Parker and Nichols in Las Vegas

Parker woke to the sharp sound of his phone ringing. â€Å"Hey are you up because you have to drop your sister to the airport' his dad's voice sounded harsh through the receiver. Parker glanced at his alarm. â€Å"Oh my God!† he yelled, â€Å"it is 11.15, everyone get up now!† He quickly jumped out of bed, ran into the shower and half an hour later, everyone toppled into the car. â€Å"Mum's right,† groaned Natalia â€Å"you are a waste of time, both of you!† â€Å"Shut up!† commented an annoyed Parker, â€Å"We will be there on time. It's not that far.† Natalia hurried through customs and her brothers waved her off. They watched her plane take off and gasped in horror. On the side of the plane was written, ‘Las Vegas'! Nichols shook Parker's shoulder. â€Å"Oh my God!† he yelled, ‘we have sent her on the wrong plane!† â€Å"What shall we do?† cried Parker shaking in disbelief. â€Å"Ok, calm down and breathe,† soothed Nichols, â€Å"I am sure that the air hostess will have checked her ticket and sent her back† They waited for a further ten minutes and then with no more patience, marched up to the departure desk. â€Å"Excuse me, Ma'am,† asked Nichols politely, â€Å"we have sent our sister on the wrong plane. Has she got off yet?† After three hours Parker and Nichols were climbing the walls in desperation. As they worriedly checked their watch, the air hostess came hurrying over and said, â€Å"Your seats are ready. You have been booked and the plane is leaving in ten minutes.† The boys sighed in relief; they would have to follow their sister hoping she would be waiting at MC Carran International Airport, in Vegas. The flight was long and tiring and both boys could not rest because of their worries. All they could do was worry about Natalia and wait for the plane to land. The pilot announced, â€Å"We have now landed at MC Carran International Airport. I hope you enjoyed your flight.† For a split second Parker and Nichols smiled at the pilot's ironic statement. Their humour vanished as they entered the airport and remembered their sister. They caught sight of her exiting the building through a door and ran after her yelling her name. Natalia not hearing the two, jumped into a nearby cab. â€Å"Why is she not listening?† yelled Parker, â€Å"Why is she getting into a cab? Does she not realise she is in Vegas?† They hailed the next cab and Nichols shouted â€Å"Follow that cab. Ha-ha I always wanted to say that.† As the confused driver stared at them, Parker and Nichols collapsed into laughter. Natalia arrived at ‘Loews Lake Las Vegas,' a five star resort. The gobsmacked brothers caught her just as she entered the suite. â€Å"Why the hell are you ignoring us? Could you not hear? We have been chasing you for ages!† shouted Nichols. â€Å"I couldn't hear you!† protested the young girl, â€Å"How was I supposed to know you were here. Besides, I am old enough to be on my own. I don't need you two!† Parker looked at Nichols and burst out laughing. â€Å"YOU don't need US?† they mocked, â€Å"You are still a little girl yet.† Natalia blushed red but said nothing. The suite was beautiful. It had a view of an artificial lake and sunny skies. Light reflected on the glass table. Bright orange sofas matched the painting on the wall. The children had never seen anything so fascinating and their faces reflected their happiness. â€Å"Wow,† exclaimed Parker â€Å"How could you afford this suite?† â€Å"Erm I borrowed Mum's credit card† said Natalia quietly. Parker grinned and pointed out, â€Å"You are going to be in so much trouble, once this is over.† The next hour was spent inquiring about the quickest flight home. Luckily they managed cancelations for the next day. â€Å"Well, while we are here we may as well have some fun tonight † laughed Parker † Come on, everyone, we are in LAS VEGAS!† Nichols gleefully agreed with his brother and just as they were leaving, Nichols ordered Natalia, â€Å"Stay here till we get back. We won't be long.† â€Å"But why can't I come too?† moaned Natalia â€Å"Because you are too young and we might lose you again. Now stay here and be good† said Parker They quickly left a sulking Natalia at the hotel and waited for a cab outside. As they stood, the brothers noticed a red-faced angry looking man staring at them. They realised that he was the same man who they had sat next to on the plane. He spoke harshly, â€Å"How dare you steal my briefcase. Who do you think you are?† As the boys confusedly denied this accusation, the man showed them a bag that read ‘property of Parker Jones.' The boys realised that, on the plane the bags must have accidently been switched. However they had no time to explain as the man pulled up his sleeves and clenched his fists tightly. Parker and Nichols screamed and in a panic, ran down a deserted street yelling for their lives. Unfortunately the furious man was stronger and faster than either of them. Catching up to the two, he punched them in the head knocking them out. Parker and Nichols saw stars and then everything went black. Parker opened his eyes. He was lying on a sticky brownish floor covered in filthy dark stains. A foul odour overpowered Parker's nose and he wretched repeatedly. The broken door had been gnawed away at by the rats. â€Å"Where do you think we are?† asked Nichols worriedly. Parker shook his head. ‘I don't know. I just hope to God that we can get out of here† They both hesitantly peered out of the door into another room similar to the one they had woken up in. Nichols observed a man standing near a small wooden table. â€Å"Hey, that is Mr. Andrew Stevenson.† The two gasped in horror and scuttled back inside. They knew they would have to escape somehow, so shaking with fright; they tried to slowly peer out again. Four men were all busy opening a bag, the same that had been switched earlier. The place was smelly and dirty but the men were more interested in the black bag. As they forced it open, a huge pile of fifty dollar notes popped out. â€Å"We stole this money good and proper† smirked one of the men. â€Å"Perfect plan don't you think?† In shock Parker and Nichols tiptoed out of the building and ran as fast as they could to get help. They explained the whole story to a detective and the police frantically stormed the building handcuffing the men. â€Å"Phew I am glad that is over† said Parker in relief. As he was speaking the detective came up to them and smiled. â€Å"Congratulations boys, you have done a good job. It turned out that the men were on the FBI's most wanted list! As a sign of our gratitude we are awarding you with 10,000 dollars! The boys whooped shouting ‘Viva Las Vegas!'

Are Mongols Barbarians?

The strong military, organized government and religious tolerance all pointed that Mongols are civilized; therefore, they should not be called as barbarians which have no humanity, cruel, violent and are lack of managements. The Mongols were used to be small clans which often fight with each other for supplies. Around 1200, Temujin, Genghis Khan, defeated his enemies one by one and united the Mongols. He led the Mongols and found the largest connected land empire in the history, the Mongol Empire.Mongols created the Pax Mongolia and had great influenced on the later world. First of all, Mongols are not barbarians because they had well-organized government. They divided the large empire into four khanates which made them easier to control (Document 1). Also the villages were divided into two districts. For example, the village of Saint Denis had a district where the markets were and a district that were all craftsman (Document 7). Kublai granted taxes and built new capital. Besides, h e set new laws, and the crime rate decreased about half (Document 8).The Mongols ameliorated the conveyance by building canals (Document 10). They also established post office that had more than 10,000 posts and 200,000 horses to pass the message (Document 12). All the systems and reconstructions they created pointed out that Mongols aren’t barbarians. Next, the military organization proved Mongols’ good arrangement ability which lead to a result that they aren’t barbarian. Mongols knew how to use silk as a tool to practice their skills (Document 2).The ten soldiers were put into groups and had captain for each. Ten of those groups form a hundred and had another captain. Over ten captains of thousand was a captain who control a thousand men. Above those ten captains was a man. Then one or two chiefs control the whole army with highest command (Document 3). Mongols also sat traps for other cities, and made fake figures to let the army look bigger and more fearful (Document 4). The armies protected the trades and routes, too. So the trades and passengers could be safe.Mongols had shown their smart brains with great thoughts in military with civilized organizations. Last, Mongols had opened-mind and accepted different religious which revealed Mongols’ kindness and religious tolerance. Even though Mongols did not believe in Christianity, there were still Christian churches (Document 7). Mongols were opened to new ideas, Kublai wanted Marco Polo to bring a hundred Christian. However, Marco Polo didn’t, but the act showed the wide opened- mind of Mongols (Document 8). They also established society and preserved culture (Document 10).The emperor, Mongke Khan even allowed the Christians, Muslims and Buddhists to hold a council and write their true ideas about his laws and books (Document 13). Mongols are not barbarians, they respected, adopted all religious and ideas. One of the most important empire that ever exist, the Mongol Empir e, is often considered as a barbaric rulers. But, they are not. Not only because they well organized their military, government, and also religious tolerance. Mongols are educated and civilized which think when one does.

A virtual community and a social networking web site Essay

QUESTION 1. Write a paragraph to explain and distinguish between a virtual community and a social networking web site. In Social networks everyone has their own social network (whether online or offline). Everyone has friends, families, and people they are acquainted with. An online social networking site simply makes our social networks visible to others who are not in our immediate network. So the single most important feature that distinguishes a social network from a community is how people are held together on these sites. In a social network, people are held together by pre-established interpersonal relationships, such as kinship, friendship, classmates, colleagues, business partners, etc. The connections are built one at a time (i.e. you connect directly with another user). The primary reason that people join a social networking site is to maintain old relationships and establish new ones to expand their network. Some obvious examples of social networks are Facebook, Myspace, and LinkedIn. One interesting feature about people’s social networks is that they are extremely unique. It is actually very difficult to fake a Facebook or LinkedIn profile, because your friends (or who you connect to) will collectively identify you. Unlike social networks, communities (both online and offline) are more interesting from a social anthropological perspective, because they often consist of people from all walks of life that seem to have no relationship at all. Yet, as we’ve learned from history, communities are very robust social structures. So what is it that holds these communities together? Communities are held together by common interest. It may be a hobby, something the community members are passionate about, a common goal, a common project, or merely the preference for a similar lifestyle, geographical location, or profession. Clearly people join the community because they care about this common interest that glues the community members together. Some stay because they felt the urge to contribute to the cause; others come because they can benefit from being part of the community. In communities identity are easily forged. QUESTION 2. Identify a product that could be promoted using a social networking site such as Facebook. Explain why your chosen product would be a good candidate for a social networking-based promotion strategy. Amazon  products such as electronics and wears are definitely liable products for promotion on Social networking sites. Especially when discounted this products call for great awareness knowing that large amount of people or customers demand and are in search of these products in cheaper, available and from trusted companies. These products being available for sales online with sound delivery and trust (in returns and delivery) calls for great insight for people to generate interest, confidence and preference for purchase. Consequently, people or customers through the social networking sites creates vast awareness in conversations and sharing thoughts and likeness for such products or promotion. QUESTION 3. Describe 2 or 3 specific apps that could use a smart phones GPS capability. State the benefits of using the GPS in the app in each case. Find my phone Find My Phone is a GPS tracking application on android phones that makes it easy for you to track and locate a stolen phone. This phone tracker app includes a navigational feature and assistance and as long as the location app is running, it can help locate a stolen or lost phone quickly and easily. The app uses secure data from cell phone companies to track and display the phone location on the Find My Phone map. For this feature to function, the Find My Phone app needs to be installed on both your phone and the phone of the person you want to track or locate. Find My Phone uses state-of-the-art GPS technology to accurately locate phones. Note: For this feature to function, the Find My Phone app needs to be installed on both your phone and the phone of the person you want to track or locate Google Maps The Google Maps app for Android phones and tablets makes navigating to your desired location faster and easier. It enables you find the best spots in town and the information you need to get there. Google Maps includes various relevant features such as †¢ Comprehensive, accurate maps in 220 countries and territories †¢ Voice-guided GPS navigation for driving, biking, and walking †¢ Transit directions and maps for over 15,000 towns and cities †¢ Live traffic conditions, incident reports, and automatic rerouting to find the best route †¢ Detailed information on more than 100 million places  Ã¢â‚¬ ¢ Street View and indoor imagery for restaurants, museums, and more.

Cultural relativism Research Paper Example | Topics and Well Written Essays - 1000 words

Cultural relativism - Research Paper Example The customs, for example practiced by many cultures and religions such as infanticide, human sacrifice or self-mutation are considered right in those particular cultures and religions, while at the same time they are abhorred in other societies. In cultural relativism there is considered no concept of universal truths. The relativists claim that since every culture has its own distinct and diverse moral and ethical codes therefore there cannot be any universal standards to judge anything other than to consider it in the context of that particular culture. As in the case of abortion, which is highly abhorred and considered illegal in many countries, is considered completely legal and an act of birth control in Japan and many such countries. The idea of cultural relativism advocates the idea that everything is valid and right in its cultural context. This means that there is nothing truly right and wrong or moral and amoral, rather there is only different cultural aspects which may or may not validate an act or practice. The anthropologists, who contradict the idea of cultural relativism, consider the ethical subjectivism more appropriate in term of morality of actions. Ethical subjectivism implies that whatever an individual does or feels is right as far as he considers it right. This means that one thing that is morally justified for one person may not be so for another person. In other words the concept of right and wrong on a culture basis shrinks to an individual basis. For example extra marital relations or open marriage may be considered right for some while it will not be a justified act for others (Rae, 2009). There is another term of situational ethics generally applied by anthropologists which implies that morality is situation based. This term is introduced by Joseph Fletcher, advocating that all morality is relevant to the particular situation in which an individual finds himself. The most cited example of situational ethics is that of a woman impris oned in Nazi camp. She asked a guard to make her pregnant so that she could be released and meet her family (Rae, 2009). All these terms of cultural relativism, ethical subjectivism or situational ethics are valid in their own context, yet they can’t all be correct. If we truly follow ethical subjectivism, it would mean that there is no concept of society or culture but individual choices. This would only alienate individuals from one another. If everything has to be justified according to individual choices and preferences than no one will think of the consequences of their actions, rather there will only prevail selfishness and biased natures. To accept the individuality and diversity of different cultures and to give space and freedom of practice is essential, but to accept all the aspects of a particular religion or culture whether they are right or wrong is definitely not essential. Respecting cultures does not mean we respect their inhumane practices as well. Every cult ure teaches the basic doctrines of humanity and justice and they should be appreciated for whatever is good and humane in them. Yet there can’

Fact sheet Essay Example | Topics and Well Written Essays - 3000 words

Fact sheet - Essay Example The leaves are also dark green in color which is shiny on the paler underneath and at the top with its petiole section being red and long in size. In the fall, the leaves with smooth margins will usually turn yellow. Habitat: Bigleaf maple grows in moist soils and areas that are shingle and rough in nature. There is a high likelihood of the trees surviving in areas which are next to the lake, river and stream edges compared to other wet regions such as the seepage areas. [1]. The species mostly occurs in mixed group of trees with black, red alder, Douglas –fir, cottonwood, western hemlock and Western red Cedar. Mice, grosbeaks and squirrels usually eat on the seeds of this species while the elk and deer often feed on its twigs. Use: The tree can be used in making of hooks for clothes, dishes and pipes. [1]. They are also used in making of paddles; occasionally, the inner back can be used in making ropes, baskets and whisks which are used for whipping soopolallie berries [1]. Notes: In fact, the Maple flowers are one kind of food that can be eaten with salad together. It is quite sweet. For the bark of the Bigleaf maple trees, it is rich in calcium and moisture because the trees are usually in wet rainforest plant community. It should be noted that the flower of Bigleaf maple just like other Maple is one of the delicious meals that can be eaten together with salad. The bark of the tree on the other hand is rich in moisture and calcium given that they are found within the community of

Mental Health Nursing Personal Statement Example | Topics and Well Written Essays - 1000 words

Mental Health Nursing - Personal Statement Example In 1993, the Burdekin Report also documented on human rights abuses within the institutions so that the Australian government was prompted to implement a five-year program to: (1) facilitate genuine participation for consumers and carers; (2) develop high-quality, community-based mental health care; and (3) outline a broader approach to population-based health promotion and disease prevention. You must understand then that many people in Australia especially those with mental disorders and their families, are getting frustrated, however, I am happy to tell you that many are still very willing to support the programs. I would like to quote the exact words of the Mental Health Care of Australia to make my point more vivid: "Their goodwill, patience and support for the protracted nature of genuine health care reform have been dissipated. They are willing to back another 5 years of government national planning - but only if it is supported by genuine national leadership and commitment (Mental Health Care of Australia). It is important therefore to have nurses and medical practitioners that are committed to the improvement in the mental health care. It is important to have a nurse like you who would take the challenges to work hard for the reforms needed for the mental health care not only for Australia but for your own country. I am most certain Australia's case is not isolated. The very fact that you are thirsting for more knowledge and exposure tells us that you too are confronted with the same problems and issues. Indeed we need to educate the society and battle the stigma associated with mental disorders that makes many fearful of medical treatments. I should also want to share with you the 10-point plan of... This paper approves that the Australian government provided $120 million funding that extended up to this year for the betterment of mental health care. It launched the 4 year program for the Better Outcomes in Mental Health Care Program which aims to support general practitioners in improving the quality of care through health education and training. The Government of Australia for instance has recorded significant progress in its reforms. The following are some of the achievements on the service development as published in the government’s website. Stop the over reliance on inpatient services. This means that there is the need to increase resources such as hostel type of accommodation, lifestyle support accommodation, 24 hour access emergency accommodation. According to the report "Their goodwill, patience and support for the protracted nature of genuine health care reform have been dissipated. They are willing to back another 5 years of government national planning - but on ly if it is supported by genuine national leadership and commitment". This essay makes a conclusion that Mental Health Services with recruitment largely done for the Healthy Young Minds workers. More than 600 people have a received a service under this program to date; Allocated $1.6m over four years for early intervention for young people experiencing mental illness for the first time including the establishment of an outreach service; Increased consultation with consumers and carers; and Implementing a workforce development plan to enhance delivery of services.

Project Censored Essay Example | Topics and Well Written Essays - 750 words

Project Censored - Essay Example This follows the calls for the respect of human rights and human dignity in the democratic space that U.S dominates. Indeed, U.S being the most democratic nation in the world should ensure that there are no cases of sexual assault in the military and in the society. News of sexual assault of U.S military women is unique since it defines unethical behavior among the disciplined forces, which contravenes the code of conduct for such officers. More so, the story is unique in that there are very few reported cases of sexual assault in the U.S military. With the information presented in the story one can be able to view the democratic levels in U.S based on this context, understand the place of women in the democratic society, and derive the correct measures to avert such a scenario. Furthermore, this information will help us to understand the public health issues, sexuality in men and women, and the extreme violence in women. The story will equip us with knowledge on the dynamics of sexu al assault in the military and how more victims are finding confidence in reporting sexual assault cases. Such information will derive knowledge on what motivates victims to report any sexual assault. Notably, upon reporting, victims can lay claims for health effects that may emanate from such sexual attacks. This story will help any victim and the society to understand the remedies for sexual assault in the US military. As such, the story is important as it defines sexuality in men and women and analyzes how victims can access justice and the relevant benefits upon suffering from sexual assault in the US military. It also shows how authorities discriminate women who report sexual assault with a view of accessing justice and getting the relevant claims. As such, we can establish that not having this information can affect citizens who live in a democratic society. Indeed, citizens without this information will not know the incidence and precedence of sexual assault in the US militar y (Chemaly 1) as a public health issue. The information depicts the level of increase in the number of reported sexual assault cases in the US military. Democratic citizens without this information will also lack enough knowledge on the causes for the increased numbers of reported sexual assault cases (McVeigh 1). This will deny such citizens a chance to devise mechanisms geared towards reducing cases of sexual assault and increase incidences of reported sexual assault cases for purposes of taking the necessary measures. The democratic citizens will equally lack enough knowledge on where to report sexual assault cases in the US military. This jeopardizes the efforts aimed at reducing cases of sexual assault. Moreover, democratic citizens who lack this information will not understand the suffering of the victims and the claims of the advocates groups thus missing the gusto to fight against sexual assault against women in the US military. Furthermore, lack of this information will low er the citizen’s knowledge on the government’s initiatives geared towards encouraging victims to report assaults (Chemaly 1). Indeed, the information also depicts the efforts of the Congress, Senators, former military officers, and victims' groups in reducing cases of sexual assault in the US military (McVeigh 1). Lack of this information will also deny the democratic citizens a chance to know their human rights and benefits attached to the victims

Five Secrets of Charismatic Leader Assignment Example | Topics and Well Written Essays - 500 words - 2

Five Secrets of Charismatic Leader - Assignment Example It enables people to go beyond the confines of mediocrity and tread into the realm of existence. In the process, it induces people to define their desires and to pursue them with passion. Ultimately, leadership transforms potential into reality. Charisma has been identified as one of the characteristics of transformational leaders. Tasler indicated that â€Å"displaying charismatic leadership is one of the most effective ways to boost everything from motivation and creativity to productivity and plain old satisfaction† (Tasler, 2010, par. 2). In this regard, leaders who do not seem to possess the charismatic qualities have renewed hope to develop the rudiments for honing this potential. Through a research conducted by Francesca Gino from Harvard Business School and David Hofmann of the University of North Carolina, the secrets of unraveling the charismatic powers in leaders are revealed. As presented by Tasler, there are specifically five steps to assist leaders in developing a more charismatic personae, to wit: (1) through a definition of the main character; (2) identifying the ultimate goal or the happy ending; (3) pinpointing the weakness of the current situation; (4) identifying the alternative courses of action; and (5) encourage outpouring of emotions. Simply put, Tasler’s advice is focused on: â€Å"charisma can be conveyed simply by using emotional words. Incorporate such words as nervous, afraid, and frustrated to heat up your descriptions of the not-so-happy beginning, and then use words like excited, confident, proud, and peaceful to make the happy ending feel happier. The goal is to create a stark contrast between the unpleasant feeling of the place they are currently in and the wonderful place they can go to if they do what you ask† (Tasler, 2010, par. 12).

The Social, Ethical, and Economic Implications of the Human Genome Term Paper - 1

The Social, Ethical, and Economic Implications of the Human Genome Project for Society - Term Paper Example Social implications include major advances in medical treatments, but also changes in people’s attitudes and behavior due to new procedures like testing when symptoms arise or screening before any disease symptoms are apparent. Ethical issues include balancing individual interests against the interests of others, and such considerations as potentially racist applications and unforeseen consequences of information which gene-related activities can produce. Some of the most critical issues such as privacy and the desire not to know are highlighted. Financial implications for society at large, private companies and for individuals are explored. Finally, there is the assessment of the extent to which the Frankenstein metaphor applies to this project. The paper concludes that the Human Genome Project is an extremely powerful resource which can be used for good or evil purposes and that we have resolved some but by no means all, of the major ethical issues that it brings. The Human Genome Project promises a revolutionary insight into the genetic â€Å"blueprint† of the human body. Consider the social, ethical, and economic implications of this project for society and the potential for applications of this research. Genetic engineering is a relatively new science, which rests on the pioneering work of Gregor Mendel on the garden pea, leading to the formulation of Mendel’s laws in 1866. (Thomas, 2003 pp. 1-3). It was only some fifty years later that the true significance of his discoveries was realized.  

Journal 5 Essay Example | Topics and Well Written Essays - 500 words - 1

Journal 5 - Essay Example 2. My reaction about the distance activity was good in some distance. I mean this for personal distance and intimate distance because my partner was close to me and I could hear him. However, in other distances, public distance and social distance, I couldnt hear him very well because other students were talking too loud.  My comfortable distance was intimate distance and uncomfortable distance was public distance. 3. I learned a lot about myself and also about my team in the life highlights. For my life, the main event was when I graduated from my university. My team life highlights were different one of my team member’s life highlight was when he was in Miami. The other group member had her life highlight working with kids in a school. For the Johari window, I learned that it consists of four parts: open free area, blind area, hidden area, and unknown area.  For the team I learned some interesting things about them that I did not know before. Likewise, my teammates also got to learn about me some more. 4. For the group work together on the case study, we broke it down into smaller individual pieces so it was more manageable for each of us. Because the three of us each had to work on our own part, we had to communicate some extra with each other to see if everything was still on schedule. For the training presentation, we came up with some ideas like the lock of cooperation and communication among teams and how these problems can be fixed. This would be really helpful to everyone else because these types of issues arise in every group at some stage. 5. Team building exercises can be great to do both for morale and gaining trust among each group member. Also, promoting diversity leads to a better working experience because each member can contribute from a vastly different point of view. For my future career, I will be able to take this

Annotated Bibliography Assignment Example | Topics and Well Written Essays - 1250 words - 1

Annotated Bibliography - Assignment Example - This was another research work that looked at the epidemiology of West Vile virus in Louisiana. In the paper, a quantitative method that made use of an environmental predictive model was used. in this model, a geographic information system and remote sensing were developed to find the relationship between human cases and case in dead birds. The study concluded that there was 74% of relation. In terms of methods, there will be some level of similarity with the intended study to be carried out. However, there will be difference with the population because in the intended study, there will be an exclusive use of human populations. This study addressed the issue of predictors of hyperendemicity of West Nile virus in Texas. With the focus of the researcher to undertake a spatial analysis of the virus and its predictors in Texas, Poisson was modeled as the exclusive method to aid the researcher achieve the said goals of the study. The outcome of the study showed that Hockley, Lubbock and Lynn, which were used as primary clusters were all hotspots for the disease. Leon and Robertson were also hotspots thought used as secondary clusters. It was concluded that there is a geographic relation with contracting the disease. The method is different from the intended methodology even though the variables of the population would be slightly same. The research was addressed to the issue of the role that birds play in the spread of the West Vile virus. A quasi experiment was used as method for data collection by the researcher, where the outcome of the study showed that indeed American Tree Sparrows have a role to play in the distribution of the disease in man. Between resident species and migrating species, it was concluded that there was increased incidence of West Vile virus as compared to migrating species. In line with the proposed study, the

External influences Essay Example for Free

External influences Essay Three ways in which an increase in unemployment might affect Hacker PLC are Organisation, Payments, and Government spending. Organisation Unemployment can have a number of effect on the internal organisation of a business. It may mean that the firm can no longer afford to recruit new members of staff because of low demand for its products. New, often young, recruits to a firm will no longer be coming through. In addition, new posts which arise may be filled through retraining of existing staff rather than recruitment. This can lead to significant changes in the age profile of an organisations employees. Redundancies are also a common feature of a period of high unemployment. Whilst the work of some who are made redundant will not be replaced, the responsibilities and roles of others may be added to the job description of those who remain within the firm. This can lead to increasing demands on existing employees. During periods of high unemployment, some firms reorganise their internal structure. This may mean the loss of a whole tier in the hierarchy or the changing of individuals job description. Payments Businesses may be faced with making redundancy payments to workers. These tend to vary between firms depending upon the average length of service of the employee. The cost of reorganisation caused by redundancies will also have to be borne by firms. Such costs may include lost productivity after a reorganisation as employees struggle to cope with new responsibilities. It may be easier for firms to recruit new employees during a period of high unemployment. This is because there is a large pool of people to choose from, with more applicants for each available post. In addition, because of the increased competition for new jobs, people may be prepared to work for less money. In this way firms can lower their labour costs. Government spending High levels of unemployment mean that government spending on social security will be high. Also, the government will lose revenue from tax and National insurance contributions which people would have paid had they been in employment. To male up for this the government may borrow, increase taxation or reduce other items of spending. 8. Structural unemployment can offer UK businesses the opportunities of new methods of productions and competition from overseas. The business benefits from the changing of pattern of demands because this means that because the business may make use of modern technology/machinery, there will be less human intervene required. This is a benefit has the business is reducing its labour costs and total costs. This is a benefit because although this means that redundancy will be made and high labour turn over will be made, at least the business will be able to keep the money spent on labour and enjoy greater profits. Secondly, the business may be gain an opportunity from this because an encouragement can be made to foreign producers to establish their businesses in UK. This will benefit the firm because it means the firm can negotiate with the government to receive grants and support with the establishment of the business, as the firm can provide employment to people and possibly to those people as well with skills not needed by domestic businesses. 15. The likely implications for the government trying to reduce the unemployment are that in Cyclical employment the business may suffer from the falling sales. In the short term, the businesses may be able to add any surplus production to stocks. Alternatively, businesses may seek new market, perhaps overseas. However, not all businesses may suffer from the changes in unemployment, whilst suppliers of luxury products could suffer substantial reduction in sales. Secondly, in structural unemployment the effects on the businesses can be severe because its often highly localised and very persistent. If there is need to a reduce output, then rationalisation and redundancy might follow and factories and offices may be closed. Research and development plans may be abandoned or postponed as firms seek to reduce their costs to match their reduced revenues. The predicted fall in the level of demand may encourage the firms to diversify.

Vietnam Human Resource Enterprises and Training

Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear Vietnam Human Resource Enterprises and Training Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear