Costs and Motives in Apprenticeship Training

Costs and Motives in Apprenticeship Training Introduction Developing an effective and efficient labor force is essential in organizations’ pursuit to achieve long-term excellence. Acemoglu and Pischke are of the opinion that human capital is the engine of achieving the desired growth (112). Human resource managers should ensure that their workforce has the right skills in order to improve the organizations’ performance.Advertising We will write a custom term paper sample on Costs and Motives in Apprenticeship Training specifically for you for only $16.05 $11/page Learn More The effectiveness of an organization’s human capital will play a vital role in enhancing its competitive advantage and efficiency. Organizations characterized by quality-oriented employees will outdo quantity-oriented workforce. One of the ways through which an organization can transform its labor force into being quality-oriented is by investing in apprenticeship training. Investing in apprenticeship is an effe ctive way through which an organization can enhance employee development by instilling the desired skills and competence. This aspect increases the employees’ level of effectiveness and efficiency (Ryan The economics of training 56). Additionally, the skills acquired must be utilized effectively in order to achieve the desired growth. Acemoglu and Pischke contend that the long-term success of an organization is subject to the degree to which employees are committed in developing specific skills (112). Some of the specific skills cannot be acquired through general-purpose education. Currently, organizations are operating in a vibrant environment arising from the high rate of economic, social, political, and technological changes. Vemic asserts that the increase in the level of uncertainty, turbulence and complexity arising from the environment demands organizations to invest in knowledge (209). Subsequently, organizational managers have an obligation to invest in continuous le arning, which is effectively achieved through workplace training. In an effort to achieve the desired level of efficiency, policy makers including governments are increasingly appreciating the significance of apprenticeship. For example, during his first term in office, Clinton made skills development through training a key policy issue. The objective was to improve the efficiency and effectiveness of the less skilled employees.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Acemoglu and Pischke are of the opinion that the â€Å"increase in the returns to a college degree and other skills experienced in the OECD countries over the past 20 years has added the sense of urgency to concerns regarding skills† (112). Considering the importance of apprenticeship in organizations’ efforts to achieve long-term survival, this paper evaluates the costs and motives of appr enticeship training on the employers’ perspective. In order to understand the significance of apprenticeship, the paper assesses its application in Germany and Switzerland. Cost analysis of apprenticeship training Mohrenweiser and Zwick are of the opinion that an â€Å"increase of the apprenticeship share in trade, commercial, craft, or construction occupations has a positive impact on establishment performance; however, apprenticeship training increases the net cost of operation during the apprenticeship period† (631). Subsequently, employers incur a number of costs by investing in apprenticeship training. Nechvoglod, Karmel, and Saunders cite apprentice wages as one of the major costs incurred by employers in their efforts to invest in apprenticeship (10). The apprentices’ remuneration increases due to the different aspects such as workers’ compensation, payroll tax, superannuation, and wages. Employers have an obligation to make payment to the apprenti ces’ superannuation fund (Wolter and Ryan 550). Acemoglu and Pischke assert that different countries have formulated extensive and complex legislations, which aim at protecting workers (119). During the apprenticeship period, employers have the duty of safeguarding the apprentice in the workplace. Consequently, the employer must ensure health and safety of the apprentices. In the event of an accident or injury, the employer has the responsibility of meeting the apprentices’ hospital bills. In a bid to safeguard against such issues, employers are required to include the apprentices in the workers compensation plan within the organization. Various governments have made it mandatory for organizations to ensure that apprentices receive a fair remuneration during their apprenticeship. The amount of remuneration is dependent on a number of factors. Some of these factors relate to the years of training, nature of apprenticeship, and year of school completion. Entry-level appr entices receive a relatively lower remuneration as compared to mature age apprentices.Advertising We will write a custom term paper sample on Costs and Motives in Apprenticeship Training specifically for you for only $16.05 $11/page Learn More The differences arise from the view that mature apprentices are more productive as compared to their young counterparts, which contributes to higher organizational performance. For example, the UK government has made it mandatory for employers to pay apprentices during the entire period of their apprenticeship. According to the UK government policy, the payment has to be equal to the set national minimum wage. Apprentices serving for the first year and whose age is above 16 years are entitled to a minimum wage at the rate of  £ 2.68 per hour. After one year, the employers have an obligation to pay the apprentices at the rate applicable to their age. Furthermore, the remuneration is also pegged on the traineesâ€℠¢ educational grade. The remuneration paid has to reflect the training received, which reflects their responsibility. Booth and Snower argue that employers have an obligation to treat the apprentices in a similar manner as employees (19). This aspect means that the apprentices are entitled to other benefits similar to other employees in an organization. Some of these benefits include allowances and any other financial benefits that the employer may be required to pay over and above the set gross wages. In Australia, employers are required to pay apprentices all the benefits as outlined by the workplace agreement and the industry award. In addition to remuneration, employers also incur substantial costs in paying the training personnel (Stevens 37). In an effort to ensure that employees are trained adequately, an organization may decide to outsource the training function. Outsourcing the training function may be expensive for an organization. The outsourced firm may charge high train ing fees especially in training executives, which hikes the cost of outsourcing the training function. This assertion holds if an organization is required to train its workforce constantly. Furthermore, the organization may decide to source the training function in-house. Despite this aspect, the internal trainer may charge a high fee.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mohrenweiser and Backess of such costs include administration costs, material wastage and extra maintenance, and apprentice supervision costs. During the apprentice period, the employer has an obligation to ensure that the apprentice receives appropriate qualification. Subsequently, the employer should ensure that the apprentice is supervised effectively during the entire apprenticeship program. Clark asserts that organizations should not assume that the apprentice is conversant with the responsibilities being allocated with time, hence diminishing the intensity of supervision (245). This assertion arises from the view that the apprentice will encounter new challenges in the course of undertaking the on-the-job training. In most cases, the supervisory responsibility is allocated to a qualified employee, who is charged with the responsibility of constantly reviewing the apprentice’s practices in order to ensure that he meets the intended quality, thus ensuring that his/her saf ety at the workplace is guaranteed. Therefore, the amount of time that the supervisor is actively involved in the operation of the firm is affected, which reduces his productivity. Nechvoglod, Karmel, and Saunders further argue that the cost incurred is relatively high if the apprentice does not complete the apprenticeship (10). This assertion emanates from the view that the employer does not enjoy the apprentice’s productivity later during his or her time in the organization. Substantial administration costs are involved in planning apprenticeship. For example, human resource managers spend a lot of time scheduling work and planning off-the-job training. The apprentices have the right to attend off-the-job training. In addition to the above costs, the employer also incurs a substantial costs originating from material wastage and extra maintenance. An organization may be required to purchase additional equipment and materials in order to undertake the training process success fully. An analysis of how the costs of apprenticeship are shared between employers, apprentices and the government Most governments are cognizant of the role of organizations in enhancing organizational performance. Subsequently, governments are increasingly supporting organizations in their operations. Dustmann and Schonberg contend that industrialized countries are appreciating vocational training as an important aspect in strengthening their growth and competitiveness (36). One of the avenues through which this goal is being achieved is by supporting organization’s apprenticeship programs. For example, Sweden, the US, Australia, Canada, Germany, and the UK are some of the economies that have advocated organizations to invest in apprenticeship. In an effort to support such initiatives, governments are contributing a substantial amount in supporting the apprenticeship schemes. Nechvoglod, Karmel, and Saunders cite incentive payments as one of the ways through which governmen ts are supporting apprenticeship schemes (24). One of the requirements that organizations are required to invest in includes off-job training such as in-class training. In a bid to support organizations, governments are increasingly paying the tuition fee for organizations that have incorporated a comprehensive apprenticeship-training program. Nechvoglod, Karmel, and Saunders assert, â€Å"The tuition fees charged to students make up a very small part of the overall apprenticeship cost† (24). However, governments support organization in order to sustain such apprenticeship programs in organizations. Dustmann and Schonberg argue that the appreciation of apprenticeship in some industrialized countries such as Austria, France, the US, and Italy have led to significant increment in support of apprenticeship programs through school-based and full-time apprenticeship colleges (36). Similarly, countries such as Switzerland and Germany have adopted firm-based apprenticeship programs. These schemes are designed to train employees through a combination of on-the-job training and school-based training. The programs last for 2 to 3 years (Dustmann Schonberg 36). In Canada, the provincial and federal governments are involved in funding the apprenticeship program. For example, during its â€Å"2011/2012 fiscal year, the Canadian federal government provided direct support to apprenticeship program amounting to approximately $185 billion† (Dustmann Schonberg 38). Furthermore, the government supported organizations that have adopted apprenticeship schemes through a $ 172 million fund, which was specifically set aside for the apprentices’ insurance. In Ontario, Canada, the provincial government provides employers, who have adopted the concept of apprenticeship, with a tax credit amounting to 35% to 45% of the total cost of recruiting an apprentice (Lerman 4). Other governments support apprenticeship by incorporating a subsidy on the training firms. For ex ample, the UK government has developed a fund through the National Apprenticeship Service. The fund covers the total costs incurred by organizations through off-the-job training. However, the fund only supports apprentices aged between 16 and 18 years. Furthermore, the UK government supports organizations that have adopted an apprenticeship-training program for individuals aged between 16 and 17 years through the Apprenticeship Grants for Employees, which was established in 2010. Employers who incorporate apprentices within the 16 to 17 years range receive  £2,500 grant. In Australia, training firms receive $ 1,250 support, which is increased to $ 4,000 upon completion of the training. This aspect highlights the extent to which governments are committed in supporting organizations to invest in developing their workforce through apprenticeship. Therefore, it is imperative for organizational managers in such economies to consider investing in employee development by investing in app renticeship programs. Governments’ support for apprenticeship training is also applicable in Germany and Switzerland. However, Dustmann and Schonberg assert that public funding in Switzerland and Germany is only applicable to part-time vocational education (36). This aspect means that Swiss and German companies receive minimal direct public funding as opposed to British firms, which receive substantial direct public funding. Comparison of apprenticeship training; Switzerland and Germany; cost and benefit analysis Soskice assert that a number of studies have been conducted in an effort to assess costs and benefits of apprenticeship training practices in Switzerland and Germany (25). These studies provide significant insight on the apprenticeship systems implemented in the two countries (Soskice 25). Available empirical research shows that apprenticeship training in Switzerland is subject to the net cost of the training program (Hanushek and Welch 618). Similarly, another study conducted in Germany shows that the costs and benefits associated with training have a significant influence on apprentice training in Germany. Dionisius et al. assert that Germany and Switzerland â€Å"have adopted dual vocational education and training [VET] system† (1). Therefore, the apprenticeship system is comprised of school-based education [training through special vocational institutions] and through on-the-job training. Subsequently, the two countries are effective in enhancing apprenticeship training (Wolfgang and Soskice1). However, the costs and benefits associated with the apprenticeship training behavior amongst the two countries vary significantly. Apprenticeship training in Switzerland is usually beneficial to an organization during the training period. German firms incur significant net costs in the course of training apprentices. The difference between the two countries emanate from the prevailing â€Å"structural differences such as industry structure, w age levels, and firm characteristics† (Dionisius et al. 1). Moreover, the differences between the two companies arise from the prevailing labor market regulations. The study conducted by Dionisius et al. shows a significant difference with regard to cost-benefit ratio from the employers’ perspective between the two countries (5). According to the study, â€Å"the average annual cost of apprentice training in Germany amounts to â‚ ¬15,537 and that of Switzerland is estimated to be â‚ ¬18,131† (Dionisius et al. 5). During the three years of the apprenticeship training, the total costs amounts to â‚ ¬7,785, thus making a substantial impact on the organizations’ wage bill. Despite this aspect, an organization can gain significant benefits during the apprenticeship program. Dionisius et al. assert that the â€Å"value of productive contribution of apprentices is high in Switzerland, where the average benefit amounts to â‚ ¬ 19,044, and thus the ave rage benefit accrued by training a single apprentice in Germany amounts to â‚ ¬ 8,008† (5). Apprenticeship training in Germany leads to higher net costs of approximately â‚ ¬ 7,528 per year as compared to a net benefit of â‚ ¬913 per apprentice in Switzerland. Consequently, the change between Germany and Switzerland with regard to a 3-year apprenticeship-training program amounts to â‚ ¬25,323. The net costs of apprenticeship training amongst German firms are relatively higher as compared to Swiss firms. The high net cost of apprenticeship arises from the costs of the training personnel and the apprentices’ wages (Ryan Apprenticeship 102). The cost of â€Å"training an apprentice at the managerial level is 46% higher while that of a full-time trainer is 24% higher in Switzerland as compared to Germany† (Dionisius et al. 7). Similarly, wages of training specific skill such as technicians, artisanship, and administrative skills are 53%, 71%, and 60% high er in Switzerland as compared to Germany. Additionally, training an apprentice who does not have any vocational qualification is 59% higher in Switzerland as compared to Germany (Dionisius et al. 5). Despite the above comparison, the wage costs incurred in training apprentices are higher in Germany as compared to Switzerland (Hanushek and Welch 618). Wage costs are higher during the first year, but they decrease significantly through the second and the third year. The chart below illustrates the change in wage costs for apprenticeship training during the 1st to the 3rd year. Year Change 1 â‚ ¬ 1,344 2 â‚ ¬ 456 3 -â‚ ¬ 981 Table 1: Graph 1 Source: (Dionisius et al. 6) The differences are as a result of the duration that an apprentice spends at the vocational school, which varies significantly between Switzerland and Germany. The difference is estimated to be â€Å"15 days, 10 days, and 8 days during the 1st, 2nd, and 3rd years in Germany† (Dionisius et al . 6). This aspect explains why apprentices in Germany spend a relatively long durations in undertaking external and internal courses and in undertaking internship programs in diverse establishments (Hanushek and Welch 619).On the other hand, Swiss apprentices spend most of their time at the workplace, which increases the performance and productivity of the training firm. Dionisius et al. assert that Swiss apprentices spend an additional 23 days during the 1st year, 18 days during the 2nd year, and 13 days during the 3rd year in of their apprenticeship training in the workplace (6). In addition to the above differences, the variation in the costs and benefits between Germany and Switzerland arises from the nature of training within a particular firm. Firms have the discretion in allocating tasks to apprentices during their training program. This aspect leads to the development of specific skills, and thus they can be allocated productive activities, which are usually undertaken by sk illed employees or other tasks undertaken by unskilled employees (Wolfgang and Soskice12). Previous studies show point to a significant difference on the allocation of duties between Swiss and German firms. The amount of time that apprentices in German firms are engaged in non-productive tasks is higher as compared to Swiss firms (Hanushek and Welch 618). The table below illustrates the extent to which duration within which apprentices are engaged in unproductive tasks in German firms exceed Swiss firms during the 3-year apprenticeship-training program. Year Points 1 +36% 2 +28% 3 +18% Table 2 Graph 2 Source: (Dionisius et al. 7) It is estimated that Swiss â€Å"apprentices spend over 468 days of their entire apprenticeship period at the workplace† (Dionisius et al. 7). Eighty three percent (83%) of this period is undertaken by productive activities. On the other hand, German apprentices use â€Å"approximately 415 days at the firm offering the apprenticeship tr aining of which 57% of this time is consumed by productive activities† (Dionisius et al. 7). The net cost of â€Å"apprenticeship training between German and Swiss firms is estimated to be â‚ ¬ 25,000 during a 3-year training program† (Dionisius et al.17) and this difference arises from a number of factors, which include the countries’ vocational education training systems, relative wages, and allocation of tasks amongst apprentices. The above comparison shows that German and Swiss firms can be in a position to influence the costs and benefits associated with apprenticeship training. Hanushek and Welch accentuate that most firms in Germany are willing to cover the net costs incurred in apprenticeship training (617). This assertion arises from the view that the German government has instituted effective employment protection legislations, which is not the case in Switzerland. Consequently, â€Å"Swiss firms are forced to train apprentices in a cost-efficient m anner† (Hanushek and Welch 618). However, the wage difference for apprentices between â€Å"skilled and unskilled apprentices is an additional motivation for Swiss firms to adopt production-oriented strategy rather than investment-oriented strategy in developing their apprenticeship-training program† (Hanushek and Welch 618). Incentives and disincentives of apprenticeship training to employers An organization can accrue a number of benefits through apprenticeship training. Acemoglu and Pischke argue that apprenticeship enables an organization to enhance firm-specific skills amongst its workforce (124). This move enhances the quality of output amongst the employees. Acquisition of firm-specific skills influences the efficiency and effectiveness with which an employee utilizes the general skills. Furthermore, adopting such skills fosters the effectiveness with which employees execute their duties effectively, which minimizes instances of injury and other safety hazards. M oreover, investing in apprenticeship training enhances the quality of work amongst employees. Subsequently, one can argue that apprenticeship increases the productivity of employees. For example, possessing knowledge on the application of certain software is beneficial to an organization if the employee uses the software to execute tasks specific to his division, which makes the general and specific skills to complement each other (Acemoglu and Pischke 124). Therefore, one can argue that investing in apprenticeship training increases the probability of an organization developing a pool of experienced human capital. This aspect culminates in significant improvement in an organization’s competitiveness, performance, and growth. Investing in human capital development through apprenticeship training presents employers with an opportunity to access government support. However, an organization must invest in in-class training. In addition, organizations may access future government support. One of the benefits that the organization may access relates to tax credit. For example, the government may waive a certain percent of the corporate tax during the period of apprenticeship. Such government support may improve the organizations’ long-term performance. By investing in apprenticeship, the employer is in a position to develop a strong human capital base. One of the ways through which this end is realizable is by incorporating the concept of diversity. The apprenticeship program incorporates apprentices of different demographic characteristics such as age and educational qualification. This aspect improves the effectiveness and efficiency with which the organization develops a pool of experienced workforce. Workforce diversity is one of the most important organizational assets as it enhances the development of a knowledge-based organization through information sharing (Organization for Economic Cooperation and Development 111). Adopting apprenticeship as a way of recruiting employees can improve the effectiveness and efficiency with which an organization achieves competitive advantage with regard to human capital base. Subsequently, the likelihood of achieving business excellence increases, as apprenticeship training provides employees with an opportunity to progress through their career path. Consequently, the likelihood of achieving their desired career goals improves significantly. This aspect leads to a significant improvement in an organization’s corporate image, which further improves its competitiveness in the labor market. Saks and Haccoun are of the opinion that the image of an organization is fundamental in its quest to develop competitiveness with regard to human capital (209). This assertion arises from the view that potential employees prefer associating and working with such a company. Subsequently, the likelihood of such a firm succeeding in its recruitment drives is high. Soskice asserts that apprenticeship t raining increases the employee retention rate significantly (37). Despite the attractiveness of apprenticeship training as illustrated above, a number of aspects de-motivate employers from investing in such programs. One of the main disincentives relates to the cost involved in hiring and retaining apprentices. Different economies have stipulated a comprehensive bill of rights, which is applicable to apprentices. Some of the issues articulated in such bills relate to the right to fair and equitable remuneration. For example, apprentices have the right to all the benefits applicable to other employees. Subsequently, most organizations perceive the cost of apprenticeship training as a major factor in their operations. The other disincentive arises from the view that organizations are not guaranteed of the continued service of the apprentice in the organization. Some apprentices may leave the organization after or before completion of the training program, which is a major cost to the organization. Conclusion The above analysis identifies apprenticeship training as one of the most important elements in organizations’ efforts to develop competitive advantage with regard to human capital. Subsequently, governments are increasingly formulating policies advocating integration of apprenticeship training amongst firms. Furthermore, different governments are supporting apprenticeship programs directly or indirectly either through tax credit or by paying the tuition fee for apprentices. However, the paper shows that firms encounter a number of costs and benefits through apprenticeship training. Some of the major costs are associated with the â€Å"apprentices’ wages, costs of paying the training personnel, and wastage of materials† (Booth and Snower 88). These costs vary across countries. For example, the study shows that Swiss firms gain significantly as opposed to German firms. The difference in the costs and benefits arises from the prevailing leg islations and industry structure. Despite the costs incurred, an organization can gain a number of benefits from apprenticeship training. Some of these benefits relate to improved corporate image, developing competitive advantage with regard to human capital, and high rate of employee retention. Subsequently, it is imperative for stakeholders and policy makers to create an effective environment for companies to adopt the concept of apprenticeship training in developing their labor force. Acemoglu, Daron, and Jorn-Steffene Pischke. â€Å"Beyond Becker: Training in imperfect labor markets.† The Economics Journal 109.453 (1999): 112-142.Print. Booth, Alison, and Dennis Snower. Acquiring skills: Market failures, their  symptoms and policy responses, Cambridge: Cambridge University Press, 1996. Print. Clark, Fahr. â€Å"Transferability, mobility and youth training in Germany and Britain; simple theoretical analysis.† Konjunkturpolitik 48.3 (2002): 235-255. Print. Dionisi us, Regina, Samuel Muhlemann, Pfeifer Harld, Walden Gunter, and Wolter, Stefan. â€Å"Cost benefit of apprenticeship training; a comparison of Germany and Switzerland.† Applied Economics Quarterly 55.1 (2009):7-36. Print Dustmann, Christian, and Uta Schonberg. â€Å"What makes firm-based vocational training schemes successful? The role of commitment.† American Economic Journal of Applied Economics 4.2 (2012): 36-61. Print. Hanushek, Eric, and Finis Welch. Handbook of the economics of education,  Amsterdam: North-Holland, 2011. Print. Lerman, Robert. Expanding apprenticeship training in Canada; perspective from  international experience, New York: American University, 2014. Print. Mohrenweiser, Jens, and Thomas Zwick. â€Å"Why do firms train apprentices? The net cost puzzle reconsidered.† Labor Economics 16.4 (2009): 631-637. Print. Mohrenweiser, Jens, and Uschi Backes-Gellener. â€Å"Apprenticeship training- what for? Investment in human capital or substit ution of cheap labor.† International Journal of Manpower 31.5 (2010) 545-62. Print. Nechvoglod, Lisa, Tom Karmel, and John Saunders. The cost of training  Apprentices, Adelaide, SA: National Centre for Vocational Education Research, 2009. Print. Organization for Economic Cooperation and Development: Learning for jobs. Paris: OECD, 2010. Print. Ryan, Paul. Apprenticeship; between theory and practice, school and work, Zurich: University of Zurich, 2011. Print. . The economics of training: International Encyclopedia of Business  and Management, London: Routledge, 2001. Print. . â€Å"The institutional requirements of apprenticeship: evidence from smaller EU countries.† International Journal of Training and Development 4.1 (2000): 11-16. Print. Saks, Alan, and Robert Haccoun. Managing performance through training and  Development, Toronto: Nelson Education, 2010. Print. Soskice, David. Reconciling markets and institutions; the German apprenticeship  System, Chicago: University of Chicago Press, 1994. Print. Stevens, Margaret. â€Å"Transferable training and poaching externalities.† Acquiring  Skills: Market Failures, their Symptoms and Policy Responses. Ed. Alison Booth and Dennis Snower. Cambridge: Cambridge University Press, 1995. 19-40. Print. Vemic, Jelena. â€Å"Employee training and development and the learning organization.†Ã‚  Economics and organization 4.2 (2007): 209-216. Print. Wolfgang, Franz, and David Soskice. â€Å"The German apprenticeship system.†Ã‚  ECONSTOR 4.11 (1994): 1-29. Wolter, Stefan, and Paul Ryan. â€Å"Apprenticeship.† Handbook of the Economics of  Education, Volume 3. Ed. Eric Hanushek, Stephen Machin, and Ludger Woessmann. Amsterdam: Elsevier, 2011. 521-570. Print.

