Population Health Knowledge And Principles Health And Social Care Essay

Health and Illness from a Population Health PerspectiveNowadays pull offing wellness and unwellness of a state people had become a cardinal precedence of state governments as with this they may face terrible negative heath results. Every state and its officials are concentrating on the direction of their population wellness as it has become critical for achieving long-run being ( Sheffield, 2008 ) . A state ‘s population wellness position pertains to the wellness results of a group of persons, acknowledging the division of such results within the group. Population wellness position is a important attack to wellness that directs to progress the wellness of whole population. From a population wellness position, wellness can be defined a province that is free from disease every bit good as the ability and capacity of persons to accommodate to, respond to, or pull off life ‘s inquirings and changes ( A Population Health Approach, 1999 ) . On the other, from a population wellness perspective unwellness can be defined as a province of hapless wellness of group of persons. As good, it may besides specify as an inability of group of persons to accommodate to, react to and form life ‘s challenges and alterations due to their wellness jobs. In modern epoch jobs related to persons ‘ wellness are increasing twenty-four hours by twenty-four hours and due to this concern towards population wellness has attained significant growing.Social and Structural Determinants of HealthEvery state ‘s functionaries are seeking to keep their population wellness but it is non every bit easy as it seems. All of us have important population wellness cognition and rules but non able to use it in world ( Novick, 2007 ) . For its successful executing it is indispensable to understand the relationships between behavior and wellness results. By understanding this, one can easy develop preventative schemes and rules to forestall unwellness and advancing single and community wellness ( Swinburn & A ; Egger, 2002 ) . Using population wellness cognition and rules will go easy if person well understand the societal and structural determiners of wellness ( Turnock, 2008 ) . This could besides be understood with an illustration of population wellness job that is increasing fleshiness. This population wellness job is increasing in about every portion of the universe that needs to be resolved in an effectual mode. The job of fleshiness is increasing in about all high- and low-income states. To curtail and eventually invert the addition in obesity-preponderance rates, all inclusive population wellness based attacks and schemes are required ( Swinburn & A ; Egger, 2002 ) . As good, for this it is besides indispensable to understand the societal and structural determiners of wellness so that with that this job of fleshiness can be resolved ( A Population Health Approach, 1999 ) . Designation of wellness determiners is indispensable to develop bar schemes. The cardinal determiners of persons and populations ‘ wellness are the conditions, in which people are born, develop, unrecorded and work. These conditions are so influenced by the societal and economic environment ( Khoury, 2010 ) . All these facets together become a significant cause of disease and agony. Similar is the instance with fleshiness that is besides the consequence of several determiners ( Dean & A ; Fenton, 2010 ) . These wellness determiners can be classified in two important groups that are as follows: Social Determinants Structural Determinants Understanding the multilevel and overlapping nature of present epidemics every bit good as their societal and structural determiners, is significant in the design and executing of more effectual bar plans for commanding increasing fleshiness jobs. Equally good, it is besides the consequence of individual-level determiners that may include bad behaviors such as unhygienic eating wonts and eating more and more debris nutrients ( Novick, 2007 ) . All these patterns of persons are chief drivers of fleshiness. The forms and distribution of these movable diseases in the population are later affected by a vivacious interplay among the preponderance of the morbific agent, the effectiveness of prophylactic and control interjections ( Dean & A ; Fenton, 2010 ) . As good, it is besides affected with a scope of societal and structural environmental factors. Structural determiners of wellness include those physical, economic, societal, organisational, cultural, community, legal, or policy related facets of the environment that obstruct or aid efforts to debar disease spreading ( Semenza & A ; Giesecke, 2008 ) . On the other manus, societal determiners of wellness include the economic and societal conditions of a state that influence the wellness of people and communities ( Raphael, 2006 ) . As good, it besides include stipulations for early childhood development, acquisition, work, income and occupation security, wellness services, nutrient security, and entree to basic services like lodging, societal segregation, and stigma ( Dean & A ; Fenton, 2010 ) . By understanding the general societal and structural determiners of wellness one can easy develop effectual disease bar and control attempts for increasing job of fleshiness. The cognition and apprehension of diverse societal and structural determiners of increasing fleshiness will decidedly help in the development of its bar schemes ( Swinburn & A ; Egger, 2002 ) . By developing bar strategies the jobs and diseases related to fleshiness can be controlled efficaciously.Relationship between Behaviour and Health OutcomesThe treatment of societal and structural determiners of wellness groundss that the increasing diseases and wellness results are due to some patterned behavior of persons and populations. Individual ‘s wonts are affected by societal determiners that in bend are affected by structural determiners ( Khoury, 2010 ) . This in bend consequences in terrible wellness results. By understanding these relationships between behaviors and wellness results one can develop effec tual population wellness bar schemes ( Tulchinsky & A ; Varavikova, 2009 ) . Individual hazard behaviors determine the opportunity of contact with other contaminated or morbific persons. Although, these behaviors do non take topographic point in a vacuity and it could be understood in concern to fleshiness ( Population based Public Health Practice, 2003 ) . For increasing fleshiness the built or physical environment are responsible that are increasing debris nutrient wonts among population all age groups. This environment is delighting persons to hold nutrient that is ready to eat and at just monetary value. All of us besides want to hold nutrient outside from place without understanding its negative effects on our wellness ( Dean & A ; Fenton, 2010 ) . Our ain behaviors are driven by increasing figure of fast nutrients and eating houses in each and every metropolis. Both of these determiners are increasing incorrect eating wonts among kids and childs that in bend are ensuing in fleshiness due to their inappropriate diet and consumption of tonss of fats. By understanding relationships among behaviors and wellness results different fleshiness bar schemes like structural and policy or legal can be developed easy ( Raphael, 2006 ) . All these different bar attacks can be implemented by alining with behavioral or medical interjections directed at persons. As good, with an nonsubjective to manage factors that affect single behavior in malice of directing their behavior ( Dean & A ; Fenton, 2010 ) .Application of Population Health Knowledge and Principles to Obesity PreventionWith the aid of population wellness cognition and its important determiners, it can be applied efficaciously in the development of diverse illness bar schemes, welln ess publicity and community capacity edifice. Development of a bar scheme is based on the factors due to which a disease or unwellness is increasing in population injuries ( Egger, Swinburn & A ; Rossner, 2003 ) . Designation of these factors is indispensable for forestalling a disease or unwellness every bit good as for advancing population wellness. The treatment of fleshiness and its societal and structural determiners provide a model through which preventative schemes against weight addition and fleshiness can be developed. Although there are several others diverse factors that are involved in the etiology of fleshiness and weight addition but the most significant factors are social and environmental ( Egger & A ; Swinburn, 1997 ) . These factors affect energy consumption and outgo that in bend is affected by familial and other biological factors like age, sex and hormonal activity on which there is small or no control ( World Health Organization, 2000 ) . A state facing job of fleshiness can easy develop effectual bar schemes by concentrating on these rules: Social, political, cultural, structural and physical environment elements that together impact the weight position of population ( Bray & A ; Bouchard, 2004 ) . By developing processs and programmes to manage those persons and groups who are at high hazard of weight addition and fleshiness. Appropriate direction protocols ( World Health Organization, 2000 ) . In add-on to the concentration on these above discussed facets, it is besides indispensable that fleshiness bar schemes are determined in a manner that should avoid precipitating and the development of eating upsets. In add-on to this for successful bar schemes it is indispensable to set about thorough analysis of different states fleshiness direction attacks ( World Health Organization, 2000 ) . With this, it will go easy to place a coherent and comprehensive attack to pull off fleshiness and job of weight addition ( Eckel, 2003 ) . As good, it is besides believed that the attitude of wellness professionals towards fleshiness is non appropriate that can be made more effectual by supplying them developing and larning. For effectual declaration of increasing fleshiness job a high national committedness is required. This committedness should be a shared duty of consumers, authoritiess, nutrient industry & A ; trade and the media ( World Health Organization, 2000 ) . Support from all these groups play a significant function in commanding fleshiness by advancing effectual alterations in present diet forms and mundane physical activity degrees ( Bray & A ; Bouchard, 2004 ) . By following all these rules one can easy develop effectual fleshiness bar schemes. Till now, fleshiness bar and fleshiness direction were seen as two different facets. Obesity bar was aimed at forestalling weight addition whereas fleshiness direction was aimed at weight loss. In present, these two are non different from each other as obesity direction includes all short-run and long-run schemes ( World Health Organization, 2000 ) . These schemes vary from bar, weight continuation, and direction of fleshiness comorbidities to burden loss ( Eckel, 2003 ) . In present one can easy pull off job of weight addition and fleshiness by concentrating on following schemes: Prevention of weight addition Promotion of weight care Management of fleshiness comorbidities Promotion of weight loss ( World Health Organization, 2000 ) . These schemes entirely can non be used until or unless degrees of preventative action are non determined. In instance of fleshiness job that is distributing all over the universe the preventative schemes need to be applied on these degrees of bar:Community Health Prevention:Through these bar programmes, schemes can be directed at the population or community. With this plan, the degree of fleshiness in the population can be stabilized efficaciously. These community based bar schemes can be introduced through different community plans related to population diet forms betterment, weight care and regular wellness check-ups. A state may follow diverse community-based intercessions in the way of bettering its population dietary forms and direction of associated hazard factors like BMI or serum cholesterin degrees ( World Health Organization, 2000 ) . These plans may include big communities like more than 100 000 people and may be implemented for longer periods like for 10 old ages or more than 10 old ages. Several these sorts of intercessions are implemented in Europe and North America ( World Health Organization, 2000 ) . Other states are besides implementing community based bar schemes but merely some of them have attained success. This is due to the deficiency of planned and comprehensive attack that is most indispensable for the success of long community based bar schemes. In present every states should develop specific community based bar schemes as with this lone it is possible to command diet forms of its population. If, a state functionaries will non take any introductory stairss in forestalling fleshiness its other governments and scene will besides non work in this way ( Swinburn & A ; Egger, 2002 ) . Working in this way is most indispensable in present epoch as the job of weight addition and fleshiness is increasing well and ensuing in several other related diseases.Selective Prevention:These bar steps can be directed at specific groups of population who are really at high hazard of increasing fleshiness. Selective bar schemes may be inducted through different scenes like schools, montages, community Centres, place environments, vicinities, workplaces, shopping mercantile establishments and primary attention ( World Health Organization, 2000 ) . With the aid of this preventative scheme one can easy progress the cognition and abilities of groups of peoples so that they can cover more efficaciously with the factors that may put them at important hazard of turning fleshiness. Schools, colleges and community Centres are portion of a natural scene that can be used to impact the nutrient and physical activity environments for kids and childs. By doing alterations in these educational institutes policy related to athleticss engagement and physical instruction clip the job of fleshiness among pupils and kids can be decreased significantly. As good, alterations related to active manners of conveyance to and from school will besides necessitate effectual policy. By making this the job of fleshiness can be managed at significant degree ( Swinburn & A ; Egger, 2002 ) . In add-on to educational scenes, vicinities can besides be targeted for active diversion. Changes in the walking web that includes pathwaies and walking paths, the cycling web that includes roads and rhythm waies will ease diversion. Increase in the figure of informal and formal diversion infinites like Parkss, metropolis nines, athleticss evidences and diversion Centres ( Swinburn & A ; Egger, 2002 ) . Addition in the figure of these infinites and recreational Centres will better physical activity degree of persons that in bend will command their weight and overall job of fleshiness. Another specific country of population that can be targeted is home environment. It is the most of import scene in concern to changing kids ‘s feeding and physical activity behaviors. By developing good feeding wonts and physical activities among households the job of fleshiness can be resolved well ( Swinburn & A ; Egger, 2002 ) . Work environment is another topographic point through which feeding and physical wonts of persons can be improved. By developing effectual plans and advertisements, the eating wonts of a house ‘s employees can be improved. They may supply day-to-day column in their organisation magazine and newspapers that employees read daily every bit good as they can develop different postings and messages on their corporate site. All these attempts will decidedly convey alterations in employees ‘ eating wonts that in bend will command their weight addition and fleshiness related jobs ( Kopelman, 2001 ) .Environmental Prevention:The most recent fleshiness bar scheme emerged are environmental bar schemes. These schemes include obesity direction attacks related to environment. These schemes analyze the whole factors of environment in which single or group of persons live. It focuses on the direction of these different environmental factors so that the job of fleshiness and weight addition can be resolved efficaciously ( Swinburn & A ; Egger, 2002 ) . These environmental schemes do non merely make to populations with hapless wellness results but it besides targets them differentially. These schemes include betterment of school nutrient programmes and active diversion and physical activity comfortss. Equally good as regular wellness check-ups and weight check-ups at authorities infirmaries and associations. With these schemes poorer countries wellness results can be improved well ( Fletcher & A ; Grundy, 1999 ) . This scheme can besides be directed with the alteration in physical environment for diversion, nutrient Torahs, local authorities conveyance policies, etc. This whole procedure will convey a significant alteration into a state ‘s system that is indispensable to command fleshiness and its associated diseases ( O'Dea, 2005 ) .Targeted Prevention:One of the other significant bar schemes that can be used to forestall weight addition and fleshiness is targeted bar. These schemes are directed at persons who are already over weight and those who are non over weight but devouring tonss of fats daily without sing its hereafter consequences ( World Health Orga nization, 2000 ) . With the aid of these schemes persons can be controlled in their weight addition. As good, it besides assists in diminishing the figure of people who develop fleshiness associated comorbidities ( Fletcher & A ; Grundy, 1999 ) . All these bar schemes offer a long-run attack to cover with the jobs of weight addition and fleshiness but it is non sufficient as there is besides a demand of diverse intercessions and bar schemes. Every state is required to develop influential and sustainable schemes in concern to burden care and fleshiness direction ( Swinburn & A ; Egger, 2002 ) . As good, high investings in different media runs are critical along with systemic alterations. Nowadays media is the most influential tool for pull offing present terrible diseases through effectual messages and by exposing its injuries ( Egger, Swinburn & A ; Rossner, 2003 ) . For pull offing fleshiness related jobs it is besides indispensable to alter people societal attitudes along with important policy alterations. Food sector related policies requires significant alterations like: Changes in financial nutrient policies for diminishing demands of some debris nutrients. Constitution of nutrition information panels. Nutrition signposting programmes Development of diverse wellness and nutrition claims. Ad prohibitions on kids ‘s Television ( Swinburn & A ; Egger, 2002 ) . In add-on to this, it is besides indispensable that the more general authorities policies that influence income distribution, employment, lodging and societal services adopt important alterations from clip to clip. All these facets are extremely influencive on people eating wonts. Everyone needs to follow a changed attack if wants to cover with fleshiness and salvage its state with future problems and terrible diseases ( Andersen, 2003 ) . The publicity of healthy feeding and physical activity guidelines and messages is besides indispensable to command increasing fleshiness problems. With the aid of different advanced mass-media runs and other communicating schemes public of state can be educated sing healthy eating wonts and physical activity degree. The USA runs like the ‘Healthy Eating Pyramid ‘ , the ‘5-a-day for better wellness ‘ and ‘National Cholesterol Education Program ‘ are rather good known and every bit good as effectual ( Swinburn & A ; Egger, 2002 ) . Effective media runs and publicities will hold a important impact on population cognition, attitudes, apprehension, and purpose. By following all the above discussed bar schemes and other policies the problem of fleshiness and weight addition can be handled efficaciously and expeditiously ( Andersen, 2003 ) .DecisionWith the aid of this elaborate treatment of population wellness cognition and rules, it can be said the job of fleshiness is increasing due to incorrect eating wonts of populations. By following effectual bar schemes on community and single degree this job can be resolved efficaciously. Understanding of societal and structural determiners is besides rather helpful in the development of effectual weight addition and fleshiness bar schemes ( Kopelman, 2001 ) . Management of this job is indispensable as otherwise it may direct persons to severe wellness jobs like diabetes. By using old population wellness cognition and principles the job of increasing fleshiness can be handl ed efficaciously.

