Song Summary Scarlet - 1029 Words

This book is engaging from the outset, and deceptively simple. It takes us into the world of a young Sengalese student, Ousmane Gueye, the son of a devout Muslim. Ousmane is more devoted to his mother, Yahe Khady, than to religion or tradition. The first chapters use the framing device of Ousmane’s walk to the university to tell his backstory, how he helped his mother and developed a thirst for knowledge, which was only strengthened after he was snubbed by his flirtatious childhood friend Ouleymatou. Ousmane becomes an academic success, determined to get out of his poor working class district on the outskirts of Dakar. So we are introduced to Ousmane as a disciplined young intellectual, respectful to his family and†¦show more content†¦The story plays with time and the details of the two ongoing relationships, such as both women having children, as it relates the larger thrust of Ousmane’s second marriage and family, and Yahe Khady’s pride at the traditional ceremonies of a successful son. Towards the end of this deep, but rapidly told (166 pp.) tale, writer Ba picks up a tiny note of how one of Ousmane’s siters had befriended Mireille, who has become isoolated and despondent. Although Mireille is suspicious and she knows that Ousmane must have a lover because he is never at home, Ousmane’s second life is completely unknown in its depth and details to Mireille. She has no idea that he has effectively returned to his home society, but as the end approaches all is revealed to her. She goes mad, and kills her son with sleeping pills, and stabs Ousmane–the scarlet song of the title–when he returns home. At the end Ousmane is said to recover, while Mireille has lost her mind. This story was rich and compelling, with great characters who slowly became emblematic of much larger social and political issues, but they were always very real and accessible. Ba builds so much sympathy for Ousmane, and presents his romance with Mireille in a powerful, unadorned way, with no violins and just dedication, respect, and mutual understanding, so that we reallyShow MoreRelatedPsychoanalytical Study of A Streetcar Named Desire1669 Words   |  7 PagesSummary: An analysis of some of the many symbols found in A Streetcar Named Desire by Tennessee Williams, with the help of psychoanalytical theory. Williams expert use of these symbols helped him to convey the meaning of many characteristics of the protagonists in the play. It is very debatable nowadays how much psychology can influence an author or how much the authors psychological features can influence his work. 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For also, and even first of all, through its procedures of denotation, the cinema is a specific language. The concept

The Wholefoods Company Free Essays

At the wholefoods company most entry level employees make $10. 86 on average. This averages out to about 21,000 a year. We will write a custom essay sample on The Wholefoods Company or any similar topic only for you Order Now This may not seem to be a very comparable pay scale, but their benefits out ways the pay. With a very extensive benefits package wholefoods has effectively been able to entice workers to be a part of the company. The company offers medical, dental, 401k, personal wellness account, health care reimbursement, dependent care reimbursement, life insurance, disability insurance, team member stock option plan, team member stock purchase plan, team member discounts, team member emergency sharing account, and gain sharing. Having all of these benefits outweighs the pay scale for most employees. They give good raises when promoting in the company as well. Most raise within the company are close to 1. 5%. The goal of employees in wholefoods would be to work their way up the chain of command to make more money. Store team leads within this company on average make $60, 171 a year. There are many other team lead positions within the organization that all pay close to $14 an hour. Being that there is a team lead position for each department of whole foods there is room for improvement and growth within the company. Wholefoods can turn into a career for any hard working employee. One purposed change that the company could make to their pay structure to increase their marketability to the workforce could to be to increase the raise percentage from 1. 5% annually to 3% annually depending upon productivity. Make the raise structure be based of productivity the more productive employees will earn 3% rises whereas the non-productive employees only get 1%. This change can also prove beneficial to the company as a motivation tool. (Whole foods market, pay scale and benefits ,2013) How to cite The Wholefoods Company, Essays

Strategic Human Resource Management

Human resource management (HRM) is the art of managing employees in an organization. It involves the use of people to achieve organizational objectives in a productive manner and still satisfy the needs of individual employees (Fuller, 2005). This is the traditional approach to human resource management. Human resource management has always been viewed as a department set apart from the rest of the organization.Advertising We will write a custom assessment sample on Strategic Human Resource Management specifically for you for only $16.05 $11/page Learn More Lately however, the human resource department has had to justify its existence within an organization due to the increase in use of technology in place of human resources. The move is an attempt by the HR department to remain relevant to an organization in the face of the current technological changes. This has led to the emergence of Strategic Human Resource Management (SHRM). SHRM