Thursday, August 27, 2020

equiano essays

equiano expositions In The Interesting Narrative of the Life of Olaudah Equiano composed without anyone else, Equiano starts his account in the straightforward, yet energetic voice that conveys the peruser for the duration of his biography. He makes his arrangements totally clear, he means his story to open the world's eyes to the debasement and barbarism of subjugation. However he knows, as well, that just proclaiming of altruism towards Africans would not blow some people's minds. He should show legitimately the incongruity that those naming others brutes were the savage ones themselves. His strongly close to home story, with point by point portrayals of what he saw savage or on the other hand standard and of how one African managed constrained experiences with various terrains and societies, was what it would take for Englishmen to relate and along these lines to comprehend. We are going to take a gander at who Equianos crowd was and how he attempted to arrive at these specific Equaino composes his story in a fair and casual structure, as though he is composing to somebody that he knows well. The crowd be that as it may, is by all accounts the individuals of the Americas just as Europe, not simply different blacks or slaves. Thus the book is distributed in America just as Europe a few times while Equiano is as yet living. In the account, Equiano endeavors to recount to his story with an exceptionally reasonable and precise authentic tone. By doing this he can pick up his perusers trust as an impartial student of history, calling for fundamental activity, instead of an irate slave attempting to give just desserts to the slaveholders. For Equiano, remaining in England implied moving in the direction of his objectives through British culture. This is the way his Interesting Narrative picked up the structure it has. With Equiano's reformative goal for the novel, his befuddling blend of culture and childhood, and the target group to hear his reformative cry, his most logical option to contact this crowd was for the most part by implies with which they were fami ... <!

Saturday, August 22, 2020

English Literature Essay Example | Topics and Well Written Essays - 1000 words - 3

English Literature - Essay Example red into a kind of manage the unidentified warrior (the Green Knight) as the saint acknowledged his demand and had stroked the Green Knight thus he should meet the warrior precisely following one year at a Green Chapel with the goal that the Green Knight could restore the strike to the legend of the abstract piece. The paper distinguishes the different happenings and the issues that the saint faces as he set out to meet the Green Knight following one year at the specified setting. The exposition likewise pushes onto the good and close to home influences that Sir Gawain faces during his journey to finish the test of the Green Knight. The Green Knight had gone to the King’s place on a New Year day and had tested the court if any of the patios had the boldness to strike him. The term of the test additionally indicated that the Green Knight would get the chance to strike the charge back upon the individual who charges him, following one year. The most youthful knight of the court, additionally a close to relative of the King, Sir Gawain acknowledged the demand. With his one strike, the Green Knight was guillotined however to the sheer surprise of the court and that of Sir Gawain, it was seen that the executed Green Knight, stands up and gets his head. He reminds Sir Gawain to meet following one year at Green Chapel and vanishes. As the following New Year day draws near, Sir Gawain journeys out for the Green Chapel and on his way he finds a château possessed by Bertilak de Hautdesert and his lovely spouse. The family gets overpowered to host such a prestigious visitor and Sir Gawain remains there for three days as the Green Chapel was just two miles from the mansion. The proprietor of the stronghold goes into a concurrence with Sir Gawain and it expresses that during his stay at the mansion, they Bertilak de Hautdesert and Sir Gawain would trade whatever they would acquire during the daytime. In the principal day, as Bertilak de Hautdesert goes out for chasing, the woman of the manor entices Sir Gawain however the knight attempts to

Friday, August 21, 2020

Gets the Best CAE Essay Writing Samples

Gets the Best CAE Essay Writing SamplesMany students would like to get the best CAE essay writing samples. Such samples will not only help them understand and make notes about how the topics should be written but also helps them improve their writing skills. As a result, if they choose such a sample, their work will improve in no time. Let's discuss some of the CAE essay writing samples that are available.The best thing about CAE is that it includes both educational as well as general essays. One of the best CAE essay writing samples that you can get is the one which is prepared by Google itself.You can find many of the samples from the Internet, with which you can study and learn more about the material online. In addition, these samples are always updated as per the latest trends in education. You can even get some free tips on the Internet from these samples.Moreover, there are many writers who have been involved in the CAE writing courses, so this writing samples are not biased. The writing samples which are involved in the CAE writing courses have been done by seasoned professional writers. Hence, you can feel assured that you will come across some good quality writing samples when you study these.You can look for free CAE essay writing samples online. However, these free samples should not be viewed as a replacement of the CAE material. You can find various reviews online about different free samples which are available online.On the other hand, when you get a free sample, you should not be over optimistic about its quality because you might end up spending more money than necessary. Hence, you should know how to analyze such samples.If you read a review about CAE writing course, you will find out that the material has been prepared by a lot of professional writers, so it is not surprising that you will find reviews that talk about the quality of the material as well as its flaws. Hence, you should make sure that you can judge the samples by yourself.You can see many online resources where you can get free CAE writing samples. Moreover, you can also get many other resources as well which are not free. You should keep an eye on all of them as you try to evaluate the material.

Friday, May 15, 2020

Nervous Systems The Nervous System Essay - 1395 Words

So, the sympathetic nervous system sets off a reaction and it â€Å"causes your adrenal glands to release large amounts of adrenaline† (ibid.). You may feel the sudden jolt with an accompanying â€Å"feeling of dread and terror.† It is not in your imagination! A lower level stress does this in the body too. Let’s continue. â€Å"Within seconds, the excess adrenaline can cause: 1) your heart to race, 2) your respiration to become rapid and shallow, 3) profuse sweating, 4) trembling and shaking, and 5) cold hands and feet.† (ibid.). Your sympathetic nervous system also produces muscle contractions. This is the freeze part of fight and flight. It can lead you to experience strong contractions in your chest or throat and feeling like you can t breathe. Other reactions caused by the sympathetic nervous system include excess release of stomach acid, inhibition of digestion, release of red blood cells by the spleen, release of stored-up sugar by the liver, increase in metabolic rate, and dilation of the pupils.† (ibid.). When I first read this years ago, I instantly thought migraine attack. So, you might experience an extreme flush of adrenaline and you might not. But don’t be fooled, the body prepares for each attack and this places stress on the body. On a smaller level the hypothalamic − pituitary − adrenal gland also known as the HPA axis controls the stress response. The hypothalamus, in the brain, regulates basic bodily functions like: stress, body temperature, hunger, sleep andShow MoreRelatedNervous Systems And The Nervous System1749 Words   |  7 PagesThe nervous system is made up of tissues, cells and organs which regulate the body’s responses to stimuli. The nervous system consists of the central nervous system and the peripheral nervous system. It also consists of brain, spinal chord, facial nerves, body nerves, sensory neurone and motor neurones, somatic and autonomic nervous systems, parasympathetic and sympathetic. Central nervous system- The CNS is made up of the brain and spinal chord. Peripheral nervous system- The PNS is made upRead MoreThe Nervous System And Peripheral Nervous Systems958 Words   |  4 PagesThe nervous system has three general functions: a sensory function, an interpretative function and a motor function. Sensory nerves gather information from inside the body and the outside environment. The nerves then carry the information to central nervous system (CNS). Nervous tissue consists of two main types of cells: neurons and neuroglia. Neurons also so known as nerve cells ) transmit nerve impulses that move information around the body. Central Nervous System and Peripheral Nervous SystemRead MoreNervous Systems And The Nervous System1386 Words   |  6 Pages The nervous system is a system of nerve cells and fibres that transmit electrical impulses throughout the whole body. The nervous system is made up of two systems; the central nervous system or CNS and the peripheral nervous system or PNS. The CNS is made up of the brain and the spinal cord (see Figure 1.0 below), these are protected by bone and cushioned by cerebrospinal fluid, and the PNS is the nervous around the rest of the body. The PNS consists of motor neurons, sensory neurons, somatic nervousRead MoreNervous Systems : The Nervous System1971 Words   |  8 PagesABOUT THE NERVOUS SYSTEM The nervous system is a complex bodily system responsible for controlling and coordinating numerous functions in the body. Nerves enable certain internal functions involuntarily in the body such as regulation of heart beat, digestive system break down of a meal and the brain interpreting visual signals from the eyes. There are different branches of the nervous system with different functions of each branch. The nervous system coordinates the activities of the body and enablesRead MoreNervous Systems And The Nervous System1267 Words   |  6 PagesThe nervous system is the most crucial and key part of our body. The nervous system is responsible for managing our thinking process, emotions, and body functions. The nervous system has two important parts; the central nervous system and the peripheral nervous system. The nervous system is consisted of many different and connected parts such as nerves and neurons that transmit all different kinds of signals between different parts of our bodies. Essentially, I think of it as the body’s electricalRead MoreThe Nervous System And Nervous Systems1785 Words   |  8 Pagesthings or drinking tea after it cools a bit, every action, reaction is driven by our nervous system. All the information taken in is processed and executed by electrical and chemical signals to and from nervous cells. The nervous system controls all our physiological and psychological reactions. All animals have nervous system, except for very simple ones like sponges (The Nervous System, 2015). Human’s nervous system is probably the most complex one, all of our thoughts, emotions and actions are basedRead MoreThe Nervous System1486 Words   |  6 Pages The nervous system is made up of 2 main parts - the spinal cord and the brain. These two parts combine to make the central nervous system and the sensory and motor nerves which form the peripheral nervous system. Neurons process information in the form of electrical signals, namely nerve impulses, which travel along the axon. Charged ions are not able to enter plasma membranes which make neurons have a difference in ion concentration between the inside and the outside of a neuron. This preventsRead MoreNervous Systems And The Nervous System830 Words   |  4 PagesThe nervous system functions as the communication and control system of the body through electrical and chemical signals. It responds to stimuli through gathering information, interpreting it, and providing an appropriate response. The nervous system is responsible for our thoughts, actions, and emotions (Marieb Hoen, 2013). The nervous system is also responsible for involuntary actions such as blinking (Mandal, 2010) . It is made up of the brain, spinal cord, and nerves. The nervous systemRead MoreNervous System2092 Words   |  9 PagesThe Nervous System The nervous system is the most complex part of the body, as they govern our thoughts, feelings, and bodily functions. It is an important factor in science because it can lead to new discoveries for cures or diseases. The studies of the nervous system helped lower death rates from heart disease, stroke, accidents, etc. The nervous system is a network of neurons (nerve cells) that that sends information to the brain to be analyzed. Neurons live both in and outside the central nervousRead MoreNervous Systems And The Nervous System1440 Words   |  6 Pages Nervous System The human body is one of the most complex structures known to mankind. To this day, we still do not have all the answers to how our body functions. One of the most complex structures in the human body is the nervous system, which controls the voluntary and involuntary actions, as well as send signals throughout the body. The nervous system is split up into two parts; the peripheral (PNS) and central (CNS) nervous systems. The central nervous system consists of two main parts; the

Wednesday, May 6, 2020

An Analysis On Financial Struggles - 1122 Words

College Admissions: An Analysis on Financial Struggles As inflation in the United States continues to rise, as does the cost of many things, specifically college fees. In a world such as the one we live in today, it is extremely hard to attain a successful career without a college degree. Although, one may end up spending their entire life trying to pay off their college debts in order to get a degree. While the knowledge and skills attained during college are extremely beneficial later on in life, many students are unable to go to college due to financial issues. The prices have skyrocketed and left many graduates in debt for years later. Many high school students who plan to attend college in the future, often work an after school job in order to get the money they will be needing for college. College is so expensive due to the tuition as well as room and board with all the necessities and one way I have made financial plans for college is by working an after school job. Tuition for colleges varies between every state and school, but m ost are quite expensive. Especially, if one plans to attend college out of the state they are residing in. It has been calculated that the average annual cost of study in the United States is between $20,000 and $35,000. Evidently, college tuition is already high, but the level and location of the college can also increase this expense. Tution itself is already pricey, but there are also many fees that must be included. For example, evenShow MoreRelatedThe Return Of Depression Economics1437 Words   |  6 Pagesroots of modern and prior financial crisis economics. In his book, The Return of Depression Economics and The Crisis of 2008, Krugman first educates the reader of historical and foreign financial crises which allows for a deeper understanding of the modern financial system. The context provided from the historical analysis proves to be a crucial prospective in such a way that the rest of Krugman’s narrative about modern finance continually relates back to the historic al analysis. From there, Krugman analyzesRead MoreFinancial Analysis : Halliburton Company1354 Words   |  6 PagesHalliburton Company â€Å"Financial analysis consists of the quantitative and qualitative aspects of measuring the relative financial position among firms and industries† (Gibson, 2014, p.216). The analysis provided throughout this work will consist of a vertical and horizontal analysis of both the income statement and balance sheet for Halliburton Company. Based on the findings and assumptions made from the results of the data and investigation through the managers notes and other resource to concludeRead MoreReport Strong TIe case Essay examples808 Words   |  4 Pagesï » ¿1. Introduction This report provides analysis on the recent performance of Strong Tie Ltd. (STL) and provides suggestions for the management on the future actions. 2. Problem Macro environment negatively affected sales from the start of the recession in late 2007, putting downward pressure on demand in the U.S. The company’s sales declined by 5.44% in 2008, which resulted in 3 year CAGR of 0.92%. Additionally, surge of global steel prices, which more than doubled over the past two years, and aggressiveRead MoreApple Inc. Case Study1494 Words   |  6 PagesCase Study TABLE OF CONTENTS COMPANY OVERVIEW General Description Historical Outline Industry Current Challenges Ethics and Responsibility STRATEGIC INFORMATION Mission Statement Competition SWOT Analysis HISTORICAL FINANCIAL ANALYSIS Historical Financial Information Competitive Financial Analysis Summary FUTURE PLANS Competitive Advantage Recent Performance Business Environment Recommendations Zackery Butler, Connor Daugherty, Stanashia Davis, Gabrielle Drohan, and Lauren Spears Read MoreShould College Athletes Be Paid For The Poor Or Middle Class? Essay1698 Words   |  7 Pagesexcelled students,who struggle to pay for college because of how expensive it is and how little scholarships they receive despite their excellence is important to helping spread the need for change to help decrease student debt.High School athletes who decide to play sports at the collegiate level get the chance to go to college and play their sport while having their expenses covered entirely;despite this, it is an opportunity only given to very few students.Just like athletes struggle most colleges willRead MoreFinancial Analysis Of Siriusxm s Subscription Based Revenues Essay813 Words   |  4 PagesFinancial Analysis SiriusXM’s subscription based revenues, yielded the company $4.2 billion in 2014, growing 10% year over year, continuing a decade long trend of revenue growth. In addition to revenue growth, impressively high margins have produced free cash flow of $1 billion. Despite impressive profitability metrics, financial struggles of the past are till casting long shadows in terms of debt and outstanding shares, yet management is doing their best to dig themselves out of trouble. The keyRead MoreStrategic Planning At Mount Sinai Medical Center1497 Words   |  6 PagesHospital Association FHA s Board of Trustees, Mount Sinai Medical Center was able to overcome their struggles. Sac-Osage Hospital is another organization in the health care industry that encountered lack of internal control which led to the shutting down of the facility. To conclude, without a good internal control system and strategic planning, it is guaranteed that an organization will face some financial instability. Chapter 2: Literature Search Research on Poor Strategic Planning Many haveRead MoreRivalry Power ( High )1152 Words   |  5 Pagescompetition in this industry form a considerable barrier for new entry, producing good quality devices. SWOT Analysis In order to visualize some of the key points that crafts Fitbit’s strategies, some of them have been listed below, using a SWOT matrix model. The analysis covers internal and external elements. They have direct relation to the company’s positioning, market share, value chain, financial capacity, consumer satisfaction, and overall business strengths. STRENGHTS WEAKNESSES †¢ First moverRead MoreWhat Is The Necessity Of Government Financial Compensation For Womens Work In The Home1236 Words   |  5 PagesAn Analysis of the Necessity of Governmental Financial Compensation for Women’s Work in the Home This sociological study will define the necessity of providing governmental financial compensation for women’s work in the home. Historically, the debate over the financial value of domestic labour has been an increasing problem in relation to gender struggles in the Canadian economy. Women/housewives have often been ignored for their work in the home due to the dominance of a patriarchal workforce. TheRead MoreThe Organizational Change And Development Of A Travel And Tourism Organization933 Words   |  4 PagesManagement for Travel and Tourism Name: BALKISU TEJAN, ID: 37007 ANALYSIS OF THE ORGANISATIONAL CHANGE AND DEVELOPMENT OF A TRAVEL AND TOURISM ORGANIZATION: CASE STUDY OF BRITISH AIRWAYS It is essential that an organization undergoes growth and development, Organizational change and innovation. Many investigators have formulated theories related to change management once they begin to understand the importance of organizational change and innovation. This theories

Tuesday, May 5, 2020

Financial Cycle and Macroeconomics Method

Question: Discussn about the Financial Cycle and Macroeconomics Method. Answer: Introduction: Real GDP represents a macroeconomic measurement tools that help to reflect the value of all products and services manufactured in a particular economy in a specific year. Real GDP also regarded as the inflation adjusted measurement tools that can indicate standard of living of the economy. However, Gordon (2014) have highlighted the fact that several factors can mislead calculation of real GDP regarding the standard of living. For instance, real GDP does not include contribution of the homeowners in the production activity. Thus, the entire production done in the households does not count in the real GDP section, which can mislead the entire production done in the entire economy largely. Furthermore, real GDP ignore the entire underground economy or illegal production activity happens in a particular country. As per the article by Taati et al. (2015), underground economy plays a major role in the overall production activities in different countries. Thus, it reflects a serious measur ement issue regarding the accumulation of the overall production activities. Furthermore, real GDP also does not focus on measurement of life expectancy and people health, which also can create major impact on the standard of living perspective. Moreover, real GDP also does not include the value of leisure time, which also can create positive impact on the economic welfare. It also excluded expenses of environment condition for the production activity. For that reason, Eastern European economies under communism wrongly appear to provide higher economic welfare than a similar economy. In addition, real GDP also does not indicate the amount of social justice and political freedom enjoyed by the citizens of a specific economy. For that reason, real GDP is regarded as unreliable indicator in evaluating standard of living. Unemployment represents a phenomenon that transpire when an individual who is searching job actively and does not able to find a job. Unemployment often utilize as a tool that evaluates health of the economy. As per the article by Hall (2016), unemployment can be categorized into different parts including frictional, structural, cyclical and natural unemployment. Now, frictional unemployment primarily arises from labour market turnover. On the other hand, structural unemployment causes when technological evaluation or increase level of foreign competition induces business firms to focus on people with different level of skills and knowledge. As a result, it enforces many people to face unemployment challenges. Now, in the present competitive business environment, every organization has to focus on the utilization of several innovative technologies to achieve sustainable growth in the market. For that reason, structural unemployment can be considered as unavoidable in the present mark et situation. On the other hand, Georgellis (2015) several people are also looks for achieving better alternative opportunities in the market to enhance their quality of standard of living. Therefore, it is also obvious that those people will face unemployment for specific time period during the transition. Moreover, unemployment also heavily depends on the lag between potential GDP and real GDP. As it helps to indicate the fact that majority of the economy does not perform at their full potential, which will make unemployment unavoidable in certain situation. Almost all the economists have come to a unanimity that increases in average price level of the products and services will create inflation in the market. It established the fact that anything that increases the price level of the economy will eventually influence the inflation rate to grow higher. Thus, an increase in economic activity or decrease in unemployment can act as a major inflationary trigger. In addition, worker wages, commodity prices are also can be considered as a prime trigger that can have major impact on the market inflation. However, Gal (2015) have mentioned that the increase in average price level is not the only factor that can have impact on the inflation perspective. For instance, speculating buying and real income of the individuals can also have major impact on the market inflation perspective. Many studies have consciously focused on mentioning the impact of price level on the inflation but have not used the term money. Because there is no good statistical correlation between changes in various price index and changes in money (Svensson 2015). It has been assessed that decrease in the value level of the money will induce people to spend more on the products and services. Thus, it will also create inflationary effect in the market. On the other hand, increase in the average price level of the products and services will induce people to spend more in the market. Thus, it can be mentioned that average price level can create inflationary impact on the market. In macroeconomics, aggregate demand (AD) represents the total amount of final demand for goods and services in a particular economy. In fact, AD highlights the amount of products or services will be purchased at all possible price level (Rao 2016). Now, the above figure highlights the fact that AD curve is slopped downward, which highlights the fact that price level and quality level of the products are inversely correlated. As price level decreases, it creates positive impact on national income. As per the article by Abe, Inakura and Tonogi (2016), any decrease in the price level enhances the value of the money in the market, which eventually increases the quantity demanded in a major way. Furthermore, many studies have highlighted three reasons including Keynes's interest-rate effect, Pigou's wealth effect and Mundell-Fleming's exchange-rate effect that enforces the AD curve remains downward. Pigou's wealth effect has mentioned that real value of the money entirely depends on price level. Thus, if price level increases, real value of the money falls that reduce the quantity demanded. Conversely, Keynes's interest-rate effect has mentioned that higher prices consumes majority of the available currency. As a result, people possess lesser amount of currency to purchase products, which eventually reduces quantity demanded. Lastly, Mundell-Fleming's exchange rate indicates the fact that interest rate also fall with the fall in the price level. Now, as interest becomes lower in the domestic economy, foreign investors focuses on the economy to produce more at cheaper prices (Goyal and Tripathi 2015). As a result, it also increases the quantity demanded in the market. Thus, all three factors have highlighted negative relationship between the quantities demanded and price level, which enforces the AD curve to remain downward. Long-run aggregate supply curve reflects the fact that any changes in the aggregate demand curve only causes temporary changes in the total output of an economy. As per the article by Mankiw (2014) labour, capital and technology are the only factors that can have impact on the aggregate supply curve. Thus, supply volume in long-run can only be increased if size of workforce, capital stock or education level of the community increases. Now, increase of any of these factors with the given price level will increase the productivity of a particular economy. Thus, changes in price level will not have any impact on the LRAS curve. It will make LRAS curve to become vertical in long-run. However, Short-run Aggregate Supply Curve (SRAS) have to deal with fixed amount of capital, as new factory or capital cannot be developed in short span of time. In short-run, organizations have to focus on more utilization of the workforce to increase the present level of supply volume (Benassy 2014). Furthermore, in short-run any increase the in price level of goods encourages the organizations to focus on producing more. Thus, it reflects a positive correlation between the price level and quantity supplied, which enforces the SRAS curve to slope upward. References: Abe, N., Inakura, N. and Tonogi, A., 2016. Estimation of Aggregate Demand and Supply Shocks Using Commodity Transaction Data. Research Institute of Economy, Trade and Industry (RIETI). Benassy, J.P., 2014. Macroeconomics: an introduction to the non-Walrasian approach. Academic Press. Bernanke, B., Antonovics, K. and Frank, R., 2015. Principles of macroeconomics. McGraw-Hill Higher Education. Borio, C., 2014. The financial cycle and macroeconomics: What have we learnt?. Journal of Banking Finance, 45, pp.182-198. Gal, J., 2015. Monetary policy, inflation, and the business cycle: an introduction to the new Keynesian framework and its applications. Princeton University Press. Georgellis, Y., 2015, January. Regional unemployment and employee organizational commitment. In Academy of Management Proceedings (Vol. 2015, No. 1, p. 12430). Academy of Management. Gordon, R.J., 2014.A New Method of Estimating Potential Real GDP Growth: Implications for the Labor Market and the Debt/GDP Ratio(No. w20423). National Bureau of Economic Research. Goyal, A. and Tripathi, S., 2015. Separating shocks from cyclicality in Indian aggregate supply. Journal of Asian Economics, 38, pp.93-103. Hall, R.E., 2016. Why Has the Unemployment Rate Fared Better than GDP Growth?. Mankiw, N.G., 2014. Principles of macroeconomics. Cengage Learning. Michaillat, P. and Saez, E., 2013. A model of aggregate demand and unemployment. Rao, B.B. ed., 2016. Aggregate demand and supply: a critique of orthodox macroeconomic modelling. Springer. Svensson, L.E., 2015. The possible unemployment cost of average inflation below a credible target. American Economic Journal: Macroeconomics, 7(1), pp.258-296. Taati, S., Hakimipour, N., Alipour, M.S., Saberi, R. and Faramarzi, A., 2015. Analysis of Conditional Asymmetric Volatility of Real GDP and Main Economic Sectors Growth Rates in Iran.International Journal of Research and Reviews in Applied Sciences,23(1), p.1.a

