Advertising may be described as the science of arresting the human intelligence Essay Example

Advertising may be described as the science of arresting the human intelligence Essay Example Advertising may be described as the science of arresting the human intelligence Essay Advertising may be described as the science of arresting the human intelligence Essay Advertising may be described as the science of arresting the human intelligence long enough to get money from it. Stephen Butler Leacock Advertising may be described as the science of striking the human acumen for a period to get money from it. It is used in many different ways for all diverse principles. Ads are used to get the word out to the consumers whether its for selling a product or to promote a special occasion. Advertisements are found in various place such as on TV, newspapers, billboards, internet, pop-ups, banners, cars and through people. Its pros and cons and word of mouth is probably the best form of advertising, as where TV advertising isnt as big as it used to be because of newer technology and most people change the channel or tune out. Advertising is the paid promotion of goods, services, companies and ideas by an identified sponsor. Marketers see advertising as part of an overall promotional strategy. Other components of the promotional mix include publicity, public relations, personal selling and sales promotion1. It must be seen or heard by potential buyers. Basically with ads its the most important aspects of any business to selling their products or service. Without sale, no business can succeed very long. The bottom line in any ad is quite simple: To make the reader buy the product or service2. A lot of companies spent extravagantly large amounts of money to make campaigns for their products to get the most from their patrons. One way they do this is by undergoing advertising techniques. Companies appeal to consumers in many different ways to persuade them to buy their products3. Advertisements are written according to a straightforward master formula which consists of four steps. 1 Advertising Wikipedia (2004) [online] at http://en. wikipedia. org/wiki/Advertising 2 Cyberganda Advertising Jeanell Bertels (2005) [online] at community. k12. mo. us/webquest/bertels/quest. htm 3 Media Awareness. They are, attract the ATTENTON of your prospect; INTEREST your prospect in the product; cause your prospect to DESIRE the product and finally demand ACTION from the prospect4. There are also numerous advertising techniques used to grab the human intelligence and to guide them into paying for a product or service. Avant garde is a technique suggesting that using this product puts the user ahead of times e. g. a toy manufacturer encourages kids to be the first on their block to have the new toy. Bandwagon suggests that everybody in using the product and that you should too in order to be part of the group e. g. a credit card company quotes the number of millions of people who use their card. Another technique is by using facts and figures in their advertisements. Statistic and objective factual information is used to prove the superiority of the product e. g. a car manufacturer quotes the amount of time it takes their car to get from 0 to 100 km/h. An alternative method used is through patriotism where it advocates purchasing this product show your love of your company e.  g. a company boasts about its products being made in Australia and employing Australian workers, Plain folks suggests that he product is a practical item of good value for ordinary people where it shows an ordinary family sitting down at a table for breakfast and enjoying their product the other is the Snob appeal where it shows the product being used by an elite group of customers with a luxurious and glamorous lifestyle e. g. a coffee manufacturer shows people dressed in formal clothing drinking their brand at an art gallery. Testimonials are another great way to sell items for consumption and a famous personality is used to endorse the product e. g. a famous NBA player recommends a particular brand of shoes. Last but not least is the technique through wit and humor. Customers are attracted to products that divert the audience by giving viewers a reason to laugh or to be entertained by cleaver use of visuals or language. The approach to take them extra dollars from the consumer pockets is on an all time high. With the fast food industries there has been a lot of controversy about the freshness and the health issue. 4 Advertising Campaign About. com (2004) [online] at http://advertising. about. com/od/smallbusinesscampaigns/a/youradcampaign. htm The fast food outlets came up with a new strategy to get rid of the negative stereotypes surrounding their companies. To overcome these problems, fast food outlets such as McDonalds came up with a new fresh and healthy menu for their customers. McDonalds issued out a campaign to start a Deli Choice menu for their consumers (see appendix 1). This was therefore due to the number of obesity levels and the criticism surrounding McDonalds through the film Supersize Me. McDonalds then introduced this to get a message to the public that their food isnt all fattening and unhealthy. They also started to put the nutrition details on every burger meal for their customers. The Salads Plus was also inserted into the menu to make the image give the impression of being healthy. Weve developed the range by adding new items and making improvements to some of the existing ones to ensure the Salads Plus menu range will leave you feeling great (see appendix 2). Through this manner, McDonalds are trying to make a statement to say that their products are healthy and that they have made a change from the past. McDonalds uses the technique of patriotism where they also tell their customer that their meat is all 100% Australian and that its endured to be of the highest quality5. With the fast food competition, McDonalds and Subway always were big rivals. They both used adverting techniques to make the other opponent look ghastly. With all the debate about the health issues, communication is a big part in it all. Without the communication, no one in the public will know the truth about all the good and bad things that happen in any class of advertisement. Advertising is used to grab out emotion in whichever sort of way and it will make us rethink about what we need to satisfy our needs. Ads can make us come back to something be decided to leave but through different viewpoint each time.

Minors are Clearly in Need of Protection essays

Minors are Clearly in Need of Protection essays Minors are clearly in need of protection in the formation of a contract, but not at the expense of fair-minded adults with whom they may be dealing. How far does the law of contract support this view? A minor is a person under the age of 18, although in 1969, before the Family Law Reform act was passed, a person under the age of 21 was classed as an infant. The Family Law Reform act lowered the age to 18 and introduced the term minor. A minors capacity to contract is very much restricted but if there was no protection at all for minors then it would be seen that the law is too harsh on young people. Considering at 16 a minor can get married, have children and get a job it seems strange that the age has not been brought down further to 16 instead of 18 as the Law Commission suggested in 1982.The aim of this age limit is to protect minors from their own inexperience and perhaps from unwise transactions whilst not being too harsh on any adult dealing with a minor. In the case of Nash v Inman (1908) a Cambridge university graduate ordered eleven fancy waistcoats from a Savile Row tailor. He did not pay for them, relying on the fact that he was not of full capacity. As waistcoats were normal student clothing at Cambridge they were classed as necessaries meaning that a contract did exist between Inman and Nash. However, the father of the university graduate had already bought him a substantial amount of clothing including waistcoats so the additional ones he ordered were not necessary at all. The law protected the student very well but was incredible harsh on the tailor who after all of that received nothing at all. There is a great difference in the experiences of various young people. In a case where a minor had knowingly taken advantage of an adult, using the law of contractual capacity to his benefit, there appeared to be injustice arising out of a law that ai...

International Management Decision Making Assignment - 1

International Management Decision Making - Assignment Example To do market segmentation properly, Tesco collects demographic and psychographic data. Both these types of data are very crucial for the success of an organization. Demographic data is the kind of data which can be put into categories and labeled statistically. Demographic data includes age, race, income, religion, gender etc. It comprises of basic facts. For instance, Tesco finds out what age bracket visits their super market very regularly, which age bracket does not, what kind of products do they prefer, what is it that they don’t like, when do sales rise and when do sales dip. It then shapes up its promotional offers accordingly. On the other hand psychographic data cant be quantified it is used to understand consumer behavior, how target market feels, what they want and how they go about getting what they want in their daily lives. It helps them in their purchasing decisions. Tesco utilizes all this data, then analyzes it and comes up with reports to assist it in forecast ing demand and making promotional offers. J Sainsbury Plc was established in 1860. It is home to more than 872 stores and 537 super markets all over UK and has some 335 convenience stores. It currently owns Sainsbury’s Bank and LIoyd’s Banking Group. It has two joint ventures namely the Land Securities Group PLC and the British Land Company PLC. Sainsbury’s brand was built to offer a certain heritage to customers. They deliver healthy , safe, fresh and tasty food. The quality of their food is kept in tact and goes hand In hand with a reasonable approach to business. Their food is particularly known for fresh food and they continuously strive to improve products so that they are in line with customer needs. Sainsbury’s is currently serving 19 million customers per week and has a market share which is over 16%. They have more than 30,000 product s to

Paper Entrepreneurialism and Enrons Collapse Essay

Paper Entrepreneurialism and Enrons Collapse - Essay Example A critical analysis of each has been conducted in this assignment to explain how cases like Enron exist and how lay people do not seem to realize the issues in such companies before hand. Reich argues in his article, Paper Entrepreneurialism that accountants and financial experts are particularly trained to manipulate books and numbers. As a result, they have a number of innovative schemes through which an organization can stand to gain through various means. Such paper entrepreneurs manage finances through the usage of paperwork, like establishing holding companies and joint ventures, conducting spinoffs or divestitures, developing mutual funds or conducting exercises that hide realities of the organization under the paperwork and the numbers. Reich suggests that there are other types of entrepreneurs as well which he terms as product entrepreneurs. He believes that these entrepreneurs are developers of products and services that people may want or need. They are innovators of products, and sell such to the consumers. He states that economy has a need for both of them but because paper entrepreneurialism is on the rise, it is expected that organizations will manage to cook up financial gains when competition has become increasingly strong, particularly due to globalization. (Reich) Salter states that Enron is a classic example of deceit and corruption where most of the stakeholders focused on personal gains rather than the organizational gains because of which the shareholders suffered. The problems were deep rooted in ethical and administrative failures, along with lack of corporate governance. As a result, when financial incentives are part of the executives and the board, ethical discipline will definitely be lacking within an organization which was the case in Enron. In such a scenario, Salter explains that corporate governance failure was the key reason why Enron failed and this is the primary way an organization can avoid such a scenario.

How far did communism manage to proceed along the road to a classless Essay

How far did communism manage to proceed along the road to a classless society - Essay Example Gradually, the worker became a victim of injustice, harassment and exploitation. Protest movements originated. According to Karl Marx, a great social thinker and reformer, the root cause of exploitation is traced to private ownership of the means of production. If this ownership is transferred to State, exploitation will cease! When the exploiter class has been finally done with, with no chances of its rising to power again, the State will be replaced by a classless society. Since there is no private property in a communist state, the individual is reduced to a cog in the giant state wheel. The old exploiter has been removed and a new exploiter has taken over. In the name of defeating the counter-revolutionaries, the state apparatus becomes more and more totalitarian. The process of dehumanization of the individual gets accelerated. This has been the post-revolution picture in many communist countries. The so-called great ideals of classless society supposed to be achieved in a perfect state of communism, have proved to be mirage. Those who still swear by the communist ideology, amidst its failures in many countries, do so for their political advantage, and not with the passion for the welfare of the workers. They are just beating the dead corpse. â€Å"The Pope calls Marxist ideology inhumane and essentially impossible, he recalls that history has confirmed his position towards Marxism to be correct. The â€Å"illusion† of a classless society, Pope Benedict XVI says, â€Å"has vanished†. Instead of Communist political maximalism the Pope suggests patient charitable and spiritual activity to fight for more justice in the world.† (O’Brien et. el, 2006) None can deny that Communist rulers are to be blamed for some of the heinous crimes recorded in the human history. Marxist teachings validate such crimes. The concept of classless society, though it has remained as an unattainable dream so far, the positive effects

LVMH

LVMH 1. TASK 01 1.1. INTRODUCTION TO LVMH For this assignment, I ideally considered an organization named LVMH. LVMH LVMH Moà «t Hennessy Louis Vuitton S.A. (Euronext: MC), usually shortened to LVMH, is a French holding company and the worlds largest luxury goods conglomerate. It is the parent of around 60 sub-companies that each manage a small number of prestigious brands These daughter companies are, to a large extent, run autonomously. The group was formed after mergers brought together champagne producer Moà «t et Chandon and Hennessy, a leading manufacturer of cognac. In 1987, they merged with fashion house Louis Vuitton to form the current group The group is controlled by the Christian Dior group, which owns 42.4% of shares and has over 58% of voting rights. Bernard Arnault, majority shareholder of Dior, is Chairman of both companies and CEO of LVMH. His successful integration of various famous aspiration brands into the group has inspired other luxury companies into doing the same. Thus Gucci (now part of the French conglomerate PPR) and Richemont have also created extended portfolios of luxury brands. The oldest of the LVMH brands is wine producer Chà ¢tea dYquem, which dates its origins back to 1593 .(http://en.wikipedia.org) Corporate structure LVMH is based in Paris, France. The company is listed on the Euronext Paris exchange and isa constituent of the CAC 40 index. As of 2008, the group revenues of â‚ ¬17.2 billion with a net income of â‚ ¬2.318 billion. The group currently employs 77,000 people. 30% of LVMHs staff work in France. LVMH operates over 2,300 stores worldwide. Its current business plan aims to tightly control the brands it manages in order to maintain and heighten the perception of luxury relating to their products. For example, Louis Vuitton products are sold only through Louis Vuitton boutiques found in upmarket locations in wealthy cities or in concessions in other luxury goods shops (such as Harrods in London). This practice contrasts greatly with less exclusive brands which can be bought in shopping malls around the world (http://en.wikipedia.org) Shareholders At the end of 2008, the only declared major shareholder in LVMH was Groupe Arnault, the family holding company of BernardArnault. The groups control amounted to 47.42% of LVMHs stock (with 42.42% held through Christian Dior S.A. and 5.00% held directly) and 63.40% of its voting rights (58.02% by Dior and 5.38% directly). A further 3.4% of shares were declared as treasury stock, with the remainder being free float .(http://en.wikipedia.org) DEPARTMENTS OF LVMH * Wines Spirits * Fashion Leather Goods * Perfumes Cosmetics * Watches Jewelry * Selective retailing (Annual report LVMH-2008) MISION AND VALUES OF LVMH * Be creative and innovate * Aim for product excellence * Bolstertheimageofourbrandswithpassionatedetermination * Act as entrepreneurs  · Strive to be the best in all we do (Annual Report LVMH-2008) Definitions of Human Resource Management Human recourse management is a strategic and coherent approach to the management of organizations most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives. (Michael Armstrong, a Hand book of Human Resource Management 2003) The HRM models are 1. The Matching model of HRM 2. Harvard model of HRM 3. Best practice model 4. The contingency model 5. Guest model of HRM 6. Warwick model of HRM 7. Storey model of HRM We can use Matching Model for LVMH Models of HRM 1. The matching model The Michigan model is also known as the matching model or best-fit approach to human resource management. In essence, it requires that human resource strategies have a tight fit to the overall strategies of the business. As such, it limits the role of HR to a reactive, organizational function and under-emphasizes the importance of societal and other external factors. For example, it is difficult to see how the current concern for work life balance could be integrated into this model. Fombrun et al identified four common HR processes performed in every organization: * Selection: matching people to jobs * Appraisal of performance * Rewards: emphasizing the real importance of pay and other forms of compensation in achieving results * Development of skilled individuals These processes are linked in a human resource cycle. The matching model has attracted criticism. At a conceptual level, it is seen to depend on a rational, mechanical form of organizational decision-making. In reality, strategies are often determined and operational zed on a more intuitive, political and subjective level. Certainly, the decision-making is more complex than the model allows. It is also both prescriptive and normative, implying that the fit to business strategy should determine HR strategy (Bratton, J.,Gold, J., Human Resource Management p-18)) Resource based Strategy The resource-based view of strategy is that the strategic capability of a firm depends on its resource based capability. Resource-based strategy theorists such as Barney (1991) argue that stained competitive advantage stems from the acquisitions and effective use of bundles of distinctive resources that competitors cannot imitate. As Boxall (1996) comments; ‘competitive success does not come simply from making choices in the present; it stems from building up distinctive capabilities over significant periods of time. Teece et al (1997) define ‘dynamic capabilities as ‘the capacity of a firm to renew, augment and adapt its core competencies over time. (Michael Armstrong,2000, Strategic Human Resource Management, p-33) Best Practice The ‘best practice rubric has been attacked by a number of commentators. Cappeelli and Crocker-Hefter (1996) comment that the notion of single set of best practices has been over stated: There are examples in virtually every industry of firms that have very distinctive management practices. We argue hat these distinctive human resource practices hlp to create unique competencies that differentiate products and services and, in turn, drive competencies that determine how firms complete. Purcell (1999) has also criticized the best practice or universalist view by pointing out the inconsistency between a belief in best practice and the resource based view, which focuses on the intangible assets including HR, that allow the firm to do better than its competitors. He asks how can ‘the universalism of best practice be squared with the view that only some resources and routines are important and valuable by being rare and imperfectly imitable?. The danger, as Legge (1995) points out, is that of ‘mchanistically matching strategy with HRM policies and practices. Accordance with contingency theory, it is difficult to accept that there is any such thing as universal best practice. What works well in one organization will not necessary work well in another because it may not fit its strategy, culture, management style, technology or working practices. As Becker et al (1997) remark: ‘organizational high-performance work systems are highly idiosyncratic and must be tailored carefully to each firms individual situation to achieve optimum results. (Michael Armstrong, 2000, Strategic Human Resource Management, p-65) Best Fit For the reason given above, it is accepted by most commentators that ‘best fitis more important than ‘best practice. There can be no universal prescriptions for HRM policies and practices. It all depends. This is not easy to say that ‘good practice, ie practice that does well in one environment, should be ignored. Benchmarking has its uses as a means of identifying areas for innovation or development that are practiced to good effect elsewhere. But having learned about what works and, ideally, what does not work in comparable organizations, it is up to the firm to decide what may be relevant in general terms and what lessons can be learnt and adapted to fit its particular strategic and operational requirements. The starting point should be an analysis of the business needs of the firm within its context (culture, structure, technology and processes). This may indicate clearly what has to be done. Thereafter, it may be useful to pick and mix various ‘best pract ice ingredients and develop an approach that applies those that are appropriate in a way that is aligned to the identified business needs. But there are problems with the best-fit approach, as pointed out by Purecell(1999) who, having rubbished the concept of best practice, proceeded to do the same for the notion of best fit: Meanwhile, the search for a contingency or matching model of HRM is also limited by the impossibility of modeling all the contigent variables, the difficulty of showing their interconnection, and the way in which changes in one variable have an impact on others. In Purcells view, organizations should be less concerned with best fit and best practice and much more sensitive to processes of organizational change so that they can ‘avoid being trapped in the logic of rational choice. (Michael Armstrong, 2000, Strategic Human Resource Management, p-66 ) Human Resource Management VS Personal Management Human resource management was first known as personnel management. However the present status of the field of human resource management has been achieved after years of evaluating development. In personnel management people were manage stick administration but in human resource management people are consider resources, develop people and get them to manage them self. Organizations now consider the human resource as a resource that could be developed rather than just be managed. Personnel management is more administrative in nature, dealing with pay roll, compiling with employment law and handling related task. Human resources on the other hand are responsible for managing the work force as one of the primary recourses that contribute to the success of the organization. Personnel management manages people by strict administrative system but human resource management considers people as a resource that can be developed.eg; Train and developed persons. Personnel management is less concentration on employees future potential and getting the best from employees through training, development and motivation. but other hand of human resource management identifies employees potential, areas for improvement, strength and weaknesses identifies training needs and trains them achieves result through motivation and job satisfaction. Human Resource Management from a strategic perspective and its implications for the role of the line managers and employees Human resource management is very important to build up relationship between line managers and employees. Below I mentioned area of covering strategic human resource activities. * Policy making. * Designing and developing human resource strategies. * Contributing to the corporate plan of the organization. * Integrating human resource activities to the main purpose of the organization. * Job evaluation. * Salary administration. * Incentives and benefits. * Grievances handling. 1.2. APPLY GUEST MODEL OF HUMAN RESORCE MANAGEMENT TO LVMH LVMH using human resource management functions for build up their business. Especially they apply guest model for following functions. They are using human resource strategy for innovation the company. Regularly they check other retailers of the market. After that they focus their business for current market. Normally they evaluate the cost of product. Some time they control the unnecessary cost per product. eg; they searching current market and stopping over production Human resource management practices; LVMH specially using human resource practices for recruitments. They are choosing correct person for correct job category. They offered training period for new employees. Always management evaluating employees and giving rewards for them. eg; bonus Human resource outcomes; They always get ideas from customers and offers range of options for flexible working. eg; part time work, career break Behaviour outcomes; The management always evaluating workers and motivate them. It has good team workers. Every time they corporate with others and helping them. Performance outcome; LVMH evaluate everybody performance and using some human resource practices for increase productivity. Human resource department discuss with employees and this time reduce their absenteeism and labor turn over. Critically evaluate the Guest model of human resource management Human resource management is deferent from traditional personnel management. However, Guest has acknowledged that the concept of commitment is messy and that the relationship commitment and high performance is difficult to establish. The strength of the guest model is that it clearly maps out the field of human resource management and classifies the input and comes. The model is useful for examining the key goals usually associated with the normative models of human resource management; strategic integration, commitment, flexibility and quality. 2. TASK 02 2.1. Aim/Purpose: Why have a Strategy? To set the context for learning and development within the LVMH to answer the questions that staff, managers, and customers might have: * Why is learning and development important? * How does learning ‘fit in with staff roles, delivery of key services? * What does the LVMH mean by learning and development? How do staff and managers make sure they have the learning they need? The aim of this strategy is to provide a practical map and guide of how learning and development supports the work of the LVMH, at an individual, team and organizational level. The strategy aims to set out the current aims and objectives and also map the future so that there is a ‘vision of how learning and development will support the LVMH both now and in the future across Provider and Commissioning. The purpose then is to provide a framework for learning for LVMH which will: * Set out the LVMHs commitment to providing learning and development for all staff * Ensure that staff are equipped with appropriate skills, experience and support to enable them to continue to provide high quality care and services * Ensure that processes are in place for staff to achieve their potential and that individual contributions are valued and acted upon * Ensure that staff identify training needs and undertake appropriate training as part of their role and that training needs are identified at an individual, team and organisational level * Ensure that high quality training and development is commissioned as needed * Effective learning and development processes and systems are in place that are accessible and clear. 2.2. Supporting the LVMH to deliver its strategic aims and objectives The LVMHs key strategic aims are to: Engage with the target customers and their needs. Commission a full and equitable range of high quality, responsive and efficient services, within allocated resources, across all service sectors. Directly provide high quality responsive and efficient services where this gives best value. The achievements of the strategic aims are supported by a set of key values. LVMH values are the qualities, standards and principles that the LVMH believes will help it and its staff to succeed. The values are: Be creative and innovate Aim for product excellence Bolstertheimageofourbrandswithpassionate determination Act as entrepreneurs Strive to be the best in all we do 2.3. Core principles for Learning and Development across the LVMH: * To provide opportunities for learning, high value of skills about international marketing, personal development and skills enhancement at all levels. There is a need to widen participation to ensure lower band staff have the development they need * To encourage continuous learning and space for innovation and creating something new so that services are adapted and improved as a result of learning * To be more than fit for purpose but in pursuit of excellence * Endorse the principles of becoming a Learning Organisation * Identify a systematic process and framework for identifying, planning, delivering and evaluating learning and development at an individual, team and organisational level * Support and develop a culture that encourages confidence, motivation and creativity in staff allowing them to be innovative, take risks and realise their full potential * Ownership of learning and development by individual members of staff so that they can see the value of learning and how it will support them * Staff are our ‘customers. The learning and Development team need to ensure that effective feedback and quality assurance processes are in place * To be able to measure success The strategy should: * Mean something to staff and Managers, be ‘live and real and practical, mapping the current and future picture and progress * Be organic in that the Learning and Development team continually assess and change the strategy and vision through its own learning * The Learning and Development strategy should strengthen and be integral to the LVMH organisational objectives and performance management frameworks * Identify localised examples. 2.4. Learning and Development: Strategic Aims and Objectives To Meet PCT Commissioner and Provider Strategic Aims, Values and Vision Ensure staffs are working safely and competently and have the skills and knowledge they need to deliver high quality services: * Deliver first class Induction * Provide high quality marketing Training * Ensure all staff are attending Statutory /Mandatory training * Ensure store Supervision systems, training is in place * Develop IT skills of our staff Support the LVMH to develop the workforce of the future: * Work with Provider and Commissioning Directorates to support development of LVMH into the future * To work with HR and OD Director to embed values of the LVMH through education and training systems and processes * Support the development of new roles * Identify training and development for new services as they are developed * Support the workforce planning agenda Support the LVMH in the delivery of its Inequalities Agenda * To ensure integrated working with Public * Ensure Equality monitoring and performance targets are met * To provide an equality and diversity training programme for all staff * Complete an Equality Impact Assessment on the Learning and Development function * Develop systems to include staff feedback into improving learning and development within the LVMH Develop first class leaders and managers within the Provider and Commissioning arms of the LVMH * Identify management and leadership strategy for all managers at appropriate bands * Delivery of in house leadership programme * Develop a management skills programme, identify skills / competencies for Managers * Develop and provide Team Leader Training * Support Managers to access external management and leadership programmes as appropriate * Develop mentoring, coaching and shadowing for staff * Provide training and support for Managers in Skills Knowledge to manage change efficiency and confidentially Delivering high quality, innovative and creative learning opportunities Support the LVMH to become a learning organisation and embed the philosophy of the teaching lvmh * Promote the principles and philosophy of the learning organisation and the teaching LVMH * Embed the learning culture * Encourage new ways of learning, training, e-learning * Support the organizational development agenda * Develop work with neighboring LVMHs Ensure accessible and excellent high quality training, learning and development provision is in place * Develop the LVMHeducation and training team and service * Commission training and development, both now and in the future * Development of ‘self service training administration system * Ensure effective systems and processes are in place * Development of Learning Centres and accessible ways of learning Develop a Quality Assurance framework for Learning and Development * Demonstrate the value of learning within the organisation * Benchmark against competitors * Develop measurable standards for learning and development processes * Ensure robust data collection and reporting * Develop a system for feedback from staff, partners ‘customers * Quality assurance, monitoring, evaluation systems put in place eg. i. Train the trainer, standards of delivery for trainers ii. Contracts for external trainers iii Staff and partner organizations iv Staff questionnaire/feedback Use existing resources creatively and plan resourcing for the future such as * LVMH training budget * Income generation * Sponsorship / grants 2.5. Standards Service Standards will be included for each strategic objective and identified in the work programme. 2.6. Responsibilities / accountability: Training Governance All members of staff have a responsibility for their own learning and development, supported by Managers and the Learning and Development Team. For detailed guidance on roles and responsibilities on identifying learning and development 2.7. Success Criteria: benchmarking, quality assurance processes: How will we measure Progress and Achievement? * Through regular reviews of the Work Programme * On going consultation with staff * Evaluation and collation of feedback 2.8. Review and Monitoring Quarterly review of strategy and work programme may monitor by Human Resources Committee. 3. TASK 03 3.1. RECRUITMENT Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job search engines, headhunters for executive and professional recruitment, niche agencies which specialize in a particular area of staffing and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews. (Armstrong, Michael (2006). A Handbook of Human Resource Management Practice) SELECTION Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investmentin other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire. Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge). The field of personnel selection has a long history and is associated with several fields of research and application, including human resources and industrial psychology. Recruitment and Selection of LVMH They are based on higher requirements for professionalism in the evaluation and selection methods, while offering candidates a unique experience that gives them useful feedback for their professional development. Not only are technical skills assessed, but also the ability to produce and communicate results, the ability to work in a group, the ability to have a strategic vision while knowing how to make a daily commitment and, finally, the potential to become an enterprising leader motivated by a desire for ongoing improvement. Assessment of these aspects is made by LVMH group managers through interviews as well as individual and group role plays. At the end of this intensive day, whatever the result, each candidate receives several in-depth analyses to assist him or her in understanding how he or she was perceived and the contents of the assessment. Essential of international recruitment of LVMH Sustained development of all LVMH activities enabled multiple jobs to be created in 2008 across the Groups companies and brands: Wines Spirits, Fashion Leather Goods, Perfumes Cosmetics, Watches Jewellery, and Selective Retailing. LVMH has 77,087 employees worldwide, with the average number of employees over the fiscal year up 9.5% compared to the previous year. Through its policy of selling products with the â€Å"made in France† label, LVMH ensures that industrial jobs are maintained in France. The breakdown of the Groups workforce by geographical region is stable and balanced. 74% of the workforce is employed abroad, essentially in the distribution networks of Europe, the Asia-Pacific region, and North and South America. Workforce of LVMH by geographic region 26% France 19,737 22% Rest of Europe 17,226 22% United States 16,723 6% Japan 4,929 19% Rest of Asia 14,831 5% Other markets 3,641 Total 77,087 (Source; LVMH Annual report-2008) There are 74% of employees working internationally. Therefore international recruitment is important to LVMH. They are expecting a personal development within a professional, responsible team in the organization. identifying with the values of a company is a major element in attracting and motivating the men and women who join LVMH and invest themselves in the Group. The Group presents its corporate responsibility policy during the initial contact with candidates, for example during recruitment forums. The explanation of this policy is part of the integration process. The prevention of psycho-social risks in their orientation manuals or employee manuals, like DFS Group, Fendi or Glenmorangie. However they have consider the expectations and motivation of the teams. Access and continued employment for older employees is also a constant concern, consistent both with the Groups policy on diversity and with its International Recruitment at LVMH Here LVMH can find a step-by-step guide to recruitment. International Recruitment Deployment e follow the extensive International Recruitment process as follows: Stage 1:Advertisement using print media and internet including job display on our Job portal Stage 2: Screening of applications received in response to advertisement. Stage 3: Short listing, scrutinizing data according to the skills, knowledge and aptitude desired for the job. Stage 4: Test Interviews Stage 5:Selection Stage 6:Reference Check Stage 7:Completing the Visa/Administrative Process following the acceptance of Job offer by the candidate. Stage 8:Travel arrangement and deployment of the candidate to job location. (http://www.habsons.net) Selection Methods (Tests, Exercise, Presentations) The most popular selection method is Interviewing ; however the decision making process at Interviewing panel stage will be improved if information additional to that obtained from the application form, CVs, references (for academic and research posts) and interview is available. It is therefore desirable that the selection process includes an additional selection exercise/test. This should be designed to gather information about the ability of short-listed candidates to carry out the specific duties of the post by testing aspects of the Person Specification, which cannot easily be evaluated by an interview or reference. Some examples of selection exercises are given below, all of these would need to be carried out in accordance with good practice in Equal Opportunities: In setting up and running selection exercises the following principles should be followed: Nature of Post: Selection Exercise: Research posts Candidates could be asked to deliver a seminar, give a departmental presentation or write a report Posts that require supervisors skills Candidates could be asked to take part in a supervisory role play General: The assessment of performance from selection tests must be made on a predetermined set of factors, rather than vague generalizations, using set criteria will enable an objective assessment of the test set; There should be a clear understanding of what is being tested and what status the test/exercise has within the overall selection process; If the test/exercise involves using a software package, experience of using that specific software package must have been included in the selection criteria for the post; The test/exercise must be designed to provide an equal opportunity for each candidate to demonstrate his/her abilities, in accordance with the Equal Opportunities Employment Policy; Where appropriate, selection tests/exercises must be adapted for a candidate with a disability. For further guidance on this the Recruitment Manager or HR Manager should be contacted; The test/exercise must be properly planned in advance with each candidate given full information on what is involved and sufficient time for any preparation required; The test/exercise must not be biased in favor of internal candidates, i.e. it should test basic principles in relation to the post, not knowledge of internal procedures; The information gathered from a selection exercise will only relate to a limited number of the overall requirements of the post and the results must be judged in this context. However, if an essential criterion for the post is being tested e.g. numeracy and the required standard for the test is not met then the results must not be ignored; Objective criteria should be used to score the test that has been set and all information relating to the test should be reported in a standard and consistent format to Interviewing panel. If there are any factors which may have influenced a candidates performance e.g. inter

A midsummers night dream Essay

Additionally, The nobles are a mirror image to the Mechanicals. The Mechanicals are completely opposite to the nobles. The nobles speak in Shakespeare’s elegant verse and are very rich and are also educated. Unlike, the mechanicals that do not speak in elegant verse but in proses and are lower class and are not well educated. The forest represents magic, instinct, love and dreams. It is symbolised by the fairies’ use of rhyming verse, and night. The prosaic Mechanicals here in the forest are another mirror image to the supernatural fairies. The Fairies are elegant; and speak in a four beat verse chant. â€Å"So shall all the couples three. Ever true in loving be† However, The Mechanicals are clumsy and earthly and speak in prose. â€Å"I, One snout by name, present a wall. The mechanicals add understanding to the audience through love. In the mist of a supernatural war, the humble Bottom demonstrates something about the blind nature of love through his combination of dignity and foolishness. † Reason and love keep little company together† Bottom adds understanding to the audience’s understanding by this quote. He explains that reason and love have nothing over love Bottom figures this out because he is ordinary, ands proving Theseus wrong. The Mechanicals’ main contribution is humour. This has the effect of diffusing tension. It grounds down the elevating romance of the lovers and the fairies, and adds to the audience’s enjoyment. Shakespeare creates humour through various language techniques. One way in which he does this is by the comic effects of the names of the characters. Bottom name might prefer to a person’s backside or an â€Å"ass† in which his head is turned into the head of an â€Å"ass†(donkey) In the play-within-a-play, flute plays Thisbe. The name Flute refers to a flute instrument, which is to a sour fruit â€Å"citrus†. This reflects his personality as he is bitter, serious and gets annoyed. High, pitched. In the play Flute has to put on a high voice as he plays a woman. Also Quince name refers Also the Mechanicals contribute humour by the misuse of their words. The mechanicals mix up their senses a lot in the play. â€Å"The flowers of odious savours sweet† an oxymoron is used here as Bottom mixes up his senses. The effect on the audience is obviously humour as it is a stupid mistake. As flowers do not smell horrible! The mechanicals also mix up senses† I see a voice†¦. And I can hear my Thisbe’s face† L187-188 [Bottom] Bottom un-deliberately mixes things up again by saying he sees a voice and hears Thisbe’s face. The effect on the audience is humour. The Mechanicals enhance the audience’s understanding of the theme of love and it transforming power. Shakespeare uses humour to show the ugly can be made beautiful though love. ?† What angel wakes me from my flowery bed†¦I pray thee, gentle mortal, sing again† As the audience knows, Bottom cant really sing but the fact that love can change something ugly into something beautiful is what the Mechanicals add to the audience’s understanding of the play. The contrast of the lazy Bottom and the beautiful Titania with her high status, her language and power underlines the transforming power of love and shows how people behave foolishly because of love. Although Bottom is ugly and uneducated he speaks wise words. † Thou art as wise as thou art beautiful† Shows that even though Bottom is ugly and clumsy his wise words about love† Bottom shows the audience that love is unreasonable. The effect on the audience is that love is not about status, beauty or law. Which is what the Athenians believe love is about. Humour is used to explore the idea of drama and the conventions of the theatre in the play-within-the-play when Quince begins his prologue he takes away the drama and the tension from the play. He does by adding a speech before the play by reminding the audience a few things before the play starts † I am to entreat you, request you are desire you to con them† Quince takes away tension in a humorous by telling the audience before hand that the Mechanicals are a little bit rubbish. Throughout the play-within-the-play Bottom dominates the play but misguides his own talent in many ways. Bottom throughout that play tries to dominate but makes silly while humorous mistakes. â€Å"O grim-looked night†¦O†¦O†¦O† Bottom repetition is entertaining as he is trying to make himself look like a good actor, He is trying to create this impression by using â€Å"o† a lot in his sentences. When Shakespeare uses the actors as the setting. Which are the wall and the moon. It shows the contrast of Shakespeare use of imagery to represent the scene, as there were no props and stage settings in those times. Also Flute says his lines all at once as the actors in the Elizabethan times would only know their own lines not the other actors. Which would be very humorous for the audience as the actors would be all jumbled up. The Mechanicals add enjoyment and understanding through the theme of love and through humour. The Mechanicals also contribute humour. And finally the Mechanicals increase the audience’s perceptive of the theme of love and it transforming authority by using Bottom to say something intelligent about love. William Shakespeare uses the Mechanicals in the play for many reasons. Shakespeare uses the mechanicals to add understanding to the audience throughout the play. Also he uses the mechanicals for the audience’s enjoyment. â€Å"A Midsummer’s Night Dream is still popular for performers and audiences today as it is a play with bizarre and magical dreams and magic happenings thought out the play. Finally, because it is a humorous yet a moral play which anybody can learn from.

Cooper Pharmaceuticals Inc. Essay

Bob Marsh He was initially rated as a highly sincere, aggressive, enthusiastic fast learner and his references were outstanding. ï‚ § He had been working in the retail pharmacy before joining CPI ï‚ § For assessing CPI’s move of letting Bob Marsh go, we need to identify the reasons for this action and determine if those reasons can be justified. ï‚ § John Meredith had rated Bob Marsh’s performance as â€Å"Below Standard†Ã‚   Marsh wasn’t responsive to management directives ï‚ § He had a tendency to pre-judge customers and promotional programs ï‚ § Bill Couch (highly experienced supervisor who was held in high regard) rated Marsh as a well above average detailer and had also assigned him an additional responsibility of overseeing a distributor ï‚ § Jim Rathbun who was a young energetic manager expressed his concern in Marsh’s inability in introducing new products to physicians, his poor penetration with dentists among other issues. He put Marsh on a 90 day probation where he was given specific goals to achieve failing which his service would be terminated ï‚ § By 1990, his then manager Ted Franklin asked him to improve upon all the qualities that he was once hired for The reason why Bob Marsh could deliver consistent results and build such rapport despite being an organizational misfit has to be studied to know if the mistake was on the part of CPI of Bob. Marsh was operating in his home territory and very clearly he had built a very personal rapport with his customers. He was already a pharmacist and must have leveraged on his existing contacts so much so that irate customers called for him to the company. He was following a self imposed system of â€Å"Sales matter, so let me get it howsoever† rule, which cannot be accepted by a company like CPI whose sales force is held in high repute. The highly reputed sales force essentially implies a strong process of recruitment, training and incentives. Bob Marsh might have been leveraging on personal contacts to meet his targets regularly. Therefore, managers who valued outcome more found him more agreeable than those who valued behavior more. In fact he seems to have enough clout to get doctors and pharmacists to write to CPI and complain about his dismissal, even trying to arm-twist the company.

Habits and Traits of Box Elder Bugs

Habits and Traits of Box Elder Bugs Box elder bugs go relatively unnoticed most of the year. In fall, however, these true bugs have an annoying tendency to aggregate on peoples homes. As temperatures drop, box elder bugs make their way inside houses and other structures, seeking warmth. Then they get noticed, as worried homeowners try to battle the bug invaders. Should you find box elder bugs in your house, dont panic. Theyre completely harmless to people and property. All About Box Elder Bugs Adult box elder bugs measure about 1/2 inch long. Like several other red and black true bugs, box elder bugs are flat-backed and elongate. Behind its black head, a box elder bug has three lengthwise red stripes on its pronotum; these markings are characteristic of box elder bugs. Each wing is outlined in red on the outer edge and bears a diagonal red marking as well. Newly hatched box elder bug nymphs are bright red, with rounded abdomens. As they molt and age, black markings start to appear. Box elder bug eggs, laid in clusters, are golden or reddish brown. Classification of Box Elder Bugs Kingdom - AnimaliaPhylum - ArthropodaClass - InsectaOrder - HemipteraFamily - RhopalidaeGenus - BoiseaSpecies - trivittatus The Box Elder Bug Diet Adult box elder bugs feed on the sap of box elders, as well as other maple varieties, oaks, and ailanthus. They use piercing, sucking mouthparts to draw the sap from leaves, flowers, and seeds of these host trees. Box elder bug nymphs feed primarily on the seeds of box elder trees. The Box Elder Bug Life Cycle Box elder bugs undergo incomplete metamorphosis in three stages: Egg:Â  Females deposit clusters of eggs in bark crevices, on leaves, and on seeds of host plants in spring. Eggs hatch in 11-19 days.Nymph:Â  Nymphs go through five instars, changing from bright red to darker red with black markings as they molt.Adult: By mid-summer, the box elder bugs reach adulthood. In some areas, this new population of adults may then mate and lay eggs, resulting in a second generation before fall. Special Habits and Behaviors of Box Elder Bugs Box elder bugs aggregate in sunny places for warmth during fall. Adults overwinter in buildings, often in attics or inside walls. On sunny winter days, they may become active and cluster near windows or other warm areas of the home. Adults do not reproduce while overwintering in buildings. Like many other true bugs, box elder bugs produce a foul odor when crushed, so the worst thing you can do is try to squash them. Indoors, they may leave fecal stains on walls and draperies. Where Do Box Elder Bugs Live? (Besides Your House) Box elder bugs live in forests or other areas with deciduous trees, especially places where box elder trees grow. Boisea trivittatus, also known as eastern box elder bug, lives east of the Rocky Mountains in both the U.S. and southern Canada. The similar species Boisea rubrolineatus, western box elder bug, inhabits areas west of the Rockies. Other Common Names for Box Elder Bugs Box elder bugs are also known by the names: eastern box elder bug, boxelder bug, maple bug, democrat, politician bug, and populist bug.

Pepperoni in Italian Is Not the Same as in English

Pepperoni in Italian Is Not the Same as in English Its one of the most common mistakes Americans make when referring to food in Italy. The New York Times article, Savoring Tuscany a Glass at a Time, opens with this (un)appetizing line: If the idea of wandering through a village dating back to Etruscan times before stopping off at a family-run restaurant for a plate of pollo con pepperoni (chicken with peppers) and a glass of Chianti sounds good to you. Heres the Twist Well, no, in fact, that doesnt sound right at all! Pepperoni is a spicy Italian-American variety of dry salami usually made of pork and beef and is frequently used as a pizza topping in American pizzerias. Peperoni, on the other hand, is what Americans recognize as peppers, and what the recipe calls for. Chicken surrounded by those large circles of pepperoni one normally associates with take-out pizza on a Friday night? No thanks! The plate should read pollo  con peperoni, with one P. The Best Advice For those traveling to Italy who want to sample authentic pepperoni, ask for salame piccante, salamino piccante (spicy salami, generally typical of Calabria), or salsiccia Napoletana piccante, a spicy dry sausage from Naples.

Saving Private Ryan Essay Example | Topics and Well Written Essays - 500 words

Saving Private Ryan - Essay Example Spielberg shows this through many close-ups on his eyes, within which the audience sees the emotions and turmoil that exist despite his slow physical progress. Soon the film moves to a landing craft approaching the beaches on SD-Day. This is different from traditional war films in a number of ways. First, all the soldiers look terrified. Second, the very physical effects of this fear and the rough seas - a soldier vomiting - is shown. The soldiers around him do not even seem to notice the soldier vomiting because they are so caught up within their own thoughts and fears. Once the landing craft gets to the beach and opens up, German machine guns essentially eviscerate three soldiers before they even have a chance to move. Again, this is the point of view of the soldier. The audience sees the bloody pieces of the soldiers spattered all over the landing craft and their comrades. The scene continues with the point of view of a soldier struggling to make it up on to the beaches, and shows one of them drowning because he is wearing too much equipment. All of this shows the terror of war, and the easy, almost casual manner with which it takes life. As the scene continues the main character, played by Tom Hanks, essentially withdraws into his own world.

Future of Healthcare Essay Example | Topics and Well Written Essays - 2500 words

Future of Healthcare - Essay Example untries such as the United States have established public health care as an intervention to manage and control illnesses, injuries and other health disorders through disease surveillance, and encouragement of health behavior, environment and the society. It was intended to improve the accessibility of health services through private and public insurance health care provision to all Americans (AcademyHealth, 2011). Although introduction of Patient Protection and Affordable Care Act in 2010 has addressed various challenges facing the health sector the reform has its share of challenges, risks, and opportunities for the people and the state. The drive to increase government involvement in health care administration in the United Stated State can be traced in 1912 following the presidential candidate on the Progressive Party ticket Theodore Roosevelt call for creation of a national health insurance scheme to replicate that of Germany (Emanuel, 2014). After the Great Depression, the proposal gained attention in 1932 when Wilbur Commission, a governmental panel observed that millions of American residents lacked access to affordable medical cover (AcademyHealth, 2011). They suggested a medical group practices and prepayment scheme where the group would contribute finances to cover the members. The intention was to provide every American with medical cover. However, the system experienced myriad challenges partly because of inadequate funds the state was facing and partly because the American Medical Association (AMA) failed to endorse government-run healthcare. These led to the failure of legislation to support the proposa l. Another attempt to provide a ten-year health care for all Americans was put across by President Harry Truman in 1945. However, the effort was thwarted by AMAs warning of the detriment of socializing medical care and subsequent opposition by the Congress (Brill, 2015). However, these proposals set the ground for subsequent political debates to