Carnival Event Essay

To conclude this magical event full of happiness, dances, music, costumes and charisma produce in every single person each year a colorful spirit of carnival. To conclude this magical event full of happiness, dances, music, costumes and charisma produce in every single person each year a colorful spirit of carnival. The lovely kids that every body was waiting for arrived to the carnival event. Preschool beautiful princesses were already dancing through all the marathon gym so every single person could see the great dancers they were. We could say that this show was a triumph just because of the presentation of preschool with all the little kids that had happy faces during all the presentation so they keep us motivated and gave us energy to bravely keep shouting and applauding to them. After this amazing carnival event of the British international college finally finished, some interviews to certain teachers were made. Mrs. Sarah, primary teacher and queen of the event, told us â€Å"even though I’ve never been in a carnival event before I can say that this â€Å"lectura del bando† was totally Very exiting for me. Very serious Mr. Nelson, high school teacher, told us â€Å"well I could honestly admit that this year dew to the fact that there were no high school queen it was a very organized and colorful event and Finally with a big smile in his face , Mr. Guy , headmaster of the school told us â€Å"that he was very proud of all the work done in this fantastic event were teachers and student gave all their effort . The lovely kids that every body was waiting for arrived to the carnival event. Preschool beautiful princesses were already dancing through all the marathon gym so every single person could see the great dancers they were. We could say that this show was a triumph just because of the presentation of preschool with all the little kids that had happy faces during all the presentation so they keep us motivated and gave us energy to bravely keep shouting and applauding to them. After this amazing carnival event of the British international college finally finished, some interviews to certain teachers were made. Mrs. Sarah, primary teacher and queen of the event, told us â€Å"even though I’ve never been in a carnival event before I can say that this â€Å"lectura del bando† was totally Very exiting for me. Very serious Mr. Nelson, high school teacher, told us â€Å"well I could honestly admit that this year dew to the fact that there were no high school queen it was a very organized and colorful event and Finally with a big smile in his face , Mr. Guy , headmaster of the school told us â€Å"that he was very proud of all the work done in this fantastic event were teachers and student gave all their effort .   This surprising and colorful event started at 7:00 a.m. and took place in the marathon gym. Everyone was very exited, there were beautiful dresses every were, blue, yellow, red, black, all colors you can imagine. People were amazed o f such gracefully dances with the folkloric music. The main event of this fascinated carnival opening started with the entrance of the princesses and â€Å"rey momos† of primary. they all had spectacular carnivals costumes which in a way they â€Å"illuminated† the marathon gym with they dances and the charisma they had. This surprising and colorful event started at 7:00 a.m. and took place in the marathon gym. Everyone was very exited, there were beautiful dresses every were, blue, yellow, red, black, all colors you can imagine. People were amazed of such gracefully dances with the folkloric music. The main event of this fascinated carnival opening started with the entrance of the princesses and â€Å"rey momos† of primary. they all had spectacular carnivals costumes which in a way they â€Å"illuminated† the marathon gym with they dances and the charisma they had. Yesterday morning in the British international school we had one of the most expected event of the year â€Å"lectura del bando† one of the happiest celebration of the carnivals. Yesterday morning in the British international school we had one of the most expected event of the year â€Å"lectura del bando† one of the happiest celebration of the carnivals.

Hr Report on Telenor

INTRODUCTION OF TELENOR:- [pic] In Pakistan Telenor launched its operation in March 2005 as the single largest direct European investment in Pakistan, setting precedence for further foreign investment in the telecom sector. In a little over two years, Telenor have grown to become a leading telecom operator in the country. In fiscal year 2006, Telenor achieved nearly 200% growth in their subscriber base- The Highest in the industry by a wide margin. Telenor is the fastest growing mobile network in the country, with coverage reaching deep into many of the remotest areas of Pakistan. In most difficult terrains, from the hilly Northern areas to the sprawling desserts in the south, at the time they are the only operator connecting the previously unconnected. Telenor are spread across Pakistan, creating 2,200 direct and 20,000-plus indirect employment opportunities. We have a network of 15 company-owned sales and service centers, more than 200 franchisees and some 100,000 retail outlets. [pic] VISION STATEMENT:- Telenor vision is simple; they exist to help their customers to get the full benefit of communication service in their daily lives. The key to achieving this vision is mindset where everyone works together. Making it easy to buy and use their services. Their vision is inspiring vision to find new ways. Telenor vision statement is:- MISSION STATEMENT:- At Telenor, it is believed that responsibility and trust are inseparable. Telenor must have trusting relationships its customers, owners, employees and society in general. Therefore a determined effort is made to attend to the group responsibilities in society in comprehensive and innovative way. Telenor striving to be a driving force in creating, simplifying and introducing communication and content solutions to the market place. Their mission statement is:- CORE VALUES:- Telenor has mainly four core values: ? Make it easy ? Keep promising ? Be inspiring ? Be respect full MARKET SHARE OF CELLULAR INDUSTRY IN PAKISTAN:- [pic] From the above chart we see that Telenor has catched up the warid. Both are tied up at this time. HUMAN RESOURCE MANAGEMENT PLANNING HUMAN RESOURCE DEPARTMENT OF TELENOR:- Human Resources (HR) is about creating a winning organization, generating outstanding business performance through the development of people and teams. Working in Telenor organization is high profile, rewarding and demands the ability to take tough, insightful decisions and translate them into action. HR's overall function is to devise and implement strategies and policies to ensure that they have the right people with the right skills. Within that, there are numerous options For example; it could be covering culture change, leadership development, strategic talent management, coaching and skills development or alignment of reward with performance. OBJECTIVE OF HUMAN RESOURCE DEPARTMENT:- The objective of the Human Resource department is â€Å"To Facilitate Growth. Telenor people are the most important asset. In Human Resources (HR) they support and develop people, enabling them to deliver outstanding business performance. Telenor culture is about empowering people, both to contribute to their business objectives and to achieve their own personal and career goals. HR's overall function is to devise and implement strategies and poli cies to ensure that we have the right people with the right skills. HR manager has most important function to they guide the employees how they move on corporate ladder. Manager must know what is the employee’s strength and weakness. So they train the employees in weak areas. RECRUITMENT & PLACEMENT PRACTICES SELECTION PROCESS:- Telenor selection process is designed to identify the potential to become the future business leaders, while helping people decide if Telenor is the right organization for them. JOB POSTINGS:- The type of mediums that they use in order of preference for posting their jobs. 1. Internal C. V Pools: They keep track of all their employees CV’s & when they have jobs available they look for potential candidates among their own staff for internal recruitment. Filling a vacancy by their current employees is their first choice. . Head hunters:- Telenor has assigned human resource corporations or agencies to look for talented & well knowledgeable people for them & provide them with people with the specific descriptions that Telenor has posted. 3. Newspapers:- In case they don’t get people from above sources they go for public offerings by giving ads in news papers mostly well known an d mass published newspaper having goodwill in the market such a s† Dawn†, â€Å"The News†Ã¢â‚¬â„¢ or â€Å"Jang† 4. Campus Drives:- Telenor also sends its HR teams to different universities campuses for finding out the potential talent that can be of use to them in the future. Their HR people have the descriptions or know description according to which they look for prospective employees. They also provide internship opportunities and then select suitable candidates and then conduct 1-2 normal interview and then offered to job to selected candidate. COMPENSATION PRACTICES COMPENSATION PLANS:- Before deciding on the compensation plans the H. R department try to understand the goals of the company. Groups of pay ranges are developed so that it would be easier to make compensation plans for the employees. Usually promotions to higher group depend upon the efforts of the employees and very seldom on their experience. Compensation plans include both direct and non-direct compensations. JOB EVALUATION:- The HRM department of Telenor does Job evaluation. The method used by the company is Point method. In point method points and degrees are specified. HRM department conduct the salary surveys, evaluate jobs, and develop pay grades, use wage curves and fine tune pay rates. The information is kept as confidential to make sure that no information is being leaked out. In Telenor employee also do job evaluation by himself. The employee is often being given individual goals, so he has to work on how to achieve those goals. The goals assigned to him will make sure that employee constantly learns and improves in order to achieve the goals. The goals are always very challenging and require the employee to critically analyse his strengths and weaknesses and look for the competencies that he wants to develop. PERFORMNCE DEVELOPMENT PLANNING SYSTEM:- Telenor have â€Å"Annual confidential reporting† for their employee’s evaluations, under which they measure employee performance. This process of measuring performance is run in collaboration with HR & the concerned department whereby each employee is evaluated on occasional basis & in case the performance is above expectations they are instantly rewarded, however in other circumstances of less than par performance there are no punishments such as demotions, salary cuts etc but they are warned in writing, if this does not improves their performance they are again given a second letter in writing which is the last warning they get for improvements. APPRAISAL METHODS:- Telenor uses various appraisal methods most common ones are: ? Ongoing Feedback ? 360Degree Feedback PAY STRUCTURE:- The pay structure of Telenor is kept confidential. They don’t provide much information regarding their pay structure. The limited information that was provided to us was that including the basic pay. They are also given bonuses, fuel, and advance in case of emergency. Telnor provides it employees with increments on annual basis. The factors that are kept in consideration during increments are the inflation rate of the country, the kind of task the employees have performed and the kind of experience or position the employees hold. All these factors ensure that they don’t encounter any salary compression problem in their work setting. They also analyze the pay structure of their competitors & if they see any changes they also work out their basic pay structures accordingly. Measures are also taken to keep an internal equity among various jobs in the organization. However what we have analyzed during the whole reporting process is that they are paying comparatively higher than the industry. JOB SAFETY PROGRAMS:- Telenor provides certain job safety programs such as Smoke free environments: there are certain areas called â€Å"Smoking room† where people can smoke. Smoking inside the office is strictly prohibited. ? Fire Equipment: Fire alarms are installed in various places and people are given training to operate them. ? Emergency Bell: the employees are made familiar with the emergency bell, which will ring in case of earthquake or any other matter. HEALTHY WORK ENVIRONMENT:- Telenor is responsible for supporting a working environment characterized by high job-satisfaction, opportunities for personal and professional development, and low rate of sick leave and injuries. Telenor’s managers are responsible for establishing effective arrangements to identify and eliminate or control work-related hazards and risks, and promote health at work. These arrangements are organized, planned, implemented and evaluated with employee participation. Telenor has established a Health, Safety and Working Environment (HSE) Management System to ensure that the effort to develop and maintain a good working environment is an ongoing process throughout the Telenor Group. TELENOR EMPLOYEES STRATEGIES TO MOVE UP ON CORPORATE LADDER :- Most employees want to move the corporate ladder and is the responsibility of manager how they guide them. They help to choose the right career. They guide the employees about their career and they also trained the employees according to their job. CAREER PLANNING PROCESS AT TELENOR:- An on going process preparing, implementing and monitoring career plans undertaken by the individual alone or in concern with the organizations career systems. The practice of organizational career planning involves matching an individual’s career aspirations with the opportunities available in an organization. If a career management is successful, the individual and the organization must assume an equal share of responsibilities for it . The individual must identify his or her aspiration and abilities and through counseling, recognize what training and development are required for a particular career path. Long term career planning focuses on Core Workplace Skills such as communications (verbal and written), critical and creative thinking, teamwork and team building, listening, social, problem-solving, decision-making, interpersonal, project management, planning and organizing, computer/technology, and commitment to continuous/lifelong learning. Telenor focus on short term and long term career planning:- SHORT-TERM CAREER PLANNING: Short-term career plan focuses on a time frame ranging from the coming year to the next year. For a short term career planning Human resource department with the help of HR manager focuses on following exercises:- 1. Analyze likes and dislikes:- They enjoy training programs, company’s quarterly/annual meetings and dinning, national and international traveling etc. Every single corporate decision is taken after a consultation with all relevant departments. 2. Analyze Passion:- Analyze passion reflects on times and situations in which they feel most passionate, most energetic, most engaged. 3. Analyze strengths and Weakness:- In this analyze work experience, education, training, skill development, talent and abilities, technical knowledge, and personal characteristics. 4. Analyze Definition of success:- â€Å"Success comes to those who make it happen not to those who let it happen† It means spend some time on knowing how they define success. What is success in their point of view such as wealth, power, control and contentment? 5. Analyze Personality:- They prefer young, bachelors, soft spoken, cool minded, found of traveling ,excellent team player/leader, down to earth and definitely educated etc In each department they seek an individual who is a good intellectual. LONG-TERM CAREER PLANNING:- Long term career planning usually involves a planning of five years or longer and involves a broader set of guidelines and preparation. Long range career planning should be more about identifying and developing core skill that employees will always value while developing personal and career goals in broad strokes. Like HR department has its own plan that how to develop managers and leaders for tomorrow. They have strongly plans to develop individuals who can look after several different regions while sitting in Islamabad office (Head office). Similar opportunities and case studies are offered to such members to gauge their skills and interests. Beside this an emphasis is also on providing knowledge of all related and relevant things that may help in their future jobs. USEFUL TOOLS /RESOURCES OF CAREER PLANNING AT TELENOR:- These are the tools that use for career planning at Telenor:- . Career assessment tools:- They have a collection of best self assessment tools, designed to give a better idea to their employees to analyze attitudes and interests as they relate to possible career choices. Employees are welcomed to share their classified information with HR department and seek professional solutions for their work-related problems. For example; the major tool they used for self assessment are workbooks and workshops and for organizational assessment major tools are performance appraisal, succession planning. . Career change resources Some tools and resources specially established for jobseekers contemplating a career change. For example I f an employee want to change his career from IT professional to HR person they are provided opportunity for job shadowing. Employee’s actual moves between few departments he likes work therefore a few days and then finalizes with relevant head of departments and HR manger to switch to specific department. 3. Career exploration resources:- They give their employees opportunity to find some great resources designed to help them in order to learn more about different jobs, careers and career exploration. 4. Transferable skills: The concept of a transferable skill is a vital job –search technique that all the job- seekers should master, through the concept is especially important for career changers and college students. For example each member involved in any type of training is held responsible to transfer all these skills to a next person. 5. Workplace value assessment:- The assessment tool is used to better understand the core values of the employees working in organization and also analyze what the employees want in their jobs, and career. For example make their employees to fill the required details of all kind of national and international training in the event feed back forms then the management able to know the learning objectives of employees which they want further in their careers. Telenor offers exciting and challenging careers with competitive pay, excellent benefits and exceptional advancement opportunities. Telenor care their employees and provide them with a relaxed and enriching working environment. Telenor training and further education programs ensure a high professional standard amongst our employees. Telenor believe that a talented and loyal workforce plays a crucial role in the organization’s ongoing business success. Telenor's management and organization is imbued with joint values. The Group Management has devised five leadership requirements that apply to all managers in the Group, and all management groups shall discuss what these requirements mean to them. The demands are: †¢ Passion for business †¢ Change and constant renewal †¢ Operational excellence †¢ Empower people †¢ Integrity TRAINING & DEVELOPMENT PRACTICES TRAINING:- The process for providing employees with specific skills or helping those correct deficiencies in their performance. ? Training is the systematic process of altering the behavior of employees in a direction that will achieve the organization goals. Training is related to present job skills and abilities. It has a current orientation and helps employee’s master specific skills and abilities needed to be successful. A formal training program is an effort by the employees to provide opportunities for the employee to acquire job related skills, attitude and knowledge. ? Learning is the act by which the individual acquire skills, knowledge and abilities that result ion a relatively permanent change in his /her behavior. TRAINING METHODS:- I There are to types of training methods. 