How to Get a Recommendation Letter for Graduate School

The letter of recommendation is the part of the graduate school application that students stress most over. As with all elements of the application process, your first step is to be sure that you understand what you’re asking for. Learn about letters of recommendation early, well before it is time to apply to graduate school. What Is a Recommendation Letter? A letter of recommendation is a letter written on your behalf, typically from an undergrad faculty member, that recommends you as a good candidate for graduate study. All graduate admissions committees require that letters of recommendation accompany students’ applications. Most require three. How do you do about getting a letter of recommendation, specifically a good letter of recommendation? Prep Work: Develop Relationships with Faculty Begin thinking about letters of recommendation as soon as you think youd like to apply to graduate school because developing the relationships that are the foundation of good letters takes time. In all honesty, the best students seek to get to know professors and get involved regardless of whether they are interested in graduate study simply because its a good learning experience. Also, graduates will always need recommendations for jobs, even if they dont go to graduate school. Seek experiences that will help you develop relationships with faculty that will get you excellent letters and help you learn about your field. Choose Faculty to Write on Your Behalf Carefully choose your letter writers, keeping in mind that admissions committees seek letters from specific types of professionals.  Learn about what qualities to look for in referees and dont fret if youre a nontraditional student or one who seeks entry to graduate school several years after graduating from college. How to Ask Ask for letters appropriately. Be respectful and remember what not to do. Your professor does not have to write you a letter, so do not demand one. Demonstrate respect for your letter writers time by providing him or her with plenty of advance notice. At least a month is preferable (more is better). Less than two weeks is unacceptable (and may be met with a No). Provide referees with the info they need to write a stellar letter, including info about the programs, your interests, and goals. Waive Your Rights to See the Letter Most recommendation forms include a box to check and sign to indicate whether you waive or retain your rights to see the letter. Always waive your rights. Many referees will not write a non-confidential letter. Also, admissions committees will give letters more weight when they are confidential under the assumption that faculty will be more candid when the student cannot read the letter. Its OK to Follow-Up Professors are busy. There are many classes, many students, many meetings, and many letters. Check in a week or two before its due to see if the recommendation has been sent or if they need anything else from you. Follow-up but don’t make a pest out of yourself. Check with the grad program and contact the prof again if it hasnt been received. Give referees lots of time but also check in. Be friendly and dont nag. Afterwards Thank your referees. Writing a letter of recommendation takes careful thought and hard work. Show that you appreciate it with a thank you note. Also, report back to your referees. Tell them about the status of your application and definitely tell them when you are accepted to graduate school. Theyll want to know, trust me!

Drug Testing Welfare Recipients - 1395 Words

In 2010, 17.5% of unemployed adults collecting some sort of welfare failed drug tests. In 2011, 23.8% of welfare recipients admitted to using illegal drugs, including marijuana. The problem the United States if facing is that welfare recipients are using the cash they are given to purchase illegal drugs. Many of these people purchasing illegal drugs had prior illegal drug abuse problems and some of these people believe that since they are given this â€Å"free† money, they can continue on with these addictions instead of finding the help they need to get back onto their own two feet. Many employers ask all of their job applicants for a drug test to even be considered for the job, so why shouldn’t the government ask the same for people looking†¦show more content†¦Arizona was the first state to establish a temporary requirement for the fiscal year of 2011-2012 followed by Florida and Missouri. There are a lot of companies that require any job applicant to submit a drug test. According to the 2010 National Survey on Drug Use and Health, 66% of substance abusers age 18 and older were employed. Employers spend between thirty and fifty dollars per test per person. Employees find that substance abusers increase employee turnover which end up costing them more money in the long run because of the cost of training. The Substance Abuse and Mental Health Services Administration conducted a study in 2007 that said substance abusers change jobs as often as three times a year. Employers that require drug testing saw a 16% decrees in employee turnover rates. Another reason an employer may require drug testing is because people with no substance abuse problems are more productive. People with substance abuse problems are also 2.5 times more likely to call into work. Companies who require drug testing also saw a 50% decrease in workers compensation clams. So in the long run, employers end up saving a lot of time and money by drug testing all job applican ts. If 60% of employers are requiring job applicants who pay thousands of dollars a year in taxes to take a drug test, shouldn’t the government be requiring the same drug testing for people who are receiving welfare money? Many taxShow MoreRelatedDrug Testing For Welfare Recipients1347 Words   |  6 PagesIntroduction Since the reformation of welfare in 1996, nearly all states have attempted to pass legislation to require the use of drug testing among welfare recipients. Thirteen states have passed legislation and there are currently seven states testing applicants for drugs. The results have been somewhat anticlimactic, as the number of positive drug test results is lower than the national average. There are many concerns surrounding the issue of drug testing welfare recipients, including the cost, constitutionalityRead MoreDrug Testing Welfare Recipients913 Words   |  4 PagesIf the drug testing is implemented, of course, there will always be those who feel violated, but what about the taxpayer’s rights? Do they have that right to know how their money is being spent? The problem with this development is there are so many ways to cheat and test clean. In theory that is true, but in reality not so sure because there are different types of testing. The main one is urinating in a cup and we all know that can be tampered with, but what about the hair strand, how is that possibleRead MoreThe Drug Of Drug Testing Welfare Recipients912 Words   |  4 PagesDrug Testing Welfare Recipients To test or not to test has been has been the question at hand for many states that are dealing with whether or not to pass the law that welfare recipients should or should not be drug tested in order to receive assistance from the government. Florida was the first state to mandate the law in 2011 and thereafter twenty four other states in the last year have also passed this law in our own state of Oklahoma being one of them. Although alcohol is legal it is abused farRead MoreDrug Testing Welfare Recipients Essay1114 Words   |  5 Pagesin order to obtain a job, some people go through drug testing while drug and alcohol abusers receive free, no strings attached, financial assistance (see appendix A)? Food stamps and Medicaid are provided to low and no income Americans who would otherw ise do without. According to heritage.org, a majority of the illegal drug use in American adults is tied to unemployed citizens. While there are many people who disagree with testing welfare recipients, the truth is that the pros greatly outweigh theRead MoreShould Drug Testing Welfare Recipients? Essay1707 Words   |  7 Pagesuse of drugs is an immense problem in today’s society. The big question is, is it a problem within the welfare system? Drug use isn’t just a problem of poverty; it’s found among all groups and classes. As said in Jamelle Bouies article, The Myth of Drug Use and Welfare, â€Å"The myth of welfare recipients spending their benefits on drugs is just that—a myth. And indeed, in Utah, only 12 people out of 466—or 2.5 percent—showed evidence of drug use after a mandatory screening.† Drug testing welfare recipientsRead MoreMandatory Drug Testing For Welfare Recipients1526 Words   |  7 PagesBreez Arann Ms. Holiday English 12 11/04/15 Mandatory Drug Testing for Welfare Recipients When the United States’ welfare program was created during the Great Depression, it was meant to temporarily relieve the burdens of the one-fourth of American families who were unemployed, and struggling financially. President Franklin D. Roosevelt created the Social Security Act in 1935, then amended it in 1939 to create programs to assist families with unemployment compensation, and to create government agenciesRead MoreMandatory Drug Testing For Welfare Recipients1613 Words   |  7 Pagestime-welfare reform. New screening processes, often considered a direct violation of constitutional rights, have already been enacted in many states. Strong evidence exists, asserting that the practice of administering drug testing to welfare recipients will cost the U.S. taxpayers more money in the long run, stigmatize applicants and participants, and serve only the purpose of making the pharmaceutical companies more powerful. In order to protect the constitutional rights of potential we lfare recipientsRead MoreShould Drug Testing Welfare Recipients?1679 Words   |  7 Pageswho test positive for drugs should be able to receive welfare. It was an argument that flooded social media, arguments filling comments with opinions. It is a subject that continues to be discussed within our peer groups, our communities, and our states. This paper will discuss the opinions of individual’s within the country, the beneficial factors of drug testing welfare recipients as well as the unbeneficial factors, as well as who decides if drug testing welfare recipients goes into effect or notRead MoreDrug Testing for Welfare Recipients Essay2111 Words   |  9 PagesThe history of social welfare can be traced back to ancient times, but the time most influential to the start of social welfare programs in the United States occurred during the great depression. In 1935, then President Theodore Roosevelt introduced the Social Security Act. This act guaranteed pensions, unemploymen t insurance, and help for children and the disabled. The Works Progress Administration was also put in to place and helped unemployed people find jobs (HISTORY.COM-New Deal). A propositionRead MoreBenefits of Drug Testing for Welfare Recipients Essay1330 Words   |  6 PagesIntroduction Random drug screening involves the experimental analysis that utilizes specimens such as saliva, hair, blood or urine in order to determine the presence of certain drugs or their metabolites. These tests are usually done to ascertain the presence or absence of prohibited drugs or steroids. On the other hand, the state welfare assistance/ government assistance is a government funded program that was started in 1930 during which period US citizens and the rest of the world were facing

HR Practices in Pakistan and UK Free Essays

string(261) " studies and researches the researchers have done allot of hard work on the specific field of HRM but this research only comprise the developed countries where human resource management plays an important role in the development of multinational organisations\." The importance of recruitment and selection practices also known as Human Resource Management (HRM) could not be taken lightly. All national and multinational organisations rely on its most important resource – the people working in it – to carry out its goals and visions. Organisations do not work without the people. We will write a custom essay sample on HR Practices in Pakistan and UK or any similar topic only for you Order Now The Human Resource therefore takes care of a very essential component of the organisation. Thus, it deserves to be given due consideration and importance. The proposed research will be focused upon to investigate the comparison of HR practices in Pakistan and UK multinational organisations. In the recent past so many research findings have been produced about the implementation of HR practices in Pakistan but it is evident that HR practices are not fully implemented and what are the main causes and factors due to which these practices are not implemented. On the other hand the HR practices in developed countries like United Kingdom play important in the success of the multinational organisations. Thus along with comparison this study will also reveal the effect of HRM practices in developed countries like United Kingdom and under developed countries like Pakistan. CHAPTER 1 INTRODUCTION 1.1 INTRODUCTION: This chapter summarizes a brief overview of the entire dissertation. In this context, this chapter presents a brief introduction of the identified objectives. Background section of this chapter details research conducted to conclude main area of research. Some others topics include literature review, methodology, findings and results. Rest of this chapter has been organized as follows. In section 1, we present aims and objectives of our research study. Section 2 presents background study and research challenges are covered in section 3. At last in section 4 we present organization of this dissertation. International projects that are increasing their actions universally are uncovered to increase knowledge in the variety of ways according to their situation. They are familiar with choosing problem among an internationally consistent strategy a nearby adaptive strategy in their global individual source strategies. Asia is the best rising district on the earth (Economist 2003, 2005; Fortune 2004) plus is motionless under-researched evaluated to Europe as well as the United States. The financial systems of the nations underneath learning are frequently grouped jointly as being underpinned by â€Å"Asian principles† although restricted traditions, organizations, as well as work powers vary in every of the chosen states. Known the local variation in financial expansion, the assortment of state permits examination of move together to higher financial systems such as Singapore as well as less-developed financial systems such as Thailand plus Indonesia. The instant region of attention of this learning is the relocate of Human Resource strategies and their performance in United Kingdom headquarters (HQ) and supplementary in Pakistan. To know about how they use their HR practices and HR department to motivate their employees so that their performance should be at their best just like the HQ employees who has been working in a developed country. To know about the contrast of these employees the researchers is working on these variables, Motivation, Training and hiring of the employees. After studying Japanese organizations western writers and parishioners have found that workforce management (utilization) is one of the main reasons of their success. This has a great influence on the writers, parishioners and the researchers to consider proper use of workforce in western organizations. Later on this style was termed as ‘Human Resource Management’ or HRM. At present, many organizations has functional personnel department known as Human Resource (HR) with the basic aim of managing their employees in an efficient manner. 1.2 Realistic Background: At the same time as those kinds of keys are essential as well as sufficient to accomplish several of the managerial Human Resource jobs, the excellence of recompense, expansion plus guidance procedure – to name immediately a little – are not optimized with the similar severity in each state as those relating to the manufactured goods plus services that the own MNEs proffer. This require for the Human Resource purpose to competition the excellence of the manufactured goods as well as service commerce has lead to a rising attention of the MNEs’ headquarters in global Human Resource. People working individually or collectively for the organisation are the essential and most valued elements of human resource management. HRM is considered as a strategic and detailed approach for the management of the organisation. ‘Personnel’ management term was used before the concept of HRM. According to Grant and Oswick (1996) of practitioners views on HRM said â€Å"There is and always was a gradual evolution of personnel management. I see HRM as just the latest stage of this evolution.† In Pakistan the HRM process is in developing or infancy stage. In Pakistan and other under developed countries the HRM practices are not fully implemented. According to Beer et al, Human Resource Management affects the relationship between organisations and employees with the decision making. According to Pettigrew and Whip (1991) HRM is a total set of knowledge, skills and attitude that a firm need to compete. It includes matters like hiring, firing and training and actions concerning people such as employee relations, compensations and development. Such actions and matters can be brought up together through the creation of human resource management philosophy. HRM is the reflection of policies and objectives set by the management. These policies and objectives closely related and interlinked to each other. To obtain the objective of the organisation HRM function of planning pertains to arriving at an efficient process. It helps the company to achieve its goals. Organisation gathers and coordinates the resources needed to implement the plan. Human resource management organize the company structure form the relationships and allocate th e resources to attain the objectives. Directing refers to the human resource management function that leads and supervises employees to attain the company objectives. Finally, controlling is confirming if the plan is carried out in actual situation. 1.3 Research Aim and Objectives: 1.3.1 Research Aim: According to previous studies and researches the researchers have done allot of hard work on the specific field of HRM but this research only comprise the developed countries where human resource management plays an important role in the development of multinational organisations. You read "HR Practices in Pakistan and UK" in category "Essay examples" However less consideration has been given and not too much research has been done with context to under developed countries like Pakistan. Mostly the comparison revealed from past journals, books and magazines has shown that either one country has been thoroughly researched or two developed or under developed countries are compared. But this research tends to draw attentions towards the adaption of human resource management techniques and their behaviour in multinational organisations of both developed country like United Kingdom where HR practices are fully implemented and under developed country like Pakistan where HRM techniques are not used on same footings as of developed country and their results. 1.3.2 Research Objectives: To investigate about the status and nature of HR practices with respect to both countries. To conduct studies pertaining to human resources of both countries. To understand the influence of cultural, social, economic, political and business environment on HR practices with respect to Pakistan and UK. To suggest improvements to current HR standards imposed in Pakistan and UK. To suggest suitable model of HR. To give recommendation for successful implementation of HRM model. 1.4 Organisation of Work: INTRODUCTION All possible steps will be taken in order to make easy for readers about the finding of research. This dissertation is structured into SEVEN categories which are: LITERATURE REVIEW RESEARCH METHADOLOGY FINDINDS DISCUSSION CONCLUSIONRECOMENDATIONS REFLECTION REPORT The layout of chapters for this report is as follows; 1.4.1 Literature Review Literature review is one of the important sections of our work. We understand that literature review provides a based to understand the importance of HR activities in GISO. The term HR activities here imply role and practices of HRM, SHRM and its implementation in GISO. This chapter also focuses on the strategy and elaborates the link between strategy and HRM in the selected GISO. 1.4.2 Research Methodology The main aim of this chapter is to discuss different methods and techniques for investigation in selected area. We will discuss research philosophy principle (positivism, realism and interpretive), qualitative analysis, secondary and primary data and also different types of interviews. In this chapter conclusions are made to identify various approaches and techniques needed to conduct our research study. 1.4.3Findings and Results Research findings and derived results are presented in this chapter. These results are drawn from the interview and data collection from the managers/owners of the selected GISO’s. 1.4.4 Conclusion This chapter presents research finding and derived results of our research study. In this chapter focus is also given on the aims and objectives of our research especially in the context of HR activities in the selected GISO’s. One important aspects of this chapter is the listed factors and reasons that are derived. We believe these factors and reasons can persuade business managers and owners to integrate HR and business strategies in selected GISO’s. Moreover, they can also be helpful in promoting the whole idea among the GISO’s. 1.4.5 Reflection This chapter presents our own reflection in terms of learning process based on research findings and conclusions of carried out research study. 1.6.6 References We have studied different books, academic papers and articles to build the foundation of our project. In references section we have listed all of literature we have studies in our research study. CHAPTER 2 LITERATURE REVIEW 2.1 Preface: The preceding section initiated and summarized this learning. This section presents the literature review of this study, which is related to the shift of strategies as well as performance in global individual source organization. Primarily, an integrative structure for learning global individual source matters is obtainable. Next the general idea of literature argues present thoughts in the close relative regulations (Perry 2003). These are initial, global individual source organization, next, nationwide, educational as well as lawful dissimilarities among United Kingdom as well as Pakistan, third, international projects their collision on individual source matters, plus the instant regulation, shift of individual source strategies as well as perform from international projects headquarters to auxiliary. 2.2 Integrative structure of planned Global Individual Source Organization (GISO): This part begins with the introduction of an integrative structure of planned global individual source organization. Its arrangements as well as inferences for this section are discussed. This structure is believed in determining an idea inside the field of Planned Global Individual Source Organization (PGISO) moreover it is extensively used as a structure for study plus educational coaching in the field of global Human resource. The frame is motionless suitable and present, in spite of the rising attention inside the field of Global Individual Source Organization (PGISO) more than the last 10 years (Evans 2003; Fisher Haertel 2004; Rowley Benson 2004; Schuler Budhwar 2002). As Pawan and Bahadur says ‘The impact of HRM policies on organisational performance is fully mediated by employee skills, attitudes, and behaviour. The paper concludes that although the motivation to perform HRM policy domain causes organisational performance, through employee attitudes, it may be supported that organisational performance positively moderates the effectiveness of this HRM policy domain, raising thus the question of reverse causality†(Anastasia, katou,Bahadur,2009). The HRM is concerned with the effective and efficient use of the organizations’ human resources. Hence, the human resource management runs the operations and as part of the functions of the HR departments is to attract the potential employees and by attracting the best applicants it is important that the HR management already prepared the strategies to help the hired employees perform well. Through the use of job analysis, the employees that are hired were trained and the expected them to perform the appropriate function effectively (Zafar, 2005). As in the words of Paul Gooderham†HRM promotes firm performance and firms have sufficient managerial autonomy to select HRM practices independently†(Gooderham and Nordhaug 2009). 2.3 Hierarchy of Human Resource themes (what is GISO and how it works): Schuler (1994; 2003) plus others (Briscoe 1996; Nankervis; Rowley Benson 2003) observed a hierarchy in the difficulty of human resources (HR) themes. The base is individual source organization in the firm at the nationwide stage. Individual Source Organization (ISO) comprises the majority human resources management jobs, such as payroll, as well as the themes of employing, presentation organization, preparation, expansion, recompense as well as advantages, as fine as manual labour relationships (Dowling, Schuler Welch 1994). Further difficulty is new when leaving single stage senior to Global Individual Source Organization (GISO), which comprises Individual Source Organization (ISO) as well as inserts the confronts of general, educational as well as lawful dissimilarities among the states of the firm’s actions (Adler 1986; Briscoe 1995; Dowling, Schuler Welch 1994; Fisher Hartwell 2003). 2.4 Global Individual Source Organization (GISO) This part describes an impression of GISO within the literature by talking about numerous obtainable GISO replicas. Three directions of MNE strategies towards GISO are argued. 2.4.1 Definition of Global Individual Source Organization (GISO): GISO descriptions are widespread; GISO matters merely discover features of Human Resource Management in MNEs (Briscoe 1995). For others ‘planned global individual source organization is no further than the request of GISO to the global or global commerce background’ (For this study a clear-cut explanation of Global Individual Source Organization (GISO) is used: GISO comprise of a compilation of strategies as well as perform that an international project uses to run the limited as well as non-local staff; it has in nations other than their residence nations. (Acclimatized from: Dowling, Schuler Welch 1994) 2.5 Obtainable Global Individual Source Organization (GISO) Replicas Some theoretical replicas look for to explain plus forecast how MNEs may demeanor Global Individual Source Organization (GISO) on a theoretical stage from a worldwide, planned viewpoint (Evans 1989, Pucik Barsoux 2002; Milliman, Von Glinow Nathan 1991; Nankervis, Compton 1999; Schuler 1993; Taylor, Beechler Napier 1996). What MNEs in fact perform as well as, further highly, how they accomplish it is not so fine filed. Afterward replicas identify additional interior also exterior issues to clarify MNEs’ options of Global Individual Source Organization (GISO) schemes. 2.6 Global Individual Source Organization (GISO) Courses policies An explorative GISO course is single in which the close relative firm’s Human Resource Management scheme is being moved to its dissimilar associates. This policy highlights incorporation crossways the entire associates. The unenthusiastic feature of such an explorative GISO policy is its rigidity. This might show the way to an ethnocentric course from Head Quarters (HQ) plus as a result, associates may be resisted to the compulsory perform (Adler 2001). The next, an adaptive GISO course is single in which every associate expands its personal Human Resource Management scheme, dazzling the restricted surroundings. The unenthusiastic feature of such an adaptive GISO policy is it’s require of internationally suitable principles as well as perhaps a group of incompetence due to the manifold formations of comparable strategies as well as schemes (Roberts,. 2000). The third, an integrative GISO course, together unites individuality of the close relative corporation’s Human Resource Management scheme with individuals of its global associates, as well as tries to obtain ‘the most excellent’ Human Resource Management strategies plus employ them all through the association. Shifting of Human Resource Management strategies as well as performance happens plus can go away in several ways, among associates or from single associate to Head Quarters (HQ) or from Head Quarters (HQ) to an associate (Taylor, Beechler Napier 1996). If realized fine, the integrative strategy is obviously the attractive win-win answer. The likely unenthusiastic feature is that the last GISO strategies of an MNE might symbolize the lowest ordinary denominator quite than surroundings global principles (Kostova 1999). Containing recognized the dissimilar alternatives of GISO in words of an explorative, adaptive as well as integrative strategy; the query is how to make a decision which alternative to decide. 2.7 Nationwide, Educational as well as lawful dissimilarities among United Kingdom Pakistan: This part primarily contrasts the states United Kingdom plus Pakistan on a macroeconomic stage plus after that continues to talk about a structure for relative learning on Human Resource Management matters. Moreover, civilization is described as well as a contrast of the educational dissimilarities of the nations founded on four writers’ replicas, is offered. Chart 2.7.1: Essential details concerning United Kingdom Pakistan ContrastUnited KingdomPakistan Populace(millions)83.518.7 GDP (billion US$)*2259451.2 GDP for each head(US$)*35,1002,400 Labour force(millions)31.45%55.77 Inflation rate3.3 %13.4% Joblessness7.9 %15% Faith71.6%Christian95 %Muslims (Source: World Fact Book 2010) *= founded on buying authority equivalence 2.7.2 Relative Structure Sensible: Relative learning on state stages countenances the difficulty of opposing styles plus information (Rowley Benson 2002). Nonetheless an effort is completed underneath to present a precis of the nations beneath learning, relating the relative structure of Velma, Kocher plus Lansbury (1996) in chart 2.8.2. Chart 2.7.2: Structure Functional for relative learning of United Kingdom Pakistan United KingdomPakistan Employment AssociationWide exercise of skill to amplify suppleness plus output of labour force.Mainly prejudiced by attendance of American MNEs’ local Head Quarters. Ability ConfigurationFine skilled labour force with stress on occupational preparation plus sensible learning.Management drives elevated stages of teaching.Extremely incomplete attempt from the confidential division. Recompense schemesAlthough an elevated earnings state, genuine incomes have been in refuse for years. Comparatively consistently dispersed disburse levels between businesses occupations.Earnings have been continually increasing in actual words with elevated manifolds of compensate levels as the standard. Pakistan is not a contemptible work site any longer. Service SafetyElevated servicesafety as well as labour force faithfulness with lawful defence of the labour force in recessions that creates saversCautious to get bigger in improvements.Extremely livelywork marketplacewithout compulsion on company to offerEnduring service or work safety. Business SupremacyCommunal negotiating well-built locations of the combinations that are as well symbolized on the panels of managers (co- willpower). Communally awfully steady.Corporatist scheme where the country forces work in a position secondary to administration financial rule. Generally steady. (Sources: Briscoe 1995; Herkenhoff 2000; Kamoche 2000; Lawler Siengthai 1998; Verma, Kochan Lansbury 1995). 2.8 Employment Association (United Kingdom Asia): United Kingdom utilizes skill to enlarge suppleness plus output of the labor force, Pakistan is powerfully prejudiced by American MNEs containing their Asia Head Quarters in Pakistan. Thailand is prejudiced in its job association by Buddhism as well as the physically powerful attendance of the kingdom Indonesia, being quite rigid, utilizes its plentiful labor force with not a lot attempt to amplify output. (Briscoe 1995; Kamoche 2000; Lawler Siengthai 1998; Verma, Kochan Lansbury 1995). 2.9 Ability Configuration: Pakistan have a profusion of inexpert work, with lacks in guidance as well as accomplished work, at the same time in Pakistan the administration vigorously forces for elevated stages of teaching as well as guidance. In United Kingdom the importance is on sensible learning, intensely entrenched in the scheme throughout professional guidance (Briscoe 1995; Kamoche 2000). 2.10 Recompense schemes: United Kingdom is elevated earnings kingdom with Pakistan being a contemptible work state. Whereas incomes plus salaries are dispersed comparatively consistently in United Kingdom, creating it extremely luxurious for low accomplished work, where as Pakistan is further used to elevate manifolds of disburse levels (Herkenhoff 2000; Kamoche 2000). 2.11 Service Safety: The additional Asian nations have lively work marketplaces as well as small employee faithfulness with the United States being the responsibility replica for Pakistan. The United Kingdom work marketplaces is very much controlled plus defended, therefore not self-motivated, with elevated employee devotion. United Kingdom defends their labour force lawfully in opposition to suspends, resultant in extra cautious developments throughout financial improvements (Briscoe 1995; Lawler Siengthai 1996). 2.12 Importance of Training in an organisation: One of the important element of HRM beside selection and hiring of employees is the training of employees. It is an essential tool for an organisation and plays an important role in enhancing the effectiveness and efficiency of the employees. It is beneficial for both the employee and the employer because when an organisation provides effective training to its employees they will in return be able to put that training in practice. Training is also important for employees to help them to cope themselves with the rapid or slow changes within the organisation. That is the reason that organisations put high regard on giving training to its employees Wright et al (1992). With the help of effectively conducted training programmes a large number of potential benefits can be obtained by individuals as well as organisations. With respect to their position trainees may gain greater intrinsic or extrinsic job satisfaction. Intrinsic satisfaction comes from performing a task well and extrinsic job satisfaction may be derived from extra earnings gained by performing well in an organisation which can also become the cause of enhancement of career and promotion prospects both inside and outside the organisation. On the other hand organisations benefits from increase in employee work performance and productivity Welch (1994). 2.13 Human Resource Practices in UK and Pakistan: To evaluate the present structure of HRM with respect to both countries, the author would also analyse the key factors affecting on HRM, which include, culture, political, economic social context, Institutions, education system and the present structure of HR in Pakistan, but the focal point of this study would be training practices of multinational banks having branches both in UK and Pakistan. According to Peter F. Drucker â€Å"People are definitely the company’s greatest assets. It doesn’t make a difference whether the product is cars or cosmetics. A company is as good as the people keep it.† 2.13.1 HR Practices in Pakistan: Pakistan was established on August 14, 1947. Today in 2011, sixty three years later, Pakistan is still experiencing growing pains. As a young nation Pakistan is facing a number of struggles to become a sustainable development country so that along with the national companies foreign companies should also do investment here. For this reason it is struggling hard to attain sustainable development particularly in the field of Human Resource management. From past 2 decades as the business started to grow up and foreign investment started to come in the country a large number of obstacles have been seen particularly in the field of improving and managing the human resource effectively. At this point Pakistan, the human resource management situation in Pakistan is far from being excellent. In some private sectors, HR department is present but it is not fully functional. The Army in Pakistan is a bit organized but still experiences some lapses in other areas. The multinational companies fai r better in the human resource department because they have management tools perfectly in place. The human resource techniques used in Pakistan in past need to be re-examined because they only managed to create a group of unskilled qualified man power and unproductive organizations. The issues or problems surrounding the human resource management all falls under the functions of HRM discipline. The issues revolve around several aspects such as: Job Analysis and Design: The function of human resource management is to monitor constantly the everyday performance of the organisation as everyday has new performance implication Guest, D (2001). In Pakistan most of the times the employees found themselves in an overlapping situation. One of the main reasons for this is that the job description and specifications are not properly outlined. This results in a situation where employees found themselves in an overlapping situation and take pressure and burden of work which makes them less productive and stops them to achieve their targets of job. Work Flow Process: In Pakistan the work flow process is not given much attention and is not implemented very well. This results in finishing a task longer time than in routine. In order to complete a task those processes are also done which are not necessary for the accomplishment of the task. Consequently, people end up doing more work that does not lead to the achievement of their goals. It also makes the management process seemed more complicated and time-consuming Singh K (2004). Recruitment and Selection: Nepotism and mal are the main hurdles which are responsible to curtail the process of hiring and selection in many government and private organisations. However with the introduction of new procedures the recruitment and selection process is getting better. In the private sector things look rosier since hiring is based on the qualifications of the applicant. Even if he is referred by the incumbent still the person they will hire needs to come up with certain performance standards to be able to remain in the organization. Work Environment: The office environment in Pakistan does not meet the standard of health and safety and sanitation standards. This is particularly noticeable in the government sector. The office does not provide a hospitable working environment that encourages productivity. The rooms usually do not have proper seating arrangements and cleanliness is ignored. However with the establishment of multinational companies and banks the environment on whole is getting better as they follow strict international standards of health and safety.Hierarchy: Government sector hierarchy is quite complicated in Pakistan. Expressing the point of view is quite difficult which can cost the employee his job. The officers in higher positions demand following of protocols complete with paraphernalia which costs money for the government. In the private sector, hierarchy is sometimes ignored where as in multinational organisations it is on very small scale. Working Hours: Working in the government requires that the employee report for work at 8am in the morning everyday even if they don’t do anything at that time. The employees usually come in at 8 then hop on a government vehicle to visit various offices for networking, socialize. At lunchtime they go home, rest then come back at 5pm in the evening and work until 9pm. This working technique allows worker to be committed to their jobs and learn hard work and perseverance. Performance Appraisal: The ACR in the government can either make or break careers. It is not unusual to see bending or distorting of appraisal to make the report more favourable to the employee. One report could spell a huge difference in a person’s career such as job promotion. Performance effectiveness often means not showing excellent performance but closer ties with the boss. The person in the higher position often does not bother to socialize with subordinates because they do not give feedback to the boss. Systems and SOPs: Government has some systems in place although some need improvement. The local NGO (non government organisation) sector does not have any system at all as they do whatever they want. The private sector such as multi-national companies is in a much better shape since they have established system for company activities. Reward System: Money is often seen as the only motivator even if employees are not compensated well. A vivid example of this is a police officer and an ordinary police man, the former often receives a number of privileges at work the latter however does not. The reward system could not possibly motivate people or be a real ‘reward system’ since excellent performances is not recognized by being promoted in the job or incurring a higher salary. Just as bad performance does not incur disciplinary measures for the employee. The reward system is virtually non-existent. Career Development: Employees often could not aspire for growth because of the presence of political red tape that poses as obstacles to be able to attain job promotions or, at least, a higher salary. Training and Development: Several national and international trainings are financed by the government for employees. These trainings however are dimmed by intrigues as the motive behind the selection of employees to be trained is often under suspicion Cooke, F (2002). The relevance of training and its applicability to the job is under scrutiny since it was found out that most Pakistani officials avail of international trainings to be able to experience travelling and have shopping trips. Aside from these pressing issues facing the sustainable advancement of human resource in Pakistan, more issues hound them such as: †¢Cost benefit analysis is not used in management decisions to determine the feasibility of a certain project or undertaking. †¢The education policies are not applicable to the industrial requirements. †¢Education is more focus on the theoretical aspect rather than the practical aspect of the profession. †¢Most professional malpractices are brought about by political pressures. †¢People are not chosen for the right jobs. Consequently, jobs become a daily routine. †¢People have ulterior motives that cater to their own interest even if it does not contribute to the advancement of the organization. †¢Poor leadership. †¢Diversity and innovation is not practiced in most companies whether government-owned or private. †¢Lack of opportunities for growth. †¢Low motivation. †¢Passive behaviours. †¢Management by Objectives (MBO) is not in place. †¢Multitasking is not practiced among government employees. †¢Pay is not based on performance level of an employee. †¢Commitment level is very low. †¢There is a noticeable lack of specialists in some subjects. †¢Deficient research in the area. †¢Improper Communication within the organization. †¢Inflexibility. †¢Wrong perceptions. †¢Many organizations don’t have a vision on where the company is heading. †¢Short term vision Government spent money to improve human resource but due to lack of planning, the expected positive result was not realized. Pakistan struggles to secure a place in the League of Nations because of poor human resource management in the past. Working is not enough if not given proper support and credit. These, however, are manageable issues once Pakistan resolves them. 2.13.2 HR Practices in UK: Human resource practice in UK can be considered as a perfect example of successful HRM techniques in developed countries. Comparing with Pakistan HRM practiced in UK can be said as the other side of the coin. Comparatively human resource practices in United Kingdom are more in place than in Pakistan. With hundreds of multinational companies and thousands of national companies all over United Kingdom a large workforce is working having a multi cultural background. Employees are offered an attractive salary and are also given benefits. In order to maintain the standard facilities, training and work conditions are also better as standards are needed to be adhered to. Government and private organisations work hand in hand to ensure that laws, policies and systems are practiced and carried out. As a testament to this, a number of skilled labourers also migrated to the United Kingdom from countries such as India, Philippines and Pakistan due to the more favourable working conditions in the UK Brewster et al (2004). This may come as a huge surprise then that in the latest survey of 2000 UK employees commissioned by the Chartered Institute of Personnel and Development (CIPD) revealed that relationships between employers and employees in a number of workplaces are described as having poor communication, trust is at low levels which leads to underperformance, low productivity and high staff turnover. In a book called Working Life: Employee Attitudes and Engagement 2006 written by Catherine Truss, Emma Soane and Christine Edwards from the School of Human Resource Management at the Kingston Business School, Kingston University and Karen Wisdom, Andrew Croll and Jamie Burnett from Ipsos MORI. The authors believe that the main problem in HR practices in UK revolves around communication and trust. In so many ways, it is similar to a marriage under stress: Mike Emmott, CIPD employee relations adviser, said: â€Å"Lack of communication means many employees feel unsupported and don’t feel their hard work is recognized. As a result the sparkle has gone out of the relationship, damaging productivity levels in many UK businesses.† How to cite HR Practices in Pakistan and UK, Essay examples

Economic Goals free essay sample

ECONOMIC GOALS INTRODUCTION What are economic goals? How do economic goals affect our lives and what are its implications to sustain stability? These questions will be answered based on the materials gathered, learned insights from Miss Nur Shalihah Muhdi, my lecturer for this subject, and using some issues particularly in the country Malaysia. It is a common knowledge that each country is centered by its government who paved way the economic system. Economy as to be the basis of the topic is defined as a study of how people and society end up choosing, with or without the use of money, that could have alternative uses to produce commodities and to distribute them for consumption now or in the future among various group in the society (by our class batch 2000 at Miriam College, Phil. , for economic subject). It could also be defined as a study of choices according to Paul Samuelson. With the better understanding of economy we can now bring to light why there are economic goals and why it is very important that each country must posses such goals. These goals are to attain price stability; make economic growth become faster than population growth; to have low unemployment of resources; and to achieve an equitable distribution of income and wealth. ? Price Stability One of the most important factors to achieve economic growth is to have price stability. It is the ability of the government to control price and minimize fluctuation for the benefit of the public. Price stability shows a situation where the price of goods and services don’t change much over the time. How could it be if a country doesn’t get hold of this influence? Could you imagine how it will create uncertainty to the consumers and firms? Consumers are those who buy products. Now, their consumption will depend on their ability to afford buying a certain product. If a country has price stability, then, the consumers can avoid a â€Å"wait and see† attitude which is to wait until the price decreases. It helps maintain low price of goods and services. This follows such theory that if the price decreases the demand will increase and vice versa. Firms also go after the trend. No businessman will decide to invest if he is aware that there is much fluctuation of price since it will lead to losses. However, if there is control of price, and resources are being affordable most of the time, chances of getting more profit could be more likely to happen. Aside from its advantages for consumers and firms, price stability also holds a big role to reduce inflation rate. Inflation rate is the upward price movement of goods and services in an economy which is measured by consumer price index and producer price index. Malaysian government for example, controls prices on many of the basic items by subsidizing them to keep the price affordable to the public. These items are rice, palm oil, cooking oil, petrol, flour, bread, and many others so that low cost of living could be maintained. It had been reported that the government has spent RM40. 1 billion in 2007 for its subsidies to keep prices levelled. Recently, as of 2009, the government allotted 22 percent of its expenditures for subsidies. Petrol was prioritized with 12 percent of subsidies. Economic Growth faster than Population Growth Economic growth is â€Å"a positive change in the level of production of goods and services by a country over a certain period of time†. Such change is usually being brought about by technological innovation and positive external forces. This essential development should be greater in rate than population growth therefore there would be a zero chance of scarcity rather a sustainable progress and most importantly to uplift the living standard of the people. If let say, the population growth cannot be controlled, while there is no much developmental progress in economy, greater number of people will then be sharing with the same amount of resources and each will be having lesser accumulation than before. Another point is, if economy cannot grow faster than inflation rate, people will also suffer from high cost of living since it will lead to price increase of goods and services while workers who have fixed income will not be able to afford buying the same amount of goods they used to have, instead, it could also be lesser. One good example was three years after Malaysia gain its independence from British occupation; the government gives importance to its growing population rate. They realized that tin and rubber production began to face instability in prices due to fluctuating demand for both commodities and it lso cannot support the growing population’s employment, therefore they launched a program for industrial development making agriculture more modern to ensure adequate returns and at the same time achieve an economy which can be sustained. In 1970, ten years after they begun the program, the government succeeded in providing economic growth over population growth by prov iding more job opportunities to Malaysian people, aside from agriculture diversification and its sprouted industries mainly in wood products, textile, tin and rubber. Low Unemployment of Resources What are resources? What do we mean by unemployment of resources and why it should be lowered? Resources in terms of economy refer to land, labour, capital and entrepreneurship. Land resources are land products, labour refer to the workers, capital would be the means to invest or buy a business and entrepreneurs are the ones who give ideas to run the business. Lowering unemployment of resources would therefore mean lowering the rate of not used resources; or to maximize the use of available resources to expand productivity and create more goods and services. This one important economic goal will not only increase production of goods and services but would also bring more income to the business world and will make the country economically stronger by earning foreign exchange through exporting excess products and services or even labour for those who cannot get a job in their own country. These factors hinder causes of crime rates and corruption activities since people will be getting enough means to live a better life. It would also reduce health problems and malnutrition with enough supply of food and an ability to sustain a healthy living and proper medication. To illustrate such type of low unemployment of resources, I will bring back the history of tin industry in Malaysia. It was late 19th century when it boosts and developed by the British due to increase in the demand of the canning industry worldwide specially the country Britain. The tin resources were abundant and excessive upon discovering major deposit sites in Larut region and Kinta Valley during 1848. These were fully utilized and opened job opportunities even to Chinese workers. Though the supply is excessive for the country, it was eventually exported worldwide and Malaysia became known as the largest producer of tin in the world during 1883. Equitable Distribution of Income and Wealth Equitable distribution is being succeeded when each of one gets a fair share of his rights and choice in terms of job availability, income, health support, better education and proper nourishment. The government must be responsible for this so that there would be a balanced flow of wealth and opportunities to everyone. As such is attainable by knowing what to produce, how to produce and for whom to produce, however tax is the common means of every country. What to produce is a question that answers what products are necessary for the time being. How much to produce sets limits of production thus promotes avoidance of exploitation. The third question, for whom to produce gives priority among the various people who are in need of concentration. These are actually often neglected by the government especially in third world countries, the reason why the rich become richer and the poor become poorer. I have read many issues that imply negligence of these factors and it is sad to say that this ‘negligence’ is happening to my own country Philippines. Another great way to drill equilibrium is to impose taxes among workers and businessmen and also a value added tax (VAT) on goods and services. Through taxation, government can generate fund so as to give support to the needy. This is actually a common policy of every country. If you are getting more income then you will also have to pay more taxes from your salary up to your expenditures. Throughout my research, I came to know that Malaysia experienced unbalanced distribution of income and wealth. This happened when British had mainly concentrated in western part of Malaya being more urbanized and was of a higher income group compared to those who lived in the east who were absolutely farmers and fishermen. The eastern become an ethnic group with low level of income. CONCLUSION Upon distinguishing the importance and benefit of four economic goals which are price stability, economic growth faster than population growth, low unemployment of resources, and equitable distribution of income and wealth, we could now be more responsive on every economic decision our government are dealing with and also on economic issues we are encountering on day to day basis. It would still be in the hands of our government how they run and execute these very important factors to achieve developmental progress in our economy. It is simply because they are the one who have the control of distribution, generate laws and reprimands to protect the public and the local market. The more effective the government in observing such goals, the more the people will enjoy the benefits, having a better standard of living with job opportunities to everyone, quality education, descent food on their table, medication and shelter without compromising the needs of the future generations.