Companies That Use Flexitime And The Benefits Experience Management Essay

Companies That Use Flexitime And The Benefits Experience Management Essay There are many challenges today within the workplace facing human resources management and how people are managed. The business climate has been turbulent such as the global recession, competition in pricing as well as laws concerning employment strengthening the case for new initiatives to be enforced. As a result, the human resources management team have provided a booklet on issues concerning the benefits and drawbacks of four key subject areas such as the graduate assessment centres, absenteeism through a punitive approach, performance related pay and flexitime as a flexible working option. This will also include facts and figures illustrating the importance of each topic as well as defining key areas in order for MW Associates to make a decision about how to deal with these HR issues when they establish their new leisure operation. What is Flexible Working? Flexible working can be and has been defined in variety of different ways. For example according to CIPD Factsheet (2010) flexible working is described as working arrangements between the employee and their employer in terms of working time and working patterns. Flexible working has also been defined as the ability a company can employ people when and where required in the interest of everyone Pettinger (2002, p5). Flexitime Flexitime working arrangement is an arrangement that allows employees to choose the start and finish times they wish to work, according to the given parameters. The working arrangement of flexitime being offered to employees began in the 1970s and was mostly common in the public sector according to IRS (2007). According the IRS survey of 2007 on flexitime and other working arrangements, organisations where men make up 60% of the workforce are much more likely to offer their employees flexitime arrangements to those with either with other genders. It is suggested that in order for a flexitime arrangement to work it will rely on the goodwill and trust, as well as good monitoring and good management (XpertHR professional, 2005). Companies that use flexitime and the Benefits experience BT British Telecommunications (BT) is one of UK most known and recognised brand, and is also known for providing product and services in over 170countries worldwide (BT, 2010). BT is also one of the UK leading companies in providing employees the options of flexible working arrangements such as flexitime. A report by the Family Friendly Working Hour Taskforce of 2009 found out that BT retention of their employees improved with the percentage(over the last five years)of its UK female employees returning to work after taking maternity leave reached 90.99%, saving the company  £5million a year in recruitments and inductions (Family Friendly Working Hour Taskforce, 2009). City Sightseeing Glasgow City Sightseeing Glasgow is another company that found the benefits of providing their workforce flexitime as a form of working arrangement, twice a year in the summer and winter season. The imitative was originally for older employee who wanted to reduce or change their working pattern, however due to the success of the initiative the company expand it to the entire workforce. The company saw absenteeism levels drop, retention rate increase to 90-95% and expand their recruitment market among students and women want to return to work (Family Friendly Working Hour Taskforce, 2009). LillyUK A Human Resource Management International Digest article (2005) highlighted that LillyUK one of the worlds largest research-based pharmaceutical companies, has been making flexible working arrangements available to their employee since 1996. The article reports that one of the working arrangements that Lilly offers to their employees is flexitime, and since the introduction of the arrangement the company had noticed they were able to attract more high-caliber recruits by 30%. Other forms of Flexible Working Arrangements The graph below illustrates the finding of IRS survey (2010) of the forms of flexible working arrangements, and their popularity with organisations. The Graph above shows the forms of flexible working arrangement that companies offered in 2009 and as shown part time working was the preferred method of arrangement with 93%, and with flexitime with 54%. Pros and Cons of Flexible working Arrangements CONS PRO Social factors are sources of disadvantage, working suffering from isolation and not feeling part of an organisation. Foot (2005.p183). Workers on flexible contracts tend to be more emotionally engaged, more satisfied with their work, more likely to speak positively about their organisation and less likely to quit. (CIPD,2010) A flexible workforce is harder to manage and impose higher administrative costs in areas such as recruitment. Hendry(1995.p401) Provides a pool of staff that can be called upon to work at short notice. (IRS, 2009) The company may have difficulty of maintaining staff development and upgrading skills. (Businesslink, 2010) Enables employees to achieve a better work-life balance.  (CIPD,2010) The Potential Drawbacks and Challenges presented should MW Associates choose to implement Flexible Working Arrangement In order for MW Associates to implement flexible working arrangement such as flexitime within their organisation they would have to overcome the challenges that would be presented to them, this could come in the form of line managers being reluctant to accept flexible working arrangement. Flexible working arrangements may have affect communications between line managers and employees, so it would important for MW Associates ensure that they establish a clear process for how flexible working works in  the organisation. CIPD, 2010 Performance Related Pay- The Benefits and Challenges According to Foot and Hook (2008) performance related pay is a term that is closely linked with relationship between an individuals pay progressions to his or her level of competence. It seeks to be a tool for motivation. This pay scheme is now popular in many organisations since being introduced in the 1980s, according to MW Gilman (1998) the average proportion of employees covered by an organisations IPRP scheme to be in the range of 70%- 80%, suggesting that this is the most beneficial way to get people to work to their best. Though, the CIPD recent reward management report (2009) again records the popularity of individual based bonuses and incentive plans at 61% as the highest way to reward its employees. Companies/ Sectors that use PRP and the Benefits experienced Chelsea Football Club- Supervisors are encouraged to reward staff who work exceptionally well and go the extra mile each game with a star, this is an extra  £15.00 on top of the basic pay. This is very beneficial for the company as some employees will perform better than others in order to get the extra reward, therefore the company will get the best output possible out of their employees. Staffs do what is asked of them when asked to do so. People are only working hard because they know there is a possibility of a reward, not because they want to or is required as part of the job. The Pros The Cons The reward will motivate some staff to work harder. Supervisors can be bias without realising and the reward to friends or the same people. If the same people are getting the reward consistently, the organisation will recognise this and it will give them an idea of who to promote. Although you get an extra  £15.00, for those who get taxed it doesnt make much of a difference as it is taken in tax. (Primary Research, Samantha Koranteng, 2010) NHS Consultants- Clinical Excellence Awards The ACCEA (Advisory Committee on Clinical Excellence Awards) give Clinical Excellence Awards to recognise and reward the exceptional contribution of NHS Consultants who work over and above that normally expected in the job to the values and goals of the NHS and to patients care. The Cons The Pros The committee offers 3 bands, Bronze, Silver and Gold this is good because it makes it more accessible and highlights a good range that consultants can reach, in effect it makes it fairer. The fact that you have to apply for it suggests that its not an automatic recognition, the long process and stages may deter qualified candidates from applying. Consultants can apply for the scheme on their own behalf so the scheme can have a large volume of applicants. (Department of Health, 2010) Local Education Authorities-Teachers In teaching there are pay scales that are dependent on performance, provided performance is satisfactory the teachers pay will go up a grade, once on the highest grade through recommendation they can move up to a higher grade. Teachers may become too target orientated and forget that there job is to educate. This can identify teachers that are unsatisfactory and training can be provided to make them to the standard The Pros The Cons (Christine Blower, acting NUT general secretary. May 2008) The Potential Drawbacks and Challenges presented should MW Associates choose to implement such HR Approaches MW Associates should pose a policy whereby employees know they have security of their earnings and a contract that states there is a minimum level or fall back rate, this will not be difficult to do however MW Associates need to highlight how much employees will gain after they have exceeded the standard or basic level of work asked for. The organisation also needs to clearly devise a method of analysis that can fairly and ethically distinguish between the better performances of one employee to another. Alternatively they could introduce a bonus scheme where the incentives are non monetary, they could offer days off work, paid holidays or organised staff social gatherings. Managing absence through a `punitive approach` is