General Strike of 1926 Causes and Impact

General Strike of 1926 Causes and Impact A general strike is the point at which a gathering of laborers from various ventures all stop work on the side of one another to win certain requests. This would carry the nation to an end and make it difficult for the Government to oppose surrendering to their requests. The general strike of 1926 was fundamentally for the excavators; they had low compensation and worked extended periods. They needed better conditions and equivalent rights for all. In this paper I will survey the occasions paving the way to the strike and view all the short and long haul reasons for the strike. The coal business before the war was blasting. It was utilized for about everything and during the war the interest for coal expanded considerably more. Since coal creation was so imperative to the war exertion the Government assumed control over the responsibility for mines and ran them rather than the private proprietors. Upgrades were made in conditions and pay for most diggers. At the point when the Government nationalized the mining business excavators trusted it would proceed after the war. In any case, in 1921 all mines were come back to private proprietors. After the war the coal mining industry went into decay. This was on the grounds that, oil was utilized as a fuel particularly in delivery, power opened up, increasingly effective boilers were made, different nations started to mine coal and British pits had been over mined during the war and proprietors were hesitant to go through cash modernizing mines. At the point when men from the war returned home they found the guara ntees made by Lloyd George were not met and if men have been battling for their nation for a long time they are set up to battle for their occupations and ways of life at home. There are some drawn out variables, these are; conditions and pay of excavators, at the hour of the General Strike a normal of two diggers were killed every day. Diggers were likewise experiencing sick wellbeing as a result of their work. Excavators contended they merited higher wages as a result of the dangers they took. Mine proprietors made millions while excavators were fortunate to procure 50p per day. Excavators felt they were by and large unjustifiably rewarded. Another drawn out reason was the Sankey Commission. In 1919 the Government framed a Royal Commission to investigate the issues of the coal mining industry. Ruler Sankey drove this commission, yet it neglected to think of an answer for the issues of the diggers. Most individuals supported nationalization however the Prime Minister, Lloyd George, would not nationalize the mines. The decrease of the coal, mining industry was a significant one, during the decay of the mining business proprietors needed to expand hours and lower wages to look after benefits. Others were, Change of disposition after the war and nationalization. A mainstream thought among exchange unionists right now was syndicalism this was the conviction that few worker's organizations ought to take to the streets together to carry the nation to a stop thus assume control over the Government for working individuals. The Miners Union chose to expand their quality by consolidating with railwaymen and transport laborers in a triple union. A strike in one of ventures implied the other two would stop fill in also, so it appeared to be reasonable for them to combine and increment their qualities. A strike of three enterprises will greaterly affect the nation and government than just a single industry protesting. It will be more earnestly for the administration to keep the nation running, so they will need to surrender to their requests. In principle this was an extraordinary arrangement. During the 1920s in Britain, there was a lot of modern discontent. It started with the diggers. As of now examined, the coal business was in decay, since 1918. This implied mine proprietors needed to expand hours and give less compensation to prop benefits up. They made an effort not to purchase new hardware or improve mines, as this would consume their benefits. In 1920 mine proprietors told excavators their wages would be diminished. The excavators chose to go on a hit with different individuals from the tripe coalition (the National Union of Railway Men and the Transport and General Workers Union). It was comprehended that these two associations would join the diggers in a compassion strike. Yet, on Friday fifteenth April the two associations chose not to help the excavators and would not take to the streets. The diggers called this Black Friday. It was a debacle for themselves and other worker's organizations. The excavators took to the streets alone yet were crushed, they needed to return to work for even lower compensation. Later different businesses, for example, shipyards, printers and railroad laborers had to acknowledge lower compensation. The associations had taken in their exercise structure Black Friday; an annihilation for one association was a destruction for all. Later on they vowed to stand together. In 1925, coal costs fell once more and proprietors needed to cut wages similarly as they had done in 1921 however the excavators were prepared to strike building up the trademark, Not a penny off the compensation, not a moment on the day. This time different enterprises took to the streets with the diggers. The Government werent prepared for a General Strike so they brought themselves time purchase giving the mine proprietors a sponsorship of  £10 million, to keep compensation at a similar level as they were before the pay cuts were made. This occasion got known as Red (Friday 31st July 1925) and was viewed as an absolute accomplishment for the c ommon laborers. It additionally indicated what could be accomplished if the Trade Unions cooperated. Be that as it may, it was reported the sponsorship would just most recent 9 months enough an ideal opportunity for the Government to get ready for a General Strike, if there was one when the appropriation finished. The Government set up a commission called the Samuel Commission, headed by Sir Herbert Samuel to manage the issues of the coal mining industry. The momentary reason for the General strike was the Samuel Commission; the commission dismissed nationalization and said the administration should end the endowment. It consented to wage cuts and said working days ought to be 7/8 hours in length. The report sided totally with the mine proprietors since the entire commission was comprised of rich industrialists. The Government promptly reacted to the Samuel Commission. They proclaimed the endowment would end on 30th April 1926. The proprietors expanded the hours and decreased wages by 10-25% with the help of the administration. Numerous gatherings were held however no understanding was made so on May first 1926 the diggers took to the streets for better compensation and conditions. The legislature had been getting ready for the strike for quite a while. They manufactured coal stocks to keep going for 5 months, expanded the quantity of exceptional constables from 98,000 to 226,000, drew up definite directions for the military, naval force and police to monitor docks, phones trades and influence stations, offered cash to the proprietors of haulage firms to put 200,000 vehicles at the Governments removal and set up the OMS . The OMS was a gathering of around 100,000 volunteers who emptied load from ships, drove transports and prepares. Individuals joined the OMS for various reasons. The white collar class thought the strike was a danger to them and an endeavor to destroy the nation financially. Others joined for money related reasons, the Government paid constables  £2.31 per week in addition to food. The diggers were protesting declining to acknowledge wages of  £1.58. The TUC (Trade Union Council) burned through their time. They never anticipated that the Go vernment should permit a General strike to occur. The diggers made their positions more vulnerable by getting a record level of coal yield. This made it simpler for the Government to load up on coal holds. At the point when the General Strike started the TUC chose to draw out the laborers in key enterprises railwaymen, transport laborers, dockers, printers, developers and iron and steel laborers. Almost 3 million men were removed from work. Also, later others like, the designers and shipyard laborers can be gotten out. In London, at the home office of the TUC, there was far less confidence than the laborers who were set up to remain out as long as it takes. There appeared to be little solidarity between worker's guild heads. The Government were happy to allow the strike to proceed, as they were readied and sure they could last longer than the Trade Unions. The TUC had guaranteed their help if an understanding was neglected to be reached. So extraordinary endeavors were made by the TUC to agree with the Government and mine proprietors to forestall a general strike. The conversations went on late into Sunday evening (May third) and as per the principle TUC arbitrator an understanding was close when the Prime Minister, Stanley Baldwin, severed the discussions with the TUC. The explanation behind this activity was that the printers at the Daily Mail paper had would not print an article about the strike the Government had arranged. They were thoughtful to the excavators. The TUC apologized however Baldwin declined to re-open talks. Baldwin realized he could win, they had arranged for the strike and knew the TUC couldnt keep going that long. In any case, in light of the breakdown in refutations, the TUC sent strike invalidations to the Transport, Railway, Dock, Print, Electric and Steel and Chemical specialists. The General Strike started on Monday fourth 1926. The TUC contended that the diggers were confronting longer hours with lower pay, forced by mine proprietors to keep benefits up. They said it was an Industrial Dispute among supervisors and their laborers. The TUC additionally accepted if the diggers were crushed it would prompt lower compensation for all laborers. It was a battle for all regular workers individuals not simply the mining network. The Government contended this was a Constitutional issue and that the Trade Unions were developing their solidarity to oust the Government. The Government did this to stress individuals and get them to agree with the Government and it worked. Generally it very well may be seen that the TUC just needed better compensation and conditions. They were not requiring a communist disclosure to over toss the legislature. The General Strike in 1926 began as a result of the states of the diggers. Different specialists acknowledged whether they didnt bolster the diggers their managers may bring down their wages realizing nothing will be done as they had beforehand observe

Digestion and Enzymes free essay sample

Similarly amylase Is a particular catalyst utilized for starch substrates. In our test, our substrate is starch thus our protein is amylase. I believe that amylase won't work appropriately when warmed at 100C in light of the fact that catalysts need heat for the particles to increase active vitality and slam into one another. At100C, compounds dont move as quick as could reasonably be expected if the temperature is expanded, and subsequently the crash and the response dont occur. Be that as it may, on the off chance that the temperature is Increased over its ideal temperature, at that point the chemicals become denatured. The breaking of a substrate occurs, when a substrate atom fits inside its particular catalyst olecule, so when a protein particle gets denatured, the 3D state of the compound atom changes thus the substrate can not, at this point inside the dynamic site of the chemical particle because of its denatured shape. So I figure the amylase may get denatured when warmed at 800C and therefore It wont have the option to work. We will compose a custom article test on Absorption and Enzymes or on the other hand any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page This discloses to me that amylase will work the best at 400C as It may be amylases ideal temperature. Factors: I will change the temperature, at which the arrangement Is warmed. I will quantify the time it takes for the shade of starch and iodine blend to vanish. The Independent ariable In this test will be the temperature and the needy variable time taken between the blending of amylase and starch arrangements and the finish of the test. The control factors will be: Volume of amylase arrangement in each test tube The volume of amylase arrangement In each test tube should be a steady number, in such a case that there Is diverse measure of amylase In each test cylinder would make It an out of line test as the test tube with pretty much amylase may respond distinctive to various temperatures. So a particular measure of amylase ought to be utilized in every one of the test tubes. H esteem: Change in pH can dramatically affect the pace of amylase - catalyzed response. This impact of pH Is on the grounds that the structure ofa protein Is kept up by varlous Donas wltnln tne tnree-almenslonal structure 0T tne proteln. A cnange 0T pH from the ideal qualities changes the holding designs, dynamically changing the state of the particles. In the event that the particles are denatured, the response can't occur, the outcome will get problematic. pH worth will be another free factor in the event that it isn't controlled. Utilizing pH test strips to test the pH estimation of amylase arrangement and tarch arrangement before the investigation can be useful. Convergence of amylase arrangement in each test tube Concentration of amylase arrangement in each test cylinder ought to be the equivalent. In the event that the volume of amylase arrangement is same in each test tube, the lower focus implies that there are less amylase particles in that tube. In the event that the amylase atoms are insufficient to join with starch particles, starch can't be totally separated, the blended arrangement may at present seem blue-dark shading. In this way, it will influence our outcome in the event that it isn't controlled. Convergence of starch arrangement in each test tube Concentration of starch arrangement is the substrate fixation. As the substrate focus builds, the pace of response increments until every single dynamic site occupied with catalysis. To keep Concentration of starch arrangement from being a factor of changing the pace of response, it must be controlled. Water level in shower Amount of iodine. Hardware: Test Tubes x6 Beaker Pipette hole Tile Ice blocks Water Bath Goggles Gloves Lab Coat Measuring Cylinder Stop Watch Iodine Amylase arrangement Starch. All inclusive Indicator. Bunsen Burner 1. Take 5ml of amylase and include it into a test cylinder and include 5ml of starch arrangement into nother test tube. 2. Ensure that the amylase arrangement and starch arrangement you utilized in this examination must have an unbiased pH, you may test the pH esteems by utilizing pH all inclusive marker. This should be possible when before 3. Scrub down and include water and hold up till the temperature arrives at 40 C. . When the temperature is 40 C, place the two test tubes in a water shower for two minutes. 5. In the mean time take a cavity tile and include a drop of iodine in every depression. 6. Empty the amylase arrangement into the container of starch arrangement. Mix well utilizing a pipette. 7. Utilizing the pipette, evacuate a little mount of the blend and add a drop to the iod ine arrangement in the depression tile 8. Rehash the iodine test at interims of two minutes, washing the pipette with refined water between each test until the blend neglects to give a blue/dark shading with iodine. 9. Record the absolute time taken between the blending of amylase and starch arrangements and the finish of the test. This is the time taken for all the starch to be processed by amylase at 40 C 10. Rehash the entire examination at different temperatures (10 C and 60 C) For temperatures higher than the room temperature utilizing a water shower and when he required temperature is arrived at evacuate the Bunsen burner. Delicate warming at interims might be important to keep up the temperature of the water shower. For the temperatures lower than the room temperature, use ice shapes to cut the temperature down. It is significant that for every one of these examinations the amylase and the starch arrangements are warmed or cooled to the necessary temperature before blending them. I will test 10 C, 40 C and 60 C and I will rehash my test multiple times so as to get reasonable and dependable outcomes. Hazard Assessment: Risk Hazard How to forestall it? Starch arrangement or iodine. May get at you. Wear goggles. Some water washes are exceptionally hot. Can consume your hand or some other pieces of your body. Dont legitimately contact the water inside the water washes. Utilizing a rack to put test tubes into the water washes. Water and power. In the event that water is spilled on a close by switch, it can shock the individual. Keep containers, test cylinders and water shower away from any electrical hardware. Breaking a test tube. Glass pieces can be unsafe to individuals and to you. Keep the hardware in the work area and not close to the edges of the table. Additionally try to stand ana ao tne test . unlversal Inalcator. On the off chance that interacts with eye, may cause eye aggravation. In the event that interacts with skin, may cause skin disturbance. Whenever gulped, can cause visual impairment and queasiness. Wear gloves while holding the widespread pointer. Wear goggles to stop the contact with your eyes. Report the educator quickly if accidently gulped. Hair. It can get dunked into synthetic substances and may harm your hair. It makes it hard to see, mentioning exact estimations and objective facts practically unimaginable. Tie your hair back. Spilling substance over your body. Can harm your garments and may potentially interact with your skin which can be unsafe and may harm your skin. Wear Lab coat. Not tidying up the zone once the test is done. Interacting with synthetics. It might be hurtful for somebody who doesn't know about the investigation and may accidentally interact with unsafe synthetic concoctions or may stumble over the hardware causing lethal wounds. Tidy up the test spot and wash your hands to dodge others getting any further contact with synthetic germs. Squashed ice can harm your hands. Harm your hand. Wear security gloves.

