Examining the Effects that Plague the U.S. and Guam Communities - Free Essay Example

Sample details Pages: 10 Words: 2985 Downloads: 2 Date added: 2019/08/02 Category Medicine Essay Level High school Tags: AIDS (HIV) Essay Did you like this example? HIV and AIDS: Examining the Effects that Plague the U.S. and Guam Communities Today Introduction It is common knowledge that the human body is prone to several diseases, infections, and dysfunctions that can hinder the quality of life, so it important to treat our bodies with the utmost respect.   While not all diseases and infections can be avoided due to genetic predispositions and other factors, there remain numerous of diseases and infections that can actually be prevented in taking proper precautions during our daily routines.   One of these easily preventable infectious diseases is the human immunodeficiency virus, widely known as HIV.   Another easily preventable disease commonly associated with HIV is the acquired immune deficiency syndrome, abbreviated as AIDS.   AIDS is considerably one of the most dangerous infectious diseases that are still prevalent today.   Although these two diseases can easily be prevented, due to the lack of information about precautionary measures pertaining to sexual intercourse, sexual education in schools, and access to preventive care and treatment, HIV and AIDS continue to plague the human population on a global scale.. 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Our writers will create an original "Examining the Effects that Plague the U.S. and Guam Communities" essay for you Create order Human Immunodeficiency Virus According to a national newsletter released by the National Institute of Health (NIH) (2015), which is a part of the United States Department of Health and Human Services, HIV is a virus that harms your immune system by invading and then destroying your infection-fighting white blood cells.   This virus infiltrates these white blood cells altering its normal functions; what was once our greatest protection against outside bacteria is now our own worst enemy.   Seemingly harmless illnesses, such as the common cold, is now just as life threatening as the flu or pneumonia.   HIV transmission is passed through the exchange of bodily fluids, such as blood and semen, from one infected person to the next.   Ninety percent of the time HIV is transferred during sexual intercourse that includes vaginal, anal, and oral.   The second most common route is injection through used needles, and lastly the transmission of the illness from mother to fetus or through blood transfusions (NIH, 2 015). The nonchalance of disregarding protection during sex and the sharing of needles during drug use are two major reasons why HIV and AIDS remains a nuisance to our society.   MedLine Plus (2015) states that, the first signs of HIV infection may be swollen glands and flu-like symptoms, that may come and go within two to four weeks. This is important to note because HIV may not present itself as evident in its host making a lot of people disregard the severity of their situation.   After this two to four week incubation period symptoms of HIV go dormant leaving the host unsuspected that they are now a carrier of the disease.   It will not be until months after does the carrier know they are infected.   This causes a vicious cycle where the infected person unknowingly may spread the disease to someone else or multiple others, which then in turn causes those who are newly infected to then transmit, HIV to another person.   The Healthy People 2020 or HP2020 (2018) website provides evidence of this cycle in stating that an estimated 1.2 million American are living with HIV, and one out of eight people are unaware of their status.   This argument is then furthered by a statistic showing that ninety-one percent of new HIV infections in the United States are transmitted from people not diagnosed or diagnosed and not in care.   The need for better informative procedures about this disease is in dire need by educators and health professionals.   HIV is broken down into four stages according to the Center for Disease Control (CDC) (2014): stages zero, one, two, and three.   Stage zero is the first initial positive test six months after screening.   From there the stage level of HIV is then reevaluated and determined based on the longevity and symptoms present in the individual.   If the patient receives a diagnosis of stage three HIV, the disease has progressed to AIDS. Acquired Immune Deficiency Syndrome AIDS was first discovered during the early 1980s and was first believed to only be associated with the homosexual male community.   This belief coined the term gay-related immune deficiency (GRID) for a couple months until further evidence suggested that not only gay men could contract the disease.   At this time the incidence of AIDS began to be reported worldwide, specifically in regions of Europe and Africa.   According to the Mayo Clinic (2015) website, the CD4 T cells, also known as your white blood cells, that were infected during the earlier stages of HIV now begin to die off, severely weakening the immune system leaving the body defenseless.   Once the individuals white blood cell count drops below two hundred they are deemed stage three of HIV or AIDS.   Again, this emphasizes the importance of education and early detection and screening about these types of diseases.   This process typically takes about ten years before HIV evolves into AIDS.   Signs and symptoms are more severe and include: recurring fever, chronic diarrhea, unusual lesions on your tongue or in your mouth, persistent and unexplained fatigue, weight loss, and skin rashes or bumps (Mayo Clinic, 2015) just to name a few.   Those who suffer from AIDS are now more susceptible to various forms of cancers and infections that would not trouble a normal person.   Some common infections that are associated with AIDS would be tuberculosis, Cryptococci meningitis, and candidiasis.   Cancers commonly affiliated with these diseases are Kaposis sarcoma and lymphoma.   These previously listed infections and cancers are among the leading causes of death in patients diagnosed with HIV and AIDS. There is a misconception that AIDS is a different virus than HIV so transmiss ion of this virus differs, but as mentioned recently AIDS is just a severer form of HIV.   Since AIDS is the last stage of HIV, transmission is virtually the same. Some are misinformed believing that these two diseases can be spread through ordinary contact like hugging, kissing, sharing drinks, or through the air.   This belief can sometimes instill fear of rejection in patients diagnosed with HIV and AIDS causing them not to disclose their own diagnosed status with current and future sexual partners.   People may even go as far as concealing their symptoms from their current physician and possible refuse to seek treatment due to embarrassment. Mission and Objectives HP2020 The HP2020 (2018) website states that its overall goal is to, prevent human immunodeficiency virus (HIV) infection and related illness and death. The website has also laid out three primary objectives that healthcare professionals and organizations should strive to reach.   These three primary objectives are: reducing new HIV infections, increasing HIV testing and prevent HIV risk, and increasing access to care and improving health outcomes for people living with HIV.   Under each of these primary objectives are subcategories that pertain to each objective.   There are a total of twenty-three sub goals that each provide data like tables and graphs that show the progress that has been made since the mid 2000s.   As stated before an estimated 1.2 million people are living with HIV.   Among these 1.2 million one out of eight people are unaware of their infected status.   HP2020 also reports that the annual infection rate has actually declined by 18% here in the United States from 2008 to 2014.   Despite this significant decrease in that six-year times span this disease continues to spread.   HP2020 Objective: HIV-1 One of the objectives HP2020 has set up to help with achieving their goal by the year 2020 is to reduce the number (number, all ages) of new HIV diagnoses.   The following graph accounts for the number of diagnoses from 2010 to 2015: Figure 4.   New HIV diagnoses (number, all ages) By Total Note. Graph taken from the HP2020 website displaying goal for newly HIV diagnosed patients in the U.S. Human Immunodeficiency Virus (HIV). (n.d.). Retrieved October 20, 2018, from https://www.healthypeople.gov/2020/topics-objectives/topic/hiv According to Figure 1, the data demonstrates that there has been a steady decrease in newly diagnosed HIV patients within the U.S. from 2010 to 2015.   At the beginning of 2010 there was a baseline of 43, 806 new incidences of HIV by 2015 the number had decreased marginally to 40,040 (HP2020, 2018).   Unfortunately the goal that Healthy People set out to reach by the year 2020 is 32,855 new incidences, which at this rate seems unlikely to be fulfilled. HP2020 Objective: HIV-9 A second objective that HP2020 has set to achieve surrounding the AIDS epidemic currently plaguing the U.S. is to, reduce the proportion of persons with a diagnosis of Stage 3 HIV (AIDS) within three months of diagnosis of HIV infection (HP2020, 2018).   Figure 2 below was also taken from the HP2020 website illustrating the percentage of people who have contracted AIDS after 3 months of HIV infection: Figure 5.   Persons with a diagnosis of AIDS within 3 months of diagnosis of HIV infection (percent, 13+ years) By Total Note. Graph taken from the HP2020 website displaying goal for newly AIDS diagnosed patients in the U.S. Human Immunodeficiency Virus (HIV). (n.d.). Retrieved October 20, 2018, from https://www.healthypeople.gov/2020/topics-objectives/topic/hiv Again a baseline is provided and a target goal for 2020 is shown.   