this effective and what are the alternatives? Absence can be seen as a problem to many organisations with short term absence being largely unprepared compared to long term absence. Although, many organisations use appraisals with regards to performance management in helping employees develop and learn more about the business in order to prevent absenteeism. According to NSW Nurses Association (2010), absenteeism can be defined as when an employee is constantly or continuously failing to attend work as scheduled, in particular, when their absence forms a pattern which suggests that the employee is dissatisfied with their work or that their absence could have been avoided. Absenteeism can be also considered grounds for dismissal according to Redgoldfish, (2010). It is important to manage absence because of the loss of money concerning indirect costs such as the replacement of staff, loss of labour and production as well as costs to the business regarding its reputation. These are just some of the factors in why management of absen ce is important. Forms of Short -Term Long term Absence Short- term Absence Long term Absence According to (Travel Trade Recruitment, 2009) being more and more persistent time off work According to (Visual Human Resources 2009) definition long term sickness absence here is any absence lasting more than ten consecutive days. Unauthorised absence for any reason Consultation with the employee Lateness An assessment of alternative employment being offered (e.g. reduction hrs, home based Sickness / injury Medical investigation into sickness Facts Figures / Costs of absence Short term absence is harder to manage because it is largely unplanned. There are many factors involved concerning absence this can be seen as health problems such as smoking, heart disease or a good night out unable to get up to attend work the next day. Factors such as stress or the responsibility of bringing up children as well transportation far away from your place of work can be seen as absence related. The psychological contract (Guest, 2002) is related to absence for example, this can be seen as a psychological contract which may be imprinted inside the employees or employers head rather than an actual contract. For example, the employee could punish the employer by not attending work because they are unhappy with the organisation. In any case managing absence is an important factor now as sickness absence costs UK employers 11.6 billion a year according to People Management (2010). Many organisations lose much capital having to replace staff, loss of labour and production, poor customer service, as well low morale and bad reputation. However, (CIPD, 2009) review short-term absence shows that many companies are implementing return-to-work interviews (83% of organisations), followed by trigger systems to review attendance (74%), and the provision of sickness absence information to line managers (73%) and the use of disciplinary procedures (73%). Another key way to manage absence is through accurate measurement and monitoring so that the organisations can make an assessment to tackle any problems they may have. However, the Bradford factor is like a calculator and has helped reduce absenteeism by 20% such as creating triggers whereby action is taken. The average number of days absent per employee, per year is 6.5 days with average cost of absence each employee per year is  £754.00 (Bradford factor, 2010). Punitive approach The punitive approach in dealing with absence is about teaching employees discipline. This can be seen as lateness, authorized absence and behaviour. It is like having a parent to nurture the employee and to learn respect, compassion as well as taking responsibility. This can be seen as the harsh approach such as reduced pay through absence by using discipline. Other factors such as performance feedback can be used, corrective actions and effective communication. PROS CONS Clear about what is expected Few opportunities for progression Can identify when someone needs help Ineffective management Support employees make the work interesting Monotonous jobs The Council / Local Boroughs Policies are more generous with regards to absence compared to the private sector. Although most absence is short term there is criticism for the high level of sick leave from council staff. The procedure of conducting back to work interviews has now been implemented across the board (Nutt, 2009). DVLA This can be seen again in the public sector with many taking duvet days those feeling hung over or unable to face a days work. However, a punitive approach is taken concerning the official term for this form of leave, then deducted from the employees holiday entitlement (Watts, 2007). Tesco As a private organisation as big as this seen as one of Britains biggest retailer they have introduced no pay for the first three days off sick, not to penalise people being ill but to discourage those taking the odd day (Ryle, 2004). The Potential Drawbacks and Challenges presented should MW Associates choose to implement In order to manage absence it can be suggested that MW associates implement the encouragement of team work which will lead to more commitment within the working environment working as a team. To make the tasks more interesting as well as training and good management control procedures with the odd reward for attendance. What is a Graduate Assessment Centres? According to Colman (2010) Assessment Centers is defined as a variety of testing techniques designed to allow candidates to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job(Coleman, 2010, p.3). The assessment centre approach involves using a battery or range of selection tolls that simulate the relevant attributes, skills and competencies required in the job. (Peter et al, 2004, p.95). Type of Activities used in Assessment centres There are many types of activities are being used in assessment centres depending on the company. But the core ones which are generally used include; In-basket exercises, leaderless group discussion, role-playing, behavioural interview. (George Scott, 2010, p.204). The IRS survey (2009/10) identified assessment centre is the most effective selection method. In the year 2010 almost 75% of graduate recruiters rate assessment centres as their single most effective selection method. The use of assessment centre rises from 52.7% to 95.2%. (IRS survey,2010) How effective are your organizations assessment centres in identifying the best candidate(s) for a position? Very effective 47 Fairly effective 48 Fairly ineffective 4 Very ineffective (source: IRS survey) Reliability Validity The key issues in an assessment centre are the reliability and validity as similar test are administered to the same person on two separate occasions the results could be very similar unless something has changed the individual. The reliability of assessment centre is much greater than single interview. (Peter et al, 2004, p.95). Validity that shows the extent to which the test is providing useful information related to the job. There are five types of validity; face validity predictive validity, concurrent validity, construct validity, content validity. (Peter et al, 2004, p.95).The table bellow suggests that assessment centres are the most effective method of selection, predicting effectively how a candidate is likely to perform in a job approaching 70 per cent of the time.( Derek et al, 2009. P.94) The table of selection method and predictive validity Selection Method Predictive Validity Usage (%)* Assessment centre 0.68 47 Structured interviews 0.62 88 Work samples 0.55 80 Ability test 0.54 72 Personality questionnaires 0.38 56 Unstructured interviews 0.31 92

American History Essay

The civil war, according to President Abraham Lincoln, was not really fought to end the prolonged existence of slavery in the United States. The American Civil War was fought to preserve the Union and safeguard the interest of the American people but not of the slaves. Lincoln, who was not an absolute abolitionist himself, believe that the slaves should be free gradually and not on a one time big time basis. But as the civil war became lengthy, Lincoln and his administration has made colossal changes to the original plan and had to issue an Emancipation Proclamation freeing the slaves in the Confederacy. This action was well thought of Lincoln. When the congress has passed the Second Confiscation Act on July 17, 1862, Lincoln was prompted to respond. The Second Confiscation Act entailed that all slaves of everyone in rebellion to the United States were declared free. The act from the congress was not only what impelled Lincoln to act but also the peoples’ growing aversion of slavery. Lincoln has read his drafted â€Å"Preliminary Proclamation† to Secretary of State William H. Seward and Secretary of Navy Gideon Welles. Both were overwhelmed and were unable to respond quickly. On July 22, Lincoln discussed the matter to his cabinet and has received a lot of mix reactions but majority of the cabinet approved of the proclamation. Yet, it was only a consultation. The cabinet reviewed the contexts on September 22 and Lincoln has composed the final Emancipation Proclamation on New Year’s Day of 1863. The Emancipation Proclamation pronounced that â€Å"all slaves within any states or on a designated part of a State whereof shall then be in rebellion against the United States shall be then, henceforward, and forever free†¦Ã¢â‚¬  The Emancipation Proclamation guaranteed freedom only of those slaves in the states not in the jurisdiction of the Union. Lincoln’s Secretary of State William H. Seward has criticized the irony of the emancipation. Seward pointed out that the Union might have been sympathetic to slavery by freeing the slaves on the states uncontrolled by the Union but holding them in servitude in places possible to be freed by the government. Lincoln has known this but he did not want to irritate the slaveholders in the Union. Moreover, the Emancipation Proclamation would have not been easily released if it were not a war necessity. The Union saw its last resort on freeing the slave to increase its army and to antagonize the farms and the industries in the South. The proclamation was not sympathy to the slaves but a remedy to the unending war. Yet, the Emancipation Proclamation was one of the greatest victories of the Lincoln administration and of American democracy. It has also stressed that the war is not all about preserving the Union but also on the pressing need to abolish slavery. It was also the foundation of the 13th Amendment to the Constitution, which forever end slavery in the United States. On the other hand, after the Emancipation Proclamation the war did not ended soon. Many critics of the Lincoln administration supposed that the proclamation has only worsened the situation. The Union was still deficient of soldiers. Lincoln was prompted to create solutions by issuing the Enrollment Act of Conscription on March 3, 1863, which agitated many Northerners. The Union at the early stage of the war has relied on volunteerism but fewer men wanted to enlist. The Conscription Act imposed military duty to every capable man of 20 to 45 years old. Yet those who can find a substitute or pay $300 could be exempted from the draft. This exemption has angered the poor. Leslie M. Harris (2003) reported that antiwar newspaper in New York began criticizing the draft law citing the government’s interference on local affairs on behalf of the â€Å"nigger war. †The most unruly response to the act happened in New York City when unruly mobs appeared on July 11, 1963 when the draft took effect. Even though New York politicians have been very supportive of the Emancipation Proclamation, New Yorkers were divided on their stance towards the proclamation. Likewise, the mob consisted mostly of the poor Irish and German immigrants who lived on New York’s slum area. Irish and German immigrants in New York were told to prepare for the emancipated slaves who will flee to the North and would seek job. The immigrants did not think it was necessary for them to fight and they also have bigotry towards the African-American because they were usually their competitors to lowest-paying jobs. Yet, the main problem arose when the mob started to create commotions on the city. The first targets of the mob include military and government building, which instituted the inequitable draft. But after a while, the mob targeted the black people. First, they assaulted a black vendor and a nine year-old boy before burning to ashes the Colored Orphan Asylum on Fifth Avenue between Forty-Third and Forty-Fourth Streets. Luckily, no child was hurt in the attack. However, the mob has continued to attack Black people and sometimes killing them. Harris (2003) further reported that the mob singled out men for special violence. William Jones, a black man was hanged and his body burned afterward. Some group white men were even cheering when they kill William Williams, a black sailor, shouting: â€Å"vengeance on every nigger in New York. † The mayhem which lasted five days forced hundreds of Blacks to leave the city. Yet, not every Irish were sympathetic to the mob. There were reported cases were Irishmen helped black men. Irish neighbors of Philip White, a black drugstore owner at the corner of Gold and Frankfurt Street, help drove the mob away because White has been a good neighbor and creditor. However, this interracial cooperation was very least as compared to the havoc against the black people. However, the Union Army stationed at the Potomac were able to pacify the rioters and restore order in the city however they remained encamped around the city for several weeks. The Emancipation Proclamation and the Draft Riots embodied the bearing of the people during the Civil War. Though, only was a war measure, the Emancipation Proclamation was a great demonstration of democracy. The Draft Riots proved that not every person has the heart to fight for the Union and not everyone was in favor of the Emancipation. However, though Washington Times wrote, â€Å"The nation is at this time in a state of Revolution, North, South, East, and West,† those who believed in the restoration of the Union and the rule of law never gave up hope but fought for what they believe was right. The New York Draft Riots, the Civil War and all its casualties were the price paid by the United States in order to protect and defend the Constitution, its people and those unalienable rights that were bestowed to each citizen which are â€Å"Life, Liberty and the Pursuit of Happiness. † References Harris, L. M. (2003). In the Shadow of Slavery: African Americans in New York City, 1626-1863. Chicago: University of Chicago. Smith, A. I. , (2007). The American civil war. Macmillan: New York.

Need help in paraphrasing online

Paraphrase Online: Do or Not to Do? Sooner or later you can face a necessity to paraphrase essays on different topics. And when it comes to you, you will probably want to find the most effective way out and start looking for an exceptionally perfect paraphraser online. Lets first make it clear what is meant by a paraphrasing itself. What is a Paraphrase or Paraphrasing? A paraphrasing is about rewriting passages of an essay with your own words for the purpose of avoiding plagiarism. In the end a paraphrased essay may have a similar number of words and the same structure, but outlined and expressed differently. What are the ways to paraphrase online? When you make a query in the search engine, you will find out a lot of results including instruments to help you paraphrase any type of paper. Generally it is not required to register and sign in, or fill in your personal information to use such kinds of services – no matter it is a free or a pay-per-use. All of them usually work by the same principle – you paste an essay or any other academic paper that needs to be reworded and have a new text in a flash. But lets consider the following Is a Paraphrasing Instrument Helpful or Not? Every tool is originally understood to be a kind of a machine instrument, which lacks a natural way of thinking that people possess. Just alike an online translator, any paraphrase tool cant reach perfection of the sentences it issues. It picks up synonyms, but it doesnt mean that they fit the context and the field of a usage perfectly well. After the text is paraphrased online, it will require proofreading and editing. No online instrument can replace a mental work of a human, moreover when it comes to writing text materials. It is not about the words itself, its about grammar and sense of the text that has been paraphrased. The main shortcoming of paraphrasing online is seen when the text sounds awkwardly after all. What is a criteria to paraphrase MLA style stuff? With all said, rewriting the words by means of an automatic machine will hardly give the result expected. How is it possible to avoid it? Its better for sure to use vocabularies of synonyms and synchronizers to rewrite the words in the sentences and try to express them it in your own words and a manner. Try to rewrite it again and again until it sounds absolutely differently from the original text. In case some parts or phrases cannot be advanced, take them into the quotes. Giving a quote once, one needs to refer the first and the last name of the author which is being quoted. Doing it for the second time and citing to the same source, mention only the last names. It is also possible to put the name of the author in the parentheses, if it is already mentioned several times. According to MLA citation style, its required to include the pages that were paraphrased or quoted. If you need to paraphrase the words, namely the citation of any person in your essay, then you have to provide your reader with the context and an information to make it clear who and why was paraphrased. While paraphrasing, use signal words (for example, responds, thinks, believes, disagrees, etc) and the present tense, if there is no necessity to use the past. Paraphrase with us today! There’s no need to waste your precious time for using not very improved tools, which no way can replace the paraphrasing skills of humans, or paraphrasing your essays yourselves. All you have to do is place your order with the request ‘paraphrase this for me’ and have a very qualified paper to the specified deadline. Let the pros save your paper from a bad paraphrasing. Want to avoid paraphrasing at all? Not a problem! We can do so and write the paper from scratch by your instructions. You will not need to waste your time for the work that can be avoided at all. We promise to do that for you. 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Marijuana Benefits in Medical Area

Marijuana Benefits in Medical Area It is well-known that medical cannabis has been used to cure many medical conditions for a long period of time already. Among the diseases medical cannabis can help to treat, there are nausea, glaucoma and anorexia. It is also possible to use medical cannabis during the processes, which accompany medical diseases treatment, such as cancer chemotherapy. What about doctors? Do they believe in the marijuana treatment power for the illnesses? The majority of physicians will tell you they do not believe that marijuana or medical cannabis have treatment effect but for several cases. That’s the result of the misinformation, which is coming from all the possible information sources. This actually started in 1937 in the United States of America, where it was highly propagated. Let’s take a closer look at the main medical conditions, when marijuana is recommended to be used for treatment. Is it really effective to use marijuana to treat nausea? Yes, it is. The point is that only few marijuana smoke puffs are necessary for the patient. There are no other side effects observed. Moreover, using medical marijuana can help in appetite increase, which means you get two benefits at the same time – you get an opportunity to get rid of nausea and have good appetite. Is it possible to treat glaucoma using medical cannabis? Using medical marijuana can help to decrease intraocular pressure, which actually causes glaucoma or its pathogenesis. Thanks to its effect, medical cannabis will be widely used in a very short period of time in this area. One of the most significant questions concerning medical effects of cannabis is an opportunity to inhale without smoking marijuana. There are people who experience lungs/throat irritation, when they smoke. The best way to inhale it for such people is to vaporize it. Medical cannabis is put into a chamber. Then it is exposed to a very high heat level. As a result, the compounds are turning into gas. The patient has to breathe it as if he’s breathing air from the balloon. That’s the whole principle of vaporization. This alternative medical cannabis usage was officially recommended by the American Institute of Medicine.