Work and leading people Essay Example | Topics and Well Written Essays - 3500 words

Work and leading people - Essay Example Mark Williams (refer to the appendix). As can be observed from the CVs of the two referred personnel, both can be identified to possess considerable experience in their respective fields. While many of their features can be identified as similar, there are particular dissimilarities in their degree of versatility that must be taken into consideration when evaluating CVs for the intended position. For instance, Mr. Thomas Crown can be observed to have handled more staff members than Mr. Mark Williams. On the other hand, Mr. Crown had switched three jobs within his 2 years of professional career, with his first job assigning him for only three months. Contradictorily, Mr. Williams has been engaged into one organisation for his 5 years of professional career. This indicates that chances of attrition shall be higher in the case of Mr. Crown while on the other hand, Mr. Williams might offer the privilege and advantages of greater experiences and loyalty. As a precautionary measure, it wil l also be important to have a verification done for the information presented by the two candidates prior to taking any firm conclusion regarding their ultimate recruitment in the organisation. This will help to omit any possible chance of conflict or dilemma post their recruitment, making the trustworthiness and mutual cooperation of the recruited personnel more binding for the long-run. Besides evaluating the CVs, it will also be important to conduct face-to-face interviews with the personnel, individually, so as to learn about their personality features in a better way, before drawing any conclusion to the professionalisms of the candidates. Leadership styles are of different types that include democratic leader, autocratic leader and laissez-faire leader. From the provided scenario, it has been identified that Mr. Worthy is a type of leader who does not have a relationship with his employees though his office is in the top floor of the building, which is

Student will be required to go to zoo observe two types of non human Research Paper

Student will be required to go to zoo observe two types of non human primates and write two pages on each primate observed - Research Paper Example His movement on the ground is fast and fluid, and he leaps along, using hands and feet, and somersaulting as he goes. He looks left and right all the time, as if to scan for predators, and as soon as he reaches a tree trunk he swings up in an arm over arm gesture. His movement from branch to branch is even faster than his ground movement, showing an adaptation to life in the forest canopy. On the ground slightly apart from the tree equipment there is an older female and a younger orang utan who are engaging in what looks like affectionate teasing. This is probably a mother and child, but the younger individual is not a baby. This may be an adolescent. The pair roll about on the grass, and hug each other from time to time as they do so. Communication appears to be by touch, since they do not have much eye contact, and their interaction is mostly silent. The bond between the two is obviously close. At one point the solitary younger male approaches the two and reaches out as if to touch them, but the two ignore him and he distances himself again from them. None of the orang utans take any notice of the human observers on the perimeter of the enclosure. High up on a shelf there is another adult individual sitting in a crouched position. The full face is hidden, and so it is not obvious whether this is a male or female. It is easy to overlook this one because there was little movement and no sound. The orang utan looked down on the pair playing on the grass, but appeared not to be interested in what was going on. It may be that this orang utan was depressed, or simply bored with the same routine. There were several spells when the young male positioned himself at the edge of the enclosure, looking out and turning his back to the other individuals. This appeared to be a deliberate statement of independence from the rest, as if he were imitating the senior sitting up on the high shelf. He did not sustain this pose for long, however, and soon resumed his hyper-active s winging, grasping the suspended toys, and running along the ground. The key activities viewed were therefore play (both solo and in a mother/child pair) and observation of each other and the surrounding area. There was plenty of independent activity, but only the mother and child had any real close interaction with each other. This suggests that orang utans are fairly solitary creatures outside the mother/child unit. There is evidence of group awareness but it appears not to be the main concern of the orang utans observed. The chimpanzee group is much more vocal and there is a lot of interaction between individuals, with groups forming and dissolving all the time. There is also a larger number present, with at least 12 individuals moving around in a steady walk on their hands and feet. From time to time there is some screeching from one or two individuals, and the rest appear to be uneasy when they hear this. The screeches are made with bared teeth and agitated movements. The other chimpanzees look at the screeching chimpanzee and then look away again, sometimes making lip movements and raising eyebrows. Some chimpanzeess get up and move out of the way when an agitated individual approaches them. Many individuals sit for a time on the grass, picking items up and looking at them which suggests a foraging instinct. They do not appear to be eating what they find. It is not always evident which are males and which are females, especially in the younger individuals. There is one

Discourse community analysis Essay Example | Topics and Well Written Essays - 1000 words - 1

Discourse community analysis - Essay Example Other than the policies established to guide the communities, they are set upon conventionalities depending on the identity of an individual. The discourse communities in question for discussion include engineering association affiliates (forming the professional entity), IT and socializing agency in a higher learning institution (constituting the personal discourse community) and financial capacity building agency in a banking institute (constituting the academic discourse community). Discourse community analysis is significant in a myriad of ways. For instance, it helps in the development of knowledge by the members of the given discourse community; makes it possible to agree to various conventions of life that may be a communal concern. In these regards, one is capable of developing mastery of a given field. In a nutshell, discourse community is a socializing agency (Pogner, 2-3). This is an academic discourse community whose mandate is to incorporate the capacity building program for the banking sector. Its operations vary from building up individual banking institutions as well as incorporating a corporate approach to the various institutions. This is a situation that involves two communities. The first one is the professional community where we have bankers, and the other is an academic community. Due to the heterogeneity in operations of the information system of the two cooperating banking institutions, the academic community sets in to narrow this bridge so that the two different departments from the two banks are harmonized. In the event, information is shared between the two banks alongside the banking capacity building institute. This is representative of a discourse community since one of its conceptions is in information dissemination. It is thus evident that from the two banks, technicians in the IT department are taken through a capacity building process that helps in the reaffirmation of cooperation amongst the two

An Interview Formulated From Kleinmans Explanatory Model Essay

An Interview Formulated From Kleinmans Explanatory Model - Essay Example As we began the interview, he proved to be quite knowledgeable on the disease. On the cause of type 1 diabetes, he said it was due to low blood sugar in the body. He believes it started when his pancreas was unable to produce enough insulin needed in the body. This was due to a reckless lifestyle of drug abuse and too much junk food. He further stated that the illness makes him thirsty, fatigued, increases his hunger, frequent urination and has regular blurred vision. He knows the disease is severe and asserts that the disease is among the top five killer diseases in the world. He does not believe it will end soon; however he is optimistic that under proper medical care, the disease can be contained for a long time. The ailment has caused major problems for him. He was forced to give up on sports as his body was not strong enough. He was also forced to forego his love for junk foods in favor of foods with no salt and sugar, which he considers tasteless. His major fear is that his life early may be cut short if the disease becomes unmanageable and that he would never see his family again. On the medication, he prefers fast acting insulin lipro to standard soluble insulin. He is also not a big fan of NPH insulin. He would rather have long acting insulin glargine as it is more effective to him. He hopes that he will live longer to see his children married and to also see and hold his grandchildren. His last remark was that his family was grappling financially to ensure that he received proper medical care.

My School Essay Example for Free

My School Essay Today if there is any institution which exerts the greatest influence on us after the family, it is the school. The years that we spend in school are not merely time spent in learning and filling our minds with knowledge, but also time spent in moulding our character, acquiring various attitudes and imbibing basic principles of life. The basic traits of our personality are formed during our school days. The name of my school is Don Bosco Secondary School. It is situated in a town called Tura, W. Garo hills, Meghalaya. It is considered to be one of the finest schools in the state, highly acclaimed for its excellent HSLC results. The school building is an impressive structure. It consists of four floors and has about 25 classrooms. Classrooms are spacious and airy. see more:speech on my school Two staircases at both ends lead to the floors. The school has a well equipped library, a well- established science laboratory and an excellent computer room, all of which are situated on the third floor. The schools auditorium situated on the top-most floor is said to be the finest hall in the region. The Principal’s office, clerk’s room and the Staff Room are on the ground floor, close to the entrance. The school canteen is another important part of the school complex. It is situated on a separate wing close to the ground floor. Two cemented basketball courts stand in front of the Principal’s office, while the school’s football field lies at the far end of the compound. A small garden full of flower plants surrounds the school building adding to the charm and beauty of the entire complex. My school has over 1500 children studying from nursery to class X and a staff of over 45. Our headmaster is an experienced and a very efficient person, who has been at his job for the last 15 years and more. Under his able direction, the school has been obtaining cent percent HSLC results over the last 10 years. The teachers are well experienced and well versed in their subjects. My school has also made a name for itself in the field of cultural pursuits and  sports activities. The school band is considered to be one of the best bands in the whole region. The principal celebrations in my school are School Annual Sports Day, Parents’ Day, Teacher’s Day, Children’s Day, Anniversary Day, Founder’s Day, etc., which are celebrated in a grand manner. Co-curricular activities, such as, scouting, N.C.C., Eco- Club, School band, etc. have contributed in making my school an excellent educational institution of the region. What I like most in my school, is the discipline that exists there. The headmaster as well as the teachers are disciplined and men and women of character. They do not allow any untruly behaviour or any undisciplined activities by students. A lot of emphasis is given to character formation, moral education and acquiring good values of life. Although the school ambient is rather strict and time-table based, yet there is lot of fun and joy in the school. Matches, tournaments, cultural shows, competitions, outings, etc. make my school life lively, interesting and enjoyable. I am proud to be a student of Don Bosco Secondary School, Tura. As I glance back at the bygone school years, my heart swells up with gratitude and thanks giving for the twelve wonderful years that I spent in the school. My school has profoundly shaped and moulded me more than any other factors in my life. School is a temple of learning and a training ground for future citizens. The name of my school is JB High School. It was set up in 1943 by a land-lord in our area. He donated land and money for the school. The atmosphere in which our school is situated is very pleasant. It is surrounded by a play ground on one side and a garden with a small pond on the other. The school has two rows of big buildings. The name of the school is written on the front building. There are ten class rooms in the front building. Other ten rooms in the back building are used for different purposes such as the Head Masters Office, Library, the Clerks Office, the Science Laboratory, the Teachers Common-room, the N.C.C. and Scout Room, etc. There is also a hostel in our school campus. There are twenty teachers, a PET, a librarian, a clerk and two peons in our school. All the teachers are qualified and experienced. The Head Master is a learned man. He teaches Science and Geography. He also teaches English. The total number of students of our school is about five hundred. We go to school in uniform. The uniform for boys consists of blue half-pant and white half shirt. For girls it consists of blue skirt and white blouse. The school functions from 10.30 A.M. to 4 P.M. classes begin after a mass prayer. During the recess hour we go to play ground. Some students also go to library and read newspaper there. In games period we play football, volley ball, etc. Girl students play ring ball too. The library of our school is a big one. There are about two thousand books on different subjects; we have a library period in our weekly routine. We borrow books from our library and refund them after a week. We observe the Republic Day, the Independence Day, the Teachers Day in our school. We also celebrate the Ganesh Puja and the Saraswati Puja in our school. We also hold debate competitions and games and sports every year. The school magazine named the Shree is published every year. In annual examinations the students from our school show brilliant performance. Many students from this school have occupied glorious position in our state. The District Science Exhibition is also held in our school. Two years ago a classical teacher from our school won the Governors Award. The discipline, the study atmosphere and the brilliant academic result of our school attract many meritorious students from distant parts of our state. It is an ideal school in all respects.

Structural Theories Essay Example for Free

Structural Theories Essay Motives are believed to be the reason behind the action of people. Whether negative or positive, they are the cause of an individual’s action. Since motives help us better recognize why a person would do something, a lot of research has been committed to understanding the pattern of people or group of peoples motives. Knowledge of patterns is crucial to many aspects of human behavior but especially those relating to crime. Knowing a pattern helps one to predict, and hopefully help educate others on future crimes. The research of crime is so extensive that researchers have created not only theories but also various subculture theories of crime. Subculture theory of crime is a set of theories arguing that certain groups or subcultures in society have values and attitudes that are conducive to crime and violence. Subcultural theories of Cloward and Ohlin, Wolfgang and Feracuti, Elijah Anderson, and Walter Miller offer a great deal of insight on why different groups of people choose to engage in the crimes that they participate in. Although these theories are broad and shed light on what certain groups will attribute to crime, it is not an exact science. A lot of these theories come along with critiques that question the basic points the researchers are trying to prove. Cloward and Ohlin theorized illegitimate opportunity structures, which argues that in order for someone to obtain and take advantage of the most rewarding illegitimate opportunities, aspiring delinquents often need an â€Å"in†. Within the illegitimate opportunity structure there are different subcultures and cub cultures. Cloward and Ohlin go on to split people into different subcultures of criminals who do not have an â€Å"in†. The subcultures of the criminal structure that are offered are Conflict subculture, conflict gang, retreatist gang, and retreatist cub culture. Those who fit in Conflict subculture turn their frustration at failure in both the legitimate and illegitimate opportunity structures into violence and those that are in gangs aim to make money through a variety of illegitimate avenues. While conflict gangs engage in violent activities, doing whatever is necessary to maintain their status in the streets and finally retreatist gangs are considered â€Å"double-failures† no success in either legitimate or illegitimate opportunities turn to drugs. Some critiques to Cloward and Ohlin have been that they fail to realize that the different subcultures can overlap. For example, gangs involved in conflict subculture often deal in and use drugs, and make large sums of money in the process. Unlike Cloward, Ohlin, Wolfgang and Feracuti, Walter Miller argued that crime is simply an extension of normal working class values, not a distinctive set of alternative values. Miller argued that the lower classes create their different value system as a response to the monotony of working –class jobs and a life of poverty. Working-class subculture is a mechanism full of processes, which allow working-class people to cope with their situations. He termed this focal concern. These focal concerns are fate, autonomy, trouble, excitement, smartness, and toughness. Due to the fact that these characteristics can be distributed throughout society, Walter Millers theory is thought to be too fixated on working class values. His theory also has too much of a focus on boys. Wolfgang and Feracuti argue the subculture of violence; they believe that violence is a product of conformity to a pro-violent subculture that is in direct conflict with the dominant culture. They suggest that violent reactions to perceived threats to reputation or honor are culturally prescribed, given that a failure to react defensively may result in life-threatening consequences. These researchers even go on to apply this theory outside of disadvantaged neighborhoods, such as the American south, athletes, and postal workers. Still critiques feel as though Wolfgang and Feratuci infer the existence of subcultures of violence based on statistical indicators of high rates of violence in poor racialized neighborhoods. Another important critique is that not everyone follows the values and norms of violence. This critique was then explored in Anderson’s study. He revealed â€Å"street† and â€Å"decent† value orientations among families in Philadelphia neighborhood. In Elijah Anderson’s â€Å"code of the street† he proposes that the high  rates of violence amongst inner-city residents can be attributed to a â€Å"code of the streets.† This code, he notes, functions as a â€Å"set of informal rules governing interpersonal public behavior† that encourages the use of violence for the purposes of maintaining honor and defending reputation. Just like Cloward and Ohlin’s Conflict gang subculture and Wolfgang and Fercuti’s subculture of violence, Anderson believes that crime occurred in certain neighborhoods in order to maintain status and respect. However new improvements on this contemporary theory were added when Anderson included the variations of families that lived within this pro-violent culture. He concluded that while both contingents experience the hardships of race and class oppression, â€Å"rather than dwelling on the hardships and inequities facing them,† Anderson argues, â€Å"civilâ₠¬  individuals tend to â€Å"accept mainstream values more fully than â€Å"street families† and make the best of what they have (Anderson, 1999: 38). Although this theory goes on to prove that not everyone in a pro-violent environment upholds the same values, it fails to clarify the specific processes that had led the residents of Germantown Avenue’s inner city to embrace pro-violent values and attitudes. Subcultural theories do not adequately explain racial disparities in crime. All these theories have a focus on African-Americans in impoverish areas. The subcultural theories offered also have a concentration on street crime. No theory seems to offer reason as to why the elite commit white-collar crimes. Furthermore these various subcultures that focus on pro-violent cultures do not give insight on how the pro-violent cultures came to be in the first place.

Challenges to HR Managers at British Gas

Challenges to HR Managers at British Gas Challenges to HR Managers at British Gas 1.0 Q 1 . Business Environment is changing everyday and bringing new challenges to the HR Managers. What are the challenges forces by HR Managers at British Gas in the UK? Ans.: With the increase in business competition locally and globally, organizations must become customer-focused to succeed. Therefore HR professional has to work out to become a strategic partner and a change mentor within the organization. In order to succeed, Human Resource must be a business driven function with a thorough understanding of the organizations big picture and be able to influence key decision and policies. In general the focus of todays HR Manager is on strategic personnel retention and talents development. And they will also promote and fight for values, ethics, norms and beliefs within the organization. In a 2004 Deloitte Research Study, Athey (2004. p1) noted that, organizations in recent days have to deal with many external forces which influences the way they do business and how they develop and implement a business plan. Some of the external influences that impact an organizations business planning are: government, natural disasters, terrorist threats, local and community, vendor, competitors, transportation etc. Therefore it is important for British Gas to have their business continuity plan. If British Gas able to do so then they can reduce their small and large unknown affect in their daily operations. That is why HR Manager of British Gas should evolve with the change in competitive market environment and realize that they must play a more strategic role in the success of an organization. So, in this global business environment crisis what kinds of challenges are faced by the British Gass HR managers? In UKs market the companies like: EDF energy, EON energy, N power, Scottish Hydrogen are consistently competing with British Gas. If these companies reduce their prices to attract more customers then it will be a challenging issue for British Gas. If this happens then, British Gas can reduce their prices at the same time manage their customers with quality services and make them happy with offering some bonus facilities. For doing this British Gas has to hire skilled employee and place them in a challenging position, Otherwise they might face the retention challenges. Secondly, looking at some political challenges like: regulation of counter policies country tax; Since the whole world economy is unstable and to make some positive changes in UKs economy govt. might impose some extra taxes to the big companies like British Gas. And if this is happen then British Gas management might think about to reduce their workers salary or layoff some workers. Thus how to plan the HR competency towards British Gas employee then? Then again some social factors like: attitude of workers towards the management is a problem. Example: workers are not giving their best effort, may be they are emotional or not satisfied with their job. Sometimes the workers bring their family problem in work. So how the HR manager will handle these issues? Then again, when British Gas hire employee from different culture sometimes the hired people dont know the English very well but they have the competency of holding the offered position. So its a kind of challenge for HR manager tha t which trainings are given to the employee and how that employee will be fitted to the specific position. A part of that, every single day new technologies are coming up. So how the British Gas HR will fit the workers with their new technologies, which training they can provide to the workers then? Then the late ages workers are not that skilled of using the technical staffs but they are well efficient towards their manual works. Thus how HR will fix this problem. According to Cox, (1993) suggests that a HR Manager needs to change from an ethnocentric view (our way is the best way) to a culturally relative perspective (lets take the best of a variety of ways). This shift in philosophy has to be ingrained in the managerial framework of the HR Manager in his/her planning, organizing, leading and controlling of organizational resources. Now we should look forward to how globalization changes the HR policies and a part of that, what kind of challenges are facing by the HR Managers. So globalization can be defined based on ongoing political, economical, social and technological issues and with the help of these issues business environments have been greatly changing from last few decades. Thus organizations are required to respond in a strategic manner to the changes in order to survive and progress in this competitive world. And for surviving well into the market the HR manager should be integrated with the strategy and strategic need of the firm. Then HR policies should adjust, accepted and used by line managers and employee as part of their daily work. According to the above statement, the British Gas has already focused on macro based oriented, productive, and long term goals. Nowadays Human Resource function faces many challenges during the globalization process, including creating global mind-set within the HR g roup, creating practices that will be consistently applied in different locations while also maintaining the various local cultures and practices and communicating consistent corporate culture across the entire organization. In this circumstance British Gas Managers should meet these challenges and the whole organization should consider the HR personnel not as just the administrative service but as a strategic business. As an expanding business of British Gas, HR managers will face some problems like: Health Safety policies, EU regulations, huge demand for quality service to the customers. Therefore British Gas can developing health safety policies by conducting risk assessments which indentify hazards, carrying out health safety audits and inspections, implementing occupational health programs, managing stress, preventing accidents, communicating with employee about the health safety practices etc. And for fulfilling the customer demand, those who are working for British Gas needed more technical training, people skills training. And the HRD of British Gas also can come up with some global training programs like: Cross cultural technology transfer, international protocol and presentation, Language training etc. If British Gas trains their employee with a global perspective then the trained employee shall be improving job satisfaction and retention of overseas staff and enabling a newly assigned employee to communicate with colleagues abroad. These kinds of training will not only help them to develop their skills and knowledge but also work as motivational and building block to organizational success. Q2. Comment on how HR activities contribute to the success of British Gas. Use any 2 HRM Models to explain your answer. Ans.: Nowadays effective and efficient HRM is a big challenge to all HR professionals. And the sole purpose of HR is to help humans via mediator between employees and employer. Thus British Gas has to determine what benefits they are willing to offer to their employees and what portions the company is willing to pay for those benefits vs. what they may mandate their employees to share costs in those same benefits. Since HR professionals are playing a very vital role for British Gas therefore its important to know that how the HR strategies align with British Gas business strategies. Since British Gas is a huge company and lots of technical workers are working with them thus in this company there is a need to attract, retain and motivate employee because it is heavily dependent on the knowledge base and expertise of the employee and such there is a need for building a kind of high performance culture based on a strategic mission. HR activities contribute to the success of British Gas in the following way: Recruiting both skilled and unskilled employee which have to go through the training and development called traineeship, which provides a way the new employee/recruit learns about the gas industry, gain relevant skills and qualification to ensure that organization objective to meet consumers high demand for quality services and competitive price for products and services. HR train their engineers throughout that career which ensure that its employees are kept up to date with new information and technology to enable them provide the best possible service. HR has strategy of retaining its people by offering a mix of financial and nonfinancial benefits. This is in line with the organization strategy. As well as the good pay and pension scheme also providing each employee the opportunity of buying shares in Centrica. From the analysis above, it is clear that we can say British Gas adopts two models, namely: Fit model Holistic/dialogue model. Fit Model: represent recognition of the importance of the people in the achievement of organizational strategy. Employees are seen as key in the implementation of organizational and HR strategy is designed to fit the requirements of the organizational strategy. British Gas uses this method to align their HR strategy with organization strategy also it aligns the interest of the workers (pension scheme, investment opportunity, development and training, salary interest)with the interest of the organizations (to maintain the competitive position the company has within the energy market, ensure returns on investment by making profit by share holders) end goal. Harvard Framework for HRM: Harvard model (Beer et al) of HRM developed by Michel Beer, Richard Walton, Quinn Mills, they argues that human resource policies are to be influenced by two significant consideration, first, situational factors, second, shareholders interest. And Harvard framework also explains the significance of the HR policies in the organization which recognize external environment and refers that if its properly used would lead to organizational effectiveness. It also can be used a good fit between organization environment and HR policies and it would lead to various element like employee commitment, cost effectiveness in product and services and congruence which are all covered by the Harvard model and the British Gas holds firmly these elements in dealing with its employee as one of its organizational; objectives. The following elements will give us the idea that how the HR in British Gas apply this to the organization. Competence: The HRM of British Gas has a policy that reflects to the organisational objective in selection of their workforce. HR department not only concern about recruiting skilled engineers but also give attention to go through its assessment centre before appointing an employee for his/her job, which can determine the core competence and life skill of that employee. Personal skills that are created an impact on the customers experience when someone is to work on the field. Core competencies involves team working, leadership skills, listening skills, problem solving skills, interpersonal skills(such as properly dealing with customers), motivation skills, innovation skills and responding to changes. These are crucial skills that can affect the way an individual fits in and works within an organisation and also important because these skills can determine the companys lose or gain more customers. And if British Gas loses then the customers will be shifted to their rivals. Commitment: according to Bratton, John and Gold, Jeffrey (Beer et al: Human resource management Theory and Practice second edition: page 19). Refers, one way HR of British Gas can contributes to the company is that the employee are made to invest high interest to their work within the organization, which will give up two aspects: First, it will enhance self respect and value, at British gas the HRM has a policy that counter on employees, for those offered a job, With Human resource strategy British Gas provides the job benefits including a market competitive starting salary and van from outset. And with British Gas development offers technical comprehensive training for all its engineers throughout their career by their training academy. And the training ensures that employees are kept up to date with new information and technologies and provide best services possible. Second, it will accelerate the employee loyalty and performance towards their work. When British Gas offers employee to invest in the company with having to their own shares in its Parent company (Centrica), also offering good pension scheme after retirement which increase the commitment of the job and good sense of responsibilities. And its the plus point of promotion to management level, which is a strategy of the HR in retaining its suitable people for promotion to higher role, because it needs managers to plan, organise and co-ordinate the teams of engineers. Congruence: here it states that there must be agreement between and amongst various HRM policies and practises in operation. At British Gas HR need to keep in mind the fact that having a company policies of recruiting people from different background and sex as is seen in the case, the company in trying to meet with a recruitment process that is all embarrassing (being recognised by operation now, wining the prestigious award for inspiring the work force of the future, an award for women into science and engineering etc) must consider not just overall employee numbers but ensuring that it attracts and retain the skills that will be required within the business. British Gas managers articulate a programme of forecasting to assume how much the UK market for domestic gas service will grow and this helps the company to decide how many additional engineer they will require in the near future. Cost effectiveness: At the same time HR policies must be evaluated in terms of wages, benefits, turnover etc. In this segment British Gas HR implements its strategy that confront to the organisational strategy in developing and recruiting their employees to become capable and competent employees. And future managers can ensure the organisation turnover remains increasingly high and implement in their salary policy that is highly competitive. Thus, HRM knows it is much more cost effective to retain trained staff than recruit and train up new people therefore this strategy which is in line with the organisations strategy of minimising cost and maximising quality staff retain ship through offering a mix of both financial and non financial benefits helps the organisation achieve its goals. Lastly, looking at long term scenario, the organisation tries to differentiate between three levels: social, organizational and individual. In organisational level increased effectiveness and ensure the survival of the organisation. By providing top-class service at lower price to its customers and ensuring for a well define working environment, and also developing job training and a good pension scheme for it employee at the British Gas. At individual employee level the long term output comprises the reward receive by the workers for their efforts. In the societal level some of British Gas societal goals (employment and growth) are attained, offering exciting career paths for people of all backgrounds. This is how HRM at British Gas can achieve the success. Q3. Describe Recruitment Selection Strategies that have been taking by British Gas to enhance organization performance? Ans.: For British Gas workforce planning is essential because it analyze an organizations future needs for people in terms of numbers, skills and locations. It allows the organization to plan how those needs can be met through recruitment, selection and give them proper training. It is vital for British Gas to plan ahead because the company wants to satisfy their diversity customers by recruiting socially inclusive workforce. It seems that their HR personnel are little too much busy with the recruitment and selection process to meet its future demands for staff. It allows a business time to train existing staff to take on new responsibilities and to recruit new staff to fill vacancies or to meet skill shortages. But due to the recession, many organizations including British Gas not willing to expect so much on recruitment. Thus is this circumstance what are the strategies they are following in their recruitment and selection process. Recruitment strategies: British Gas recruitment involves attracting the right of applicant to apply for vacancies. They follow some ways of recruiting people. They first looks at its internal talent plan to fill a vacancy. This is a process that lists current employees looking for a move within the same level or gets a promotion to the next level. Since they need to make happy diversify customers thus they need to search people from the different regions peoples. So they can help their customers by offering different language, cultural value, norms ethics. They also emphasis on recruiting female engineers so that they can handle the female customers. This is just because sometime some female customers do feel comfortable to talk to the male one. And for some other external recruitment, British Gas advertises vacancies (like: apprenticeship) via their specialist Sky channels like parliamentary project TV, radio, newspapers, DVD for schools and British gas website. Selection Strategies: involves choosing the most suitable people from those that apply for a vacancy, while keeping to employment laws and regulation. For British Gas screening candidates is a very important part of the selection process. This ensures that those selected for interview have the best fit with the job requirements. Ref: The Challenges of Human Resource Management..:The Challenges of Human Resource Management. 25th November, 2009