Communication and Learners Essay Example for Free

Communication and Learners Essay Much of my research was carried out online and I have included my written research notes and sources. Teacher net (2010) says â€Å"Adopting an approach to your teaching which draws on research and evidence should help you in reviewing and developing your practice†. With this in mind I considered Maslows Hierarchy of Needs motivational model which we often refer to in teaching, although the original model was designed as a business motivational tool. Maslow claims that needs 1-4 are deficiency motivators and are generally satisfied in order when the previous need is fully or partially satisfied (Businessballs, 2010). If the lower level needs of the model are met then I can begin to help the learner gain the top level and realise their own potential however, in order to help others reach this level I must first achieve this myself, by researching I am furthering my own knowledge and developing myself on an ongoing basis. 1a Negotiating With Learners – 753 words Gravells and Simpson state that â€Å"Initial assessment of you learner’s skills, knowledge and preferred learning styles should take place before you begin teaching the programme content.† (Gravells Simpson, 2010, P17). Here they are saying ‘before the program content’, so an initial assessment is valid even if it is at the beginning of the session itself. I do however slightly disagree with the necessity to always know the learners preferred learning style from the outset. If we accept that learners are different then we must accept that we will be teaching learners during each session with differing learning styles, and must therefore accommodate those differing styles. I usually do not get chance to assess my learners for learning styles before a session so I must compensate using a progressive style of assessment, this enables me to adjust my teaching methods and styles to suit and include my learners. It is therefore not so important to know what the learning style of an individual from the initial assessment but, it can assessed as the teaching progresses. Learners enter the learning environment with varying needs and expectations; it is my responsibility as the teacher/tutor, through processes such as initial assessment, to ensure that the learner is on the correct path/course or at the right level. Failing this then I should be able to help the learner choose a more appropriate path. According to Walklin â€Å"It is important to assess all people seeking access to education and training opportunities, the purpose being to help them to plan their future education and training programme. Initial assessment helps the provider and the learner sort out what it is they wish to achieve†, (Walklin, 1993, p.290). The initial assessment is a way of evaluating what the learner will need to achieve the goals set and indeed a way of setting future goals with the learner. I have recently experienced this myself when an experienced teacher found that I was in fact following an unsuitable path, he was then able to change the course I had appl ied for, to a more suitable and achievable course. Having an understanding of a learners previous experience is also beneficial to the teacher, I myself train professional drivers who often have many years experience within the industry. Using a short pre-session initial assessment which consists of an informal one to one chat and note taking, and group introductory sessions allows me to make a connection with these more experienced learners, who often feel disgruntled by the process of having to train within an industry they feel they already know. It is important then to be aware that experience will affect learning and that it may have a positive or negative influence. After an initial assessment I can ascertain what the learners knowledge and skills will be to date and a learning action plan can be completed, this plan is specific to each individual leaner to ensure their needs as a learner are met. A tutor should spend time with each individual learner and agree learning goals and further actions. Further actions may include additional help that may be needed, for a student with learning disabilities for example. Once the learners needs have been identified and agreed the trainer would focus on the teacher/training cycle, Kolb (1984) which is made up of the following 5 points, keeping in mind that this is an ongoing cycle. * Identify needs and planning * Designing * Facilitating/deliver * Assessing * Evaluating Further actions that should be agreed prior to the course commencing is the establishment of ground rules. Ground rules are commonly referred to as, â€Å"the minimum necessary conditions for getting learning work done in the class.† (Atherton, J S 2009). I agree with Atherton here and would add that, establishing ground rules in a learning group can also be negotiated between the learners and the teacher. WestOne (2010) discusses various strategies for negotiating with learners, it suggests that It can often be effective to give learners some responsibility for rules, such as what time breaks and dinner is taken, these small items of negotiation will give learners a sense of control within the environment and encourage them to take part in the learning process as they will begin to have shared ownership of it. I would say though that to give too much away to learners may lead to a loss of control for the teacher, one must always consider the fine balance here. I looked at a company called Novadata, they provide training similar to mine but also have a larger portfolio of courses. Their main initial assessment is carried out over the telephone or via an online internet form. While I will consider the option of the online form in the future I do think it may be a little impersonal and I would have doubts about getting the right quality of information, telephone based initial assessment is however a possibility that would allow me to connect with learners better. 1b Inclusive Learning – 748 words Gravels Simpson discuss inclusive learning and suggest that â€Å"inclusive learning is about recognising that each of your learners is different from other learners in many ways†, and â€Å"you should plan your teaching and learning sessions to enable all of your learners to take part†. (Gravells Simpson, 2010, P25). There are various methods to ensure this, we can for instance use different teaching methods to appeal to the different learning styles, for instance VAK or VARK(Visual, aural, reader and kinaesthetic), kinaesthetic learners prefer to touch whilst visual learners will prefer to see demonstrations and, aural learners will be more attuned to a discussion while readers prefer the written word. In all of these cases it should be noted that any given learner may have a preference for learning but will to differing degrees have traits of all styles. I use this as the basis for any planning but keep myself aware that it is just that, a basis or starting point f or a flexible plan. It is once we begin to understand that learners are individuals with varying needs that we realise that relying on the VAK descriptions alone is inadequate in order to be inclusive. Inclusion UWE states â€Å"The aim is not for students to simply take part in further education but to be actively included and fully engaged in their learning† (2008). It may be that a particular learner is a kinaesthetic learner but for one reason or another cannot take part in an exercise. In order to agree with the UWE statement I had to recently change the way I carried out a practical exercise as one of my learners could not look at a small computer screen for very long, by pairing him with another learner and allowing them to use a projector connected to the computer they were able to complete the exercise together thus ensuring inclusivity. But inclusivity goes further than just planning sessions and resources. Huddleston and Unwin discuss how teachers must no longer be concerned with their own subject and transmitting knowledge but, â€Å"as managers of learning, teachers will need to seek the help and support of other professionals in their college, including non-teaching staff.† (Huddleston and Unwin,1997, P117). While I do agree in principle with what they are saying, for example, a student with problems of childcare can easily be helped by being pointed toward crà ¨che facilities within the learning establishment, I would also have to point out that it is important to facilitate a solution rather than be the solution. I think a teacher must maintain a certain distance from the student, so it is better to offer information on transport subsidies than to offer a lift. Another example of how we can be flexible to promote inclusion recently happened to me, When I arrived at a site to carry out training many of the delegates found that in order to start for their working shift the following day, they would have to finish 45 minutes early, as the requirements for the training to be completed meant they had to carry out a full 7 hours of training I could not legally cut the course short. We then came to an arrangement whereby tea breaks would be taken as we carried out practical exercises thus allowing for the full session to take place. By making this small adjustment I was able to cater to the individual needs of a few of the learners which again placed them in a position where they did not have to worry about working the following day and, could continue the learning process. Preparing to Teach Inclusively states â€Å"There are many issues to consider when identifying a students needs, but it is important to remember that they may fluctuate from day to day. As the course progresses, try to review with students whether you are meeting their needs.† (2006). Students needs do change constantly, it may be that a bus service is delayed and a number of students will be late by 10 minutes or another may have employment difficulties, while it is not the job of the teacher to fix these problems, it is the responsibility of the teacher to make provision for them and to suggest agencies or information that can help. A solution can be as simple as asking another learner to take extra copies of handouts and pass them on, whatever the action, the aim is always to enable the student to return to a successful learning environment. 1c – Integrating Functional Skills – 557 words QCDA says that â€Å"Functional skills are practical skills in English, information and communication technology (ICT) and mathematics. They allow individuals to work confidently, effectively and independently in life† (2010). Functional Skills are often given different names such as â€Å"Key Skills† or â€Å"Minimum Core†, but they all amount to the same thing, the basic integration of Maths, English and Information Communication Technology. Petty states â€Å"The alternative to integrating key skills is to teach them separately. The problem with this approach is that students tend to see them as an irksome irrelevance to their main course of study†.(G Petty, 2009, P538) Whilst I agree with his point and I agree with the methods and reasons for teaching Functional Skills in this way, I also believe that this statement pays little attention to those of us who would thrive in a situation where those key skills are taught separately, people such as myself, I trained as a chef when I was young, attached to this course I did a CG in communicating and in computer programming. I enjoyed having a separate learning session for this and was able to gain another certificate to be proud of; in conclusion I would say that this is again an area where we can see how people differ in so many ways. Gravells and Simpson state that â€Å"As a teacher, you should be able to demonstrate your own competence in the areas of literacy, language, numeracy and ICT.† (Gravells Simpson, 2010, P59). As a teacher I believe it is important to have a good understanding of Functional skills, spelling and maths mistakes within a handout or presentation will be transferred to learners, why should they not believe you if you are the teacher. To this end it is important as a teacher to continually give consideration to improving my own Functional skill on an ongoing basis. The embedding of these skills within a teaching session is not difficult but should be given careful consideration at all times, for instance, I recently had a learner who was dyslexic, I try where possible to provide printed material on different coloured papers as this can often help people with this condition. It turned out that this was the first time this particular learner had come across this aid to reading, so instead of just ignoring the reading exercise he became interested enough to ask about further help. I was able to give him a contact at Learndirect. This particular learner now has the confidence to learn to read and write at higher standards than he thought possible. It is this gaining of confidence and belief in oneself that will cause the attitude change that is conducive to learning. In order to integrate Functional Skills into any given session you could consider exercises such as multiple choice quizzes for reading, discussion sessions for language skills. By adding in maths questions to a PowerPoint presentation you can elicit answers from learners, by watching the reaction of other learners it is often possible to see if anyone is struggling with these concepts thus allowing you to go over the question in more detail until you are sure the learner has grasped it. ICT can be integrated in just as many ways, for instance asking learners to find and print a particular style of picture for the next session. 1d – Communication – 677 words Just out of interest I typed into a leading search engine â€Å"verbal non-verbal communication†, within the first five listings I found the following (MinorityCareerNet, 2010): â€Å"Nonverbal Communication According to A. Barbour, author of Louder Than Words: Nonverbal Communication, the total impact of a message breaks down like this: 7 percent verbal (words)   38 percent vocal (volume, pitch, rhythm, etc) 55 percent body movements (mostly facial expressions)† This is a misquote that can be found time after time in books, on websites, and more worryingly within training courses. In fact, this statement is based on the work of Professor Albert Mehrabian in the mid to late 1900’s. The research actually concentrated on the communication of feelings and attitudes, it has since been misquoted to define all types of communication. It is somewhat ironic that his message has been so misused and misunderstood. I raise the point of this because I am guilty of using it in the incorrect context, assuming that because those that have taught me use it, then it must be so. It really does not matter how I contort my face wave my arms in front of learners, unless I explain verbally or with written instructions very few of them will understand what I am trying to communicate. Different people respond to different forms of communication, when we teach we give consideration to the varying types of learners, Visual, Aural, Readers, Kinaesthetic (VARK), we try to design our lessons to include all of the styles. I asked myself the question, â€Å"Why do people learn in these different ways?† My research results led me to investigate a condition known as synaesthesia, in which one sensory input produces unexpected results for example, a synaesthete may see the colour red when they see the number 2 and blue if they see number 3, in some cases sound caused a visual effect for the synaesthete. It occurred to me that this may go some way to explain why one person responds better when information is given in a verbal format, another responds better if it is visual and so on. The connections between these different sensory areas of the brain mean that we all have our own unique way of perceiving what is being taught or communicated (please refer to my micro teach for more information). For me the advantage of this seemingly odd line of research had the effect of allowing me to empathise with learners of different styles and gave me meaningful reason to consider how I communicate to learners with differing learning styles. â€Å"Communication is the art of successfully sharing meaningful information with people by means of an interchange of experience. The important word is ‘successfully’, which implied that a desired behaviour change results when the receiver takes the message† (Walklin, 1993, p.164). I think what Walklin is trying to tell us is that it is not enough to communicate the instructions, it is also important to deliver praise or constructive criticism in order to encourage and guide the learner into new discovery, if you ask the learner to complete a task a feeling of accomplishment will encourage behaviour conducive to further learning. This is important to me when teaching as my own learners can often be hostile to the learning process, feeling it has been imposed upon them. It is also important to listen to the students, if you set tasks that are above the student’s current abilities then you are likely to create a barrier to communication whereby the student will close in on themselves not wishing to admit they cannot continue and the learning process will cease. Achieving two way communications with our students is not straightforward. Barriers can often present themselves. It is crucial that a teacher can identify barriers and help students overcome them. Petty (2009) suggests that inappropriate level of work, jargon, vocabulary and other use of language, environmental factors, fear of failure and an inapproachable teacher can be barriers to students learning experience. Whilst I agree in principle to this, I also believe that introducing new vocabulary and language usage is essential to the student’s further development. ATHERTON J S (2010) Learning and Teaching; Ground rules for the class (Online) Available: http://www.learningandteaching.info/teaching/ground_rules.htm (Accessed: 03 January 2011) Anne Gravells and Susan Simpson (2010) Planning and Enabling Learning (2nd Edition), Learning Matters Businessballs (2011) Maslow’s Hierarchy of Needs, (Online), Available: http://www.businessballs.com/maslow.htm , (Accessed: 15 February 2011) Inclusion Further Education (2008)(Online) Available: http://inclusion.uwe.ac.uk/csie/tmlnsn.htm (Accessed: 10 January 2011). Minority Career Network Inc. (2011) Non Verbal Communication, (Online), Available: http://www.minoritycareernet.com/newsltrs/95q3nonver.html , (Accessed: 15 February 2011) Open University (2006) Preparing to Teach Inclusively (Online), Available: http://www.open.ac.uk/inclusiveteaching/pages/inclusive-teaching/preparing-to-teach-inclusively.php (Accessed: 20th January 2011) Prue Huddleston and Lorna Unwin (1997) Teaching and Learning in Further Education (2nd Edition), Routledge Farmer. Petty G (2009) Teaching Today (4th Edition), Nelson Thornes. QCDA (2010) Introduction to Functional Skills (Online), Available: http://www.qcda.gov.uk/qualifications/30.aspx, (Accessed: 11 January 2011). Teachernet (2010) (online), Available:http://www.teachernet.gov.uk/research/Learning_about_research/ (Accessed December 15 2010), (Note-now removed) Walklin, A. (1993) Teaching and Learning in Further and Adult Education. Cheltenham: Stanley Thornes (publishers) Ltd. West One (2010) How to negotiate learning (Online) Available: http://www.westone.wa.gov.au/toolbox8/taa/elearn/toolbox/resources/e_space/e_sources/quickguides/interaction/negotiating/howto.htm (Accessed 03 January 2010)

Free Essays - The Seven Commandments of Animal Farm :: Animal Farm

The Seven Commandments of Animal Farm The Seven Commandments are the basic principles of animalism worked out by the pigs and described originally as "unalterable laws" by which the animals were to live. The Seven Commandments were written on the barn wall for all animals to see and read if they could. The original Commandments are: 1. Whatever goes on two legs is an enemy. 2. Whatever goes on four legs, or has wings, is a friend. 3. No animal shall wear clothes. 4. No animal shall sleep in a bed. 5. No animal shall drink alcohol. 6. No animal shall kill any other animal. 7. All animals are equal. Almost immediately after the Commandments are written the cows have to be milked. The milk they produce is taken by the pigs exclusively so the seventh Commandment seems to be undermined from the very beginning. When the pigs also start claiming the windfall apples, Squealer explains that they are not taking them as privilege but because science has shown that milk and apples are necessary for the pigs' "brain work". This at least satisfies the animals that they are equal to the pigs but it does not fool the reader. The first two Commandments are subtly broken in the first years of Animal Farm but there is no attempt to rewrite them. Snowball, the hero of the Battle of the Cowshed, becomes an enemy of the farm after his expulsion by Napoleon, while the resumption of trade via Mr Whymper causes some discussion but, as Squealer points out, trade was not banned in writing and Mr Whymper is not treated as a friend. The first alteration to the Commandments comes after the pigs move back into the farmhouse. The ban on sleeping in beds is changed in Napoleon's favour by the addition of the words "with sheets". At this point in the history of the farm the pigs do not quite have enough power to do what they like and Squealer is forced to change the Commandments to fit new circumstances. But sleeping in beds is a minor matter compared to murder, and the next alteration to the Commandments is far more shocking. After the failures of the winter and the collapse of the first windmill, the pigs use Snowball as scapegoat.

The Useless Morris Of Bram Stoker’s Dracula

Bram Stoker’s ‘Dracula’ is more a story of romance than it is of horror. What makes it very unique is that it is an allegory of the love affair of the soul, the body and the heart. In the novel, the most important love affairs are that of Mina and Jonathan and Dracula and Mina. Jonathan is the fist person in the novel to encounter Dracula and is also the lover of Mina at the same time. When Jonathan leaves for Transylvania to help Dracula purchase an estate, Dracula becomes aware of Mina, and soon becomes obsessed with the purity and devotion of this woman to her ‘would-be’ husband.Later, the vampire, Dracula, because of his obsession with Mina, pollutes her by tempting her to drink his blood. Dracula want Mina for himself, not as a victim, but as his wife; but because of the devotion of Mina and Jonathan to each other, Jonathan pursues Dracula and frees his fiance from the curse of one day becoming the queen of the undead. In effect, the novel illust rates the duality of purity; the purity of Jonathan and Mina’s love and the purity of Dracula’s love for Mina.While it is unfair to say that it is only Jonathan who has a pure kind of love for Mina, Dracula’s love for her is actually pure as well, but on a darker level, hence, at this point the novel shifts from a bizarre love triangle to a battle between good and evil. In the novel, there is mention of a particular character named Quincy Morris who is the third person to court Lucy, the best friend of Mina who also becomes a victim of Dracula. Morris is the ideal picture of the American gentleman. He is an adventurer and later gives up his own life in the battle against Dracula.Morris is in the original version of the novel by Bram Stoker, however, in later versions of the story, as well as in film remakes, his character is not included. Upon reading the original version of the novel, it is clear that the role of Morris remains anchored on three basic and very minor concepts – minor paradox, accessory, and auxiliary, hence his inclusion from later versions of the novel. Very simply, Morris is like the sugar flowers on the cake, and without him the cake would still have its icing, hence, his role in the story is one that can be easily dispensed with without affecting the direction and the plot of the story.Initially, let us tackle his role in being the ‘minor paradox’; this means that Morris is not part of the major paradox of the story, and so in later remakes, especially those from Hollywood, based on the principles of a classic Hollywood narrative, Morris no longer appears for the basic reason that in a classic Hollywood narrative, only the major paradox or source of conflict is actually considered. This particular thesis could be validated in the context of the original version of the novel itself. It will be noted that Morris is first mentioned in the novel in the letter of Lucy to Mina on the 24th of May.(Stoker, page 87) Morris here is introduced as one of Lucy suitors, and she writes Mina to tell her about the suitors who came to her that day, of which Morris was one. (Stoker, page 90) Lucy, in her letter, describes the attributes of Mr. Morris, and more importantly, very discreetly refers to a tender infatuation for the man, in the lines, â€Å"Well, he did look so good humoured and so jolly that it didn’t seem half so hard to refuse him as it did poor Dr. Seward. † (Stoker, page 91) Of course, because Lucy was in love with someone else, she refuses the courtship of Morris.(Stoker, page 92) So, it is clear, even from this initial introduction given to the Morris character, that although he is part and parcel of an accessory conflict, he does not really figure in the major paradox. The refusal of Lucy is even a foreshadowing of the gravity of the role of this particular character. The subtle dismissal of Lucy of his courtship is an indication that although Morris goes on to d o some pretty significant things in the story, he does is not actually of any significant connection to any of the major characters, more so, to a second level character like Lucy.In this same chapter, Morris also writes a letter to a certain Arthur Holmwood, (Stoker, page 95) who is the suitor favored by Lucy. In his letter, he simply invites Holmwood to a drinking session with Dr. Seward. (Stoker, page 96) To this invitation, Holmwood obliges. Consider here that Seward is the doctor who runs the asylum right beside the estate purchased by Dracula, so Morris now begins to worm his way into the story. What is to note in the invitation of Morris, however, is the fact that the topic of their conversations was going to be his being rejected by Lucy.There is a certain level of pain in his letter which was supposedly from Lucy’s rejection, hence the lines, â€Å"There are more yarns to be told, and more wounds to be healed. † (Stoker, 96) This particular invitation propels the role of Morris to being worse, not just that he is a part of a minor conflict, but with this letter, he also becomes a nuisance or a distraction in the story, as he now manages to enter the main stream flow of the novel through Dr. Seward and Holmwood. His role as an accessory is validate more when he is sent by Holmwood to visit the ill Lucy who was then under the care of Dr.Seward. (Stoker, page 237) In effect, his role is not relevant to the general conflict because what he does, is he simply stands in for main character or is an auxiliary to the main characters. As an auxiliary character, the text offers more validations in this direction. In the chapter where Van Helsing reveals his intention of cutting off the head of the corpse of Lucy (Stoker, page 329) the only comment that Morris offers is, â€Å"That is fair enough† (Stoker, page 329) in agreement of the verbal proposition of Dr. Morris.It will be noted, that although this is the only line offered by Morris in this section, it would seem that he is the only one in agreement of the plans of Van Helsing, therefore, making him an auxiliary to the thoughts of the professor. Later, when they all go to do what Helsing had in mind, as revealed in the journal of Seward, Morris begins by simply ‘seconding’ the doubts of the two other men that they were with, that Helsing must have removed the body of Lucy prior to the operation that they were going through, so, here again, Morris is an adversarial auxiliary to Van Helsing, but with his statement, then becomes an ally of Helsing.(Stoker, 333) Of course, later, when the actual act of re-killing Lucy is completed, Seward, Holmwood, and Morris, all become allies of Van Helsing in his advocacy against the undead, thus, confirming the auxiliary role of Morris in this particular novel. What is ironic though, is that these three men all had intimate encounters with Lucy, what set’s Morris apart from the three of them is the fact that d uring the time when Helsing was proposing to ‘re-kill’ Lucy, he was the one who offered the least resistance.(Stoker, page 329) He was also in the group not because he loved Lucy like the other two chaps in the group, but because of his sense of adventure; quite a superficial reason, if perused properly. Finally, to further strengthen the argument that later versions of the novel would not have been any different even in the absence of Morris, it would help to consider his accessory role – one which, according to the definitions of literature, is simply a role that makes it easier for the major characters to move towards the plot and the climax of the story.A role which also, all the more becomes very unnecessary in the classic Hollywood narrative because the struggles of the main characters towards the resolution of the plot are actually given more value than the act of making these struggles easier, defeating the steady escalation of conflict in the story. Morr is does just this in the story, he hitches the escalation of the conflict, and offers periods of respite for the major characters – a role that should not exist if reader or viewer excitement was to be the main issue of consideration.Morris remains faithful to this accessorial role again when he offers to go along with the ‘vampire hunting’ group to visit the madman, Renfield, who is a henchman of Dracula, in Seward’s asylum. (Stoker, page 387) Here, he poses no threat or favor, but rather is a mere observer; however, this particular scene moves Morris closer to meeting Dracula and, consequently, his demise. In this particular section of the story, Morris also witnesses the madman along with Jonathan Harker, the fiancee of Mina, hence, bringing him into the inner boundaries of the story.Later, in Harker’s journal, he reveals another pivotal comment of Morris, when he narrates how Morris makes a comment about Renfield, â€Å"†Say, Jack, if tha t man wasn't attempting a bluff, he is about the sanest lunatic I ever saw. I'm not sure, but I believe that he had some serious purpose, and if he had, it was pretty rough on him not to get a chance. † (Stoker, page 394) Here, Morris becomes accessory to Helsing and Harker’s plot to pursue Dracula by actually fanning the flame of the supposed connection between Dracula and the madman.However, this could have easily been done by Seward which all the more makes Morris assertion quite useless, and besides, even in the absence of this assertion, Harker and Helsing would have pursued their stance anyway. Later, with the accident of Renfield, Van Helsing is called upon to visit the asylum to help – then, by some turn of circumstance, Morris follows suit along with Holmwood. (Stoker, page 439) This sets the stage for other events that further validates the accessorial role of Morris.In the later parts of the novel, Morris correctly offers to use horses instead of the m ore elaborate carriages that might attract attention (Stoker, page 467); he also, along with Holmwood, performed accessory operations like burning vampire nests; accessory to the operations of the major vampire hunter, Van Helsing (Stoker, page 478); Morris also ordered to talk to nobility to ensure the smoothness of their missions (Stoker, page 538), he also helped to defeat the gypsies with his bowie knife, (Stoker, page 597) and finally, he also validated the minority of his role by being the one to herd the horses during their mission to save Mina.(Stoker, page 562) In the end, after all these laborious participations in the story, Morris is killed, and the only apparent payment for his death is the fact that the birthday of Mina’s and Jonathan’s first child falls on the date of the death of Morris. This is such a pathetic way to go for a character in the story who had done so much to assist the major characters, however, because his role was merely to complicate p aradox, to auxiliarize, and to accessorize the major characters in the story, his role was very dispensable.In the classic Hollywood narrative, the role of Morris would translate into added expense, added complication, and added actors for the producers. In later versions of the novel, his role served to take away focus from the main characters of the story. In effect, Morris was not only a useless character in the story, because although he assisted in the fulfillment of many pivotal circumstances, his participation could have been easily taken on by one of the major characters.Another significant effect of the presence of Morris in the story is his diminutization of the role of Van Helsing; instead of fortifying the capacities of Helsing, he served to show that Helsing was bossy and was unable to do things on his own, therefore, staining the reputation of this particular major character.In conclusion, the exclusion of Morris from other more recent versions of the novel, whether in written or movie form, could only have worked for the better. His absence has made the story clearer and aimed at a more distinct direction. After all, his role in the story is simply to contribute minor paradox, be an accessory, and be an auxiliary to the major characters, not directly affecting or influencing the outcome of the plot or the turn of major events.His affiliation with Lucy does not even count, and neither does his accidental affinity to Jonathan and Mina; Morris was there as a part of a team that already existed, that may have well done just as good even in his absence. Works Cited Stoker, Bram. Dracula. New York: Plain Label Books, 2001. 90-595. 26 Apr. 2009 .

The Life and Works of Edgar Allan Poe Essay - 1487 Words

Throughout the life of Edgar Allan Poe, he suffered many unfortunate events and endured several difficult situations. Some speculate that it was these experiences that helped to formulate the famous writing style of Edgar Allan Poe. His dark tales such as The Masque of the Red Death and The Tell-Tale Heart are horrific, and his poems such as Alone and The Raven show evidence that his life experiences influenced their dreariness. Poes story plots and his own life are undeniably related and this relationship is intricately defined in many of his works. Poe lived in poverty all of his life, never seeing enough money from his writings to allow him to live comfortably, and never seeing his writing arrive at the famed status that†¦show more content†¦Though he was not close with his father, he was very attached to his mother who died presumably of some illness such as pneumonia or tuberculosis. After the loss of both of his parents, Edgar and his brother and sister were split up into separate foster homes. Edgars foster father, Johnny Allan gave Edgar the middle name Allan, and not much more. This is one of many times in Edgars life when he felt truly alone. As he grew up his foster parents sent him to private schools, moved him to England and to Baltimore, and eventually sent him to the University of Virginia. It was around this time that Edgar finally separated himself from his foster father who meant so little to him. When Edgar was at school he became actively involved in drinking, drugs and gambling. His foster father re fused to help him pay his debts, so Edgar left his foster parents and went to find his family ( E. A. Poe Society of Baltimore Inc. Poe Chronology 1-4). Edgars poem, Alone, expresses his feelings of complete loneliness at this time in his life. The poem starts off, From childhoods hour I have not been as others were- . . .. This illustrates Poes trouble as a child, and his struggles through a time that most people are carefree and happy. The poem goes on to say . . . Then - in my childhood - in the dawn/Of a most stormy life - . . .. This is a foreshadow into Poes future that we now know will be even worse than his childhood. These two lines express how although EdgarShow MoreRelatedThe Life and Work of Edgar Allan Poe Essay550 Words   |  3 PagesEdgar Allan Poes style of writing is typical of the styles of writing during the Age of Romanticism. His poems and short stories were heavily influenced by his life experiences from a young boy to a well renowned writer. He lived his li fe in poverty, moving from one job to the other and from city to city, yet he is still one of the most widely read American authors today. Edgar Allan Poe was born on January 19, 1809 in Boston, Massachusetts. Poes home life was very unstable. 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Financial Service Representative Planning Training Form

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The Jungle Essay - 954 Words

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Hr Practice in Ready Made Garments Industry Free Essays

string(149) " Development Incentives Benefits d\) Recruitment Recruitment is the process trough which the organization seeks applicants for potential employment\." Term Paper: HR Practice In Ready Made Garments Industry (Panorama Apparels Ltd. Millennium Garments Ltd. ) TABLE OF CONTENTS Executive Summary 5 Introduction 6 Methodology6 Scope Limitation 8 Formal Report (Company A) 9 About The Company9 Size Activities of HR Department 9 Their Overall HR Practice11 Recruitment 11 Selection 14 Training Development 15 Compensation Policies Practices17 Performance Appraisal21 Formal Report (Company B)22 About The Company22 Their Overall HR Practice22 Size Activities of HR Department 23 Recruitment 24 Selection 24 Training Development 24 Compensation Policies Practices25 Performance Appraisal26 Findings27 Recommendation 29 Conclusion 29 Appendix 30 Executive Summary: In this term paper we tried to focus of the HR practice of RMG sector in Bangladesh. We will write a custom essay sample on Hr Practice in Ready Made Garments Industry or any similar topic only for you Order Now We conducted survey in two garments (Panorama Apparels Ltd. Millennium Garments Ltd. ) we tried to find out their overall practice. In this study report, we have tried to include all the factors we thought essential for previously mentioned title. We have analyzed the factors based on managerial theories managerial key functions with the proposed options. e also tried to find out there is any problem with our little HR knowledge we learned from this course. Introduction to the Report: This report is prepared as a requirement of the course â€Å"Human Resource Management We selected MILLENNIUM GARMENTS LTD PANORAMA APPARELS LTD. working on these organizations we came to know various Kind of HRM practice which are use here. In this report we have followed the guidelines provided by the teacher. Here we have tasked not only the HRM practice but also the marketing, management, finance and operational area of the Company. The broad objective of this report is to provide an overview of HRM practice in Garments Sector of Bangladesh. The specific objectives of this report are: †¢Ã‚  To provide Company overview †¢Ã‚  To provide market overview and analysis †¢Ã‚  To reveal operational, management and HRM planning. †¢Ã‚  Discuss all HRM practice Methodology: We conducted a sample survey with a questionnaire (see appendix) . We provided our copies of questionnaire among the random samples employees workers collected after they had filled it up with their comments. To prepare this report we have collected data from different published materials. Then we have conducted a secondary study. After that we have prepared a questionnaire and took interview one of the executive serving in this Company. We also collect data from internet. This way we collected primary data. Thus we have used both primary and secondary report to prepare this report. With our survey interview results we found some key points that are discussed in the next section. Scope limitation: Actually we have collected information by primary and secondary data. During collecting information we have faced some problems. When we went at garments, we had to wait many times for collecting information. And we search internet, internet speed is very low. Another point is that lab computer does not work properly. We have analyzed the factors based on managerial theories managerial key functions with the proposed options the events though few things might be omitted due to our limited knowledge access of information. We are always prepared to provide any kind of information or documents to you on your demand. Formal Report Company A (MILLENNIUM GARMENTS LTD. ) a) About the company Millennium Garments Limited was established with a vision to build a premium garments house to rival the finest in South East Asia. The Company was established in September of 1998 by purchasing and taking over an existing garments company which had been running since 1992. Millennium Garments Limited specializes in the manufacture of high quality men’s shirts. The company’s brand new machinery include highly specialized equipment needed in the productive’ of high quality shirts. Millennium Garments also takes orders for padded quilted shirts ladies’ dress, pajama sets and robes. The company currently exports its garments to its customers in Canada, Germany, Belgium and Netherlands. Factory Product is 100% export orientated ready-made garments from woven fabrics, Production  Capacity 150,000 pieces/month. 1223 employees are working in this organization the company is located in Delwar Complex (5th to 9th Floor) 26, Shahid Nazrul Islam Avenue, Dhaka 1203, Bangladesh. b) Size activities of HR Department Human resource planning MILLENNIUM GARMENTS LTD. as a personal and administrative Department. MILLENNIUM GARMENTS LTD. is one of the biggest employers in Bangladesh. The total number of employers in Bangladesh. The total number of employees is 1,223. For the employees there is systematic in house training in home and abroad. To motivate the employees, along with salary and benefits the company provides various facilities like free meals , free transpor tation , 24 hour medical center , on site sports . A production and accommodation facility includes full time supply of safe drinking water, adequate lighting and ventilation facilities from sheet. The entire management process comprises the following units: Executive Management: The Managing Director, the CEO is the head of the Executive Management Team which comprises senior members of the Management Apparatus. Within the limits of delegated authority and responsibility by the Board of Directors, Executive Management operates through further delegation of authority at every echelon of the line management. The executive Management operates within the framework of Policy Planning strategies set by the Top Management with periodic performance reporting for guidance. The Executive Management is responsible for preparation of segment plans / sub – segment plans for every profit centers with budgetary targets for every items of goods services and are held accountable for deficiencies, with appreciation for outstanding and exceptional performances. These operations are continuously carried out by the Executive Management through series of Committees, sub – Committees, Committees standing Committees assisting the line management. Standing Committee: Standing Committee comprises the following committee: Audit Committee: †¢Ã‚  Internal Audit Committee   ISO Audit Committee †¢Ã‚  Social / Environment Committee †¢Ã‚  Performance Evaluation Audit Committee Employment Relations Committee: †¢Ã‚  Remuneration Committee †¢Ã‚  Work Environment Committee †¢Ã‚  Performance Evaluation Audit Committee Management Committee: †¢Ã‚  Product Planning Development Committee †¢Ã‚  Quality Control Research Committ ee †¢Ã‚  Production Inventory Management Committee †¢Ã‚  Export Promotion Committee c) Their Overall HR Practice: HR Practices of MILLENNIUM GARMENTS LTD. Recruitment Training Performance Management Labor relation Employee relation Job analysis Job design Selection Development Incentives Benefits d) Recruitment Recruitment is the process trough which the organization seeks applicants for potential employment. You read "Hr Practice in Ready Made Garments Industry" in category "Papers" Selection refers to the process by which it attempts to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help the company achieve its goals, companies engaging in different strategies need different types and numbers of employees. The strategy a company is pursuing will have a direct impact on the types of employees that it seeks to recruit and selection. Source of recruitment There are two kinds of source Millennium Garments Ltd. uses for recruitment . They are 1. External source 2. Internal source. We try to discuss all relative sources which are used for recruitment in Millennium Garments Ltd. Internal source Millennium Garments Ltd. thinks that current employees are a major source of recruits for all but entry-level positions. Whether for promotions or for ‘Lateral’ job transfers, internal candidates already know the informal organization and have detailed information about its formal policies and procedures. Promotions and transfer are typically decided by operating managers with little involvement by HR department. Job-posting programs HR departments become involved when internal job openings are publicized to employees through job positioning programs, which informs employees about opening and required qualifications and invite qualify employees to apply. The notices usually are posted on company bulletin boards or are placed in the company newspaper. Qualification and other facts typically are drawn from the job analysis information. Departing Employees An often overlooked source of recruiters consists of departing employees. Many employees leave because they can no longer work the traditional 40 hours work week . School, child care needs and other commitments are the common reason. Some might gladly stay if they could rearrange their hours of work or their responsibilities . Instead, they quit when a transfer to a part-time job may retain their valuable skill and training. Even if part-time work is not a solution, a temporary leave of absence may satisfy the employee and some future recruiting need of the employer. External source When job opening cannot be filled internally, the HR department of MILLENNIUM GARMENTS LTD. ust look outside the organization for applicants. We discuss all the external source of recruitment at bellow: Walk-ins and Write-ins: Walk-ins are some seekers who arrived at the HR department of MILLENNIUM GARMENTS LTD. in   search of a job; Write-ins are those who send a written enquire . both groups normally are ask to complete and application blank to determine their interest and abilities. Usable application is kept in an active file until a suitable opening occurs or until an application is too old to be considered valid, usually six months. Employee referrals: Employees may refer job seekers to the HR department . Employee referrals have several advantages . Employees with hard –to –find job skill may no others who do the same work. Employee’s referrals are excellent and legal recruitment technique, but they tend to maintain the status quo of the work force in term of raise, religions, sex and other characteristics, possibly leading to charges of discrimination. Advertising Want ads describe the job and the benefits, identify the employer, and tell those who are interested how to apply . They are most familiar form of employment advertising . for highly specialist requites, ads may be placed in professional journal or out of town newspaper in areas with high concentration of the desired skills. Example: General Manager- production (ref: PM) -Age: 28-35 years; Graduate with specialization in garment mfg technology from NIFT or equiv. -Minimum 10 years experience in similar position of a unit with a minimum of 1000machines. -Must have detailed hands on knowledge of industrial engineering. We offer competitive salary which is commensurate with experience and qualification. If you aspire to an exiting and rewarding career, send your detailed resume, quoting your present and expected salaries to jobs. Internet Now today no body thinks anything without internet. So MILLENNIUM GARMENTS LTD. give their advertisement at internet. Example:www. bdjobs. com , www. millennia-bd. com e) Selection: The HR department informed us that their tests of selection are valid by for their own garments. They usually test cognitive abilities for higher officials test of motor abilities for workers . They also work simulations. After successful reference checks the HR Department selects employees. ) Training Development Training is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance but also those which bring growth of the personality; help individuals to the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn promotion and hold grater responsibility. There are many types of method practices in MILLENNIUM GARMENTS LTD. we discuss that method at bellow: On the job training On the job training is a training that shows the employee how to perform the job and allows him or her to do it under the trainer’s supervision On the job training is normally given by a senior employee or a manager like senior merchandiser or a manager. The employee is shown how to perform the job and allowed to do it under the trainer’s supervision. Job rotation Job rotation is a training that requires an individual to learn several different some in a work unit or department and performer each job for a specified time period. In job rotation, individuals learn several different job within a work unit or department. One main advantages of job rotation is that it makes flexibilities possible in the department. When one employee like junior merchandiser absence another merchandiser can easily perform the job. Apprenticeship training Apprentices hip training provides beginning worker with comprehensive training in the practical and theoretical expect of work required in a highly skilled occupation. Apprenticeship program combined of the job and classroom training to prepare worker for more than eight hundred occupation such as computer operator, sewing technician. Length of selected apprenticeship courses of MILLENNIUM GARMENTS LTD. Occupation   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   length (months) 1. Quality control manager  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   13 2. Quality control officer   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   15 3. Cutting Astt. Manager   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     7 4. Packing Astt. Manager  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   7 5. Ware house Astt. Manager  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   5 6. Production officer  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     3 7. Sewing technician   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   5 8. Sewing Supervisor  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   5 Classroom training Classroom training is conducted off the job and probably the most familiar training method . It is an effective means of imparting information quickly to large groups with limited or no knowledge of subject being presented. It is useful for teaching factual material, concepts principle other theories . portion of orientation programs, some expects of apprenticeship training and safety programs are usually presented utilizing some form of classroom instruction. More frequently however, classroom instruction is used for technical, professional and managerial employee Development of the human resources The long term development of human resources as distinct from training for a specific job is of growing concern to HR departments of MILLENNIUM GARMENTS LTD. Through the development of current employees the department reduces the company’s dependents on haring new workers . if employees are developed properly the job openings found throw HR planning are more likely to be filled internally promotions and transfers also show employees that they have a career not just a job. The employee benefits from increased continuity in operations and from employees who fail a greater commitment. HR department is also an effective way to meets several challenges including employee obsolescence, international and domestic diversity, technical challenges. Affirmative action and employee turn over. By meeting these challenges the department can, maintain an effective workforce. g) Compensation policies practices : Incentives Compensation fluctuates according to –  A pre-established formula –  Individual or group goals because group goals are different from individual goals –  Company earnings Incentives adds to base pay It controls costs because the employee is being paid for his/her extra effort and for the benefits brought to the organization. Motivates employees Incentive Pay Categories Individual ,   Group,   Company-wide Individual incentive plans –  Quantity of work output (How many units produced) –  Quality of work output (What was the quality of the product or service being produced or served) –  Monthly sales (How much sales was generated) –  Work safety record (How many hazard or errors are being reduced. –  Work  attendance (If the absent is reduced or attendance is good) Group Incentive Plans   Rewards employees for their collective performance †¢Ã‚  Group incentive use has increased in industry †¢Ã‚  2 types –  Ã‚   Team – based  or small group –  Ã‚   Gain sharing Company-Wide Incentive Plans †¢Ã‚  Rewards employees when company meets performance standards †¢Ã‚  2  Types –  Ã‚   Profit sharing plans –  Ã‚   Employee stock option plans Legally required benefits of MILLENNIUM GARMENTS LTD. †¢Ã‚  Social Security –  Social security benefits include the general benefits like unemployment insurance benefits, old age insurance, and Medicare facilities. †¢Ã‚  Workers’ Compensation   Worker’s compensation includes the compensation when an employee becomes injured or disable due to extreme working conditions or while working at the job site. †¢Ã‚  Family Medical Leave –  Family leave includes the compensation continuation during the family leave such as maternity or paternity leave and other family leave. †¢Ã‚  Old age, Survivor, Disability Insurance requirements for getting compensation: –  Earn 40 quarters of credit, or –  Be employed for 10 years –  Be age 62 for partial benefits –  Be age 65 for full benefits –  Now the ag e has been extended to age 67 because more and more workers are retiring late.   Widow aged 60 + Medicare Depends on the country’s policy, Medicare facilities are generally government services to citizens. Organizations add some value to Medicare facilities. In some countries Medicare is financed together by employees’ tax, employers and the government. Provided insurance coverage for –  Hospitalization – Covers inpatient outpatient hospital care services. –  Major Doctor bills – Charges of visiting a doctor or specialist. –  Prescription drug costs. –  Provides unlimited in-home care in certain situations. Workers’ Compensation   Workers’ compensation is a legally required benefit is included in the compulsory disability laws of many countries. Mostly, employer is seen liable regardless of the fault. †¢Ã‚  Workers’ compensation claims –  Injury –  Occupational disease à ¢â‚¬â€œÃ‚  Death †¢Ã‚  Workers’ compensation benefits –  Medical services –  Disability income –  Death benefits Discretionary Benefits †¢Ã‚  Discretionary benefits are judgment based benefits that the organization provides to its employees. These benefits are not legally required benefits but enhances organizational culture and corporate image. †¢Ã‚  Benefits include: –  Protection programs   Pay for time not worked –  Other services Pay for time not worked †¢Ã‚  Holidays†¢Ã‚  Vacations†¢Ã‚  Funeral leave †¢Ã‚  Marriage leave†¢Ã‚  Sick leave†¢Ã‚  Stress leave †¢Ã‚  Blood donation or welfare work†¢Ã‚  Personal leave h) Performance Management Performance appraisal is the process of assessing employee’s past performance, primarily for reward, promotion and staff development purposes. Performance appraisal (is) a process that identifies, evaluates and develops employee pe rformance to meet employee and organizational goals. Performance Appraisal doesn’t necessarily use to blame or to provide a disciplinary action. Previous management theories used to view performance appraisal as a stick that management has introduced to beat people. Performance appraisals are now more clarified and they concentrate on developing organizational strengths and employee performance. Purpose of Performance Appraisal in MILLENNIUM GARMENTS LTD. To review past performance To assess training needs To help develop individuals To audit the skills within an organization To set targets for future performance To identify potential for promotion To provide legal formal justification for employment decision To diagnose the hidden problems of an organization Performance Appraisal Process Who Appraises †¢Ã‚  Supervisors †¢Ã‚  Subordinates †¢Ã‚  Peers†¢Ã‚  Clients/customers †¢Ã‚  Self appraisal Approaches to measuring performance in MILLENNIUM GARMENTS LTD. There are various kind of method for measuring performance appraisal. But we get information that MILLENNIUM GARMENTS LTD. uses only three type of performance method. These are at below: 1. 360- degree feedback 2. Experience based. We describe those at below: 1. 360-degree feedback One currently popular methods of performance appraisal is called 360-degree feedback. With this method managers peers, suppliers or colleagues are ask to complete questionnaire. The questionnaire is generally lengthy. 2. Experience based MILLENNIUM GARMENTS LTD. measures the performance of employee by experience. For example MR. X has been working in MILLENNIUM GARMENTS LTD. for three years and MR. Y has been working in MILLENNIUM GARMENTS LTD. for two years. So MILLENNIUM GARMENTS LTD. favor MR. X for his more experience. Company B (Panorama Apparels Limited) a) About the company Panorama Apparels Limited was established to build up a profit and export. The Company was established in 1991 by purchasing and taking over an existing garments company. Panorama Garments Limited specializes in the manufacture of high quality men’s shirts. The company’s brand new machinery includes highly specialized equipment needed in the production of high quality shirts. The company currently exports its garments to its customers in USA and Europe. The garments Product are export orientated as well as local market base ready-made garments from woven fabrics, Production  Capacity 280000 pieces/month. 550 employees are working in this organization he company is located in Gazipur. ) Their Overall HR Practice Their overall HR practice started in 1995, before that they didn’t have any separate HR department. HR manager control the garments to do better in future. HR manager takes final decision regarding employee recruiting, screening, training, rewarding and appraising. On the basis of our report we can say that their hr practice is very much effective. Recruitment Selection: The HR department uses their own tests for recruitment Selection. Training: they have training centre for the new employees. If any employees join in this company they need some basic training. Performance Management: when any employees perform well then they get some rewards from company. It is manage by HR manager. Employee relation: in this company’s employees and superior have good relationship with each other. Employees also respect their superior. Employees have also good relationship with their same level. Job analysis: the HR manager doing job analysis by employees performance and he also gives some duties to employees. Job design: The HR manager also design job structure which is most appropriate for the company to achieve the company’s goal. Incentives: they provide some incentives for employees. ) Size activities of HR Department Management: The entire management process comprises the following units: Executive Management: The executive management is special employment agencies retained by employers to seek out top management talent for their clients. Within the limits of delegated authority and responsibility by the Board of Directors, Executive M anagement operates through further delegation of authority at every echelon of the line management. The executive Management operates within the framework of Policy Planning strategies set by the Top Management with periodic performance reporting for guidance. Management Committee: In this garments management committee is very much conscious about Product Planning, quality control, production inventory and export promotion. The garments try to improve their product quality and innovate new products and services what they did before now they are improving very much day by day. Management committee plays very helpful role to reach theirgoal. [pic][pic][pic]Panorama Apparels ltd. Human resource management Human resource management Mr. Abdul Ohab is the human resource manager of this garment. The policies and practices involved in carrying out the people or human resource aspect of a management position, including recruiting, screening, training, rewarding and appraising Human resource planning Panorama Appeals Ltd. has a personnel management and administrative Department. The total number of employees is 550. For the employees there is systematic in house training in home and abroad. To motivate the employees company provides various facilities like free meals, free transportation, picnic, yearly entertainment facilities, on site sports . nd also salary pay within 5th – 8th day of each month. d) Recruitment: They recruit employees by taking interview. They follow some sources to recruit employees which are – i) Internal source ii) External source e) Selection: the board of directors selects the employees by taking interview. The board of director collects the information from the HR manager. f) Training Development The company arranges some training and de velopment programs in every year. It is application of knowledge. It gives people an awareness of the rules procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance but also those which bring growth of the personality; help individuals to the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. Method of training and development program: a) On the job training b) Job rotation c) Apprenticeship training d) Classroom training g) Compensation policies practices Employee benefits services were formerly known as fringe benefits and these benefits were primarily the in-kind payments employees receive in addition to payments in the form of money. In addition to paying employees fairly and adequately for their contributions in the performance of their jobs, organizations assume a social obligation for the welfare of employees and their dependents Employees benefits are usually inherent components of the non-compensation system are made available to employees that provide: –  Protection in case of health accident   Income upon retirement termination These benefits are components that contribute to the welfare of the employee by filling some kind of demand. Incentives Incentives is very much helpful for motivating employees. Incentives add to base pay. It controls costs because the employee is being paid for his/her extra effort and for the benefits brought to the organization. Incentive Pay Categories -Individual -Group -Company-wid e h) Performance Appraisal: Performance Appraisal means evaluating an employee’s current and/or past performance relative to his or her performance standards. Performance appraisals are now more clarified and they concentrate on developing organizational strengths and employee performance. Purpose of Performance Appraisal in Panorama apparels LTD To set targets for future performance To identify potential for promotion To provide legal formal justification for employment decision To diagnose the hidden problems of an organization Performance Appraisal Process: They conduct the performance appraisal interview twice a year. Who Appraises †¢Ã‚  Supervisors †¢Ã‚  Subordinates †¢Ã‚  Peers†¢Ã‚  Clients/customers Approaches to measuring performance in Panorama apparels LTD. There are various kind of method for measuring performance appraisal. But we get information that Panorama apparels LTD. uses only two type of performance method. These are at below: 1. 360- degree feedback 2. Experience based. Findings: We conducted simple random sampling both in Millennium Garments Panorama Apparels. We also used direct observation method to collect the data. After that we used statistical analysis. We found that 80% employees of Millennium are satisfied, 10 % not satisfied 5 % refused to say any comment [pic] Fig1. 1 Satisfaction Level of Millennium Garments Workers And in case of Panorama Apparels we found that 70% of the employees are very satisfied with the current compensation policy other facilities, 10% said that they are not satisfied 20% said refused to make any comment. [pic] Fig1. 2 Satisfaction Level of Millennium Garments Workers [pic] Fig1. 3. Turnover rate of Millennium Panorama With the last five years data we founf that turnover rate is higher in Panorama Apparel that of Millennium Garmnts. Panorama Apparels use 75% of internal source (e. g. employee referrals) 25 % from External source (e. g. Advertising, Internet etc. ) for job recruitment. pic] Fig1. 4 Recruitment source of Panorama Apparels Ltd. On the Other hand Millennium Garments use 40% of internal source 60% from External source for job recruitment. [pic] Fig1. 5 Recruitment source of Millennium garments Ltd. Recommendation: From the analysis with the organization structure of Millennium Garments Ltd. we have seen that span of super vision is too large. A number of d epartments report directly to the general manager. If the number were less the efficiency and productivity of the organization might be increased. Quality control department should remain prompt always. So that it can maintain a certain level of standard as per the market demand to capture the foreign market share it should strive more. Turn Over rate in very high in Panorama 25%, also employees talked openly about their dissatisfaction which indicates that they have to redesign about incentive policies. Conclusion: Bangladesh is a hotbed of garments manufacturing, now ranking  fourth in the list of garments exporting nations. Unfortunately, the country, as a whole, has been unable to break into the arena of high fashion as most of its exports cater to the lower end of the clothing hierarchy. The flourishment of any industry requires combined efforts and co-operation from several parties. Social, political and macro economic environment play pivotal role in this regard. Through successful HR management practice in this respective sector, many labor issue problems can be solvedIf it can up hold it’s much toward advancement, it will be able to set a role model in our country. Appendix: Reference 1. Innovative human resource management practice makes ASA global microfinance leader http://www. theindependent-bd. com/hotnews. php? nid=5170 2. http://www. traveldocs. com/bd/economy. htm . Apparels Bulletin, link- http://www. apparel. com. bd/2008/09/pay-salary-arrears-and-eid-bonus-timely/ 4. Afsar, R. , 1998. Poverty, Work, Health and Sexual Behaviour of Women and Men in Garment Factories in Dhaka, Bangladesh, ACTIONAID, Bangladesh. 5. Ahmad, I. , 1996. Basic Labour Laws of Bangladesh, 2nd edition, Ferdous lqbal, Dhaka. 6. Arifin,J. (ed. ), 1994. Readings on Women and D evelopment in Malaysia, Population Studies Unit, Kuala Lumpur. 7. BGMEA, 1998a. ‘BGMEA meets garment sector trade union leaders regularly’,BGMEA Newsletter, 9(1):9. 8. Bhattacharya, D. and Rahrnan, M. , 2000. Bangladesh Apparel Sector: growth trends and the post-MFA challenges, Paper presented at the National Seminar on Garment Industry in Bangladesh: Economic and Social Dimensions, Dhaka, 21-22 January. 9. Nuruzzaman, A. K. A. M. , 1999. Human Rights and Garments Industry, Programme for Research on Poverty Alleviation, Grameen Trust, Dhaka. 10. Paul-Majumder, P. , 1998. Health Status of the Garment Workers in Bangladesh: findings from a survey of employers and employees, Bangladesh Institute of Development Studies, Dhaka. Questionnaire: Name:Employee Status: Designation:Working Hours: 1. How long you are working in this company? More than 5years More than 2 years 2. How much time you spend here i. e. working hours? 6 Hrs 8 Hrs other 3. Are you satisfies with current facilities incentives? Yes No No Comment 4. Does your company conduct fire drill every year? Yes No 5. Is your employment on permanent basis or contractual basis? Permanent Contractual 6. Did you face any kind of problem that you couldn’t tell to the management? Yes No If yes write down mention the problem below: How to cite Hr Practice in Ready Made Garments Industry, Papers