Victim impact statement Term Paper Example | Topics and Well Written Essays - 750 words

Victim impact statement - Term Paper Example It can be oral, presented by the victim, or a secondary party to the crime, during the hearing process, or can be written. If presented in a written form, the victim impact statement is handed in to the Attorney’s office. The office then submits the statement to the Probation Office and it is considered as part of retrieved evidence that the office offers to a presiding judge during a hearing. The definition of a victim impact statement also includes informal letters to a judge and this is an exception from the formal approach. It applies when the victim is not in a position to complete the formal process of presenting a written victim impact statement. The victim’s personal discomfort may lead to the need for a personal letter instead of the formal statement (Justice n.p.). Literature research The definition of victim impact statement identifies the objective communicating effects of a criminal act on the victim and other people who could have been round the crime scen e. Diversified purposes that the statement serves are identifiable from the purpose. One of the statement’s purposes is to offer the victim a chance to explain effects of the crime on their lives. Physical, emotional, and financial effects are the major types and explain the extent to which the victim’s rights were infringed by the crime and the need for justice. Crimes on a victim identify vulnerability that may persist after the crimes. The accused may also want to tamper with evidence in order to avoid punishment and this increases vulnerability to intimidation from the accused or associates. Victim impact statement helps in resolving the vulnerability by allowing the victim to point vulnerability concerns that the court can address towards justice. The concerns may relate to granting the accused bail or protecting the victim from possible harassment. Another role that the victim impact statement serves is offering an avenue through which the victim can obtain infor mation about his or her case. The victim needs to state in the statement such required information as the progress that the case has made. Victim impact statement also offers victims opportunities for informing relevant authorities of needs for claims or help. The suffered losses may warrant compensation or help towards recuperation and victims can state any related needs in the statement. Victim impact statement also avails statistics for understanding trends in crimes and effects of the crimes on victims. Such information can then influence decisions and policies for crime prevention and management of effects of crimes on victims (The Crown Prosecution Service 1). Implementation of the roles of victim impact statement follows stipulated principles for consistency with rule of law and natural justice. One of the principles governing the statement is admissibility of the effects. Losses that the victim suffers and the extent must be in such forms that the judicial system acknowledge s and can incorporate in making judgment. Admissibility is subject to existing laws. Another principle that governs application of the statement is incorporation of the effects in the basis for making decisions on a case. Judgment must however rely on other factors such as nature of the crime and the accused. Victims’ personal perspectives or those of the victims’ close associates do not however influence judicial decisions on cases (The Crown Prose

AIIB Assignment Coursework Example | Topics and Well Written Essays - 2750 words

AIIB Assignment - Coursework Example us adviser ok then agreement ok If able to start work, doing the things in the job seeker’s agreement and looking for job then meeting Job Centre Plus career adviser ok If attending a restart course or attending job interviews then looking for job ok. Here below is And/Or to represent the reasoning the system may go through in order to arrive at a decision about the user's entitlement to the benefit Abstract The society plus the industry at large are getting knowledge oriented and they do rely upon the decision made by different experts. Introduction of a knowledge based system presents us with an expert on demand available at any time and in any place and is able to process information within the shortest time possible. (Tuthhill, S and Levy, 1991)The step to introduce such a system greatly promotes consistency and gives the intended usershighnction at a relatively higher level. The knowledge based approach takes into consideration the varied techniques and methodologies for re-use and capture of process and product engineering knowledge. This process is intended to reduce the cost plus time taken during software production, which is in real sense attained through the automation of every repetitive design activity whilst we capture, retain and re-use design knowledge. This paper examines the procedures of selecting a suitable design approach for a prototype of a system that will automate the processes involved in checking and validating the eligibility of the persons entitle to job seekers allowance. It justifies the need for using a knowledge based approach during the software development process, accesses the possible advantages associated with this given design choice and gives suggestion on the extra steps to be taken during the approach to ensure that it remains economically feasible. Introduction Expert systems are the system types intended to solve real life problems that would usually require some specialized human effort like a real estate cons ultant or a doctor. Prior to building an expert system, there is a need that the relevant knowledge be extracted from the given human expert. Such knowledge is based on important rules of thumb rather than the absolute uncertainties. A knowledge engineer has the duty of extracting such type of knowledge then using the same to build a knowledge base. The building of an expert system has lower chances of being successful when performed for the first time for the reason that the expert finds it hard expressing with preciseness what rules and knowledge they use in solving a problem. (Benefits and Risks of Knowledge Based Systems, 2004)The knowledge based design approach never follows the conventional method because of the complexity of the human knowledge. Knowledge elicitation has been never easy and turns to be more challenging in case the exercise entails some uncertainties. This method entails an understanding of expert system design plus the psychology associated with knowledge gat hering. The skills involved include conducting interviews with the experts and assembling the components of a

Biography of Georg Simon Ohm Essay Example for Free

