assignment Title: Managing Business Information | |Assignment: 1 | | | |Principle Objectives Assessed: | |1 Understand the importance of information to organisations | |2 Know how organisations use business information | |3 Be able to maintain an information system | |4 Be able to produce information to support decision making in organisations. | | | |Key Skills Competence: | |N3.1,3.2,3.3 | |C3.1a, 3.1b, 3.2, 3.3 | |ICT3.1, 3.2, 3.3 | |Date Set: September 2013 |Date Due: December 2013 | | | |Scenario – You are responsible for the information management with The Box Company a company manufacturing storage boxes. You are asked to | |firstly write a report about the effective management of information. You are also asked to carry out practical tasks for information | |management and to report and present the findings of you information interrogation. | | | |Task 1 | | | |Write a report following an investigation of The Box Company, covering the following points | | | |Describe the characteristics of the information that The Box Company needs | |(this addresses P1) | | | |Characteristics: types of information (qualitative, quantitative, primary, secondary); quality of information (valid, complete, accurate, | |timely, fit-for-purpose, accessible, cost-effective, intelligible) | | | | Explain the sources of information needed in The Box Company | |(this address P2) | | | |Sources: internal (financial, HR, marketing, purchasing, sales, manufacturing, etc); external (government, trade groupings, commercially | |provided, databases, research, competitor information) | | | |Describe how information is used for three different purposes in The Box Company (this addresses P3) | | | |Purposes: record transactions and activities; monitor, control, co-ordinate and plan activities; analysis (patterns, trends); prediction | |(extrapolation, what if?) | |Describe the legal and ethical issues the organisation must consider in using business information | |(this addresses P4) | | | | Data Protection Act 1998, Computer Misuse Act 1990; ethical issues (privacy, access, organisational IT protocols, codes of practice from the | |Information Commissioner’s Office(ICO) and the British Computer Society (BCS) | | | |Explain why business information is important to the success of an organisation, giving several examples of how it is used to help decision | |making | |(this addresses M1) | | | |Decision making (operational, tactical strategic); administration; promote efficiency; develop competitive advantage; increase market share; | | | | | |Write a report to evaluate how a selected organisation could improve the quality of its business information to support decision-making. | |Prepare a presentation of the information and your recommendations. You will be assessed on the appropriateness of the formats chosen. | |Remember to justify your recommendations in your report. | |(this addresses D1) | | | |Tracking fast and slow moving sales will suggest to a retailer how to adjust its product range. Monitoring staff absence will allow | |absenteeism patterns to be identified and absence reduced. Improving the quality of the information will improve the business. | |A senior manager will be likely to understand information presented in a formal report, a junior assistant may be better able to assimilate | |information in a visual format. A poor choice of format hinders communication of the message. | | | | | | | | | | | |Task 2 | | | | You are required to conduct practical exercises on a data management system. You do not need to create this system; your tutor will provide | |this for you. Undertaking the following tasks, format the given data management system into a professionally presented and useful system by | |completing the following tasks | | | |Format Table | |Add grid lines | |Add formatting to headers | |Format cell type (i.e. text/numbers) | | | | Add validation rules to appropriate cells | | | |Add profit column (use formula) | | | |Update Table | |Add new sales for next three months | |Customer 128 has gone out of business, delete this customer | |Add customer 129 – Boxes R Us, 145 Station Road, Maidenhead, Sl4 9UY, 07788 6589652. Anticipated demand from this customer will be 30 of | |product B each month from July | |Change contact for customer 125 to 07799 8745698 | | | |Following the above, in the presence of your tutor who will observe you, interrogate the system to provide analytical data e.g.: | | | |a. Total sales per product | |b. Total profit per product | |c. Total sales per customer | |d. Total profit per customer | |(this addresses P5) | | | | | |Task 3 | | | |Building upon task 2, produce information that can be used to support the following business decision. Scenario – the company is thinking of| |launching a new product, however, due to the capacity of the production line it can only do this if is stops making one of the existing | |products. Use the above analysis in task 2 and the details on the potential new product use to justify your decision proposal. | | | |A ) Produce information in four suitable formats to support decision making This can include the following: using an electronic organiser | |to arrange a meeting to discuss the information, including an agenda of items/issues to discuss; circulating supporting information, as | |attachment to email; producing a report outlining the key findings of your analytical data and producing tables etc to highlight the main | |findings. | |(this addresses P6) This will be supplemented by observations from the tutor. | | | |B) Compare the features of different types of software in producing information to support business activities, e.g. word processing, | |spreadsheets and databases, commenting on the appropriateness of using each for a given purpose. (This addresses M2) | | | |C) Analyse the information from above and explain the significance to the organisation of the information that has been obtained from the | |system. Propose appropriate actions to respond to the given scenario, which must be supported by the information generated. (This addresses | |M3) | |Tutor Signature: GAYE SNOOK | Date: | |Pre-Verified: |Internally Verified: | | | | |Date: |Date: | Assessment and grading criteria In order to pass this unit, the evidence that the learner presents for assessment needs to demonstrate that they can meet all the learning outcomes for the unit. The assessment criteria for a pass grade describe the level of achievement required to pass this unit. Assessment and grading criteria To achieve a pass grade the evid  |P1 describe the characteristics of the |M1 explain how business information is |D1 recommend how a selected organisation | |information needed in a selected |used for different purposes in a selected|could improve the quality of its business| |organisation |organisation |information to support decision making. | |P2 explain the sources of information | | | |needed in a selected organisation | | | |P3 describe how information is used for | M2 compare the features of different | | |different purposes in a selected |types of software used in producing | | |organisation [RL, CT] |information to support business | | | |activities | | |P4 describe the legal issues an |M3 analyse information produced in | | |organisation must consider in using |different formats to support business | | |business  information |decision making. | | |P5 input and manipulate the data entered | | | |into data management software [CT, TW, | | | |SM] | | | |P6 produce information in suitable | | | |formats to support business decision | | | |making. [IE, CT, SM] | | |

Normally, I would have just felt really

It started the moment I woke up.   For some inexplicable reason, my dog, Sammy, decided to chew through the electrical cord and ended up getting fried in the process.Normally, I would have just felt really sad at losing Sammy who had been with me through a number of breakups and the drunken lonely evenings that followed, but I had gotten up late to meet up with this hot girl who asked me out last week.I hurriedly got out of bed to take a quick shower.   It was decidedly the best part of my day.   Uneventful and normal, just the way I like my days.   God had decided differently, however, as I stepped out of the shower only to realize that I had no dry towels.   Sammy, in his infinite wisdom, had apparently decided that his last act on this earth, save the suicide, was to soil all of my towels with his scent.   It was to be one of this many parting gifts to me that day, as I was about to realize.Managing to hurriedly dry myself off like Sammy would have done, I managed to f ind a pair of jeans lying around that was pretty clean.   Not long after that I was fully dressed and ready to go.   Mental checklist of deodorant, wallet, keys, phone all done, I nearly forgot my shoes.   It was amazing though that Sammy didn’t forget my shoes as I slipped my feet into a pool of his saliva that had accumulated inside the only decent pair of shoes that I had.It was the perfect day.   My best buddy dies in a freak electrical cord chewing incident, I dry myself off from the shower by shaking vigorously, and I find that I don’t even have any shoes to wear, all of these events on the one day that they shouldn’t be happening; the day that I was supposed to meet the girl of my dreams.I realize, as I stand there waiting for my dream date, that this was not only the perfect day but it was also the wrong day.   Sammy had somehow left with a last laugh.   He had taken a page off of my calendar and I realize that my date was for tomorrow and no t today.

Principles and trends in curriculum development Essay

Principles and trends in curriculum development - Essay Example Children naturally express such creativity in their natural communication. Their communications may be expressed in various forms or â€Å"languages†Ã¢â‚¬â€œ in words, drawing, artwork, three-dimensional constructions, music and movement. Young children do not express their ideas in just one form but move naturally and easily between â€Å"languages†. They may vacillate from drawing, speaking, singing and moving (Fawcett & Hay, 2004). A more holistic perspective of learning that likewise entails creativity development is now being supported by many educators, as it threads segregated learning into a more integrated one. Littledyke (2008) has defined integrated curriculum as such: Integrated curriculum thus refers to the use of several different strategies across several different domains and encompassing project and process approaches for holistic learning and development designed to support meaningful learning for children† (pp. 21-22). Curriculum integration hel ps students recognize connections between curriculum areas. These connections are essential to the brain in order to learn effectively. Integration changes the emphasis from the instruction of discrete academic subjects to activities that promote learning through real-life tasks. It blends academic disciplines into integrated topic studies which support creative thinking and problem solving, as opposed to rote memorization and teacher-directed instruction of isolated skills and bits of information (Krogh, 1995). An integrated curriculum consists of a number of strategies that can be applied to deepen meaningfulness and support conceptual development (Bredekamp and Rosegrant, 1992). The initiative to integrate curriculum began when John Dewey (1938) proposed that curriculum be linked to real-life experiences and organized around activities that interest and engage children actively. Dewey asserted that children’s interests naturally progress into appropriate learning activitie s and extend to various areas of study. As implied by the guidelines for appropriate curriculum, the concept of integration can also be attributed to the integrated nature of development; that is, development in the different domains does not occur in isolation; rather they influence one another (Bredekamp and Rosegrant, 1992). An integrated curriculum allows the young child to perceive the world around him more clearly. Furthermore, it provides opportunities for in-depth exploration of a topic and learning that has a thorough coverage; more choices and therefore more motivation to learn and greater satisfaction with the results; more active learning; an opportunity for the teacher to learn along with the children and model lifelong learning; and a more efficient use of student and teacher time (Brewer, 2001). For the teacher, an integrated curriculum is a good planning device that offers much flexibility. If the children lean toward another way other than what the teacher had expec ted, the integrated curriculum quickly guides her as to how to integrate it to a related concept so the flow of learning is not disrupted. At one glance, the integrated curriculum shows the coverage of what the children learn in school. It advocates natural learning, as it follows children’s interests and not impose the concepts that they need to learn. It follows that the skills they learn become meaningful to them, as it sprouts from their own interests. It also gets to touch on

Case Essay Example | Topics and Well Written Essays - 500 words - 3

Case - Essay Example The goal was not consistent with the definition of effective goals as it did not conform to the elements identified in SMART goals (Author 453). Likewise, every strategy implemented by Ruth, as deemed crucial towards the achievement of the defined goal by Hoffman has not be appropriately supported and thereby enhanced negative, rather than positive emotional arousal. By providing insufficient information as to the extent of leeway given to Ruth regarding company policies (like providing credit in excess of $1,000), all the more Hoffman diminished Ruth’s confidence in running the branch. On the part of Ruth Cummings, the guidelines that were apparently violated are as follows: (1) modeling; (2) providing information; and (3) creating confidence. When Ruth applied strategies that were innovative (hiring an administrative assistant and appearing in a local TV show), she failed to appropriately advise Hoffman to seek approval and support for the strategies. Also, hiring the administrative assistance and paying above norm potentially diminishes the morale and confidence of internal human resources (top sales clerks). Pursuant to the guidelines of empowerment that were violated, the advice that an outside consultant could give to Ken are as follows: (1) provide clear (SMART) objectives to Ruth to enable her to design appropriate strategies that conform to these goals; (2) provide positive social and emotional support; (3) clearly provide information for scope of approving authorities through identification of details from company policies that could be waived (if any) in terms of providing credit beyond the stipulated amounts or needed protocols requiring management’s approval prior to implementation (hiring or firing human resources, for that matter). These moves would create the needed confidence to be exuded by Ruth in carrying out her responsibilities as the branch manager. On the other hand, the advice that would assist empowering

