Tuesday, July 14, 2020

Insider Report What Its Really Like Working in Human Resources

Insider Report What It’s Really Like Working in Human Resources Human resource department â€" perhaps the one department in the workplace you don’t want to hear from since it might be bad news.But what is it like working in human resources?Is all you do really just about firing people and finding replacements?In this report, I’ll outline the different roles available in the sector and the misconceptions popular culture has on human resources before examining the qualifications and characteristics you need to work in the industry, as well as the core realities of what life is really like for a human resource specialist.WIDE SPECTRUM OF AVAILABLE ROLESWorking in human resources can be quite different to what you might think in your mind.First, though, it’s important to realize the industry is not offering you just a single role with similar types of responsibilities no matter what company you work for.Indeed, the human resources sector can offer a wide range of roles that all come with rather different requirements and responsibilities.Of cou rse, like with most industries, you have variety in terms of executive and junior roles, not to mention how companies in different industries might require unique expertise and knowledge from its human resources department.Interestingly to some other industries, human resources can also offer roles that require specialist skills in other sectors.For example, certain roles might require you to have a good grasp of sales or even marketing. Therefore, the opportunities to create a career in human resources come wide and varied.Of course, there are plenty of roles calling for specialization in human resources and management, so it’s not all related to other departments or sectors.In terms of the available roles in human resources, you could work with job titles such as:HR AssistantHR OfficerTraining OfficerHR DirectorAlthough there are a variety of different roles available, your job essentially involves dealing with the personnel in your company.This can touch upon topics such as hir ing new employees to developing current employees. Human resource roles are also often involved with drafting contracts, looking after health and safety in the company, and creating strategic personnel strategies to boost the business.Naturally, since the roles are so closely linked with the company you work for, the specific responsibilities depend largely on the organization and its requirements.THE ‘HIRE’ AND ‘FIRE’ IMAGE OF HUMAN RESOURCESWhat about public perception and the misconceptions people have about working in human resources?The most common problem is the generalization of the industry into something rather black and white. Human resources is often considered as the ‘hire and fire department’.To many, human resource roles are just about finding the right candidates for roles, conducting job interviews and laying off staff when the company tells them to do so.While this is part of the role for many human resource roles, it certainly isn’t as straightforward as that.As I outlined above, the sector is often in charge of things like employment law and the strategic interests of the business and its employees and therefore, it’s wrong to view it through a narrow lens of responsibilities.There’s also another side to the public perception of the department. It can sometimes be considered as the ‘mother’ of the workplace. If you have a problem, you run into the arms of the human resources department and complain about your issues.The problem with the perception is how people then imagine the department is either ‘good’ or ‘bad’ â€" they either make decisions to benefit the company or the employee.However, in reality, human resources has to find a more balanced approach to employment and personnel problems.Now, if you’d like to get a glimpse of how the popular culture portrays the human resources sector and working in it, there are quite a few good movies to watch.Some of the funniest and the most interesting portrayals of h uman resources jobs come from movies like:Inside Out â€" The story of different emotions and how they get along inside your brain. Doesn’t feature human resources per se, but almost feels like what the HR management team has to deal with every time there’s a problem in the company!The Human Resources Manager â€" A well-made drama about an HR manager who travels to take back a deceased former employee to his home country.Office Space â€" A hilarious take on what might happen when the HR department wouldn’t have qualified workers to keep a check on things.The above films are worth watching, especially after you start working in the industry.Movies can be an eye-opening way to see what other people think of the industry and perhaps helpful in finding the little lines of truth about the sector in the sea of generalization and misconception!WHAT DOES IT ACTUALLY TAKE TO WORK IN THE INDUSTRY?So, now you’re on top of the misconceptions and the different roles that might await you i n the sector. But how do you find yourself working in human resources?The qualificationsThe most common route to a career in human resources is by obtaining the right kind of qualifications. Human resource, development and management specific courses are the easiest and most straightforward way of getting into the industry.These routes give you a good grasp of the industry and help you understand the terminology, methods and strategies used in a variety of HR roles. Example degrees in HR include things like:Human Resource ManagementHuman Resources Information Systems AnalystsThe degree options offer opportunities for both a Bachelor’s Degree and a Master’s Degree. Furthermore, you can also obtain certifications that help find roles in the industry.In some instances, these might even be necessary for certain roles. The certifications can vary from country to country.In the UK, a course from the Chartered Institute of Personnel and Development (CIPD) can be a good route to take.As ide from getting a degree in HR specific courses, it is possible to get into the industry with a different academic background.Other common degrees that can help you find a job in the industry include:Business degreesAdministrative degreesLaw degrees, especially if you specialized in employment lawIndeed, transferring from a different sector is not at all uncommon in the industry.A 2009 survey of HR professionals showed that over one-third of respondents came to HR from an administrative background.So, opportunities are there even if you don’t have HR specific qualifications.The characteristicsAside from obtaining qualifications, you also need to have specific skills and characteristics in order to fit in the industry.If you can develop these four key characteristics, you might well be a good fit for working in human resources:People-oriented mindsetIt’s rather obvious you can’t make it in HR if you don’t like other people.The role is largely about balancing the strategic in terest of the business with the personnel and therefore, you need to be able to know how to align competing interests.If you don’t care about the wellbeing of others, you probably don’t have the right type of empathy to work in the sector.Good communication skillsSince you are dealing with other people on a regular basis, the roles also require you to have great communication skills.You need to be able to listen to other people, explain complex procedures to them and do all of this with compassion.You do not always deal with happy things (“You got a job!”), but sometimes you might have to make tough decisions (“I’m sorry but we have to let you go.”).Therefore, you need to be able to get your point across effectively yet empathetically.There can also be quite a bit of reading between the lines in the role.People don’t always tell you exactly what they think (perhaps in fear of reprisal), so you need to be able to understand what people want and need from the subtle cl ues and behaviors.Organizational abilitiesWorking in human resources will also require you to have great organizational abilities.The job is not straightforward and no matter what your