The Thing in the Forest

Containing all the well-known signs of a fairy tale from the beginning, The Thing in the Forest is expected to include the fantasy aspect of a fairy tale. Unlike most fairy tales however, The Think in the Forest quickly turns into a very real occurrence that happened to children all over that particular region during that particular time period. Once the girls come within earshot, and then sight of â€Å"The Thing†, it takes on many figurative meanings. These meanings include everything from the war and all it entitled, to the girls leaving their innocence and becoming affected by the war.The story includes two little girls as the main characters, yet Primrose, the one who later in life becomes a story teller, is assumed to be the narrator throughout the story. Primrose is â€Å"Plump and blond and curly†¦ [She] had bitten nails, a velvet collar on her dressy green coat. † (353). Interestingly, the narrator (Primrose), who is made slightly greedy from her experienc es during the war, goes into grave detail of her clothing. The â€Å"dressy† clothing holds no real value, and is only added into the story because it holds some sort of personal value to the narrator.Also, describing Primrose as â€Å"plump† is about the nicest way to describe and overweight child. It becomes evident from the first description of Primrose that she is favored by the narrator. Penny is different than Primrose in almost every way. â€Å"Penny was thin and dark and taller, possibly older than Primrose†¦Penny had a bloodless transparent paleness, a touch of blue in her fine lips. †(353). Even though Penny becomes a much more established person compared to Primrose later in life, how Penny is described isn’t nearly as positive as the description of Primrose.With the well detailed description of what Primrose was wearing, it would be expected that what Penny was wearing would be told. These details are never brought to light. This missing information proves that the narrator has a much stronger attachment to Primrose than Penny. The two girls are completely different in terms of personality traits, still they do have some things in common. They both lost their fathers. â€Å" Penny’s farther, †¦died in a sheet of flame in the East Indian Docks†¦Primrose’s farther†¦was killed, very late in the war, on a crowded troop carrier sunk in the Far East† (358).While both their fathers were killed, the ways in which they were killed are just another example of how different Penny and Primrose are. With one being killed by fire and one being killed by water, the natural forces could not be any more dissimilar. â€Å"The Thing† is also something that they both have in common. They both hear it. They both smell it. They both see it. â€Å"A sound and a smell fabricated of many disparate sounds and smells. A crunching, a crackling, a crushing, a heavy thumping† (356).The sounds hea rd by the little girls is the very essence of war. The sound of troops and machinery crushing everything in their way. These sounds are the very sounds that they were sent away from. â€Å"Its face†¦appeared like a rubbery or fleshy mask over a shapeless sprouting bulb of a head. Its expression was neither wrath nor greed but pure misery. †(357). This is the face of war. The rubbery gas masks worn by troops. For almost all, war is pure misery. Not just for the military’s fighting, but for everyone. The girls were sent away to preserve their innocence.Once they ran into the woods, they ran from their innocence and became aware of the war around them. After seeing â€Å"The Thing†, the girls become separated and live very different lives. Just as they started out as completely different people, they continue to live as completely different people. The war did impact them both in similar ways, â€Å"They both never married. † (358). Both Penny and Primr ose choose careers that were influence by the war, but both the careers fit their personalities. Even without the war, they would have probably both chosen careers along the same guidelines.The fact they neither of them married is something that the war probably changed. War has the power to give people something in common who would otherwise have nothing in common. â€Å"The Thing† is everything evil about the war from the understanding of two little girls. They didn’t know exactly what this evilness was, but they did know that it was evil. The story also completes a circle. Starting with a story and ending with the story starting again. How the war influence these girls continues to be passed on through Primrose, the story teller. The Thing in the Forest Containing all the well-known signs of a fairy tale from the beginning, The Thing in the Forest is expected to include the fantasy aspect of a fairy tale. Unlike most fairy tales however, The Think in the Forest quickly turns into a very real occurrence that happened to children all over that particular region during that particular time period. Once the girls come within earshot, and then sight of â€Å"The Thing†, it takes on many figurative meanings. These meanings include everything from the war and all it entitled, to the girls leaving their innocence and becoming affected by the war.The story includes two little girls as the main characters, yet Primrose, the one who later in life becomes a story teller, is assumed to be the narrator throughout the story. Primrose is â€Å"Plump and blond and curly†¦ [She] had bitten nails, a velvet collar on her dressy green coat. † (353). Interestingly, the narrator (Primrose), who is made slightly greedy from her experienc es during the war, goes into grave detail of her clothing. The â€Å"dressy† clothing holds no real value, and is only added into the story because it holds some sort of personal value to the narrator.Also, describing Primrose as â€Å"plump† is about the nicest way to describe and overweight child. It becomes evident from the first description of Primrose that she is favored by the narrator. Penny is different than Primrose in almost every way. â€Å"Penny was thin and dark and taller, possibly older than Primrose†¦Penny had a bloodless transparent paleness, a touch of blue in her fine lips. †(353). Even though Penny becomes a much more established person compared to Primrose later in life, how Penny is described isn’t nearly as positive as the description of Primrose.With the well detailed description of what Primrose was wearing, it would be expected that what Penny was wearing would be told. These details are never brought to light. This missing information proves that the narrator has a much stronger attachment to Primrose than Penny. The two girls are completely different in terms of personality traits, still they do have some things in common. They both lost their fathers. â€Å" Penny’s farther, †¦died in a sheet of flame in the East Indian Docks†¦Primrose’s farther†¦was killed, very late in the war, on a crowded troop carrier sunk in the Far East† (358).While both their fathers were killed, the ways in which they were killed are just another example of how different Penny and Primrose are. With one being killed by fire and one being killed by water, the natural forces could not be any more dissimilar. â€Å"The Thing† is also something that they both have in common. They both hear it. They both smell it. They both see it. â€Å"A sound and a smell fabricated of many disparate sounds and smells. A crunching, a crackling, a crushing, a heavy thumping† (356).The sounds hea rd by the little girls is the very essence of war. The sound of troops and machinery crushing everything in their way. These sounds are the very sounds that they were sent away from. â€Å"Its face†¦appeared like a rubbery or fleshy mask over a shapeless sprouting bulb of a head. Its expression was neither wrath nor greed but pure misery. †(357). This is the face of war. The rubbery gas masks worn by troops. For almost all, war is pure misery. Not just for the military’s fighting, but for everyone. The girls were sent away to preserve their innocence.Once they ran into the woods, they ran from their innocence and became aware of the war around them. After seeing â€Å"The Thing†, the girls become separated and live very different lives. Just as they started out as completely different people, they continue to live as completely different people. The war did impact them both in similar ways, â€Å"They both never married. † (358). Both Penny and Primr ose choose careers that were influence by the war, but both the careers fit their personalities. Even without the war, they would have probably both chosen careers along the same guidelines.The fact they neither of them married is something that the war probably changed. War has the power to give people something in common who would otherwise have nothing in common. â€Å"The Thing† is everything evil about the war from the understanding of two little girls. They didn’t know exactly what this evilness was, but they did know that it was evil. The story also completes a circle. Starting with a story and ending with the story starting again. How the war influence these girls continues to be passed on through Primrose, the story teller.

Human Resource Practice

A Report on HRM issues in the Banking sector: A Case Study on IFIC Bank Limited MBA Program, Stream: HRM Department of Management Studies Faculty of Business Studies University of Dhaka July 20, 2009 A Report on HRM issues in the Banking sector: A Case Study on IFIC Bank Limited Submitted To, Professor Dr. Md. Ataur Rahman Department of Management Studies University of Dhaka Prepared By, MBA, Stream: HRM, 10th Batch, Department of Management Studies University of Dhaka Executive summary In this global competitive era, banks have an important role as a financial institution. This report has been prepared on a commercial bank. In every organization, men/human resources play an important role for its success. No organization whether it is small or large, labor intensive or technology intensive can run without human resource. The topic of our report is â€Å"HRM issues in the Banking sector: A Case Study on IFIC Bank Limited. † We have done this report on the IFIC bank Ltd. Although we have learned some banking activities during preparing our report we have mainly focused on HRM issues to keep the report on the right track. The Bank has a Human Resource & Division for its employees’ training & development. The also has an Academy for this purpose. There is a Library in the Academy. Bank uses both on-the job training & off-the job training method. Branches use on-the job training namely job rotation, Coaching/ under study approach, direct supervision by the senior managers. Head Office uses off-the job training namely Lectures, Conference, Workshop, Management Game, Role playing, Behavior Modeling and Case Study etc. The workforce was 96 in 1983 & 2014 in 2006. Benefits of the Employees such as House building loans, Car loan at lower interest rate, Provident Fund, Insurance Facilities are available for its employees. Minimum two years is required for promotion of the employees. Two Methods of evaluation for promotion: 1. Annual confidential report (ACR) scored by the immediate supervisor 2. Interview marks. Both marks are added together to prepare list for promotion. Statistical Analysis indicates Average Job Satisfaction Of the employee (Mean) is 3. 37 out of 5. Standard Deviation is 0. 82 & Coefficient of Variation (CV) is 24. 3 %. The performance of the bank is satisfactory. Our Report consists of four Chapters namely Introduction, Methodology, analysis & Findings, Conclusion & Recommendations, & Bibliography & Appendix. In the first chapter: History of the organization, objectives of the organization, functions of the organization, organ gram of the organization, existing program of the organization and the future program of the organiz ation has been described. In the second chapter: Objectives of the study, data collection, data interpretation, limitations of the study has been described. In the third chapter: Human resource planning, recruitment and selection, training and development, performance appraisal, CPD, findings, pay scale and labor management relations has been described. In the final & fourth chapter recommendations, conclusions, suggestions and appendix and bibliography are given. Letter of Transmittal 20 July, 2009 To Dr. Md. Ataur Rahman Professor, Department of Management Studies Faculty of Business Studies University of Dhaka Subject: Submission of Report. Dear Sir, With due respect, we are stating that we are a few students of MBA program Stream: HRM doing our report under Professor Dr. Md. Ataur Rahman. We are very happy to inform you that we have prepared our Report on â€Å"HRM issues in the Banking sector: A Case Study on IFIC Bank Limited† and would like to submit it to you at this time. Therefore, we will be highly pleased if you accept our Report. Sincerely Yours, MBA 10TH Batch Stream: HRM Department of Management Studies Faculty of Business Studies University of Dhaka Acknowledgement At the very outset, we do hereby express our heartiest gratitude and countless thanks to the Almighty who has enabled us to prepare this report on â€Å"HRM issues in the Banking sector: A Case Study on IFIC Bank Limited† We would like to thank our Professor Dr. Md. Ataur Rahman for his sincere guidance. We have done report our on IFIC Bank Ltd. We would like to thank the Managing director of the Bank, Md. Masiur Rahman; Senior Executive Vice President Head of HRD & Research, R. M. Debnath. Md. Sahabuddin, Librarian of the IFIC Academy Library has helped us providing information about the HRM issues of IFIC Bank Ltd. Finally, we would like to thank all persons who have helped us to prepare our Report. Abbreviations Used |No. Abbreviation |Elaboration | |01 |IFIC |International finance investment & commerce | |02 |MD |Managing Director | |03 |SEVP |Senior executive vice president | |04 |EVP |Executive vice president | |05 |SVP |Senior vice president | |06 |EVP |Executive vice president | |07 |VP |Vice president |08 |SAVP |Senior assistance vice president | |09 |FAVP |First assistance vice president | |10 |AVP |Assistance vice president | |11 |SSO |Senior staff officer | |12 |SO |Staff officer | | 13 |G-1 |Officer grade-1 | |14 |PO |Provisionary officer | |15 |G-2 |Officer grade-2 | |16 |CASH/COMP |Cash/Computer officer | |17 |OA(SG) |Office assistance(security guard) | |18 |O. ASSTT. |Office assistance | |19 |SS |Security staff | |20 |O. ATT. Office attendance | |21 |Ltd. |Limited | |22 |HRM |Human Resource Management | Table of contents |Chapter no. |Particulars |Page no. | | |Executive Summary |3 | | |Letter of transmittal |4 | |Acknowledgements |5 | | |Abbreviations |6 | | |List of chart and graph |9 | | |Dedication |9 | |Chapter 1 |Introduction |10 | | |(a) Background |10 | | |(b) Objectives |10 | | |(c) Functions |11 | | |(d) Organ gram of the organization |11 | | |(e) Existing program of the organization |13 | | |(f) Future program of the organization |16 | |Chapter 2 |Research methodology |17 | | |(a) Objectives of the study |17 | | |(b) Data collection |17 | | |(c) Data interpretation |18 | | |(d) Limitations |19 | |Chapter 3 |Findings and analysis |19 | | |(a) Literature review |19 | | |(b) Human resource department |22 | | |(C) Workforce 22 | | |(d) Human resource planning |24 | | |(e) Recruitment and selection |24 | | |(f) Training and development |25 | | |(g) Performance appraisal |28 | | |(h) Career planning development |29 | | |(i) Findings |29 | | |(j) Pay scale |30 | | |(k) Labor management relations |32 | |Chapter 4 |Recommendations and conclusions |33 | | |(a) Conclusions |33 | | |(b) Recommendations |34 | | |(c) Suggestions |35 | | |Appendix |36 | | |Bibliography |38 | List of graph and charts In this report we have not used too much chart and diagram because the topic is the HRM related issue and not on the financial matters we are preparing this report so have used only four chart and graph. |Page no |Contents |Subject matters | |12 |Table |Organizational hierarchy | |23 |Bar Diagram |Workforce | |24 |Organizational chart |HRP | |32 | Bar diagram |Pay scale | Dedication Dedication to our course teacher Dr. M. Ataur Rahman And Our Mother and Father Date of submission: 20/07/09 Chapter 1 Introduction (a) Background of IFIC Bank Limited International Finance Investment and Commerce Bank Limited (IFIC Bank) is a banking company incorporated in the People’s Republic of Bangladesh with limited liability. It was set up at the instance of the Government in 1976 as a joint venture between the Government of Bangladesh and sponsors in the private sector with the objective of working as a finance company within the country and setting up joint venture banks/financial institutions abroad.. In 1983 when the Government allowed banks in the private sector, IFIC was converted into a full-fledged commercial bank. At that time this deposit was 231. 03 crore and profit figure was 5. 06 crore. Up to 2008 its number of branch stands to 65 and its paid up capital was 1,341,431,400 TK. The Government of the People’s Republic of Bangladesh now holds 35% of the share capital of the Bank. Leading industrialists of the country having vast experience in the field of trade and commerce own 34% of the share capital and the rest is held by the general public. The bank earned ever-highest operating profit during the year 2002 among all private banks of Bangladesh (except Islami Bank BD Ltd. ) The bank earned an operating profit of Tk. 55 crore during the year 2006. (b) Objectives of the organization The objective of the organization is to provide service to its clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive edge will make its position unique in giving quality service to all institutions and individuals that it care for. It is committed to the welfare and economic prosperity of the people and the community, for that it is working towards to gain progress to prosperity. The bank want to be the leader among banks in Bangladesh and make its indelible mark as an active partner in regional banking operating beyond the national boundary. In an intensely competitive and complex financial and business environment, it particularly focus on growth and profitability of all concerned. (c) Functions of the organization ) IFIC acts as an investment and finance company under arrangement of joint venture with the Govt. of Bangladesh. 2) It operates Foreign Exchange Business in a limited scale. 3) It operates as a commercial b ank. 4) It operates overseas joint venture such as in 1983 it set up its first overseas joint venture on the Republic of Maldives. 5) It acts as a joint venture Exchange Company. 6) IFIC establish overseas bank such as that branch in Pakistan at Karachi. 7) By joint venture activities it functions the act of second lease financing. (d) Organ gram of the organization The thirteen members of the Board of Directors are responsible for the strategic planning and overall policy guidelines of the Bank. Further, there is an Executive Committee of the Board to dispose of urgent business proposals. Besides, there is an Audit Committee in the Board to oversee compliance of major regulatory and operational issues. The CEO and Managing Director, Deputy Managing Director and Head of Divisions are responsible for achieving business goals and overseeing the day to day operation. The CEO and Managing Director is assisted by a Senior Management Group consisting of Deputy Managing Director and Head of Divisions who supervise operation of various Divisions centrally and co-ordinates operation of branches. Key issues are managed by a Management Committee headed by the CEO and Managing Director. This facilitates rapid decisions. There is an Asset Liability Committee comprising member of the Senior Executives headed by CEO and Managing Director to look into all operational functions and Risk Management of the Bank. Organizational hierarchy |Managing Director | | | |Deputy Managing Director | | | |Assistant Managing Director | | |General Manager | | | |Deputy General Manager | | | |Assistant General Manger | | | |Senior Principal Officer | | | |Principal Officer | | | |Senior Officer Grade-| | | | |Officer Grade-|| | (e) Existing program of the organization In 1976 IFIC was established as an Investment & Finance Company under arrangement of joint venture with the Govt. of Bangladesh. In 1980 it commenced its operation in Foreign Exchange Business in a limited scale. In 1982 it obtained permission from the Govt. to operate as a commercial Bank. In 1983 setup its first overseas joint venture (Bank of Maldives) on the Republic of Maldives. Then it commenced operation as a full-fledged commercial Bank in Banglad esh. In 1985 it set up a joint venture Exchange Company in the Sultanate of Oman. In 1987 it set up its first overseas branch in Pakistan at Karachi. In 1993 it Set up its second overseas branch in Pakistan at Lahore. In 1994 it set up its first joint venture in Nepal for banking operation. In 1999 it set up its second joint venture in Nepal for lease financing. In 2003 the Bank celebrated its 20th founding anniversary. Other than that the Bank offers various loans and scheme to the customers. The major loans and schemes are the banks main product. The description of the products are given below. 1. Auto Loan: Rolls Royce, Ferrari or a Cadillac that's for one born with good luck. For the one's who dream to make their own luck. Come to IFIC for your desired Car. Getting the Loan: If you are an adult employed person and have an account with us then you can easily apply for the AUTO LOAN. Loan Size: Maximum Tk. 15 lac Loan Period: 12-60 months. 2. Consumer Loan: Life is complex as it is. IFIC makes your life-style easy and comfortable with the Consumer Durable Loan. So avail the easy facility offer. Getting the Loan: If you are an adult and employed person and have an account with IFIC, then you are eligible to apply for the loan. Loan Size: Maximum Tk. 1 Lac. Loan Period: 12-36 months. Processing: Quick Processing Immediately,  Least Formalities. 3. Porua Loan: A good education is the foundation for a successful life. IFIC is offering the opportunity to students to pursue higher education opportunity with the loan facility. Getting the Loan: If you are an adult employed person and have an account with IFIC, then you are eligible to apply for the loan. Loan Size: Maximum Tk. 8 Lac Loan Period: 12-48 months Processing: Quick Processing Immediately, least Formalities. 4. Flexi Loan: The demands and uncertainties of life getting you down? Here is the answer. Come avail yourself IFIC's Flexi Loan, to turn the uncertainties of life to a certainty you can control. Getting the Loan: If you are an adult Bangladeshi employed by the Govt/Autonomous body/ Bank/ MNC/ NGO or any other kind of employed person with at least monthly Tk. 10,000 salary then you are eligible for the Flexi Loan. Loan Size: Maximum Tk. 3 lac. Loan Period:12-36 months. Processing: Quick Processing Immediately, Least Formalities. 5. Thikana Loan A man's home is just not his castle, it's more than an asset, and it’s an investment for his future generation. IFIC's Thikana Loan helping you find your ADDRESS. Your life's Satisfaction First. Getting the Loan: If you are an adult employed person and have an account with IFIC, then you are eligible to apply for the loan. Loan Size: Maximum Tk. 75 Lac. Loan Period: Maximum 15 years. Processing: Quick Processing Immediately, Least Formalities. 6. Possession Loan For those people running a successful business from rented premises, IFIC BANK is there to finance you for loan. So your business can have its own Permanent Address. Getting the Loan: If you are a Bangladeshi entrepreneur with only 2 years of successful business record & having a valid trade license and also have an account with IFIC, then you are eligible to apply for this loan. Loan Size: Maximum Tk. 5 Lac. Loan Period: Maximum 65 years on the date of maturity of the loan. Processing: Quick Processing, Immediately, Least Formalities. 7. Peshajibi Loan Whether you are a Doctor/ Engineer/ IT professional/ Management Consultant or any other professional come find out about IFIC's advancement Peshajeebi Loan that lays the foundation for your career elevation. IFIC works for your professional Satisfaction. Getting the Loan: If you are an adult employed person and have an account with us then you can easily apply for the PESHAJEEBI LOAN. Loan Size: Maximum Tk. 5 lac. Loan Period: 12-36 months. Processing: Quick Processing Immediately, Least Formalities. 8. Retail Loan To the small entrepreneurs who know their trade yet feel frustrated by the lack of money to get a bigger share in the marketplace. IFIC BANK understands their problem and believes that financial support at the right time can take them to (their desired) right place. Getting the Loan: If you are a Bangladeshi entrepreneur with min of 2 years of successful business record, have a valid trade license and have an account with IFIC, then you are eligible to apply for this loan. Loan Size: Maximum Tk. 1 Lac. Loan Period: Maximum 2 years. Processing: Quick Processing Immediately, Least Formalities. 9. Pension Savings Scheme Empower yourself for a secure and prosperous future with IFIC PSS. Partnership for a prosperous and secure future. Features: Under this Scheme you can open a deposit scheme for Tk. 500, Tk. 1000, Tk. 2000 and Tk. 5000 per month for 3 or 5 years whichever suits you. You can make the deposit within 10th of each month (In case of holiday the next working day). You can get Loan up to 80% of the deposited amount You can receive the entire deposit amount with interest at one go or receive a pension on a monthly basis at a desirable amount of your monthly installments. For your clarity a Table of Deposit Scheme and after Maturity Payable Amount is given below: Monthly Installment 3 Years Scheme 5 Years Scheme Tk. 500 Tk. 20322Tk. 36266 Tk. 1000 Tk. 40645Tk. 72532 Tk. 2000 Tk. 81290Tk. 145064 Tk. 5000 Tk. 203225Tk. 362661 (f) Future program of the organization The banks future program is to provide service to its clients with the help of a skilled and dedicated workforce whose creative talents, innovative actions and competitive edge make its position unique in giving quality service to all institutions and individuals that it care for. The bank wants to be the leader amongst banks in Bangladesh and make its indelible mark as an active partner in regional banking operating beyond the national boundary. For that reason it is making joint venture and new loans and schemes and expanding its business in the country and outside the country. Chapter Two Research methodology (a) Objective of the study The main objective is to analyze HRM issues and to find the different problems associated with different HRM activities. Specially: ? To find out different problems of HRM activities ? To judge the employees’ job satisfaction level ? To seek different problems of the employees in the banking sector ? To identify the reasons for which the problems are created ? To search ways to solve the problems of the organization ? To provide suggestions to solve problems of the employees and the banks (b) Data collection a) Primary sources: A questionnaire that are being answered by different people from IFIC bank Ltd. ? Guidelines and suggestions from our Professor Ataur Rahman. ? Interviewing the bank officials, specially the various officers of IFIC Bank Ltd, IFIC academy. b) Secondary Sources: ? Annual reports of IFIC Bank Ltd ? Different Published Booklets of IFIC Bank Ltd ? Different books ? Various published documents ? Various information from various website. ? Academic calendar 2007, IFIC Bank Limited. ? Different documents of the IFIC Bank Ltd. taken from Head Office & the Branch. ? Web site: www. ificbankbd. com. (c) Data interpretation For data interpretation two approaches have been mainly used in this report, 1. Conceptual approach 2. Empirical approach. The approaches are discussed below: ? Conceptual approach: A theoretical section is given in this report (the company profile) to give an insight various information concerning the financial function. ? Empirical approach: This refers to that has been directly collected and interpreted from the survey on IFIC bank Limited. Statistical analytical tools such as trend analysis of the different variables such as number branches, employees etc. of the different years, analysis of the various performance indicators with the help of different tables, figures & diagrams such as simple & multiple bar diagram etc. are used in the report. Statistical Analysis such as standard deviation, co efficient of variation and mean is used to understand job satisfaction etc. Such as average job satisfaction of the employee (Mean) is 3. 37 out of 5. Standard Deviation is 0. 82 & Coefficient of Variation (CV) is 24. 33 %. (d) Limitations of the study Nothing is beyond limitations. Everywhere and in every task there must have some sort of limitations. We also faced some problems at the time of preparing our report as well. The limitations are: ? Lack of availability of data ? Shortage of time ? Company’s restrictions to disclose all information ? Perceptual difference of the employees to measure job satisfaction Chapter 3 Findings and analysis (a) Literature review Our report is on the HRM practiced by IFIC bank so literature review is focused on the HRM terminologies. Human Resource Management (HRM) The set of organizational activities directed at attaining, developing and maintaining an effective workforce. Why is Human Resource Management (HRM)? It is not possible to run any organization (whether it is small or large) without people/ Human Resources. Organization must satisfy its employees to achieve its objectives. It is not possible without Human Resource Management (HRM). HRM is important for: ? Hiring capable/right employees for the organization ? Motivating employees ? Retaining capable employees ? Taking steps for guarding high employee turn-over Orientation, training and development of the employees ? Placing employees in the right jobs ? Maintaining good relation among the organizational members ? Developing team sprit, cooperation & morale of the employees ? Delegating the authority & responsibility among the subordinates ? Controll ing administration human resources of the organization Major Human Resource Management (HRM) activities are: ? Job analysis ? Recruitment & Selection ? Orientation, Training and Development ? Compensation Management ? Job evaluation ? Performance appraisals ? Motivating Employees ? Communication Human Resource Management (HRM) Terminologies: Job analysis: A systematic procedure for collecting and recording information about the jobs. Compensation: Compensation is what employees receive in exchange for their work including their pay and benefits. Recruitment: the processing of attracting capable individuals to apply for the job that is open. Internal Recruitment: Internal Recruitment considers current employees as applicants for higher-level jobs in the organization. External Recruitment: People are collected from outside the organization to apply for the jobs. Employment tests: Employment tests are the devices that assess the probable match between applicants and job requirements. HRM selection: Selection is the choosing capable employees both the job and organization. Training: Teaching operational or mechanical employees how to do the jobs for which they are hired. Development: Teaching managers and professionals the skills needed for both present and future jobs. Training and Development Methods: Assigned readings, behavior modeling, case discussion, conference, Lectures, on the job training such as job rotation etc. Job evaluation: An attempt to asses the worth of each job relative to other jobs Performance appraisals: A formal assessment of how well an employee is doing his or her jobs. Benefits: Benefits are the things of value other than financial compensation that an organization provides to its workers. (b) Human resource department Human Resources Department is focused on recruitment and in-house training for both on the job and off the job Bank staff members through the Bank’s Academy. IFIC Bank Academy – the oldest institution in the private sector – was conceived of as an in-house training center to take care of the training needs of the Bank internally. Academy is fully equipped with a professional library, modern training aids and professional faculty. Library has about 4941 books on banking, economics, accounting, management, marketing and other related subjects. Main training activities consist of in-depth foundation programs for entry level Management Trainees. Specialized training programs in the areas like general banking, advance, foreign exchange, marketing and accounts etc. re also organized by the Academy depending on need. Frequently outreach programs are organized to meet demand for new and specialized skills. During its 23 years of existence, Academy not only conducted cour ses, workshops and seminars as required by the Bank, but it also organized training programs for the Bank of Maldives, Nepal Bangladesh Bank Limited and Oman International Exchange LLC. (c) Workforce Total manpower stood at 2,014 as on December 31, 2006. Out of them 1430 were officers and 584 were non-officer employees. The number of female employees in the Bank on the date was 275. Growth in workforce of the Bank from 1983 to 2006 is given below: Growth in workforce Year |Officer |Staff |Total | |1983 |61 |35 |96 | |1985 |264 |89 |432 | |1990 |512 |480 |992 | |1995 |964 |601 |1565 | |2000 |1151 |549 |1700 | |2005 |1415 |575 |1990 | |2006 |1430 |584 |2014 | Sources: IFIC Bank Academic Calendar 2007 Prepared from previous table [pic] Analysis: Total employees from 1983 to 2006 have been shown in this figure. Total employees was 96 in 1983, 432 employees in 1985, 992 employees in 1990, 1565 employees in 1995, 1700 employees in 2000, 1990 employees in 2005, and 2014 employees in 2006. (d) HRP [pic] (e) Recruitment and Selection The Recruitment & Selection procedure of the bank is also related to its overall strategy. The bank is going to expand its branches in the near future and the bank is recruiting new employees & junior officers to satisfy its long run objectives. Highly qualified employees are hired for the organization. Entry-level position & minimum qualification: External sources: Provisionary officers: Minimum graduate Grade-2 officers: Minimum graduate Cash or computer officers: Minimum HSC Below the Above level: Minimum Class-VIII Internal sources: Other senior posts are filled by the internal sources except some technical or specialized field. (f) Training and development The Academy At the very beginning, the bank laid a foundation by setting up an academy at Head Office under Human Resource Division to develop human resource internally. Equipped with a professional library, modern training aids, professional faculty and other facilities, the Academy of the bank is a leading one among the banks in private sector. The Academy regularly conducts foundation courses, specialized courses and seminars in different areas of banking to take care of the professional needs. In addition, officers are regularly sent to Bangladesh Institute of Bank Management (BIBM) and Bangladesh Bank training Academy for professional training. Sending officers abroad for higher training is a regular feature. A Research Department also works in aid of HRD and other operational areas. The Academy has to its credit the experience of conducting several courses for the officers of the Bank of Maldives (BML) and Nepal-Bangladesh Bank Limited. In addition, it built up the training system for the Bank of Maldives Limited. The Academic activities: IFIC Bank Academy, established in 1983 as in- house training institution, takes care of the training need of the employees of the Bank. The objectives of the Academy are to: ? Make available skilled and dedicated workforce within shortest possible time by reducing time required for on-the-job training; ? Develop understanding about low and practice of banking through foundation training. Impart technical skill to the operational level officers through case studies/practical experience/demonstration/ project visit for efficient operations; ? Develop analytical & decision making skills of the officers; ? Develop understanding about human/conceptual skill and organizational cultures; ? Impart managerial skills to groom future Exec utives and to keep existing Executives up-to-date with national and international environment. Types of programs For fresher, Foundation Courses on elementary knowledge of banking are organized. Specialized Courses on the areas like Credit, Foreign Exchange, Accounts, Inspection, marketing etc. are meant for officials working in those areas. Senior level courses are run on specific knowledge area. Certain courses are a blend of different knowledge areas. In addition, certain priority programs are also being conducted by the Academy. These include program on Anti-Money Laundering, new skills required to perform new jobs. Approaches to Training: Training conducted by the Head Office: Head Office uses off-the job training namely Lectures, Conference, Workshop, Management Game, Role playing, Behavior Modeling and Case Study etc. Training conducted by the Branch: Branches use on-the job training namely job rotation, Coaching/ under study approach, direct supervision by the senior managers. The Academy holds need-based training courses/workshops/seminars etc. which are finalized by HRD Division in consultation with various departments and senior Executives at Head Office. Training inputs are constantly reviewed/modified for achieving the Bank’s objectives. Methods in training include: discussion/lecture/workshop/case study/games/role play/film show/simulation/group work & presentation /project visit and so on. On-the-job training Foundation courses have two parts: theoretical training in the Academy and job rotation. The officers on probation are requested to undergo both in a period of one year. During this period, three-phased training program is effective. On theoretical training in, say, General Banking the officers are required to undergo rotation in General banking activities under the supervision of the HRD. Similar process is followed in case of Credit & Foreign exchange. They report to the HRD weekly about the progress in rotation when problem-oriented discussion takes place for better understanding. Faculty The Academy has built up a pool of professional trainers within the Bank. In addition to permanent and professional trainers, speakers are drawn from operational side so that on-the-job experience may be exchanged and shared. Over and above, speakers from Central Bank, professional training institutions, universities, research organizations, and Govt. rganizations are also invited to share views and experience. Senior and retired bankers are also regularly invited to enhance effectiveness of training. Library The Academy has a good collection of books, journals, magazines. The books are mainly on subjects like Banking, Econom ics, Accounting, Management and Marketing etc. as on December, 2006 the library had 5,461 books/titles. The books are issued to the employees usually for one month. In 1988, the Academy undertook steps to build up Mini Libraries at all the branches outside Dhaka with a view to helping the employees with books and reading materials for updating and upgrading their knowledge. Branches are supplied with books /journals etc. for their Mini Libraries from time to time. (g) Performance appraisal The performance of the employees is measured by the immediate supervisors of the subordinates. The peace rate system is not applicable. The performance of the employees is not directly applied in the compensation system. It only helps in increasing the score of the Annual confidential report (ACR) to their supervisors. It helps the employees get promotion to the higher positions. Minimum two years is required for promotion of the employees. Two Methods of evaluation for promotion: 1. Annual confidential report (ACR) scored by the immediate supervisor 2. Interview marks. Both marks are added together to prepare list for promotion. Statistical Analysis indicates Average Job Satisfaction Of the employee (Mean) is 3. 37 out of 5. Standard Deviation is 0. 82 & Coefficient of Variation (CV) is 24. 33 %. (h) CPD For freshers, foundation Courses on elementary knowledge of banking are organized. Specialized Courses on the areas like Credit, Foreign Exchange, Accounts, Inspection, marketing etc. are meant for officials working in those areas. Senior level courses are run on specific knowledge area. Certain courses are a blend of different knowledge areas. In addition, certain priority programs are also being conducted by the Academy. These include program on Anti-Money Laundering, new skills required to perform new jobs. In this way the initiative for the new and young employees are conducted and their career path become smooth by taking this kind of training. (I) Findings ? IFIC bank Ltd. has capable workforce to compete with others. ? In Banks, specially in the senior position, experienced & educated employees are required. ? Remuneration is high in the bank. ? Most of the employees are satisfied in the bank. ? Working environment in the bank is healthy & fine. ? Employee welfare program has insurance facility, loan facility, provident fund transportation & house rent allowances, and gratuity etc. ? Interest rate is very low for the employees. Training methods: lectures, assigned reading, & job rotation are used & good. ? Employees are sincere. ? Employees have to remain vigilant all times & employees will be liable for their mistakes. ? Promotion depends on the performance & Annual Confidential Report (ACR) sc ored by the immediate supervisor plus interviews score. ? Bank job is very challenging and stressful, especially in the top- level position. ? Risk management is very difficult task in the bank. ? Sometimes, promotion is delayed because of certain reasons in the banks. ? Sometimes, Employers use nepotism and favoritism at the time of employment and promotion of the employees ? Marketing activities especially deposit target to open account is a difficult task. ? In the bank job, handling the borrowers is a very difficult task. When any borrower comes in the bank and does not get any loan from the bank due to legal requirement procedure of the bank, In this case customers may want to do undue influence to the bankers. They sometimes threaten the bankers for getting loan from the bank. ? Interpersonal relationships & communication are good. ? It is monotonous job. Especially employees have to reconcile the accounts: cash/clearing/transfer every day. ? Bankers sometimes have to work more than eight hours in a day without any remuneration. Music is played in the bank to remove monotonous working environment. ? Bonus is also paid on the basis of overall profitability of the banks ? Average Job satisfaction level is more than moderate i. e. , 3. 37 out of 5 (j) Pay scale Monthly compensation paid to the employees Total monthly compensation includes Basic salary; House rent allowances, Conveyance allowance, Medical allowance, Entertainment allowances, Telephone. |No. |Abbreviation |Elaboration |Total Monthly compensation in taka | |01 |MD |Managing Director |300000 Approx. |02 |SEVP |Senior executive vice president |73000 | |03 |EVP |Executive vice president |68000 | |04 |SVP |Senior vice president |62800 | |05 |EVP |Executive vice president |54350 | |06 |VP |Vice president |49150 | |07 |SAVP |Senior assistance vice president |36700 |08 |FAVP |First assistance vice president |33600 | |09 |AVP |Assistance vice president |31500 | |10 |SSO |Senior staff officer |23300 | |11 |SO |Staff officer |20600 | |12 |G-1 |Officer grade-1 |17900 | |13 |PO |Provisionary officer |12000 | |14 |G-2 |Officer grade-2 |9100 | |15 |CASH/COMP |Cash/Computer officer |7690 | |16 |OA(SG) |Office assistance(security guard) |7000 | |17 |O. ASSTT. Office assistance |6100 | |18 |DRIVER |Driver |5300 | |19 |SS |Security staff |4200 | |20 |O. ATT. |Office attendance |3850 | Source: IFIC Bank Ltd. Graphical chart [pic] Total monthly compensation of the employees Vertical lines represent TK amount and the horizontal lines represent the rank of employees. Here is the rank of the 20 employees & their salaries in taka. Rank can be known from the previous table, NO. -1 MD gets TK. 300000. 00 around & Rank No. – 20 Office Attendance gets TK. 3850. 00 total compensation. (k) LMR There is no trade union in the private commercial bank. But there is no dispute between the employees and the management. Comfortable family environment, comfortable job, satisfaction in work, high remuneration, good customer Service, good interpersonal relation, highly outside & inside personal relation development exist in the organization. Chapter 4 Conclusions and recommendations (a) Conclusions Banks play important role in the modern economy; Human Resources Management (HRM) issues play an important role in every organization and also in the banks. No organization can achieve its goals or can be good, until or unless it satisfies employees. Human Resources/ organizational members play the role of the crew who convert goals into the reality. In the banking sector, highly educated & strategic personnel are required to create a competitive position & to retain it for the long time. Training, principle of equality, job satisfaction, and career development are important in the bank. In the IFIC bank Ltd. The job satisfaction of the employees is more than moderate. Most of the employees are satisfied here. Bank is also satisfied with its employees. Bank’s salary structure is high but not highest in comparison with other commercial banks. Still comfortable working environment, good interpersonal relationship, and the benefits of the employees of the IFIC bank limited are also satisfactory. It has been operating since 1983 and it is a first generation private sector commercial bank in Bangladesh. It has retained its competitive position because of its performance and Employees have made the performance of the organization. Employee’s promotion & selection should be fair to get sincere, qualified, & dedicated employees. Its employee selection procedure should also remain free from nepotism, favoritism, and reference at all levels of management. Finally, the Bank must introduce modern banking system, adopt new technology, initiate new product, train its employees properly to do their job and keep employee satisfied. Bank’s performance is good for its satisfied employees. Bank is on the right track. Bank’s HRM policy is of course better, it has been able to satisfy its employees and customers as well. (b) Recommendations The authority of the IFIC Bank Limited should: Take initiative to motivate its employees to work more and to achieve its objectives. †¢ Take steps to remove stress and to manage stress in the job. †¢ Train its employees to manage the clients & to create a positive image about the bank †¢ Take steps to guard against undue loan sanctions. †¢ Protect bankers from the threat of the clients. †¢ Develop the practice sincerity and patience among the employees to handle difficulty in work. †¢ Take policy to cope with the problems of environment or technological change. †¢ Initiate highly automated system for the benefits of the clients & earning more profit and reputation as well. †¢ Provide overtime allowances for the employees for working more than eight hours. Provide timely promotion to create motivated and dedicated, employees and to increase the performance of the bank and employees as well. †¢ Eliminate nepotism and favoritism from the workplace. †¢ Increase the salary/allowance/incentives for its marketing activity to reach better position †¢ Introduce Career Counseling for its employees. †¢ Increase recreational facilities such as Picnic, Football match etc. †¢ Train properly the employees to handle risk management issues effectively & efficiently and †¢ Provide fast service delivery. (c) Suggestions The Branch Manager & VP has said about â€Å"Staff motivation by management. † AVP has said about â€Å"Better policy for the changing scenario and also adopt farther automation like on line banking. Others employees have said about promotion exercise must be done every year, to do what is good for the banking sectors, timely promotion, better customer service, to increase salary plus other benefits, to establish day care center, service delivery first, proper training the officers & staffs, and management should be careful about staff motivation. Appendix Department of Management Studies Faculty of Business Studies University of Dhaka Questionnaire about HRM issues of IFIC bank Ltd. Purpose of the Study: The purpose is to help a MBA student to prepare an report about HRM issues in the banking sector in Bangladesh in the light of the IFIC bank, Dhaka. 1. Name: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Designation: †¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Age: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4. Gender: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. Duration of employment: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6. Duration of employment in this bank: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7. Why do you choose job in the banking sector? a) High remuneration b) Easy job ) Comfortable environment d) Challenging job e) Other, please specify: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8. Why do you choose job this bank? a) Highly paid b) Easy to develop career c) Better performance d) Better HRM policy e) Other, please specify †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 9. How do you feel about your job? a) Pleasant b) Unpleasant c) Indifferent 10. Your satisfaction level in the bank job: a) Very high b) high c) moderate d) Low e) very low 11. Most pleasurable thing in this bank job: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦.. 12. Your satisfaction level in the bank: a) Very high b) high c) moderate d) Low e) very low 13. Your relationship with your organization members: ) Very high b) high c) moderate d) Low e) very low 14. Most difficult things in the bank job: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 15. Most pleasurable thing in this branch: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 16. Your satisfaction level in training: b) High c) moderate d) Low 17. Educational qualification (last): a) Lower than SSC b) SSC c) HSC d) Graduate e) postgraduate 18. Are you satisfied with the culture of this branch? a) Yes b) No c) indifferent 19. Are you satisfied with the HRM policy of the bank? a) Yes b) No c) indifferent 20. Your special suggestions to improve the bank or branch Bibliography 1) Werther, William B. nd Devis, Keith, Hu man Resource Management, 5th edition. 2) Griffin, Rikey W. , Management 5th edition. 3) Lesikar, Raymond V. and Pettit, john P. , Business Communication, 6th edition. 4) Academic calendar 2007, IFIC Bank Limited. 5) Different documents of the IFIC Bank Ltd. taken from Head Office & the Branch 6) Web site: www. ificbankbd. com. [pic] ———————– Plan for dealing with predicted shortfalls or over staffing Compare future demand and internal supply Forecast external supply Forecast internal supply Predict Demand Assess trend in: ? External labor market ? Current employees ? Future organizational plans ? General economic condition Name ID NO. (1) Md. Mosharref Hossain 36 (2) Saheli Nargis64 (3) Md. Rashedul Hasan78 (4) Zubaer Shoaib86 (5) Md. Naharul Islam92 Name [pic][? ] |67Y[cdoeaO? A?  ©s†¹s†¹s|f|WQHh? â€Å"h†¡9 ©CJh†¡9 ©CJh? â€Å"h†¡9 ©B*[? ]CJ,aJ phy+jhDpB*[? ]CJ,U[pic]aJ mHnHphyu[pic]hOj h†¡9 ©B*[? ]CJ2aJ4phyhX[pic]? h’duB* CJ4aJ4phâ‚ ¬Ã¢â€š ¬hX[pic]? h†¡9 ©B* CJ4aJ4phâ‚ ¬Ã¢â€š ¬hX[pic]? [email  protected]* CJ4aJ4phâ‚ ¬Ã¢â€š ¬hemUB* CJ4aJ4phâ‚ ¬Ã¢â€š ¬ho ©B* CJ4aJ4phâ‚ ¬h†¡9 ©CJh? â€Å"ho! nCJ-aJ h[? ]'GhU /5? CJ h#5? CJ jRoll no. Signature 1. Md. Mosharref Hossain36†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2. Saheli Nargis64†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3. Md. Rashedul Hasan78†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Zubaer Shoaib86†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. Md. Naharul Islam 92†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦

Graduate Association in Sourcing and Procurement Essay

Graduate Association in Sourcing and Procurement - Essay Example Overall Improvement: The individual will also be responsible to ensure the overall improvements of the products and services and will need to work with other team heads to ensure that the needs of the stakeholders are met and adhered too. Â  Products and Studios Management: Develop the funding plans for the company and ensure that the company receives higher levels of discounts minimum of 15% - 20% and pays lowered levels of interest on the funds, i.e. almost pay only 10%. Â  Pricing and Price Management: Get all the costing and budgeting details and plan the prices keeping in mind the various possible changes in the environment and the changes in terms of choice. This can be based on the trends of the markets and the historical data. Â  Overall Improvement: Ensure that the shareholders receive a higher rate of return on their investments. Currently, the company provides 10.3% on the return on equity (MSN Money, 2010). This can be increased to 12%. In terms of the employees make sure that the employees are paid based on their work and this will help keep a tab on the costs of the company as well. Â  Rating the performance of an intern is highly strict and more focused and this rating is based on the hours worked. In the case of a traditional employee, the rating is based on the hours worked along with the initiatives and the overall interaction and contribution of the person to the company. The rating of the performance of a Disney employee is very different from that of any other industry as the processes and the working styles are very different and hence here in Disney the possible rating systems that might work may not work in other industries. Â  

Fast plant lab report Example | Topics and Well Written Essays - 1000 words

Fast plant - Lab Report Example The experiment was based on the general procedure as that of monohybrid activity. In this case the P1 and p2 plants are homozygous for two traits that include one dominant and one recessive. Four phenotypes were considered in this investigation of dihybrid genetics that include the following; Firstly, non-purple entails no expression of purple anthocyanin pigment in the plants (anthocyaninless) and the genotype of this mutant that is recessive is anl/anl. Secondly, Purple entails a pigment referred to as purple anthocyanin is visible on the hypocotyls. This trait is known to be wild type (dominant).The genotype is ANL/ANL Thirdly, the yellow Green; in this case, the homozygous (ygr/ygr) produces a plant that is light green than the normal green fast plant. Fourthly, normal green genotype is wild type (dominant) for yellow green and it is known as YGR. Purple stem Wilscon fast plants consists of anthocyanin which is purple pigment found in several plants that include Wisconsin fast pl ant used in the experiment (Williams, 1986). The pigment can be observed best at 4-7 days. This could be observed at the plant hypocotyls and stems under the leaf tips and cotyledons. It is well known that the single gene (anl) regulates whether the anthocyanin will be expressed or not. The (anl/anl) homozygous form is seen to be completely suppressed. In this case, the plant will appear bright green (non-purple).Yellow green gene (ygr) determines whether the leaves will be either green or yellow green in colour. The leaves will appear pale (yellow green in colour for recessive (ygr/ygr).But for YGR/YGR genotype the leaves will appear green and in this case, this genotype is the wild type. The test that is normally applied to show how well the observed ratios fit the expected statistical ratios is referred to as chi-square test. In this case, the observed number deviations is calculated from the

Theoretical Approaches to Leadership Essay Example | Topics and Well Written Essays - 2000 words

Theoretical Approaches to Leadership - Essay Example Fred Fiedler developed the first contingency model for leadership, known as The Fiedler contingency model. It is suggested the model is "the most comprehensive program of research ever conducted on leadership" (Fiedler, 1967, as cited in Elkin and Inkson, 2000, p. 212). Fiedler developed this theory by studying hundreds of groups and teams', ranging from basketball teams to military unit, to examine leadership style and its effectiveness in different situations (Forsyth, 1999, p.355; Elkin and Inkson, 2000, p. 212). The theory suggested "That successful group performance relies upon the appropriate match between the leader's approach to interacting with his or her followers as well as the extent to which the circumstances gives control and authority to the leader (Robbins, 1993, 372). In other words, leadership effectiveness is contingent or dependant upon the suitability of the leader's style and the favourability of the situation (Forsyth, 1999, p. 355). In Fiedler's model, he utilized a measure called the LPC (least preferred co-worker scale) to measure between task-orientated and people- orientated leadership. People who scored high on LPC were considered 'people- orientated' whereas people who scored low on the LPC was considered 'task-orientated'. Individuals' LPC scores would determine the type of situation for which they were best suited. Furthermore, the situation was defined and measured through 3 important variables, 1. Leader-member relations 2. Task- structure 3. Leader position power

Public affair class media material plan Case Study

Public affair class media material plan - Case Study Example A committee member reckoned that, â€Å"the international students form a huge part and we are conscious of their different problems and they should therefore feel encouraged and safe while applying for courses in the United States†. â€Å"The main reason for this press release is to address the problem of online courses that are increasing radically† added another committee member. It is challenging for the department to control the number of colleges that are advertising for international courses online since we do not have control or access to the information that is released to people all over the world. In this regard we are therefore, looking for ways to control the number of these adverts over the internet and engage other government department to help in curbing the problem. The Department of International Students has received these complaints from citizens currently in the United States and in other parts of the world. We want to reiterate that although it is possible to control the problem within the country the same cannot be replicated in other parts of the world. This is because some of the messages the students receive are scams and they may originate from the home country. We are advising all students that although the terms and conditions for some and not all of these institutions may seem credible it is advisable if they could contact us so that we can get the information and relay to them whether it’s credible or not.We are looking to engage other student bodies and organizations in other countries to get their view on the methods that they use to eradicate the problem and see what we as a department can use to help the students. â€Å"However, as aforementioned, the student bears the highest responsibility since they make the independent choices on the best courses that are in line with their abilities and interests†, concluded the

Toyota in the path of Globalisation Dissertation

Toyota in the path of Globalisation - Dissertation Example And those facts are giving huge competitive advantage to Toyota over its rival’s automobile manufacturer in domestic market as well as global market. Globalisation in today’s world is more effective than anything else in the world. Globalisation means doing business all over the world. Not only business means goods and services but also it is an exchange of cultures, thoughts, ideas and views of the people of one location with the people of other locations. As more and more organisations are following that path so business is getting more competitive in everyday. Several strategies were included in the production line of Toyota to be more effective on the way of globalisation and to be more competitive in world market. Company Overview In 1937 Toyota was founded. It is a manufacturer of automobiles, headquarter is in Toyota, Aichi, Japan. In 1957 Toyota entered into United States market at first. In last seventy six years it introduced itself in one hundred and seventy countries all over the globe. Most promising markets of Asia and developed markets of North America and Europe, Toyota made its presence. As export grown heavily firm made its production bases in several regions according to that regions demand. This policy is widely known as "producing vehicles where the demand exists" (toyota-global.com). Currently Toyota has fifty one manufacturing base in twenty six different locations of the world. Not only manufacturing units all over the globe, but also Toyota now have nine different research and development bases all over the globe and developing "from development and design to production, as well as sales and service, Toyota has now achieved consistent globalization and localization" (toyota-global.com). Q.1. Marketing Mix of Toyota: To make its business global Toyota had several hurdle in developing that system. First thing that come up in the process is assurance in quality. Toyota achieved that by introducing one statement in its manufac turing unit that is â€Å"no matter where Toyota vehicles are made, they must have the same high level of quality." This company does not put any ‘Made in USA’ or ’Made in Japan’ tag over its cars. They only put one statement in their vehicles, which is ‘Made by Toyota’. This is a ‘Toyota Way’ kind of promotion in its every product throughout the globe. They do not bring highly educated or qualified or skilled labours or employees for production but they trained their own manufacturing people by themselves to enhance their level of skill. Just for that reason Toyota in 2003 opened a Global Production Centre (GPC) in its Toyota city inside of its Motomachi Plant. In 2006 to increase its presence in Asia Pacific, Europe and North America Toyota opened more Global Production centre in United Kingdom, Thailand and United States. Below diagram is showing the Toyota’s research and development units and manufacturing units in sev eral locations of the world- Source: http://www.toyota-global.com/company/profile/in_the_world/ There are two major principles on which Toyota’s manufacturing process is depending on; they are continuity in improvement and proper respect and remuneration to its employees. The main slogan in Toyota’s manufacturing system is ‘making thing’ and that is followed by a most innovative and productive process that is "lean manufacturing system" or it can be called as "Just-in-Time (JIT) system†. Constant improvement system is followed in production units to achieve "making the vehicles ordered by customers in the quickest and most efficient way, in order to deliver

An exploratory paper arguing both sides using past and present major Research

An exploratory arguing both sides using past and present major issues of gay marriage. Explain them through summaries and - Research Paper Example This essay examines the issue of gay marriage through positions on the right not to marry, the right to marry, and civil unions. One of the prominent positions on gay marriage is what has come to be referred to as the right not to marry. In regards to this position one considers that the institution of marriage affords a number of benefits, predominantly in government tax incentives. In this way individuals that marry have specific rights that place them at an advantage over non-married individuals. The right not to marry then has constituted a perspective that provides a counter-point to the benefits gained through marriage. Polikoff notes that if the right to marry is considered a right then, â€Å"– the right not to marry – should likewise be fundamental. Revived proposals to condition poverty assistance on marital status, as well as tax benefits and burdens based on marital status, would require strict judicial scrutiny† (Polikoff). In this way Polikoff has c onsidered both the benefits gained through marriage and the perspectives on marriage as a fundamental right. She is arguing then that if the courts establish the right to marry a fundamental right for all people, including gays and lesbians, there should be a concomitant right not to marry. Ultimately, this right would benefit not only gays and lesbians, but individuals that choose to forego marriage. Another prominent position in the debate on gay marriage is the notion of the right to marry. The right to marry has long been a prominent issue, not only in gay and lesbian marriage concerns, but also in broader civil rights perspectives. In this way some of the most prominent right to marry controversies emerged during the civil rights era of the 1960s when there was significant debate over interracial marriages. Still, in the 21st century the most prominent right to marry issues have surrounded concerns over gay marriage. In this way there has been significant disparity of opinion o ver the extent that the constitution guarantees the right to marriage and to which groups of people. In large part this issues has been addressed at the state level. Currently, the majority of states restrict gay marriage based on the belief that marriage is between a man and a woman. Undoubtedly the belief against a blanket right to marriage for same sex couples has been influenced by prominent religious perspectives in the country. One considers that Christianity, the dominant Western religion, has opposed gay marriage; there is additionally scripture that indicates marriage should be between a man and a woman. In this way a great amount of American citizens continue to object to gay marriage based on moral reasons. Recent polling data have attested to this, noting that the highest percentage of people that oppose gay marriage have strong religious affiliations; over 77% of Protestants oppose gay marriage, and 71% of people who attend church services more than once a week oppose g ay marriage (PewResearch). While religious groups are not the only sect of people that oppose the right to marry, they constitute a major oppositional position within the country on the issue. The restriction of the right to marriage, however, has been challenged in a number of notable situations. One of the most prom

Inventory System Essay Example for Free

Inventory System Essay With our fast-paced developing society, many of our institutions optimize to perform their procedures in a computerized manner. They consider this as a great reliable process to lean on. They believe that this method will help them catch-up with this quick changing situations that they encounter each day. However, it is hard to imagine that many of us still stick to the manual method knowing that computerized system is just there waiting for them to take advantage of. There are several reasons that are forcing them to be stuck with to this traditional system. One of these is illiteracy; no one in this world is unable to understand and adapt to the computerized system if it will be properly introduced and taught. Another one is being doubtful with the system; they believe that manual system can perform less error than an automated system. But as the years goes by, a number of certain works have grown indicating that the manual method is not practical and efficient anymore. Nowadays, people have become more conscious with their time and they find essential ways on how they can do such work in less time or how they can do their number of works at the same time. This study is aimed at developing a computerized system for a barangay that still practices a traditional way of creating a Barangay Clearance and management of database. We will do this by incorporating the technology of using camera and stylus pen for creating a Barangay Clearance. We will also use the computer to properly manage their files. By using our system, their barangay employees can have fast, more practical and efficient way of doing their tasks. This chapter will provide an overview of the study, present general and specific objectives, state the scope and limitations, and give its significance. Background of the Study Barangay Molino VI was formed by Governor Juanito Remulla, it was then only the Soldiers Hills IV Subdivision, which was comprised of four (4) phases. The first appointed Barangay Chairman was Mr. Reu Lucio Samaco. He was appointed by then Governor Juanito Remulla. The first Sangguniang Barangay Officials were the Homeowners Association Officers of the four phases of the Subdivision. The legality of the appointment of Mr. Reu Lucio Samaco was questionable at that time, since he was in active service in the military consequently; Mayor Victor Miranda then appointed Mr. Tarsicio Dalman and assumed the office of the Barangay Chairman. After two years of assuming as interim Barangay Official, a Barangay Election was held in 1994. Thus, Mr. Tarsicio Dalman ran for the position of a Barangay Chairman and won. Together with his Barangay Kagawad officials who also won were Antero Anero, Wilfredo Arjinal, Mario Cruz, Joey Eslao, Jose Virrey, Remedios Prospero and Amante Isla. They were the first elected Sangguniang Barangay Council. The first elected Sangguniang Kabataan Chairman was Amil Rasuman and the Appointed Secretary was Gloria Galve and likewise the Barangay Treasurer was Evelyn Soriano. In 1997, another Barangay Election was held, another victory again for Mr. Tarsicio Dalman as Barangay Chairman. He served the Barangay Molino VI until his untimely death December in 2000. The first elected Kagawad then assumed the Barangay Chairmanship was Ms. Remedios Prospero. It was in the term of Kapitana Remy, as she was fondly called by her constituents that Barangay Molino VI ballooned in terms of population, housing, and small business. As of now, Barangay Molino VI is composed of four Subdivisions: the Soldiers Hills IV Subdivision which comprises of four phases, BF el Grande Homes II, BF Topman Homes II, and Woodwinds Village with a total population of 17,000. We have also identified depressed areas which are located around the perimeter of the subdivision, named as Maralit Compound, ARC Compound, the Creekside, Manggahan Alonzo Area, the Block 16 Hicban Area and Block 12 Barracks. The dominant religion in this barangay is the Roman Catholic which is about fifty percent, the Iglesia Ni Cristo about 25 percent and the remaining percentage is divided among the Protestants, Jehovah Witnesses, and Islam respectively. The researcher of this study proposed a system named Design and Development of a Computerized Barangay Clearance with Information System for Barangay Molino VI that will help the barangay constituents. To properly manage their files in a computerized manner create a process of Barangay Clearance done in a more efficient way. This system will be helpful for the maintaining, searching, and storing of records of those residents that have past incident reports. This will help barangay employees to do their work in a faster and more reliable process. Theoretical Framework As Carlos Richard A. Bawalan, Edgar C. Miguel, Ma. Carmela M. Reyes and John Frederick Sia Sy stated in their study entitled Faculty Tracking Device Nowadays, we are dependent on computers from simple to complicated computation, from small to big business and many more. Computers are here to stay and will continue to increase its influence in the lives of many people, throughout the future. Different transactions are made easy through a computer companies which are using computers especially to their databases. Companies believe that through computerization, they save time and effort and they are sure that their work is accurate and reliable. As new programming languages have developed, features have been added that let programmers express ideas that are more remote from simple translation into underlying hardware instructions. Because programmers are less tied to the complexity of the computer, their programs can do more computing with less effort from the programmer. â€Å"The process of preparing programs for a digital computer is especially attractive, not only because it can be economically and scientifically rewarding, but also because it can be an aesthetic experience.† -Donald Knuth However, testing by itself does not improve software quality. Test results are indicators of quality, but in and of themselves, they dont improve it. Try to improve software quality by increasing the amount of testing; the software development techniques you use determine how many errors testing will find. If you want to improve your software, dont test more; develop better. â€Å"A program is never less than 90% complete, and never more than 95% complete.† – Terry Baker Lastly, computerized systems are not really perfect or we can say that a perfect computerized system does not exist. We have chosen this as one of our principles because we cannot prevent criticisms from the users of our system especially those with people who are not really knowledgeable about the capabilities or limited capabilities of a computerized system. We can promise them improvement, but not absolute perfection. â€Å"If we think across so many different scenarios, the way they were typically done a few years ago and the way they will typically be done a few years from now, it will show a dramatic change We are developing software that’s in the car, in the phone, of course in the PC, the set-up box, the watch. All the places where software can run, we want to make sure that we do the best we can to make that connect up and to make it seamless.† – Bill Gates As emphasized by Bill Gates, the owner and founder of Microsoft Network, we have a need for computerization to be able to compete with other countries and demonstrate their potential when it comes to globalization. Aside from most of the possible gadgets to be automated, Mr. Gates envisions greater means in enhancing one’s chance in becoming successful. Truly, this experienced entrepreneur and Information Technology magnate has the ideologies of the best chances and ways in achieving the betterment of different business industries. â€Å"With the renewed business confidence, we intend to promote the country as the e-service hub of Asia and seize the I.T.’s potent opportunity for growth and development. The government and the private sector have developed the electronic commerce action agenda or ISP.com to achieve this objective. The ISP.com is a comprehensive strategy to develop an environment conducive for the investment in, and growth of E-commerce. The plan identifies a focus market where Filipino companies can concentrate to maximize inherent advantages of the country’s human resource† – Gloria Macapagal-Arroyo Obviously, the former President wants the Filipinos to realize that it is never too late to discover and learn the possible advantages that we can gain from adopting Information Technology (I.T.) for various businesses. To be sure, great innovation can take place if the country will just communicate and seek the assistance of people who are knowledgeable when it comes to enhancing I.T possibilities. Definitely, our country needs to wake up and see the great possibilities I.T. can bring, once it is being employed.

Software piracy: An overview

Software piracy: An overview SOFTWARE PIRACY IN AFRICA Software piracy is a combination of two different words which are software and piracy. Software can be defined as generic term for computer programs which operate the computer itself; Also Microsoft Encarta dictionary defined the word software as programs and applications that can be run on a computer system. Piracy can simply be defined as the unauthorized reproduction, doubling and distributing or use of copyrighted materials; as for this software piracy can be the illegal copying of software for distribution within the organizations, schools, homes or to friends, clubs and other groups, or for duplication, selling, and installing multiple copies onto personal and work computers. Citizens duplicate or copy software illegally from Macromedia, Adobe, Symantec, Autodesk, Microsoft, Grisoft e.t.c. Africa happens to be the worlds largest and second among the most heavily populated continent after Asia; it has different ethnic group. According to the piracy rate, Africa is one of the highest continents that has or make pirated soft wares in the world. With a 36% piracy rate, South Africa has the lowly piracy rate in Africa, where Nigeria and Kenya are the highest within the region as for 2000-2001 with 71% and 77% respectively as Zimbabwe has the highest in the world where South Africa has just one proportion above the overall average of 35%, according to the 3rd yearly International Data Corporation (IDC) and Business Software Alliance (BSA) overall software piracy study unconfined recently. South Africas piracy rate has decreased one proportion point in the current year, however still represents a 1.2b rand thrashing. The minor decrease in software piracy is qual ified to government act and the obtaining of renowned laptops other than desktop computers full by local assemblers. According to Stephan le Roux, the chairman of the Business Software Alliance (BSA) in South Africa in the following site: http://www.ibls.com/internet_law_news_portal_view.aspx?id=1516s=latestnews Editor, Maricelle Ruiz, IBLS Director Africa Wednesday, June 14, 2006 Software piracy ruins one of the main hurdles to understand the possible of the information economy in South Africa, on the continent and certainly roughly the world, As we are happy that piracy levels are dropping, there is still an anxiety for our local economy that over a third of software in use is against the law. This anxiety rises when you look at some countries in Africa, where as few as one in ten copies of packaged software are legally paid for. Due to the analysis made, the average rate for the African countries reviewed surpassed 70%, in Zimbabwe 90% of the software used is illegal and banned. Jointly with Vietnam, Zimbabwe has the maximum software piracy rate in the world. The mainstream of the African countries for which exact data is available Cameroon (84%); Botswana and Ivory Coast, Algeria and Zambia (83%), Nigeria and Senegal (82%), Tunisia and Kenya (81%) have a piracy rate above 80%. The study estimates that the rest of the countries in Africa, incorporated under the entry of extra Africa, have an average piracy rate of 84%. Egypt has been running to turn out to be a center for Arabic software, but also it has a 64% piracy rate with proportion point lower than the preceding year; while Morocco, which has just been highly praised by the humanity Intellectual Property Organization for adopting dealings to improve its IP system, contained a 68% piracy rate four proportion points lower than the preceding time. Morocc o is among the four countries with the leading proportion point in the preceding year. According to Angola press, quoting Hlatshwayo in http://www.warsystems.hu/?p=189 by bodo on 16/10/06 Zimbabwe, Nigeria, Botswana and Kenya are named as the principal culprits; and As a result of piracy in Africa Microsoft lost $31 million between 2004 and 2006. Many African developing countries need to have IT staffs and implements ICT to joint the todays global world, but to purchase single software is too expensive where they use this reason and makes piracy or uses pirated software; what ever be the case, reasons for copying or making piracy are categorized into 3: 1) purpose of use, 2) economic reasons, and 3) legal reasons. Purpose of use Reasons in this compilation transmit to the reason of use (non-commercial use, running purposes at home, studying, testing) or to the method of using the software (momentary use, compatibility reasons). The subsequent examples demonstrate these views: It is satisfactory in non-business use (for example, studying); it is not satisfactory for trade purposes. You preserve not research by means of costly software earlier than you purchase it experimenting previously makes executive simple and gives self-assurance, I experience the licensing cost for many equipment foolishly patronize while I work at home in addition to at work. Economic reasons In this compilation, the purpose for the illegal duplication of software is based on economic issues. According to respondents, the motives after these reasons are paucity (lack of money) and the wish to accumulate or save money (cost-benefit/efficiency). The subsequent extracts demonstrate these views: In a family there is a jobless computer professional who needs to preserve and keep up his professional Skills, but the family has no money, so the only opportunity is unlawful or illegal copying of computer software. The cost-benefit association does not arrive up to hope. think, for example, games, which one can only play from first to last once, and which outlay 250-350 Finnish marks 50-70 USD/EURO. Legal reasons In this compilation, the purpose for illegal duplication of software is based on legal issues. According to respondents, the rule was measured conventional, or it does not believe duplication as illegal doings. Examples follow: It is not unlawful for personal persons (in Finnish rule this subject is not an illegal offence as far as persons are concerned) the accessible rule is bad, hard and conventional concerning this issue. Software piracy is an act that is against the law and has many problems or harms; among the problems of software piracy are: Software companies compact with very high losses due to software piracy. Pirates expand a lot of money from their software piracy. People are not attentive that what they are doing is a crime. Reasons why the unauthorized copying of software is unacceptable are clustered into three different content categories: negative consequences, free software available, moral and legal reasons and other reasons. Negative consequences The reasons under this compilation are based on the perceived negative consequences of the unauthorized doubling of software. According to respondents, the duplication of software brings on the following kinds of harmful penalty: the worth of software grow weaker, Systems run out since people in all-purpose are not paying software, the cost of software rises and the motion affects sincere and truthful users. Some respondents wrote in ACM Digital library p-siponen: It is possible that the software will weaken in quality, if the software does not bring in anything (widespread copying). The producers of programs lose money and their future production [of software] will suffer. The price of software stays high because only a few buy software. Moral and legal reasons The respondents alleged wickedness at the same time as reasons against illegal copying of Software. Examples are as follows: dishonesty; if unlawful software is used on behalf of earning then that work is morally wrong. If software is duplicated destined for earning money or if it is copied in huge amounts or if individual earns ones income through repetition or copying, I believe those actions wrong I have lawfully bought some of the software I use, but I also have copies of software. If I ever need program/programs for purposes of earning my living, I will definitely buy it/them. The question here is Why Do Piracy Rates Differ? Generally unspecified factors to clarify piracy were grouped into four categories: economic factor, technical factor, regulatory factor and social factor. By looking at each of them individually: Economic Factors. Researchers have long documented the consequence of software price in piracy. According to Shin et al after his research in ACM Digital Library p-bagchi suggest that Gross Domestic Product (GDP) per capita is inversely related to software piracy level. Given the decrease in software prices, it may be that a countrys GDP has less of an effect on piracy than it did some years ago. GDP was bringing into being to be a major marker of piracy in 1996 however not in 2001 or in 2003. More, GDP only might give explanation barely 62%à ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬63% of the difference in piracy. These findings may help clarify why dissimilar studies have indoors at dissimilar conclusions regarding the Role of GDP. It appears that the shrink in comparative cost of software has pointed the need for piracy. Specified the raise in piracy above this time, nevertheless, it follows that supplementary factors are concerned, and promote that these factors are rising in shock. Technical Factors. Software piracy is assumed to be more widespread in nations with low IT infrastructure given that the eminence of existing software is minor. Thus, people frequently copy and work with pirated software. The difficulty is compounded as software revisions occur. While the necessitate to remain ready for action in the course of upgrades is essential, it is meaningful only if reasonable lots of researchers also consider that software piracy has also flourished through the beginning of the Internet given that some Web sites offer a complimentary software or at prices cheaper than the manufacturers. Regulatory Factors. By commanding elevated tariffs, therefore ever-increasing the cost of software, governments may innocently support piracy. Developing nations repeatedly enforce elevated tariffs on computer products and thus their piracy rates are superior. It is also thought that low censures for import and elevated accessibility of pirated software are also reasons for piracy growth. Copyright rules are well thought-out foreign-induced, without problems understood and outlying fewer strictly forced. According to Meso et al in ACM Digital Library p-bagchi he identified enforcement of copy write laws as a salient issue in the development of a sound national IT policy. However, governments do not consistently implement such rules, partly because of lax law-enforcement facilities and institutional traditions that tend to ignore corruption. Thus, while enforcement of intellectual property rights and proper education may alleviate the problem, in reality few offenders are caught or pr osecuted. Occasional raid s from law-enforcement authorities have seldom disturbed the flow of pirated software. In nations that allow pirated software to be sold at lower prices, black markets have flourished. Individuals and companies in these nations may not even be aware that buying pirated software is illegal since the software has an aura of legitimacy. The overall effect of low censure and easy availability can be captured by the indicator of corruption. Corruption can be defined as the charge of obtaining rights that merely the State can lawfully award, such as preference in loans, taxation, subsidies, tariffs, regulation, and government contracting. Social/Cultural Factors. These factors pass on to the established social or construction of a country and the attitudes joint by members of that society. Single assess of social or public structure is the merit between independence, an insecurely joined social network where people take care of themselves and collectivism, a strongly joined social network where the group reaction is strong. Software piracy is popular in collectivistic societies where people tend to create a psychological detachment among members of the in-group and the out-group. Obligations or devotion to in-groups are measured awfully essential, and in switch over people look forward to that members of in-groups will look after them. Out-groups, on the other hand are not deemed valuable of esteem, given that they do not donate to the broad comfort of the in-group. In such societies, software purchased by a person is estimated to be collective among members of the in-group. given that nearly all collectivistic societ ies lean to be third-world or developing countries, software producers in overseas nations are viewed as out-group Even though software piracy is against the law there are certain companies that benefit from software piracy; according to the president of Microsoft Corps business division within a question at Morgan Stanley Technology Conference the president Jeff Raikes, he admitted to facilitate the companys benefits on or after software piracy in an obvious tilt of the hat to the open basis software giving out replica; he also added by saying there was a well line among seeing high numbers of consumers and making sure that they are using genuine products. He said our favorite objective is that we would like people to use our product. If theyre going to plagiarize someone, we would like it to be us to a certain extent than someone else, he further says. And thats because we appreciate that in the long run the basic benefit is the install foundation of people who are working with our products. Also in addition to that, according to Adrian a technology journalist and author who has devoted over a decade to helping users gets the most from technology. He also runs a popular blog called The PC Doctor. http://blogs.zdnet.com/hardware/?p=111 on 4 October 2006 said I have a propensity to control my property here to hardware related matters, but I experience forced to remark on the newest twistsin theWindows Genuine Advantage saga. This newest twist is the declaration that Windows Vista is to containtechnology comparable to WGA intoit.This statement came out on 4 October 2006viaMicrosoft Press Pass in the form of a press release announcing software protection platform (SPP). Now, whileI dont overlook software piracy for a minute, I use to get it tough tomake much compassionfor the Redmond monster. The method that Microsoft has implemented SPP and WGA doesnt formulate it obvious that the judgment agreed on a PC can be flawed. As an alternative they areforcing individuals who by mistake accused of software piracy to excavate bottomless hooked on their pockets and come up with an additional $149, all because of a software virus. That isnt just incorrect, its wickedness. Allow me suggest the subsequent reaction to career: mistakenly condemning somebody of software piracy is in addition not victimless. See, the thing that bothers me concerning Windows Genuine Advantage and Software Protection Platform is not so much the technology but rather the Draconian way Microsoft is wielding this power over users. Microsoft is confidently dedicated to the perspective that everyone flagged as running a duplicated copy of Windows have to be running a duplicated copy. If the system works and just picks up on individuals running non-genuine copies of Windows, thats great. The world believes that everything that has advantages must have disadvantages; after the advantage of software piracy according to some communities and companies; software piracy disadvantages many people through different ways like the pirate, manufacturers, permanent consumer. If the pirate is caught, he or she spend time in prison, faces rigid and the company also decides to force down charges; a pirate is very liable to download a Trojan or even spy ware, but due to the fact that he likely does a lot of downloading in general, and also because many invented cracks and keygens are actually malware in costume. If pirates are pirating software from a particular company, the company does not receive as much money for their product. To manufacture software can be very expensive, and the cost needs to be recouped in the shear bulk of sales. Due to lack of revolving large profit, they cannot have enough money to finance another round of development, research and also cannot produce new and enhanced versions. The consumers has to deal with the improved anti-piracy safeguards, such as entering product activation key code, and sometimes even a special dongle one must plug into their computer; categorize the company who makes the software to offset the effects mentioned above, they have to increase the per-copy price of the software. Even Microsoft is not immune to this, thats why they created a $300 version of windows vista, even though XP professional only cost perhaps $200. Software piracy has different issues like ethical, professional, social, and legal. Looking at the ethical and professional issues we have: Programmers and the theater artists lose income when copying and repetition is frequent; due to extreme software piracy software companies loses a lot. Certainly we have the freedom to make a copy for a friend, but are duplicating of software an act of sympathy on our part or an act that need kindness reaction from the programmer? Even though large-scale marketable piracy is inferior, individual duplicating is still not ethical. Pricing that is far lower than the manufacturers price can be a warning, but lots of people believe they are getting a good buy not a pirated program. Social issues are: There are lots of things we cannot find the money for; so not being able to afford software is not an excuse for duplicating it. The amount and success of a company do not give reason for enchanting from it. The quantity of people copying software does not verify if it is right or not. People buy pirated software without realizing what theyre doing i.e. without knowing the implications of doing it. Customers use to buy products, such as books and CDs that can be shared with friends and family. There are lots of ways customers can be fooled; in the sense that a pirated software dealer can sale many soft wares with a single key to the customers and within some days the software will request for original key. Legal issues are: But if you buy Windows, it doesnt belong to you, its Microsofts; theyre just leasing you use it. Software piracy gets 7 years in prison Is against the copyright law There are certain options to reduce software piracy; the solutions are categorized into four, namely ethical, social, legal, and market. We have protection under ethical, applying laws under legal, education under social and detection under market. Make sure the protection of leisure industry, publishers and software companies savings expected, or hoped-for revenues. Apply on hand laws, policy, guidelines or increase new ones to protect copyright owners, but also to look after fair use, sensible community access, and the chance to use new technologies to the fullest to supply new services. Technical, executive and lawful solutions include technologies to frighten duplication, selling and contractual changes that reduce the motivation to duplicate unlawfully. Educating with reference to the purpose for copyright guard, enforcement and reconsideration of copyright law. Ensure that citizens who work in manufacturing, marketing, and management are paid for the time and exertion they put to produce the vague academic property we benefit from. Also in addition to how to reduce or avoid software piracy in Africa on Monday, 30 July 2007 an article was released in http://www.mmegi.bw/index.php?sid=4dir=2007/July/Monday30 with the following heading: China in Raids to Limit Software Piracy in Africa The fight against computer software piracy in Africa has received a boost following raids and arrests made in southern China over the last two weeks, the result of the largest investigation of its kind in the world. The Public Security Bureau (PSB) in China, the Federal Bureau of Investigation (FBI) and hundreds of personal companies and allies have been functioning as one to crack a most important software forging association. The association was supposedly liable for distributing US$2 billion (about P12.3 billion) value of forged Microsoft software to 27 countries around the world, as well as Nigeria. Not only did this putting off software resellers from making lawful revenues, it also bare users to the risks related with using pi rated software. The forged goods detained in the raids comprised 13 of Microsofts most well-liked products, counting Windows Vista, Office 2007, Office 2003, Windows XP and Windows Server. Microsoft appreciates the work of Chinas Public Security Bureau in taking such burly enforcement action with these arrests and raids in southern China, said Abednego Hlatshwayo, Anti-Piracy Manager at Microsoft East and Southern Africa. This issue is supposed to serve as a come around call to forgers. Consumers and other organizations in the region of the world are revolving you in, and important act will be taken to defend intellectual property. In conclusions I learn that the software company is an area where home businesses can compete well with multinationals in both local and foreign markets. Yet, without suitable security in less-developed countries mainly African countries where piracy rates are reasonably higher, software pirates can devastate the income streams of small companies that have managed to effectively create particular niches in the companies. That piracy could be helpful to companies without the occurrence of Network effect. If customers have major dissimilarities in their minor value of Money, piracy can shrink competition and increase companys earnings. The solution to the Assessment is the fact that the same amount of money represents different worth to different customers. Poor customers usually value money more than rich customers. The companies therefore need to appoint in more excited competitions to attract these customers, which could be harmful on the whole profits of the company. And all softwa re companies should joint Hand and tackle the pirates via applying laws, educating and detecting them. REFERENCES: www.google.com www.about.com http://www.ibls.com/internet_law_news_portal_view.aspx?id=1516s=latestnews http://blogs.zdnet.com/hardware/?p=111 http://www.warsystems.hu/?p=189 Multi Agency Working: Child Vunerability Multi Agency Working: Child Vunerability There is a wealth of governmental documentation and policy reforms upholding the notion of agencies working in partnership to support vulnerable children. Previously to these reforms there had been a history of fragmentation between agencies and the therefore a inherent failure to share information resulting in catastrophic gaps in the support of vulnerable children. This was emphasised by Lord Laming (2002), and then the subsequent investigations and publication of the Climbie report (2003) post the preventable death of Victoria Climbie. The perceived importance of early identification and intervention as demonstrated in Every Child Matters. (2003, p3), DoH/DfES. (2004) We have to do more both to protect children and ensure each child fulfils their potential and the need for more co-located, multi-agency service in providing personalised support. The Childrens Act. (2004) was the culmination of the Green Paper DfES. (2003) Every Child Matters:Change for Children Agenda, which dictated that every local authority has power to administer grouped budgets and implement a Childrens Trust in order to pull together services to meet the specific needs of an individual child. Wilson, V. Pirrie, A. (2000) states that although partnership working is upheld as extremely beneficial for all children, those children with special educational needs and/or disabilities have formed the focus of much of the educational multi-agency activity. The aims of coordinating these services through a shared working practice across the health and education arena whilst providing a therefore seamless service of support and a one-stop shop for all provisions, supported with the collaboration of Multi-agency working, are strongly emphasised within a plethora of governmental literature DfES. (2003/2004). Joint working is therefore unequivocally viewed as the m eans of providing a more cohesive and therefore effective integrated approach to addressing the needs of the child and family, and in doing so, overcoming many additional stresses that are imposed on families through fragmented support and services and therefore giving the child the best possible start in life DoH. (2006). Although no one argues against the benefits of integrated services Stiff. (2007), and there is clear decisive backing and direction for local restructuring and reorganisation to shape services to meet the needs of the most vulnerable children more effectively, the detail surrounding the configuration and delivery of local services has not been prescribed Rutter, M. (2006). There is minimal research-based evidence regarding the efficiency of multi-agency practice or suggesting which activity carried out by those agencies is most useful, with no absolute model of the many factors influencing its success Salmon, G. (2004). However, the Government has demonstrated a s ubstantial commitment to local authorities developing multi-agency partnerships, providing considerable flexibility for those local authorities and communities to develop their own multi-agency activities, tailored to meet specific needs of their individual areas. However it has often proved difficult to establish the exact impact of multi-agency working, mainly because of the difficulty of isolating why and how a particular outcome has been achieved. This is changing as major programmes are evaluated, Atkinson et al, (2002) states that other commonly identified outcomes of multi-agency work are an increase in access to services not previously available and therefore a wider range of services, easier or quicker access to services or expertise, improved educational attainment and better engagement in education by pupils, early identification and intervention, better support for parents, childrens needs addressed more appropriately, better quality services, a reduced need for more spe cialist services and benefits for staff within those services. Introduction to the SEN Team (SENCo) There are many teams working within the umbrella of education and child services, one particular team is that of the Special Educational Needs team, this case study will focus on the role of the Special Educational Needs Coordinator (SENCo). The role of the SENCo has been formally established Cowne, E (2003) since the 1994 code of practice DFE (1994) when all schools in England and Wales were required to have a designated teacher in the role of special educational needs coordinator (SENCo). But many schools had SENCos before that date, as the role had been developing since the mid 1980s when training of SENCos had begun in most LEAs. The 1994 code of practice DFE (1994) detailed the tasks that should be covered in the role of the SENCo. These tasks included liaising with external agencies including the educational psychology service and other support agencies, medical and social services and voluntary bodies DFE (1994, para 2.14). A revised code of practice Dfes (2001) added the resp onsibility of managing the SEN team of teachers and learning support assistants within the educational establishment where recently publications.parliament.uk (2006) its significance was re-affirmed. SENCos play a key role in building schools capacity and skills in meeting childrens SEN because of their crucial role in advising other members of staff on SEN matters, linking with parents and working within the multi-agency arena. There is substantial literature related to SENCos authored by researchers, academics and practitioners, in particular, the nature, remit and working conditions of SENCos have been the subject of considerable interest. At school-level, the expectations on, activities of and working condition of SENCos remain highly variable. Barriers how are they overcome (Theory and practice) The achievement of effective multi-agency working within the SEN arena has proved more difficult to achieve than was initially anticipated. In order to create a climate of change where SEN professionals and agencies can work effectively together it is needed that the participants understand what the barriers to change are. Some of the barriers to achieving more effective multi-agency working within the SEN environment that have been identified by DFes (2007) are professionalism; conflicting priorities of different agencies; dealing with risk and the need to change the culture of organisations. Working in collaboration with other professionals and agencies involves SEN and multi-agency workers moving out of their comfort zone and taking risks. Anning, A. (2001, p.8) highlights, However, little attention has been given to two significant aspects of the operationalisation of integrated services. The first is the challenge for SEN workers of creating new professional identities in the ev er changing communities of practice (who I am). The second is for workers to openly communicate and share their personal and professional knowledge in order to create a new version of knowledge (what I know) for a new multi-agency way of working. Lownsbrough, H. and OLeary, D. (2005) states that Despite the genuine support of Every Child Matters, all SEN professionals are faced with the constant challenge of not reverting back to their comfort zone of their organisational boundaries, their professional authority and life inside these traditional boundaries can be far less complex and threatening, and after years of working in a particular fashion they are not easily forgotten. Although no one argues against the benefits of integrated services of multi-agency working Stiff, R. (2007), and there is clear strategic backing and direction for local restructuring and reorganisation to configure SEN services to meet the needs of the most vulnerable children more effectively. There is still little research-based evidence regarding the efficiency of multi-agency strategies or suggesting which activity is most useful, with no comprehensive model of the issues influencing its success Salmon, G. (2004). However, Government has demonstrated substantial commitment to local authorities developing multi-agency partnerships of which SEN is part of, and also providing considerable flexibility for local authorities and communities to develop their own multi-agency activities, tailored to meet their own local needs.Joined-up working has deep implications for the professionals working within the SEN teams, and for the agencies that commission their services. In multi-agency team work, professional knowledge boundaries could have a tendency to become blurred, professional identity can become challenged as roles, and responsibilities change. Some SEN team members may struggle to cope with the fragmentation of one version of their professional identity before a new version can be bui lt. Moreover, the rapid pace of SEN reform leaves little time for adjustment as SEN teams move (often within tight time scales) from strategic planning to operational implementation, with little time for joint training Birchall, E. Hallett, C. (1995). However, it could also be said Freeman, M, Miller Ross, (2002); Harker, Dobel-Ober, Berridge Sinclair, (2004) that SEN team members are more likely to deliver on their objectives with sufficient planning and support from partnering agencies that established the teams in the first place which inturn leads on to empower inter-professional collaboration which include not only enhancing coordination structurally, but also establishing a culture of commitment at a strategic and operational plane to overcome professionally differentiated attitudes. 4. The Way Forward It has been said Bowlby, J. (1988) that children need a secure base from which to explore the world. SEN practitioners also need a secure base in the knowledge that has been acquired though training and practice. Perhaps there is a need for an individual to value what they know and be confident about their knowledge. At the same time to be aware that their professionalism relies on constant updating of working practice and skills via work training and further education, and being aware that there is always something new to be learnt or shared. SEN Professionals now and in the future need to be able to draw on the professional skills that they have, but not to be dominated by them. If they are secure in what they know it could be said that this should enable them to have the confidence to challenge their own thinking and to be open to the different perspectives of other multi-agency professionals. Therefore it can be said that If SEN professionals are to challenge themselves and other s through collaborative dialogue they would also need to be emotionally contained themselves Bion, W. (1962). This act requires good honest SENCo leadership and a culture where trusting relationships can be built. Harris, B. (2004) described trusting relationships as broadly taking place within three dimensions, based in conceptions of emotionality. Effectively these dimensions add up to conditions in which staff first experience a sense of their own value within an organization, in which they feel comfortable about their own abilities and needs; second that through supportive relationships within the organization they reflect upon practice, in dialogue with colleagues, and thirdly they work together to create change and improvement in the setting, or organization, confident of support. Clearly, in order to build effective and trusting relationships SEN team members would need to understand themselves and to have the confidence to share more with others. This process of cultural cha nge is essential if multi-agency working is going to be able to provide better services to children and their families alike.