Blackmores - a Strategic Analysis free essay sample

Market growth is increasing due to recent pushes towards complementary healthcare, for instance the work of the Complementary Healthcare Association lobbying the government and surveys undertaken by industry help to spread awareness of complementary healthcare among the aging baby-boomer population. The impact of regulatory bodies. E. g. f the Therapeutics Goods Administration tightens quality constraints, may erode profit margins of smaller firms, lead to push for economies of scale There are low switching costs between brands for consumers, though the Pan Pharmaceuticals debacle highlighted the importance of strong brand equity to maintain customer patronage. Also, if the healthcare products are viewed as commodities, buyers will focus upon price and service as their differentiators. One of the biggest competitors to Blackmores continues to be lower priced alternative complementary medicines.Bio-Organics and Herron are two brands that are competing directly with Blackmores and given their lower price products are sharing much of the market share with Blackmores. We will write a custom essay sample on Blackmores a Strategic Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Additionally, there are added incentives to purchase Guardian products, such as Guardian loyalty cards. These factors help to boost Guardian owned products. Therefore, a possible improvement in the future for Blackmores is to introduce a loyalty scheme that will help retain their customers. The bargaining power of buyers: Bargaining power of buyers is moderate to weak. Many buyers mostly accounting for a small proportion of total sales.The complementary healthcare industry utilizes 3 major distribution channels Chemists, grocery stores and healthcare stores to access a wide range of consumers who generally all purchase relatively low volumes (ASMI, 2006). Blackmores has sought to differentiate its product via a quality focus and some competitors have a cost-focus. This Differentiation strategy helps to develop brand loyalty and is aimed at nullifying the impact of higher prices on consumer demand. No real threat of backward integration – given the diversity of customers.The customers are end-users, so there are no resale issues The absence of any real switching costs favorably influences buyer power, as it allows dissatisfied customers to change readily within the healthcare brands. Again, the focus on brand image and service helps to offset this lack of switching costs. The retail stores and distributors, however, have some bargaining power because they are able to influence the amount of shelf space given to Blackmores. However, Blackmores has a good working relationship with distributors and has a good share of shelf space amongst retail outlets.

Radiological Health Engineering

Nuclear & Health Physics/Radiological Health Engineering by: Monika Thompson The Texas A&M Nuclear Engineering Department consists of two branches: Nuclear Engineering, â€Å"the development and application of nuclear technologies to energy production, medicine, industry, research, etc.†, explores the possibilities of nuclear power and environment interaction. While Health Physics/Radiological Health Engineering, â€Å"a profession devoted to the protection of man and the environment from unwarranted radiation exposure.", explores the possibilities of nuclear technology, such as x-rays and its relation to medicine, which benefits mankind. Currently one-hundred undergraduates and one hundred graduates are taking the challenge of these two branches under the supervision of eighteen professors and one lecturer. This curriculum currently ranks in the top ten, nation wide. There are several fields for exploration with a major in Nuclear and Health Physics/Radiological Health Engineering. All Nuclear Engineering Department, students learn subjects relating to the Design of Space Reactors, Inherently Safe reactors, Interactions of Radiation on a Microscope Scale, Design of New Cancer Therapies, Novel Uses Radiation, and Advance in Radiation Protection. The following areas, programs, and organizations involve nuclear disciplines: the Space Program, Semiconductors, Oil and Gas Exploration, Nuclear Power Industry, National Laboratories, Education and training, Government Agencies, Medical Life Science and the Military. These organizations and companies lead to great job opportunities. In Texas, job opportunities are at Houston Power & Light Company, TU Electric Company, Medical Facilities, and Schlumberger, Halliburton and other companies to all fresh Texas A&M graduates every year. Texas A&M has outstanding facilities for it is students to work with and learn form. The Nuclear Science Center contains a TRIGA Reactor, Hot Cell, radiochemi... Radiological Health Engineering Free Essays on Nuclear & Health Physics/Radiological Health Engineering Nuclear & Health Physics/Radiological Health Engineering by: Monika Thompson The Texas A&M Nuclear Engineering Department consists of two branches: Nuclear Engineering, â€Å"the development and application of nuclear technologies to energy production, medicine, industry, research, etc.†, explores the possibilities of nuclear power and environment interaction. While Health Physics/Radiological Health Engineering, â€Å"a profession devoted to the protection of man and the environment from unwarranted radiation exposure.", explores the possibilities of nuclear technology, such as x-rays and its relation to medicine, which benefits mankind. Currently one-hundred undergraduates and one hundred graduates are taking the challenge of these two branches under the supervision of eighteen professors and one lecturer. This curriculum currently ranks in the top ten, nation wide. There are several fields for exploration with a major in Nuclear and Health Physics/Radiological Health Engineering. All Nuclear Engineering Department, students learn subjects relating to the Design of Space Reactors, Inherently Safe reactors, Interactions of Radiation on a Microscope Scale, Design of New Cancer Therapies, Novel Uses Radiation, and Advance in Radiation Protection. The following areas, programs, and organizations involve nuclear disciplines: the Space Program, Semiconductors, Oil and Gas Exploration, Nuclear Power Industry, National Laboratories, Education and training, Government Agencies, Medical Life Science and the Military. These organizations and companies lead to great job opportunities. In Texas, job opportunities are at Houston Power & Light Company, TU Electric Company, Medical Facilities, and Schlumberger, Halliburton and other companies to all fresh Texas A&M graduates every year. Texas A&M has outstanding facilities for it is students to work with and learn form. The Nuclear Science Center contains a TRIGA Reactor, Hot Cell, radiochemi...