official title, you’ll need to be in charge of different things.You might need to know about the payroll, the contracts, the training programs and so on â€" keeping everything running smoothly will require a good attention to detail and the ability to organize and prioritize tasks.Your days don’t tend to follow the same routine â€" one day you might be doing rounds around the company, while others you are talking to clients- and you must be able to schedule and sort out your responsibilities accordingly.Development focused outlookFinally, you must be willing to develop your skills.The industry is constantly changing and it requires many skills â€" you need to be IT proficient as well as grasp the latest legal changes in employment law.It’s crucial to have a curious attitude and the willingness t o develop your skills further. You shouldn’t enter human resources thinking you know everything.Not to mention you might be in charge of developing the strategy for the organization, as well as calling for the employees to train further.So, if you’re not able to know how development happens, why it’s important and the benefits of self-development, you probably won’t thrive in the industry.FIVE CORE REALITIES OF WORKING IN HUMAN RESOURCESHuman resources can be a challenging industry and working in the sector is likely to produce plenty of experiences â€" preparing yourself for what it’ll be like is not easy as no day is alike and different roles can seem different.However, there are five core realities working in human resources is likely to introduce you to. If you approach the industry with these realities in mind, you are likely to have rewarding and realistic career expectations.To get you started, here’s a video of a typical day for a Human Resource Director: Fast-ch anging schedulesHuman resources roles will require a lot of work and the days can be rather long. However, the work is not your typical nine-to-five in terms of the tasks you need to do.The workdays can be widely different from each other â€" one way you are strategizing a development and training scheme, the other looking for cost-cutting measures across the departments.Heather Clark, director of Human Resources at the Huntzinger Management Group, described the average workday to After College by saying, “It may come as a surprise, but, there is no typical day! Every day is different and every day means a new challenge in my world. Whatever “checklist” I thought I was going to accomplish, rest assured will need to be changed by the end of each work day.”The fast-changing work schedule means you won’t get bored at your job.However, it also means you need to be prepared to think fast and be able to quickly identify the most important tasks.You don’t have time to ponder th ings for too long in human resources â€" effectiveness is the key.Routine performanceWhile your workdays might not be alike on most days, you are required to provide routine-like performance. Expectations in the industry are high and employers don’t have time for failures in this crucial department.Your days might be different, but your list of tasks doesn’t change much: you might be in charge of the payroll, need to conduct interviews, go over contracts, organize training for new recruits and so on.These tasks can become routine-like tasks and results need to be meticulous.Furthermore, there is an administrative side to human resources and this can seem rather isolating at times.While it’s easy to think you’d be meeting up with other employees all the time, you can actually find yourself sitting in the office cubicle going through paperwork on multiple days.Business-oriented mindsetIt takes a business-oriented mindset to work in the industry.Many people overlook the need fo r human resources department to ensure the business is capable of achieving its objectives â€" what could be more important to achieving the vision than having the right personnel?You’ll be working closely with the people that can make or break the company, so you need a good understanding of business.Human resources professionals don’t just need to focus on finding a hardworking employee, they also need to know what kind of worker the industry needs right now â€" the talent and skills that can work in the current and future climate.When John Millikin, clinical professor of management and previous HR employee, was asked about his most rewarding part of the job, Millikin said it was, “having an impact on the success of the business and on the lives of the people in it”.People-focusedWhile business knowledge is an essential and somewhat surprising part of the industry, the key part of your job is about managing people.Human resources is among the most people-centric industries out there. If you can’t handle people and interact with all sorts of personalities, then you probably won’t be a good fit for the job.Your days will include plenty of phone and face-to-face conversations, meetings, performance evaluations and so on.You need to be good at analyzing and evaluating personalities and how they would fit the organization â€" it’s not a personality contest, but about finding the right talent to support the company goals.However, the people-focused nature of the job also brings its downsides. You don’t always have to deal with people in a positive environment.As the human resource professionals interviewed for the CBS News piece pointed out, the hardest part of the job is laying off staff and giving the bad news.Therefore, while you need to be able to empathize and relate to people to forge relationships, you also can’t take the role too seriously.Solid salary and career prospectsNow, what about the money?You don’t want to pick your future care er based on money alone, but you also shouldn’t be oblivious to what earning potential is ahead of you.In the human resource sector, the outlook is rather positive â€" especially in terms of job security. According to the US Bureau of Labor Statistics, the industry is expected to see job growth of 5% by 2024.The rate is around the same as the average job growth rate so it’s nothing special, but definitely on a strong footing.The salary prospect in the sector will naturally depend a little on your official job title.Furthermore, your earnings can be impacted by the geographical location â€" big firms near major business hub cities tend to pay more â€" and your expertise and experience.The organizations size can also be a factor â€" small companies don’t have the same resources as larger corporations.A good indicator of the potential comes from looking at the averages, both for professionals and the recent graduates. For example, recent graduates can expect to earn:Around $30,00 0 in the UKAround $54,000 in the USIf you enter the sector with a Master’s Degree rather than an undergraduate degree, you can push up the starting salary. In the US, Master’s Degree in Human Resources could mean you’re starting with an average salary of:Around $66,000 for HR ManagerAround $67,000 for HR Business PartnerThe earning prospects jump up quite a bit as you gain experience. The average salaries for different HR positions include:Senior Training Officer $33,000 to $39,000HR Manager $44,000 to $57,000Head of HR Department $94,000 to $125,000Directors of human resources could earn anything between £100,000 to £500,000. The earning potential is definitely there for anyone willing to push themselves to higher positions.You can find out the exact figure estimations and the sources for the above numbers here, here and here.THE BOTTOM LINE OF WORKING IN HUMAN RESOURCESHuman resources is definitely a great career path for someone who loves working in a demanding industr y and who gets along with people well.You need to be able to make strategic decisions and communicate with people from all walks of life.The industry is not quite what it is portrayed to be â€" there is plenty of balancing you must do between the business interest of the company and the wellbeing of the employees.However, it’s a rewarding job with a good earning potential and strong future job prospects. If you like to challenge yourself and push yourself further, then human resources can be a fantastic career path.

Thursday, May 21, 2020

Good and Evil King Lear - 1275 Words

â€Å"In King Lear good does not vanquish evil: it is evil that destroys itself† Shakespeare’s tragedy â€Å"King Lear† discusses many notions the most important being the relationship between good and evil and the constant battle of the opposites; their dependency and the origin of wickedness, as well as the fact that something good can never â€Å"destroy† anything all play a key role in the question of if it is evil that destroys itself. The following essay will deliberate these ideas and compare good and evil throughout the play to show the self-destruction evil caused for itself. Throughout the entire play of â€Å"King Lear† there are many acts of goodness as well as acts of wickedness that represent the two ideas of virtue versus deviltry that†¦show more content†¦This states that the word â€Å"destruction† already implies a negative and evil idea where as good would be determined as the opposite. Cordelia is a purely good character which shows even when she had the chance to fight evil, she did not reach for brutality or destruction of bad but rather tried to help the good and fix the terrible situation. Accordingly, if good were to destroy evil it could no longer be called â€Å"good† because it would be on the same level as evil and could not be differentiated anymore. It is therefore impossible for good to destroy evil, since it is basically incapable of wicked actions. Edmond’s death, however, could indicate the vanquishing of evil through good. The brothers Edmond and Edgar that represent evil and good, fight until Edgar finally kills his brother. On one hand, one could possibly see this as good overcoming evil since the â€Å"good† brother killed the â€Å"evil† brother; yet this certain feeling of hope is quickly crushed by the tragic ending and the deaths of most of the main characters representing goodness in the play. On the other hand, it is evil that caused its own destruction all along due to the fact that it took on more than it could handle, striving for too much power which ultimately led to its own downfall. Edmond started off with a plan of taking over his brother’s and then his father’s position but he got carried away by the idea of power that he competed for a position that was too high for him whichShow MoreRelatedPortrayal of Women in King Lear and Ran1189 Words   |  5 PagesPortrayal of Wome n in King Lear and Ran Women have a position, characteristics and a role in King Lear and in Ran. These films take place in a time period when geography influenced the portrayal of women. A significant portion of how women were portrayed to the audience in both films is based on the positions women held in the established hierarchy and how their new position in the hierarchy impacted the people around them. The characteristics of female characters display very clearly how womenRead More Tragic Figures in King Lear by William Shakespeare Essay1332 Words   |  6 PagesTragic Figures - Good/Evil in King Lear      Ã‚  Ã‚   King Lear, by William Shakespeare, is a tragic tale of filial conflict, personal transformation, and loss.   The story revolves around the King who foolishly alienates his only truly devoted daughter and realizes too late the true nature of his other two daughters.  Ã‚   A major subplot involves the illegitimate son of Gloucester, Edmund, who plans to discredit his brother Edgar and betray their father.   With these and other major characters in theRead More Comparison Of King Lear And Gloucester Essay543 Words   |  3 Pagesthe contrast for the themes in King Lear. Sub plots usually improve the effect of dramatic irony and suspense. The latter, which is used in King Lear, gives us the understanding of the emotions of the characters in the play. This follows the parallelism between Gloucester and King Lear. nbsp;nbsp;nbsp;nbsp;nbsp;In King Lear, the subplot of Gloucester corresponds to the major plot of King Lear. Both fathers have their own loyal legitimate child and their evil and disloyal child. They are bothRead MoreWilliam Shakespeare s King Lear1550 Words   |  7 PagesINTRODUCTION: By facilitating the growth of evil within William Shakespeare’s King Lear, it is evident that the tragedy’s protagonist, King Lear can be held accountable for his own victimization and ultimate downfall. The most notable aspects of this self-induced victimization include Lear’s own lack of practical wisdom and divergence from the natural order, combined with the neglect of kingship, that enables Lear as a tragic hero to create the conceptual framework in which the ulterior motives ofRead MoreEssay The Foolishness of Fools in Shakespeares King Lear1706 Words   |  7 PagesThe Foolishness of Fools in Shakespeares King Lear Shakespeares tragedy King Lear is comprised of many distinct themes. His contrasts of light and dark, good and evil, and his brilliant illustration of parallels between the foolishness of the plays characters and society allowed him to craft a masterpiece. Just as well, Shakespeares dynamic use of linguistic techniques such as pun and irony aid this illustration of the perfect microcosm, not only of 16th century Britain, but of all timesRead MoreKing Lear : A Shakespearean Shakespearian Tragedy1540 Words   |  7 PagesThe play King Lear is what is known as a Shakespearian tragedy. All that this means is that it was written by Shakespeare, possibly one of the most famous playwrights in history, and that the play is considered to fit into the category of a tragedy. A tragedy can be simply described as a play with an unhappy ending. Shakespeare wrote a number of tragedies, and readers of the plays debate which tragedies were the best. King Lear is certainly a well-known tragedy, but s hould it be counted as one ofRead MoreWilliam Shakespeares King Lear Essay954 Words   |  4 PagesThroughout King Lear, Shakespeare gives the reader small moments of human goodness to contrast the evil in the play. L.C. Knights describes it as affirmation in spite of everything, (Coyle). These affirmative actions are clearly seen in response to the immorality, twisted values and evil that are so common throughout this play. These moments are used to give the reader an underlying faith in the human spirit despite the clear role of immorality and a lack of values. The instances of genuineRead MoreKing Lear by William Shakespeare803 Words   |  3 PagesBlindness is a theme that we see throughout King Lear in many characters including King Lear, Gloucester and Albany. Although blindness is a theme it is also a psychological metaphor and can be defined as not having sight.2 Shakespeare forces us to see that being blind is a mental flaw just as much as it is a physical flaw. Lear i s not only metaphorically blind but is also blind toward nastiness and loyalty . We see Gloucester’s blindness in more literal terms as he is literally blind but he canRead More Lack of Judgment by King Lear Essay1323 Words   |  6 PagesLack of Judgment by King Lear        Ã‚  Ã‚  Ã‚   King Lear is a play written by William Shakespeare that focuses on the relationships of many characters, some good, and some evil.   This is a great tragedy that is full of injustice at the beginning and the restoration of justice towards the end.   The good are misjudged as evil and the evil are accepted as good.   It is not until the end of the play that the righteous people are recognized as such.   There is great treachery and deceit involved inRead MoreHow the Sub-Plot Mirrors the Main Plot in King Lear by William Shakespeare895 Words   |  4 PagesHow the Sub-Plot Mirrors the Main Plot in King Lear by William Shakespeare One can say that the sub plot does mirror the main plot to some extent. Some are in subtle ways and some are in the more obvious ways. Shakespeare has two plots in order to intensify the main theme of tragedy that runs throughout this play. The main plot is in which King Lear is the tragic hero however it is clear that just by misfortune he is deprived of something very valuable to him by error of

