The Risks Involved In Internet Banking Finance Essay - Free Essay Example

Sample details Pages: 7 Words: 2105 Downloads: 1 Date added: 2017/06/26 Category Finance Essay Type Narrative essay Did you like this example? Internet banking refers to systems that enable bank customers to access accounts and general information on bank products and services through a personal computer (PC) or other intelligent device. Internet banking products and services can include wholesale products for corporate customers as well as retail and fiduciary products for consumers. Ultimately, the products and services obtained through Internet banking are mirror products and services offered through other bank delivery channels. Types of Internet Banking Informational Communicative Transactional Don’t waste time! Our writers will create an original "The Risks Involved In Internet Banking Finance Essay" essay for you Create order Internet Banking Risks Credit Risk Credit risk is the risk to earnings or capital arising from an obligors failure to meet the terms of any contract with the bank or otherwise to perform as agreed. Credit risk is found in all activities where success depends on counterparty, issuer, or borrower performance. It arises any time bank funds are extended, committed, invested, or otherwise exposed through actual or implied contractual agreements, whether on or off the banks balance sheet. Internet banking provides the opportunity for banks to expand their geographic range. Customers can reach a given institution from literally anywhere in the world. In dealing with customers over the Internet, absent any personal contact, it is challenging for institutions to verify the bonafides of their customers, which is an important element in making sound credit decisions. Verifying collateral and perfecting security agreements also can be challenging with out-of-area borrowers. Unless properly managed, Internet banking could lead t o a concentration in out-of-area credits or credits within a single industry. Moreover, the question of which states or countrys laws control an Internet relationship is still developing. Effective management of a portfolio of loans obtained through the Internet requires that the board and management understand and control the banks lending risk profile and credit culture. They must assure that effective policies, processes, and practices are in place to control the risk associated with such loans. Interest Rate Risk Interest rate risk is the risk to earnings or capital arising from movements in interest rates. From an economic perspective, a bank focuses on the sensitivity of the value of its assets, liabilities and revenues to changes in interest rates. Interest rate risk arises from differences between the timing of rate changes and the timing of cash flows (repricing risk); from changing rate relationships among different yield curves affecting bank activities (basis risk); from changing rate relationships across the spectrum of maturities (yield curve risk); and from interest-related options embedded in bank products (options risk). Evaluation of interest rate risk must consider the impact of complex, illiquid hedging strategies or products, and also the potential impact that changes in interest rates will have on fee income. In those situations where trading is separately managed, this refers to structural positions and not trading portfolios. Internet banking can attract deposits, loans, and other relationships from a larger pool of possible customers than other forms of marketing. Greater access to customers who primarily seek the best rate or term reinforces the need for managers to maintain appropriate asset/liability management systems, including the ability to react quickly to changing market conditions. Liquidity Risk Liquidity risk is the risk to earnings or capital arising from a banks inability to meet its obligations when they come due, without incurring unacceptable losses. Liquidity risk includes the inability to manage unplanned changes in funding sources. Liquidity risk also arises from the failure to recognize or address changes in market conditions affecting the ability of the bank to liquidate assets quickly and with minimal loss in value. Internet banking can increase deposit volatility from customers who maintain accounts solely on the basis of rate or terms. Asset/liability and loan portfolio management systems should be appropriate for products offered through Internet banking. Increased monitoring of liquidity and changes in deposits and loans may be warranted depending on the volume and nature of Internet account activities. Price Risk Price risk is the risk to earnings or capital arising from changes in the value of traded portfolios of financial instruments. This risk arises from market making, dealing, and position taking in interest rate, foreign exchange, equity, and commodities markets. Banks may be exposed to price risk if they create or expand deposit brokering, loan sales, or securitization programs as a result of Internet banking activities. Appropriate management systems should be maintained to monitor, measure, and manage price risk if assets are actively traded. Foreign Exchange Risk Foreign exchange risk is present when a loan or portfolio of loans is denominated in a foreign currency or is funded by borrowings in another currency. In some cases, banks will enter into multi-currency credit commitments that permit borrowers to select the currency they prefer to use in each rollover period. Foreign exchange risk can be intensified by political, social, or economic developments. The consequences can be unfavorable if one of the currencies involved becomes subject to stringent exchange controls or is subject to wide exchange-rate fluctuations. Foreign exchange risk is discussed in more detail in the Foreign Exchange, booklet of the Comptrollers Handbook. Banks may be exposed to foreign exchange risk if they accept deposits from non-U.S. residents or create accounts denominated in currencies other than U.S. dollars. Appropriate systems should be developed if banks engage in these activities. Transaction Risk Transaction risk is the current and prospective risk to earnings and capital arising from fraud, error, and the inability to deliver products or services, maintain a competitive position, and manage information. Transaction risk is evident in each product and service offered and encompasses product development and delivery, transaction processing, systems development, computing systems, complexity of products and services, and the internal control environment. A high level of transaction risk may exist with Internet banking products, particularly if those lines of business are not adequately planned, implemented, and monitored. Banks that offer financial products and services through the Internet must be able to meet their customers expectations. Banks must also ensure they have the right product mix and capacity to deliver accurate, timely, and reliable services to develop a high level of confidence in their brand name. Customers who do business over the Internet are likely to hav e little tolerance for errors or omissions from financial institutions that do not have sophisticated internal controls to manage their Internet banking business. Likewise, customers will expect continuous availability of the product and Web pages that are easy to navigate. Software to support various Internet banking functions is provided to the customer from a variety of sources. Banks may support customers using customer-acquired or bank-supplied browsers or personal financial manager (PFM) software. Good communications between banks and their customers will help manage expectations on the compatibility of various PFM software products. Attacks or intrusion attempts on banks computer and network systems are a major concern. Studies show that systems are more vulnerable to internal attacks than external, because internal system users have knowledge of the system and access. Banks should have sound preventive and detective controls to protect their Internet banking systems from exploitation both internally and externally. See OCC Bulletin 99-9, Infrastructure Threats from Cyber- Terrorists for additional information. Contingency and business resumption planning is necessary for banks to be sure that they can deliver products and services in the event of adverse circumstances. Internet banking products connected to a robust network may actually make this easier because back up capabilities can be spread over a wide geographic area. For example, if the main server is inoperable, the network could automatically reroute traffic to a back up server in a different geographical location. Security issues should be considered when the institution develops its contingency and business resumption plans. In such situations, security and internal controls at the back-up location should be as sophisticated as those at the primary processing site. High levels of system availability will be a key expectation of customers and will likely differentiate success levels amo ng financial institutions on the Internet. National banks that offer bill presentment and payment will need a process to settle transactions between the bank, its customers, and external parties. In addition to transaction risk, settlement failures could adversely affect reputation, liquidity, and credit risk. Risk Management Financial institutions should have a technology risk management process to enable them to identify, measure, monitor, and control their technology risk exposure. Examiners should refer to OCC Bulletin 98-3, Technology Risk Management for additional guidance on this topic. Risk management of new technologies has three essential elements: The planning process for the use of the technology. Implementation of the technology. The means to measure and monitor risk. The OCCs objective is to determine whether a bank is operating its Internet banking business in a safe and sound manner. The OCC expects banks to use a rigorous analytic process to identify, measure, monitor, and control risk. Examiners will determine whether the level of risk is consistent with the banks overall risk tolerance and is within the banks ability to manage and control. The risk planning process is the responsibility of the board and senior management. They need to possess the knowledge and skills to manage the banks use of Internet banking technology and technology-related risks. The board should review, approve, and monitor Internet banking technology-related projects that may have a significant impact on the banks risk profile. They should determine whether the technology and products are in line with the banks strategic goals and meet a need in their market. Senior management should have the skills to evaluate the technology employed and risks assumed. Periodic independent evaluations of the Internet banking technology and products by auditors or consultants can help the board and senior management fulfill their responsibilities. Implementing the technology is the responsibility of management. Management should have the skills to effectively evaluate Internet banking technologies and products, select the right mix for the bank, and see that they are installed appropriately. If the bank does not have the expertise to fulfill this responsibility internally, it should consi der contracting with a vendor who specializes in this type of business or engaging in an alliance with another provider with complementary technologies or expertise. Measuring and monitoring risk is the responsibility of management. Management should have the skills to effectively identify, measure, monitor, and control risks associated with Internet banking. The board should receive regular reports on the technologies employed, the risks assumed, and how those risks are managed. Monitoring system performance is a key success factor. As part of the design process, a national bank should include effective quality assurance and audit processes in its Internet banking system. The bank should periodically review the systems to determine whether they are meeting the performance standards. Internal Controls Internal controls over Internet banking systems should be commensurate with an institutions level of risk. As in any other banking area, management has the ultimate responsibility for developing and implementing a sound system of internal controls over the banks Internet banking technology and products. Regular audits of the control systems will help ensure that the controls are appropriate and functioning properly. For example, the control objectives for an individual banks Internet banking technology and products might focus on: Consistency of technology planning and strategic goals, including efficiency and economy of operations and compliance with corporate policies and legal requirements. Data availability, including business recovery planning. Data integrity, including providing for the safeguarding of assets, proper authorization of transactions, and reliability of the process and output. Data confidentiality and privacy safeguards. Reliability of MIS. Once control objectives are established, management has the responsibility to install the necessary internal controls to see that the objectives are met. Management also has the responsibility to evaluate the appropriateness of the controls on a cost-benefit basis. That analysis may take into account the effectiveness of each control in a process, the dollar volume flowing through the process, and the cost of the controls. Examiners will need to understand the banks operational environment to evaluate the proper mix of internal controls and their adequacy. According to the Information Systems Audit and Control Association (ISACA) the basic internal control components include: Internal accounting controls used to safeguard the assets and reliability of financial records. These would include transaction records and trial balances Operational controls used to ensure that business objectives are being met. These would include operating plans and budgets to compare actual against pla nned performance. Administrative controls used to ensure operational efficiency and adherence to policies and procedures. These would include periodic internal and external audits. Conclusion This paper has thus covered the various aspects of internet banking risks. Also, the suggestions given in the form of control measures may be followed to achieve the desired results and overcome the demerits.

Essay on Benefits and Effects of Different Types of Training

People often think that bodybuilding is the best way to show off muscle strength. Instead, there are smarter ways to gain strength and show off strength and it can be done in more effective ways than straight weight lifting. In this report, I will show the benefits and effects of different types of training. Strong muscles, being essential to good health, can be built and toned through many different forms of exercise. Three primary methods of strength training are traditional exercise, alternative exercise and other miscellaneous methods of training. Traditional exercise is mainly things that you will find at your normal gym like weights, treadmills and other common equipment. Alternative exercise includes group classes and sports.†¦show more content†¦Trainers can also give you exercises to do without any equipment at all, so you can do them at home. Another thing that trainers do is mix pieces of equipment, like making you use weights while on an exercise machine. Also , if personal trainers are too expensive or hard to get, group classes are a great option. You will get most of the same exercises, just in a group environment. Group classes are also great because you can be inspired t(o work harder, faster, more frequently, etc.) by other people in the class. Alternative exercise is another option for muscle strengthening. Good forms of alternative exercise are group classes. The classes do not necessarily need to be group exercise classes, there are many other classes available that will strengthen you. Yoga is one of those classes. Yoga not only stretches your muscles out so they have more room to grow, you also usually work in a warm or hot environment, which makes your muscles work harder. Yoga involves balance, concentration, and relaxation. These things are all necessary and relevant to muscle strengthening because if you do too much strengthening in a short amount of time, like a week, you could possibly get injured. Pilates is another clas s that is great for strengthening. Pilates is a strengthening class that works smaller, but essential muscles in your body. Pilates also has lots of great core exercises involved. Another form of group classes is martial arts. Martial arts makes your body work in manyShow MoreRelatedHealth Effects Of High Intensity Interval Training On Type 2 Diabetes1332 Words   |  6 PagesHEALTH EFFECTS OF HIGH-INTENSITY INTERVAL TRAINING ON TYPE 2 DIABETES Many people suffer from type 2 diabetes, a type of metabolic disease (Curry et al., 2015; Hawley Gibala, 2012). The prevalence of this disease has been increasing; one reason for this increase could be increased consumption of food as well as decreased prevalence of physical activity (Hawley Gibala, 2012). Patients with type 2 diabetes are not able to metabolise glucose properly (Curry et al., 2015). Type 2 diabetes can causeRead MoreThe Effect Of Resistance Training On Anxiety, Depression, Fatigue, And Sleep944 Words   |  4 PagesAlso, we know anxiety and depression are viewed as underlying causes of low self-esteem. Those who suffer from low self-esteem tend to experience some type of fear and anxiety. O’connor, Herring, and Caravalho (2010) systematically review evidence that supports resistance training influencing anxiety, depression, fatigue, self-esteem, and sleep. Nevermore, many of the outcomes seem to share a biological influence. The neural mechanisms that unde rlie and regulate our health outcomes are largely discreteRead MoreThe Effect Of High-Intensity Interval Training Protocol On Abdominal Fat Reduction In Overweight Chinese Women?1503 Words   |  7 Pagesconducted a study called Effect of high-intensity interval training protocol on abdominal fat reduction in overweight Chinese women: a randomized controlled trial. These researchers were concerned regarding the rising obesity rate around the world and all of the health concerns surrounding it; especially about visceral and subcutaneous fat. So in this study, they wanted to monitor the effect of high-intensity interval training, and moderate intensity continuous training has on visceral and subcutaneousRead MoreTraining Programs Essay1534 Words   |  7 PagesWith the advance of the internet, many brain training programs have emerged online, designing to use game and software to exercise its users’ brain. They often claim or imply that these kinds of exercises may improve hu man’s intelligence and generate benefits on many aspects of life. For example, Lumosity, supposedly having 70 million members, is a brain training program claiming to improve cognitive abilities such as memory and speech processing. However, in 2016, US Federal Trade Commission hadRead MoreThe Benefits Of High Intensity Interval Training On Obese And Obese Women1741 Words   |  7 Pages The Benefits of High Intensity Interval Training on Obese and Overweight Women Jamela Rabino San Francisco State University  The Benefits of High Intensity Interval Training on Obese and Overweight Women Obesity is a prevalent and life-threatening health condition among our nation as a majority of individuals become3 more sedentary, exercise programs such as high intensity interval training (HIIT) have been developed. HIIT has become a widely known form of training that consistsRead MoreThe Importance Of Online Cognitive Training Programs1422 Words   |  6 PagesAlzheimer’s is a progressive disease that often leaves people upset, confused and completely dependent on others to survive. With a rapidly growing older population worried about memory loss, online cognitive training programs have recently exploded across the internet. NeuroNation, Luminosity, My Brain Training and many other sites promise to boost memory, attention, and other cognitive skills that could be lost to the aging process. While research has shown that engaging in such tasks does help the brainRead MoreThe Benefits of an Accurate Job Analysis Essay950 Words   |  4 Pagesthe person. Companies would be nefit and be more efficient to have an up to date and current job analysis on the different positions they offer. This will allow them to hire in the best workers, conduct proper training, and give accurate employee evaluations. There are many reasons as to why we need job analysis. Selecting the right person for a particular job can be difficult if we don’t establish the specific duties and skills required by the job. Job training can also be difficult if we areRead MoreThe Organization s And Employee s Motivational Needs Essay1396 Words   |  6 Pagesonline services. For a company to be this successful, there had to be some intense and thorough training in areas such as: legal requirements, diversity, and employee growth. Therefore, we will look at some of the major components to their effective training plan and how it effects the organization’s and employee’s motivational needs. Legal Requirements of Training One of the most critical aspects of any training program are the legal requirements. There are three items to consider that will help minimizeRead MoreEight Ways to Improve Performance for Touch Football Player Essay1277 Words   |  6 Pagesresponse to training; these include a change in stroke volume, heart rate, cardiac output, oxygen uptake, lung capacity, hemoglobin levels, muscle hypertrophy and the effect on slow- and fast-twitch muscle fibers. A touch football player would expect to experience the benefits of training after ten weeks. The first of these many benefits includes a change in stroke volume. An athlete’s stroke volume is the amount of blood that is pumped around their body in one beat. In response to training a touchRead MoreThe Benefits of Strength Training1449 Words   |  6 PagesThe benefits of strength training not only include increased physical strength, but the ability to negate or control certain diseases while improving conditions associated with aging. Studies have shown that initial increases in strength seen in the beginning stages of strength training programs are largely due to neural factors, even though, the process responsible for muscle growth is evident in early weeks of training. Research shows that different types of neural adaptations like enhanced coordination

Critical incident Reflective Teaching Journal

Question: Discuss the critical incident on reflective teaching journal? Answer: It is not possible that all individuals will have the same learning capacity or skill among a group of students. Many students might find group work interesting while others may find it disturbing to work in the group. However, it is the role of the teacher to understand how to manage the critical incidents and help students learn a particular subject. While teaching computer systems to a group of student in level four, I faced problems with a student who was not comfortable with working in a group. This write-up will throw light on such incidents and will elucidate effective methods of control while teaching. Critical incidents To make the teaching session exciting, I introduced group work among the students and lesson handouts were given. They were given 45 minutes to complete the handouts. I thought rather than following the monotonous way of completing individual worksheet it will be interesting if the students get to discuss the questions with their peers. I was there to help them with their queries and help them either on one-to-one basis or in a group. Once the students completed the handouts and were happy with the results, I gave them the answer sheets so that they are able to compare their results and understand where they need to improve in future (English, Barbour and Papa, 2015). It seemed that students liked the session, as it was different from their regular class work. In addition to this, the students were able to share the ideas with each other, which enriched their knowledge (Haksever, Render and Haksever, 2013). However, one student did not like the session, as there was much noise. She liked a quieter environment without any discussions in the class where she could carry out her work easily. It was true that there was much noise in the class as the students were discussing the assignment with each other. I felt sorry about her condition and apologized as well as promised that the method will be corrected in the next session. In addition to this, she said, that she needed to prepare for the next lesson beforehand. Hence, it would be better if she gets the lesson plan for the next week so that she will prepare herself for the next session and eventually works well in the class. She further added that if the next session is carried out with the same noise and discussion then she would have no other option but to leave the class (Wankel and Blessinger, 2013). I was ready to help the student, asked for her email address, and mailed all the details of the lesson that will be done in the coming weeks so that she could prepare herself well in advance. In addition to this, I asked the class to be quieter while doing their work and the student who was having problem with the noise continued with the class (Ozaki, Hornak and Lunceford, 2014). In my previous assignments where I dealt with classroom management and getting to know the students, I realized that the importance of student knowledge. It is important to know the individual student and manage the classroom accordingly. The assignment that dealt with getting to know the student helped me to understand that each student is unique and every student should be dealt accordingly. It is the duty of the teacher to make every student comfortable in the classroom (Haydn, 2012). Simultaneously, the teachers should not forget there are other students in the class. Hence, the teacher has to create an atmosphere where the student with a critical situation is able to learn properly as well as the other students are also enjoying the class (Martin and McLellan, 2013). Hence, I asked the class to carry out the session as quietly as possible. In this way, the student with the critical condition is able to concentrate in the class and the class is also managed properly. Conclusion When on one hand, many students enjoy working in groups there was one student who did not like the noise in the class. Moreover, the student needed to prepare the lessons before the lesson was taught in class. I learnt that the teacher needs to understand the individual needs of students and help the students accordingly. Hence, I asked the class to be quieter while doing the job as well as mailed the student the assignment that will be done in the coming week. My way of helping the student and managing the class was successful as the student continued with the sessions. References English, F., Barbour, J. and Papa, R. (2015).SAGE Guide to Educational Leadership and Management. Thousand Oaks, United States: SAGE Reference. Haksever, C., Render, B. and Haksever, C. (2013).Service management, student workbook. Upper Saddle River, N.J.: FT Press. Haydn, T. (2012).Managing pupil behaviour. Abingdon, Oxon: Routledge. Martin, J. and McLellan, A. (2013).The education of selves. New York: Oxford University Press. Ozaki, C., Hornak, A. and Lunceford, C. (2014).Supporting student affairs professionals. San Francisco: Jossey-Bass. Wankel, C. and Blessinger, P. (2013).Increasing student engagement and retention using classroom technologies. Bingley, U.K.: Emerald.

Strategic Initiative Paper free essay sample

In the current business environment, companies must take strategic initiatives to prevent the losses and overcome the rough economy we are currently facing. Starbucks Corporation (furthermore, Starbucks) is known as one of the leaders for the retail sales of roasted and specialty coffee. Starbucks is focused on creating a detailed strategic and financial planning that can take the company to the next level. The aim of this paper is to investigate Starbuckss actions upon creation of strategic and financial plans, and its impact on cost and sales and risks associated. Starbucks has a long-standing effort in thical conduct and global responsibility. One of the major efforts is sourcing ethically grown coffee. For example, Starbucks Annual Report for the 2009 states that the Companys focus is on ethically sourcing high-quality coffee, reducing its environmental impacts, and contributing positively to communities. Starbucks Global Responsibility strategy and commitments are integral to the Companys business strategy. We will write a custom essay sample on Strategic Initiative Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page (Starbucks Corporation, 2009, Annual Report). The strategic plan includes the Shared Planet initiative. Starbucks has commenced plans to make environmental ransformations to the companys business practices through the Shared Planet. These changes include buying ethically traded coffee, which encompasses environmentally responsible grown coffee and the ethical treatment of coffee farmers. Starbucks collaborates with Conservation International to ensure that the company is meeting purchasing guidelines for socially, environmentally, and economically responsible coffee. Starbucks Shared Planet also embraces conservation of the growers surrounding communities. For example, Starbucks is committed to creating environmentally clean water filter systems in the communities hat the coffee is grown. The company has also committed to recycling and reducing waste. Starbucks Initiative Plan states that by the year 201 5, the company will serve 25% of its beverages in reusable cups and introduce in-store recycling stations for the non-reusable cups. The company is devoted to reducing energy use by 25% in all new stores and obtaining 50% of the used energy from renewable energy sources for all company-owned stores by the end of 2010. By the year 2012, Starbucks plans on reducing water use by 15% company-wide. Obtaining LEED certification for all new stores globally will begin in late 2010. Such efforts are commendable and provide a solid platform for successful business. However, to be financially sound, Starbucks must consider financial aspects of the aforementioned initiative and costs associated (Starbucks Corporation, 2010, Responsibility). Based on the aforementioned information regarding Shared planet one can easily determine that this initiative is closely aligned with Starbucks mission: to inspire and nurture the human spirit one person, one cup, and one neighborhood at a time (Starbucks Corporation, 2010, Our Starbucks Mission Statement). However, important to note are relationship etween this initiative and financial planning of Starbucks. Sourcing ethically grown and socially responsible coffee has cost Starbucks $1. 28 per pound in fiscal 2005 as Starbucks paid $1. 9 per pound of coffee on average in fiscal 2008 (Starbucks Corporation, 2008, Global Responsibility Report). Ultimately, costs associated have increased cost of sales. For example, cost of sales including occupancy costs increased to 41. 0 percent of total net revenues for the 13 weeks ended July 2, 2006, compared to 40. 6 percent in the corresponding 13-week period of fiscal 2005 (Starbucks Corporation, 2006, Financial Release). In the same financia l release, Starbucks has stated that the increased costs of sales are result of increased cost of green coffee. Similarly in 2008, the cost of sales increased to 43. 8% from 41. 9% in fiscal 2007. However, in this particular case the occupancy costs were additional cost increase margin (Starbucks Corporation, 2008, Investor Relations). The increase in cost of sales has significant impact on the total net revenues. Looking at the Starbucks reports the total net revenues have also increased. For example the total net revenues have risen from (in millions) $7,786. 9, $9,411. 5, to $10,383. 0 in years 006, 2007, and 2008 respectively. Unfortunately, in year 2009 the total revenue has dropped to $9. 774. 6, possibly result of the global economic downturn (Starbucks Corporation, 2009, Annual Report). Based on the mitigation strategies aimed to reduce cost of sales, it appears that Starbucks is aiming for reduced cost of sales and increased revenues. According to the Starbucks Annual Report 2008, the company has 583 million of purchase commitments which, together with existing inventory, is expected to provide an adequate supply of green coffee through calendar 2009 (Starbucks Corporation, 2008, Annual Report). Additionally, nine and five percent of the purchase commitments from 2008 will be received in 2010 and 2011 respectively. Important to note about the aforementioned is that the purchase commitments are based of fixed-price contracts where the price of green coffee has been fixed by either seller or Starbucks directly (Starbucks Corporation, 2008, Annual Report). The fixed price contracts may account for published reports, which state that despite the rising prices of green coffee Starbucks will not increase selling price to the consumers (Morran, 2010). Such efforts would set Starbucks apart from its competitors. For example, J. M. Smucker raised prices an average of 9% on its Folgers, Dunkin Donuts, Millstone and Folgers Gourmet Selections coffees. Kraft followed suit with a hike on the price of Maxwell House and Yuban brand coffee (Morran, 2010, para 3). This coupled with the ethical background and initiative of Shared Planet will ensure loyal following and consumer satisfaction. Risks for any project or initiative are inevitable. However, if the company can foresee these risks they have a better chance of eliminating the problem before it occurs. Starbucks Shared Planet has few risks; as he strategic plan is to become more environmentally aware. The risk is that the company will not be able to execute the initiative as planned. Therefore, the cost of the campaign and advertising will have negative financial impact, if the initiative is not successful (Starbucks Corporation, 2009). The Shared Planet is also dedicated to Material interruptions in Starbucks supply of the coffee they prefer can financially affect these efforts (Starbucks Corporation, 2009). Furthermore, if the sales are not at a peak and Starbucks cannot make a profit on the higher cost coffee; this will affect ts cash flows and liquidity. The Shared Planet initiative is also implementing reusable cups (Starbucks Corporation, 2010, Responsibility). Although ethically sound and an excellent marketing move, this can increase both costs of the products and marketing. The risk associated with this is that customers may not accept the new product or the price increase to purchase the new product (Starbucks Corporation, 2009). The aforementioned risks could result in decreased sales and increased costs. This can severely impact Starbucks financial health, operability, and decrease onsumer confidence. Many risk factors are outside the companys control. However, if Starbucks anticipates the possible risk, develops mitigation and contingency plans, the company will have a better chance at finding solutions for potential problems identified herein. By being proactive instead of reactive, Starbucks has placed itself in a position in the market to grow, expand, and excel with the Shared Planet initiative. The Shared Planet has opened the door and allowed Starbucks to provide a high quality green product at a fair market price to their customers. The production of high quality green coffee has increased acquisition and merchandise costs. Over the past four years, the cost of sales for the green coffee has increased 2. 8%. While this increase in the cost of goods is somewhat significant, the foresight and ability of Starbucks to minimize this increase has allowed Starbucks to increase their overall market share thus increasing their revenue base by 25. 5% over the same period. This effort was part of the Starbucks mitigation plans and its ability to secure fixed purchase (price) contracts for the product through 2011. These ontracts will reduce the cost of the coffee acquisitions and merchandise and will further increase Starbucks share of the coffee market. Such actions have allowed Starbucks to be set apart from its competitors and increase its part in market share. Furthermore, this type of commitment, to both its investors and consumers coupled with sound financial business practices and financial health have allowed Starbucks to be one of the industry leaders who has opportunity to grow over the next fiscal year and beyond.

Colonial Slavery essays

Colonial Slavery essays Slavery had begun on an economical basis, however by the late seventeenth century racial discrimination sculpted the American slave system. Slavery throughout the 1607 and 1775 grew in the southern colonies due to many economic, agricultural, and social factors. Englands southern mainland colonies, such as Maryland, Virginia, North Carolina, South Carolina and Georgia were dominated by a plantation economy in which profitable stable crops were the rule (mainly rice and tobacco). Slavery was present in all these plantation colonies. Rice was an exotic food in England, however rice was grown in Africa. Therefore, Carolinians were soon paying paramount prices for West African slaves that were experienced and supposedly well skilled in rice cultivation. Chesapeake tobacco growers responded to the falling prices by planting more and bringing more product to market, therefore increasing the need for labor. Conversely, families formed to slowly, Indians quickly died when in contact with whites (due to disease), and African slaves were too expensive. Consequently, England had an excess of yeoman farmers willing to sacrifice themselves as indentured servants just for employment and its benefits in the colonies. During this period Chesapeake pl anters brought about 100,000 indentured servants to the region by 1700. Drastic change came in the 1680s when rising wages in England caused the diminishment of individuals willing to sacrifice for a new life in America. In 1698 the Royal African Company lost its crown-granted monopoly on carrying slaves to the colonies, triggering enterprising Americans to invest on the profitable slave trade. Slaves primarily executed the sweaty labor of clearing swamps, grubbing out tress, and other unskilled tasks of such. The Africans agricultural skill and their immunity to malaria made them the idyllic laborers on the hot and swampy rice plantations. In the deepest S ...

Tourism In The Kingdom Of Saudi Arabia Tourism Essay Essays

Tourism In The Kingdom Of Saudi Arabia Tourism Essay Essays Tourism In The Kingdom Of Saudi Arabia Tourism Essay Essay Tourism In The Kingdom Of Saudi Arabia Tourism Essay Essay Saudi Arabia is known to the universe as the centre of Islam and one of the really few states in the universe to hold maintained Islamic jurisprudence the Islamic law. Harmonizing to the U.S section of province ( 2010 ) Saudi Arabia remained as an absolute monarchy until 1992, at which clip the Saud royal household introduced the state s first fundamental law based on the Islamic law. With an country of about 865,000 square stat mis, Saudi Arabia is approximately one-third the size of the Continental United States, and the same size as all of Western Europe. Saudi Arabia s oil part and chief beginning of wealth prevarications along the Persian Gulf. This oil-derived wealth allowed the state to supply free wellness attention and instruction while non roll uping any revenue enhancements from its people. At the clip of World War II Saudi Arabia had tierce of all known oil militias, but falling demand and lifting production outside the Organization of Petroleum Exporting Countries ( OPEC ) endangered the state with domestic agitation and sabotaging its influence in the Gulf country. However, they fleetly recovered with a blooming economic system. Standard of life is calculated by ranks, such as existent income per individual and poorness ranks. Measures such as entree and quality of wellness attention, income growing inequality and educational criterions are besides used. The best statistic for mensurating criterion of life is the same one the UN uses to mensurate the degree of development of a state. The human development index ( HDI ) which is used as an option to mensurating GDP in order to find the state s wellbeing. The HDI provides a step of the mean three facets of human development, populating a long and healthy life, instruction and holding a nice criterion of life. Harmonizing to the latest U.N human development study ( 2007 ) Saudi Arabia s HDI value is.843. This denotes that Saudi Arabia ranks high on the human development index. Other facets taken into consideration when mensurating the land s HDI are life anticipation rates, under 5 mortality rates, and literacy rate. Harmonizing to the latest U.N human development study ( 2007 ) Saudi Arabia s life anticipation rate is 72.7 old ages old. The under 5 mortality rate in Saudi Arabia is 21.27 deceases per 1,000 harmonizing to the World Bank ( 2008 ) . In footings of literacy rate merely 85 % of Saudi Arabians are literate. The Saudi authorities is working on bettering the literacy rate in Saudi Arabia. Harmonizing to the latest U.N human development study ( 2009 ) Saudi Arabia s GDP rank subtraction HDI rank is at -19 a negative figure indicates that the HDI rank is lower than the GDP per capita ( PPP US $ ) and that poorness is low in that state. Gender inequality occurs on a day-to-day bases in Saudi Arabia. Harmonizing to Abdella ( 2010 ) the land allows work forces to twice the heritage that adult females are allowed. Womans are required to hold a guardian bodyguard them for many of life s day-to-day undertakings. Without the presence of a guardian, a adult female can non analyze, entree wellness services, marry, travel abroad, have a concern or even entree an ambulance in an exigency. Saudi adult females do non hold the right to drive. It is illegal for a adult female to be in the company of a adult male who is non in her immediate household. Young adult females are still non allowed to analyze certain topics, such as geology nevertheless it is indicated that adult females can go abroad entirely for surveies.On the topic of polygamy, work forces are permitted by jurisprudence to hold up to four married womans. Womans do non hold equal entree to the tribunals or an equal chance to obtain justness. Abdella ( 2010 ) acknowle dged that the authorities ought to measure Torahs and policies and revision basic Laws in order to guarantee gender equality and except the favoritism of adult females. In Saudi Arabia population growing is outpacing the economic growing and handiness of services and substructure in the state. The CIA universe fact book ( 2010 ) proved that by contrast to the U.S, Saudi Arabia experiences a high population growing rate of 1.85 % . Saudi Arabia s growing rate is lower than mean developing states, which is typically about 2.5 % ; but higher than the U.S 1 % population growing rate. Due to its population Growth Issues Saudi Arabia is confronting troubles in supplying occupations, H2O, nutrient and energy to its autochthonal immature population and there is a widening spread between the ability of the economic system to make occupations and the population growing rate. A major difference between economic growing and human development is that economic growing focuses on the expansion of income, while Human development focuses on enlarging all human options. Harmonizing to United Nations human Development Program ( 2010 ) instruction, wellness, clean environment and stuff good being make non needfully depend on income. Therefore, the options available for bettering people s lives are inclined to the quality of economic growing in its wider sense, and the impact is by no agencies confined to quantitative facets of such growing. The terminal end of investing in human capital, in footings of wellness, instruction, nutrition and preparation, is to hike production and generate extra income. Investings in physical substructure are a important property of Saudi Arabia s current economic development thrust. Harmonizing to Hayward ( 2009 ) the land seeks to cut down its trust on the oil industry. Saudi Arabia announced a immense economic stimulation budget for 2009, apportioning more money for instruction and an addition in public disbursement by 15.8 per cent. The Saudi Government plans to pass a enormous sum of money on substructure undertakings in the following five old ages as the land seeks to profit from lower building costs amid the planetary fiscal crunch. The building division will be motivated by the launch of six economic metropoliss to be completed by 2020. Harmonizing to Hayward ( 2009 ) these six new industrialized metropoliss will diversify Saudi Arabia s economic system and are expected to magnify GDP. Undertakings presently underway in the Kingdom include two immense railroad enterprises, which will hike trade and touristry webs. Work continues to spread out in Saudi Arabia s port web as the state competitions with other Gulf States to offer a gateway to Middle East markets. With the spread outing population growing issues the force per unit area is being put Forth on the state s public-service corporations. The Saudi agricultural sector is the 2nd largest industry in the Kingdom. Saudi Arabia has achieved huge agricultural development, suppressing the troubles of scarce rain, meager subterraneous H2O, limited local work force and widely dispersed arable lands. Harmonizing to the CIA universe fact book ( 2010 ) many persons migrate to Saudi Arabia for employment. In 2009 merely 6.75 % of the population was employed in agribusiness and 21.40 % employed in the services. Agriculture has grown at an mean one-year rate of 8.7 per centum since 1970 and histories for more than 9.4 per centum of Saudi Arabia s GDP. Harmonizing to The Saudi web ( 2010 ) in order to keep agribusiness, the Saudi Government has built more than 200 dikes to continue rainwater, with storage capacity of 689 million three-dimensional metres. In order to finance this development, the Saudi Agricultural Bank was established in 1964. It is a specialised agricultural bank ; it extends long-run, interest-free loans to husbandmans and agricultural companies. Harmonizing to The Saudi web ( 2010 ) the Saudi Government has besides supplied seeds and saplings at nominal monetary values. It has afforded veterinary and agricultural counsel and works protection services. Other steps include the purchase of strategic agricultural harvests, such as wheat and barley at high monetary values, through the General Organization for Grain Silos and Flour Mills. Public treatment about environmental issues has increased significantly throughout Saudi Arabia, Following a series of inundations in the Kingdom. Harmonizing to the Saudi web ( 2010 ) the most of import environmental issue confronting Jeddah is sewerage. The estimations on the country of the metropolis that is presently connected to the cloaca pipes vary from 8-14 % , with around 80 % of houses utilizing infected armored combat vehicles. In recent old ages, the waste from the metropolis s infected armored combat vehicles has been discarded in the Briman Sewage Lake, better known as Musk Lake Centre. However, environmental and wellness anxiousness following last twelvemonth s inundations, coupled with a royal edict telling the voidance of the lake, have prompted metropolis functionaries to happen alternate solutions. The usage of leaching cavities infected armored combat vehicles without a concrete underside that allow sewerage to run out into the land led to dirty and belowground H 2O taint every bit good as a rise in the H2O tabular array. The deficiency of a proper cloaca system has created an ecological catastrophe. Global heating has besides affected Saudi Arabia more than any other state late. The temperature in Saudi Arabia has neer allowed it to snow in Saudi Arabia. However, due to planetary warming it late snowed in Saudi Arabia. Due to political struggle ensuing from the wiki leaks incident the Saudi authorities is hesitating towards implementing environmental policies. No state in the universe will be spared from the effects of the fiscal crisis and ensuing in a planetary recession. Harmonizing to Bourland ( 2008 ) For Saudi Arabia, it has wholly shifted the focal point of economic policy from commanding rising prices to reconstructing assurance in the fiscal sector. We see the following cardinal deductions for the Saudi economic system. Oil monetary values will be significantly lower than antecedently anticipated and reduced production will worsen the impact on oil grosss. Finance for local and foreign companies making concern in the Kingdom will be less easy available and more expensive. Harmonizing to Bourland ( 2008 ) economic growing will decelerate as jobs accessing appropriately priced funding and lower oil grosss delay project execution and impair assurance. Lower oil grosss will intend the terminal to the immense budget and current history excesss of recent old ages. Sharply lower trade good monetary values and a strengthening of the riyal will do rising prices to fall back quickly over the following 12 months. Due to corruptness in Saudi Arabia, the Public pick theory would assist better Saudi Arabia. The Public pick theory is most effectual when authorities agents are self interested and will non make things in the public involvement and in state of affairss where the authorities is corrupt. Public pick theory encourages minimized Government and maximized market in development schemes. Government policies in Saudi Arabia promote gender, societal, and educational inequality. Corruptness is perceived as important. Harmonizing to the index of economic freedom ( 2010 ) Saudi Arabia ranks 80th out of 179 states in transparence. International s Corruption Perceptions Index for 2008. The absence of transparence in authorities histories and decision-making encourages a perceptual experience of corruptness on the portion of some members of the royal household and in the executive subdivision. Government procurance is an country of concern. Bribes, frequently disguised as committees, are allegedly commonplace. Corruptness is presently forestalling Saudi Arabia from making its full economic potency. The less fortunate population of Saudi Arabia relies on paying off functionaries to acquire things done. Those without money are ever left buttocks. Even affluent citizens are affected by corruptness due to the fact that they are unable to put and spread out their wealth. Crime rates are really low in Saudi Arabia due to their utmost penalties set by Islamic laws Torahs. Consequently, offense does non hold a important impact on Saudi Arabia s economic development. The chief job refering to offense in Saudi Arabia is its multinational trafficking Issues. Harmonizing to the consequence of the Eighth United Nations Survey on Crime Trends and the Operations of Criminal Justice Systems ( 2002 ) Saudi Arabia has become a finish state for workers from South and Southeast Asia who are allegedly subjected to nonvoluntary servitude physical and sexual maltreatment, non-payment of rewards, parturiency, and withholding of passports as a limitation on their motion. Domestic workers are preponderantly vulnerable because they are restricted to the house in which they work, without being able to seek aid. Harmonizing to the consequence of the Eighth United Nations Survey on Crime Trends and the Operations of Criminal Justice Systems ( 2002 ) Saudi Arabia is besides a finish state for Nigerian, Yemeni, Pakistani, Afghan, Somali, Malian, and Sudanese kids trafficked for forced beggary and nonvoluntary servitude as street sellers ; some Nigerian adult females were reportedly trafficked into Saudi Arabia for commercial sexual development Saudi Arabia is an absolute monarchy. The national authorities consists of a Council of Ministers, headed by the King, who holds the station of the Prime Minister. Its absolute dictatorship government has helped increase corruptness within Saudi Arabia. The land would be a really hapless state without its oil grosss. There is a definite demand for economic variegation for economic variegation is Saudi Arabia. Inequality and corruptness are besides major economic reverses for Saudi Arabia. Gender inequality and human right misdemeanors occur on a day-to-day bases in Saudi Arabia. Unfortunately, the authorities uses whatever reading of the Quran that is convenient for them in order to warrant their greed and human Right Violations.

CONSERVING THE BUILT CULTURAL HERITAGE Essay Example | Topics and Well Written Essays - 3000 words

CONSERVING THE BUILT CULTURAL HERITAGE - Essay Example The paper will focus mainly on the framework and processes that the UK government has put in place to guard listed buildings against undue or unwelcome modification or destruction. Of life, Octavio has stated that each view of the world that vanishes, and each culture that vanishes reduces the possibility of life (American Express, nd). If the wise words of Octavio Paz are anything to go by, then culture and its heritages deserve to be conserved with all strength and mind. While culture defines a people’s lifestyle, cultural heritage forms the basis upon which individuals, communities and nationalities are identified. National or cultural heritage may be defined as the inheritance of attributes beyond touch and physical artefacts of a social set up or of a people that are from previous generations inherited and for the good of future generations, maintained by the current generation. The above fact stated, it is worth noting that cultural heritage for one generation may not qualify as a heritage for another generation. In other words, while one generation will value one heritage, the next may reject it only to be revived by the generation that succeeds the second generation. While there are numerous - almost countless – physical cultural heritages that a generation may identify with and consider to be worth preserving for future generations, the most common ones include artefacts, monuments historic places and buildings among other items. Smaller items like works of art and cultural masterpieces are often collected and stored in art galleries and museums as noted by Tanselle (1998). In most cases however, the items that are always considered to be valuable by a society are often conserved for future generations. Whether natural or man created, cultural heritage often plays a great role in drawing people from various parts of the world in form of tourists and visitors (Lowenthal,

Commercial Bank of Qatar Assignment Example | Topics and Well Written Essays - 2000 words

Commercial Bank of Qatar - Assignment Example The profit from these services differs according to a number of different factors such as volume and nature of the service provided. To increase bank profitability, it is important to distinguish between retail banking products that produce high profit from those that produce low profit. (Open Solutions 2007) provides a profit analysis solution referred to as "ProfitVision". ProfitVision is ready-to-deploy solution that can be adapted to the financial institution needs. It integrates with other accounting solutions to extract real time data for its operations. The institution decides how deep their profitability measure goes by deciding which products, branches and business units to include. The institution picks the data to use in profit calculations and the formulas to be applied to generate the results. The profit model defines processes, threshold and indices that are specific to the enterprise to provide decision makers with custom reports. ProfitVision allows managers to analyze and segment their customers, products and business entities according to profitability. Results can be exported to internal systems for automated action (Open Solutions 2007). The Commercial Bank of Qatar (CBQ) is the second largest bank in Qatar with 6.8 billion dollars as of June 2006 (Peninsula 2006). CBQ provides a number of retail banking services such as customer accounts, loans and credit cards. Most information systems employed withi... ProfitVision allows managers to analyze and segment their customers, products and business entities according to profitability. Results can be exported to internal systems for automated action (Open Solutions 2007). The Commercial Bank of Qatar (CBQ) is the second largest bank in Qatar with 6.8 billion dollars as of June 2006 (Peninsula 2006). CBQ provides a number of retail banking services such as customer accounts, loans and credit cards. 2. Research Problem 2.1 Research Problem Description Most information systems employed within banks do not provide bank managers with measurements of profitability of different bank segments dealing in different banking retail products. Bank managers base their decision making on hunches and not actual profitability of different bank segments. Terri Stonebraker, director of customer services at Bellco Credit Union, said "Bellco operated on hunches about its various segments. We needed to know who the most and least profitable segments are" (Marlin 2003). CBQ similar to most banks suffer from lack of profitability measures of different bank segments. Bank senior managers lack the measures to highlight high and low profitability within bank segments. CBQ senior managers require profitability analysis of bank sectors to improve the quality of financial management within the bank. 2.2 Significance and Contribution of the Research Problem Profit analysis of different retail banking products and bank sectors develops a profit-conscious decision making throughout the institution. Financial institution senior managers would be able to encourage strategies to attract and retain most profitable customers, as well as make

POV’s and Traffic Tickets Essay Example for Free

POV’s and Traffic Tickets Essay There are quite a few soldiers in Oahu, Hawaii that own POV’s (Personally Owned Vehicles), but many do not know the risk behind owning such dangerous tools. Yes, a POV is typically used as a form of transportation, but more reckless behavior tends to be the trend among younger soldiers. Reckless behavior such as texting and driving, drinking and driving, eating and driving, sleeping and driving, not wearing seatbelts, but the most dangerous of these behaviors is racing or speeding. As described previously young soldiers tend to show many signs of reckless driving one of which was racing or speeding, but you may ask yourself why racing and speeding? What reason might soldiers, especially younger ones, have for racing or speeding? Well it is quite simple. Many young soldiers have not fully POV’s and Traffic Tickets

Experimentation on Animals is Ethical and Necessary Essay -- Argumenta

Experimentation on Animals is Ethical and Necessary How is it that ensuring the safety of human lives can be perceived as immoral? It is difficult to understand that some people are more concerned with an animal’s quality of life rather than their own or a loved one’s. It is true that some experiments used to insure human safety may inflict pain upon animals, but how can it be that some people value the comfort of an animal over that of a human life. Vivisection is the experimentation on animals subjects and has often led to many significant scientific discoveries. Despite what may be believed by animal right activists, scientist do not conduct vivisection without reason; many experimental breakthroughs have come out of it, and it can be said that it will never be replaced. Scientist do not experiment on animals for the sole purpose of being cruel. The use of animals in medical research is vital to the improvement of human health and safety. In fact, it is one of the only ways to test the safety of consumer products. Although animals testing is a necessary evil, majority ...

Article Rebuttal: Surveillance Essay

Since the 9/11 attack on America, surveillance has increased significantly. Surveillance has expanded to telephone calls, e-mails, internet browsing records, financial history, credit history, library records, and even political and religious activities. Government says these surveillance activities are to protect citizens. The author of the article I found states otherwise believing these activities are not solely intended for harmful criminals and suspected terrorists. â€Å"It is directed at all of us†, says the author. This writer feels the government and state surveillance efforts are warrantless and invade the privacy of innocent people. â€Å"Surveillance undermines the right to privacy and the freedoms of speech, association, and religion†, the writer proclaims. The government is accused of spying in the article with no real advantage to anyone. There is excessive exaggeration in this article as the writer references the negative use of surveillance efforts. Statistics have shown proven facts that crime and accident rates have decreased in areas that have adapted such spying techniques. This article also made mention that government is increasing technology uses to observe people’s actions and movements without obtaining a warrant and without valid reasons to do so. The author failed to provide any real evidence that society is not benefiting from surveillance efforts – only opinions, reducing the sources’ credibility. The writer failed to reason about the positive effects of modern technology and surveillance. â€Å"Overall, the cameras—when actively monitored—were effective at cutting down crime. And the savings and benefits of fewer crimes outweighed the cost of the surveillance system†, reports a Chicago city worker. Based on analysis, reports found surveillance cameras can deter crime and are effective in cost when monitored and installed properly. Surveillance cameras are useful law enforcement tools that can assist in preventing or reducing crime. For example, Chicago reported surveillance cameras proved to be highly effective in reducing crime in certain areas. Computerized cameras are modernized, new law enforcement tools. Cities use them to catch red light runners and speeders – I’ve been caught by a few myself in recent years. I’ve since been more conscious of my driving habits!

Training and Development Project / Reserch Report

Chapter 1 Introduction 1. 0 Introduction The chapter describes the research topic, background of the study, research problem, research objectives, research methodology, and importance of the study, limitations and chapter outlines. 1. 1 Research topic Training and development Training and Development is a vital function of Human Resource Management. Training and Development act as the core factor which deals with maintaining and improving efficiency and effectiveness of the human resources at work in the organization.It is concerned with enhancing individual employee job performances as well as collective / group performances. Thus it will assist ultimately to improve organizational performances. Therefore it is clear that Training and Development plays a crucial role in the organization. 1. 2 background of the study This section will display important of the study and background of the study. Definition: â€Å"Training and Development is a formal process of changing employee behavi or and motivation in the way that will enhance employee job performance and then organizational overall performance. Thus T&D improves employee’s capabilities in a way that will make him perform well in current job. The skills, abilities and attitudes obtained from T&D make a better demand for the employee in the job market. In organizational environment there are service oriented organizations such as banks, hospitals, educational institutes and production oriented organizations such as garment factories, motor vehicle companies†¦ etc. Usually both kinds of these organizations are using same methods to give sufficient training for their employees.And also most organizations are using common procedures in the training process. This may sometimes become a success while sometimes does not appear as a really efficient way to give a proper training to the employees in the organization. In this research, I have considered about clearly identifying the difference between the s ervice oriented training methods and production oriented training methods. These two training methods differentiate from each other by the specific characteristics that are unique to each of these training methods.My research issue is arising within this environment. So in this project I’m expecting to find out the most suitable training methods based on the nature of the organization (service oriented or production oriented). And also I’m going to find out that is there any other modifications that should be used in traditional training process in selected organizations. 1. 3 Research problem The specific problem addressed in this study is to identify the most suitable training and development methods for production oriented and service oriented organizations.The employee training and development programs and necessary to improve employee’s morale as well as encourage the workers to perform their jobs in a proper way. So with that purpose organizations should c hoose most suitable training and development methods considering about their nature of functions. Some training methods may not suitable for service oriented organizations and some methods may not suitable for production oriented organizations. The research design is used for this study was the descriptive survey research design, to determinate proper training for both production and servile oriented organizations. . 4 Objectives of the study In this project I expect to achieve these objectives through a pre designed methodology. These objectives are aimed at finding a reasonable solution for the research issue. * Identifying the training methods using currently in service oriented organizations and production oriented organizations. * Identifying the relationship between training methods and performance improvement of the employees in the organization. * Identifying the necessary modifications for the training process and finding out most suitable training methods for service orien ted and production oriented organizations. Directing employees to follow pre identified training methods in the purpose of enhancing employee productivity. 1. 5 Methodology To achieve these objectives there should be a pre planned methodology. In this sector I’m going to describe that methodology which consist the following steps. * Selecting Organizations * Selection of samples * Data collection * Analyzing and presenting data 1. 5. 1 Selecting an organization – organizations are selected on both production oriented and service oriented basis. A brief description about the organizations which have been selected for this research appears below:Production Oriented organization – Dong Young Company This is a rice mill manufacturing company located in Kurunegala area. This is a small scale organization. Mother company of this firm is located in South Korea. Importing Single Phase rise mills, assembling them and distributing and selling them island wide are the majo r operations of this company. Currently more than 30 employees are working in this company. Service oriented organization – Sampath Bank PLC This is one of the most reputed commercial banks in private sector of Sri Lanka.There are more than 200 branches in island wide and more than 2000 work force. But for this project I have selected a sample of more than 25 people from 4 branches in area 7 located in western province due to the difficulties in collecting data in a large sample. 1. 5. 2 Selection of samples Dong Young Company – Total population = all the permanent employees working in Dong Young company (more than 30) Sample size = Number of people who given the questioner (at least 20 people) Sampath bank PLC – Total population = all the permanent employees working in Sampath bank (more than 2000)Sample size = Number of people who given the questioner (at least 20 people from Minuwangoda, Gampaha ,Ja ela , Mirigama branches ) These samples will include all the operational level staff including staff assistant, executive officers, branch managers, assistant managers, labors, technicians in both organizations. 1. 5. 3 Data collection The relevant data for the purpose of study were collected through the both primary and secondary sources. 1. 5. 3. 1 Primary data: The research was used following methods for collecting the data. In this research primary data were collected through the questionnaire.To collect the relevant data questionnaire was designed as follows. Questionnaires are the most common data collection method for any research. In this research, survey questionnaires have been formulated by consisting 18 questions and it has been categorized in to tow sections as follows * Seven questions for personal characteristics * Eleven questions for employee training and development related data. Section One- Personal Profile The personal characteristics of employees are requested in the first section of the questionnaire and it is included five question items, they are 1. Age 2.Gender 3. Civil Status 4. Education Level 5. Designation In this section, it was given the range of answers and respondents were requested to mark the relevant cage that was extremely matched with their personal characteristics. Responses from the questionnaire were analyzed to form of the study’s sample Section two in this section question designedwith the pupose of gatherin data related to training methods of both organizations. 1. 5. 3. 2 Secondary data Following sources use for research as secondary data. 1. Using Bank of Ceylon annual report, central bank report and other magazines 2.News papers 3. Using internet 4. Using various books that related to the topic 1. 5. 4 Data presentation and analysis Presenting of data- following methods use for presenting the data. * Figures- Figure is one of data present method in this research. It was used this method to present the collected analyzed data, because this method is very simple and easy to understand * Tables- Table is other method for presentation of analyzed data. It also easy to understand and very simple method in this research. There columns, under relevant data column, number of employees and percentage columns. Chart- Chart is most popular method for presenting the data. In this study it was used bar charts & Pie charts to present the data illustrated by relevant table. 1. 6 Importance of the study As Schuler& Youngblood, 1996 the need of training and development is determined by the employee’s performance deficiency and it is computed as follows. T & D need = Standard Performance – Actual Performance So from this definition we can understand that the T & D has a very strong relationship with the performance of the employees.With the achieving above mentioned objectives I believe this kind of befits can get to the organization. * Most important thing is can have a clear idea about what different kind of training methods is suitable for ser vice oriented organizations and production oriented organizations. * So both kind of organizations can direct their employees to get training more effectively * If any kind of modification needs is discovered in training process using currently on this organizations, they can change the process and move in to a better training method. So the both kind of organizations an give most suitable training to their employees to the point and enhance their job related knowledge. By giving a good training employees can have following benefits. * Increase the quality of products * Increase the productivity * Reducing unnecessary wastage * Improve employee’s moral & motivation. * Create a better demand on employees in the job market by having proper T & D * Increase efficiency and effectiveness * Employees can have more self confidence and reduce the degree of supervision * Increase salaries, promotion opportunities, rewards and job security.When all of the above mentioned matters are co nsidered T & D is advantageous for the organization as well as individual employees. 1. 7 Limitations * The research exercise will be conduct in a limited duration. Hence a detailed study could not be made * The sample of selected employees is limited only to kurunegala and western province. * The finding conclusions are based on the knowledge and experience of the respondents, sometimes may subject bias. * Primary data is collected only through a questioner. The production oriented organization is a small scale organization when considering with the service oriented organization. CHAPTER 2 Literature review 2. 0 Introduction The chapter describes the review of the literature, concerned the concept of training and development with relevant theories, definitions, concept and models. 2. 1 Human Resource Management Introduction to HRM Every organization irrespective of its nature and size has four resources namely men, material, and machinery. Of this men I. e. , people are the most vi tal resources and they only make all the differences in an organization.In this connection L. F. Urwick says that â€Å"Business houses are made? Broken in the long –run note by the markets or capital, patents, or equipments, but by men†. Peter F. ducker says that, â€Å"man, of all the resources available to name can grow and develop†. This gives geneses to the concept of HRM, the sub –system. HR is the central sub-system of an organization. As the central sub- system, it controls the functions of each sub –system and the whole organization. Concept Human resource management is concerned with the human beings in an organization.It reflects a now philosophy, a new outlook, approach and strategy, which views an organization’s manpower as its resources and assets. Human resource management is a managerial function which facilitates the effective utilization of people (manpower) in achieving the organizational and individual goals. Simply, HRM is a management function that helps the managers to recruit, select, train and develop the organizational members for the purpose of achieving the stated organizational goals. Definition HRM is defined as follows, â€Å"The part of management which is concerned with the people at work and with their relationship within an enterprise.It aims to bring together and develop into and effective organization of the men and women who make up an enterprise and having regard for the well-being of the individuals and of working groups, to enable them to make their best contribution to its success† -National institute of personnel management, India. â€Å"Human resource management is a series of decisions that affect the relationship between employees and employers; it affects many constituencies and is intended to influence the effectiveness of employees and employers†. -Milkovich l boudreau.So finally we can say HRM is the efficient and effective utilization of human resources t o achieve goals of an organization. There is a series of functions to be followed order to accomplish the goals and the objectives of the HRM. This series of functions includes: * Human resource planning * Recruitment, selection, and placement * Orientation, training and development * Job analysis and design * Role analysis and role development * Career planning and communication * Performance appraisal * Human relation * Safety and health * Wage and salary administration * Compensation and reward * Grievance handling Quality of work life and employee welfare * Organizational change and development * Industrial relation From this series of functions training and development takes most important place and it is defined as the HRM function that formally and systematically provides new learning to increase employee’s capabilities so as to increase their current job performance and future job performance as well. Training and Development is a vital function of Human Resource Mana gement. Training and Development act as the core factor which deals with maintaining and improving efficiency and effectiveness of the human resources at work in the organization.It is concerned with enhancing individual employee job performances as well as collective / group performances. Thus it will assist ultimately to improve organizational performances. Therefore it is clear that Training and Development plays a crucial role in the organization. 2. 2 Training and development Definition Training and development is a formal process of changing employee behavior and motivation in the way that will enhance employee job performance and then ornisatonal overall performance.Employee Training is distinct from management or Executive Development. While the former refers, training is given to employees in areas of operations, techniques and allied areas, while the latter refers to developing an employee in areas of important techniques of the Management Administration, Organization and allied areas. Training means to continuously nurture the employees or workers towards better performance in a systematic way. This can be either at the work spot or at the workshops. This is mainly to improve the technical skills of the employees or workers.Development means bringing out the actual potentialities and thus willing to high motivation and commitment standards towards work. This will be generally with regard to improvement in the behavioral skills. Training and development will increase employee job related abilities through the following three primary ways. * By imparting job related knowledge. * By creating job related skills. * By generating positive attitudes for proper organizational functioning. In the HRM literature clear distinctions about knowledge and skills are hardly available.But following definitions can found bout above terms and they will help to get an idea about these three factors. Know means ‘to learn or to have information about something† and knowledge means ‘what is known†. * English business dictionary (1986) â€Å"Skills is the ability to do something because of training† * Dictionary of personal management, 1988 So knowledge is for having information and understanding that information. Skills are for doing and applying the obtained knowledge. And also the terms education and training are highly interrelated.But there are some differences among these terms. We can make a distinction among training, education and development. Such distinction enables us to acquire a better perspective about the meaning of the terms. Training- Refers to the process of imparting specific skills Development- refers to the learning opportunities designed to help  employees grow Education – is theoretical learning in classroom Though training and education differ in nature and orientation, they are complementary. An employee for example who undergoes training is presumed to have had some formal education.F urthermore, no training programme is complete without an element of education. In fact the distinction between training and education is getting increasingly blurred nowadays. As more and more employees are called upon to exercise judgments and to choose alternative solutions to the job problems, training programmes seek to broaden and develop the individual through education. For instance, employees in well-paid jobs and/or employees in the service industry may be required to make independent decision regarding their work and their relationship with their clients.Hence,  organization  must  consider  elements  of  both education and   training while planning their training programmes. Development  refers  to  those  learning  opportunities  designed  to  help  employees  grow. Development  is  not  primarily  skill-oriented. Instead it provides general knowledge and attitudes will be helpful for employees in higher positions. Efforts toward s development often depend on personal drive and ambition. Development activities, such as those supplied   by management developmental  programs, are generally voluntary. 2. 3 Purpose of the training and developmentThe fundamental aim of the training is to help the organization achieve its purpose by adding value to its key recourse – people- employees. In here it is defined like this, â€Å"Training helps the organization, the individual, and the human relations of the work group. â€Å" * Werther and Davis , 1989 – As this definition training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. And that investment pays dividend to employee, organization and other employees. Importance of Training and Development Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. †¢ Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. †¢ Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level.It helps to expand the horizons of human intellect and an overall personality of the employees †¢ Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal †¢ Team spirit – Training and Development helps in inculcating the sense of team work,team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. †¢ Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness.It helps in creating the learning culture within the organization. †¢ Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. †¢ Quality – Training and Development helps in improving upon the quality of work and work-life. †¢ Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. †¢ Morale – Training and Development helps in improving the morale of the work force. †¢ Image – Training a nd Development helps in creating a better corporate image. †¢ Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. †¢ Training and Development aids in organizational development i. e. Organization gets more effective decision making and problem solving.It helps in understanding and carrying out organizational policies. †¢ Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. 2. 3 Climate for Training With all these things organization must have a climate or suitable environment for deliver a successful training programme. so to create a necessary environment, fulfill the following requirements may helpful. * Incentives that encourage employees to participate. * Managers who make it easy for employees to attend T& D programs. Employees who encourage each other. * Rewar ds for the use of new competencies. * No hidden punishments for participating. * Rewards for managers who are effective trainers With this kind of proper environment, an organization can develop and implement an effective training and development program. There are short term and long term effects for both employees and organization. 2. 4 Effects of training and development 2. 4. 1 Short-term effects * Reactions to T & D activity * Learning * Changes in behavior & attitudes * Performans on a task 2. 4. 2 Long-Term effects – For the organization Improved productivity * Lower cost * Improved customer services * Pool of competent global leaders * Improved retention rates * Applicant pool increases 2. 4. 3 Long-term effects – For the Employees. * Greater self confidence * Increased job satisfaction * Career advancement * Employability * Ability to resist unethical influence 2. 5 Principles of the training The principles, which have been evolved, can be followed as guidelin es to trainees. Clear objectives about the Training Program are: * Training policy for designing and implementing the training programme. Acquisition of knowledge and new skills through motivation. * Reinforcement to trainees by means of awards and punishments. * Organized material should be properly prepared and provided to the trainees. * Learning periods has to be fixed as it takes time to learn. * Preparing he instructor who is both good at subject and job. * Feedback regarding the performance of the trainees in the jobs. * Practicing the skills taught by the trainee. * Appropriate techniques related to the needs and objectives of the organization. 2. 6 Roles and responsibilities in Training and DevelopmentIn the subject of training and development, there are many roles in an organization hierarchy contributes up to various limits. And also they have deferent responsibilities relevant to T & D 2. 6. 1 Line managers * Cooperate with HR professionals in identifying the implication s of business plans for T & D * Work with the employees to determine their individual training and development needs. * Participate on the delivery of T & D programs. * Support employees participation in T & d opportunities and reinforce the transfer of newly learned behaviors to the job. Do much of the on-the-job socialization and training. * Participate in efforts to assess the effectiveness of T & D activities. 2. 6. 2 HR Professionals * Identify training and development needs in cooperation with the line managers. * Assist employees in identifying their individual T & D needs * Communication with employees regarding training and development opportunities and the consequences of participating in them. * Develop and administer T & D activities. * Train the line managers and employees in how to socialize; train and develop employees. * Evaluate the effectiveness of the training. 2. . 3 Employees * Seek to understand the objectives of training and development opportunities and accep t responsibility for lifelong learning. * Identify own T & D needs with HR Professionals and line managers. * Consider employment opportunities that will contribute to your own personal development opportunities. * Assist with the socialization, training, and development of co-workers. 2. 7 Systematic training and Training process A System is a combination of things or parts that must work together to perform a particular function. An organization is a system and training is a sub system of the organization.The System Approach views training as a sub system of an organization. There is a formal order of doing the training. If isn’t, the trainee will have to learn everything in his own, he will take long period to perform as organizations expectations. But if he has a opportunity to get a well designed training , it will be easy to learn how to perform well in the organization. So through a systematic training process trainee will learn appropriate methods of doing the duties resulting in achieving organizations’ goals. In here the steps of systematic training process is listed 1.Identify training needs 2. Prioritize training needs 3. Establish training objectives 4. Determine training evaluation criteria 5. Make other related training decisions 6. Implementation 7. Evaluation the success of training 2. 7. 1 Identifying training needs. Training activities must be related to the specific needs of the organization and the individual employees. A Training Program should be launched only after the training needs are assessed clearly and specifically. The effectiveness of a Training Program can be judged only with the help of training needs identified in advance.In order to identify the training needs, a gap between the existing and required levels of knowledge, skills, performance and aptitudes should be specific. The problem areas that can be resolved through training should also be identified. Without training need identifying any kind of training e ffort may not be done. In training process tow major errors are possible. One is training for a wrong training need. In this cause because of the wrong identification of training needs of the employees of the organization, a real training program may implement but for worthless training need. Second major error is training owing to wrong performance diagnosis. There must be genuine need of training. Generally training need is arise when there is a gap between expected job performance level and actual job performance level. But we cannot say the gap is created only because of the need of training, but there will many factors influence that job performance level. When considering about identifying training needs there are three types of analysis, organization analysis, and job needs analysis, person needs analysis.Organizational needs analysis Organizational needs analysis refers to identifying training needs in the organizational level. It can define like this, â€Å"organizational needs analysis tries to answer the question of where the training emphasis should be placed in the organization and what factors may affect the training† -Bernardin and Russell- In the organizational level there are three factors affecting to decide organizational needs. They are Human recourse analysis, climate indexes and efficiency indexes.Human recourse analysis conceder translating strategic plans, demand for products, customer requirements etc. The climate indexes are acting as indicators of the quality of the working life of the organization. They includes employee turnover, absenteeism , grievances , productivity etc. efficiency indexes are measures or indicators of the current efficiency of work groups and the organization. They includes cost of labour, wastage, gap between input and output, late delivers etc. Job needs analysis The specific content of present or anticipated jobs is examined through job analysis.For existing jobs, information on the tasks to be perfor med (contained in job descriptions), the skills necessary to perform those tasks (drawn from job qualifications), and the minimum acceptable standards (obtained from performance appraisals) are gathered. This information can then be used to ensure that training programs are job specific and useful. The process of collecting information for use in developing training programs is often referred to as job needs analysis. In this situation, the analysis method used should include questions specifically designed to assess the competencies needed to perform the job.Job needs analysis can be defined as below † Job needs analysis tries to answer the question of what would be taught in training so that the trainee can perform the job satisfactory. â€Å" – Bernardin and Russell- By finding answers for these three questions below mentioned, may give a clear idea of job need analysis. What are the tasks, duties and responsibilities of the job? What types of abilities, qualificati ons and experience are needed to perform the job? What are the minimum acceptable performance standards? So deretmined training needs by job analysis can be used to train employees.Person need analysis After information about the job has been collected, the analysis shifts to the person. A person needs analysis identifies gaps between a person's current capabilities and those identified as necessary or desirable. Person needs analysis can be either broad or narrow in scope. The broader approach compares actual performance with the minimum acceptable standards of performance. The narrower approach compares an evaluation of employee proficiency on each required skill dimension with the proficiency level required for each skill.The first method is based on the actual, current job performance of an employee; therefore, it can be used to determine training needs for the current job. The second method, on the other hand, can be used to identify development needs for future jobs. Person ne ed analysis can be defined as below, â€Å"Person need analysis tries to answer the question of who needs the training in the firm and specific types of training needs. † – Bernardin and Russell- 2. 7. 2 Prioritize training needs Identifying training needs is possible but identifying or prioritize training needs is difficult.And also meeting all kind of training needs with training programs is difficult due to many reasons. Main reasons are limited recourses especially financial recourses and limited time. Any kind of organization cannot spend too much for training as investment than their day to day functions. And also if there available financial support, finding enough time is also difficult. Here are some factors influence prioritizing training needs, 1. Time to be spent 2. Budget essential for training 3. Desires of top management 4. Possibility of measuring the results of the training 5.Trade union influence 6. Competencies and interests of the trainers Consideri ng these factors the need of special process or technique to prioritize training needs is arise. So there is a special technique can be used to prioritize training needs. It is called Nominal Group Technique. Nominal Group Technique Nominal Group Technique (NGT) is designed to encourage every member of a group to contribute, and prevents the more vocal group members from dominating the discussion. Simply we can say, NGT method is group method that drawing out ideas from people on a specific topic.NGT facilitates discussion, stimulates creative contributions, increases group productivity, uncovers divergent viewpoints, and leaves group members feeling satisfied that they have contributed and that their voices have been heard. NGT is especially effective when difficult decisions must be made with input from every person, and when discussion has become heated and/or when group members are attempting to influence other members of the group. NGT requires a facilitator. A step-by-step pro cess to implement NGT follows. If the group is small (15 or fewer members), the steps can be accomplished working as a hole. If the group is large (more than 15 or so), you may find it easier to organize members into groups of six or eight and let these small groups work together. In step 3, for example, each table would take a turn contributing an idea. So it can be used in second step in systematic training process like prioritizing training methods. From the viewpoint of Human Recourse Management NGT can defined as technique that uses a group of seven to fifteen people who are competent for the purpose do identifying training needs of the organization. Nominal Group Technique process 1.Generating Ideas: The moderator presents the question or problem to the group in written form and reads the question to the group. The moderator directs everyone to write ideas in brief phrases or statements and to work silently and independently. Each person silently generates ideas and writes the m down. 2. Recording Ideas: Group members engage in a round-robin feedback session to concisely record each idea (without debate at this point). The moderator writes an idea from a group member on a flip chart that is visible to the entire group, and proceeds to ask for another idea from the next group member, and so on.There is no need to repeat ideas; however, if group members believe that an idea provides a different emphasis or variation, feel free to include it. Proceed until all members’ ideas have been documented. 3. Discussing Ideas: Each recorded idea is then discussed to determine clarity and importance. For each idea, the moderator asks, â€Å"Are there any questions or comments group members would like to make about the item? † This step provides an opportunity for members to express their understanding of the logic and the relative importance of the item.The creator of the idea need not feel obliged to clarify or explain the item; any member of the group c an play that role. 4. Voting on Ideas: Individuals vote privately to prioritize the ideas. The votes are tallied to identify the ideas that are rated highest by the group as a whole. The moderator establishes what criteria are used to prioritize the ideas. To start, each group member selects the five most important items from the group list and writes one idea on each index card. Next, each member ranks the five ideas selected, with the most important receiving a rank of 5, and the least important receiving a rank of 1.After members rank their responses in order of priority, the moderator creates a tally sheet on the flip chart with numbers down the left-hand side of the chart, which correspond to the ideas from the round-robin. The moderator collects all the cards from the participants and asks one group member to read the idea number and number of points allocated to each one, while the moderator records and then adds the scores on the tally sheet. The ideas that are the most high ly rated by the group are the most favored group actions or ideas in response to the question posed by the moderator. Advantages of NGT Generates a greater number of ideas than traditional group discussions. * Balances the influence of individuals by limiting the power of opinion makers (particularly Advantageous for use with teenagers, where peer leaders may have an exaggerated effect over group decisions, or in meetings of collaborative, where established leaders tend to dominate the discussion). * Diminishes competition and pressure to conform, based on status within the group. * Encourages participants to confront issues through constructive problem solving. * Allows the group to prioritize ideas democratically. Typically provides a greater sense of closure than can be obtained through group discussion. Disadvantages of NGT * Requires preparation. * Is regimented and lends itself only to a single-purpose, single-topic meeting. * Minimizes discussion, and thus does not allow for the full development of ideas, and therefore can be a less stimulating group process than other techniques. According to the ranking of training needs, organization or the authorities can select most important training needs for their organization and deliver the rest steps of systematic training process. 2. 7. 3 Establish Training Objectives. Objectives can be defined as ‘criterion behavior’, i. e. the standards or changes of behavior on the job to be achieved if training is to be regarded as successful. This should be definition of what the trainee will be able to do when he or she goes back to work on completing the course: in other words, terminal behavior. Transfer of training is what counts: behavior on the job is what matters. † -Armstrong (1992 p. 433)- Objectives are established based on training needs, in other words after completing training program there should no lack of training or performance in relevant field.Establishing objectives in time related is very important. And also success of the program can be measured by checking whether pre established objectives are completed or not. There are several proposes of establishing training objectives. 1. When a trainer deciding contents of the training program the objectives are very much helpful. 2. Objectives are essential for formulate criteria and standards in order to measure success of the training program 3. By noticing objectives of training program , participants will know what’s going to be happen 4.Establishing training objectives related to organizational goals may helpful to achieve them 2. 7. 4 Determine Training evaluation Criteria Training evaluation refers to the process of collecting the outcomes needed to determine if training is effective. Training evaluation criteria provides the data needed to demonstrate that training does provide benefits to the company. There are two types of evaluating training program, Formative evaluation – evaluation conduc ted to improve the training process * Helps to ensure that: the training program is well organized and runs smoothly * trainees learn and are satisfied with the program * Provides information about how to make the program better Summative evaluation – evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program * May also measure the return on investment (ROI) that the company receives from the training program Why Should A Training Program Be Evaluated? * To identify the program’s strengths and weaknesses To assess whether content, organization, and administration of the program contribute to learning and the use of training content on the job * To identify which trainees benefited most or least from the program * To gather data to assist in marketing training programs * To determine the financial benefits and costs of the programs * To compare the costs and benefits of training versus non-training in vestments * To compare the costs and benefits of different training programs to choose 2. 7. 5 Make other related decisions 2. 7. 4. 1 Training contentsTraining contents refers to all the things trainees going to learn in training program. Training contents are decided after the analyzing of training needs and training objectives. In training contents there are 3 parts regarding any kind of training objective or training need. They are Knowledge, Attitude and Skills. E. g. : Training objective – After the training program accidents and health issues in the organization should minimize by 15%. Training contents – The participants should gather knowledge about what are the accidents and health issues, how to revent them, how to identify them before arise, what are the steps to be followed if an occupational accident happen and basic first aid knowledge. Attitudes – attitudes refers to believing positively, feeling positively and tending to behave positively about the knowledge gathered by the training program. Skills – Skills are ability to do things that learned by the training program, in this cause skills related to first aid and preventing occupational accidents is important. 2. 7. 4. 2 Trainers When we choosing trainers to the training program there are some factors should be consider about them.Their educational background, their knowledge about relevant subject, previous experience in training and skills in delivering a effective training program. Managers, supervisors or peers (senior) can utilize in-house training programs. Because they are already know about organization and its culture. Training specialists or consultants or university professors, tutors can be utilized to in-house but off the job training. And also when we selecting lecturers should careful that they are able to train educated people and non educated employees like drivers, technicians at the same time.Because when the university lecturer delivers the trai ning program , non educated people may not affected by the program because the their education level not sufficient for understand the important thing in the training program. 2. 7. 4. 3 Training methods The most suitable training method should select considering training objectives and training contents. Not only the objectives and contents, but also should consider about training budget, availability of trainers, number of trainees availability of time and other relevant factors. Sometimes more than one method have to be used when consider about these kind of factors. . 7. 4. 4Training budget This refers to hoe much can spend to this kind of training program. Normally organizations are allocating funds for their training and development activities from their annual budget. Allowances to the trainers, expenses to meals and refreshments, rental and travelling fees, expenses on training materials are some expenditures that taking place in a training program. If the training program e ffective for the employees and their knowledge, attitudes and skills are developed as expected ROI will be high. 2. 7. 4. 5 Training timeIn a proper training program specific time table or time schedule must prepared. When preparing a time table training programmers should consider about availability of trainers, holidays, availability of trainees. If the training program is held in outside the organization, organizers should care about availability of lecture hall and other facilities. In time table it is necessary to mention about starting time, ending time, intervals, and how many days training will continue. And also organizers are responsible for continue training program as time table.When the program is running as the time table it will motivate participants at the same time trainers also will satisfy with the program and will give maximum output for trainees. 2. 7. 4. 6 Training place Training place refers to where the training to be conducted. There are three kinds of place s to held training program. When conducting on-the-job training the training place will be office room or site, other employees also working. And when a training program conducting in the organization premises but not in the working site or office room , can be identified as second method. Third one is off-the-site.That means the training program will be conduct in a lecture hall, university or conference hall. Some organizations have their own lecture halls for training programs. 2. 7. 4. 7 Meals and refreshments This is a most important factor that influences a success of a training program. Sometimes organizers may ask from participants supply meals for themselves. In addition a some payment can be done to get meals. But commonly organization is provides meals and refreshments to the participants. If financial ability is not sufficient to provide meals for everyone, organizers can provide meals for trainers.. . 7. 6 Implementation In this step the pre planned training program wil l implement. All kind of dictions taken in above steps will be taken in to action under this step. When a training program implementing it should supervise by organizers whether the program is running as the schedule. Before implementation of the training program trainees should evaluate. It will be making easy to evaluate trainees and measuring what kind of knowledge gathered by trainees after the training program. 2. 7. 7 Evaluate the success of training Training evaluation defined as, Any attempt to obtain information (feedback) on the effects of a training program, and to assess the value of the training in the light of that information. ’ Evaluation leads to control, which means deciding whether or not the training was worthwhile (preferably in cost/benefit terms) and what improvements are required to make it even more cost-effective. † – Hamblin (1974)- Evaluation is an integral feature of learning activities. In its crudest form, it is the Comparison of ob jectives (criterion behavior) with outcomes (terminal behavior) to answer the question of how far the event has achieved its purpose.The setting of objectives and the establishment of methods of measuring results are, or should be, an essential part of the planning stage of any learning and development program. Levels of evaluation 1st level – Reaction At this level, evaluation measures how those who participated in the training have reacted to it. In a sense, it is a measure of immediate customer satisfaction. * Determine what you want to find out. * Design a form that will quantify reactions. * Encourage written comments and suggestions. * Get 100 present immediate responses. 2nd Level – Evaluating learningThis level obtains information on the extent to which learning objectives have been attained. It will aim to find how much knowledge was acquired, what skills were developed or improved, and the extent to which attitudes have changed in the desired direction. So fa r as possible, the evaluation of learning should involve the use of tests before and after the program – paper and pencil, oral or performance tests. 3rd Level – Evaluating behavior This level evaluates the extent to which behavior has changed as required when people attending the program have returned to their jobs.The question to be answered is the extent to which knowledge, skills and attitudes have been transferred from the classroom to the workplace. Ideally, the evaluation should take place both before and after the training. Time should be allowed for the change in behavior to take place. The evaluation needs to assess the extent to which specific learning objectives relating to changes in behavior and the application of knowledge and skills have been achieved. 4th Level – Evaluating resultsThis is the ultimate level of evaluation and provides the basis for assessing the benefits of the training against its costs. The objective is to determine the added v alue of learning and development programs – how they contribute to raising organizational performance significantly above its previous level. The evaluation has to be based on ‘before and after’ measures and has to determine the extent to which the fundamental objectives of the training have been achieved in areas such as increasing sales, raising productivity, reducing accidents or increasing customer satisfaction. . 8 Issues on Training and Development When an organization tries to deliver a training program there are many kind of issues that influence the training program. Trainers and organizers are often forced to deal with a wide variety of important issues that arise from inside of the organization and outside of the organization. * External environmental pressures influence training practices: * Legal issues related to training practices * Cross-cultural preparation * Diversity training * School-to-work programs * Hardcore-unemployed training programs Int ernal environment pressures which influence training practices * The need to train managerial talent * Training and development opportunities for all employees (regardless of their personal characteristics) * Use of the company’s compensation system to motivate employees to learn In here some of issues are described briefly. * Legal issues related to training practices There are some legal issues that can be arising during the training sessions. These legal issues can be due to external and internal influences. * Employee injury during a training activity Employees or others injured outside the training session * Breach of confidentiality or defamation * Reproducing and using copyrighted material in training classes without permission * Excluding women, minorities, and older Americans from training programs * Not ensuring equal treatment while in training * Requiring employees to attend training programs they find offensive * Revealing discriminatory information during a trai ning session * Not accommodating trainees with disabilities * Cross-cultural preparationTo successfully conduct business in the global market place, employees must understand the business practices and the cultural norms of different countries. So organization may had to sent their employees to foreign countries and let them gather knowledge about global market place and new trends in market. Cross-cultural preparation involves educating employees and their families who are to be sent to a foreign country. * Diversity training Diversity training refers to training designed to change employee attitudes about diversity and/or developing skills needed to work with a diverse work force.When talking about attitude, this will focus on increasing employees’ awareness of differences in cultural and ethnic backgrounds, physical characteristics, and personal characteristics that influence behavior toward others. The assumption is that by increasing their awareness of stereotypes and be liefs, employees will be able to avoid negative stereotypes. At the same time in behavioral changing it will focus on changing the organizational policies and individual behaviors that inhibit employees’ personal growth and productivity. One approach is to identify incidents that discourage employees from working up to their potential.Another approach is to teach managers and employees basic rules of behavior in the workplace. Here are some important characteristics related to Successful Diversity Efforts * Top management provides resources, personally intervenes, and publicly advocates diversity. * The program is structured. * Capitalizing on a diverse work force is defined as a business objective. * Capitalizing on a diverse work force is seen necessary to generate revenue and profits. * The program is evaluated * Manager involvement is mandatory. * The program is seen as a culture change, not a one-shot program. Managers and demographic groups are not blamed for problems. * Behaviors and skills needed to successfully interact with others are taught. * School-to-work programs Combine classroom experiences with work experiences to prepare high school students for employment. This is a common activity in most of high schools and universities in today. These training opportunities will a huge advantage to students. * Training and development opportunities for all employees In an organization, all employees have a right to participate relevant training and development programs.So if only selected employees only gets chance to participate training programs rest of other employees will take actions against training programs because the selected employees only gets high demand for their skills and knowledge than other workers. 2. 9 Training methods In practical usage there are many training methods available for organizations for the purpose of the training their employees. In this section some of training methods are briefly described. Mainly training metho ds can classified as on-the-job training and off –the-job training. In below there is a brief description on commonly using training methods. 2. 9. On the job training This is most popular job training method and it is also known as Job Instruction Training (JIT). Under this method, the individual is placed on a regular job and taught the skills necessary to perform the job. The trainee learns under the supervision and guidance of a qualified worker instructor. On-the-job training has advantage of giving firsthand knowledge and experience under actual working conditions. While the trainee learns how to perform the job, he is also a regulars worker rendering the serve for which his paid. The problem of transfer of the trainee is also minimized as the person learns on the job.The emphasis is placed on rendering the services in the effective manner rather than learning. This method is using commonly both service sector companies and production oriented companies because of follo wing advantages * Most simple and low cost method * Allowed to the trainee to be active * Allow trainee to repeat * Allow trainee to participate 2. 9. 2 Job rotation This trainee involves the movement of trainee form one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job assignments.Though this method of trainings common in training managers for general management position, trainees can also be rotated from hob to ob in workshop jobs. This method gives an opportunity to the trainee to understand the problems of employees of other jobs and respect them. 2. 9. 3 Coaching The trainee is placed under a particular supervisor functions as a coach in training the individual. The supervisor provides the feedback to the trainee on his performance and offers his some suggestions for improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves his of his burden.A limitati on of this method of training is that the trainee may not have the freedom or opportunity to ex press his own ideas. 2. 9. 4 Committee assignments Under the committee assignment, group of trainees are given an asked to solve an organizational problem. The trainee solves the problem jointly. It develops teamwork. 2. 9. 5 Cause study Is a written description of an actual situation in business which provokes, in the reader, the need to decide what is going on, what the situation really is or what the problems are, and what can and should be done.Taken from the actual experiences of organizations, these cases represent to describe, as accurately as possible, real problems that managers have faced. Trainee studies the cases to determine problems, analyses causes, develop alternativesolutions,  select  the  best  one,  and  implement  it. Case  study  can  provide  stimulatingdiscussions among participants as well as excellent opportunities for individuals to defend their analytical and  judgment  abilities. It appears to  be an  ideal method to  promote  decision-making abilities within the constraints of limited data. 2. 9. 6 Vestibule trainingUtilizes equipment which closely resembles the actual ones used on the  job. However, training takes place away from the work environment. A special area or a room is set aside from the main production area and is equipped with furnishings similar to those found in the actual production area. The trainee is thenpermittedto  learn  under  simulated  conditions,  without  disrupting  ongoing  operations. A  primaryadvantage of vestibule training it relieves the employee from the pressure of having to produce while learning. The emphasis is on learning skills required by the job.Of course, the cost of  duplicate facilities and a special trainer is an obvious disadvantage. The advantage of simulation is the opportunity to ‘create an environment' similar to real situat ions the manager incurs, but without the high costs involved should the actions prove undesirable. This method using mostly to train pilots in aircraft industry. in pilot training airlines use flight simulations for safety, learning efficiency, and cost savings, including savings on maintenance, pilot cost, fuel and cost of not having a aircraft in regular service.And also this method is using to train astronomers. It is huge advantage for trainers because there is no place to give training to astronomers in the world other then vestibule training. And also there are some disadvantages of this method, i) It is difficult to duplicate the pressures and realities of  actual  decision-making  none  the  job  and  (ii)  individuals  often  act  differently  in  real-lifesituations than they do in acting out a simulated exercise. 2. 9. 7 Role playing Generally focuses on emotional (mainly human relations) issues rather than actual ones.The essence of role playing is to create a realistic situation, as in case study, and then have the trainee assume the parts of specific personalities in the situation. For example, a male worker may assume the role of a female supervisor, and the supervisor may assume the role of a male worker. Then, both may be given a typical work situation and asked to responds they expect others to do. The consequences are a better understanding among individuals. Role playing helps promote interpersonal relation. Attitude change is another result of role  playing. Case study and role playing are used  in MDP s. 2. 9. Apprentice training Training is given to people who are new to the jobs which are craft jobs such as plumber, machinist, carpenter, printer, electrician and tool and die maker. This training is for new employees. It is designed to give employees an understanding of the rules and procedures they must follow in carrying this job in future. This type of training has high levels of participation, practice, relevance and transferability. Most suitable method for production oriented organizations. 2. 9. 9 Sensitivity training Sensitivity training uses small numbers of trainees, usually fewer than12 in a Group.They meet with a passive trainer and gain insight into their own and others'  behavior. Meeting have no agenda, are held away from workplaces, and questions deal with the ‘here and now' of the group process. Discussions focus on ‘why participants behave as they do, how they perceive one another, and the feelings and emotions generated in the interaction  process. Specific  results  soughtincludeincreased  ability  to  empathize  with  other,  improved  listening  skills,  greater  openness,increased  tolerance  of  individual  difference  and   increased  conflict-resolution  skills.The drawback of this method is that once the training is over, the participants are themselves again and they resort to their old habits. The obje ctives of sensitivity training are to provide the participants with increased awareness of their own behavior and how others perceive them-greater sensitivity to the behavior of others, and increased understanding of group’s process. 2. 9. 10 Programmed instruction This  is  a  method  where  training  is  offered  without  theintervention of a trainer. Information is provided to the trainee in blocks, either in a book of  thought a teaching machine.After reading each block of material, the learner must answer question about it. Feedback in the form of correct answers is provided after each response. Thus, programmed instruction (PI) involves: 1. Presenting  questions,  facts, or  problems to the  learner  2. Allowing  the  person  to  respond3. Providing feedback  on the  accuracy  of his or  her answers4. If the answers are correct, the learner proceeds to the next block. If not, he or she repeats the same. The main advantage of PI is that it is self-paced-trainees can progress through the program meet their own speed.Strong motivation is provided to the learner to repeat learning. Material is also structured and self-contained, offering much scope for practice. The disadvantages are not to be ignored. The scope for learning is less, compared to other  methods of training. Cost of preparing books, manuals and machinery is considerably high. 2. 9. 11 Skill builders A skill builder is an assignment or an exercise that aims at allowing the trainee to develop a certain skill or certain skills rather than his/ her knowledge. The learner is given the skill builder and is required to do it.Later trainer will gives a right feedback. 2. 9. 12 In-basket method The trainee is given a special box that includes a number of business papers such as memoranda, reports, letters, emails and telephone messages that would typically come across manager’s desk, and it required to act on the information contained in the se business papers. This training most suitable for managers and it more practical training that has realism, high participation, high relevance, high transference and built-in motivation. 2. 9. 13 Lecture methodLecture method is most frequently used method for training and development. Lectures are verbal presentations that deliver subject knowledge to participants by expert on relevant subject. To increase effectiveness of the method lectures can use presentations, hand outs and other extras. This method can use to a large number of participants in a one time. It is one of huge advantage of this method. And also cost per trainee is very low. This method can use both service oriented and production oriented organizations. 2. 9. 14 ConferenceIt is a method obtaining the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas, examine a those facts, ideas and data, test assumptions and draw concussions, all of which contribute to the im provement of job performance. It is possible to classify the above discussed methods in training and development according to these bases. 1. On-the-job method An on-the-job method gives training to the trainee while he/ she is performing the duties of the job 2. Off-the-job method