Are too many people being sent to prison Research Paper

Are too many people being sent to prison - Research Paper Example These are some of the questions that come to mind when one views the growing statistics of prisoners worldwide. This paper will focus on the fact that too many people are being sent to prison. There are too many people being imprisoned worldwide. The United States is leading in statistics for having many people in prison worldwide. The population in jail has risen by over ten times as compared to thirty years ago. Most prisons are overcrowded and the cost incurred by the state in its move to fighting crime is colossal and could be falling out of hand if nothing is done to address it. People are being sent to prison for minor crimes. Minor drug offenders for instance, make up a large number of inmates, are being jailed for long terms. Debaters have argued that these minor offenders should be subjected to other forms of disciplinary action like being made to do some community service in public. They claim that this would be a more positive way to punish them and subsequently the other offenders who have not been caught will learn from them (Doughty 1). Take a tour to any prison around and you won’t fail to notice the evident congestion. The prison facilities have been suffocated by the vast number of prisoners being injected to the system on a daily basis. Inmates in these prisons are facing unmentionable miseries since the facilities and resources in the prisons are not enough hence they have to live like slaves. Alabama’s prisons for instance, hold twice the number of prisoners that they were originally designed to hold. Their daily budget per prisoner is less than half the national average amount that should be spent on an individual prisoner. This strain is far from over since the number of people being sentenced is still increasing and new facilities have not been set up to accommodate them (Doughty 1). The increase in the number of people in the lower class is directly related to the increase in the number of people being sent to

Consider how the problems of cognitive bias might have influenced this Assignment

Consider how the problems of cognitive bias might have influenced this observation - Assignment Example Blue cars are not the only fats cars in Britain but boy racers have continuously selected them. This phenomenon can be associated with cognitive bias. People around us such as politicians, friends, politicians, expert and salesmen among others tend to influence our decision making by providing information that leads to their expectations (Stanovich & West 2000). This leads us to various forms of bias such as Confirmation, in-group, Gamblers fallacy, observational selection, post-purchase rationalization, and bandwagon effect biases among others other (Campbell 2010). One, two or more cognitive biases could have led boy racers in Britain to choose blue cars. Confirmation bias makes people agree with others who have similar opinion (Campbell 2010). Many people feel better while in the group of others who share same ideas and are insecure while in group of people sharing different ideas. A boy racer feels better while with other racers owning blue race cars. Blue cars may not be the fastest but no one among the racers is able to believe that there are faster cars bearing other color. As long as they keep that opinion that blue cars a re very fast, they will remain to use them. Racers may have also developed in-group bias. This is the bias associated by people who stay close together or those who have similarities in beliefs or origin (Finucane et al 2000). The fact that the boy racers are tied together by their age bracket and their fast driving habits, they have developed a close bond among them which makes them make similar choices as far as cars are concerned. This bias has led to their overestimation of blue cars’ ability to move faster than any other car. Gambler’s fallacy bias may have also influence their choice of blue car (Sides et al 2002). This is a type of bias that leads people to believe that past events influences future outcomes. If in the fast several blue cars won

