Advancements in Communications The Use of Cloud Computing Research Paper

Advancements in Communications The Use of Cloud Computing - Research Paper Example This paper will discuss various concepts of communication and its emerging factors in cloud environment. This paper will also outline the implications of cloud computing in communications. Cloud Computing  and Communications Cloud computing is one of the emerging concepts in telecom sector. In addition, cloud computing has successfully changed the dimensions of communication (Weiss; Koehler, Kraemer and Anandasivam). In today’s global world where new standards and technologies are offered and changed everyday each and every organization is trying its level best to make use of cloud computing. Additionally, the idea of cloud computing is already adopted in various fields. According to a research, cloud environment will be adopted in a large number of corporations and enterprises in upcoming years. In fact, cloud computing is already been adopted in various sectors such as communication and information technology which resulted in significant growth and profit generation (Phuk an). In this way the telecom sector is much energized about the scenario of cloud environment. In addition, the telecom sector will acquire numerous competitive advantages from networking operations along with modern technological aspects. Hence it will become easy for them to play an imperative role in the rapid growing world of cloud computing environment (Phukan). Cloud computing generally  offers a lot of convincing benefits for common users and organizations that used it, such as it is useful in many ways. It facilitates organizations with the cost of operations performed reduced capital and scalability according to our demands. So we are in right opinion towards business concerning matters to take full fledging advantage of the on-going computing resources and services according to our demands, collectively known as â€Å"the cloud†. Without a doubt, Cisco is a leading network oriented company is working with other industry leaders on joint venture to develop and expa nd protocols and standards that are useful in transformation of the long-term vision the Inter-Cloud form, today into reality. If the Cisco joint venture happens then it will make considerable changes in the cloud environment, further than the technology directions must change in this regard. The IT-related organizations, and how IT (information technology) mechanism with various business units, have to acclimatize as well, or organizations would not achieve what they desire from the cloud computing (Nations; Ingthorsson). If we research the Cloud Computing like both a service delivery model and technology concept, particularly according to its networking point of view, and also its various implications indeed. We already have studied the existing and promising technologies related to networks usually used in the Cloud computing, either in internal level or in external, it may include various aspects that correspond to WAN (wide area network) technologies as well as Data hub/centre interconnections. If we analyze the both Long-distance interconnections (MAN and WAN), the overall spectrum between information centers are visibly based on IP (internet protocol) standards that are used over the ATM (auto transit machine), Ethernet, SDH/ SONET and further recently, on MPLS with QoS as well as interconnection that have local capabilities.  

Sympathy for the Devil Essay Example for Free

Sympathy for the Devil Essay The first thing that I noticed when I heard this song is how different it is from almost every other song that I have heard. The instruments used seem odd for The Rolling Stones, and rock songs in general. It starts off with a combination of drums and maracas, sounding like Brazilian samba music. Usually rock music has a 4/4 backbeat with a bass drum, but this song does not contain that attribute. There is no rhythm guitar but instead an electric bass and piano is used. The bass guitar is used to replace the rhythm guitar, lead guitarist Keith Richards also plays it, and so this may explain this. I’m going to start off by discussing the lyrics of the song and what they are about. I noticed that one of the lines â€Å"every cop is a criminal, and all the sinners saints† seems to suggest that the devil isn’t that bad, and that all people have some devil in them. There seems to be confusion of good and evil. The devil is portrayed as â€Å"a man of wealth and taste† and polite as well by greeting using â€Å"let me please introduce myself.† Another line, â€Å"hope you guess my name, but what’s puzzling is the nature of my game† intrigued me. This line is not the songwriter saying that I hope you guess that its me playing the devil, it means that the devil is saying I hope you can recognize me because I may be in disguise and I don’t do evil myself, I trick people into doing it for me. The difference between good and evil is a continuing theme throughout the song. Jesus Christ in mentioned and the devil says that he â€Å"stolen many a mans soul and faith.† The songwriter is not arguing Christian doctrine, he is using the devil as a symbol of how it works in the world and that we need to have our guards up because evil will be disguised and may not appear as obvious to us. This was analyzed from the lines â€Å"I watched with glee, while your kings and queens fought for ten decades for the gods they made.† Now I will discuss the music, the different sections, and how they evolve throughout the song. The track begins with a beat on one drum, and then congas are added as accents to the last beats of the line. Other instruments join in and it sounds like a jungle beat with Jagger howling in the background like a wolf, giving the impression of being in a dark jungle. As the beat continues, piano is introduced with a slow series of chords. This is when Jagger beings by singing: â€Å"please allow me to introduce myself, I’m a man of wealth and taste.† After the first four lines bass starts and it builds on the drum mix still going on in the background. The bass makes the song sound angry, and the bass doesn’t play a repetitive riff it seems to be improvised or played randomly. The first verse and chorus end with the pianist playing at an even pace, but when the second verse begins he starts playing faster and more frantic. The sound of the instruments matches the lyrics of the song, singing about overthrowing government and the blitzkrieg. At the third verse we can hear background vocals singing at the end of each line. These vocals add an eerie sound to the rhythmic instruments, and Jagger’s voice begins to crack on every word. The fourth verse is a guitar solo by Keith Richards and is not really following the beat. He goes from note to note, sliding his fingers across the strings, producing a noticeable sound and then a note is held for several beats. The guitar represents the character that is portrayed in the lyrics, unpredictable. After the guitar solo we hear the chorus, followed by another verse and the chorus again. All of the instruments are played together now and it all seems to be improvised, with no recognizable rhythm. The guitar and vocals play off each other nicely and then Jagger says: â€Å"can you guess my name?† referring to the devil. Finally the song fades away to an end. When I watched a live video of The Rolling Stones performing this song I noticed how into it the whole crowd was. â€Å"Sympathy For The Devil† is sort of like an anti-war anthem for people. The whole stage was lit up in red with lights and there was fog on the stage as well to add more emotion to the song. In 2003, The Stones released this as a maxi-single, with 4 versions of the song. The original was there, as well as remixes by The Neptunes, Fatboy Slim, and Full Phatt. The industrial band Laibach released an entire album containing different covers of this song. The character and tone of the covers are largely very different from the Stones’ version. In the opening track the lead singer sings/shouts in a very deep bass voice with a thick Slavic accent. One of their covers contains references to the violence at the Altamont raceway. In 1969 a fan was fatally stabbed during a performance of this song and they didn’t play it live for 7 years because of this.

Importance of Training and Evaluation in Organisations

Importance of Training and Evaluation in Organisations INTRODUCTION: In the past several years human resource management become quite popular. Human Resource management is a very important internal part of an organisation. It has many functions like recruitment and selection, human resource development, reward and performance and management development. Skilled and developed employees are main strength of organisations success. Companies are willing to recruit skilled and talented people. But it is a short sighted approach for long term success. As mentioned above, in recent years of companies and organisations have realised importance of training and development. They are focusing on continuous improvement and learning through training and development in organisation. But for that employees are need to choose wisely. This part is related to recruitment and selection process. So HR manager need to choose people with the potential to learn more. Many organisations encourage employees to participate in training and development programme to learn the sys tematic knowledge in depth. Now it is realized that if there are more opportunities of development for employees, so that they stay committed longer to the organisation. Such motivated, experienced and trained staffs bring better organisation performance. Thats how organisation can produce best product or services that bring more customer satisfaction and more sales which ends in more profit. It also supports employee in participating training and development programme and thus, it increases job engagement of the employee to the organisation. Organisations definitely will gain more productivity from skilled and trained employees rather than non trained employees. Trained and engaged employees are motivated employees. Skilled and motivated employees are high performing employees. That is how employer and employee both can get benefit from training and development programme. (Beardwell Claydon, 2007) 2. STRATEGIC HUMAN RESOURCE DEVELOPMENT: This project focuses on human resource development. Main objective of this project is to explain the importance of training evaluation in an organisation. Training evaluation is the one of the crucial part of training process. But first we need to know, why training evaluation needed? From the beginning it is a key topic for most of the trainers. When, training and development do not give the required results than it can be very much harmful for the organisation. It can de-motivate the learners and can seriously damage their reputation. That is why training evaluation has been introduced. So that by evaluating training, trainers can get expected results. It also helps to make any appropriate changes where it is required. It gives the confidence to the trainer by providing result of that they are doing a good job. (Thorne K. Mackey D. 2007) HRM features create more importance when it is attached to strategic integration. It is more concerned to link the HRM issues into strategic planes. Strategic Human Resource Development (SHRD) is for giving the clear vision about employees abilities and potential to operate within the strategic framework of the business. New learning and development strategies are created under SHRD to achieve business goals. Training evaluation is needed to ensure that, is SHRD attaining the business goals or not? The main objective of SHRD is to enhance resources with the belief that firms employees are a major source of competitive advantage. It is more focused on intellectual capital, ensuring that are there right quality of employees available to meet the present and future needs. By creating a learning environment in which employees are encouraged to learn and develop to match the employability of outside and inside of organisation, should be one of its concerns. Michael Armstrong (2009) has hi ghlighted the philosophy of SHRD. HRD makes a major contribution to successfully achieve firms goals, investment in the benefits to the stakeholders of the organisation. HRM planes and programmes should be interact with and support to achieve the goals of business and HRM. Everybody in the organisation should be encouraged and given opportunity to learn and develop their skills and knowledge. In SHRD there should be a focus on self managed learning and support by coaching, training and monitoring. As we have seen learning, training, development and education are the elements of HRD. Learning should be distinguished from training. Therefore, organisations need to monitor their training programmes. (Armstrong M. 2009) From Baron J. Kreps D. (2005), now firms do not show training as a cost for the employee but as an investment. They said that, it is important to measure the training. By giving some examples, they argued about how it is difficult to measure of performance improvement. Therefore, evaluation is more likely to be considered as a capital investment of training. Trainer and trainee both should undergo from evaluation process. The result of this process will give better understanding about performance improvement. Making changes where necessary in training will provide great help in the integration with business strategies. According to Armstrong (1999) training evaluation is important to evaluate training in order to assess its effectiveness. It is important to know what ever training is provided to the employees; does it really help them in their work? Because, lot of time, effort and money spend to train employees. That is why Hamblin said any attempt to obtain information (feedback) on the effects of a training programme and to assess the value of the training in the light of that information. It is an integral feature of training. It gives the answer to the question of how far the training has achieved its purpose. Training evaluation makes sure that, the given training was investment rather than expense. RESEARCH MATHODOLOGY: All the data is gathered by secondary sources. Most of the data is collected from books. Some of the journals have been referred for adequate knowledge of the research report. Electronic source is the main source of gathering the relevant data. Both qualitative and quantitative data been gathered for the proposed research report. A case study has taken is supporting Kirkpatricks model. It provides the brief detail of how to make evaluation in training. (Bhattacharya, 2006) KIRKPATRICS TRAINING EVALUATION THEORY: To understand training evaluation, Kirkpatrick has introduced four level of training evaluation. Donald Kirkpatrick was president of the American Society of Training and Development in 1975. Reaction: Reaction evaluation is how the trainee felt, and their personal reaction to the training or learning experience. It is a feedback forms on training experience. Verbal reaction can also be noted and analysed. It can be done by post training surveys and questionnaires. Feedback form, which can be filled or verbally given to the manager. It contains personal feeling type questions, like did the trainees like and enjoys training? Did they consider the training relevant? Was it a good use of their time? Did they like the timing and the place of training? It is easy to do. It can be done immediately after completion of training. Easy to obtain reaction feedback. Easy to analyse. Not much expensive to gather all the data and for analyse. It become very helpful to know the primary questions like trainees were not unhappy or disappointed with training. Analyser has to assume that all the feedbacks are genuine. If it is than most of the feedbacks may be similar. Learning: Learning evaluation is the measurement knowledge from before and after learning experience. It can be done by doing assessment tests before and after training. Interview and observation can also be used instead of assessment test. Assessment test need to be closely related to the aims of learning. Measuring the test can be easy in g group rather than individual. Hard-copy, electronic, online or interview style assessment are types of gathering learning evaluation data. From the data, it is easy to figure out, did the trainee learn what every he intended to taught? Did the trainee experience what intended to experience in training? It is more time consuming and costly in compare to reaction evaluation. It only shows that how much knowledge h As trainee has. It doesnt shows that how much learning applied at the workplace. Behaviour: Behaviour evaluation in which trainees applied the learning and change their behaviour. This can take some time to change their behaviour it might take several weeks or months after the training. The main objective of behaviour evaluation is to find did trainees put their learning into effect? Are they using the relevant skill which has been taught? Is there any change in their activities while working? How is their performance? Is the trainee aware of the changing behaviour? Is the trainee trying to transfer their learning in others or not? As behaviour evaluation is an important evaluation process amongst the other processes. Observation need to done at certain level of training. Assessment test is not suitable in this because each trainee will take his own time to put his learning into effect. Assessment can be done only by suitable analysis tools. Judgement, observation or interviews are the best possible way to measure the impact of training. A flexible way, like 360 degree feedback is useful method for measuring the effect. It is less easy to measure the change in compare to learning behaviour. Cooperation and skills of observers are most important in this evaluations process. Analysers need to be very much accurate and experience in judging trainees behaviour. Behaviour evaluation should take place in some time duration during the training. So it depends on evaluators vision to see behaviour pattern, which can be varies amongst different evaluator. The support of line managers and trainers are essential in this evaluation process. Involving them from the beginning of the training would definitely beneficial for further assessments. Results: Result evaluation is the measurement of effect on the business or environment after the training. The main objective in this evaluation process is to find results or performance indicators like; sales, volumes, quality, timescale return on investment, performance, turnover, failure, wastage, achievements, accreditations, growth, retention etc,. Many of these measures can be done by other management systems and reporting. It can be found by how trainees inputs are affecting the performance after training. Commonly trainees are informed about the expected level of performance which needs to be achieved by the end of training. It requires simple links with the training inputs. Failure with this can reduce the chances of getting accurate results at the end. Result evaluation is particularly not difficult. It can be done by using qualitative and quantitative analysis. Targets can be set down with the use of this evaluation process. While doing the result evaluation, analyser needs to consider the external factors of environment which are affecting the performance of organisation. This can be good or bad. So the analysers have to be realistic towards the situation. (Kirkpatrick 2007) I think Kirkpatricks model gives foundation level knowledge to evaluators. There is a need to extend these levels. The four levels are over simplified. They do not consider the dynamic changes in the environment and in the organisation. By not considering the training environment, trainer will give a false training evaluation. Although the trainee is well trained, still he is not efficient as others. To find out such problem training programme need to consider the cultural and ethical factors. It is also missing the determination of usefulness and availability of organisational resources. Yes it is true that this model is very much useful during the training session. Minor problems with the trainees can be rectified and necessary steps can take to improve training programme. Thereafter it is not much useful. For more accurate result of training evaluation Philip has introduced ROI theory of training evaluation. It is also considered as a fifth level of Kirkpatricks model. Kaufmans five levels of evaluation: Roger Kaufman has introduced five level of evaluation by using the Kirkpatricks four levels. His evaluation model level includes addressing the viability of various resources and inputs necessary for successful interventions by adding social and client responsiveness with the consequences of payoffs. According to him, evaluation needs to consider both within and outside of organisation. His view of evaluation is broader than Kirkpatrick. He said that training is the only performance improvement so evaluator needs to see the contribution to performance inside as well as outside of the organisation. He showed the fifth level which is mega level. It is societal contribution, which is missing from Kirkpatricks framework. The mega level aims on societal usefulness like health, continuous profit, pollution level, safety. It concerns more for the future. Like what will be effect of it in the future market. Other levels are shown in the following table: The mentioned table shows the suggested levels of Kaufmans theory. He is making critics on the first level, that Kirkpatrick is not involving resource availability. Level two is considered as an assessment type. It focuses on training implementation. Level three is performance based. Identify the changes due to training. Fourth level is common in both. It includes performance improvement, cost benefits such as timely and quality output. If I put it in a simple way, Kaufmans five levels are interlinked with business strategy. It is a useful model for Strategic Human Resource Development. By considering all the environmental factors evaluator can give more accurate result. The quality of result is richer that simple evaluation result. (Kaufman R, Keller J Watkins R. 1996) CIRO METHOD OF TRAINING EVALUATION: War, Bird and Rackham introduced four level of approach called CIRO. Context: It checks back to the basics of training. It considers the environment within which training took place. Employer need to look the original methods for training and development. Employer need to check and analyse the information to identify specific needs. Input: This evaluation decides the best method of delivery. It takes into account of employees selection process, employee material and the level of involvement at workplace. By determining the accuracy of the input will increase the success of overall evaluation. Reaction: Reaction is not much different from Kirkpatricks behaviour evaluation. It evaluates the nature of employee and measure the reaction from learning. This can be useful to evaluate quality of employees. Outcome: It is the final evaluation to check the changes in employees at the workplace. It is easier to evaluate if results are numeric. Outcome is to check that how far training has transferred employees by measuring their performance. Warr, Bird and Rackham made a critic on Kirkpatricks four levels of evaluation. They said that this process may not always produce genuine, meaningful and long-term results. The parameters which Kirkpatrick looking to evaluate training are limited. It is not considering the firms overall ability to perform. CIRO model is requires more detailed analyses of an organisation. There are many factors that will affect training. So this evaluation model takes more time than Kirkpatricks model. (Thackwray B. 1997) ROI TRAINING EVALUATION THEORY: Jack Phillips has introduced ROI evaluation theory. It is also known as Jack Philips five level ROI model. As mentioned above training is considered as investment in people. ROI is the best match for this sentence. According to Philip, there are six trends which have increased the use of ROI. The increasing amount of training and development are pressuring for more accountability in business. Competitive strategies are linked with training and development, management are always eager to measure the contribution of training programme. Other programmes do not give as accurate result as ROI. Therefore many times programme sponsors have requested to for ROI justification. Including all the other functions, training and development is required for continues development and to hold the position in competition. Therefore many support efforts are taken for it. From the perspective of top executives in large number of organisation required ROI information. Trainers are now taking interest in justifying their contribution in training and development. So they increased their interest in ROI. ROI theory cannot be directly applied. For this there is a need of a classic model like Kirkpatricks model. Then the result should be taken for ROI such as turnover, quality improvement, productivity or cost reduction. To get the accurate ROI all programmes should be compared to cost implementation in order to value the investment. That is why ROI theory is called as a fifth stage of Kirkpatricks evaluation theory. On the other hand, this model requires final results. Only then evaluator can able to use this model. There isnt any more research need to be done if desired result can obtain, but if the results are wrong then evaluator need to go back to the basics. ROI is not a proper method to evaluate training. Because there are lot of qualitative aspects related to it. Use of ROI is just to check the returns on investment. This technique is more favourable to investors rather than evaluators. The ROI formula is the annual net programme benefits divided by programme costs. Where else the net benefits are the mandatory value of the benefit minus the cost of the programme. The ROI formula is as follows: (Philips 1996) CASE STUDY: A case study taken from journal of workplace learning. The aim of training is to give knowledge and leadership skills to the managers. The test was conduct on two groups of manager and supervisors of large municipal organisation. Both the groups are divided in 27 people. One group was undergoing from the training, while the other one is untrained. So the result will reflect the clear difference between both the groups. The data is evaluated by Kirkpatricks four levels of evaluation method. Candidates age, seniority, experience level and educational knowledge were almost identical. Reaction: Reaction was measured by a short questionnaire. 16 questions were given with from five scales from bad to excellent. The reaction training and the trainers were positive in general. The main result fallen under the other three levels. Suggestions were gathered to improve aspect of training facility. However, reaction is necessary, but not enough for a high quality evaluation. It is to measure that training is reaching the intended goals or not. Knowledge: It is to measure the aspects of effective leadership and management skills, measured by multiple choice questions. The results were remarkable. Candidates demonstrate a significant growth in knowledge. This will help managers to reach higher level of knowledge than untrained managers. The training apparently gets successful in this theoretical knowledge. Even somehow, this result was putting pressure to untrained managers to perform better. Behaviour: Managers behaviour is noticed after providing the adequate knowledge. Leadership behaviour had been discussed during the training. The present frequency compared with before training frequencies. The result was again showing positive indication. After training, a significant change been noticed. The behaviour toward leadership skills was higher in compare to untrained group of managers. The proposed result showed the increase in leadership behaviour is doubled that before from the gathered numbers. Result: Final result is showing the long term analyses of improved productivity, quality of product and processes, lower sickness and absence rate. The result is in two parts: self evaluation and evaluation by others. Both parts are showing positive result which is supporting the hypotheses, for long term effectiveness. But obvious it is often difficult to prove a causal link between training and long term effects. There are several factors like age, boredom from same kind of work, changing nature of human and other environmental factors effect it. This method cant be predicting the future, it just to measure the current performance. Further research gives the idea, for long term result a 360-degree evaluation should be more accurate than Kirkpatricks four level evaluation methods. Overall result showed the gap between trained managers and untrained managers. Step by step evaluation is giving the improvement in managers skills and knowledge. Training main objective was achieved. However, Kirkpatricks model is not giving accurate results. Further research need to done in this case. Individual evaluation between trained managers will give more accurate result than groups. For that, Philips ROI method, kaufmans five level and CIRO evaluation methods need to introduce. However, the candidates are almost identical as the case says. So, there wont be much difference in result. (Steensma H. 2010) As mentioned in the training proposal, training means investment in people to enable them to perform better and to empower them to make the best use of their natural abilities. It is very much important to improve employees skill which results better quality product or a high level of customer services. (Armstrong, 1999). RATIONAL: I would like to describe one of my own experiences regarding training and training evaluation. A few months back when I was working with an AGIES BPO as a customer care executive. My job task is very much related to a salesman. At the time of joining the company. Trainers have provided brief training regarding my work. After few month of working there was not much improvement in my work. My sales figures were low and I was staying away from reaching my goals. Considering my efforts companys trainer suggested me to participate in the further training programme which was called as PIP (Performance Improvement Programme). In this programme trainers had provided through training regarding my work. They provide me basics for the working tasks and advance techniques also. As my work was technical work, I have to give assessment test on each end of the day. At end of very first of PIP, a verbal interview has taken place where, trainer took the interview. It does include some simple question s like how are you feeling about training? Did you understand the concept? Do you know your way getting out of the problem? Assessment test were taken after each session, it was regarding the technical issues. The evaluation of training is going as per Kirkpatricks four level of evaluation pattern. Behaviour pattern has been marked as well. The taught soft skill in sales helps me to respond well in communication and the technical training helped me in doing my work easy and quickly. After the end of my training, I have been called for the face to face interview for measuring my learning and how well I can able to put it into practice. After that I was feeling like confidence enough to work with my full productivity as well as I was teaching some of the technical skills to my juniors. This is how training changed my way of working. At the end of the month I have achieved my sales targets without any problem. The results were showing the significant changes of training programme. CONCLUSION: Although the above mentioned discussion showed that how training and training evaluation is helpful for organisations own benefits and employees can also improve their own performance. It builds a moral interest in staff development. Future train programme can be determined by training evaluation. Training evaluation can also rectify the mistakes done in training programme and can build a new programme. Most important for an organisation, training programmes make the business stands in market. Changing culture, technology and ethics influence an organisations work place. To understand its effect and to cope with the competition there is an urgent requirement of training, and to ensure the training is going in right path, it becomes a necessity to do training evaluation. Training evaluation take part in most of the organisation. The above mentioned training evaluation theories are the key to analyse training and its effectiveness. Better working environment with well train ed workers can lead the organisation to high level. This can be helpful to gain more market share and better reputation among competitors and customers. Therefore it is not wrong to say that training evaluation is a vital part for an organisation. But it is not always because of the training. There are some cases when training is not enough to improve productivity regardless the evaluation is showing the uprising performance. As seen above, strategic human resource development is essential in developing business strategies. SHRD enables learning cycle. It creates a chain of continuous improvement. Measuring the evaluation and apply changes with that, can formulate flexible development strategy. Sometimes, employees are not happy with management or not happy with the payment and reward system. If some employees are chosen for the wrong position to work than how will training affect his performance or behaviour of working? There might a mistake from selection and requirement section. If a person is not satisfied with his work than there is no way of getting trained him for the future. According to Druckman ET, al, (1997), it is found that training is not always worth. Training do not give satisfactory output in some cases, there is evident that training is not always successful. Application on learning on practical basis at job, amount of learning depends on conditions at workplace. As mentioned the above cases. One of the factors affecting training success is how much employees are interested in participating in training programs. Training is more effective in participation condition is not compulsory. Training programme should be voluntary. Other factor is co-operation from the managers. Supportive environment always influence result training and makes it more efficient in practise. REFERENCES: Armstrong M. (1999), Human Resource Management Practice, 7th edition, Kogan Page Limited. London. Armstrong M. (2009), Strategic Human Resource Management: A Guide to Action. 4th edition. Kogan Page. New Delhi. Baron J. Kreps D. (2005). Strategic Human Resources: Framework for General Managers. John Wiley Sons, Inc. USA. Beardwell J. Claydon T. (2007). Human Resource Management: a contemporary approach. 5th edition. Prentice Hall, England. Bhattacharya D.K. (2006), Research Methodology, 6th edition, Excel Books, New Delhi. Druckman D., Singer J.E. Van Cott H.P. (1997). Enhancing Organisational Performance. National Acedemy.USA. pp: 106-107. Kaufman R, Keller J Watkins R. (1996), What Work What Doesnt: Evaluation Beyond Kirkpatrick. Volume 35. Kirkpatrick D. (2007). The Four Levels of Evaluation. American Society for Training and Development. USA Philips J.J. (1996). Technical and skills training. [Online] available at: http://www.astd.org/NR/rdonlyres/D0BCF259-880D-4EEC-BF89-7F1B9A88F430/0/phillips.pdf. [Accessed: 27 April 2010] Steensma H. (2010), Evaluating the Training using the Four Level Model. Journal for Workplace Learning. Leiden University. [Online] available at: [Accessed 22 Aug 2010]. Thackwray B. (1997), Effective Evaluation of Training and Development in Higher Education. Kogan Page, London. Thorne K Mackey D (2007). Everything you ever needed to know about training. Kogan Page Ltd, USA.

A Plan for the Resolution of the Argentine Debt Crisis Essay -- Essays

A Plan for the Resolution of the Argentine Debt Crisis INTRODUCTION: Over the past five years Argentina has suffered from one of the worst economic crises of its history. Mired by currency devaluation, diminished business confidence, contracting GDP, and a large current accounts deficit, the Argentine economy is, at very best, weak. Of its problems, Argentina’s international debt is of greatest concern. Servicing the debt has created a large financial burden for the Argentine government limiting the steps it has been able to take to stimulate economic growth. Since temporarily stopping payment on US$132 billion of debt in 2001 , Argentina has experienced some economic expansion, but this growth has come with large costs. Foreign banks’ condemnation of the default has made Argentina a pariah in the international investment community. Meanwhile, the interest on the outstanding loans is compounding at an astronomical rate increasing Argentina’s debt burden significantly. Unfortunately for Argentina, encouraging international investment and reducing its debt are both essential for a sustained economic recovery. These goals will not be achieved through default, even if it is temporary, as banks are the self-imposed moral authorities on debt and investment and are likely to make Argentina pay a high price. Instead, Argentina must cleverly implement debt reduction mechanisms involving third-party purchase of its discounted debt. It will be the primary responsibility of Argentina’s newly elected president, Mr. Kirchner, and his administration, to stimulate the country’s feeble economy by reducing the public debt. Downsizing its debt will help Argentina to reestablish itself as a creditworthy nation and spur economic... ... and Business, . â€Å"How the debt should be canceled,† Debt & Development Coalition: Ireland, . Krueger, Anne O., â€Å"Crisis Prevention and Resolution: Lessons from Argentina,† International Monetary Fund, 17 July 2002, . MERCOSUR, 6 March 2003, . Moye, Melissa, â€Å"Overview of Debt Conversion,† London: Debt Relief International Ltd., 2001. Powell, James E., â€Å"Time Value of Money,† 1 June 2002, . Rhoter, Larry, â€Å"Argentina Struggles to Meet Debt-Relief Terms.† New York Times, 11 February 2003, . A Plan for the Resolution of the Argentine Debt Crisis Essay -- Essays A Plan for the Resolution of the Argentine Debt Crisis INTRODUCTION: Over the past five years Argentina has suffered from one of the worst economic crises of its history. Mired by currency devaluation, diminished business confidence, contracting GDP, and a large current accounts deficit, the Argentine economy is, at very best, weak. Of its problems, Argentina’s international debt is of greatest concern. Servicing the debt has created a large financial burden for the Argentine government limiting the steps it has been able to take to stimulate economic growth. Since temporarily stopping payment on US$132 billion of debt in 2001 , Argentina has experienced some economic expansion, but this growth has come with large costs. Foreign banks’ condemnation of the default has made Argentina a pariah in the international investment community. Meanwhile, the interest on the outstanding loans is compounding at an astronomical rate increasing Argentina’s debt burden significantly. Unfortunately for Argentina, encouraging international investment and reducing its debt are both essential for a sustained economic recovery. These goals will not be achieved through default, even if it is temporary, as banks are the self-imposed moral authorities on debt and investment and are likely to make Argentina pay a high price. Instead, Argentina must cleverly implement debt reduction mechanisms involving third-party purchase of its discounted debt. It will be the primary responsibility of Argentina’s newly elected president, Mr. Kirchner, and his administration, to stimulate the country’s feeble economy by reducing the public debt. Downsizing its debt will help Argentina to reestablish itself as a creditworthy nation and spur economic... ... and Business, . â€Å"How the debt should be canceled,† Debt & Development Coalition: Ireland, . Krueger, Anne O., â€Å"Crisis Prevention and Resolution: Lessons from Argentina,† International Monetary Fund, 17 July 2002, . MERCOSUR, 6 March 2003, . Moye, Melissa, â€Å"Overview of Debt Conversion,† London: Debt Relief International Ltd., 2001. Powell, James E., â€Å"Time Value of Money,† 1 June 2002, . Rhoter, Larry, â€Å"Argentina Struggles to Meet Debt-Relief Terms.† New York Times, 11 February 2003, .

Act 2- Proctor’s house Essay

The crucible is set in the early 1920’s in a place called Salem in Massachusetts America. The story is based on the problem of witchcraft; to be a witch or warlock in those days was unforgivable. The people living in Salem were all strict Puritans and anything un-natural was said to be wrong. Anyone with any evidence of another being â€Å"in contact with the devil† was immediately taken to court for a case, they could be imprisoned for many years or worse killed. As you can imagine this arose a great deal of problems including people’s greed or jealousy taking over their moral beliefs. People would accuse others to get what they wanted e.g. land. Act 2- Proctor’s house. Role of Elizabeth  Elizabeth- â€Å"What keeps you so late? It’s almost dark.†Ã‚  At this point in the story Elizabeth still has a slightly higher status than her husband, and has done for quite a while this is because he is the one that has sinned and still needs to watch his step if he wants to keep her as his wife. As she walks in from singing to the children, she will be looking at her husband at first, then look out side swiftly when she says â€Å"It’s almost dark.† She asks a question about his work to be polite, not necessarily interested so will be busy with something on the table, e.g. a candle stick. When she has to respond to Proctor asking if the boys are asleep she will look up from what she is doing and answer while walking quickly over to the fireplace. She answers vaguely to Proctors wishing for a â€Å"fair summer.†Ã‚  When Proctor asks if she â€Å"is well today† She turns around with the plate of his food and smiles kindly and responds â€Å"I am† Although not returning the question. She then nods at the plate and tells him it is rabbit. She then pulls out a chair and sits by him watching him sit down to eat. Her eyes never leave him apart from to look at the rabbit describing how painful it was for her to â€Å"strip her.† While she watches him taste it, there is a look of slight anticipation on her face to see his respond. She is still sitting up right facing him, perfect posture. It is at this point that their statuses are equal, she wants praise from him. Which when she gets she blushes and smiles, but asks for more; so asks- â€Å"it’s tender?† Maybe leaning slightly further forward, closing the distance that is between them. After proctor tells her that he means to please her, the eye contact becomes more intense for a split second but soon disappears. Her facial expression is of fake happiness maybe even slight sadness. As she replies she looks at Proctor for the beginning of the line â€Å"I know it†¦Ã¢â‚¬  but then looks down when she says â€Å"John.† Indicating it is very hard for her to say. When Proctor tries to kiss her she does not lean in towards it but sits very still and up right in her chair, looking away. She receives it but does not return it. After he has sat down she continues to look at him, which is when he sullenly says â€Å"Cider.† In a thanking sort of way, for changing the subject she quickly stands replying â€Å"Aye!† The subject back onto the farm, Elizabeth still shows that there is something still annoying her. She walks quickly back with the cider and places it by him, and sits back down. Proctor then introduces the idea of flowers in the house, she answers quickly, and looking around, hands on the table and feet perfectly together on the floor. She says that she has forgotten, but this is not top on her list, so says it rather quickly, with the air of not really caring about it. Proctor then suggests that they go on a walk together one day to look at the flowers; he finishes the sentence with saying how beautiful Massachusetts is in the spring. Elizabeth only responds to this, not the walk through the wood together. Her answer is short and quick, and as she says it has a knowing look upon her face and nods slightly but it is obvious that she doesn’t care and this is not what she is thinking about at the moment. There is a pause and she continues to watch him for a short while, with a look of enquiry and un-knowing on her face. When he does not say anything she gets up and picks up his plate and cutlery. She does this briskly not saying a word. She stands by the basin, after placing the plate and cutlery in it. She has her back to him and does not move, but waits.  Proctor then says â€Å"I think you’re sad again, are you?† She doesn’t reply immediately and still doesn’t turn round, as if holding back words. She soon does however and when she speaks it is slowly, this is because she does not want an argument so she makes it look as if she is the one in the wrong asking herself a stupid question in her mind. This immediately lowers her status ever so slightly. His reply is harsh and sudden, which doesn’t strike her, if anything makes her slightly more frightened, she rubs her hands around each other nervously but subtly, yet still stands tall. â€Å"You did speak of going, earlier this week.† As if reminding him, that she had good reason to think that he might have gone Salem that day.  When she tells him that Mary Warren had gone that day, she looks at him directly; she still does not move her body though, she announces it very clearly. After his reply she has weakened a little, she knew that by telling him this it would get to him, now she can see that he is holding back from shouting. This still gives her the upper status. So when she says â€Å"I couldn’t stop her.† She shakes her head slightly but still watches him. She then goes on to say how Mary Warren frightened all her strength and power away from her, at this she will step forward, it’s now that she begins to use her body to express, all the way so far her torso has stayed upright. As she steps forward she looks Proctor in the eye. And she moves her arms forward, which shows her weakness breaking through.  Ã¢â‚¬Å"It is a mouse no more. I forbid her to go, and she raises up her chin like the daughter or a prince and says to me, ‘I must go to Salem, Goody Proctor, I am an official in the court!†

Free or Low-Cost Downloads essays

Free or Low-Cost Downloads essays There is a resource of utilities and add on elements available on the internet that would complement almost any computer users day to day practices but most users are not aware of the availability or benefits of these wonderful little elements. These downloads are Freeware Applications and Shareware Applications. Freeware is software, available for download, which is given away by the author. Although it is available for free, the author retains the copyright to prevent downloaders from reproducing it and selling it. Shareware is usually offered for a small fee. Once purchased you are registered with the producer and provided service assistance and updates. Both shareware and freeware depend on a user honor code to not resell the product or copy and distribute the applications that do require a small fee. Freeware and Shareware are able to cost next to nothing if they cost anything at all because they are offered directly to customers and do not carry along packaging or advertising c osts with them. These applications cover a broad spectrum of uses. Some are helpful with office type applications, some provided additional security to your systems, and some help with organizing important work files to MP3s files. The different types of downloadable wares are numerous and available from a number of locations. In this report I will describe some of the more popular applications, where you can get Freeware and Shareware, and also cover some of the hazards of downloading and running applications and ways to protect you from these unwelcome attributes. As wide a variety of shareware and freeware titles there are there are also as many places to find these digital gems. If you are looking for some free utilities or plug-ins to compliment some software titles you already have there are often additional utilities and upgrades available on the manufacturers website. There are also websites whose specific purpose is to showcase and dist...