Relationship between Entrepreneurship, Innovation and Economic Essay - 2

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About the recruitment process

About the recruitment process Introduction: Recruitment is a process by which a company gets application for their available vacancies. Good recruitment is important to effectual human resource management. It is valuable like as many others human resource management process, as for example training and selection depends widely of the new employees attracted by the recruitment process. Recruitment is also important for whole society because it manipulate job seekers opportunities to getting a suitable job. Not only has that job it works vital parted most peoples lives. Recruitment Methods: Recruitment can be carried out in numerous ways and generally it happens via both formal and informal processes. An informal process depends on the contacts of active workers or on new applicant. Since they threat being biased, word -of -mouth recruitment is not often suitable in public sector. Within business sector, word of mouth recruitment is well known, especially in those societies rated more socialist by Hofstede. International differences in the exercise of informal are considerable. It is also common all over the globe and especially in the developing nations like as Bangladesh, Nepal, Uganda, Bhutan etc. Recruitment of Friends and Family is very easy and cheap as usually. According to Brewster et al (2008), there are four methods of particular relevance to International Human Resource management. Multinational companies follow these methods and recruiting, selecting, employing employees globally.Every recruitment process has some advantages and disadvantages. 1. Headhunting: In this method, recruitment agencies are work as service provider and they supply companies with recruits to put via their own selection procedures. This process is most common for managerial positions in developed countries like as USA, UK etc. Anecdotal data shows that almost 50% of executive searches are now cross-border. The global capability, geographical spread of individual search firms has consequently become difficult. The recruitment agencies may be preferred to internal solutions for many reasons and those reasons given below. a) The recruitment agencies have the specialist nature of recruitment activities. Similarly, its potentially rare use, sometimes mean that almost competent way to start it is to subcontract and it is to expert providers. b) Sometimes multinational companies would like to recruit in a country for the first time where they may not have human resource department to carry on this activity and simultaneously, they may not have local idea that would be essential. For this reason, they take help from the recruitment agencies. c) The recruitment agencies are expert in this section and can do recruitment of higher level or higher skill; employees may take place from a proper prospective employees file. The recruitment agencies operate their activities all over the country or industry. They usually have a list and this is mainly true in the case of multinational companies recruiting in a country where first time. Headhunters is particularly form of recruitment and agencies can be expected to charge a considerable payment for their services. b)Cross national Advertising: Now world is a global village and as part of globalisation, labour migration is more common and accepted all over the world. At present many companies seek to carry out cross border when they recruiting senior staffs. Brewster et al (2008) mentioned that the rising apply of advertising such as targeted outdoor poster sites -airport lounges, airline magazines and journey to work routes. Simultaneously, international, publications like as The Economist magazines, The wall street journals regularly represents some advertisement for high level posts in many organisations all over the world. Although that advertising should consider cultural differences, it may well be the case that the valuable targeting of such advertisement ensures that they are seen more or less totally by people. They are more used to, and accepting of, these multi-cultural messages. c) Internet Recruitment: Today internet is an important source of job and used to cheaply mass market the recruitment messages that organisations interested to forward potential applicants. The electronic recruiting facility is re-shaping the job hunting process and this facility has the likely to cut the difficulty to employment on a worldwide scale. It is proving helpful for global graduate recruitment, attracting MBAs and post graduate level candidates, similarly specific roles such as accounting professionals and IT staff. Brewster et al (2008) mentions some reasons for its popularity in recruitment. 1. Widen recruitment sourcing at relatively low cost a) Fixed cost of designing a website have been incurred, the marginal cost of further website visitor is mostly zero. b) At present internet user has grown highly, not only developed countries but also third world countries .So, now internet allows to firms reach potential applicants anywhere in the globe. c) Similarly, now it is very easy for potential employees to apply for any kind of job and first stage is to fill a web form or email a copy of CV. The main disadvantage of this is that the cheapness of applying by internet sometimes may encourage not only proper applicant but also large amount of unsuitable applicants too. 2. Attract applicant on a more specialised skill match. 3. Target sources of graduate like as MBA career centres. 4. Improve on traditional advertising approaches by targeting particular life style or culture fit groups. Selection Methods: The most common forms of selection methods are given below. Interviews: The way in which interviews are continued are one factor of national culture which radically impact the conduct of the interview and cultural awareness is very essential in this respect. In a simple face to face interview, the assessors may be confronted by considerable problem. As for example can mention here that one American multinational company recruiting managers in South Korea and found that interviewers had to be trained in multicultural awareness. According to the cultural rule of Korea, when asked a good question, to keep silent is known as   sign of respect and similarly the better the question ,the longer period of silence the applicant maintains.Moreover,according to the American culture, if anybody ask a good question and receive silence, it is like as ignorance. Not only that face to face interview may produce fairly warped judgements. 2. The monitoring and targeting of disadvantaged groups: In most countries negative discrimination against the interests of at least some disadvantaged group is not legal; similarly a small number of countries positive discrimination in support of interests of disadvantaged may be allowed or encouraged. Staffing practices are stoutly influenced by norms and morals, not possible by the law. As for example, many European countries do ban discrimination on the basis of age, but the application of age restrictions varies considerably by country. It is not applicable in UK but common in Germany. 3. Assessment Centres: Assessment centres are regarded as one of the most strong and suitable selection techniques and it should be expected that they would be used to assess capability for global manager. The major points of assessment centres are help to client companies to determine which candidates are appropriate to be employed. In this sense they offer their customers level of selection capability the may not take home. Assessment centres tend to use different types of tools and these tools are situational interviews, work stimulations and role -playing etc.Some effort also face that units and the successful utilization of their set of tools requires there tools to be significant for the circumstance like as legislative, cultural economic etc, in which the recruitment is taking place. Thus there cannot be one size fits all approach and this causes extensive troubles for them. 4. Psychological testing: The strength of some psychometric testing process is also uncertain. Psychologists state that variability of across settings for the equal type of work and across different of jobs is small .This testing involves asking candidates to full psychometric tests to allow their potential employer to verify the sort of person they are. Psychometric is the field of study concerned with the theory and technique of educational and psychological measurement, which includes the measurement of knowledge, abilities, attitudes and personality traits. The field is primarily concerned with the construction and validation of measurement instruments, such as questionnaires, tests and personality assessments. Those who practice psychometric are known as psychometricians and although they may also be clinical psychologists, they are not obliged to be so and could instead be (for example) human resources or learning and development professionals. http://en.wikipedia.org/wiki/Psychometrics In the hand of competent professionals psychometric tests present an at times positive nearby into the individual features of prospective employees; in the hands of inexpert they are little more than a hazard to the achievement of a company. The table below represents some indications of comparative use of these selection events in diverse countries in the hiring of an employee for a cleric positions. According to the table, 69.6% of Danish companies report that they use interviews, but a small number (5%) of French companies do it. Simultaneously, 43.7% of Spanish companies like psychometric tests, but only 0.9% German firm prefers it. The uses of Psychometric test and Assessment Centre differs from country to country. A German assessment centre would use much diverse equipment to assess much different stuff than would an assessment centre in Canada.