Effective Operations Management At Ryanair

Effective Operations Management At Ryanair To be successful in an increasingly competitive environment, organisations must be more adaptive and innovative than ever before in providing a superior quality service. This paper will consider the role of operations management with the organisation and ways in which successful operations management can contribute to meeting organisational objectives. It is essential the organisations address issues of quality and resource utilisation to reduce costs and provide superior customer service with the intention of increasing sales and creating a competitive advantage. This paper will discuss how organisations can create a quality culture through TQM, and diagnose problems and areas for improvement using quality tools such as Lean and Six Sigma. The final section of this paper will discuss how organisations can plan for the successful implementation of TQM, highlighting the need for a quality management team, adequate management and resource availability, and consultation and communication with its workforce. Task 1: The strategic objectives of operational management The role played by effective operations management at Ryanair This section will discuss the role played by effective operations management at Ryanair; Europes largest low cost airline. Effective operations management is the systematic direction and control of five functions (management, procurement, transformation, customer services and distribution) that transform input resources into finished goods or services offering superior customer satisfaction (Slack, 1999). Within this transformation process (Figure 1), the role of effective operations management is to improve resource utilisation, thus reducing costs, whilst also providing improved quality and customer service which increases revenue (Slack and Lewis, 2002). Figure 1: Transformation process Operations management at Ryanair aims to optimise resource utilisation through the careful management of employees, technology, raw materials and money in order to increase productivity. For example, flight staff at Ryanair are trained to improve their productivity and keep aircraft turnaround times to a minimum (Slack et al, 2007). This increase in productivity allows Ryanair aircrafts to make more flights each day, significantly increasing turnover. In addition to this, another role of operations management at Ryanair is to ensure superior customer satisfaction. This is achieved through improving the flexibility, quality and consistency of its service and continually driving down costs. For example, through providing a no-frills basic service on-board its aircrafts, Ryanair can ensure superior satisfaction through driving down costs (Slack et al, 2007). The role played by effective operations management at Ryanair is to maximise resource utilisation and ensure superior customer service. Although operations management at Ryanair is extremely successful at these two roles, it could be recommended that they continue to ensure effective operation management through maintaining a precise understanding of customer requirements and monitoring environmental change that may affect these requirements. Ryanairs strategic objectives Ryanairs strategic objectives set out its mission and aims as well as defining how it is going to compete within its market (Slack and Lewis, 2002). Ryanairs strategic objectives will be categorised in terms of its goal (market leadership), target customers and offer (distinctive positioning), operating system (to sustain its low cost position), values and distinctive competence. Ryanairs fundamental goal is to establish itself as Europes leading low-fares scheduled passenger airline through continued improvements and expanded offerings of its low-fares service (Ryanair, 2009). Gaining and maintaining market leadership is advantageous in allowing Ryanair to increase its publicity due to leadership status, increase its economies of scale and further reduce costs. Another main strategic objective of Ryanair is to clearly identify its target market segments in order to position its strategy to satisfy particular customer requirements. Ryanair identifies its target customers as fare-conscious leisure and business travellers (Ryanair, 2009). In addition this, Ryanairs strategy is to create a superior offer tailed to its target customer requirements. Ryanair aims to offer low fares that generate increased passenger traffic while maintaining a continuous focus on cost-containment and operating efficiencies (Ryanair, 2009). Ryanairs strategy is also to clearly define its company values of low price, value for money and efficiency and to further utilise its distinctive competence of being creative at driving down cost. This distinctive competence is effective because it can be transferrable to other services; it provides a benefit to the customer and is unique to Ryanair. In summary, Ryanairs strategic objectives are to become Europes largest airline operator through offering low-cost, reliable service to both business and leisure users. Ryanair aims to achieve this through clear company values of low price, value for money and efficiency and its distinctive competence of being creative at driving down costs. In order to fulfil these strategic objectives, Ryanair must ensure that its operational objectives are focussed on ensuring superior customer satisfaction and effective resource utilisation. The success of Ryanairs operations objectives in meeting strategic objectives This part of the assignment shows how Ryanairs operations objectives contribute effectively to achieving its strategic objectives. Operations objectives are decisions which shape the capabilities of an operation and their long-term contribution to strategic objectives, through the reconciliation of market requirements with resource utilisation (Slack and Lewis, 2002). The success of Ryanairs operations objectives in meeting strategic objectives is achieved through its focus on ensuring superior customer satisfaction and through rigorous redesigning of systems and processes to enhance resource utilisation. Superior customer service is achieved by Ryanairs operations management through obtaining a clear understanding of the characteristics and requirements of their target customers. Ryanair understands the importance of a low-cost, reliable and safe airline service to its customers. Ryanair sells tickets directly to customers through its internet site keeping prices low and providing customers with the flexibility to buy tickets whenever and wherever they choose (Ryanair, 2010). In addition to this, Ryanair also keeps aircraft turnaround times to a minimum allowing more flights to take off per day and increasing the availability of flights to customers (Slack et al, 2007). Operations management at Ryanair also aims to improve resource utilisation and to continuously drive down cost. Ryanair, for example, uses standardised aircrafts and parts to allow for large orders from a single aircraft supplier increasing their economies of scale. In addition to this, Ryanair schedules flights to smaller secondary airports allowing money to be saved in airport fees (Slack et al, 2007). These twin operational objectives are so well balanced that they enable Ryanair to successfully achieve its strategic objectives. Through ensuring superior customer satisfaction, Ryanair is able to maintain a clear definition of its offer and also fulfil its goal to become Europes largest budget airline through increasing its customer demand. In addition to this, continuous improvement to resource utilisation allows Ryanair to gain and maintain competitive advantage through its distinctive competence of being creative at driving down costs and values of providing a low price and efficient service. Ryanairs operations objectives are extremely successful in meeting strategic objectives through its clear focus on ensuring superior customer satisfaction and rigorous redesigning of systems and processes. It could be recommended that Ryanair further builds upon this success through the implementation of a Total Quality Management (TQM) system aimed at integrating practical quality control techniques with organisational cultures conductive to the continuous improvement of quality (RDI, 2008). TQM systems at Ryanair will be further discussed in the next section. Task 2: Appropriate Systems 2.1 Systems to ensure the quality of products This section will discuss the use of two fundamental quality systems, Six Sigma and Lean. These two processes implement different methodology to achieve a similar goal: an offer of superior quality through the careful consideration of customer requirements and removal of defects and waste. Six Sigma Six Sigma is a data-driven discipline aimed to improve the quality of operational processes by listening to customer requirements and identifying and removing the causes of defects and variability (General Electric Company, 2009). Organisations that implement Six Sigma correctly achieve significant benefits that contribute to competitive advantage and to changing the culture in an organisation from reactive problem solving to proactive problem prevention (Six Sigma Group, 2010). An organisation such as Ryanair could use Six Sigma to ensure quality through the implementation of the Define, Measure, Analyse, Improve and Control method throughout the organisation. Customer requirements must be defined and measures should be made against core business processes to determine possible shortfalls. Potential gaps between current performance and goals must be analysed, and then innovative solutions using technology and discipline can be implemented and controlled (iSixSigma, 2010). Lean Lean is a production practice aimed at maximising customer value while minimising waste (Lean Enterprise Institute, 2009). Ryanair could incorporate Lean to help optimise the flow of the transformation system to ensure superior customer value and minimise waste. This could be achieved through determining customer requirements and eliminating stages of the transformation system that do not contribute towards meeting these requirements. This process should be repeated until perfect value is created with no waste (Lean Enterprise Institute, 2009). Unlike Six sigma which focuses on individual systems, Lean is effective at ensuring quality through addressing the transformation system as a whole. This also allows simpler information management and allows for faster responses to changing customer requirements. 2.2 The use of TQM and ISO 9000 to monitor quality to a satisfactory level Total Quality Management (TQM) and ISO 9000 have a mutual focus on ensuring quality through the promotion of customer satisfaction and process improvement. Whereas ISO 9000 is a tool used to regulate quality, TQM can be understood as the overarching philosophy within which ISO 90000 should be implemented. TQM TQM is a management philosophy that aims to empower all organisational functions with the responsibility of ensuring quality (ISO, 2010). This is achieved through developing and reworking systems to optimise resource utilisation, prevent errors and ultimately achieve superior customer satisfaction (Chartered Quality Institute, 2010). TQM aims to deliver quality and value above and beyond customer expectations through several key principles. Firstly, employees throughout the TQM organisation must be united within a customer-focussed culture to share ideas and facilitate innovation (Oakland, 2003 p3 ff). There must also be continuous improvements of systems and processes to increase resource utilisation and prevent errors before they occur. Finally, information must be shared throughout all levels of the organisation to ensure that the quality culture is embedded and maintained (Oakland, 2003 p3 ff). ISO 9000 ISO 9000 is a tool which can be used within a TQM culture to regulate and ensure quality. It is a systematic approach to managing the organisations processes so that they consistently turn out products that meet and exceed customer expectations (ISO, 2010). ISO 9000 is able to ensure quality to a satisfactory level through the implementation of quality management guidelines. Firstly, the organisation must ensure that a clear customer focus is established and processes are assessed as to how successful they are contributing to the customer focus. All outputs are monitored for defects, and new systems are implemented to prevent future defects. Continuous improvements are made to the quality system to ensure continued development (ISO, 2010). TQM and ISO 9000 are essential systems to ensure quality. Organisations must be aware, however, that in order to maintain a level of superior quality, TQM and ISO 9000 must not be treated as add-on functions with little attention given to the required changes in organisation and culture. 2.3 Quality Culture in the United Kingdom and Bulgaria This element of the paper sets out to define the term quality culture and then compares the view of quality between the United Kingdom and Bulgaria. Quality culture is an organisational value system that results in an environment that is conducive to the establishment and continual improvement of quality (Noronha, 1999). An organisation that develops and maintains a quality culture will differ significantly from an organisation with a traditional culture. Its attitude towards customers, problem-solving approach, supplier relationships and performance improvement approach will be geared towards creating superior customer value and increased resource utilisation as means of achieving a sustainable competitive advantage. For the successful introduction and implementation of a quality culture such as TQM, a quality culture must be developed to increase the success and likeliness of the systems acceptance throughout the organisation. This can be achieved through maintaining an awareness of quality as a key cultural issue, empowering employees and encouraging self-development, and rewarding behaviours that nurture and maintain a quality culture (Noronha, 1999). The view of quality in the UK and Bulgaria The view of quality in the UK has been shaped considerably by the values and principles brought about by quality management systems such as TQM, ISO 9000 and Lean etc. There is a great emphasis on achieving quality through the refinement of systems and processes tailored to deliver superior customer satisfaction and efficient resource utilisation (Noronha, 1999). Becoming part of the economic union in 2007, Bulgaria has had little exposure to quality management systems and quality culture that have been adopted by many organisations across Europe. The view of quality in organisations in Bulgaria was based purely on traditional values rather than hygiene, inspection of product, systems and TQM. Although there are clear differences in the view of quality internationally, there are also considerable differences between the views of quality nationally. The key issue, however, is the degree to which an organisation is able to understand and address quality issues. By way of conclusion a further point of interest prompted by this question is that while comparing quality culture between countries it is apparent that the same issue can be levelled at individual companies. Slack references the differences between companies in individual countries by distinguishing between pioneer, adaptive and follower categories of business and different approaches to quality culture Task 3: Organisational Performance Problems and opportunities for quality improvement In order to establish a need for quality improvement, BTB should conduct an appraisal of internal and external factors to gain an understanding of potential shortfalls in the quality of products and services, and resource utilisation. For an external review, an appraisal of the stakeholder market can be undertaken providing valuable information about customer requirements and stakeholder perceptions of the current quality of the operation. This type of appraisal can be undertaken through market sensing customer needs and requirements, and conducting surveys to obtain customer feedback on service and product quality. In addition to this, benchmarking can be undertaken to compare the performance of the company with that of its competitors within its own and other markets. BTB can also undertake an internal review to reveal information about potential gap between where the company is performing now and where they want to be in the future. This gap analysis can be undertaken to identify the adequacy of the systems currently in place to engage with customers and the channels in place to facilitate communication and information sharing. Organisational performance improvement programme Executive Summary This report will show how, through the introduction of TQM, improvements will be made to significantly raise productivity and reduce waste. As a consequence of these improvements sales throughput will have the potential to dramatically increase, significantly enhancing the organisations ability to gain and maintain competitive advantage. Introduction BTB Brew Technology (BTB) is an international manufacturing business specialising in buying, refurbishing, and selling industrial processing equipment and factories. BTBs strategy is to increase sales throughput by 10% through making dramatic improvements to customer service and resource utilisation. BTB has been advised to implement TQM as a means of achieving this goal. The importance of TQM Many organisations have found that the key to competitive success lies in maximising product and service quality (Kano, 1993). TQM is an effective means of allowing BTB to improve customer service through improving quality and resource utilisation. It is a structured system that will encompass all levels of an organisation to provide products and services that consistently meet and exceed customer expectations (Noronha, 1999). The importance of an implementation plan The implementation process of TQM will require a substantial change in BTBs organisation and management philosophy. Simply understanding TQM is not enough to create a management system required to sustain a TQM culture. It is essential that BTB develops a strategic TQM implementation plan that is developed, directed, and supported by management, and implemented throughout all levels of organisation. Strategic approach to project management Edwards and Hodgson (2004) state that TQM implementation is most successful when the four stages of (a) providing a vision (b) management action, (c) increasing employee participation and awareness, and (d) business alignment, are undertaken. This suggests that a successful implementation strategy must begin with creating vision towards quality which is communicated throughout the organisation. Management must show their commitment to the vision and motivate and empower employees to make quality their priority. Business systems and processed must then be modified to achieve customer satisfaction and recourse utilisation. Recommendations As a means of ensuring a successful and smooth implementation it is recommended that BTB formulates a project management team who will be responsible for developing and carrying through the strategic implementation plan. Strategic Implementation Plan Figure 1: Stages of TQM implementation The implementation plan consists of three stages: developing a case for change, piloting TQM, and implementation. Developing a strategy for change In this stage, BTB should aim to gain a thorough understanding of what should be expected from the introduction of TQM and the implications of introducing it. Upper management at BTB will need to develop a clear belief of the benefits of TQM to generate the momentum to start and maintain the implementation. This could be achieved through conducting benchmarking visits to superior performing organisations and studying TQM literature. After establishing a belief and need for TQM, the organisation must unite with a commitment to customer satisfaction; communicating the vision and bringing together employees within a quality culture. To communicate and lead this vision, BTB will need to bring together a quality management team who will be the driving force behind the implementation process. The quality management team will firstly need to communicate the quality vision and ensure that all employees understand and are committed to the organisations direction. This could be achieved through establishing a company quality policy, incorporating a statement of vision, goals and principles which is communicated to all employees. The quality management team must also start to build trust amongst employees, providing reassurance about jobs and roles, and communicating the benefit of TQM. Employees must also be motivated with a new sense of direction, receiving encouragement and rewards when commitment to the new culture is displayed. Preparation for the piloting stage must also be conducted, ensuring that there is appropriate resource allocation and support for TQM. Guidance must also be given by the quality management team to help clarify the role of each level of management, and establish systems and activities for interdepartmental problem solving. Finally, the quality management team must begin to identify and develop an appropriate action plan for TQM implementation; producing a Gantt chart which clearly illustrates the work breakdown structure of the project. They must, take into consideration the deadline for implementation, time to deliver and install new equipment and systems, length of training programmes, and potential obstacles which may be faced such as shortage of capital, and delays from suppliers. It is important that buffer periods are also factored into the time plan which will help to compensate for unexpected problems. Piloting TQM The piloting stage will provide BTB with a learning base from which management can begin to analyse the breadth of TQM requirements including, time, resources, and management focus. The number and sequence of team activities undertaken at the piloting stage should reflect the nature and strategy of the action plan devised by the quality management team. BTB should begin by testing its original production systems to assess efficiency and ability to ensure quality. Quality tools such as ISO 9000 and Lean production can be used to provide guidelines on system performance and address ways of increasing efficiency. BTB should make adjustments to all systems assessed as falling below standard. This can be achieved through buying new and more efficient production equipment, and though re-designing the transformation system to facilitate superior quality. Training initiatives must be implemented to all levels of the organisation. Line managers must be trained to become facilitators of continuous improvement, coaching new methods, and leading empowered employees. Employees should be trained to understand the importance of the customer and learn ways in which quality can be managed within their roles. Employees must also be trained to improve their communication skills to help facilitate information sharing throughout the organisation. It is also recommended that rewards and recognition are given to employees to reinforce commitment and adaption to new roles. For example, BTB may increase feedback given to employees by line managers and executives to reward commitment to quality and efficiency. In addition to this BTB may consider paying bonuses to reward positive appraisal feedback. Information and lessons learned from the pilot project must be used by management and the quality management team to make changes and revisions the original action plan, developing it into a structured and comprehensive multi-year implementation plan. It is at this point that BTB can make the commitment to implement TQM. Implementation In this stage, BTB should be concerned with securing the increased participation, shared responsibility, knowledge, skills and capabilities developed from the previous two stages. Training initiatives must be continued to improve communication channels throughout the organisation. For example, new IT systems could be installed to provide a new company instant messaging system allowing information to be sent instantaneously between departments. Employees should be trained on how to use these new systems and the importance of information sharing as a means of achieving a common goal. In addition to this, employees must continue to be kept regularly informed of business performance and development. Face-to-face meetings should be frequently scheduled with line managers, informing employees on factors such as individual and team successes to maintain motivation and commitment. It is recommended that BTB also forms strategic partnerships with suppliers and customers who have developed quality cultures and place value on efficiency and superior customer satisfaction. Strategic partnership will be beneficial to BTB in allowing them to form mutual relationships with other companies they are likely to work with, making sure that orders arrive on time, to right quality and the right price. BTB should now be in a position to exploit its internal improvement capability and use it to effectively re-focus its efforts on improving processes to deliver superior customer satisfaction. It should, for example, now focus on re-organisation to customer and market-driven process management. Conclusion The success of TQM implementation is a function of many variables (both controllable and uncontrollable), which are unique to the particular company situation. Effective project management determines the success or failure of the implementation project. BTB should aim to tailor its approach to exploit its unique strengths and focus on its particular weaknesses. It would be beneficial for BTB to look into more tactical approaches to TQM implementation; however this is beyond the scope of this assignment. Recommendations It is recommended that BTB focuses on a small defined set of improvement priorities that align with its business goals and objectives, and that should therefore be realistically achievable. These include the employment of an effective quality steering group who are effectively managed and resourced, and the set-up of a piloting project to help benchmark and appraise performance. The culmination and fulfilment of these objectives should then result in a structured TQM implementation plan customised to the specific needs of BTB. Assignment Conclusion To be successful in an increasingly competitive environment, organisations must be more adaptive and innovative than ever before in providing a superior quality service. It is essential the organisations address issues of quality and resource utilisation to reduce costs and provide superior customer service with the intention of increasing sales and creating a competitive advantage. Organisations must look towards transforming their culture into a quality culture through TQM, whilst implementing quality tools such as Lean and Six Sigma to diagnose areas of improvement. For organisations to remain competitive, they must continue to invest time and resources in the development of their transformation systems.