Nissan Essay Example | Topics and Well Written Essays - 4250 words

Nissan - Essay Example The Company is also engaged in manufacture and supply of automobile parts. Its overseas market includes Europe, North America, Africa, New Zealand, and China. Nissan established an alliance with Renault SA in 1999 in order to resolve its financial difficulty. Renault SA is a French automobile manufacturer, who was looking to expand its brand into other world markets. The alliance was designed to achieve profitable and balanced growth for both the partners through the creation of a bi-national group. Nissan has been working to address global environmental issues that have caused increasing concern over recent years. Renault has been expanding its activities into other world markets by improving core competencies; it is argued that if Renault had not found a partner, it could have found survival difficult when faced with global competition (Autozine, 2002b).The RNA is an agreement concerning a global alliance aimed at "achieving profitable growth for both companies". Both companies have interest of cross shareholding, so they joined alliance for manufacturing facility. Renaults stake in Nissan is a stake in its performance, and vice versa, which immediately moves the alliance away from the likes of Rover-Honda, where no such arrangement existed. The Alliance develops and implements a strategy of profitable growth and sets itself the following three objectives: The Renault-Nissan Alliance is ranked among the worlds leading five automakers. This alliance mainly includes five brands: Nissan and Infiniti for the Nissan group and Renault, Dacia and Samsung for the Renault group. As s result of the synergies generated by the alliance, Renault and Nissan assert their ambitions for future developments. (Nissan). Q.1) In the April-to-December, 2008 period, net revenue fell 14.7% to 6.6858 trillion yen. Operating profit totalled 92.5 billion yen, down 84.0%. Operating profit margin came to

Ratio Analysis Research Paper Example | Topics and Well Written Essays - 750 words

Ratio Analysis - Research Paper Example It is interesting to see that the organization increased its profit margin from only 1.9% in 2012 to 6% in 2013 and 8.9% in 2014. As per the Morning Star (n.d.) financial reports, the company’s debt to equity ratio was nearly stable over the 2012-14 period posting 0.57%, 0.60%, and 0.59% respectively in 2012, 2013, and 2014. Comparing to the years just before the global financial crisis, Toyota is yet to achieve a stronger leverage and equity position. The company had a price-earnings (P/E) ratio of 40.46% in 2012, and this high P/E ratio indicates that investors were expecting higher earnings growth in the future because the economy had begun overcoming the recessionary pressures. Toyota’s P/E ratio declined to 15.30% in 2013 and to a further 10.30% in 2014 as the global economy regained its growth momentum, and hence investor did not expect a significant future growth in earnings. Similarly, the company’s inventory turnover ratios for the fiscal years 2012, 201 3, and 2014 were 11.20%, 11.17%, and 11.52% respectively. These ratios are low as compared to that in 2011(12.19%) and a low inventory turnover ratio indicates poor inventory management or low sales. The firm’s current ratio was almost stable over the last three years (1.05%, 1.07%, and 1.07%) (Morning Star). Referring to Allen (2011), since these ratios are greater than 1, it is clear that Toyota is â€Å"able to meet its current obligations, with a surplus of working capital† (p.202). While evaluating Toyota’s time interest earned over the 2012-14 period, it is identified that the organization is placed in a better position to meet its debt obligations effectively. Toyota recovered fast from the severe impacts of the global financial crisis 2008-09 and the organization gained notable increases in revenues in the last two fiscal years. To illustrate, Toyota’s revenue fell to  ¥18,583,653 million in 2012 due to global economic turmoil, and some major product recalls due to quality issues.

Idea book Article Example | Topics and Well Written Essays - 500 words - 1

Idea book - Article Example I am an iPhone smartphone. Im the latest brand of the latest smartphone in the smartphone world filled with technological gizmos. I am friends with the internet to whom we share a very deep bond of friendship we regularly interact and exchange information. I don’t lie to be on the computer because she is jealous of my relationship with the internet. Teamwork on the social media platforms can be illustrated in various ways, for instance liking a comment or retweeting a post by someone. This shows solidarity with an idea that someone has put forth through the post. The creative process that goes on in my mind before I post a statement, comment or picture has various levels of thought put into them. Firstly, the post has to have context and I for this instance define context to mean it has to conform to the trending topic or if Im commenting on a persons message I have to keep it on the issue we are talking about. Secondly, unless the trend is tragic, I try to make humor about it as much as I can. Third in terms of the photos I post I try to make each unique with a different subject always but always showing the best possible version of myself. The mind map shows a correlation of thoughts, attitudes and principles that are revealed through the various social media platforms. The mind map also gives perspective to all these information, thus making it more credible and fitting to the context in which they are used. Two of my friends are Ann and Julien. Ann is a perfectionist, she likes slow and soulful music, dislikes public transport, her cake is that she likes candy at night and has some before she sleeps. She believes in God and humanity and chooses to see the good in people rather than the bad, the niche id put her in is that of creative friends. Julien is hardworking, he likes hip hop music, especially Jay-Z he doesn’t like lazy people. His quirk is that he studies, best under loud music and as a

Vietnam Human Resource Enterprises and Training

Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear Vietnam Human Resource Enterprises and Training Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear

In Of the Great White War and Base Details, the poets write about :: English Literature

In Of the Great White War and Base Details, the poets write about age and youth in times of war. Explore the feelings that the poets express and the ways in which they communicate these feelings to you. To answer the question above, I first have to get a vague idea of what both poems are about. It is obvious to see that both poems are about war and explore issues of youth and the aged. In my opinion both poems are anti-war and are against youth being sent to fight, and the way that the youth of England was abused by older or more powerful people to keep themselves safe and that is what I will be trying to explore, among other things, in this essay. I will analyse both of the poems individually as well as making comparisons throughout, as well as some final comparisons and a summary of the points in the conclusion. I will start with 'Of the Great White War'. In the poem the writer expresses his hypocrisy of the older generation. Examples are throughout but one is shown on line nine of the poem '(the aged) mouthed fair phrases one upon the other upon the supreme sacrifice'. That line alone has many examples of hypocrisy and half-truths. The use of 'Mouthed' as a description of how the aged talked about the war and the death of young men is designed by the writer to give the impression of falseness and lies. It is said without meaning or heart as if the speaker is not actually saying it, just pretending to as a routine or a duty. The saying of 'one upon the other' yet again is a way of making the aged men's words seem false and piled on top of each other without meaning. Describing the words as 'fair phrases' adds a sarcastic tone to the whole sentence, and 'phrases' reinforces the fact that the words are not meant to be true and are just phrases, things that are said as an everyday thing without thought. Finally the author talks about the 'supreme sacrifice' replacing death, as that is what the sacrifice was in the end. I think he disliked the term as he uses it in a negative sentence as he most likely felt it glorified death, and he disliked the attitude of old people as even though they talked about the glorious deaths and sacrifices, they were hypocrites not willing to die themselves. The poet also in the poem expresses his anger at young people being sent to die throughout the poem. An example of this is on lines five In Of the Great White War and Base Details, the poets write about :: English Literature In Of the Great White War and Base Details, the poets write about age and youth in times of war. Explore the feelings that the poets express and the ways in which they communicate these feelings to you. To answer the question above, I first have to get a vague idea of what both poems are about. It is obvious to see that both poems are about war and explore issues of youth and the aged. In my opinion both poems are anti-war and are against youth being sent to fight, and the way that the youth of England was abused by older or more powerful people to keep themselves safe and that is what I will be trying to explore, among other things, in this essay. I will analyse both of the poems individually as well as making comparisons throughout, as well as some final comparisons and a summary of the points in the conclusion. I will start with 'Of the Great White War'. In the poem the writer expresses his hypocrisy of the older generation. Examples are throughout but one is shown on line nine of the poem '(the aged) mouthed fair phrases one upon the other upon the supreme sacrifice'. That line alone has many examples of hypocrisy and half-truths. The use of 'Mouthed' as a description of how the aged talked about the war and the death of young men is designed by the writer to give the impression of falseness and lies. It is said without meaning or heart as if the speaker is not actually saying it, just pretending to as a routine or a duty. The saying of 'one upon the other' yet again is a way of making the aged men's words seem false and piled on top of each other without meaning. Describing the words as 'fair phrases' adds a sarcastic tone to the whole sentence, and 'phrases' reinforces the fact that the words are not meant to be true and are just phrases, things that are said as an everyday thing without thought. Finally the author talks about the 'supreme sacrifice' replacing death, as that is what the sacrifice was in the end. I think he disliked the term as he uses it in a negative sentence as he most likely felt it glorified death, and he disliked the attitude of old people as even though they talked about the glorious deaths and sacrifices, they were hypocrites not willing to die themselves. The poet also in the poem expresses his anger at young people being sent to die throughout the poem. An example of this is on lines five

Importance of Interpersonal Communication

Interpersonal Communication Effective interpersonal communication helps us express ourselves and share our thoughts and opinions with the people around us. Learn how this effects different areas of our lives, especially in our workplaces. Ads by Google Happy Marriage Secrets    Want to Fireproof Your Marriage? Do Marriage God’s Way   BiblicalCounselingInsights. com Enlarge ImageTo effectively communicate, we must realize that we are all different in the way we perceive the world and use this understanding as a guide to our communication with others. ~ Anthony RobbinsInterpersonal communication is the process that helps us express our feelings, ideas, and thoughts and share them with the people around us. Efficient interpersonal communication is a very good quality that helps people in every aspect of life be it personal or professional. It is the process where a person expresses his thoughts, converts the thoughts into a well designed message and sends the message across a communication channel (oral, visual, written, etc) and the receiver receives the message and responds to the message and sends his reply via the communication channel.Interpersonal communication can be a formal dialog between two people at a workplace, or even an informal tete-a-tete between two friends. Communication can occur with or without words and through a number of communication media. 1. Oral Communication (Speaking face-to-face or on the phone) 2. Written Communication (Writing emails, letters, instant messaging and texting) 3. Visual Communication (Body Language or sign language) Factors that Determine the Efficiency of Communication 1.Clarity of Message: The way in which the sender presents a message plays an instrumental role in the success or failure of the communication process. A message should be formulated taking into account the receiver's frame of mind and simple message formulation that conveys the correct meaning. 2. Communication Channel: Choose the right com munication channel according to the situation and the receiver. For example think whether in a particular situation having a face-to-face conversation would be a better option instead of speaking on the phone, or writing an email. . Rapport between Sender and Receiver: If the sender and the receiver share a common background and have faced similar experiences, it increases the mutual understanding level and hence enhances the outcome of the communication process. The development of rapport will depend on the educational background, social background, family upbringing and the kind of experiences the person has come across. Styles of Interpersonal Communication There are various styles of this form of communication and that we adopt into our lives depending on how we need it. Controlling StyleThe controlling style is actually a style of interpersonal communication wherein the sender leaves little or no room for the receiver to provide feedback or reply. People who are generally senio r in workplace hierarchy use it to communicate with their subordinates and although this style might prove to be an efficient form of communication during crisis situations, it can intimidate the receiver or the audience and can actually create a communication gap. Egalitarian Style The Egalitarian style is much more efficient than the controlling style since it facilitates healthy two-way communication wherein information is shared mutually.This style of communication encourages the participants to express their ideas and hence creates a cooperative and healthy atmosphere. Structuring Style The structuring style is generally used to communicate specific goals and bring coordination to an organization. To avoid making this a one-way conversation it is always better to modify this style and keep it more open to responses from the audience. Dynamic Style This is style is a high-energy approach which involves use of motivating words and phrases to encourage the person to get inspired a nd achieve a certain goal.However this style cannot function when the receiver does not have enough knowledge about the required action desired out of him/her. Relinquishing Style The relinquishing style is highly open for ideas to the extent that it can transfer the responsibility of the communication to the receiver. This style of communication works well when the sender and the receiver are equally interested in carrying the conversation ahead. Withdrawal Style It is ironic to call this process a style of interpersonal communication since the withdrawal style is basically the failure or lack of communication.This is a style is where a person shows complete disinterest to participate in the communication process or carry it forward. By Uttara Manohar Last Updated: 9/30/2011 Ads by Google Knowing your Personality    Most detailed Personality Assessment on the Internet   www. personalitybook. com Leading M-Wallet Platform    TagPay powers mobile money services in over 30 count ries worldwide. www. tagattitude. fr Free Training Materials    Instant Download, Trainer Resources Training Games, Exercises and Tools   www. trainerbubble. om Elite Process Service    Colorado Springs Pueblo Canon City ;amp; All Of Colorado 719. 362. 5556   www. processservicecolorado. com communicating    Wanna guilin tours info? Here it is credit-based, keep improving. www. guilinprivatetours. com Plastic Recycling Line    Plastic Recycling Line High Quality,Low Price,Inquire Now! www. PuRui-China. com Marriage With Foreign Men    Foreign Men Seek African Ladies For Dating ;amp; Marriage. Join Free Today! KenyanCupid. com/Marriage Read more at Buzzle:  http://www. buzzle. com/articles/interpersonal-communication. html Interpersonal Relationships at WorkInterpersonal relationships at work are really important for carrying out the daily processes with effective communication and understanding among employees†¦ Ads by Google Team Coach Training    Certified c oach training in Joburg 19-20 Nov – track to ICF credential   www. enterprisecoach. co. za/ICF-cert A cardinal principle of Total Quality escapes too many managers: you cannot continuously improve interdependent systems and processes until you progressively perfect interdependent, interpersonal relationships. – Stephen R. Covey In today's corporate world, there is a need for work to be done as quickly as possible.And for this purpose, working professionals need to have good relations between each other. Healthy professional relations can be maintained by effective workplace communication and teamwork. Interpersonal relationships gradually develop with good team participation and communication with other members. On the other hand, these relationships may deteriorate when a person leaves the group and stops being in touch. In order to create and maintain these relationships , you need to consider some simple, yet significant aspects. Importance of Interpersonal Relati onships at WorkYou can say that everything at the office depends on good relationships between employees and the management. Interpersonal relationships are absolutely essential, as they help workers to have a mutual understanding between themselves. The main benefit is that they work in a team. And it is a proven fact that if you need to reach a goal or a target in your process, you necessarily have to work together in a team. If there are healthy interpersonal relationships in the team members, they certainly tend to work collectively towards the prescribed goal. Teamwork also contributes a lot to a healthy work environment.Employees feel good to work if there is a favorable environment at the workplace. If employees have a mutual understanding with each other, there are very less chances of any kind of workplace conflicts. It is also been observed that strong interpersonal relationships lead to motivation among employees. Using Interpersonal Skills at Workplace Communication is o ne of the most crucial interpersonal skills to be practiced at the workplace. Without effective interpersonal communication, there will not be a smooth and clear flow of ideas, resulting in confusion.A true professional will always talk to other executives, with looking directly into the eyes. Always smile when you speak with others, in a face to face talk or even on the phone. The smile will make others comfortable and it will also be apparent in the tone while on the phone. While you speak, make sure your tone is humble and not authoritative, even if you are the boss. Consider helping your colleagues a privilege, with always being happy to help. A very effective way of maintaining healthy interpersonal relationships is to appreciate the efforts in front of everyone.Honoring and considering suggestions and views of other members in the team is a very good method of teamwork. When communicating with other executives, it is fine if you add a bit of humor to the scene, just to release the stress and tension involved. Make sure you do not get involved in the blame game. Always ensure that you stick to what you said you will do. Fulfilling commitments is one major aspect that you will have to consider in creating good business relationships. It is a good idea to share what you recently accomplished and found out.This creates a feeling of openness among the team members. One important point to note is that you will only be satisfied with your job if there are healthy interpersonal relationships at work. By Stephen Rampur Published: 7/13/2010 Ads by Google Happy Marriage Secrets    Want to Fireproof Your Marriage? Do Marriage God’s Way   BiblicalCounselingInsights. com How to be a Pilot    Commercial, Private Pilot Training Accredited Pilot and Flight School   EpicFlightAcademy. com Read more at Buzzle:  http://www. buzzle. com/articles/interpersonal-relationships-at-work. html