Media influence on homosexuals

Those who are interested in how media has influenced the LGBT community. Essay Question: How has the media influenced the LGBT community and society's view on the LGBT community? Thesis: One main contributing factor that has impacted our societys view on gay marriage is how they have been portrayed on the screen, by celebrities and in the media. Rationale: My original paper was supposed to be about weddings and social media but I found that to be too broad and extremely difficult to research.After a couple days of thinking I decided to narrow that topic even more. I decided on how the media has effected society's opinion on homosexuality because I thought it was interesting to see how much the mass media can affect our views on something so controversial. Strengths and Problems: Argument: Some may argue that the media's influence is not a good thing because a lot of people are still against homosexuals but I believe it is something that we cannot avoid. My argument is stronger in thi s final draft, but may still be confusing.Evidence: I spent a lot of time trying to research this topic because this is something IVe never thought about before this paper so it is very unfamiliar to me. Once I started researching though it was apparent how much TV has influenced me and my views on homosexuality, which can be seen in my introductory paragraph. I was so surprised to find out about the term, contact hypothesis. Before this paper, I knew the definition but wasn't sure if there was a term for it. Organizational: I definitely tried to make this paper flow more smoothly. Writing the transition were a little difficult though.I still feel like my conclusion is very weak, I struggled for a long time but could not come up with something that would wrap up the essay better. Style: I'm ot sure what to describe my style as. I Just hope the readers will be able to relate. Revisions and Discoveries: I added more about Ellen DeGeneres, and I also added a paragraph about the film, V alentine's Day. I took out the paragraph about adopting children because I realized that there wasn't much correlation with what the media has done. Questions: Am I using the terms of gays, lesbians, homosexuals and LGBT correctly?Which evidence stood out the most? Yvonne English MiddelJans Media and Homosexuality Autumn 2013 What do we typical think of when we hear the word gay or lesbian? Is it a flamboyant male or a tomboy female? Many years ago this may have been the case and to some it still may be. But when I hear the word gay or lesbian I automatically think about my favorite show, Greys Anatomy and the lesbian couple who are attractive and nothing like tomboys. Homosexuality is one of the most controversial topics in our society but in the past t years our opinions and dispositions nave change d.One main contributing factor that has impacted our society's view on gay marriage is how they have been portrayed on the screen, by celebrities and in the media. On January 1 lth, 97 3 PBS released its first broadcast of, An American Family. The show was a twelve hour documentary series that followed the Loud family of Santa Barbra, California. An American family spanned out into a twelve week show following Bill and Pat Loud and their five children, Lance, Kevin, Grant, Delilah and Michele. This documentary challenged the traditional views of an American middle class family.Unlike shows such as, The Brady Bunch and Leave it to Beaver, which depicted a happy and perfect family, The American Family showed a family going through a divorce and their oldest on, Lance's decision to tell his parents about his homosexuality (An American Family). Lance is widely believed to be the first gay person in American reality television and because of this it has made him a well-known, â€Å"gay icon† to the LGBT community. Lance went on to be a part of a popular band, â€Å"The Mumps† and died at the age of 50 in 2001 due to Hepatitis C and HIV.Lance was an inspir ation and paved the way for homosexuals in the media. Since Lance Longs premier on television many popular shows and movies have aired that have a lead or supporting actor/ actress that is a homosexual or portrays a homosexual. Most of these portrayals have had a positive influence on the lesbian, gay, bisexual and transgender (LGBT) community. As more LGBT celebrities came out about their sexual orientation the more acceptable it became for LGBT characters to appear on television. This is a great example of the Contact Hypothesis and the Parasocial Contact Hypothesis.The Contact Hypothesis can be accredited to Gordon W. Allport and states that â€Å"under appropriate conditions, interpersonal contact is one of the most effective ways to reduce prejudice between majority and minority group members. The Parasocial Contact Hypothesis is similar but focuses on one sided relationships. For example, how an individual may know about a celebrity through mass medias but that celebrity does not know about the individual (Schiappa) In 2008 it was briefly legal for homosexuals to become married.Ellen DeGeneres and her partner of then four years, Portia de Rossi took this window of opportunity to become married. DeGeneres lied about her sexual orientation for many years. She made her television debut on The Tonight Show in 1986 and that same year the AIDS epidemic was at its high so a ot of homosexuals were not ready to reveal their sexual orientation due to the fear of being Judged or out casted by society. Ten years later Ellen DeGeneres had the opportunity to have her own show, Ellen. Yet she still decided to keep her orientation a secret.In 1997 during the fourth season of her show, DeGeneres decided to come out about her sexual orientation in a sitcom where she is in the waiting room of an airport trying to tell a woman that she is attracted to her, instead she announces it to the whole audience by accidentally leaning over a microphone Ellen DeGeneres is undoubtedl y a charming person. DeGeneres has won 49 out of 51 award nominations and won the hearts of many Americans. Just some of the great roles she has been a part of include hosting the Emmy Awards, Judging season nine of American Idol and using her popularity to bring awareness to many humanitarian efforts.DeGeneres has supported over 35 different charities including Susan G. Komen for the Cure and St. Jude Children's Research Hospital (Neary). Ellen DeGeneres is another perfect example ot the Parasocial Contact Hypothesis. We know everything about ner because of the media, and by seeing her positive influence on the world we have an nclination to like her. In 2008 the Gay and Lesbian Alliance Against Defamation (GLAAD) did a survey of more than 2,000 U. S. adults 18 and older and found that two out of ten changed their views of homosexuals to a more positive view point in the past five years.Thirty four percent said their views were influenced by seeing a gay or lesbian character on tel evision and twenty nine percent said it was by a gay or lesbian character on film (Watercutter). It's amazing how societys view of homosexuals can be changed from a negative to a positive understanding by the power of mass medias. Before the LGBT community was represented on television or films, society did not have an accurately representation of what gays and lesbians were like.Probably thinking that being a homosexual is unnatural and even a mental illness! Some people may still believe that but since being exposed to LGBT characters from shows like Friends (Carol and Susan), Greys Anatomy (Calliope and Arizona) and Will & Grace it has enabled society to be more welcoming or sympathetic towards the LGBT community and resulting in LGBT individuals feeling less like an outcast. The media has also helped promote the realization that omosexuality is very much a part of todays culture in the United States.One of the longest running television shows with gay characters is Will & Grace. Over the eight year span on this television show (1998-2006) Will & Grace has earned sixteen Emmy Awards and eight-three nominations with an average of 17. 3 million viewers a week at its peak in 2001. Will & Grace is a show that positively portrays two gay men with completely different personalities. Will Truman is a gay attorney whose orientation is not necessarily made clear at first to a viewer but his co-star Jack McFarland fits the tereotypical homosexual male.Jack is â€Å"flamboyantly gay, continually unemployed and a self-described actor/dancer/choreographer. † (Schiappa). By showing two different personalities of gay men it can help us better understand that yes, there are homosexual men that are flamboyant but a homosexual man can also take form in a charming and handsome man such as Will Truman. Another idea that was promoted or bought up in Will & Grace is when Will married his long time on-again off-again love affair, Vince and then two of them went on to raise a son together.This brings up he idea of same-sex marriage and how two homosexuals can raise a child together which many people still think is not appropriate but Will & Grace have brought attention to issues like these that the LGBT community have to face daily. Although there aren't as many films that help bring awareness to the LGBT community there are usually small supporting actors that will portray a homosexual. One movie that comes to mind is, Valentine's Day. Valentine's Day follows intertwining couples and single people in Los Angeles and what they expect on this day of love. There is Holden Wilson who is portrayed by Bradly Cooper.Wilson is on the plane chatting up a character played by Julia Roberts. They start to talk about their lives and how Wilson is recently single. Up until the end of the movie not much is told about Wilson's personal life. Then there is Sean Jackson, played by Eric Dane who is a top NFL player who is contemplating retiring from his career. During a press conference Jackson says that typically someone retires because they want to spend more time with their families but Jackson has not been able to do that because he is gay and nas nad to hide his sexual orientation tor the sake ot his career.The reporters are confused on whether or not Jackson will continue to play. He makes it clear that he is going to continue playing in the NLF but he did not want his goals of having a family postponed due to his previous fear of coming out. One of the ending scenes is Wilson surprising Jackson at his home. Throughout the entire movie I had no idea that either characters were homosexuals. Jackson and Wilson are both very handsome and their characters in the movies showed no signs of the stereotypical gay man. This shows that anyone can be gay and that the â€Å"stereotypical† homosexual individual is a tereotype that is slowly dying.By making the characters Wilson and Jackson relatable it helps us as a society have a more accurate r epresentation that anyone around us can be a homosexual and not Just the old stereotype of flamboyant men and tomboy females. The LGBT community has come a long way since the 1970's and they are still fighting for equal rights. Because of the portrayals of gays and lesbians in the media and also the uprising of homosexual celebrities it has helped our society become more open minded and welcoming of the LGBT community when ompared to the mindset of the society fifty years ago.Without the media's influence, where would society be in regards to how much more open minded the world has become of homosexuals? Thanks to the media, it is almost like an approval for individuals that it really is okay to a homosexual and that there is no need to be ashamed. Because if so many people love Ellen, who seems like a normal individual other than the fact that she is a lesbian then there is no need to Judge others on their sexual orientation.

