True Educations Begins at Home Essay Example for Free

True Educations Begins at Home EssayPeople learn everything they know from some sort of influence. Religious groups be influenced by preachers to believe what they want. Students atomic number 18 influenced by teachers on what to learn. North Koreans be influenced by Kim Jong Il to do exactly as he wants. In To run through a Mockingbird, Harper Lees only book, Scout, a main female character has to be taught the hard way. She sees a man prosecuted and killed because of his skin polish for something he clearly could non have done. She learns that prejudice is abused every day, even past times of slavery.Scouts main motivation for not being prejudice is her father, Atticus, who defends the black man, Tom Robinson, in a clearly biased trial. Although influenced to think that she should hate black people, her true education comes from home. When one initiatory learns to speak, who are their words learned from? They, typically, learn from their parents. If someone acts poorly, they are usually punished at home. Outer influences can affect someones finis to do something wrong, and, if brought up well, this person will not make these poor decisions. Scout is enticed to hate black people, but Atticus teaches her why humans are all equal.Jem, Scouts older brother, learns as he matures that one should accept people for who they are. After Tom gets accused of being guilty, Jem even cries. In essence, Jem and Scout are both taught from home how to act throughout life. When Scout begins talking to Miss Maudie and Dill, she hears wild stories of the man who is locked inside his house for fifteen years, and formerly he is in his thirties, he attacks his father with a pair of scissors. This man is Arthur Boo Radley. Atticus catches his children and Dill trying to lure him out of the house and teaches them that not everything they hear is true (although, this rumor is true. The children quit provoking Boo for a while, but near the end of the book, they meet him on person after he saves their lives from a drunken man. They learn that Atticus was right in saying that not everything that one hears is true. I have learned nearly all I know from my mother and father. They have taught me basic skills, as well as proper etiquette. I have had many mentors in my life, and I believe that my parents are the best ones I have and will have. They have taught me all I need to know in my life from home.

Language and Gender in Adolescence Essay Example for Free

Language and Gender in Adolescence EssayIn the reading, I agree with Penelope Eckert that adolescents atomic number 18 leaders of linguistic change. According to the World Wide Web, linguistic change is a phenomenon whereby phonetic, morphological, semantic, syntactic, and other features of language vary over time. Adolescents also known as teenagers or youth play a significant role in deteriorating or accelerating the kind of linguistic system in a particular enjoin or community.If to be analyzed, this can be equated to the strong, active and consistent participation of the youth in voicing out their opinions, getting into social issues and trends, and in creating an purlieu that is suitable and al more or less ideal to their generation. In my opinion, there be three reasons which support the claim that adolescents are leaders of linguistic change in nowadayss age. These are peer pressure, media and the Internet. Peer Pressure A primary concern for teens during adolescence is the issue of fitting in and belongingness.Since adolescence is an adjustment period where children suddenly boundary to a stage where he or she would start in creating an image of themselves or a self-concept, there is a tendency for them to be lost and confounded to who and what they really should be due to the numerous options in front of them. Often said than not, adolescents are more easily swayed rather than adults. It is easier to teach a child that is less matured and still in the process of knowing his or herself than an adult who already has a formed principle and beliefs.For example, if there is a clean trend, lets say in fashion or music, an adolescent would normally be swayed to what is in and hit to most of the race around him or her so that he or she may be accepted in the circle he or she wanted to belong to. This also goes with his or her pickax of words and language. Adolescents tend to speak the way people around them speak. They tend to become the soulf ulnesss their environs and peers dictate them to be in order to be socially accepted and relevant.When it comes to choice of words and language, youth can be easily puzzle outd with what vernacular or words to use since in the stage of puberty serves as their training ground and preparation phase of how and who theyll be in the future. Moreover, due to peer pressure, adolescents are assigned to aggroups or pacts which can influence another group of adolescents that make the widening of a certain trend expand faster. For example, in the Philippines there is this particular way or style of speaking called the conyo.In this air, the person tends to combine his or her vernacular with American English when speaking in public or to certain persons. Most youth embraced this kind of manner since it is what is in and famous among adolescents of their generation. Now, if a group speaks that way then heard by another person or group of persons and then that certain persons adopt the manner of speaking, there is a domino effect of the conyo style that changes the linguistic system existing in that certain place or community.Media and the Internet Media and Internet are two powerful tools in linguistic change. This can be viewed in two ways first, media and internet as tools in changing and influencing the minds and behavior of the people, and second, these tools as used by the people to change and influence their environment. Since most media and internet users are composed of the preadolescent population, those of which belong to the teens age and young adulthood, it can be concluded that the adolescents compromise this population.Now, how do the media and the Internet serve as tools in influencing their users? The media is changing and along the likes of TV programs that are hit to their viewers, people especially teenagers are going along with the change. Since media is a daily part of ones life, it can easily influence its viewers on how they should be. For examp le, most teens mimic their favorite artists with their fashion, choice of stuffs and even with their manner of talking and handling things.Aside from the media, the Internet constitutes a great deal in linguistic change. The trends existence delivered by Internet services like instant messaging, blogging and social networking influences the culture of its users when it comes to their linguistic style and system. Instant messaging taught us the short-style of sending messages (i. e. Who R U? , BRB, LOL, and the like). Through media and Internet, adolescents are also exposed to different styles of language.They are exposed to the kind of words they see in web pages, newspapers, magazines and different publications, and hear in TV and radios or in podcasts that sooner or later theyll adopt. On the other hand, these tools are also used by the people to change and influence their environment and co-individuals. Through these, the youth became more empowered when connecting with their co -youth and when sharing their ideals that affect a great deal of people. They became more heard, powerful and capable of changing the linguistic system they live with.They were able to take control of the system through media, internet, and their characteristics as youth and population. To summarize, I believe that adolescents are the leaders of linguistic change. Primarily, the interconnectedness of peer pressure, media and the internet attributed to the power of the youth to be the catalyst of change in their linguistic system due to their own ways and styles of dealing with their environment and in their process of finding and knowing them

The Influence Of Bob Marley History Essay

The Influence Of dog Marley History EssayOne of the most influential people in music is loading dock Marley. He was a heroic figure and in some ways he still is. His music has inspired umteen a(prenominal) people and brought happiness to many people around the world. Marleys viewpoints on racism, freedom, and wonder made him and his music unforgettable.Robert Nesta Marley, better cognize as Bob, was born in Rhoden Hall to the north of Jamaica on February 6, 1945. His father, superior Norval Marley, was a fifty-year-old white quartermaster attached to the British West Indian regiment and his mother, Cedella Booker, was an eighteen-year-old black woman. She became pregnant so they married to legitimize the child. Bobs mixed race wasnt queer just the mix of classes was. His father helped financially, but he left and he rarely saw his son. Cedella and Bob moved to Trench townsfolk, which was one of Kingstons poorest cities. Trench Town was also known for its music and it was an inspiration for Bobs music.Bob did not find much success at first being a solo artist, but he found more success when joining his friends to form a band. In 1963, Bob Marley, Neville Bunny ORiley Livingston, and Peter McIntosh formed the Wailing Wailers. They named themselves the Wailing Wailers because of their disturbing background and upcoming. It was also around this clock that Bob started exploring his spiritual side.Both religious and political, the Rastafarian movement started in Jamaica in 1930s and drew its beliefs from many sources, including Jamai lot-born black nationalist Marcus Garvey, the Old Testament, and their African heritage and culture. Bob eventually joined the movement in regard to using marijuana as information weed that had grown on the grave of Solomon. Bobs belief in One World, One Love was inspired by his belief in Rastafari. It not except influenced his music and spirit, but it also influenced his appearance. Rasta men embraced the look of long drea dlocks and beards. Bob came to embrace the appearance, the weed, the movement, and all of the powerful aspects of Rasta. Bob especially embraced the signature music of Rasta known as reggae, and then made a career of conquering it.The Wailing Wailers released their first single, Simmer Down, during the last weeks of 1963. By the following January it was number one in the Jamaican charts, a position it held for the next two months. Simmer Down caused a sensation in Jamaica and The Wailing Wailers began recording regularly. Over the next a few(prenominal) years the Wailing Wailers put together some thirty sides that properly established the group. Despite their popularity, the ecomnomics of keeping the group together was too difficult.Bobs mother, Cedella, had remarried and moved to Delaware in the United States where she had saved up enough bullion to send Bob an airline ticket. She wanted Bob to start a new life. Before sorrowful to America Bob met a young girl called Rita Anders on and, on February 1966, they were married. Bob stayed and worked in America just long enough to finance his real ambitiousness music. After exactly eight months in America, Bob returned to Jamaica.Marley joined back up with Neville Bunny ORiley Livingston and Peter McIntosh to re-form the group, now known as The Wailers. In the spend of 1971 Bob accepted an invitation from Johnny Nash to accompany him to Sweden. By spring 1972 the entire Wailers were in London to promote their single Reggae on Broadway. Instead they ended up stranded in Britain. Bob sought out, Chris Blackwell, the founder of the Basing Street Studios of Island Records. Blackwell knew of Marleys Jamaican reputation. The group was offered a deal unique in Jamaican terms. The Wailers were advanced money to make an phonograph album and, for the first time, a reggae band had access to the best recording facilities. Before this deal, it was considered that reggae sold plainly on singles and cheap compilation albu ms. The Wailers first album Catch A Fire broke all the rules it was beautifully packaged and heavily promoted. It was the start of a long climb to supranational fame and recognition.Bob Marley and The Wailers were taking reggae into the mainstream. Marley had a growing political importance in Jamaica, where his firm Rastafarian stance had found a strong quality with the ghetto youth. By a way of thanking the Jamaican people, Marley decided to hold a free concert at Kingstons National Heroes Park on December 5, 1976. The idea was to accent the need for peace in the slums of the city, where warring factions had brought turmoil and murder. Not everyone was happy about this. On the night before the concert gunmen broke into Marleys home and cracking him, his wife, and the band manager. Luckily, they all survived and out of defiance of the gunmen he played a brief concert anyway.In 1978 the band capitalized on their chart success with their album Kaya. The album was number four in the UK the week after its release. That album say Marley in a different mood a collection of love songs and tributes to the power of ganja. There were three more events in 1978 that were all of extraordinary significance to Bob Marley. He returned to Jamaica to play the One Love Concert in front of the Prime Minister and the Leader of the Opposition. He was then invited to the United Nations in New York to accept the organizations Medal of Peace. Bob also visited Africa for the first time near the end of 1978, going to Kenya and Ethiopia, spiritual home of Ratafari.The greatest honor the band ever received was in April, 1980, when the band was invited to Zimbabwe to play the countrys Independence Ceremony. A month later the Wailers released a new album Uprising. The band then embarked on a major European tour, breaking festival records throughout the continent. The enrolment included a 100,000-capacity crowd in Milan, the largest show in the bands history. At the end of the tour Bob a nd the Wailers played two shows at madison square(p) garden, but immediately afterwards Bob became very sick.Bob had hurt his toe while playing football three years earlier and the violate became cancerous and was belatedly treated in Miami. By 1980 the cancer had begun to spread through his body. He fought the disease for eight months. At the beginning of May Bob Marley left Europe for his Jamaican home, but it was a journey he would not complete. Bob Marley died in a Miami Hospital on May 11, 1981, only one month after being awarded Jamacias Order of Merit, the nations third highest honor.His work stretched across two decades and yet still remains timeless and universal. Today you can still see his influence in many ways. There are a lot of bands that still play covers or tributes to Bob Marley. He only lived to be 36-years-old, but his legend continues.