Media law Essay Example | Topics and Well Written Essays - 1000 words

Media law - Essay Example In spite, cyber law tries to integrate the problems caused by individual actions in the cyber space with better set of laws prevailing in the societies. This illustration of the particular crisis can be without difficulty settled by means of numerous set of laws. The global convenience of Internet means that it has no lawful authority but has to de facto the control over these actions. The cyberspace myth admits the challenges in deciding the authority of an online agreement. A wide range of concerning issues has been applied to launch the jurisdiction of an agreement carried out by the electronic media. The general myth concerning the cyberspace is that internet has an innovative jurisdiction in which the present polices and systems apply. All the players concerned in internet operations exist in the present authority. Much of the rules and regulation is conflicting, very difficult or is not possible to obey. The worldwide outlook of the primary lawful issues emerged by the arrival of the internet as a global media of communication device. The universal tendencies in the advancement of the lawful matters are addressed and the efficiency of possible instrument for the lawful variation is related to the internet rules. Internet governance is the growth request by governments, the personal segment and the public in particular positions of the shared values, rules, regulations and managerial principles where the programmers’ form the growth and make use of the internet. One of the treasured fallacies regarding the cyberspace is that Internet is completely decentralized and naturally unmanageable. Also, there are two wide governance problems lifted by the Internet. The first one is that how the Internet handled itself in a scientifically difficult worldwide communication system. Secondly, how to lawfully manage actions carried out on the Internet. In any of the network several

Hucksters in the Classroom Case Study Example | Topics and Well Written Essays - 500 words

Hucksters in the Classroom - Case Study Example In drawing a one to one relationship between education and business, a number of moral issues arise. Chief among these and as pointed out by Saddler (2011) is the treatment of school going children as a means to an end. This means that the purpose of commercial activities in schools is not to better education but to boost profits for corporations. Commercial intrusion in schools alters the purpose and nature of education, which is meant to empower an individual in making the sound judgment (Sharma, 2012). Sharma further notes that education is meant to bring out qualities that are locked within an individual and not impress values upon them. Contrary to this, commercial intrusion in schools aims at creating brand loyalty in the children, and not to empower them to exercise the power of choice. It would only be right to conclude that students do have a â€Å"moral right† to receive an education that is free from commercial indoctrination. This is more so the case considering that promotion of commercial indoctrination undermines the sole aim of education, which is to empower an individual to practice independently of making choices (Sharma, 2012). If I was a parent of school-aged children I would be concerned about their exposure to commercial and corporate propaganda. This is because as a parent I would have enough reasons to be concerned over the welfare of my child. Having held the school as an environment where my children will be free from the reach of such exploitative activities, as a parent I would feel uneasy with the position which my school going child is put by being exposed to commercial and corporate propaganda. In the event that I take on the role of a board member in a school, I would be faced with the task of making a decision regarding the type of promotional method to be used in the school. As per the options, of either taking on industry-sponsored materials or channel one, I would opt for the industry-sponsored materials. This method does not employ  activities that are farfetched from the school curriculum.   

Critical literature review Assignment Example | Topics and Well Written Essays - 2000 words

Critical literature review - Assignment Example In contrast, some of the scholars have shown that performance management involves the scope for stereotyping and many other errors very frequently (Griffin and Moorhead, 2009). Therefore, it cannot be considered as a key constituent of organizational growth and development. In this paper, various aspects of performance appraisal will be critically analysed from the researchers’ point of view. Eminent researchers Melnyk, Bititci, Platts, Tobias and Andersen (2014) have identified the concept of performance management as a research paradox. According to them, though the system provides a critical and constructive assessment of employee functions in the organization, comparative assessment of employees in turn results in demotivation and deterioration of performance of some of the employees within the same organization. Therefore, performance management creates a paradoxical situation in the organization. Conversely, Armstrong and Taylor (2014) have shown that effective performance management enables the managers of an organization to review the performances of all individual employees and accordingly plan requirement for training and skill development, determine the performance gap and infuse visibility and accountability among the employees. Therefore, according to them, performance management tends to enhance organizational efficiency. Performance management can be explained through two contrasting theoretical perspectives such as Universalistic perspective and Contingency perspective. As defined by Hamid (2013) the universalistic approach establishes a direct relationship between management of human resource of an organization and performance of the employees. Hamid (2013) also stated that the universalistic approach of Human Resource Management (HRM) is based on the core idea of best practices of HRM. The approach is

Qualitative Report Essay Example | Topics and Well Written Essays - 2000 words

Qualitative Report - Essay Example amatic in content that extremely fascinated media so much so that role of media in celebrities’ lives became a highly contentious issue with the privacy of the individuals as well as with the ethical proprieties of media. The recent legal separation of the royal couple had given a whole new twist to the hitherto fairy tale romance of the world’s most renowned couples. The interview thus, was an important event that had provoked a mixed response for different people and had held a especial significance for the Princess and British Monarchy at large. Therefore, analysis of the interview is a way to understand the complexities of the lives of the celebrities and try to interpret their actions in the wider ramifications of the public-private interests. The interview is given at a time when the Princess was undergoing turbulent period in her private life and she needed to clarify her stand on a number of issues so that she could get some space to sort out her public-private life. The report would facilitate the general public and media to understand the Princess Diana as another human being, possessing feelings and sensitivities as the next person. The report would also help to analyse the compulsions of the public duties and image of the celebrities and the burden that puts on their private lives. Interview of Princess Diana by Martin Bashir on BBC1 Panorama on 20 November, 1995, has huge relevance for gathering useful data regarding the life and style of the celebrities who have significant impact on the public opinion. The interview is also an important way to gauge the extent of involvement of the individual and the impact of the circumstantial events on the person. Princess Diana had been one of the most prolific personalities of the world whose personal charisma had gone beyond the precinct of social constraints of her royal status and created an unprecedented niche amongst the masses. The analysis of the interview is primarily focused on the public private

Goddesses of the Middle East Essay Example for Free

Goddesses of the Middle East Essay The mythical legends surrounding the Goddesses of the Middle East date back to around 2500 B. C and form a part of some of the earliest recorded literature about ancient civilizations. These legends centre around the Divine Entities worshipped and revered in various sub regions in what was once known as the Ancient Near East but today is known as the Middle East. Though the religious beliefs in these regions were distinctive and each Civilization followed their own Gods and Goddesses most of these divine entities reacted to human conditions and were a product of the cultures that created them. As these cultures evolved over time, so did the Gods and Goddesses who protected and created them. Some of the prominent religions and civilizations who’s Divine Entities were revered and worshipped in the region known as the Ancient Near East includes: (Gordon 1965) †¢ Assyro-Babylonian religion followed in most of Mesopotamia include Sumer, Assyria, Akkad †¢ Ancient Egyptian religion followed in Ancient Egypt †¢ Canaanite religion followed in most of the Levant region including Canaan, Ugarit, Ebla, Mitanni †¢ Hittite, and Hurrian Religions originating in Anatolia and followed by the Hittite Empire including Assuwa, Arzawa †¢ Minoan religion followed by the Minoan civilization including Cyprus and Crete among others. The goddess in early classical mythology has traditionally played the role of a creator. She is believed to have existed before everything and has been credited with creating both heaven and earth as well as giving birth to both other gods and subsequently to human beings. In nearly all early civilizations the Goddess symbolized noble and basic concepts such as birth, death, honour, and justice. She was revered for her divine beauty and also for protecting her husband and children. While the male gods were relegated the duties of guarding the underworld, it was the goddesses who were given the responsibilities of providing comfort and standing guard over the dead until they were given a funeral and send to the underworld. Most of the civilizations depicted above sprung up around great rivers in the Middle east including, the Nile, Tigris, Euphrates, and Ganges. The presence of these rivers nourished a rich agricultural landscape and provided sustenance to agricultural gave civilizations which were predominantly matriarchal societies. (Sasson 1995) These civilizations were heavily influenced by both the blessings and ravages of nature. The rivers that they depended upon for sustenance would both give them abundant crops and wreck immense havoc and destruction in the form of devastating floods. People in these civilizations believed that there was a link between their lives and the pattern of birth –maturity death and re-birth that they observed in the plants and animals around them. The religious beliefs of most of these civilizations compelled them to worship or hold sacred what they thought provided them life and sustenance and also protected them from ravages and destruction the importance of goddesses in the myths and religious beliefs of these civilizations reflected this. The myths and legendary tales of powerful beautiful goddesses who had magical powers and controlled the various forces of nature helped t the people of these ancient civilizations understand the mysteries that pervaded their existence, birth, death, seasons, floods, harvests and drought all made so much more sense when they believed that there was a Supreme or Divine Deity who controlled it all and who they could appease through worship and prayer. In most of these matriarchal societies, this supreme deity was the Great Mother Goddess, who personified all the blessings and peculiarities of Mother Earth. Though there are countless Goddesses who were revered and worshiped in the ancient civilizations of the Middle East the most popular and common ones who were personified in the role of being creators, sustainers and the universal source of nourishment include(Christ 1998) Asherah –This is one of the names of the Sacred Goddess worshiped by the ancient Semitic Civilizations. Other names of this Great Goddess include Goddess of the Tree of Life, Goddess of the Grove. Wet-nurse of the gods. among many others This Goddess worshiped widely in Canaanite religion followed in most of the Levant region was symbolized by a multi branched tree and considered the very force of life that could be found in flocks of cattle and among groves of trees. This Goddess was often worshipped before childbirth and at planting time to grant sustenance. In popular mythology Asherah sometimes appears as curly-haired Goddess riding a sacred lion often holding lilies. Ishtar: Another very famous and popular Babylonian Goddess often known as Light of the World. Righteous judge, Forgiver of Sins and the Framer of all decrees are also few of her other roles and names that she was worshipped by. This Great Goddess is often depicted in breast-offering pose and is also known as the Mother of the fruitful breast. Inanna – was a very powerful Sumerian Goddess who was believed to provide earth with its source of life-water. Often called the Source of the Earths life blood it was believed by the ancient civilizations that this Goddess filled the wells, rivers and springs of the land with her own blood Isis- a very popular and powerful Goddess worshipped by the Ancient Egyptians Isis is perhaps the most famous of all Ancient Middle Eastern Goddesses. Some sources claim that her name means: She of throne, while other sources imply that her name means: She of flesh. Isis’s was revered for using her powers of magic and healing to help humanity Ashnan – She was the ancient Sumerian Goddess of Grain who controlled agricultural sustenance for the civilizations that worshipped her. Belit-Ilani – Worshipped by the ancient Babylonian this Goddess was often held in esteem as the Mistress of the gods. In popular depictions she is portrayed as a woman bearing baby on her left arm and blessing a child with her left. Anath Worshipped by Canaanites, Amorites, Syrians, Egyptians, Hebrews and the Phoenicians. This Goddess symbolized the strength of Life and was the Queen of Heaven and also the Mistress of all the Gods. Anatu – She was the Great Mesopotamian Goddess, often considered the Ruler of the Earth and Queen of the Sky. Chaabou – was held in high reverence by the Semitic religion and relegated as Earth Mother responsible for sustenance and nourishment. Achamoth – Worshipped by the Early Gnostic Christians. She was the Mother Goddess, who was responsible for giving birth and was the effective creator of the material universe, Deborah – was the Sacred Goddess worshiped frequently in the Mycenae and Anatolia regions often identified with the Tree of Life. Erua – was the Babylonian Goddess often revered as the Queen of Heaven. She was responsible for controlling the birth of all creatures big and small in her land. Gula – was another popular Babylonian Great Goddess who was also known as the Fate Goddess and the Great Doctor who was believed to cure any kind of sickness or ailment . Lahmu- a famous Goddess in Akkadian mythology, who is considered to be the mother of Anshar and Kishar, who are credited to have fathered the first Gods of that great ancient civilization. Persian mythology which also plays a part of ancient Middle Eastern Mythology also held the Goddess. Rudaba† in great esteem. This Goddess gave birth to Rostam, the greatest hero in Persian mythology. Derceto –was the Babylonian Sea Goddess also known as the Goddess of Justice. Kadi –was a Babylonian Goddess believed to have the body of a Serpent and the head and breasts of a Woman. Mari –was revered as the Mother Sea, who gave birth to the gods, Shebat was worshipped as the Mesopotamian Moon Goddess responsible for bringing night after day. Tirgata – was revered as Fish Goddess of Syria who controlled the sea and all life within it As these Civilization evolved so did the role of their gods and goddesses. By 2400 B. C religious and devotional practices began to change as aggressive tribes with strong beliefs in worshipping a supreme male god began to invade the matriarchal communities whose supreme diets were Goddesses . New myths developed in which these goddesses were made evil, slain or made inferior to the patriarchal god of the conquerors. The goal in creating these myths was to defame and to dethrone the goddess from her traditional role of Creator and sustainers and to give this role to a new generation of patriarchal warrior Gods who ruled the world through valour and heroic endeavour. As a direct consequence the role of the Goddess in the Patriarchal societies underwent a change from being a loving supreme deity to a vengeful, spiteful Entity who had to be either slain or made subordinate to the male gods in order to control her powers. Many Ancient Babylonian and Mesopotamian Goddesses who were once revered as the Source of Life and Sustenance was discredited slain or made subordinate to a new patriarchal male warrior God. (Christ 1998) One example of how ancient myths of Goddesses changed in patriarchal societies is the legend of the Mesopotamian divinity Tiamat. Revered by the ancient Sumero-Babylonian civilization as a Serpent Goddess of the Watery Abyss a Mother, from whose formless body the Universe was born. She was believed to nourish all life and rule the ocean. Tiamat, in her role as Mother Goddess and Mother Earth, reflected the matriarchal civilization that created her. (Christ 1998) In a patriarchal society the role of Tiamat and the legend surrounding her changes drastically. According to these new myths The Goddess once credited with the creation of the Universe is upset when her husband Appu is slain and decides to destroy what she has created. She gives birth to a race of evil monsters to help in her quest. Together the Goddess and her army of monsters wreck chaos and havoc on all around them. There is no one who can stop Tiamat until Marduk accepts the challenge. In violent battle, Marduk manages to wedge open the mouth of the serpent goddess and fill it with winds of a horrible storm. While the serpent goddess is distracted he slains her by cutting her womb. After killing the Goddess the patriarch warrior feels glorified. He then desecrates the womb that previous mythologies and civilizations revered as the Source of All Life. The myth ends by establishing that the supreme deity is now male and that he and his cohorts of warrior Gods will now be responsible for protecting the civilization. In a patriarchal society the role of the God is relegated from giving birth and nurturing traditionally seen as motherly tasks to being the protector traditionally seen as fatherly tasks The roles of the goddesses in these societies were reduced to subservient status In the new patriarchal civilization, the myths regarding the Goddesses were recreated and often retold till they achieved credibility and became part of a new folklore designed to promote the religion of the new civilization. In this fashion countless legendary myths depicting the creative, nurturing and forgiving nature of the female goddesses were desecrated and in their place grew new myths propounding their evil deeds. In many of these myths the goddess is first discredited and then engaged in battle with the patriarch God. At the end the Patriarch God achieves victory over the Goddess and she is either slain or looses her powers. Another myth which was refashioned along these lines was that of Hathor an Ancient Egyptian Goddess. Hathor, in Ancient Egyptian mythology was revered as the goddess responsible for evoking emotions such as joy, love, dance and song. (Christ 1998) She is fabled to have provided her own nurturing milk to the living and also carried the dead to the underworld. But somewhere in mythology the Hathor who is revered for her very instincts of Love and joy is also painted as a demon that wrecks death and destruction on Humanity. Acting on the directives of the sun god, Ra, who was under the impression that some of his subjects were planning to Kill him Hathor was sent on a mission to destroy the plotters Hathor who also manifested herself in the guise of a lioness known as Sekhmet, attacked all the plotters killing them instantly. Ra was forced to intervene to stop the bloodshed by tricking Sekhmet into believing that she had killed a lot of people so by pouring a massive amount of pomegranate coloured liquid over the battlefield . Sekhmet mistook the liquid for blood stopped the slaughter and transformed back into her goddess form of Hathor. It is ironic in the least to observe that in cultures where the feminine spirit has always been seen as nurturing, loving and creative the role of goddesses of mythology is associated with evil deeds. Perhaps these mythologies have been restructured to assimilate in Patriarchal Societies where the god is associated with social order and discipline. But regardless of their role in mythology many famous Goddesses of the Middle East continue to live in popular imaginations even though the religions and cults associated with them have now been banished. Though the Middle East is now home to new religions such as Christianity Judaism and Islam and the age of idol worship and plural Gods is over, these deities have become part of the common folklore. The Worship of these Goddesses may now be defunct but their legend lives on and continues to pervade subsequent cultural practices in these regions. Works Cited Gordon, Cyrus. The Ancient Near East, 3rd Edition, Revised. W. W. Norton and Company, Inc. , New York, 1965. Christ Carol: Rebirth of the Goddess: Finding Meaning in Feminist Spirituality Routledge; 1st edition 1998 James. E. O. The Ancient Gods: The History and Diffusion of Religion in the Ancient Near East and the Eastern Mediterranean, 1960. Sasson Jack: Civilizations of the Ancient Near East. Charles Scribner’s Sons, New York, 1995. Morton Smith, The Common Theology of the Ancient near East, Journal of Biblical Literature 1952.