When Bad Things Happen To Good People essays

When Bad Things Happen To Good People essays When Bad Things Happen to Good People There have been many times in life when I have turned to a God with problems and wanted answers or solutions and received nothing. When this happens I take the time to reflect and ask myself, Why, when I do some many good things, do I not receive any answers or solutions to my problems? The book When Bad Things Happen to Good People, written by Harold S. Kushner, has brought some answers to my problems. This book explained and help clarify why even though I am not a bad person, that sometimes bad things are bound to happen. When Kushner wrote this book I feel that the meaning of his writings were that God does not mean to punish us, he just means to test us and present us with problems and see how we react to them. As put best he wrote, The God I believe in does not send us the problem; he gives us the strength to cope with it.(127). Kushner makes many references to the bible and his belief in a higher power, God. I personally may not think there can be one and only one God but I do believe in a higher being or power and I like how Kushner makes sure to point out that he is not calling it the God but his God. It shows an almost non-biast opinion and it shows a lot of respect towards all groups of people. I remember one time specifically when my great-grandpa recently passed away I turned to God for answers. Instead of getting an answer I got more problems. My great-grandma and grandma both had strokes, my long-standing girlfriend and I broke up, my parents got split up and divorced, along with all of the other normal problems that go on in live that we, as humans, have learned to expect in everyday life. My belief in one and only one God diminished. I felt that there was no ...