Roots of Hindu-Muslim Tension in India

Roots of Hindi- Moslem Tension in IndiaIndia has had a long history of spiritual violence, stemming as early as the oculus Ages when Muslim expansion spread into the Indian peninsula to the British Invasion of the middle 19th century. Various events by means ofout history declare contributed to the tenseness between the Hindoos and the Muslims some Indians converted to Islam to lessen tension, but the fragile coexistence between Indian Hindus and Indian Muslims continually gave way to violence between the deuce groups. As basic con text edition, Hinduism is considered unrivaled of the worlds oldest religious beliefs. It predates Christianity and Islam by centuries. Hinduism is a difficult religion to understand because it doesnt have a strictly structured practice of beliefs. In much ways than maven, Hinduism is inclusive of other religions, such as Christianity, Jainistism, Buddhism, etc. It is often considered more of a way of life or a philosophical set of beliefs ra ther than a religion as other faiths would be considered to be. Hinduism views life as a cycle of birth, death, and rebirth, with Karma acting as a guiding force. Islam is a mo nonheistic religion based on the teachings of the Prophet Muhammad, who lived between 570-632 BCE. Followers of Islam are called Muslims and Muslims worship the Supreme Being, Allah, and follow his revelations contained in their sacred text, the Quran.This history of Hindu-Muslim tension has mostly been studied in political sciences, as it is one of the most striking examples of Indian Politics, and the question of how and why riots occur has been a pressing electric receptacle for years. However, such history is also discussed in religious- studies professors, such as Valerie fire fighter, a religion philosophy and classics professor at Wright State University. Her book, Polemics, and patronize in the metropolis of Victory Vysatrtha, Hindu Sectarianism, and the Sixteenth-Century Vijayanagara Court, uses t he Vijayanagara Court as a way to understand the dynamic interaction between religious and royal institutions during the time distributor point of 1346-1565. While Stokers main question is how did the maintain activities of Indias Vijayanagara empire (c. 1346-1565) influence Hindu sectarian identities?, she addresses that the Vijayanagara Court was actually very selective in its patronage of religious institutions.The Vijayanagara Court was the precolonial sulfurern Indian primary political power, with Vijayanagara, meaning city of victory for its status as the center for emerging global economy. It attracted merchants and business from Europe, Africa, and the Middle eastern hemisphere. Because of the wealth Vijayanagara Court had acquired by the early 1500s, it had become one of the greatest and most diverse urban populations of the world. Due to the increased interest from the Middle East and invasion of northern India, it was primarily known as a Hindu wall against Muslim inv asion. Geographically, Vijayanagara Court was located in the center of the country, encompassing large number primarily of the Hindu and Christian faiths, as shown in Map 1. In Map 1, the region that is indicated by Vijayanagara is the only region that is still primarily Hindu and Christian, and its important to note that all of the other regions above have been marked with Muslim invasions, such asFaruqiImad ShahiNizam ShahiBarid ShahiQutb ShahiShitab KhanThe origins of the Vijayanagara Court have been noted to be the result of the Sangama Dynasty of 1336-1337, in which the rulers, Harihara I and Bukka Raya I, were commanders-in-chief when stationed in the Hoysala Empire to ward forth the Muslims during the early invasion attempts of South India. The Hoysala Empire was the last of the Hindu states that survived the invasion at that time. However, these origins are not confirmed, but Stoker claims that after the death of Hoysala king, Veera Ballala III, during a battle against the Sultan of Madurai in 1343, the Hoysala Empire merged with the growing Vijayanagara empire. Until 1509, the Vijayanagara Court warded off five invasions from the Deccan Sultanates, five dynasties combined into one large empire. These five dynasties included the Muslim-ruled late medieval kingdoms of Bijapur, Golkonda, Ahmadnagar, Bidar, and Berar of south- central India. This Sultanate seems to be what caused bitter relations between the Hindu and the Muslims because at this point in time, beginning 1500 AD, India went through an extensive period of religious violence at the hands of the Sultans Army. Of the two sects of Islam, the perpetrators were Sunni Muslim and the primary victims were Hindus. among the years of 1000 and 1500, the population of the Indian subcontinent had decreased by eighty million. Even the Hindus that has converted to Islam were not spared in the violence.Stoker primarily focuses on South India, and religion is mainly discussed in the chapter called Hindu, Ecumenical, Sectarian Religion and the Vijayanagara Court, in which the above information stems from. However, it is important to note that the Vijayanagara Court in itself, as a solid Hindu Empire, had strict rules on which sect of Hinduism would primarily be followed and which sect had the governing power during the reign. Within Hinduism itself, there are many sects. These sects, since Hinduism has no central doctrine, follow traditions and beliefs in accordance of the three main gods Shiva, Vishnu, and Brahma. Shiva, being The Destroyer, Vishnu, being The Protector, and Brahma, being The Creator. The Hindu denominations who follow Brahma as their guiding force, are the ones that considered to be the most pure and the utmost followers of Hinduism. Historically, the Brahmins followers of Brahma, were primarily the royalty or upper middle class. So, the Vijayanagara Court were also strong Brahmins, and Vijayanagara royals religious patronage played a critical role in shaping the v arious practical mechanisms that enabled the empire to function (Stoker, Chapter 6). Now, it is important to note that the Vijayanagara Court wasnt always governed by the Brahmins. Originally, when the empire was created, the launchers, Harihara I and Bukka Raya I, were strong devotees of Shiva. Despite their sectarian preferences, the Vijayanagara rulers, on the whole, adopted the deliberate policy of tolerance towards all sects to incorporate them all within the policy.The close ruler after Harihara and Bukka Raya, Devaraya II, took over the empire and was deemed the most successful of all of the rulers that had power over the Vijayanagara Court. Devoutly religious, Devaraya II endowed Sri Vaishnava temples at Srirangam and Tirumalai, and favored Jain institutions in the capital and elsewhere since the highest form of devotion was found in intricate temples. Most importantly, Devaraya II employed Muslims in his army and allowed them to practice their religion freely. Thus, Vijay anagara royals well-maintained Indian traditions of tolerance and inclusivism that nevertheless privileged specific religious formations. That is quite different from European states in the same period, which, for the most part, waited until the Enlightenment to recognize the political value of religious tolerance. Yet while in some ways, these enlightened Indian attitudes toward religious diversity.To contrast the heavy emphasis on precolonial South India that Valerie Stoker places in her monograph, Audrey Truschke, a postdoctoral fellow at Stanford University, discusses the Northern Indian aspect of the Hindu-Muslim tension in a chapter of her new book, Culture of Encounters Sanskrit at the Mughal Court. Truschke argues that most of the religious conflict India is fueled by ideological assumptions about that period medieval times rather than an accurate rendering of the subcontinents history. In pages 27-63, Truschke discusses the influence of Brahmins in the Mughal Empire, which was the primary governing Moslem empire of the North. The Mughal Empire was about a century later than the Vijayanagara Court, ruling during the sixteenth and seventeenth centuries, founded near the end of the Vijayanagara Court, in 1526.Babur was the founder of the Mughal Empire, and subsequently its first base ruler. He invaded India from Central Asia with only 12,000 men, and defeated many larger armies, eventually forming the Mughal Empire. Humayun, Baburs son, lost control of his empire soon after taking the throne. With the help of his Persian advisors, Humayun regained his empire and even expanded to the South and East. It is important to note here the Persian influence and the help of Persian and Central Asian advisors straightened what was to be a long lasting cultural impact from the subcontinents western neighbors. Later during his reign, the presence of Persian advisors was a constant feature of his court.The Emperor Akbar the Great, who ruled the Mughal Empire from 1 556 to 1605, was one of the most important Mughal rulers for fostering religious cohesion amongst Muslims and Hindus. His trusted friend and advisor, Abul Fazl, wrote a book, the Akbarnama (Truschke, Chapter 4), describing the rule of emperor Akbar including Akbars religious views and policies toward Hindus. Abul Fazl wrote a lot about the interactions and policies that the Muslim government established in response to the Hindu bulk. This shows the tolerance of the Muslim leadership toward another religion in regulate to keep power peacefully. The text even talks about the similarities in the religions. The tolerance and acceptance shown to the Hindus by the Muslim rulers of the time were a politically savvy move. Ruling an empire where the majority of the population did not have the same religious views as the ruling class presented many obstacles, and required the Mughal rulers to practice religious sensitivity in order to maintain power.However, what is interesting about Truschk es argument in the first chapter of her book is that she also finds it important to highlight that the Muslim invasion wasnt all negative. While it is not to lessen the negative impact of Muslim Invasion on the Indian subcontinent, it is also important to note that Muslim rule in India from the 16th to eighteenth centuries was, in fact, one of tremendous cross-cultural respect and fertilization, not religious or cultural conflict. She said her research overturns the assumption that the Mughals were hostile to traditional Indian literature or knowledge systems. In fact, her findings reveal how Mughals supported and engaged with Indian thinkers and ideas. Early modern-era Muslims were, in fact, deeply interested in traditional Indian learning, which is largely housed in Sanskrit, says Truschke.For example, in the Vijayanagara Court, Brahmins were the primary governing Hindu denomination similarly, in the Mughal Empire, the Brahmins had detailed interactions with the intellectuals of t he Mughal Empire. The Brahmins became influential members of the empire through composing Sanskrit works for Mughal readers and through writing about their regal experiences. Through this observation, it seems as though Truschke looks at the Hindu-Muslim interaction in a precolonial era of the Indian subcontinent more positively than in contrast to the more common, media-based views that assume that Muslim interaction and presence has always been malicious to Indian religions, languages, and culture.This example of Mughal artwork depicts Emperor Akbar presiding over discussions in the student residence of Religious Debate, ca. 1600. (Image credit Chester