Term African Slave Trade Essay examples -- essays research papers

When you think of the African slave trade, do you realize that over 10 million people were removed from that continent in less than 500 years? Some scholars believe it may be as large a number as 20 million.1 I would like to pose a few questions and attempt to answer them in this collection of writings and opinions. The evidence and historical documents will show some of the economic and social impacts the Slave Trade had on the African continent. The first thing that needs to be established is just how many slaves were brought to the Americas. This has proven to be quite difficult at best. There have been many scholars debate just this subject alone. As you will see, many well known scholars have problems justifying their own estimations or guesses. A quick study of Philip D. Curtin’s work: From Guesses to Calculations: Shows his writings are a compilation of bits-n-pieces of information from previously thought of unimportant publishing’s. His sole purpose was to try to determine a more accurate account of the number of people brought over from what parts of Africa and to what final location. He goes on to make it clear his findings should not be construed as being accurate or to be relied upon with any degree of certainty: but rather an accuracy range of about 20% approximations. â€Å"It should also be understood that some estimates would not even reach that standard of accuracy. They are given as the most probable figures at the present state of knowledge. These considerations have made it convenient to round out most quantities to the nearest one hundred, including data taken from other authors...† By the following chart you can see clearly the late eighteenth century was the apex of the slave trade, as described by Philip Curtin. You can clearly see that over 60% of all slaves delivered to the New World were brought over between 1721-1820. Eighty per cent of the total were landed during a century and a half, 1701-1850. 2 I suppose one could find a similar spike in the sugar trade of the Americas, as well as the Rum exports from the colonies and the firearm exports from Europe. A variety of Opinions One conclusion that might be drawn is that, in reducing the estimated total export of slaves from about twenty million to about ten million, the harm to African societies is also reduced by half. This is obvious nonsense.   Ã‚  Ã‚  Ã‚  Ã‚  ... ...rice of the transatlantic slave trade on Africa was absolutely devastating. Not only was there a massive shortage of young women and men especially, but also the future potential of the continent was essentially gone. Many of the young men and women would die before reaching the New World. Thus not being given the chance to hand down their own culture to their children. Their culture was rarely a written culture, but an oral culture. A major factor that must be understood is what is called by some as the â€Å"brain drain† Which is considered a by-product of the Triangle Trade of the time. Craftsman, Warriors, politicians, Artist, Princes, Healers, Farmers, and Musician were all sent to be slaves by their enemies, both personal and political or even coincidental. All to serve the white masters on their sugar, cotton, and tobacco plantations on the other side of the world.5 Slavery does still persist. The reports of the United Nations International Labor Organizations, the British Anti-Slavery Society, and the U.S. Department of State show there still is large margin of slavery going on in the Northwestern (Mauritania) and in the Sudan region. The past isn’t dead: it’s not even past. 6