Sunday, April 12, 2020

The Validity and Utility of Selection Methods in Personnel Essay Example

The Validity and Utility of Selection Methods in Personnel Essay Psychological Bulletin 1998, Vol. 124, No. 2, 262-274 Copyright 1998 by the American Psychological Association, Inc. 0033-2909/98/S3. 00 The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings Frank L. Schmidt University of Iowa John E. Hunter Michigan State University This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and Ihe 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of . 63), GMA plus an integrity test (mean validity of . 65), and GMA plus a structured interview (mean validity of . 63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed. From the point of view of practical value, the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job-related learning (such as amount of learning in training and development programs), and other criteria. We will write a custom essay sample on The Validity and Utility of Selection Methods in Personnel specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Validity and Utility of Selection Methods in Personnel specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Validity and Utility of Selection Methods in Personnel specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The predictive validity coefficient is directly proportional to the practical economic value (utility) of the assessment method (Brogden, 1949; Schmidt, Hunter, McKenzie, Muldrow, 1979). Use of hiring methods with increased predictive validity leads to substantial increases in employee performance as measured in percentage increases in output, increased monetary value of output, and increased learning of job-related skills (Hunter, Schmidt, Judiesch, 1990). Today, the validity of different personnel measures can be determined with the aid of 85 years of research. The most wellknown conclusion from this research is that for hiring employees without previous experience in the job the most valid predictor of future performance and learning is general mental ability ([GMA], i. e. , intelligence or general cognitive ability; Hunter Hunter, 1984; Ree Earles, 1992). GMA can be measured using commercially available tests. However, many other measures can also contribute to the overall validity of the selection process. These include, for example, measures of onscientiousness and personal integrity, structured employment interviews, and (for experienced workers) job knowledge and work sample tests. On the basis of meta-analytic findings, this article examines and summarizes what 85 years of research in personnel psychology has revealed about the validity of measures of 19 different selection methods that can be used in making decisions about hiring, training, and developmental assignments. In this sense, this article is an expansion and updating of Hunter and Hunter (1984). In addition, this article examines how well certain combinations of these methods work. These 19 procedures do not all work equally well; the research evidence indicates that some work very well and some work very poorly. Measures of GMA work very well, for example, and graphology does not work at all. The cumulative findings show that the research knowledge now available makes it possible for employers today to substantially increase the productivity, output, and learning ability of their workforces by using procedures that work well and by avoiding those that do not. Finally, we look at the implications of these research findings for the development of theories of job performance. Determinants of Practical Value (Utility) of Selection Methods Frank L. Schmidt, Department of Management and Organization, University of Iowa; John E. Hunter, Department of Psychology, Michigan State University. An earlier version of this article was presented to Korean Human Resource Managers in Seoul, South Korea, June 11, 1996. The presentation was sponsored by long Yang Company We would like to thank President Wang-Ha Cho of Tong Yang for is support and efforts in this connection. We would also like to thank Deniz Ones and Kuh %on for their assistance in preparing Tables 1 and 2 and Gershon Ben-Shakhar for his comments on research on graphology. Correspondence concerning this article should be addressed to Frank L. Schmidt, Department of Management and Organization, College of Business, University of Iowa, Iowa City, Iowa 52240. Electronic mail may be sent to fra[e mailprotected] edu. The validity of a hiring method is a direct determinant of its practical value, but not the only determinant. Another direct determinant is the variability of job performance. At one extreme, if variability were zero, then all applicants would have exactly the same level of later job performance if hired. In this case, the practical value or utility of all selection procedures would be zero. In such a hypothetical case, it does not matter who is hired, because all workers are the same. At the other extreme, if performance variability is very large, it then becomes important to hire the best performing applicants and the practical utility of valid selection methods is very large. As it happens, this extreme case appears to be the reality for most jobs. 262 VALIDITY AND UTILITY Research over the last 15 years has shown that the variability of performance and output among (incumbent) workers is very large and that it would be even larger if all job applicants were hired or if job applicants were selected randomly from among those that apply (cf. Hunter et al. , 1990; Schmidt Hunter, 1983; Schmidt et al. , 1979). This latter variability is called the applicant pool variability, and in hiring this is the variability that operates to determine practical value. This is because one is selecting new employees from the applicant pool, not from among those already on the job in question. The variability of employee job performance can be measured in a number of ways, but two scales have typically been used: dollar value of output and output as a percentage of mean output. The standard deviation across individuals of the dollar value of output (called SDy) has been found to be at minimum 40% of the mean salary of the job (Schmidt Hunter, 1983; Schmidt et al. , 1979; Schmidt, Mack, Hunter, 1984). The 40% figure is a lower bound value; actual values are typically considerably higher. Thus, if the average salary for a job is $40,000, then SD, is at least $16,000. If performance has a normal distribution, then workers at the 84th percentile produce $16,000 more per year than average workers (i. e. , those at the 50th percentile). And the difference between workers at the 16th percentile ( below average workers) and those at the 84th percentile (superior workers) is twice that: $32,000 per year. Such differences are large enough to be important to the economic health of an organization. Employee output can also be measured as a percentage of mean output; that is, each employees output is divided by the output of workers at the 50th percentile and then multiplied by 100. Research shows that the standard deviation of output as a percentage of average output (called SDf) varies by job level. For unskilled and semi-skilled jobs, the average SDf figure is 19%. For skilled work, it is 32%, and for managerial and professional jobs, it is 48% (Hunter et al. , 1990). These figures are averages based on all available studies that measured or counted the amount of output for different employees. If a superior worker is defined as one whose performance (output) is at the 84th percentile (that is, 1 SD above the mean), then a superior worker in a lower level job produces 19% more output than an average worker, a superior skilled worker produces 32% more output than the average skilled worker, and a superior manager or professional produces output 48% above the average for those jobs. These differences are large and they indicate that the payoff from using valid hiring methods to predict later job performance is quite large. Another determinant of the practical value of selection methods is the selection ratio—the proportion of applicants who are hired. At one extreme, if an organization must hire all who apply for the job, no hiring procedure has any practical value. At the other extreme, if the organization has the luxury of hiring only the top scoring 1%, the practical value of gains from selection per person hired will be extremely large. But few organizations can afford to reject 99% of all job applicants. Actual selection ratios are typically in the . 0 to . 70 range, a range that still produces substantial practical utility. The actual formula for computing practical gains per person hired per year on the job is a three way product (Brogden, 1949; Schmidt et al. , 1979): A? //hire/year = A. rvSDyZ, (when performance is measured in dollar value) At7/hire/year = ArvSD,,Z, 263 (1) (when performance is measured in percentage of average output). (2) In these equations, rv is the difference betwe en the validity of the new (more valid) selection method and the old selection method. If the old selection method has no validity (that is, selection is random), then Ar^ is the same as the validity of the new procedure; that is, AJV, = rv. Hence, relative to random selection, practical value (utility) is directly proportional to validity. If the old procedure has some validity, men the utility gain is directly proportional to Ar w . Z, is the average score on the employment procedure of those hired (in z-score form), as compared to the general applicant pool. The smaller the selection ratio, the higher this value will be. The first equation expresses selection utility in dollars. For example, a typical final figure for a medium complexity job might be $18,000, meaning that increasing the validity of the hiring methods leads to an average increase in output per hire of $18,000 per year. To get the full value, one must of course multiply by the number of workers hired. If 100 are hired, then the increase would be (100)($18,000) = $1,800,000. Finally, one must consider the number of years these workers remain on the job, because the $18,000 per worker is realized each year that worker remains on the job. Of all these factors that affect the practical value, only validity is a characteristic of the personnel measure itself. The second equation expresses the practical value in percentage of increase in output. For example, a typical figure is 9%, meaning that workers hired with the improved selection method will have on average 9% higher output. A 9% increase in labor productivity would typically be very important economically for the firm, and might make the difference between success and bankruptcy. What we have presented here is not, of course, a comprehensive discussion of selection utility. Readers who would like more detail are referred to the research articles cited above and to Boudreau (1983a, 1983b, 1984), Cascio and Silbey (1979), Cronshaw and Alexander (1985), Hunter, Schmidt, and Coggin (1988), Hunter and Schmidt (1982a, 1982b), Schmidt and Hunter (1983), Schmidt, Hunter, Outerbridge, and Tratmer (1986), Schmidt, Hunter, and Pearlman (1982), and Schmidt et al. (1984). Our purpose here is to make three important points: (a) the economic value of gains from unproved hiring methods are typically quite large, (b) these gains are directly proportional to the size of the increase in validity when moving from the old to the new selection methods, and (c) no other characteristic of a personnel measure is as important as predictive validity. If one looks at the two equations above, one sees that practical value per person hired is a three way product. One of the three elements in that three way product is predictive validity. The other two—SD y or SDP and Z,—are equally important, but they are characteristics of the job or the situation, not of the personnel measure. 264 SCHMIDT AND HUNTER Validity of Personnel Assessment Methods: 85 Years of Research Findings Research studies assessing the ability of personnel assessment methods to predict future job performance and future learning (e. g. , in training programs) have been conducted since the first decade of the 20th century. However, as early as the 1920s it became apparent that different studies conducted on the same assessment procedure did not appear to agree in their results. Validity estimates for the same method and same job were quite different for different studies. During the 1930s and 1940s the belief developed that this state of affairs resulted from subtle differences between jobs that were difficult or impossible for job analysts and job analysis methodology to detect. That is, researchers concluded that the validity of a given procedure really was different in different settings for what appeared to be basically the same job, and that the conflicting findings in validity studies were just reflecting this fact of reality. This belief, called the theory of situational specificity, remained dominant in personnel psychology until the late 1970s when it was discovered that most of the differences across studies were due to statistical and measurement artifacts and not to real differences in the jobs (Schmidt Hunter, 1977; Schmidt, Hunter, Pearlman, Shane, 1979). The largest of these artifacts was simple sampling error variation, caused by the use of small samples in the studies. (The number of employees per study was usually in the 40-70 range. This realization led to the development of quantitative techniques collectively called metaanalysis that could combine validity estimates across studies and correct for the effects of these statistical and measurement artifacts (Hunter Schmidt, 1990; Hunter, Schmidt, Jackson, 1982). Studies based on meta-analysis provided more accurate estimates of the average operational validity and showed that the level of real variability of validities was usually quite sma ll and might in fact be zero (Schmidt, 1992; Schmidt et a]. 