Elicitation Essay Example | Topics and Well Written Essays - 1000 words

Elicitation - Essay Example From this report obviously the Brisbane organization of Art was set up in 1976 by Mervyn Moriarty and was joined as a relationship in 1984. The organization has built up itself in a chamber possessed base at Windsor, and is presently at the midpoint of its twenty-year rent, that began in 1999. A significant repair of the structure was begun in 2011. The foundation needs a reasonable and firm course for the coming five years. The issues it needs to satisfy are the upkeep and upgrade of administration conveyance limit, support and improvement of money related status, an addition in fulfilled understudy numbers, an augmentation in inclusion of participation, refinement of yearly business arranging forms, and the advancement of the foundation and height of its expert profile.This paper talks about thatâ an outside facilitator with involvement with the executives f prerequisites was used to boost the workshop’s achievement. During this meeting, conceptualizing framed a crucial pie ce of procedures. It was first imperative to guarantee the interest of the correct partners, and afterward offer the idea of the workshop to them. The coordinations of the workshop area were likewise turned out to be ahead of time to guarantee adequacy of the workshop. This included itinerary items, lighting, and bites stuffed with vitality like sweet snacks. The partners were likewise arranged for the workshop by means of giving them data that was venture explicit and setting them up to think outside the box.... During this meeting, conceptualizing shaped an indispensable piece of procedures. It was first critical to guarantee the cooperation of the correct partners, and afterward offer the idea of the workshop to them. The coordinations of the workshop area were additionally turned out to be ahead of time to guarantee viability of the workshop. This included itinerary items, lighting, and tidbits stuffed with vitality like sweet bites. The partners were additionally arranged for the workshop by means of giving them data that was venture explicit and setting them up to break new ground. The facilitator attempted to set up and implement the meeting’s rules, present the meeting’s objectives and plan, encourage agreement making without cooperation in the substance, and control any conduct that was ineffective or troublesome. The partners associated with the elicitation procedure were the administration council of Brisbane establishment of Art. They included; the executive of the e stablishment, the authoritative staff, the undertaking chairman, the clerk, instructional exercise staff, and the upkeep staff. 2. Benchmark Analysis BIA is a non-benefit affiliation that gives work on workmanship time reason for expressions laborers and visual specialists every year. It gives a shared and innovative condition that offers help for craftsmen by means of expertise trade, peer coordinated effort, and arrangement of chances for advancement and presentation. Nature gave by the foundation has supported numerous specialists, developing and set up, some who have accomplished noticeable quality broadly. More than 1,500 understudies join up with the institute’s classes yearly, with numerous others going to their presentations. They likewise permit utilization of their offices by different specialists and associations. The organization

The Negative Effects of Child Abuse and Neglect Essay -- Consequences

Youngsters are beaten until their bodies do not recuperate anymore, they are burnt with bubbling water, they are famished thus dried out that their skin wilts around their delicate bones, they are explicitly ambushed and compelled to play out a wide range of distorted acts, and they are secured storage rooms or attached to bed posts for a considerable length of time (Koster and Swisher). In the time of 2012, multiple youngsters daily were killed because of kid misuse, and the number is by all accounts consistently rising (Child Abuse Statistics and Facts). Youngster misuse is a shocking wrongdoing that hurts huge numbers of the kids in today’s society. One issue with this wrongdoing is that it is a quiet wrongdoing, one that regularly occurs in the protection of a family’s home. It is miserable reality that, because of the wrongdoing being covered up, youngsters in the public arena endure peacefully, and not all culprits get captured for their wrongdoing. Be that as it may, individuals should know about the issue, since kid misuse has unfriendly mental and social impacts. In spite of the fact that kid misuse has unfavorable mental and social impacts, to see how these impacts happen, one would need to recognize what youngster misuse is. Youngster misuse is a demonstration â€Å"carried out by a child’s overseer or permitted to occur, that outcomes in a scope of wounds running from death, to genuine debilitating injury, to passionate trouble, to lack of healthy sustenance and illness† (Gelles 14). All these various types of wounds are what cause kids to have mental and social issues. Specialists, therapists, and lawful framework all have various understandings to what characterizes youngster misuse. There are fluctuating types of the definition, however the Child Abuse Prevention and Treatment Act characterizes youngster maltreatment as, â€Å"The physical and mental injury, se... ..., Jacquelyn Quiram, and Nancy R. Jacobs, ed. Youngster Abuse: Betraying a Trust. Wylie,TX: Information Plus, 1995. Lowry, Laura. Individual meeting. 