Test Bank for Cost Management Essay

Answers 1. A.Competence, confidentiality, integrity, and relevance. – Given 2. B. Competence, confidentiality, integrity, and credibility. 3. C. Competence, confidentiality, independence, and objectivity. 4. D. Competence, accuracy, integrity, and independence. According to the IMA Code of Ethics, what should a management accountant do if a significant ethical situation can’t be resolved? Mark – Incorrect Answers 1. A.The accountant should confront the guilty party and demand the unethical action be stopped. 2. B. The accountant should try to rationalize and understand the position of the other party. 3. C. The accountant should say nothing about the matter until he or she has retired. 4. D. The accountant should first discuss the matter with the immediate supervisor. The strategy map is a tool that is used Mark – Incorrect Answers 1. A.as one of the key aspects of the contemporary management environment 2. B. to enhance the sustainability of the organization 3. C. to link the perspectives of the balanced scorecard 4. D. to organize the critical success factors of a company 5. E. to implement strategy Which of the following is the primary user of management accounting information regarding business units? Mark – Incorrect Answers 1. A. Company management. 2. B. Investors. 3. C. Creditors. 4. D. Industry and governmental organizations. When managers produce value for the customer, their orientation consists of all the following except: Mark – Incorrect Answers 1. A.Quality and Service. 2. B. Timeliness of delivery. 3. C. The ability to respond to the customer`s desire for specific features. 4. D. State of the art manufacturing facilities. If a firm decided to reevaluate and reorganize the way it did business, in hopes of creating competitive advantage, by changing or decreasing jobs, the company would be using which of the following management technique? Mark – Incorrect Answers 1. A.The value chain. 2. B. Business intelligence. 3. C. Business process improvement. 4. D. Product reevaluation. 5. E. Life cycle costing. Which of the following is not considered part of the Institute of Management Accountants’ definition of management accounting? Mark – Incorrect Answers 1. A.Partnering in management decision making. 2. B. Devising planning and performance management systems. 3. C. Gathering, summarizing, analyzing, and providing information. 4. D. Providing expertise in financial reporting and control. 5. E. Assisting management in the formulation and implementation of an organization`s strategy. The difference between wholesalers and retailers is: Mark – Incorrect Answers 1. A.Wholesalers are merchandisers that sell directly to customers whereas retailers are merchandisers that sell to other merchandisers. 2. B. Wholesalers are merchandisers that sell to other merchandisers whereas retailers are merchandisers that sell directly to consumers. 3. C. Wholesalers are merchandisers that sell directly to the government whereas retailers are merchandisers that sell to other merchandisers. 4. D. Wholesalers are merchandisers that sell directly to customers whereas retailers are merchandisers that sell directly to the government. 5. E. There is no difference between wholesalers and retailers. Cost management has moved from a traditional role of product costing and operational control to a broader strategic focus, which places an emphasis on: Mark – Incorrect Answers 1. A.Competitive pricing. 2. B. Domestic marketing. 3. C. Short-term thinking. 4. D. Strategic thinking. 5. E. Independent judgment. Target costing: Mark – Incorrect Answers 1. A.Determines cost based on an expected market demand for the product. 2. B. Determines cost based on a budget. 3. C. Determines cost based on standard cost. 4. D. Determines cost based upon market price and desired profit. Cost management information typically is the responsibility of the: Mark – Incorrect Answers 1. A.Chief Financial Officer. 2. B. Controller. 3. C. Treasurer. 4. D. Chief Information Officer. A practical example of when the theory of constraints would not be an appropriate management technique to use would be: Mark – Incorrect Answers 1. A.Long lines at checkout stands. 2. B. Busy signals on Internet server sites. 3. C. One critical production process provides 60 parts/min. output, compared with a company-wide output of 90 parts/min. 4. D. Balanced, fast flow of product through the plant. A company’s management accountant is trying to improve the way costs are allocated within the company. Currently, several corporate expenses are grouped together and labeled â€Å"overhead.† If the accountant wanted to use activity-based costing (ABC) to help solve the problem, what should she do? Mark – Incorrect Answers 1. A. She should try to map the departments` costs to their cost objects, and then charge each department based on those cost relationships. 2. B. She should research how the company`s competitors are allocating their costs, and then implement one of those strategies. 3. C. She should look for bottlenecks within the production process, and try to eliminate them, thus reducing costs. 4. D. She should examine the firm`s value chain and apply target costing before adopting ABC. Which of the following is not a contemporary management technique used by the management accountant to respond to the changing business environment? Mark – Incorrect Answers 1. A.Enterprise risk management 2. B. Lean manufacturing 3. C. Life cycle costing 4. D. Enterprise sustainability Corporate management is required to identify and solve problems from a cross-functional view. Instead of viewing a problem as related to a specific business function, management solves these problems by combining skills from different functions simultaneously. This approach is called: Mark – Incorrect Answers 1. A.Inclusive approach. 2. B. Integrative approach. 3. C. Intra-function approach. 4. D. Multilateral approach. Strategic management can be defined as the development of a sustainable: Mark – Incorrect Answers 1. A.Chain of command. 2. B. Competitive position. 3. C. Cash flow. 4. D. Business entity. 5. E. Company image. Which of the following does not represent a main focus of cost management information? Mark – Incorrect Answers 1. A.Strategic management. 2. B. Performance measurement. 3. C. Planning and decision making. 4. D. Preparation of financial statements. 5. E. Internal auditing and control. In keeping with the current trend of increased strategic planning, how have management accountants changed their use of life-cycle costing? Mark – Incorrect Answers 1. A.They have now shifted their focus from R&D costs to marketing and promotion costs. 2. B. They have turned from a sole focus on manufacturing costs to a much wider outlook, taking into account costs from the entire product lifecycle. 3. C. They stopped looking at the entire life-cycle, and now focus their attention on product design costs. 4. D. Accountants don`t use life-cycle costing, that task is left for the operations manager. Which of the following professional certificates is considered to be the most relevant for dealing with cost management issues? Mark – Incorrect Answers 1. A.The CPA, which is monitored differently for each state in the U.S. 2. B. The CMA, which is administered through the Institute of Management Accountants. 3. C. The CFA, since its program focuses on the broadest range of topics and responsibilities for financial analysis. 4. D. The CPA, CMA, and CFA are viewed as equally relevant, since all three require an exam, as well as specific background and experience requirements. In a local factory, employees are rewarded for finding new and better ways of changing the way they work. This company is motivating its employees to use what management technique? Mark – Incorrect Answers 1. A.Benchmarking. 2. B. Activity-Based Costing. 3. C. Theory of Constraints. 4. D. Continuous Improvement. 5. E. Total Quality Management. All of the following are examples of total quality management practices except: Mark – Incorrect Answers 1. A.Redesign of a product to reduce its parts by 50 percent. 2. B. Reduction in the movement required in a manufacturing job. 3. C. Separating the sales and services functions. 4. D. Raising raw material quality standards. 5. E. Cross-training assembly line workers to cover sick leave absences. Which of the following aspects of the contemporary business environment involves using statistical methods such as regression or correlation analysis to predict consumer behavior, to measure customer satisfaction, or to develop models for setting prices, among other uses? Mark – Incorrect Answers 1. A. Business Intelligence 2. B. Target Costing 3. C. Life Cycle Costing 4. D. Benchmarking 5. E. Business Process Improvement Management accounting information plays a critical role in all of the following management functions except: Mark – Incorrect Answers 1. A.Profit planning. 2. B. Executive compensation. 3. C. Planning and decision making. 4. D. Hiring a new CFO. 5. E. Preparing financial statements for the SEC. The five steps for strategic decision making include all of the following except: Mark – Incorrect Answers 1. A.Identify the alternative actions 2. B. Gather, summarize, and report accounting information 3. C. Determine the strategic issues surrounding the problem 4. D. Choose and implement the desired alternative 5. E. Provide an ongoing evaluation of the effectiveness of implementation A local area consulting firm is trying to increase the long-term strategic focus of its company reports. Therefore, the firm has decided to use the balanced scorecard. What type of new information that the company currently doesn’t use in its financial reports, should the company include? Mark – Incorrect Answers 1. A. Non-financial information, including customer satisfaction, innovation, etc. 2. B. Additional financial information, such as profitability measures and market value. 3. C. Product life cycle information. 4. D. Supplemental accounting reports. Which of the following is not a major change in the business environment that has affected the way many companies think about conducting business? Mark – Incorrect Answers 1. A.An increased focus on the customer, especially their opinions about functionality and quality. 2. B. A growing emphasis on globalization – new markets for products and new competitors. 3. C. A larger number of companies are starting to use advanced information technologies, such as business intelligence. 4. D. The development of improved cost management methods. Which of the following aspects of a company would not be considered a critical success factor, for a company that competes on differentiation? Mark – Incorrect Answers 1. A.Cutting edge research and development. 2. B. Excellent customer service. 3. C. Award-winning product quality. 4. D. Continually beating competitors to the market with new, innovative products. 5. E. High level of production efficiency. Target costing determines the desired cost for a product upon the basis of a given competitive price such that the product will: Mark – Incorrect Answers 1. A.Earn at least a small profit. 2. B. Earn a desired profit. 3. C. Earn the maximum profit. 4. D. Break even. 5. E. Sell the highest volume. Read more: http://testbank102.com/free-test-bank-for-cost-management-a-strategic-emphasis-5th-edition-multiple-choice-questions-part-1/#ixzz34m1MeTVt