Beatty Library, Dublin). The original painting is found in Dublin, and naturally, the image has been cleaned through computer graphics. This artwork is found in The Akbarnama. Akbarnama means Book of Akbar and it is an official, imperial biography, written by Akbars close friend and associate, Abul Fazl, who was mentioned earlier in this essay. In the illustrations to the text, Akbar is portrayed as a powerful, versatile, and heroic figure, as he seems to have been comprehend by his contemporaries. In this painting, however, another aspect of the emperors personality is portrayed his intense curiosity about other religions. Akbar is shown in the midst of a theological consider with Jesuit missionaries in his Ibadat Khana, or House of Worship. Hindu-Muslim has long been a source of conflict in India and the Indian subcontinent as a whole. While it was not discussed in this paper, religious violence began as early as the 7th century with the earliest of Muslim invasions, and that time onwards, the conflicts have only risen. From the Vijayanagara Court to the Mughal Empires, hundreds of invasions and wars have been fought. The Mughal Empire was the precursor to the British Empire, who brought a new wave of imperialism once again in the Indian subcontinent. This occurs in the beginning of the 19th century. The British benefited from pitting Hindus and Muslims against one another and portrayed themselves as neutral saviors who could keep ancient religious conflicts at bay. While colonialism ended in the 1940s, the modern Hindu right has found tremendous political value in continuing to proclaim and create endemic Hindu-Muslim conflict. More of the British invasion, and the Partition of 1947 will later be discussed in paper two.Works Cited Fazl, Abul. Akbar and the Jesuits. 1600-03 India. Chester Beatty Library, Dublin, Ireland. Chester Beatty Library Image Gallery. Chester Beatty Library. Web. 14 Feb. 2017.http//www.cbl.ie/cbl_image_gallery/collection/detail.aspx?imageId=99ImageNumber=T0004641collectionId=2page=8. Mughal Artwork from the Akbarnama book written by Abul FazlTruschke, Audrey. Culture of Encounters Sanskrit at the Mughal Court. Columbia University Press, 2016, www.jstor.org/stable/10.7312/trus17362.Stoker, Valerie. Polemics and Patronage in the City of Victory Vyasatirtha, Hi ndu Sectarianism, and the Sixteenth-Century Vijayanagara Court. Oakland, California, University of California Press, 2016, www.jstor.org/stable/10.1525/j.ctt1kc6jt3.

Personnel Department Effectiveness and Functions

Personnel Department durability and Functions2.1 INTRODUCTIONThe effectiveness of any shaping in general, is a direct function of the quality of the individuals who make up that ecesis. The intimacy, sciences, abilities, and loading of the members of the organization together constitute the nigh critical ingredient in the pass awayledge and implementation of ply plans and the delivery of products and services. With issue the full commitment of its employees, an organization cannot put through its objectives. Consequently, the attraction, organization, development and motivation of employees which is the force play function of management be a central debt instrument at all(prenominal) levels of management that is from the chief executive to the head start line supervisor.2.2 WHAT IS PERSONNEL MANAGEMENT?Thither argon many definitions of military group segment management, but all basically say that it is attracting and create competent employees and creating the o rganisational conditions which takings in their full utilization and encourages them to put forth their surmount efforts.1In any organization, there has to be someone concerned with the welfargon and per descriptorance of persons who be a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they atomic flesh 18 call ford in the fulfil of personnel segment management, sometimes resuscitatered to as human resources management,According to Franklin A., personnel management is based on c arful handling of relationships among individuals at decease and is the art of forecasting, acquiring, developing and main(prenominal)taining competent workforce so that the organization derives maximum do honorable in terms of carry throughance and efficiency.2Personnel Management is that part of management which is concerned with, tribe at work and their relatio nship deep down the organization. It can besides be defined as that aspect of an organization, which is concerned with obtaining the scoop possible staff for the origination, aspect after them so well that they will like to catch ones breath in the organization and give off their best in their conjectures. It has to do with how best to engross the skills and intelligence of large number towards the achievement of organizational objectives.3From the definitions quoted by mingled management experts in the past or present, the inference that we derive is that personnel management aims at attaining maximum efficiency and to yield maximum benefits to the organization.Two study flowers most personnel management ar implied in this definition. First, effective personnel management must(prenominal)iness be future oriented. Support for organizational objectives now and for the foreseeable future must be provided through a steady supply of competent and fitted employees. Secon d, effective personnel management is action oriented. The emphasis must be placed on solution of battle issues and problems to support organizational objectives and facilitate employee development and merrimentTo sum up, Personnel management aims at achieving these major stepsAnalyzing the plan for future action and expansion.Estimating the quantitative and qualitative aspects of labour.Assessing the requirement of vivacious work force or human resource.Formulating the plan for effective utilization of men, less(prenominal)en under utilization or mis-utilization of men which is one of the most important resources.Finalizes the planning for reanimatement, cream, packaging, transfer, nurture and development.Organizational effectivenesBasically Personnel management has legitimate goals and objectives to put to death which acceptsCreating a congenial and healthy environment for employees or workers to function effectively.To bring closely organizational and human resource development through prep atomic number 18, development political programs or even tutorial succession planning. extract and placement of right number of people and ensuring halal allocation of duties and responsibilities upon them.Creating better inter-personal relations, developing a sense of responsibility and responsiveness amongst workers and employees.Boosting the morale and sense of initiative amongst employees.Adopting best techniques or conceivable methods to bring best possible development of workers on work.2.2.1 Functions of the Personnel DepartmentA well-organized personnel department of an organization performs the following functions. Typically personnel work is concerned withi. manpower Planning This is the first function of the personnel department. It has to do with the run by which a firm ensures that the required staff in terms of qualification and number is on hand(predicate) at the right time. It involves find out personnel unavoidably in relations to the objectives of the organization. It hence deals with the qualification or education, skills and the appropriate number of personnel a firm should engage. It is and then the process of assessing, pointing, or forecasting an organizations manpower postulate in a relation to its plans.ii. traffic/ enlisting After the manpower motivatings of the organization move over been determined, the next stage is the make an guarantee to employ the right caliber of personnel into the organization. This involves finding sources of labour supply, carrying out recruitment, survival of the fit taste and placement into the organization.iii. schooling/Training and Development The personnel department is responsible for the homework, education and the development of employees. It is the bringing up unavoidably brace been determined, it is the responsibility of the department to design an appropriate programme by determining the method to be used, the course content, the continuan ce and the institution or person to conduct the training. Training alters employees to adjust to new trends, improve their exertion on the traffic and prepargon them for promotion.iv. Wage and salary formation Wage and salary Administration is one of the important functions of the personnel department. It is responsible for designing straightforward and attractive wage and salary schemes for employees in an organization. It alike determines how extra time payments. Bonuses and otherwise fringe benefits are to be paid. It is to a fault responsible for surveying the labour securities industry and making the necessary changes and adjustments to the wage and salary structures to reflect the proceeds and salaries policies of the government of the day.v. Health, Safety and Welfare of Employment- Another important function of the Personnel department is to ensure that there are measures to take care of the health, rubber eraser and wellbeing of its employees. It ensures these b y providing first-aid facilities, good ventilation, lighting, drainage and proper operative conditions. It also provides protective gadgets for employees to take down the occurrence of accidents and injuries. Canteen, sports, transport, subvention schemes, group insurance schemes and other amateur programmmes are provided for the welfare of its employees.vi. Industrial Relations The personnel department plays an important role in maintaining a cordial and harmonium working relationship betwixt workers and management. The term industrial relations are used to describe the relationship that exists between employers, employees (trade unions) and the government. slaying appraisal organizing the appraisal process to identify development needs of employees.Personnel brass section record-keeping and monitoring of legislative requirements yoked to equal opportunities and possibly pensions and tax.Communication providing an infixed discipline service, perhaps in the form of staff newspapers or magazines, handouts, booklets, videos.2.3 EMPLOYMENT PROCESSThe affair process which is also referred to as the recruitment process involves a number of activities which are underinterpreted to engage the right caliber of personnel for an organization. It is therefore concerned with the workout and maintenance of qualified and efficient labour force. Employment therefore involves recruitment, filling and placement. The recruitment and selection process involves recruitment, interrelated activities which hold the following.2.3.1 RECRUITMENTIt is the process of acquiring applicators who are available and qualified to action positions in the organization.1 Recruitment refers to the first step in staffing, which is finding people.2 inaugurations of recruitment refer to the various avenues from which the personnel manager whitethorn recruit or employ labour. Recruits are obtained from a mannikin of sources. There source are divided into cardinal main categories, namely internal and external sources. Pieter Grobler (page 167) stemmas of RecruitmentInternal SourceSources of potential candidates are many and varied, but a good starting point is to consider any internal candidates who might be suitable for the post. The exercise whereby the required manpower is obtained within the organization is the internal source. This may take the form of promoting