The Concept and Process of Training and Development

Introduction Employees in an organization learn new skills and knowledge for both personal and organizational benefits. Training and development provides the same outcome using different methods. Managers in the organization use development and training to improve on the employee’s performance through learning.Advertising We will write a custom essay sample on The Concept and Process of Training and Development specifically for you for only $16.05 $11/page Learn More Differences between the concept of training and development Training is a process used by organizations to improve employee performance and to help them learn new information. Trainings are organized and they usually cover specific topics as planned by the management. Workshops and seminars are some of the events used for group trainings. Training enables people to improve on knowledge and skills and to learn new ideas that improve effectiveness in the workplace (Craig, 1996, p.996). A good training provides useful information that contributes to the development of skills and knowledge used in the workplace. Ideas leant in training are useful in improvement of job performance. Through concept learning and presentation, training improves workplace behaviors and enhances skill development. Development on the other hand is the process used by organizations to create and sustain change in the workplace. It is a systematic process because it seeks to improve on the already working employees. Example of employee development is when an experienced employee helps a new employee to go about a specific job. A manager may decide to coach new employees on the job s/he wants done. Development in the workplace is evident when employees in an organization decide to rotate job responsibilities with the aim of learning more. It involves the process used by employees to gain more experience in the workplace. The main difference between the concept of training and development is t hat development is a broad term, which includes training as a method of encouraging employees. The activities involved in development are different from the activities involved in training.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Both development and training give the same results using different methods. For example, if a manager wants to improve the employee’s ability to work with an accounting package, training is the appropriate thing to do. The manager may want the same employee to understand another job in a different department. To achieve this, the manager will apply development using job rotation. Training and development use different periods because training focuses on current issues where employees learn new skills and abilities that help them to perform their jobs. Development on the other hand prepares employees in an organization for future responsibilities and it may take a longer period. The process of a performance improvement plan A performance improvement plan is a process used by the management and the supervisors to help individuals improve on their behavior in the workplace. Supervisors, through performance improvement plan, identify behavior and performance issues that need to be improved and then writes a plan to guide on the corrective and improvement actions. Documentation of employee’s performance Employee performance documentation opens the process where the supervisor usually does documentation and s/he identifies the areas that need improvement. Documentation provides examples and facts that clarify specific areas that need correction and improvement. Action plan The second step in the process of the process is for the supervisor to develop an action plan. The action plan gives improvement details and it includes specific objectives and goals. Smart goals are the objectives included in the action plan by the supervi sors and such goals should be relevant and accurate. Review on the performance improvement plan Before meeting with employees, supervisors, after preparing the performance improvement plan, should meet with managers to review the document. The supervisor can either review the plan with the human resource professional or the manager. The manager or the human resource professional acts as a third party and s/he is supposed to ensure that the document is clear, reasonable and can be accomplished within the stipulated time. Meeting with employee The supervisor holds a meeting with the affected employees to discuss about the document. The work of a supervisor in this stage is to show employees areas that need improvement and to lay out the action plan. After discussion, the supervisor may modify the action plan based on the feedback given by the employee, before they both sign the form.Advertising We will write a custom essay sample on The Concept and Process of Training and Develop ment specifically for you for only $16.05 $11/page Learn More Progress The supervisor and the employee should have follow up meetings, which may be held monthly or weekly depending on their agreement. During the meetings, the employee gets an opportunity to ask questions and they both document and discuss the progress towards the objectives. It is the duty of the supervisor to make sure that the necessary tools needed by the employee are available. Conclusion Conclusion of the performance improvement plan depends with the employee’s action. In case the employee refuses or is unable to improve, the employer closes the performance improvement plan and termites the employment. However, if the results are positive whereby an employee is in a position to achieve the specified goals, the employer concludes the improvement plan and the employee can go on with his/her work. How the results of a performance improvement plan determine training needs for employe es Results of the performance improvement plan can be either positive or negative. Negative results show that the employee does not improve because he or she refuses to commit to the performance improvement plan. In such a scenario, the incrimination rests not on the organization but on the employee. Other results may show that the employee has shown some improvement but has not been able to achieve some objectives in the action plan. The supervisor and the management then seek to know why the employee has not achieved the objectives within the timeline and determine how to help the employee to improve on the same. The supervisor may decide to add more time for the employee to meet the objectives if the employee has tried his/her best but is unable to meet one or several objectives. If the supervisor determines that the employee is trying the hardest but cannot be able to achieve the objectives because of lack of training, the management and the human resource professional concludes that the employee needs more training and that the cause of the poor performance is lack of training. If several employees are unable to achieve specific objectives, then it means that the employees need more training in specific areas. Conclusion Both training and development are important in organizations because they help employees to improve and learn. The use of performance improvement plan helps the management to determine the training needs for the employees. The results of performance improvement plan expose weakness of the employees, which guides an organization on what to do.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Reference Craig, R. (1996). The ASTD Training and Development Handbook: A Guide to Human Resource Development. USA: McGraw-Hill. This essay on The Concept and Process of Training and Development was written and submitted by user Derr1ck to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Impact Of The Latest Advances In Technology On Recruitment And Selection The WritePass Journal

Impact Of The Latest Advances In Technology On Recruitment And Selection ABSTRACT Impact Of The Latest Advances In Technology On Recruitment And Selection ABSTRACTINTRODUCTIONa. INTERNET BASED RECRUITMENTBENEFITS OF INTERNET BASED RECRUITMENTCHALLENGES TO INTERNET BASED RECRUITMENTb. AUTOMATED TELEPHONE INTERVIEWING/INTERACTIVE VOICE RESPONSE (IVR)DISADVANTAGES OF USING IVRc. TELECONFERENCING AND VIDEO CONFERENCINGBENEFITS OF VIDEO CONFERENCINGCHALLENGES OF VIDEO CONFERENCINGd. COMPUTER BASED TESTINGINCREASED REGULATION AND LEGISLATIONLOSS OF CONFIDENCE IN ACADEMIC QUALIFICATIONSCONCLUSIONREFERENCESRelated ABSTRACT In the face of a new era of downsizing, garnering of qualified workforce remains a key organizational goal. A commonly held view among the human resource managers is that the human resources are the most important assets of an organization and that they offer the only non-imitative competitive edge. As the point of entry, the process of recruitment and selection of employees plays a crucial role in enhancing the success and survival of the organization in the extremely competitive and turbulent business environment. This paper explores on how the latest advances in technology have impacted on the process of recruitment and selection of employees. Different aspects of the use of new technology will be examined including internet based recruitment, telephone and video conferencing, computer based testing and IVR or Automated telephone interviewing. This will include an overview of the potential advantages as well as challenges arising with the use of each wave of technology. INTRODUCTION In the face of a new era of downsizing, garnering of qualified workforce remains a key organizational goal (Bauer 2004). As the point of entry, the process of recruitment and selection of employees plays a crucial role in enhancing the success and survival of the organization in the extremely competitive and turbulent business environment. Traditionally, the recruitment and selection process relied on fairly low-tech methods such as employee referrals and newspaper ads, in locating and attracting qualified candidates (Lievens, et.al 2002). Successful job seeking included frequenting the local job center (Lievens, et.al 2002). This has however changed over the past few decades as a result of advances in technology. The recruitment process, just like all other business functions, has become increasingly tied to technology (Lievens, et.al 2002).   The common practice of mailing applications and waiting to be called for an interview via a phone call has been trumped by technological advances which have eased communication. Technological advances such as internet-based recruitment and candidate assessment, computer-based testing, Interactive Voice Response (IVR), telephone and video-based interviews among other information technologies are now increasingly being used in recruiting and selecting qualified candidates (Chapman Webster 2003). In this paper, we examine how the latest advances in technology have impacted on the process of recruitment and selection of employees. The following sections will explore on these technological advances, in particular, how they are impacting on recruitment and selection process. This will include an overview of the potential advantages as well as challenges arising with the use of each wave of technology. We begin by exploring on internet based recruitment, which involves recruitment via the web. a. INTERNET BASED RECRUITMENT The most popular ways through which advances in technology have significantly impacted on recruitment and selection is through the internet. Organizations are increasingly making use of the internet technology, particularly the World Wide Web, as a platform for testing and recruiting potential candidates (Baron Austin, 2000). Social networking websites, software and online job boards has helped in linking applicants to hiring professionals with focus on knowledge, skills and abilities (Baron Austin, 2000). Social networking sites such as LinkedIn, CareerBuilder, monster.com and universe.jobs hold millions of jobs and resumes in their databases (Neil 2003).   These professional networking sites play a significant role in the process of recruitment and selection. LinkedIn, for example, is used as a business-oriented social networking site whereby applicants are linked with the employers. LinkedIn is widely used globally as a professional network service and has currently 90 million users (Neil 2003). It is currently valued at over $2.51 billion USD and operates in more than 200 countries (Neil 2003). Advances in technology have indeed shaped the process of recruitment and selection. Online ads are now the lead recruitment methods employed by employers. Recruitment and selection via the web has enabled the employers to build a talent pool of qualified candidates and lessen their reliance on conventional print media (Thompson et al., 2008). This has led to significant cost savings as employers lessen their reliance on recruitment agencies (Thompson et al., 2008). In this regard, Harris Dewar (2000) noted a significant reduction on the cost per-hire from $ 3,295 (for the conventional recruitment