Ess (Exam Scheduling System) Free Essays

CHAPTER IV Presentation of Data, Software Product Analysis and Implementation The Existing System Dean 0 Manual Process Administrator Day of ExamSchedule Time Term Rooms Teachers Subjects Sections Figure 4. 1 Process of the Manual Scheduling The figure shows the existing system of AMA Computer College Lipa. The administrator will gather the data needed for the manual process of Scheduling. We will write a custom essay sample on Ess (Exam Scheduling System) or any similar topic only for you Order Now After gathering the data the administrator will manually do the schedule. The Proposed System 0 Computerized Scheduling Dean Administrator File MaintenanceSchedule Schedule Management Figure 4. Process of the Proposed System The figure shows the content of the proposed system. Once the user entered to the system, the system is ready to accommodate the File Maintenance, Schedule Management, Schedule Browser and Reports. Prospective User The Administrator will act as the primary user of the proposed system. The primary user has access to all the features of the system which includes file maintenance, schedule managing, schedule browsing and generating reports. The primary user can add, edit, update and delete different transactions of all the features mentioned above. The user also allows to print all the reports that was produced by the system. Components of the Proposed System In Software Product Analysis in Chapter III, the proponents discussed the different possible software that can be used in making the proposed study. Among all those software, the proponents decided to chose the SQL server 2008 for database, and Visual Basic . Net 2005 as the programming language. The proponents prefer to use the SQL Server 2008 over other databases it provides much faster Full-Text Search capability and much faster processing once SQL Server 2008 features are used. In addition, SQL Server 2008 provides for more efficient storage of data and indexes including filtered indexes, wide tables, sparse columns, and page level compression. In terms of programming language use, the proponents used Visual Basic. Net 2005 because the Visual Basic. Net is one of the most popular languages used in the software development industry. VB. Net provides managed code execution that runs under the Common Language Runtime (CLR), resulting in robust, stable and secure applications. VB. NET is free threading against the VB single-threaded apartment feature. All features of the . NET framework are readily available in VB. NET. VB. NET is totally object oriented. This is a major addition that VB6 and other earlier releases didn’t have. Security has become more robust in VB. NET. System Design DFD (Data Flow Diagram) is used by the proponents to show the graphical representation of the flow of data through the system. This is also used in visualizing of data processing. The context is the summary of DFD of the existing and proposed Data Flow Diagram (DFD). This is the commonly used system modeling tools, particularly for the operational system in where the functions are paramount important and more complex than the data that system manipulates. The context is the summary of the Data Flow Diagram (DFD) of proposed system. The DFD (Data Flow Diagram) is shown in figure 4. 1 Data Flow Diagram of the Proposed System Level 0 1. 0 Course Year Section Rooms Subject Teacher 3. 0 Generate Reports 2. 0 Process Schedule for Term Dean Administrator Processed Schedule Schedule Figure 4. 3 Level 0 of Data Flow Diagram Figure 4. 3 shows the overview process as a whole. It starts from the Admin, the user, with corresponding data that goes to different menus provided by the system. These are basically the primary inputs to be processed by the system which creates reports. This diagram is mainly the representation of the software developed. Level 1 of Process 1: File Maintenance 1. 1 Add Course Dean | | | | | | | | | | | | | 1. 2 Add Year | | | | | | | | | | | 1. 3 Add Rooms | | | | | | | | | | | | 1. 4 Add Subjects | | | | | | | 1. 5 Add Teachers 1. 6 Add Section Figure 4. 4 Level 1 of Data Flow Diagram The diagram Level 1 shows the procedure of accessing the file maintenance. The diagram shows how to add, edit, update and delete a data. It provides space for the user to input new data to the database. Level 2 Process 2: Schedule Management | | | | | | 2. 1| | | | 2. 2| | | | | | | | | | | | | | | | | | | | | | | | | | DEAN| | School Year| | | | Filled up| | | | | | Saved| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Fill up| Schedule| | Update| | | D6 Schedule| | | | | | | | | | | | | | | | | | Year| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | schedule| | | | schedule| | | | | | | | Section| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Subject List| form| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Room| | | | | | | Updated| | | | | | | | | | | | | | | | | Day| | | | | | | Schedule| | | | | Time| Schedule| | | | | | | | | | | | | | | 2. 3| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Schedule| | | | Print Report| | | | | | | | | | | | | | | | | | | | | STUDENTS| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Figure 4. 5 Level 2 of Data Flow Diagram The diagram Level 2 shows the procedure of accessing the Schedule Management. The user will fill up the schedule form. After making the schedule, the user can also print the report. Level 3 Process 3: Generate Reports| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | D7| Schedule| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Saved Schedule| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Section Schedule| | | | | | | 3. 2| | | | | | | | | | | | | | | | | 3. 1| | | | | | | | | | | | DEAN| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Generate Schedule| | | | | Generate Room| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Section Reports| | | | | | Schedule Reports| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Room Schedule| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Schedule| | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Students Figure 4. 6 Level 3 of Data Flow Diagram The diagram Level 5 shows the corresponding procedures that the system provides under the report button. It shows the section schedule and room schedule reports. System Evaluation Report The respondents of this study responded so well throughout the survey process. The proponents got a good approval of improving the existing system into the proposed one project. Part I. 1. Suitability The system’s appearance is suitable for its use Table 4. 1 Suitability Suitability| Number| of| | Percentage of| Angle| size| for Pie| | | Respondents| | respondents evaluating| Chart| | | | | | | | the suitability of the| | | | | | | | | system| | | | 4–Strongly Agree| 200| | | 200/229 x 100 = 87%| 87% of 360Â ° = 320Â °| 3| – Agree| 29| | | 29/229 x 100 = 13%| 13% of 360Â ° = 40Â °| 2| – Disagree| 0| | | 0| 0| | | 1| – Strongly| 0| | | 0| 0| | | Disagree| | | | | | | | | | | | | | | | | | | | | | | Suitability| | | | | | | | | 13%| | | | | | | | | | | Strongly Agree| | | | | | | | | | Agree| | | | | | | | | | 87%| | | | | | | | | | | | | | | | Figure 4. 1 Pie Chart for System Suitability Figure 4. 1 shows that 87% or 200 of the respondents strongly agreed that the system is suitable and 13% or 29 of the respondents agreed in the suitability of the system. 2. Interoperability The system’s ICONs are all working Table 4. 2 Interoperability Interoperability| Number| of| Percentage of| Angle| size| for Pie| | | Respondents| respondents evaluating| Chart| | | | | | | the interoperability of the| | | | | | | | system| | | | 4–Strongly Agree| 199| | 199/229 x 100 = 87%| 87% of 360Â ° = 313Â °| 3| – Agree| 30| | 30/229 x 100 = 13%| 13% of 360Â ° = 47Â °| 2| – Disagree| 0| | 0| 0| | | | – Strongly| 0| | 0| 0| | | Disagree| | | | | | | Interoperability 13% Strongly Agree Agree 87% Figure 4. 2 Pie Chart for System Interoperability Figure 4. 2 shows that 87% or 199 of the respondents strongly agreed that the system is working and 13% or 30 of the respondents agreed in the interoperability of the system. 3. Compliance The system supports the performance they need. Table 4. 3 Compliance Compliance| Number| of| Percentage of| Angle| size| for Pie| | | Respondents| respondents evaluating| Chart| | | | | | | the compliance of the| | | | | | | | system| | | | –Strongly Agree| 198| | 198/229 x 100 = 86%| 86% of 360Â ° = 310Â °| 3| – Agree| 31| | 31/229 x 100 = 14%| 14% of 360Â ° = 50Â °| 2| – Disagree| 0| | 0| 0| | | 1| – Strongly| 0| | 0| 0| | | Disagree| | | | | | | Compliance 14% Strongly Agree Agree 86% Figure 4. 3 Pie Chart for System Compliance Figure 4. 3 shows that 86% or 198 of the respondents strongly agreed that the system supports the system they need and 14% or 31 of the respondents agreed in the compliance of the system. Part II 2. System’s Usability The system is easy to use and navigate Table 4. 4 Understandability Understandability| Number| of| Percentage of| Angle| size| for Pie| | | Respondents| respondents evaluating| Chart| | | | | | | the understandability of| | | | | | | | the system| | | | 4–Strongly Agree| 229| | 229/229 x 100 = 100%| 100% of 360Â ° = 360Â °| 3| – Agree| 0| | 0| 0| | | 2| – Disagree| 0| | 0| 0| | | 1| – Strongly| 0| | 0| 0| | | Disagree| | | | | | | Understandability Strongly Agree 100% Figure 4. 4 Pie Chart for System Understandability Figure 4. 4 shows that 100% or 229 of the respondents strongly agreed that the system is easy to understand. . Learnability The system is easy to use and navigate Table 4. 5 Learnability Learnability| Number| of| Percentage of| Angle| size| for Pie| | | Respondents| respondents evaluating| Chart| | | | | | | the learnability of the| | | | | | | | system| | | | 4–Strongly Agree| 198| | 198/229 x 100 = 86%| 86% of 360Â ° = 310Â °| 3| – Agree| 31| | 31/229 x 100 = 14%| 14% of 360Â ° = 50Â °| 2| – Disagree| 0| | 0| 0| | | 1| – Strongly| 0| | 0| 0| | | Disagree| | | | | | | Learnability 14% Strongly Agree Agree 86% Figure 4. 5 Pie Chart for System Learnability Figure 4. shows that 86% or 198 of the respondents strongly agreed that the system is easy to use and navigate and 14% or 31 of the respondents agreed in the navigation of the system. Part III – System’s Reliability 1. Accuracy The system gives an accurate output. Table 4. 6 Accuracy Accuracy| Number| of| Percentage of| Angle| size| for Pie| | | Respondents| respondents evaluating| Chart| | | | | | | the accuracy of the| | | | | | | | system| | | | 4–Strongly Agree| 200| | 200/229 x 100 = 87%| 87% of 360Â ° = 313Â °| 3| – Agree| 29| | 29/229 x 100 = 13%| 13% of 360Â ° = 47Â °| 2| – Disagree| 0| | 0| 0| | | | – Strongly| 0| | 0| 0| | | Disagree| | | | | | | Accuracy 13% Strongly Agree Agree 87% Figure 4. 6 Pie Chart for System Accuracy Figure 4. 6 shows that 87% or 200 of the respondents strongly agreed that the system gives accurate output and 13% or 29 of the respondents agreed in the accuracy of the system. 2. Recovery The system has ability to recover form failure. Table 4. 7 Recovery Recovery| Number| of| Percentage of| Angle| size| for Pie| | | Respondents| respondents evaluating| Chart| | | | | | | the recovery of the| | | | | | | system| | | | 4–Strongly Agree| 198| | 198/229 x 100 = 86%| 86% of 360Â ° = 310Â °| 3| – Agree| 31| | 31/229 x 100 = 14%| 14% of 360Â ° = 50Â °| 2| – Disagree| 0| | 0| 0| | | 1| – Strongly| 0| | 0| 0| | | Disagree| | | | | | | Recovery 14% Strongly Agree Agree 86% Figure 4. 7 Pie Chart for System Accuracy Figure 4. 7 shows that 86% or 198 of the respondents strongly agreed that the system has ability to recover form failure and 14% or 31 of the respondents agreed in the recovery of the system. Part IV – System’s Efficiency 1. Resource Behavior The system provides an optimum utilization of the resources. Table 4. 8 Resource Behavior Resource| Number| of| Percentage of| Angle| size| for Pie| Behavior| Respondents| respondents evaluating| Chart| | | | | | | the resource behavior of| | | | | | | | the system| | | | 4–Strongly Agree| 195| | 195/229 x 100 = 85%| 85% of 360Â ° = 306Â °| 3| – Agree| 34| | 34/229 x 100 = 15%| 15% of 360Â ° = 54Â °| 2| – Disagree| 0| | 0| 0| | | 1| – Strongly| 0| | 0| 0| | | Disagree| | | | | | | Resource Behavior 15% Strongly Agree Agree 85% Figure 4. 8 Pie Chart for System Resource Behavior Figure 4. shows that 85% or 195 of the respondents strongly agreed that the system provides an optimum utilization of the resources and 15% or 34 of the respondents agreed in the resource behavior of the system. 2. Time Behavior The system responses on time or as needed. Table 4. 9 Time Behavior Time Behavior| Number| of| Percentage of| Angle| size| for Pie| | | Respondents| resp ondents evaluating| Chart| | | | | | | the time behavior of the| | | | | | | | system| | | | 4–Strongly Agree| 201| | 201/229 x 100 = 88%| 88% of 360Â ° = 317Â °| 3| – Agree| 28| | 28/229 x 100 = 12%| 12% of 360Â ° = 43Â °| 2| – Disagree| 0| | 0| 0| | | | – Strongly| 0| | 0| 0| | | Disagree| | | | | | | Time Behavior 12% Strongly Agree Agree 88% Figure 4. 9 Pie Chart for System Time Behavior Figure 4. 9 shows that 88% or 201 of the respondents strongly agreed that the system responses on time or as needed and 12% or 29 of the respondents agreed in the time behavior of the system. System Evaluation for AMACC – Lipa Campus Students 1. System’s Functionality Table 4. 10 System’s Functionality Criteria| Strongly| Agree| Disagree| Strongly| Weighted| Rank| | Agree| | | Disagree| Mean| | Suitability| 200| 29| 0| 0| 3. 7| 1| Interoperability| 199| 30| 0| 0| 3. 87| 1| Compliance| 198| 31| 0| 0| 3. 87| 2| 2. System’s Usability Table 4. 11 System’s Usability Criteria| Strongly| Agree| Disagree| Strongly| Weighted| Rank| | Agree| | | Disagree| Mean| | Understandability| 229| 0| 0| 0| 4| 1| Learnability| 198| 31| 0| 0| 3. 86| 2| 3. System’s Reliability Table 4. 12 System’s Reliability Criteria| Strongly| Agree| Disagree| Strongly| Weighted| Rank| | Agree| | | Disagree| Mean| | Accuracy| 200| 29| 0| 0| 3. 87| 1| Recovery| 198| 31| 0| 0| 3. 86| 2| 4. System’s Efficiency Table 4. 12 System’s Efficiency Criteria| Strongly| Agree| Disagree| Strongly| Weighted| Rank| | Agree| | | Disagree| Mean| | Resource Behavior| 195| 34| 0| 0| 3. 85| 2| Time Behavior| 201| 28| 0| 0| 3. 88| 1| Over-all System Evaluation of AMACC – Lipa Campus Students Table 4. 13 Over-all System Evaluation of AMACC – Lipa Campus Students Criteria| Strongly| Agree| Disagree| Strongly| Weighted| Rank| | Agree| | | Disagree| Mean| | Functionality| 199| 28| 0| 0| 3. 88| 1| Usability| 142| 31| 0| 0| 3. 82| 2| Reliability| 199| 30| 0| 0| 3. 87| 1| Efficiency| 198| 31| 0| 0| 3. 6| 3| Table 4. 26 Verbal Interpretation of Evaluation Result Option| Scale| Verbal Interpretation| 4| 3. 50 – 4. 00| Strongly Agree| 3| 2. 55 – 3. 54| Agree| 2| 1. 55 – 2. 54| Disagree| 1| 1. 00 – 1. 54| Strongly Disagree| | Table 4. 27| | Interpretation of Over-all Evaluation of AMACC – Lipa Campus Student| | | | | Criteria| Weighted Mean| Verbal| Rank| | | Interpretation| | Functionality| 3. 88| Strongly Agree| 1| Usability| 3. 82| Strongly Agree| 2| Reliability| 3. 87| Strongly Agree| 1| Efficiency| 3. 86| Strongly Agree| 3| Average| | Strongly Agree| | How to cite Ess (Exam Scheduling System), Essay examples