1993). In fact, the findings indicated that the variability of validity was not only small or zero across settings for the same type of job, but was also small across different kinds of jobs (Hunter, 1980; Schmidt, Hunter, Pearlman, 1980). These findings made it possible to select the most valid personnel measures for any job. They also made it possible to compare the validity of different personnel measures for jobs in general, as we do in this article. Table 1 summarizes research findings for the prediction of performance on the job. The first column of numbers in Table 1 shows the estimated mean validity of 19 selection methods for predicting performance on the job, as revealed by metaanalyses conducted over the last 20 years. Performance on the job was typically measured using supervisory ratings of job performance, but production records, sales records, and other measures were also used. The sources and other information about these validity figures are given in the notes to Table 1. Many of the selection methods in Table 1 also predict jobrelated learning; that is, the acquisition of job knowledge with experience on the job, and the amount learned in training and development programs. However, the overall amount of research on the prediction of learning is less. For many of the procedures in Table 1, there is little research evidence on their ability to predict future job-related-leaming. Table 2 summarizes available research findings for the prediction of performance in training programs. The first column in Table 2 shows the mean validity of 10 selection methods as revealed by available meta-analyses. In the vast majority of the studies included in these meta-analyses, performance in training was assessed using objective measures of amount learned on the job; trainer ratings of amount learned were used in about 5% of the studies. Unless otherwise noted in Tables 1 and 2, all validity estimates in Tables 1 and 2 are corrected for the downward bias due to measurement error in the measures of job performance and to range restriction on the selection method in incumbent samples relative to applicant populations. Observed validity estimates so corrected estimate operational validities of selection methods when used to hire from applicant pools. Operational validities are also referred to as true validities. In the pantheon of 19 personnel measures in Table 1, GMA (also called general cognitive ability and general intelligence) occupies a special place, for several reasons. First, of all procedures that can be used for all jobs, whether entry level or advanced, it has the highest validity and lowest application cost. Work sample measures are slightly more valid but are much more costly and can be used only with applicants who already know the job or have been trained for the occupation or job. Structured employment interviews are more costly and, in some forms, contain job knowledge components and therefore are not suitable for inexperienced, entry level applicants. The assessment center and job tryout are both much more expensive and have less validity. Second, the research evidence for the validity of OMA measures for predicting job performance is stronger than that for any other method (Hunter, 1986; Hunter Schmidt, 1996; Ree Earles, 1992; Schmidt Hunter, 1981). Literally thousands of studies have been conducted over the last nine decades. By contrast, only 89 validity studies of the structured interview have been conducted (McDaniel, Whetzel, Schmidt, Mauer, 1994). Third, GMA has been shown to be the best available predictor of job-related learning. It is the best predictor of acquisition of job knowledge on the job (Schmidt Hunter, 1992; Schmidt, Hunter, Outerbridge, 1986) and of performance in job training programs (Hunter, 1986; Hunter Hunter, 1984; Ree Earles, 1992). Fourth, the theoretical foundation for GMA is stronger than for any other personnel measure. Theories of ntelligence have been developed and tested by psychologists for over 90 years (Brody, 1992; Carroll, 1993; Jensen, 1998). As a result of this massive related research literature, the meaning of the construct of intelligence is much clearer than, for example, the meaning of what is measured by interviews or assessment centers (Brody, 1992; Hunter, 1986; Jensen, 1998). The value of . 51 in Table 1 for the validity of GMA is from a very large met a-analytic study conducted for the U. S. Department of Labor (Hunter, 1980; Hunter Hunter, 1984). The database for this unique meta-analysis included over 32,000 employees in 515 widely diverse civilian jobs. This meta-analysis examined both performance on the job and performance in job training programs. This meta-analysis found that the validity of GMA for predicting job performance was . 58 for professional-managerial jobs, . 56 for high level complex technical jobs, . 51 for medium complexity jobs, . 40 for semi-skilled jobs, and . 23 for completely unskilled jobs. The validity for the middle complexity level of jobs (. 51) —which includes 62% of all VALIDITY AND UTILITY 265 Table 1 Predictive Validity for Overall Job Performance of General Mental Ability (GMA) Scores Combined With a Second Predictor Using (Standardized) Multiple Regression Standardized regression weights % increase in validity Personnel measures GMA testsWork sample tests* Integrity tests Conscientiousness tests1 Employment interviews (structured)11 Employment interviews (unstructured/ Job knowledge tests8 Job tryout procedure11 Peer ratings1 T E behavioral consistency method1 Reference checksk Job experience (years)1 Biographical data measures111 Assessment centers T E point method Years of education*1 Interests* Graphology Age- Validity (r) Multiple R Gain in validity from adding supplement GMA Supplement .51 . 54 . 41 . 31 . 51 . 38 . 48 . 44 . 49 . 45 .26 .18 . 35 . 37 . 11 . 10 . 10 . 02 -. 01 .63 . 65 . 60 . 63 . 55 . 58 . 58 . 58 . 58 . 57 . 54 . 52 . 53 . 52 . 52 . 52 . 51 . 51 .12 . 14 . 09 . 12 . 04 . 07 . 07 . 07 . 07 . 06 . 03 . 01 . 02 . 01 . 01 . 01 . 00 . 00 24% 27% 18% 24% 8% 14% 14% 14% 14% 12% 6% 2% 4% 2% 2% 2% 0% 0% .36 . 51 . 51 . 39 . 43 . 36 . 40 . 35 . 39 . 51 . 51 . 45 . 43 . 39 . 51 . 51 . 51 . 51 .41 . 41 . 31 . 39 . 22 . 31 . 20 . 31 . 31 . 26 . 18 . 13 . 15 . 29 . 10 . 10 . 02 -. 01 Note. T E = training and experience. The percentage of increase in validity is also the percentage of increase in utility (practical value). All of the validities presented are based on the most current meta-analytic results for the various predictors. See Schmidt, Ones, and Hunter (1992) for an overview. All of the validities in this table are for the criterion of overall job performance. Unless otherwise noted, all validity estimates are corrected for the downward bias due to measurement error in die measure of job performance and range restriction on the predictor in incumbent samples relative to applicant populations. The correlations between GMA and other predictors are corrected for range restriction but not for measurement error in either measure (thus they are smaller than fully corrected mean values in the literature). These correlations represent observed score correlations between selection methods in applicant populations. From Hunter (1980). The value used for the validity of GMA is the average validity of GMA for medium complexity jobs (covering more than 60% of all jobs in die United States). Validities are higher for more complex jobs and lower for less complex jobs, as described in the text. From Hunter and Hunter (1984, Table 10). The correction for range restriction was not possible in these data. The correlation between work sample scores and ability scores is . 38 (Schmidt, Hunter; Outerbridge, 1986). Cid From Ones, Viswesvaran, and Schmidt (1993, Table 8). The figure of . 41 is from predictive validity studies conducted on job applicants. The validity of . 31 for conscientiousn ess measures is from Mount and Barrick (1995, Table 2). The correlation between integrity and ability is zero, as is the correlation between conscientiousness and ability (Ones, 1993; Ones et al. , 1993). -f from McDaniel, Whetzel, Schmidt, and Mauer (1994, Table 4). folues used are those from studies in which the job performance ratings were for research purposes only (not administrative ratings). The correlations between interview scores and ability scores are from Huffcutt, Roth, and McDaniel (1996, Table 3). The correlation for structured interviews is . 30 and for unstructured interviews, . 38. From Hunter and Hunter (1984, Table 11). The correction for range restriction was not possible in these data. The correlation between job knowledge scores and GMA scores is . 48 (Schmidt, Hunter, Outerbridge, 1986). From Hunter and Hunter (1984, Table 9). No correction for range restriction (if any) could be made. (Range restriction is unlikely with this selection method. ) The correlat ion between job tryout ratings and ability scores is estimated at . 38 (Schmidt, Hunter, Outerbridge, 1986); that is, it was taken to be the same as that between job sample tests and ability. Use of the mean correlation between supervisory performance ratings and ability scores yields a similar value (. 35, unconnected for measurement error). From Hunter and Hunter (1984, Table 10). No correction for range restriction (if any) could be made. The average fully corrected correlation between ability and peer ratings of job performance is approximately . 55. If peer ratings are based on an average rating from 10 peers, the familiar Spearman-Brown formula indicates that the interrater reliability of peer ratings is approximately . 91 (Viswesvaran, Ones, Schmidt, 1996). Assuming a reliability of . 90 for the ability measure, the correlation between ability scores and peer ratings is . 55v^91(-90) = . 50. From McDaniel, Schmidt, and Hunter (1988a). These calculations are based on an estimate of the correlation between T E behavioral consistency and ability of . 0. This estimate reflects the fact that the achievements measured by this procedure depend on not only personality and other noncognitive characteristics, but also on mental ability. k From Hunter and Hunter (1984, Table 9). No correction for range restriction (if any) was possible. In the absence of any data, the correlation between reference checks and ability was t aken as . 00. Assuming a larger correlation would lead to lower estimated incremental validity. From Hunter (1980), McDaniel, Schmidt, and Hunter (1988b), and Hunter and Hunter (1984). In the only relevant meta-analysis, Schmidt, Hunter, and Outerbridge (1986, Table 5) found the correlation between job experience and ability to be . 00. This value was used here. m The correlation between biodata scores and ability scores is . 50 (Schmidt, 1988). Both the validity of . 35 used here and the intercorrelation of . 50 are based on the Supervisory Profile Record Biodata Scale (Rothstein, Schmidt, Erwin, Owens, and Sparks, 1990). (The validity for the Managerial Profile Record Biodata Scale in predicting managerial promotion and advancement is higher [. 52; Carlson, Scullen, Schmidt, Rothstein, Erwin, 1998]. However, rate of promotion is a measure different from overall performance on ones current job and managers are less representative of the general working population than are first line supervisors). From Gaugler, Rosenthal, Thornton, and Benson (1987, Table 8). The correlation between assessment center ratings and ability is estimated at . 50 (Collins, 1998). It should be noted that most assessment centers use ability tests as part of the evaluation process; Gaugler et al. (1987) found that 74% of the 106 assessment centers they examined used a written test of intelligence (see their Table 4). From McDaniel, Schmidt, and Hunter (I988a, Table 3). The calculations here are based on a zero correlation between the T E point method and ability; the assumption of a positive correlation would at most lower the estimate of incremental validity from . 01 to . 00. p From Hunter and Hunter (1984, Table 9). For purposes of these calculations, we assumed a zero correlation between years of educ ation and ability. The reader should remember that this is the correlation within the applicant pool of individuals who apply to get a particular job. In the general population, the correlation between education and ability is about . 55. Even within applicant pools there is probably at least a small positive correlation; thus, our figure of . 01 probably overestimates the incremental validity of years of education over general mental ability. Assuming even a small positive value for the correlation between education and ability would drive the validity increment of . 01 toward . 00. q From Hunter and Hunter (1984, Table 9). The general finding is that interests and ability are uncorrelated (Holland, 1986), and that was assumed to be the case here. From Neter and Ben-Shakhar (1989), BenShakhar (1989), Ben-Shakhar, Bar-Hillel, Bilu, Ben-Abba, and Flug (1986), and Bar-Hillel and Ben-Shakhar (1986). Graphology scores were assumed to be uncorrelated with mental ability. B From Hunter and Hunter (1984, Table 9). Age was assumed to be unrelated to ability within applicant pools. 266 Table 2 SCHMIDT AND HUNTER Predictive Validity for Over all Performance in Job Training Programs of General Mental Ability (GMA) Scores Combined With a Second Predictor Using (Standardized) Multiple Regression Standardized regression weights % increase in validity Personnel measures GMA TestsIntegrity tests Conscientiousness tests6 Employment interviews (structured and unstructured)11 Peer ratings Reference checks1 Job experience (years)8 Biographical data measures1 Years of education Interest^ Validity (r) Multiple K Gain in validity from adding supplement GMA Supplement .56 .38 . 30 . 35 . 36 . 23 . 01 . 30 . 20 . 18 . 67 . 65 . 59 . 57 . 61 . 56 . 56 . 60 . 59 . 11 . 09 . 03 . 01 . 05 . 00 . 00 . 04 . 03 20% 16% 5% 1. 4% .56 . 56 . 59 . 51 . 56 . 56 . 55 . 56 . 56 .38 . 30 . 19 . 11 . 23 . 01 . 03 . 20 . 18 9% 0% 0% 7% 5% Note. The percentage of increase in validity is also the percentage of increase in utility (practical value). All of the validities presented are based on the most current mela-analytic results reported for the various predictors. All of the validities in this table are for the criterion of overall performance in job training programs. Unless otherwise noted, all validity estimates are corrected for the downward bias due to measurement error in the measure of job performance and range restriction on the predictor in incumbent samples relative to applicant populations. All correlations between GMA and other predictors are corrected for range restriction but not for measurement error. These correlations represent observed score correlations between selection methods in applicant populations. The validity of GMA is from Hunter and Hunter (1984, Table 2). It can also be found in Hunter (1980). *lt; The validity of . 38 for integrity tests is from Schmidt, Ones, and Viswesvaran (1994). Integrity tests and conscientiousness tests have been found to correlate zero with GMA (Ones, 1993; Ones, Viswesvaran Schmidt, 1993). The validity of . 30 for conscientiousness measures is from the meta-analysis presented by Mount and Barrick (1995, Table 2). d The validity of interviews is from McDaniel, Whetzel, Schmidt, and Mauer (1994, Table 5). McDaniel et al. reported values of . 34 and . 36 for structured and unstructured interviews, respectively. However, this small difference of . 02 appears to be a result of second order sampling error (Hunter Schmidt, 1990, Ch. 9). We therefore used the average value of . 35 as the validity estimate for structured and unstructured interviews. The correlation between interviews and ability scores (. 32) is the overall figure from Huffcutt, Roth, and McDaniel (1996, Table 3) across all levels of interview structure. * The validity for peer ratings is from Hunter and Hunter (1984, Table 8). These calculations are based on an estimate of the correlation between ability and peer ratings of . 50. (See note i to Table 1). No correction for range restriction (if any) was possible in the data. The validity of reference checks is from Hunter and Hunter (1984, Table 8). The correlation between reference checks and ability was taken as . 0. Assumption of a larger correlation will reduce the estimate of incremental validity. No correction for range restriction was possible. The validity of job experience is from Hunter and Hunter (1984, Table 6). These calculations are based on an estimate of the correlation between job experience and ability of zero. (See note 1 to Table 1). * The validity of biographical data measures is from Hunte r and Hunter (1984, Table 8). This validity estimate is not adjusted for range restriction (if any). The correlation between biographical data measures and ability is estimated at . 0 (Schmidt, 1988). The validity of education is from Hunter and Hunter (1984, Table 6). The correlation between education and ability within applicant pools was taken as zero. (See note p to Table 1). The validity of interests is from Hunter and Hunter (1984, Table 8). The correlation between interests and ability was taken as zero (Holland, 1986). the jobs in the U. S. economy—is the value entered in Table 1. This category includes skilled blue collar jobs and mid-level white collar jobs, such as upper level clerical and lower level administrative jobs. Hence, the conclusions in this article apply mainly to the middle 62% of jobs in the U. S. economy in terms of complexity. The validity of . 51 is representative of findings for GMA measures in other meta-analyses (e. g. , Pearlman et al. , 1980) and it is a value that produces high practical utility. As noted above, GMA is also an excellent predictor of jobrelated learning. It has been found to have high and essentially equal predictive validity for performance (amount learned) in job training programs for jobs at all job levels studied. In