Starting in 2008 it was estimated that 25.9% of people were reaching stage three of HIV within the first three months of their diagnosis.   Six years later this rate had steadily declined to only 23.1% in people thirteen years and older (HP 2020, 2018).   If this decline continues at this rate by 2020 the possibility of reaching this goal and even surpassing it seems very hopeful.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When comparing these two subsets of data it is evident that treatment, like ART, has had more success in moving towards its goal than new incidences of HIV cases.   With that being said, efforts towards prevention still need to be revised and executed more effectively.   In order for health officials, organizations, and the community itself to improve prevention efforts it is important to understand the root cause of the problem, in this case we must ask ourselves, Why is HIV still being spread despite current health regulations and precautions?   If we are able to answer this question then our focus can shift primarily to prevention methods, which will then in turn eliminate the costs of treatment and relieve the burden of financial restrictions both on the patient and the health care industry. Health Determinants Root Causes As with any problem we must understand what is causing it in the first place.   Transmission of HIV is the problem in this case and we must determine why it is still prevalent after so many steps have been taken towards prevention.   Figure 6.   Root Cause Analysis of HIV and AIDS Transmission Note. Statistics obtained from the Healthy People 2020 website. Retrieved October 20, 2018, from https://www.healthypeople.gov/2020/topics-objectives/topic/hiv The root cause analysis depicted above in Figure 6 documents three main causes behind the reason why transmission of HIV is still a problem today despite statistical evidence showing a decrease over recent years.   Fear of Judgment and Failure of Adherence The first two causes state that fear of being judged by health practioneers and friends and family about ones sexual endeavours can make them refrain from seeking screening or treatment and those that do some of them suffer from substance abuse and other personal daily obligations that hinder adhereance to treatment.   Disclosing personal information like sexual acitivity can be very hard for most people especially those who are underage fearing their parents may find out.   Reputations are important to many and being open about matters like an HIV infected status or having mutlple sexual partners can be scary as it may write them off as dirty, untouchable, or someone who likes to sleep around.   However those whoe seek treatment tend to also add to the problem of transmission.   In a study titled, Factors Affecting Adherence to Antiretorviral Therapy, done by Margaret Chesney (2000) from the Univeristy of   California San Franciscos School of Medicine, she reports that non adherence to antiretorviral therapy range from 50% to 70%.   She also states that, principle factors associated with nonadhearance appear to be patient-related, the major factor included substance and alcohol abuse   (Chesney, 2000).   As with any prescription drug that needs to be taken daily, mixture of alcohol or other drugs is highly cautioned against.   Those who were undergoing ART during this study and were drug abusers tended to place their cravings before their personal health.   Putting themselves in a position to spread HIV to others.   Other patient-related nonadherences can be found in the following the table: Table 1.   Frequent causes for medication nonadherence by HIV-infected patients who are receiving highly active antiretroviral therapy. Note.   Adapted from Chesney, MA. (2000). Factors affecting adherence to antiretroviral therapy. Clinical Infectious Diseases, 30(Suppl 2), S171-S173. Retrieved from https://academic.oup.com/cid/article-abstract/30/Supplement_2/S171/373130 By analyzing the table above many patients reported that the obstacles in life, like work, school, and family orietnated activities proved to intefere to a point that consistently taking their medication was not manageable.   Other emotional and physical side effects also contributed to the reduction of adherance to self medication. Sexual Education in High Schools The second cause relates to the lack of sexual education or information about practicing safe sex to high school students.   As mentioned previously the data taken from the HP2020 website includes ages thirteen years and up, meaning that high school students are also at risk for contracting HIV and potentially developing AIDS.   It is common knowledge that during teenage years to early adulthood the willingness to adventure and explore ones sexuality is at its all time high.   The following table was taken from the CDCs 2017 Youth Behavioral Risk Factoe Survlliance Survey (YBRFSS): Figure 7.   Percentages taken from the HIV section of the YBRFSS from 1991-2017 of High School Students across the United States Note. Taken from the Youth Risk Behavioral Survey. (2017). Trends in the prevalence of sexual behaviors and hiv testing national yrbs: 19912017. Retrieved from https://www.cdc.gov/healthyyouth/data/yrbs/pdf/trends/2017_sexual_trend_yrbs.pdf According to the YBRFSS (2017) taken earlier this year, nationwide 39.5% of high school students had participated in sexual activity with someone of either sex or both during their lifetime, 9.7% had four or more sexual partners, and 28.7% of these students had had sex three months before this survey was taken.   Shockingly enough 53.8% reported that either they or their partner had used a condom during sex, which means a little less than half are engaing in unprotected sex (YBRFSS, 2017).   In another self reported survey only 9.3% of these high school student shad ever been tested for HIV.   This data is reported in the table that follows. Figure 8.   Percentages taken from the HIV section of the YBRFSS from 1991-2017 of High School Students across the United States Note. Taken from the Youth Risk Behavioral Survey. (2017). Trends in the prevalence of sexual behaviors and hiv testing national yrbs: 19912017. Retrieved from https://www.cdc.gov/healthyyouth/data/yrbs/pdf/trends/2017_sexual_trend_yrbs.pdf Assuming this data is accurate the adolescent youth in the U.S. are at major risk for developing HIV and other related sexually transmitted diseases. This stems from the lack of information about unsafe sex practices and lack of access to contraceptives and knowledge of how to use them.   Better practices must be implemented in the school setting in regards to informing students about various forms of STDs, as knowledge is power. Providing and arming our youth with this information is the first step both health professionals, schools, and communities can take in prevention of HIV. BRFSS HIV Data: Guam vs. United States   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When comparing self-reported screening data for HIV provided by the Behavioral Risk Factor Surveillance System (BRFSS) about the U.S. and Guam, the results appear to be very similar. Table 2.   Percentage in the U.S. and D.C. tested for HIV (2013-2017) Note. Retrieved from Centers for Disease Control and Prevention, National Center for Chronic Disease Prevention and Health Promotion, Division of Population Health: BRFSS Prevalence Trends Data Table 3.   Percentage in Guam tested for HIV (Crude Rate: 2013-2017) Note. Retrieved from Centers for Disease Control and Prevention, National Center for Chronic Disease Prevention and Health Promotion, Division of Population Health: BRFSS Prevalence Trends Data As the tables above show, people in the United States and Guam were asked if they were ever tested for HIV from the years 2013 to 2017.   Table 3s data shows that although Guam was near the average percentage of the U.S., they fell below average for those who confirmed screening up until last year (BRFSS, 2017).   However, this data may be misleading, as the sample size for this year was only 857 people, which was not as large and consistent with the previous years (sample size being over 1000).   As this indicates a low response by individuals in the Guam community there might be a lack of awareness of the current situation in regards to STDs here on island.   With that being said, Guam is in no better state of prevention or screening methods and must also enact better policies and laws in the community to increase the percentage of people seeking to be screened. Action Plan Policies and Laws Identifying At-Risk Populations As with any disease it is important to identify those who are most at-risk for developing the disease itself and providing screening and treatment options during its earliest stages.   Everyone is at risk for developing these two viruses however the rates are shown to be more prevalent in those who participate more frequently in unprotected sex and with multiple partners.   These two subgroups are primarily young African American and Latino men, affiliated with the LGBTQ+ community and high school students (CDC, 2017).   Current rates also tend to be higher of course in denser populations in the United States as shown in Figure 6 below: Figure 6.   Rates of HIV Diagnoses Among Adults and Adolescents in the US by State, 2016 Note. Graph taken from the CDC.Diagnoses of HIV infection in the United States and dependent areas, 2016.HIV Surveillance Report2017;28. States like Georgia, Florida, Maryland (DC), Louisiana, and Nevada are known to have denser populations, thus the reason for rates of 20.0 and greater per 100,000 people of HIV diagnoses.