Employee Retention

Question: Discuss about the Employee Retention Literature Review. Answer: Introduction: The process of employee retention can play a major role in the success of a company or can be elemental in bringing about the downfall of the company. This is a process that must be strategically planned and implemented. This is a policy that also provides an insight into the work culture of the company. In the current discussion an analysis of the literature present on the topic will be attempted(Hutchings et al., 2011). Review: According to Killian Bell, (2016), this has been explained time and again that the employees of a company or the manned workforce of the organization is the most important resource of the management. It is the collective performance of the employees of the company that finally emerges as the overall performance of the company. The collective performance of the company is finally responsible for providing the company with its position in the final market. Hence it is very important for the management of the company to retain their employees. This is a policy that will help the company to save a great deal of money and also time. This is yet again a process that shall ensure better productivity of the company(Bell, 2016). According to Khalid Ahmad and Kenneth Kwame Azumah (2012), in this perspective the scholars have explained further that the process of recruitment happens to be tough one that takes a lot of time and is also an expensive process. The company management and the HR again take a lot of time to train the new joiners and the employees of the company so that their skill level can be brought up to a certain level. This is a process that costs the management both time and money. Hence when the employee is ready to perform if he or she leaves the company then the company happens to find itself in great loos. Not only the management and the HR of the company will have to get down to the process of recruitment again but work is yet again hampered. Retention is also important from the point of view that an employee who spends a longer duration with a company becomes greater assets for the company and its management. They are the people who are the most loyal to the management and happen to be ak in with the culture and the corporate goals and objectives of the firm. This is a phenomenon that helps the company to attain results and objectives that can bring the company better success(Ahmad Azumah, 2012). As per the MSG report (2015), it has been seen that the employees who are trained and are ready to perform if they happen to move out of the company and join some competitive brand then this could turn out to be a great disadvantage for any company. Hence it has been heartily agreed to that the requirement of retention of employees happens to be very important that can help the management to create a core team over a span of time and also drive better performance from the business(MSG, 2015). According to Tracey Shea, Helen De Cieri and Kate Hutchings (2011), the managements of companies across the world have tried to find out the basic reason that often leads to an employee to leave their job in good companies otherwise. It has been found that employees often are dissatisfied with the behaviour of their bosses, or their growth prospects in the company or in many other cases the peers with whom they are made to work. It has been found that often the psychological reasons plays a more vital role that leads to a decline in the motivation of the employees, as a result of which they decide to leave their companies. This is a process that could turn out to be a disaster for any company. In this context it has been established that the managements and the Hrs of the company must be highly cooperative with the employees of the company, so that they can get a fair idea of the psyche of their employees. This is one of the most pertinent ways that employee retention can be improved in any company, irrespective of the industry to which the company belongs. The various policies and the programs that are undertaken by the company management and the HR of the firm comprise to be retention strategies. These strategies are very important so that worthy talent do not leave the company, otherwise it could be a really serious problem for the company as a whole(Shea et al., 2011). As per the hrmonline report (2016), with time as corporate managements are becoming more wise regarding their need of employee retention more and more innovative and effective ways are coming up through which the employees can be retained within the company. This is a genre where the managements of the companies and the HR have to work hand in hand. It has been seen that competitive pay ranges is one of the massive fillips that can help boost employee retention. However a competitive package will not mean the bulk of the money that the employee is taking home every month. In this context other advantages such as health insurances, retirement savings plans, flex times etc are to be introduced and are to be involved within the company pay packages. There are often other smaller perks such as home pickup and drop or other small services that helps the employee and its family to lead a happy and content life. This can be a great motivation for the employee who might get used to the benef its hard enough that he or she is no longer willing to leave the company (hrmonline, 2015). According to Bodjrenou Kossivi, Ming Xu and Bomboma Kalgora (2016), the HR of the company must arrange and continue interviews with the employees so that they can get to know about the various problem and the challenges that they happen to be facing in their work genre. In this context it has been seen that the management can get a better understanding of the various requirements of the employees and they can help the employees better to perform. This can get the employee highly motivated. In addition to the same the HR of the company must get into partnership with the management of the firm and must come up with innovative programs of getting the employees more involved in the various processes of the company. This again can help to motivate the employees. The HR should also start a new system as per which the outstanding performers could be pointed out and to be given special wards. This recognition can help to motivate not just the recipients of these awards but also at the same t ime the other employees who might get motivated to perform better the next time(Kossivi et al., 2016) According to Neeraja Behera, Chandan Kumar Sahoo and Bijaya Kumar Sundaray (2011), the management must start the process of promoting from within. This is a process that ensures to the employees of the company that they are important for the management of the company and they too can get fair chances of professional development within the company. The HR and the management of the company must undertake processes and methods through which the training and development of the employees can be encouraged. This is a process that assures the employees that their development and growth are concerns that are there on the minds of the senior management of the company. This not just helps to improve their skills in the process of time but the employees also feel s a greater affinity with the management of the company(Behera et al., 2011). As per Hradvance review (2015), the HR must once again act as the intermediary between the employees and the management. This is the best possible way that a two way flow of information can take place. This is yet again a feature that enables the maintenance of transparency within the company, a feature that can be much beneficial for the development of the company as a whole. The employees feel better since they feel that they can share their problems with the management. This can be a huge motivating factor for them(Hradvance, 2015). As per WSJ report (2015), rewards and recognition is yet again another major way through which the employees can be motivated in their jobs. This is a very common way that respect is showed for the employees which can help immensely in the process of retaining the employees to the company. The management must take adequate steps to train and involve the managers of the teams in the best possible manner. This is very important since it has often been seen that the employees quits their companies if they feel dejected and depressed working with a manager. The managers are the people who are leading the teams and the ones who are handling the general employees on a regular basis. Hence they must be trained so that they can handle their manpower in an effective manner. In this context it is imperative to mention that the managers for motivating their teams and helping the company to retain their employees must be fair in their dealings with the team members. The general employees or the team members must be given proper briefings of the work that they need to do. Again they can plan their careers graphs in such a manner that they can keep their team members in a closed group(WSJ, 2015). As per the Mondaq review (2011), this has been widely agreed to that one of the biggest fears that is harboured by a management is the fact that one of their best employees do resign from their jobs one fine day out of the blues. This can create a string of challenges for the management. One of the biggest challenges is to cope with the work that shall be left undone in the absence of the person leaving. The next challenge will be to hire and train again another person to the same level of efficiency in the minimum time span. Hence employee retention is a strategy that ensures that the work of the company can be continued in the most hassle free and lurid manner. Again this is a strategy that can help to a positive ambience in the workplace that shall improve the quality and the quantity of productivity of the company as a whole. It has been agreed to that in order to create effective retention strategies for the employees of the company, the management must understand the requiremen ts of their employees which can motivate them in the most effective manner. Hence the management must look deep into the requirements of their employees and must understand the things that they do require which can help to motivate them further in their work(Mondaq, 2011). As per the Roberthalf report (2016), some of the essential aspects that can help in the programs of employee retention shall be a balance in work and personal life. The management must see that the work that is being assigned to the employees should not be too great in volume that can hamper their personal life and health. Maintaining creativity in the workplace can also make the employees more enthusiastic about their work. The ideas and the opinions of the employees must be held with respect. This will help them to get all the more involved in the workplace and the company can also get better performance from them. Unnecessary puny and futile office politics should not be encouraged. Teams must be kept and activated as teams. With team co operations and collaboration the spirit of cohesive better work can be fostered. Managing diversity is yet again another factor that must be handled. Communications in workplace must be clear and transparent. The management must bring about effect ive change management. This can also help the employees to feel more secure about their work and they shall not be inclined to leave their organizations(Roberthalf, 2016). Comparative Analysis of authors idea and arguments: This has been seen in every review analysis that all the sources who have contributed to the genre has spoken of the dire requirements of employee retention. All the sources have agreed to the fact that the companies and their managements must give a good amount of attention to the aspect of employee retention. This can help to save the time and resources of the company, impact its overall performance in a positive manner and also help to build the international market reputation of the company. The various authors have pointed out at the sole end goal or reading that suggests that all the managements are working in unison with their HRs as per which they are trying their level best to win the confidence of their true talents and are trying to develop them within the company, This can serve to be the sole mantra of the success of the company,. In this context we see that all though the various authors have dealt with this problem from various angles, nevertheless they have all agreed to the fact that employee retention is a must for companies across the world. Conclusion: This has been agreed to that just as effective recruitment is important from the point of view of the benefit of the company, the aspect of retention happens to be just as important. The employees of the company must be trained and developed so that they can deliver just what the management requires. This is a process that demands time, energy and money. Hence the ready and the prepared employees are important resources o the company. Their dismissal can act as a great loss for the management. Hence the management must be effective in their retention measures. References: Ahmad, K. Azumah, K.K., 2012. Employee Retention Strategies: the case of a patent firm in Australia. [Online] Available at: https://www.diva-portal.org/smash/get/diva2:833433/FULLTEXT01.pdf [Accessed 01 April 2017]. Behera, N., Sahoo, C.K. Sundaray, B.K., 2011. Retaining High Performing Employees through Job Satisfaction: A Theoretical Construct. [Online] Available at: https://dspace.nitrkl.ac.in/dspace/bitstream/2080/1444/1/Job%20Satisfaction%20and%20Employee%20Retention.pdf [Accessed 05 April 2017]. Hradvance, 2015. Infographic: Retaining staff. [Online] Available at: https://hradvance.com.au/news-articles/infographic-retaining-staff [Accessed 01 April 2017]. hrmonline, 2015. AHRI:ASSIST Employee retention. [Online] Available at: https://www.hrmonline.com.au/section/strategic-hr/ahriassist-employee-retention/ [Accessed 01 April 2017]. Hutchings, K., Cieri, H.D. Shea, T., 2011. Employee attraction and retention in the Australian resources sector. [Online] Available at: https://www98.griffith.edu.au/dspace/bitstream/handle/10072/41303/71077_1.pdf;sequence=1 [Accessed 01 April 2017]. Kossivi, B., Xu, M. Kalgora, B., 2016. Study on Determining Factors of Employee Retention. [Online] Available at: https://file.scirp.org/pdf/JSS_2016053009190527.pdf [Accessed 05 April 2017]. Mondaq, 2011. Five Top Employee Retention Strategies. [Online] Available at: https://www.mondaq.com/x/155322/Five+Top+Employee+Retention+Strategies [Accessed 01 April 2017]. MSG, 2015. Need Importance of Employee Retention. [Online] Available at: https://www.managementstudyguide.com/importance-of-employee-retention.htm [Accessed 01 April 2017]. Roberthalf, 2016. Effective Employee Retention Strategies. [Online] Available at: https://www.roberthalf.com/employers/hiring-advice/employee-retention [Accessed 01 April 2017]. Shea, T., Cieri, H.D. Hutchings, K., 2011. Employee Attraction and Retention in the Australian Resources Sector. [Online] Available at: https://journals.sagepub.com/doi/abs/10.1177/0022185610390299 [Accessed 05 April 2017]. WSJ, 2015. Employee Retention How to Retain Employees. [Online] Available at: https://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/ [Accessed 01 April 2017].

Abortion Essays (706 words) - Abortion In The United States

Abortion Abortion The founding of our nation was forged on the principle that all men are created equal. This is the essence of our Declaration of Independence and the philosophy behind the Constitution. We, through history, have made certain that all people in this country have equality before the law. We have set up the premise that all people are equal before the law. We have declared that there is no such thing as sub-humans -- and that no human being's rights are superior to another human being. If we want to live by the premises that we set up in this country, than we cannot overlook any human being, no one can be excluded. There is, however, a class of human beings that is being denied the right to life: the unborn baby. The human species is only fully grown at adulthood. Many of us here are not adults yet, and by that definition, it wouldn't matter if you're shot and killed on the street because you're not fully developed.? We are in a stage of development -- teenager -- just like a child is, just like a toddler is, just like an old man is, and just like an aborted child is. There is no magical transformation that occurs when a child is born. He has the same basic needs to survive before he is born, and the same needs after he is born. Anyone who tries to tell anyone else that the baby in the mother's womb is not a human or doesn't matter is a downright liar. They want you to believe that an unborn child cannot feel pain. If you accept that an unborn baby is not an eating, breathing, moving, human inside of a woman then their life can have no value. Can an unborn child feel pain? Of course it does, it is a human being, and as a human being it has five senses. How would you like to be in your mother's womb and all of a sudden be stabbed in the back of the head with scissors and your brains sucked out? In a suction abortion, sometimes the baby will struggle to get a way, but they're no match for the vacuum. The abortionists will tell you that your baby is just a piece of tissue, which makes it easier to have an abortion, they will also tell you that it will just be a burden on your life and you're making the right decision by committing murder and taking away that babies constitutional rights. If you accept that an unborn baby is not a eating, breathing, moving, human inside of a woman then their life can have no value. Now let's talk about the moral issues. If you're going to go out and have sex, you need to take the consequences and have the baby. Even if you don't want it you can put it up for adoption, you don't have to take the easy way out and slaughter it. Our country went through and the world went through a long period of time where Whites believed that Blacks were actually sub-human! If someone accepted that a Black person was a sub- human, then it became easy to continue slavery, and it became easy to abuse or ignore his or her rights to life. We have disproved this premise in modern time, not ignoring the facts. We cannot hide it! Killing a living human being is murder ? and murder is against the law and murder against God. Would want to have been an aborted child. Would you have wanted your life to be cut, before you could even be born into this world? When I was inside my mother, No one could ask me if I valued my life. I wouldn't have a right to live. If you were aborted you would not have a chance to ask for your life. If abortion is murder, then can we let this continue? There are approximately one million abortions every year in the United States. Bibliography Work Cited Carton, Jean. Who Broke The Baby? Minneapolis, Minnesota: Bethany House Publishers, 1997 Alcorn, Randy. Pro Life Answers to Pro Choice Arguments. Portland Oregon: Multnomah Books, 1994 Crutcher, Mark. Lime 5. Denton, Texas: Life Dynamics, 1996

Aparteid essays

Aparteid essays The idea of apartheid started in South Africa around the year 1910. This all came about when Britain took over South Africa. The British thought that whites should be superior to all other races and that they should live better life styles than anyone that was not white. The rules of apartheid applied to all non - whites, and not just blacks even though blacks made up most of South Africa. The British split these non - whites into 3 racial catagories; Africans,Coloureds(those mixed of African and European descent), and Asians. Under the rules of Apartheid whites had a high standard of living while non - whites suffered from poverty and were very discriminated against. Apartheid was especially harsh on blacks. blacks could not vote and it was unheard of for a black person to be in politics. All non - whites had to carry a passbook that included information such as place of birth, date of birth, race, place of employment, and tax records. All non - whites were restricted to live on their designated reserve. The Native Land Act prevented non - whites from buying or owning land outside their reserve. The Group Areas Act divided 13 percent of South Africa into 10 homelands for black population. The rest of south Africa was reserved for whites. Coloureds and Asians lived within the white areas in segregated towns. Even though whites only took up one fifth of the population they still owned much more land than the four fifths of non - whites. Only one fourth of the whites lived on farms while the rest lived in cities. Almost all non - whites lived on farm areas and their homes were small huts made of sod and grass. They looked sort of like cone shaped beehives. These areas were called townships. Most blacks would leave their townships when they were teenagers to find work or to find land for mining. ...

Ethics Essay Example | Topics and Well Written Essays - 750 words - 3

Ethics - Essay Example This paper develops a brief personal code of ethics, the basic tenets of which include ethical conduct toward others, respect, equality, and personal accountability. Rationale A personal code of ethics is a reflection of the deepest moral and ethical values, which are fundamental and vital for the future individual and professional success (Long 14). These values guide the lives of individuals, create and sustain self-identity, promote self-esteem, and make individuals empowered in personal and professional life (Long 14). This personal code of conduct provides effective operating definitions and instructions for following personal ethical and moral values of respect, equality, and accountability. The code of ethics ensures personal commitment to these values (Barbeito 122). The personal code of ethics is a formal document which supports and confirms personal commitment to the highest standards of ethical performance and conduct. ... 1. Ethical values: to engage in learning and regularly expand the knowledge of ethical norms and values. 2. Equality: to ensure that each family member and friend receives sufficient attention and that the needs of all are considered. 3. Respect: to be truthful with everyone, avoid blunt expressions, bold claims, and any manipulation of others’ emotions and feelings. 4. Accountability: to pay attention to what others are saying about the actions and decisions that bear their consequences on them. Enforcement The principal goal of enforcing this code of ethics is to guarantee that behaviors and decisions are ethical (Kidder 24; Verschoor 20). Enforcement does not aim at imposing punishment for unethical decisions and acts. For the aims of effective enforcement, any violation of the code is considered as a form of serious misconduct. Law preserves its precedence over the ethical code (Kidder 27). Regular/ continuous education becomes the top priority in ensuring and enforcing et hical behaviors and decisions. These elements will serve an effective driver of personal ethical behaviors and the source of continuous knowledge improvement about ethics. Works Cited Barbeito, C.L. Human Resource Policies and Procedures for Nonprofit Organizations. John Wiley & Sons. Kidder, R.M. How good people make tough choices. New York: Fireside, 1995. Long, D.H. Doing the Right Thing: A Real Estate Practitioner’s Guide to Ethical Decision Making. Cengage Learning. Verschoor, C. â€Å"Is Your Ethics Code Based on Compliance or Values?† Strategic Finance, 82 (2000),

Stages of Unbelief. What is Skepticism Essay Example | Topics and Well Written Essays - 2500 words

Stages of Unbelief. What is Skepticism - Essay Example What is Skepticism? Skepticism, in philosophical terms, is the point of view, which tackles the philosophical thesis with rational thought and doubtful criticism. According to Gary Gutting in Religious Belief and Religious Skepticism (87), this action leads to thinking and thought, which is based on logic and aimed towards dispute and criticism. Under a narrow view, religious skepticism is considered as that point of view which puts every organized belief or practice, commonly understood as religion, into doubt. This is done through a rational argument on the righteousness, value and ethics of that particular organized religion. Moreover, different philosophers, for example, like Kant, have talked highly about skepticism in their works. Kant has drawn much of his analysis from the works of David Hume, who is regarded as the most formidable skeptic in the history of Western philosophy. Much of Hume’s work on skepticism is drawn from the idea that he endorsed empirical science a nd considered founding the â€Å"science of man† as a heavy project (Thompson n.p.). One, therefore, should understand that when considering skepticism, science would come into debate at a number of times. Since metaphysics is broadly considered to be associated with supernatural, much of Kant’s skepticism draws on the work of metaphysical aspect of philosophy. According to Kant, there are three types of skepticism. These broadly include â€Å"veil of perception†, which seeks legitimacy by drawing inference of the external-mind world to one’s own mental representations. Hence, this concerns metaphysics. Humean skepticism elucidates upon the concepts that are not understood by sensible impressions and knowledge of certain ideas which are not proved by logical law nor known from experience. Therefore, again this concerns much of metaphysics, because the concepts that are not understood from the mind are discussed. Pyrrhonian skepticism establishes a balance between opposing arguments, hence having understanding of both the ideas of knowledge, for example, from the ones who believe in religion, and the ones who do not believe in religion (Forster 1). However, Kant and his approach were against skepticism and his Copernican Revolution tried to fight against skepticism. Kant propagated that religion was largely practice, not theory, and not based on facts, and was something private and subjective. Religion equaled ethics, put simply (Catholic Education n.p.). Christopher Scheitle in â€Å"Religious and Spiritual Change† (59) propagates that skepticism as a whole can be understood in the light of the insight into the way religious people believe blindly in different existing religions in the world. As argued, religious people never criticize their beliefs, because they have this idea that it is a great sin, a contradiction to their religion and that predominantly, it is a sacrilege (Gutting, pp. 93). This promotes the spread of rel igious dogma which leaves no room to doubt over a certain aspect or argue over a certain thing. Hence, followers of religion attempt to blindly follow religion and adopt the ideas of a particular religion as a supreme truth of which no violation can be done. However, they disregard the verity that their beliefs can be paradoxical, confusing, disastrous, unnatural and even antiscientific. This usually occurs because these people communicate with their supernatural being in the most irrational ways which makes their religious beliefs and, hence, religion highly questionable, even to themselves and the society (Zagzebski 212). This religious dogma also gives rise to the fervor of sacrificing their lives for the

Career Planning in Human Resource Management

Career Planning in Human Resource Management Untill recently talents or employees can join an organization with the expectation of staying there for their entire career, now life long careers are a thing of the past. Employees lacking worldly experience and understanding still believe that they are immune to the ongoing reductions because they are doing a good work and adding value to the organization. However rapid technological change, increasing completion, relentless restructuring and downsizing mean that high performance no longer protects the employees form the termination or dismissal. People increasingly will move from one opportunity to another opportunity without regard to the traditional job boundaries. Realistic career planning forces employees to foresee problems and opportunity and to be proactive. Career planning and development involves two process of career planning and career management. Career management is integral to Human Resources planning. But Human Resources planning and career management do not exist or are not integrated in some organization. Career planning and development should be seen as a process that aligns the skills and interets of the employees with the need of the organization. This means that career must be strategically managed so the skills that are demanded by the organization strategic business objectives are understood and a workforce with a matching profile of skills is developed. Career planning and development play an important role in ensuring that the organization has a knowledgeable workforce together with a competitive advantage. Human Resources planning and career planning and development The important reasons why organisation and employees are paying more attention to career planning is because there are EEO legislation and AA pressures,employees educational level and aspirations are rising, employees are more concern about their quality of life, employees are transiting from vertical careers to lateral careers and a global talent war is created by the shortage of skilled workers. Components of Career planning http://www.docstoc.com/docs/8714685/Career-Planning-1 The Goal: Matching individual and Organization needs A career development program should be viewed as a dynamic process that matches the needs of the needs of the orgazation with needs of employees. Employees responsibility Each and every employee should be concerned about his her own career planning and development, but many employees ignore this , preferring it to leave it to the organisation.By adopting such a passive stance employees give up their future career by limiting their future employability.This reduces the employees chances of achieving their career goals.Therefore employees has to take initiate in finding such oppurtunities and ways for career planning and development. Though some of the organisation provide in house traning and develop, this is often provided for the purpose of the organisations needs and not for the needs of the individual employees.Individula career planning menas that employee him/herself should find his/her own vocational interests,weakness present skills, ability levels and finally the career goal. The Organizational role http://www.authorstream.com/Presentation/shengvn-65920-session-8-career-development-education-ppt VERY IMPORTANT Effective and proactive HR manger will recognize the importance of the career planning and development and will satisfy the organizational and employees needs.If the HR department is fully awrae of the organisation HR needs,career chances and traning and development oppurtunities than the HR department is well placed to promote career planning amoung employees ORGANIZATIONS NEEDS Strategic Operational Current competencies Employee turnover Future competencies Absenteeism Market changes Talent pool Mergers, etc Outsourcing Joint ventures Productivity Innovation Growth Downsizing Restructuring INDIVIDUAL NEEDS Personal Professional Age/tenure Career stage Family concerns Education and training Spouse employment   Promotion aspirations Mobility Performance Outside interest Potential Current career path CAREER MANAGEMENT What is career development? Career development is which an individual takes personal improvements which he/she undertakes to achieve a personal career plan.Career development is also important for the organisation to create and maintain a continuos learning environment. Factors in career development For a successful career development and growth include the following important factors. Exposure: if the employee wants to succed, the employee has to become known to the top or the senior management.Employees can be known to the senior management through performing superior work performance, giving presentations, report writing, taking initiate in and involveing organizations special events in organisng and arranging them in addition individually involveling company training and development programmes and social events. Performance: Employees who perform the job up to the management expectation will be well recognized by the department heads and the senior management, but employees who performa badly will also be rescognised but for the career development oppurtunities are less likely to be offred to them. Qualification: Strong correlation exsists between graduate earnings and the experience and the konledge that they have. Employer reputation: Some organisation have an strong reputation that is well known around the globe as breeding ground for high potential employees.Therefore employees getting a job in these companies will be an important factor for a successful career and for a long term employability. Mentor: Successful managers will have a mentor or a sponsor who helps advance their career by offering advice, providing instructions and opening career oppurtunities. Benefits of Menotoring Mentoring provides the structure for the groeth and development of all employees within an organisation. Mentoring plays an important role in motivating the employees and improves the employees job satisfaction. Mentoring also helps to impress the corporate values of the organisation. Mentoring also helps to avoid discrimination over women by helping them to overcome the gender related barriers to advancement. Helps companies and organisation to encourage and capitalize on diversity by identifying talents. Women sometimes find them excluded from mentoring, this is because mentoring is repetadly or frequently based on personal relationships that is built outside the working hours. Development: Rapid expansion of skills and knowledge makes the employee more valuable, where the employee will be more attracted and appreciated by the management. Language skills: The internationalization of business and the development of global business, business organisations seeks employees that not only speak English fluently but competency in a second language, and the more languge the employee know the more the better. Networking: It is extremely important for the employee to maintain or build a network of contacts with the people who are likely to be useful for the his/her career devellopement. Goal setting: A succeseeful career planners are extremely self motivated.The have pre identified what goels they need to achieve and what they have to do to reach and achieve it. Computer skills: Computer literacy is an important skill, having that far better than other l is a competitive advantage amoung other employees.Intodays world high skilled employees must be technology capable. Fainacial planning skills: To savvy employees understand that there is no life long employement gurantees. Apperance: Apperaence plays an important role in compensation and career success. Factors involved in career development system Needs In this step it defines the present system.It involves conducting a needs assessment as in a training programmes. It estabilhes roles and responsibilities of all employees and the organization.By identifying the needs it helps to establish, the target groups,mission or philosophy of the programe,cultural parameters, determine organisation receptivity and commitment and support for the career development. Vision The career system need to have a relation with the intervention. The vision creates a longterm philosophy. Design intervention for the organization, its employees and managers. Organize and make nessecary career information that is required to support the programme. Establish the objectives of the programme. Action plan To achieve the vision an action plan must be developed.And also the top management support is nessecarily important. Create a survey programme Establish a consultancy or advisory group. Asses resources and competencies. Involving the advisory group in the programme design, implementation, and for the evaluation and monitoring. Results Identifying Career Opportunities and Requirements Begin with competency analysis It is important for any organisation to learn its jobs carefully in order to identify and assign weights to the knowledge and skills each one requires.This can be achived with job analysis and evaluation systems such as those used in compensation programs.The system used at sears measures three basic competencies for each job, such as the know-how, problem solving and accountability.Know how is divided in to three respective categories of knowledge: technical, managerial and human relations.Problem solving and accountability also have different types of dimensions.The scores of each of the above competencies are assigned to each job and total value is accumulated for each job. Identifying Job Progressions Once the skill demands of jobs are identified and weighted according to their improvement , it than possible to to plan job progressions. Employees without any experience (new employees) will typicall assign a starting job. When the employee get experience from the current job, than the new employee can be promoted to a post that requires more knowledge and skill. most organization concentrate on developing job progression for managerial, professional and technical jobs.But these organizations also can develop job progression to types of jobs.When job progressions are develop it serve as a baisi for developing the career paths of the individual employees. Organisation can also make informative and attractive brouchers providing information in regarding the career paths that are available in the organisation for the employees. Recognize lots of possibilities Career development and planning systems were once primaly focused on promotions and advancement. However in todyas ever changing business ennviroment and the flatter o organizations and employees career development can occur in several different ways, which includes transfer to a from one place to another, demotion due to lack of competence and experience and job promotion to a better position or to a senior position within the organization. To provide the above possibilities HR policies have to be flexible enough to adapt and willing to help to support the career change. Promotion Promotion is the change from the current position to a position that is high level within the organisation assigned with more responsibilities. The position that was promoted provides the employee lots of benefits based on the responsibilities; it increases the pay, RR etc.The three principal criteria for determimg promotions are merit, seniority and potential. Transfer A transfer is the placement of an employement of an employee in another job for which the duties,responsibilities, status and renumerations are approximately equal to those of the previous job.A transfer can provide an individual to prepre for an eventual promotion.Trasfers make the path way for the employees to aquire more knowledge by tranfering from one organisation to another, to a different group, transferring to aboard or work shift.A transfer can also be a demotion, which the employee moves to a low level postion from the current position that can provide development oppurtunities. Relocation Services Relocation services include a range of internal business process that the HR department engage to transfer the employee, employees famility or the entire department to new work location.Relocation also include help in moving, selling a home, learning a new culture etc. Outplacement Outplacement is type counseling that is given help the employees that are terminated to locate or find a new career.The consultation provided by the consultant vary but it includes, career evaluation, termination procedures , phycological appraisals, interview traning preparing resumes, certain techniques to search for jobs etc. Dual Careers As more women are entering the workforce HR managers has to develop specific policies and programmes for accomodationg the dual career aspirations of employees and their spouces.HR mangers has to particularly pay attention to the implications of an employed spouse when providing career counseling to an employee.Dual career couples need to be flexible , to be mutually committed to both careers to adopt coping mechanisums to develop the skills of career planning.Therefore inturn organisation can provide flexible work schedules, effective career management, counseling, child care support etc. Career plateau Career plateau menas that high points in ones career where the probability and the motivation is minimal.When this happens the employees finds it difficult or trapped which it unables to achieve further advancement.If an employee is avoide plateauing it is difficult for the employee to get adapated and develop in the face of change or transition. Intodays business environment employees are now reaching pletaues earlier than before, it is extremely important for the organizations and individuals today to prepare to cope with the phenomenon successfully.and most importantly when there is sign of impending plateuea are observed. Significant decline in the competiveness is less if the organisation accept responsibility for employee development and if the employees are willing to invest time for their development. Work family conflict Work family conflict is commonly exsisting isn dual-income family and single parent family.People today are facing problem in identifying the deffrence or what is meant bu success and how to balance work and family.Specially for women it is difficult to balance the work and family responsibilities because the job demand competes with the traditional family demand being the mother, wife etc.Other than women, men also face the same problem if they place the family first, therefore they have to face lots of problem with their co-workers and with the company. http://www.scribd.com/doc/18002097/Career-Planning-and-Development What is career management? Career management is the process of designing and implementing goals, plans and strategies to enable the organization to fulfill the employee needs which this allows the individual employees to achieve their career goals. It is also the process whereby the employee indentify their own interest values and their own weakness and strengths And also the individuals establish action plans to achieve their career goals. .In todays global world each and every organization felt the need of career planning and development. The reason why career management is important because if the organization fails to motivate their employees to plan their career, the organization will face the following issues, such as loss or shortage of employees to fill the vacant positions, commitment by the employees become lower and high training cost. The career management process includes: Self assesement: employees determine the values, interests,aptitudes and dehaviroual tendencies.The self assessment is uaully involves phsycological tests. Reality check: Using the available information employees identify how the organisation or the company evaluate their skills and knowledge and where they fit in the companys plan. Goal setting: in this process employees establish and develope longterm and short term onjectives. Action plan: After the individual establish his/her goal, the individual developes an actional plan determimg how they will achieve their short and long term career goals. Employee role in career mangement The employees individually has to initiative to ask for feedback from managers and peers in regarding their skill in the work place and their strengths and weaknesses. This will help the individual employees to further improve their performance where improvements is needed. The employees have to seek challenges by gaining exposure to a range of learning opportunities. The employee has to Interact with employees from different work groups and organizations inside and outside the company environment. The employees has to create visibility through good performance skills HR managers role in career management The HR manager to provide relevant information to the employees in regarding the training and development opportunities that are available in the organization. The HR manager has to help the employees for to search for jobs. The HR manger is responsible to provide counseling services to the employees who have career related problems. Organization role in Career mangement Oraganizations or companies are responsible to provide nessecary resources needed by the employees for their career planning. Career planning workshops Workshops offer similar experiences that are provided in the workbooks.Comparing to workbooks, workshop has several advantages to employees, such as the employees has the chance to dicuss their ideas, concerns, attitudes and plans with others in similar situations.Diffrent workshops has different focus. Some workshops focus on the employees current job performance and development plans.And some focus on broader life and career plans and values.Career workshops assit the employees to learn how to make decisions, find career planning information, set career goals and bbuild confidence and self esteem within the employees. Career planning workbooks These workbooks are prepared by the organization to guide their employees through systematic self estemm of values,abilities, personal development plans and interests. Career couselling Career counseling is usually done by HR department. Career counseling involves talking with employees with their personal interests and goals, about their current job activities, their personal skills and career development objectives.In some organization career conselling is done annually and partially.Career counseling is usually  voluntary.