Tuesday, March 10, 2020

X29 essays

X29 essays I have chosen to do my book report on the book The Grumman X-29, by Steve Pace, for a couple of reasons. Ive seen the X-29 in flight at an air show and was mystified by its wing design. I asked myself how could something like that fly at all? This book shed some light on the mysteries of how the X-29 flies and performs. I am going to tell you a little about the book and the X-29, so sit back relax and enjoy the fruits of my reading labor. The X-29 is a single-engine aircraft 48.1 feet long. Its forward-swept wing has a span of 27.2 feet. Each X-29 was powered by a General Electric F404-GE-400 engine producing 16,000 pounds of thrust. Empty weight was 13,600 pounds, while takeoff weight was 17,600 pounds. The wing substructure and the basic airframe itself are aluminum and titanium. Wing trailing edge actuators controlling camber are mounted externally in streamlined fairings because of the thinness of the supercritical airfoil. The aircraft had a maximum operating altitude of 50,000 feet, a maximum speed of Mach 1.6, and a flight endurance time of approximately one hour. Overall, VFC, like the forward-swept wings, showed promise for the future of aircraft design. The X-29 did not demonstrate the overall reduction in aerodynamic drag that earlier studies had suggested, but this discovery should not be interpreted to mean that a more optimized design with forward-swept wings could not yield a reduction in drag. Overall, the X-29 program demonstrated several new technologies as well as new uses of proven technologies. These included: aero elastic tailoring to control structural divergence; use of a relatively large, close-coupled canard for longitudinal control; control of an aircraft with extreme instability while still providing good handling qualities; use of three-surface longitudinal control; use of a double-hinged trailing-edge flap at supersonic speeds; control effectiveness at high angle of attack; v...