The History On Spina Bifida Spinal Cord

The History On Spina Bifida Spinal Cord Spina Bifida The founder of Spina Bifida is Professor Nicholas Tulp. Professor Nicholas Tulp gave spina bifida its name. It is estimated that Spina Bifida occurred almost 12,000 years ago. Spina Bifida is a birth defect that involves the incomplete development of the spinal cord. Spina Bifida is Latin for open spine. It is the most common permanently disabling birth defect in the United States, according to the Spina Bifida Association. There are three forms of Spina Bifida, Occulta, Meningocele, and Myelomeningocele. Spina Bifida Occulta is the mildest form of Spina Bifida (occulta means hidden) and it is the most common. Affected individuals have a small defect or gap in one or more of the vertebrae of the spine Spina Bifida Meningocele is the rarest form because it consists of a cyst or fluid-filled sac pokes through the open part of the spine. Spina Bifida Myelomeningocele is the most severe form because it consists of a fully exposed section, or hole of the spinal cord and nerves. This birth defect occurs seven out of every ten thousand livebirths in the United States. As terrifying as this disease sounds, or may seem, it does not affect a persons life span. A person with Spina Bifida, as long as they take care of themselves, can live as long as life will let them live because it CAN be treated. Spina Bifida Occulta usually requires NO treatment, and individuals dont know if they are affected unless they are diagnosed with an x-ray. Some other symptoms are pain(in the back/or hind legs), weakness in the legs, numbers and/or other changes in sensation in the legs and/or back, orthopedic deformities, in the legs, feet, and back, and change in bladder or bowel function. Sometimes you can even see a dimple, tuft of hair, or even a red mark on the lower section of the back. There is also a possibility of skin defects in the lower back, like Hairy patch, Fatty lump, HemangiomaNa reddened or purplish spot on the skin made up of a collection of blood vessels, Dark spots or biri the blue-black marks called Mongolian spots, Skin tract (tunnel) or sinusNsometimes noted on the back as a deep dimpleNespecially if it is too high, i.e higher than the top of the buttocks crease, or if its bottom cannot be seen, and Hypopigmented spotNan area with decreased skin color. Spina Bifida Meningocele is treated surgically. Affected babies usually have no paralysis(loss or ability to move). However, a small number of affected children develop hydrocephalus ( a medical term meaning fluid on the brain) and bladder problems. Doctors monitor affected children carefully, so that they can treat any complications promptly. Spina Bifida Myelomeningocele also is treated with surgery, within twenty four to forty eight hours after birth. As soon after surgery as possible, a physical therapist teaches parents how to exercise their babys legs and feet to prepare for walking with leg braces and crutches. Studies show that about 60 percent of affected children can walk with or without these devices, although many children will require a wheelchair. All diseases are caused by something. The actual cause of Spina Bifida is unknown, but there are many hypothesizes. Some doctors think that the cause is from the lack of folic acid during pregnancy. Some doctors think that the cause of Spina Bifida is from both genetic and environmental factors acting together. The fact of wether Spina Bifida is dominant, recessive, or multi-factorial is also unknown. Doctors have a looked into the fact that some populations might get Spina Bifida more than others. The study examines relative risk and the likelihood that one group is more likely to have Spina Bifida than another group. Spina Bifida is more likely to occur in the Hispanic population. In second comes the White population, and in third comes the American Indian / Alaskan Native population. In fourth we have the Black population, and last but certainly not least we have the Asian / Pacific Islander population that is least at risk. In conclusion Spina Bifida is a very serious disease, that is not life threatening. There are three forms of Spina Bifida, Occulta, Meningocele, and Myelomeningocele. Spina Bifida Occulta is the most common form, where as Spina Bifida Meningocele is the rarest form. Spina Bifida Myelomeningocele is the most severe form. The disease, Spina Bifida, can be treated, surgically, and medically. People with Spina Bifida have very bright lives ahead of them. They are very strong to live with this type of disease, but it doesnt stop them. Anyone with a problem and/or disease should look up to other people with diseases and fight through the tough times. After reading my essay if you feel that you would like to help out with this disease, you can contribute help to the Spina Bifida association.They also have a detailed website that tells even more facts, information, and locations. These locations include where there are specific hospitals, clinics, etc. that help Spina Bifida victims. This is a very, very, extremely scary disease, and we should help those who need help!!! With all this research that I did, I learned a whole lot more than I knew before about this specific disease, Spina Bifida. I am very, very happy to know that this scary disease is treatable. Just like Cancer I wish to help out the associations by giving donations and supporting their charities. People with Spina Bifida work hard to adapt to the way we live now. They set such great lessons, examples, and messages in helping us move on when something bad happens. This paragraph sounds very corny, but it is true. So many people think that their life is tough, and after writing an essay, researching a disease, etc. you begin to find out how easy we have it in the everyday life. Thank you for taking the time to read my essay on Spina Bifida. I hope that you have learned more about this disease , just like I have!! Resources Home http://kidshealth.org/parent/system/ill/spina_bifida.html http://www.marchofdimes.com/pnhec/4439_1224.asp My Science book pg. 700