The Work Of Halfway Houses - 996 Words

Halfway houses are for people who are in probation or parolees. This type of program are for the people who need a more concrete setting to be able to be successful when they get out. It allows offenders to start there rehabilitation with the society. Halfway houses focus is to support criminals who have no place to go and also those who have no support from their families. Halfway houses provide everything for the inmates living there. The inmates have food to eat and a place to sleep. Even though halfway houses might sound like dormitories despite of what was mentioned above. It facilitates discharged offenders. The halfway staffs, together with officers provide the inmates with specific instructions and guidance on various programs. Halfway houses also provide inmates with counseling on topics like job searches, getting back into their family life, and staying drug free. The inmates have strict curfews and other rules that they need to follow. The inmates can leave the halfway hou se but only to look for a job, attend their job, school, rehabilitation, or for medical reasons. With all of this being said halfway houses are a good alternative for probationers and parolees that want to do something better for themselves. With halfway houses created, this can reduce prison overcrowding and can also save us money throughout the years. Prison overcrowding has been a problem for many years in the Unites States. With overcrowding being a problem for many years an alternative suchShow MoreRelatedEssay on Halfway Houses1039 Words   |  5 Pagesthat house these convicted inmates. The facilities are called halfway houses, and they were created to help an inmate that is released from prison transition into a community under supervision. The halfway house program can be a beneficial step in the process of an inmate’s release, and can reap lasting rewards for the inmates, the correctional system, and the communities they reside in. 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Innovation And Technology Management Dimensions of Invovation and the

Question: Critically evaluate the various dimensions of Invovation and the drivers that contribute to the growth of small start-up entrepreneurs. Answer: Organisations need innovation to thrive and survive. Its regardless of the companys size innovation has always been a driver for productivity. The innovation process of any organisation depends on its ability to harness creativity and as being dynamic depends upon management, being innovative depends upon the diversity in the workforce. This helps the companies to break the cycle and mould that is limiting thinking. When they take this step they are free to discover many new services, markets and products that help them to lead their business and organisation. Todays market and business environment is competitive and along with the economic downturn it is increasingly showing that innovation and knowledge is the source of competitive advantage. Innovation is the key to productivity and output growth.( Cooper, 2001) It is the implementation of significant new product that could either be a service or good, marketing method, organisational method or process. There are many ways through which a company or firm can innovate some of these dimensions are:- Offerings Processes Platform Supply chain Solutions Customer experience Presence Customers Brand Networking Value capture Organisation These twelve dimensions of business innovation are about company, the customers and the processes it points and employs in the market. Offerings:- refers to the organisation services and products. In this dimension of innovation new services and products are created for the customers. Platform:-it is a set of common technologies, methods and components that would serve as building blocks for the company. This dimension of innovation involves the power of commonality which enables offerings as more cheaply and quickly than as standalone items or services. Solutions:-it is an integrated and customized solution of information, services and products that is about solving the customer problems. This dimension of innovation is about creating value for stakeholders and customers through the depth of integration and breadth of assortment of elements. (LechnerDowling, 2003) Customers:- this dimension is about the customers that consume or use the services of the organisation for satisfaction of their needs. In order to innovate in this dimension the firm or company can discover unmet needs or new segments. Customer experience:- in this dimension everything about the customers are important for the company such as what the customer feels, hears or sees. In order to innovate in this dimension the firm needs to think about the interface between the customers and organisation. Value capture:- in this dimension the company recaptures the value. In this dimension innovation can be done by discovering revenue streams, creating pricing systems and expanding the ability to interact with partners and customers which creates value. Processes:- are used in internal operations that are about configuring business activities. In order to innovate in this dimension a firm will redesign the processes for higher quality, faster cycle and greater efficiency. These changes involve decoupling its processes and even relocating the process. To achieve this, the company has to decouple each process by its constituents elements so that the firm can work and perform in many countries. The advantages are speed and flexibility in the market that helps in accessing the competitive pool that was not assessed prior to this. Organisation:-includes employees and partnerships that conclude the structure of the organisation. In this dimension the innovation can be achieved by thinking about the scope the organisational activities along with redefining the incentives, roles and responsibilities of different individuals and business units. (Rothwell, 1989) Supply chain:-this represents the agents and activities in a sequence that moves the information, services and goods from the point of source to the delivery point. In order to innovate in this dimension a firm or company has to streamline and arrange the flow of information in such a way that it passes through supply chain. This enhances the working of the participants and changes in the structure of the organisation. Presence:-this is about the channel of distribution that are present as point of presence in a company that are used to send the products and services to the market. The point of destination can be even a place where the customers can get access to the goods or services or where they can be purchased. In this dimension innovation can be achieved by creating new points or using the old ones in a new and creative way. This ensures that the customers will get more access to the services or goods. Networking:-A firms or companys competitive edge depends on the network through which its goods or services are connected with the customers. In order to innovate in this dimension this network is enhanced that in turn adds value to the firms offerings. Brand:-these are the symbol, marks or mark through which a firm communicates their vision or promise to the customers. In order to innovate in this dimension the firm has to extends or leverages its brand or vision in a creative way. We have various examples where both small and large companies have used their ability to innovate to reap benefits. One such example is of Apple Computer Inc where their innovation of a ipod is more than a nifty product but it is an elegant invention for the customers. Hoffman and Gabr in the year 2006 proposed five drivers of the entrepreneurship these drivers are:- Demand characteristic or opportunities:-consists of the market demands for a firms goods or services. This is about the demand of the firms service or product in general. This involves two forces that are opposite towards each other. One force is pushing towards conformity and the other is pushing towards distinction. This creates a demand that is unstable but it is not homogenous as the needs and preferences of customers can be diverse. (BaumLocke, 1997) Abilities:-Is the firm basic ability or knowledge to create and seize oppurtunities. Institutional context:-many researchers have documented that changes in law and policy regime have an impact on entrepreneurial oppurtunities. (DobbinDowd, 1997)Dowd and Dobbin conducted a famous study about railroads where they were able to prove that when the state law allowed cartels entrepreneurship decreased but when anti trust laws were passed the competitors increased. Some of the scholars have even pointed out that many entrepreneurial activities are even affected that what can be patented in a country and what cannot be. (Moser, 2005) The entrepreneurs put their efforts in areas where they expect a productive end like innovation. Sometimes the result or output that can attract a entrepreneur can be destructive as well as in crime. (FritschMueller, 2004) Capital:-is the access to stock markets. Incentives:-it is the non monitory and monitory incentives that affect motivation in a firm Culture:-it is the values and basic assumptions in a firm that affects behavior and attitudes. New knowledge:-In an article by Poh Kam Wong titled Entrepreneurship, innovation and economic growth he talks about the entrepreneurship for a long time has been ignored in the empirical literature. But there are few examples where recently it has been studied by scholars. As in the year 2006 Lehamann, Keilbach and Audretsch found out that new knowledge is one of the factors that influence the decision to start up a new firm. Carlsson and Audretsch in the year 2009 concluded the same in their research as they proved that when new knowledge is created it motivates entrepreneurship. But we all know that knowledge is not certain as it is asymmetric and uncertain that comes with high costs of divergences and transactions. (Audretsch, Keilbach, 2004) Economic agents:- another driver that encourages the start up entrepreneurs is economic agent which attempts to commercialized value of the new knowledge. In this case entrepreneurship acts like a vehicle through which new ideas are commercialized and implemented in a new firm. (Audretsch, 2004) Technological evolution:- many scholars and researchers have argued that the level of technological maturity impacts the entrepreneurial opportunities. Jim Utterback who is a MIT Sloan Professor has successfully proven in his research that young industries present more oppurtunities. (Heschmati, 2001) Organisational environment:- in literature we have seen quite distinctinly that the existing organisation in an industry highly impact the new entries. It also depends on the size of the industry as in how crowded it is. It is not advisable for a firm to be the first to offer a service or good in an industry as in that case the customers will not be able to perceive the need for that service or product.( Rothwell, 1989) Whereas entering a crowded industry has its own disadvantages as it has few opportunities and has also a drawback of overlapping suppliers or competitors. References Audretsch, Keilbach, D B. M , 2004. Does Entrepreneurship Capital Matter?à ¢Ã¢â€š ¬Ã¢â‚¬â€œ .Entrepreneurship Theory and Practice, 28(5), 419-430 Audretsch, D. B, 2004. Sustaining innovation and growth: Public policy support for entrepreneurship.Industry and Innovation, 11(1), 167191 BaumLocke, J.R. E.A., 1997. The Relationship of Entrepreneurial Traits, Skill, and Motivation to Subsequent Venture Growth.Journal of Applied Psychology,, 89(1), 587-598 Cooper, R. , 2001.Winning at New Products: Accelerating the process from idea to launch. 1st ed. New York, NY: HarperCollins DobbinDowd, F T J. , 1997. How Policy Shapes Competition: Early Railroad Foundings in Massachusetts.Administrative Science Quarterly, 42(3), 501-529 FritschMueller, M. P. , 2004. Effects of New Business Formation on Regional Development over Time.Regional Studies, 38(1), 961975 Heschmati, A, 2001. On the Growth of Micro and Small Firms: Evidence from Sweden,à ¢Ã¢â€š ¬Ã¢â‚¬â€œ.Small Business Economics, 17(1), 213-228 LechnerDowling, C. M. , 2003. Firm Networks: External Relationships as Sources for the Growth and Competitiveness of Entrepreneurial Firms,.Entrepreneurship Regional Development, 15(1), 1-26 Moser, P, 2005. How Do Patent Laws Influence Innovation? Evidence from Nineteenth-Century Worlds Fairs.American Economic Review, 95(4), 1214-1236 Rothwell, R, 1989. Small firms, innovation and industrial change.Small Business Economics, 1(1), 5164

Training and Developement free essay sample

Management,  training and development  is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational  settings. It has been known by several names, including  human resource development, and  learning and development. [1] Harrison observes that the name was endlessly debated by the  Chartered Institute of Personnel and Development  during its review of professional standards in 1999/2000. Employee Development was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as partners or associates to be comfortable with. Human Resource Development was rejected by academics, who objected to the idea that people were resources amp;m dash; an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon Learning and Development, although that was itself not free from problems, learning being an overgeneral and ambiguous name. Moreover, the field is still widely known by the other names. We will write a custom essay sample on Training and Developement or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page [1] Training and development (Tamp;D) encompasses three main activities: training, education, and development. Garavan, Costine, and Heraty, of the  Irish Institute of Training and Development, note that these ideas are often considered to be synonymous. However, to practitioners, they encompass three separate, although interrelated, activities: * Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds. Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs. * Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate. The stakeholders in training and development are categorized into several classes. The  sponsors  of training and development are senior managers. The  clients  of training and dev elopment are business planners. Line managers are responsible for coaching, resources, and performance. The  participants  are those who actually undergo the processes. The  facilitators  are Human Resource Management staff. And the  providers  are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others. [4] The conflicts that are the best part of career consequences are those that take place between employees and their bosses. The number one reason people leave their jobs is conflict with their bosses. And yet, as author, workplace relationship authority, and executive coach, Dr. John Hoover  points out, Tempting as it is, nobody ever enhanced his or her career by making the boss look stupid.   Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone wont compensate for a sour relationship with a superior, peer, or customer. Training guide is oriented chiefly around whats good for people, rather than chiefly whats profitable for organizations. The reason for this is that in terms of learning, training and development, whats good for people is good for the organizations in which they work. Whats good for peoples development is good for organizational performance, quality, customer satisfaction, effective management and control, and therefore profits too. This is central to a fairly balanced  Psychological Contract  in employment organizations. Profit is an  outcome  of managing and developing people well. People and their development enable profit. Enable people and you enable profit. Organizations which approach training and development from this standpoint inevitably foster people who perform well and progress, and, importantly, stay around for long enough to become great at what they do, and to help others become so. Training is a very commonly used word, so it features heavily on this page, but  learning  is in many ways a better way to think of the subject, because learning belongs to the learner, whereas training traditionally belongs to the trainer or the organization. Training should be about  whole person development   not just transferring kills, the traditional interpretation of training at work. Whatever your role and responsibility, you might not immediately be able to put great new emphasis on whole person development. Being realistic, corporate attitudes and expectations about what training is and does cannot be changed overnight, and most organisations still see training as being limited to work skills, classrooms and powerpoint presentatio ns. However, when you start to imagine and think and talk about progressive attitudes to developing people beyond traditional skills training for example: * enabling learning facilitating meaningful personal development * helping people to identify and achieve their own personal potential OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE The primary objective of my study at Impetus InfoTech (India) Pvt. Ltd is to study the process of training and development. SECONDARY OBJECTIVE * My secondary objective is to apply my learning in the area of Human Resources so that I gain significant practical and Understand the nature and importance of training and development and identify the various inputs that should go into any programme. Delineate the different stages in a training and development programme and describe each step. * Understand the need for and the ways of training for international assignments. SCOPE OF THE STUDY This research provides me with an opportunity to explore in the field of Human Resources. This research also provides the feedback of people involved in the Training and development process. Apart from that it would provide me a great deal of exposure to interact with the high profile managers of the company. Managing people: it’s an art, not a science Human Resource issues need constant attention Human resource management is directly related to the overall performance of the organization. And performance is the underlying basis of much organizational and human resource (HR) programs and initiatives. Total quality management, benchmarking, re-engineering and the move to self-managing teams, are all concerned with performance. In human resources management, training, performance management (including performance appraisal and salary administration), recruitment and selection, and employee relations’ activities are all concerned with performance. Each makes an important contribution. Often these initiatives are regarded as separate programs. Often, when they are, they fail. If organizations lose sight of the basic goal of performance improvement, if they treat these or other programs as the ends rather than the means, then they are doomed to difficult times, if not outright failure. All activities need to be regarded as complementary rather than separate, with the underlying principles and vision clearly established. The first step to a sound organization is to keep all programs and initiatives aligned to a framework of increased performance. This ensures that each activity complements the others occurring at the same time. The relationship between internal and external factors is also important. Within the performance framework, the second step is to achieve the best outcome from each activity. Improvements and achievements can be made in all areas, even the traditional ones such as training: The sources of training need provide a diversity and complexity of training requirements. To be at best practice level, you should be managing and coordinating the training necessary to satisfy, in priority order, all of the needs shown. All personnel involved in training should be skilled and effective. All the training should dovetail into your performance improvement efforts. The training effort is at an optimum level when every area is addressed. Training is an important foundation of success. High quality candidates should be attracted to your positions. The person and position requirements / competencies, including the appropriate balance, should be clearly established. A variety of selection methods appropriate to the situation should be used. Selection decisions should be free of bias and discrimination. These are just some of the benchmarks to be considered. The processes used need to reflect the latest thinking. The staff involved need to have, and more importantly practice, high-level recruitment/ selection skills. TRAINING Training is concerned with imparting and developing specific skills for a particular purpose. Training is the act of increasing the skills of an employee for doing a particular job. Training is the process of learning a sequence of programmed behavior. In earlier practice, training programme focused more on preparation for improved performance in particular job. Most of the trainees used to be from operative levels like mechanics, machines operators and other kinds of skilled workers. When the problems of supervision increased, the steps were taken to train supervisors for better supervision. Training is one of the most profitable investments an organization can make. No matter what business or industry you are in the steps for an effective training process are the same and may be adapted anywhere. If you have ever thought about developing a training program within your organization consider the following four basic training steps. You will find that all four of these steps are mutually necessary for any training program to be effective and efficient. STEP 1: ESTABLISHING A NEEDS ANALYSIS. This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. Several examples of an analysis outlining specific training needs are customer dissatisfaction, low morale, low productivity, and high turnover. The objective in establishing a needs analysis is to find out the answers to the following questions: Why is training needed? What type of training is needed? When is the training needed? Where is the training needed? Who needs the training? and Who will conduct the training? How will the training be performed? By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employees performance in accordance with the companys st andards. The needs analysis is the starting point for all training. The primary objective of all training is to improve individual and organizational performance. Establishing a needs analysis is, and should always be the first step of the training process. STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS. This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training. STEP 3: DELIVER THE TRAINING PROGRAM. This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods. Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have: A desire to teach the subject being taught. A working knowledge of the subject being taught. An ability to motivate participants to want to learn. A good sense of humor. A dynamic appearance and good posture. A strong passion for their topic. A strong compassion towards their participants. Appropriate audio/visual equipment to enhance the training session. For a training program to be successful, the trainer should be conscious of several essential elements, including a controlled environment, good planning, the use of various training methods, good  communication skills, and trainee participation. STEP 4: EVALUATE THE TRAINING PROGRAM. This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits. The reason for an evaluation system is simple. The evaluation of training programs are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer. There are several obvious benefits for evaluating a training program. First, evaluations will provide feedback on the trainers performance, allowing them to improve themselves for future programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization. The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training. Consider this information the next time you need to evaluate your training program. You will be amazed with the results. The need for training your employees has never been greater. As business and industry continues to grow, more jobs will become created and available. Customer demands, employee morale, employee productivity, and employee turnover as well as the current economic realties of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization. To be successful, all training must receive support from the top management as well as from the middle and supervisory levels of management. It is a team effort and must implemented by all members of the organization to be fully successful. DEVELOPMENT Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments. Thus, management development is a combination of various training programme, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present equirement as well as the future requirement. Development an activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development. Management development is based on following on assumptions. 1. Management development is a continuous process. It is not one shot programme but continues though out the career of a manager. 2. Management development is any kind of learning, is based on the assumption that there, always existing a gap between an individual’s performance and his potential for the performance. . Management development seldom takes place in completely peaceful and relaxed atmosphere. 4. Management development requires clear setting of goals. 5. Management development required conducive environment. Training process ideas and outline process Here is a relatively simple overview of typical reference models, processes and tools found in the effective planning and delivery of organizational training. 1. A ssess and agree training needs| 2. Create training or development specification| 3. Consider learning styles and personality| 4. Plan training and evaluation| 5. Design materials, methods and deliver training| Conduct some sort of training needs analysis. Another method example of assessing and prioritising training is  DIF Analysis. This commonly happens in the  appraisal  process. Involve the people in identifying and agreeingrelevant aligned training. Consider  organizational values  and aspects ofintegrity and ethics, andspirituality, love and compassion at work  as well as skills. Look also at your recruitment processes there is no point training people if they are not the right people to begin with. Why people leave  also helps identify development needs. Having identified what you want to train and develop in people, you must break down the training or learning requirement into manageable elements. Attach standards or measures or parameters to each element. The  360 degree process and template  and the simpletraining planner  (also in  pdf format) are useful tools. Revisit the  skill-sets and training needs ana lysis tools- they can help organize and training elements assessment on a large scale. | Peoples  learning stylesgreatly affect what type of training they will find easiest and most effective. Look also at  personality types. Remember you are dealing with people, not objects. People have feelings as well as skills and knowledge. The  Erikson model  is wonderful for understanding more about this. So is the  Johari Windowmodel. Consider the team and the group. Adairs theory  helps. So does the  Tuckman model. | Consider  evaluation training effectiveness, which includes before-and-after measurements. The  Kirkpatrick modelespecially helps you to structure training design. Consider  Blooms theorytoo, so that you can understand what sort of development you are actually addressing. Consider  team activities and exercises. See the  self-study program design tips  below the internet offers more opportunities than ever. | Consider modern innovative methods see theBusinessballs Communityfor lots of providers and ideas. Presentation  is an important aspect to delivery. See also  running meetingsand  workshops. Good writing techniqueshelp with the design of materials. So do the  principles of advertising   its all about meaningful communication. There is a useful  training providers selection templateon the sales training page, which can be adapted for all sorts of providers and services. | There are many different training and development methods. On-the-job training, informal training, classroom training, internal training courses, external training courses, on-the-job coaching,  life-coaching, mentoring, training assignments and tasks, skills training, product training, technical training, behavioural development training,  role-playing and role-play games and exercises, attitudinal training and development, accredited training and learning, distance learning all part of the training menu, available to use and apply according to individual training needs and organisational training needs. Training is also available far beyond and outside the classroom. More importantly, training or learning, to look at it from the trainees view is anything offering learning and developmental experience. Training and learning development includes aspects such as: ethics and morality; attitude and behaviour; leadership and determination, as well as skills and knowledge. Development isnt restricted to training its anything that helps a person to grow, in ability, skills, confidence, tolerance, commitment, initiative, inter-personal skills, understanding, self-control, motivation. If you consider the attributes of really effective people, be they leaders, managers, operators, technicians; any role at all,  the important qualities which make good performers special are likely to be attitudinal. Skills and knowledge, and the processes available to people, are no great advantage. What makes people effective and valuable to any organization is their attitude. Attitude includes qualities that require different training and learning methods. Attitude stems from a persons mind-set, belief system, emotional maturity, self-confidence, and experience. These are the greatest training and development challenges faced, and there are better ways of achieving this sort of change and development than putting people in a classroom, or indeed by delivering most sorts of conventional business or skills training, which people see as a chore. This is why training and learning must extend far beyond conventional classroom training courses. Be creative, innovative, and open-minded, and you will discover learning in virtually every new experience, whether for yourself, your team, or your organization. If you want to make a difference, think about what really helps people to change. All supervisors and managers should enable and provide training and development for their people training develops people, it improves performance, raises morale; training and developing people increases the health and effectiveness of the organization, and the productivity of the business. The leaders ethics and behaviour set the standard for their peoples, which determines how productively they use their skills and knowledge. Training is nothing without the motivation to apply it effectively. A strong capability to plan and manage skills training, the acquisition of knowledge, and the development of motivation and attitude, largely determines how well people perform in their jobs. Training and also  enabling learning and personal development   is essential for the organisation. It helps improve quality, customer satisfaction, productivity, morale, management succession, business development and profitability. As regards conventional work-related training planning, and training itself, these are step-by-step processes. Having said this, we do need to start with the essentials, for example induction training for new starters. Induction Training is especially important for new starters. Good induction training ensures new starters are retained, and then settled in quickly and happily to a productive role. Induction training is more than skills training. Its about the basics that seasoned employees all take for granted: what the shifts are; where the notice-board is; whats the routine for holidays, sickness; wheres the canteen; whats the dress code; where the toilets are. New employees also need to understand the organisations mission, goals and philosophy; personnel practices, health and safety rules, and of course the job theyre required to do, with clear methods, timescales and expectations. Managers must ensure induction training is properly planned an induction training plan must be issued to each new employee, so they and everyone else involved can see whats happening and that everything is included. You must prepare and provide a suitable induction plan for each new starter. These induction training principles are necessarily focused on the essential skills and knowledge for a new starter to settle in and to begin to do their job. However there is great advantage in beginning to address personal development needs, wishes, opportunities, particular strengths, abilities, talent, etc. , during or very soon after the induction process. The sooner the better. An organisation needs to assess its peoples skills training needs by a variety of methods and then structure the way that the training and development is to be delivered, and managers and supervisors play a key role in helping this process. Peoples personal strengths and capabilities   and aims and desires and special talents (current and dormant)   also need to be assessed, so as to understand, and help the person understand, that the opportunities for their development and achievement in the organisation are not limited by the job role, or the skill-set that the organisation inevitably defines for the person. As early as possible, let people know that their job role does not define their potential as a person within or outside the organisation, and, subject to organisational policy, look to develop each person in a meaningful relevant way that they will enjoy and seek, as an individual, beyond the job role, and beyond work requirements. If possible top-up this sort of development through the provision of mentoring and facilitative coaching (drawing out not putting in), which is very effective in producing excellent people. Mentoring and proper coaching should be used alongside formal structured training anyway, but this type of support can also greatly assist whole-person development, especially where the mentor or coach is seen as a role-model for the persons own particular aspirations. Its important that as a manager you understand yourself well before you coach, or train or mentor others: Are your own your own skills adequate? Do you need help or training in any important areas necessary to train, coach, mentor others? What is your own style? How do you you communicate? How do you approach tasks? What are your motives? These all affect the way you see and perform see the training, coaching or mentoring role, and the way that you see and relate to the person that your are coaching, or training, or mentoring. Your aim is to help the other person learn and develop not to create another version of yourself. When you understand yourself, you understand how you will be perceived, how best to communicate, and how best to help others grow and learn and develop. Training Need Identification for a company Introduction Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas: To pinpoint if training will make a difference in productivity and the bottom line. To decide what specific training each employee needs and what will improve his or her job performance. To differentiate between the need for training and organizational issues and bring about a match between individual aspirations and organizational goals. Identification of training needs (ITN), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as peoples learning is important to them, and the reputation of the organization is also at stake. Identification of training needs is important from both the organisational point of view as well as from an individuals point of view. From an organisations point of view it is important because an organisation has objectives that it wants to achieve for the benefit of all stakeholdersormembers,includingowners,employees,customers,suppliers,and neighbours. These objectives can be achieved only through harnessing the abilities of its people, releasing potential and maximising opportunities for development. Therefore people must know what they need to learn in order to achieve organisational goals. Similarly if seen from an individuals point of view, people have aspirations, they want to develop and in order to learn and use new abilities, people need appropriate opportunities, resources, and conditions. Therefore, to meet peoples aspirations, the organization must provide effective and attractive learning resources and conditions. And it is also important to see that there is a suitable match between achieving organizational goals and providing attractive learning pportunities. Training Process Needs Assessment a) Organization Support b) Organizational Analysis c) Tasks and KSA Analysis d) Person Analysis Instructional Objectives Development of Criteria Training Validity Selection and Design of Instructional Programs Transfer Validity Training Interorganizational Validity Use of Evaluation Models Interorganizational Validity Training Process Development Process Competitive Environment Stage-1 Organizational Strategy Stage-2 Organizational Objective Competency Mapping Identifying Competency gapes Career Planning Training Needs Assessment Annual Training Plan Stage-3 Conduct of Training Internal Training Programmes External Training Programmes Customised Training Programmes Review of Training Activities PROCESS OF DEVELOPMENT Training Methods There are two broad types of training available to small businesses: on-the-job and off-the-job techniques. Individual circumstances and the who, what and why of your training program determine which method to use. On-the-job training  is delivered to employees while they perform their regular jobs. In this way, they do not lose time while they are learning. After a plan is developed for what should be taught, employees should be informed of the details. A timetable should be established with periodic evaluations to inform employees about their progress. On-the-job techniques include orientations, job instruction training, apprenticeships, internships and assistantships, job rotation and coaching. Off-the-job techniques  include lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction and laboratory training. Most of these techniques can be used by small businesses although, some may be too costly. Orientations  are for new employees. The first several days on the job are crucial in the success of new employees. This point is illustrated by the fact that 60 percent of all employees who quit do so in the first ten days. Orientation training should emphasize the following topics: * The companys history and mission. * The key members in the organization. * The key members in the department, and how the department helps fulfill the mission of the company. * Personnel rules and regulations. Some companies use verbal presentations while others have written presentations. Many small businesses convey these topics in one-on-one orientations. No matter what method is used, it is important that the newcomer understand his or her new place of employment. Lectures  present training material verbally and are used when the goal is to present a great deal of material to many people. It is more cost effective to lecture to a group than to train people individually. Lecturing is one-way communication and as such may not be the most effective way to train. Also, it is hard to ensure that the entire audience understands a topic on the same level; by targeting the average attendee you may undertrain some and lose others. Despite these drawbacks, lecturing is the most cost-effective way of reaching large audiences. Role playing and simulation  are training techniques that attempt to bring realistic decision making situations to the trainee. Likely problems and alternative solutions are presented for discussion. The adage there is no better trainer than experience is exemplified with this type of training. Experienced employees can describe real world experiences, and can help in and learn from developing the solutions to these simulations. This method is cost effective and is used in marketing and management training. Audiovisual methods  such as television, videotapes and films are the most effective means of providing real world conditions and situations in a short time. One advantage is that the presentation is the same no matter how many times its played. This is not true with lectures, which can change as the speaker is changed or can be influenced by outside constraints. The major flaw with the audiovisual method is that it does not allow for questions and interactions with the speaker, nor does it allow for changes in the presentation for different audiences. Job rotation  involves moving an employee through a series of jobs so he or she can get a good feel for the tasks that are associated with different jobs. It is usually used in training for supervisory positions. The employee learns a little about everything. This is a good strategy for small businesses because of the many jobs an employee may be asked to do. Apprenticeships  develop employees who can do many different tasks. They usually involve several related groups of skills that allow the apprentice to practice a particular trade, and they take place over a long period of time in which the apprentice works for, and with, the senior skilled worker. Apprenticeships are especially appropriate for jobs requiring production skills. Internships and assistantships  are usually a combination of classroom and on-the-job training. They are often used to train prospective managers or marketing personnel. Programmed learning, computer-aided instruction and interactive video all have one thing in common: they allow the trainee to learn at his or her own pace. Also, they allow material already learned to be bypassed in favor of material with which a trainee is having difficulty. After the introductory period, the instructor need not be present, and the trainee can learn as his or her time allows. These methods sound good, but may be beyond the resources of some small businesses. Laboratory training  is conducted for groups by skilled trainers. It usually is conducted at a neutral site and is used by upper- and middle management trainees to develop a spirit of teamwork and an increased ability to deal with management and peers. It can be costly and usually is offered by larger small businesses. Trainers Who actually conducts the training depends on the type of training needed and who will be receiving it. On-the-job training is conducted mostly by supervisors; off-the-job training, by either in-house personnel or outside instructors. In-house training is the daily responsibility of supervisors and employees. Supervisors are ultimately responsible for the productivity and, therefore, the training of their subordinates. These supervisors should be taught the techniques of good training. They must be aware of the knowledge and skills necessary to make a productive employee. Trainers should be taught to establish goals and objectives for their training and to determine how these objectives can be used to influence the productivity of their departments. They also must be aware of how adults learn and how best to communicate with adults. Small businesses need to develop their supervisors training capabilities by sending them to courses on training methods. The investment will pay off in increased productivity. There are several ways to select training personnel for off-the-job training programs. Many small businesses use in-house personnel to develop formal training programs to be delivered to employees off line from their normal work activities, during company meetings or individually at prearranged training sessions. There are many outside training sources, including consultants, technical and vocational schools, continuing education programs, chambers of commerce and economic development groups. Selecting an outside source for training has advantages and disadvantages. The biggest advantage is that these organizations are well versed in training techniques, which is often not the case with in-house personnel. The disadvantage of using outside training specialists is their limited knowledge of the companys product or service and customer needs. These trainers have a more general knowledge of customer satisfaction and needs. In many cases, the outside trainer can develop this knowledge quickly by immersing himself or herself in the company prior to training the employees. Another disadvantage of using outside trainers is the relatively high cost compared to in-house training, although the higher cost may be offset by the increased effectiveness of the training. Whoever is selected to conduct the training, either outside or in-house trainers, it is important that the companys goals and values be carefully explained. Training Administration Having planned the training program properly, you must now administer the training to the selected employees. It is important to follow through to make sure the goals are being met. Questions to consider before training begins include: * Location. * Facilities. * Accessibility. * Comfort. * Equipment. * Timing. Careful attention to these operational details will contribute to the success of the training program. An effective training program administrator should follow these steps: * Define the organizational objectives. * Determine the needs of the training program. * Define training goals. * Develop training methods. * Decide whom to train. * Decide who should do the training. * Administer the training. * Evaluate the training program. Following these steps will help an administrator develop an effective training program to ensure that the firm keeps qualified employees who are productive, happy workers. This will contribute positively to the bottom line. Evaluation of Training Training should be evaluated several times during the process. Determine these milestones when you develop the training. Employees should be evaluated by comparing their newly acquired skills with the skills defined by the goals of the training program. Any discrepancies should be noted and adjustments made to the training program to enable it to meet specified goals. Many training programs fall short of their expectations simply because the administrator failed to evaluate its progress until it was too late. Timely evaluation will prevent the training from straying from its goals. Learning amp; Development In Impetus InfoTech (India) Pvt. Ltd. About the company Impetus Technologies  is a Software  Product engineering  and Software Ramp;D Services provider based in India that creates software products for software and technology companies. Many of these products have been award winning products. [1]  Since 16 years, the company has been providing outsourced software product development solutions to its clients across the globe. - History The company was founded in 1991 by Praveen Kankariya in Indore, India. Software  was a relatively new industry at that time in India and Impetus was among the first companies in the country that was building software products and offering product design and development services. [2] The first product developed by Impetus was for the Newspaper Industry. The product automated the news acquisition process from various  wire services, consequently saving valuable resources like time and manpower for the clients. This product was deployed at more than 200 publication houses across India. Impetus developed many software products and in 1996, Praveen Kankariya moved to USA to establish Impetus’ operations there. He realized that to be successful, the company’s products needed to be seen and experienced by international markets. The first International account for Software  Product engineering  Services bagged by Impetus was  3M  in the year 1995. Interestingly, 3M is still a client of Impetus. - [edit]Business The core focus of the company is on software product development and technology Ramp;D services. Impetus provides offerings in- * Technology Consulting * Software  R amp; D * Product Architecture amp; Design * Product testing Impetus has been involved in hundreds of product launches for its global client base since its inception. [3]  amp; has been growing at a phenomenal growth rate and recorded 75% growth in 2006[4] The company works in diverse domains of mobile amp;  wireless,  digital media, performance marketing,  internet advertising,  network security, telecom, finance, healthcare,  supply chain management, CRM, collaboration management etc. The company is also focused on emerging technologies in mobility, Big Data, SaaS, cloud computing, social media, product testing, and performance engineering. Frameworks and Maturity Models- Impetus has created several tools, frameworks, and reusable components that provide a significant head start to development efforts. Some of these include iLeap- a generic keyword driven test automation framework and m-360- a set of frameworks that helps create scalable and cost effective mobile solutions with reduced development time and effort.

Voices of the French Revolution in Smithâ„¢s The Emigrants Essay Example

Voices of the French Revolution in Smithâ„ ¢s The Emigrants Essay Voices of the French Revolution in Smiths The Emigrants In Module 3, the class was presented with reading regarding the French Revolution and how it affected writing during that era. In the discussion board, I analyzed Charlotte Smiths The Emigrants. Our textbook, The Norton Anthology of English Literature, states that Smith was ostracized in a conservative piece written by Richard Polwhele for writing about the plight of refugees during the French Revolution (p. 1448). Generally, she was revered as one of the greatest poets of the Romantic Period, hich was a huge feat considering that there werent many well-known female poets at the time. By examining The Emigrants further, I hope to better understand the female voice during the French Revolution and the Romantic Period. The Emigrants is an 800 line poem lamenting of the French Revolution and those displaced by the bloodshed. Smiths attempt to express the hopelessness of the people ranging from religious representatives to lower-class citizens was brilliantly executed with lines like, To those, who shrink from horrors such as War / Spreads oer the affrighted orld? With swimming eye, / Back on the past they throw their mournful looks, / And see the Temple, which they fondly hopd / Reason would raise to Liberty, destroyd / By ruffian hands (Book 2, line 45-50). The speaker remarks about looking back on the beginning of the war and hoping for positive change. Instead of progress and better conditions, the people were displaced as their communities were torn down by the ruffians. Hope throughout the classes quickly soured from hope to fear and despair s they had no contr ol over their destinies as the French Revolution continued and war ravaged the country. We will write a custom essay sample on Voices of the French Revolution in Smithâ„ ¢s The Emigrants specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Voices of the French Revolution in Smithâ„ ¢s The Emigrants specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Voices of the French Revolution in Smithâ„ ¢s The Emigrants specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Smith was an integral figure in the writing scene during the French Revolution because she was willing to speak out against the war and compose pieces such as Emigrants to give a voice to those who would otherwise remain unheard during that era. Also, as stated before, it was not common for women to publish their work back in that time, so that made her musings that much more unique and significant. The Norton Anthology lauded Smith for The Emigrants by saying, It both evokes the suffering endured by political refugees from France and links their plight to that of the poet herself (p. 1448). I think it is true in their inquiry to say that her poem arouses the feelings of suffering in the reader. Smith used varied and expressive vocabulary to elicit vivid imagery of the scenes the displaced were confronted with. I believe that it was important for her to make a connection between herself and the refugees to make the poem more personal, herefore making the story that unfolded more poig nant for the audience. Personal connections always make writing more relatable for people, which makes them more likely to read it. In closing, The Emigrants connects with the French Revolution and the Romantic Period because it was a time when women began finding their voices in the world of literature, which in turn gave many other people voices. Many writers during the time wrote about the disparaged, but Charlotte Smith and other women were important because they had more odds stacked up against them than the men. ad things of substance to say and that some of them were women at that! It was a new concept and it went to show that the times were changing and it was the perfect time for people from average walks of life to express themselves in writing. Works Cited Greenblatt, Stephen. Charlotte Smith. The Norton Anthology of English Literature. 9th ed. New York: W. W. Norton , 2013. 1448. Print. Williams, Seth. British Women Romantic Poets ProjectCharlotte Turner Smith. British Women Romantic Poets project. N. p. , 1999. web. 23 sept. 2013.

Orville Lynn Majors v. State of Indiana †Criminal Law (400 Level Course)

Orville Lynn Majors v. State of Indiana – Criminal Law (400 Level Course) Free Online Research Papers Orville Lynn Majors vs. State of Indiana Criminal Law (400 Level Course) 773 N.E.2d. 231 (2002) Facts: Majors worked as a licensed practical nurse at Vermillion County Hospital. In March of 1995, an investigation began into a series of suspicious patient deaths at the hospital. The investigation revealed that Majors was present at the sudden and unexpected deaths of seven of the patients, and that no one else was present at all seven. Investigators concluded that Majors killed these people by injecting them with potassium chloride. The state charged Majors with seven counts of murder. The sequestered jury heard testimony for about six weeks and deliberated for more than three days. Near the end of the trial the judge became aware that a juror was making inappropriate facial expressions and instructed the bailiff to privately caution the juror to be more circumspect. Neither the juror nor parties knew that the judge sent the message. It found majors guilty on six counts and deadlocked on the seventh, resulting in a mistrial on that count. Majors’ was sentenced to a term of 360 years. Majors requests a new trial because one juror ordered and drank two beers that a bailiff delivered to the juror’s hotel room on the evening after the third day of deliberations. The juror saw the bailiff running up and down the halls filling orders that he assumed others were drinking as well. Next Majors claims that the State took the jurors on two outings and claims that influenced the jury to favor the state After the trial Majors claims that the right to explore further his allegations of juror misconduct by deposing jurors who spoke to the State after the trial but chose not to speak with the defense counsel. During the investigation police interviewed Andrew Harris. During Harris’ cross-examination, defense counsel elicited the fact that Harris had secured an immunity agreement. With the Court’s permission, the state then rehabilitated Harris on re-direct with testimony that the immunity agreement was a prerequisite to Harris’ agreement to submit to a polygraph exam that ultimately indicated that Harris had nothing to do with the murders. Issue: 1. Whether or not the court erred in ex parte communications with a juror that would violate the defendant’s due process rights. 2. Whether the court erred in establishing juror’s misconduct, which would then result with a new trial. a. The juror who consumed two beers at the hotel b. The gathering that the Judge and Bailiffs held. c. The comments about the attorneys. 3. Whether or not the court erred in not allowing the taking of juror depositions. 4. Whether or not the court abused the discretion to admit evidence regarding the polygraph examination of defendant’s roommate. 5. Cumulative error Holding: The court held that: (1) trial court’s ex parte communications with juror did not violate defendant’s due process rights; (2) evidence did not establish juror misconduct which would warrant a new trial; (3) post- verdict juror depositions were not warranted; and (4) trial court had discretion to admit evidence regarding polygraph examination of defendant’s roommate. (5) Because the Court found no errors, cumulative effect analysis is inapplicable. Judgment of the trial court was affirmed. Rationale: (1). The mere occurrence of an ex parte conversation between a trial judge and a juror does not constitute a deprivation of any constitutional right. The defense has no constitutional right to be present at every interaction between judge and a juror. (2a). A full night had passed after the juror drank the beers, none of the jurors showed any effects related to alcohol consumption. (2b). The court stated that friendships may have developed between the security officers and the jurors here; nothing in the record indicates that Majors suffered prejudice as a result of the two outings or the modest birthday gift. (2c) The Court basically stated that it did not matter what the juror stated. The Court found that the trial court did not abuse its discretion by rejecting Majors’ claims of juror misconduct. (3). The State obtained affidavits from all eleven jurors and three alternates. None offered any evidence of alcohol consumptions during deliberations, improper prejudicial information, or any outside influence, which are only subjects to which jurors may testify under 060(b) and many denied any such activity. (4). The probable impact of the polygraph evidence was minimal as another witness provided testimony that Majors admitted that he killed patients at the hospital using potassium chloride. The most damning evidence against Majors came from the medical staff and experts, who established that six of the victims died an unnatural death. (5) Because the court found no errors, cumulative effect analysis is inapplicable. Research Papers on Orville Lynn Majors v. State of Indiana - Criminal Law (400 Level Course)Unreasonable Searches and SeizuresThe Fifth HorsemanCapital PunishmentComparison: Letter from Birmingham and CritoArguments for Physician-Assisted Suicide (PAS)PETSTEL analysis of IndiaPersonal Experience with Teen PregnancyAppeasement Policy Towards the Outbreak of World War 2Research Process Part OneQuebec and Canada

International Trade Master Essay Example | Topics and Well Written Essays - 2250 words

International Trade Master - Essay Example Ethiopia is one of the Worlds poorest, with Gross National Income per Capita of US $220.00 (World Bank 2008). Ethiopia home to ancient civilizations (Internet. Houston Museum of Natural Science) produces only 2.6 % of the world's coffee (Internet. FAO). Ethiopia's distinct and mild Arabica coffee however is some of the most aromatic and sought after coffee beans worldwide. "The Horn of Africa country prides itself as the origin of coffee. Its beans are grown in the misty forested highlands of southwestern Ethiopia in a region known as Kaffa which legend says gave its name to the plant. Ethiopia earned $525 million from exporting 170,888 tonnes in the 2007/08 season, and hopes to earn $800 million from 224,831 of exports this year, according to the Trade Ministry". (Internet. Reuters) Coffee exports and the impact of world trade regulations on its coffee exports are important to Ethiopia and its farmers; as coffee comprises between 35-40% percent of Ethiopia's export earnings of 1. 2 billion USD. However Ethiopia earned a mere $ 525 million in 2008, or 1.05% of a trading market recently valued in 2006 at $50 billion. (Internet. Source: Retail World 2003 and BIS Shrapnel, Coffee in Australia 2006-2008). Any improvements to word trade regulations or trading arrangements with regard to coffee will be important to Ethiopia and its coffee farmers. This piece of ... 2 billion USD. However Ethiopia earned a mere $ 525 million in 2008, or 1.05% of a trading market recently valued in 2006 at $50 billion. (Internet. Source: Retail World 2003 and BIS Shrapnel, Coffee in Australia 2006-2008). Any improvements to word trade regulations or trading arrangements with regard to coffee will be important to Ethiopia and its coffee farmers. 2. Introduction and Overview: This piece of work examines the impact of international trading regulations as they now exist, on the activities of Ethiopian coffee farmers. It addresses and analyzes the impact, both direct and indirect, of international trade regulations on the activities of Ethiopian coffee farmers. It shows the socio-economic adversities which can impact farmers who produce coffee in a developing country, when international trade regulations outside of the farmers' control, impact world coffee prices and therefore the earnings of Ethiopian coffee farmers. The plight these farmers is further exacerbated when the farmers as a group have relatively little bargaining power over the processors and distributors of coffee in its final consumed state in global markets. These issues affect farmers notwithstanding the existence and impact of international trade regulations, purportedly intended to benefit developing countries through the expansion of world trade; but which have the opposite effect when th e agreements do not truly take into account the interests of developing countries. A number of credible sources with relevant data will be cited to support our arguments. The question is important insofar as it analyzes the effects of international trade regulations and agreements on the economy of a poor developing country. In the alternative, we seek to set out some alternative legal