is a form of manag ement that links HRM with organizational goals and objectives to improve performance and to strengthen organizational culture (Fuller, 2005). SHRM focuses on organizational performance rather than individual performance (Inyang, 2010). Unlike HRM, SHRM is not just reactive. It seeks to prevent problems rather than tackling them when they occur. The objective and activities of SHRM must be measurable, must include deadline for accomplishments, should identify and involve key stakeholders and HR customers, and should nominate individuals responsible for implementation (Fuller, 2005). It is difficult to implement SHRM and as such, it is faced with various challenges. This paper discusses the issues that a human resource manager should understand and the actions that should be taken to get the job done. The three big issues facing HR managers in recent times include developing and retaining talent, anticipating change, and enabling the organization (Society for Human Resource Management , 2002). Although strategic talent management lacks a consistent definition and clear conceptual boundaries, Collins and Mellahi have defined it those activities and processes that involve the identification of key positions that contributes to the organization’s competitive advantage. It is the development of a pool of talent consisting of high performing employees and the development of a human resource structure to facilitate filling of these roles (Collings Mellahi, 2009, p. 304). In the search for a good employee, the HR department is normally faced with the challenge of observing the behavior of an employee and determining if it is a good fit for the organization. For example, the behavior of an employee seeking a job in a discount store cannot be equated to that of an employee seeking a job in an upscale store. HR is charged with the responsibility of managing talent, improving leadership development, managing work- life balance, and managing demographics.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The HR manager is faced with the problem of finding the right talent in a market short for talent, and where employees are less loyal to employers. Tough economic times mean that employees have fewer choices for the few available jobs. This presents the HR department with a challenge as they try to figure out which employees have the desirable qualities for the job. In order for the HR department to fully exploit the potential of their internal talent, it must first identify those positions within the organization which have the potential to impact differentially on performance (Collings Mellahi, 2009, p. 313). Once the talent has been identified, the challenge now is to manage it to give full benefit to the organization and to ensure that employees do not leave. A human resource manager should always be the voice of the employees. This is because when it comes to dealing with an employer, the employee is usually on the losing side. The HR manager acts as a bridge between the employee and the employer. He or she ensures that the employee is treated fairly and justly without compromising on the goals of the organization. When the workplace is no longer favorable for the employee, the organization’s bottom line suffers. Employee discontent leads to high employee turnover, poor productivity, and inaccuracy (Muhammad, 1999). This reflects badly on the HR manager. A HR manager has to find out what incentives would keep employees in the company. Some HR departments in certain organizations accomplish this by carrying out a survey to get a feel of what employees want. HR optimizes total rewards by working with senior management to find the right combination of pay, benefits, environment, and learning opportunities to engage employees and reinforce company culture (Society of Human Resource Management, 2002). Change is inevita ble and it normally affects all organizations. Technology and globalization has hit the Human resources and forced it to acquire a different strategy. For majority of the large organizations, globalization is becoming a reality for the different HR professionals as technology leads to a global market (Society of Human Resource Management, 2002). In a global market, there are fewer restrictions on the flow of commodities across national borders. A good example is the flow of goods in Europe due to the formation of the European Union. There is also the North American Free Trade Agreement and the Economic Community of West African States (Armstrong, 2008). Any organization that desires to compete in such a global market must have a HR department that is open to change. The HRM is in this case is required to adjust to a different culture and economic and political system.Advertising We will write a custom assessment sample on Strategic Human Resource Management specifically for you for only $16.05 $11/page Learn More The HR manager is faced with the challenge of managing external and internal environments. As a way of anticipating change, the HRM often undertakes an environmental analysis. This analysis looks at the internal organizational strengths and weaknesses and the external environment for opportunities and threats (Bratton Gold, 2007). These strategic factors allow the HR department to maintain the organization’s strengths while eliminating its weaknesses. Opportunities like global markets and potential talent should be acquired by any HR manager who is considered to be a strategic planner. For example if a competitor is doing better in the market due to the way its employees are being trained, The HR manager should look into it and ensure that the organization’s workforce remain competitive. For the HR department to be productive, it