methods) to $377 (for internet based recruitment). There are many benefits arising with the use of internet based recruitment method as well challenges that it present to the organizations. It should be noted that internet based recruitment is not without its shortcomings, but the cons must be weighed against the pros in order to determine if this recruitment method is supported. BENEFITS OF INTERNET BASED RECRUITMENT The internet provides efficiency in the administration and scoring of test as the content can be easily modified and answers captured in electronic form (Van Hoye Lievens 2007). It also enables routine checking of errors, automatic scoring of tests and provides instant feedback to the applicants (Van Hoye Lievens 2007). This administrative ease enables recruiters to save on costs and time giving them a competitive hedge in the tight labour market. It also provides for increased flexibility for both the employer and applicants in the administration of tests and performance of work in varied geographical locations (Van Hoye Lievens 2007). Moreover, the widespread of information in a globalized market widens access to a diverse geographical labour pool (Lievens Harris 2003). Additionally, there is a greater transparency in the selection process as candidates are selected based on their skills, experience and competence (Lievens Harris 2003). CHALLENGES TO INTERNET BASED RECRUITMENT While it is apparent that online recruitment help cut on recruitment costs, increase efficiency and transparency in the selection process; there are some potentially major drawbacks. Due to the high number of applicants, screening and checking the authenticity and mapping of skills may be a time consuming exercise (Lievens Harris 2003). The large number of indistinguishable resumes from the various applicants coupled with inadequate software and procedures may lead to poor results in the selection of the ideal candidate (Lievens Harris 2003). This problem can largely be attributed to the existing methods for parsing resumes which is dependent on software that truncates and exclude the totality of content (Lievens Harris 2003). Also, failure by the industry software to produce optimum candidate and position convergence may result in correspondingly low retention rates of the new employees hence costing client companies thousands of dollars (Lievens Harris 2003). Despite having automated assistance, managing the workload remains a daunting task for HR managers. While software has reduced on the number of resumes from the applicants, that would otherwise be manually reviewed, it has not been successful in narrowing candidate resume pools to the ideal qualified applicants (Harris Dewar 2000).It should be noted that most of the software employed in the process of recruitment and selection generally uses rudimentary lexical and semantic algorithms (Harris Dewar 2000). These algorithms tend to generate a large candidate pool with most candidates insufficiently suitable for effective use (Harris Dewar 2000). This is because the industry software lacks the ideal filtering capabilities necessary for the proper parsing of resume. Crucial data that could help in identifying the ideal candidate and position convergence is therefore lost. Without sufficient data, there is not enough variance that could be used in distinguishing among candidate and position suitability (Harris Dewar 2000). This next section will explore on interactive voice response (IVR) which is also known as automated telephone interviewing. The method is also gaining popularity and is increasingly being used by firms in recruiting and selecting new hires. b. AUTOMATED TELEPHONE INTERVIEWING/INTERACTIVE VOICE RESPONSE (IVR) The use of interactive voice response (IVR) which also referred to as automated telephone interviewing is one of the newest ways to recruiting and selecting new hires (Thompson et.al 2008).   IVR technology allows for human interaction with the computer via a telephone keypad or through the use of voice recognition (Thompson et.al 2008). This wave of technology is increasingly gaining popularity in the recruitment and selection of employees due to its many advantages. ADVANTAGES OF THE IVR IVR is an easily accessible technology. Take for example the United States where 95% of the households own phones (Thompson et.al 2008). With IVR, applicants can initiate the interview at any time. The applicants or potential employees can initiate an interview by simply making a phone call to a toll-free phone number and be automatically interviewed without any intervention from the operator (Thompson et.al 2008). IVR or rather automated telephone interviewing can help in eliminating interview biases (Thompson al 2008). It is highly cost effective in screening the candidate pool. DISADVANTAGES OF USING IVR While IVR is increasingly being used by many businesses to cut on the costs and give a better experience, it is not without its shortcomings. One of the greatest challenges to using IVR systems in recruitment and selection of employees is that the users find it hard to follow telephone menus and lengthy instructions (Thompson et.al 2008). Also, IVR screening is considered lower in terms of treatment and openness as well as in reconsideration opportunities than the conventional face to face interviewing (Thompson al 2008).. c. TELECONFERENCING AND VIDEO CONFERENCING There is also the use of telephone and video conferencing. Teleconferencing involves setting up of a conference telephone call between the selection committee and potential candidates (Gilliland 1993). Job interviews by teleconferencing are common where the applicant and the selection committee are located in geographically sparse regions. Video conferencing, on the other hand, involves the combination of both the audio and video transmissions, hence allowing for communication to take place by a way of an audio visual link (AVL) (Gilliland 1993). With video conferencing, both the applicant and selection committee members are able to share their views and at the same time see each other on the screen. BENEFITS OF VIDEO CONFERENCING Despite reducing the in-person meetings, video teleconferencing as well offer the advantages of face to face communication (Gilliland 1993). There is also significant cost reduction for both the applicant and the employer as there is no need of travelling and associated costs of lodging and meals (Gilliland 1993). There is also the added environmental benefit as a reduction in traveling implies a reduction