Internet Based Home Control System Essay

We viewed development as a process of change and a continuous learning.. Technological and institutional change or capabilities are at the heart of this process. Technology is much more than an ingredient in development strategies; it is a conditioning element of their viability. As technology rapidly changes, it sets the condition that generates development opportunities. Development becomes one of the learning that benefit from such changing opportunities. While learning is within a single technological revolution, a new technological revolution would constitute major discontinuities and shifts in the direction of change, providing new opportunities for learning and catching up. Technology is at the heart of the innovative process, and it has become a tool for amplifying brainpower. It further brings about changes within and among institutions and accelerates the rate of innovation. Steve Ballmer[1], CEO of Microsoft’s Corporation stressed that the number one benefit of technology is that it empowers people to do what they want to do, letting people be creative and productive Thus, through new technology, a little creativity, and a lot of thinking, we have begun to produce home appliances control system that makes anything possible for the people especially elderly and handicapped to live by themselves and meet their potentials. The recent drive in the Information and Communication Technology (ICT) industry toward new wireless communication devices and systems and their utilization in addressing a wide variety of real-world problems have resulted in several new areas of active research and wireless home automation being one such hot topic. Home appliances control system designates an emerging practice of increased automation of household appliances and fixtures in residential dwellings, particularly through electronic means. This allows impracticable, overly expensive or simply not possible things in recent past decades to be implemented. Home Automation Technology is a relatively new field and the home automation products available currently in the market are expensive, and not everybody can afford these devices. However, looking at the increasing popularity of home automation, most manufacturing companies are trying to develop products that will be affordable to the middle class customers. Hence, the proponents through this study design and develop a system of controlling home appliances remotely via the Internet. With this project, a user can control his home appliances across country away from home. Background of the Study Home appliances and lighting are major source of electricity consumption. Commercial public sector buildings and residential houses account for 95% of the electricity used for home appliances. There are common problems that home owners encountered in relation with home appliances system. One of this is due to some negligence like leaving the lights ON that result to having greater power consumption. This additional power consumption that can be wasted varies directly to our electric bills. Another problem is that those busy home owners who arrive at home late at night; they want to have immediate access to turn on the lights to have preventive measures against robbery and crimes.[2] For effective management and protection of homes, operational monitoring of home appliances conditions is a necessary tool. Fixed control system contributes significantly in monitoring the entire home appliances network. The past decade has seen significant advancement in the field of consumer electronics. Various â€Å"intelligent† appliances such as cellular phones, air-conditioners, home security devices, home theaters, etc. are set to realize the concept of a smart home. They have given rise to a personal area network in home environment, where all these appliances can be interconnected and monitored using a single controller. Busy families and individuals with physical limitation represent an attractive market for home automation and networking. Thus, a unifying solution started with the emergence of the first home automation product known as the Model 1503 which was introduced in 1988 and was meant for fire and burglar protection, home lighting and appliance control.[3] Moreover, a technology called X-10 was developed by Jeff Denenholz,[4] which allows your computer and your appliances to communicate over the existing power lines in your home. Among the many possibilities that this technology provides is the possibility for a fully automated and responsive home. One of the basic systems on the market is made by iControl and is easy to install and expandable. The system uses the 802.11 wireless protocol to transmit signals from the various devices to a control box which is connected to the internet. Some of the devices the company offers specifically for elderly care include: cameras, window/door sensors, motion sensors, water sensors, freeze sensors, panic pendants/wristwatches, smoke detectors, carbon monoxide detectors, lamp modules, and thermostats. All of the devices are connected wirelessly to the control box which then allows the devices to be monitored and controlled using the company’s website. The system is perfect for the elderly because it is easy to use and it allows family members to monitor the house to ensure that their relative is safe, it is portable and can easily be installed in an existing home. Another key project is ongoing at The University of Florida. They have built a 500 square foot smart house that is designed assist and to provide medical care to users. The house implements devices including a microwave that recognizes entrees and automatically determines how long to cook them and devices to track the individuals location within the home. The house also uses devices to detect water on the floor and a camera that allows the person to view who is at the door and let them in using a cell phone. The smart house at the University of Florida relies on a centralized computer network to deliver electronically coordinated assistance. However, the aforementioned projects pose problems on the implementation of such systems. The major drawbacks of these systems are that it requires the use of several costly technologies to operate. The concept of a smart home requires a user to have internet access available as well as router to install the control box. Thus, the introduction of home automation in the 1970’s failed to improve the lifestyle of users because determining the economic benefits of home automation technologies is difficult. The cost of implementing smart home technology must be justified by the effects brought about by their installation. There is a need for home automation technologies to be cost-effective and easy to install and flexible with many network infrastructures and appliances. Therefore, the study Microcontroller-based Home Appliances Control System via Internet aims at developing a module for home appliance and control system combining embedded system and web technology. The goal of this project is to design a system that communicates with the web in controlling the user’s home.. This approach will provide an easy way to operate and is cost effective approach to benefit the elderly and those with disabilities to function as normal as possible. Statement of the Problem The main problem of this study is to design and develop a prototype of a microcontroller-based home appliances control system using the internet that will demonstrate power automation of home appliances. The proposed system is web-based in nature which will replace physical control and provide automation with regard to the home appliances.

Michael Warner The Ethics Of Sexual Shame Analysis

â€Å"The Ethics of Sexual Shame† by Michael Warner explores how sexual autonomy can be realized for all people. Warner recognizes this in history, and points out the trend in regards to societal sexual ethics, in which a tendency of absolutism and prejudicial sexual norms are dominant in one’s society. Because of this, sexual minorities struggle with shame and stigma that result in crushing their freedom and sometimes dignity. Warner argues that people need to defy the values that build these sexual hierarchies and accept all forms of sexual experiences, even if it is not what you prefer. In this assignment, I will discuss Warner’s primary focus on the need to push against stigma and shame to allow people to be free to realize their sexual†¦show more content†¦In defense of Rubin’s sexual hierarchy, Warner argues that people often turn to sex that is natural. The idea is that â€Å"good† sex, like the heterosexual sex in marriage, is natur al, while other forms of sex are not. Shame should only be attached to the â€Å"unnatural† kinds of sex. Warner argues that the problem with this is that sex has actually changed over the course of time. Forms of sex that are considered bad today were once popular in the past, and the other way around. This statement suggests there is no universally natural kind of sex, and normally people do not know what sex they like until they have it. This can conclude that there is not an innate kind of sexual preference either. People need to and should be able to explore different kinds and types of sex and sexuality in order to learn their preferences. After discussing how sex can have different meanings throughout history, Warner discusses the state of sexual shame in America today by mentioning the impeachment of Bill Clinton. Warner notes how discussion of Clinton’s impeachment focused more on his sex life than it did on laws Clinton had broken, because sex is by definition humiliating and therefore was used as a weapon against Clinton. In addition, the case on Bill Clinton shows just how much people like talking about sex, especially if it means shaming someone else for it. This suggests that, contrary to popular belief, we are not very repressed in our society. There are not restrictions against talkingShow MoreRelatedDeveloping Management Skills404131 Words   |  1617 PagesAssistant: Ian Gold Senior Managing Editor: Judy Leale Senior Production Project Manager: Kelly Warsak Senior Operations Supervisor: Arnold Vila Operations Specialist: Ilene Kahn Senior Art Director: Janet Slowik Interior Design: Suzanne Duda and Michael Fruhbeis Permissions Project Manager: Shannon Barbe Manager, Cover Visual Research Permissions: Karen Sanatar Manager Central Design: Jayne Conte Cover Art: Getty Images, Inc. Cover Design: Suzanne Duda Lead Media Project Manager: Denise Vaughn