a qualified worker to a advanceder position as they occur.Advantages of Internal SourceThere is less risk of error in selection and placementIt boosts the morale of employees and encourages them it work strongIt is quicker, cheaper and less risky than an outside appointmentThe recruit fits in with the culture of the organization he fucks how we do things hereThe individual also knows the people, systems and the business and thus the induction period will be quickerDisadvantages of Internal SourceNo new ideas, creativity or challenge to the culture and systemsIt run fors to ignore qualified ca ndidates who are not within the systemA post will still need filling-the persons old post. That is he will create some other vacancyThe person may not be the best, qualified or most able candidate out-of-door SourceDepending on management policy and the type of avocation involved. Management has a number of natural selections available for obtaining people from outside the organization. These take onEducational Institutions Organization and companies sometimes recruit fresh graduates from schools, colleges, polytechnics and the universities.Private Employment Agencies Employers who cannot go through the process of recruitment engage consulting firms to do the recruitment for them.Labour Department this is a earthly concern agency found in almost all regional scapitals where employees in search of employment and employers searching for employees go to register. An arrangement is then made to nexus the employer with the prospective employee.Advertisements This is the most c ommon and popular source of external recruitment where companies announce their employment opportunities through the newspapers, magazines, journals, radio and television.Unsolicited Applicant People who are seeking for furrows sometimes apply to organizations without being aware of vacancies in those organizations. If there are vacancies, the applicant may be asked to go through the screening process. Where vacancies are not immediately available, his name will be placed on the waiting list.Employment Referrals- Companies sometime announce capriole vacancies to their staff and ask them to commend friends, relatives and neighbours who might be in need of employment and possess the required qualification and skill.Advantages of External SourceIt channels to the employment of people with new association and ideasIt leads to the employment of qualified and suitable people to fill vacant postsIt promotes good willIts scope of selection is widenedDisadvantages of External SourcesIt is costly and time consumingIt may lead to low morale especially where there are qualified people within the organizationThe risk of making wrong selection is very high2.3.2 JOB ANALYSISIt is the determination of the essential purposeistics of a job. It is therefore a process of determining the nature of the job and the skills, knowledge, sleep withs and abilities of the person who is supposed to perform the job. It therefore contains nurture such as task performed, machines and equipment to be used, materials, products or services involved, training skills, knowledge and personal traits required of the worker. Job analysis therefore describes both the worker and the job so that there are no questions about who is doing what within the firm. Franklin A. (page 156)When undertaken carefully, job analysis could be used toIt provides the data necessary for recruitment, selection and placement of employees.It can be used to get an idea of the acceptable level of instruction executi on for each job (performance appraisal)It is used to device and implement training and development programmesIt provides an hazard to uncover and identify hazardous conditionsJobs may be analyzed in ensnare to ensure that employees are handsomely compensatedThe components of job analysis include.A. Job DescriptionIt specifies the duties and requirements of the job. This is a broad statement describing the purpose, scope, duties and responsibilities of a particular job. It states the backup and location of the hob, grade/salary level of the job, limits of authority, number of subordinates, corporeal working conditions, machines, tools and equipment used, product or service produced etc. it typically portrays job content. In short, it summarizes all the basic tasks that are required to be performed on a job. A job description is what the worker does. Franklin A. (page 167)Importance of Job DescriptionEach employee gets to know what is expected of him. It economic aids to avoid o verlapping.It helps determine the rate of pay which is fair for the job.It helps in appraising and training employeesIt makes it possible for new employees to be given orientation with regards to their duties and responsibilities.It provides information from which particular hob vacancies can be advertisedIt guides the personnel manager in the development of job specificationSELECTIONThis is the process by which an organization chooses from a list/pool of applicants the person who best meets the job and organizational requirements. The main objective of the selection process is to sort out those judged qualified for the job.(a) Selection Procedurei. Application FormsApplicants who reply to job advertisements are commonly asked to fill in a job application form, or to send a earn giving details about themselves and their previous job experience (Curriculum Vitae or (C.V). An application form is used to find out relevant information about the applicant. It tells the organization whe ther or not an applicant is worthy of an wonder or a test of some kind. Information usually required of candidates include personalised data, educational background, work experience, date of birth, posts and hobbies. An applicant who is deemed suitable on this evidence becomes a candidate for interview.ii. Application Screening (Short-listing)The screening stage involves the sorting out or elimination of those applicants judged unqualified for the job. The personnel manager receives the change application forms, and then screens them to determine those who are qualified to be invited for interview. This becomes necessary since all types of applications are received when jobs are advertised. This stage is also referred to as short-listing. It is do by marching all the applications against the employers requirements.iii. Selection TestsSelection tests are used to supplement other techniques. The tests are usually handled by fully qualified industrial psychologists. It is a practi cal examination to determine whether an applicant is suitable for the job. The assumption behind the judicature of the tests is that a candidate who scores well in the test will to a greater extent likely succeed in the job.Types of testThe types of tests commonly used include-i. Intelligence Tests Their aim is to measure the applicants general intellectual ability. That is they are designed to measure his thinking abilities. They may test the applicants memory, ability to think quickly and logically, and skill at solving problems.ii. Aptitude Tests These are designed to predict an individuals potential for performing a job or learning new skills. They are widely used to obtain information about such skills as mechanical ability, clerical and numerical ability. It measures a persons ability to do something given a good training.iii. Psychological tests Psychological tests may measure a variety of characteristics such as an applicants skill in dealing with other people, ambition and motivation or emotional stability. They usually consist of questionnaires asking respondents to state their interestingness in or preference for jobs, leisure activities etc.Proficiency Tests Proficiency tests are the most closely related test to an assessors objectives, because they measure ability to do the work involvediv. Medical Tests Medical tests are carried out to determine the physical fittingness of the applicant and whether he has any hidden diseases. Candidates who might have contagious diseases will be rejected.INTERVIEWInterview is a conversation or vocal interaction between two or much people for a particular purpose. Interviewing is a crucial part of the selection process because it gives the organization an hazard to assess the applicant directly, and it gives the applicant an opportunity to learn more about the organization and whether he or she wants the jobObjectives of InterviewIt gives the employer an opportunity to obtain information about each ap plicant and to assess his suitability for the job.It enables the employer to check the applicants original documents or educational suretys.It enables the employer to have a critical view of the physical coming into court of the applicantIt also gives him an opportunity to determine the applicants level of intelligence.It provides the applicant an opportunity to know more about the organization, the job and the employees of the organization.References (Background Investigations)References provide further confidential information about the prospective employee. Prospective candidates are normally asked to remit references who can be contacted when the need arises. Such references include schools, colleges, universities, former employers (if any) and relatives. The use of reference compels employees to be honest in supplying information about themselves to an organization. References are brief statements about a candidate made by a third party usually the candidates superior. Thes e statements are used to confirm information supplied by applicants on application forms.PlacementThis is the stage where the new employee is placed on the job. He is delegate to an officer and a superior if he is a clerical worker. It is the responsibility of the superior to give the new employee in-service training where necessary and to provide a record of duties.InductionThis may be conducted by the personnel manager and it is the process of orientating the selected applicant into his or her new working environment. It takes the form of introducing new employees to existing staff, visits to the plants and other departments, informing him/her about his duties and responsibilities, as well as the policies and objective of the organization. Induction simply pith the introduction of a new employee into his or her job or organizationJob ChangesThe post recruitment functions of the personnel manager includes transfers, promotions, demotions and termination.i. Transfers-This occurs w hen employees have been assigned to another branch, department or to another job involving confusable responsibilities, skills and remuneration. The transfer could be from one department to another or one station to another. It may be used to correct an error made during the recruitment process.Reasons for transfersThe close down of a branch or department may call for a transferSelf request by an employee because of his inability to relate well with co-workers of omit of interest in his job or for purposes of frequent medical check-ups delinquent to sickness.Transfer may be used as a punishment deviceA person may also be transferred to take up a new appointmentA fall in the level of production may also necessitate the re-allocation of employees.ii. publicityPromotion may be defined as the transfer of an employee from one job to another which involves a greater responsibility and usually a higher(prenominal) reward (pay). In other words, it involves a change in status and usually means appointment to a higher grade with greater and more challenging responsibilities. It is an important aspect of management