Biography of Georg Simon Ohm Essay Georg Simon Ohm (16 March 1787 – 6 July 1854) was a Bavarian (German) physicist and mathematician. As a high school teacher, Ohm began his research with the new electrochemical cell, invented by Italian scientist Alessandro Volta. Using equipment of his own creation, Ohm found that there is a direct proportionality between the potential difference (voltage) applied across a conductor and the resultant electric current. This relationship is known as Ohms law. Ohm died in Munich in 1854, and is buried in the Alter Sà ¼dfriedhof. Early years Georg Simon Ohm was born into a Protestant family in Erlangen, Bavaria, (then a part of the Holy Roman Empire)son to Johann Wolfgang Ohm, a locksmith and Maria Elizabeth Beck, the daughter of a tailor in Erlangen. Although his parents had not been formally educated, Ohms father was a respected man who had educated himself to a high level and was able to give his sons an excellent education through his own teachings. Of the seven children of the family only three survived to adulthood: Georg Simon, his younger brother Martin, who later became a well-known mathematician, and his sister Elizabeth Barbara. His mother died when he was ten. From early childhood, Georg and Martin were taught by their father who brought them to a high standard in mathematics, physics, chemistry and philosophy. Georg Simon attended Erlangen Gymnasium from age eleven to fifteen where he received little in the area of scientific training, which sharply contrasted with the inspired instruction that both Georg and Martin received from their father. This characteristic made the Ohms bear a resemblance to the Bernoulli family, as noted by Karl Christian von Langsdorf, a professor at the University of Erlangen. Life in university Georg Ohms father, concerned that his son was wasting his educational opportunity, sent Ohm to Switzerland. There in September 1806 Ohm accepted a position as a mathematics teacher in a school in Gottstadt bei Nydau. Karl Christian von Langsdorf left the University of Erlangen in early 1809 to take up a post in the University of Heidelberg and Ohm would have liked to have gone with him to Heidelberg to restart his mathematical studies. Langsdorf, however, advised Ohm to continue with his studies of mathematics on his own, advising Ohm to read the works of Euler, Laplace and Lacroix. Rather reluctantly Ohm took his advice but he left his teaching post in Gottstadt bei Nydau in March 1809 to become a private tutor in Neuchà ¢tel. For two years he carried out his duties as a tutor while he followed Langsdorfs advice and continued his private study of mathematics. Then in April 1811 he returned to the University of Erlangen. His private studies had stood him in good stead for he received a doctorate from Erlangen on 25 October 1811 and immediately joined the staff as a mathematics lecturer. After three semesters Ohm gave up his university post. He could not see how he could attain a better status at Erlangen as prospects there were poor while he essentially lived in poverty in the lecturing post. The Bavarian government offered him a post as a teacher of mathematics and physics at a poor quality school in Bamberg and he took up the post there in January 1813. This was not the successful career envisaged by Ohm and he decided that he would have to show that he was worth much more than a teacher in a poor school. He worked on writing an elementary book on the teaching of geometry while remaining desperately unhappy in his job. After Ohm had endured the school for three years it was closed down in February 1816. The Bavarian government then sent him to an overcrowded school in Bamberg to help out with the mathematics teaching. On 11 September 1817 Ohm received an offer of the post of teacher of mathematics and physics at the Jesuit Gymnasium of Cologne. This was a better school than any that Ohm had taught in previously and it had a well equipped physics laboratory. As he had done for so much of his life, Ohm continued his private studies reading the texts of the leading French mathematicians Lagrange, Legendre, Laplace, Biot and Poisson. He moved on to reading the works of Fourier and Fresnel and he began his own experimental work in the school physics laboratory after he had learnt of Oersteds discovery of electromagnetism in 1820. At first his experiments were conducted for his own educational benefit as were the private studies he made of the works of the leading mathematicians. The Jesuit Gymnasium of Cologne failed to continue to keep up the high standards that it had when Ohm began to work there so, by 1825, he decided that he would try again to attain the job he really wanted, namely a post in a university. Realising that the way into such a post would have to be through research publications, he changed his attitude towards the experimental work he was undertaking and began to systematically work towards the publication of his results [1]:- Overburdened with students, finding little appreciation for his conscientious efforts, and realising that he would never marry, he turned to science both to prove himself to the world and to have something solid on which to base his petition for a position in a more stimulating environment. In fact he had already convinced himself of the truth of what we call today Ohms law namely the relationship that the current through most materials is directly proportional to the potential difference applied across the material. The result was not contained in Ohms firsts paper published in 1825, however, for this paper examines the decrease in the electromagnetic force produced by a wire as the length of the wire increased. The paper deduced mathematical relationships based purely on the experimental evidence that Ohm had tabulated. In two important papers in 1826, Ohm gave a mathematical description of conduction in circuits modelled on Fouriers study of heat conduction. These papers continue Ohms deduction of results from experimental evidence and, particularly in the second, he was able to propose laws which went a long way to explaining results of others working on galvanic electricity. The second paper certainly is the first step in a comprehensive theory which Ohm was able to give in his famous book published in the following year. Teaching career Ohms own studies prepared him for his doctorate which he received from the University of Erlangen on October 25, 1811. He immediately joined the faculty there as a lecturer in mathematics but left after three semesters because of unpromising prospects. He could not survive on his salary as a lecturer. The Bavarian government offered him a post as a teacher of mathematics and physics at a poor quality school in Bamberg which Ohm accepted in January 1813. Unhappy with his job, Georg began writing an elementary textbook on geometry as a way to prove his abilities. Ohms high school was closed down in February 1816. The Bavarian government then sent him to an overcrowded school in Bamberg to help out with the teaching of mathematics. Memorial for Ohm at the Technical University of Munich, Campus Theresienstrasse After his assignment in Bamberg, Ohm sent his completed manuscript to King Wilhelm III of Prussia. The King was satisfied with Ohms book, and offered Ohm a position at the Jesuit Gymnasium of Cologne on 11 September 1817. This school had a reputation for good science education and Ohm was required to teach physics in addition to mathematics. The physics laboratory was well-equipped, allowing Ohm to begin experiments in physics. As the son of a locksmith, Ohm had some practical experience with mechanical devices. Ohm published Die galvanishe Kette, mathematisch bearbeitet (The Galvanic Circuit Investigated Mathematically) in 1827. Ohms college did not appreciate his work and Ohm resigned from his position. He then made an application to, and was employed by, the Polytechnic School of Nuremberg. Ohm arrived at the Polytechnic School of Nuremberg in 1833, and in 1852 he became a professor of experimental phy sics at the University of Munich. The discovery of Ohms law Further information: Ohms Law Ohms law first appeared in the famous book Die galvanische Kette, mathematisch bearbeitet (tr., The Galvanic Circuit Investigated Mathematically) (1827) in which he gave his complete theory of electricity. In this work, he stated his law for electromotive force acting between the extremities of any part of a circuit is the product of the strength of the current, and the resistance of that part of the circuit. The book begins with the mathematical background necessary for an understanding of the rest of the work. While his work greatly influenced the theory and applications of current electricity, it was coldly received at that time. It is interesting that Ohm presents his theory as one of contiguous action, a theory which opposed the concept of action at a distance. Ohm believed that the communication of electricity occurred between contiguous particles which is the term Ohm himself used. The paper is concerned with this idea, and in particular with illustrating the differences in this scientific approach of Ohms and the approaches of Joseph Fourier and Claude-Louis Navier. A detailed study of the conceptual framework used by Ohm in producing Ohms law has been presented by Archibald. The work of Ohm marked the early beginning of the subject of circuit theory, although this did not become an important field until the end of the century. Ohms acoustic law Further information: Ohms acoustic law Ohms acoustic law, sometimes called the acoustic phase law or simply Ohms law, states that a musical sound is perceived by the ear as a set of a number of constituent pure harmonic tones. It is well known to be not quite true. WORKS * Guidelines for an appropriate treatment of geometry in higher education at preparatory institutes / notes * The Galvanic Circuit Investigated Mathematically * Elements of analytic geometry concerning the skew coordinate system * Fundamentals of physics: Compendium of lectures

Strategic Hrm At Nestle Business Essay

Strategic Hrm At Nestle Business Essay Human resource management (HRM) is that part of management process which makes, enhances, manages and develops the human element of the enterprise measuring their resourcefulness in terms of talents, abilities, total skills, creative, knowledge, and potentialities for effectively contributing to the organizational objectives. Human resources are precious and a source of competitive advantage. Human resources may be tapped most effective by mutually standard policies which promote promise and foster an inclination in employees to act flexibly in the interests of the adaptive organizations pursuit of excellence. Human resource policies can be joined with planned business and used to reinforce appropriate culture. Human resources play a critical role in enabling the organization to effectively deal with the external environment challenges. The human resource management has been accepted as a strategic partner in the formulation of organizations strategies and in the implementation of such strategies through human resource planning, employment, training, appraisal and rewarding the personnel. Strategic management of human resources facilitates creation of competitive advantage for the organization over its rival by building unique human resource based competence. An organizations recruitment, selection, training, performance management process and compensation practices can have a strong influence on employee competence. The workforce will be more capable if a firm can successfully identify, attract, and select the most competent applicants. Performance appraisal takes in account the past performance of the employees and focuses on their improvement for the future performance of the employees through counseling, coaching or training. The human resource strategy of a business should reflect and support the corporate strategy. An effective human resource strategy includes the way in which the organization pans to develop its employees and provide them with suitable opportunities and better working conditions so that their optional contribution is ensured. This implies selecting the best available personnel, ensuring a fit between the employee and the job and retaining, empowering and motivating employees to perform well in the direction of corporate objectives. STATEMENT OF PURPOSE Consumer packaged goods (CPG) Organization, alternatively called as FMCG industry mainly deals with the production, marketing and selling of consumer packaged goods. The FMCG or Fast Moving Consumer Goods are those goods which are generally consumed at a regular interval by the consumers. FMCG industry has some of the main activities like financing, selling, purchasing, marketing etc. The industry also contributes or also involved in general management supply chain, operations and production. FMCG industry gives a variety of consumables and consequently the amount of money is very high which is circulated against FMCG products. Day by day the competition between the FMCG producers is increases which increasing the investment in FMCG industry is also increasing, specifically in India. Estimated to grow FMCG Sector in India is a very high rate by 2010. PRIME FMCG PRODUCTS Some general FMCG product categories include dairy products and food, drinks, coffee, tea, tobacco and cigarettes, glassware, paper products, pharmaceuticals, dry cells, electronics, prepacked food products, plastic goods, watches, greeting cards, soaps, printing and stationery, household products, detergents, photography, drinks etc. In FMCG industry some of the features which made this organization as a strong distribution networks, are small operational cost, as a prospective one, presence of renowned FMCG companies. Population growth is also one of the major factors behind the success of this industry. INTRODUCTION GOOD FOOD, GOOD LIFE NESTLE is a multinational packaged food company founded and headquartered in Vevey, Switzerland. Page Brothers established the Anglo-Swiss Milk Company for milk products in Cham, Switzerland in 1866 merger in 1905 with the Farine Lactà ©e Henri Nestlà © Company set up in 1867 by Henri Nestlà © to provide an infantfood product. Trademark of Nestlà ©s is birds in a nest, derived from Henri Nestlà ©s personal coat of arms, evoke the values upon which he founded his Company. No. of Nestlà ©s brands are globally renowned, which has made the company a global market leader in different product lines, including chocolate, confectionery, milk, pet food bottled water. FAMILY OF NESTLE Family of NESTLE consists of products related to: Milk Nutrition Beverages Prepared dishes cooking aids Chocolates confectioneries NESTLE is one of the well known FMCG company. In the Every part of the world, the Nestlà © name represents a commitment or promise to the customer or consumer that the product is of high standard and safe. NESTLE support the UNGC (United Nations Global Compacts). UNGC guiding principles on human rights, their aim and labour to offer an example of better labour practices and human rights all over his business activities. Our people played a major role for our success. We give the equal ant respect and dignity to each other and we expect from the every employee to share and contribute their opinions and views to improve Company personal development and results and also promote a sense of personal responsibility. We recruit motivated and competent people, who know and respect our values, provide equal opportunities for their advancement, development, protect their privacy and do not tolerate any form of discrimination or harassment. Human resources of an organization can provide it with a reasonable advantage over its competitors in the fast changing environment. This calls for the strategic management of human resources for the accomplishment of corporate objectives. STRATEGIC HUMAN RESOURCE MANAGEMENT is called as the linking of strategic goals with human resources. No. of objectives in order to enhance or develops an organizational culture, improve organization performance and that fosters flexibility, innovation, and sustainable competitive advantage is called. KEY FACTORS OF SHRM PROCESS The outcomes of the SHRM process which should be evaluated both qualitatively as well as quantitatively. The business strategy it alter and is altered by the SHRM process and which provide the business a good thought of direction. The external environment which is flexible and dynamic in the present global business scenario. The internal environment The general culture and the organizational context which is prevalent in the organization. VISUAL DEPICTION OF THE SHRM PROCESS STAGES OF STRATEGIC HRM PLANNING PROCESS Strategic human resource management is the process by which managers design the mechanisms of an HRM system to be reliable with each other, with the organizations plans and goals and with other essentials of organizational architecture. The main role of strategic HRM is the improvement of an HRM system that increases an organizations awareness, worth, invention, and productivity to customers. Strategic human resource planning (SHRP) involves four distinct stages: Situational analysis/environmental scanning. Estimating demand for human resources. Analyzing the supply of human resources. Developing action plans to close any gap between human resource demand and supply. The first stage of HR planning is the point at which strategic planning and HRM interact. HR planners anticipate sources of threats and identify and should drive the organizations strategic planning and opportunities with the help of Environmental scanning. The strategic ideas or plan implement to environmental circumstances, and HR planning is the mechanisms that an organization can use to accomplish this adaptation process. The second stage, forecasting demand, requires estimating not only how many but also what kinds of employees will be needed by the organization. The demand for employees should be closely tied to the strategic direction of the organization. Forecasting yields advance estimates of the organizations staffing requirements. This is a difficult task, especially for organizations in rapidly changing environments. Four forecasting techniques include expert estimates, trend projections, statistical modeling, and unit-demand forecasting. Estimate by no of expert, a group of experienced or expert provides the organization with demand estimates based on subjective assessments of available economic, intuition, prior experience, and labor force indicators. Trend projection involves forecasting which is based on a previous relationship between the employment and a factor related to employment (e.g. sales levels). Statistical modeling techniques (e.g. regression analysis or Markov analysis) are mor e quantitative forecasting and sophisticated techniques. Unit-demand forecasting requires the unit managers (e.g. department head, project team leader) to analyze the present and future job-by-job, people-by-people needs. The third phase involves studying the number and types of current employees in terms of the training and skills necessary for the future and also the supply of capable workers in the outside labor market. The skills inventory is a major tool used to assess the internal supply of employees. A skills inventory is a list of names, skills and characteristics of the people currently working for the organization. The list of skills coded into the skills inventory should be tailored to the needs for the organization, but might include such factors as level and field of education, knowledge of a foreign language, professional qualification or certification, or licenses held. The organized inventory provides a way to acquire these data and makes them available as needed in an efficient manner. Also important is the need to maintain the inventory so that information is kept current. With regard to the external labor market, the entire country (or world) may be the relevant labor market for hig hly skilled jobs. For unskilled jobs the relevant labor market is usually the local community. After the HR planning system has analyzed both the supply of and the demand for future workers, the two forecasts are compared to determine what, if any, actions are necessary. If a discrepancy exists between the two estimates, the organization needs to choose an appropriate course of action designed to eliminate the gap. The organization has a number of options available when the demand for workers is greater than the supply of workers. The organization might elect to use overtime work with current employees, increase training and promotions of current employees, or recruit new employees. In tight labor markets, the availability of labor is limited (i.e. demand exceeds supply), driving up the price of those employees who are hired, and limiting the extent to which the organization can be selective in its hiring procedures. In a loose labor market, qualified employees are abundant. When the supply of workers exceeds demand, alternative solutions include attrition, early retirements, demotions, layoffs, and terminations. STRATEGIC HRM AT NESTLE Nestlà © aims to increase the business, list of customers, profits and sales but, at the same time, to improve the Standard of living everywhere it is active and the quality of life for everyone. Nestlà © is also convinced that nestle employees is the strength of the Company and it is impossible to achieved without their energy and their commitment, which makes people its most important asset. Involvement of people and also showing their interest at all levels starts with the basic and appropriate information on the Companys activities and also on the specific aspects of their work. Through shared their views, ideas and communication and focused vision, everyone is invited to share and contribute there opinions and views to improvements enhancing Company personal development and results. HR PRACTICES RECRUITMENT: Recruitment is the process of developing and maintaining adequate manpower resources. Recruitment refers to the attempt of getting interested applicants and creating a pool of prospective employees so that the management can select the right person for the right job from this pool. The recruitment process at Nestle is clearly defined. People with qualities like dynamism, realism, loyalty, pragmatism, hard work, honesty and reliable. Match between candidates values companys culture. Recruitment for management levels takes place in the head office and all others at the branch level. The existing employees are promoted to higher posts as per the requirements. There are no lateral recruitments. Another source of recruitment is campus placements and human resource consultancies. People management policies, basic values principles elaborated in- Nestle management leadership principles- The Nestlà © Management and Leadership Principles describe the management style and the corporate values of the Nestlà © Group, specifically in the area of interpersonal relations. Nestle human resources policy- This policy encompasses those guidelines which constitute a sound basis for efficient and effective HR Management in the Nestlà © Group around the world. Nestle people development review- this policy throws light on Nestlà ©s culture and core values, different training programs and life of employees after work. PERFORMANCE MANAGEMENT: Performance management includes all standard procedures used to appraise contributions, potentials and personalities of group members in a working organization. It is a process which is important for making accurate and impartial decisions on employees for secure information. At Nestle performance appraisals of Employees are done in order to understand each employees abilities, competencies and relative merit. Formal assessment by Line Managers and HR once a year with feedback. Subordinate can question an unfair evaluation. Specific Key Performance Indicators have been enlisted by the HR department. One of the important key performance indicators is achievement following the Nestle management and leadership principles. Remuneration structure and promotion criteria take into account individual. TRAINING: Training is a major and also an important part of organized activity for increasing the skills and knowledge of people and also to understand the deep knowledge of task that what they have to perform or for a definite purpose. It involves systematic procedures for imparting technical know-how to the employees so as to increase their knowledge and skills for doing specific jobs with proficiency. From the Company floor to the upper management, training at Nestlà © is continuous. Nestlà © people provide this training and it is constantly appropriate to the professional life. Nestle provides the following- Literacy training-to upgrade essential literacy skills, especially for workers who operate new equipment (Mission-directed Work Team Approach). Employees are also sent abroad to study markets, consumer tastes etc. Nestle Apprenticeship Programmes. Local Training Programmes-on issues ranging from technical, leadership, and communication and business economics. Employees are also sent abroad to study markets, consumer tastes etc. JOB DESIGN: Job design refers to the way the tasks are combines to form a complete job. Job design is a process which integrates work content ( tasks, functions, relationships), the reward ( extrinsic and intrinsic), and the qualifications required (skills, knowledge, abilities) for each job in a way that meet the needs of employees and the organization. The job design process under NESTLE is a very detailed and strategic process. Selection-Combination of written test, GD interview (Interviews for top Management posts). The company incorporates practices like Job Enrichment and Job Enlargement, to motivate employees and to break the monotony of their job tasks. The correspondent herself works in both sales and brand management departments, which is an example of job enlargement. PAY STRUCTURE: pay structure is generally the pay ranges and levels or hierarchy of job. We can also say it as a salary structure. It set out the different level of pay for different types of employees. It may mean the structure of the total wage of a worker or group of workers is composed; Nestle strives to offer fair remuneration. Remuneration level is above the average in industry. The variable component of the salary is comparatively big to reward individual Performance. In case of higher management level, the variable part is linked to individual team target achievements. REWARDS INCENTIVES: it consists of a variety of modules that can be presented to reward employees and identify unique performance. The structure is based on consistent, delivering equitable and fair rewards to a differentiated group and consists of the following non-financial and financial rewards. Passion to Win awards- These quarterly awards have been institutionalized to reward those who over-achieve their targets. Long-service Awards- To recognize employees who have been with the company for more than 30 years. Nestle Idea Award- It was found from the correspondent that the company institutes Nestle Idea Award every quarter to recognize and award employees who come up with relevant and innovative ideas which have the potential of being implemented at Nestle. 3.3.7 BENEFITS: Nestle offers a comprehensive and competitive benefits package designed to meet the varying needs of employees. These benefits are an integral part of total compensation package and provide employees and their families valuable protection during employment with Nestle. The following benefits are provided to all employees, with no discrimination- Leave-Personal Medical (fixed no. per year) Children Education Assistance Scheme Provident fund Retirement Gratuity Scheme Group Insurance Accidental Insurance Scheme Conveyance Reimbursements Residential Accommodation Monthly health check-ups free consultation for self family etc. 3.3.8 EMPLOYEE RELATIONS: Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems which arise out of or affect work situations. Nestle provides a very healthy working environment which is one of the reasons why Nestlà ©s employees state their commitment level to be very high. Employee turnover is less than 5%., which is considered to be very low for a Multinational Corporation. Nestle has a open culture upward communication especially in case of grievance redressal is encouraged. Work/Life balance is given importance, as illustrated in the Nestle Human Resource Policy document. Nestle Family annual events are organized by their HR department whereby employees along with their families are invited. Emphasis is laid on safety of employees (Nestle Policy on Health and Safety at Work). 3.3.9 CHANGE MANAGEMENT Nestle has adjusted to the ever-changing external environment for the last 140 years since its inception 1866 without losing its fundamental views and fundamental values. It manages Change and drives sustainable profitable growth by following the policy of making gradual changes instead of making drastic and risky changes. ERP implementation- In June 2000, Nestle SA signed a contract of $200 million with SAP with additional $80 million for maintenance and consulting to install an ERP system for its global enterprise to maintain centralize a multinational that subsidiaries in 80 countries and have owns 200 operating companies. While the ERP system was likely to have long-term benefits, the project touched the corporate structure and culture. The structure was decentralized, and it tried to centralize it. This was initially opposed by employees but with subsequent measures taken by the HR like training etc., this has been successfully implemented. 3.310 SAFETY HEALTH: Every employer is required to carry out a risk assessment for the workplace which should identify any hazards present in the workplace, assess the risks arising from such hazards and identify the steps to be taken to deal with any risks. The Nestle Operational Safety, Health and Risk-Management Strategy document illustrates that: Nestle is dedicated to safe healthy work environment. Regular safety assessments audits take place by internal external bodies. CONCLUSIONS AND RECOMMENDATIONS The Model employed by Nestle is one of High Performance, High involvement and high commitment. Nestle is unique in the sense that it has been able to successfully inculcate its business objective as well as its core values, consistently in its employees day-to-day activities starting from recruitment till continuous performance appraisals. Like, open and flexible culture is ensured by way of providing training programs to employees at all the levels. This kind of culture is also supported by decentralized structure of Nestle. Transparent performance appraisal systems and the freedom given to them to question their seniors benefit not only the employees but even the organization as a whole. Nestles emphasis on individual achievement is evident from the kind of pay structure HR has designed for its employees. Need to develop consultation/awareness program to assist the employees for their better understanding of the policies. More incentives should be offered to the employees who provide services to the organization for more than two years continuously. Nestlà ©, over its long historical development from a small village operation to the worlds leading food Company, has demonstrated an enviable capability to adjust to an ever changing external environment, without losing its fundamental beliefs and core values, so important for long-term success. Over the years to come, this capability of using HR as a strategic partner in implementation of companys activities will continue to be challenged even more as Nestlà © is growing in size and complexity up to a dimension which demands a continuous evolution of its organization and of the way in which it is run. Its motivation based on willingness to learn and to question what it is doing and why it is doing it, combined with its long standing respect for Nestlà © values, will assure its success.

Abortion: Where Has Morality Gone? :: abortion argumentative persuasive argument

Joan Didion's essay, "On Morality," poses the question, "What is 'right' and what is 'wrong,' what is 'good' and what 'evil'?" (182). In today's society, often times many people do not even consider this question before taking action. Morality has become a gray area in which morality can scarcely be defined. For instance, Merriam Webster's Collegiate Dictionary defines morality as "the quality of being in accord with standards of right or good conduct." However, everyone has a different opinion of right and wrong. This difference of opinion on what is moral causes many disputes such as in the topic of abortion. Some people believe it is a woman's prerogative to choose whether or not to have a child, while still many others believe it is "morally" wrong. On the other hand, there are moderates who disagree with the idea or the morality of abortion, but agree that there are certain circumstances that should give the woman the option. Since abortion is essentially th e killing of an unborn child, why are women who abort not convicted as murderers; just as women who kill their children face such charges? Morality should be a standard at all times and abortion should be no exception. In fact, abortion is destroying the life of a child; therefore, it should be considered morally wrong, except when extenuating circumstances leave no other choice for the woman. While deciding whether to be pro-life or pro-choice, many people consider the moral aspect of abortion and its consequences. On the pro-choice side, a woman should have the right to choose whether or not she wants to give birth. The argument is that it is her body and she is the one who will have the responsibility of caring for that child. The problem, however, with this argument is that it does not take into consideration whether abortion is right or wrong, and it does not deal with the morality of the issue. However, the arguments of the pro-life side may be more correct simply because they make a moral judgment. In Merriam-Webster's Collegiate Dictionary, abortion is defined as the "termination of a pregnancy often accompanied by, resulting in, or closely followed by the death of an embryo or fetus.

Racism in the Film Remember the Titans Essay -- Movie Film Football Ra

In the movie "Remember the Titans" there are many lessons that every person should learn in their life. One of the most important lessons is that of racism. In this day and age some people believe that racism is over because there are no longer any slaves, some people believe that there is still racism but that it is ok. I believe that those people would benefit a great deal from seeing this movie. I know that there is still racism, I also know that it is not ok. There is a scene in this movie where the coach takes the team on a long run in the middle of the night. They end up at the break of dawn at a cemetery. The coach tells the young men of the battle that was fought on that ground. He told of the blood shed on those grounds that turned the whole area red. This can help many people that want to make a difference in this world. They had to stand up for their new knowledge to people that they love and trust. The people in this story go through a great transformation from hating each other to being as close as brothers but I do not feel that the end result is the most important part. These boys had very difficult decisions to make. I think that all these young men were raised to be racists to varying degrees. This graveyard moment was a very clear message that could not be misunderstood. They learned tolerance for those of their loved ones that couldn?t or wouldn?t learn as quickly as they did. If we are to ever overcome the misguided beliefs we gain from our parents we need a very good explanation of why we should believe another way. Without this I do not think that the team would have ever come together because they had been raised to hate each other their whole life. The learned the importance of friendship and what i... ...n effort to get along. Their friendship was so secure and they were so pleased that they had learnt to overcome the racial issues and spent the time to get to know each other. They both still acted as if they were better than each other and they weren?t going to attempt to change this, even when they were playing football together. If something went wrong they would blame each other, or disagree, and always end up fighting and usually about different things, like who was better and right. By observing the friendship emerging between Gerry and Julius other people began to realize that having friends of a different race was not wrong. This also made Gerry and Julius?s friendship grow even stronger as they made a huge impact on the community. They started to understand each other and created a bond that was so strong that their appearance didn?t seem to matter anymore. Racism in the Film Remember the Titans Essay -- Movie Film Football Ra In the movie "Remember the Titans" there are many lessons that every person should learn in their life. One of the most important lessons is that of racism. In this day and age some people believe that racism is over because there are no longer any slaves, some people believe that there is still racism but that it is ok. I believe that those people would benefit a great deal from seeing this movie. I know that there is still racism, I also know that it is not ok. There is a scene in this movie where the coach takes the team on a long run in the middle of the night. They end up at the break of dawn at a cemetery. The coach tells the young men of the battle that was fought on that ground. He told of the blood shed on those grounds that turned the whole area red. This can help many people that want to make a difference in this world. They had to stand up for their new knowledge to people that they love and trust. The people in this story go through a great transformation from hating each other to being as close as brothers but I do not feel that the end result is the most important part. These boys had very difficult decisions to make. I think that all these young men were raised to be racists to varying degrees. This graveyard moment was a very clear message that could not be misunderstood. They learned tolerance for those of their loved ones that couldn?t or wouldn?t learn as quickly as they did. If we are to ever overcome the misguided beliefs we gain from our parents we need a very good explanation of why we should believe another way. Without this I do not think that the team would have ever come together because they had been raised to hate each other their whole life. The learned the importance of friendship and what i... ...n effort to get along. Their friendship was so secure and they were so pleased that they had learnt to overcome the racial issues and spent the time to get to know each other. They both still acted as if they were better than each other and they weren?t going to attempt to change this, even when they were playing football together. If something went wrong they would blame each other, or disagree, and always end up fighting and usually about different things, like who was better and right. By observing the friendship emerging between Gerry and Julius other people began to realize that having friends of a different race was not wrong. This also made Gerry and Julius?s friendship grow even stronger as they made a huge impact on the community. They started to understand each other and created a bond that was so strong that their appearance didn?t seem to matter anymore.

Comparing Microsoft Windows NT and Unix

The decision to utilize Microsoft Windows NT Server or one of the many Unix operating systems is the concern of many IS managers around the world today. Unix is not a single operating system; it refers to a family of operating systems which includes AIX, BSDI, Digital UNIX, FreeBSD, HP-UX, IRIX, Linux, NetBSD, OpenBSD, Pyramid, SCO, Solaris, SunOS, just to name a few. Microsoft Windows NT has a well-known reputation. But these managers have to consider whether or not choosing a Microsoft product can increase the company's profits. The cost of the network operating system (NOS) will be the ultimate factor in their decision. It is not just the initial cost of the hardware however, but rather many other factors will need to be considered to insure that further maintenance costs are not overwhelming. For instance, software licenses will need to be procured. Technical support agreements will need to be assessed. The costs of upgrades/service packs, hardware upgrades will need to be weighed for both types of systems. Determining which system has a greater occurrence of glitches can be a factor in estimating lost profits for every hour of downtime. If the company should experience a glitch, how substantial will personnel costs for recovering/recreating data be? Knowledgeable systems administrators will need to be employed to maintain the system. This task is not to be taken lightly as these are only some of the situations to be considered prior to making a decision on which NOS to purchase. Since accruing costs is a primary concern for managers, the conditions previously discussed give an indication that a combination of server hardware and operating systems seems to be the most cost-effective option for long term use. Unix is a fully developed, group of operating systems known for its performance, reliability, and security in a server environment. On the other hand, Windows NT Server has the advantage of Windows 95's popularity. This desktop operating system is already being used in homes and offices everywhere. Before making the operating system decision a manager should consider visiting the local library to research the particular subject. It will be difficult to find current unbiased literature. But a determined manager or QM student should be able to separate the important information from personal preferences. Most of the older books are concerned with theory using Unix as a guide. For current information, periodicals are the best source. But as stated earlier, much of it is very biased one way or the other. The preferences are split down the middle with half of the professionals supporting Unix or a Unix variant and the other half supporting Microsoft products. Operating systems (OS) were originally developed as a large set of instructions for large mainframe computers in order to control the hardware resources of the mainframe. Thereafter, they have been developed to run on smaller and smaller computers, first mini computers then on the new personal computers (PC). But, the main job of the OS was the same, a layer between the hardware and the user. The main reason for having an OS is for the application programmers to have a common base upon which to run their applications, no matter what hardware is being used. One important function of the OS is to perform file management. This allows applications to read or write to disk, regardless of the hardware being used or how it is stored. Without this feature programmers would have to write new programs for every different type of hardware and every different type of hardware configuration. However, Microsoft Windows is the dominant PC OS, so most of the applications written today are written for the Windows environment. When businesses initially began to use desktop PCs in the 1980†³s, there was no connection between PCs and mainframes or between the PCs themselves. The PC was normally used for word processing, spreadsheets, etc. Soon users wanted to more efficiently share resources than disk swapping allowed. A solution emerged, networking, and to control these resources, network operating systems (NOS) were developed. At first NOSs allowed the most basic of functions like sharing printers and files. Soon the NOSs role expanded greatly to management of the resources in the local network, and to link up with other local area networks (LAN), therefore creating wide area networks (WAN). NOS's controlled the network through a server. The server only controlled the resources directly linked to it and the PCs used a second OS that controlled their specific hardware. Peer-to-peer networks later developed. While using a peer-to-peer LAN there was no need for a dedicated server, which was great for small businesses with few users. But with many users and large amounts of data, a greater need surfaced for a dedicated server. Managers without knowledge or experience with systems and network administration find it difficult to choose a server platform. This report will attempt to compare and contrast Microsoft Windows NT Server and Unix, a mixture of commercial and non-commercial operating systems originating from the same source so they share many similarities. The main focus of the paper is to assist managers in choosing a network operating system using quantitative methods. The issues of comparison discussed are in the areas of product costs and licensing, functionality, reliability, and performance. These are presented to provide a more complete view of these products. Most managers will agree that the mere cost of an operating system is trivial when evaluating the big picture. Although Windows NT Server 4.0 can be expensive, a Unix variant can be bought for a minor dollar amount. In order to match the functionality of a BSDI (a variant of Unix) installation, additional Microsoft products and third party solutions would bring the final price of a comparable NT solution within a reasonable cost. What can you expect from Windows NT Server and from Unix immediately after acquiring the systems? NT and Unix can both communicate with many different types of computers. Both Unix and NT can secure sensitive data and keep unauthorized users off the network. Essentially, both operating systems meet the minimum requirements for operating systems functioning in a networked environment. As computers become more and more utilized in our world today, reliability is the more significant feature, even more important than speed. Although performance is largely a function of hardware platform, it is in the area of reliability that the choice of operating systems has the most influence. An operating system may offer more functionality. Also, it may be more scalable. To add to that it may even offer greater ease of system management. But if you are constantly being challenged with glitches in the system and are unable to even get any use out of the system because it is always down, what good are these advantages? Processing power is largely a function of computer hardware rather than of the operating system. Since most commercial Unix operating systems run only on high-end workstations or servers, Unix has historically been considered an operating system for high-end hardware. To say that Unix outperforms NT based on the results of differing hardware would be unfair to Microsoft. One should compare NT Server's performance to that of Linux or FreeBSD, since all three operating systems run on the same hardware which is Intel, the hardware-type most often used with NT. A truly unbiased comparison of performance would have to be based on benchmarks, but these are few and usually only focus on specific areas like web performance. There are some specific issues that affect performance. Unix does not require a graphical user interface to function while NT does. Graphics require incredible amounts of disk space and memory, the same holds true for sound files. This report provides assistance to managers in selecting a NOS to implement. Comparison points have been presented which are factors in the decision making process. These decision factors have become apparent through research and experience. Each specific decision factor is weighted on its significance concerning the network operating system. Listed below is the comparison of the factors between Unix and NT. *The training factors are based on amount of training required, less training is rated as more desirable. Using quantitative methods with the numbers in figure 1 the following scenario has been developed. A manager is interested in purchasing a NOS for his company. He would benefit by first evaluating the items on this list, rating each factor from one to ten, the most desirable being ten. An example is given below.