Wednesday, May 6, 2020

Effective Teamwork - 1435 Words

Effective teamwork Beau Kincade MGT 345 Axia Kathy Laskowski Effective Teamwork This paper will explore some ways to effectively create and manage a team. There are many differing styles, so I will try and focus on the ones that I would chose personally; and match my style. With my style being eclectic, this is a pretty broad statement. I like to take, what I feel are the best ideas, and transform them into my own. I like to think that if given a team, I would be a great manager; being able to bring out the best is my workers. No matter what style you take on, you have to be ready to adapt at a moments notice. This paper will look at ideas and ways to accomplish this task. First we need to create a team. In doing so we need to†¦show more content†¦Technical know-how will only get you so far, then you have to have those people interaction skills to make the picture complete. People relate to people, not to the degree or skills that person possesses. This maybe the most important skill that any manager can possess, man agers without it may not be a manager for long. â€Å"The success of a team depends on the people skills of a manager†, (Prithivira, 2008). People can easily tell the true people person from anyone trying to pretend to be one; if people skills are not your strong point, then you had better develop them, or consider another career path. In doing the simulation the other day, I learned a great deal about how to effectively manage a team, and resolve unhealthy conflicts. Simulations such as that should be mandatory requirement to even be considered for a position in management. Regular change training should also be part of the job description, to keep the ideas fresh. Once the skills become stagnant then you may fall into some bad habits that may wreck your team. Keeping abreast of new ideas that may prove useful can only help you in the long run, making you the go-to person in any situation. Simulations are used in my job now to keep the associates, as well as the managers, k eyed into the ever changing world of business. Another tool that no man, let alone manager, can live without isShow MoreRelatedHow Does Effective Teamwork Look? Teamwork Is An Initiative1745 Words   |  7 PagesHow does effective teamwork look? Teamwork is an initiative that many people are familiar with, and that is used by many businesses. Without effective teamwork, there is a good possibility that a business will have many problems and might even fail. Teamwork is basically a method of working with a group of people in order to accomplish a task. Teamwork can be a solution to the group project being done well. There are many companies that put a lot of importance on the issue of their teams being trainedRead MoreEssay on Factors for Effective Teamwork1415 Words   |  6 Pagesgenerating accomplishment. 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Human Resourse Management in Pakistan Free Essays