because it is through promotion that a worker obtains satisfaction and shows his desire to advance and develop.Promotion PolicyMany tremendous organizations have a policy of filling senior job positions from within the organization. Others also opine in recruitment from outside the organization. Every organization should however come out with a clear policy on promotion so that employees know in advance the criteria to be used in promotion. normally promotion is based on the followingSeniority (length of service)Practical ability (skill)General military strength and loyaltyEducation and qualificationPersonality or characterAdvantages of PromotionPromotion improves morale and motivation of employees in the organization.Promotion helps reduce labour-turn over in an organizationIt is seen as a reward for dedicated service, hard work, loyalty and obedience to rules and regulations of the organization.Fair promotions create a feeling of content among employees and retain their interest in the company.It helps employees to put in extra effort to help attain organizational objectivesIt improves the earning power and status of the employeesProblems of promotionmore qualified employees may be ignored or overlookedan employee adjudged competent when promoted may perform below expectationqualified personnel when overlooked in time of promotion may feel dejected and unrecognized. This may affect his morale and for that count his overall performance.A worker who has a special interest in his/her job e.g. fracture in a financial institution may disavow to accept promotion.iii. DemotionIt is the drop-off in rank of an employee or the transfer of an employee to jobs with lower ranks backed by a reduction in salary. It therefore refers to a flow in status as well as remuneration.Reasons For DemotionFailure on the part of employees to live up to expectation ( short(p) performance)Serious crime against the organization framework pilfering, fraud, leaking, organizational secrets to the advantage of competitors etc.It can also be based on undiscipline or disloyal to rules of the organizationSerious or admonitory business conditions may necessitate lay-offs and termination some employees may accept demotion as an alternative.Problems of Demotionit leads to reduction employee status and remunerationit also creates morale problems for affected employees. roughly affected employees may resign, leading to labour turn over and its associated problems,iv. LABOUR TURN oerLabour turn over refers to the rate at which employees are leaving the business organization at a particular time and their replacement. It therefore describes the lawsuit of workers into and out of employment of an organization in a in a given period of timeIt is calculated byL x degree centigradeAWhereL = Those leaving during the yearA = mean(a) number emplo yed during the year orAverage number on the companys payroll within that period.A high (index) labour overthrow means more people leave the employment because of low morale. It could also mean a high harmonize of the employment of women or scholars who have returned to college to pursue academic careers, death, pension etc.Causes of Labour Turn OverThere are various causes of labour turn-over. Among them include the followingDiscontentment (dissatisfaction) among employees as a result of poor working conditions,Lack of promotional avenuesPoor leadership styleVery long hours of work with little time for restUnfairness and improper administration of disciplinary measuresPoor wages and salariesLack of opportunities for self advancementBoredom, wrong job fitting or lack of job satisfactionLack of opportunity to express opinions to management and to participate in decision making.Problems of Labour Turn OverIt brings about extra-expenditure, that is hiring and training of new employee sProduction rate is decreased and this tend to affect the volume of ales and profit marginsIt leads to overtime payment for extra man-hours spent on the jobThe money spent on training developing employees who have left goes down the drainThere could be low morale for the remaining employees due to loss of old work mates and friendsIt takes a caboodle of time for workers to properly settle or fit into the systemSolution To the causes of labour turnoverA study or research should be conducted to identify which factors have been the cause of dissatisfaction and that have been responsible for the labour turnover. The following suggested solutions could be applied by individual companies.i. Companies should provide attractive wages and salaries to ensure that employees are above to meet their basic necessities.ii. There should also be improvement in the working conditions of workers. Protective clothes, canteen, transport, housing and medical facilities should be provided to cater for th e welfare of workers.iii. There should also be opportunities for growth and development for employees, e.g study leave, provision of library facilities, promotion etc.iv. Joint consultation must be instald to enable representatives of workers and employers meet to identify common problems and find solutions to them.2.4 Termination of EmploymentEvery employer has the option to lay off the employment of his employees but only on the grounds that certain conditions are meet e.g. giving of appropriate notice and payment of entitlements. Employees also have an option to resign from their present job and look for another provided they also satisfy certain conditions e.g. appropriate notice and proper handing over. There are ways by which a contract of employment may be ended and they include redundancy, dismissals, retirement and resignation.2.4.1 RedundancyThis is a situation where employees are asked to leave their employment because of lack of work. that is, the organization does no t need their service any longer. wherefore when there is reduction in production and the workers are greater than what the organization needs, some are asked to leave employment.2.4.2 DismissalDismissal is an act of sending an employee apart form his employment because be is not qualified, undisciplined or is dishonest in his work. It is the invariable withdrawal of an employee from the services of a company.2.4.3 RetirementIt is the act of preceding(a) or having stopped working after attaining a certain age. The age may both be contained in the companys policy or decision taken by the individual himself.2.4.4 ResignationResignation usually comes from employees. Resignation is the indication by the employee that he has ceased to be in the employment of the employer.2.4.5 Lay OffThis is a temporary withdrawal of employees from work due to shortage of raw materials, low demand for the companies products or services, or financial problems. These employees may be called back when t he need arises. When conditions improve and some of the aid-off workers are invited to come back to work, it is known as recall.2.5 EDUCATION, TRAINING AND ontogenesis2.5.1 EducationThis is usually intended to mean basic operating instructions in knowledge and skills designed to enable people make the most life in general. It is thus a process of training and instructing people in schools, colleges, Polytechnics, universities etc. which is designed to give knowledge and development of skills. At the end of the course, a certificate is given to those who pass their final examination. Education is therefore more personal and broadly based.2.5.2 DevelopmentThis suggests a broader view of knowledge and skills acquisition preferably than training. It is less job-oriented and career-oriented. It sees employees as adaptable resources and thus concerned with preparing individuals with skills and experience to fill challenging higher level positions in the organization.2.5.3 TrainingTrainin g is job oriented rather than personal. Training involves a series of actions aimed at preparing an individual with skills to do a particular job. It may be defined as the systematic development of the attitudes, knowledge and skill patterns required by an individual in order to perform adequately a given task or jobMethods of TrainingThe main methods of training includei. Apprenticeship TrainingThis is a method of training where the apprentice under studies his master for a number of years, learning all the basic skills involved in the profession. This type of training is given to young people who have either completed school or who have not been to school. This type of training is common and popular in professions like tailoring, dressmaking, carpentry, driving and masonry. The apprentice pays a certain amount to his master and he is not paid during the period of his/her training but given allowance as and when necessary by his/her master.ii. supervisory TrainingThis type of trai ning is give to employees who have been appointed supervisors or foremen. Supervisory training involves the teaching of supervisors or foremen the skill of getting work done through others. It is therefore meant to improve on their leadership skills and qualities. It takes place in an institute in the form of seminars or workshops with discussions on leadership, morale, development, directing, and health and prophylactic measures.iii. Executive TrainingPersonnel in middle management and top management positions are covered under this typePersonnel Department Effectiveness and FunctionsPersonnel Department Effectiveness and Functions2.1 INTRODUCTIONThe effectiveness of any organization in general, is a direct function of the quality of the individuals who make up that organization. The knowledge, skills, abilities, and commitment of the members of the organization together constitute the most critical factor in the development and implementation of work plans and the delivery of prod ucts and services. Without the full commitment of its employees, an organization cannot accomplish its objectives. Consequently, the attraction, organization, development and motivation of employees which is the personnel function of management are a central responsibility at all levels of management that is from the chief executive to the first line supervisor.2.2 WHAT IS PERSONNEL MANAGEMENT?There are many definitions of personnel management, but all basically say that it is attracting and developing competent employees and creating the organizational conditions which result in their full utilization and encourages them to put forth their best efforts.1In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel m anagement, sometimes referred to as human resources management,According to Franklin A., personnel management is based on careful handling of relationships among individuals at work and is the art of forecasting, acquiring, developing and maintaining competent workforce so that the organization derives maximum benefit in terms of performance and efficiency.2Personnel Management is that part of management which is concerned with, people at work and their relationship within the organization. It can also be defined as that aspect of an organization, which is concerned with obtaining the best possible staff for the origination, looking after them so well that they will like to remain in the organization and give off their best in their jobs. It has to do with how best to use the skills and intelligence of people towards the achievement of organizational objectives.3From the definitions quoted by various management experts in the past or present, the inference that we derive is that per sonnel management aims at attaining maximum efficiency and to yield maximum benefits to the organization.Two