in greenhouse gas emissions (Gilliland 1993). Further, upon placement this technology allows for the continued collaboration with the team members from remote locations (Gilliland 1993). CHALLENGES OF VIDEO CONFERENCING Similar to other technological innovations, video conferencing is not without its shortcomings. There might be a difference in time zones when conferencing in remote geographical locations (Gilliland 1993). Also, some of the human ways to communicating may not translate well with video conferencing (Gilliland 1993). For example, eye contact may not be easily delivered through a webcam, unlike in the conventional face-to-face interviewing where one can easily make eye contact and judge whether the interviewee is paying due attention. Last but not least, we explore on how computer based testing has impacted on recruitment and selection process. d. COMPUTER BASED TESTING The use of computer based interviews has increased in the recent years with a wide range of organizations utilizing computer-based online tests for selection purposes (Aptitude/psychometric tests) (Chapman Webster, 2003). There are several reasons for increased reliance on psychometric tests in the recruitment and selection of employees. Key among these is the increased regulation and legislation, and loss of confidence in academic qualifications (Chapman Webster, 2003). INCREASED REGULATION AND LEGISLATION Reliance on test use in the selection process has been used as a defensive strategy to regulation and legislation (Chapman Webster, 2003). Tests are seen as objective indicators of how the skills of potential candidates align with the job description (Chapman Webster, 2003). These competency tests promote fairness and equal access to opportunities available. LOSS OF CONFIDENCE IN ACADEMIC QUALIFICATIONS There is a growing body of evidence for a loss of confidence with the formal academic qualifications. This is largely attributed to bad governance and corrupt institutions that may award degrees or certificates to incompetent individuals. As such, competency based tests are increasingly being used in screening the candidate pool and in identifying candidates with skills that align with the competency profile for the job in question (Chapman Webster, 2003). Computer based testing facilitates the selection process by quickly pinpointing the candidates ability more accurately (Chapman Webster, 2003). Take for example the BULATS online test, a robust business English language test, which is widely used in helping organizations make timely decisions in the recruitment process (Chapman Webster, 2003). This online test provides a fast and more accurate method of pinpointing the candidates’ ability and suitability to work by using adaptive testing techniques (Chapman Webster, 2003). CONCLUSION Clearly, we have identified a number of benefits to using technology for purposes of recruiting and selecting job applicants. A quick recap of some of the benefits include increased efficiency in the administration and scoring of tests, increased flexibility, greater transparency, reduction in biases, widened access to a diverse geographical pool of potential candidates, and cost reduction among others. There are however challenges arising with the use of technological advances in recruitment and selection process. For example, the exercise may be time consuming as a large number of applicants need to be screened. Other shortcomings include poor results due to inadequate software and procedures, and difficulties in filtering of potential candidates, among others. Nonetheless, the latest advances in technology have significantly impacted on recruitment and selection process. As pointed out by Kay (2000), the power of the Web and e-technology has changed the way recruitment and selections of employees occur. Technological advancements and the ubiquity of the internet (especially with social networking) have become powerful additions to the process of recruitment and selection. However, these should not be considered as the only solutions to finding the ideal candidate. While changes are still underway, it is clear that advances in technology have dramatically impacted on the recruitment and selection process. REFERENCES Bauer, et.al, 2004. â€Å"Applicant reactions to different selection technology: face-to-face, interactive voice response and computer-assisted telephone screening interviews†, International Journal of selection and assessment, Portland State University: Blackwell publishing ltd. Baron, H., J. Austin, 2000. Measuring ability via the Internet: Opportunities and issues. Paper presented at the Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA. Chapman, D.S., J. Webster, 2003. â€Å"The use of technologies in recruiting, screening and selection processes for job candidates†, International journal of selection and assessment, Vol.11 (2), pp. 113-120 Gilliland, S.W, 1993. â€Å"The perceived fairness of selection systems: an organizational justice perspective†, Academy of management review, 18, pp.694-734 Harris, M., and K. Dewar, 2000. Understanding and using web-based recruiting and screening tools: key criteria, current trends and future directions. Workshop presented at annual meeting of the society for industrial and organizational psychology, San Diego, CA. Kay, A. S., 2000. â€Å"Recruiters embrace the Internet.† Informationweek: pp.72-80. Lievens, F., K. Van Dam and N. Anderson, 2002. â€Å"Recent Trends and Challenges in Personnel Selection†. Personnel Review, 31 (5-6), 580-601 Lievens, F., M.M. Harris, 2003. â€Å"Research on Internet Recruiting and Testing: Current Status and Future Directions†. In: C.L. Cooper I.T. Robertson (Eds.) International Review of Industrial and Organizational Psychology, Chicester: John Wiley Sons, Ltd. vol. 16., pp. 131-165. Neil, A., 2003. â€Å"Applicant and recruiter reactions to new technology in selection: a critical review and agenda for future research†, International journal of selection and assessment, Vol. 11 (2) Thompson, L. F., P.W. Braddy, and K.L. Wuensch, 2008. E-Recruitment and the Benefits of Organizational Web Appeal. Computers in Human Behavior, 24 (5), 2384-2398. Tourangeau, R., D.M. Steiger D.Wilson, 2002. â€Å"Self-administered questions by telephone: evaluating interactive voice response†, public opinion quarerly, 6, pp.265-278 Van Hoye, G. and F. Lievens, 2007. â€Å"Investigating Web-Based Recruitment Sources: Employee Testimonials versus Word-of-Mouse†. International Journal of Selection and Assessment, 15 (4), 372-382.