8 Nov. 2002. Mammen, Oommen K., David J. Kolko, and Paul A. Pilkonis. â€Å"Negative Affect and Parental Aggression in Child Physical Abuse.† Child Abuse and Neglect 26 (2002): 407-424. Scholarly Search Premier. EBSCO. Roesch Library, Dayton. 17 Oct. 2002 . Mitchell, Brandon J.A. Individual meeting. 8 May 2015. Veltman, Marijcke W. M., and Kevin D. Browne. â€Å"Three Decades of Child Maltreatment Research: Implications for the School Years.† Trauma, Violence and Abuse 2 (2001): 215-239. Scholarly Premier Search. EBSCO. Roesch Library, Dayton. 18 Nov. 2002 . Youngster Abuse Statistics and Facts ChildHelp Web. 3 June 2015. https://www.childhelp.org/youngster misuse measurements/

Payment systems Essay Example | Topics and Well Written Essays - 1000 words

Installment frameworks - Essay Example A significant factor that impacts the decision of installment framework lies in the estimation of the exchange. The most proficient and reasonable installment framework as far as the hazard tradeoff for exchanges of $100 may not be equivalent to it is for exchanges of $1,000,000. So elective installment frameworks frequently recognizes a huge worth exchange framework (LVTS) and a little worth exchange framework (SVTS).2 The accompanying stages are associated with Payment System advancement: Transitional economies began their installment framework advancement from stage 2, a money circuit for shoppers and a paper-based noncash circuit for endeavors in which all exchanges were gross however with long slacks between installment guidance and receipt of installment. The model DNS arrangement of stage 3 was a straightforward clearinghouse in London where banks traded checks toward the finish of every business day. In this framework, there were no credit constrains between banks, to some degree since banks didn't give genuine assets against kept checks. Such stores got unrestricted simply in the wake of clearing and the affirmation that adequate assets were accessible in the payer's record. On account of credit moves, in any case, the credit hazard is bound to fall on the getting bank. With a credit move, clients and their getting banks realize that the payer had adequate subsidizes when making the exchange. So the accepting bank makes supports accessible to its customers and bears the hazard that the payer's bank may bomb in the interim between sending the credit move data and settling that installment toward the finish of-day netting. Stage 4: Most mechanical nations had arrived at stage 4, prevalently with DNS frameworks, by the 1970s or 1980s. In such unprotected DNS frameworks, business banks gave free, boundless, uncollateralised intraday credit. 3 As dangers in both net and gross frameworks were perceived, national banks required guarantee or charged for intraday credit. With restricted intraday liquidity, both DNS and RTGS frameworks have embraced prioritization game plans, while some DNS frameworks have expanded the recurrence of cluster settlements during the day. Stage 5: Computerization sped up and diminished costs, both followed by the emotional increments in exchange esteems in both residential and global budgetary advancement that occurred during these two decades. The conventional DNS frameworks of stages 3 and 4 included boundless certain credit conceded to the paying bank by the accepting bank from the time an installment guidance was gotten until the hour of definite settlement in the wake of clearing. Dangers In Payment Systems Lawful dangers are one part of the requirement for sureness about how the framework works. Members need to comprehend what occurs in various conditions. On the off chance that a member defaults, for instance, what will be the effect on different members Operational hazard is

How nutrition relates to bone health Research Paper

How sustenance identifies with bone wellbeing - Research Paper Example The accompanying investigation will assist the peruser with understanding the key structure obstructs that are required by the body so as to perform and keep up a solid skeletal framework. Right off the bat, and most clearly, calcium just as nutrient K and nutrient D are the most essential and significant structure squares of appropriate bone quality and sustenance. Despite the fact that calcium is what is principally engaged upon concerning keeping up legitimate bone thickness and wellbeing, both nutrient K and nutrient D help to manage the degrees of calcium in the circulation system just as to energize and debilitate how this calcium is blended inside the bone marrow itself (Marian 440). In spite of the fact that this nutrient and supplement are frequently referenced at the same time