1. On t he job training 2. Off the job training 1. On the job training:- It includes job rotations apprenticeship, understudy assignment and formal mentoring program. 2. Off the job training:- Off the job training includes:- ? Seminar ? Lectures ? Conferences ? Workshops TELENOR TRAINING METHODS:- In Telenor training methods include:- 1. Class room lectures:- It conveys technical, personal and problem solving skills and also demonstrates their technical skill by film and videos. 2. Simulation exercise:- It includes actual performance, case analysis, and experimental exercises, role playing and group interaction. 3. Vestibule Training:- It includes learning tasks on the same equipment but in a simulated work environment GOALS OF TRAINING:- These are the goals of training 1. Training Validity: Did the trainees learn skills or acquire knowledge or abilities during the learning. 2. Transfer Validity:- Did the knowledge, skill, abilities learned in training lead to improved performance on the job? 3. Inter organizational validity Can a training program that has been validated in one organization be used successfully in another firm? TYPE OF TRAINING:- Following are the types of training that are commonly used in general in any organization. 1. SKILLS TRAINING:- It includes basic literacy skills, technical skills, and interpersonal skills and problem solving skills. 2. Cross functional Training:- It involves training employees to perform operation in areas other than their assigned job. 3. Creativity Thinking: It is based on assumption that creativity can be learned 4. Literacy Training:- It involves the mastery of basic skills reading, writing, arithmetic and their uses in problem solving. 5. Diversity Training:- Diversity training program are designed to teach cultural differences and how to respond to these in work place. . Crisis Training:- It involves preparing employees with tragedies, crashes and workplace violence etc. 7. Customer Service Training:- It include provide customer service to give the employee the skills they need to meet and exceed customer expectation. TELENOR TYPES OF TRAINING:- Training divided into two parts:- 1. Technical Training:- Technical training is conducting whenever they introduces new scheme so that they tr ain their employees about the usage of this new scheme. 2. Non Technical Training:- This training is further divided into two parts IT Based Training:- This training relates to equipment and technology Non –IT based Training:- Non IT based training is also divided in two section in first section Management training, Communication training, Teams training, Group training is given to employees. And in second section is consisting of launch scheme training, Price training, Customer training. DEVELOPMENT:- An effort to provide with the abilities the organization will need in the future. Diagnostic steps in development program CRITERIA FOR TRAINING VERSUS DEVELOPMENT:- |Training |Development | |Focus |Current job |Current and future job | |Scope |Individual employees |Work group or organization | |Time frame |Immediate employees |Long term | |Goal |Fix current skill eficit |Prepare for future work demands | Their scope of training is on individual employees such as the training of HR manager; where as scope of development is on the entire workgroup like sales group working in their separate departments or other groups in their organization. Their training is job precise and addresses particular performance defects or problems, where as development is concerned with the work force‘s skills and versatility. Their training tends to focus on immediate organizational needs while development tends to focus on long term requirements. The goal of training is a fairly quick improvement in workers performance their main aim is to satisfy their customer as well as for this purpose they train their employees and spend huge amount on their training for this they focus on the immediate organization needs. Whereas the goal of development is the overall enrichment of the organizations human resources Training strongly influences present performance levels, while development pays off in terms of more capable and flexible human resources in the long run. Their highly tailored approach to training ensures that their employees enjoy increased performance, achieve higher levels of customer delight and more motivated and committed towards their work. RELATIONSHIPBETWEEN PERFORMANCE APPRAISAL AND CAREER:- There is specific description of HR manager responsibilities that are associated after conducting evaluation with respect to career development. Assessment:- Effective preparation of performance development plans, for their employees, requires the ability to assess the needs of the employee and the organization. Employee may develop own skills in this area by attending the course, â€Å"Enhancing Career and Organizational Options,† offered by Staff Education and Development on job. Help their employees to set career goals that are consistent with their skills, knowledge, experience and interests by providing feedback based on observations and assessment of their abilities, readiness and potential. The assessment should be based on manager’s actual experience and observation of employee performance and behavior rather than on assumptions and personal biases. Providing Information:- HR manager will support career development when he informs an employee about options for and possible barriers to career movement. For example, he may tell his employees about upcoming positions or openings for which they may be qualified, or about budgetary constraints which may inhibit career options or development opportunities in the unit or department Referral:- Refer employees to others who can assist them in achieving development goals. It is the responsibility of HR manager, to be aware of the appropriate referral sources both within and outside of the department. He may refer employees to books, journals, professional associations or other sources of information. He may also put them in touch with people who might be willing to serve as mentors or with those who might provide an information interview in which employees can learn more about a field or position from someone who is currently working in that area or capacity. Guidance:- Encourage employees to focus on clear, specific and attainable career goals. Share knowledge and experience with employees. Typical questions employees have are: 1) What is required to move to the next logical position? 2) What are the chances for advancement in this department? 3) How to be mobile within the company? 4) What is the difference between a promotion and an upward reclassification? 5) Who to contact for further information or career counseling. Provide guidance to employees about steps they might take to improve existing skills and knowledge or develop in new functional areas. Develop:- HR manager support employee development when he assigns employees roles or tasks which challenge them and provide the opportunity to grow. Base decisions about development options and opportunities on a careful assessment of the employee's readiness to accept additional or new responsibilities or challenges. Provide on-the-job training and refer employees to classes, workshops, and other learning and development opportunities, and recommend employees to serve on committees, task forces or cross-functional teams. CONCLUSION:- As Telenor one of the best cellular organization, thus it is very difficult to for me give recommendations to them. They continuous review their strategies and make adjustments according to their requirements. They follow almost all norms of efficient working environment and at the heart of it lies the HRM department that manages people very effectively. The HRM departments make programs like performance development planning, which ensures that the employees learn the skills are necessary to achieve the organizational goals. Other then that, they also want employees to put up suggestions for training needs. These way employees evaluate themselves and ask for training if they feel any deficiency. They have also discussed the career path from both perspective organizational point of view and individual point of view. After informal chat with the employees we come across that they are satisfied with their work, working environment, salary, incentives and the behavior of top management. In my point of view Telenor is the best company providing services to their customers. But few things like long working hours and working even on public holidays and fear of monotonous job is one of the greatest challenge which HR department need to meet in coming years. After analyzing I came to know that the training they provided to their employees is satisfactory after informal chat with some employees I realize that employees are happy and satisfied with their current job status and also they are able to handle all the tasks given to them because they trained in such a manner that they become the master of all traits that’s why they easily handle every new challenge and complicated projects. Their performance appraisal is directly link with the career of their employees and that’s why after evaluating it will be helpful for employees that HR manager properly guide them in order to set career goals that are consistent with their skills, knowledge, experience and interests by providing feedback based on observations and assessment of their abilities, readiness and potential. By this employees get to know where they stand right now and what are their strengths and weaknesses through which they get the opportunity to know the possible movements in their careers. They are also triumphant in order to keep the motivational level of their employees and that’s why turnover rate is tremendously low as compare to other companies because they give appropriate incentives to their employees, provide them such type of friendly environment so that employees themselves motivated towards their work and provide their employees full opportunity to develop their career. In this way Telenor organization guide their employees how they move up on corporate ladder. RECOMMENDATION ON TELENOR:- ? The company should increase the number of intakes for the management trainee programs and also for internships. This would help students from all over the country who want to be a part of this multinational to learn from their practices. On the other hand, the organization will get more people to assist them. ? There should no biasness at all because due to this the conflicts are not to solve but it will increase so it should better,do not iterfere any personel matters of others but try to understand each and every one should live equality. other so that they would exactly know what are the deficiencies in the current employees and what are the areas that they will have to focus on for training. Job rotation is not effectively used by the organization as a tool which would help employee learning and growth. Other then the management trainee program, the tool is not used anywhere else. Thus, restricting the employees in their own departments and with their own works and limiting their understanding about the workings of other departments and jobs. ? Frequent postings to different locations with in the country creates dissatisfaction among the employees. The organization must recruit employees from the same location where the vacancy is from. Recruiting the employee from different city and then placing him in other city would decrease employees job satisfaction. ? Communication trainings and tests should conduct by the company for the betterment of the Company and the employees. ? The Company should be flexible in recruiting the person because no one is perfect in this world so he should be up to the mark and have ability to fulfil the requiments of the Company. STRATEGIES OF MINE THAT HOW I MOVE UP ON CORPORATE LADDER IN ORGANIZATION:- If I want to move on a corporate ladder that means firstly I will decide my career planning. CAREER PLANNING PROCESS:- The decision that how I will spend my working life is critically important. To manage my work/life effectively, i need to understand What I am, what options I have, how I can get to where I want to go. I may not be able to control all the circumstances that impact upon my life, but I can influence the direction my life is going, and I can make decisions that are right for me. Managing your career is not a one-time event; it is continuous cycle of personal development. As goals are reached, new goals are established and development continuous in new direction. There are several steps in process, as illustrated below:- Steps Of Career Planning Process:-[pic] Step 1:- Determine where I want to go:- In first step managing my career I will know myself, an important part of this self insight knows where i want to go in career. Why do I pursue the work and the life I do? In short in this step I will identify the interests, values, and skills that already have and which allow me to contribute productively to my workplace. This will help me to see more clearly which competencies and life interests I want to continue to use in a work setting and those i may want to develop further. This self- reflection will guide me in determining career goals that are a good fit. Step 2:-Identify my strength and development areas In this step I will identify my strength and areas of development. It will enable me to receive input from my manager, peers, people, and other colleagues on the leadership competencies deemed critical to the provincial service. Step3:- Make a career development plan:- In this step I will create my career development plan. Completing the plan will help me make the link between my career goals and the development that will help me move toward the achievement of my goals. Based on my past performance, strengths and career goals, I will prioritize my areas for development. I will identify what type of opportunities will target my development areas and explore how to access these opportunities. Step 4:- Getting closer to your goals:- For many individuals, their career goal involves moving into a new position. Success in getting a job – externally or within government – is largely determined by gaining entry to the interview and then interviewing well. Good resumes are ital to getting an interview and strong interview skills are a must in selling the match between your qualifications and the job requirements. This workshop will provide you with the necessary skills to compete effectively for job opportunities. CONCLUSION:- According to me, Be a leader, generate different ideas, be willing to hard work, face challenging jobs , loyal to organization, colleagues, boss and also loyal to yours self that is the method of moving up on corporate la dder. QUESTIONAIRES FROM HR MANAGER OF TELENOR:- Q1) Do have career Planning strategy in your organization? Q2) what are the objectives of career planning and management in your organization? Q3) Do you have careered planning strategy in your organization? Q4) Do you assessment/ development centers in organization? Q5) How do you manage individual versus organization related to career development? Q6) Do you think career development is valuable for organization and employees? Q7) How do you make the training plan? Q8) What are the key difficulties and challenges faced by your organization in achieving the career development strategies /objective? Q9)In your estimation are you achieving the desired objectives of career development. BIBLIOGRAPHY:- www. telenor. com. pk www. altavista. com. pk www. google. com. pk ———————– Telenor – ideas that simplify Telenor – to create value for the customer by providing quality services @ affordable price. Training Technical Non-Technical Product Specific IT Based Training Non-IT Based Training Work analysis: Observation Questionnaires Performance review Critical incident Management training Communication training Teams training Group training Sales training Brand training Price training Customer training Determines behavior needed to perform work and performance standard. Examine work requirements, specifications and changes in work Organizational analysis: Discussion Rewards Analysis of meetings Review goals, mission and strategic plan Determine short and long term goal of the organization. Human resource analysis: Observation Records Critical incidents Develop behavior objectives to be accomplished through development programs. Objectives to be used in evaluation of success of program.