A Comparative Study of the Similarities Between The Nightingale by Kristin Hannah and the Traditional Folk Tales

A Comparative Study of the Similarities Between The Nightingale by Kristin Hannah and the Traditional Folk Tales The Nightingale as a mistaken folktale. The Nightingale has many similarities to a traditional folktale story but it also differs in many ways. The similarities and differences are commonly found in the beginning, middle and ending of the story. Some of the similarities are the introduction to the story, the use of three repetitions, helper figures, and the resolution of conflict at the end of the story. It is evident that there are more similarities than differences and The Nightingale could easily be mistaken for a folktale. First of all, the story of The Nightingale starts off by creating a distant setting that happened long ago and makes it known that its an old story. Folktales, that are also known to be old stories, are characterized by the way the author introduces the story such as â€Å"once upon a time, in a far away kingdom†¦Ã¢â‚¬  Another common characteristic of a folktale that The Nightingale has is the plot and the beginning, middle, and end. In The Nightingale the beginning of the story focuses on creating an imaginary landscape, one that is a world of magic and beauty. This story creates an obstacle right from the start where the chamberlain is in search of the nightingale at the emperor’s request. In this part of the story, the conflict fell into the repetition of three’s, which is another characteristic of a folktale. Here, the chamberlain hears the cow mooing and thinks it is the bird, next he hears the frogs croaking and also thinks it is the bird, finally, he hear s the real nightingale bird. Another similarity between the traditional folktale and this story is that the story includes helper figures. The Nightingale has three—the chamberlain who helps find the nightingale bird for the emperor, the kitchen helper who takes the chamberlain to the forest to find the bird, and the nightingale bird itself, as it sings for the emperor to bring him back to good health. In the middle of the story, there wasn’t a main conflict like a traditional folktale would have. The conflict in the story also followed the sequence of three’s—the search for the bird, the bird that has escaped, and the sick emperor. The action in the story comes quickly such as the time when the emperor became ill. After the climax of the story, the end of the story approaches quickly much like the plot that happens in a folktale. A well-known characteristic of a folktale is that they have heroes who usually resolve the conflict/obstacle near the end of the story, which creates the usual happy ending. In The Nightingale the nightingale bird is recognized as the hero since he is the one who saves the emperor’s life. The bird resolves the conflict in the empire entirely because it suggests informing the emperor in the future about all of the things he did not know, such as who is rich and happy, who is hurt and poor etc. and the bird also volunteers itself to forever be there for the emperor, to sing to him, to keep him happy and in good health. Once the agreement is made between the emperor and the bird, the villain is defeated and the hero is rewarded. This creates the happy ending in the story, which is another characteristic in a folktale. It is evident that The Nightingale has many similarities with the traditional folktale. There are more similarities than differences and The Nightingale can easily be mistaken for a folktale. It has many of the characteristics identified in a folktale such as a villain, a hero, the sequence of three’s, a beginning that creates an imaginary landscape, a middle that has three different conflicts, and a happy ending where there is a resolution.

Research Paper on Criminal Profiling Example | Topics and Well Written Essays - 2000 words

On Criminal Profiling - Research Paper Example This approach is used by professionals in the criminal justice system in identifying and capturing criminals. Often, criminal profiling is conducted by the forensic psychologists who provide criminal profile to the police departments to help in apprehending of the criminals (Kocsis, 2010). Statistical evidence, psychology, and crime scene analysis are combined in developing a personality type that fits well with the committed crime. Criminal profiling is in most cases used in helping investigators to apprehend serial killers and psychopaths who may otherwise go free (Canter, 2004). In addition, it helps in catching other types of offenders such as rapists and arsonists. The approach helps to label the offenders or perpetrators as disorganized, organized, or mixed. Criminal profiling is not only essential in finding potential offenders, but also in narrowing down the offenders’ list already compiled by the police (Devery, 2010). This paper will discuss criminal profiling by cri tiquing the foundations of criminal profiling and by comparing and contrasting inductive versus deductive profiling. 1) Critique the Foundations of Criminal Profiling Criminal profiling has proved to be an important tool in controlling of crime in recent years. Prior to the inception of criminal profiling, criminal investigators mainly relied on the physical evidence to identify and apprehend criminals (Holmes and Holmes, 2009). However, this changed after the inception of criminal profiling that provided advanced techniques in developing theories and compiling evidence based on the of patterns of criminal behavior, crime scene evidence, criminal’s socioeconomic background, motives of crime, and psychological aspects of violent crime (Alison et al, 2010). The foundations of criminal foundations since its inception aimed at detecting and classifying the major behavioral and personality characteristics of a person based on the crime analysis or the crimes that have been committ ed (Holmes and Holmes, 2009). The first foundation of criminal profiling is determining offender characteristics by using the process of assimilation phase where all the available information relating to crime scene, witnesses, and victim is examined. Police reports, autopsy reports, witness statements, victim profiles, and photographs of the crime scene are important aspects of this process (Kocsis, 2010). Criminal profiling is also founded on the principle of classification which involves integration of collected information into a framework that classifies the offender as organized, disorganized, or mixed. Organized offenders are those that plan their crimes, leave little forensic clues or evidence, exhibit advanced social skills, and display some element of control over the victim through the use of social skills (Canter, 2004). On the other hand, disorganized offender is the one that exhibit few social skills, has haphazard behavior, attempts to avoid detection, lack planning, impulsive, and the offenses committed are deemed opportunistic. Additionally, integration of information would classify the offender as mixed offender who exhibits some elements of organized and disorganized offenders (Alison et al, 2010). In addition to classification, criminal profiling is also founded on the notion that there is need for the reconstruction of the crime behavioral sequence. Following classification