HUMAN RESOURSE MANAGEMENT IN PAKISTAN (Major Human recourses challenges in Pakistan public health system, Human Recourse system policies and ways to address those challenges) Introduction Human resources are the heart of the health system and health care managers have a critical role in determination of performance of the system [1]. Our savings and investment level can be raised only when we are in a position to convert our unproductive and underutilized human and natural resources into dynamic and self-sustained capital and potential accelerator of economic growth. The World Health Organization (WHO) has defined the health workforce as â€Å"all people primarily engaged in actions with the primary intent of enhancing health†. We will write a custom essay sample on Human Resourse Management in Pakistan or any similar topic only for you Order Now This definition is consistent with the WHO definition of health systems as comprising all activities with the primary goal of improving health. The health workforce is one of the most important pillars of the health system. Adequate numbers and quality of health workers have been positively associated with successful implementation of health interventions, including immunization coverage, outreach of primary care, and infant, child and maternal survival. 2] Human Resource Management is a key to improve productivity of people in the organization. Good Human resource management approach with strategic, ethical and social responsibility which further help to achieve organization goal and objectives. Human Resource management is an art to transform changes as employee commitment and opportunity through developing their knowledge skills and motivating them. In developing country human resource players are considered necessary since they can serve as intellect of an organization. A loyal, dedicated, skilled, efficient and productive human resources is valuable assets of an organization but not reflected on the balance sheet. [3] Pakistan story In 1947, Pakistan was created as British rule came to an end in India. In 1971, East Pakistan demanded independence, and after a bloody civil war it was transformed into what is now the country of Bangladesh. As one of the most crowded countries in the world, Pakistan faces enormous economic and social crises. Fortunately, however, it possesses an abundance of natural resources that can help it overcome these challenges [4] Pakistan is blessed with huge natural and human resources but most of these are in crude form. â€Å"According to official data, there are 127,859 doctors and 12,804 health facilities in the country to cater for over 170 million people. † [5] â€Å"Infant mortality rate: 72/1,000 live birth, Maternal mortality rate: 260/100,000 live birth instead having 7. 8 Physicians/10,000 population, 3. Nurses and midwifes/10,000 population; overall 11. 6 Health care workforce /10,000 population in the country† [6] In Pakistan the health system remains functionally weak and the quality of health services is poor, despite very old constitutional support for health care as a right and a large Ministry of Health at federal and provincial levels [7, 8]. In Pakistan health sector performance has not been evaluated in terms of inputs, processes or activities and outputs for different types of resources including human resources. Very little is known about compositions of health managers, their skills, and training, and spec ifically the policy for deployment. The first and foremost prerequisite for human resources progress is the proper attention to the health sector. No nation can dream of acquiring preeminence in any field with sick and disabled persons so developed nations invest quite a hefty amount in their health sector. In Pakistan, unfortunately, due attention is not paid to this important sector. Human resources for health have recently been emphasized as a central component in providing a stronger health system to achieve the Millennium Development Goals [9]. Absence or nonimplementation of appropriate human resource policies that address appropriate numbers of staff, their qualifications, deployment, working conditions, and gender distribution are associated with many problems in the health work force [10]. Frequency of turnover of key managerial staff has also been associated with poor system performance [11]. Human Resource Development and Management challenges Pakistan has been categorized as one of 57 countries that are facing an HRH crisis, below the threshold level defined by WHO to deliver the essential health interventions required to reach Millennium Development Goals (MDGs) by 2015 [12]. Health workforce strategy is usually low on a country’s agenda, despite the understanding that scaling-up health interventions to reach MDGs is not possible without a minimum level of health workforce. National health workforce strategies require reliable and timely information, rational system analysis and a firm knowledge base. However, data analysis, research on HRH and technical expertise are still underdeveloped in many countries, in part due to low investment in HRH [13]. Pakistan’s new draft National health policy 2009 mandated the development of strategies in various key areas, including HRH [14] There is a lack of clear long-term vision for human resource development and the federal MOH or provincial DOH does not have a unit, responsible for such an important health system function. [15] The imbalances in health workforce in terms of cadre, gender and distribution are well known in Pakistan. The public sector continues to heavily invest its scarce resources in the development of medical colleges and universities rather than investing in improving quality and quantity of nursing institutions, public health schools and technicians training institutions. In the context of health system development, there is a serious shortage of qualified health system specialists such as health and human res ource planners, health economists, health information experts and health system and hospital managers. Pre -service training of health professionals follows traditional methods and there is a mismatch between educational objectives, which focus on hospital based care, instead of addressing the needs of the communities for promotive, preventive curative and rehabilitative services. The Pakistan Medical and Dental Council (PMDC) is responsible for registration, licensing and evaluation of the medical and dental practitioners, the attempts made by PMDC have not materialized yet. Regulation of private practitioners and different traditional categories of medical practice such as homeopathic doctors and Yunani Hakims is non-existent. Human Resource in health care is not appropriately planned in Pakistan, with the result that there are more doctors than nurses, dearth of trained midwives, urban concentration, brain drain from rural to urban areas and abroad, along with other issues related to curriculum, quality of graduates and their continuing supervision. The service structure for health workers is poorly defined it, favors tenure over competence, largely ignores technical capacities and does not allow incentives or rewards for performance. The conduct of education for medical, nursing and related cadres is mostly conventional and does not utilize recent developments in the field of medical education. Though curricula have been revised from time to time, in majority of cases they are not locally contextualized and are not based on competencies and skills. There is no organized system for continuing medical education for any health providers who are also largely unsupervised and at times ill equipped with newer knowledge/skills to tackle emerging diseases. This holds true for management cadres as well. The health system is currently not conducive to nurses, midwives and allied health professionals playing pivotal roles in ensuring the provision and delivery of effective primary health care services in th e absence of doctors. Health authorities have yet to be convinced that PHC services can be successfully provided and delivered by nurses, midwives and allied health professionals making up local teams with the relevant staffing complement and skills mix. [14] All publicly employed doctors are forbidden from practicing privately and many of them receive non practicing allowances as part of their non salary allowances under the law of the country, That notwithstanding, most of them run lucrative private sector clinics while working in hospitals and often use the public sector leverage to boost practices in private facility settings. A number of unethical practices such as refusing to see patients i n hospitals and referring them to private clinics are well established and are almost regarded as a conventional norm. Provider-driven over-consumption of health services, over-prescription, and over-use of diagnostics as well as violation of ethical guide lines in clinical practice are well established in Pakistan. In terms of the ethics of health care alone, frequent violations of the four basic principles of: the Right to autonomy, Right to privacy, Right to choose and Right to information are often seen. 17] High rate of frequent transfer and posting is also a major reason of low levels of performance in public health sector. A study was conducted on the 54 top provincial offices in the government of Sindh Department of Health over the period of 24 years (1981-2004). There were 689 transfers/postings made in the 54 key offices studied over the 24 year time period. Almost half (48. 