Animal Trainer

For education animal trainers often need just a high school diploma or GED equivalent. Some require a bachelor’s degree and additional skills. For example marine mammal trainers usually need a bachelor’s degree in biology, marine biology, animal science, psychology, or a related field. Skills needed for the job are moderately challenging because of the amount of hard labor work involved. They include training, feeding, grooming, bathing, exercising, and cleaning the animals as well as disinfecting and repairing the cages. For references there isn’t much needed. Having a certification is advantageous. For a certification applicants have to demonstrate their practical skills and pass two written exams. As for summer jobs, there are a few that can be helpful to shelter workers or veterinarians. Just volunteering is a good way to get your foot in the door for a good job in that field such as an animal trainer. As an entry level job u would start with on-the-job training learning the basics of taking care of the animals. Employees do prefer to hire people with experience so it’s better to start with an education and work your way up. The working conditions of an animal trainer are tough. It’s unpleasant and physically or emotionally demanding at times. Most workers have to clean cages and lift hold or restrain animals, risking being bitten or other injuries. Trainers may work outdoors in all kinds of weather, and the work setting can be noisy. For animal trainers hours are very irregular. Often weekend and holiday shifts. Some are on duty 24 hours a day. For vacation time, that isn’t blatantly specified, but based on the facts I know already unless a person is off on the holiday shifts it seems like animal trainers don’t get much of a vacation. Salaries for this job are significantly low at around a max of $31,590 a year. Average salaries are between 16k and 24k. Physical and emotional stress is big in this job. All of the hours worked caretaking for animals, lifting, cleaning; the skills needed basically, can really take a toll on someone in this job. Usually the people that work in this field are veterinarians, animal control, other animal helpers, etc. and they are usually animal lovers. I personally am not an animal lover but I like to have a dog or pet. You’re evaluated by your peer employees and the employees above you or at a higher authority such as the manager of the establishment. To me there aren’t many advantages to this job besides it works with animals and it’s an easy job to be hired at. The disadvantages are numerous. The hours worked, the time not spent with family, the amount of pain possibly involved and with all of that hard work, not very much in return with a very low salary. If I chose to apply for this job it could definitely help me in the long run if I play my cards right. The more I work as an animal trainer the more I am recognized and could possibly be advanced which includes a higher salary, more time with family, and higher salary, as well as a better future! As an animal trainer I’d also have a lot of opportunities in my career path, such as advancing up to adoption coordinators, animal control officer, emergency rescue driver, assistant shelter manager, or shelter director. In conclusion, am I suited for this career? , in my opinion no. Referring back to the disadvantages, the amount of hours away from family is a big part of that and the stress involved. That kind of work I can do but it’s not something I’d enjoy as a career. The positive side is there are a lot of job openings for an animal trainer that if all else fails it are something to fall back on. To possibly attain the goal of being an animal trainer and enjoy it is a stretch but very possible. Possibly a raise or knowing that I will have fun at times. Being able to see my family is what bothers me the most, but a job is a job. I’ll need one anyway I can get it especially in the shape the economy is in.

Humanity sammary 1 Essay Example | Topics and Well Written Essays - 500 words

Humanity sammary 1 - Essay Example She prays to Artemis, asking to be killed so that she could be with Odysseus in the Underworld. Penelope’s cries wakes up Odysseus, who prays to Zeus to give him a sign, and was reciprocated with a bang of thunder from Zeus. Odysseus asks for another sign and this time, one of Odysseus maids asks that this be the suitors last day. These signs were enough to encourage Odysseus to avenge himself on the suitors. Telemakhos gets up and the house springs to life as he puts on his full array. Eurykleia tells the maids to clean the house and fetch water for a feast day. Men went inside, bringing firewood, while the swineherd brings pigs, and the goatherd and two shepherds bring goats. Melanthios insults the beggar, who is actually Odysseus, but Odysseus restrains himself from fighting back. Philoitios was much kinder as he extends a warm welcome to the beggar saying that he reminds him of his master, Odysseus. Philoitios mentions that he also wants the suitors to be gone because they were making excessive demands on his cattle. The beggar tells him that Odysseus will soon come to kill them and to this, Philoitios replies that Odysseus can count on his help. Meanwhile, the suitors plot to kill Telemakhos, when an eagle with a dove in its talons flies by and so they drop the plan. Telemakhos seats Odysseus alone and warns the suitors to keep their hands and tongues to themselves. However, Athena prompts the suitors to continue abusing Odysseus and so Ktesippos throws a cow’s foot which did not hit Odysseus. Telemekhos becomes angry and threatens Ktesippos and the other suitors. The suitors conceded and agreed not to make fun of the beggar anymore. Then, Agelaos tells Telemakhos to talk with his mother and encourage her to marry one of them. Telemakhos says that he does encourage his mother but cannot force her. To this, the suitors burst out with laughter. Then, Theoklymenos the visionary tells

Financial Sector in GCC Countries Essay Example | Topics and Well Written Essays - 3750 words

Financial Sector in GCC Countries - Essay Example Nonetheless, current events indicate increasing cooperation among GCC countries on particular trade matters such as customs duties, quality standards, cross-member investment, and intellectual property right protection (USTR 179). An agreement for free trade among the six member countries in 1983 was one of the early achievements of the Gulf Cooperation Council. All of the six member countries were signatories to the United Economic Agreement which provides duty free access to all products manufactured in GCC member countries with compliance to existent origin and ownership laws (Al-Muharrami et.al. 5). With the aim of achieving goals for greater economic integration, member states agreed in 1999 to set external tariffs to a common range by 2005. In January 2003 the six GCC member states put up a Customs Union which in theory implies that member states are to adopt integrated customs laws and regulations, one point-of-entry, with open internal exchange of products and classification of products as national origin inside the GCC. Tariff application, income allocation and quality standards are some of the unresolved issues related to the bylaws of the Customs Union. The council was set to agree in 2005 on convergence criteria for adoption of a single currency in 2010 (USTR 179). Bahrain is one of the most diverse and active financial centers in the Gulf. Much of the financial sector's growth can be credited to the oil boom of the 1970s and the replacement of Beirut as a major banking hub during the 1980s. The financial sector is presently the biggest contributor to GDP at 27.6 per cent. Around 370 offshore banks and representative branches are established in Bahrain (IMF Country Report). . The Bahraini government is planning to draw more foreign banks to the area and is anticipating eliminating impending competition from Dubai and a return of Beirut. The government is assessing the structure that polices commercial banking sector of Bahrain in line with the above objectives. The government implemented new, fortified policies for the insurance sector in 2001 (USTR 33). The Bahrain Stock Exchange (BSE) started operation in 1989 with two responsibilities: playing as a securities controller with management of the capital market and functioning as a securities exchange. Foreign businessmen will be permitted to own 100 percent of listed banks within three years. The BSE has also introduced several information facilities to disseminate real-time values for all listed in real time through satellite TV (IMF Country Report). In July of 2000, the Ahli United Bank (AUB) was established by Bahrain's Al-Ahli Commercial Bank (ACB) and United Kingdom's United Bank of Kuwait (UBK) as an offshore banking unit. Trading began in August 2000 of shares of the AUB. The bank has a capital of $323.5 million which symbolizes an important development in the future of financial sectors in the region (USTR 33). Finance and Banking in Kuwait Kuwait has benefited from considerable budgetary surpluses starting from 1999. The budgetary surplus has risen to 40 per cent of GDP in 2005 and is projected to be in the rate of 43 per cent of GDP in 2006. This has been brought about by remarkably higher oil prices coupled with larger

World regions Essay Example | Topics and Well Written Essays - 500 words

World regions - Essay Example The nature of yin-yang lies in interchange and interplay of two components. The alternation of day and night or coldness and hotness is an example. The Taoist belief system holds that the best way an individual can improve his life is by learning how to create his own yin-yang power. Yin Yang power permeates our world. There is a way to balance it to our advantage. These two different states will alter into each other under definite circumstances. For example, in the process of affliction from an illness, a person will experience a high fever, turmoil, and uneasiness. All of a sudden, the fever will slough off. A period of listlessness will then engulf the patient. This is the example of the yin succeeding the yang. The yin and yang are even used to explain the functions of the human body. When speaking of the yin and yang of the body, the upper part, is the yang and the lower part is the yin. The skin is the yang, and the body viscera are the yin (Bishop, 2010). The vital energy that courses through the body to strengthen man is the yang. The liquid life force that bears that energy through the body and to various organs is the yin. What this seeks to portray is that all forces of nature work together to render the balance that is necessary for survival. All opposites that an individual will experience such as wealth and poverty or illness and health, touch on the yin yang reality. They can be explained in relation to the short-term dominance of one theory over another. Since no one principle dominates eternally, it means that all the conditions are subject to change. It is a way of nature to process through periods of flourishing and decline. The Chinese view opposites as evolving and declining. There is neither right nor wrong but a balance, transformation, interaction, and dependent opposition. Both sides are needed to maintain a balance. Since one principle produces the

U08a1 Personal Reflection Project Essay Example | Topics and Well Written Essays - 2000 words

U08a1 Personal Reflection Project - Essay Example ..""Aesthetics"" or esthetics is a branch of philosophy dealing with the definition of beauty† (Singh 2008). The concept of beauty is subjective in nature as it had been popularly coined by the phrase â€Å"beauty is in the eye of the beholder† (Martin 2009). The phrase "the aesthetic point of view† depends on the person’s perspectives which was developed though various experiences and orientations. I realized from the given assignments of the course, the sense of beauty was slowly enhanced and awareness was honed through personal direction accorded by the diverse art forms and medium. The Marketplace Visit was my initiation to an enlightenment in understanding the aesthetic approach to one’s surroundings, particularly the restaurant I visited, in lieu of the market place. There was a realization at this point that the concept of beauty is actually experienced through other senses, not just the sense of sight. With various aromas, taste of the T-bone steak and the thirst that was quenched by the iced cold un- sweet tea, in conjunction with the calming effect of the atmosphere designed in the old Wild West, it was as if I was brought back into time and was made to relish the warmth and comforts of good old days. Beauty was experienced through the senses provided by the Hoof and Horn visit. Taking a picture was another memorable experience which attained learning the value of appreciating beauty at its natural form. The â€Å"Unnamed Tree† could just be disregarded by majority as an eyesore – a dried and dying unpreventable consequence of nature. However, the aesthetics in that picture could be seen as one reflects on the aspects of its surroundings, its artistic form, its sublimely matt color and the remaining breath of life through the birds nestling in its contoured branches. The viewer – giving meaning and life through one’s eyes provide enormous amounts of aesthetics in the unnamed tree’s existence. Designs, brands, corporate logos

Value of Outdoor Play in the Early Years Essay Example | Topics and Well Written Essays - 250 words

Value of Outdoor Play in the Early Years - Essay Example ldren are spending a considerable amount of time in the settings that pay attention to the structured education as well as recreational activities and therefore leave very little time for the children to participate in the plays that are self-initiated. Outdoor play cultivates all the aspects of the development of the children and it develops a foundation of physical, social, emotional as well as intellectual skills that are needed for success in schools as well as in life. Play that is characterized by pretending encourages communication and therefore enhances skills that are needed in communication, role playing as well as perspective taking while developing the skills that are needed to solve problems which include persuading, compromising as well as cooperating (Mayesky, 2009, p. 128). Learning that takes place outside the classroom has the advantage of supporting the development of a lifestyle that can be perceived to be healthy since it gives children the chance to take part in physical activities which involve freedom and movement while encouraging a sense of wellbeing. It also allows them to have contact with the natural world while availing to them experiences, which are specific to the outdoors that may include exposure to the weather as well as different seasons. It also goes a long way in the development of skills that are needed for dealing with problems while developing a sense of creativity as well as opportunities that will enhance imag ination, ingenuity and

MARKETING AND MARKETING STRATEGY Assignment Example | Topics and Well Written Essays - 1000 words

MARKETING AND MARKETING STRATEGY - Assignment Example A stimulated customer decides how much information (if any) is needed. If the need is very high and there is a product or service that satisfies the need at hand, the buying decision is most likely to be made immediately. If not, information seeking process begins. A person may seek information from personal sources i.e. from friends, and family members, neighbors or from commercial sources i.e. from salespeople, advertising, point-of-sale displays retailers and dealers. The importance and influence of the collected information vary from one product to another and by customer. This is followed by the evaluation stage where the consumer chooses between alternative brands, products and services. In the case where a product is high involving, the customer carries out thorough evaluation. After extensive evaluation, the customer makes a purchase decision basing on the gathered information (Schultz, 2006). This is followed by post-purchase decision (cognitive dissonance) which is the final stage of the decision-making process. This is mostly common in consumers who express a lot of concern after making a buying decision. After buying a product, the customer may feel that the alternative product could have been a better. In such instances, the consumer will not purchase immediately but is most likely to switch to another brand next time. Like the high involving purchases, the buying process begins with problem recognition. At this stage, a buyer perceives a need or a problem or reacts to a marketing stimulus. A person may seek information from limited sources unlike in high involvement where various sources are considered. This is followed by the evaluation stage where the consumer chooses between alternative brands, products and services. In the case since the product is low involving, the customer carries out simple evaluation. After the evaluation, the customer makes a purchase decision basing on

PAYMENT AND TRADE FINANCE - A Case Study- corporate finance involving Essay

PAYMENT AND TRADE FINANCE - A Case Study- corporate finance involving law - Essay Example Saida tenders to Big Bank plc a pre-printed â€Å"shipped on-board† bill of lading with an issuance date of 31 March. There is also a notation referring to â€Å"10,002 tonnes Class A cement fully loaded on 1 April with 5% on deck†. Saida has also tendered a word-processed cover note referring to 10,000 tonnes Grade A cement marked â€Å"as original† but not signed, and an invoice for â€Å"approximately 10,000 tonnes high grade cement†. It is generally known in the industry that Class A means cement with a purity percentage of at least 98%†. A surveyor’s certificate is also tendered which states that the cement is slightly discoloured. Big Bank has reservations about the documents and pays Saida â€Å"under reserve† and â€Å"without prejudice†. Armita, Small Bank’s manager, refuses to reimburse Big Bank on the basis of non-compliance. She also suspects that the date entered by the shipmaster on the bill of lading is fals e. Armita also demands to see a certificate of origin because it is her bank’s policy not to deal with goods emanating from certain countries. Saida has also contracted to sell a consignment of sulphur to Turhan. The contract requires Saida to secure for Turhan’s benefit, a performance guarantee to the amount of ?30,000 issued by Nidhi Bank, a bank in London, England, guaranteeing Saida’s performance. That guarantee is expressed in the following terms: â€Å"We undertake to pay you on your assertion of Saida’s default or breach of Contract No 34/06 in writing being received at this office and bearing our reference Guarantee No 666/05A ... † Saida refuses to ship when she discovers Turhan has failed to open a letter of credit in her favour. Turhan’s bank has declined to issue the letter of credit because of liquidity problems. Turhan makes a demand under the guarantee on Nidhi Bank by making a statement asserting Saida’s failure to shi p but the demand refers to "Guarantee No 666/05". Discuss the rights and liabilities of the parties under English law. Ans# Trade credit is often used as a method of payment for both the domestic as well as the international trade business. However, it is mostly used in international trade considering the overall risks involved in the international trade transactions as well as the role of banks in facilitating the payments between the parties. As such the credit used for the purchase and financing of the inventories and current assets is called short term credit whereas the credit used for the financing of the capital expenditure is considered as the long term finance and both types of finances can be availed through international trade transactions.1 It is important to understand however, that the payments in the international trade finance are often governed through different laws. Most importantly laws and regulations set by the International Chamber of Commerce or ICC are consi dered as binding on the parties involved in the international trade transactions. The major set of rules governing the international trade transactions include UCP 600 which actually provide a detailed overview of the rights and obligations of each party to the transaction in the international trade besides governing the swift completion of such transactions. 2 Under UCP 600, not only the rights and obligations of the parties are outlined but the overall role and responsibilities of the banks and

Self Assessment Essay Example for Free

Self Assessment Essay Overall, I feel that I have not done up to my expectations over the course of the two presentations. Comparatively, these are the areas that have improved/worsened: Engagement with Audience I feel that I had improved marginally by not referring to my phone (which happens to be my script) as often, but however, I was still distracted by the phone as well as the power point slides. Half of the time, I was busy referring to my script as well as the power point slides, causing me to lose engagement with the audience. This is one of the biggest problems that I have to overcome through this course. More often than not, I tend to forget the content that I wish to express, which results in the constant reference to the script and slides. Furthermore, when I was looking at the audience, I tend to look forward instead of looking at every single one of them. I believe I can overcome this problem by rehearsing with friends; with an audience of at least two people so that I can familiarize myself with looking at the crowd more often, instead of just simply looking forward. Preparation of Presentation In the course of preparation, I adopted the use of presentation slides, which I feel were quite meaningful in illustrating what I was trying to express. This helps to capture the audience’s attention and gives a clear picture of the topic that I was presenting. However, while preparing the script, I employed the use of several bombastic words that impeded my presentation in terms of expressing fluently. I feel very restricted to the script; I find myself having the obligation to follow exactly what the script says. This is very detrimental to my presentation and as a result, I kept referring to my script while doing the presentation whenever I forget a specific sentence. I feel that I should prepare a script in point form, rather than in specific structured sentences. This way, I will be less restricted by the script which is supposed to aid me, not the other way round. Articulation and Fluency In my opinion, I feel that I can pronounce and articulate words rather well, which is one of my stronger areas. However, there is a tendency that I will stutter, most likely due to nervousness as well as the obligation to express specific sentences which I described above. There is much to improve and I believe that more practice will be able to correct my tendency to stutter. Nervousness Overall, I was more nervous during OA1 compared to the practice presentation. It was reflected in the way I was referring to my slides and script, as well as stuttering. I feel that I was too reliant on my script, which caused me even more nervousness once I happen to let slip on my memory. Ample practices will definitely aid me in managing my nervousness. Furthermore, after these two presentations, I feel that I had gained experience which will definitely aid in my future presentations.