with bone wellbeing and sustenance, barely any people comprehend the procedures that every one of these play in legitimate bone wellbeing. Right off the bat, nutrient D is changed over to what is known as calcidiol in the liver. When this transformation has occurred, the calcidiol is then siphoned through the circulatory system with the sole aim of trying to control the degrees of calci um and phosphate that exist in the circulatory system. Calcidiol acts along these lines as a hormone to control levels of intensifies that exist all through the body (Price 143). By acting in this administrative style, the body can utilize the calcium and phosphate levels that are in the circulatory system so as to appropriately fabricate solid bones. Similarly, nutrient K assists with controlling the degree of calcium restricting that happens inside the bone structure. In like manner, notwithstanding calcium and nutrient K, D, the body needs to keep up satisfactory degrees of magnesium; the second most abundant mineral, after calcium, in the skeleton. Magnesium has a large group of utilizations regarding bone wellbeing; in any case, for the motivations behind this short investigation it can comprehended to have a direct and significantly significant impact on the boney framework that assists with giving bones their thickness and

Inventions and Inventors of the 18th Century

Innovations and Inventors of the eighteenth Century The eighteenth century, likewise alluded to as the 1700s, denoted the start of the principal Industrial Revolution. Present day fabricating started with steam motors supplanting creature work. The eighteenth century additionally observed the far reaching substitution of physical work by new innovations and apparatus. The eighteenth century was additionally part of The Age of Enlightenment,â aâ historical period described by a move away from customary strict types of authorityâ and a move towards science and discerning idea. The impacts of eighteenth century edification prompted the American Revolutionary War and the French Revolution. The eighteenth century additionally observed the spread of capitalismâ and the expanded accessibility of written words. Here is a course of events of the significant creations of the eighteenth century.â 1701 Jethro Tull creates the seed drill. 1709 Bartolomeo Cristofori creates the piano. 1711 British blokes John Shore develops the tuning fork. 1712 Thomas Newcomen licenses the barometrical steam motor. 1717 Edmond Halley creates the plunging ringer. 1722 French C. Hopffer licenses the fire douser. 1724 Gabriel Fahrenheit creates the principal mercury thermometer. 1733 John Kay creates the flying transport. 1745 For example von Kleist creates the Leyden container, the main electrical capacitor. 1752 Benjamin Franklin creates theâ lightning bar. 1755 Samuel Johnson distributes the primary English language word reference on April fifteenth following nine years of writing.â 1757 John Campbell develops theâ sextant. 1758 Dolland develops a chromatic focal point. 1761 British chaps John Harrison concocts the navigational clock, orâ marine chronometer,â for estimating longitude. 1764 James Hargreaves develops theâ spinning jenny. 1767 Joseph Priestleyâ invents carbonated water, orâ soda water. 1768 Richard Arkwright licenses theâ spinning outline. 1769 James Wattâ invents an improved steam motor. 1774 Georges Louis Lesage licenses the electric message. 1775 Alexander Cummings develops theâ flush toilet.Jacques Perrier concocts a steamship. 1776 David Bushnellâ invents a submarine. 1779 Samuel Cromptonâ invents theâ spinning donkey. 1780 Benjamin Franklin inventsâ bifocal eyeglasses.Gervinus of Germany develops the roundabout saw. 1783 Louis Sebastienâ demonstrates the first parachute.Benjamin Hanks licenses oneself winding clock.The Montgolfier brothersâ invent the sight-seeing balloon.Englishmen Henry Cort develops the steel roller for steel creation. 1784 Andrew Meikle concocts the sifting machine.Joseph Bramahâ invents the wellbeing lock. 1785 Edmund Cartwright concocts theâ power loom.Claude Berthollet develops synthetic bleaching.Charles Augustus Coulomb imagines the torsion balance.Jean Pierre Blanchardâ invents a working parachute. 1786 John Fitchâ invents theâ steamboat. 1789 Theâ guillotineâ is concocted. 1790 The United States gave its first patent to William Pollard of Philadelphia for a machine that wanders and twists cotton. 1791 John Barber concocts the gas turbine.Early bikes are developed in Scotland. 1792 William Murdoch inventsâ gas lighting.The firstâ ambulanceâ arrives. 1794 Eli Whitneyâ patents the cotton gin.Welshmen Philip Vaughan concocts metal rollers. 1795 Francois Appert concocts the saving container of food. 1796 Edward Jenner creates theâ vaccinationâ for smallpox. 1797 Amos Whittemore licenses a checking machine.A British creator named Henry Maudslay concocts the primary metal or accuracy machine. 1798 The primary soda is invented.Aloys Senefelder designs lithography. 1799 Alessandro Voltaâ invents the battery.Louis Robert imagines the Fourdrinier Machine for sheet papermaking.