9%) of these postings lasted no l onger than 1 year. The offices affected highest were tertiary/district care hospitals (54 tim es) and district health offices (37 times) respectively. 18] Recommendation and priority actions towards Human resource development Since the Pakistan is enriched with human resources there is emerge need to develop strategy for optimum utilization of it especially in public heath sector. WHO reviewed the health system of Pakistan and suggested that there is need to develop a clear policy and strategies for human resource development according to the longer term stated health development vision for Paki stan and to the more pressing requirements of improving health service delivery in the country . The report emphasize on mapping of health care providers and institutions through a national human resources for health (HRH) observatory, which should bring together all stake holders involved in human resource development. It suggested that to deal with standard setting and regulatory functions strategic planning in human resource development at federal and provincial levels is required. It reflected the essentiality to established position such as human resource planners, health economists, health information experts and health system managers, which are attractive enough to recruit qualified and experienced persons. In addition, tackle their shortage in the short term through external fellowships and in the longer term through the development of accredited training programs in the country. A nursing directorate should be established in the MOH in order to strengthen leadership and to address the nursing crisis. There is need to review the role of the PMDC, CPSP and other institutions in term of new developments and planned reforms. By providing problem based training the system can reorient the production of health workforce towards more focus on public health and community needs. In order to provide the necessary support to the various reforms aimed at increasing access to health services and at improving health system performance; strengthening of partner institutions such as Health Services Academy (HSA), schools of public health, academia and professional institutions is required. Human resource policy in government bureaucracies should be developed to stabilize professional positions while having a clear transfer policy in place and improve the performanc e of the health care delivery system. 15] Efficient and effective development of a health care system needs of equitable gender distribution of women in the health workforce. [19] To meet out such needs ministry of health, Pakistan came up with national health policy in July 2009 which recommended that Federal and health authorities will play a vital role for the development of the health resource in Pakistan. This federal and Provincial Health authorities will forecast human resource needs based on requ irements outlined in essential health services package and provincial strategies. It will direct and facilitate the teaching institutions in reorienting their curricula and training t o being competency-based with enhanced exposure to the community and with responsiveness to the local needs and compliance with international standards. It includes that each district will be linked to a teaching institution so that the latter can provide technical support and supervision to the former to improve rural health care services. All medical graduates will be recommended to be posted to rural centers for a period of at least 6 months after graduation. The Pakistan Medical and Dental Council will ensure that those undergoing post graduate training also rotate through district health centers. Provincial health authorities will appoint and retain relevant cadres of appropriate health personnel with special focus on staffing district primary care outlets and on recruiting women. Provincial health departments will track human resources for health by establishing a database of doctors, nurses, midwives and allied health professionals working in the BHUs and RHCs across each province and those in training funded by the government. [14] Conclusion A healthy population is not only valued in its own right, but it also raises the human capital of a country thereby positively contributing to the economic and social development. A considerable improvement in health sector facilities over the past year is reflected in the existing vast network of health care facilities which consist of 4712 dispensaries, 5,336 basic health units, 924 hospitals, 906 maternal and child health centers and 288 TB centers. Available HR is 122798 doctors, 7388 dentist and 57646 nurses. [20] A major strength of health care services in Pakistan is very strong outreach via about 95,000 Lady Health Workers (LHWs) and an increasing number of community midwives (CMWs). Inspite of all there is a lack of clear long-term vision for human resource development, which is necessary to address the imbalances in health workforce with appropriate skills; and improved motivation, retention and productivity; Human resources in health care are not appropriately planned in Pakistan, with the result that there are more doctors than nurses and â€Å"brain drain†, along with other issues related to curriculum, quality of graduates and their continuing supervision. The service structure for health workers is poorly defined it, favors tenure over competence, largely ignores technical capacities and does not allow incentives or rewards for performance. The conduct of education for medical, nursing and related cadres is mostly conventional and does not utilize recent d evelopments in the field of medical education. There is no organized system for continuing medical education for any health providers who are also largely unsupervised and at times ill equipped with the skills to tackle emerging diseases. National Health Policy 2010 is include a vision for the role HRH strategy can play in helping to meet the country’s goals for improving health care services for all Pakistanis. In addition, the current HRH assessment will serve as evidence for a new HRH strategy to be dev eloped and implemented by the Ministry of Health. The national and provincial authorities will comprehensibly plan and forecast their human resource requirement for next 10 years according to the proposed services in the respective areas and take robust short term and long term steps to achieve the balance in manpower. 6] Provincial health authorities will also develop, implement and maintain a database of health human resource, including the private sector. Nationwide campaigns will be launched to promote the permanent roles that nurse, midwives and allied health professionals may play in providing and delivering effective services to the public. By: – Mr. Vikas Jain References 1. Martinez J, Martinea u T. Rethinking human resources: an agenda for the millennium. Healt h Policy and Planning 1998 2. The world health report 2006: working together for health . Geneva, World Health Organization, 2006. 3. Dr. Zareen Abbasi Assistant Professor Department of Public Administration University of Sindh, Jamshoro, Human Resource Management in Pakistan , The Elite Scientific Publications, Faisalabad, Pakistan, 2009 4. World Atlas . com [http://graphicmaps. com/webimage/countrys/asia/pk. htm] 5. http://southasia. oneworld. net/todaysheadlines/healthcare-in-pakistan-too-expensive-to-afford 6. CCF Case study, establishing an HRH coordination process, Pakistan, page 1, 2 7. Siddiqi S, Haq IU, Ghaffar a, Akhtar T, Mahaini R. Pakistan’s maternal and child health policy: analysis, lessons and the way forward. Health policy 2004; page 117-130. 8. Bhutta ZA, Ali N, Hyder A, Wajid A. â€Å"Perinatal Newborn Care in Pakistan: Seeing the Unseen! † Maternal and Child health in Pakistan. Challenges And Opportunities: Edited by Zulfiqar A Bhutta. Ameena Saiyid, Oxford University Press 2004. 9. Narasimhan V, Brown H, Pablos-Mendez A, Adams O, Dussault G, Elzinga G, et al. Responding to the global human resources crises. The Lancet 2004; page 14 -72. 10. Martineau T, Martinez J. Human resources in the health sector: guidelines for appraisal and strategic development Brussels: European Commission, Directorate General for Development, â€Å"Health and Development Series† 1997. 11. Buchan J. What difference does (â€Å"good†) HRM make? Human Resources for Health 2004 12. Global atlas of the health workforce. Geneva, World Health Organization (http://www. who. int/globalatlas, accessed 12 December 2009). 13. Narasimhan V et al. Responding to the global human resources crisis. Lancet, 2004 14. National health policy 2009. Islamabad, Ministry of Health (final draft) (http://www. health. gov. pk, accessed 5 May 2010). 5. Report of the Health System Review Mission – Pakistan, World Health Organization United Nations Children Fund, Department for International Development, United Kingdom, The World Bank, February 19-28, 2007, Islamabad 16. Corruption in the health sector in Pakistan , Pakistan Health Policy forum 17. Abdul Hakeem Jokhio B. S. , P h. D. Department of Community Health Sciences, Aga Khan University, H ealth System Managerial Staffing Patterns: Public Sector Experience From P akistan, 18. World Health Organization. World Health Report 2003-Shaping the future. Geneva; 2003. 19. Pakistan Economic Survey, 2007 How to cite Human Resourse Management in Pakistan, Essay examples