3 Strong Argumentative Essay Examples, Analyzed

3 Strong Argumentative Essay Examples, Analyzed SAT / ACT Prep Online Guides and Tips Need to defend your opinion on an issue? Argumentative essays are one of the most popular types of essays you’ll write in school. They combine persuasive arguments with fact-based research, and, when done well, can be powerful tools for making someone agree with your point of view. If you’re struggling to write an argumentative essay or just want to learn more about them, seeing examples can be a big help. After giving an overview of this type of essay, we provide three argumentative essay examples. After each essay, we explain in-depth how the essay was structured, what worked, and where the essay could be improved. We end with tips for making your own argumentative essay as strong as possible. What Is an Argumentative Essay? An argumentative essay is an essay that uses evidence and facts to support the claim it’s making. Its purpose is to persuade the reader to agree with the argument being made. A good argumentative essay will use facts and evidence to support the argument, rather than just the author’s thoughts and opinions. For example, say you wanted to write an argumentative essay stating that Charleston, SC is a great destination for families. You couldn’t just say that it’s a great place because you took your family there and enjoyed it. For it to be an argumentative essay, you need to have facts and data to support your argument, such as the number of child-friendly attractions in Charleston, special deals you can get with kids, and surveys of people who visited Charleston as a family and enjoyed it. The first argument is based entirely on feelings, whereas the second is based on evidence that can be proven. The standard five paragraph format is common, but not required, for argumentative essays. These essays typically follow one of two formats: the Toulmin model or the Rogerian model. The Toulmin model is the most common. It begins with an introduction, follows with a thesis/claim, and gives data and evidence to support that claim. This style of essay also includes rebuttals of counterarguments. The Rogerian model analyzes two sides of an argument and reaches a conclusion after weighing the strengths and weaknesses of each. 3 Good Argumentative Essay Examples + Analysis Below are three examples of argumentative essays, written by yours truly in my school days, as well as analysis of what each did well and where it could be improved. Argumentative Essay Example 1 As online learning becomes more common and more and more resources are converted to digital form, some people have suggested that public libraries should be shut down and, in their place, everyone should be given an iPad with an e-reader subscription. Proponents of this idea state that it will save local cities and towns money because libraries are expensive to maintain. They also believe it will encourage more people to read because they won’t have to travel to a library to get a book; they can simply click on what they want to read and read it from wherever they are. They could also access more materials because libraries won’t have to buy physical copies of books; they can simply rent out as many digital copies as they need. However, it would be a serious mistake to replace libraries with tablets. First, digital books and resources are associated with less learning and more problems than print resources. A study done on tablet vs book reading found that people read 20-30% slower on tablets, retain 20% less information, and understand 10% less of what they read compared to people who read the same information in print. Additionally, staring too long at a screen has been shown to cause numerous health problems, including blurred vision, dizziness, dry eyes, headaches, and eye strain, at much higher instances than reading print does. People who use tablets and mobile devices excessively also have a higher incidence of more serious health issues such as fibromyalgia, shoulder and back pain, carpal tunnel syndrome, and muscle strain. I know that whenever I read from my e-reader for too long, my eyes begin to feel tired and my neck hurts. We should not add to these problems by giving people, especially young p eople, more reasons to look at screens. Second, it is incredibly narrow-minded to assume that the only service libraries offer is book lending. Libraries have a multitude of benefits, and many are only available if the library has a physical location. Some of these benefits include acting as a quiet study space, giving people a way to converse with their neighbors, holding classes on a variety of topics, providing jobs, answering patron questions, and keeping the community connected. One neighborhood found that, after a local library instituted community events such as play times for toddlers and parents, job fairs for teenagers, and meeting spaces for senior citizens, over a third of residents reported feeling more connected to their community. Similarly, a Pew survey conducted in 2015 found that nearly two-thirds of American adults feel that closing their local library would have a major impact on their community. People see libraries as a way to connect with others and get their questions answered, benefits tablets canà ¢â‚¬â„¢t offer nearly as well or as easily. While replacing libraries with tablets may seem like a simple solution, it would encourage people to spend even more time looking at digital screens, despite the myriad issues surrounding them. It would also end access to many of the benefits of libraries that people have come to rely on. In many areas, libraries are such an important part of the community network that they could never be replaced by a simple object. Analysis The author begins by giving an overview of the counter-argument, then the thesis appears as the first sentence in the third paragraph. The essay then spends the rest of the paper dismantling the counter argument and showing why readers should believe the other side. What this essay does well: Although it’s a bit unusual to have the thesis appear fairly far into the essay, it works because, once the thesis is stated, the rest of the essay focuses on supporting it since the counter-argument has already been discussed earlier in the paper. This essay includes numerous facts and cites studies to support its case. By having specific data to rely on, the author’s argument is stronger and readers will be more inclined to agree with it. For every argument the other side makes, the author makes sure to refute it and follow up with why her opinion is the stronger one. In order to make a strong argument, it’s important to dismantle the other side, which this essay does this by making the author's view appear stronger. How this essay could be improved: This is a shorter paper, and if it needed to be expanded to meet length requirements, it could include more examples and go more into depth with them, such as by explaining specific cases where people benefited from local libraries. Additionally, while the paper uses lots of data, the author also mentions their own experience with using tablets. This should be removed since argumentative essays focus on facts and data to support an argument, not the author’s own opinion or experiences. Replacing that with more data on health issues associated with screen time would strengthen the essay. Some of the points made aren't completely accurate, particularly the one about digital books being cheaper. It actually often costs a library more money to rent out numerous digital copies of a book compared to buying a single physical copy. Make sure in your own essay you thoroughly research each of the points and rebuttals you make, otherwise you'll look like you don't know the issue that well. Argumentative Essay Example 2 Malaria is an infectious disease caused by parasites that are transmitted to people through female Anopheles mosquitoes. Each year, over half a billion people will become infected with malaria, with roughly 80% of them living in Sub-Saharan Africa. Nearly half a million people die of malaria every year, most of them young children under the age of five. Unlike many other infectious diseases, the death toll for malaria is rising. While there have been many programs designed to improve access to malaria treatment, the best way to reduce the impact of malaria in Sub-Saharan Africa is to focus on reducing the number of people who contract the disease in the first place, rather than waiting to treat the disease after the person is already infected. There are multiple drugs available to treat malaria, and many of them work well and save lives, but malaria eradication programs that focus too much on them and not enough on prevention haven’t seen long-term success in Sub-Saharan Africa. A major program to combat malaria was WHO’s Global Malaria Eradication Programme. Started in 1955, it had a goal of eliminating malaria in Africa within the next ten years. Based upon previously successful programs in Brazil and the United States, the program focused mainly on vector control. This included widely distributing chloroquine and spraying large amounts of DDT. More than one billion dollars was spent trying to abolish malaria. However, the program suffered from many problems and in 1969, WHO was forced to admit that the program had not succeeded in eradicating malaria. The number of people in Sub-Saharan Africa who contracted malaria as well as the number of malaria deaths had actually increased over 10% during the time the program was active. One of the major reasons for the failure of the project was that it set uniform strategies and policies. By failing to consider variations between governments, geography, and infrastructure, the program was not nearly as successful as it could have been. Sub-Saharan Africa has neither the money nor the infrastructure to support such an elaborate program, and it couldn’t be run the way it was meant to. Most African countries don't have the resources to send all their people to doctors and get shots, nor can they afford to clear wetlands or other malaria prone areas. The continent’s spending per person for eradicating malaria was just a quarter of what Brazil spent. Sub-Saharan Africa simply can’t rely on a plan that requires more money, infrastructure, and expertise than they have to spare. Additionally, the widespread use of chloroquine has created drug resistant parasites which are now plaguing Sub-Saharan Africa. Because chloroquine was used widely but inconsistently, mosquitoes developed resistance, and chloroquine is now nearly completely ineffective in Sub-Saharan Africa, with over 95% of mosquitoes resistant to it. As a result, newer, more expensive drugs need to be used to prevent and treat malaria, which further drives up the cost of malaria treatment for a region that can ill afford it. Instead of developing plans to treat malaria after the infection has incurred, programs should focus on preventing infection from occurring in the first place. Not only is this plan cheaper and more effective, reducing the number of people who contract malaria also reduces loss of work/school days which can further bring down the productivity of the region. One of the cheapest and most effective ways of preventing malaria is to implement insecticide-treated bed nets (ITNs). These nets provide a protective barrier around the person or people using them. While untreated bed nets are still helpful, those treated with insecticides are much more useful because they stop mosquitoes from biting people through the nets, and they help reduce mosquito populations in a community, thus helping people who don’t even own bed nets. Bed nets are also very effective because most mosquito bites occur while the person is sleeping, so bed nets would be able to drastically reduce the number of transmissions during the night. In fact, transmission of malaria can be reduced by as much as 90% in areas where the use of ITNs is widespread. Because money is so scarce in Sub-Saharan Africa, the low cost is a great benefit and a major reason why the program is so successful. Bed nets cost roughly 2 USD to make, last several years, and can protect two adults. Studies have shown that, for every 100-1000 more nets are being used, one less child dies of malaria. With an estimated 300 million people in Africa not being protected by mosquito nets, there’s the potential to save three million lives by spending just a few dollars per person. Reducing the number of people who contract malaria would also reduce poverty levels in Africa significantly, thus improving other aspects of society like education levels and the economy. Vector control is more effective than treatment strategies because it means fewer people are getting sick. When fewer people get sick, the working population is stronger as a whole because people are not put out of work from malaria, nor are they caring for sick relatives. Malaria-afflicted families can typically only harvest 40% of the crops that healthy families can harvest. Additionally, a family with members who have malaria spends roughly a quarter of its income treatment, not including the loss of work they also must deal with due to the illness. It’s estimated that malaria costs Africa 12 billion USD in lost income every year. A strong working population creates a stronger economy, which Sub-Saharan Africa is in desperate need of. Analysis This essay begins with an introduction, which ends with the thesis (that malaria eradication plans in Sub-Saharan Africa should focus on prevention rather than treatment). The first part of the essay lays out why the counter argument (treatment rather than prevention) is not as effective, and the second part of the essay focuses on why prevention of malaria is the better path to take. What this essay does well: The thesis appears early, is stated clearly, and is supported throughout the rest of the essay. This makes the argument clear for readers to understand and follow throughout the essay. There’s lots of solid research in this essay, including specific programs that were conducted and how successful they were, as well as specific data mentioned throughout. This evidence helps strengthen the author’s argument. How this essay could be improved: The author makes a case for using expanding bed net use over waiting until malaria occurs and beginning treatment, but not much of a plan is given for how the bed nets would be distributed or how to ensure they’re being used properly. By going more into detail of what she believes should be done, the author would be making a stronger argument. The introduction of the essay does a good job of laying out the seriousness of the problem, but the conclusion is short and abrupt. Expanding it into its own paragraph would give the author a final way to convince readers of her side of the argument. Argumentative Essay Example 3 As college sports continue to be hugely popular and the National Collegiate Athletic Association (NCAA) brings in large amounts of revenue, people have revived the debate on whether college athletes should get paid. There are many ways payments could work. They could be in the form of a free-market approach, where athletes are able to earn whatever the market is willing to pay them, it could be a set amount of money per athlete, or student athletes could earn income from endorsements, autographs, and control of their likeness, similar to the way top Olympians earn money. Proponents of the idea believe that, because college athletes are the ones who are training, participating in games, and bringing in audiences, they should receive some sort of compensation for their work. If there were no college athletes, the NCAA wouldn’t exist, college coaches wouldn’t receive there (sometimes very high) salaries, and brands like Nike couldn’t profit from college sports. In fact, the NCAA brings in roughly $1 billion in revenue a year, but college athletes don’t receive any of that money in the form of a paycheck. Additionally, people who believe college athletes should be paid state that paying college athletes will actually encourage them to remain in college longer and not turn pro as quickly, either by giving them a way to begin earning money in college or requiring them to sign a contract stating they’ll stay at the university for a certain number of years while making an agreed-upon salary. Supporters of this idea point to Zion Williamson, the Duke basketball superstar, who, during his freshman year, sustained a serious knee injury. Many argued that, even if he enjoyed playing for Duke, it wasn’t worth risking another injury and ending his professional career before it even began for a program that wasn’t paying him. Williamson seems to have agreed with them and declared his eligibility for the NCAA draft later that year. If he was being paid, he may have stayed at Duke longer. In fact, roughly a third of student athletes surveyed stated that receiving a salary while in college would make them â€Å"strongly consider† remaining collegiate athletes longer before turning pro. Paying athletes could also stop the recruitment scandals that have plagued the NCAA. In 2018, the NCAA stripped the University of Louisville's men's basketball team of its 2013 national championship title because it was discovered coaches were using sex workers to entice recruits to join the team. There have been dozens of other recruitment scandals where college athletes and recruits have been bribed with anything from having their grades changed, to getting free cars, to being straight out bribed. By paying college athletes and putting their salaries out in the open, the NCAA could end the illegal and underhanded ways some schools and coaches try to entice athletes to join. People who argue against the idea of paying college athletes believe the practice could be disastrous for college sports. By paying athletes, they argue, they’d turn college sports into a bidding war, where only the richest schools could afford top athletes, and the majority of schools would be shut out from developing a talented team (though some argue this already happens because the best players often go to the most established college sports programs, who typically pay their coaches millions of dollars per year). It could also ruin the tight camaraderie of many college teams if players become jealous that certain teammates are making more money than they are. They also argue that paying college athletes actually means only a small fraction would make significant money. Out of the 350 Division I athletic departments, fewer than a dozen earn any money. Nearly all the money the NCAA makes comes from men’s football and basketball, so paying college athletes would make a small group of menwho likely will be signed to pro teams and begin making millions immediately out of collegerich at the expense of other players. Those against paying college athletes also believe that the athletes are receiving enough benefits already. The top athletes already receive scholarships that are worth tens of thousands per year, they receive free food/housing/textbooks, have access to top medical care if they are injured, receive top coaching, get travel perks and free gear, and can use their time in college as a way to capture the attention of professional recruiters. No other college students receive anywhere near as much from their schools. People on this side also point out that, while the NCAA brings in a massive amount of money each year, it is still a non-profit organization. How? Because over 95% of those profits are redistributed to its members’ institutions in the form of scholarships, grants, conferences, support for Division II and Division III teams, and educational programs. Taking away a significant part of that revenue would hurt smaller programs that rely on that money to keep running. While both sides have good points, it’s clear that the negatives of paying college athletes far outweigh the positives. College athletes spend a significant amount of time and energy playing for their school, but they are compensated for it by the scholarships and perks they receive. Adding a salary to that would result in a college athletic system where only a small handful of athletes (those likely to become millionaires in the professional leagues) are paid by a handful of schools who enter bidding wars to recruit them, while the majority of student athletics and college athletic programs suffer or even shut down for lack of money. Continuing to offer the current level of benefits to student athletes makes it possible for as many people to benefit from and enjoy college sports as possible. Analysis This argumentative essay follows the Rogerian model. It discusses each side, first laying out multiple reasons people believe student athletes should be paid, then discussing reasons why the athletes shouldn’t be paid. It ends by stating that college athletes shouldn’t be paid by arguing that paying them would destroy college athletics programs and cause them to have many of the issues professional sports leagues have. What this essay does well: Both sides of the argument are well developed, with multiple reasons why people agree with each side. It allows readers to get a full view of the argument and its nuances. Certain statements on both sides are directly rebuffed in order to show where the strengths and weaknesses of each side lie and give a more complete and sophisticated look at the argument. How this essay could be improved: Using the Rogerian model can be tricky because oftentimes you don’t explicitly state your argument until the end of the paper. Here, the thesis doesn’t appear until the first sentence of the final paragraph. That doesn’t give readers a lot of time to be convinced that your argument is the right one, compared to a paper where the thesis is stated in the beginning and then supported throughout the paper. This paper could be strengthened if the final paragraph was expanded to more fully explain why the author supports the view, or if the paper had made it clearer that paying athletes was the weaker argument throughout. 3 Tips for Writing a Good Argumentative Essay Now that you’ve seen examples of what good argumentative essay samples look like, follow these three tips when crafting your own essay. #1: Make Your Thesis Crystal Clear The thesis is the key to your argumentative essay; if it isn’t clear or readers can’t find it easily, your entire essay will be weak as a result. Always make sure that your thesis statement is easy to find. The typical spot for it is the final sentence of the introduction paragraph, but if it doesn’t fit in that spot for your essay, try to at least put it as the first or last sentence of a different paragraph so it stands out more. Also make sure that your thesis makes clear what side of the argument you’re on. After you’ve written it, it’s a great idea to show your thesis to a couple different peopleclassmates are great for this. Just by reading your thesis they should be able to understand what point you’ll be trying to make with the rest of your essay. #2: Show Why the Other Side Is Weak When writing your essay, you may be tempted to ignore the other side of the argument and just focus on your side, but don’t do this. The best argumentative essays really tear apart the other side to show why readers shouldn’t believe it. Before you begin writing your essay, research what the other side believes, and what their strongest points are. Then, in your essay, be sure to mention each of these and use evidence to explain why they’re incorrect/weak arguments. That’ll make your essay much more effective than if you only focused on your side of the argument. #3: Use Evidence to Support Your Side Remember, an essay can’t be an argumentative essay if it doesn’t support its argument with evidence. For every point you make, make sure you have facts to back it up. Some examples are previous studies done on the topic, surveys of large groups of people, data points, etc. There should be lots of numbers in your argumentative essay that support your side of the argument. This will make your essay much stronger compared to only relying on your own opinions to support your argument. Summary: Argumentative Essay Sample Argumentative essays are persuasive essays that use facts and evidence to support their side of the argument. Most argumentative essays follow either the Toulmin model or the Rogerian model. By reading good argumentative essay examples, you can learn how to develop your essay and provide enough support to make readers agree with your opinion. When writing your essay, remember to always make your thesis clear, show where the other side is weak, and back up your opinion with data and evidence. What's Next? Do you need to write an argumentative essay as well?Check out our guide on the best argumentative essay topics for ideas! You'll probably also need to write research papers for school.We've got you covered with 3 potential topics for research papers. Your college admissions essay may end up being one of the most important essays you write. Follow our step-by-step guide on writing a personal statement to have an essay that'll impress colleges. Have friends who also need help with test prep? Share this article! Tweet Christine Sarikas About the Author Christine graduated from Michigan State University with degrees in Environmental Biology and Geography and received her Master's from Duke University. In high school she scored in the 99th percentile on the SAT and was named a National Merit Finalist. She has taught English and biology in several countries. Get Free Guides to Boost Your SAT/ACT Get FREE EXCLUSIVE insider tips on how to ACE THE SAT/ACT. 100% Privacy. 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