Back to School College Application Checklist

Back to School College Application Checklist Your Back to School Application Checklist Your Back to School Application Checklist So this is it. Senior year has arrived, and now you are officially staring at the business end of what feels like it could be the most important year of your life. So much is going to happen this year â€" and you have so much to do! It suddenly seems like lists are popping up everywhere: back to school shopping list, senior year bucket list, class list, motivational Beyoncé playlist, college list, crucial 90s teen movies to binge watch list, supplemental essay list… the list of lists goes on. And while all of these tasks and goals to pile up, it may start to feel like you’ll never get anything done. But we happen to know that you can do it, and to prove it, we made you a quickie checklist of simple but critical tasks you can (and should) check off your college application to-do list during the first few weeks of school. Do these three things to keep your application moving and prove to yourself that this gigantic process can be done in baby steps. 1. Lock in your recommendations. The start of the school year is a momentous time for everyone including your teachers and guidance counselors. So ask teachers for recommendations early: you’ll do them the courtesy of giving them lots of time to write, plus if you beat the rush, you’ll also probably end up with more thoughtful and detailed letters. If you haven’t quite decided who to ask yet, consider the application materials you have already compiled, especially your Common App or Coalition personal statement. Just like the personal statement, your recommendations are an opportunity for you to reveal something new to admissions. Ask yourself: Which teachers can expand on and support what I have already included on my application? Which teachers might be able to say something completely new? And of course, who knows me best and has seen me grow? 2. Meet with your guidance counselor. The most important person in your life this year is your guidance counselor. (Aside from your grandma! And Greyson the cat!) But depending on the size of your school, you may be one of a dozen (or several dozen) VIPs your counselor has to guide through the grueling admissions process. So, again, the key to starting the year off on the right foot is to make an appointment early. Check in, review any essay drafts you have, finalize your school list and your recommendation choices; you’ll find that meeting with your guidance counselor early in the year will unlock many other doors that will help you keep moving forward with your process. 3. Polish up your activity resume. Now that the school year is officially underway, you should have a better sense of what your extracurricular activities are like. Which sports teams will you be playing on? Which publications and clubs will you be contributing to? What new leadership roles will you be stepping into? What additional projects or responsibilities have you taken on? Add those last few lines to your activity resume (and don’t forget to update your Common App and Coalition profiles too!). This is one piece of the application puzzle that you can wrap up for good â€" and just like that, you’re on your way. About Rebecca SemenetzView all posts by Rebecca Semenetz »

Analysis And Comparison Of Four Management Activities Business Essay - Free Essay Example

This essay examines the importance of the role and activities of a Human Resource Manager in medium large organisations in the UK and shows how the role and FOUR of the main activities of a line manager compare and contrast with the Human Resource Managers strategic and operational role and in the four activities chosen. In the essay the author provides theoretical and practical examples from wider reading of text books, journals, experience in work, the Internet and UK business organisations to support the examination of these managing people at work good practices in people management activities. The Times Top 100 UK Companies and the FTSE list were used for practical examples of good practice and its link to theory. The four activities chosen are Recruitment and Selection, Training and Development, Managing Performance and Motivation. Contents Introduction 6 Main findings 7 I. The importance of the role of HR manager in medium-large UK organisations 7 II. The a ctivities and role of Line(LN) Manager 7 III. Context analysis 8 IV. Recruitment Selection(RS) 8 a. Key concepts 8 b. Main theories 9 c. Key models 9 d. Good Practise examples 10 V. Training and Development(TD) 10 a. Key concepts 10 b. Main theories 11 c. Key models 11 d. Techniques of analysis 12 e. Practical examples 12 VI. Motivation 13 a. Key concepts 13 b. Main theories 13 c. Key models 13 d. Practical examples 14 VII. Managing Performance(MP) 14 a. Key concepts 14 b. Main theories 15 c. Key models 16 d. Practical examples 16 Conclusions 18 Bibliography 19 Appendix 1-PEST SWOT analysis 21 Appendix 2- The recruitment and selection model 23 Appendix 3- Learning and Development model 24 Appendix 4- Motivation model 25 Appendix 5- The performance management sequence 26 Acronyms HR Introduction Lefkothea has a degree in Information Technology (IT) and a 10 years working experience in the IT field. She works as a Network Operations Centre (NOC) technician in a medium-scale Greek University and for the past year she is on study leave in order to do her MSc. Before moving to UK, she had worked for 2 years as an IT consultant for the Greek deputy Minister of the Interior. She considers that she has a relatively good experience of being a line manager and a good sense of managing peoples behaviour, as her job most of the time included the management of small groups of people (i.e. other IT technicians and contractors). In Greece, were she was born and raised, the concept of HR (Human Resource) management is still not very popular and it is now growing and expanding as an idea and practise. However, this essay is her attempt to comprehend and present the basic concepts of HR management in the UK and hopefully this study will contribute to the improvement of her management skills. She believes that having all square pegs in square holes, the continuous training and development of professionals, the motivation of employees and finally their performance management are the four most important HRM activities which will be discussed in this essay. Main findings (Word Count=3,467) The importance of the role of HR manager in medium-large UK organisations The role of HR practitioners in an organisation can vary widely depending on the level of the hierarchy they are involved. In general terms though, their role is supportive and advisory to other managers[Haffner,2010a]. HR professionals can play different roles in an organisation. Sometimes, they have to facilitate changes or adjustments (change agents), other times they have to work in analysing problems and proposing solutions (internal consultants), while other times they have to play the service delivery role for line managers, team leaders and employees. Above all, they have to be the guardians of the organisations values and ethics[Armstrong, 2009]. When HR managers are involved in a strategic level they are likely to participate in the decision- making process. The strategic role of HR managers is about the formulation and implementation of HR management strategies that are aligned to business objectives and contribute to the development of business strategies. However, when HR professionals play the business partner role then they share responsibility and work closely with line managers providing an everyday basis support[Armstrong,2009]. The importance of HR managers role in medium- large organisations relies on the impact that HR strategies have on performance. HRM does not impact directly on the organisational performance. All organisations are influenced by the internal and external environment(contingency theory- PEST/SWOT), however, HRM practices make an impact on employees characteristics; these characteristics can improve performance and achieve better financial results[Armstrong, 2009]. The activities and role of Line(LN) Manager On the ot her hand, the primary role of LN managers is to take all the decisions in their department[Haffner,2010a]. Typically their management responsibilities would include managing people and operational costs, providing technical expertise, checking quality and measuring operational performance, however, in many organisations LN managers now have to carry out traditionally HR activities. Furthermore, the LN manager role is crucial especially in areas where, although the process may be designed by HR, it cannot be delivered by HR[CIPD,2010a]. More importantly, LN managers have to build a good working relationship with their staff and create effective teams, have to guide and support employees and finally encourage discretionary behaviour which will result in higher performance. However, because it is not enough to educate LN managers in higher quality management, organisations should also develop the environment and culture in which LN managers are actively encouraged to exhibit the abo ve behaviours[CIPD,2010a]. Context analysis At this point it is important to describe the context in which this essay will be deployed. In the Appendix 1 there is a detailed PEST analysis for the Food retailers industry. The subjective weighting results(+15) indicate that the industry is in good shape, and that the economic climate has influenced it positively[Haffner,2010a]. The Tescos SWOT analysis(-10) on the other hand(Appendix1), implies that the company still has margins for improvement[Ivoryresearch,2010]. Although Tesco has invested in different countries and markets, risking at the same time its profits and capital, still depends on the UK market, thus being vulnerable to its changes and exposed to market concentration risk'[Ivoryresearch,2010]. Their general strategy at this point is growth; however the recent changes in the UK food retail arena (Wal-mart purchased Asda) threatened the companys rank as the top UK supermarket. Tesco expands into different services and retailing areas, nevertheless they need to consider the good PEST analysis and emphasize on recruitment, training, motivation and performance management methods that will be aligned to an international profile and fortify the companys position abroad[Ivoryresearch,2010]. Recruitment Selection(RS) Key concepts The procedure of RS aims firstly, through a fair, efficient and cost effective process, to obtain a pool of suitable candidates for vacant posts'[Haffner,2010b,p.7] and secondly to apply appropriate techniques and methods for selecting, appointing and inducting competent persons for these vacant posts. The ultimate cause of this act is to discover and employ people, who will fit the business strategy and contribute in achieving the organisations SMART objectives[Haffner,2010b]. The HRM approach to resourcing includes the concepts of Human Resource Planning(HRP) and Human Capital Management(HCM), which aim to create a flexible and productive workforce that will con tribute to the organisations competitive advantage[Haffner,2010b]. Main theories Two main theories, both emphasising on the fit between the person and the job environment'[Haffner,2010b,p.15], have been developed regarding the RS methods, the traditional and the processual one. The first one reasonably supports that choosing the right people for the right positions helps an organisation to avoid major problems that may emerge like labour turnover, absenteeism and low productivity. The second one is based on fixed dimensions of both the job and the person, with the organisations management having the sole prerogative to determine the fit'[Haffner,2010b,p15]. Organisations dont have to choose strictly between the two approaches, a mixture of the them can produce a more effective and efficient one[Haffner,2010b]. Key models The HR and LN managers share different but complementary roles in the RS procedure. HR managers design the fair policies and procedures and advice other managers on the law aspects of RS[Haffner,2010a]. Especially during the interview process, HR managers assure that the sex, race and disability discriminations Acts and the Age Discrimination Regulations will be considered[Armstrong,2009]. LN managers on the other hand, act more practically by creating the job analysis/descriptions and by carrying out the interviews always under the auspices of HR managers[Haffner,2010a]. However, it is important for all managers and team leaders to be trained in interviewing techniques[Armstrong,2009]. The RS model, depicted in Appendix 2, is based on the traditional approach. The table below summarises the basic steps of the model and the involvement of HR and LN managers in every step of the procedure. Clearly, the HR and LN managers will be both functional but the HR Manager or Department will develop the strategies in line with good practice'[Haffner,2010b,p.11]. Table 1: RS the basic steps of the RS procedure and HR LN managers involvem ent[Haffner,2010a] Action Good Practise examples Recruiting and selecting the right people is of paramount importance for medium-large companies in the UK. Through their RS Policy they try to ensure that the best people are recruited and the recruitment process is free from bias and discrimination. The job description plays a critical role. For example, BT aims to create a high-performing, engaged and motivated team who can make a difference for the customers, the shareholders, the company and themselves'[BT,2009]. They also consider that the quality of leadership is vital for the company[BT,2009]. On the other hand, for GSK, every years recruiting and retaining procedures are critical for enhancing and sustaining their performance and reputation'[GSK,2009]. They are more focused on talent acquisition initiatives'[GSK,2009] in order to attract specialists and they have good succession plans for all the critical positions across the organisation[GSK,2009]. Training and Development(TD) Key concepts Learning for employees is a continuous process that mostly arises informally through work(informal learning). The further aim is for employees to be equipped with the right skills, knowledge and competences in order to undertake current and future tasks'[Haffner,2010b,p.22]. Training, on the other hand, is a systematic and planned activity to promote learning and when it is formally performed ensures that the defined needs are met[Armstrong,2009]. However, whether learning and training are effective and efficient depends on employees personal development plan which relies on their confidence, capability, motivation and the guidance they get from their managers. Organisations performance and strategy are related to the concepts of learning culture and the learning organisation. Both of them should be integrated with the achievement of business objectives and human resource strategies and should be taking into account the needs and the aspiration of people for growth and development[Armstrong,2009]. Each organisation should support processes which ensure that all individuals and teams have equal opportunities in TD. Main theories Two main and contradicting theories exist about the investment on Human Capital(HC), in terms of training and developing employees. From one hand, successful organisations achieve their strategic objectives by supporting the theory that trained and developed employees add more value to an organisation'[Haffner,2010b,p.26]. On the other hand, criticism of the learning organisation outlines that its major weakness is that it seems to pay less attention on what or how individuals want to learn and therefore might not be accomplishing the desired results[Armstrong,2009]. Armstrong supports that establishing a link between learning and organisational performance is problematic because it is difficult to distinguish between cause and effect'[Armstrong,2009,p.659], contradicting studies that advo cate that a well-designed training programme can be linked to improvements in business results. However, it looks that the impact of TD on performance can be measured by using the return on the investment formula: (benefits from training ()-costs of training ())/(costs of training ()) ?100 [Armstrong,2009,p.696] Key models The activities of the HR manager, regarding the TD, are mostly about planning and administering the procedure according to the organisations strategic plan[Haffner,2010a]. The HR Development is basically led by the competences and the motivation of employees, the HR managers though play a vital role in persuading the employer to release resources for this activity'[Haffner,2010b,p.21], by arranging training and development programmes and monitoring the whole process[Haffner,2010b]. The promotion of learning is considered an important aspect of LN managers responsibilities as well. They have a key role in facilitating learning by conducting performance and development reviews'[Armstrong,2009,p.689] and helping their staff to implement their personal development plans through coaching and mentoring[Armstrong,2009]. The table below summarises the activities and the involvement of HR and LN managers on the systematic TD model depicted in Appendix 3. Table 2: the involvement of HR and LN managers in the TD model[Haffner,2010b] Action Techniques of analysis There are two techniques of analysis for training and developing people. The first one is the Learning Curve, which refers to the time it takes an inexperienced person to reach the level of performance on the job or the task'[Haffner,2010b,p.27]. The second one is the Forgetting Curve which depicts the degeneration of performance through time. Each employee has its own learning and forgetting curves and all the TD programmes should consider this diversity and assure that every individual has equal opportunities in the process[Haffner,2010b]. Practical examples O rganisations like BT and Tesco are committed to developing their people and provide their staff with training programmes and personal development planning. Furthermore BT, in order to improve their customer service performance they encourage people to volunteer in communities and even work with other organisations. Finally, GSK launched a mentoring scheme where each senior leader mentors at least one individual[BT,2009][Tesco,2009][GSK,2009]. Motivation Key concepts Motivation, described as a goal-directed behaviour, is a key concept for management and is related to almost every activity managers perform. There are two types of motivations, the intrinsic and the extrinsic. The first one can arise from the self-generated factors that influence peoples behaviour'[Armstrong,2009,p.318]. Employees can be self-motivated when they feel that their work is important, challenging, fulfilling and provides reasons for further development. The second type of motivation includes rewards such as payment, praise, promotion but punishments as well[Armstrong,2009,p.318]. The methods and techniques of motivation should be described in the organisations HRM Strategy. Motivation is mostly about setting SMART objectives for people either tangible or intangible. Therefore, well-motivated people are people who are willing to put effort in order to achieve their own SMART objectives contributing at the same time to the organisations performance[Armstrong,2009]. Main theories Many theories have been developed regarding how and why people are motivated. Some of them are about satisfying needs(Maslow), others about peoples expectancy for rewards(Expectance) and some others are about bi-polar employees(McGregor). The most interesting one, the goal theory, which implies total and integrated involvement of LN and HR managers, supports that SMART objectives play an important part in determining work behaviour and performance. Setting realistic objectives, providing feedbac k and involving employees in setting these objectives are principles associated with high performance[Haffner,2010d]. Key models The role of HR manager in the motivation function is to design fair policies related to performance which will provide challenges and motivate staff across the organisation'(motivation strategy)[Haffner,2010a,p.19]. The role of LN manager though involves more practical functions like the implementation of organisational policies and keeping the motivation high[Haffner,2010a]. The motivation model, in Appendix 4, depicts the theory developed by Porter and Lawler. This theory suggests that the effort that will be expended in a given situation depends on the value of the rewards and on the individuals expectations. Effort though, is effective if produces the desired performance. The theory advocates that two variables affect effort, the ability and the role perceptions which have to be coincidental between the individual and the organisation[Armstron g,2009]. The table below is based on the Armstrongs HR contribution on motivation list[Armstrong,2010,p.330-331) and outlines the involvement of HR and LN managers in motivation. The bi-polar technique of analysis was used for creating this table. Table 3: HR and LN activities in motivation functions HR manager Practical examples Nottinghamshire Healthcare NHS Trust motivates employees within the Framework for Partnership Agreement to develop a culture of involvement and a framework for change in behaviour and practice'[NHSpartners,2007]. A research conducted for the NHS about the importance of involvement to organisational performance proved that the trusts initiative helped to improved employees relations and resulted in significant reduction in disciplinarians and grievances cases[NHSpartners,2007]. Organizations offering a positive culture and a learning environment have more satisfied employees who are motivated to perform better. Every employee, in Kelloggs, has an individual development plan, while 80% of Napps employees think that working for the company is good for personal growth and find their training of great personal benefit[TimesOnLine,2010a][TimesOnLine,2010b]. Managing Performance(MP) Key concepts Performance management(PM), as a means of getting better results within an agreed framework, should focus on two objectives, firstly to ensure that people are motivated to perform and secondly to support a personal development programme for everyone[Haffner,2010c]. PM operates as a continuous cycle and is about establishing a culture. In order to be efficient and effective it should be strategic, integrated with the corporate strategy and should incorporate with performance improvement, development and managing behaviour[Armstrong,2009]. The performance appraisal is the first basic component of PM. Effective and efficient systems rely upon the precision in the definition and measurement of performance. Most employees wan t direction, freedom to get their work done, and encouragement not control'[Haffner,2010c,p.6] and consider fairness and natural justice as the most important assets. Performance appraisal should be objective, based upon job analysis and should be taking into consideration the diversity and individuality of staff[Haffner,2010c]. The second component of PM, the reward management, is a strategic task which includes the concepts of reward policies/procedures and payment systems. Managing rewards is largely about managing expectations'[Haffner,2010c,p.22], which could be expressed either by contracts of employment or by relational contracts. Once these contracts are in place, employees should be motivated towards improved performance. Finally, each organisations payment strategy is shaped after the negotiations between employers and trade unions and is mostly affected by the organisations/industry context. Main theories When performance is managed effectively and efficiently th e organisation will be more able to achieve its strategic objectives and its employees will be motivated and thus retained longer'[Haffner,2010c,p.4]. PM is underpinned by three main theories. The theory that connects goals to performance outcomes(goal theory), the theory that pays attention to feedback as a means of shaping behaviour(control theory) and the theory that is base on the central concept of self-efficancy(cognitive theory)[Armstrong,2009]. Finally, measuring performance, the basis for generating feedback, is an important concept in PM. All jobs produce outcomes, therefore it is possible to measure performance by reference to what outcomes have been attained in comparison with what outcomes were expected'[Armstrong,2009,p.623]. Most performance management schemes include some form of rating which indicates the quality of performance or competence achieved[Armstrong,2009]. Key models The involvement of HR managers in this activity is mostly in designing and monit oring of the performance management system'[Haffner,2010a,p.19], integrating it with the corporate mission with an emphasis on preserving the rewards relative to competitors. LN managers on the other hand may be more involved in negotiating with their staff and trade unions or dealing with pay and reward grievances'[Haffner,2010a,p.19] but mostly they are involved in the performance appraisal process. However, PA often is considered a dishonest annual ritual'[Armstrong,2009,p.619] because either LN managers are not interested or they dont have the skills for doing it. The table below summarises the involvement of HR and LN managers in the basic steps of the PM activity, as it is depicted in the performance management model in Appendix 5 adopted by Haffner with a few alterations. The bi-polar technique of analysis has been used for creating this table. Table 4: LN and HR managers involvement in PM Action Practical examples BT conducts a review of salaries every year. T he company apart from giving bonuses to managers, their long-term incentives are linked to BTs total shareholder return performance measured over a period of three years'[BT,2009]. Employees outside the UK receive an annual award of free BT shares or a cash equivalent while in the UK, employees receive free broadband[BT,2009]. For GSK the performance and development planning process means employees have business-aligned objectives and behavioural goals'[GSK,2009]. Their reward systems motivate high performance and help to attract and retain the best people'[GSK,2009]. The company uses performance-based payment, bonuses and share-based equity plans[GSK,2009]. The United Lincolnshire Hospitals NHS Trust improved the appraisals procedure by using an e-learning training programme. The Medical Appraisals Programme has made it easier to update new doctors on the appraisal system, to train medical staff who wish to become appraisers and generally improved the quality of appraisals ca rried out across the Trust[NHSpartners,2007]. Conclusions The analysis and comparison of the four selected activities indicate that both LN and HR managers play different but important roles for organisations. However, in the business world, everything is about performance, effectiveness and efficiency. The question is what is the impact of HR or LN managers activities and roles on the organisations competitive advantage and on the achievements of SMART objectives? Up to now though, the HRM does not belong only to specialists but belongs to every manager who gets results through people. Still though, it is difficult for HR managers to gain the support and commitment of LN managers, who need to be assured that every proposal will lead to better results without additional burdens. LN managers are the front line soldiers for organisations. They play the strongest part in structuring peoples actual experience, they influence discretionary behaviour and they play a pivotal ro le in enacting HR policies and practices. When employees develop a good relationship with their LN managers are more likely to have higher levels of commitment and loyalty, thus perform better. The introduction of HR practices in the business, on the other hand, is related to the life quality improvements people have been experiencing the last century. The position of the HR managers in organisations is about to change over the next years as employees will demand and gain more rights for fairness, equal opportunities and justice. Over the next years the business world will realise even more that its power is relying on the investment in Human Capital and that assuring that people operate in a secure and satisfactory environment will contribute to organisations prosperity.