requires top management support, and this may be difficult to achieve. The HR department may be required to recruit employees who are a good fit for the company and also to master all processes pertaining to the HRM. In SHRM, HR professionals need to be equally adept at managing both the business and the people (Society for Human Resource Management 2002). They need to figure out a way of becoming strategic partners in the organization. If the HRM is to become a strategic partner in an organization, it had to change the way it operates. In the traditional HRM design, corporate, business level and organizational strategies determined HR policies and practices. HRM would wait until the strategies were made, then they would design their policies based on what they were told. For HR managers to be successful, they have to embrace SHRM where they have a seat at the strategic table and are actively engaged in strategy formulation (Bratton Gold, 2007). To accomplish this, they have to be part of the top management team of the organization. They also need to be invo lved in corporate planning. Their contribution should be in developing and communicating a vision for HRM. One way of showing the value of HR function is by quantifying the value its initiatives bring to the bottom line (Society for Human Resource Management 2002). This has been simplified by the presence of technological software programs in the market that make it easy for HRM to show their contribution in figures. HR is expected to deliver on recruiting and staffing. In acquisition and development of employees, the HR strategy develops a good balance between nurturing the employees that are already present in the organization and recruiting externally. Their objective is to keep employee turnover low while hiring good productive employees.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More A good balance must exist between work and life. Employees who are overworked tend to resign quickly and if they do not work enough, the organization does not profit. SHRM works out the most appropriate balance to keep both parties content and committed. A HR professional is often expected to master HR processes, while the HR strategy is expected to nurture social relationships, encourage mutual trust and respect employees instead of focusing on monitoring and controlling employees’ compliance with company standards (Bratton Gold, 2007). The HRM is also expected to know the current legislations pertaining to employees. They should understand what is considered legal and what they can or cannot ask the employees to do. One issue that a human resource manager ought to understand is that there is need to make an attempt at showing the value of HR function to the organization. Since technology being a possible substitute for the HR department, the HR managers should figure out h ow they can compete. What is it that they can bring to the table that technology cannot? Because human resources will always be a requirement in every organization, how can they use technology to make their work easier and more useful? There are various types of strategies used by HR. They include growth, retrenchment, and stability. HRM strategies must mirror the strategic objectives of the organization. They must support culture, climate and organizational processes to attract and keep employees. They must be geared towards sustaining organizational commitment. SHRM objectives should be measurable and they should have specific dates of completion (Fuller, 2005). To successfully handle the issues of talent management, rapid change and difficulties in enabling the organization, a HR professional must be highly knowledgeable about business and its environment (Inyang, 2010). This allows him/her to become a strategic partner in the organization hence remaining relevant. The HR profess ional must develop a strategic vision, acquire the latest skills in technology and think globally. Becoming a member of the management team is also important in keeping up with the organization’s issues. The HR professional should also work towards retaining the existing pool of talent because it is hard and equally expensive to recruit new talent. Top and genuine leadership often produces the best results. And as such, the HR strategy should be part of the larger business strategy. In addition, it should also engage all its employees and customers as well. Reference List Armstrong, M. (2008). Strategic Human Resource Management: A Guide to Action. New York: Kogan Page. Bratton, J., Gold, J. (2007). Human Resource Management, Fourth Edition: Theory  and Practice. London: Palgrave Macmillan. Collings, D.G., Mellahi, K. (2009). Strategic Talent Management: A review and research agenda. Human Resource Management Review, 19(4), 304–313. Fuller, T. (2005). Strategic Hum an Resource Management. London: John Wiley and Sons. Inyang, J. (2010). Strategic Human Resource Management (SHRM): a Paradigm shift for achieving sustained competitive advantage in organization. Web. Muhammad, A. (1999). The challenges of globalization and the role of human resources. Web. Society for Human Resource Management. (2002). The future of the HR profession. Retrieved from https://www.shrm.org/pages/default.aspx This assessment on Strategic Human Resource Management was written and submitted by user Elise Walker to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Strategic Human Resource Management Table of Contents Introduction SHRM Concept Roles of HRM Strategic Management Administrative Expert Employee Championship References Introduction Strategic Human resource management is a concept that had been advanced more recently by human resource specialist that recognize employee as key factor to the success of the organization (Pinnington and Edwards, 2000). SHRM is different from traditional personnel management in that it recognizes the need to incorporate and align employee work procedures with the organization’s long term business operations strategic objectives.Advertising We will write a custom assessment sample on Strategic Human Resource Management specifically for you for only $16.05 $11/page Learn More Thus, SHRM is concerned with attainment of two main objectives, that is best utilization of the human personnel which is achievement of the organizations strategic business and operational objectives as outlined in the organizatio n’s mission statement as well as ensuring that the human resource achieves job satisfaction in the process (Stone, 2006). Unlike ordinary personnel management strategies, SHRM goes beyond the routine activities of human resource such as recruitment, training, personnel development, and salary processing. The key concept of a SHRM is to achieve an efficient human resource that complement the organizational business goals and visions which also build on a framework that integrates the external factors of the organization as well (Fernado, 2005). SHRM Concept The SHRM model is based on seven groups of characteristics that have been designed to highlight the core values of a framework which should be incorporated in any form of employee management that is designed to be effective. There are four models of SHRM which have so far been advanced: Harvard, Soft or Hard, Unitarist or Pluralist and Relationship to IR (Butod, 2009). The Harvard model concept is build around employee effi ciency that it identifies to be of crucial value that an organization must invest in order to achieve organization desired goals effectively. Hard or Soft HRM model is a two part approach to employee management where the Hard element of the model focuses on strategic employee management to achieve personnel efficiency, and Soft engages employee in workplace through consultation, communication and cultivates personnel commitment (Stone, 2006). Unitarist or Pluralist is also a two part model where Unitarist strives for commitment through development of mutual objectives between the organization and employee that are aligned together, Pluralist anticipate conflict with employee and therefore develops contingencies. Finally the HRM and Industrial Relationship model argues that organization leaders must factor in complications in personnel management due to interference from employee union organizations (Butod, 2009). The core SHRM characteristics can me summarized in seven groups of pra ctises that defines the way that organizational should ideally interact with their employees. Time and Planning Perspective is one of the characteristics; under this characteristic an organizational has three objectives to deliver as far as human resource are concerned. One, a company applies long term measures towards solving employee problems and therefore promotes employee retention (SouthPacific.edu, 2010).Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Two, an organization should anticipate, design and implement policies that are in the best interest of the company and employee welfare long before employee start agitating for them, this way employee feels contented at all times with their jobs. Finally an organization develops employee policy reforms that are consistent with it future strategic goals and objectives, which is notably one of the core features of SHRM. The second ch aracteristic that an organization has to its employee under the frameworks of SHRM is referred as Psychological Contract, towards this end an organization approach to human resource management aims to achieve commitment from personnel rather than enforce compliance (SouthPacific.edu, 2010). This way high compliance rate is achieved as well as favourable working condition and the organization gets to save on cost associated with enforcement of organizations policies in the process. A third characteristic of SHRM is Control System which requires an organization to implement systems that promote employee self control as a strategy for personnel management rather than internal or external control systems. Four, Employee Relations Perspective require organizations to apply Unitarist theory towards employee management and therefore cultivate a culture of trust between personnel and organizations management (SouthPacific.edu, 2010). Number five characteristic is the need for organizations to have Proffered organizational theory which should ideally be a devolved structure with flexible employee roles. Closely related to this characteristic is the organizations role in creating personnel jobs; as such employee job responsibilities according to SHRM should be integrated with organizational operational and business strategies. Finally, SHRM requires organization to redefine the way it undertakes it evaluation criteria which should involve engaging with employees for purposes of maximum utilization (SouthPacific.edu, 2010). Collectively these seven characteristics as well as the various SHRM models defines the concepts of SHRM that organizations are ideally expected to implement which is different from traditional human resource management approaches. Roles of HRM A core feature of HRM involves personnel management duties as well as management of systems within the work systems. Thus, because HRM is a process that involves personnel and systems management there are two p ossible approaches that HRM can adopt which include instrumental (hard) and humanistic (soft) (Stone, 2006). Under Instrumental approach the HRM recognizes the need to strategic and qualitative management of human resource under a framework that is oriented towards improving employee performance and increasing the competitive advantage.Advertising We will write a custom assessment sample on Strategic Human Resource Management specifically for you for only $16.05 $11/page Learn More In humanistic approach the HRM strives towards integrating the organizations policies in employee job responsibilities without compromising on employee development, trust, collaboration, informed choice and active participation. It is from this background that the roles of a human resource manager can be comprehensively understood because they are based on these two approaches and core duties that we have so far discussed. In this section we are going to discuss the major rol es of a human resource manager based on the SHRM model and concepts. There are four major roles that an effective HR manager must consistently strive to perform in order to achieve ideal employee work output in an organization. Strategic Management The major roles of a HR manager according to Stone involve strategic management, administrative expert, employee championship and catalyst for change agent (2006). One of the unique features of SHRM that sets it apart from other human resource management approaches such as Clerks of works or even Contracts negotiator is its strategic management aspect. As a result, strategic management is arguably one of the core duties that HR manager is expected to deliver under the SHRM model; the essence of strategic management is based on five components. These are organizational mission and objectives, industry environmental analysis, SWOT analysis, strategy implementation, performance evaluation and a component for feedback (Stone, 2006). These fiv e components are essential to designing the types of strategies that HR manager needs to develop for the organization. Some of the types of strategies undertaken by HR manager include retrenchment, stability, growth and international strategies among others (Stone, 2006). Ultimately the objective of strategic management by the HR department is undertaken for several reasons some of which include integration of HR functions with organizational business operations, focus on empowerment and utilizations of organizations human resource, management of organizations culture, behaviour change and work environment among others. The importance of HR managers role of strategic management cannot be more emphasized if one was to consider the fact that good employee management skills is crucial in enabling an organization attain high level of employee retention which is key to its competitive advantage.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Examples of strategic management activities in organizations include harmonizing employee career objectives and that of the organization to ensure that employees and organization achievements feed on each other which is consistent with SHRM hard model framework. Another example of strategic management role of HR includes focus on employee skill building and adoption of policies that recognize employee as a core resource for the company. It is also through strategic management that HR manager is able to work toward strengthening the overall employee teamwork relationship in a way that employee workforce is efficiently directed towards meeting organizational objectives. Administrative Expert Because a big part of HR department duties and responsibilities involve people and administrative management, the HR manager is essentially an administrative expert responsible for ensuring smooth operation of organizational systems. As an administrative expert HR manager should strive to increase both organizational and personnel value through implementation of systems and policies that strengthens both these aspects. Some of the administrative tasks for HR department include job procedures which include defined process of work, problem solving skills, work innovation among others that enables the organization to increase production. It is the responsibility of HR manager to ensure that employees abide by work guidelines and continuously acquire new skills that improve and make their work more efficient (Boxall and Purcell, 2008). Thus, the administrative duties of a HR manager must involve activities that increase organizational value through employees as drivers of such a process. Pfeffer has identified seven key areas in organization that build on employee efficiency and directly contribute to the company performance thereby creating it value. These key areas are: employment security, self-managed teamwork, pay rise pegged to personnel performance, selective recruitment process, regular personnel training, communication facilitation in organization and reduction employee differentials (McCourt and Edridge, 2004). An example of administrative roles of HR manager involves reevaluating it perspective on employee to one that recognizes the human resource as valuable to the company growth. This is because administration activities are run according to the organizational policies, as such change of policy is necessary in order to influence the way that HR department implements administration duties. Another administrative role for HR manager involves initiating organizational culture change where employee commitment to organizational objectives are cultivated rather than enforce commitment through authoritative approach. This requires good administrative systems to be in place so as to attain employee long term cooperation and ultimately ensure that organizations growth is sustained Employee Championship An integral duty of HR manager that is articulatel y captured in the SHRM model is the employee championship that requires HR department to anticipate and agitate for employees rights within the organization context. According to Havard model of SHRM, HR manager can undertake several initiatives that are ideally directed towards improving employee working condition within the organization. Foremost, the HR manager has the mandate to cultivate good relationship between employees and organizational leaders by improving employee welfare. In order to be able to effectively achieve this, HR manager should adopt practices for personnel that boost performance, because employee performance translates to organizational success which means an organization is in a better position to improve employee performance. As an employee championship, HR manager should adopt to have a policy of cost cutting that does not compromise employee welfare as well as working conditions which is different from what many organizations does at the moment because of the need to deliver on organizations bottom line which is generation of increased profits. As far as employee welfare is concerned, HR manager should go beyond the mere improvement of employee welfare at work place to include assisting employees to strike a balance between work and rest and therefore promote favourable work conditions that does not involve working under pressure (Boxall and Purcell, 2008). Employee championship also involves adopting measures that do not exploit employee labour force and which are consistent with labour laws of the country in which the organizational is based. As such, HR manager plays an important role in driving employee reforms within the organization which means they positions themselves as partners to employee unions rather than their antagonists. As a result HR manager appreciates and respect the role of employees unions as an integral component of employee welfare and explore ways that would improve the working relationship between the union body and the organizational towards the common goal of improving employee welfare. In conclusion an effective SHRM management system must address all these areas and every other area that personnel are managed against which makes up the HR management roles under a framework of SHRM model. References Boxall, P. Purcell, J. (2008). Strategy and human resource management (2nd ed.). Houndmills. Basingstoke: Palgrave MacMillan. Butod, M., (2009). SHRM/HRM Models and Theories. Web. Fernado, M., Pedro, R., and Gonzalo, S. (2005). Strategic Human Resource Management: Integrating the Univerlistic, Contingent, Configurational and Contextual Perspectives, International Journal of Human Resource Management, 16(5): 633-659. Pinnington, A., and Edwards, T. (2000). Introduction to Human Resource Management. Washington, DC: Oxford University Press. Stone, R. (2006). Human resource management (5th ed.). Milton: John Wiley Sons Australia. McCourt, W., and Edridge, D., (2004). Global Human Resource Management: Managing People Developing and Transitional Countries. California, Edward Elgar Pub. SouthPacific.edu. (2010). Introduction to Human Resource Management. Web. This assessment on Strategic Human Resource Management was written and submitted by user Josie Ray to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Strategic Human Resource Management

Security Plan Essay Example

Private Security/Security Plan Essay Example Private Security/Security Plan Essay Private Security/Security Plan Essay Javier Sierra Private Security 8/3/2011 My Security Plan There are approximately 800 employees employed at The ABC Valve Plant for prevention of theft and pilferage by means of personnel screening, background investigations, procedural controls, and polygraph and psychological stress evaluator investigations will be mandatory for employment and security purposes. Once hired all employees must check in with fingerprints to clock in to work this will prevent any intruders into the premises. When the truckers come in to pick up or deliver shipment they will be ask to show identification and there purpose at ABC Valve Plant. Planning and goal setting for The ABC Valve Plant a detailed check of certain areas, their probability, and their gravity in terms of business impact should a loss occur that affects corporate goals and assets. Only then can the specific objectives of the security function be defined. First I noticed that The ABC Valve Plant is located in a low income neighborhood which means. I would install a big steel gate around the whole Valve plant remember the function of security is to protect life and property. The steel gate will have barbed wired on the top and it would have a big sign on it stating ‘CAUTION HIGH VOLTAGE ELECTRICITY’ so if someone tries to hop over the fence to steal something they will get shocked but this will only be functional from the hours of 12am to 7am while The ABC Valve Plant is closed. The fence will have big master locks on them with huge steel chain and automatic doors for shipping trucks during business hours. Next I would hire security personnel and must be preceded by careful analysis. It is important that security personnel be emotionally mature and stable people, who can, in addition to their skills and training, relate to people under many conditions, including stress. It is also important to look for people with the potential to advance into the managerial ranks. Establishing controls the decisions made for The ABC Valve Plant must be made as to the means by which such security can be most efficiently, effectively, and economically achieved. Controls must be established over procedures such as shipping, receiving, warehousing, inventory, cash handling, computer protocol, auditing, and accounting. This is the most effective and efficient method of implementing such controls is to present a control or accountability system to the relevant department managers and allow them to express their views and make counter suggestions. I have 5 security guards on duty walking around the premises their duty is to protect the buildings and grounds which they are assigned to, including their contents, occupants, and visitors. They enforce rules and regulations maintain order on their posts and help people who require assistance or information. They develop supervise and enforce applicable systems of identifying personnel and vehicles, conduct package and vehicle inspection’s, and apprehend people entering or leaving the facility without the required authorization. They investigate and report incidents of employees engaged in horseplay, loitering, or violation of clearly stated policies. They determine, monitor, and instantly sound the alarm and respond to intrusions and fires. They make full reports to supervisors on all unusual circumstances. They coordinate emergency planning with police and other first responders. They protect intellectual property by working with information technology professionals. One security guard will be by the entrance gate door looking out for anything suspicious the other security guard will be in the back gate entrance where the shipping takes place the security guard will be looking out as well. Two of the security guards will be walking around the Large Valve plant premises protecting property or data. The last security guard will be in charge of watching the Small Valve Plant and the Administration building the security guard has to protect the two sectors protecting property or data. Of the course the security guards will have radios to communicate with each other in case of emergency flashlights as well for the blind spots a firearm and teaser. There will be lighting in each corner of the fence and one big light at the top of The ABC Valve Plant. The four lights in the corner will be motion sensor to any movement within 20 yards away the light on top will be functioning all night till morning. In my security plan I will have an Emergency Response Plan having these plans is good in case of a terrorist attacks and are also useful in case of natural disasters I would have an exit doors in case of emergency a fire extinguisher in every corner even in the other rooms it’s better to be safe than sorry. Anyone that wants to enter the premises must show identification to the security guard by the front gate and license plate number for ecurity purposes. Since the plant already has only an Intrusion Alarm, along with that I will install Fire Alarms which warn of fire dangers in various stages of development of a fire or to respond protectively by announcing the flow of water in a sprinkler system. The sprinkler system which means the heat triggered the sprinklers. Also Special use alarms warn of dangerous temperature either too high or too slow of the presence of toxic fumes, or that a machine is running to fast. That could be a good way to prevent an injury or even death. The last alarm system I would install would be an alarm sensor system this alarm is designed to respond to a certain change in conditions, such as the opening of a door, movement within the room, or rapid rise in heat. Surveillance Cameras would be a good source I would have a security camera by a light on each corner of the fence and one inside a the Large Valve Plant moving side to side covering the whole room and the other camera would be in the Small Valve Plant covering the whole room as well from side to side. In the Administration building I would have a camera in there as well, just in case of a break in or employee’s not doing their job. One camera will be located at the top of the entrance of the gate to see who comes in another surveillance camera will be located at the back gate to see who comes out of the plant. The last surveillance camera will be located in the parking lot of the premises because personnel may come and go at will for breaks, meals, or other reasons. This cameras are needed you’ll never know what might be going on people can just come and go and nobody will even notice. For accident prevention and safety I would have signs around the proximity showing how to use the machines directions and signs showing that we have heavy security for prevention of theft and safety or other crimes. If we have some sort of violence at work such as arguing or fighting the security cameras will catch the action and the security guards will rush over to the dispute and break it up employees will be sent home thanks to the security cameras we prevented a serious injury or even death. If the cameras or the security guards see something they can’t manage their responsibility is to call the local authorities for assistance. All the security equipment used in The ABC Valve Plant which includes surveillance cameras, alarms, locks, fire exits, fire extinguishers, lighting and security personnel should be reviewed regularly with an eye to its current condition and the possible need for replacement, or substitution. This review should cover all space assigned for use by security personnel on or off duty, uniforms, arms, and communication, alarm, and surveillance equipment, vehicles, keys and access control devices, data terminals, security programs, and databases. These things should be checked daily for security purposes and to be prepared for the unexpected. I believe the security system; equipment, alarms, lighting and procedures would work out great for The ABC Valve Plant and prevent lots of negatives and more positives to the employees†¦this is my plan. Here are some images about how my security may look like.

On the Use of Nemesis

On the Use of Nemesis On the Use of Nemesis On the Use of Nemesis By Maeve Maddox Chris Mentzer asks: What is the difference between enemy and nemesis?   What is the purpose of using the word Arch before each? Nemesis is a stronger word than enemy. Enemy is an unfriendly or hostile person. Nemesis is an avenging force. In classical mythology Nemesis was the goddess of retribution. She punished both hubris (false pride) and wrongdoing. The goddess represents the idea that one cannot escape divine retribution. Lowercase nemesis came into the language in 1597 with the meaning â€Å"retributive justice.† One of my favorite Agatha Christie mysteries has the title Nemesis. In it Miss Marple is portrayed as Nemesis, tracking down a murderer many years after the crime was committed. Conan Doyle called Professor Moriarty â€Å"the nemesis of Sherlock Holmes.† If it hadn’t been for the insistence of outraged readers, â€Å"The Final Problem† would have been the final Holmes story. It ends with Holmes and Moriarty plunging to their (presumed) deaths from the top of the Reichenbach Falls. Each was the other’s nemesis. The prefix arch- is from Greek arkhos, â€Å"chief.† It is added to many words to indicate primacy. In the word archangel the prefix is pronounced [ark]. In other words the pronunciation is [arch]. archangel [rkÄ njÉ™l] archdiocese [rch-dÄ «Ã‰â„¢-sÄ ­s] archenemy [rch-Ä•nÉ™-mÄ“] archdeacon [rch-dÄ“kÉ™n] archduke [rch-dÃ… «k, -dyÃ… «k] To place the prefix arch- in front of enemy is to strengthen the word. An archenemy is the most significant among several enemies. Placing the prefix arch- in front of nemesis is to weaken what is a powerful word in no need of intensification. Both Nemesis and nemesis carry the connotation of implacability. One can defeat one’s enemies. Rarely can one escape one’s nemesis. 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:30 Synonyms for â€Å"Meeting†"Confused With" and "Confused About""To Tide You Over"

Cleaning and Maintenance of Capital Kitchen Equipment Assignment

Cleaning and Maintenance of Capital Kitchen Equipment - Assignment Example In our discussion, we shall consider dishwashers, ovens, refrigerators, ranges/cookers and ventilation equipment. We shall further look at how best we can maintain the equipment to ensure they retain quality. Imagine washing 1,000 dishes manually. A lot of time will be spent scrubbing the dishes, which leads to fatigue. You may have to employ the services of more than one person. You will need plenty of soap. If in a busy setting, such as hotels with a large turnover of the customers, it may end up being a major expense. Many people with such needs end up acquiring a dishwasher. Unlike manual cleaning, a one-time purchase makes the cleaning more efficient. A dishwasher is mechanical and cleans many dishes at once. It uses electric energy. It has rotating sprays of hot water that clean the oily and greasy dishes. Detergent and water is sprayed at first to clean them, after which it is drained and clean water sprayed to rinse them. A heating element in the washer is then used to dry th e dishes (Sforza, 2014). Ovens are heat-insulated machines that can achieve very high degrees of heat. They are used in both a domestic and a commercial and industrial setting. In a domestic setting, they are machines used for cooking. They can also be used to heat the house, bake and even dry some materials. In a commercial setting, ovens are used for large-scale baking, pottery, metalwork, amongst other activities involving a lot of heat but have to be customized for these duties (Sforza, 2014).

Human Resource Management in a Business Context Essay - 2

Human Resource Management in a Business Context - Essay Example claim strategic HRM as organizational systems that use people as a means to achieve sustainable competitive advantage (Snell et al., 1996). Nevertheless, almost all theorists agree on the fact that strategic HRM involves the achievement of a strategic fit between business strategy and HR strategy. For instance, rather than waiting for the employee to design and find his/her replacement, managers now proactively get involved in strategic planning to determine the staffing needs of organizations and conduct recruitment and selection accordingly. This has given way to the matching model whereby HR strategy flows out of the business strategy. The â€Å"fit† perspective has been widely acknowledged in HRM literature with the claim that the HR function needs to be aligned with other functions in the organization. Holistically, HR domains such as the recruitment, selection, training and development of employees are contingent on organizational goals. For instance, companies wishing to enhance their customer management would require corresponding HR practices that empower employees to ensure their satisfaction so that they may keep their customers satisfied. Furthermore, it is important to note that this â€Å"fit† may be internal or external. An external fit would require HR practices to be aligned with external environment (such as recession, outsourcing, downsizing, increased female participation), whereas, an internal fit would require the HR working in sync with other departments in the organization such as finance, IT, marketing etc. In the contemporary world, however, an â€Å"internal† fit is alm ost always assumed with HR of most organizations. It is the â€Å"external† fit that is gaining momentum owing to globalization and the volatile environment. Strategic HRM has evolved as a means of securing sustainable competitive advantage. This is in line with the theory of â€Å"rational choice† which claims that giving strategic