Evaluating Human Resource Planning At Shandrani Hotel

Evaluating Human Resource Planning At Shandrani Hotel For any business to perform well, it must acquire and optimize the deployment of people with talent. Identifying the right talent to fill particular positions and roles is critical to an organizations effective functioning. All, too often, though, businesses fail to devote sufficient attention to this issue. Organizations and jobs will never be the same eternally. Changes are based on the global economy, on changing technology, on our changing work force, on cultural and demographic changes, and on the changing nature of work itself. We need to learn new skills and develop new abilities, to respond to these changes in our lives, our careers, and our organizations. HR planning is a decision making process that combines three important activities which are: identifying and acquiring the right number of people with the proper skills, motivating them to achieve high performance and creating interactive links between business objectives and people planning activities. The purpose of this assignment is to document on the human resource planning at Shandrani Hotel as HR planning is based on the belief that people are an organizations most important strategic resource. We will try to show how far theory can be put into practice as it is difficult to predict the future and also the policies and strategies within the organization can shift suddenly from one priority to the other. Moreover there is lack of evidence that Human Resource Planning really works as there has been little research evidence of increased use or of its success. To assess future requirement of new staff both in terms of numbers and of levels of skills and competences, formulating and implementing plans to meet those requirements through proper recruitment and training. Due to huge competition and globalisation around the world, managers have, to train and develop their employees to make them more efficient in the workplace. Human resource planning refers to the process of employing the right person for the right job. In all industry, organisation have now realised the importance of human resource planning, and all organisation may have different approach to HRP, however, this assignment lays focus in one particular sector, that is the tourism sector. Tourism sector which is labour intensive compared to other industries, for instance, sugar industry which is machine intensive. Therefore the application of human resource planning shall differ and be applied according to the need of the organisation. Chapter 1 gives an idea about what is the position of tourism in Mauritius, we can therefore deduce from past figures that tourism industry is growing, thus very profitable for Mauritian economy Chapter 2 defines the Human Resource planning since its year of introduction to its actual use in the market. We have compiled the views of various theorists on HRP. Chapter 3 shows the procedures followed to gather information for the assignment, with particular reference to Shandrani Resort and Spa. Chapter 4 gives an overview about Beachcomber group and presents Shandrani Resorts and Spa. Chapter 5 will focus on the process of Human Resource Planning at Shandrani Resort and Spa. CHAPTER 1: OVERVIEW OF TOURISM SECTOR IN MAURITIUS The tourism sector, besides facing cut-throat competition knew an excellent performance for the first semester of 2010. Figures from the Central Statistical Office (CSO) of Mauritius has revealed that tourists arrivals for the period January-June 2010, has attained its 439,150 compared to 413,504 in the corresponding year of 2009, thus representing an increase of 6.2%. The tourism industry is of such paramount importance for the Mauritian economy, that the figures indicating the importance for the Mauritian economy towards GDP is expected to rise from 26.5% (MUR 77.8bn) to 32.4% (MUR216.4bn) in 2010. The credits of the massive increases go to a combination of factors, such as aggressive advertising campaigns abroad, the opening up of air access to the country coupled with the increased capacity of airlines already serving the route and the greater consensus amongst all the industry stakeholders. At the end of June 2010, there were 104 registered hotels in Mauritius, with a total room capacity of 11,362 and 23,168 bed places. For the first semester of 2010, the room occupancy rate for all hotels averaged to 64% compared to 59% in the corresponding semester of 2009 while the bed occupancy rate was 56% against 52%. Data from Bank of Mauritius indicates that gross tourism receipts for the first semester of 2010 were MUR 19,869m that is an increase of 8.5% compared to MUR18.249m for the same period of 2009. Based on data available on tourist arrivals for the first six months of the year 2010 and information gathered from various stakeholders, the Central Statistical Office (CSO) and the Mauritius Tourism Promotion Authority (MTPA) forecast of receiving nearly 1 million tourists this year, representing 5% year on year. According to Bank of Mauritius, tourism receipts for this year will be around MUR 935 millions, representing an increase of 6.3% over last year figures. Moreover, in order to tap the hospitality industry in Mauritius, major Indian hotel chains are aggressively setting up hotels in the country. According to Vijaye Haulder, Deputy Director, Mauritius Tourism Promotion Authority (MTPA), about 5 major hospitality chains in India are in talks with the Mauritian government for getting land to build hotels. All these hotels are expected to add about 1500 rooms in the next three-four years. The Sagar Hotel Group which is already running two luxury hotels in Mauritius is planning another hotel spread over 20 acres in the country. The tourism industry is a colossal pillar for the Mauritian economy because we have a lot to give, sell and share with the world. CHAPTER 2: LITERATURE REVIEW 2.0 Introducing HRP Organizations are presently operating in a rapidly changing and competitive environment. Managers have to optimize the use of the available employees in order to be competitive. HRP therefore attempts to reconcile organisations needs for resources with available supply of labour. HRP therefore results in matching people to the job, that is, the right people doing the right thing. HRP needs to be adjusted from time to time because the goals and objectives of an organization are not stable due to various uncertainties. 2.1 Defining HRP Walker (1980) defines it as à ¢Ã¢â€š ¬Ã‚ ¦a management process of analyzing an organisations human resource needs under changing conditions and developing the activities necessary to satisfy these needs. Similarly, Vetter (1967), Burrack and Mathys (1985) define it as a process aimed at assisting management to determine how the organization should move from its current staffing position to its desired position. Nel et al (2008:216) maintains that HR planning ensures that a predetermined amount of employees with appropriate skills, knowledge and abilities are available at a specified time in the future à ¢Ã¢â€š ¬Ã‚ ¦ Hr planning therefore systematically identifies what is needed to be able to guarantee their availability. As defined by Bulla and Scott (1994), it is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. From the definitions of Human Resource planning proposed by the various researchers and practitioners, it is possible to attempt to define what HRP is in todays circumstances. It is in our terms a management process designed to translate strategic objectives into targeted quantitative and qualitative skill requirements, to identify the human resource strategies and objectives necessary to fulfill these requirements over both the shorter and the longer terms, As Quinn Mills indicates, human resource planning is a decision-making process that combines three important activities: 1) Identifying and acquiring the right number of people with the proper skills, 2) Motivating them to achieve high performance, and 3) Creating interactive links between business objectives and people-planning activities. However, it must be recognized that although the notion of human resource planning is well established in the HRM vocabulary it does not seem to be established as a key HR activity. As Rothwell (1995) suggests: Apart from isolated examples, there has been little research evidence of increased use or of its success. She explains the gap between theory and practice as arising from: The impact of change and the difficulty of predicting the future the need for planning may be the inverse proportion of its feasibility; The shifting kaleidoscope of policy priorities and strategies within organizations; The distrust displayed by many managers of theory or planning- they often prefer pragmatic adaptation to conceptualization; The lack of evidence that human resource planning really works.and to provide necessary feedback mechanism to assess progress. Overall the purpose of the planning is to invoke an institutional learning process and to generate information which can be utilized to support management decision-making in all staffing areas. 2.2 The process of Human Resource Planning (HRP) Organizations engage in the process of HRP to identify HR needs and the ways of meeting those needs. Business strategic plan; Defining future activity levels and initiatives demanding new skills. Resourcing strategy; Contributes to the formulation and implementation of business strategies. It refers to planning in order to achieve competitive advantage by developing intellectual capital employing more people than rivals; these people will have a wider and deeper range of skills and behave in ways that maximize their contribution-The organisation attracts such people by being an employer of choice. Scenario planning; assessing in broad terms where the organisation is going in its environment and the implications for human resource requirement. Scenario planning has been fairly described as a formal process but it can also be regarded as an informal approach to thinking about the future in broad terms, based upon an analysis of likely changes in the external and internal environment.(Armstrong 2001) The next stage in the process involves predicting how the need for and the availability of Human resource is likely to change in the future. Demand forecasting; estimating the future quantity and quality of people required. The ideal basis of the forecast is an annual budget and longer term business plan, translated into activity levels for each function and department or decisions on downsizing. Various demand forecasting methods are available and they will be analyzed below: managerial or expert judgment This is the most common method and it simply requires management to sit down and estimate the human resources necessary to achieve corporate goals. ratio-trend analysis It is carried out by identifying past trends, using statistical and mathematical techniques and project these into the future to determine requirements. work-study techniques This is effective when individual components of jobs can be measured. This job is broken down into discrete tasks, measure the time taken to complete each component and calculating the amount of labour required. modeling Mathematical modeling techniques using computers help to prepare demand forecast. Supply forecasting; measuring the number of people likely to be available from within and outside the organization having allowed for absenteeism, internal movements, and promotions among others. The forecast will be based on: 1) An analysis of the existing human resources in terms of skills, occupations 2) Forecast losses to existing resources through attrition/labour wastage. 3) Forecast changes to existing resources through internal promotions 4) Effects of changing condition of work and absenteeism 5) Source of supply from within the organization 6) Source of supply from outside the organization in national and local labour market Analysing internal human resources The review of current resources needs to cut organizational and occupational boundaries to provide inventories of skills and potential. It may be important 1) To know how many people with potential promotion exist and where they can be found 2) To know how many people have special skills and abilities in the organization 3) To identify the problems that may arise from retirement In fact the above can help to ensure that the organization is making the most efficient use of its existing resources and can help to identify any potential problem areas. Analysing external supply External supply of potential employees needs to be indentifies- some factors which can have important impacts on the supply of manpower at local and national market are: Population densities within reach of company The attractiveness of the company as a place to work in The effect of changing educational patterns, students staying longer in schools Analysing demand and supply forecasts The demand and supply forecast can then be analyzed to determine whether there are any deficits or surpluses in human resource. This provides the basis for recruitment, retention and if unavoidable, downsizing plans. It refers to the analysis of the number of people leaving the organisation. It provides data for use in supply forecasting, so that calculations can be made on the number of people lost who may have to be replaced. Moreover, an analysis of the number of leavers and the reasons behind their leaving the company will indicate whether actions are needed to improve retention rates. The most common method of measuring labour turnover is expressed as follows: Number of leavers in a specific period x 100 Average number of employees during same period This measure is used most effectively on a comparative basis and frequently provides the basis for internal and external benchmarking. Investigations into reasons for turnover are undertaken via exit interviews and leaver questionnaires or even through attitude surveys. Reasons for leaving are: More pay Better career prospects More security Poor relationships with manager or team leader Bullying, harassment Labour turnover can be very costly since it represents an opportunity cost of time spent by HR and Line Manager in recruitment, loss arising from reduce input from new starters until they are fully-trained, direct costs of introducing induction course. Work-environment analysis It refers to the analysis of the environment in which the people work in terms of scope it provides for them to use and develop their skills and achieve satisfaction. Operational effectiveness analysis Analysing productivity, the utilisation of people and the scope for increasing flexibility to respond to new and changing demand. Human Resource Plans The HR plans are derived from the resourcing strategy and takes into account data from a combination of scenario planning, demand and supply and forecasting and labour turnover analysis. Again there is a lack of certainty and predictability. The plans often have to be short term and flexible because of the difficulty of making firm predictions about HR requirement in times of rapid change. (Armstrong 2001: 375) Plans need to be prepared in the areas of resourcing, flexibility, retention, downsizing and productivity Resource planning This is primarily concerned with preparing plans for finding people from within the organisation, recruiting externally and attracting high quality candidates as the employer choice Internal resourcing is the first step to analyse the availability of suitable people from within the organisation, by referring t assessments of potential and a skill database- decisions can be made to promote, redeploy and provide extra training to eligible staffs. The recruitment plan would include the number and type of employees required to make up any deficits and when they are needed. The likely sources of recruits are colleges, advertising. Plan for trapping alternative sources such as part timers How recruitment programme will be conducted Employer of choice plan Recruitment plans should include plan for attracting good candidates by ensuring that the organization will become an employer of choice. Initiatives to become an employer of choice might include Providing opportunities for development and career progression Addressing work life balance issue Better remuneration packages Retention Plan Man Fred De Vries (cited in Williams 2000:28) stated that todays high performers are like frogs in a wheelbarrow: they can jump anytime Various organizations recognize this and are turning their attention to key staff. Retention measures can include the following: Pay and benefit competitive rates of pay, flexible benefits Recruitment and selection set appropriate standards, match people to posts, provide an accurate picture of the job Training and development good induction processes, provision of development opportunities to meet the needs of the individual and the organizations. Job design, provision of interesting work as much autonomy and ream working as possible. Management ensures that managers and supervisors have the skills to manage efficiently. Flexibility Plan Planning for increased flexibility in the use of Human Resource to enable the organization to make the best of its people and adapt swiftly to changing circumstances. Armstrong suggests that the aim of the flexibility plan should be to Provide for greater operational flexibility Improve the utilization of employees skills and capabilities Reduce employment costs Help to achieve downsizing smoothly and avoid the need for compulsory redundancies Increase productivity Thus strategies like job sharing, home working, tele working, subcontracting and employing part time workers should be implemented. Productivity Plan It sets out programmes for improving productivity and reducing employment costs in such areas as: Improving methods, systems and processes Mechanization, automation and computerization The use of financial and non financial incentives Downsizing plan The downsizing plan is implemented as last resort if all else fails It may be necessary to deal with unacceptable employment costs/surplus number of employees by downsizing. The downsizing plan should be based on timing of reductions and the process itself. The plan should set out the following: The number of people who have to go and when and where this need to take place A forecast of the likely numbers who will be volunteer to leave Arrangement for informing and consulting with employees and their trade unions 2.3 Aims of HRP Planning of human resource is extremely important as it enables the optimum use of the most valuable asset of an organization in the attainment of its objectives and goals. To find gaps and devise solutions. As we say, nobody plans to fail; they just fail to plan. To attract and retain the number of people with the appropriate skills, expertise and competencies To anticipate the problems of potential surplus and deficits of people To develop a well trained and flexible workforce, thus contributing to the organizations ability to adapt to an uncertain and changing environment To reduce dependence on external recruitment when key skills are in short supply by formulating retention as well as employee development strategies. 2.4 Factors affecting HRP Employment HRP is affected by the employment situation in the country i.e. in countries where there is greater unemployment; there may be more pressure on the company, from government to appoint more people. Similarly some company may force shortage of skilled labour and they may have to appoint people from other countries. Technical changes in the society Technology changes at a very fast speed and new people having the required knowledge are required for the company. In some cases, company may retain existing employees and teach them the new technology and in some cases, the company has to remove existing people and appoint new. Organizational changes Changes take place within the organization from time to time i.e. the company diversify into new products or close down business in some areas etc. in such cases the HRP process i.e. appointing or removing people will change according to situation. Demographic changes Demographic changes refer to things referring to age, population, composition of work force etc. A number of people retire every year. A new batch of graduates with specialization turns out every year. This can change the appointment or the removal in the company. Shortage of skill due to labour turnover Industries having high labour turnover rate, the HRP will change constantly i.e. many new appointments will take place. This also affects the way HRP is implemented. Multicultural workforce Workers from different countries travel to other countries in search of job. When a company plans its HRP it needs to take into account this factor also. Pressure groups Company has to keep in mind certain pleasure. Groups like human rights activist, woman activist, media etc. as they are very capable for creating problems for the company, when issues concerning these groups arise, appointment or 2.5 Human resource activities Human Resource (HR) planning is imperative to an organizations success. It serves as an analysis of the current and future needs of the organization. This process helps guide an organization in several areas, such as staffing, development, training, and benefits and compensation designs. Staffing Staff, or personnel, planning is one of the most common activities conducted by HR departments, according to an article on AllBusiness.com. It typically is comprised of using the current staff size and design to predict staffing levels for the upcoming year. HR departments may utilize a companys strategic plan as a resource for information. For example, if an organization intends to launch a new interactive website in the following year, the HR department will budget for additional staff to build and maintain the website. Training and Development HR departments create training and employee development plans as well. This type of planning must be conducted in advance of the companys needs in order to prepare for them, both from financial and resource perspectives. Training for new employees and product rollouts may be included. Teaching current employees new skills is considered an aspect of development. Organizations benefit from having streamlined and consistent training programs Career Development Career development is imperative in order to prepare an organization for upcoming retirements, as well as to retain long-term employees. Companies need to have a strategic plan on how they intend to replace their management with qualified leaders. This means that current employees should have career road maps and plans that incorporate both short-term and long-term goals. For example, if an organization is grooming a top, young salesperson for the management track in five years, training should begin now. This may include time management courses, classes on how to coach others and a mentor program. Downsizings When companies foresee an upcoming need to downsize, its in their best interest to have their HR departments plan for it in advance to ensure that the process is smooth and orderly, and complies with all legal requirements. This type of planning also may prevent loss of knowledge and resources. Some companies begin the downsizing process by eliminating non-essential personnel. Others lay off administrative staff, but keep money-generating positions. Organizations may be hit by lawsuits and high unemployment costs if downsizing is not strategically planned. 2.6 Advantages and disadvantages of HRP HRP, in both its traditional and more contemporary forms, can be perceived to have a number of distinct advantages. Firstly, it is argued that planning can help to reduce uncertainty as long as plans are adaptable. Although unpredictable events do occur, the majority of organizational change does not happen overnight so the planning process can provide an element of control, even if it is relatively short term. Taylor (2002 : 73-74) suggests that in the HR field there is potentially more scope for change and adaptation in six months than there is in relation to capital investment in new plant and machinery. Thus he argues that many of the assumptions about the difficulties of planning generally are less relevant to HR. Other advantages relate to the contribution of planning to organizational performance, for ex, the planning process can make a significant contribution to the integration of HR policies and practices with each other and with the business strategy, i.e. horizontal and vertical integration. Marchington and Wilkinson (2002: 280) suggest that HR plans can be developed to fit with strategic goals or they can contribute to the development of the business strategy, but conclude that either way, HRP is perceived as a major facilitator of competitive advantage. Another way that HRP can contribute is by helping to build flexibility into the organization, either through the use of more flexible forms of work or through identification of the skills and qualities required in employees. IRS (2002c) report that a number of organizations have predicted that jobs are likely to change radically over the next few years and so are using selection techniques to assess core values rather than job-specific skills. 2.7 Difficulties in implementing HRP Planners face significant barriers while formulating a Human Resource Planning. The major ones are the following: People question the importance of making human resource practices future oriented and the role assigned to the practitioners in formulation of the organisational strategies. Their argument is simple- there are people when needed offer attractive package of benefits to quit when you find them in surplus. HR practitioners are perceived as experts in handling personnel matter, but are not experts in managing business. The personnel plan conceived and formulated by the HR practitioners when enmeshed with organisational plan, might make the overall strategic plan itself defective. HR information often is incompatible with the information used in strategy formulation. Strategic planning efforts have long been oriented towards financial forecasting often to the exclusion of other types of information. Conflicting may exist between short-term and long-term HR needs. For example, there arises a conflict between the pressure of getting work done on time and the long term needs, such as preparing people assuming greater responsibilities. Many mangers are of the belief that HR needs can be met immediately because skills are available on the market as long as wages and salaries are competitive. These managers fail to recognise that by resorting to hiring or promoting depending on short term needs alone, long term issues are neglected. There is conflict between quantitative and qualitative approach to HRP. Some people view HRP as a number game designed to track flow of people across the departments. These people are strictly quantitative approach to planning. Others take a qualitative approach and focus on individual employee concerns such as promotability and career development. Best results are accrued if there is a balance between the qualitative and quantitative approaches. Non involvement of operating managers renders HRP ineffective. HRP is not strictly an HR department function. Successful planning needs a coordinated effort on the part of operating managers and HR personnel. CHAPTER 3: RESEARCH AND METHODOLOGY This chapter examines the methodology used to carry out the research survey so as to collect data for the topic under consideration that is the process of Human Resource Planning with particular reference to Shandrani Resorts and Spa, member of the Beachcomber Hotels. It involves the examination of the whole research process from beginning to end. 3.1 Problem definition A problem well defined is half-solved.Kotter. Human resource planning is assumed to consist of 4 clear steps: 1)forecasting future needs, 2)analyzing the availability and supply of labour, 3)drawing up plans to meet supply to demand, 4) monitoring the implementation of the plan. The main issue of this assignment is to analyse the process of human resource planning and the focus of the research is on the hotel industry. 3.2 Research objectives The survey was most specifically carried out at Shandrani Resort and Spa and its objective is To assess future people requirements both in terms of numbers and level of skills and competences, formulating and implementing plans to meet those requirements in terms of recruitment and training. 3.3 Research design For the purpose of this assignment, the most appropriate strategies used were exploratory and descriptive as the research is analysing the process of HRP. On a first instance, an exploratory research was made to reach a better understanding of the research of the research problem. It took the form of an in-depth interview with professionals working at Shandrani, and for the Beachcomber hotels as well. The in-depth interview took the form of a question list with open-ended questions. 3.4 Data collection methods Secondary data Secondary data were collected from books, journals, articles, and appropriate websites. Information about the hotel has been collected from Shandrani Resorts and Spa documents, namely the Beachcomber group manual and Shandranis Livret Daccueil. Primary data An interview was carried out with top management to gather primary data. A questionnaire was therefore designed for this purpose. (See Appendix) Other primary researches Interview with the Director of Shandrani . Face to face interview with Director of Human Resource. Interview with Director of Beachcomber Training Academy for 3 hours. Interview with the Quality assurance manager. Int

An Analysis of Miltons On His Having Arrived At the Age of Twenty-Thre

An Analysis of Milton's On His Having Arrived At the Age of Twenty-Three John Milton is one of the most famous poets of the English language. Even though his works are not many, he is considered the greatest writer in English literature. In John Milton' s works we can see the problems of the English society and his own too. Such a poem is " On His Having Arrived At the Age of Twenty-Three" because it shows the concerns that Milton had about his career when he was young and still hadn't chosen his own way in life. In this famous work of his we don't see a celebration of a birthday but a problem that the young gentleman faces as time passes by. The author uses many metaphors and symbols in order to give a more vivid image of his problem, and at the end he gives a solution to this problem. The structure of " On His Having Arrived At the Age of Twenty-Three" is typical for John Milton. This is a fourteen-line lyric poem also called Italian sonnet. T is called Italian because it was invented in Italy in the thirteenth century and later English writers began using it. The Italian sonnet consists of an eight-line octave and a six-line sestet. In the first eight lines the author introduces a problem and in the sestet he gives a solution to the problem. The poem has a rhyme scheme typical for the Italian sonnet. The octave has a rhyme ABBAABBA and the sestet's rhyme scheme is CDECDE. " On His Having Arrived At the Age of Twenty-Three" is a poem whose lines are all with ten syllables and with five beats per line. In this poem John Milton has not used techniques such as parallelism, assonance, and alliteration but even despite of this fact this is considered a great work of his. ... ...thor his fate is in the hands of God, and it is Him that chooses the way Milton has to follow. The author has no other choice except to become a poet. He must not worry about the other poets who till now have produced many works, and the only thing he has to do is to follow God. In the poem " On His Having Arrived At the Age of Twenty-Three" John Milton introduces a problem and gives a solution to this same problem. In fact, this problem is relevant even today, when young people have to decide on a career. Also as time goes by people ask them more often what they have done in their life. The figurative language that the author uses contributes a lot for the building of the image of the problem in the poem. The metaphors and the symbol of time make the poem a really good piece of literature, which discuses problems that we have even today.

Typography and Clarendon

Clarendon is a classical font that was designed by Robert Besley. In 1842, Besley entered the design under Britain’s Ornamental Designs Act. It was than released in the year 1845 for the Fann Street Foundry in England. Clarendon was named after the Clarendon Press in Oxford. It is acknowledged as the first major listed English slab-serif typeface, because Besley worked hard at trying to patent the typeface. The font patents around that time merely lasted up to three years, as soon as it became extremely well liked and a lot of foundries copied it.In 1935, the Monotype foundry revised Clarendon typeface. The first templates and major hits for Clarendon stayed at Stephenson Blake and market and then afterwards founded at the Type Museum in London. In 1953, Hermann Eidenbenz took over and reworked it. Today Clarendon has ten font names that you can use such as: Clarendon Black, Clarendon Bold, Clarendon Extra Bold, Clarendon Bold Condensed, Clarendon Condensed, Clarendon Heavy, C larendon Light, Clarendon Medium, Clarendon Regular, and Clarendon Roman. They call it a slab-serif because it has some bracketing and some contrast in size.Clarendon was one of the final century typography to be developed. Clarendon is also a metal type and a popular wood type. It emphasizes text by being the primary design to be related bold. As an example of this it emphasizes, â€Å"WANTED† in the old west signs. Clarendon came along ways over the past years now several logotypes that are recognized in the United States of America uses this font. In 1973, the Sony logo was created and is used in Clarendon Bold Expanded. The national parks signs that are known worldwide are Clarendon font.Also People Magazine logo, Ruby Tuesday logo, Starbucks logo and so forth use the font Clarendon. Work Cited â€Å"Typedia. † : Clarendon. Media Temple, 2006-2012. Web. 24 Oct. 2012. . â€Å"Know Your Type: Clarendon. † Idsgn: A Design Blog. N. p. , 21 Aug. 2009. Web. 24 Oct . 2012. . SONY logo Clarendon in use: People magazine logo, US National Parks signage, Ruby Tuesday logo, Starbucks Chocolate logo, Pitchfork logo, Tonka logo, U2 album cover, Riki Watanabe clock, Wells Fargo logo

The Inca s Strong Government And Hierarchy - 1553 Words

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The Civilizations of the South * The greatest of these civilizations were in South America and in Mexico * These civilizations developed complex political systems and large networks of paved roads that unified the civilization Incas in Peru. * The Mayas created a written language, a numerical system, an accurate calendar, and an advanced agricultural system-they were eventually succeeded by the Aztecs, a nomadic warrior tribe from the North. * The Aztecs formed elaborateRead MoreCoca Cola Structure7094 Words   |  29 Pagesheadquartered in  Atlanta,  Georgia. Its stock is listed on the  NYSE  and is part of  DJIA,  SP 500 Index, the  Russell 1000 Index  and the Russell 1000 Growth Stock Index. Its current chairman and CEO is  Muhtar Kent. ------------------------------------------------- Coca cola’s Global coverage. ------------------------------------------------- History The Coca-Cola Company was originally established in 1891 as the J. S. Pemberton Medicine Company, a co-partnership between Dr.  John Stith Pemberton  andRead MoreInstitutions as a Fundamental Cause of Long-Run14323 Words   |  58 PagesEconomics, MIT, 50 Memorial Drive E52-3806, Cambridge, MA 02142 e-mail: damn@mit.edu SIMON JOHNSON Sloan School o f h f a ~ g e m e n t , MIT, 50 Memorial Drive, Cambridge, MA 02142 e-mail: sjohnson@mit.edu JAMES A. ROBINSON Deparhnent of Government, WCFIA, Harvard University, 1033 Massachusetts Avenue, Cambridge, MA 02138 e-mail: jmbinson@gov.harvard.edu Contents Abstract Keywords 1. Introduction 1.1. The question 1.2. The argument 1.3. Outline 2. Fundamental causes of income differences

Famous Quotes About the Importance of Education

Many of our most powerful memories have to do with school — that sort of boot camp before adulthood — where we first learned that the greatest achievements and rewards in life come from putting in a day of hard work. It’s the place that helped define us, where we explored our interests and discovered our natural talents. It’s where we met new friends and developed relationships, and perhaps even met our first love. No matter what your age, head back to school figuratively — or literally — with these quotes from well-known politicians (Edmund Burke, Benjamin Franklin, Franklin D. Roosevelt, and Theodore Roosevelt), coaches (Bear Bryant, Mike Krzyzewski, and Vince Lombardi), poets and writers (Robert Frost, Ralph Waldo Emerson, Victor Hugo, Joseph Joubert, Patrick White, and William Butler Yeats), as well as an educator (A.B. Alcott), a businessman (Henry Ford), and psychiatrists (Carl Jung and B.F. Skinner). Many of these famous people have scholastics awards, scholarships, and schools named after them. A.B. Alcott: The true teacher defends his pupils against his own personal influence. Bear Bryant: If I miss coaching that much, I could go to some little school where they didnt recruit, where all the kids wanted to go. I believe I could find somewhere to coach. Edmund Burke: Example is the school of mankind, and they will learn at no other. Ralph Waldo Emerson: You send your child to the schoolmaster, but tis the schoolboys who educate him. Benjamin Franklin: Experience keeps a dear school, but fools will learn in no other. Henry Ford: You cant learn in school what the world is going to do next year. Robert Frost: The chief reason for going to school is to get the impression fixed for life that there is a book side for everything. Victor Hugo: He who opens a school door closes a prison. Joseph Joubert: Education should be gentle and stern, not cold and lax. Carl Jung: One looks back with appreciation to the brilliant teachers, but with gratitude to those who touched our human feelings. The curriculum is so much necessary raw material, but warmth is a vital element for the growing plant and for the soul of a child. Mike Krzyzewski: Basketball was not my main sport in grade school or even the first year of high school. Vince Lombardi: A school without football is in danger of deteriorating into a medieval study hall. Franklin D. Roosevelt: The school is the last expenditure upon which America should be willing to economize. Theodore Roosevelt: A man who has never gone to school may steal from a freight car; but if he has a university education, he may steal the whole railroad. B.F. Skinner: Education is what survives when what has been learnt has been forgotten. Patrick White: I forget what I was taught. I only remember what I have learnt. William Butler Yeats: Education is not the filling of a pail, but the lighting of a fire.

Bank Loans - 1538 Words

BANK LOANS- statistics project on bank loans 1. Introduction This study has been conducted in order to obtain some extra information regarding credit retrieval from banks. We have collected data from 120 people which have contracted bank loans, by asking them to answer our questionnaire. The questionnaire consists of 15 interconnected questions we consider relevant and might help interpret the results better. In a loan, the borrower initially receives an amount of money, called the principal, from the lender, and is obligated to pay back or repay an equal amount of money to the lender at a later time. The loan is generally provided at a cost, referred to as interest on the debt, which provides an incentive for the lender to engage†¦show more content†¦[pic] 2.4. Children Children seem to play a major role in the decision of getting a bank loan of a person or couple. Out of the selected persons, only 27 did not have any children and most of them were in our youngest age group, fact that is understanble considering the implications that raising a child has. Most people had one or two children, but there were two cases in which the person had more than three children. [pic] 2.5. Education level As expected, the education level had a major impact on the number of loans accesed. The â€Å"wining† category was the bachelor degree one, as people from this group have a higher level of education and are prone to have better jobs, thus having more chances in receiving a loan from a bank. Furthermore, they are the ones that require more money for investments, which usually comes from banks. The sutyd revealed that 67 people with a bachelor degree had a loan, thus more than 50% of the total interviewed subjects. On the other hand, there were 23 people who had finished high school and responded positive, showing that loans for personal needs attract customers. [pic] 2.6. Profession Profession is linked in a way to the income of a person so it has a big impact on the results. Although we tried to offer a large variety of options, many of the interviewed volunteers chose the option â€Å"Other† . The graph speaks forShow MoreRelatedObtaining A Bank Loan Crisis3102 Words   |  13 PagesObtaining a bank loan, just as any debt, increases a government’s aggregate amount of debt. Additional debt is of concern for bondholders as it can weaken a government’s debt position. Knowledge of a government’s entire debt burden is essential in credit and risk analysis. Contingent liquidity risk Some bank loan agreements may have covenants or terms that may be more favorable to loan agreements over existing bonds. In some cases banks may be able to effectively prioritize repayment of a bank loan overRead MoreStudent Bank Loans? Essay576 Words   |  3 Pagesfinancial organizations like student bank loans. Different banks are coming up with financial assistance to the graduate students and post graduate students. They have different options for student loans repayment so that a student can pay student loans back to the financial organization in a timely manner without any extra pressure on their shoulders. That’s why government institutions are also supporting these financial institutions regarding student loans and other student welfare management asRead MoreMultiple Loans Options Of Banks That Offer Personal Loans Essay2182 Words   |  9 PagesMultiple loans options of banks that offer personal loans Description: banks that offer personal loans create different loan schemes under which a wide variety of loan exists and if you do not know about them, then proper selection will not be made. If you think that all banking loans are secured, then you are wrong as some of them are also unsecured. If you visit those banks that offer personal loans then you will come to know regarding how loans are categorized into secured and unsecured formsRead MoreEssay about Bond and Alternative Bank Loans606 Words   |  3 Pagessavings be? Assume the bank fee will be $2,000 per month. 2. St. Luke’s Convalescent Center has $200,000 in surplus funds that it wishes to invest in marketable securities. If transaction costs to buy and sell the securities are $2,200 and the securities will be held for three months, what required annual yield must be earned before the investment makes economic sense? 3. Your firm is considering the following three alternative bank loans for $1,000,000: a) 10 percent loan paid at year end withRead MoreSummit Community Bank s Commercial Loan Portfolio840 Words   |  4 PagesSummit Community Bank’s Commercial Loan Portfolio has a 2.9 billion total comprised of the following type loans and life cycles: Start- Up: 8.44% of our portfolio is considered in this life-cycle. While we define or categorize our loans differently, collectively, we have classified our Construction and Development Tier to this life-cycle stage. Because this is the highest-risk category, it obviously reflects why it is such a small portion contributing to our portfolio. -Family Housing Construction-Read More2. Outline the Advantages and Disadvantages of the Securitisation of Bank Loans.1764 Words   |  8 PagesAdvantages 1. Gap Management In general, banks and other financial intermediaries have longer durations of assets than liabilities. This duration mismatch exposes them to interest rate risk whenever rates are volatile. Specifically, if the duration of a banks assets is longer than its liabilities, rising interest rates will reduce the net worth of the bank and could threaten its capital adequacy position. One obvious way to manage this duration mismatch is for the bank to either lengthen the duration ofRead MoreThe Trend Of Bad Loans Of The Bank During The Past Five Years Essay1324 Words   |  6 PagesResearch question one sought to establish the trend of bad loans of the bank during the past five years. The study shows the trend of loans for the past five years, the types of loans that Societe Generale advances to its customers as identified by the study respondents. Personal Loans, Auto Loans, School Fees Loans and Finance Lease. The study shows that the bank recorded the lowest bad debt ratio in 2013 and hi ghest in 2015. It was attributed to the current economic volatility in the country. TheRead MoreLoan Disbursement and Recovery System of Ific Bank Limited18002 Words   |  73 Pagesâ€Å"Loan Disbursement and Recovery System of International Finance Investment and Commerce Bank Limited† Internship Report â€Å"Loan Disbursement and Recovery System of International Finance Investment and Commerce Bank Limited† Submitted to: Md. Shajul Islam Assistant Professor Department of Business Administration Stamford University Bangladesh Submitted by: Md. Razib Ahamed ID No: BBA 03712192 An internship report submitted in partial fulfillment of the requirement for the DegreeRead MoreThe Effects Of Bad Loans Of The Bank During The Past Five Years Essay2380 Words   |  10 Pageshave worked for the bank for over 20 years. These findings show that sampled respondents are people with experience in the banking industry as a whole and Societe Generale in particular and therefore qualifies to give credible responses to questionnaire instruments. Krietner (1995) states that more experienced workforces are able to impact knowledge to co-workers and even clients thereby improving efficiency and effectiveness. 4.3 Analysis of the trend of bad loans of the bank during the past fiveRead MoreLoan Bank Should Not Be Paid From A Large Well Known Company Like Aeon Essay967 Words   |  4 Pageswhen bank borrows this big amount of money to a large well known company like Aeon, however, in case of not being able to pay back the loan bank will face risks such as: †¢ Not being able to get the money back on time †¢ The extra costs and effort in selling the securities †¢ Aeon might make problems or slow the process of the selling securities †¢ Not being able to recover whole money in short period †¢ Some of the assets might be damage by the time In case that Aeon is not able to pay off the loan bank

Endangered Species & their Protection-Free-Samples for Students

Question: Discuss about the Endangered Species and their Protection. Answer: Introduction English assignments are given to the writers for testing their command and fluency over the writing skills. This covers diverse range of topics including business, medical, psychology, environment among others. The focus of this assignment would be on the writing skills of the students regarding the endangered species. Along with this, the assignment would peek into the laws governing the security of these species for preservation of the ecological biodiversity. As a final touch, the assignment would assess the capability of the students to express their thoughts and opinions regarding the life of the endangered species. Insight into the endangered species Habitat destruction of the animals can be considered as man-made. With the advent of civilization, the needs, demands and requirements of humans increased. This resulted in the destruction of the abode of animals (ebscohost.com). As a matter of specification, hunting in the areas of Africa, Europe and Asia have resulted in the extinction of some animals like dodo, great auk and passenger pigeon. Therefore, hunting-habitat loss and extinction can be placed side by side. The major drive behind this is the advancement in civilization and altering lifestyle of the people. Under Species at Risk Act (SARA) (2003), Atlantic Salmon, Woodland and the Peary caribou, Burrowing, Barn, Spotted owls and several whale species have been enlisted at the endangered species. Committee on the Status of Endangered Wildlife in Canada (COSEWIC) has recorded the number of endangered species to be approximately three hundred (Beatley 199). This is seriously a matter of great concern in terms of preserving the ecological balance. Habitat loss is one of the main reasons for accounting 80% of the species as endangered. The major drive behind this habitat loss is urbanization, agriculture, extraction of the natural resources for fulfilling the human needs and infrastructural development. Countering this, hunting animals for using their skin for trade purposes has adversely tagged tigers and elephants as an endangered species. Along with this, overexploitation of the forest trees and land, intrusion of the non-natives and pollution pose as a threat for preservation of the animals. This compels them to encounter tragic death (Schultz 127). Figure: Endangered species of Canada (Source: Pimm 124) In other words, humans need to be blamed for accounting some of the species as endangered or threatened. This is mainly because the humans have snatched the habitat of the animals. For example, huge amount of trees have been cut for making skyscrapers and buildings, which has resulted in the habitat loss of the birds. This has compelled the birds to go in search for substitute habitats. Incapability of the birds to find appropriate habitats has resulted in their death. Turning the attention to the tragic story of the elephants, tigers, deer and rhinoceros, they are the most vulnerable, as they are hunted for their skin (Lampert 1029). The humans, for the satisfaction of their needs, have misutilized Forest trees and lands. The logs of the chopped trees have been used by the traders for supplying them to the carpenters for making furniture of various structures. Along with this, the logs are also used for making cricket bats. Bamboo trees are cut for making papers. All these trade purposes are the live examples of how humans have over-exploited the natural resources for leading a comfortable lifestyle (Weckworth 300). Because of this, the animals are the most affected due to falling prey into being uprooted from the origin. Legislations for protecting the endangered species The growing concern of the endangered species and their being extinct have been effectively managed by the Committee on the Status of Endangered Wildlife in Canada (COSEWIC). This is an independent organization, known for preserving the endangered species. This organization has collaborated with the other wildlife agencies for introducing management plans and treaties. Mention can be made of the plans and treatments made for protection of migrating species such as waterfowl (Pimm 126). Figure: Appeal for protecting endangered species (Source: Sawchuk 100) In springs and summer, the trees in Canadian threshold are full of the chirping waterfowls. Along with this, quacking of the ducks, swans and geese reflect the diversity within wildlife. Winter is the time, when these animals migrate to United States and Central America. Low records in the waterfowl population compelled the wildlife agencies of United States and Canada to enter into a treaty regarding the preservation of the habitats for protection of waterfowls. Mexico was the third partner to join this agreement (Schofield 840). The main aim of this agreement was to cease over-hunting. Convention of Conservation of the Migratory Species of Wild Animals came into force in 1983. Here mention can also be made of Convention on Biological Diversity (CBD), which was implemented in 1993. Formation of Species at Risk Act (SARA) (2003) actually initiated the process of protection for the endangered species in Canada. The protection of the endangered aquatic species and migratory birds is the responsibility of the government officials of the federal laws, the offices of which are spread all throughout Canada (Sawchuk 102). Figure: Captive breeding in Canada (Soure: Weckworth 304) Egg pulling and captive breeding are some of the modern techniques for preserving the endangered species. Egg pulling proves effective in saving the hatched eggs of the endangered species. For this, research centres are used. In captive breeding, the endangered species are put in captivity for their proper breeding. The environment of this captivity is regulated for yielding positive results. Along with this, gene banks are also productive in terms of chemical reproduction of the endangered plant species (bbc.com). Here, mention can be made of Botanical and Zoological Gardens. The Botanic Gardens conservations International organization provides an estimate of more than 80,000 plant species, who are cultivated. These plant species are either endangered or have lost their habitat in the wildlife. After cultivating these plant species, they are returned to their original habitats. Ecosystem approach is one of the other techniques for preserving the endangered species. This technique involves application of saving techniques while the species are in their natural habitats (bbc.com). Typical examples in this direction are the establishment of the wilderness areas, which are legally protected by the wildlife agencies. Canada Wildlife Act (1973) demarcates certain criteria, through which the federal government officials can be entrusted with the responsibility to look after a national wildlife area or migratory bird sanctuary. Wildlife management is one of the other approaches towards preservation of the endangered species. After identification of the endangered species, plans are prepared regarding their protection and security. These plans include investigation, landscape coverage, food, shelter and the space, which the species requires (Sawchuk 106). Here, the governing body is the Environmental Protection Agency (EPA), which caters to the act of preserving human health, preservation of the natural environment. This is done after enforcement of the environmental legislations and directives, which the wildlife agencies are expected to abide by for maintaining the ecological balance (Pimm 127). Figure: Wildlife management (Soure: Pimm 246) Conclusion This assignment emerges successful in providing an insight into the endangered species and the legislations functioning for their protection. In-depth insight into the causes, which tags the species as endangered enhances the clarity of the readers regarding the extent to which wildlife is degrading in their quality and quantity. Delving deep into the aspect, humans have selfishly snatched the habitat from the animals for satisfying their needs, demands and requirements. The need of the hour is awareness regarding conservation of habitats, so that ecological balance is maintained. If this balance is destroyed, survival would be difficult even for the humans. This would end the existence on the planet Earth. References Bbc.com,. Congress strips grey wolf endangered species protection world-us-canada. N.p 2011. Web. 2nd Dec 2017 Bbc.com,. Judge orders US to keep protecting 'endangered' wolves . N.p.2010. Web. 2nd Dec 2017 Beatley, Timothy.Habitat conservation planning: endangered species and urban growth. University of Texas Press, 2014. Ebscohost.com ,. Endangered species- Macewan University. N.p 2017. Web. 2nd Dec 2017 Lampert, Adam, et al. "Optimal approaches for balancing invasive species eradication and endangered species management."Science344.6187 (2014): 1028-1031. Pimm, Stuart L., et al. "The biodiversity of species and their rates of extinction, distribution, and protection."Science344.6187 (2014): 1246752. Sawchuk, Jennifer Heibult, et al. "Using stakeholder engagement to inform endangered species management and improve conservation."Marine Policy54 (2015): 98-107. Schofield, Gail, et al. "Satellite tracking large numbers of individuals to infer population level dispersal and core areas for the protection of an endangered species."Diversity and Distributions19.7 (2013): 834-844. Schultz, Jessica A., Emily S. Darling, and Isabelle M. Ct. "What is an endangered species worth? Threshold costs for protecting imperilled fishes in Canada."Marine Policy42 (2013): 125-132. Weckworth, Byron V., et al. "Preferred habitat and effective population size drive landscape genetic patterns in an endangered species."Proc. R. Soc. B. Vol. 280. No. 1769. The Royal Society, 2013.