Decoding SIPA Courses for Prospective Students COLUMBIA UNIVERSITY - SIPA Admissions Blog

Decoding SIPA Courses for Prospective Students COLUMBIA UNIVERSITY - SIPA Admissions Blog When I was looking at graduate schools, I wanted to know what my course load would look like and what electives I would be able to take. I didn’t want to be stuck taking two years of core classes and I wanted to make sure there were elective classes that suited my interests. Here’s the guide for past-Julia on how to decipher SIPA’s courses. All students must fulfill their “core requirement” courses which include Microeconomics, Macroeconomics, Quantitative Analysis I, Financial Management, and Management. Students will also need to take a Professional Development course, internship, and complete a capstone project which usually takes place second year, last semester. Students can take up to 18 credits per semester, though most take around 16 credits. You can view sample course schedules in each Concentration’s “Sample Path” or “Sample Program” tab (Eg: Energy and Environment’s sample path, Economic and Political Development’s sample program) All prospective students can find SIPA’s list of courses here. You can then filter for semester as well as degree programs, concentrations, and specializations if you click “advanced search criteria”. Clicking on the blue plus button on the left of the course title, you will be able to find the course description, professor, and time/location of class. Key notes on searching for classes: Students who are in the MPA and MIA program are blocked from registering for EMPA courses (Executive MPA program) There are 3 credit courses and 1.5 credit courses. 1.5 credit courses are usually half-semester courses or courses that are completed in two weekends. Enrolled students will be able to find past course syllabus and evaluations. Not all courses are offered every semester or every year. As you’re completing your application for SIPA, take a look at the courses we have to offer, and if you can,  sign up to sit in on one or two! Note from Admissions: As Julia mentioned, class visits are open. You can sit in on up to two SIPA classes and get a feel for the classroom experience and community. Sign up soon as seats are first come, first serve.

Utilitarianism And The Other One Is By Immanuel Kant And...

he question about whether utilitarianism or Kantianism gives a more accurate understanding for our moral obligations is brought up there are two different arguments. One argument by Jeremy Bentham, John Stuart Mills and Andrew Gustafson is in favor of utilitarianism and the other one is by Immanuel Kant and Norman E. Bowie, which is in favor of Kantianism. With more information and knowledge on the two ethical theories, you will realize that Kantianism gives a more accurate understanding for our moral obligations. Utilitarianism is an action or practice that leads to the best possible outcome or consequence for all affected parties. To make that definition even easier to understand, it states that when the question regarding what a person†¦show more content†¦Moreover Mills expresses that it is an unquestionable fact that, given equals access to all kinds of pleasures, people will prefer those that appeal higher (Ethical Theory and Business Practice, 2012). For example, a well-educated person would not choose to become unintelligent and a human being would not choose to become a rock. Overall utilitarianism is an ethical theory based on the consequences of any given situation and the purpose of this theory is to maximize pleasure while avoiding any harm. By knowing more about utilitarianism and what the essential features are how could this ethical theory be applied to the practice of business? If a business applies utilitarianism to the practice then they are trying to bring about the greatest happiness to the largest population in an organization. They are not only concerned with the short-term goals, but also looking forward to the future and what could potentially help them maintain the highest degree throughout. Higher pleasures are often lost due to the fact that people do not take time to strengthen them or we focus on the lower pleasures. The same thing happens in business practice. According to Gustafson (n.d.), when faced with the options of choosing what are the higher pleasures to maximize, a business may look at these four questions for guidance: 1. Which option would one well acquainted with both most likely choose? 2. Which option is unique to humans, and not a mere animal pleasure? 3. Which option

Euthanasia Essay - 1393 Words

Euthanasia The term Euthanasia comes from the Greek word for easy death. It is the one of the most public policy issues being debated about today. Formally called mercy killing, euthanasia is the act of purposely making or helping someone die, instead of allowing nature to take its course. Basically euthanasia means killing in the name of compassion. Euthanasia, can be either voluntary, passive, or positive, Voluntary involves a request by the dying patient or their legal representative. Passive involves, doing nothing to prevent death - allowing someone to die. Positive involves taking deliberate action to cause a death. Euthanasia, at the moment is illegal throughout the world†¦show more content†¦People do have the right to commit suicide, although it is a tragic and individual act. However euthanasia is not suicide. It is not a private act, you have the support of family and friends. Euthanasia is about letting a person assist anothers death to save them from long painful deaths . Many people argue, however, that a person who is terminally ill may make a miraculous recovery - it has happened in the past. Most terminally ill people whose pain and sufferings are relieved by excellent care, given by hospices, hospitals and GPs do not require making decisions about euthanasia. It is only needed for those whose pain is not relived with any form of care or whose bodily disintegration is beyond bearing. Medical advances in recent years have made it possible to keep terminally ill people alive for beyond a length of time, without any hope of recovery or improvement. For this reason the living ill has come into use in the USA as part of the right-to-die principle. Most states now legally allow the making of such wills that instruct, GPs etc., to suspend treatment or refuse life-support measures in hopeless cases. A pro-longed life is intolerable for people with a condition, which leaves the brain alert but eventually shuts down all bodily functions and skills of communicating. How can people be expected to live like this? For people like this and alsoShow MoreRelatedEuthanasia Essay : Euthanasia And Euthanasia863 Words   |  4 PagesThis is why Euthanasia is important and summarizing the research that I found on Euthanasia. Euthanasia is important because there is a lot of arguments about Euthanasia. Some people support it and some people do not support Euthanasia (Euthanasia and assisted suicide- Arguments). Euthanasia allows people to be free from physical pain. It is the hastening of death of a patient to prevent further sufferings (Euthanasia Revisited). The religious argument states God chooses when human life ends. EuthanasiaRead MoreEuthanasia Essays : Euthanasia And Euthanasia1432 Words   |  6 PagesDoes euthanasia assists patients to die with dignity? From fresh to dying, is the humanity multiplies the development natural law. Along with medicine progress and life enhancement, the people besides pay attention to eugenics, simultaneous starts to pay attention to the euthanasia. Since this century 50 ages, regarding euthanasia, many countries’ medical arenas, educational world, and ethical groups have been arguing about the euthanasia argument for many years, although many person of ideas haveRead MoreThe Debate Of Euthanasia And Euthanasia1429 Words   |  6 PagesINTRODUCTION: The debate of euthanasia is an ongoing one that’s shrouded with much controversy and ambiguity regarding the ethics of it in contemporary Australian society. However, the frequency of this topic being debated by physicians, influential figures and the media has become more prominent now than ever. In particular, in association with its impending legislation within Australian states. (The Royal Australian and New Zealand College of Psychiatrists,2012) Various types of euthanasia are recognised,Read MoreEuthanasia Essay : Euthanasia And Euthanasia Essay1223 Words   |  5 Pages Euthanasia James Dudley Euthanasia continues to be an ongoing issue in modern society. Over the course of history, there has been a multitude of debates that have tried to justify assisted suicide, or euthanasia. Gallup’s study in 2013 openly shows this statistic by showing that over 75 percent of Americans trust that euthanasia should be acceptable. However, what Americans don’t comprehend is that making any form of euthanasia legal infringes upon the right to life as stated in the constitutionRead MoreThe Issue Of Euthanasia And Euthanasia2073 Words   |  9 Pageslife is beyond toleration or they feel as though there is no point to living, the issue of euthanasia often arises. Euthanasia is technically defined as â€Å"the act or practice of killing someone who is very sick or injured in order to prevent any more suffering†. In america people have the right to end their life. The topic of euthanasia is one that is highly disputed among people over the world.† Euthanasia means killing someone who is very sick to prevent more suffering† (Weaver 1). An example ofRead MoreEuthanasi Euthanasia And Euthanasia1515 Words   |  7 Pagesetymology of the word ‘euthanasia’ originates from the Greek language which has a literal meaning of â€Å"good death†. Other names for euthanasia are ‘assisted suicide’ and ‘mercy killing’. Euthanasia is done when the person is suffering from a terminal illness such as cancer, and then steps are taken to end the person’s life so that they no longer have to suffer. [Helga Kuhse. July 1992. Bioethics News. The World Federation of Right to Die Societies. http://www.worldrtd.net/euthanasia-fact-sheet. AccessedRead MoreEuthanasia And The Death Of Euthanasia1351 Words   |  6 Pagesfor the dying who request euthanasia to be able to end their suffering. Euthanasia is con sidered a â€Å"gentle and easy death† because it comes from the Greek words, Eu meaning good and Thanatosis meaning death. Euthanasia is illegal in most of the United States. However, assisted suicide, is legal in six different states. The states that assisted suicide is legal in are California, Oregon, Colorado, Washington DC, Vermont and Washington. The key difference between euthanasia and assisted suicide is whoRead MoreEuthanasia Essay : The Euthanasia989 Words   |  4 Pagesthe euthanasia process and what to expect. The euthanasia can take place in the privacy of your own home or you may choose to have it done at your veterinarian’s office. Your veterinarian may offer at home euthanasia or you may be able to locate a veterinary service that does at home euthanasia such as Home To Heaven. This is a personal choice and should be made with you and your pet’s comfort in mind. Additionally, you may want to decide if you wish to be present during the eu thanasia. SomeRead MoreEuthanasi Euthanasia And Euthanasia861 Words   |  4 PagesEuthanasia, the practice of medically terminating life in order to relieve pain and suffering of a patient, has been a complex and controversial topic since its conception. In ancient Greece and Rome attitudes toward active euthanasia, and suicide had tended to be tolerant. However, the rise of the Christian faith reinforced the views of the Hippocratic Oath, a swearing of ethical conduct historically taken by physicians. This shift concluded a medical consensus in opposition of euthanasia. IssuesRead MoreThe Debate About Euthanasia And Euthanasia1631 Words   |  7 PagesThe debates about euthanasia date all the way back to the 12th century. During this time, Christian values increased the public’s opinion against euthanasia. The church taught its followers that euthanasia not only injured individual people and their communities, but also violated God’s authority over life. This idea spread far and wide throughout the public until the 18th century when the renaissance and reformation writers attacked the church and its teachings. However, the public did not pay much

Performance Evaluation of a Private Bank Free Essays

[pic] [pic] [pic] [pic] [pic] An Assignment On Performance Evaluation of a Private Bank IFIC Bank as a private bank in the private sector of Bangladesh. Prepared For: Narzia Florin Lecturer, Dept. of Business Administration Prepared By: Saleh Ahmed BBA – 02406160 24th GI Dept. We will write a custom essay sample on Performance Evaluation of a Private Bank or any similar topic only for you Order Now of Business Administration Stamford University Bangladesh. Submission Date: 15th May 2006 Letter of Transmittal Dated: May 15, 2006 Narzia Florin Lecturer, Dept. of Business Administration Subject: Submission of report on performance evaluation of a private commercial bank. Dear Madam, It has been a great pleasure to submit the report on performance evaluation of a private commercial bank. You are aware that I collected information on a private commercial bank. I choose IFIC Bank for the report purpose. I am fortunate enough that I got all those information necessary for the assignment purpose. I believe that this assignment has given me a great experience to me and it has enriched both my knowledge and experience. I tried my best to prove my skills while preparing this report. I cordially seek your kind advice or suggestion regarding my mistake which will help me in my practical and theoretical works in the days to come. Sincerely yours, Saleh Ahmed BBA – 02406160 24th GI Table of Contents ? Executive Summary. ? Profile of IFIC Bank. ? BANK’S MISSION: Quest for Excellence. ? The bank in a sketch. ? Ownership Structure. ? Financial Position. ? Product Services. ? Human Resources Development. ? Rates of Deposit Schemes. ? Conclusion. Executive Summary: In this report on the Performance Evaluation of a private bank as IFIC bank, I collect the necessary information from its web site, catalog, bossier and personally by information collection. I found that these private companies are very competitive and want to capture the vast market of Bangladesh at any cost. So they provide various types of product and services. I also found that the companies counterattack their competitors by their offers. Some gives high or low interest rate, new facilities etc†¦ Every company has their own strategy to capture the market. In my report I tried to include most of IFIC bank’s product, services and facilities. Though I have some limitations I tried my best to show the Performance Evaluation of IFIC bank as a private bank. BANK’S MISSION: Quest for Excellence Our Mission is to provide service to our clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive edge make our position unique in giving quality service to all institutions and individuals that we care for. We are committed to the welfare and economic prosperity of the people and the community, for we drive from them our inspiration and drive for onward progress to prosperity. We want to be the leader among banks in Bangladesh and make our indelible mark as an active partner in regional banking operating beyond the national boundary. In an intensely competitive and complex financial and business environment, we particularly focus on growth and profitability of all concerned. THE BANK IN A SKETCH: International Finance Investment and Commerce (IFIC) Bank Limited started banking operations on June 24, 1983. Prior to that it was set up in 1976 as a joint venture finance company at the instance of the Government of the People’s Republic of Bangladesh. Government then held 49 percent shares while the sponsors and general public held the rest. The objectives of the finance company were to establish joint venture Banks Finance Companies and affiliates abroad and to carry out normal functions of a finance company at home. When the Government decided to open up banking in the private sector in 1983, the above finance company was converted into a full-fledged commercial Bank. Along with this, the Government also allowed four other commercial Banks in the private sector. Subsequently, the Government denationalized two Banks, which were then fully Government-owned. While in all these Banks Government held nominal 5 percent shares, an exception was made in the case of this Bank. It retained 40 percent shares of the Bank. The decision by the Government to retain 40 percent shares in IFIC Bank was in pursuance of the original objectives, namely, promotion of joint participation of Government and private sponsors to establish joint venture Banks, financial companies, branches and affiliates abroad. Ownership Structure BOARD OF DIRECTORS: Board of Directors of the Bank is a unique combination of both private and Government sector experience. Currently it consists of Ten Directors. Of them five represent the sponsors and general public and four senior officials in the rank and status of joint secretary/Additional Secretary represent the Government. Managing Director is the ex-officio Director of the Board. |Elected Directors | |Representing ‘A’ Class Shareholders | |01 |Mr. Manzurul Islam |Chairman | |02 |Mr. Saiful Islam |Director | |03 |Mr. Abul Matin Khan |Director | |04 |Mr. Abdul Hamid Chowdhury |Director | |05 |Mr. A. R. Malik |Director | |   | |Nominated Directors | |Representing ‘B’ Class Shareholders | |(Government of Bangladesh) | |06 |Mr. Mohammad Janibul Huq |Director | |07 |Mr. ATM Ataur Rahman |Director | |08 |Dr. Chowdhury Saleh Ahmed |Director | |09 |Mr. Md. Mokhles ur Rahman |Director | |   | |10 |Mr. Mashiur Rahman |Managing Director | Financial Position CAPITAL RESERVES: The bank started with an authorized capital of Tk. 100. 00 million in 1983. Paid-up capital was then Tk. 71. 50 million only. Over the last Twenty One years, the authorized paid-up capital has increased substantially. Authorized capital was Tk. 500. 00 million and the paid-up capital stood at Tk. 406. 39 million as on December 31, 2004. The Bank has built up a strong reserve base over the years. In last twenty one years its reserves and surplus have increased significantly. This consistent policy of building up reserves has enabled the bank to maintain a better capital adequacy ratio as compared to others. With the active support and guidance from the Government, the bank has been showing a steady and improved performance. In its twenty One years of operations, the bank has earned the status of a leading bank in terms of both business and goodwill. Starting with a modest deposit of only Tk. 863. 40 million in 1983 the bank has closed its business with Tk. 20, 774. 49 million of deposit as on December 31, 2004. The annual growth rate has mostly been higher compared to both banking sector growth and individual growth rates achieved by others. As against a profit of Tk. 21. 94 million in 1984, the bank earned a record profit of Tk. 700. 25 million for the year ended on December 31, 2004. PRODUCT SERVICES Presently 5 (five) products/services have already been launched in the market: A. Pension Saving Scheme (PSS) B. Monthly Income Scheme (MIS) C. Tele Banking / Tele Link D. Death Risk Benefit Scheme (DRBS) E. Consumer Credit Scheme (CCS) A. Pension Saving Scheme (PSS): 1. Name of the Scheme: Pension Saving Scheme . Delivery Points: 62 Branches 3. Highlight of the product: Duration of the Account: 5 (five) Years 10 (ten) Years Monthly Installments: Tk. 500 or Tk. 1000 or Tk. 2000 Payment after Maturity: | |PAYMENT AFTER MATURITY | | |5 YEARS |10 YEARS | |INSTALLMENT |WITHOUT BONUS |BONUS |WITH BONUS |WITHOUT BONUS |BONUS |WITH BONUS | |Tk. 00 |36265/- |1500/- |37765/- |93050/- |3000/- |9605 0/- | |Tk. 1000 |72530/- |3000/- |75530/- |186100/- |6000/- |192100/- | |Tk. 2000 |145060/- |6000/- |151060/- |372200/- |12000/- |384200/- | Eligibility for PSS Account: A person of 18 years of age and above having a sound mind will be eligible to open an account in his/her own name. Bonus Payment: If the account holder, from commencement to maturity of term, pays all the monthly installments in time (i. e. within 10th day of each month) and never defaults in paying monthly installments, the account holder will receive extra bonus payment equivalent to 3 (three) times of monthly installment for 5 years term and 6 (Six) times of monthly installment for 10 years term. Income Tax Rebate: Under this Scheme, income tax rebate will be available on the total amount payable i. e. after maturity of deposited amount; such amount will also be income tax free. Monthly installments to PSS will also qualify for showing as investments (like provident fund) in yearly Income Tax Return. Payment of Pension: One can receive the entire deposited amount with interest at a time or receive a pension on monthly basis at a desirable amount of monthly installments. B . Monthly Income Scheme (MIS): 1. Name of the Scheme: Monthly Income Scheme. 2. Delivery Points: 62 Branches. 3. Highlight of the product: 4. Duration of the Account: 5 Years (Deposited principal amount will be returned on maturity). 6. Amount to be Deposited: Tk. 50000/- and it’s multiple. 7. Payment after Maturity:Tk. 450/- and it’s multiple. Procedures for paying monthly income: The payment of monthly income will start from the subsequent month after a clear minimum gap of 1 (one) month from the date of deposit. If an account is opened on 7th of any month, monthly income will be paid on 7th of the subsequent month. The account holder will receive monthly income in any SB/CD account of same name maintained with the branch. In case, the account holder does not have any SB/CD account with the Branch, he/she/they will have to open a SB/CD account for receiving the monthly income. The minimum balance requirement will be waived for these types of accounts for a new customer. However, a minimum initial deposit of Tk. 500/- will have to be deposited. This procedure will eliminate the hassle of coming to the Bank Branch for taking interest every month. Eligibility for Monthly Income Scheme: A person of 18 years of age and above having a sound mind will be eligible to open an account in his/her own name. A person can open more than one account in his/her/their name in the same Branch or any Branch of the Bank. C. Tele Link/Tele Banking: 1. Name of the Scheme: Tele Link or Tele Banking. . Delivery Points: Gulshan, Federation, Dhanmondi, Motijheel Branches. 3. Basic Features of the Product: Phone Banking is a fast convenient and easy to use service that will complement one’s lifestyle and keep one in complete control of his banking. One can access all the Telelink services at any time, day or night, from anywhere. It is far more convenient than traditional ban king. Telelink is really simple to use. One can just dial our phone number from anywhere and an automated computerized voice response will guide him step by steps through his transactions. Confidentiality: A customer is given a 6 digit Registration Number when he applies for Telelink that will ensure total confidentiality of his account information. When the customer chooses to obtain specific information about his account, he will have to use his Registration Number and the confidential Personal Identification Number (PIN) by pressing the number keys on his phone. Banking Services Supported by Telelink: A. Transactions Relating to Transfer of funds from one account to another B. Inquiries relating to †¢ account balances †¢ transaction details †¢ exchange rates †¢ interest rate information †¢ products and services †¢ remittances C. Requests for †¢ balance certificates †¢ account statement †¢ 7-days withdrawal notice on accounts †¢ cheque books/pay order/drafts †¢ renewing or opening of fixed deposits †¢ assistance for opening other accounts In addition, the service can also deal with lost cheque books and credit cards, change of address and stopping of payment. Fees: We are not charging any fees for this technical service but the facility has been offered to Saving Bank customers with a minimum balance of Tk. 50,000/-, to Current Deposit Account customers and STD customers with a minimum balance of Tk. 100, 000/-. D. Death Risk Benefit Scheme (DRBS) . Name of the Scheme: Death Risk Benefit Scheme. 2. Delivery Points: 62 Branches. 3. Basic Features of Scheme: IFIC Bank’s Death Risk Benefit Scheme offers its Savings Bank Account holders’ interest on savings, a lump sum amount and some peace of mind – three in one benefits at no extra cost! Benefits of Scheme: Death Risk benefits in lump sum amount to nominee(s)/heir(s) on the death of an account holder. Eligibility Criteria: Account must be maintained for a period of minimum one-year before the death of the account holder. At the time of death, the customer must have been within the age group of 18 to 50 years. The account must have been opened with a minimum deposit of Tk. 5000 in case of new accounts. (Since 1-8-97). Average balance of Tk. 10,000/- minimum must be maintained within one-year period prior to the death of the Account Holder. Extent of Benefit 50% of the average balances of the account for one-year period prior to the death of the account holder or Tk. 100,000 whichever is lower. Account balance exceeding Tk. 10, 00,000/- will not be taken into consideration while calculating average balance for one year for the purpose of Death Risk Benefit. E. Consumer Credit Scheme (CCS): 1. Name of the Scheme: Consumer Credit Scheme. 2. Delivery Points: 62 Branches. 3. Highlight of the product: |Main Features |Particulars | |Selection Criteria / Who Can |A Self employed person of fixed income $ a confirmed or permanent service holder. | |apply | | |Products Eligible for Finance |Vehicles, Domestic Appliance, Office Equipment, Entertainment, Medical Expenses, Intangibles, etc. |Limit Range |Tk. 15,000 to Tk. 7,00,000 | |Repayment |By 12, 24, 36 or 48 equated monthly installments (EMI) depending on the loan amount. | |Interest Rate / Fees |Interest: | | |@ 16. 00% P. A. ithoutany tangible security and | | |@ 14. 50% P. A. where the loan is 100% secured with 20% margin against lien of FDR, MIS, PSS, Savings | | |Certificates issued from any Bank Financial Institution. | | |Service Charge: | | |For 1 and 2 Years term – 2% of the Loan amount (minimum Tk. 00/-) | | |For 3 Years term – 3% of the Loan amount | | |For 4 Years term – 4% of the Loan amou nt. | |Down Payment / Equity |Minimum 20% of the invoice value of the Consumer Products. | |Contribution |For Vehicles: 30% to 40% in Cash / Financial instruments.. | Q-cash: Q-cash is a new service provided by the IFIC Bank. In this quick cash service system there consumer can withdraw money easily in any time in exchange of a little yearly fee. This kind of services is very helpful for their current consumers and for their new consumers of their services. This kind of services is raising the living standard of people. For implementing this kind of new service we are grateful to IFIC Bank. HUMAN RESOURCES DEVELOPMENT Human Resources Development (HRD) activities aim at fulfilling the bank’s Mission. One of our four major missions is to: â€Å"Provide service to our clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive edge make our position unique in iving quality service to all institutions and individuals that we care for. † Skilled and dedicated workforce with creative talents, innovative actions are not always readily available. Appreciating the scarcity of such manpower, the bank from the very beginning laid importance to HRD that conceptually includes activities like: pre-recruitment drill, recruitment, induction, training in the Academy, job rotation, placement posting, reward and promotion. All these activities are planned by the bank in an integrated way aiming at manpower with required amount of technical, managerial, human and conceptual skills. Management of IFIC Bank not only appreciates the need of skills required for day to day banking but also realizes the need for skills to meet the global national financial and economic environments that are changing fast. Meeting the needs of new skills arising out of Financial Sector Reforms Programme (FSRP) is also a major concern of the management. The bank, therefore, set up a Division namely HRD Division under a separate Group called Services Group-I. The Academy of the bank works under this group. The other Division, which works under the Services Group-I, is Planning, Research Statistics Division. Current News IFIC BANK JOINED SHARED ATM NETWORK IFIC Bank Ltd. and ITC Ltd. have signed a shared ATM network participation accord. . The Signing ceremony was held in presence of Mr. Ataul Haq, Managing Director of IFIC Bank Limited and Mr. Kutubuddin Ahmed, Chairman of ITCL and President of BGMEA. Executives and senior officials of IFIC Bank were also present on the occasion. In the process, the bank has joined a group local bank for introduction of shared ATM network. Automated teller Machine (ATM) with electronic device located at the bank branches or other convenient public locations extends 24 hours access to cash and other banking facilities to the customers without requiring to enter the branch or to wait in queues for cash withdrawal. This will establish the banks commitment for valued customers to bring a new era in banking services. Under this new facility, IFIC Bank will install few ATMs at its branch premises in Dhaka city. Similarly, few more units of off site ATMs will also be installed in some prominent public places in the city by the syndicate partners. GROUP OPERATION-I: Operations-I, a group segment of Head Office operation of the Bank mainly handles General Advance/ Credit Portfolio, Project finance excluding Overseas Operations of the Bank and Lease Financing. The Group is headed by Senior Executives having commendable professional knowledge and experience supported by a talent pool of MBA’s, Engineers, Economists, and Statisticians etc. with the blending of credit experience. GROUP STRUCTURE: A. Name of Group Executive/ In-Charge: Mr. Md. Ziaul Bari, Executive Vice President B. Functional Structure: The Group Comprises of 3 Divisions as under: i) General Credit Division ii) Project Finance Division iii) Lease Financing Division C. Area of Operation: i) General Credit Division a) Sanction Department: This department mainly handles Credit Portfolio of the Bank related to Working Capital and Trade Finance. Proposals of such nature are processed/appraised and disposed of by this department. The department is manned by a group of professionals from respective discipline with commendable banking experience as well as exposure in modern concept and technology. ) Credit Administration Department: The function of this department is to monitor credit portfolio of the Bank through physical inspection of various periodical returns, Audit/Inspection Report etc. with a view to maintaining a healthy asset base of the Bank. c) Credit Information Returns Department: This department deals in preparation of different periodical returns related to credit portfolio of the Bank for management information as well as for submission of information/data to Regulatory Body and various controlling agencies. The department also centrally handles all jobs relating to Loan Classification of the Bank. d) Ancillary Functions: The Group also handles various Loan Schemes for the employees of the Bank. ii) Project Finance Division: Project Finance Division is a shared resource center of the Bank which provides back office support to the branches – the marketing outlets of the Bank – in their endeavor to meet the credit needs of the corporate clients. The Division helps the corporate clients in their decision making for undertaking venture project or BMRE of the existing projects. It also assist them to structure their long term and short term finance and to raise fund from own source of the Bank or through syndication with other Banks. In case of difficult business situation and unexpected low turnover vis-a-vis poor performance of the clients, the Division offers customized solution through business and financial restructuring. The Division also provides counseling to the corporate clients for minimizing their business risks and optimizing growth in the context of rapid globalization. The Division so far financed 250 projects (New and BMRE) since 1996, major concentration being in textile sector – both export oriented and backward linkage units. Other mentionable sectors are Steel and Engineering, Cement, Real Estate, Consumer Products, Printing and Packaging, Hotels, Hospitals, Cold Storage etc. iii) Lease Finance Division: To assist bona-fide entrepreneurs acquire capital machinery and equipment increasing / up-grading productive capacity without trying up equity and to contribute to the industrial development of Bangladesh IFIC Bank Limited has introduced Lease Finance. For more please contact the Branches. RATES OF DEPOSIT SCHEMES |Deposit Schemes |Deposit Rates | |Savings (SB) |5. 0% | |Special Term Deposit (STD) |4. 00% | |Fixed Deposit |Rate of Interest | |Three Months |6. 75% – 7. 50% | |Six Months |7. 00% – 7. 5% | |One Year above |7. 25% – 8. 00% | * Figure in LAC Taka Conclusion: To prepare this report on Performance Evaluation of a private bank I collect information of many banks and finally select The IFIC bank to prepare this Performance Evaluation Report. For collecting information regarding different bank, I found that these private companies are very competitive and want to capture the vast market of Bangladesh at any cost. So they provide various types of product and services. I also found that the companies counterattack their competitors by their offers. Some gives high or low interest rate, new facilities etc†¦ Every company has their own strategy to capture the market. In my report I tried to include most of IFIC bank’s product, services and facilities. I tried to focus all their branches. In my opinion the bank provide many attractive facility to their customer but it should provide more service and product to its customer and must easy on its customer on there services. How to cite Performance Evaluation of a Private Bank, Papers

National Building and Construction Committee †MyAssignmenthelp.com

Question: Discuss about the National Building and Construction Committee. Answer: Introduction: This project lies in class 3 under the classification of the buildings. According to NCC 2016 section 2, part 3 sub-section 2, the fire fighting equipment should be able to detect the fire and initiate fighting mechanism automatically. The requirement requires that at least the fire equipment should be able to recognise the fire and enhance a fighting mechanism. In addition, volume 1 of the NCC 2016 and part E1 can offer further guidelines and requirements of the firefighting equipment. According to this section, parts EP1.1, the critical element which must be considered in installing the fire equipment include the size of fire compartment, the consideration of the buildings and their use and lastly the.likelihood of fire hazard occurrence. These requirements are vital to ensure that the fire hazards are mitigated well. In addition, fire hydrants and fire hose rails need to be provided. According to NCC 2016, part E1.3 and E1.4, any building with a more than 500-meter square, these r equirements should be provided. In addition, the part E1.4 section g, the water supply is key to ensure that is provided. According to this part, a pump or water storage or both should be provided to enhance the firefighting. The requirement should be provided according to AS 2441. Firefighting mechanism must be provided in areas where water supply is not enough according to such sections. Additionally, portable fire fighting mechanism should be provided to the structure. In the requirement, a minimum of 2.5 kg in size of the firefighting equipment should be provided for this arrangement. According to NCC 2016, smoke detection should be provided on the structure according to section E2.2a of volume one of NCC. In addition, a smoke control zone of at least one should be provided on the basements according to clause 4 of the BCA. The basement must also be provided with a sprinkler system according to E1.5 section of the NCC. This section requires that a minimum of an alternative method should be provided for the fire detection on the areas. The clause 6 of the BCA should be used to provide the specification which can be used in the provision of sprinkler systems as indicated on AS 1670.1. The basement alternative will be able to five alternative option s to the firefighting mechanisms for fire incidents. Moreover, the sprinkler detectors should be provided at least 20 m apart from each other and also not more than 10 meters from the basement wall. The spacing requirements play a critical role in ensuring that the firefighting is enhanced well. Emergency and passenger lift has to be fitted on such structure. The lift requirement is found on table E3.6a of the NCC. This section gives the different types of lifts which can be fitted on different structures. First, the electric passenger lift has no limit to its application on different sections of this structure. In addition, low rise low-speed lift can be fitted on this structure. This is according to the requirement found on table E3.6b of the NCC section. The sizes of the lifts are provided on this table to enhance the operations of the structure. Emergency lighting, exit signs and warning systems NCC volume 1 part E4.2 can provide different specification and requirement of the emergency lighting on the different architecture. Passways and corridors of the structure must be provided with proper emergency lighting according to this section. Section C is able to provide additional information and requirement on the spacing of the emergency lighting. E4.6, of the NCC volume 1 provides that the exit signs should be readily apparent to people living the building. Exit signs should be provided in strategic places such as corridors will enhance the evacuation. Warning systems should be enhanced to improve the address for calamities whenever they occur (Australia 2009). Photoluminescent signs should all be provided according to specification on E4.8. The warning signs should also conform with section 6 of the BCA 2006. According to NCC volume 1, part F1 provides the requirement on stormwater disposal in order to limit the effect of water. According to this section, surface water which is resulting from an average recurrence of the interval of 20 years, must be disposed of in a way which limits the effects of the building and structure being put on the site. In addition, the disposal should also not bring nuisance on the available structures in the neighbourhood while disposing of (National Conference on Communications, 2016). Any disposal must be able to ensure the safety of other structures as well as on the locations where stormwater control is taking place. Good flow of the sewer is one of the critical requirements which are provided on the NCC to enhance sanitation on the ground floor. Part F2 of NCC has been able to provide that enough drainage on the sanitary facilities on ground floor must be provided. According to BCA, the minimum heights of buildings are provided on part F3. This part provides that the minimum height of kitchen, laundry and likes should not be less than 2.1 meters. Part F3.1a is able to provide these provisions for the rooms heights. A bedroom in sole occupancy should have a minimum of 2.4 meters according to part b of the above section. Lighting and Ventilation BCA part F4 is able to provide the different requirements on the ventilation and lighting. This section specifies that rooms such as a bath which is located on Unit 35 on the eighth floor should have artificial lighting according to FP4.2. Free flow and of natural air should be allowed and be maintained at such rooms like this one under consideration. This is according to FP4.4. Contaminated air should be withdrawn with proper mechanisms to control nuisance to other sections. F4.4 provides that natural ventilation which is in line with F4.6 should be provided in such rooms. According to BCA and NCC, the ceiling should be able to control the sound transmission from the room. The section on part F5 of the NCC provides that the ceiling should not emit the sound from within the room to the other locations. The sound control will control the pollution factor of noise. The part F5 can provide the critical insulation and transmission are provided for different parts. The thermal insulation of the roof provided is that F5.2. The roof should be able to absorb any nuisance from other regions and fail to emit them to the environment. References Australia. 2009. A report for government by the National Building and Construction Committee, 1999. Canberra: Dept. of Industry, Science and Resources. National Conference on Communications. 2016. 2016 Twenty Second National Conference on Communications (NCC): 4th-6th March 2016 : venue: IIT Guwahati Assam, 781039, India. https://ieeexplore.ieee.org/servlet/opac?punumber=7556162. National construction code. 2016. Volume 1, Section E, Part E1 sub-section E1.3 Clause (b) Sub-clause ii (B) National construction code. 2016. Volume 1, Section E, Part E1 sub-section E1.6 Clause (a) Sub-clause ii (B) Volume 1, Section E, Part E2 sub-section E1.3 Clause (2) Sub-clause ii (B) Volume 1, Section E, Part E2 sub-section E2.2 Clause (2) Sub-clause ii (B) Volume 1, Section E, Part E2 sub-section E3.6 Clause (1) Sub-clause ii (D) Volume 1, Section E, Part E2 sub-section E3.6 Clause (2) Sub-clause b (B) Volume 1, Section E, Part E4 sub-section E4.5 Clause (a) Sub-clause iii Volume 1, Section E, Part E4, Sub-section E4.8, Clause (b) Volume 1, Section E, Part F2 sub-section F2.1 Clause (1) Sub-clause i Volume 1, Section F, Part F1 sub-section F1.7 Clause (b) Sub-clause ii Volume 1, Section F, Part F3 sub-section F3.1 Clause (2) Sub-clause a (2) Volume 1, Section F, Part F4 sub-section F4.2 Clause (2) Sub-clause ii (B) Volume 1, Section F, Part F4 sub-section F4.4 Clause (A) Sub-clause ii (C) Volume 1, Section F, Part F5 sub-section F5.2 Clause (B) Sub-clause ii Volume 1, Section F, Part F5 sub-section F5.3 Clause (b) Sub-clause i

Death Of An Innocent Essays - Mom Me Mom, , Term Papers

Death of an Innocent I went to a party mom, I remembered what you said. You told me not to drink, Mom, so I drank soda instead. I really felt proud inside, Mom, the way you said I would. I didn't drink and drive, Mom, even though the others said I should. I know I did the right thing, Mom, I know you were always right. Now the party is finally ending, Mom ,as everyone is driving out of sight. As I got into my car, Mom, but as I pulled out into the road the other car didn't see me, Mom, and now I'm the one who will pay. I'm lying here dying, Mom. I wish you'd get here soon. How cold this happen to me, Mom? My life just burst like a balloon. There is blood all around me, Mom, and most of it is mine. I hear the medic say, Mom, I'll die in a short time. I just wanted to tell you, Mom, I swear I didn't drink. It was the others, Mom. The others didn't think. He was probably as the same party as I. The only difference is he drank and I will die. Why do people drink, Mom? It can ruin your whole life. I'm feeling sharp pains now. Pains just like a knife. The guy who hit me is walking, Mom, and I don't think it's fair. I'm lying here dying and all he can do is stare. Tell my brother not to cry, Mom. Tell Daddy to be brave. And when I go to heaven, Mom, put ?Daddy's Girl? on my grave. Someone should have told him, Mom, not to drink and drive. If only they had told him, Mom, I would still be alive. My breath is getting shorter, Mom, I'm becoming very scared. Please don't cry for me, Mom.When I needed you, you were always there. I have one last question, Mom, before I say good-bye. I didn't drink and drive, so why am I the one to die?

The Hamlet Soliloquies

The Hamlet Soliloquies Free Online Research Papers In Shakespeare’s â€Å"Hamlet†, we hear from the tragic hero expose his inner conflicts and reveal his intellectual thought process involving death, hate, suffering, fear and honor. Each soliloquy divulges his motivations, or lack thereof, as well as his mental state at the time of each one. His first soliloquy sets the stage and reveals Hamlet’s contempt and anger at the world and those around him. He starts out in this soliloquy contemplating suicide: â€Å"O that this too sullied flesh would melt, †¦Or that the Everlasting had not fixed His canon ‘gainst self-slaughter! O God! O God! How weary, stale, flat and unprofitable, seem to me all the uses of this world† (i.ii.129-134). He begins grieving over the untimely death of his father, whom he idolized as a king and a father. Then Gertrude, his mother, marries his uncle, Claudius, only months after his father’s sudden death, which compounds Hamlet’s pain. He loathes her and laments: â€Å"Let me not think on’t! Frailty, Thy name is woman† (i.ii.146). He retreats into a spiral of misery and suicidal thoughts and is unable to separate his emotions from any semblance of rational thought. He does not reveal his feelings to anyone, which again, sets the stage for what is to come. In Hamlet’s second soliloquy, he becomes disillusioned after his encounter with a ghost haunting the castle: â€Å"My father’s spirit in arms. All is not well; I doubt some foul play† (i.ii.260-261). He feels there is good reason why his father’s ghost is still walking around and begins to become increasingly suspicious of Claudius. He suspects his father was murdered. After seeing and talking with his father’s ghost, we hear Hamlet’s third soliloquy and we start to see his fury increase over the revelation that it was Claudius who murdered his father. This discovery causes Hamlet to vow revenge upon Claudius. During his fourth soliloquy, we start to see more of Hamlet’s mental decline. He realizes he has procrastinated in the murder plot on Claudius and feels ashamed. He begins to wonder if the ghost was really his father or the devil reincarnate. He admonishes his cowardly inaction to retaliate for his father’s death. He believes he has reason to kill Claudius but knows he does not have the fortitude to follow through with it: â€Å"Why, what an ass I am! This is most brave, that I, the son of a dear father murdered, Prompted to my revenge by heaven and hell, must, like a whore, unpack my heart with words† (ii.ii.515-518). Hamlet is furious with himself that he has acted so cowardly but believes if he undoubtedly proves Claudius murdered his father, he will be justified in taking revenge upon his uncle. He makes a plan to expose Claudius’ guilt by having the actors in his play reenact his father’s murder. Then, he will observe Claudiusâ€℠¢ reaction to confirm his guilt once and for all. During the fifth soliloquy, we see Hamlet evaluate the choice of man to accept society at face value or to wage war against it. Again, he contemplates suicide as a means to escape his misery: â€Å"To die, to sleep; to sleep, perchance to dream-ay, there’s the rub! For in that sleep what dreams may come†¦Ã¢â‚¬  (iii.i.65-67). If Hamlet could just sleep without dreaming, he would like to take his own life but the mystery of what comes next keeps him from acting on it. He also questions his own honor in living with the hardships of life opposed to dying young and eluding life’s ill -fated events. He speculates that perhaps we all choose life because of the uncertainty and mystery of death. In the final soliloquy, Hamlet ponders his purpose in life which he now believes is to avenge his father’s murder. â€Å"How all occasions do inform against me, and spur my dull revenge† (iv.iv.34-35). Now he is self-loathing for his procrastination and questions his manhood for letting his opportunity to kill Claudius slip away. He is consumed with getting his revenge. He promises himself to only have â€Å"bloody† thoughts but he comes full circle once more to his thinking ways. He decides that his conscience will not allow him the vengeance he secretly wishes he could muster. In each soliloquy, Hamlet laments his failure to take action against his father’s murderer. Each one gives us insight into his ability to think and his failure to act on it. His psychological struggles with death and honor and self-loathing evoke sympathy for his inherent goodness. And although each soliloquy takes us on a different journey into Hamlet’s psyche, his fundamental nature and character remain intact. The soliloquy is an essential means in the story of Hamlet. It brings the audience into the character’s consciousness and gives us reflection into the most profound thoughts and emotions of the characters. I think without the soliloquy, Hamlet would lose vital meaning. Research Papers on The Hamlet SoliloquiesCapital PunishmentComparison: Letter from Birmingham and CritoHonest Iagos Truth through DeceptionPersonal Experience with Teen PregnancyArguments for Physician-Assisted Suicide (PAS)The Masque of the Red Death Room meaningsMind TravelThe Fifth HorsemanHarry Potter and the Deathly Hallows EssayHip-Hop is Art

Bibliography on e-commerce Essay Example | Topics and Well Written Essays - 750 words

Bibliography on e-commerce - Essay Example In doing so, it also illustrates those elements of the business cycle that may prove difficult as smaller businesses begin to grow and the efforts being taken to try to meet those needs. Ted Kemp provides a quick basics approach to how to market goods online effectively without necessarily investing in some of the more expensive retailing software and expertise available. In his discussion, he points out some of the more important elements of a website’s appeal to online consumers, including what to place on the main page, how to encourage shoppers to purchase and providing some examples of online retailers that have effectively employed these tactics. Megna, Michelle. (January 15, 2008). â€Å"How to Choose Tools that Customize Online Shopping.† E-Commerce Guide.com. Available January 16, 2008 from Michelle Megna provides a comprehensive summary of a Forrester Research study into the concept of e-tail personalization. This refers to the various software tools available to online marketers that provide automatic personalization for consumers in bringing them product offerings customized to their interests and shopping behaviors. While these tools have often been underutilized because of the sheer complexity of the process, the study reveals that they have become much simpler to deploy, more flexible for the marketer and customizable in terms of how merchandisers might wish to cross-sell their products. Pankaj Kamthan outlines some of the major risks inherent in e-commerce that have caused problems in the past. While some of these issues have been addressed through more updated software since the article was written, the concerns that were raised by these issues remain valid. This is because hackers have become more sophisticated in keeping with the software and because consumers may retain concerns based upon these issues. Valentine, Lisa. (December 6, 2007). â€Å"One

William Paleys Teleological Argument Research Paper

William Paleys Teleological Argument - Research Paper Example When a watch that has an intricate design and function exists, a creator or designer for the watch also exists. Therefore, the existence of the universe and living beings in it uphold the belief that there is someone behind their creation and that creator is God. This can further be discerned from the fact that without a creation no creation is possible. Paley’s view is that a watch has several metal parts and each has a distinct place and function in making the machine work. He then puts forth a reasonable argument that of the alignment is disturbed or if even a tiny part of misplaced, the watch will cease its function. If one puts together bits and pieces of metals and waits for an eternity, the particle will not join together and make a watch and, therefore, it transpires that behind the watch there is a designer who has put the right things in the right place to achieve alignment for the machine to work. He compares the universe to a similar phenomenon, which needs to have a designer to make such a scheme of things to work and argues that God is the designer, which is a tenable contention. Anselm argues that to understand God a human must first believe in Him and without belief understanding does not occur and one cannot hope to first understand God and then believe in Him. He asserts the Christian faith that God is a bei ng â€Å"than which none greater can be conceived† (Oppenheimer & Zalta 2) and, thus, he contends that since God represents perfection, this very notion implies the His existence. In Anselm’s view, belief is the means to understand God and not the end one pursues through understanding God. Thus, if one believes in God, one can feel the presence of God but one cannot aspire to feel the presence of God and then believe in Him. His philosophy emphasizes the ideals of Christian faith, which believes that there is no being greater than God.

History Of The Higgs Boson Particle Philosophy Essay

History Of The Higgs Boson Particle Philosophy Essay From a distance, the Higgs Boson particle may seem completely irrelevant and disconnected from the real world, but its actually more integral to life and everything around you, than you may think. Have you ever contemplated why you weigh what you do? Im not alluding to the second doughnut you had this morning, or the ill advised chips on the way home, but rather the fundamental reason as to why the atoms that make up your body and everything else in the world, have a certain mass-If you havent youre not alone-until recently, scientists havent thought about it much either. Before the standard model of particle physics came along, the origin of mass was not even considered a problem; that an object had mass was simply assumed. But when scientists began probing objects at smaller and smaller scales, they discovered that it was not quite as simple as that: according to the standard model, fundamental particles should weigh nothing at all. The standard model describes the behavior and interactions of all of the most fundamental particles we have seen and one other particularly elusive one that, physicists hope, we will see in the near future. The model was developed throughout the 20th century and finalized when the existence of quarks, the particles that make up protons and neutrons, was confirmed in the 1970s. At the time many of the particles predicted by the standard model were yet to be seen. Over the years since then, physicists have ticked these particles off, one by one, like items on a shopping list. Now they are left with just one remaining unfound particle the Higgs boson. The Higgs requires a leap of faith, because so far it is entirely hypothetical. Some physicists are counting on it to help solve the most intractable riddles in their profession. It might, for instance, explain the preponderance of matter over antimatter in the cosmos. Or it might yield a formula that would unite gravity with the three other fundamental forces into a long-sought theory of everything. Above all, the Higgs could be the emissary of a ubiquitous force field that confers mass on matter. It could answer a huge question: Why does matter weigh something instead of nothing? The Higgs was born of wishful thinking. British theoretical physicist Peter Higgs of the University of Edinburgh came up with the idea of the Higgs field and its associated particle the Higgs boson in 1964. The field he proposed extends throughout the universe, and interacts with matter particles in such a way as to give them mass. After an interaction the field leaves behind a telltale sign the Higgs boson. Finding a Higgs boson would prove that the Higgs field exists. The Higgs Field and the Large Electron Positron Physicist Steven Weiberg of the University of Texas and Pakistani theorist Abdus Salam used the higgs concept to bring the theory in line with reality. Weinberg (along with Ian Samples explanation of the Higgs Boson) describes the higgs field like a sea of molasses (or think of it as a massive plate completely filled with sugar grains) that fills all of space. It resists the movement of particles moving at light speed (and constantly crashing against each other), which in turn slows them down and creates a drag-the more a particle interacts with the field the heavier (and slower) it gets- which in turn causes the symmetry of the standard model to be restored because mass is no longer seen as an intrinsic property of matter,i.e all elementary particles weigh nothing until they interact with the higgs field. The reason why the higgs field is such a solid theory is because the variations in the higgs field interactions are the only explanation physicist have for the fact that the heaviest known particle weighs 200,000 times as much as the lightest one, while protons weigh nothing at all. Nobel laureate Leon Lederman wrote in his book (The God Particle, 1993) that The Higgs field, the standard model and our picture of how God made the universe, all depends on finding the Higgs Boson. His book paved the way for the Superconducting Supercollider, the $10 billion accelerator he designed to get the Higgs-due to it being thought of the most massive of all elementary particles the Higgs Boson would show up in only ultrahigh energy collisions-it was to be built, but after the book released the US congress pulled the plug on the project, of course this was the several heartbreaks for Higgs seekers. They came at the Large Electron Positron, or LEP, collider, a 17-mile-long particle smasher on the Franco-Swiss border at the European Center for Nuclear Research, called CERN for short. In August 2000, after a decade of collisions at gradually escalating energies, the collider team saw data that hinted at the presence of the Higgs. We were sure we were going to find the Higgs part icle, says experimental physicist Christopher Tully of Princeton University, who heads the CERN search. It was a very dramatic moment. Unfortunately, the LEP collider was shut down for good in November 2000 to make way for the $2.5 billion Large Hadron Collider. The Large Hadron Collider and 4th of July 2012. The LHC will be supported by 5,000 physicists and 500 research institutes around the world. It will hurl particles with seven times the energy of the Tevatron. The LHC discovery of the Higgs is guaranteed-if it exists, says experimental physicist Suyong Choi of Fermilab. As a recap, we know that the origin of mass occurs at LHC energies. We know this because two fundamental forces, electromagnetism and the weak nuclear force, unify at these energies (see the second heading and the picture here). The reason these forces look different to us in everyday, low-energy, life is that the force-carrying-particles for the weak force (the W and Z) have mass. In the Standard Model of particle physics, this mass can only happen if a certain kind of quantum field fills the universe, and sort of sticks to some particles to give them mass. Inventing a whole-universe-filling-field just to make your maths work is quite extreme. The only way of proving whether youve done the right thing or not, whether the field is real or not, is to make a wave in the field. This wave is, or would be, the Higgs boson. And it has to show up at the LHC or the field is either not there, or very different from what we expected. Nowhere to hide. Anyway, as you heard in Fabiolas talk today, ATLAS has found something. And as you and I heard today, CMS have found the same thing. Now, it looks like the Higgs boson. Or a Higgs boson. But it might not be. It has the right electric charge (i.e. none). It seems to appear about as often as it should in some decay modes. It is definitely a boson. But it is supposed to give mass to all fundamental particles, and we havent seen it do anything with fermions (quarks and leptons) yet, just bosons. What does this all mean for ordinary people? And why should they care? 1) It is the most important scientific discovery of the 21st Century, and on par with Copernicuss discovery that the sun is the center of our solar system. 2) Its likely to have some practical uses that we cant fathom right now, in much the same way as the discovery of the electron enabled every electronic device you use today. 3) We were right. Scientists theorized that a particle like the Higgs boson has to exist. They built a remarkable machine, the Large Hadron Collider (LHC) to find it. And they found it. Which not only allows us to feel good about ourselves as humans, it allows scientists to continue using a model of the universe that theyve been working on for more almost 50 years. In short, scientists dont have to start from scratch. And, this model and the LHC will allow us to explore even more nebulous ideas, such as dark matter. Many people, including Peter Higgs himself, subscribe to the view that science for the sake of understanding the world around us is inherently valuable. If however, you need a more concrete reason to care about the Higgs, allow me to borrow some words from Carl Sagan: everyone you love, everyone you know, everyone you ever heard of, every human being who ever was, lived out their lives on the pale blue dot we know as Earth and none of it would have ever existed without the Higgs boson.

Hrm Practices in Rmg Sector Essay

Acknowledgement: At the very beginning I express gratitude to my honorable course instructor Kazi Tareq ullah for his splendid suggestion, fantastic guidance, necessary recommendation, positive reinforcement, effective discipline, justice & fairness, recognition & rewards. His motivation power is also enormous for which I engaged my best efforts to prepare such a report of findings. I am proud to state that I got such a course instructor who was very much friendly with me. So, all thanks go to him as he extended hand for me wherever I needed. In fact, he made the course interesting to me and I can say proudly that I know something about different areas of business communication and organization analysis. I would like to thank to my classmates whose inspiration and co-operation helped me a lot during conducting the internship. Executive summery: In keeping with the vision and philosophy to be a truly strategic business partner to customers windy has made every effort to be involved at all levels of the business process. The in-house Design & Product Development team is backed with a dedicated sampling facility for fabrics and garments allowing windy to assist customers in their product development process and ensure a relevant and timely product for the market. Windy is set to be an integral partner providing a wide range of support and services across the entire supply chain. Windy’s 100% export oriented garment factories have a current annual production capacity of 5 million garments with a projected target of 15 million high quality garments. These combine the best of the indigenous features of Bangladesh such as easy availability of low cost skilled labor with focused investment in modern technology and qualified professionals. With strong focus on differentiated, innovative and value added products, the company has strengthened its design team and expanded its product development activities. With the trend–right products, it has been able to increase business substantially with the fashion forward customers. The company participated in international fair in many countries was highly appreciated by the customers which enhanced its reputation and increased its visibility in the international market. In the backdrop of quota elimination, uncertainties in the global market scenario, the company’s aggressive marketing team has been able to establish itself firmly to the customers as an important partner in the supply chain. Windy has invested in modern machinery and coupled this with superior technical expertise to ensure excellent quality in each of the 10,000 dress and casual shirts, 3,000 knit tops and 2,000 jeans and woven bottoms produced daily. The windy formula for success is to maximize the inexpensive skilled labor with management from a high tech perspective. Industrial engineering and work-study play and important role with software such as GSD & FMS used for data driven production management to maximize efficiency. The organization is managed by a group of top tier professionals specifically hired for their expertise in the various aspects of the garment production process. Regular training updates and technical inputs from visiting professionals and consultants equip all windy employees to excel in their areas and ensure top-notch product quality, value and service are received by business partners. In-spite these excellent facilities in fact, the company is facing tremendous problem in customer service. The Company can’t maintain its delivery schedule as required by the customers in most of the orders. In the bottom line, I do believe that the company has ample opportunities to upgrade itself by using all its resources, maintaining qualities, delivering goods to the customers in time and giving continuous effort to the overall customer service. We should always remember –â€Å" Continuous Improvement is the Road To Survival And Growth†. Contents – Introducton. 1.1-Introduction 1.2-Origin of the report 1.3-Rational of the study 1.4-Objectives of the report 1.5 –Methodology of the study 1.6-Limitation of the study -Background of the windy apparels ltd. 2.1-Introduction 2.2-Back ground 2.3-Management and organigation 2.4-Organigation chart -Human resource planning and policies of windy apparels ltd. 3.1-Planning and policies 3.2-Planning and policies figure -Job analysis of windy apparels ltd. 4.1-Job analysis 4.2-Job analysis method 4.3-Job analysis figure Recruitment and selection process of windy apparels ltd. 5.1-Recruitment 5.2-Constraints of recruiting efforts 5.3-Recruiting sources 5.4-The selection process 5.5-The selection process figure 5.6-Interview appraisal form 5.7-Reference verification check list Training and development of windy apparels ltd. 6.1-Training and development 6.2-Traning figure 6.3-Training approaches Performance appraisals of windy apparels ltd. 7.1-Performance appraisal 7.2-The appraisal process figure 7.3-Performance rating Compensasion of windy apparels ltd. 8.1-Compensasion 8.2-Types of Employees Reward 8.3-Service and Benefit 8.4-Safety and health program Disciplinary Action of windy apparels ltd. 9.1-Disciplinary action 9.2-Factors to consider when discipline 9.3-Funetion of disciplinary action -Conclusion and Recommendation 10.1-Conclution 10.2-Recommendation Referance Questioners- 1.1-Introduction: Administration is one of the important departments in the company to implement the policies rules and regulation. Administration department will manage the whole work process with the polices build up by the management of the company People working in the company are the greatest resource .Human resource department ensure the maximum benefit of the human working in the company and also ensure the maximum productivity by motivation. So in the company human resource department has a huge volume of influence to build up a better environment to work and maximize the productivity and company’s goodwill. 1.2- Origin of the report: This report originated as an academic requirement of BBA Program of Uttara University. After completion of the program period a student must submit the report on the assigned topic to the supervisor and to the department. I was assigned to project course on â€Å"HRM Practices in RMG Sector† for completing the program. 1.3-Rationale of the study: Theoretical knowledge is not enough for a student. It is essential for a student to acquire practical knowledge. This report is prepared for showing the windy apparels ltd and overall RMG sector. . According to fulfill the requirement the researcher has chosen to work on â€Å"HRM practices to RMG sector†. Therefore, this studies report is the outcome of an academic need as well as practical knowledge and the outmost and enthusiastic intention of the researcher under the proper and in-depth guidance of a highly experienced dedicated guide. 1.4-Objective of the report ⠝â€" This report is prepared primarily for the partial fulfillment of the BBA course requirement. ⠝â€" TO examine the RMG sector in windy apparels ltd. ⠝â€" To identify the main problems in RMG sector of windy apparels ltd and also its solution. ⠝â€" TO increase job satisfaction is essential for proper performance and good-labor management relation. ⠝â€" To make all organization programs an effective, HRM acts restlessly. ⠝â€" Finally to recommend some effective measures in improving the total system. 1.5-Methodology of the study: o Primary Sources ââ€" ª Face to face discussion with the HR.Manager of windy apparels ltd. Before sitting with him I have prepared a questionnaire ââ€" ª Direct observation ââ€" ª Other expert opinion o Secondary Sources ââ€" ª Yearly publication of windy apparels ltd ââ€" ª Relevant papers of financial statement ââ€" ª Some related information form the Internet ââ€" ª Other relevant books. 1.6-Limitation of the study In spite of my best effort , this study is not free from the following limitations: †¢ The time stipulated for the internship program †¢ Relevant papers and documents were not available sufficiently †¢ The authority has some policy for not disclosing some secret data and information which could be very much essential †¢ I am also less experienced in this regard. 2.1-Introduction: Established in 1999 the Windy group has expanded dramatically over the past 10 years and is today the largest and most diversified industrial conglomerate in Bangladesh. Employing 2,000 people including 50 qualified professionals and dealing in a wide of consumer and industrial products for domestics and global markets, Windy has fast become one of the leading foreign exchange earners in the country’s private sector. Textiles & Garments is the largest and fastest growing division of the Windy Group and presently accounts for half the Group’s business turnover and profit. The Group’s major investment continues to be concentrated in this Division. Among the variety of business, Windy Apparels Ltd ready-made garments manufacturing industry, which started its commercial production in March 1999 under the name of windy Apparels Ltd. Windy Apparels has successfully come a long way and proved its strength as a leading specialist in the industry for men’s high quality dress & casual Shirts and ladies blouses, trousers & dress. Since inception, the company has been growing steady. 2.2 – Background of the windy Apparels Ltd Windy Apparels Ltd is a situated in Rajendrapur, Gazipur, Dhaka. If has been established in 2002. There are 4300 employees work here. It contributes large portion of foreign currency exporting by ready made garments. Its total area is 38200 square feet and provides a good working environment. 2.3- Management & Organization: The over all management of the company will be vested with the Board 4f Directors. The Board of Directors will be formulated company’s policies & guide lines for its day to day business operations . The Managing Director will be the executive head who will look after the business affairs and other logistic supports of the economy. However Managing Director will be assisted by the managerial and technical personnel who will be the directors of the company. 2.4- ORGANIZATION CHART: 3.3 Vision windy apperals ltd. shall endeavor to excel in every aspect of their operation and thereby provide quality products and services to their customers. The organization will have a challenging and satisfying working environment so that the talents and potential of their human resource is given the full opportunity to blossom & grow. windy apperals ltd shall maintain a high degree of integrity in their business conduct and this characteristic will prevail in their dealings with their customers, their suppliers, their contractors, their financiers, their employees & indeed their entire society. 3.4 Mission Customer Policy: To always focus on the customer; because the customer’s satisfaction is their inspiration. Business Policy: To conduct the business with high integrity. Employee Policy: To nurture the best human resource through training & motivation. Quality Policy: To consistently developed high quality product to keep their standard above others. Environment Policy: To address environmental issues aptly & carry on their activities in line. Future Policy: To endeavor innovation to excel in every aspect of their operation. [pic] 3.1 Human Resources and Management Management and human resources management are one and the same. They should never be separated, Management is personnel administration. Management has the three jobs, two of which are directly related to personnel managing workers and work management is the process of efficiently getting things done with and through other people. HRD deals with the design of formal systems in an organization to ensure the effective and efficient use of human talents to accomplish organizational goals. There are many definitions about human resource management (HRM). One of the well known definitions offered by Michael Jucious (1984). He defined human resources management â€Å"Personnel management as the field of management which involves elements organizing, directing and controlling the function of processing, developing, maintaining and motivating a labor force†. It is process of acquiring, retaining, terminating, developing and properly using the human resource in an organization. Human resource management can be defined as a process of procuring, developing and maintaining competent human resource in the organization so that goals of an organization are achieved in an effective and efficient manner. Human resource management is â€Å"The policies and practices involved in carrying out the â€Å"People† or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising†. 3.2 Duties of HRD o Acquisition functions of HRD. o Developing functions of HRD. o Motivating functions of HRD. o Maintaining function of HRD. 3.3 Functions of HRM HR managers are performing a variety of functions. The functional areas of HR Management are changing as the time goes on. The main HRM functions include: 3.1- Human Resource Planning and Policies: Whenever windy apparels ltd is in the process of determining its human resources needs, it is engaged in a process we called human resource planning. Human resource planning is one of the most important elements in successful organization ensures that it has the right number and kinds of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives. Human resource planning, then, ultimately translates the organization’s overall goals into the number and types of workers needed to meet those goals. Without clear-cut planning, and a direct linkage to the organization’s strategic direction, estimation of an organization’s human resource needs is reduced to mere guesswork. This means that human resource planning cannot exist in isolation. It must be linked to the organization’s overall strategy. The strategic planning process of windy apparels ltd is both long and continuous. At the beginning of the process, the organization’s main emphasis is to determine what business it is in the is commonly referred to as developing the mission statement. The mission of windy apparels ltd is to play a great role in economic development of the country. After reaching agreement on what business the company is in and who its consumers are senior management then begins to set strategic goals. During this phase, these managers define objectives for the company for the next five to twenty years. These objectives are broad statements that establish targets the organization will achieve. The goals of the windy apparels ltd is to contribute 5 % of total foreign exchange by exporting Ready Made Garments. After these goals are set, the windy apparels ltd begins the corporate assessment. During this phase, a company begins to analyze its goals, it current strategies, its external environment, its strengths and weaknesses, and its opportunities and threats, in terms of whether or not they can be achieved with the current organization resources. Commonly referred to as a â€Å"gap or SWOT ANALYSIS,† the company begins to look at what skills, knowledge, and abilities are available internally, and where shortages in terms of people skills or equipment may exist. The company must determine what jobs need to be done, and how many and what types of workers will be required. In management terminology, we call this organizing. Thus establishing the structure of the organization assists in determining the skill, knowledge, and abilities required of jobholders. 3.2-The strategic direction of Human Resource Linkage of windy apparels ltd is shown in the following figure mission Determining what business the organization will be in Objectives and goals Setting goals and objectives StrategyDetermining how goals and Objectives will be attained StructureDetermining what jobs need To be done and by whom PeopleMatching skills, knowledge, And abilities to required jobs 4.1- Job Analysis: Job analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities of a job. A job analysis involves identifying and describing what is happening on a job.. accurately and precisely identifying the required tasks, the knowledge, and skills necessary for performing them and the conditions under which they must be performed. 4.2- Job Analysis Method: The basic methods that HRM can use to determine job elements and the essential knowledge, skills, and abilities for successful performance include the following: Observation Method: Using the observation method, a job analyst watches employees directly or reviews films of workers on the job. Although the observation method provides firsthand information, workers often do not function most efficiently when they are being watched, and thus distortions in the job analysis can occur. This method also requires that the entire range of activities be observable. This is possible with some jobs, but impossible for many for example, most managerial jobs. Individual Interview Method: Using the individual interview method, a team of job incumbents is selected and extensively interviewed. The results of these interviews are combined into a single job analysis. This method is effective for assessing what a job entails, and involving employees in the job analysis is essential. Group Interview Method: The group interview method is similar to the individual interview method except that a number of job incumbents are interviewed simultaneously. Accuracy is increased in assessing jobs, but group dynamics may hinder its effectiveness. Structured Questionnaire Method: Under the structured questionnaire method, workers are sent a specifically designed questionnaire in which they check or rate items they perform on their job from a long list of possible task items. This technique is excellent for gathering information about jobs. However, exceptions to a job may be overlooked, and there is often no opportunity to ask follows up questions or to clarity the information received. Technical Conference Method: The technical conference method uses supervisors with extensive knowledge of the job. Here, specific job characteristics are obtained from the experts. Although a good data gathering Method, it often overlooks the incumbent workers’ perceptions about what they do on their job. Diary Method: The diary method requires job incumbents to record their daily activities. The diary method id the most time consuming of the job analysis methods and may have to extend over long periods of time- all adding to its cost. These six methods are not meant to be viewed as mutually exclusive; no one method is universally superior. Even obtaining job information from the incumbents can create a problem, especially if these individuals describe what they think should be doing rather than what they actually do. Windy Apparels Ltd uses the individual interview method because it is an extensively interview method. When it involves in conducting the job analysis it follows the below items: 1. Understanding the purpose of conduction the job analysis: Before embarking on a job analysis, one must understand the nature and purpose of conducting the investigation. Recognize that job analyses serve a vital purpose in such HRM activities as recruiting, training, setting performance standards, evaluating performance, and compensation. In fact, nearly every activity in HRM revolves around the job analysis. 2. Understanding the role of jobs and values in the organization: Every job in the organization should have a purpose. Before conducting the analysis, one must understand the linkage that the job has to the strategic direction of the organization. In essence, one must answer why the job is needed. If an answer cannot be determined, then may be the job is not needed. 3. Benchmark positions: In a large organization, it would be impossible to evaluate every job at one time. Accordingly, by involving employees and seeking their input, selected jobs can be chosen based ob how well they represent other, similar jobs in the organization. This information then will be used as a starting point in later analysis of the other positions. 4. Determine how you want to collect the job analysis information: Proper planning at this stage permits one to collect the data desired in the most effective and efficient manner. This means developing a process for collecting the data. Several combined methods like structured questionnaires, group interviews, and technical conferences- should be used. Select the ones, however, that best meet your job analyses goals and timetables. 5. Seek clarification, wherever necessary: Some of the information collected may not be entirely understood by the job analyst. Accordingly, when this occurs, one must seek clarification from those who possess the critical information. This may include the employee and the supervisor. Failure to understand and comprehend the information will make the next step in the job analysis process- writing the job description- more difficult. 6. Develop the first draft of the job description: Although there is no specific format that all job descriptions follow, most include certain elements. Specifically, a job description contains the title, a summary sentence of the job’s main activities, the level of authority and accountability of the position, performance requirements, and working conditions. 7 Review draft with the job supervisor: Ultimately, the supervisor of the position being analyzed should approve the job description. Review comments from the supervisor can assist in determining a final job description document. When the description is an accurate reflection, the supervisor should sign off, or approve the document. 4.3- The steps of job analysis are shown in the following figure: Understanding the purpose Of the job analysis Review draft With supervisor Understanding the role of Jons in the Develop draft Benchmark position Seek clarification Determine how to collect job analysis information 5.1- Recruitment: After organizations have established their strategic direction and developed a corresponding employment plan, the organization must turn its attention to getting the right people. The jobs that have been identified and their associated skills point to very specific types of employees that are require. But these employees don’t just magically appear-nor do the frequently come knocking on the organization’s door. Instead, the company must embark on an employment process of finding and hiring qualified people. That process starts when the organization notifies the â€Å"public† that openings exist. The organization wants to get its information out such that a large number of potentially qualified applicants respond. Then, after several interactions with the most promising of these candidates will best demonstrate the skills, knowledge, and abilities to successfully perform the job. So Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. 5.2- Constraints of Recruiting Efforts: While the ideal recruitment effort will bring in a satisfactory number of qualified applicants who will take the job if it is offered, the realities cannot be ignored. For example, the pool of qualified applicants may not include the â€Å"best† candidates; or the â€Å"best† candidate may not want to be employed by the organization. These and other constraints on recruiting efforts limit human resource recruiters’ freedom to recruit and select a candidate of their choice. However, we can narrow our focus by suggesting five specific constraints. 1. Image of the organization: We noted that the prospective candidate may not be interested in pursuing job opportunities in the particular organization. The image of the organization, therefore, should be considered a potential constraint. If that image is perceived to be low, the likelihood of attracting a large number of applicants is reduced. 2. Attractiveness of the job: If the position to be filled is an unattractive job, recruiting a large and qualified pool of applicants will be difficult. In recent years, for instance, many employers have been complaining about the difficulty of finding suitably qualified individuals for manual labor positions. In a job market where unemployment rates are low, and where a wide range of opportunities exists creating competition for these workers, a shortage results. 3. Internal organizational Policies: Internal organizational policies, such as â€Å"promote from within wherever possible,† may give priority to individuals inside the oth er than the lowest level entry positions, will be filled from within the ranks. Although this is promising once one is hired, it may reduce the number of applications. 4. Government Influence: The government’s influence in the recruiting process should not be overlooked. An employer can no longer seek out preferred individuals based  on non-job-related factors such as physical appearance, sex, or religious background. 5. Recruiting Costs: The last constraint, but certainly not lowest in priority, is one that centers on recruiting costs. Recruiting efforts by an organization are expensive. Sometimes continuing a search for long periods of time is not possible because of budget restrictions. 5.3- Recruiting Sources: Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of position to be filled. Certain recruiting sources are more effective than others for filling certain types of jobs. a) The Internal Search: Windy apparels ltd will attempt to develop their own employees for positions beyond the lowest level. These can occur through an internal search of current employees, who have bid for the job, been identified through the organization’s human resource management system, or even been by a fellow employee. The advantages of such searches-a â€Å"promote from within wherever possible† policy- are: †¢ It is good public relations. †¢ It builds morale. †¢ It encourages good individual who are ambitious. †¢ It improves the probability of a good selection, since information on the individual’s performance is readily available. †¢ It is less costly than going outside to recruit. †¢ Those chosen internally already know the organization. †¢ When carefully planned, promoting from within can also act as a training device for developing middle- and top level managers. B) Employee Referrals/Recommendations: Sometimes windy apparels ltd recruits individuals who will perform effectively on the job is a recommendation from a current employee. Because employees rarely recommend someone unless they believe that the individual can perform adequately. Such a recommendation reflects on the recommender, and even someone’s reputation is at stake. Employee referrals also may have acquired more accurate information about their potential jobs. C) The external searches: Besides these windy apparels ltd is looking employees by the external searches for recruitment. These are discussed below 1. Advertisements: Windy apparels ltd gives advertisement various types of newspaper and wallpapers for employees it needs because it is large medium by which the news can reach maximum people. Besides these, windy apparels ltd sometimes recruits employees from various Schools, Colleges, and Universities, Professional Organizations, Cyberspace recruiting a unsolicited applicants. 5.4-The Selection Process: Selection activities typically follow a standard pattern, beginning with an initial screening interview and concluding with the employment decision. The selection process typically consists of eight steps: 1. Initial screening interview 2. Completing the4 application form, 3. Employment tests 4. Comprehensive interview, 5. Background investigation, 6. A conditional job offer, 7. Medical or physical examination and 8. The permanent job offer. Each step represents a decision point requiring some affirmative feedback for the process to continue. Each step in the process seeks to expand the organization’s knowledge about the applicant’s background, abilities and motivation and it increases the information from which decision makers will make their predictions and final choice. 5.5- The Selection Process in the following figure: Failed to meet minimum qualifications Passed Failed to complete application or failed job specifications Failed test impress interviewer Passed Passed Failed to impress interviewer Problems uncounted Passed Unfit to do essential Elements of job Able to perform Essential elements of job The Windy apparels ltd firstly prepare to initiate a primarily review of potentially acceptable candidates by two steps as (i) the screening of inquires and (ii) The provision of screening interviews. After completing the initiate screening applicants are asked to complete the organization’s application form. It required information about candidates present/ permanent address, candidates profile, job performance etc. When the candidate passes it, he is then given for employment test. In this point candidates are shown on intelligence, aptitude, ability and interest test  to provide major input to the selection process. After that candidates are given comprehensive interview. This interview is designed to probe areas such as assessing one’s motivation, ability to work under pressure, and ability to fit in with the organization. The next step in to undertake background investigation of the applicants who appear to offer potential as employees. This includes contacting former employers to confirm the candidates work record and to obtain their appraisal of his/her performance, other job related and personal performances, verifying educational qualification shown on application. If the candidates passes this, it is typically customary for a conditional job offer to be made. The conditional job offer implies is that if everything is okay- passing a certain medical, physical or substance abuse test. The next to last is the selection process may consist of having applicant may taka a medical/physical examination. Because a candidates has to perform a variety of activities that require a certain physical condition. Those individuals who perform successfully in the proceeding steps are now considered to be eligible to receive the employment offer. The procedures of selections process of windy apparels ltd are shown in the following- 5.6- Windy Apparels Ltd. Rajendrapur, Sreepur Gazipur.. Windy Apparels Ltd. Rajendrapur, Sreepur Gazipur. 3.7 Selection Procedures of EXIM Bank The selection process in Exim is not different from what is practiced in most organization starts with initial screening of CV’s goes on to written test and then a final interview before selecting the person. Selection decision can result in one of the four possible out comes. Two of these outcomes are right decision and two are wrong decision. | |Decision | | |Accept |Reject | |Letter of job performance |Successful |Correct decision |Reject error | | |Unsuccessful |Accept error |Correct decision | The current selection process in EXIM bank is described below: ââ€" ª Initial Screening: The process starts with initial screening choosing from the CV’s that fulfill the specific requirements. After a vacancy is announced and CV’s are already collected from different source, the Bank starts the initial screening process .then called for written test. ââ€" ª Termination: If any employee are out of the job in some cases is called termination. There are certain circumstances where-even through complaint is within jurisdiction the company can dismiss him without considering its merits. This is some time called early termination. ââ€" ª Termination Process of windy apperals Ltd.: The company any terminate the service of permanent employee by giving him/her notice in writing or salary in lieu therefore the period on under. 120 Days notice in case of subordinate staff or salary in lieu thereof. 90 Days notice for all other grades or salaries in lieu thereof. have during probation the Management may terminate the employee at any time without notice. The authority to terminate an employee of the grades from junior officer to Executive Vice President Lies with the Managing Director while that of Senior Executive Vice President and above can only be exercised by the Board of Directors. ââ€" ª Dismissal: An employee will be dismissed from the company service if he or she is guilty of misconduct or whatsoever according to the report of the enquiry committee the concerned dismissed employee will get only the own contribution of his/her provident fund. ââ€" ª Discharge on medical Ground: If an employee is incapable to continue his/her service for continues ill health mental abnormality and disorder, then the management discharge him/her from service on medical ground. He/She may be paid a ex-gratuity with other benefit with the approval of the Managing Director. 6.1 – Training and Development : Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve the ability to perform on the job. We typically say training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes to ward their work, or their interaction with their coworkers or supervisor. For our purposes, we will differentiate between employee training and employee development for one particular reason. Although both are similar in the methods used to affect learning, their time frames differ. Training is more present day oriented; its focus is on individual’s current jobs, enhancing those specific skills and abilities to immediately perform their jobs. 6.2- The training needs are shown in the following figure: 6.3- Training Approaches: The most widely used training methods take place on the job. The popularity of these methods can be attributed to their simplicity and the impression that they are less costly to operate. On the job training: Places the employees in actual work situations and makes them appear to be immediately productive. It is learning by doing, for jobs that either are difficult to simulate or can be learned quickly by watching and doing, on-the-job training makes sense. Off the Job Training: Off the job training covers a number of techniques classroom lectures, films, demonstrations, case studies and other simulation exercises, and programmed instruction. The facilities needed for each technique vary from a small, makeshift classroom to an elaborate development center with large lecture halls, supplemented by small conference rooms with sophisticated instruction technology equipment. 6.4- Career Development: 1. The responsibility for managing a career belongs to the individual. The organization’s role is to provide assistance and information to the employee, but is not responsible for growing an employee’s career. 2. A career is a sequence of positions occupied by a person during a course of a lifetime. 3. Career development from an organizational standpoint involves tracking career paths and developing career ladders. From an individual perspective, career development focuses on assisting individuals in identifying their major career goals and to determining what they need to do to achieve these goals. 4. The main distinction between career development and employee development lies in their time frames. Career development focuses on the long-range career effectiveness and success of organisational  personnel. Employee development focuses on more of the immediate and intermediate time frames 5. Career development is valuable to an organization t; because it (1) ensures needed talent will be avail- able; (2) improves the organization’s ability Jo attract and retain high-talent employees; (3) ensures that minorities and women get opportunities for growth and development; (4) reduces employee frustration; (5) enhances cultural diversity; (6) assists in implementing quality; and (7) promotes organization: goodwill. 6. The five stages in a career are exploration, establishment, mid-career, late-career, and decline. 7. The Holland Vocational Preferences are realistic, investigative, artistic, social, enterprising, and conventional. 