major points about personnel management are implied in this definition. First, effective personnel management must be future oriented. Support for organizational objectives now and for the foreseeable future must be provided through a steady supply of competent and capable employees. Second, effective personnel management is action oriented. The emphasis must be placed on solution of employment issues and problems to support organizational objectives and facilitate employee development and satisfactionTo sum up, Personnel management aims at achieving these major stepsAnalyzing the plan for future action and expansion.Estimating the quantitative and qualitative aspects of labour.Assessing the requirement of existing manpower or human resource.Formulating the plan for effective utilization of manpower, reducing under utilization or mis-utilization of manpower which is one of th e most important resources.Finalizes the planning for recruitment, selection, promotion, transfer, training and development.Organizational effectivenesBasically Personnel management has certain goals and objectives to fulfill which includesCreating a congenial and healthy environment for employees or workers to function effectively.To bring about organizational and human resource development through training, development programmes or even managerial succession planning.Selection and placement of right number of people and ensuring proper allocation of duties and responsibilities upon them.Creating better inter-personal relations, developing a sense of responsibility and responsiveness amongst workers and employees.Boosting the morale and sense of initiative amongst employees.Adopting best techniques or conceivable methods to bring best possible development of workers on work.2.2.1 Functions of the Personnel DepartmentA well-organized personnel department of an organization performs the following functions. Typically personnel work is concerned withi. Manpower Planning This is the first function of the personnel department. It has to do with the process by which a firm ensures that the required staff in terms of qualification and number is available at the right time. It involves determining personnel needs in relations to the objectives of the organization. It therefore deals with the qualification or education, skills and the appropriate number of personnel a firm should engage. It is therefore the process of assessing, predicting, or forecasting an organizations manpower needs in a relation to its plans.ii. Employment/Recruitment After the manpower needs of the organization have been determined, the next stage is the make an attempt to employ the right caliber of personnel into the organization. This involves identifying sources of labour supply, carrying out recruitment, selection and placement into the organization.iii. Education/Training and Developmen t The personnel department is responsible for the training, education and the development of employees. It is the training needs have been determined, it is the responsibility of the department to design an appropriate programme by determining the method to be used, the course content, the duration and the institution or person to conduct the training. Training enables employees to adjust to new trends, improve their performance on the job and prepare them for promotion.iv. Wage and salary administration Wage and salary Administration is one of the important functions of the personnel department. It is responsible for designing equitable and attractive wage and salary schemes for employees in an organization. It also determines how overtime payments. Bonuses and other fringe benefits are to be paid. It is also responsible for surveying the labour market and making the necessary changes and adjustments to the wage and salary structures to reflect the wages and salaries policies of the government of the day.v. Health, Safety and Welfare of Employment- Another important function of the Personnel department is to ensure that there are measures to take care of the health, safety and welfare of its employees. It ensures these by providing first-aid facilities, good ventilation, lighting, drainage and proper working conditions. It also provides protective gadgets for employees to reduce the occurrence of accidents and injuries. Canteen, sports, transport, pension schemes, group insurance schemes and other recreational programmmes are provided for the welfare of its employees.vi. Industrial Relations The personnel department plays an important role in maintaining a cordial and harmonium working relationship between workers and management. The term industrial relations are used to describe the relationship that exists between employers, employees (trade unions) and the government.Performance appraisal organizing the appraisal process to identify development needs o f employees.Personnel administration record-keeping and monitoring of legislative requirements related to equal opportunities and possibly pensions and tax.Communication providing an internal information service, perhaps in the form of staff newspapers or magazines, handouts, booklets, videos.2.3 EMPLOYMENT PROCESSThe employment process which is also referred to as the recruitment process involves a number of activities which are undertaken to engage the right caliber of personnel for an organization. It is therefore concerned with the employment and maintenance of qualified and efficient labour force. Employment therefore involves recruitment, selection and placement. The recruitment and selection process involves recruitment, interrelated activities which include the following.2.3.1 RECRUITMENTIt is the process of acquiring applicants who are available and qualified to fill positions in the organization.1 Recruitment refers to the first step in staffing, which is finding people. 2 Sources of recruitment refer to the various avenues from which the personnel manager may recruit or employ labour. Recruits are obtained from a variety of sources. There source are divided into two main categories, namely internal and external sources. Pieter Grobler (page 167)Sources of RecruitmentInternal SourceSources of potential candidates are many and varied, but a good starting point is to consider any internal candidates who might be suitable for the post. The exercise whereby the required manpower is obtained within the organization is the internal source. This may take the form of promoting a qualified worker to a higher position as they occur.Advantages of Internal SourceThere is less risk of error in selection and placementIt boosts the morale of employees and encourages them it work hardIt is quicker, cheaper and less risky than an outside appointmentThe recruit fits in with the culture of the organization he knows how we do things hereThe individual also knows the pe ople, systems and the business and thus the induction period will be quickerDisadvantages of Internal SourceNo new ideas, creativity or challenge to the culture and systemsIt tends to ignore qualified candidates who are not within the systemA post will still need filling-the persons old post. That is he will create another vacancyThe person may not be the best, qualified or most able candidateExternal SourceDepending on management policy and the type of job involved. Management has a number of options available for obtaining people from outside the organization. These includeEducational Institutions Organization and companies sometimes recruit fresh graduates from schools, colleges, polytechnics and the universities.Private Employment Agencies Employers who cannot go through the process of recruitment engage consulting firms to do the recruitment for them.Labour Department this is a public agency found in almost all regional scapitals where employees in search of employment and e mployers searching for employees go to register. An arrangement is then made to link the employer with the prospective employee.Advertisements This is the most common and popular source of external recruitment where companies announce their employment opportunities through the newspapers, magazines, journals, radio and television.Unsolicited Applicant People who are seeking for jobs sometimes apply to organizations without being aware of vacancies in those organizations. If there are vacancies, the applicant may be asked to go through the screening process. Where vacancies are not immediately available, his name will be placed on the waiting list.Employment Referrals- Companies sometime announce job vacancies to their staff and ask them to recommend friends, relatives and neighbours who might be in need of employment and possess the required qualification and skill.Advantages of External SourceIt leads to the employment of people with new knowledge and ideasIt leads to the employm ent of qualified and suitable people to fill vacant postsIt promotes good willIts scope of selection is widenedDisadvantages of External SourcesIt is costly and time consumingIt may lead to low morale especially where there are qualified people within the organizationThe risk of making wrong selection is very high2.3.2 JOB ANALYSISIt is the determination of the essential characteristics of a job. It is therefore a process of determining the nature of the job and the skills, knowledge, experiences and abilities of the person who is supposed to perform the job. It therefore contains information such as task performed, machines and equipment to be used, materials, products or services involved, training skills, knowledge and personal traits required of the worker. Job analysis therefore describes both the worker and the job so that there are no questions about who is doing what within the firm. Franklin A. (page 156)When undertaken carefully, job analysis could be used toIt provides th e information necessary for recruitment, selection and placement of employees.It can be used to get an idea of the acceptable level of performance for each job (performance appraisal)It is used to device and implement training and development programmesIt provides an opportunity to uncover and identify hazardous conditionsJobs may be analyzed in order to ensure that employees are fairly compensatedThe components of job analysis include.A. Job DescriptionIt specifies the duties and requirements of the job. This is a broad statement describing the purpose, scope, duties and responsibilities of a particular job. It states the title and location of the hob, grade/salary level of the job, limits of authority, number of subordinates, physical working conditions, machines, tools and equipment used, product or service produced etc. it typically portrays job content. In short, it summarizes all the basic tasks that are required to be performed on a job. A job description is what the worker d oes. Franklin A. (page 167)Importance of Job DescriptionEach employee gets to know what is expected of him. It helps to avoid overlapping.It helps determine the rate of pay which is fair for the job.It helps in appraising and training employeesIt makes it possible for new employees to be given orientation with regards to their duties and responsibilities.It provides information from which particular hob vacancies can be advertisedIt guides the personnel manager in the development of job specificationSELECTIONThis is the process by which an organization chooses from a list/pool of applicants the person who best meets the job and organizational requirements. The main objective of the selection process is to sort out those judged qualified for the job.