The business activities of Wal-Mart and Tfl Essay Example for Free

The business activities of Wal-Mart and Tfl Essay For this assignment, I will be describing how political, legal and social factors are impacting upon the business activities of Wal-Mart and Tfl. For businesses, this is important because they need to know how these change such as political decisions made by the government or changes to the law or changes that take place in society over time is going to affect their business. Political Factors Political factors is an external environment in which a business functions. This is a type of external constraint for a business and are related to actions of governments. This factors can affect how the business operates. Political factors include politicians, who make important decisions. These can be done at national level at the UK parliament. This is because the UK is a representative democracy, who has a member of parliament that are elected. There are political parties who with the most Members of Parliament run the country. This party is led by the Prime Minister who appoints the Cabinet of Ministers in charge of key areas of the government. Political stability is the durability and integrity of a current government regime. This is determined based on the amount of violence and terrorism expressed in the nation and by citizens associated with the state. A stable society is one that is satisfied with the ruling party and system of operations and is not interested in revolutionary or despotic ideas. For businesses, they hate instability. Businesses operates according to forecasts and scenarios about the future so instability is not what they want. Political stability is important for Wal-Mart because the society is satisfied so that this provides a platform for Wal-Mart to sell their goods. However if the is political instability in the UK, it affects the decision making process and their profits. This is because the confidence in the economy will go down and customers will be less likely to spend. For Tfl, political stability is important because as the organisation budget is paid by the government, if there is instability the money flow will get disrupted. Also when political instability happens there is usually conflict and as Tfl provides a transport service, there could be damage. However in the UK there is a stable political system, so this is the environment for the business to grow  and expand. Another political factors which affect a business is the fiscal policy of t he business. Fiscal policy is the means by which a government adjusts its spending levels and tax rates to monitor and influence a nations economy. It is the sister strategy to monetary policy through which a central bank influences a nations money supply. These two policies are used in various combinations to direct a countrys economic goals. Fiscal policy works by increasing or decreasing tax levels and public spending to maintain the health of the economy. Fiscal policy affects Wal-Mart because by changing the amount of disposable income people have to spend. This can affect the consumer demand. This happens by higher taxes. If taxes are higher than customers will have less money to spend and this will affect the profits of Wal-Mart as less people have money to spend. For Tfl, the fiscal policy will affect the business because as Tfl is a publicly funded, if there is a cut in taxes this will lead to less money for the government. To balance the books, the government will have to cut spending. This directly affects Tfl because their budget will be cut. Another political factor which affects a business is the membership of inte rnational trading organisations. For the UK, they are part of the EU or European Union. The European Union, or EU, is known formally as the European Economic and Monetary Union. It establishes a common market among its 28 member countries. This means that all border controls between members have been eliminated, allowing the free flow of goods and people. The EU common market also means that any product legally manufactured in one member state can be sold in any other member, without tariffs or duties. Taxes have been standardized. Practitioners of most services can operate in all member countries. The cost of airfares, the internet and phone calls have fallen dramatically. By being the EU it affects Wal-Mart because as Wal-Mart is an international company it is easier to operate in the EU because the regulations are same and taxes are similar. Also the EU sets regional policies, so if a country in the EU is struggling and need help the EU will help. This affects Wal-Mart because their investment will be safer because the EU will not let the country collapse. For Tfl, being in the EU helps because as Tfl provides a transport service it needs to import the go ods to improve the infrastructure of the London and being in the EU it is easier and with less paperwork to get the goods. Another political factor which  affects a business is the enhancing of the skills of the working population. This means the education of the youngster of the UK, the training of the working population and research. The government can affect this by the spending it does on the education system and apprenticeships. This affects Wal-Mart because as the UK economy recovery there is an increase in the demand of skilled workers. Wal-Mart needs skill workers for the finance, Management and etc. so with the skilled workers the business can expand. For Tfl, it needs skilled worker because as Tfl provides a transport service it needs engineers how there is a shortage as 88% of employers report not being able to find qualified engineers. Also as Tfl is a publicly funded organisation is has a set budget for employees so the business is at a disadvantage because it cannot pay the same as private businesses. So this is why the enhancing of skilled workers is important for businesses. Finally, another political factor which affects businesses is the government support for different types of organisations. For private businesses, the government gives tax credit to businesses for employing more people or expanding their business. This affects Wal-Mart because this provides a goal because if the grow they will get awarded. Also if Wal-Mart expand they will get bigger profits and with the tax credit, it is easier to grow. For publicly owned companies, the government supports them by paying for part of their budget and the public businesses don’t pay taxes. This affects Tfl because the company doesn’t have to worry about taxes cutting into their profits and as the government pay for their budget, there is less worry about paying for everything. So these are five political factors which affect Wal-Mart and Tfl. Legal Factors Legal factors are things and laws that the government or higher authorities pass that would have an effect on how business are run. Businesses must operate within the framework of the law. However if the business fails to follow the law then it can lead to fines and even imprisonment of directors. Therefore, businesses give high priority to make sure they comply with the law. There are three main types of laws business follow: Company law – Tow businesses are set up and run Contract law – The contract that businesses make with employees, consumers,  suppliers and so on Competition law How businesses deal with employees, consumers, suppliers, and so on, and how businesses are allowed to compete with each other. Company law Company law is providing a framework for businesses. Company law is the field of law concerning companies and other business organizations. This includes corporations, partnerships and other associations which usually carry on some form of economic or charitable activity. One example of a company law is the Companies Act 2006. This is an Act which was passed by the Parliament of the UK. The act provides a rule book for the companies in the UK. This act is an improvement on the Companies Act 1985 because it now it is: To enhance shareholder engagement and a long term investment culture; To ensure better regulation and a Think Small First approach; To make it easier to set up and run a company; and To provide flexibility for the future The key parts of the act is: The Act codifies certain existing†¯common law†¯principles, such as those relating to†¯directors duties. It implements the†¯European Unions†¯Takeover†¯and Transparency Obligations†¯Directives. It introduces various new provisions for†¯private†¯and†¯public companies. It applies a single company law regime across the United Kingdom, replacing the two separate (if identical) systems for Great Britain and Northern Ireland. It otherwise amends or restates almost all of the Companies Act 1985 to varying degrees.[2] This affects Wal-Mart because as Wal-Mart has a board of directors, this act states that there must be one person as a director and there cannot be one sole director and the minimum age of the director must be 16 years old. This affects Wal-Mart because it needs to employ more individuals to help run the business and this will affect the profits of the business. For Tfl, this act affects the business because as a part states that accounts must be submitted within 9 months of the year end and this is a change from within 10 months. This affects Tfl because now it needs to spend money reorganising the structure of the business so that it can submit  the account on time. Furthermore, a failure to do some will lead to a fine. Contract law Contract law is the protection of consumers and employees. This is a body of law that governs verbal or written agreements relating to exchanges of goods and services, money, and properties. Businesses form contract with many different individual, groups and bodies outside the business. This include: Lenders Employees Consumers Suppliers of stock Suppliers of equipment Sellers of land and building For contract law there is two main types. These are contracts with consumers, and contract with employees. However I will be doing contracts with employees. The legislation I will discuss is employment law. Employment law is the legal relationship between the worker and employer. A key component of employment law is the creation of a contract. A contract of employment should include details such as names of employer and employee, job title and job description, date employment starts, the place of work, the address of the employer, amount of pay and how it will be paid, hours of work, holiday pay entitlement and notice period required. The contract is legally binding and if the employer or employee breaks the law they can get sued. This affects Wal-Mart because a part of employment law is the minimum wage, which is currently at  £6.50 per hour for workers aged 21+. This is the lowest Wal-Mart can go in payment, this affect the choice of Wal-Mart because they cannot decide how much they want to pay but it is forced upon them. For Tfl, the employment law affect them because of parts such as the EU directive call the Working Time Directive. This set out that there should be a minimum rest period of 11 consecutive hours in every 24-hours period. So Tfl have to give their employees this, even if they are falling behind in work, they have to employ a new set of worker to catch up. Competition law Competition law is a set of rules that promotes or seeks to maintain market  competition by restricting anti-competitive practices by businesses. Also these are laws governing how businesses can compete with each other. For example law against restricting business practices to reduce competition such as two or one businesses agreeing to a set price. Also laws against monopolies and mergers to stop businesses from dominating a particular market. This affects Wal-Mart because this company is one of the largest in the world, so they can investigated by the UK’s Competition Commission because they don’t want Wal-Mart to be dominate. This affects Wal-Mart because it restrict them to the amount they could grow. For Tfl, the competition law affects them because as Tfl is in the tertiary sector of the economy, it offers contracts to supply them. This law states that Tfl must review all the bids to make it fair. This adds to the time and costs because it will take a longer period of time to process the bids and accept one. Social factors Social factors relate to changes in the behaviour, taste and lifestyle of communities on the local, national and international scale. Over time many changes take place in society which are relevant for business organisations, such as in: Demographic issues Households and families Education Attitudes to work Changes in structure of the society One social factor is the demographic issues. For the UK, they are experiencing population growth. Currently, the UK population is 64.1 million and it grow by 400,000 last year. This is 0.63% increase from the previous year. For businesses this can be a good thing because there will be an increase in demand. Also population growth also means economic growth. For Tfl, population grow has pros and cons. this is because with population grow will mean there is an increase on the amount of people who use the services. So Tfl will have to spend more money to reduce the strain on the service. This affects the profits of the business. However because of the increase in the population there is going to be an increase in revenue because it costs money to use the service. For Wal-Mart, population growth  is a good thing because more individuals will use their products. This will increase their profits. Another social factor is the changes in structure in the society. Social structure is the di stinctive, stable arrangement of institutions whereby human beings in a society interact and live together. Social structure is often treated together with the concept of social change, which deals with the forces that change the social structure and the organization of society. For businesses, one way the social structure changes is the ageing of the society. Currently, the UK population is ageing. For Tfl, this affects them because as the population ages, there will be less engineers and such to run the services or build it. For Wal-Mart this affects them because there will be less workers to run the business so Wal-Mart will have to spend more on employees to get the best. Another social factor is education. The average level of education in a society affects the interests and sophistication of consumers. For example, in a community in which a high percentage of potential customers have some form of post-secondary education, small-business owners might use more details and explanations while advertising and promoting products. For Tfl, this affect them because most of Tfls jobs are high skilled, so an educated society is important and required to expand. However they can get around it by getting employees around the world. For Wal-Mart it is not as important because they need less educated employees because most of their employees are cashiers and shop assistants. However they need mangers. The UK does have an educated society so the business need not worried. Another social factor for businesses is attitudes to work. This is the way society thinks, feels or behaves to work. For businesses, this is important because businesses need employees who are motivated so that they care about. For the UK, the attitude of work is good because this society is a individualistic. This means individuals care about themselves and how they are going to a success. For Tfl, this is important because they want employees to work hard but also care about the people who is going to use the service. This is going to improve the customer experience because if they don’t care than the service will not be the best it could be. For Wal-Mart, the attitudes of work is important because the more they care the better the busin ess is. This will affect the profits of the business because customers will like the business because employee will show passion.   Another social factor of the business is the attitudes to male and female roles in business. Gender roles are societys concepts of how men and women are expected to act, and are shaped by cultural norms. For the UK, male role and females are one of the most equal in the world. However in some jobs males get more money than females for doing the same job. This affects Tfl because if there is inequality than female will not become engineers and such, which leads to less engineers and Tfl will need to pay more for engineers. So this affects their profits. For Wal-Mart, the gender role affects them because there will be less workers because females will be discouraged to work. Also if females work this will boost the economy and more people will spend on their business.

Strategies in the management of Human Resources

Strategies in the management of Human Resources The contemporary businesses environment is continuously changing due to the arrival of the information based, knowledge driven, service intensive economy. Managers today are recognizing that speed, flexibility and continuous self-renewal are required in the organization. As people are the number one assets in the organizations and companies, the daily business tasks and functions cannot be completed without people. The skilled and motivated people are the central point in the operation of companies in the new age. HRM is to help an organization to meet strategic goals by attracting, motivating and maintaining employees and also to manage them effectively. Attracting and retaining the quality staff is the competitive advantage for many organizations in challenging economic environment. There are two main approaches to attracting and retaining employees by the strategies employer of choice and employee engagement. Employer of choice has become in HRM in contemporary business recent years. It is representative of a whole new design of corporate culture. Employer of choice is applied in the company priorities by most successful and respected business leaders today. Now more and more employers are using an employer of choice strategy by providing and offering varieties of employee benefits in order to attract and retain best people. There are four measurements for monitoring the companys performance. In addition to market share, consistent financials and being a valuable corporate citizen, the fundamental element for a successful company is being an employer of choice. When companies are losing talent and experienced staff, the companies are losing professionals and expertise that gained at company expense, hard -built customer relationship as well that are very hard to replace todays labour market. To put employer of choice as the top priorities list can give the company competitive advantage be cause it can attract and retain critical human assets. The employee engagement is becoming very important across the globe as the customer power and employee power are increasing in the modern economic and business world. As 200 companies survey found that it can have $21 million benefit moving a workforce of 8000 employees from low level to high level engagement. And compared with 20% of disengaged the employees, more than 65% engaged employees say that they have a better understanding how to meet the customer requirements and needs. Employee engagement can also make effort on mental and emotional commitment to the organization. Engaged employees are willing to give extra effort to their job that can lead to increase the productivity. Some researches show that the employee engagement strategy makes an average less than three days sick leave per year than six days for the disengaged employees A successful employee engagement strategy helps create a community at the workplace and not just a workforce. When employees are effectively and positively engaged with their organisation, they form an emotional connection with the company. This affects their attitude towards both their colleagues and the companys clients and improves customer satisfaction and service levels. As the question mentioned that the companies must reject the concept that the loyalty is dead among todays employees. The company has to create a challenging environment that can attract and retain people. I totally agree this conception that employee royalty and satisfactory can be build up by employee engagement. It make employee make effort to the organization from coginitive level, emotional level and physical level. Engaged employees always think about the company, feel inspired by their job, they are customer focused in their approach, they care about the future of the company and are prepared to invest their own effort to see that the organization succeeds. It is now a generally acknowledged business fact that employee engagement is a key driver of business success. Employee engagement strategy can be applied no matter in small or large companies. It benefits the organizations and individuals, improving the performance, boosting the bottom line and makes employees happier and the work more enjoyable. However, it is not always the win-win situation. Some organization use employee engagement that can drive work intensification. It would obviously run this risk of being detrimental to the individuals concerned. The organization is expecting the employees to go one step further that can make overtime working normalised. And the over-performance rewarded can leave behind the staffs that just do a good job. In other hand, it is not easy to achieve work-life balance in some high-performance companies under employee engagement strategy. The priority of work with long and non-standard hours takes over family and social life. The increasing effort that engaged employees put into the work time make the work and life unbalanced. The latest research shows th at the employee engagement by high performance work systems may accrue marginal benefits in terms of the higher level of involvement and commitment. However, these benefits are outweighed by the associated increases in responsibility, workload, work-life spill over and work stress. 2. How companies are dealing with the linkages between HR and strategic formulation. Strategic Human Resource Management (SHRM) in an organization can be defined as accepting and involving the HR function as a strategic partner in the formulation and implementation of the companys strategies through HR activities such as recruiting, selecting, training and rewarding personnel. SHRM means linking of HR with strategic objectives to improve business performance and company culture to develop competitive advantage, innovation and flexibility. There are four different levels of linkage between HR strategic and the strategic management process: administrative linkage, one-way linkage, two-way linkage and integrative linkage. These four levels of linkage are very helpful for an organization to categorize which HRM strategy has to be applied. The administrative linkage has no linkage between strategic plan and HR function. It simply engages in administrative work that has no emphasis placed on achieving the linkage in both strategy formulation and strategy implantation. It focuses on day to day activities and personal management. In one-way linkage, the company develops the strategic plan and then informs the HR function. Although it does recognize the importance of human resources in implementing the strategic plan, it precludes the company from considering human resource issues while formulating the strategic plan. In two-way linkage, he strategic planning team informs the HRM function of the various strategies the company is considering Æ’Â   HRM executives analyze the human resource implications of the various strategies, presenting the results to the strategic planning team Æ’Â   The strategic plan is passed on to the HRM executive, who develops programs to implement it. The Integrative linkage is based on continuing interaction. The HRM function is built right into the strategy formulation and implementation processes. In the higher level linkage such as two-way linkage and integrative linkage are characterized by a close relationship between HRM and business strategies. HRM effectiveness can be explained by examine the contributions of the HRM function in the process of achieving strategic integration. In both of the short term and long term, SHRM should complement and contribute to the improvement of the productive capacity of enterprises. Strategic business partner: a role performed by HR practitioners, aiming to execute organisational strategy by aligning HR processes with the organisational strategy. HR managers become able to reengineer the way HR department executes its job, accomplishes those transactional HR jobs cost-competitively, and increasingly turn its attention to truly being a strategic partner with the firms top executives With an integrative linkage, strategic planners consider all the people-related business issues before making a strategic choice. These issues are identified with regard to the mission, goals, opportunities, threats, strengths and weakness, leading the strategic planning team to make a more intelligent strategic choice. While this process does not guarantee success, companies that address these issues are more likely to make a choice that will ultimately succeed. Research has supported the need to have HR executives integrally involved in strategy formulation. The level of HR involvement was positively related to the refinery managers evaluation of the effectiveness of the HR function. HR involvement was highest when top managers viewed employees as a strategic asset and this was associated with reduce turnover. HR practices that are properly implemented do deliver significant financial benefits to an organization. ( profitability, shareholder return, stock prices and organizational survival) Administrative linkage level will either become more integrated or face extinction. In addition, companies will move toward becoming interactively linked in an effort to strategically manage human recourses. Integrating the HR function into strategy formulation may help the strategic planning team make the most effective strategic choice. Once the strategic choice is determined, HR must take the active role in its implementation. HR is emerging as the key concept in assessing the competitive assets of organizations. HR managers and professionals, by virtue of their knowledge of human performance, are well positioned to exercise strategic leadership and contribute significantly to a firms competitive advantage. Therefore, the company has to create opportunities for the HR function to develop a more strategic role in a firms operation (Lawler Mohrman, 2003). As the arrival of the global economy, the HRM has more challenges to create an environment to maintain the competitive advantages. In order to become a strategic partner in the organization, the HR executive must have the abilities to research and training that from being acknowledge of the HR concepts, logic and practices. HR executives have to show the competencies which add more value to the organization. The role of HRM is becoming more creative and strategic to adapt the changes of worldwide workforce structures. More and more high performing companies have HR executive involved in business at a strategic level. There are four major factors of competencies related to how well an HR professional contributes in a strategic way to businesses in areas such as strategic decision making, culture management, fast change, and market driven connectivity. Previously, organization structured on a centralized and compartmentalized basis-head office, marketing, manufacturing, financing etc. By the end of the 1980s, HR played largely on administrative work that focus on HR operations and processing standardisation and technology which has no connection with the strategic management. The role of HR traditionally in the organization is no more than a one- way linkage role. They were doing what the business manager wanted. In recent years, theres a fundamental reassessments of human resources structures and positions. The massive change of business conditions, organizational structure and strategic decision makers has been leading HR to develop their perspectives and functions. Today, senior management expects HR to move beyond its traditional. HR is more tightly linked to corporate strategy and to creating business value through HR services that address a companys most pressing strategic challenges. HR now seek t decentralize and to integrate their operations and developing cross-functional teams. HR is anticipating critical workforce trends, shaping and executing business strategy, identifying and addressing people-related risks and regulations, enhancing workforce performance and productivity, and offering new HR services to help a company improve and grow. In order to become a strategic partner in the company, the HR executives need to fulfil five challenges to help the company to achieve critical goals. Posses and use their knowledge of how people can and do play a role in competitive advantage as well as policies, programs and practices that can leverage the companys people as a source of competitive advantage Firstly, knowledge management is essential for competitive advantage for helping HR to play an important role in developing company culture for organizational learning as a strategic partner. With knowledge management, business success is achieved in a culture of learning and workplace planning. The Research Quarterly found that the HR executives can leverage the company people through knowledge management, for competitive advantage in a challenging economy. HR executive and professionals has to acquire the knowledge and skills that are necessarily link HR to stakeholder value. And HR related policies, programs and rules can have a fundamental influence on workforce behavior that helping company to achieve the competitive advantages. To become the strategic partner, it requires HR executive to be involved in transferring knowledge. HR professionals must know how to optimize policies and practices, how to manage the learning that results from any change or execution process associated with new business structures. And HR executives need to have multiple channels to make sure the engagement of business strategies. HR executives must demonstrate business knowledge includes not only how it fulfills its mission, but also how it serves its customers and differentiates itself from its competitors. When HR professionals demonstrate their understanding of what is driving their business, they will add value by mobilizing the right workforce with the right skills to achieve the business goals of enterprise. Knowledge management requires knowledge managers. Key business resources like labor and capital have substantial organizational functions devoted to their management. Knowledge wont be well managed until some group within a  ®rm has clear responsibility for the job. Among the tasks that such a group might perform are collecting and categorizing knowledge establishing a knowledge oriented technology infrastructure, and monitoring the use of knowledge. HR need to have clear strategies, outcomes, products , services and structures So the HR staff can achieve their goals and deliver the necessary outcomes. HR staff can do this to fulfilling for management roles Strategic HR role- aligns HR and business strategy and delivers the executive of strategy HR executives must be able to translate business needs in HR strategies to build up individual, team and organizational capabilities. HR strategy should be directly relevant to business requirement and delivering value that lead to an intense focus on structural realignment for HR teams. It requires HR to have competing perspectives, values and services. It also involved meeting stakeholder need for respect and ownership. HR executives need to widen the focus on learning new behaviours, changing attitudes and processes. Management of company infrastructure role- reengineers organization processes and builds an efficient infrastructure Management of employee contribution role- listening and responding the employees- employee commitment and capability is increased Transformation and change role- ensuing the organization has the capacity for change and delivers a renewed organization HRIS- HR information systems- technology is facilitating the transformation of HR function HRIS is designed to help provide information used in HR decision making such as administration, payroll, recruiting, training, and performance analysis. HRIS makes HR department working more effective to handle daily administrative tasks. Using the value-added approach to justify the HRIS expenditure links the system with the key business direction of the organization, and makes the critical of HR information to business success. The HRIS becomes not just a way to reduce administrative costs, but a key element of the business strategies. In additional to providing a framework of justifying HRIS expenditure as a strategic investment, the value-added approach emphasizes the role of HR as an active strategic partner in achieving the originations strategic business objectives Technology is facilitating the transformation of HR function. These technology solutions can cover multiple HR tasks, such as recruiting, benefits administration, and training administration. Applications and data a re usually shared in common across the company, with links to other systems in services centre operations, finance, and accounting as well as third-party systems for such tasks as payroll and benefits. Modern HRIS are comprehensive, accurate and accessible systems for recording employee and work data relevant to HRM, HR and organizational planning. HRIS helps the organization to improve strategic planning and program development and faster information processing times. By increasing administrative efficiency, technology allows HR to have fewer staff marking more value-added contributions to their organizations. The rapid evolution of electronic HR delivery systems is pushing more information in more usable formats to employees and managers who can use it directly for the benefit of their organizations. Fast and cheap access to accurate real time HR information Access and the ability to analyse, assess, interpret, manipulate, leverage and share the information effectively will be key to giving organizations a strategic edge. Successful data mining will be made possible by the use of date warehouses with their ability to consolidate internal and external information with powerful analytical tools Ubiquitous access to information to improve employee effectiveness and efficiency. This means working from anywhere and at anytime, the size, format, the footprint of technology deliverables will more from departmental desktop devices operating under the full control of the user organization to a mixture of hand-held, pocket-sized, integrated devices and wireless linkage that provide needed access on a real time basis to centralized processing and data storage capabilities. Instant access to all needed knowledge and to essential meaningful data will be a keystone for the successful enterprise. A variety of analytics and decision trees. Smart self-service. Customized content. HR executives must implement the new plans or programs. HR executive must have the skills to oversee the change in a way that ensures it success. Change was more successfully where HR professionals had been involved in developing the vision of the organisation, strategic planning, the change required and where the HR manage was well paid and reported directly to CEO. In previous times, change is constant. HR executives like scanning, scenario building and search conferences can help to predict the future and manage change. However, the most effective HR executives will not depend on formulas but will develop their strategic intelligence including foresight, partnering with people who complement their strengths, visioning with systems thinking, motivating and empowering their collaborators to realize their visions to create a winning future for their organizations. HR executives must have integration competence, the ability to integrative the three other competencies to increase the companys value. Although specialist knowledge is necessary, a generalist perspective must be taken in making decisions. This means that how HR all functions fit together to be effective and recognising that changes in any one part of HR package are likely to requires changes in other parts of the package. There are a few competencies the HR executives have to master to become a strategic partner. The integration competency is one of the most important that can integrate the other three competencies together to increase the organizations value. HR executives are playing the role as connecting hiring, training and worker evaluations via organizational competencies. From talent mapping and planning to performance evaluation, recruitment, retention and even benefits administration, todays human capital professionals are constantly seeking new ways to streamline, integrate and align human capital functions with broader corporate objectives The organization management has to realize that it is very important to have an integrated and consistent technology platform for HRM. The more integration between activities as diverse as recruitment, payroll and benefits management, training/development and performance measurement, the better HR executives can be at overall workforce planning and managing and motivating individual workers. As the result, the organization can be more effective These developments lead to an entirely new set of competencies for todays strategic Hr executive. The new strategic role of HR shows both opportunities and challenges. These include forming a series of partners with senior executives, line managers and external providers of HR services. As companies cope with the economy, HR can be instrumental in helping organizations leverage knowledge-based resources for business results. As highlighted in Creating People Advantage, critical HR challenges focus on three strategic categories, all related to knowledge management: 1) developing and retaining the best employees (talent, leadership development, work/life balance); 2) anticipating change (demographics, change, cultural transformation, globalization); and 3) enabling the organization (becoming a learning organization). (4) As indicated in a SHRM April 2009 poll of U.S.-based organizations and multinational companies, the primary focus of companies now is workforce planning. Although hiring expectations are low, talent management priorities remain high despite the economic downturn (see Figure 1 Competitive challenges influencing HRM The challenge of HR innovation Knowledge management It is no secret that knowledge is power. Knowledge management can create competitive advantage for a company and its customers. By sharing information and best practices, organizations create expanded opportunities for market share and financial growth. Furthermore, knowledge management provides a means for organizations to differentiate themselves from competitors. Second, KM can create a truly customer-focused culture. Appropriate organization resources can be directed toward solving customer problems or meeting customer needs quickly and effectively. Third, knowledge management can be a catalyst. Through tools, resources, and systems, it can help ignite creativity and innovation in the development of an organizations products and services. Fourth, KM can improve time to market. By leveraging best practices, learning and other time-savers to improve productivity, products can be introduced faster. Last, KM can expand a companys strategic options. By leveraging intellectual property in research and development efforts as well as overall market and business strategy, organizations can discover new ways to create value. Knowledge management can provide an organization with man benefits. Organizations can more effectively counter problems and threats and can respond more proactively to opportunities. In a knowledge based economy, managing knowledge along with other resources is a requirement, not an option. Knowledge workers Self-managing, automony, responsibility for continuing innovation Knowledge workers in todays workforce are individuals who are valued for their ability to interpret information within a specific subject area. They will often advance the overall understanding of that subject through focused analysis, design and/or development. They use research skills to define problems and to identify alternatives. Fueled by their expertise and insight, they work to solve those problems, in an effort to influence company decisions, priorities and strategies As the workers become more knowledge based, firms will need to implement strategic human resource practices in order to retain their tacit knowledge base either by retaining the tacit knowledge or by retaining the knowledge worker and thus retaining a critical competitive advantage. Performance of knowledge based industries depends on organizations attracting, holding, and motivating knowledge workers (Drucker, 2003). The transition to knowledge workers is having a significant impact on human resource practices. The knowledge workers must think like entrepreneurs, and the firms must think of the knowledge workers as entrepreneurial professionals as well as ensure a learning organization where tacit knowledge is actively diffused throughout the firm. This will allow the firm to better manage their knowledge resources through HR practices and help sustain their competitive advantage. High-performance work systems (HPWS)- combining people and technology- self-managing work teams Change in employees work roles and skill requirement The use of teams to perform work Changes in the nature of managerial work Changes in company structure Increased ability of HR information HRM practices in HPWS The challenge of sustainability The challenge of globalisation The challenge of attracting and retaining people NOKIA CASE:- Connecting People Exernal and internal people Nokia is the worlds leading mobile phone supplier and a leading supplier of mobile and fixed telecom networks including related customer services. Nokias corporate headquarters are in over 120 countries and employees are more than 47000 people worldwide. Human Resource Management plays an important role for Nokia to become the giant among the communication rivals, HRM in the new economy should to be human centric with a strong technology focus. Nokia use the SHRM to leverage on emerging technologies to better satisfy the wants and needs of the knowledge workers and in the process to build a competitive advantages. Nokia Australia is recognized as an employer of choice having been named National Best Employer in 2002 by Best Employer to Work for in Australia Awards sponsored by Hewitt, AGSM and John Fairfax. Nokia is one of only five companies to have consistently featured in the Best ployer category since the inception of these awards. Nokias HR policies have played a key role in helping the company to reach its 45 percent share of the global handset market and industry-leading profit margins of 20 to 25 percent, at a time of technological change and intense competition from Asian manufacturers. At Nokia values are the foundation and people the core. Nokia offer a workplace with a world of opportunities, engaging work, global culture and competitive rewards. The goal of Nokia HR is to create an environment in which all employees can fulfill their potential. It is crucial for the company to have the ability to adapt successfully to the high speed of change in the global market. The scale of Nokias business also means that Nokia employees can lead or participate in projects that have global impact, affecting the lives of millions of people and fulfilling Nokias mission: connecting people. Attracting, motivating and retaining people have become the main external influence on Nokias HR strategies. These four elements are: The first element of Nokia HR strategy is the Nokia way and values. Nokia is a networked organization with speed and flexibility decision making. Nokia provides individuals with a platform for personal growth in a challenge environment with a clear vision, goals and management principles. The Nokia Way brings talented people together who share the principles and success. Through the extensive employee engagement, Nokia have renewed their values that reflect their business and changing environment. Nokia is continuing engage all the stakeholders and employees to meet the needs of customers. And Nokias HR strategy includes the passion for innovation through new and improved ways and better understanding the world. Professional and personal growth (Challenge of Innovation) Nokia is focusing on professional and personal growth. Only with truly innovative ideas can make the company and its people to develop the industry and improve the products and services. Commitment to Self-developments People at Nokia is continuously looking for ways to improve their performance in order to stay at the forefront of technology and develop own competencies. Employees are encouraged to create their own development plan and take advantage of the variety of available learning solutions and methods. On the job learning is heavily encouraged. Nokia has the high-performance work systems (HPWS). First, Employees reward and compensations at Nokia is related to the companys performance.Nokia provides employees with market competitive rewards through a flexible global structure, which can address diverse and changing business and employment environments, as well as specific individual preferences. Nokia rewards employees for good performance, competence development, and for overall company success. This creates a positive and encouraging environment with opportunities for employees to optimize their potential and be rewarded fairly. Higher performance and contribution will lead to higher rewards. The Nokia global market competitive rewards structure addresses the need for flexibility, personalization, empowerment and commitment. Second, Nokia has the coaching and management training system. Coaching is regarded as a vital part of continuous learning. Highly skilled colleagues at Nokia provide employees with rich sources of experience and knowledge. Receiving coaching and partic ipating in different teams will fuel employees ´ development as well as give them the opportunity, every day, to share ideas and goals with innovators and industry leaders. Employees have access to a wide variety of training activities. Through global network of Learning Centers, Nokia HR aim to offer a consistent standard of training and development to all employees. The Learning Market Place Intranet contains information on all Nokia ´s learning solutions including e-learning as well as classroom training. Management Training Nokia place particular focus on developing managers in management and leadership skills. It is one of the key areas in competence development. There is a full range of training available from new managers ´ programs to senior programs for our more experienced people. Internal Job Market (Changes in the place of work) All employees at Nokia are invited to look at the job opportunities available inside Nokia. All vacancies, with the exception of very senior positions, are advertised internally. Employees are encouraged to improve their competencies through changing their positions. Internal job opportunities, the possibility to register to our internal candidate pool and other services for job-seeking inside the company are available through the Internal Job Market Intranet. The aim is to give Nokia people the opportunity to manage their own careers. Performance Management Nokia has created a successful performance management system across the whole