Essay of william Essay

Scepticism about technological determinism emerged alongside increased pessimism about techno-science in the mid-20th century, in particular around the use of nuclear energy in the production of nuclear weapons, Nazi human experimentation during World War II, and the problems of economic development in the third world. As a direct consequence, desire for greater control of the course of development of technology gave rise to disenchantment with the model of technological determinism in academia. Modern theorists of technology and society no longer consider technological determinism to be a very accurate view of the way in which we interact with technology, even though determinist assumptions and language fairly saturate the writings of many boosters of technology, the business pages of many popular magazines, and much reporting on technology. Instead, research in science and technology studies, social construction of technology and related fields have emphasised more nuanced views that resist easy causal formulations. They emphasise that â€Å"The relationship between technology and society cannot be reduced to a simplistic cause-and-effect formula. It is, rather, an ‘intertwining'†, whereby technology does not determine but â€Å"†¦operates, and are operated upon in a complex social field† (Murphie and Potts). In his article â€Å"Subversive Rationalization: Technology, Power and Democracy with Technology,† Andrew Feenberg argues that technological determinism is not a very well founded concept by illustrating that two of the founding theses of determinism are easily questionable and in doing so calls for what he calls democratic rationalization (Feenberg 210–212). Prominent opposition to technologically determinist thinking has emerged within work on the social construction of technology (SCOT). SCOT research, such as that of Mackenzie and Wajcman (1997) argues that the path of innovation and its social consequences are strongly, if not entirely shaped by society itself through the influence of culture, politics, economic arrangements, regulatory mechanisms and the like. In its strongest form, verging on social determinism, â€Å"What matters is not the technology itself, but the social or economic system in which it is embedded† (Langdon Winner). In his influential but contested (see Woolgar and Cooper, 1999) article â€Å"Do Artifacts Have Politics?†, Langdon Winner illustrates a form of technological determinism by elaborating instances in which artifacts can have politics. Although â€Å"The deterministic model of technology is widely propagated in society† (Sarah Miller), it has also been widely questioned by scholars. Lelia Green explains that, â€Å"When technology was perceived as being outside society, it made sense to talk about technology as neutral†. Yet, this idea fails to take into account that culture is not fixed and society is dynamic. When â€Å"Technology is implicated in social processes, there is nothing neutral about society† (Lelia Green). This confirms one of the major problems with â€Å"technological determinism and the resulting denial of human responsibility for change. There is a loss of human involvement that shape technology and society† (Sarah Miller). Another conflicting idea is that of technological somnambulism, a term coined by Winner in his essay â€Å"Technology as Forms of Life†. Winner wonders whether or not we are simply sleepwalking through our existence with little concern or knowledge as to how we truly interact with technology. In this view it is still possible for us to wake up and once again take control of the direction in which we are traveling (Winner 104). However, it requires society to adopt Ralph Schroeder’s claim that, â€Å"users don’t just passively consume technology, but actively transform it†. In opposition to technological determinism are those who subscribe to the belief of social determinism and postmodernism. Social determinists believe that social circumstances alone select which technologies are adopted, with the result that no technology can be considered â€Å"inevitable† solely on its own merits. Technology and culture are not neutral and when knowledge comes into the equation, technology becomes implicated in social processes. The knowledge of how to create and enhance technology, and of how to use technology is socially bound knowledge. Postmodernists take another view, suggesting that what is right or wrong is dependent on circumstance. They believe technological change can have implications on the past, present and future.[6] While they believe technological change is influenced by changes in government policy, society and culture, they consider the notion of change to be a paradox, since change is constant. Media and cultural studies theorist Brian Winston, in response to technological determinism, developed a model for the emergence of new technologies which is centered on the Law of the suppression of radical potential. In two of his books – Technologies of Seeing: Photography, Cinematography and Television (1997) and Media Technology and Society (1998) – Winston applied this model to show how technologies evolve over time, and how their ‘invention’ is mediated and controlled by society and societal factors which suppress the radical potential of a given technology.