(a) Selection Procedurei. Application FormsApplicants who reply to job advertisements are usually asked to fill in a job application form, or to send a letter giving details about themselves and their previous job experience (Curriculum V itae or (C.V). An application form is used to find out relevant information about the applicant. It tells the organization whether or not an applicant is worthy of an interview or a test of some kind. Information usually required of candidates include Personal data, educational background, work experience, date of birth, interests and hobbies. An applicant who is deemed suitable on this evidence becomes a candidate for interview.ii. Application Screening (Short-listing)The screening stage involves the sorting out or elimination of those applicants judged unqualified for the job. The personnel manager receives the filled application forms, and then screens them to determine those who are qualified to be invited for interview. This becomes necessary since all types of applications are received when jobs are advertised. This stage is also referred to as short-listing. It is done by marching all the applications against the employers requirements.iii. Selection TestsSelection tests are used to supplement other techniques. The tests are usually handled by fully qualified industrial psychologists. It is a practical examination to determine whether an applicant is suitable for the job. The assumption behind the administration of the tests is that a candidate who scores well in the test will more likely succeed in the job.Types of testThe types of tests commonly used include-i. Intelligence Tests Their aim is to measure the applicants general intellectual ability. That is they are designed to measure his thinking abilities. They may test the applicants memory, ability to think quickly and logically, and skill at solving problems.ii. Aptitude Tests These are designed to predict an individuals potential for performing a job or learning new skills. They are widely used to obtain information about such skills as mechanical ability, clerical and numerical ability. It measures a persons ability to do something given a good training.iii. Psychological tests Psychological tests may measure a variety of characteristics such as an applicants skill in dealing with other people, ambition and motivation or emotional stability. They usually consist of questionnaires asking respondents to state their interest in or preference for jobs, leisure activities etc.Proficiency Tests Proficiency tests are the most closely related test to an assessors objectives, because they measure ability to do the work involvediv. Medical Tests Medical tests are carried out to determine the physical fitness of the applicant and whether he has any hidden diseases. Candidates who might have contagious diseases will be rejected.INTERVIEWInterview is a conversation or verbal interaction between two or more people for a particular purpose. Interviewing is a crucial part of the selection process because it gives the organization an opportunity to assess the applicant directly, and it gives the applicant an opportunity to learn more about the organization and whether he or she wants t he jobObjectives of InterviewIt gives the employer an opportunity to obtain information about each applicant and to assess his suitability for the job.It enables the employer to cross-check the applicants original documents or educational certificates.It enables the employer to have a critical view of the physical appearance of the applicantIt also gives him an opportunity to determine the applicants level of intelligence.It provides the applicant an opportunity to know more about the organization, the job and the employees of the organization.References (Background Investigations)References provide further confidential information about the prospective employee. Prospective candidates are normally asked to submit references who can be contacted when the need arises. Such references include schools, colleges, universities, former employers (if any) and relatives. The use of reference compels employees to be honest in supplying information about themselves to an organization. Referen ces are brief statements about a candidate made by a third party usually the candidates superior. These statements are used to confirm information supplied by applicants on application forms.PlacementThis is the stage where the new employee is placed on the job. He is assigned to an officer and a superior if he is a clerical worker. It is the responsibility of the superior to give the new employee in-service training where necessary and to provide a schedule of duties.InductionThis may be conducted by the personnel manager and it is the process of orientating the selected applicant into his or her new working environment. It takes the form of introducing new employees to existing staff, visits to the plants and other departments, informing him/her about his duties and responsibilities, as well as the policies and objective of the organization. Induction simply means the introduction of a new employee into his or her job or organizationJob ChangesThe post recruitment functions of the personnel manager includes transfers, promotions, demotions and termination.i. Transfers-This occurs when employees have been assigned to another branch, department or to another job involving similar responsibilities, skills and remuneration. The transfer could be from one department to another or one station to another. It may be used to correct an error made during the recruitment process.Reasons for transfersThe close down of a branch or department may call for a transferSelf request by an employee because of his inability to relate well with co-workers of lack of interest in his job or for purposes of frequent medical check-ups due to sickness.Transfer may be used as a punishment deviceA person may also be transferred to take up a new appointmentA fall in the level of production may also necessitate the re-allocation of employees.ii. PromotionPromotion may be defined as the transfer of an employee from one job to another which involves a greater responsibility and usually a hi gher reward (pay). In other words, it involves a change in status and usually means appointment to a higher grade with greater and more challenging responsibilities. It is an important aspect of management because it is through promotion that a worker obtains satisfaction and shows his desire to advance and develop.Promotion PolicyMany large organizations have a policy of filling senior job positions from within the organization. Others also believe in recruitment from outside the organization. Every organization should however come out with a clear policy on promotion so that employees know in advance the criteria to be used in promotion. Normally promotion is based on the followingSeniority (length of service)Practical ability (skill)General attitude and loyaltyEducation and qualificationPersonality or characterAdvantages of PromotionPromotion improves morale and motivation of employees in the organization.Promotion helps reduce labour-turn over in an organizationIt is seen as a r eward for dedicated service, hard work, loyalty and obedience to rules and regulations of the organization.Fair promotions create a feeling of content among employees and retain their interest in the company.It helps employees to put in extra effort to help attain organizational objectivesIt improves the earning power and status of the employeesProblems of promotionmore qualified employees may be ignored or overlookedan employee adjudged competent when promoted may perform below expectationqualified personnel when overlooked in time of promotion may feel dejected and unrecognized. This may affect his morale and for that matter his overall performance.A worker who has a special interest in his/her job e.g. cashier in a financial institution may refuse to accept promotion.iii. DemotionIt is the reduction in rank of an employee or the transfer of an employee to jobs with lower ranks backed by a reduction in salary. It therefore refers to a decrease in status as well as remuneration.Rea sons For DemotionFailure on the part of employees to live up to expectation (poor performance)Serious crime against the organization example pilfering, fraud, leaking, organizational secrets to the advantage of competitors etc.It can also be based on indiscipline or disloyal to rules of the organizationSerious or unfavourable business conditions may necessitate lay-offs and termination some employees may accept demotion as an alternative.Problems of Demotionit leads to reduction employee status and remunerationit also creates morale problems for affected employees.Some affected employees may resign, leading to labour turn over and its associated problems,iv. LABOUR TURN OVERLabour turn over refers to the rate at which employees are leaving the business organization at a particular time and their replacement. It therefore describes the movement of workers into and out of employment of an organization in a in a given period of timeIt is calculated byL x 100AWhereL = Those leaving duri ng the yearA = Average number employed during the year orAverage number on the companys payroll within that period.A high (index) labour turnover means more people leave the employment because of low morale. It could also mean a high proportion of the employment of women or scholars who have returned to college to pursue academic careers, death, pension etc.Causes of Labour Turn OverThere are various causes of labour turn-over. Among them include the followingDiscontentment (dissatisfaction) among employees as a result of poor working conditions,Lack of promotional avenuesPoor leadership styleVery long hours of work with little time for restUnfairness and improper administration of disciplinary measuresPoor wages and salariesLack of opportunities for self advancementBoredom, wrong job assignment or lack of job satisfactionLack of opportunity to express opinions to management and to participate in decision making.Problems of Labour Turn OverIt brings about extra-expenditure, that is hiring and training of new employeesProduction rate is decreased and this tend to affect the volume of ales and profit marginsIt leads to overtime payment for extra man-hours spent on the jobThe money spent on training developing employees who have left goes down the drainThere could be low morale for the remaining employees due to loss of old work mates and friendsIt takes a lot of time for workers to properly settle or fit into the systemSolution To the causes of labour turnoverA study or research should be conducted to identify which factors have been the cause of dissatisfaction and that have been responsible for the labour turnover. The following suggested solutions could be applied by individual companies.i. Companies should provide attractive wages and salaries to ensure that employees are above to meet their basic necessities.ii. There should also be improvement in the working conditions of workers. Protective clothes, canteen, transport, housing and medical facilities shoul d be provided to cater for the welfare of workers.iii. There should also be opportunities for growth and development for employees, e.g study leave, provision of library facilities, promotion etc.iv. Joint consultation must be instituted to enable representatives of workers and employers meet to identify common problems and find solutions to them.2.4 Termination of EmploymentEvery employer has the option to terminate the employment of his employees but only on the grounds