Critical Lens of to Kill a Mocking Bird, and a Raisin in the Sun

It was Robert G. Ingersoll who once said; â€Å"The greatest test of courage on earth is to bear defeat without losing heart. † In other words, he is trying to convey to us that in life, it is how we deal with our failures, and not the actions we take during our high points that matter most. This is because who we are and how we act during our lows are what define us as people. In accordance with this quote, two examples in which this idea occurs constantly are Lorraine Hansberry’s controversial play, A Raisin in the Sun, and Harper Lee’s renowned novel, To Kill a Mockingbird.Let’s delve into these pieces of literature to thrust Ingersoll’s philosophy into light. A Raisin in the Sun portrays a few weeks in the life of the Youngers, an African-American family living on the South Side of Chicago in the1950s. The Youngers live in a world where prejudice and racial ignorance have a grip on the masses, making their life very difficult. After the death of Mrs. Younger’s (or Mama) beloved husband, an insurance check finally comes to them for about 10,000 dollars.Confident that his plan of opening a liquor store will solve the Younger’s financial issues thus far, Walter Younger took it upon himself to invest most of his money into opening his store with two of his colleagues. In a terrible turn of events, one of his partners took off with all of the money Walter invested, leaving him with nothing. After this catastrophic mistake, Walter feels at an all time low. With temptation coming from Mr. Linder to give up their dream of moving into a permanent house for a bribe, Walter almost budges and submits, but at the last minute, he has an epiphany.He realizes that his family’s pride and honor cannot be bought, and he rejected Mr. Linder’s bribe, and the Youngers made the bold move into Clybourne Park, an all-white neighborhood, with their heads held high, and looking positively into the future. Walter’s wife, Ruth gets a massive blow when she is stunned by an unexpected pregnancy. In the Younger’s current situation, Ruth having a baby would be completely detrimental to their already crumbling financial situation.Her resolve was tested by the easy way out when she was tempted to go to an abortion clinic. As this possibility and all of the stress from the pregnancy was building up on Ruth’s already troubled mind, she felt very lost. After Walter found out about the pregnancy (And Ruth’s planning of an abortion), he became very upset with his wife, saying that an abortion was not the answer, and he believed that even if brining a new life into a troubled situation would be difficult, he said that it was a challenge worth taking on.Walter’s bravery when facing Mr. Linder inspired Ruth to take her hardship head on and do the right thing instead of taking a defeat with a defeated honor. To Kill a Mockingbird revolves around Scout Finch, who lives  with her b rother, Jem, and their widowed father, Atticus, in the sleepy Alabama town of Maycomb. Near the beginning of the story, Atticus is assigned a virtually impossible case, in the defense of a black man (Tom Robinson) accused of raping and battering a white woman (Mayella Ewell).Unlike most everybody else in town, Atticus can look beyond the color of Tom’s skin and truly see Tom’s innocence and decency. Taking a bold stance in the case, he fights with every iota of his being to bring into light Tom’s innocence and the flaws of the prosecution, who’s entire argument was based on circumstantial evidence and racial advantages (white vs. black in a racially prejudiced milieu). Although Atticus made an excellent defense, the jury still found Tom guilty.Atticus was completely crushed, but he nonetheless held his head high and showed optimism when he told Tom they still had another chance. To show appreciation for all of Atticus’ effort and dignity in the cas e, the African American balcony had a standing ovation for Atticus to honor his job well done, and this shows a perfect example of a defeat showing a test of courage. On the other end of this spectrum, we have Tom Robinson, who was actually the focus of this court case.Just trying to offer friendly assistance to a woman in need, tom frequently offered a helping to Mayella Ewell, who comes from a very unfortunate family situation, financially and abuse wise. Eventually, Mayella fell in love with Tom, and then pursued him, but Tom being a decent married man rejected. In a sudden twist, this scenario turned into Tom raping Mayella and the entire community turning on him. After a rigorous trial, the jury, as we know, found Tom guilty. In this defeat, Tom attempted to escape the officers and make a run for it.His resolve was shattered by his defeat, and he ended up paying his life for it. Perhaps if he had waited for the second trial, he may have been found innocent. As proven again and again in these two works and many others, â€Å"The greatest test of courage on earth is to bear defeat without losing heart. † All thorough history this statement has been proven to be true. We must always remember that it is how we present ourselves during our worst times, and this is what defines us.

The Life of Jelly Roll Morton essays

The Life of Jelly Roll Morton essays Ferdinand Joseph Jelly Roll Morton LaMenthe was born in New Orleans, Louisiana on October 20, 1890. As a child he began to learn how to play the piano at age 10 years old. He was taught by Tony Jackson, composer of songs like Pretty Boy and other hits. Tony Jackson is among the few musicians whom Morton admired and respected. He called Jackson the greatest single-handed entertainers in the world. After the death of his mother, Morton began playing in whorehouses and in the bordellos of the Storyville district of New Orleans. There he became active as a gambler, pool shark, and a lot of things that caused his grandmother to throw him out of the house as a bum and a scalawag. She did not want him around his two little sisters. As a wanderer, and during the fair of 1904, he began traveling such cities as Chicago, Los Angeles, St. Louis, and Denver playing with various musical organizations as an in demand musician but he could never stay long with one band. He couldnt stay long in one band too long because he was too eccentric and too temperamental, and he was a one-man band himself, said by bandleader George Morrison whom Morton played for in Denver. Morton really wanted to be the extreme musician. After that he toured the south in a minstrel show for about a year and a half. In a bar in St. Louis where pianist hung out, Morton had to prove his prowness by playing and reading music pieces set before him. In 1912, Morton briefly settled in Chicagos South Side where he published his first number, The Jelly Roll Blues, which was brought out by William Rossiter. He traveled with this piece as far as New York and as far west as California where he performed with the Spike Brother as well as fronting his own bands. During these years of travel, Morton apparently fused a variety of black musical idioms- ragtime, vocal and instrumental blues, items from the minstrel sh...

Biological and Chemical Warfare essays

Biological and Chemical Warfare essays The use of biotechnology could send our world back to the death and despair of the dark ages. There have been efforts to have a global ban on this type of warfare, but as long as there are terrorists, this type of warfare will continue to be their primary use of these destructive chemicals. Although biological and chemical weapons are similar in some ways, they also differ. They both have extreme effects, those contaminated by them need to take precaution against disease. The information needed to manufacture biological and chemical weapons is widely known and can be obtained easily through the Internet, medical journals, or by any ordinary book from the library. Any country, even with a small pharmaceutical industry can produce biological and chemical weapons easily and cheaply. Biological agents can be produced using flasks or fomenters such as those in making beer. Strains of viruses and bacteria can be ordered through the mail from laboratory supply houses, can be cultivated in living animals, or removed from dead animals. Although chemical and biological agents are easily available, it takes knowledge and planning to turn them into destructive weapons. Chemical weapons can be used against people through acts of terrorism. Anthrax is a common weapon used by terrorists. Less that a thimbleful dispersed in the air could potentially kill hundreds of people. Terrorists use these acts or threats in attempt to accomplish their own political, religious, or other goals. Biological agents can also cause diseases through bacteria in food. In spite of possible bomb threats, polls show that Americans are more concerned about biological and chemical attacks. Biological weapons are a lot older than we think and some are centuries old. More than 20 million people died between 1918 and 1919 during an influenza epidemic that spread around the world. Since 1981 the HSU virus has infected more than 29 million and ki...

A New Use For The Prefix Cis-

A New Use For The Prefix Cis- A New Use For The Prefix Cis- A New Use For The Prefix Cis- By Maeve Maddox Writing about gendered pronouns recently, I mentioned that â€Å"cis female† is a gender choice on Facebook. The prefix cis- derives from a Latin preposition meaning â€Å"on this side of.† Cisalpine Gaul, for example, was the part of Gaul located on the Italian side of the Alps. The part on the far side of the Alps was Transalpine Gaul. More familiar prefixes derived from Latin prepositions are trans, â€Å"across, on the other side† and circum, â€Å"around.† One of their uses is to indicate location, as in this example: Armitage boldly observes, We are all Atlanticists now. Then, he defines three approaches to Atlantic history, which he calls Cis-Atlantic, Trans-Atlantic, and Circum-Atlantic. Circum-Atlantic history is the history of the people who crossed the Atlantic, who lived on its shores and who participated in the communities it made possible.- Review of The British Atlantic World, 1500-1800. Chemists use cis- as a prefix and as a free-standing adjective to designate â€Å"a compound in which two atoms or groups are situated on the same side of some plane of symmetry passing through the compound.† Here are some gender-related terms that are beginning to appear in the media: cisgender cissexual cis man cis woman cissexism cissexual assumption Here are examples of their usage: â€Å"Cissexual assumption†Ã‚  is a phrase coined by Julia Serano for her claim that  cissexual  people assume that all people experience  gender identity  in the same way. It seems that some of this trans woman hatred from cisgender women  is based on a fear that perhaps they are taking something from us. I’m a Cis Girl in Love with a Trans Guy. Cis writers in every media form are jumping on the trans  story  train. Cis- is the logical choice of prefix to denote â€Å"assigned at birth† in contrast with transgender, â€Å"not conforming to birth gender.† Unfortunately, with all such labels, the danger exists that cis may become an abusive epithet. The other evening, I heard the term â€Å"cis male† used in an episode of Blue Bloods. The character, a college girl, referred to another character as â€Å"a cis male.† Her facial expression and tone of voice made it clear that she was not using the term as a neutral designation. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:How to Punctuate References to Dates and TimesOn Behalf Of vs. In Behalf OfAdvance vs. Advanced