Business Economics Essay Example | Topics and Well Written Essays - 2000 words

Business Economics - Essay Example In the mid-1960s, the international economy was prone to step away from protectionism and support more economical liberalisation; meanwhile during the next decade, quite an opposite tendency took place and various countries started to shut off from one another with the help of tariff and especially non-tariff barriers in order to secure their own inner market from foreign competition. Today’s conditions of tough competition stimulate governmental representatives to take the question of the state’s foreign-economic activity and its forms more seriously, making the right choice between two different policies that are able to exert influence on every area of government’s life. Advantages of Free International Trade The liberalisation of international economic relationships necessitates the transition to open economy having an antimonopoly character. As a rule, a lot of states are interested simultaneously in both liberalisation and protectionism. The theoretic justi fication of free trade policy, which is considered to be profitable for all states and nations, was formed by Adam Smith, Davis Ricardo, Francois Quesnay and others (Dunkley 2004). The movement of free trade proponents was founded in the last quarter of the 18th century in England, and it was connected with the industrial revolution. The position of English free traders was directed against agrarian duties, which supported high prices for farm commodities in the interest of large landowners (Schumacher 2012). In this respect, under the influence of customs reform, the free trade policy completely won in Great Britain in the mid-19th century and later on, the tendency and idea of free markets spread in France, Germany and Russia (Irwin 2009). In the 20th century, the principles of liberalisation were put into practice based on the performance of international organisations and regional economic unions. The policy of free trade supposes minimal governmental interference in foreign tra de, which develops on a basis of free market forces of demand and supply. The main methods of free trade are dumping, which means sales of products at artificially decreased prices, and non-tariff ways of regulation, which include reviewing and standardisation. The advantages of free trade are multifaceted and have been proved with theoretical aspects as well as practical results. First of all, free trade allows improving prosperity of trading nations because it opens opportunities for international specialisation of production and exchange based on the principle of comparative advantages. The gains of international trade can be measured with the difference between profits received in the conditions of international exchange and financial results obtained with the lack of foreign trade or, as Marshall suggested, comparative analysis of producers’ and consumers’ profit levels may also evaluate benefits of free trade policy. Secondly, such foreign economic attitude mitig ates the development of competition and stimulates innovations. Finally, all these consequences contribute to the improvement of product quality, which is a positive aspect for potential consumers.

Differentiation in the European Union Integration Process Essay

â€Å"From time to time it is worth reminding ourselves why twenty-seven European nation states have come together voluntarily to form the partnership that is the European Union.† 1 Europe has a history of war and conflict that predates living memory and the idea of a united Europe is something that appears repeatedly in that history. Hitler, Napoleon, and the many Roman Emperors all sought a united Europe. Their quests although in many ways motivated by a horrifying desire for power sparked the minds of philosophers and other political thinkers to imagine Europe united in harmony and peace despite national differences. Today we have the European Union which is quite unique. After the horrors, bloodshed, and economic disaster of the twentieth century, in a desire for peace and harmony and economic and political prosperity twenty-seven states have limited their national sovereignty.2 With national interests and ambition still in mind these countries see the European Union and supranational governance and the benefits of peace and prosperity therein as something worthwhile. However, in the history of European integration there has been much conflict and Euroskep ticism. Some see unity in diversity and diversity in unity as impossible, and the existence of differentiation in the EU as highly problematic. However, differentiation in the European Union’s integration process is not the hindrance it is often defined as, rather it creates further cooperation in Europe bringing the European Union closer to its objectives of peace, and economic and political growth, resulting in a more effective and efficient bureaucracy. Differentiation in the EU’s integration process has created more successful integration as it allows the nations who wish t... .... â€Å"European Identities: From Absent-Minded Citizens to Passionate Europeans,† Sociology 41.4 (2007). Jorgensen, Marianne – Phillips, Louise. Discourse analysis as Theory and Method. London: Sage, 2002. Junge, Kerstin. Differentiated European Integration:European Union Politics. New York: Oxford University Press, 2007. Keil, Kathrin. Differentiation in the European Integration Process. Sweden: Lund University, 2009. Littoz-Monnet, Annabelle. The European Union and Culture: Between economic regulation and European cultural policy. Manchester: Manchester University Press, 2007. Marks, Gary and Marco R. Steenbergen. European Integration and Political Conflict. Cambridge: Cambridge University Press, 2004. Zervakis, Peter, 2006. â€Å"Differentiated Integration†: An Alternative Path to Classical Integration?, in: The Federalist (Paria), 48 (2006) 3, 205-213.