Synthesis of Mesoporous Silica MCM-41

Synthesis of Mesoporous Silica MCM-41 Results and Discussions The present study included the synthesis of mesoporous silica MCM-41 and its modification by impregnation of different metals on the mesoporous to enhance the photocatalytic activity of metals i.e Cu/MCM-41, Fe/MCM-41, CeO2/MCM-41. FTIR analysis of catalyst MCM-41 has the ability to impregnate numerous metals on its surface. MCM-41 was modified with metal salts in order to dope the metals on the surface of mesoporous material was characterized by FTIR analysis. The FT-IR spectra furnished the information about the incorporation of metals on the surface of MCM-41. The FT-IR spectra of synthesized material in the region of 4000 400 cm-1 in transmission mode using platinium ATR, a single reflection sampling module spectrophotometr, and shown in Fig. 5. The uncalcined MCM41 and calcined MCM41 spectra (Fig. 5A. a, b) show intense band at wavenumber 1100 and 802 cm-1 which accounts for the asymmetric and symmetric stretching of the Si-O-Si bonds, respectively.[i] The bands at 970 cm-1 and 460 cm-1 was assigned to the stretching and bending vibrations of surface Si-O- groups respectively.[ii] The sharp peaks at 2864.72cm-1 and 2922.14 cm-1 were due to the presence of surfactant before calcinations of MCM-41.[iii] For calcined MCM41, the bands at 2852 cm-1 and 2921 cm-1 corresponding to the long chain of alkyl group of the surfactant molecules were disappeared after calcination shows the completely removal of surfactants molecules. The differences of the intensities of the peaks in the FT-IR spectra of MCM-41 and MCM-41/ CeO2, are abserved which resulted from the doping of CeO2. A strong absorption peak at 1,632 cm−1 is observed in the spectra of MCM-41/CeO2, and it indicates the formation of Ce-O-Ce.[iv] About copper and iron also add TGA analysis of MCM-41: XRD analysis of MCM-41: Photocatalytic studies by using the metal dopped MCM-41: The metal dopped MCM-41 was studied for the photocatalytic degradation of commonly used pharmaceutics including salts of diclofenac (non-steroidal anti-inflammatory drug (NAID)) and atorvastatin (antihyper lipoproteinemic drug). For this purpose the solutions od these drugs were prepared and degradation potential of metal dopped mesoporous silicate was studied by optimizing various parameters i.e the amount of catalyst, the pH, the light, substrate concentration, metal loading on MCM-41. Effect of pH The interaction between the pharmaceutics and metal dopped mesoporous are dependent on the pH of the solution therefore the optimization of pH is important to achieve maximum degradation efficiency. During the present study, the degradation process was optimized by changing the pH from 3.5 to 10.5 over 10 wt% M/MCM-41(M= Cu, Fe, Ce) with 1 g l_1 of 0.114 mM drug solution. The pH of the pharmaceutic solution is adjusted with 0.1 M HCl and 0.1 M NaOH. The results obtained are shown in Fig. 3d. At acidic pH, the rate of degradation is faster as compared to high and neutral pH. The results clearly show that acidic pH is ideal for the degradation of the pharmaceutics. Effect of light intensity on degradation of pharmaceutic: The photolysis of pharmaceutic was studied under UV irradiation and dark. The log natural decay curves (In Ct/Co) of pharmaceutic versus irradiation time were displayed in (Fig. 3-5). The data for dark control samples were also elaborated in Fig. 6. Photodegradation of diclofenac sodium and atorvastatin under UV light in distilled water and methanol respectively were determined during the summer season (March-september) as displayed in Fig.3. The determined half life of 50 ppm diclofenac sodium in distilled water under UV light was 2.5h and in dark it was observed as 3 h. The rate of reaction varied from 2.8Ãâ€"10-3 to 2.3Ãâ€"10-3 when pharmaceutic was shifted from UV light to dark. Effect of metal loading on MCM-41 The effect of metal loading over MCM-41 on the photocatalytic activity is investigated and the results are shown in Fig. 2a. The degradation studies are carried out with increase of metal (wt%)5, 10 and 15 using 1 g l_1 of catalyst amount in 50 ml pharmaceutics solution. It is observed that 5–10 wt% increase in metal loadings, the photocatalytic activity increases and there is not much degradation rate at higher loadings. Among all the catalysts, 10 wt% M/MCM- 41 (M= Cu, Fe and Ce) showed most efficient photocatalytic degradation of pharmaceutics i.e., complete degradation within 90 min. The loss in the activity with increase in metal percent loading is due to the excess amount of metal oxide dispersed over MCM-41 that blocks the mesopores results a decrease in adsorption capacity. The turbidity of the solution also blocks penetration of light into the solution. Thus, the metal loading over the support clearly shows that one has to optimize the metal content, simultaneously re taining the active sites for adsorption in order to achieve the effective synergism. Effect of catalyst amount To optimize the amount of catalyst required for effective pharmaceutic photocatalytic degradation, different catalyst amounts (0.25–1.5 g l_1) are studied with 10 wt% M/MCM-41 and the results are shown in Fig. 3a. It is observed that 1.0 g l_1 is found to be the optimum. By increasing 0.25– 1.0 g l_1, the photocatalytic activity is increased and at higher contents the activity is not beneficial. This may be due to the fact that higher amount of the catalyst is obstructing the path of light penetration into the solution (i.e., scattering of light) thus reducing the OH radicals formation. Effect of substrate concentration The effect of 0.094, 0.1571 and 0.2829 mM pharmaceutics concentrations are performed over 10 wt% M/MCM-41 catalyst with 1 g l_1 amount for degradation. From Fig. 3b, it is observed that at lower concentrations, the adsorption is more compared to higher concentrations. There is a slight difference in degradation at 0.094, 0.1571 mM concentrations in comparison to 0.2829 mM. Also, it is acknowledged that the degradation is solely depends on the OH radical formation. The production of OH radicals is not sufficient in comparison to the amount of pharmaceutic adsorbed on the surface of the photocatalyst at higher concentrations. In view of this it suggests that, there should be equilibrium between adsorption of reactant molecules and OH radicals generated from the active sites. The 0.1571 mM concentration of pharmaceutic is found to be optimum for 10 wt% M/MCM-41 catalyst using 1 g l_1 amount. The experimental kinetic data are presented in Fig. 3c (inset) and in Table 1, along with time r equired for 50% degradation (t1/2) for each of the fitted lines. The degradation rate of pharmaceutic is decreased while increasing the concentration. The rate constant ‘k’ decreases with increase in initial concentration of drug. The effect of initial concentration of pharmaceutic on the photocatalytic degradation rate is described by pseudo-first order kinetics. The apparent rate constant for 0.114 mM IPU over 10 wt% TiO2/Al-MCM- 41 catalyst is 0.072 min_1 (R2 = 0.994). In the present investigation, 0.1571 mM concentration is found to be the optimum for degradation studies. [i] E.M. Flanigen, H. Khatami, H.A. Szymanski, (1971), Infrared structural studies of zeolite frameworks. In: E.M. Flanigen, L.B. Sand (Eds.). Molecular Sieve Zeolites. ACS Adv. Chem. Ser., 101: pp 201-227. [ii] E.M. Flanigen, H. Khatami, H.A. Szymanski, (1971), Infrared structural studies of zeolite frameworks. In: E.M. Flanigen, L.B. Sand (Eds.). Molecular Sieve Zeolites. ACS Adv. Chem. Ser., 101: pp 201-227. [iii] Taib, I.N., Endud, S., Katun, M.N Functionalization of mesoporous Si-MCM-41 by grafting with trimethylchlorosilane, International journal of chemistry, 3: 3(2011). [iv] Song, X, Qu, P, Jiang, N, Yang, H, Qiu, G: Synthesis and characterization of MCM-41 materials assembled with CeO2 nanoparticles. Coll. Surf. A Physicochem. Eng. Aspects 313–314, 193–196 (2008)

The Rationality of Scientific Discovery: The Aspect of the Theory of Creation :: Philosophical Science Scientific Papers

The Rationality of Scientific Discovery: The Aspect of the Theory of Creation ABSTRACT: In order to understand the rationality of scientific creation, we must first clarify the following: (1) the historical structure of scientific creation from starting point to breakthrough, and then to establishment; (2) the process from the primary through the productive aspects of the scientific problem, the idea of creation, the primary conjecture, the scientific hypothesis, and finally the emergence of the genetic structure establishing the theory; and (3) the problem threshold of rationality in scientific creation. Given that the theory of scientific creation adopts the descriptive viewpoint of rationality, it therefore establishes rational principles such as the following: (1) a superlogical mode of thinking; (2) an analysable genetic structure which consists of the primary and productive aspects (including experiential facts, background theory, operational means, higher irrational factors, etc.); (3) a means of recourse to the effect of incubation of a higher idea; (4 ) a movement in thinking from generality to particularity; and (5) the replacement of irrational by rational factors. 1.The Logic Theory of Scientific Discovery and the Irrational Theory of Scientific Discovery The modern forms of the logic theory of scientific discovery have abandoned the discovery model of pure logic, and search after the discovery logic in a broad sense. Both the retrospective inference which Hanson initiated and the inductive which Maclauin elucidated deserve serious attention among them [1]. Their common charateristics are to resort to the irrational factors, at the same time, they are unable to expound the process of emergence of the new ideas. In addition, the rationality of discovery is summed up into "the algorithm" or "the patterns of discovery" is still put forward, and it holds that it is according to the overeconomical principle that the discovery of the scientific laws discovers "the patterns" in experience and data [3]. They are both the different expression of discovery logic, the former is a kind of logic of problem solving, the latter is actually an inductive inference. Their common shortcomings are the simplification and to be unable to reveal how the new ideas occur in the process of scientific creation. The irrational theory of discovery advocates "the method of bisection" of discovery and verification and holds that the scientific discovery is "the intuitional result like poetry" (Popper), and doesn't thoroughly have the possibility of epistemological research (L. Laudan) [4]. The problems of scientific discovery should be studies by psychology and sociology.

A Woman’s Place in Society Explored in Marge Piercy’s Barbie Doll Essay

  Ã‚  Ã‚  Ã‚  Ã‚  Society has a way of placing unrealistic expectations on women. By using television, magazines, billboards, and even toys we see a mold of what women are supposed to look like. In other words the perfect woman should look like a Barbie Doll. In Marge Piercy’s, â€Å"Barbie Doll,† we find a girl child growing up through the adolescence stage characterized by appearances and barbarity. Piercy uses lots of imagery to describe the struggles the girl experiences during her teenage years and the effects that can happen.   Ã‚  Ã‚  Ã‚  Ã‚  In the first stanza we see the beginning of an ideal image being stained in the girls mind. She was â€Å"...presented dolls that did pee-pee and miniature GE ovens and irons and wee lipsticks the color of cherry candy† (2-4). By being presented these gifts the girls parents have already instilled a visualization of what the perfect woman is like and the girl is already learning her place in society. The poem was written in 1936. In this day and age women were still seen as objects and not really people. Their place was in the kitchen and taking care of the kids. Piercy has painted an image to the reader of a little girl playing with toy stoves and irons and wearing red lipstick to make herself pretty.   Ã‚  Ã‚  Ã‚  Ã‚  The tone of the poem takes a turn toward a more bold statement when the author uses â€Å"...the magic of puberty† (5) to describe the age where appearance comes into effect. The girl was insulted by a classmate who made humiliating comments about her nose and...

A pleasurable environment

AN ASSESSMENT OF THE IMPACT OF POLICY AND LAW IN THE MITIGATION OF ENVIRONMENTAL CRIME.An person ‘s character is determined by his life status, it is no secret that the environment an single finds himself has an tremendous influence on his character, which could be either positive or negative. Our vision of holding a enjoyable environment is being ruined by actions committed by either persons, corporate organic structures or concern administrations that disrupt the peace and hygiene of our environment, these actions are referred to as environmental offense. ( House of Commons Environmental Audit Committee 2005, p.8 ) . An Environmental offense is an environmental issue several writers and authors have made effort to specify from their ain point of position. An environmental offense as defined by the Staffordshire Moor lands District Council ( 2009 ) is an improper act which ruin the visual aspect of some portion of the environment, it could take to pollution of the environment, wellness and safety concerns and it can hold a negative consequence on the enjoyment of our territory. Situ and Emmons ( 2000, p.3 ) refers to environmental offense as an inadvertence that violates the jurisprudence and attracts condemnable test and countenance. This offense endangers the safety of persons both physically, wellness wise and environmentally. Clifford ( 1998, p.26 ) believes that an environmental offense is an knowing act committed to potentially do injury to the ecological and biological systems of the environment and besides for the intent of procuring concern or personal benefit, While the Sixth study of the Environmental Audit Committee states that environmental offense comprises all offenses either formed by statues or developed under the comm on jurisprudence that relates to the environment. Environmental Investigation Agency ( EIA ) ( 2009 ) goes farther to specify environmental offense as the interruption of international pacts designed to command trade in substances harmful to the environment or bound trade in rare species or improper Acts of the Apostless which cause direct injury to the environment straight. Stratford -on-Avon District Council ( 2009 ) defines environmental offense as a type of anti-social behavior that affects the value of life of the community and environment where the offense occurs and enhances the fright of offense. This is similar to the definition of environmental offense by Warwickshire Council ( 2009 ) as activities that are against the jurisprudence and are harmful to the quality of unrecorded and the environment. Environmental Crime may include the undermentioned and many more: Fly tipping Graffiti Littering Fly-posting Abandoned Vehicles Dog fouling Panpipes Vandalism Noise Pollution Extra Side Waste House holders Duty attention Wild life Crime Pollution Crime Improper waste disposal Oil spills Dumping into Oceans, Streams, Lakes or rivers Improper handling of pesticides or other toxic chemicals Burning Garbage Falsifying Lab informations pertaining to environmental ordinance Sourced from assorted writers: Daventory District Council ( 2009 ) , Interpol ( 2009 ) , LawyerShop ( 2008 ) , Straford – on- Avon District council ( 2009 ) , Working Borough Council ( 2008 ) . These are really of import environmental issues that affect our environments merchandise and place. Here one can place several inquiries: Can the most common of these offenses be defined? What chance exists for an environment in which these offenses occur? What has be done by the Law to if non wholly eliminate these offenses at least cut down their happening drastically? What can I make to assist cut down environmental offense in my environment? Violators of the environmental jurisprudence are normally charged with condemnable mulcts, gaol clip, test or other penalty ordered by the local governments. Although fixed punishment mulcts are used as bar to large companies from go againsting environmental Torahs and policy without the hazard of sedate pecuniary penalty, most large companies might happen that noncompliance is more expensive than obeisance to the jurisprudence, while jail clip may be the best manner to penalize persons who participate or commit environmental offense. ( Lawye r store 2008 ) . The Environmental Protection Agency is in charge of enforcement over environmental jurisprudence misdemeanor. ( Lawyer Shop 2008 ) . There are offenses that wild occur in our environment which have largely been considered by bulk as environmental offenses, offenses such as: Fly tipping: This could be referred to as illegal dumping of family waste such as old house clasp contraptions ( electric refrigerators, rinsing machines, carcase of dead animate beings, old Surs, vehicle parts ) oil, asbestos sheet and all kind of chemicals are non left out. ( Environmental Agency 2009 ) . This offense cost land proprietors an estimated 100 million annually and local governments an estimated 44million annually to clean up. ( Environmental Agency 2009 ) . It besides attracts a punishment a upper limit of two old ages imprisonment and or an limitless mulct ( Liver Pool City Council 2008 ) every bit good as & A ; lb ; 50,000 in Magistrate Court. ( Environmental Agency 2009 ) . There is a national fly tipping database funded by the authorities which is managed by the environmental bureau, it is known as fly – gaining control, entirely for the intents of undertaking fly- tipping. Graffitti: It is referred to as an act of hooliganism which is on the addition, it entails written, painted or scratched on other people ‘s belongings. Persons every bit good as packs leave a signature grade where they visit such as Bridgess, motor ways, public topographic points, and overseas telegram equipment boxes, unoccupied edifices are non left out. ( Solihull Metropolitan Borough Council 2009 ) . Upon strong belief under subdivision 1 of the Criminal Damage Act 1971 the punishment is 10 old ages imprisonment. This offense is so serious that it can be heard in either a Magistrate or Crown Court. ( Solihull Metropolitan Borough Council 2009 ) . A fixed punishment of & A ; lb ; 75, which will be reduced to & A ; lb ; 50 if received within seven yearss from the day of the month which the punishment was issued. ( Solihull Metropolitan Borough Council 2009 ) . Dog Fouling: This is the act of go forthing your Canis familiaris or the Canis familiaris under your attention to foul on tracts and unfastened infinites, with cleaning up after it. This Canis familiaris foul when in contact with the human oculus can do sightlessness ; people might step on it and transport the crud into their places. This offense attracts a fixed punishment notice of & A ; lb ; 50 which you must pay to the council within 14days, else you will be prosecuted. ( Gateshead Council 2008 ) . Persons can assist to look into environmental offense by study an environmental offense in their community to the local governments through their web sites.

Functions & Responsibilities of Hr & Admin Department of Rcl

Chapter: 1 Introduction 1. Background of the report After completion of MBA program students have to do internship in an organization for the fulfillment of the Degree. Internship program gives an opportunity of learning the real working dynamics and applied knowledge of Business Administration. I complete my M. B. A program from department of Management Studies, University of Chittagong. To complete the academic requirement I did my internship at HR department of Royal Capital Limited.My internship topic was â€Å"functions & responsibilities of HR and Admin department of Royal Capital Limited. This report is prepared to focus on the functions and responsibilities of HR and Admin department of Royal Capital Limited. 1. 2Rationale of the report Internship program is the part of MBA program which gives a scope to MBA students to prepare a study report focusing solution to problematic issues of management of the organization. It is an opportunity to gather practical knowledge and redu ce the gap between theoretical and practical knowledge.It also gives opportunity to the future managers to deal with practical problems and give solution in real business life. I did my internship in Royal Capital Limited which is a leading equity brokerage house in the country. My internship report is based on the practical experience through working at the HR department of the company. 1. 3Objectives of the report The main objective of this report is to fulfill the academic requirement as well as the following objectives: †¢ To understand the Human Resource Management practices. †¢ To have a clear picture of the basic HR functions. To identify the clear picture of HR practices in RCL. †¢ To analyze the performance of the HR & Admin department of RCL. 1. 4Methodology and Data collection The report is prepared on the basis of experience and data collection through direct supervision at the work place. The methodology followed for the purpose of the study has been desk research as well as field survey. The desk research method has been followed to review the existing literature on the subject. Both primary and secondary data were collected to prepare the report.The main sources of the primary data to prepare the company profile and its performance had been collected from organization’s web site and the concerned with HR Manager of Royal Capital Limited and secondary data collected from the web site and books for the purpose of preparing the literature part. 1. 5Scope of the report The report is prepared on the basis of direct supervision and collection and analysis of primary and secondary data. It provides information of a successful broker house, its practice and prospect of HR and Admin department.It will guide and give complete idea to a learner and clients about broker house and its activities. This report also provides gridlines to a learner about practice of HR and functions and responsibilities of HR and admin department. 1. 6Limit ations of the report The study has been conducted subject to certain limitation. The rate of success of my study may be limited as I might have failed to collect proper information due to lack of my experience, some data could not be supplied for their confidentiality and official secrecy. The secondary sources of data were not available and well organized.In addition to the above, RCL is a private limited company, which does not does not provide with all the necessary information as required due to their sensitivity and competitiveness in regard to its competitors. In spite of these limitations, I have tried my best to pinpoint various findings of this company. I, therefore, hope that the study will be evaluated subject to the recognition of the above limitation. 1. 7MY WORKING AREA As I complete MBA program major in HRM from department of Management Studies, University of Chittagong my interest was to know the HR practice in real life in the organizations.I got the opportunity to work in the HR department of Royal Capital Limited under HOD-HR manager. My internship topic was â€Å"functions & responsibilities of HR & Admin department of Royal Capital Limited†. My organization supervisor helps me to closely work with the functions and responsibilities perform by them to successful continuation of a company in the competitive business environment. Chapter: 2 Company Overview 2. 1Royal Capital limited Royal Capital Limited is a leading equity brokerage house in the country.It has diverse clientele of institutions, high net worth individuals, foreign funds and retail investors which help to success in the market. Royal Capital Limited was established in 1995 and over time become one of the largest stock broking companies in the country. Side by side it has also dealership licences. It’s a member of Dhaka and Chittagong Stock Exchange. Its authorized capital is TK 150 million; paid-up capital is TK 65 million. There are 12 offices and branches of Ro yal Capital Limited situated in Dhaka, Chittagong, Feni, Jessore, Bogra and Khulna.Its corporate head office is located in Chittagong. Its number of employees is 110. The number of Beneficiary Owner Account holders is 37,112. Its daily average turnover is US $ 1. 7 million. The market share of Royal Capital Limited is 1. 20%. Royal Capital Limited is a depository participant of Central Depository Bangladesh Limited. Mr. A. Q. I Chowdhury, OBE is the chairman of the company, a prominent business personality of the country. He has a good track record of running the manufacturing and service oriented multinational company like James Finlay Plc for the last 20 years.He was awarded by Her Excellency Queen Elizabeth II the â€Å"Order of British Empire† (OBE) for his contribution to the society and ethical business. Under his leadership a young dedicated, skilled professional team has been develop to render the service as required by customers. 2. 1. 1Mission The mission of Royal C apital Limited is to develop the company into an ideal and antique financial institution by providing excellent financial service to its customers. 2. 1. 2Objectives of Royal Capital Limited Success of an investor depends on good understanding of market, reliable information, sound fund management and risk planning.Royal Capital Limited is the right place to get all those services. It has already gained confidence of Investors of all class for its sincere efforts to assist client in every possible way. Objectives of Royal Capital Limited are as follows: ? To help client understand investment choices. ? To provide timely account and transaction information that accurately reflects the investment positions of the client. ? To Build and justify clients trust. ? Provide clients with frank, timely feedback on how we are doing and how we can improve our service to clients. 2. 1. 3ManagementRoyal Capital Limited has a policymaking body which consists of 7 members of whom 2 are elected. The board comprises of one Chairman, one Managing Director, three directors and 2 members. It has provision for 23,000 clients. The executive power of RCL is vested with the Department Manager. 2. 1. 4Sister concerns The followings are the concern business of Royal Capital Limited: ? Royal Trade International ? Royal Cuisine ? Royal Garden. 2. 2Major businesses and product divisions As a broker house Royal Capital Limited perform following activities: ? Brokerage Activities:Royal Capital limited provides trade execution activities for clients in Dhaka and Chittagong Stock Exchange under Securities & Exchange Commissions Law. ? Dealer Account: The SEC Act defines a dealer as someone who is engaged in the business of buying and selling securities for his own account that would require their registration as a dealer under SEC Act. Also Royal Capital limited has a dealer Account, Name: ROYAL CAPITAL LTD. B. O ID: 1201590000001005. ? Stock Broking Account: The process of investing in the sh are market, either individually or through a broker is known as stock broking.Stock broker is also an individual who makes stock trades on behalf of his or her clients. ? Margin Loan: Margin loans are taken to finance the purchase of securities, usually the purchase of stock (also known as equity). Margin loans normally are extended by the same financial services firm (stock brokerage firm or securities firm) that the customer uses to trade in the security in question. The maximum value of a margin loan relative to the value of the underlying securities is set by the SEC. Each firm is free to implement more stringent lending policies than prescribed by the SEC. Margin Loan Activities & Agreement of RCL: In this segment Royal provide two kinds of A/C: Cash: This type of account asks to client deposit cash and then client can use that cash to buy stocks, bonds, mutual funds or other investments. But sometimes client can take loan for buying securities, it’s providing for short time. It’s also called unauthorized loan. Margin: With a margin account the broker lends a portion of the funds at the time of purchase and the security acts as collateral. The loan in the account is collateralized by the securities and cash.If the value of the stock drops sufficiently, the account holder will be required to deposit more cash or sell a portion of the stock. ? Margin Call: A broker demands an investor using margin to deposit additional money or securities so that the margin account brought up to the minimum maintenance margin. Margin calls occur when an account value depresses to a value calculated by the broker's particular formula. This is sometimes called a â€Å"fed call† or â€Å"maintenance call†. ? Margin facilities of Royal Capital Limited:A financial institution must have some written guidelines on the credit approval process and the approval authorities of individuals or committees as well as the basis of those decisions. Royal Capital Limited provides credit facilities to the customer as per Margin Rules, 1999. ? Margin Risk Management Process: Margin risk management process should cover the entire margin cycle starting from the origination of the margin in a financial institution’s books to the point the margin is extinguished from the books. ? Internet Trading Service (ITS): This is a border less trading system.Investor who have access to internet take part in share market from any part of the world, and can do his own buy-sale at own pace. Investor interested to may be able to log on to www. bangladeshtockmarket. com to get all the relevant information on the Internet trading and also for trading. ? Real time trading facility in both Dhaka & Chittagong Stock Exchanges: A client can trade any bourse simultaneously from any of our branches. ? Xpress Settlement On selling shares through ‘Xpress settlement’ cheque is issued on the same day & not on the exchange payout date.This money can then b e withdrawn immediately. ? Any Branch Trading Facility RCL is giving any branch trading facility to its client. ? Depository Service A depository is an organization formed to provide electronic depository facilities to share holder under prevailing law in the electronic form through the medium of depository participants (DPS). The Central depository Bangladesh Ltd (CDBL) is the only depository in Bangladesh, which is setup and governed by the Securities and Exchange Commission of Bangladesh (SEC).RCL is among the few Depository Participant (DP) in the country and the first DP who started related service right from introduction of this in the country. ? Beneficiary Owner (BO) Account A BO account is mandatory for applying IPO shares and also for trading of CDBL shares in secondary market. By opening a BO account with RCL you can enjoy both facilities. ? Demat Securities Dematerialization is the process of converting physical securities in electronic form. RCL is trusted name in provi ding that service for its client. ? PledgeDepository service with RCL allows you to pledge demated securities with any bank or financial institution to avail loan. ? Research Activities: This is one of the issues that the Royal Capital Limited management was very much serious about and accordingly put due emphasis according to the need of the capital market. Stock business is information based. Right information at the right time in the right place is the core of the game. So RCL publish some very informative and analytical publications intended to help explore the financial performance of the listed organization so that the client can take wise investment decision. . 3Board of directors Chairman – Mr. A Q I Chowdhury, OBE CEO & MD- Mr. Munir Ahmed Director- Ms Jesmin Islam Chowdhury Director- Mr. Sami Chowdhury Director- Mr. Saadi Chowdhury SWOT Analysis of Royal Capital Limited |Positive |Negative | | |Strength(s) |Weakness(w) | |Internal |Goodwill. |Inadequate IT system. | |Factors |Credibility. |Lack of trained ersonnel. | | |Strong financial condition; ample financial resource. |Absence of risk management assessment. | | | |Insufficient research and development. | | |Efficient and experience management team. |Lack of strategic planning. | | |Prompt service. | | | |Transparency. | | | |Never a default to client and to DSE, CSE and CDBL. | | |Opportunity(O) |Threats(T) | |External |Immense scope to increase trade. |Entry of new competitor. | |Factor | |Increased competition. | | | |Share market crisis. | 2. 4Organogram of RCL: Royal capital Limited at A Glance Name of the company: Royal Capital Limited. Type of company: Private limited.Date of incorporation : 1st April 1995. Member Registered No: Dhaka Stock Exchange Ltd. Registration No. 3. 1/Dse-21/2006 Chittagong Stock Exchange Ltd. Registration No: 3. 21/CSE-121053 Authorized capital: BDT 150 million. Paid up capital: BDT 65 million. No. of Offices & Branches: 12 No. of employees: 110 Number of BO holders: 37,112 Daily average turnover: US$ 1. 7million Market share: 1. 20% Chairman of the company: Mr. A Q I Chowdhury, OBE CEO & MD: Mr. Munir Ahmed Administration : 07 members Board of Directors Organization Address: Corporate Office:Finlay House (Ground Floor), Agrabad C/A, Chittagong, Bangladesh. Chapter: 3 Literature Review 3. 1Human Resource Management HRM involves all kind of decisions related with human resource. HRM can be define as a specific combination of HR practices, work structures and process that maximizes employees knowledge, skill, commitment and flexibility. Storey (1995) defines HRM as a distinctive approach to employment management which seeks to obtain competitive advantage developed showing how HRM practices leads to overall corporate performance.According to Khatri (1999), people are one of the most important factors providing flexibility and adaptability to organizations. Rundle (1997) argues that one needs to bear in mind that people (managers), not the firm, are the adaptive mechanism in determining how the firm will respond to the competitive environment. Several scholars have noted that managing people is more difficult than managing technology or capital (Barney, 1991; Lado and Wilson, 1994). 3. 1. 1Human Resource Management: Nature Human Resource Management is a process of bringing people and organizations together so that the goals of each are met.HRM practices refer to organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals (Schuler & Jackson, 1987; Schuler & MacMillan, 1984; Wright & Snell, 1991). Redman and Matthews (1998) identify an ‘HRM bundle’ of key practices which support service organizations quality strategies, these being: ? Careful recruitment and selection, for example, ‘total quality recruitment’, ‘zero defects recruitment’, ‘right first time recrui tment’. ? Extensive remuneration systems, for example, bonuses available for staff willing to be multi-skilled. Team working and flexible job design, for example, encouraging a sense of cohesiveness and designing empowered jobs. ? Training and learning, for example, front line staff having enhanced interpersonal and social skills. ? Employee involvement, for example, keeping employees informed of key changes in the organization. ? Performance appraisals with links to contingent reward systems, for example, gathering customer feedback to recognize the work by employees over and above their expected duties, which in turn is likely to lead to a bonus for staff. 3. 1. 2Human Resource Management: ObjectivesHuman Resource Management (HRM) ‘is about matching employment practices to an organization’s strategy’, according to Hendry (1999, p. 3). In Torrington, Hall and Taylor’s (2008) opinion, its objectives are to ensure that organizations are well staffed and that those employees are well treated, motivated and committed to their work to provide best performance. ? To help the organization reach its goals. ? To ensure effective utilization and maximum development of human resources. ? To ensure respect for human beings. To identify and satisfy the needs of individuals. To ensure reconciliation of individual goals with those of the organization. ? To achieve and maintain high morale among employees. ? To provide the organization with well-trained and well-motivated employees. ? To increase to the fullest the employee's job satisfaction and self-actualization. ? To develop and maintain a quality of work life. ? To be ethically and socially responsive to the needs of society. ? To develop overall personality of each employee in its multidimensional aspect. ? To enhance employee's capabilities to perform the present job. To equip the employees with precision and clarity in transaction of business. ? To inculcate the sense of team spirit, team work and inter-team collaboration. 3. 1. 3The HRM Department is responsible for: ? Understanding and relating to employees as individuals, thus identifying individual needs and career goals. ? Developing positive interactions between workers, to ensure collated and constructive enterprise productivity and development of a uniform organizational culture. ? Identify areas that suffer lack of knowledge and insufficient training, and accordingly provide remedial measures in the form of workshops and seminars. Innovate new operating practices to minimize risk and generate an overall sense of belonging and accountability. ? Recruiting the required workforce and making provisions for expressed and promised payroll and benefits. ? Implementing resource strategies to subsequently create and sustain competitive advantage. ? Empowerment of the organization, to successfully meet strategic goals by managing staff effectively. ? The human resource department also maintains an open demeanor to employee grievances.Employees are free to approach the human resource team for any conceived query or any form of on-the-job stress that is bothering them. ? Performance of employees is also actively evaluated on a regular basis. Promotions are conducted and are predominantly based on the overall performance of the individual, accompanied by the span or tenure he has served the organization. The Human resource department also looks at the possibilities of the employee migrating from one job to another, maintaining the hierarchy in the company and considering the stability of post and the salary obtained over a period of time. 3. 2Functions of HRM:The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding the staffing needs of an organization and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issu es, and ensuring your personnel and management practices conform to various regulations. Human resource department of an organization consist of all human resource management functions. Job Analysis: Job analysis is one of the most important task that performed by the HR staff.Through job analysis the vacant position is find out and the job description and job specification is prepared. Job description: Job description is an organized and factual statement of the duties and responsibilities for a particular job. Job Specification: It is a statement of minimum acceptance of human qualities necessary to perform a job properly. The company selects employees according to job specification. 1. Recruitment: Recruitment involves searching for and obtaining qualified job candidates in such numbers that the organization can select the most appropriate person to fill its job needs.In addition to filling job needs, the recruitment activity should be concerned with satisfying the needs of the j ob candidates. [pic] Methods of recruitment: Job posting: The organization announces position openings through bulletin boards, company publications, and internet/intranet. Skills inventories: Manual or computerized systematic records listing employees' education, career and development interests, languages, special skills, and so on to be used in forecasting inside candidates for promotion. 2. Succession PlanningSuccession planning refers to the plans a company makes to fill its most important executive positions. It involves analysis of the demand for managers and professionals by company level, function, and skill and planning of individual career paths based on objective estimates of future needs and drawing on reliable performance appraisals and assessments of potential. 3. Selection: The selection criteria for a position are a list of the essential and desirable skills, attributes, experience, and education which an organization decides is necessary for a position. Step-1 Job analysis: Job analysis means developing job-related information. It’s the starting point in the selection plan and, for that matter, in the entire recruitment and selection process: †¢ Conducting a job analysis: Start by generally describing the purpose of the job. Define the major work processes the employee does. These are the duty statements. †¢ Decide which duties are essential: Essential duties are either critical to the job or they take up a large percentage of time. †¢ Identify the KSBs: needed to do the major duties and responsibilities. Minimum qualifications (MQs) describe the knowledge, skills, and behaviors (KSBs) needed to perform the major duties of a job upon entry to the job †¢ Developing minimum qualifications: Using the job analysis, identify the KSBs that are necessary on the first day of the job. ? Step-2 Identifying selection procedures Following job analysis, the second stage in developing a selection plan is deciding how you will eva luate applicants and select the best person for the job. †¢ Training and experience evaluations – This method, often called TE, looks at an applicant's training and experience as they relate to the job. Supplemental Questions – Supplemental questions give applicants specific guidelines to describe the competencies they gained through training and experience. †¢ Written tests – Written tests can be good selection tools, but they aren’t always practical. Written exams cost a lot of time and money to develop. †¢ Performance tests – Performance tests involve having an applicant perform small samples of an actual duty. Examples include: †¢ Physical tests – Physical tests often include endurance or strength measurements, which could adversely impact on women, older workers, and others. References – If not done well, reference checks can result in the same problems as informal, unstructured interviews. †¢ Work Sample – A work sample is some tangible thing an applicant has produced. It should represent the applicant's level of competence in a specific area. †¢ Interview – The oral interview remains the most popular selection procedure, but they also need to be valid and consistent. †¢ Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter. 4. Human Resource development: Human Resources Development (HRD) is a framework for the expansion of human capital within an organization through the development of both the organization and the individual to achieve performance improvement. HRD includes the areas of training and development, career development, and organization development: [pic] Training and development means acquiring knowledge , developing competencies and skills, adopting behaviors that improve performance in current jobs.Organization development is the diagnosis and design of systems to assist an organization with planning change. Career development is the activities and processes for mutual career planning and management between employees and organizations. 5. ORIENTATION & TRAINING After recruiting & selecting next step is to orientation & train the employees. To ensure better performance, employees must know what to do & how to do, to know this they have to go through orientation. Training Need Assessment A needs assessment is the process of identifying the â€Å"gap† between performance required and current performance.The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities needed by an organization’s workforce to achieve the requirements. The assessment should address resources needed to fulfill organizational mission , improve productivity, and provide quality products and services. 6. Performance Management And Appraisal: Performance management is a process that consolidates goal setting, performance appraisal and development into a single common system, the aim of which is to ensure that the employee’s performance is supporting the company’s strategic aims. . Compensation and benefits: Compensation is the financial remunerations given by the organization to its employees in exchange for their work. Employee compensation refers to all forms of pay or rewards going to employees and arising from their employment. There are two main components of employee compensation: ? Direct financial payments: wages, salaries, incentives, commissions, bonuses. ? Indirect payments: employer paid insurance and vacations. Types of benefits are as follows: †¢ Pay for time not worked It is also called â€Å"Supplement Pay Benefits†.It is generally an employer’s most costly benefits because of the large amount of time off that many employees receive. Common time off pay periods include Holidays, Vacations, Maternity leave, Sick leave, Personal days, Unemployment insurance payments for laid-off or terminated employees. †¢ Insurance benefits: workers’ compensation, health & disability insurance, mental health benefits and life insurance. †¢ Retirement benefits: pension plans, retirement benefits and survivor’s or death benefits. †¢ Services: personal services credit union and counseling services. Chapter: 4 Findings 4. HUMAN RESOURCE DEPARTMENT of RCL Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Besides all other departments Royal Capital Limited also has a HR department. HR Manager is responsible person the planning the Human Resource Policy in the organization. The basic Organogram of the Human Resource Department of RCL is as f ollows |Manager (HR) | |Deputy Manager | |Assistant Manager | Senior Executive | |Executive | |Jr. Executive | The role of Human Resource department of RCL is as follows: ? Human resource planning, recruitment and selection. ? Making Human Resource Policy. ? Under taking training programs for skill development. ? Ethical issues and codes of conduct ? Maintain liaison with the administrative manager. ? Grievances handling of the employees. ? Keep proper security of the company assets. ? To arrange promotions for staffs. Maintain personal files & records of employees. ? Conducting motivational programs. ? Taking care of in-house cleanliness, health and safety. 1. Human Resource Planning Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Manpower planning is the process by which an organization can engage the right number of people for the right job at the right time. The manpower needs of RCL reviewed twice in a year. The responsibility of HR Planning is on HOD-HR. RCL follow the following steps for effective human resource planning:Step 1 Analysis of existing positions An analysis of all post done with respect to the requirement of those posts for the current and future functioning of the organization. They use trend analysis and ratio analysis for forecasting personnel needs. Step 2 Estimation of job vacancies The number of job vacancies which will occur in the coming year estimated considering the following matters: ? Promotions ? Demotions ? Separation due to Retirement, Resignation and/or Dismissal Creation of new position due to increased work load, i. e. Workload P = No. Of peopleStep 3 Taking stocks of the existing manpower skills Then a list is prepared of each employee which contains his/her name, educational qualification, experience in each trade/position, area of specialization, special award received, outstanding achievements etc. Step 4 Arriving at the net manpowe r requirements & initiating further activities The gross manpower requirements, assessed as per Step 2 compared with the availability of existing skills arrived at Step 3. The comparison leads to one of the following situations: All vacancies may be filled up by the redeployment of existing manpower.The redeployment can be done based on the skills identified in the Performance and Potential appraisals of every employee. The options before management are Promotions, Transfer, Retraining, Reallocation of work and Job Rotation. This will occur when it is found that there is surplus manpower in certain departments/sections/branches and deficit of similar skills in other departments/sections/branches. The decisions taken by the HOD-HR and the concerned HOD and the final approval of the MD. Deficit manpower skills: If in spite of redeployment of personnel, deficit of skills remain in the organization the action is recruitment.In case of surplus manpower, retrenchment action will be resort ed to after approval from the MD. Based on the above steps the HOD-HR prepares a detailed Manpower Plan for the coming year. A copy of the Manpower Plan forwarded to all the competent authority. It is the responsibility of HOD to get approval from MD. After getting the approval it is the Manpower Plan for the coming year. Then it is the responsibility of the HOD-HR to institute necessary subsequent actions based on the Manpower Plan i. e. Promotions, Transfers, Retraining, Job Rotation, Recruitment etc. fter carrying out the above Manpower Planning exercise if new positions need to be added, it need to get approval from the Board. 2. Recruitment and selection of employee Recruitment involves searching for and obtaining qualified job candidates in such numbers that the organization can select the most appropriate person to fill its job needs. In addition to filling job needs, the recruitment activity should be concerned with satisfying the needs of the job candidates. 1. Recruitment RCL have a standard recruitment procedure described as follows: [pic]Personnel requisition form contains detail the Job specification, Job responsibility and necessary qualification, experience, and skills required for the specific post. The HOD-HR sends the PRFs to the departmental heads as the number of the positions to be filled in that department. The departmental heads return the PRFs to the HOD-HR after filled up the forms. Based on the specifications in the PRF, the HR department will start the recruitment process. The recruitment process done through the following medium: †¢ Open Recruitment This involves recruitment through advertisements.The advertisement for required post will appear in major national and regional newspapers, business magazines or in different websites of job circulation. †¢ Deputation Some vacancies filled y recruiting employees on deputation. †¢ Receipt of resume The last date for receipt of resumes/applications will specified in the adve rtisements. Once the applications are received, they can screen out by the HOD-HR. then suitable candidates are sent interview letters by the HR department. The call for test/ interview sent only short listed candidates well in advance.The letter will inform the candidates’ date of test/ interview, venue of the test/ interview. HR department is responsible for making the test/ interview arrangement at the appointed date, time and place. This consist of an appropriate test and interview room, a waiting room, lunch and tea for candidates and selection committee members, arrangements for the reimbursement of the fare to candidates and to interview panel experts. 2. Selection RCL follow the standard selection procedure for selection of personnel: All the above steps are detailed below.Selection procedure for support staff such as Drivers, Office Assistants, etc. , For selection of support staff the following procedure shall be adopted: ? The Drivers and Office Assistants may be s elected from known and reliable sources after verifying the reliability of the applicant. ? The applicant must possess basic knowledge of office environment. ? The person selected shall be appointed on probation for a period of 12 months, which shall be reviewed and if needed can be further extended up to 12 months. ? The support staff shall be selected by Managing Director (MD) on the recommendation of board of directors. [pic]The persons who will constitute the selection committee depend upon the position for which the interview will be conducted. ? For MD : A subcommittee of the Board of Directors. ? For GM & DGM : MD and some other members of the Board of Directors. ? For HODs : The selection committee consists of the ED, GM, DGM, HOD-HR, and some experts may also be called from outside the organization to assess the candidate. The members of the Governing body can also be part of the selection committee. ? For other posts: The selection committee consists of the concerned HOD, and HOD-HR. The MD involves in recruitment of all employees.Final approval of all candidates lies with the MD. The MD and HOD-HR meet to form the selection committee. The HOD-HR informs the respective HOD of their role on the committee. An appropriate date for the interview/test is fixed with the consent of all and the selection committee informed of the same. HOD-HR is responsible for coordinating with the selection committee members. Various tests like the Language test, Performance test, Aptitude test, Intelligence test and Personality test is conducted, if required, depending upon their relevance and applicability for different positions.The Human Resource Department designs the above tests in consultation with the respective HODs and gets it approved by the MD. After the test, (if administered), the short listed candidates are interviewed by respective the selection committee. Irrespective of the position being filled, Interviews are conducted. Each members of the selection co mmittee fill up one approved rating form for each of the candidates. The selection committee meets, at the earliest, after all the interviews are over, to decide on the final candidates to be selected.The points scored in the tests and interviews tallied and the final decision for the selected candidate taken. The list is forwarded to the MD for approval. The MD returns the list to the head of the HR department to send the letter of offer. The letter of offer informs the candidate of his/ her selection. It contains details of the post, grade and scale of pay being offered to the candidate. It also contains any special terms and conditions of appointment. The letter also contains the proposed day and date of joining, intimation of the address of joining and how to get to the address.A copy of the letter send to the selected candidate duly signed indicating that he/ she will join on the appointed date and time. If certain terms are unacceptable to him/ her, then he/ she may inform acc ordingly so that negotiations may be conducted, if required. The letter of Offer duly signed by the selected candidate (after all negotiations are over, if required) will constitute the Letter of Acceptance. The objective of the appointment procedure is to ensure that the employee completes all formalities before he is given the formal appointment letter. The procedure for appointment will consist of the following steps: ? Joining reportThe prospective employee has to report to the HOD-HR on the appointed date. The HOD-HR then takes the employee through the appointment procedure. ? Check of Certificates The appointing authority checks the certificates of the prospective employee. These include his/her academic and other certificates as well as past experience certificates. These are cross checked with the information mentioned by the candidate in the application form. ? Check of age of candidate The appointing authority also check the age of the candidate through his/her school lea ving certificate and cross check it with the age mentioned in the application form. Medical tests The candidate will be asked to undergo a medical test consisting of blood test, chest X-ray, blood pressure, eye test. ? General check up The organization can either appoint a doctor on contract or it can approve a panel of doctors for the employees of the society. The prospective employee shall bring the above test reports with him/ her or the doctor can send them directly to the organization. ? References The prospective employee is asked to furnish names and address of three references who have known him/ her for more than two years.The HR department sends reference sheets to them and gets their responses on the person’s qualifications, abilities and other traits. ? Secrecy Bond The prospective employee also signs a bond of secrecy so that confidential information is not leaked out. ? Appointment Letter After all the above steps are completed the HOD-HR issues a formal Appoint ment letter to the selected candidate, duly signed by the MD. ? Employee Personal File As soon as an employee joins the organization, a personal file is opened on his/ her name. This file is kept confidential and maintained and is under the care of the HR department.The personal file will contain the following: †¢ Joining report †¢ Ratings of Test and/ or Interviews †¢ Photocopies of academic Qualification certificates †¢ Photocopies of past employment certificates †¢ A record of the date of birth or National ID card †¢ Medical test report at the time of appointment as well as any subsequent tests done. If any †¢ Comments of referees †¢ Copy of the secrecy bond †¢ All correspondence before joining including copies of the letter of Offer, Letter of Acceptance, and appointment Letter †¢ Emergency contact number and address 3. InductionInduction is the process of familiarizing a newcomer to the organization with the job, surroundings an d the organization itself. RCL use the following induction process for the new employee to familiarize the job and the organization to him/her: The procedure of induction consists of the following steps: ? Orientation of new Employee The HR department plans an induction program in consultation with the departments concerned for the newly induced employees based on experience and grade. ? Introduction to the Organization The new employee meets the HOD-HR.He explains the new employee organizations mission, objectives, culture and organizational structure. The HOD-HR also ensures that he/she gets a booklet that contains important rules/ terms of service and conditions of employment. ? Advice to various departments The HR department informs the relevant department heads of the appointment of new employee. This also includes the HOD-Finance and Accounts as well as the HOD of the concern department. ? Introduction to the employees of the organization This consist the three following group s of employees: †¢ The MD and GM/DGM and their immediate staff The concerned HOD and immediate superior †¢ The other employees ? Induction Training The HOD informs the employee his/her induction training schedule. ? Issue of identity Card and Visiting Cards A formal identity card with the employee’s name, number, photograph and signature issued. The HR department also arrange visiting card for the employee. ? Service book Proper record of different types of leaves, performance etc of employees of the RCL for sanctioning leave, leave encashment, annual increment and performance of individual employees maintained in the service book of the employee concerned. . Compensation management All the employees of RCL receive salary and allowances as per the rules framed by the governing body of RCL. The pay and allowances paid to the employees on the 1st date of the month following the month during which the service is performed. If the 1st day is holiday then the payment mad e on the afternoon of the last working day of the month for which payment is due. ? Increment Increment normally accrues on satisfactory of the completion of the calendar year. The increment is granted on satisfactory performance of the employee and the approval of the MD. Special pay Special pay may be granted for discharge of additional work, work of high quality or special nature. The grant of special pay requires the approval of the MD. ? Revision of salary structure The management of RCL conducts a salary structure revision once in a year. The responsibility of revising the salary structure for all grades lie within the management and the authority for approval lie with the Governing Body. [pic] Non-financial benefits of RCL that provided to its employees are as follows discussed: Pay for time not worked: ? Weekly HolidaysFriday and Saturday are weekly holidays unless otherwise specified. ? Leaves The organization provides leave to the employees to refresh themselves, celebrate festivals and have a vacation. The following types of leave are allowed: †¢ Annual Leave one day for every 18 days worked (Annual leave is based on the number of days worked by the employee and not given for the days during which the employee was on leave without pay) †¢ Casual leave 10 days in a calendar year. †¢ Sick leave 14 days in a year (Medical Certificate needs to be produced if leave is taken for three or more days) †¢ Maternity leave National & Festival Holidays organization observes the same National holidays and holidays on account of festivals and other holidays. ? Other benefits: †¢ Insurance RCL provide insurance benefits to its employees. †¢ TA/DA †¢ Dearness allowances †¢ Tour expenses †¢ Profitability sharing 5. Performance appraisal & management Performance and potential appraisal for employees of RCL is done quarterly in a year. The individual appraisal is done in Appraisal forms. The HR head send as many forms as the re are employees in each department and each branch, to the department heads and branch in charge.The department heads distribute the forms to all employees who would fill up the relevant columns along with their immediate supervisors within a week’s time. Then the departmental heads give their ratings and discuss the same with the respective employees and their immediate supervisors. After completing the forms sent to the HR department for completion. Individual performance Appraisal will be done at two levels: ? Initiating Authority: This would lie with the immediate superior of the appraisee. ? Accepting Authority: This would lie with the HODs /MD/Chairman as the case may be.The Initiating authority and Accepting authority at different levels in SIFPSA will be as follows: †¢ Performance Appraisal for the MD The initiating and accepting authority would lie with the Chairman of the Governing Body of RCL. †¢ Performance Appraisal for the GM The initiating authority would be the MD and the accepting authority would be the Chairman of the Governing Body of RCL. †¢ Performance Appraisal for Grade IX employees. GM shall be Initiating / Reviewing Authority and Managing Director shall be the Accepting Authority. Performance Appraisal for Grade I to VIII employees Initiating Authority shall be the Departmental Managers of the division concerned. Reviewing Authority shall be the GM and Accepting Authority shall be the Managing Director. Organization performance appraisal The MD, GM, and Heads of the departments will meet to discuss the performance of RCL as a whole. They will assess the achievements of the organization since the last appraisal, causes for delay/ non-achievements, corrective measures, and the tasks for the organization till the next appraisal. 6. Training and developmentTraining is the process of teaching new employees the basic skills they need to perform their jobs. On the other hand Management development means any attempt to i mprove current or future management performance by imparting knowledge, changing attitudes, or increasing skills. ? Procedure During the Performance and Potential Appraisal, the training needs of individuals and departments will be identified. The HR head prepare a list of training needs and categorize them into Technical, Managerial, and Behavioral. He/ She will also circulate the days and dates of the various training programs to be organized in the next one year.The training programs should ideally begin after the recruitment process is over so that new employees can also be trained along with the regular employees of the organization. Kinds of Training The various trainings that will be imparted are as follows: †¢ Training conducted by a society employee: This type of training is essentially conducted by an experienced employee of RCL. It is conducted when some skills are to be transferred to another person within the society or to train new employees. †¢ Training cond ucted by outside agencies:This training is conducted when new skills are to be imparted to the employees of the organization. The HR department identifies agencies and experts who can impart relevant training. The HR department also has to arrange the training conducted in the organization or outside it. ? Training Impact Assessment Thus training and development programs play an important part in the smooth and effective functioning of the organization. The impact of such programs on the functioning of the organization also assessed periodically. The responsibility of such assessment is of HOD-HR.The period of assessment is from one month to a year after the program has been conducted or on the spot assessment. Based on these assessments the organization decides to discontinue the particular program. It can also decide to change the trainer in order to improve the impact of such training. 6. Career planning & growth Career Planning is concerned with providing experiences that will e nable employees to develop their full potential. Procedure RCL designs avenues for career planning and growth of the employees and its compensation package such as to attract and keep the best managerial talent.Career planning and growth of the organization, take place through the following steps: [pic] †¢ Career Planning Performance and Potential Appraisal is an indication of the employee’s accomplishments and his/ her potential Training and its applications show how quickly he/ she is able to adapt to new roles and responsibilities. The employee have to take initiative in his/ her own career planning by setting targets for himself/ herself and suitably getting nominated for training in areas which he/ she needs to develop. Based on the above, management encourages career planning and growth for all the employees of RCL. Career Growth Career Growth depends upon the performance of the employee and the avenue open for him/ her in his/ her own or other departments due to e xit of superiors. If the employee needs special skills to occupy those positions, appropriate training arranged for him/ her. The Appraisal committee decides the promotion of the employee and indicates future avenues of growth. Promotion also takes place through transfer of employees from one department to the other or from one location of operation to another. The management consults the employee on whether such a promotion is acceptable to him/ her or not. Promotions: The HOD – HR prepares the following letters at the end of the Appraisal Committee deliberations: The above letters are approved by the MD and sent to the employee. 7. DIFFERENT TYPICAL HR FUNCTIONS OBSERVED IN RCL RCL authority provides opportunity to the students from different institutions, to take part in their internship program. This type of programs continues for 2- 3 months. As RCL is a giant organization in the area of capital market, there is ample opportunity for the students who engaged there for in ternship, to gather lots of practical experiences, which will be fruitful for their career.Another most comprehensive responsibility for the HR department of RCL. The executives of HR department in RCL are responsible to develop the personal files of different employees. For that they have to always keep close contract with every employee to collect their profile and to update their personal history, which are kept into a different format prescribed by the RCL authority. It’s a common responsibility for all the departmental heads of Royal Capital Limited to give daily briefing to their executives about the particular responsibility for the day.For example the Trade Manager of RCL It involves discussions- it means that is an act of communication and the general objective of counseling is to understand and/or decrease an employee’s emotional disorder. Counseling is involved in all aspects of the employer-employee relationship. 1. Analysis and gap between theory and pract ice After analyzing and comparing the literature with the functions and responsibilities of HR & Admin department of RCL it is found that RCL follows a well established HR policy to recruit and to guide its human resource.But there are some gap between the theory and practice which need addressed to make its human resources more competitive and achieve organizational goals. Chapter: 5 Recommendations & Conclusions 5. 1Key policy recommendations Develop a strategic HR function ? Review the configuration and staffing of the HR function to transform it into a strategic HR function. ? Develop a service improvement plan that reflects customer feedback and builds on the work started at the HR away day. ? Refocus the work of the HR team on the OD agenda and the refined HR strategy and implement an associated development program for HR staff.Review and develop the HR strategy ? The HR strategy should capture the ‘employer brand’ of RCL, and focus directly on achieving the visio n and developing the required culture. ? Communications/ employee engagement and workforce development planning should be key strands. ? Review core values and develop the new vision into a practical strategy and change program that all staff can understand. Align Training and Development to OD ? Create a separate training and development department for the employees. ? Refocus corporate training and development to ensure that core training eflects and reinforces the OD agenda. Performance management ? Performance standards should be defined in quantifiable and measureable terms which easily understood able to the employees of RCL. ? There should use the 360degree performance appraisal method to evaluate the performance of the employees. ? The employees should provide the feedback of performance appraisal so that they can improve their performance in future. 5. 2Conclusion Human resource management (HRM, HR) is the management of an organization's employees. An organization success i s fully depending on proper personnel management.As a result, the organization can ensure the productivity by ensuring the proper human resource management. They provide better service facility to their employees, which in turn give the timely production and necessary activities effectively and efficiently without any hazard. It means the proper service facility and sound-working condition remains the whole organization. The stock market of Bangladesh as of today consists of stock exchanges such of Dhaka Stock Exchange (DSE) and Chittagong Stock Exchange (CSE) under Securities and Exchange Commission (SEC).In modern business world stock broker house plays a vital role for their client. This research report took an endeavor to identity the brokerage house human resource management practice and performance that took place within last decade with special emphasis on Royal Capital Ltd. Royal Capital Limited has a HR department with highly skilled professionals who are employed to achiev e organizational goals. The successes of an organization fully depend on its human capital. So it needs to provide proper guidelines, training and continuous developing with the changes in the business world to achieve the market share and rganizational goals. References 1. Organization’s web site. 2. HR manuals of Royal Capital Limited. 3. Dessler G. (2004), â€Å"Human Resource Management†, 11th edition, Prentice Hall. 4. Management, Heinz Weigh rich, Harold Koontz 10th edition. 5. A b c d Thomas N. Garavan, Pat Costine, and Noreen Heraty (1995). â€Å"Training and Development: Concepts, Attitudes, and Issues†. Training and Development in Ireland. Cengage Learning EMEA. pp. 1. ISBN 1872853927. 6. Derek Torrington, Laura Hall, and Stephen Taylor (2004). Human Resource Management. Pearson Education. pp. 363.ISBN 0273687131. 7. Web site, Wikipedia, the free encyclopedia. 8. Storey, J. (1995). â€Å"New perspectives on human resource management†. New York: Rutledge. 9. Beatty, R. W Schneier, C. E (1997). â€Å"New Human Resources roles to impact organizational performance: From partners to players†. In D. Ulrich, M. R Losey & G. Lake (Eds), â€Å"Tomorrow’s HR Management: 48 Thought leaders call for change, pp. 69-83. 10. Public Sector and Management Act (May 9, 2001), â€Å"Advertising, Selection, Appointment, Transfer and Promotion†, Employment Instruction Number-1,from http://www. ocpe. nt. gov. u/__data/assets/pdf_file/0008/9791/ei01. pdf[pic][pic] [pic][pic] ———————– Junior Executive Senior Executive Senior Executive Senior Executive Senior Executive Executive Junior Executive Executive Junior Executive Executive Junior Executive Executive Activities of RCL: ? Stock Broking ? Cash Account ? Margin Account ? Internet Trading Service (ITS) Real time trading facility in both DSE & CSE ? Xpress Settlement ? Any Branch Trading Facility ? Depository Service ? BO Account ? Demat Securities ? Pledge Functions of HRM: ? HR planning. ? Recruitment, selection & placement Training & development ? Performance Appraisal ? Transfer ? Remuneration ? Social security & welfare of employees. ? Setting general and specific management policy ? Collective bargaining, contract negotiation and grievance handling. ? Staffing the organization. ? Role Analysis for job occupants. ? Job Rotation. ? Quality Circle, Organization development and Quality of Working Life. ? Benefits: †¢ Health care insurance †¢ Life insurance †¢ Disability insurance †¢ Retirement †¢ Voluntary accidental death and dismemberment insurance †¢ Leave Transfer Program Tuition Assistance Plan †¢ Training opportunities Junior Executive Executive Senior Executive Junior Executive Executive Senior Executive Junior Executive Executive Senior Executive GM Assistant Manager Assistant Manager Assistant Manager Assistant Manager Deputy Manager Deputy Manager De puty Manager Deputy Manager Deputy Manager Deputy Manager Deputy Manager Chairman & Board of Directors Manager (HR) Manager (Compliance) Manager (C. C) Manager CDBL & Settlement) Manager (IT) Manager (Fin & Acc) Manager (Trade) Managing Director Assistant Manager Assistant Manager Assistant Manager