Friday, April 24, 2020

Informative Speech Outline Essay Example

Informative Speech Outline Essay Bryce Martinson Informative Speech Outline I. INTRODUCTION Hopefully, we will be achieving one of our major goals in life soon†¦. graduating from college. All the tests, papers, and projects will be over. What a relief! Although we will no longer have to worry about grades, we will have to worry about something even more important†¦. getting a job. It will determine our future, how we live†¦where we live†¦and whether or not we are happy with what we do. Therefore, we need to know how to interview for a job. Thesis Statement – The four steps in preparing for a job interview are researching the company, analyzing and preparing yourself, anticipating questions and answers, and preparing everything you need the night before the interview. II. BODY SECTION 1 A. Before you go on a job interview, its important to find out as much as you can about the company. That way youll be prepared both to answer interview questions and to ask the interviewer questions. You will also be able to find out whether the company and the company culture are a good fit for you. B. Take some time, in advance, to use the Internet to discover as much information as you can about the company. Visit the company web site; review the company mission statement and company history, products and services, management, as well as information about the company culture. This information is usually available in the About Us section of the site. C. LinkedIn company profiles are a good way to find more information on a company youre interested in. Youll be able see your connections at the company, new hires, promotions, jobs posted, related companies, and company statistics. Take a look at your interviewers profile to get insight into their job and their background. D. Like the company on Facebook and follow it on Twitter. Youll find information you may not have found otherwise. E. Search both Google and Google News for the company name. F. If you have a connection that will help you find inside information, use it. Do you know someone who works there? Ask them if they can help. If youre a college graduate, ask your Career Office if they can give you a list of alumni who work there. Then email, send a message, or call and ask for assistance. BODY SECTION 2 A. We will write a custom essay sample on Informative Speech Outline specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Informative Speech Outline specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Informative Speech Outline specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Now that you know how to thoroughly research a company that you’re interviewing for, you must thoroughly analyze and prepare yourself. Even if you know all the answers to all the questions, you still need to have the following verbal communication skills if you want to impress an interviewer: †¢ Listen carefully to what is being asked before you answer a question. †¢ Dont interrupt the interviewer. †¢ Let the interviewer lead the interview. †¢ Speak clearly. †¢ Use proper grammar. †¢ Dont be afraid to ask for clarification if you dont understand a question. It may be more embarrassing to speculate and give an inappropriate answer. Answer concisely. †¢ Dont exaggerate. B. CollegeJournal reports that, according to some studies, Body language comprises 55% of the force of any response, whereas the verbal content only provides 7%, and paralanguage, or the intonation pauses and sighs given when answering represents 38% of the emphasis. As you c an see, nonverbal communication is as important, or even more important than, verbal communication. The evaluation of your nonverbal communication will start as soon as you walk into the companys lobby and continue until the interview is finished. Make eye contact with the interviewer for a few seconds at a time. †¢ Smile and nod (at appropriate times) when the interviewer is talking, but, dont overdo it. †¢ Dont laugh unless the interviewer does first. †¢ Be polite and keep an even tone to your speech. †¢ Dont be too loud or too quiet. †¢ Dont slouch. †¢ Do relax and lean forward a little towards the interviewer so you appear interested and engaged. †¢ Dont lean back. You will look too casual and relaxed. †¢ Keep your feet on the floor and your back against the lower back of the chair. †¢ Pay attention, be attentive and interested. Dont interrupt. †¢ Stay calm. Even if you had a bad experience at a previous position or were fired, k eep your emotions to yourself and do not show anger or frown. †¢ Not sure what to do with your hands? Hold a pen and your notepad or rest an arm on the chair or on your lap, so you look comfortable. Dont let your arms fly around the room when youre making a point. C. The first impression you make on a potential employer is the most important one. The first judgment an interviewer makes is going to be based on how you look and what you are wearing. Thats why, in many cases, it is still important to dress professionally for a job interview, regardless of the work environment. A. You should wear the following types of clothing to the interview: Men’s Interview Attire * Suit (solid color navy or dark grey) * Long sleeve shirt (white or coordinated with the suit) * Belt * Tie * Dark socks, conservative leather shoes * Little or no jewelry * Neat, professional hairstyle * Limit the aftershave * Neatly trimmed nails * Portfolio or briefcase Women’s Interview Attire * Suit (navy, black or dark grey) The suit skirt should be long enough so you can sit down comfortably * Coordinated blouse * Conservative shoes * Limited jewelry (no dangling earrings or arms full of bracelets) * No jewelry is better than cheap jewelry * Professional hairstyle * Neutral pantyhose * Light make-up and perfume * Neatly manicured clean nails * Portfolio or briefcase B. According to USATODAY, these types of clothing are considered to be unprofes sional: * Spaghetti straps * Nose rings * Blue hair, or other colors not found in nature. * Shorts * No socks * Denim jackets * Underwear as outerwear. BODY SECTION 3 A. Now that you know how to thoroughly analyze and prepare yourself for a job interview, you should anticipate questions and answers. Take the time to review the common interview questions you will most likely be asked. Also, review sample answers and advice on how to answer these typical interview questions. 1. On jobsearch. about. com, they list these routine questions commonly asked at a job interview: * What did you like or dislike about your previous job? * How would you describe yourself? * What interests you about this job? * Where do you see yourself 5 years from now? 2. They also list the following questions to ask the interviewer so you can ensure the company is a good match for your qualifications and interests: * Is this a new position? If not, what did the previous employee go on to do? * What is the companys management style? * How much travel is expected? * What is the typical work week? Is overtime expected? * What are the prospects for growth and advancement? BODY SECTION 4 A. Now that you have anticipated questions and answers for the job interview, finally, you should prepare everything that you need the night before the interview. 1. Get your career portfolio ready. The key items to include are: * Volunteer activities * Extra-curricular activities * Employment history * Samples: projects or presentations from both work and school * Educational achievements or awards. III. CONCLUSION In order to prepare for the job interview, you should research the company, analyze yourself, anticipate questions and answers, and prepare the night before. This preparation may make the difference in how you approach each work day for the rest of your life†¦. dreading it†¦or looking forward to it. If you fail to prepare, you may be preparing to fail.