Sunday, February 23, 2020

Performance Management in Education Essay Example | Topics and Well Written Essays - 3250 words

Performance Management in Education - Essay Example Average spending per pupil is approaching that of independent schools. Rather than the lack of resources, the reason for poor performance lies in the structure of the education system. In the absence of parental choice, British schools have been subjected to increasingly strong direction from central government. While the aim was to achieve a minimum level of achievement for all children, the result has been persistently low standards, inequity and burdensome regulation Research (Oct,2005) done by the independent think tank Reform shows that radical education reform, based on allowing parents to choose either state or independent schools at the taxpayers' expense, is supported by a half of all voters and would create thousands of new schools. A Reform study, The potential benefits of real education reform in England, includes detailed research into the system of school choice in Sweden, held up last week by the former Minister Alan Milburn as a model for the forthcoming White Paper on secondary education. Sweden has seen a dramatic increase in the number of taxpayer-funded independent schools in all areas of the country, including rural and deprived areas. If the Swedish experience was replicated in England, real reform would lead to over 3,500 new schools in twelve years. Reform also released an ICM poll on education reform. ... If the Swedish experience was replicated in England, real reform would lead to over 3,500 new schools in twelve years. Reform also released an ICM poll on education reform. It shows that 76 per cent of voters think that state education is in need of a fundamental review and 49 per cent support choice of both state and independent schools on the Swedish model. A majority of 18-34 year-olds support radical reform. The study shows that the Government's general election manifesto gives it the mandate it needs to introduce radical reform. But unless the key principle of reform is accepted - that taxpayers' money can follow parental choice freely into the independent sector, allowing new schools to open according to parental demand rather than Local Education Authority decision - any change will be slow and any improvement limited. The Reform report shows: 1. The Prime Minister and other senior Labour figures have said that a key objective for this Parliament is to increase the number and variety of state schools in England. They have argued for barriers to the opening of schools to be removed and for new schools to be run by private and voluntary providers. 2. This objective is right. At present the provision of schools and school places is not demand-led by parents but centrally planned by Local Education Authorities. The effect of planning decisions over the last two decades has been to reduce the number of schools and to limit the choices available for parents. Since 1984, the total number of state schools has fallen by 13 per cent (a fall of 3,267 schools) in a time of rising pupil numbers. Prime Minister and other senior Labour figures have made clear that a key aim of their policy for Parliament is to increase the number and variety of state schools

Friday, February 7, 2020

Coursework Essay Example | Topics and Well Written Essays - 1250 words

Coursework - Essay Example The harshest reaction is a condition called coelliac disease. Some other forms of reactions include non-coelliac gluten sensitivity, gluten intolerance or gluten sensitivity. Persons with coelliac disease and gluten sensitivity feel improvement when they pursue a gluten free diet. This Genius Gluten Free advert has presented this entire idea in a simple, attractive and tempting way, which has the potential to grab its target consumer within an instant. Meaning of the Advert Genius Foods has launched what it promises to be the first TV advert for a gluten free bakery brand in the United Kingdom. The theme of the advert offers a wholesome and tasty option for those looking for a gluten free diet. It has been presented with a quite homely touch, particularly with a mother expressing her delight in the product. The layout is attractive and appealing as consumers would love to try the product. The line at the bottom is convincing and drives the consumer to know more about gluten free prod ucts and related benefits and eventually end up in buying the brand. It is a very strong motivator for the consumers to try the brand after realising the importance of instilling gluten free products in their daily diet. The slogan ‘Surprise! I bake you a cake’, as pictured in the ad, is expressing a simple gluten free seeded loaf to be as tasty and tempting as a cake. There is a mother standing beside with a cake, and surprised expressions tell the audience about the goodness of the Genius Gluten Free brand, which is not only delicious but also wholesome (Locker & Kienzler 2009). Denotative and Connotative Meaning Genius Gluten Free bread offers full sized slices that are ideal for sandwiches. It has been created for people who rely on a gluten free lifestyle and can enjoy a pleasant tasting gluten free bread option. The advert has been expressed through a perception of a common consumer who lives on a gluten free diet and looks forward to having a daily diet free from gluten but does not want to compromise taste. This bread brand has delivered its message successfully to its target market, which is a common health conscious consumer. The meaning of a mother with a cake captures the common household attention to buy a better option of daily bakery requirements with a much better taste in comparison to other gluten free products available in the product (Martin & Chaney 2012). The advert also emphasises the fact that there are some people who wish to switch their diet to a gluten free one but are hesitant to bear the unpleasant taste it might offer. For these types of people, the Genius Gluten Free has offered a complete healthy solution with supreme taste and health at the same time. Moreover, a strong aspect in the advert is the information it is offering to its consumers to check further knowledge about the gluten free products through a website link provided (Mead & Andrews 2009). This enables the consumers, especially the dubious ones, to lea rn more about the special diet option, and what benefits a gluten free diet can offer them if they incorporate it in their daily diet plan. The complete advert is aimed to target its market with a convincing idea simple enough to understand and attractive enough to buy the brand. Most importantly, the advert is capable of retaining in the minds of those who watch it, which becomes a great factor in making an actual purchase by the consumer. Cultural Aspect and Consumer Accessibility The Genius Gluten F

Wednesday, January 29, 2020

Cable TV Vs Network TV Essay Example for Free

Cable TV Vs Network TV Essay In addition, consumer trend have changed from dish network, to cable network and direct network. First, consumer had access to only dish networks which provided a limited variety of channels through a satellite receiver and dish antenna. The antenna had to revolve at specific angle in order to capture different channels, nut then, cable television came into play which entirely changed the concept of watching television. With hundreds of channels through a single wire, people had access to more information then ever before. Concept of couch potatoes also came onto stage according to which there were viewers who actually switched between channels the entire day as they had a large variety of channels . The largest impact of such advancement was seen in the developing countries which actually came to know what was happening in the world outside at a larger scale. Due to a variety of channels covering all sectors of daily life, many cultures started to adopt the western culture because of the fact that most of the channels on cable at that time belonged to the west. This was the time when new TV channels came on air even more rapidly then the news. Globalization and the concept of westernization in different cultures was seen as the west projected its media all over there world. However, today, the concept of direct TV and network TV are on their boom rather then cable TV because of the fact that consumer preferences have an addition of high quality resolutions rather then just the variety which only the direct TV networks provide. Customer satisfaction and high resolutions were met through which customers paid for only those channels which they wanted to watch rather then subscribing to all of the channels and then switching between them. Viewers want quality entertainment more then they want bulk entertainment. Almost all news channels tell the same story with different perspectives, but, viewers what to see what is right, what is in accordance to their perspective and stance on specific issues, what is in line with their tastes, what attracts them the most, what tells the truth and what is more attractive. Thus, as direct network TV offers high quality resolution, high quality services and broadcasting along with selection of the channels, the viewers are moving towards this type of media rather than the booming cable network industry.

Tuesday, January 21, 2020

Reading Poetry by the Morning Moon :: Personal Narrative Essays

Reading Poetry by the Morning Moon Wind sweeps a stray cloud across the sky, exposing half of a gray-mottled moon. It’s nine-thirty in the morning, and the moon looks like an island in a pellucid sea. Sitting in the mossy crook of a hickory tree, my legs dangle above the creek. A walnut leaf drifts past, on its way through the valley, destined for the river and finally the bay. For a moment, I think of taking off my sneakers and socks, rolling up my jeans, and dipping my toes into the soft silt lining the creek bed. The meandering stream is only shin-deep and with four strides I could sit on the other shore. In the October chill, however, I reconsider; instead, the smells - mud, fish, decaying leaves - intoxicate me. â€Å"My tongue, every atom of my blood, form’d from this soil, this air.† I know it’s a romantic idea, reading â€Å"Song of Myself† on a stream bank. In fact, if Walt Whitman’s spirit were to brush by me in the gusting wind, I’d probably hear him say: Close the book and watch. Listen. A shriek pierces through the orange and gold treetops like a blast of steam escaping a teakettle. Looking up, I see the silver belly of a red-tailed hawk as it glides in circles below the moon. â€Å"I fly those flights of a fluid and swallowing soul,† writes Whitman. He, too, must have witnessed the swooping undulations of a ruddy-winged bird. His heart, like mine, unburdened. From my rough but solid seat in the hickory tree, I hear, at first, the sounds of Annville’s busy thoroughfare - the drone of engines, squealing brakes, the chime of a church bell. Soon, however, other noises trickle into my consciousness. Water over fallen branches. Staccato crackles of a squirrel in the brush. My own breathing. The world has been reduced to a microcosm in which I am the center. In this cosmos there are no thoughts of the future, only a mingling of the present and past. Maybe it’s my solitude, or perhaps it’s the wind caressing my face with the smell of wet leaves, but I feel suddenly close to my home, a farm that is sixty miles west and a mountain away from this hickory tree on the Quittie. Closing my eyes, I see the familiar wisp of smoke curling from our brick chimney, the crooked lightning rod on the barn roof, and the mountains that surround the valley, Hidden Valley, like the walls of Jericho.

Sunday, January 12, 2020

National Geographic: the World’s Most Dangerous Drug

The World's Most Dangerous Drug is a documentary produced by the National Geographic Channel in 2006, that explores the disturbing effects of methamphetamines, not only to those who use the drug but also to those people associated with them. American journalist and news presenter, Lisa Ling, takes the viewer on a journey to the mental and physical aftermath of taking Meth. The use of selection and omission, re-enactment and archival material, manipulation of codes and actuality, all contribute to the portrayal of the issues presented in this documentary. These issues conspire: the high percentage of crimes in the United States created by meth users, the promising lives destroyed by Meth and the life-long damage Meth has done to those who have stopped taking it, yet are still under the influence of the drug. Selection and Omission plays an important part in portraying the ideas of the documentary because it is an effective technique used to control what the audiences are able to view and what they are not. Interviews are widely used, not only of the Meth users but also of those who deal with the issue of meth on a daily basis. Examples of interviews that stood out were the ones of Kobe Kempey and his family. The portrayal of the idea that anyone can be victimised by Meth is initialised through these interviews. Kempey’s life story also depicts the lives of those who have survived being meth addicts in the past, however are still haunted by it. Professional interviews from doctors and from the police are used to show the lifelong consequences Meth does to people and to communities. The audiences are purposely affected by the interviews so that they can sympathise with the Meth victims and so thatthey are aware of the repercussions of taking the drug. The archival material shown in the beginning of the documentary creates a feeling of anxiety within the audience and introduces the main objective of the film. Through the footage and sound, the audiences are aware of the growing popularity of Meth among young adults. The re-enactment of Michael Wamsley and Janel Hornickel’s experience, half-way through the documentary, rogresses this idea and proves the promising lives destroyed by Meth. Similarly, the documentary Sicko, by Michael Moore, uses archival footage and sound to show real events and to make the documentary more persuasive. The manipulation of codes can affect one’s reading of a text. Symbolic codes are shown throughout the film to signify various meanings. The American flag is shown outside the Meth house to convey the idea of Methamphetam ines ravaging communities in America. The British pound being used as a ‘spliff’ also informs the audience that meth, not only ravages American communities, but also damages other countries through its diversity. Actuality is a code of realism that involves the recording of images and sounds on location as they actually happen. An example was when Lisa Ling went to a Bangkok red-light district to film the two, Thai, young women taking Meth for more booze. The women did not want to be shown on camera due to the constraints in the country. This scene depicts a real event that occurred in an unrehearsed situation. It represents the cultural context of Thailand and a part of their way of social life. Another example is of the ‘drug deal’ scene with the undercover cop, Sean Christian. This documentary is presented in third person Point of view to look at the issue of Meth from a different perspective. The Thai government’s values of discipline and safety throughout the country were conveyed through 3rd person P. O. V. The audiences are aware of those values because of the event that was shown in the documentary. A few footages from â€Å"Bankok’s Brutal Crackdown on Meth in 2003† were shown to purposely appeal to the audience and make them more aware of the generation of Thai Meth addicts. Visual effects and confronting images both assist in making this text more persuasive. Diagrams of the brain were shown to give the audience an insight to what really occurs inside the body when Meth is consumed. Before and after images of meth addicts were shown to reveal the physical effects and ‘meth mouths’ to portray the dame Meth causes to the teeth. Confronting advertisements from the Montana Meth Project were also shown to target young audiences and to promote their campaign. Repetition is also used, when showing the Meth bags and the ‘Methamphetamines’ medical sign to highlight the important of knowing what meth looks like to avoid wasted lives of addiction. Technological developments such as, animation allowed this portrayal to be more powerful. This documentary was produced mainly in the American states of Portland and Omaha and also in Bangkok, Thailand in 2006. Technological developments have made travelling to these destinations more accessible. This is a large-scale type of production because it was produces by the national Geographic Channel. The World’s Most Dangerous Drug depicts the mental and physical effects of taking Meth through the use of selection and omission, re-enactment and archival material, manipulation of codes, actuality and visual effects to raise awareness concerning the issue of methamphetamines, continuing to seduce millions around the world, infecting brains and bringing crime, chaos and death wherever it goes.

Saturday, January 4, 2020

The importance of Strategic Human Resource Management in organizations - Free Essay Example

Sample details Pages: 14 Words: 4193 Downloads: 9 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? The importance of Strategic Human Resource Management in organization: According to my understanding during the lecture period Human Resource Management Strategy as a central philosophy of the way that people in the organization are managed and the translation of this into HR policies and practices. To be affective, policies and practices need to be integrated so that they make a coherent whole that is integrated with the business or organizational strategy (Torrington and Hall) Strategic Human Resource Management is the vital factor for an organization to achieve its strategic goals as it has increased in importance since 1980s by considering the following factors which are discussed below: Globalization is the current phenomenon of the world which has integrated all the business environments under one umbrella where Strategic Human Resource Management in only way to show the business what is the actual goals of that business. By its activities business org anization can overcome global needs as SHRM learns organizations to sort out what is their positions and where they want to go in global business arena. Government rules and regulations which are the important issues for organizations, because it affects the organizations, business activities, through its own policy and procedures. An organization which can be overcome these issues through its strategic Human Resource policy, because organizations prepare its staffs, employees, stakeholders to be aware regarding these issues and do accordingly. Knowledge and research based activities have impacted the organization dramatically in todays world, where Strategic Human Resource management helps the organization to nursing their Human Resource management accurately as well as make ready them to overcome future goals. Labour unions which is the combined activities of Labours in the business that has affected the business strategic activities vigorously, but in this place, Strateg ic Human Resource Management gives treatments to them to be proactive and taking initiatives regarding labours demand and benefits which help the organization to meet up the staffs problems. (According to my own understanding) 1.2 The purpose and contribution of Strategic Human Resource Management activities in an organization: Case Study ASDA ASDA is one of the reputed retailer companies of WAL-MART which was formed in 1965 by a group of farmers from Yorkshire and its activities are still mainly based in the north of Britain. It expanded south in 70s and 80s , in 1989 buying rival change Gateways Superstores which is offering shoppers everything from Frank furthers to Diamond rings. ASDA is the second largest food seller that operates 370 stores from where primarily sell groceries and apparel, also the stores which are situated in different parts of the UK sell CDs, books, DVDs, House wear financial services, take away meal etc. The Strategic Human Resource Management of A SDA which has developed its overall activities, because every year ASDA recruits 10,000 workers, 10,000 permanent staffs to work as little as 10 weeks a year. ASDA always targeted people over 50 and it has already employed 22,000 people aged over 50. For managing their SHRM ASDAs employees trainings is the highest in the market. Every year they recruit fresh trainee employee to build a proactive team for the management. (https://www.allbusiness.com/retail-treade/4297631-1.html) As the part of SHRM management ASDA follows following structures of management: ASDA Corporate level Business level Operational level Board of Directors All regional managers Line managers Chief executive officer(CEO) Line Supervisors etc. Country Directors Chairman Chief Financial Officer (CFO) Chief Technical Officer(CTO) Divisional Head By this structure ASDA monitored and supervised all the activities while they ensure the power and position of that structure by its unique policy. For managing Strategic Human Resource Management ASDA assists organization to meet the needs of their employees in the best way they can, so that company goals can be promoted. It also managing people proactively, because it requires planning ways for ASDA to meet the needs of its employees, thinking ahead and also helping the employees to meet the needs of the organization. This process changes the outlook and affects the way things are done at this business site, in others words it help to integrate modern ideas and models into the traditional Human Resource practices to come up with better solutions which not only benefit the employees, but the organization. It helps the organization from the hiring of employees, to the training, assessment and discipline [https://www.mba-tutorials.com/human-resource-management/487-shrm-strategic-human-resource-management.html] For proper employee management by ASDA it has affected the organization significantly, because ASDA be aware about the employees career and development resulting reducing time frame of recruitment and selection process, retention staff in the organization, creates the productivity of the employee by developing training programs. It also arranges career programs for the employee which builds the employees loyalty towards ASDA which gives them unique efforts to fight with competitors in the market. Strategic Human Resource Management is the process of Human resource Management for a long period of time which helps organization to achieve its long term goals. As a part of these activities ASDA maintains high standard of Human Resource Management through its unfair and competitive employees selection, motivation and training which given ASDA to be almost a market leader in the UK super market. It has established companies overall growth, revenue and satisfaction of stakeholders. (According to my understanding during the class period) From the ASDA business site it is viewed that it has announced plans to create 9000 jobs in the UK through a mixture of new stores (20+new stores + extensions to existing stores), product range extensions in terms of non-food selling space named ASDA living and others business expansion like home shopping, online shopping via-ASDA direct. It sounds like an ambitious growth plan, although ASDA needs to keep growing quickly just to maintain its relative market share, where ASDA planed 179000 employees employ in the year. [https://tutor2u.net/blog/index.php/business-studies/comments/asd-goes-for-growth/] President and CEO of Wal-Mart International, Dong McMillan thanked Andy Clarke for his leadership role in the development of the ASDA business during his times as president and CEO and in other roles during his 16 year career at the retailer I am extremely proud of the management team at ASDA and the contribution that each of our nearly 170,000 colleagues makes every to serve our customer. We are very well positioned to continue to win in the UK market [https://your.asda.com/2010/4/12] From the discussion above it has been found that ASDA has been serve the customer promptly through their proactive management team which has impacted ASDA to improve its business growth revenue which attracts stakeholders such as employees, customers, suppliers, government, local community and competitors etc. Nowadays ASDA stakeholders feel confident as they invest as they could. Therefore, as a global company ASDA which is maintain its SHRM policies resulting to achieve overall growth of its business. Conclusion As a part of HRM development ASDA has been taking more initiatives in its operation, because every year ASDA recruited highly educated trainee officer in their organization. As well as they arranges graduate programmes for hunting talents to their organization. Moreover, they provide training for improving the skills of employees and prepared them to perform duties for next designation. There are so many othe rs programs which has been conducted by ASDA such as communication with all levels of employees, stakeholders etc. Therefore, the HRM management of ASDA has got success in its operation by which organization achieves its strategic goals. TASK 2 Task 2 Human Resource Planning 2.1 The business factors that underpin human resource planning and the human resource requirements in an organization: Tesco is considered as one of the Britains biggest and most profitable super market chain and according to the website of Tesco which states that is the darling-of the City. Tesco PLC which is an overseas retailer that principal activity is retailing and associated activities in the UK, China, Czech Republic, Hungary, the republic of Ireland, India, Japan, Malaysia, Poland etc. The main activity of the company is that of retailing, retailing service and financial services, retailing services which includes the companys online shopping channels, Tesco.com, Tesco.direct, Tesco pe rsonal finance (TPF) and dunhumby which is consumer research business. [https://uk.reuters.com/business/quotes/companyprofile?] Tesco is 2nd largest super market in Europe and 4th largest in the World operates 2318 stores in twelve countries around the world and employs 326,000 people. According to Terry Lehy Tesco is market leader in six out of twelve countries it operates in with its largest stores not in Bristol or Birmingham but in Budapest. It operates 1878 stores in the UK, 261 stores in Europe and 179 stores across Asia and plans to open 184 stores worldwide over the next year. In the UK there are 83 Tesco extra stores, 4447 Tesco super store, 161 Tesco Metro stores, 277 Tesco express stores and 910 recently acquired T S stores to be converted. [https://www.corporatewatch.org.uk/?lid=252] Recently Tesco has started business in petroleum named Tesco petroleum as well as it operates Tesco finance and Tesco CNG conversion. Every Tesco involve with so many accusation , joint venture, merger etc. locally and internally. As a part of these expansion activities Tesco maintains high standard of quality staff that have facilitated Tesco to operate its business successfully. However, the business factors that underpins the Human Resource of Tesco which are given below: Human Resource planning is the term use to describe how companies ensure that their staffs are the right staff to do the jobs. Sub topics include planning for staff retention, planning for candidate search, training and skills analysis and much more. Tesco has to consider some external factors such as supply and demand, labour market, image/goodwill, PESTEL, unemployment rate, housing, childcare, competitors, spouse/partner career, location etc. and internal factors such as recruitment policy, HR planning, size of the farm, cost of recruitment, travel time, recognition, temporary part time employees, work culture, growth and expansion, timeliness. [https://www.enotes.com/business/ q-and-a/human-resource-planning-crutial-process-an-172645] All part of these factors influence the Tesco in case of expanding its business locally and globally, but Human Resource management overtake these factors by its unique features such as training, motivating, recruiting, learning, coaching etc. World is changing rapidly, where all the business organization has come to the global umbrella. Every year Tesco has to do so many accusation, mergers and joint ventures all over the world to fulfil the global needs of customers, but for these expanded business activities it requires thousands and thousands skilled employees who have proper local and global knowledge to handle the business swiftly. For example, recently Tesco has started its operation in Asian countries while it requires some skilled people who have local knowledge of Asia, in terms of Asian Language, religion, culture, political and ethical matter. There also need a country director who has capability to lead the business in Asia with his strong hand. He must be well-known about Asian labour market, culture, political and legal situation as well as he should be capable enough to understand language of every people of that country. Manpower is the vital factor for Tesco to operate its business in Asia as it wants to penetrate the whole Asian market chronologically within next couple of years. As part of its activities they should be required to reserve some staffs to employ them in proper expansion. Furthermore, they should be needed for hiring some skilled employees from local organization to overcome competitive market in that environment. Tesco also should be considered employ some local employees by lower cost where they could be given the company better opportunity. Expansion the business outlets which is the continuous process of ASDA as it tries to increase its outlets locally and globally every year, but for expanding its business HRM is the vital issue, because it ensures the overall expansion activities. As a part of that activities ASDA would be required to take following initiatives: Recruiting highly educated employees as a fresh trainee officer. Hiring highly experienced employees from others similar organization. Recruiting staff to adapt with new environment. Giving promotions to tolerate the new business outlets. Recruiting highly experience CEO or Country Director specially for global expansion. Therefore, the requirement of Human Resource is very important issue for Tesco to expand its business locally and globally. So, it should be aware about HR management through proper selection, recruiting, motivation, communications, trainings etc. 2.3, 2.4, 3.1, 3.2: Development of a human resource plan and its contribution on the meeting of organizations objectives as well as purpose of human resource management policies and impact of regulatory requirements on this policies in organization: Human Resource development plan for an o rganization is the important issue to on how the organizations are managing their activities well in the market, this includes following steps: Job analysis which identifies a job regarding specific roles and responsibilities and abilities, skills, qualifications need to perform the jobs successfully. Human Resource planning which is the initiative through which an organization tries to ensure right number of qualified people in the right jobs at the right times. Employee recruitment that is the way for seeking and attracting a pool of applicants from which qualified candidates can be selected for the organizations against of that job vacancy. Employees selections which involves offer the employee for recruitments from the available candidates applied for this job. Performance appraisal that is associated with identifying how well employees are performing their jobs, communicating that information to the employees and taking initiative for measurement their performanc e by their activities, i.e. arranging promotion for good performance. Training and development which help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions. Career planning and development by which organization identifies employees career goals, possible future job opportunities and personal improvement by which it is ensured qualified employees are available when needed. Employee motivation which is the vital factor for any organization which focuses to make employees productive and lower rates of absenteeism and turnover. Every year Tesco collects so many bi-data from different sources from qualified applicant from which they select some people for recruitments. After recruiting they arrange training for fit themselves for their assign jobs. They also motivate staff by giving incentives, bonus, refreshment leave for motivation of employees, resulting a good employees structure for Tesco to implement it s strategic goals. Human Resource plan for an organization is the curse of action by which organization can manage its Human Resources efficiently and effectively by which achieve the organizations objectives. The role of Human Resource functions is explained by the key objectives to be achieved. The following diagram shows the role of Human Resources which is helped to organizational objectives. [https://www.merseyfire.gov.uk/aspx/pages/Leadership_Team/org_chart/hr.htm] Human resource plan can be contributed the organization for meeting its objectives by following ways: It strengthens human resource structures which helps organization to utilize all of the efforts of human resource into the organization resulting to achieve strategic goals. It keeps balance between management of employees management of financial resources which brings results for the organization. It helps organization to create skilled employment by which organization could expand its business l ocally globally. These activities help organization to involving acquisition, merger joint venture etc. in the own country as well as for operating business in the international countries. It ensures good practices for employees employment policies such as promotions, retention, rewards, punishments, health safety rules regulations which ensure the loyalty of employees towards the organization resulting to achieve organizational goals by these joint efforts. Tesco, making a human resource plan to set up a highly skilled person in the branch as a manager by whom it monitored implemented all of the activities in the operations levels. As a result, a lot of outlets which are giving service to customers resulting to achieve good turnovers which make sure the overall goals of tesco.[ According to my own research company websites of tesco] Purpose of human resource management policies in the organization is important factors that ensures the right, rules regulations of employees for doing works in the organization. Impact of regulatory requirements on human resource policies confirms the right of employees employers. These policies focus to ensure the best practices of human resource management achieve organizational goals by employing them. Human resource policies revive all the rights of employees by which the inspire to invest all of the merits talents to the organization resulting to achieve of companys long term goals. These policies include getting best employees in the company paying employees all benefits , ensuring training, ensuring compliance to regulation, implement fair, safe equitable work environments, sustaining its performing employees non- profit human resources. All the policies mentioned above have unique features of its own by which organization can implement all of its strategic goals. For example, Tesco, the largest superstore in UK which is assuring high standard products services for customers through its pe rforming team members while it reserves some rights for employees in the organization which has been sustained each employee management. According to part of that policies, Tesco maintains minimum national wages for employees, fixing up highly pay rates for its skilled employees where the arrange some training programmes, graduate programme, motivation, coaching, face to face discussion which has built its to make relationship with its employees. It also always aware about the health safety policies of its employees as it ensures some free medical treatment, health hygiene training for its employees for ensuring these policies. Tesco nowadays sustainable situation on human resource management. For proper human resource management gives Tesco power to bargain with customers, compete with rivals in price war, making bondage with its stake holders. In an organization regulatory policies ensure discipline of organization because it limits it into its system as well as employees in their organizational activities. More over into increases the loyalties of employees towards employers resulting to achieve organizational goals. Furthermore, it teaches employees to be motivated, dedicative, energetic into their duties as well as ensures their present lives, future lives family lives easier happy. The important matter to consider that these factors protected everyone in the organizations from the discriminations in terms of age, sex, ethnic groups, dis ability etc. while it ensures equal opportunities for all levels of employees making good relationship between employer employees. For example-When Tesco recruits people the meets these regulatory factors in their recruitment process as they make criteria for those people who are vulnerable for our society such as dis able, ethnic groups as well as they prioritize all levels of employees with their equal opportunities policies. In Tesco superstore who is working they do not know what is their origin of country , but they only know that they are the members of Tesco team which makes it very confident towards its staff management. Task 3 Task 3 Reviewing Human Resource Management 4.1,4.2,4.3 : Impact of Organizational structure, culture and effectiveness on Human Resource Management: Organizational structure and Human Resource Management practices are two special factors involved in corporate entrepreneurship which achieve organizational goals. By selecting and implementing the appropriate structure and practices, Human Resource professional can systematically foster and facilities innovation and entrepreneurship within the organization. The more that new and different entrepreneurial activities are needed, the more that complete structural arrangement as well as policy and procedures flexibility are needed. Proper organization structure is important for company to function effectively. Communicating clear paths of responsibility is key for a company to meet the needs the future growth as well as help in streaming the organization. The following diagram which shows the organizational structure for a company. [https://www.edrawsoft.com/Human-Resource-Organizational-Chart.php] There are some important points which are essential for the structure of an organization which is given below: Organizational Chart: Organizational chart which is the ideal manner for mapping the organization. It is an instrument for assessing personnel and managing the work force effectively. An organization which needs to visualize the companys structure in order to find out the role of each employee plays in the Human Resource chain. Human Resource Software: Human Resource Software which assist management of Human Resources to take decisions for the following matter: Succession Planning Organizational development Human Resource management Corporate re-organization Efficient management of resources. An organizational chart is specialized tool used by Hum an Resources professionals to be able to get a solid picture of the organization. An organizational chart is generally deployed in situation when management wants to identify areas throughout the enterprise that present opportunities for downscaling also known as down sighing. Organizational culture is the workplace environment formulated from the interaction of the employees in the work environment. It is defined by all of the life experiences, strengths, weakness, education, up-bringing and so forth of the employees, while executive leaders play a great role in defining organizational culture by their actions and leadership, all employees contribute to the organizational culture. [https://humanresources.about.com] Organizational culture and its environment factors in which organization exist determines the way of managing the organization(Saffold,1988:547).The relationship between Organisational Culture and Human Resources practices can be explained as follows: When the m ember of organization i.e. employees, understand and internationalized the organizational culture which can be said as the way things are done around here, it will enable for employee to choose strategy and behaviour that fit with their personality as well as with the main routines of organization activities. Human Resource Management policies which directly influence and are influenced by Corporate Culture, also significantly impact supply chain members. That is, Human Resource decisions are important because when firms hire personnel that meld with their company culture, these actions enhance shared social knowledge and increase consistency between employee and firm goals (Wilkens Ouchi 1983), shared social knowledge guides employees in making the right decision when confronted with novel situation(Weitz and Jap 1995). [https://findarticles.com/p/articles/mi-qua3705/is-2002o1/ai-n9060287/] Organizational effectiveness depends on having the right people in the right jobs at t he right time to meet rapidly changing organizational requirements. Right people can be obtained by reforming the role of Human Resource function. According to Bratton, JGold.J(2003),Human Resource Management is defined as a Strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices. According to this definition there is seen that Human Resource management should not merely handle recruitment, pay and discharging, but also should maximize the use of an organization human Resources in a most strategic levels. Stuffing, training, compensation and performance management are basically important tools in the Human resources practices that shape the organizations role in satisfying the needs of its stakeholders. Team work among lower levels of staff and the management sh ould be created and maintained to assisting various angles that would deem necessary in eliminating, communication breakdown and foster better relationship among workers. The management should emphasize a good corporate culture in order to develop employees and create a positive and conducive work environment. In the summarization of Human Resource management there should have aim to capture the people element of what an organization is hoping to achieve in the medium to long term, ensuring the following things: It has the right people in place. It has the right mix of skills. Employees display the right attitude and behaviours, and Employees are developed in the right way. An organization which wants to achieve its goals it has to think before regarding the following Human Resource related issues in the organization: Work force planning issues. Succession planning. Workforce skills plan. Employment equity plans. Black economic empowerment initiative s. Motivation and fair treatment issues. Pay levels designed to recruit, retain and motivate people. The co-ordination of approaches to pay and grading across the organization to create alignment and potential unequal pay claims. A grading and remuneration system which is seen as fair and giving proper reward for contributions made. Wider employment issues which impact on staff recruitment, retention, motivation etc. A consistent performance management framework which is designed to meet the needs of all sectors of the organization including its people. [https://ezinearticles.com/?human-resource-management-and-organizational-effectivenessandid=2844811] 4.4 Recommendations to improve the effectiveness of human resources management in an organization: Human Resource Management is the essential part of an organization as it ensures the strategic goals of organization. The effectiveness of Human Resource management could be improved by the following ways- Recruit ing and hiring highly educated and skilled employees for the organization. Training and development of Human Resource plan for the organization. Appraising the performance of employees for preparing them for performing jobs in the higher rank. Motivating employees by giving incentives, bonus, rewards etc. Strengthen communication among all levels of employees. Maintaining regulator factors for employees such as health and safety, pension, promotion etc. Maintaining equal opportunities system into the management. Forming different committee to monitor and supervised the employees roles and regulations such as compensation committee, audit committee, ethic committee etc. Ensuring job rotation and job analysis for each employee at different department. Doing job enrichment for employees. Don’t waste time! 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