Why I am ready to return to Monroe Essay Example | Topics and Well Written Essays - 250 words

Why I am ready to return to Monroe - Essay Example It has made me realize as well the value of spending time wisely on each aspect of the course and of being trained to possess moral character in terms of discipline, respect, and integrity. Moreover, I find it reasonable to attend classes in Monroe College once again for its capacity to engage students in appreciative learning. Through the school’s intelligent and encouraging faculty staff and up-to-date academic resources, I had received great help in developing interest in several areas of relevant study. It would also be wonderful to reconnect with old friends and certain lower class fellows under a different field yet whose influence led me to find delight in reading classical literature and world history. Subjects as these, I recall, are taught in Monroe College with such enthusiasm and manner that inspires students to be critical in thought and creative in imagination. I am further drawn to believe that I am ready to resume my scholastic life with Monroe knowing that it has the most conducive facilities I could possibly ask

Organization Design 4370 Assignment Example | Topics and Well Written Essays - 250 words

Organization Design 4370 - Assignment Example This way, the company ensures that the changes it seeks to undertake are well supported. The company has been involved in organizational restructuring. For example in the year 2005, the company was involved in change restructuring of its workforce, to reduce its number of employees by 330, 000. Such changes was aimed at reducing expenses, removing the bureaucracy involved in its management and enable it to expand its operations to low cost countries (Emerson, 81). Innovation has been the driving force for change, through its consistent involvement in research for new technologies and integrating such changes in the organization. People and corporate culture are the major obstacles for change within the organization. Having introduced a culture of recruiting employees every so often, the introduction of a change such as employees overhaul is blocked by people. The company has adopted a strategy for change, to reduce transformation and operational costs and maximize on the dedication of stakeholders to its change strategy (Emerson,

Police Roles Essay Example | Topics and Well Written Essays - 1250 words

Police Roles - Essay Example In the story of how the inmate overpowered the corrections officer, the inmate pleaded that he had to use the restroom. Preying on the corrections officer's compassion and empathy, the inmate was allowed to break free. The efficiency of teamwork and manpower was phenomenal in this story. "The 24/7 operational demands of a police officer's job can have serious consequences. A significant body of scientific and operational literature clearly establishes that around the clock operations can degrade safety, performance, health, mood, and alertness" (Amendola, Hamilton, Wyckoff, 2006, p. 3) In Findlay, Ohio; the police force knows all too well that the hours can be long and the job can be stressful. But in the same sense, the officers know that community involvement is key in order to keep in touch with the public. The County has started a program named NEAT (Neighborhood Enhancement & Abatement Team). The program was established in 2004, and helps deal with nuisance problems and neighborhood cleanups. In Modesto, California two police officer while on duty working on a holiday (labor day), assisted a woman in giving birth to a baby boy in a parked car, not very far from the nearest medical center. The role of social servant rings true in this story, where the call of duty was performed in an over exceeded amount of time. When officers are placed in position, like in this story, they have to keep the "victim" calm and focused, using amateur psychology tactics. In crime shows on television, such as Law & Order, SVU, The Shield, or COPS; they show a sort of distorted view of how officers have to handle situations with quick reflex's and snap decisions. What normally would take hours to handle in real life, in television the situation is under wraps in a matter of minutes. In fact, the real scenario in life takes a major amount of time in order to achieve a positive outcome. The Fine, Fading Art of Directing Traffic Albeit, it takes a certain amount of talent, the art of flowing ease, and knowing your fellow humans in order to direct traffic. It's about multi-tasking and by not bringing the spotlight on yourself as an entertainer with your orange vest and white gloves, but keeping the driver focused on the road. The role of order maintainer in this story is depicted in such a way that it seems almost glamorized. The job in itself can be dangerous, but for the most part, directing traffic is a basic act of maintaining order where there is chaos. Simple as that. In the Findlay County Police Station, they too have had to direct traffic several times. Not one officer is in charge of this, instead one is assigned from the list of officers that are on duty. Several times even while on their "beat", officers have had to come to a site and direct traffic without getting prepared until medical crews or backup has arrived. They take this

Literature Review -why we went to war in Iraq Research Paper

Literature Review -why we went to war in Iraq - Research Paper Example Hussein, indiscriminate killing, large-scale unemployment, loss of basic infrastructure, lack of law-enforcement, and armed resistance, made the country’s future appear bleak. This is particularly true for the most vulnerable sections of Iraqi society: the children, women and old people (Ismael, 2007). The classical Just War tradition with ethical criteria for pre-emptive war, is not adequately filled by the Bush Administration’s use of military force in the attack it led against Iraq, as part of the war against global terrorism. The doctrine of pre-emptive war in the case of Iraq fails vital ethical tests (Wester 20). The theoretical framework of the doctrine of Just War related to the concept of an unavoidable war to protect humanitarian rights, forms a useful tool for analysis. The doctrine includes international laws on the use of armed force in combat. â€Å"Beyond strict assessments of the legality of war, Just War doctrine is concerned with the broader notion of justice† (Enemark & Michaelson 545). The Just War doctrine is based on the principle that the inevitable death and destruction caused by war results in the burden of proof falling on those who advocate the use of armed force. The two dimensions to Just War doctrine are: jus ad bellum or the justice of going to war, and jus in bello or the just conduct of war. The six interconnected jus ad bellum criteria combine together to make the going to war a fair intervention. They are: â€Å"Just Cause, Right Authority, Right Intention, Reasonable Prospect of Success, Proportionate Cause, and War as a Last Resort† (Enemark & Michaelson 545). Flint & Falah (p.1379) support the view that America’s construction of a Just War was deceptively based on â€Å"prime morality† by functioning at the level of individuals and humankind rather than at interstate power politics. The researchers found that the geographic assumptions of just war theory could not apply in the case of Iraq, and they explain the hegemonic

Written analysis of a quantitative research report to determine the Paper

Written analysis of a quantitative report to determine the validity of the study - Research Paper Example (Choi, 2005; Gardner, 2005a; Jeffreys, 2007b). Research on stress in nursing students indicates these students experience a variety of stressors, such as fear of failure, financial issues, patient care responsibilities, and balancing school work with personal life (Jones & Johnston, 1997, 1999). Furthermore, the greater the stress experienced, the greater the negative effects it has on student learning and success (Gwele & Uys, 1998; Jones & Johnston, 1997). Conceptual model is used in forms of diargrams and scales and it is used to help us understand the subject matter. This model includes 11 teaching strategies, such as prepairing learning objectives related to communication, premitting expression of identity and cultural sharing,providing bilinguaal and bicultural opportunities, modeling the use of texts and resources, and continuous assesment. The findings of this study reflect previous literature indicating that foreign-born nursing students report issues of discrimination, stereotyping, and cultural incompetence or incongruence (Gardner, 2005b; Jeffreys, 2007a). An interpretive phenomenological design was used to examine stress experiences and perceptions of faculty support among foreign-born generic baccalaureate nursing students. Interpretative Phenomenological Analysis  (IPA) is an approach to psychological  qualitative research  with an idiographic focus, which means that it aims to offer insights into how a given person, in a given context, makes sense of a given  phenomenon. Usually these phenomena relate to experiences of some personal significance - such as a major life event, or the development of an important relationship. It has its theoretical origins in  phenomenology  and  hermeneutics, and key ideas from  Husserl,  Heidegger, and  Merleau-Ponty  are often cited  . IPA is one of several approaches to qualitative, phenomenological psychology. A purposeful sample of foreign-born

Review and Critically Evaluate the Relevance and Contribution of HR to Essay

Review and Critically Evaluate the Relevance and Contribution of HR to Organisational Success and Effective Change Management - Essay Example Armstrong defines human resource management as a â€Å"strategic and coherent approach to the management of an organisation’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives† (cited in Stolt, 2010, p.2). This paper will critically evaluate the relevance and contribution of HR to organisational success and effective change management. Contribution of HR to organisational success In the today’s competitive business environment, HR plays a pivotal role in determining the organisation’s operational efficiency and profitability. As Wright (2003) believes, many of the corporate scandals over the last few decades can be attributed to the failure of HR. A number of studies have indicated that HR evidently contributes to organisational success. Importance of service sector has been steadily increasing for the last two decades and hence the economy tends to be more service based. Hence, it is essential for organisations engaged in service sector to keep their workers motivated and productive. According to Valencia (n.d), there is a close connection between employee motivation and employee productivity. Studies point that financial incentives and other employee benefits are the best ways to keep employees motivated. A firm’s HR management deals with all types of employee benefits including healthcare, retirement, dependent care, college tuition, and worksite accident claims (NC Department of Health and Human Services, 2012). In addition to employee benefits that are mandated by law, organisations voluntarily provide their employees with some additional benefits. For this purpose, HR managers explore employees’ actual family needs and thereby make the firm’s employee benefits packages flexible enough to help the company save money (Reference for Business, 2012). Even in manufacturing and traditional industries, competitiveness has become o ne of the major determinants of organisational success and therefore firms in these sectors frame strategies that facilitate economic and effective use of their resources. It is evident that human capital is the most important resource of an organisation and hence effective HR strategies would assist the firm to make its employees more productive. Increased productivity would directly contribute to an increase in revenues and thereby profitability. In the view of Cohen et al (n.d), HR is a better strategy to ensure the firm’s long term sustainability. Evidences suggest that improved HR would be beneficial for an organisation to eliminate unnecessary costs resulting from production wastage, employee motivation programs, and rigorous sequence of quality checks (The Strategic Human Resource Management Model, n.d). HR system aids an organisation to ensure that its training programs are designed on the basis of focused and topical methods (Management study guide, n.d). Deb (2006) opines that effective human resource management may be a potential way to encourage employee creativity and thereby seize more expansional opportunities. When an employee is allowed to use his creativity, he may get the feeling that ‘it is my organisation’ and such an employee’s view would directly contribute to organisational productivity. In order to ensure organisational su

Written analysis of a quantitative research report to determine the Paper

Written analysis of a quantitative report to determine the validity of the study - Research Paper Example (Choi, 2005; Gardner, 2005a; Jeffreys, 2007b). Research on stress in nursing students indicates these students experience a variety of stressors, such as fear of failure, financial issues, patient care responsibilities, and balancing school work with personal life (Jones & Johnston, 1997, 1999). Furthermore, the greater the stress experienced, the greater the negative effects it has on student learning and success (Gwele & Uys, 1998; Jones & Johnston, 1997). Conceptual model is used in forms of diargrams and scales and it is used to help us understand the subject matter. This model includes 11 teaching strategies, such as prepairing learning objectives related to communication, premitting expression of identity and cultural sharing,providing bilinguaal and bicultural opportunities, modeling the use of texts and resources, and continuous assesment. The findings of this study reflect previous literature indicating that foreign-born nursing students report issues of discrimination, stereotyping, and cultural incompetence or incongruence (Gardner, 2005b; Jeffreys, 2007a). An interpretive phenomenological design was used to examine stress experiences and perceptions of faculty support among foreign-born generic baccalaureate nursing students. Interpretative Phenomenological Analysis  (IPA) is an approach to psychological  qualitative research  with an idiographic focus, which means that it aims to offer insights into how a given person, in a given context, makes sense of a given  phenomenon. Usually these phenomena relate to experiences of some personal significance - such as a major life event, or the development of an important relationship. It has its theoretical origins in  phenomenology  and  hermeneutics, and key ideas from  Husserl,  Heidegger, and  Merleau-Ponty  are often cited  . IPA is one of several approaches to qualitative, phenomenological psychology. A purposeful sample of foreign-born

Leadership Style Essay Example for Free

Leadership Style Essay My style of leadership is as a developer. Style 3 which an approach allowing people to think things through on their own, yet implementing guidelines on how to handled issues with delivering pharmacy care to our patients. This leadership technique requires the employee to exhaust all options available based on their level of knowledge and issues that require extensive research or problem solving are escalated for me to resolve. In many cases, this style of leadership empowers the employees and many employees excel in their jobs because they have a sense that they are appreciated. On the other hand, the developer as a leader does not deal well with resistance from employees. When the leader avoids conflict this can result in a loss of morale and focus on completing work-related tasks. The people-first mindset of this type of leader makes it difficult to keep employees moving along in order to meet company goals. My group was composed of Style 2 problem solver and Style 3 developer. The problem solver of the group made themselves available themselves available and part of the leadership consisted of demanding the team to stay on track and following the outline of the course. The team members all understood that each of the other members had something to offer the leadership course in the quest to finish the objectives and move on to the next class. In comparison to the developers the problem solvers lead with passion. One of the major difference between the leadership styles is that problem-solvers are more visionary and thinks about the big picture while the developer takes a an internal approach and focusing on what the team requires to accomplish their goals. I have a better understanding that as a leader I must attempt to optimize how the team’s goals are developed not just the performance required to accomplish the goals. Developing these skills encompasses a maturation of motivation and values so that as a leader I can elevate the needs of the other team members. The Developer of the team will try to identify opportunities for positive feedback and avoid confrontations that are related to performance this could esult in slower progress to reach the teams goal because the developer to approach a non-performing team member. Other leadership styles may see the Developer’s team as having a lack of direction because the leader places the well being of member’s before the completion of a task. The pitfall can build frustration to other team members who are goal or task oriented and subsequently leads to lower performance standards for the group especially to the Director and Problem Solver who wants fast results from a task driven, highly motivated team. The leaders in the team are very similar because they are sincere, people-oriented, and goal oriented. The Problem Solver and Developer worked well to motivate the team to live up to the vision and the goals of tasks. I realized both leaders are fearful of making the hard choices and possible changes needed to succeed. The leaders focus on team members’ differences while supporting individual’s needs.

Vietnam Human Resource Enterprises and Training

Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear Vietnam Human Resource Enterprises and Training Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear