Analysis Of The Article Secrets Of The Brain Essay

I read the article, â€Å"Secrets of the Brain†, found in the February 2014 issue of National Geographic written by Carl Zimmer. I chose this subject because I have been fascinated with the brain and how it works. The research of the brain has been ongoing for many centuries now. The history in this article is interesting. It explained how scientists used to understand the brain and its inner workings. For example, â€Å"in the ancient world physicians believed that the brain was made of phlegm. Aristotle looked on it as a refrigerator, cooling of the fiery heart. From his time through the Renaissance, anatomists declared with great authority that our perceptions, emotions, reasoning, and actions were all the result of â€Å"animal spirits†Ã¢â‚¬â€mysterious, unknowable vapors that swirled through cavities in our head and traveled through our bodies.† (Zimmer, p. 38) It was the 17th century British scientist Thomas Willis who recognized that the custard like tissue of the brain was where our mental world existed. The brain is an electric organ. Now we know that instead of animal spirits, voltage spikes travel through it and out into the body’s nervous system. Scientists are motivated for the need to understand the brain to explain neurological diseases such as Autism, Alzheimer’s, Parkinson’s, Schizophrenia, and many more. The cure to many of these may just be found hidden in the brain. Could it really be just simple as rewiring the brain or replacing defective or missing parts? 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Enigma of Health Statistics in China - MyAssignmenthelp.com

Question: Discuss about theEnigma of Health Statistics in China. Answer: Introduction Universal healthcare refers to a system of healthcare that provides financial protection and healthcare services to all citizens in a particular state or country. It has designed and organized in a manner that ensures all citizens in a society benefit from financial risk protection, equality and easy access to quality improved health care services (WHO, 2017). Since there is an assumption that every individual has access to the basic important healthcare, it might not be the case as some individuals lack of that access to equitable healthcare. The ridge between the rural and urban residents is a challenge that has continued in China over the years, along with the issues of significant health inequalities, increase of healthcare cost, poor quality of care delivery and weak public health functions. However, the government of China has made great efforts to address these challenges by rolling out policies to make essential improvements in their healthcare sector (Bhutta and Zulfiqar, 20 10). This essay takes the example of China to discuss the concept and overview of universal healthcare and the policy over the last 10 years. It also further discusses the principles and role played by the government to ensure effectiveness of health systems. Overview of Universal Healthcare in China for the last 10 years Health reforms in China began in the period when China was in great poverty around 30 years ago. Its previous healthcare system was adopted in the early 1980s due to its adoption of the strategies that solely depended on finances from the private sector to be used to fund the healthcare provision and the commercialization of these services. However, this had been developed after the country had dropped one of its most successful healthcare systems, which had greatly helped to improve the wellness of its people and marketability of the healthcare. Failures in the health market led to increased havoc and unfairness in the health sector. The aspect of making the health services private and make them commercial did lead to consequences that in future still had to be addressed. This is due to the fact that there was a creation of a ridge between the poor and the rich as the rich could get access to quality health services unlike the poor (Currie, Janet, Lin, and Zhang, 2011). The Government of China has been devoted to finding solutions facing the healthcare system by doing extensive research and investigations that are involving international scholars and organizations to help them to collect information on the negative implications of privatizing the healthcare sector. This has not only helped the government to know its consequences and causes but has been a revelation to the public too. It has also provided a foundation for reforms to be made in the Universal Health Care (UHC). Reforms on UHC were first announced in 2005 and they entailed targets of achieving a 100 percent change in the healthcare social coverage through three different insurances schemes that had been designed involving various populations groups, which were not enjoying sufficient healthcare provision. These insurance benefits are to greatly have an impact on a bigger population as forecasted by the year 2015 (Hebert et al, 2014). An effective UHC coverage in China seeks to ensure that every individual has medicinal drugs available to him or her. Therefore, it has made new investments that include disease prevention programs and primary healthcare provision services that are to ensure that services are provided to everyone. This comprises of the setting up of new buildings, the manufacturing of drugs that are essential and making them accessible to people through the distribution process, making the information systems electronic and also providing educational and training forums for physicians that are involved in primary healthcare provision. The healthcare system in China is undergoing tremendous changes and reforms (Lan, Xue and Liou, 2012.) Principles to Ensure Effectiveness of Health Systems Insurance Coverage Schemes Health insurance is one of the most essential components of universal coverage. In the late 1990s, China had established three major insurance programs. Then a new healthcare reform was started in 2009 aiming to provide universal health coverage to all its citizens, and to reduce disparities and improve healthcare services on those disadvantage population. The first insurance scheme began in the year 1998 in urban areas, known as Urban Employees Basic Medical Insurance (UEBMI) which provides employees with medical coverage in the public and private sector. It is a compulsory insurance scheme for all employment. Next, the New Rural Cooperative Medical Insurance (NRCM) was established in 2003 which targets at the rural regions. It covers part of the cost for all medical treatment but excluded certain outpatient and drug expenses. The premium of this insurance scheme is funded by both the governments and citizens. The third insurance scheme Urban Residents Basic Medical Insurance (URBMI ) was introduced in 2007 to provide coverage for urban residents in 79 cities who are not covered by UEBMI. The intention is to reduce impoverishment caused by chronic and fatal diseases. This insurance scheme was later expanded to nationwide in 2010 (He, Alex, Yang, and Hurst, 2015). The government of China adopted strategies to subsidize the premiums for the rural and urban people as a way of expanding its insurance coverage through the EMI. The western sides of the country are normally associated with a lower income hence the government decided to give them subsidies almost up to 90 percent on their premiums. The coastal regions that are characterized by people who are assumed financially stable were offered subsidies close to 70 percent of their premiums. The past few years have been characterized by an increase in premium as a way of improving the compensation rates. This can be seen through the government paying more premiums in 2008, under the URBMI and NCMS from 80 to 200 in 2011, showing a significant change. Besides this, the Ministry of Civil Affairs initiated a program called Medical Assistance, whereby it helps to pay premiums for the poor. There are also other reasons that have sped up the coverage of the insurance schemes and they include incentives such as the village leader or township mayor getting a promotion in accordance with the number of people under his or her leadership that have got insurance covers. This has led to the number of medical insurances covers increasing rapidly as the leaders strive to get these promotions. It is evident that the numbers have increased since in 2011 almost 95 percent of the people had EMI cover (China National Health Accounts Report, 2014). Prioritizing on Prevention The new health reforms in China prioritize on medicine that is used for preventive measures. The government has done this through provision of RMB25 yearly to every individual which is normally paid to the doctors that provide primary healthcare includes all the doctors in rural areas as well as doctors in the urban areas that provide healthcare services in regard to the number of people they serve. For instance, a doctor that is serving a population of 2000 people will receive RNB 50,000 in order to carry out provision to health services to all these individuals. The main duties of these doctors include provision of vaccines or immunization, prenatal and child care, visitation of outpatients, maintenance of records, provision of health education, monitoring of contagious diseases such as tuberculosis and monitoring patients with chronic conditions such as stroke or cardiac arrest. Besides China having these reforms, it lacks a way of monitoring the services provided by these doctors hence in case of a problem, it is hard to hold anyone accountable. Public Hospitals Reforms Normally, the public hospitals in China offer up to 90 percent of the whole countrys inpatients and outpatient facilities. The success of the healthcare reforms depends solely on the governments ability to improve the quality of the healthcare services to make the services efficient and accessible. The government can also attribute to the success of the reforms by controlling the health expenses as one way of protecting the patients from financials risks and this will attribute to increased patient satisfaction. The main challenge in the hospitals in China is their profit motivate hence they lack a well laid down mission to guide them. The central government also in its three-year health reforms never laid down concrete guidelines to help it achieve its motives. However, in the period 2009-2011, seventeen selected cities were used to experiment various approaches aimed at reforming public hospitals (Aitken and Valkova, 2013). Role Played by Government The most remarkable role played by the government is the insurance coverage, which has greatly helped in making healthcare services more affordable. This is evident from the insurance cover increments as from the year 2000 whereby it was 15 per cent to 95 per cent in 2011, comprising of 1.28 billion people being covered. This represents the success of universal healthcare reforms in China since a great number of people can get health insurance in a very short period thus showing that the health services are more accessible and affordable. This achievement has been attributed by the government whereby it decided to finance its citizens in healthcare provision due to its financial capability got from the rapid economic growth in China (Wang, 2011). The easier access to medical facilities or healthcare provision centers has been due to the 2009 health reforms. Through the various statistics carried out on health facilities national wide, it shows that physical access to these medical facilities greatly improved in 2008 and 2011. In the countrys central and western areas, the physical access to medical facilities increased by 83 percent in 2011. Improvement in access to healthcare services has been attributed to the health reforms. These reforms include the government subsidies in the insurance premiums, more improved medical programs, an increased number of investments in healthcare provision sector, insurance benefit packages, building up of more medical premises and provision of essential medical drugs. This has made UHC more affordable in China. UHC has been able to be achieved in China but the government has claimed that the benefits are averagely shallow and it is targeting to increase these benefits. For instance, the first benefit packages of URBMI and NCMS covered only the in-patients but the benefits were improved to cover also the outpatients. The specific benefits, however, vary in the fund allocation rates across the three major healthcare insurance schemes in China (Green, Jackisch, Zamaro, 2015). The government of Chinas reforms attempts in the public hospitals shows the immense pushback from public hospitals and the medical staff especially the physicians whose incomes from other activities that are profit-motivated will reduce. This has made China struggle in terms of solutions for the challenges facing its healthcare provision sector. The government may be willing to increase its amount of expenditure in the healthcare sector but this may not be directly proportional to the service output in the medical facilities. In order for changes to be experienced in terms of efficient service provision, there need to be changed in the health systems such as providing a monitoring system on the provision of the services, putting up of information systems, reforms on salaries/incentives and also alteration of the management team. Since China has made the health systems to be profit-motivated, it has made the health specialists to lose the professional ethics hence no transparency and accountability exercised in these medical facilities. This had led to unnecessary surgeries, tests, and drugs in most of the hospitals. The world can learn from China that medical ethics are necessary and once lost it are not easy to restore them back (Bi, et al, 2009). Effective provision of healthcare services requires reforms in the healthcare systems to as to ensure that there is the provision of quality healthcare services and drugs. These services should be equitable and accessible to the people in the rural areas who are financially incapable of buying expensive drugs. Good policies on human resource need also to be set up and implemented to curb exploitation from the private facilities that are profit-oriented. Finally, in this China case, we see that medical ethics are very important in the service provision sector. For instance, physicians have a duty professionally to diagnose and treat patients suffering from various diseases. In decision-making, the physicians need to put the interests of the patients first regardless of the current social or economic conditions. In China, the Hippocratic Oath was established as a way of ensuring that ethical standards are upheld and maintained (Bhutta and Zulfiqar, 2010). Conclusion The universal healthcare policy is a system of healthcare that provides healthcare services and financial protections to its citizens. The policy is designed in such a way that all the citizens benefit from the financial protection and easy access to healthcare services. In China, most people have an easy and equal access to affordable healthcare services; however, there is a slight disconnect in healthcare access between the rural and the urban residents, which poses a major challenge in equal access to healthcare. In addition, China has a high health expenditure caused by wastefulness in the healthcare system causing inflations affecting the provision of affordable healthcare services. Nonetheless, China has made tremendous steps in order to meet its challenges in the provision of affordable healthcare services, which can be emulated by other nations. References Aitken, M., and S. Valkova. 2013. Avoidable costs in US Healthcare. IMS Institute forHealthcare Informatics, Parsippany, NJ.Adel, Charles, et al. 2012. The Economics ofHealthcare Quality and Medical Errors. Journalof Healthcare Finance 39 (1): 39. Bhutta, Zulfiqar A. 2010. Unravelling the Enigma of Health Statistics in China. 2010.The Lancet 375 (9720): 105860. Bi, Yufang, et al. 2009. Evidence-based medication use among Chinese patients with acutecoronary syndromes at the time of hospital dischargeand 1 year after hospitalization: resultsfrom the Clinical Pathways for Acute CoronarySyndromes in China (CPACS) study. American Heart Journal 157.3: 509516 China National Health Accounts Report, 2014, China National Health DevelopmentResearch Center, Beijing, ChinaCurrie, Janet, Wanchuan Lin, and JuanjuanMeng. 2014. Addressing AntibioticAabuse in China: An Experimental AuditStudy. Journal of Development Economics110:3951. doi: https://dx.doi.org/10.1016/j.jdeveco.2014.05.006 Currie, Janet, Wanchuan Lin, and Wei Zhang.2011. Patient Knowledge and AntibioticAbuse: Evidence from an Audit Study inChina. Journal of Health Economics 30(5):933949. doi: https://dx.doi.org/10.1016/j.jhealeco.2011.05.009. Green, G., Jackisch, J., Zamaro, G. 2015.Healthy cities as catalysts for caring and supportive Environments. Health Promotion International, 30 (suppl 1):i99-i107. He, Jingwei Alex, Wei Yang, and Keith Hurst.2015. Clinical Pathways in Chinaan Evaluation.International Journal of HealthcareQuality Assurance 28 (4). Hebert, Paul L., Chuan-Fen Liu, Edwin S. Wong,Susan E. Hernandez, Adam Batten, Sophie Lo,Jaclyn M. Lemon et al.2014. Patient-centeredMedical Home Initiative Produced ModestEconomic Results for Veterans Health Administration, 201012. Health Affairs 33 (6): 980987. Lan Xue and Kuotsai Tom Liou. 2012. Government Reform in China: Concepts and Reform Cases. Review of Public Administration 32(2):115133 Wang Xiang. 2011. The Strategy Choices of Payment Reform: Based on 17 Years Reform In Zhenjiang. China Health Insurance (07):3536.

SUBSTANCE ABUSE HISTORY Essay Example For Students

SUBSTANCE ABUSE HISTORY Essay A diagnostic summary was completed on 10/6/96; Jack Smith is a 41-year-old white male currently living in a small community in southern Ohio. Jack came into the agency involuntarily; his involvement with the agency is a requisite of probation for assault and domestic violence. He was arrested for assaulting his wife during an alcoholic blackout; he was placed on probation for one year on the condition he participates in substance abuse counseling. This is Jacks second involvement with this agency as a result of his alcohol abuse. His first encounter was in 1985, when he underwent after-care counseling with an agency counselor who no longer is employed at this facility. We will write a custom essay on SUBSTANCE ABUSE HISTORY specifically for you for only $16.38 $13.9/page Order now The apparent symptoms of chemical dependency were: 1) Loss of Control Jack had made several attempts at controlling the amounts of alcohol he consumed, but those times when he was able to abstain from alcohol were when he substituted marijuana and/or other drugs. 2) Blackouts these began occurring almost daily as a result of his alcohol and marijuana use. 3) Family History of Alcohol/Drug Usage Jacks natural and adoptive parents, as well as three natural brothers and three natural sisters have used alcohol and/or drugs heavily. 4) Changes in Tolerance when Jack began drinking at age 15, he soon developed a high tolerance for beer; by age 18, he was drinking six-to nine beers per occasion, and had begun smoking marijuana on these occasions. Before he stopped using marijuana in 1985, he was smoking one-two marijuana joints daily through the week, and five-six joints daily on weekends, as well as drinking the equivalent of a 12-pack of beer daily, occasionally chasing it with whiske y during the week, and on weekend, consuming the standard 12-pack of beer in addition to half of a fifth of whiskey mixed with soft drinks. 5) Physiological Symptomology Jack was diagnosed with bleeding ulcers shortly after he began drinking at age 15; when he entered his second treatment program in 1985, he was diagnosed with alcoholic hepatitis; currently, his flushed/tannish-looking skin and bloated appearance (edema) are indicative of further liver dysfunctions which can be attributed to his continued alcohol consumption. Bibliography:

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Case Study Analysis of Whole Foods Market Example | Topics and Well Written Essays - 2500 words

Analysis of Whole Foods Market - Case Study Example In the last 30 years, sales of organic products have increased by 30 percent, driven by changing consumer habits in healthier eating and lifestyle (Gemma, 2009; Thompson, 2008). More consumption of organic products and healthier lifestyle products have made this an attractive procurement model for many different grocers and specialty stores to keep up with this increase in consumer demand. Thus, Whole Foods no longer corners the market and runs the risk of losing market share to new competition in key target markets. Using Porter’s Five Forces as the relevant example, Whole Foods operates in a market environment where there is relative ease of entry by competition, a market where competitive rivalry does not require complex technologies or capital investment to differentiate, where there is relative ease of product substitution for consumers, and where there is relatively low bargaining power for Whole Foods within the supply chain. In fact, Whole Foods acknowledges in its 201 0 annual report that the business maintains many different risks associated with current and future unpredictable supply fluctuations that makes forecasting and procurement difficult to manage (Whole Foods, 2010). The supply chain is significantly impacted by changing laws on organic and health-related products (Whole Foods, 2010) that can create harsher product formulation changes. At the same time, increase in competitive procurement of organic products has the ability to limit supply, thus raising prices within the supply chain against the laws of supply and demand (Boyes & Melvin, 2005). High availability of substitutes and increasing competitive rivalry in marketing, supply and differentiation give consumers considerable buying power in this market which forces Whole Foods to continuously monitor the marketing environment to counter competitive marketing to sustain its current and projected market share expectations with key target markets. Currently, the life cycle of organic products in this market environment is unpredictable, as most of the demand for similar health-conscious and organic products is trends-based driven by lifestyle and consumer attitude. Therefore, the sustainability of certain organic products represents a risk to the business and therefore impacts supply chain, promotions, and even pricing establishment. In many ways, the competitive advantages currently experienced by Whole Foods is strongly influenced by consumer behaviour and lifestyle demands that might not always be sustainable. However, Whole Foods currently maintains high revenues that continue to show growth in organic and health-conscious products (Whole Foods, 2012; MMR, 2012, MMR, 2011). Growth estimates recently provided by Whole Foods illustrate an estimate of 15.6 percent, up from the 2011 projection of 13.5 percent (MMR, 2012). The sales growth improves market availability domestically and internationally, however it is a market where competitive differentiation and m arketing-based positioning drive competitive rivalry. 2. Resource and competitive position of Whole Foods Whole Foods Market maintains a significant cost advantage in advertising over competition. In 2007, the business only devoted 0.5 percent of its total budget to this function, relying instead on word-of-mouth for sustaining market share and satisfying customers (Whole Foods, 2010; Thompson, 2008). Other competitors in this environment spend considerably more on advertising and promotion in order to

The ebonics Dialect Paper Research Example | Topics and Well Written Essays - 1500 words

The ebonics Dialect - Research Paper Example language has a natural growth trajectory is wrong, but that rather, the way language grows is controlled by humans as opposed to language growing on its own. As Wilson (89) says, the way people attach certain meanings to various words and phrases is what gives language meaning. Orwell is likely to have a different view of the usage of the N word from Wallace. First, it is important to understand that the N word has evolved over the last few decades. From the derogatory word Negro, the ebonic word Nigga has been derived, especially among the African American community. Unlike the derogatory nature of the word from which the Nigga is used, the word Nigga is used as a word of respect in among the African American community. Orwell would agree with this kind of language shift and may be appreciate the fact that this kind of development is necessary for the growth of language. However, a person like Wallace would have reservation against the use of this word and see this as a negative change from the requirements of language. Wallace admits to being a language nerd, the kind who looks to make sure that every rule has been observed. In this regard, he would most likely object to the N word, either in the form of Nigga, or Negro. This is because the word Nigga could be seen by a grammar expert as an informal word while Negro is seen as offensive and derogatory (Ernest 145). As a result, for a person like Wallace, he would probably have a problem with the use of this world. Orwell on the other hand seems to have a different view of the rules of language. He argues that the way people modify language leads to the way language plays out in politics, and then the political affects the way people modify language. In this regard, he is most likely to appreciate the fact that language grows in such ways that maintain archaic rules of grammar may neither be necessary nor feasible. As an English teacher, Curzan talks about teaching grammar and grammar rules. She starts her

New Approaches Of Human Resource Management Business Essay

New Approaches Of Human Resource Management Business Essay Human resource Management is the backbone of organisations growth in this changing business world. Organisations are having are a large budget and a separate development for HRM due to the internationalisation and globalisation phenomen. The importance of HR in the UK has increased during the past years, which has led organisations to review their policy on handling human resource which in some case is the core competence of the organisation. The term HRM and HR have largely replaced the term personnel management in managing people in the organization. Historical development of HRM. HRM has developed over time from mere administrative role to modern role of strategic development. Strategic HRM has gained both credibility and popularity over the past decade, employee are considered as part of the overall strategy Personnel Management Human Resource Mgt. Nature of relations Focus individualistic Contractual basis Focus unitarist -vision and mission -Employees as partners in the org. Relation of power and Mgt. Centralized Top management full authority Decentralized -Power shared between top, middle and lower mgt. -TQM approach -Bottom up approach Leadership and Mgt Role Transactional Task oriented focus on procedures punishment for non compliance Transformational people oriented -focus on shared vision. Corporate culture and vision, trust and flexibility. Pay policies and Job design Based on skills and knowledge -ability to perform the job as per contract -Division of labor no value added -Job design functional based Designed to encourage continuous job performance and improvement -linked to value added -Job design teamwork and cyclical based. -Job Rotation Tesco which operates in a fiercely competitive sector has been successful by using a human resource led business strategy. Although the analysis above show more coordination between employees and employers, the fact is the working environment is more competitive for both parties. On one hand theres organisation like Tesco who is investing a huge budget for the HRM whereby the cost will be recovered through there sales that is being paid by the general public. On the otherhand employees which are with less job security dont have much choice other than to show there commitment and as well having transferable skills with the changing employment market. Human resource practitioner. HR people are the strategic database of organizations. Source (www.bized.co.uk) HR Practitioners acts as the bridge of communication flow between Mangement and employees. Sometimes heavily involved in the operational role, handling grievances and discipline while new demands are made from them. It is quite difficult to measure the effectiveness of the HR as it is so complex. The HR Practitioners should be able to: Add Value demonstrate their impact on the business Recruitment and retention Aware of labor market, recruitment source and key talent retention. Succession planning- Clear workforce development plan Turnover, change to business (technological or legal) Motivation and Engagement Demonstrate that people make a difference (Employee motivation and engagement). Employer of choice To engage the best talent and keep these people engaged. Source ( Mr Vedula Notes ) Line managers in HR practices. Line managers are responsible for group of employee normally in the lower layers of management hierarchy and these employee do not themselves have any managerial or supervisory responsibility. Line Managers Responsibility People management Managing operational costs Providing technical expertise Work allocation and Rota Monitoring and checking quality Dealing with customers/clients Measuring operational performance -performance appraisal Line managers Role In organization like Tesco they a play a vital role in terms of implementing and enacting HR policies and practices. The checkout line managers would be in better position to convince their staff for any overtime or bank holiday shift. As employees feels more positive about the relationship with their line managers. So they are more likely to have higher levels of job satisfaction, commitment and loyalty associated with better performance and discretionary behaviors. Line managers also help in structuring people actual experience of doing a job. They play a crucial role in acting upon the advice or guidance from HR ( Implentation of new legislation selling alcohol to under ages customers). Line managers control the work flow by directing and guiding the work of others. They also have to report to HR about any changes about the number of employees they need or any leavers to fill the gap for. So they always have to work in collaboration with HR. A well managed line managers are more likely to go on to lead high performing teams, therefore the support of senior management and action on the continuous development of line managers are critical. Recruitment and Selection. Recruitment is the process of Attracting, viewing and selecting competent people for a job at an organization. Source (www.1000ventures.com) HR planning and stages involved in the process. Human Resource Planning is the process of analyzing an organizations likely future needs for people in terms of numbers, skills and locations. They uses the right recruitment and training techniques to satisfy these needs. It ensures the firm has right number of people, in the right place, with the right skills at the right time. Tesco need for recruitment arises when there is new outlet opening in the UK and international expansion. There is also leavers , resigners or those who retires to be replaced. Any change in strategy, process and technology might rise to the need of more staff. In Tesco the latest one was the introduction of IT sales assistant in the shop and the self service checkout. Tesco uses a workforce planning table to establish the likely demand for new staff which are quarterly reviewed. Tesco can adjust staffing levels and Recruit accordingly to meet its strategic objectives, for example, to open new stores and maintain customer service standards. A Job description sets out Job title Job holders responsibility To whom the job holder is responsible Asimple description of roles and responsibilities. A Person specification sets out the skills, characteristics and attributes that a person needs to do a particular job. These two tools combine to make the basis for job advertisement. They help job applicants and post-holders to know what is expected of them. They should: Information to attract suitable people Checking device to select applicants with the right skills for interview Targets and standards for job performance. Process for recruitment in two organizations. Tesco internal recruitment The process looks at its internal Talent Plan, internal mgt development programme and options which lists current employees looking for a move, either at the same level or on promotion. In case none of them match their requirement Tesco advertises the post internally on its intranet for two weeks. Tesco external recruitment Tesco advertises vacancies via their website or through vacancy boards in stores. Applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process. People interested in store-based jobs with Tesco can approach stores with their CV or register though Jobcentre Plus. The store prepares awaiting list of people applying in this way and calls them in as jobs become available. . Tesco will seek the most cost-effective way of attracting the right applicants. It is expensive to advertise on television and radio, and in some magazines, but sometimes this is necessary to ensure the right type of people get to learn about the vacancies. IKEA Recruitment Process Ikea developed global recruitment process, offering higher quality at lower cost by using modern technology. Ikea arrange open days for its future workers where they can chat with existing employees. Ikea recruitment strategy focuses on variety and ethics rather than pervious experience which has keep their turnover very low. Innergy (Agency) helps Ikea managing their recruitment process. BrassRing had been chosen by Ikea as its Global e recruitment platform and was implemented by ARINSO International. The recruitment process was highly manual and non consistent before. This project would allow Ikea to restructure its recruitment processes. Interview technique and selection methods. Interview technique is designed to predict future job performance on the basis of applicants oral responses to oral inquiries. Advantages Highlight communication skills , verbal and social skills Can assess knowledge Compatibility between the applicant and the employees Applicant asked question might help for selection decision .( Pay , Perk or Future studies) Flexible to gather more info. Disadvantages subjective evaluations are made decisions made on the first impression interviewers form stereotypes concerning the characteristics required for success on the job not as reliable as test Interviewers may be biased to candidate they like Interviewers may use multiple, leading ,embarrassing and provocative questions Interviewers may talk more than listening Interview technique has low reliability and low viability. Selection methods Psychometric Testing- good record and liability. Ability Test Focus on mental abilities and physical testing Inventories Self report questionnaires interests, aptitudes and preferences E-assessment Testing anytime and anywhere Loss of control over administration of test Assessment centers Provide fuller picture combining a range of technique Selection practices and procedures in two organisations. Selection involves choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment laws and regulations. Screening candidates is vital within the selection process ens8uring the best candidate fit the gap. Line managers for the job often take part in the interview to make sure that the candidate fits the job requirements. Tesco selection external management stages IKEA recruits people based on fact they will be suitable on the culture. As stated above the selection process is mostly carried out by agency but within IKEA there are development methods which include training, coaching and performance management. As such creating a source of internal recruitment as Tesco has, but the process of external recruitment is carried out by the agencies mostly Procedures for monitoring and rewarding the employee. Employers have always monitored their staff in one way or another because they have always needed to be able to check the quality and quantity of their employees work. Helping to identify the need for training, refresher courses or appraisal. Job evaluation and factors determining pay.. A method of determining on a systematic basis the relative importance of a number of different jobs used when: Determining pay and grading structures Ensuring a fair and equal pay system Ranking. Jobs are compared to each other based on the overall worth of the job to the organization. Advantages Simple. Very effective for few jobs Disadvantages Difficult to administer -jobs increases. Rank judgments are subjective. Process to be repeated for each new job to be filled. Classification Jobs are classified into an existing grade/category structure or hierarchy Advantages Simple. The grade/category structure exists independent of the jobs. Classification easier than the Ranking Method. Disadvantages Classification judgments are subjective. The standard used for comparison biases Some jobs may appear to fit within more than one grade/category Factor Comparison A set of compensable factors are identified as determining the worth of jobs: Skill Responsibilities Effort Working Conditions Advantages The value of job- monetary terms. Applied to a wide range of jobs. Applied to newly created jobs. Disadvantages Judgments are subjective. The standard used for determining the pay for each factor may have build in biases The point method Each factor is then divided into levels or degrees which are then assigned points. The points for each factor are summed to form a total point score for the job. Jobs are then grouped by total point score and assigned to wage/salary grades Advantages The value of job monetary terms. Applied to a wide range of jobs. Applied to newly created jobs. Disadvantages Judgments are subjective. The standard used for determining the pay for each factor may have built-in biases Reward system. Rewards can be categorized in the above matrix. As well as competitive salaries at all levels, in every area of the business, Tesco also offer a whole package of other ways to help you make more of your money, safeguard your future and look after your health. Motivational theory and reward. National Business Awards, the company just chosen as Employer of the Year was Tesco. In their citation the judges said that Tesco was voted Employer of the Year because its solutions were seen to be more holistic, Tesco have invested  £12m this year alone in training schemes Tescos Employee Reward Program has some similarity to Taylors theory. Its financial reward packages are a motivating factor. At Tesco the Mayo theory is seen to be operating throughout the company. Communication is an extremely important factor in motivating employees. In 1959 Frederick Herzberg developed the Two-Factor theory of motivation Abraham Maslow argued that humans are motivated by five essential needs Tesco promote new and more open lines of communication between managers and staff Directors and senior managers spend a week on the shop floor listening to ideas and suggestions from customers and staff; A talent spotting scheme to fast-track shop-floor workers up the promotional ladder A better understanding of individual employee circumstances. The result of all these initiatives is that Tesco is continuing to show record sales growth and profits .Employees highly trained are demonstrating commitment to the organisation and feels valued within the overall strategy. This if felt by customer with a higher level of service which gives organisation added value and prestige. Organizations approaches to monitoring performance. Tescos purpose is to serve its customers. Tescos organizational structure has the customer at the top. Tesco needs people with the right skills at each level of this structure. There are six work levels within the organization. Each level requires particular skills and behaviors. Work level 1 frontline jobs ability to work accurately and with enthusiasm and to interact well with others. Work level 2 Team leaders the ability to manage resources, to set targets, to manage and motivate others. Work level 3 running an operating unit management skills, including planning, target setting and reporting. Work level 4 supporting operating units and recommending strategic change. Business knowledge, analytical skills and to make decisions, and the ability to lead others. Work level 5 responsible for the performance of Tesco as a whole. ability to lead and direct others, and to make major decisions. Work level 6 creating the purpose, values and goals for Tesco plc. a good overview of retailing, and the ability to build a vision for the future and lead the whole organization. Rights and procedure on exit from an organisation. Evaluation of exit procedures and compare to best practice. When skills are relatively scarce, recruitment is costly and it takes several weeks to fill a gap the level of turnover is likely to be problematic for the org. The operation of an Exit Procedure is extremely important as it helps the company To identify and correct hidden organizational and management problems It enables the organisation to comply with its legal duty to monitor the reasons why people is leaving It helps to ensure the return of Company property It enables a proper handover of work and administrative matters to take place to examine the reasons why people are leaving to identify whether any improvements in employment practice could be made UW-EXTENSION ADMINISTRATIVE POLICY UW-EXTENSION EXIT POLICY AND PROCEDURES Resignation: If an employee decides to leave employment with Extension, the employee is responsible for providing adequate written notice The employee will receive written confirmation of the resignation from the hiring Exit Questionnaire: All separating employees shall complete an Exit Questionnaire,available from the supervisor or divisional personnel representative, and bring thecompleted questionnaire to the exit interview Exit Interviews: Prior to the last day worked, an exiting employee will have an exit interview. theemployee and supervisor are encouraged to discuss any matters of interest.Information collected during the Exit Interview Process shall be confidential and will notbe used in any way to reflect upon the exiting employee Exit interview data shall be compiled, summarized, and reported to the ExecutiveCommittee on a quarterly basis Other Out-Processing Procedures Matters to be reviewed or collected at this time are: Keys and key cards. Computer access authorization codes. Telephone cards or ID cards. Corporate credit cards. Forwarding address. Identification cards/badges. Return Employee Handbook. Arrange last paycheck and vacation pay.* Insurance conversion and benefits continuation rights.* Tesco exit procedures is not so complex as UW as the nature of the workforce they have is different. They have staffs on temporary contract, part timers and on flexible hours. They do conduct a view point every six months to monitor the workforce concern and appreciation and there is a clause of intended stay with Tesco. Their every little helps slogan is part of the ethos and culture in Tesco. In the SBUS exit interviews are commonly performed in person with the departing employee. More often talking with the departing employee to more completely explore and understand his or her views during the exit interview. Criteria for redundancy selection The selection criteria used by the employer must be carefully and exactly defined so that they can be fairly and consistently applied to each employee. The criteria must also be agreed by the employees representatives Redundancy selection criteria. It must be objective, non-discriminatory and applied consistently. A pool of employees, all or some of whom will eventually be made redundant. Selection criteria for redundancy may be: Skills, qualifications and aptitude these can help keep a balanced workforce. Standard of work performance with this method, you need to provide supporting objective evidence, for example from the business appraisal system. Adaptability it may be important for your business that employees accept different types of work as needs change. Attendance/disciplinary record you must apply this method consistently, and be sure your records are accurate and that you understand the reasons for absences. Length of service -last in, first out, The following criteria are considered unfair and can give rise to claims under Unfair Dismissal or the relevant discrimination laws: trade union reasons carrying out duties relating to redundancy, as an elected representative of the employees maternity grounds sex, race or disability grounds Conclusion. Tesco has been very successful over the past years by a fully intergrated HR department and as such demonstrated a model implementation of HR. The big picture of Tesco strategy is discussed with all employees thus clarifying their role and importance in the organization. The HR department in Tesco is proactive which has allowed the organization to focus on Human resource with such practices with training issues. They perform their task with the Tesco Steering Wheel Strategy and practicing a total quality approach throughout the organization.