Fashion Accessory trading business

Fashion Accessories Ltd is one of the crucial high-quality supplier & importers in UK. This company has been offering reasonable priced costume jewellery, accessories and fashion scarves in UK and other European countries such as France, Sweden, Spain and etc. And they also covers with over 650 clients and 20 years of experience in providing a wide-range of fashion items to meet the requirements of major retailers and their suppliers. They also have accounts with many of the famous branded chain store companies, as well as wholesalers and various other established firms.2. Presenting problem This study was concerned mainly in finding out the effect of Information Technology on B2B system in the supply chain extension management of trading business after 1990’s. To facilitate achieving the broad objects as cited above, this study aims to attain following specific operational objective ? To clarify the specific the factors that will boost business to business which subsequently triggered intense changes in the scope and impact of supply chain management on trading business after 1990's.? To discuss about the Information Technology that will further enhance business to business system. ? To identify the products offered by B2B responsible for boosting developments in the scope and impact of supply chain management on trading business after 1990's. ? To extend our understanding of the additional management cost as well as implementation problems with the introduction of B2B system. 3. Preparatory Work – TargetIn a country like UK the need for economic development is urgent; hence, it becomes imperative to extend present day knowledge on developing technological methodologies like introduction of B2B system which is one of the widely used platforms using Internet technology to bring down costs and speed up processes logistics for trading business. Likewise, the researcher believed that the findings of this study will help reduce the variation in produc t price as well as information, and markets will become more integrated.Furthermore, the baseline data gathered from the result of this study shall serve as guide of other researchers in their quest for additional knowledge specially those interested in the fields of Information Technology and Business Management 4. Outcome, Actors and Data Spotlight ? Outcome Tell something about the framework and the methods your going to use ? Actors The following persons who will be benefited with this study are: ? IT manager. This will lead them to know what has happened in the previous trends of business using B2B and the flows of GDP of UK.? Businessmen. They will be enlightened to determine if UK has a high credit risk or a good for investment. And facilitate them in the real world market standing of the UK country. ? UK people. This will guide them in determining the GDP and economic growth trends of their country. ? Future researcher. This will lead them to conduct new study relating B2B t o another factors or indicators. This will also guide them to think of another meaningful study. ? Data spotlight To answer the specific problems of this study the following hypotheses were formulated: 1.Information Technology did not enhance business to business system. 2. There were no products or services offered by B2B that were responsible for boosting developments in the scope and impact of supply chain management on trading business after 1990's. 3. There were no additional management cost as well as implementation problems with the introduction of B2B system. 5. Preparatory Work – Constraints What are the difficulties that you encounter in this study How are you going to get access 6. The Research Question The investigator was directed to answer the following questions:1. What specifically were the factors that boosted business to business which subsequently triggered intense changes in the scope and impact of supply chain management on trading business after 1990's? 2. Will Information Technology further enhance business to business system? 3. Were the products offered by B2B responsible for boosting developments in the scope and impact of supply chain management on trading business after 1990's? 4. Were there additional management cost as well as implementation problems with the introduction of B2B system? 7.Breakdown of Tasks The researcher collected the data from the different corrected thesis dissertation, journals, magazines and books. Microsoft Excel and SPSS program were used for the presentation proper of the events that is reflected in the informational data. a. Preparation of the Mind This is introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Sales representatives in business-to-business initially jeered at the idea of using direct marketing system as selling strategy for industrial customers. It was considered to be of low level company selling scheme for mass markets (Sullivan 1990, 2).Nevertheless, the stratagem was employed by Fortu ne 500 companies (Sullivan 1990, 2). This inter-dynamic selling scheme involves trade team and varied merchandizing methods such as mail and telemarketing which was likewise employed by Dictaphone (Sullivan 1990, 2). Other ways were the member-to-member mode, trading-up, and cross selling (Sullivan 1990, 372). Trading-up and cross selling incorporated advertising, direct marketing, and personal selling thus cutting the cost of the previously one-on-one scheme (Sullivan 1990, 372). †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (more) b. Problem Scenario Expansion c. Preparation of the Domaind. Practical Access to Tools From the informational data that will be intended to gather the researcher decide to use SPSS program to compute the elasticity of the variables and to identify if the predictors of the study are good. And the multiple regression model will be used in this study. The chart and other basic computations will be done through Microsoft excel for better presentation of the study. e. Pract ical Access to Skills The researcher needs the following tutorial for SPSS usage, International access program list, and trends of the international GDP and the economic growth.To overcome this needs the researcher review some literature and studies using SPSS program, recall the past lessons in economics and ask the library for the list of international access list . f. Practical Documentation g. Research Thinking This study used a descriptive quantitative and qualitative research. This study was concerned mainly in finding out the effect of Information Technology on B2B system in the supply chain extension management of trading business after 1990’s. h. Primary DataThe selected research methodology is a descriptive archival, quantitative and interview. The interview will help for the construction of the entire impact on B2B in the real world. Secondary research is to read a number of literature and studies relevant to the present study in different public and private librar ies. The literature studies will be scrutinized to determine if there is some bearing to the study and would be analyzed to gain a broader perspective of the problem issue.The strategy in this study is the rational perspective, where the data analysis and the final recommendations follow the sequential gathering of information. i. Research Method/Problem Solving Approach ? Research Methodology The main objective of this study is to ? Research Approach The research approach that develops the methodology explained below is based on descriptive qualitative and quantitative research method. j. Data Locations k. Data Collection Protocol Presentation of the data and the computation †¦Ã¢â‚¬ ¦. l. Primary Data Processing ? Preprocessing? Outcome Processing 8. Outline of Literature Review For a firm to deliver maximum value to its customers, it must receive maximum value from all its suppliers in the supply chain. Commercial firms are increasingly concluding that, working alone, they ca nnot have the lowest costs, best quality, or shortest cycle times in their industries if their suppliers do not support them (Lewis, 1995, p. 5). For example, Intel concluded that it could not improve the quality of its products if it did not improve â€Å"the quality of its suppliers (Morgan, 1990).Sun concluded that it could not be more responsive to its customers unless its suppliers were more responsive (Carbone, 1996). Many firms report that implementing best PSM practices has delivered large savings and significant performance improvements. (Moore, Baldwin, Camm, and Cook 2002, 4- 5) Once firms recognize the strategic importance of purchasing to improving their performance and profit as well as integrating their supply chains, they typically change their PSM practices to improve their competitiveness.5 Through our recent strategic sourcing and contracting research, we have learned how innovative commercial firms purchase goods and services. What we have observed appears to be the beginning of a revolution in PSM practices. 6 For example, Bensaou (1999) notes that in the automotive sector, all three U. S. manufacturers and most of their European competitors have launched programs to decrease their level of vertical integration, reduce their total number of direct suppliers, and move toward publicly declared strategic partnerships.7 In the aerospace sector, manufacturers are making strategic efforts to consolidate their supply base and forge stronger relationships with remaining suppliers (Stundza, 1999). For example, Boeing consolidated and standardized its supply contracts and plans to reduce its number of suppliers from 3,100 to 2,700 (Stundza, 2000b). Bowman (1998) notes that within the last year in the logistics industry shippers are increasingly bidding at the corporate level.More of them are making decisions by committee, whittling down their international provider base to a bare minimum. For example, he notes that about 40 percent of the global ac counts of APL Ltd. , a worldwide logistics provider, had some type of logistics council or centralized body for purchasing, strategizing, and decision making. 8 To set the stage for PSM change, innovative customers are conducting comprehensive, corporate-wide spend analyses 9 to better understand their primary sources of expenditures and to then target their PSM improvement initiatives (e.g. , quality, speed, or cost effectiveness) on those goods and services that represent their largest and most strategic expenditures (see Owens et al. , 1998, and Laseter, 1998). 10 Customers are also stratifying their supply base by effect on results and level of strategic risk and then matching the specific management approach and type of relationship formed with particular suppliers to (Moore, Baldwin, Camm, and Cook 2002, 6 – 7)The truth of the matter is that the chains grew because they introduced a method of retail distribution for which there was a definite need and which the old whol esaler-retailer system failed to supply. To what extent the old system was inherently deficient and to what extent its shortcomings could be and have been corrected must be discussed now, not for the sake of stressing the imperfections of a competitive system but in order to contrast certain features of the chain-store system.The ideal distribution system would bridge the gap between production and consumption with maximum efficiency at minimum cost. Without any question, the outstanding inherent defect of the old wholesaler-retailer system lay in the fact that, under it, the wholesale function and the retail function are performed by separate, independent factors, whereas, under the chain-store system, the two functions are, to a major extent, combined.In no sense does the chain-store system eliminate the wholesale function: it still has to be performed, but, whereas under the old system the wholesaler exercised no control over his retail outlets nor did the retailer have any contr ol over his sources of supply, under the chain-store system both functions are performed by the same organization and the control is unified. That this basic difference between the two systems has been partly nullified by the development of voluntary chains of various kinds is true.But the fact remains that such organizations did not come prominently into the picture until the chains had established themselves on a firm basis. When the chains were making their greatest strides, the old wholesaler-retailer set-up provided their principal competition. Reduced to its simplest terms, the main result of the essential difference between the two systems lies in the fact that under the old plan it is necessary for the wholesaler to sell to the retailer before the merchandise can find its way into consumption.Under the chain-store system, this intervening selling process, with all its disadvantages, is obviated. (Lebhar 1963, 87- 88) â€Å"In 1981, standards for shipping containers were ado pted; these facilitated the extension of the UPC into the emerging supply chain processes then appearing in both manufacturing and retailing industries. One of the reasons that the UPC had to spread grew out of the fact that not all goods sold in grocery stores were food; they included health and beauty aids, household cleaners, and so forth, which came from other industries.To take full advantage of the technology, the Grocery Industry wanted others to adopt the symbol as well. During the 1980s and 1990s, that was what happened. † (Cortada 2004, 299) a. Keywords ? GDP = the growth development project is one of the most important factors in determining the standing of the country in terms of their economic inflation. ? e-buisness = is one of the most popular business internet market the products here are quite fast in the presentation to the client or so called the customer. ? Probability of UK GDP = this is something to do with the computation of the GDP of UK.This will revea l the trends of the UK if the economic inflation will fall or ascent. ? Linear regression= is the model that will suit in some computation for economic studies. This will also lead the person to identify the trends of the business to the market place. b. Basic Definitions and Terms The following terms were formulated for more understanding: ? Business to business (B2B) = It refers to the business situation and ? Inflation = This means that †¦.. ? Information technology = This refers to †¦.. c. Primary Sources d. Map out Important Areas e. Originality f. Review Conclusion