Free Essays on Countdown

COUNTDOWN by, Ben Mikaelsen Setting: Æ’Ã ¦ Crazy Peak, MT Æ’Ã ¦ Dakar, Senegal, Æ’Ã ¦ Endeavor (space shuttle). Main Characters: Æ’Ã ¦ Elliot Schroeder, a 14-year-old boy who goes to space. Æ’Ã ¦ Vincent Ole Tome, a boy about the same age as Elliot who is from Kenya. Æ’Ã ¦ Vincent ¡Ã‚ ¦s father, a Maasai warrior. Æ’Ã ¦ Elliot ¡Ã‚ ¦s father, a rancher. Point of View: Æ’Ã ¦ Narrator Theme: Æ’Ã ¦ I think that there are a few points to this story. One, is that friendship can help you get through a lot of different types of hardships. The second, I think that the author is trying to tell you that you never know when you wake up in the morning, if your going to make a friend for life. Plot: Æ’Ã ¦ Fourteen-year-old Elliot Schroeder has always dreamed of becoming a pilot, but his father expects him to stay on the family's ranch in Montana, when he grows up. Across the world in Kenya, fourteen-year-old Vincent Ole Tome dreams of going to the white man's "wood school," but his dad wants him to be a Maasai warrior. When Elliot wins the nationwide lottery to be NASA's first Junior Astronaut on board the space shuttle, Endeavor. Then he meets another boy, Vincent, from Kenya, a place in West Africa. The boys don ¡Ã‚ ¦t exactly hit it off at first. Then when the shuttle has to make an emergency landing in Dakar, a place on the West Coast of Africa. Then the fly Vincent over to where Elliot has landed and they put their differences aside and become friends. Connection to Coarse Content: Æ’Ã ¦ I think that this, in a way, relates to Patrick Henry ¡Ã‚ ¦s speech, because it has to do with not getting along with people simply because of their cultural differences.... Free Essays on Countdown Free Essays on Countdown COUNTDOWN by, Ben Mikaelsen Setting: Æ’Ã ¦ Crazy Peak, MT Æ’Ã ¦ Dakar, Senegal, Æ’Ã ¦ Endeavor (space shuttle). Main Characters: Æ’Ã ¦ Elliot Schroeder, a 14-year-old boy who goes to space. Æ’Ã ¦ Vincent Ole Tome, a boy about the same age as Elliot who is from Kenya. Æ’Ã ¦ Vincent ¡Ã‚ ¦s father, a Maasai warrior. Æ’Ã ¦ Elliot ¡Ã‚ ¦s father, a rancher. Point of View: Æ’Ã ¦ Narrator Theme: Æ’Ã ¦ I think that there are a few points to this story. One, is that friendship can help you get through a lot of different types of hardships. The second, I think that the author is trying to tell you that you never know when you wake up in the morning, if your going to make a friend for life. Plot: Æ’Ã ¦ Fourteen-year-old Elliot Schroeder has always dreamed of becoming a pilot, but his father expects him to stay on the family's ranch in Montana, when he grows up. Across the world in Kenya, fourteen-year-old Vincent Ole Tome dreams of going to the white man's "wood school," but his dad wants him to be a Maasai warrior. When Elliot wins the nationwide lottery to be NASA's first Junior Astronaut on board the space shuttle, Endeavor. Then he meets another boy, Vincent, from Kenya, a place in West Africa. The boys don ¡Ã‚ ¦t exactly hit it off at first. Then when the shuttle has to make an emergency landing in Dakar, a place on the West Coast of Africa. Then the fly Vincent over to where Elliot has landed and they put their differences aside and become friends. Connection to Coarse Content: Æ’Ã ¦ I think that this, in a way, relates to Patrick Henry ¡Ã‚ ¦s speech, because it has to do with not getting along with people simply because of their cultural differences....

Top 10 Words Confused in English [N-P]

Top 10 Words Confused in English [N-P] Top 10 Words Confused in English [N-P] Top 10 Words Confused in English [N-P] By Maeve Maddox My cumulative list of words commonly confused continues with ten that begin with the letters N and P. The confusion relates to spelling or meaning. 1. nutritional / nutritious The adjective  nutritional means, â€Å"related to the process of nutrition,† that is, using food to support life. Ex. The nutritional value of one egg is the equivalent of one ounce of meat. The adjective  nutritious means â€Å"nourishing or healthy to eat.† Ex. A nutritious breakfast can help prevent overeating and snacking later in the day.   2. noisome / noisy The adjective noisome means, â€Å"offensive to the smell or other senses.† Ex. I was repelled by the noisome smell that accompanied the speaker back from the smoking area.   The adjective noisy means, â€Å"characterized by the presence of noise.† Ex. Many writers find it difficult to work in a noisy environment. 3. observance / observation The performance of a customary rite is an observance. Ex. The observance of Memorial Day includes military parades and the placing of flowers on graves. Ex. Do you support moving the observance of Memorial Day to May 30th?   An observation is an act of recognizing and noting some fact or occurrence, often involving the measurement of some magnitude with suitable instruments. Ex. Gallileo’s achievements included the observation and analysis of sunspots. 4. obsolescent / obsolete Something that is obsolescent is going out of use. Ex. Although still used in 66 percent of US homes, landline telephones are obsolescent. Something that is obsolete is no longer active or in use. Ex. Mimeograph machines are obsolete. 5. ordinance / ordnance An ordinance is an official decree. Ex. An ordinance in my town forbids residents to allow pet cats to go outside without a leash. The term ordnance refers to military supplies including weapons, ammunition, combat vehicles, and the necessary maintenance tools and equipment. Ex. In 1969, he served as a platoon sergeant in the 70th  Ordnance  Battalion,  responsible for  maintaining the 5th Infantry Divisions basic load of ammunition. 6. palate / palette / pallet All three words are pronounced the same. The roof of the mouth consisting of the structures that separate the mouth from the nasal cavity is called the palate. Figuratively palate refers to the physical sense of taste or to intellectual capacity. Ex. Ludovico wrote that, given Francescos  exquisite palate, he chose only fish of the finest quality. Ex. It may take a well-developed literary palate to fully appreciate, but this miniseries remains an indelible treat. Painters arrange paint on a palette. Ex. Over the course of more than two decades, Ive used all kinds of palettes dishes with little wells, pieces of porcelain tile, old CDs, waxed paper, and water-color paper.    Figuratively, â€Å"an artist’s palette† is a distinctive combination of colors. Ex. Vermeer’s seventeenth-century palette did not include many strong colors. The word pallet may refer to a temporary bed. Ex. At night I  slept on a pallet  in a  corner  of Belles upstairs room. The word pallet also applies to â€Å"a portable platform of wood, metal, or other material designed for handling by a forklift truck.† 7. pedal / peddle The verb pedal means, â€Å"to use or work a pedal, as of an organ, piano, or bicycle.† Literally, the verb peddle means, â€Å"to travel about with wares for sale.† Figuratively, it means, â€Å"to deal out or seek to disseminate, as ideas or opinions. Ex. Writers come to tell you stories, [and] to  peddle their  ideas. 8. pour / pore pour: to cause or allow to flow; emit in a steady stream. pore: to gaze intently or fixedly; look searchingly; to devote oneself to attentive reading (used chiefly with over). 9. prescribe / proscribe To lay down a rule or give directions is to prescribe. Ex. The doctor prescribed an earlier bedtime. To condemn or forbid as harmful is to proscribe. Ex. The university has proscribed the carrying of guns on campus. 10. peek / peak / pique Most people use these words correctly in speech, but misspell them in writing. All three may be used as nouns or verbs. peek verb: look slyly or furtively or to peer through a crack or hole or from a place of concealment. noun: a surreptitious look peak verb: to reach a maximum, as of capacity, value, or activity. noun: the pointed or projecting part of something. noun: the top of a hill or mountain or something resembling it. pique verb: to arouse anger or resentment in someone. noun: offense taken. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:Fly, Flew, (has) FlownFlied?People versus Persons6 Foreign Expressions You Should Know

Voltaire Essay Example | Topics and Well Written Essays - 250 words

Voltaire - Essay Example 718). For instance, Candide is characterized as a transient rogue type character, while Cunegonde the characteristic sex interest (Voltaire). While this characterization constitutes satirical elements in itself, as the novel progresses one recognizes that they are largely one dimensional characters. This hyperbolic characterization operates to satirize the aforementioned picaresque novel trends. Another satirical consideration occurs as Voltaire satirizes religion. To a large degree Voltaire implements understatement in this process. Through understated, rather than overhanded criticism, Voltaire highlight religious hypocrisy. For instance, during the novel the reader encounters the daughter of a pope (Voltaire). This is significant as the Pope is supposed to be celibate. In another instance, there is an intense Catholic-inquisitor who also has a mistress. Additionally, there is a Jesuit colonel who also has homosexual personality characteristics. All of these characters are introduc ed in the novel in subtle ways, but by not overly highlighting their hypocrisy the viewed is allowed to experience it more

Brevrage industry Essay Example | Topics and Well Written Essays - 500 words

Brevrage industry - Essay Example It is the largest ever platform for the companies to spearhead and implement responsible corporate policies and practices. The beverage industry too needs to manage and govern their businesses across the world without diverting their focus from important CSR issues as they are likely to play a decisive role in the growth of their businesses. Currently, no industry or the companies can ever ignore environmental factors while formulating their business strategies. All beverage industries consume huge water in their processes and its judicious use is of paramount importance to sustain future operations and as an effective sustainability strategy. Water resources must be preserved and for that integrated waste water recycling initiative is a fundamental necessity. Another important area for environmental preservation is energy conservation and its management. There is a need to reduce carbon footprint by reengineering manufacturing, distribution, packaging operations within beverage industry. Beverage industry consumes enormous amount of packaging material causing enormous pressure on environment. Fresh use of packaging material needs to be reduced through recycling in line with food safety principles. The beverage industry must incorporate environment friendly and sustainable infrastructure for their future growth as an im portant objective to fulfillment of the CSR. Respect for human rights is significantly important while implementing CSR. Workplaces need to be transparent, safe, spearheading inclusive growth for all employees. Employees must be provided with freedom of association and the principle of collective bargaining must be followed. Any child or forced labor should be done away with. Discrimination on the basis of gender, ethnicity, creed or caste should be discarded in its entirety within the company. Trained and empowered workforce can play a significant role in the company’s growth

Why was the original marketing mix extended for the service sector Essay

Why was the original marketing mix extended for the service sector - Essay Example organization may not survive or prosper effectively in this age of tough rivalry. This is because the customers act as the prime potency of any organization but they need to be presented with qualitative services so as to retain them for longer period of time. Only then, a service organization might retain its reputation and brand image in the market among other rivals. However, to do so it is extremely essential to appoint talented and skilled staffs within the organization. This might act as a stimulant in enhancing the level of dedication and devotion of the employees towards work thereby amplifying their standard of performance. The productivity and efficiency of the organization might get enhanced thereby amplifying the rate of profit margin. The brand image and loyalty of the service provider might also get enhanced to significant extent as compared to many other rival players. Moreover, due to the presentation of qualitative services, the level of satisfaction of the customers might also get enhanced thereby amplifying their level of reliability. Hence, it might be depicted from the above mentioned paragraph that qualitative service acts as the guiding force to enhance the competence of the brand as well as its staffs thereby reducing its threat from new entrants. This report is divided into five phrases. It mainly highlights the important of marketing mix in case of service providing organizations. Along with this, it also describes the effectiveness of three P’s i.e. people, physical evidence and process within a service providing organization. Discussion A Definition and importance of service marketing What is service marketing? Service marketing is described as the process of promotion of the products and services to the customers so as to satisfy their needs and desires. The prime objective of service marketing is to present the desired quality of products or services at a competitive cost. It is done so as to satisfy the underlining desires and needs of the customers thereby amplifying their level of loyalty and dependency over the brand. The profit margin as well as productivity of the organization also gets enhanced in this age of competitiveness. Therefore, it might be stated that in spite of being a new phenomenon in marketing, service marketing gained significance mainly due to its urge to present qualitative and value-added services to its customers. Other than this, service marketing gained popularity due to its efforts to present the economic activities generated by the organization to its clients in an effective and disciplined way. For example: proper treatment facilities by the health care organizations, services offered by the hospitality providers such as NHS. The importance of 4p’s The term 4p’s are referred as product, place, price and promotion. Product: This part of the marketing decisions deal with the specifications of actual goods and services. It also takes into account the needs and the wants of the end users. The extent of product category includes warranties, support and guarantees. In case of service category it is difficult to apply the marketing decisions since services can only be judged by quality. In case of similar services the only parameter is quality. For example, customer service facility on a product sold by a company can be judged only by the number of

Human Resource Management At Lloyds Tsb

Human Resource Management At Lloyds Tsb In this report, I am presenting about the human resource planning and development method of LloydsTSB bank. It is a retail bank in United Kingdom. It was established in 1765 by Taylors and Lloyds in Birmingham. It has an great network of branches and atm machines in England and Wales and has 24 hour telephone and online banking service. Now a time it has more than 16 million personal customers. It offers a full range of banking and financial services. It has more than 2000 branches all around the UK .It has branches in different countries also such as America ,Australia ,china and many more. It deals with the availability of human resources and efficiency of the personal placement. The main purpose of hrm is to keep and create the balance between the firms goal and the interest of the employees. For any company, to be successful in all departments and functions must depend on one department which is key for all departments i.e. HRM. The HRM manages and controls everything in any department The functional areas of HRM:- 1-PLANNING-It is the process of receiving the human resource requirements to ensure that we have the required number of employees with the appropriate skills when they are needed. It concerns about that what are the objectives of the organization and the structure of the organization. 2-DEVELOPMENT-It is the major HRM function and it consists of:- a) Training b) Development c) Career planning d) Career development e) Performance appraisal 3-RECRUITMENT-It is the process of attracting the qualified and experienced candidates towards the organization and attract them to apply for job. The three main objectives in which Lloyds tsb bank deals are:- 1) STAFFING 2) COMPENSATION AND BENEFITS 3) TRAINING AND DEVELOPMENT (Mill ward et al. 1992, 2000) (HRM by prof.dr jutta rump) Q 1(B) Each activity of the HRM has its own objective and importance. The main objective is to fulfil the goals of the organization and work for achieving its targets by recruiting, selection and providing training etc. [1]OBJECTIVES OF RECRUITMENT It is the process of attracting qualified individuals towards the job and encouraging them to apply for work. There are two sources of recruitment INTERNAL RECRUITMENT This type of recruitment can be done within the employees of the organization Methods of internal recruitment are:- (1)Job posting-It is a procedure for informing the employees that a job opening exists (2)Job bidding-It is a technique that permits employees who believe that they processes the required qualifications to apply for a posted job b) EXTERNAL RECRUITMENT This recruitment should be done from outside the organization. SOURCES OF EXTERNAL RECRUITMENT Advertising:-This is the easiest way to do the recruitment. In this recruitment should be done by giving ads on the newspapers and by pamphaleting etc Job fairs:-By job Fairs Company can recruit thousands of employees at a time. In job fairs different MNCs come together at a same time to recruit different persons for different posts. Internships-This type of recruitment should be done during the internship of the students Employee referrals:-This is also the easiest way to do the recruitment; in this candidates should be selected for the interviews on the reference of their friends who worked already with the organization. Private and public employment agencies-some public and private agencies have some contracts with some organizations and they take commissions from the companies for the recruitment of candidates. Internet-This is the best way to do the recruitment. In this recruitment the organizations put their recruitment forms on their websites along with their eligibility criteria, so those persons who fulfil the criteria should filled that forms and send to the organizations. Lloyds tsb bank has a multi-tier recruitment system. The multi-tier recruitment system means the recruitment of people for the different types of posts for the different categories, forexample jobs for the account opening department, sales manager, operation department, cashier etc LLOYDS TSB BANK recruits persons by both internal and external sources. In internal sources they recruit persons from the same bank by giving them promotions to the high posts and in the external sources they recruit by advertising in the local newspaper, through private and public employment agencies, job fairs, employee referrals, internships ,by event recruiting .They can also recruit people through internet. (www.mangement paradise.com) (lloydsTSB.com) [2]TRAINING AND DEVELOPMENT The training is designed to provide learner with knowledge and skills needed for their present job and development involves the learning that goes beyond todays job with the help of development to understand the change been done in the organization. The main purpose of the training and development is to develop the skills and attitude in the candidate to fulfil the task. The need of training should be known by analysing the performance of the candidates by taking their tests ,by giving them projects ,by checking their past work done .With this it can be easily calculated that in which section they are weak and what sort of training should be helpful for them. METHODS OF TRAINING 1 TRAINING ON THE JOB a) Learning by experience-In this training candidates use to learn something day by day by their experience. B) Internship-This is the most important type of training, in this training should be given to the candidates before the joining of the job. c) Team work-This is the easiest way to give training. In this training should be given together to a group of persons and they can share their own ideas, knowledge and experience with each other d)job rotation-This training should be given to those persons who either get promoted to the higher level or those who get shifted from one place to another within the same organization. e) Computer based training-Now as we all knows computer has become the necessity for todays life; no work can be done in any of the organization without it. In this training should be given regarding the basics of the computer to almost everybody in an organization. f) Web based training 2 TRAINING OF THE JOB a) Simulators b) Workgroups c) Quality circle d) Classroom programs (HRM by prof.dr jutta rump) Lloyds bank also gave different types of training to different candidates according to their job profile. -they provide training on subjects like strategy and management to their managers -provide computer related training to their operational department because they have to perform the work on the computers -they provide web training to their candidates who will help them in future in making their websites and in internet banking -they also provide customer service and sales training to their sales department who interact with the different people and sell them the products -they provide security guard training to their employees [3] Compensation and benefits It is the total of all rewards which employee can get in reward for their services Types:- 1) Direct financial compensation:-it is in the form of money which he or she receives in the form of wages, salary, bonus and commission 2) Indirect financial compensation:-all financial rewards which are not included in the direct financial compensation like insurance, bonus and commission. 3) Non financial:-it consists of satisfaction that a person receives from like good working environment. 4) Lloyds tsb bank also give good compensation and rewards to its employees to get the work done more efficiently and effectively that company gets more profit and market share. Lloyds motivates the employees by giving them bonuses, performance appraisals etc. (lloydsTSB.com) Q1(C) C) HRM MODELS A number of models have been designed to illustrate appropriate HR policies. Major ones are: 1) Matching models or Michigan model Fombrun et als (1984) highlights the resource aspect of HRM and efficient utilization of people to meet organizational objectives. This model has less humanistic edge, holding HR as other resources to be obtained cheaply, used sparingly, developed and exploited as fully as possible. This model suggests that HR system and organisation should be managed in congruency to organizational strategies and reveals a cycle comprising of four generic stages namely selection, appraisal, rewards, and development. However, with reference to the firm in consideration this model is not very significant as is not in alignment to the HR policies practiced in Lloyds Banking Group. Although, the sequence of steps observed in the firm are more or less similar but the unitary thought that this model reveals which is purely prescriptive and not analytical, without considering the changing situations does not represent the policies practiced by Lloyds Banking Group. 2) Harvard Framework This mode shows considerable amount of similarity to the policies and practices followed in Lloyds Banking Group as it stresses the human aspect of HRM and is more concerned with the employer employee relationship. It recognizes the influences of situational factors on HRM policy choices. The model defines four policy areas as HR flows, reward systems, employee influence and work systems The model is highly significant as far as Lloyds Banking Group is concerned as it readily complies with the company rules in achieving objectives. LBG run policies which are usually in par with external and internal environments. Also major planning activities are also designed so as to encourage two way dialogues and to foster better working relationships across the group. (Fombrun et al (1984) Task 2 HR Planning and Development Q2(A) Human resource planning is the process of systematically reviewing human resource requirements to ensure that the required number of employees with the required skills is available when and where they are needed. Human resource planning includes the four factors 1) Quantity-how many employees do we need? 2) Quality-which skills, knowledge and abilities do we need? 3) Space-where do we need the employees? 4) time-when do we need the employees? How long do we need them? Human resource development is the process of development of knowledge, skills and experience in the worker. It consists not only training and development but also individual career planning, performance appraisals and career development. Recruitment is the process of attracting individuals in time, in limited numbers and with appropriate qualification and encouraging them to apply for jobs. Selection is the process of choosing the right person from a group of different persons. The recruitment in the Lloyds tsb bank is mainly done in 2 types:- INTERNAL EXTERNAL In internal recruitment, Lloyds recruit people from the bank by giving them promotions or by moving them from one post to another. In external recruitment Lloyds recruit the fresh graduates by the following ways:- 1) In the step 1 candidate has to go through the website of the Lloyds bank and download the recruitment form from the website and then posted that to the address given in the website along with the grades in the graduation. 2) In the next step those guys who fulfil the eligibility criteria have to give an aptitude test which is just to check the intelligence level of the candidate. 3) In this only limited persons are reached and they have to gone through a group discussion part. 4) In the next steps the selected persons are seeded for the training process according to their relevant job Training of employees- Training is an effective method of building skills and increasing knowledge in workers .Lloyds tsb bank provides two type of training to their workers depend upon their job profile 1) Training on the job 2) Training off the job In training on the job the training like web based, computer based, and job rotation should be given In training off the job the training should be given by providing case studies, video tapes, video conferencing, classroom programs and simulators Lloyds tsb bank gives training in two places -lean sigma academy -ash ridge management college They have their own corporate university where they are giving training on long term courses like strategic management and business management. Lloyds also provide training regarding the security to their workers so that they can protect the premises from the unwanted people. Compensation and benefits It is a total of all rewards which employees get in return for their services. Lloyds tsb bank provides both financial and non financial compensation to their employees. The financial compensation is of two types:- 1) Direct compensation-In this Lloyds tsb bank gives compensation to their workers in the form of wages, salaries, commissions and bonuses. 2) Indirect compensation-In this Lloyds tsb bank gives compensation to their workers in the form of insurance ,health benefits, pension insurance fund and retirement plans The non financial compensation consists of the satisfaction that a person receives from the job itself or from the physiological or physical environment in which he works. (www.mangement paradise.com) (HRM by prof.dr jutta rump) Q2(B) The above three methods perform a great role in achieving the objectives of the organization. The main objective of the Lloyds tsb bank is to become the best bank of the United Kingdom. This can be done by recruiting the cream candidates from the society, by giving them good training regarding their jobs and by giving good wages and promotions to the workers so they can feel motivated and work hard. All of the above three process has a great importance in an organization .We will discuss them one by one:- Recruitment and selections:-The recruitment and selection is the best method to achieve the objectives of the organization. The candidates who pass all the stages of the recruitment are the cream out of all of the candidates which means they are different from others in all perspectives and they have a greater knowledge which will definitely help any of organization or bank to reach on the top. Selection means the choosing a right person for a suitable job from a group of applicants. Lloyds tsb bank recruits the candidates who have good knowledge about their job and who are experienced .It saves their time and money for giving them training. By recruitment any organization can come to know about the following points -what is suitable trade for the candidate i.e. finance, retail and marketing etc -whether the person is suitable for the job or not. Training and learning-Training is a very important part of any organization which helps in gaining knowledge and development of skills in the candidate. Every organization knows the importance of the training. The Lloyds tsb bank got greater benefits from the past years due to the hard work of the workers. For example the customers of Lloyds tsb bank has been increasing from the last many years this is due to its good service and good knowledge of the sales team and workers working in the organization .They got the power of attracting and have good knowledge of different types of accounts and products from the training process. Training should help any of the workers of the organization to fulfil its targets given to him by using his or her knowledge. Due to better training and hard work 500 customer advisors of the bank got the most responsible lender of year award. (lloydsTSB.com) Compensation and benefits-Lloyds tsb always give good compensation and benefits to their workers in the form of bonuses, insurance, health benefits etc. The Lloyds bank give good salaries to their workers so that they can perform their task in the more better way. It also provides a very good option of pension insurances which motivates all the workers to work hard till their pension. This kind of activity boosts the morale of workers and makes them motivate. The rewards and reorganization encourages worker to work more efficiently. These activities increase the faith and responsibility towards organization. Task 3 Performance Q3(a) Performance measure is the process where an organization establishes the parameters in which programs, investments and acquisition can reach their goals. It is also a method to calculate the performance of individuals working in the organization by taking the feedback and reviews of other workers, managers and supervisors. This is the way to checkout that how a worker is using his or her skills to achieve the objective of the organization. The performance management creates the culture in which the organizational and individual learning are a learning process. It measures on the basis of workers, past experience, knowledge and skills. By using the following measures the performance of an individual can be measured easily:- 1) Balanced scorecard 2) Peer appraisal 3) Top down appraisal 4) Bottom up appraisal 5)360 degree appraisal 6) Self appraisal (1)360 degree appraisal-It is a very important method which is also known as multidirectional method. In this a team of best 6-8 members of the organization has been selected to calculate the performance of the other workers. This is measured on behalf of the behaviour of the employee with the other workers and with the managers of the organization. In this method an application form is been provided to every worker to fill the information and then they submit the form to their managers and the managers made a report on the behalf of that form and measures the performance of the individual worker and feedback should be given to every worker that what are their weak areas on which they have to work hard and training should also be provided to the workers on their weak areas. 2)Top down appraisal-In this the upper manager calculates the performance of the workers and the low level mangers on the basis of their performance and behaviour and past records. Then they give the feedback to them and appropriate actions should be taken on the behalf of their feedbacks. 3) Bottom up appraisal-In this the workers and the low level manager of the organization gives their feedbacks about their seniors and managers. 4) Peer appraisal-This is the easiest method to calculate the performance. In this one colleague checks the performance of the other worker and gives the feedback. 5) Balanced scorecard approach-This technique is used by the Lloyds bank to measure the performance of the employee. It checks whether every worker is fulfilling or working to get the objective of the organization It has 4 perspectives:- a) Financial perspective-It measures the finance of the organization. It deals with the profit and loss and increase in sales of the organization. b) Business related perspective:-It takes care of the business of the organization that who are the partners and who are the rivalries of the organization. It also deals with the business process like sales service and human resources. C) Customers:-it deals with the customers linked with the organization regarding the fulfilment of the goals, queries and complaints. The main objective is to complete the task before time and to give discounts to them. d) Internal learning and innovation:-this is the most important perspective. It deals with giving training to the workers on their weak areas and by providing them innovative ideas which helps them in achieving the goal. (http://humanresources.about.com/od/360feedback/a/360feedback_3.htm) (www.mangement paradise.com) All the companies do the monitoring of the performance but without effective monitoring any organization achieve the actual goal or results. The effective monitoring is important because:- 1 It increases the awareness and relevance of the core competencies. 2It reinforces the desired competencies of the business. 3It gives the employees the key development area which helps them in increasing the productiveness and achievement of the goal. 4 It gives a more reliable feedback to senior managers so that they can work to achieve the goal. The method adopted is effective because of the following reasons:- 1 After the good feedback the workers feels motivated and work hard to achieve the goal of the organization and motivates other employees also to perform the tasks. 2It improves the integrity between employees because of alignment of objectives in one direction. 3As the form is filled after some interval so it gives the information about the performance of the employees to the organization 4With this every employee should know if they will not perform well, they will either send to training again or will be fired. Improvement needed in methods Even though the Lloyds tsb bank is doing well and acting effectively on the performance monitoring, but also there is need for the further development and improvement in order to make the system more effective which can make this as a competitive advantage in the business. For some of the employees the regular audit of balance score card is just a administrative work. It is the responsibility of top management to tell them the importance of balance score card. There is a need for improving the speed of actions to be taken after the feedback Top management should be properly committed with the fulfilment of balance score card approach. There should not be any kind of gap and delay in checking the performance By reducing the complexities in the feedback questionnaires, which helps in easy process of completing the questionnaires so the monitoring levels also become more standard and can produce accurate results. Conclusion: The human resource department is the back bone of every organization because it helps in allocating human resources to other departments. The planning and development are the key issues of hrm which helps in maintaining demand and supply of man power, measuring performance and training of employees. The processes suggested above in the reports are the most efficient method of planning and development