that certain conditions are meet e.g. giving of appropriate notice and payment of entitlements. Employees also have an option to resign from their present job and look for another provided they also satisfy certain conditions e.g. appropriate notice and proper handing over. There are ways by which a contract of employment may be terminated and they include redundancy, dismissals, retirement and resignation.2.4.1 RedundancyThis is a situation where employees are asked to leave their employment because of lack of wor k. that is, the organization does not need their service any longer. Therefore when there is reduction in production and the workers are greater than what the organization needs, some are asked to leave employment.2.4.2 DismissalDismissal is an act of sending an employee away form his employment because be is not qualified, undisciplined or is dishonest in his work. It is the permanent withdrawal of an employee from the services of a company.2.4.3 RetirementIt is the act of retiring or having stopped working after attaining a certain age. The age may either be contained in the companys policy or decision taken by the individual himself.2.4.4 ResignationResignation usually comes from employees. Resignation is the indication by the employee that he has ceased to be in the employment of the employer.2.4.5 Lay OffThis is a temporary withdrawal of employees from work due to shortage of raw materials, low demand for the companies products or services, or financial problems. These employee s may be called back when the need arises. When conditions improve and some of the aid-off workers are invited to come back to work, it is known as recall.2.5 EDUCATION, TRAINING AND DEVELOPMENT2.5.1 EducationThis is usually intended to mean basic instructions in knowledge and skills designed to enable people make the most life in general. It is thus a process of training and instructing people in schools, colleges, Polytechnics, universities etc. which is designed to give knowledge and development of skills. At the end of the course, a certificate is given to those who pass their final examination. Education is therefore more personal and broadly based.2.5.2 DevelopmentThis suggests a broader view of knowledge and skills acquisition rather than training. It is less job-oriented and career-oriented. It sees employees as adaptable resources and thus concerned with preparing individuals with skills and experience to fill challenging higher level positions in the organization.2.5.3 Tra iningTraining is job oriented rather than personal. Training involves a series of actions aimed at preparing an individual with skills to do a particular job. It may be defined as the systematic development of the attitudes, knowledge and skill patterns required by an individual in order to perform adequately a given task or jobMethods of TrainingThe main methods of training includei. Apprenticeship TrainingThis is a method of training where the apprentice under studies his master for a number of years, learning all the basic skills involved in the profession. This type of training is given to young people who have either completed school or who have not been to school. This type of training is common and popular in professions like tailoring, dressmaking, carpentry, driving and masonry. The apprentice pays a certain amount to his master and he is not paid during the period of his/her training but given allowance as and when necessary by his/her master.ii. Supervisory TrainingThis t ype of training is give to employees who have been appointed supervisors or foremen. Supervisory training involves the teaching of supervisors or foremen the skill of getting work done through others. It is therefore meant to improve on their leadership skills and qualities. It takes place in an institute in the form of seminars or workshops with discussions on leadership, morale, development, directing, and health and safety measures.iii. Executive TrainingPersonnel in middle management and top management positions are covered under this type

puddnhead wilson :: essays research papers

This segmentation is the heart of both the farce and the tragedy of Puddnhead Wilson. The action mechanism is fast-paced, often absurd, and accompanied by convoluted plot twists. Yet it is always intimately tied to the central problem of the story Roxys failure to "save" her son, whose racial heritage seems to motherfucker him inescapably. Roxy herself seems to agree with racist sentiments when she tells "Tom" that his black blood is to blame for his behavior. She also takes the opportunity to make claims for her own heritage, telling her son that she is descended from Pocahontas and passe-partout John Smith, and is thereby of as high quality Virginia stock as the judge or anyone else. While Roxy may seem to be a sort out of "Uncle Tom" get a line here, two avoids this interpretation by making her as much of a victim as her son. Her claims virtually her ancestry are wacky and ridiculous, but they exhibition how deeply entrenched the white hegemony is. Roxys comments point to the fact that black blood is the problem black labor has made the white get the hang wealthy and hence enabled both "Tom"s upbringing and the kind of rhetoric that the judge and Roxy use about their fine old families. Concepts of "honor" in this tonic have bittie to do with standards of behavior but are instead ways to uphold an exploitative system.Aside from the more profound issues at stake, this section also contains some(a) of Twains finest comic writing. The scene at the anti-temperance meeting is theatrical and amusing. It also makes reference to one of the major figures to whom Twain sought to compare himself benjamin Franklin. Franklin was the first to tack up fire companies in the United States, and the Dawsons Landing fire brigade is similar in its bumbling to the companies Franklin describes in his Autobiography. The comment about the townspeople insuring themselves against the firefighters quite a than against fire is obv iously Franklin-esque wry, practical, and linguistically aware. Franklin is the epitome of the self-made man in American literature and history, and by making reference to him Twain means to gainsay the idea of self-constructed identities in a world where race is so powerful a determinant that it can erase all else. Puddnhead, the virtually Franklin- like of the characters in this novel, has so far failed to become who he wants to be, and is left, like Franklin, conducting experiments that are ridiculed rather than appreciated.puddnhead wilson essays research papers This section is the heart of both the farce and the tragedy of Puddnhead Wilson. The action is fast-paced, often absurd, and accompanied by convoluted plot twists. Yet it is always intimately tied to the central problem of the story Roxys failure to "save" her son, whose racial heritage seems to damn him inescapably. Roxy herself seems to agree with racist sentiments when she tells "Tom" that his bla ck blood is to blame for his behavior. She also takes the opportunity to make claims for her own heritage, telling her son that she is descended from Pocahontas and Captain John Smith, and is thereby of as high quality Virginia stock as the judge or anyone else. While Roxy may seem to be a sort of "Uncle Tom" figure here, Twain avoids this interpretation by making her as much of a victim as her son. Her claims about her ancestry are pathetic and ridiculous, but they show how deeply entrenched the white hegemony is. Roxys comments point to the fact that black blood is the problem black labor has made the white masters wealthy and thus enabled both "Tom"s upbringing and the kind of rhetoric that the judge and Roxy use about their fine old families. Concepts of "honor" in this novel have little to do with standards of behavior but are instead ways to uphold an exploitative system.Aside from the more profound issues at stake, this section also contains some of Tw ains finest comic writing. The scene at the anti-temperance meeting is theatrical and amusing. It also makes reference to one of the major figures to whom Twain sought to compare himself Benjamin Franklin. Franklin was the first to set up fire companies in the United States, and the Dawsons Landing fire brigade is similar in its bumbling to the companies Franklin describes in his Autobiography. The comment about the townspeople insuring themselves against the firefighters rather than against fire is obviously Franklin-esque wry, practical, and linguistically aware. Franklin is the epitome of the self-made man in American literature and history, and by making reference to him Twain means to challenge the idea of self-constructed identities in a world where race is so powerful a determinant that it can erase all else. Puddnhead, the most Franklin- like of the characters in this novel, has so far failed to become who he wants to be, and is left, like Franklin, conducting experiments th at are ridiculed rather than appreciated.

Civil Liberties of the Early Twentieth Century :: essays research papers

All throughout history civil liberties have been established, fought for, and abused. During the prototypic quarter of the twentieth century, the civil liberties in the United States of America were tested. There were many events where the freedoms that our founding fathers had fought for Passive Voice (consider revising). Prejudice, fear, and racism all played a role during these events, during many of which they decided the outcome. Two events that demonstrate when the civil liberties in America were tested were during the trial of Sacco and Vanzettii and Schenek v. United States.Schenek v. United States was a trial in 1919 that reaffirmed the conviction of a man for circulating antidraft leaflets among members of the armed forces. This trial upheld the Espionage and Sedition Acts, which by many deemed unconstitutional. The Espionage Act of 1917 was a United States federal law, which made it a crime for a person to convey information with intent to interfere with the operation or victory of the armed forces of the United States or to promote the success of its enemies. The Sedition Act forbade Americans to use disloyal, profane, scurrilous, or abusive language about the United States disposal, flag, or armed forces during war. The act also allowed the Postmaster General to deny institutionalize delivery to dissenters of government policy during wartime. These two laws denied the freedom of speech that our sacred Bill of Rights was supposed to uphold. The antidraft flyers that Schenek passed out claimed to be freedom of speech so the government could not stop the circulation of Scheneks pamphlets. However, by passing out antidraft laws, Schenek had the intent to interfere with the operation of success of the armed forces of the United States. By doing this, he bust the law. He was sentenced to six months in prison for breaking an unconstitutional law. The government was trying to reduce the freedom of speech during a time of war so that the nation would be united as one. The opposition of some feared Woodrow Wilson and his cabinet so they took action by reducing some freedoms and imprisoning many people unconstitutionally. The frighten away of not being united under a time of war was the cause of the Espionage and Sedition acts. These acts immediately caused the unfair conviction of Schenek and put him in prison. Although he was utilizing his freedom of speech, the unfair laws passed through the government by Woodrow Wilson, Congress, and the Supreme Court forbade him his civil liberties.