8. Typology focuses on personality dimensions including extroversion-introversion; sensing-intuition; thinking-feeling: and judgirig- perceiving These four â€Å"pairs† can be combined into i(i different combination profiles. With this information, personality of jobs can be matched to personality of individuals. Some suggestions for managing your career include; U.) Select your first job judiciously; (2) do good work; (3) present the right image; (4) learn the power structure; (5) gain control of organizational resources; (6) stay visible; (7) don’t stay too long in your first job; (8) find a mentor; (9) support your boss; OO) stay mobile; (11) think laterally; (12) think of your career in terms of skills you’re acquiring and continue upgradiiu and 03) work harder than ever a developing a network. 3.9 Management Development of windy apperals ltd a. On the Job Development: †¢ Coaching. †¢ Under Study. b. Off the Job Development: †¢ Committee Assignment. †¢ Job Rotation. †¢ Sensitivity Training. †¢ Transactional Analysis. †¢ Training within the company. †¢ Training outside the company. †¢ Lecture Courses. †¢ Simulation Exercise. c. Workers Development: †¢ Coaching. †¢ Under Study. †¢ Committee Assignment. 3.10 Motivation Function of HRD of windy apperals Ltd. Motivation is the willingness to do something and is conditioned by their actions ability to satisfy same need for the individual windy apperals Ltd. Motivation process of windy apperals Ltd. †¢ Unsatisfied Need †¢ Tension †¢ Dives †¢ Search Behavior †¢ Goat Achievement †¢ Need Satisfaction †¢ Of Tension †¢ Job Design. †¢ Performance Evaluation †¢ Rewards †¢ Job Evaluation †¢ Compensation / Benefit †¢ Discipline 7.1-Performance Appraisals: Performance evolutions are an integral part of most organizations. Properly developed and implemented, the performance appraisal process can help an organization achieve its goals by developing productive employees. Although there are many types of performance evalution systems, each with its own advantages and disadvantages, we must be aware of the legal implications that arise. EEO laws require organizations to have HRM practices that are bias free. For HRM, this means that performance evalutions must be objective and job related. That is, they must be reliable and valid! Furthermore, under the Americans with Disabilities Act, performance appraisals must also be able to measure reasonable performance success. To assist in these matters, two factors arise: (i) The performance appraisal must be conducted according to some established intervals; and (ii) appraisers must be trained in the process. 7.2- The Appraisal Process is shown in the following figure: 8.1-Compensasion: 1. Rewards are the final link in the motivation model. After the effort has been expended, successful performance happens, and organizational goals are achieved, individuals are now ready to have their particular goals met. These goals, or rewards, can come in a variety of types. 2. Rewards can be classified as (1) intrinsic or extrinsic, (2) financial or non financial, or (3) performance-based or membership-based. 3. Some rewards are membership-based because one receives them for simply belonging to the organization. Employee benefits are an example of membership-based rewards, in that -every employee gels them irrespective of performance levels. 4. Compensation administration seeks to design a cost-effective pay structure that will not only attract, motivate, and retain competent employees, but also be perceived as fair by these employees. 5. Job evaluation systematically determines the value of each job in relation to all jobs within the organization. The four basic approaches to job evaluations are: (1) the ordering method, (2) the classification method, (3) the factor comparison method, and (4) the point method. 6. The final wage structure evokes from job evaluation input, wage survey data, and the creation of wage grades. 7.Competency-based compensation views employees as a competitive advantage; †¢! the organization. Compensation systems are established in terms of the knowledge and skills employees possess, and the behaviors that they demonstrate. Possession of these three factors is evaluated and compensated according to a broad-banded salary range established by the organization. 8. Executive compensation is higher than that of rank-and-file personnel and also includes other financial and non financial benefits not otherwise available to operative employees. This is done to attract, retain, and motivate executives to higher performance levels. 9. The balance sheet approach to international compensation -takes into account base pay, differentials, incentives, and assistance programs. Most of the types of employee rewords Garments Companies pay system do not follow the Human resources practice. The is no actual pay scale at level. The Windy apparels limited pay workers at Tk. 1650. The other employees are paid its manual system or contractual basis. Sometimes the worker is paid on production basis. The more the production the more compensation is paid. 8.3- Services and benefits: When an organization is designing its overall compensation program, one of the critical areas of concern is what benefits should be provided. Today’s workers expect more than just an hourly wage or a salary from their employer they want additional considerations that will enrich their lives. These considerations in an employment setting are call called employee benefits. Windy Apparels give some opportunities to the employees. There is PF social security, can unemployment compensation if gives only- i) Health insurance ii) Disability benefit iii) Bonus it gives twice yearly bonus to celebrate festival. This are discussed bellow: . [pic] Disability benefit: Programs are designed to ensure income replacement for employees in the event of a temporary or permanent disability arising from an injury or extended illness (typically originating off the job). iii) Bonus: It gives twice yearly bonus to celebrate festival. iv) Profit sharing bonus: Windy Apparels gives sometimes employees profit sharing bonus. When it earns a certain amount of profit it gives there a certain portion of profit which encourages employees to work more effectively. 8.4- Safety and health program: †¢ Involve management and employees in the development of a safety and health plan. If neither group can see the usefulness, and the benefit at /such a plan, even the best plan will fail. †¢ Hold someone accountable for implementing the plan. Plans do not work by themselves. They need someone to champion the cause. This person must be given the resources to put the plan in place, but also must be Aicld accountable for what it’s intended to accomplish. †¢ Determine the Safety and Health Requirements for Your Work Site. Just as each individual is different, so, too, is each workplace. Understanding the specific needs of the facility will aid in determining what safety and requirement will be necessary. †¢ Assess what workplace hazards exist in the facility. Identify the potent! a. health and safety problems that may exist on the job. By understanding what exists, preventive measures can be determined. †¢ Correct hazards that exist. If certain hazards were identified in the investigation in the assessment, fix or eliminate them. This may mean decreasing the effect of the hazard, or controlling it through other means (protective clothing). †¢ Train employees in safety end health techniques. Make safety and health training mandatory for all employees. Employees should be instructed how to do their jobs in the safest manner, and understand that any pro ‘tective eqir merit provided must be used. †¢ Develop the mind-set in employees that the organization is to be kept has and free. Often employees are the first to witness problems. Establish i means for them to report their findings, including having emergency pr3 educes in place, if necessary. Ensuring that preventive maintenance a impend follows a recommended schedule can also prevent the breakdowns from becoming a hazard. †¢ Continuously update and refine the safety and health program. Once the program has b een implemented, it must continuously be evaluated, am necessary changes must be made. Documenting the progress of the pro gram is necessary for use in this analysis. 9.1- Disciplinary action: The term discipline refers to a condition in the organization where employers conduct themselves in accordance with the organizations rules and standards of acceptable behavior. For the most part employees discipline themselves by conforming to what is considered proper behavior because they believe it is the reasonable thing to do. Once they are made aware of what is expected of them, and assuming they find these standards or rules to be reasonable, the seek to meet those expectations. 9.2- Factors to consider when discipline: †¢ Seriousness of problem †¢ Duration of the problem †¢ Frequents and nature of the problem †¢ Extenuating factors †¢ Degree of socialization †¢ History of the organizations discipline practices †¢ Management Backing 9.3- Function of Disciplinary Actions: Written verbal Warning: The mildest form of discipline is the written verbal warning. Yes, the term is correct. A written verbal warning is a temporary record of a reprimand that is then placed in the manager’s file on the employee. This written verbal warning should state the purpose, date, and outcome of the interview with the employee. Written Warning: The second step in the progressive discipline process is the written warning. In effect, it is the first formal stage of the disciplinary procedure. This is because the written warning becomes part of the employee’s official personnel file. This is achieved by not only giving the warning to the employee but sending a copy to HRM to be inserted in the employees permanent record. Suspension: A suspension or layoff would be the next disciplinary step, usually taken only if the prior steps have been implemented without the desired outcome. Exceptions-where suspension is given without any prior verbal or written warning occasionally occur if the infraction is of a serious nature. A suspension may be for one day or several weeks; disciplinary layoffs in excess of a month are rare. Employee welfare and benefit policy: ââ€" ¡ Gratuity: All regular employees who have experience of at least 7 Years are entitled to gratuity. As per service rules, an eligible employee gets a gratuity an amount equal to his/her two month’s basic pay for each year service ââ€" ¡ Provident fund: Each member contributes to the provident fund a sum equal to 10% of the basic salary payable to him / her per month and such percentage is deducted by the company from the salary of employee at the time of payment there of. The company contributes to the fund a monthly sum equal to 10% of the basic pay of each employee. ââ€" ¡ Group Insurance Policy: windy apperals Ltd. Have a fund named Employees Social Security Superannuation Fund that provides insurance to the employee on his/her family in case of death, disability or disease. Besides, there is another group insurance type arrangement her to take care of the employees house building investment. There is another fund called Employees House Building Investment Safety Scheme. ââ€" ¡ Other Benefits: As per the service rules an employee after fulfilling same criteria can enjoy car facilities from the company Car taking investment facilities from the bank whereas top SOWT Analysis of Human Resource Division of windy apparels Limited 5.1 Strengths Open HR Manual Empowered Work Force: Information Technology: Employee Evaluation: 5.2 Weaknesses Job Description HR Accounting Compensation and Benefits 6.3 Opportunities Management Information System. Human Resources Information System: Research and Development: Salary Survey Training andDevelopmen 5.4 Threats Comp and etitive Salary Turnover and Comp Turnover and etitive Salary Turnover and etitive Salary Turnover: New/Multinational Companies/ My Position & Duties I was assigned for my doing Internship in windy apperals ltd limited for the period of 120 days starting from 1STOCT, 2010 to 31st JAN, 2011,Rajendrapur Branch. In internship period I had no specific place. So I had no fixed duties in the organization. I worked under a Manager of Rajendrapur branch and I observed his different types of activities. The working environment place of windy apperals Limited is very much friendly. Every personnel of the HR Division was very much busy but they always tried to help me from their experience. In this organization there are three HRD functions. Those are Acquisition function of HDR, Motivation Function of HRD, Maintenance function of HRD. Human Resource Planning is the process by which an organization ensures that it has the right number and kinds of people, at right place, at right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Windy apperals ltd. works for the development of its executives or potential executives in order to enable them to be more effective in performing the various functions of activities. Findings of the Study †¢ The HRD system of windy apperals Ltd is not skilled enough and does not follow latest technology. †¢ In HR Division, there is the huge lack of development activity. The employee joining windy apperals should be taken under a cordial orientation program which is absent. †¢ Proper training is very important issue for the employees of Financials organization. In windy apperals proper training need requirement is not justified rather done by the employee’s personal interest. †¢ Employee’s code of conduct or service manual is governed solely by the service quality unit. But there should be a coordination of HRD to measure the perfect evaluation of the employees’ performance. 10.1 Recommendation: From the above discussion we can recommend the following things †¢ Establishment and Enforcement of Garment Policy. †¢ Govt. should ease its regulation towards RMG sector. †¢ Fiscal financial incentives such as decrease in bank interest rate. †¢ Tax rate should be reduced in this sector. †¢ Derestriction Of foreign remittance flows that financed this sector. 10.2 Conclusion: HRM is the assenical for the RMG sector. It’s the following for hole industry. Administration is one of the important departments in the company to implement the policies, rules and regulation It’s the controlling for RMG sector. Reference: 1. www.hrm sector.com 2. Data collect from RMG financial statement. 3. Daily Star 4. Financial Express 5. New Age Business Questionnaires for Customers Instruction (Request to respondents) âž ¢ Please supply the truth information âž ¢ Please try to answer all the question âž ¢ Please tick the create answar 1. Do you think that WINDY APPARELS LIMITED is the largest garments manufacturer in Bangladesh? †¢ Yes †¢ No 2. Do you think that the reputation of windy apparels ltd is good in the world market? †¢ Yes †¢ No 3. Do you think that windy apparels ltd is more reliable than others in Bangladesh? †¢ Yes †¢ No 4. Do you think that the top management of windy apparels ltd is very sincere for any recovery of service? †¢ Yes †¢ No 5. Are you pleased with their management? †¢ yes †¢ No 6. Are you pleased with their working procedures? †¢ Yes †¢ No 7. Are you pleased with their hospitability? †¢ Yes †¢ No 8. Are you pleased with their sample development proceedings? †¢ Yes †¢ No 9. Are they offering you any design, which is developed in their own research center? †¢ Yes †¢ No 10. Are you interested to their design offered? †¢ Yes †¢ No 11. Are you satisfied with their product quality? †¢ Yes †¢ No 12. Do you think that their production capacity is sufficient? †¢ Yes †¢ No 13. Are you satisfied with their Compliance department? †¢ Yes †¢ No 14. Do you think that factory-working environment is international standard? †¢ Yes †¢ No 15. Is their technology updated? †¢ Yes †¢ No 16. Are you happy with the existing training programs of windy apparels ltd? †¢ Yes †¢ No 17.Do you enjoy working in this section? †¢ Yes †¢ No 18.In which area of operation of windy apparels ltd. you are responsible for? †¢ Production †¢ Quality Assurance †¢ HR/Admin 19. What do you think what could be done to minimize these problems? †¢ Training †¢ Motivation †¢ Monitoring 20.Do you think training can help you to improve your performance? †¢ Yes †¢ No [pic] ———————– Manger commercial Trainee Junior Executive Executive Assistant Manager Manager Manger Accounts Executive Commercial Commercial Manager Executive Marketing Assistant Manager Marketing Manager Maintenance Personnel Production Personnel Production Manager Finance Director Operative Director Managing Directors Carrier opportunity A leading Garment invites application from committed, bright, energetic candidates for the following positions. Name of Post: (1) Production Manager Candidates Eligibility: 6 to 10 years experience in a reputed garment factory in production, Highly experience, highly professional, possessing good health and prepare to work under pressure should only apply for the post. Good communication in English and good computer knowledge. (2). Quality Assurance Manager/ Sample Manager: Sample Manager will have to ensure all samples are related to job. Technical knowledge regarding Pattern and sewing operation. Application with cv, 2 recent passport size photographs and photocopies of all experience certificates is to be sent to the following address on of before April 30, 2008. Abobi Fashion Ltd. Road-30, Hemayetpur, Dhaka Reject Applicant Permanent job offer Medical, physical examination, if required conditional job offer Background information required Initial screening Complete application Employment test Comprehensive interview Conditional job offer Chairman Establish performance standard with employees Mutually set reasonable goals Measure actual performance Measure actual performance Compare actual performance with standard Discuss the appraisal with employee If necessary, initiate corrective action