Tuesday, March 17, 2020

Lee Harvey Oswald essays

Lee Harvey Oswald essays Lee Harvey Oswald and U.S. Intelligence The thesis of this book is, ...Oswalds links to CIA- related persons, projects, and contexts appear far stronger than do those to any other U.S. intelligence agency... (p. 4) This book is all about the allegations that Lee Harvey Oswald is in some way, shape, or form is involved with the CIA. There are many noticeable things that have led to these allegations and to this day it is still a mystery. There can be a case made that Oswald was and was not involved with the CIA. I chose this particular quote because it gives the reader the main idea of the book, and it shows that he couldve been in the CIA or possibly in some other intelligence agency. Most people including myself never knew that Oswald was involved in anything dealing with the U.S. There are many different incidents in which Lee Harvey Oswald has had some knowledge of or involvement in and this book goes into these incidents. The thesis ties in directly, with the main idea of this book, because it talks about all t he things that Oswald was involved. When Oswald had joined the Marine Corps he was assigned a year later to the Marine Air Control Squadron at Atsugi Air Force Base, Japan. Atsugi was no ordinary base. In clandestine, black means secret. Atsugi was one of the blackest bases anywhere in the world. (p. 7) There was an aircraft there that was to photograph intelligence over the Soviet Union and China. This quote supports the thesis of this book because it shows that Oswald was involved in secret U.S. operations from the first year he was in the Marines. From this experience Oswald had some knowledge into U.S. intelligence such as where missile-sites, airfields, training facilities and many other war-like places in both China and the Soviet Union. The U-2 was the name of this plane and the Soviets could do nothing about it because it flew so high in the air...

Sunday, March 1, 2020

Big Changes at Playboy Magazine

Big Changes at Playboy Magazine For decades Playboy magazine has been known for its titillating nude photo spreads and centerfolds. However, a new era is upon us. The magazine will no longer include nude photos as of March 2016 issue.   The U.S. print edition of Playboy will be modernized to look more like men’s magazines, such as Esquire or GQ, which currently carry more PG-13-type pictures. However, Playboy’s international editions will still publish nude photos. A New Era In a letter to readers on Playboy.com, the magazine addressed the momentous change: â€Å"The question everyone will likely be asking is, â€Å"Why?†Ã‚  Playboy  has been a friend to nudity, and nudity has been a friend to  Playboy, for decades. The short answer is: times change. When Hef created  Playboy, he set out to champion personal freedom and sexual liberty at a time when America was painfully conservative. See: any popular movie, TV show or song from that era. Nudity played a role in the conversation about our sexual liberties, and over 62 years the country made great strides politically and culturally. We like to think we had something to do with that.† Playboy, like other forms of print media, has also seen a marked decrease in readership. In its heyday, Playboy had a circulation of 5.6 million in 1975.     According to the Alliance for Audited Media, its circular is a mere  800,000 now. Last year Playboy launched a safe-for-work website that can be viewed any where without fear of pornographic images popping up, which has resulted in younger viewers and more readership overall- quadrupling from 4 million to 16 million visitors. The ubiquity of nudity in today’s world- versus when Playboy launched in 1953- has forced the magazine to get with the times. Pay-per-view soft core porn images have a very limited audience in a world where one can view full-length hardcore films for free in a matter of a few keystrokes. What does this mean for women? For one, the magazine will feature a new sex columnist, one that Playboy’s chief content officer Corey Jones has said will be a â€Å"sex-positive† woman who will write enthusiastically about sex. This particular change is not insignificant and suggests that discussions of sex in the magazine have the potential to be transgressive. Playboy, which calls itself a cultural arbiter of beauty, taste, opinion, humor and style, will also continue its tradition of investigative journalism, in-depth interviews, and fiction. They are hoping that the de-emphasis on nudity will court big name stars and writers that were previously put off by the magazine’s racy content. Since the magazine is no longer relying on nude photos to draw in readers, their choices for future cover girls are reflecting the shift in focus. According to the Hollywood Reporter, openly feminist pop songstress Taylor Swift is Playboy’s first choice for the inaugural non-nude edition in April 2016. It remains to be seen if Swift will agree to the cover. Nevertheless, opponents of pornography, whether hard or soft core  Ã¢â‚¬â€¹and those who believe that media outlets like Playboy exploit women are unlikely to be swayed by Playboy’s move away from nude pictures.   And, indeed, considering that the magazine’s target demographic is young men, one can imagine that the magazine’s impact will be not unlike other men’s magazines such as Maxim, GQ, or Esquire- none of which are known for woman-friendly content and entertainment.