How to Write a Formal Business Letter in English

How to Write a Formal Business Letter in English A formal business letter requires not only strong grammar and vocabulary, but also appropriate tone, format, and sequence. Learning how to write a professional letter in English can be difficult for non-native speakers learning how to write in business English. In this article, we will show you what to include and avoid when writing a formal letter. Finding The Correct Tone in English Formality is a tricky thing in English since it isn’t built into the grammar like in Spanish, French, or Japanese. Instead, it is built into our tone of voice (when speaking) and in the vocabulary we use. You can see some good examples of different levels of formality here.(The first example demonstrates the proper level of formality for a business letter.) Here is a quick tip.In general, a good rule to remember is that formal writing is a bit longer. For example: INFORMAL: Thanks! FORMAL: I appreciate †¦ **Remember! This is a general rule. It is not always true. What to avoid in a formal english business letter Here are some things you should avoid in a formal letter: Emojis – as much as I love these because they â€Å"humanize† writing, they don’t belong in anything formal. Exclamation points – These make you sound like a teenage cheerleader. Acronyms like LOL or ICYMI – these are often inappropriate (in the case of LOL) or better spelled out (in the case of ICYMI). They are also easily misunderstood (I knew someone who though LOL meant â€Å"lots of love† instead of â€Å"laughing out loud.† It seems like a small mistake, but it resulted in some hurt feelings when she sent LOL to someone who had just lost their grandfather. Idioms (a full list of English idioms can be found here) – It’s always better to write what you need to say plainly and directly. Idioms are also cultural and easily misunderstood or misused. Anything that sounds too friendly or intimate. Example: Nice chatting with you yesterday! Instead, write, â€Å"It was good to talk with you yesterday.† Sentence fragments – Example: Looking forward to your reply.† (More info here.) These are used often in speech and are usually ok in informal writing, but they don’t work in formal writing because the subject is of the sentence is missing. (I am looking forward to your reply.† Instead, keep your focus on: Meeting your audience’s needs and expectations. Remember, the receiver of your letter might not be your only audience. Other people, particular those above your intended receiver, may also see your letter. Direct, simple language. Strong, appropriate grammar. Know your grammar weaknesses and proofread carefully. If you have trouble with this, use Grammarly. Format Use block formatting. Every item is left aligned, with no indented paragraphs. There is one line of space between each item/paragraph. You can see block formatting here. Sequence Sender’s Address – The first item should be the sender’s address without the sender’s name. Date – Make sure to use the date format common to your audience and always spell out the month. More info on global date formats here. Receiver’s Address – Here you need to include the receiver’s name, title, and company, as well as the address. Salutation – Dear Mr./Mrs./Ms. Last name: (Ex. Dear Ms. Jones:) Body text – This is where you include the bulk of your content. Make sure to start with the main point of your communication in the first paragraph, then include more details in the second paragraph, and close with an action eliciting conclusion in the final paragraph. Closing – Sincerely or Best regards followed by a comma is appropriate for most formal situations. (Ex. Best regards,) Four lines of space to sign your name Your First and Last Name

Impacts Of Tourism On Natural Environment And Enhancement Tourism Essays

Impacts Of Tourism On Natural Environment And Enhancement Tourism Essays Impacts Of Tourism On Natural Environment And Enhancement Tourism Essay Impacts Of Tourism On Natural Environment And Enhancement Tourism Essay Before lucubrating the relativity of Tourism and environment, it is necessary to understand them individually. Relativity is to separate contrast and characterise between two different values for understanding their dependableness upon each other. Tourism is now a phenomenon, non merely a simple vacation activity. It besides has to be considered that touristry and tourer are two different features. Approaches differentiate consequently and it can be defined harmonizing to both apprehensions: It [ touristry ] is a human activity which encompasses human behavior, usage of resources, and interaction with other people, economic systems and environments. Bull, 1991:1 cited in Holden, A. ( 2008 ) . From mentioned definition touristry is chiefly focused on nature or societal facets, where writer has examined touristry on the footing of environmental features. Another apprehension could be from the personal position of a visitant or tourer, once more i would wish to advert a definition from Holden s authorship ; where he used another writer s definition to distinguish from the old point of position. Tourism as: an attitude to the universe or a manner of seeing the universe, non needfully what we find merely at the terminal of a long and backbreaking journey Franklin, 2003:33 cited in Holden, A. ( 2008 ) . This definition is more individualistic and from the position of a tourer as a individual entity. Here personal experience is more valuable for a consumer. Tourism is non a really old survey for universe but travel rebelliously is. Tourism is more of deriving an exceeding experience than a regular life, while travel can dwell of assorted grounds behind it. But harmonizing to Hunter and Green ( 1995, pp: 1 ) There is no universally accepted definition of touristry. This is non surprising, since what constitutes a tourist and the tourism industry are still affairs of argument. In footings of touristry, Environment is ever understood as a nature or ambiance of a finish or a topographic point which is used for touristry. Nature consists of mountains, H2O resources such as sea side, sea, rivers, waterfalls etc. Green environment includes workss, woods, Parkss, rain forests, safaris etc. when elaborated to wilderness it consists wild life, animate beings, forest species and so on. Socially ; heritage sites or cultural singularity is besides a portion of an environment. In environmental surveies it has normally been assumed that there exists a cardinal connexion between a society s direction of natural resources and its perceptual experience of nature. Brunn and Kalland ( 1995:1 ) cited in Holden, A. ( 2008 ) . Environmental surveies and accounts are huge and distributions of its features are important. If we look at it from a different position it seems environment consists of whole universe ( populating or non living existences ) including worlds, animate be ings, workss and resources. From development worlds are utilizing environmental resources. When observed this usage or loss, it is categorised as Environmental survey. Resistance and Resilience are two differentiations in this survey, where Resistance is tolerance of the site ( while acquiring used and still being undisturbed ) and Resilience is the ability to retrieve from the happened loss or alteration. Some sites have either qualities or some non. Hence due to its features, Hunter and Green ( 1995 ) stated that environment can be subdivided into three constituents as the physical environment or a biotic environment which includes solar energy, dirt, H2O and clime . Tourism and Environment are together: It is apprehensible that human engagement with environment tend to utilize the resources, if it ca nt assist to do them turn at least they can be saved from future amendss by usage of intelligent human behavior. Study of touristry environment is about understanding the cause and consequence regulation and to connote theories to protect the environmental loss due to mass touristry. It is besides important that Tourism should put along with the higher quality of environment and environment shall acquire benefit from it non the harm. No uncertainty every human action has its ain pros and cons and breakability of nature resources must non be earnestly harm by it. Tourism is without a uncertainty one of the universe s top profitable industries and pecuniary additions are higher ( whether on the cost of environment ) and relationship between touristry and environment can acquire equilibrate if fiscal net incomes get usage in the preservation plans or environmental sustainability. Impacts of Tourism on environment: All activities consume resources and bring forth waste, perchance all activities have a possible to botch the environment, and in same context Tourism is no exclusion. Tourism has developed as a largest industry and any activity happens at a mass degree decidedly leaves it s positive and negative impacts, such as touristry did in the yesteryear. Although non the instance that every environmental job is produced by touristry but still being a mass industry it affected on a wider platform. Whether its bring forthing a new site or a heritage site used for different prospective, somehow environment is acquiring a difficult clip by this. Tourism has some negative impacts on the environment. By pollution, Numberss of individuals utilizing limited resources, behavior of tourers while on vacations and so on are some of the causes which straight or indirectly affects environment. It may include both physical and cultural facets. Unless pull offing at all degree it is hard to supply specific c onsideration to each resource and this is how this becomes a negative facet towards touristry, environment has to pay such cost by loss to the natural scenes to beaches, coral reefs or heritage sites. Outflow caused by touristry chief concerns faced by touristry trade today. The sewerage waste from tourer resorts are drained into the rivers doing pollution in the river H2O and finally to sea bed, it extremely affects the marine life. Extreme usage of natural resource that is fossil fuel to bring forth energy for tourer activity, the activities of overfishing, unneeded usage of land H2O resources, are merely few of jobs which are created by touristry industry which in bend causes the decrease of the resource. As touristry grows, it besides give custodies to increased littering, assorted signifiers of pollution e.g. noise, H2O, air. Sewage and waste got increased sometimes to unmanageable degrees. Alongside demand for transit gets high and figure of vehicles green goodss legion gases and noise in air. In countries where resources are limited, touristry develops a sense of competition, taking to all kinds of debasement. Positive impacts: But we should non merely see at the dark side of the Moon if touristry has its costs, its wages back every bit good, as touristry grows it decidedly promote several other industries to lift side by side. Whenever a finish is selected to develop as a touristry finish authorities and planning beginnings put attempts for the regeneration of the topographic point. It consists of revival of an country or a site and beautifies the local environment. Thus this procedure brings new colorss to the site. Any critical site when comes under touristry position, its natural resources gets particular attending from the pull offing organic structures, where every bit educated touristry developers knows the value of a natural resource and maintaining this in head they prevent any abuse or harm to it. There is an pressing demand to understand the relationships between tourers, touristry and the environment. Many new signifiers of tourer ingestion revolve around environmental quality and the regard for nature. One more ground for the negative image of touristry might be that it is hard to extricate the impact of touristry from other signifiers of economic activity in certain finish countries . Shaw g. , Williams A.M. ( 2002 ) Numerous illustrations and instance surveies are available where touristry has proven a Jesus to submerging economic systems, along with economical benefits ; it is helpful in urbanization of dead towns. Due to tourism many concerns develop and people get employed, on a societal degree touristry keeps all communities together and connected. Any tourer s societal engagement and wonts are controlled by the behavior in which s/he is coming from and an penetration can be developed in order to derive positive response from tourers. Appropriate educational information system towards environment can be a really utile tool. Alternate touristry is developing: These all are some statements how a new strain of tourers is developing called eco-tourists and sustainability came in visible radiation in 80 s due to antecedently happened mass devastation in environmental resources. Sustainable Development construct came in attending from 1980 s and in March 1980, World Conservation Strategy ( WCS ) was prepared. IUCN, UNEP, WWF, FFO and UNESCO joined custodies for universe s living resources. WCS was a preservation scheme where ecosystem degradation-destruction, deforestation, desertification, pollution, dirt eroding and familial diverseness and extinction of species and many related issues were in treatment. The relationship between economic development and the preservation and nutriment of natural resources is construct of sustainable development. Though these ideas were already in air from many old ages at that clip but WCS discussed many drastic alterations go oning to environment and WCS was proven as a span between anterior ideas and ulterior actions. Another major result was constitution of WCED ( World committee on environment and development ) in 1983, Gro Harlem Brundtland ( PM Norway ) was appointed president for this committee and in 1987 he publicised a study known as Brundtland Report ( Our Common Future ) in which Sustainability were originally popularised Sustainable development is development that meets the demands of the present without compromising the ability of future coevalss to run into their ain demands ( Harmonizing to WCED 1987:43 ) cited in Hall, C.M. and Lew, A.A. 1998 Surely sustainability consists of scheme devising, saving of ecological procedures, protection of heritage and biodiversity, futuristic focused productiveness and balance between societal behavior and environment. Along with the planetary credence of International touristry, sustainability besides got recognised as a cardinal component towards long term good policies along with salvaging limited resources. Destination countries have developed to suit all these travelers, and having them and providing their demands has besides become portion of a day-to-day modus operandi. Development is a extremely contested construct and since the Second World War debates over what it is, and how to accomplish it, has gone through a figure of stages. International touristry has been a planetary phenomenon from centuries, but that packaging of touristry for mass ingestion dates back to the mid-19th century, when a specific service sector devoted to the mass ingestion of travel emerged, approximately parallel to the development of mass production in the industrial sector . Harrison, D. ( ed. ) ( 2001 ) As people are non tends to be flexible when it comes to implementing regulations and ordinance, particularly when visitants are on vacations, Author B Wheeller describes in his words. And what kind of touristic attack is needed is Tourism at one with nature ; non-consumption, non-exploitative, avoiding debasement and devastation of the environment , but instead touristry in harmoniousness, in balance with nature Wheeller, B. ( 1994 ) Based upon the statements and codes-of-conduct developed by touristry stakeholders, that the environment has been placed on the lineation as a major concern of how touristry is to be developed potentially. Academic Mentions: Brunn and Kalland ( 1995:1 ) cited in Holden, A. ( 2008 ) Environment and Tourism ( 2nd edition ) , Routledge ) Bull ( 1991:1 ) cited in Holden, A. ( 2008 ) Environment and Tourism ( 2nd edition ) , Routledge ) Franklin ( 2003:33 ) cited in Holden, A. ( 2008 ) Environment and Tourism ( 2nd edition ) , Routledge ) Hall, C.M. and Lew, A.A. 1998. The geographics of sustainable touristry development: an debut. Harlean carpenter: Longman. Harrison, D. ( ed. ) ( 2001 ) Tourism and the Less Developed World: Issues and Case Studies. Wallingford: CABI. Ch. 1. Holden, A. ( 2008 ) Environment and Tourism ( 2nd edition ) , Routledge. Hunter, C. and Green, H. ( 1995 ) Tourism and the Environment: A sustainable relationship? Routledge, London. Shaw G. , Williams A.M. ( 2002 ) 2nd erectile dysfunction. Critical issues in touristry: a geographical position: Oxford. Wheeller, B. ( 1994 ) Egotourism, sustainable touristry and the environment: a symbiotic, symbolic or shambolic relationship? in A.V. Seaton et al. , explosive detection systems. Tourism: The State of the Art, Wiley, Chichester.

The PPP (Presentation,Practice and Production) approach to language Essay

The PPP (Presentation,Practice and Production) approach to language teaching - Essay Example Semantically, language acquisition is a process through which children, or adults in cases of delayed learning or secondary language acquisition, learn to understand, speak and use words in order to communicate (Behrens, 245, 2008). This skill is an amalgamation of various other capabilities including the understanding of a vast vocabulary, phonetics, and syntax (Goodluck, 87, 1991). The use of language can either be in a form of speech i.e. vocal or in the form of sign i.e. manual. Although other animals also use language to communicate, theirs are fragments of vocabulary, which does not hold syntax and stay uniform amongst all varieties of the group. What has always been the primary focus of the studies conducted on psychology of linguistics is the process through which an infant learns to speak. ... both student and teacher learn collaboratively drawing experiences form each other and using tools like conversations, interviews and other interactive tools. Second is the cooperative learning in which interaction amongst students fosters and language instills itself through the socializing experience. Discovery-based learning lies on constructivist notions and derives its essence from the theories of Piaget and others. In this type of learning, students ask questions and inquire about several aspects of language. Then comes engaged learning in which, as the name predicts, learners engage in the language through using several tools and resources. In problem-based learning method, students learn language in chunks and in a question answer format. Examples of this would be providing scenarios and questions to students and ask them to solve the questions using the target language. Finally, the whole language approach deals with the bigger picture, the pragmatics, and semantics of knowl edge rather than the spellings and grammar. This approach ensures the understanding of the meaning of language rather than the construction of language. The technique of language acquisition under discussion is PPP. The three Ps denote Presentation, Practice, and Presentation and is a common method used for teaching language all across the world. The first P stands for Presentation. Presentation, in this context entails the introduction of the language and the context created for the acquisition to the same. At this stage, the approach is very teacher-centered and learners learn from their flaws through the feedback by their teachers. Tools like pictures, conversation and scenarios are important in assisting the learners and ease them into the language.

Physican-Assisted Sucide Should be Legal Essay Example | Topics and Well Written Essays - 2000 words

Physican-Assisted Sucide Should be Legal - Essay Example Persons who are for the legalization of assisted suicide believes personal autonomy, individual freedoms, which are expected during life should not abruptly and unnecessarily stop near the end of life. Another perspective is that since everyone agrees that terminally sick or severely injured animals are allowed a humane way to die peacefully. This rationale should be applied to humans too. A person’s sovereignty, their power to make decisions regarding their personal well-being, is stripped away by forbidding them the right to end their own life on their own terms. Self-determination, a right deemed indispensable during a person’s life, abruptly ends at the end of life, just at the time people needs it more than ever. What may be worse is the added indignation of forcible life-saving measures imposed on a dying person. People are kept technically alive while their bodies and minds are wasting away as their families watch and suffer along with the patient. Assisted suici de should be legal. It should not even be a topic that is debated anymore. American citizens are, according to the Declaration of Independence, â€Å"endowed with inalienable rights† but apparently the right to die with dignity is excluded somehow. The U.S. Constitution does not prohibit assisted suicide. It’s illegal mainly due to religious zealots who raise objections for ideological reasons. They think the practice is society â€Å"playing God† with end of life situations. However, they have no problem with society â€Å"playing God† by using extraordinary high-tech procedures to extend peoples life. Assisted suicide is also known by the term â€Å"mercy killing.† It is defined as a form of Euthanasia which means â€Å"good death.† All of these terms describe a circumstance when a terminally ill patient is administered a lethal dose of medicine or is allowed to die without anyone else actively involved in the process such as not resuscita ting the patient or the patient being removed from a life support system. A doctors’ involvement could be to use intravenous means to administer the lethal dose. The terminally ill patient then activates a switch, lever, etc. which dispenses the drug or the doctor could administer the drug(s) themselves. (Kure, 2011). Physicians, lawyers and philosophers have argued the idea of assisted suicide since the beginnings of civilization but the general public discussion pertaining to legalization is but a few decades old. The questions regarding assisted suicide have moved beyond the realm of who is allowed to speak for the unconscious patient and into that of the rights of the patient. According to common law found in the majority of, if not all, legal jurisdictions, incurably ill persons who exhibit mental competency are able to request that life-savings methods be withheld even when this choice will certainly result in their death. This right found in common law is based on the importance society places on self-determination. All agree that people should to be protected from unwanted, offensive and non-consensual touching by anyone else. These local common laws have their foundations in the U.S. Constitution at both the federal and state level. On the federal level personal rights stem from liberty provision within the Due Process Clause located in the Fourteenth Amendment of the Constitution. At the state level, New Hampshire’s state Constitution, as an example, individual rights

Phoenix Jones Character Analysis Essay Example for Free

Phoenix Jones Character Analysis Essay They say with age, comes wisdom. They say a tough life will build tough people. That the world, no matter how terrible it may seem or how bad things get, is only what you make of it. This has never been shown more so by Phoenix Jackson from Eudora Welty’s â€Å"A Worn Path†. Encumbered with age and poverty, Phoenix shows fortitude, cleverness, and a child-like view of the world while traveling to the city for medicine. Welty’s love of literature from her mother, and classic writing style with African American characters (Marrs) is clearly displayed in â€Å"A Warn Path†. Eudora Welty, whose life spanned most of the 20th century, represented the world of the deep American South in multiple genres. In stories, novels, and photography, the Pulitzer Prize winner was especially interested in the relationship of place to character. Her art explores the impact of place on the life of the individual depending on race, gender, and economic status, as well as the reverse influence of the individual character on environment, which is exeptionally displayed in â€Å"A Warn Path† (Marrs). In â€Å"A worn path† an elderly african-american woman, named Pheonix Jones, is up against the world on her way to town. Armed with nothing but her cane, she maneuvers through obstactle after obstacle, showing perseverence in the highest fashion through every disincentive that inhibits her journey. As such, her story depicts the Depression in the United States from the vantage point of a victim insufficiently represented in art—though a victim who, like the mythological phoenix her name evokes, resists annihilation, Phoenix transcends the abuse she experiences. This essay will explore Eudora Weltys character Phoenix Joness most exemplary traits. It will shine light on her fortitude, ingenuity, and light hearted view of the world. Provided along with Phoenixs traits is examples in which she shows each trait, with direct reference to â€Å"A worn path†. Imagine, having every bone in your body weakened with over seventy plus years of aging. You now have the bones of Phoenix Jones. Weakened, she struggles to get to town. Yet, still she keeps trecking over every obstacle thrown at her. This calls to merit her outstanding fortitude. At one point she encounters a barbed wire fence. With barbs glaring at her, hungry to put a halt to her journey, â€Å"There she had to creep and crawl, spreading her knees and stretching her fingers like a baby trying to climb the steps. But she talked loudly to herself: she could not let her dress be torn now, so late in the day, and she could not pay for having her arm or her leg sawed off if she got caught fast where she was. At last she was safe throught the fence and risen up out of the clearing,† (Welty 850). This is a fine example of her phenominal perseverance and fortitude, showing she was not only going to get through, but she refused to let that fence make even a scratch on her dress. And even before that, at the start of her journey, she already had shown her tremendous amount of determination. As she starts out on her journey she exclaims with a fiery attitude â€Å"Out of my way, all you foxes, owls, beetles, jack rabbits, coons and wild animals! Keep out from under theses feet, little bob whites. Keep the big wild hots out of my path. Dont let none of those come running my direction. I got a long way† (Welty 849-850). This shows that her mind is already set on getting to town and nothing is stopping her. These fine examples show the true, raw determination and fortitude within Pheonix Jones, showing that she may be frail, but she is anything but weak. There are few things that make true â€Å"good character†. Imagination is one of them. No one has better imagination than a child. A child sees the world as something different something better. Phoenix Jones clearly holds her inner-child within herself after all these years. After traveling a piece she decides to rest. â€Å"Up above her was a tree in a pearly cloud of mistletoe. She did not dare to close her eyes, and when a little boy brought her a plate with a slice of marble cake on it she spoke to him. â€Å"That would be exceptable,† she said† (Welty 850). Her imagination peeking forth, this shows even through her journey, she imagines a little boy giving her a slice of delicious cake, presenting that everything does not have to be serious. A little piece onward, she shows her enlightening imagination running wild again as she runs up on a menacing scarecrow that she gazes at from a distance. â€Å"Ghost,† she said sharply, â€Å"who you be the ghost of? For I have heard of nary death close by. † She found a coat inside that an emtiness, cold as ice. â€Å"You scarecrow† she said †Dance, old scare crow† she said, â€Å"while I dancing with you. † She kicked her foot over the furrow, and with mouth drawn down, shook her head once or twice in a little strutting way,† (Welty 851). Her fun loving child-like nature is highlighted through this passage, showing that she took a fear, and enlightened it when she found out it was a scarecrow, dancing with it, showing the trophy of imagination and optimism. Welty shows through Pheonix that imagination will never die, and that it is a precious tool to get over any obstacle. Further down the warn path, Phoenix is greeted by a discourteous hunter helping her up after she fell in a ditch in the wake of a nosy dog coming to investigate this strange intruder. This point is where she shows her cleverness and wit. As she is talking to the hunter, â€Å" Without warning, she had seen with her own eyes a flashing nickel fall out of the mans pocket onto the ground† (Welty 843), and she said nothing. As it continues the hunter runs off and she wittily bent over in his absence and â€Å"The yellow palm of her hand came out from the fold of her apron. Her fingers slid down and along the ground under the piece of money with the grace and care they would have in lifting an egg from under a setting hen†(Welty 843). As he later lies about having money to spare, this presents her wit, as she gained five cents from this brash traveller who has the audacity to later hold a gun to her head as a joke, which does not intimidate her, and only shows once again the fortitude previously stated in the last paragraph. As she gets to her destination, a clinic that she gets medicine from, she meets an attendant when she first walks in. She came to claim a bottle of medicine through charity for her grandson, which may just be a guise to get free medication, which in itself is a example of clever planning, the example I am using is of her interaction with the attendant. â€Å"Its Christmas time, Grandma,† said the attendant. â€Å"Could I give you a few pennies out of my purse? † â€Å"Five pennies is a nickel,† said Phoenix stiffly† â€Å"Heres a nickel,† said the attendant† (Welty 856). She persuades the attendant to give her a nickel, which in total gives her a dime, showing her witty resourcefulness. Whether she uses this ten cent for her grandson a windmill, or something else she wishes to buy, her adept skill and dexterity is presented as she uses wit and expierence to claim these precious boons. Pheonix Jones is a woman of many traits. From her perseverance to her sly inginuity, she uses all her characteristics to get through â€Å"A Warn Path†. She shows her child like perception in a way that eases the burdon of travelling. To the hills and back again seven times fold, her fortitude and will is an object of pure sovereinty over obstacles in her way and in her head. And with just a little bit of quick thinking and bamboozlement she was able to obtain a secondary reward from her journey, a skill that comes in handy throughout her life. Pheonix Jones is a pure, text book definition of strong.

Governments Responsibility on the Environment

Governments Responsibility on the Environment Our modern days market system is has put so much attention on its profits that it seems to have forgotten its social responsibility. Because of the increased production by the different markets and their attempt to keep with the competition, the environment has been very much affected. There are many stories in the newspapers and the news about global warming and other environmental hazards which have been as a result of the increased market productions; a good example is the much talked BP oil spill in the deep waters. This not only a show that the market is not careful while producing but it also shows that it has no much concern on the environment. This is where the government should come in. It is thus true that the todays government has a role to play in regulating and managing the environment we live in because the market system tends to ignore the environmental fallouts that have resulted in global warming issues. This is because the environment is like a public good which might not belong top someone specifically but is consumed equally by everybody. Unless there is a strong unity within the firms, then the environment will continue to disintegrate each day because each firm will concentrate on maximizing profits at the expense of the environment leading even to more global warming. Kevin Michael Rudd, is the current prime minister in Australia. He is also a leader of his party. According to him, climate change is the greatest moral, economic and social challenge of our time.† His intention is cut emission of green house gases by 60% before the year 2050. he signed the Kyoto Protocol immediately after being sworn in as Prime Minister. In December of the year 2008, he released a paper, commonly known as a â€Å"White Paper† which talked a bout reducing Australias greenhouse gas emissions. The paper talked about putting up an emission trading scheme in the year 2010 but this has been delayed to be put up in the year 2011 probably because of the much criticism that it encountered. The emission trading scheme is also the Carbon Pollution Reduction Scheme and it estimated that the emission of green house gases would be less by a level between 5% and 15% in 2020 below the year 2000. Although Rudds government was not able to start an emission trading scheme as planned, it is trying to prove that it can meet its greenhouse gas reduction targets by rushing new energy efficient strategies. According to the Prime Minister, the government has made up its mind to extend the implementation of this scheme up to the year 2012. Despite of this delay, the Prime Minister insisted on the governments commitment to this scheme. He however brought an impression that if there was slowness in international action, the scheme could either be delayed further or even abandoned. His spokes person said that the government would make the emissions trading scheme part of the legislation by 2013 if the international action is sufficient by then. This matter has brought a lot of debate within the Australian government. There is a ministerial task group which will report in June on the options which include new industrial and building efficiency measures and an energy efficiency trading scheme. There are also fuel efficiency regulations and funding for clean coal and solar projects but these are likely to be pre-elections announcements to make it look as if the government is still much committed to dealing with climate change and is also able to meet the reduction aim that it has made an international pledge to. There are however fears that the fight against global warming will have an economic effect on many things. First, it is believe that it is likely that there will be more tax on everything. This will lead to increases in the price of meeting the countrys new policies on the environment. This is also considered that it could lead to the sending of a disastrous indication to the waving international climate talks. The country will have to pay a carbon price in order to meet its target. The public is not ready to pay more to deal with global warming. The concern of the public comes in because it is likely that when the carbon price is introduced to the market, it will be passed to the consumers through high prices for the products. Despite of this, the majority percentage of the entire population are willing to pay a higher price for power in order to achieve this. The high prices in products could lead to cost push inflation within the country. The government is also likely to spend a lot of money in implementing these policies. This is likely to have a negative effect on economic growth as the changes will bring with them high costs. The high costs will lead to a less production lowering the GDP. In terms of unemployment, it is true that it will rise as a way of saving on costs by the firms. All these parameters might only be affected in the short run but take a turn in the long term after the initial costs for the entire projects have been met. This means that a positive change is likely to be seen in the future after the implementation. What is important though is the fact that the emission of green house gases will go down leading to a cleaner and safer environment. References Gan, A, King, S, Stonecash, R Mankin, N, 2009, Principles of economics, 4th edn, Cengage Learning Jackson, J McIver, R 2007, Macroeconomics, 8th edn, McGraw Hill www.csiro.au/resources/pfnt.html

How the organization should select, recruit, train Essay

SUMMARY The following report consists of a guide on how the organization should select, recruit, train and make the most out of the new HR mangers. In addition, it is composed of an introductory program welcoming the graduating managers, takes into account the training needs and methods and the monitoring of employee performance to judge whether or not employees are satisfied and know the goals of the organisation. Furthermore, the career development allows for the opportunity for managers to revaluate their self-confidence, as well as career paths for an improved future for employees. Finally, we will talk about strategic management and the methods of consistency for employee development and the techniques managers need to know. By utilizing these procedures the company will facilitate the training of the new managers. INTRODUCTION In a growing number of organisations human resources are now viewed as a source of competitive advantage. Even the public sector has gradually moved from rules and regulations based HRM approach to a more values-based approach, which understandably has resulted in increased focus on accountability. There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive organisational cultures, management processes and systems. This is in contrast to the traditional emphasis on transferable resources such as equipment. Human Resource Management (HRM) is concerned with the acquisition, development, utilisation and accommodation of human resources by organisations. Increasingly it is being recognised that competitive advantage can be obtained with a high quality workforce that enables organisations to compete on the basis of market responsiveness, product and service quality, differentiated products and technological innovation. The new HR managerial positions aim to complete these needs and achieve high consistency of the HR practices that are vital for the organization. 1. HRM-AN IMPORTANT ASPECT Firstly, it has to be buried in mind that HRM is a very important function within the organization. An effective implementation of HR procedures means a good investment in both the employees and the managers, line and senior ones. Human Resources is a key element for the organization and through the effective implementation of the procedures that will be carried out through a certain strategy, the organization actually achieves its objectives and becomes more devoted to quality and improvement. By following these procedures the organization can gain more loyalty, dedication and flexibility, and in the same time employees, due to this commitment, can broaden their learning horizons and feel more need for improvement. HRM is the key to the future, when effective and continuously improving people will have been considered as an organization’s main competitive advantage. It is the group of procedures and activities that bring the right person in the right place. The new HR managers have to be selected and trained in the best way possible. Their decisions and actions in the future will play a big role in the company’s future development. 2. SELECTION- RECRUITMENT TECHNIQUES Making the new managers more HR consistent implies that the managers have the proper skills for this job and can achieve the organization’s objectives. A whole new selection technique should be carried away and adjusted to the HR needs of the company. This means that the factors affecting which of the candidates will be selected and recruited, will consist of the vital HR procedures and activities The new candidates should be aware of all the skills that are required, but also should know every detail of what the job of the HR manager involves. 2.1 Job profile Through an effective job analysis the organization could avoid extra costs for re- advertising the positions, re-training costs and could reduce labor turnover. The job description should include all the skills, the abilities and the knowledge that are required for the managerial positions. It has to be made clear that the new vacancies that the company offers include clearly HR procedures and the knowledge of HRM theory and extended aspects of HRM is crucial. The new vacancies aim to give solutions to problems related to the staff of the company. This implies that the skills involved in the new vacancies include team working and development. To obtain a reliable job description, the company could ask some HR experts, which are members of the organization, to create a job analysis that will include all the above elements. The job description should include the title HRM manager and as said before, it should also include the main HR tasks. 2.2 Person specifications Labor turnover could be reduced in low levels with a clear person specification. The job advertisement should consist of demanding HRM skills and more specifically skills that are related to team working, socialization, influence over others; intellectual capacity and smart way of talking. It should also include information about the company, its environment, its culture and some compare with competitors. The vacancy should be advertised through means such as newspapers and agents, but more importantly the organization should approach universities and colleges and advertise the vacancy there. The new managers should have a high level of education and be specialized in HRM. Obtaining references for the new managers could be limited to university sources. The course plan that the graduates have followed should be parallel to the job demands. The application form is an element that should be carefully designed for the specific demands of the new HRM vacancies. It is the first step in identifying who your most suitable candidates are and what skills each one holds. It should contain fields about education qualifications, with specific reference to modules that the graduates have attended. Some questions about physical condition in comparison to some tests for drugs and health condition will be desirable. 2.3 Interview plan When the selection process has been completed and it is clear which of the candidates qualify the basic demands, the next important step is the interview. The whole process should be designed very carefully and in a way that will make it more reliable. The interview is the organization’s first approach to the candidate. This interpersonal exchange of information allows not only the candidate become more familiar with the organization and its objectives, but also the organization itself with the candidate. The flow of information from both sides has as a result a precise evaluation of both parties. The steps that follow comprise the essential structure of the interview. Step 1 Get prepared for the interview. Find the right place and make sure it is comfortable and friendly, so that the interviewed will be feeling relaxed and outgoing. Distinguish who the interviewees will be and provide them with information regarding the interview plan and a description of how the process should be completed. A panel interview is suggested as the most reliable one. The interviewing team can consist of up to 10 people, but the process should be approached carefully or else the candidate may feel uncomfortably when being bombarded by questions from 10 people one after another. There may be also a clerk to take notes and an equal opportunities adviser to ensure that all procedures are followed. The interview team can be separated and complete 2 interviews per candidate, to ensure that there is absolute agreement between the interviewers. Before the interview begins all the relevant documents, especially the application form of the candidate should be read carefully and some bullet points can be made for each candidate. This way when the candidate will be interviewed the interviewee can bring in mind some skills of the first and can make additional questions. The nature of the measurement of the candidate should be agreed before the interview. This can be carried out by a points system based on how closely the candidate meets the skills that were stated in the job description. Step 2 After the preparation the interview can be opened. Opening is a very important part. It sets the tone of the interview process. Before the interviewee starts with the questions, a short introduction of the staff and the company should be made for the ice to brake and the candidate to feel more comfortable. A very important element of the interview is listening. Apart from the introduction and the questions, the candidate is doing most of the talking. The interviewees should let the candidate talk as much as possible so that they can draw a better picture of them. It is crucial that the candidates are asked for HRM skills. Moreover some key questions relating to HRM theory could be a good aspect of evaluation. An example of question would be how the candidate perceives the concept of HRM. Another one would be on how they believe that staff can be improved and leaded effectively. There are some key points that should be carefully treated during the interview. First, the interview should be structured and it has to be made clear what it is trying to elicit. The organization needs 10 new graduates for managerial positions in HR functions. This has to be buried in the mind of the interviewees and should make them evaluate the candidates according to their HR skills. The questions should be agreed before the opening of the interview and they should be prompted and followed-up through a controlled procedure. Finally, it has to be examined that all the measures of the Equal Opportunities Act have been addressed. It is crucial for the organization not to neglect the law. Equal opportunities should be given to all candidates irrelevant to ethnic group, sex or religion. The new managers can be trained only by people who respect laws and do not make discriminations. Both the Race relations Act of 1976 and the Sex Discrimination Act of 1975 should be taken into account. Step 3 The final stage of the interview plan involves the summation of the data and the closing of the whole process. The organization should give the opportunity to the candidate to ask some questions. This way it can be made clear if the candidate is really interested for the vacancy and in combination with the recorded data a clear and precise evaluation can be made. A lot of attention should be given in the recording of the data. The important issues discussed should be taken down into paper and some notes about the behavior of the candidate during the interview, can be complementarily made. Above it is mentioned that there will be 2 different groups of interviewees that will question the candidate. The first group will be the one to ask the candidates about their skills and questions related to the application form. The second group will test the candidate in a workplace simulation. During this procedure the candidates will have a brief group meeting, where they will be tested in a case study situation. The candidates will be assessed The organization should follow these steps in selecting the appropriate candidates. As mentioned again right people in the right place is the key function of HRM. Introduction is a crucial point in the selection and recruitment process. If this process is effective and the evaluation is 100% reliable there will be no need for staff turnovers and moreover the organization will have found the most suitable people for the new managerial positions. 3. INDUCTION PROGRAMME After the selection procedure is finished and the new managers have been selected, a series of training and development techniques should be implemented so that the organization will meet the demands of HR which are characterized by lack of consistency. The induction programme is a key aspect of the Human Resource Department. Primarily, it is the first time the new manager and the organisation come in contact after the relationship of employer and employee is established. Before the actual training program, the induction process should ease the arrival of the new manager by being supportive of their needs, well structure and last but not least co-ordinated. The aim of the induction process is to familiarise the inexperienced manager with the organisation and its surroundings. Therefore, their anxiety of entering the new organisation is dispelled as fast as possible. Likewise, this process assists in inducing the organisation culture. This principal operation is not only critical for managers working for the first time but also for employees with prior experience. In addition, after this process has been successfully completed, it will help the managers in associating them with their colleagues and superiors. All personnel want to feel acceptance by the colleagues. Additionally our induction programme will be consequential in bringing about sufficient teamwork. Consequently, a system of communication exists in the environment. In order for the company to obtain less disruption amongst its new managers and the existing employees, they should be fully and functionally integrated in the company and their own department. It also makes the manager comfortable at another level. By touring the premises, the prospecting managers are facilitated by knowing about various departments and their location. It will state to them the do’s and don’ts of the organisation. It will show them where the canteen is and where the cloak is. It is at this stage of the welcoming process that training specialists come in hand. Their responsibility is to plan, organise, and direct a wide range of training activities. Trainers conduct orientation sessions and arrange on-the-job training for new employees. Planning and program development is an important part of the training specialist’s job. In order to identify and assess training needs within the firm, trainers may confer with managers and supervisors or conduct surveys. They also periodically evaluate training effectiveness. A brief outline of the company’s history should be included as a supplementary guide in directing them to the set of values and mission statement of the company. They inform them about the range of products and their functions (including a demonstration) as well as a brief summary of the organisation’s main suppliers and target customers. By introducing the new managers to the firm’s handbook, they will learn about the benefits, plans concerning holidays and sickness and the company’s rules, disciplinary procedures and the payment of wages. During the course of the induction programme, emphasis should be placed on both individual and group training. Each new manager should be aware of how of how to handle circumstances that require problem solving. They should be proficient in either acting alone or as part of a group. Another component of the induction programme should be that the aspiring managers are well equipped with a computer program, which the organisation will provide immediate feedback to any problems that may arise, so as to generate communication for managers both with their employees and superior managers. They should possess both simple skills (the application of spreadsheets) and complex skills (functioning of pilot simulations). In conclusion, they should also occupy the skills for electronic learning. This may involve interactive Internet-based training, multimedia programs, distance learning, satellite training, videos and other computer-aided instructional technologies, simulators, conferences, and workshops. 4. TRAINING Having successfully accomplished the induction programme the determined managers should head to the training program. Training is fundamental to the selection process in judging whether or not your managers are capable in their positions. Training and development managers as well as specialists should conduct and supervise training and development programs for all its incoming employees. Increasingly, our management should recognise that training offers a way of developing skills, enhancing productivity and quality of work, and building loyalty to the firm. Training is widely accepted as a method of improving employee morale, but this is only one of the reasons for its growing importance. Other factors include the complexity of the work environment, the rapid pace of organisational and technological change, and the growing number of jobs in fields that constantly generate new knowledge. In addition, advances in learning theory have provided insights into how adults learn, and how training can be organised most effectively for them. Each and every one of the ten managerial graduates should appreciate the fact that training helps rank-and-file workers, by discovering which individual is most specialised for each job and division. Furthermore, training simplifies this process by placing all trainees in every single job to analyse which individual is most suited for each job. What is more, it maintains and improves their job skills (they may set up individualised training plans to strengthen an employee’s existing skills or even teach new ones) and possibly prepares them for jobs requiring greater skills. Training methods include on-the-job training (such as the program for the current training method). Schools, in which shop, conditions are duplicated for trainees prior to putting them on the shop floor, hence providing for them enhanced situations. Taking that into consideration, the managers will also recognise that superior quality, swift productivity and the minimisation of labour costs due to the fact that the specialised person for any job will produce output at a faster rate and therefore more will have been produced at a lower cost. Some companies have set up leadership or executive development programs among employees in lower level positions. These programs are designed to develop potential and current executives to replace those retiring. Trainers also lead programs to assist employees with transitions due to mergers and acquisitions, as well as technological changes. Managers should be taught how to be more open-minded and should be social and friendlier towards their employees. So that in turn, the employees will feel closer towards the company and especially their managers. This way, employees will be able to express their problems in a clear manner to their managers. In addition, managers should offer their help and advice to employees so that they will equally feel more satisfied and more importantly feel equal to their managers and all other staff. By helping one another the employees will feel as though they play a fundamental role in achieving the company’s objectives. Moreover, they will feel more content and thus more focused on performing their best. Therefore, maximum output by each employee will be achieved. The training process that should be carried out for your new managers is that upon selecting them they should be placed in a room to watch a specified videotape presenting them with the Human Resource basics. Moving along, they should attend lectures and take an active part in seminars. Both of these steps will need an inspired speaker in order to keep them concentrated and focused on their roles. An improved technique in communicating with the managers in these lectures and seminars are visual aids such as videotapes and slides. However, for the process to be complete and moreover essential, the company should encourage their inexperienced managers to ask questions so that they can fully comprehend the information represented to them and feel adjusted in the company. Then they should be taken inside the corporation and to put their recently acquired to practice by observing real working procedures and more significantly take part in talking to the employees themselves and sharing the wealth of experience and knowledge they have. On a final note, they can also help them with obstacles they may have in their duties. From this whole experience, they will learn that the aspects of Human Resource Management are to work effectively as a team and to treat employees fairly. A recommended form of training is role-play where individuals act out a role with others in the group. This process is especially beneficial to the instruction of the managers as they can recognise most of what they have done. More relevantly, it will be highly practical in the course of the training. Another aspect of role-playing is that managers may further develop their inter-personal skills and will associate more with their colleagues and feel more open towards each other. 5. PERFORMANCE MANAGEMENT Performance Management is a systematic and data-oriented approach to managing people at work that relies on positive reinforcement as the major way to maximise performance. Performance management is necessary for the success of any type of corporation due to the fact that it takes into account the talent, knowledge and skills of its managers-and then helps them improve their qualities. It is intended for anyone who manages the performance of others. Whether you are a first-time work leader or an experienced supervisor, manager, program director or department chair, performance management will provide your company with useful information with respect to the managers’ conditions. For performance managers, this changing environment offers many new challenges and opportunities. Performance managers and their employees are increasingly being asked to become generalists who step outside of traditional narrowly defined job descriptions in support of team objectives and goals. These changes are resulting in the development of new approaches to human resource management. The performance management process provides an opportunity for the employee and performance manager to discuss development goals and jointly create a plan for achieving those goals. There are a couple of steps that managers must learn to keep staff orientated and what is more, to stay thriving, be profitable and have linkages to customer engagement. In the first place, you must identify the employee’s individual strengths. You must position that individual to perform a role that capitalises on these strengths. When we refer to â€Å"strengths† we are referring to a person’s ability to provide consistent, near-perfect performance in a given activity. We believe that, when selecting employees, companies have spent far too much time and money focusing on the skills and knowledge of employees and not nearly enough on their talents, which are the basis of strength and success. You must find a way to engage these talented employees. Again, there are many ways to do this for instance by paying them more, provide more generous benefits, but these are low-character solutions. The only way to engage talented employees successfully is to select and develop remarkable managers. Grand managers can select the best people, set accurate expectations for them, motivate them, and develop them. Companies that are unable to create this kind of environment will loose not only in terms unsatisfied employees but equally, sales and their customer base. They will loose more talented people than they keep. They will miscast, over-promote, undervalue, and otherwise misuse those talented employees who do stay. Lacking talented people in the right roles, these companies will have to revert to less robust routes to performance. Pressed by high character competition, these routes will serve these companies poorly. In the end, lacking great managers to keep it on the right path, these companies will loose. So, in order to avoid becoming one of these companies the organisation must rely on managerial excellence in finding talent and the human resource department in selecting the right managers for this part. Apart from those benefits, it also allows for discussion about job performance (the new managers should conduct an annual performance evaluation) with the employee and provides feedback on strengths and improvements needed. Development plans should contribute to organisational goals and the professional growth of the employee. The performance management process begins with analysis and description of the job. The performance manager identifies essential functions in the job description and the strategic mission and goals of the department or organisational unit. Standards of minimum acceptable performance are developed for the position with the employee. Additionally, standards for performance, which exceeds expectations, may be set to encourage the employee to strive for even better results. Performance should be evaluated based on changes over a period of time. The new organisational theory emphasises a focus on decision-making and accountability at the level where the work is done, the graduates should be qualified in making sound decisions and be liable for their own actions. Similarly, the organisation should develop a service culture that rewards team performance, and the integration of its operations should exist so that communication between departments is accelerated. A proposed performance management system helps in monitoring and documenting employee performance and provides opportunities to develop or enhance employee performance. We would like to state that in order to adhere to the firm’s mission statement and its objectives, the new managers should be instructed upon the use of disciple amongst employees. Managers should be aware of the fact that appraisals should be objective, quantitative and outcome-oriented assessments, which will, in sequence, assist the employee to develop and provide mentoring, coaching, and constructive feedback. Most managers like to think that if they are effective, they will not have to discipline employees. Unfortunately, the need to do so does crop up. The primary reason for knowing how to discipline employees is to enable the manager to quickly stop undesirable employee behaviour and guide employee work patterns back within acceptable norms. Discipline is also important for several secondary reasons. One secondary reason for disciplining is that discipline problems do not correct themselves. When discipline problems are ignored they tend to get worse rather than better. Another secondary reason for terminating behaviour problems is that they invariably lead to other problems which are potentially more dangerous to the manager. These other problems include morale problems, performance problems, control problems, and even other discipline problems. On the other hand, an effective manager who solves discipline problems starts a different cycle. The benefits to the manager are in the form of good morale, performance and control, and thus recognition from higher levels for a job well done. This manager will get the next available promotion. In closing, an annual or periodic HRM audit check will allow a firm to proactively identify and correct employment-related problems before they reach a critical stage of paralyzing the firm’s business operations. 6. CAREER DEVELOPMENT When people lose sight of their career goals, they often lose confidence in their own ability and commitment to their manager. In turn, the newly acquired graduates should be competent in dealing with their employees and knowing how to evolve their career prospects and how to comfort them and reassure them that they can actualise their careers according to their individual talents and dreams. It is due to these principles that career development is another mandatory aspect of our departments to teach the new managers. There have been a number of significant changes in the field of management development over the last decade. Organisational structures have become flatter and management development needs have consequently changed. Career development is currently focused on being highly responsive to the changing needs of the organisation, as well as those of the individual. Similarly, the needs of managers in small businesses will be different to those in more mature, hierarchical organisations. The arriving managers should keep in mind that there is less emphasis on formal, structured training programmes and a shift towards more informal and flexible development options. There is now a much greater emphasis on self-development and continuous learning. The professional managers should take advantage of the fact that international assignments are becoming more and more typical parts of a managerial career owing to the ever-increasing pace of globalisation in the world today. As an outcome, cross-cultural leadership competencies are required within international companies, meaning that managers must have concise communication with their employees and be distinguished in preparing reports for their superiors. The culture of an organisation can be positive and supportive, or threatening and destructive. Our career development culture should help address the momentous issues of productivity, competitiveness, affirmative action, and succession planning. It will additionally support people in redefining their talents and realising the full potential of their jobs. Managers should play a key role in creating a career development culture. Managers seldom do performance appraisals properly because they are afraid of their workers and the workers are virtually paranoid about the slightest negative note on their files. In order for our company to have the cutting edge, our new managers must be honest with the employees. A better way is to organise a system of mentor ship, in which, managers ease any tensions that may exist between the employees and the employer. A managed career development culture can pay great rewards to an organisation and the people working in it. Employee development is important to the success of the individual as well as to the company as a whole. Through our performance-feedback process, employees are able to create an Individual Development Plan to help them focus their efforts on areas that need the most development so they can improve and enhance their performance. The plan includes goal statements describing what skill, knowledge or experience will be developed, the rationale for why it’s important to develop these areas and a list of activities that will be done to achieve these goals. Managers should moreover create an Employee Handbook, describing to them their position and value to the corporation. This will be a ‘living’ document that will be updated and added to as needed and as you grow your company. Coach the new graduates in dealing with performance issues or work habit problems and in parallel demonstrating the ability to conduct employee counselling. Last but not least, it should assist in complying with requirements for governmental reporting. An Employee Handbook will be a ‘living’ document that will be updated and added to as needed and as you grow your company. While completing and implementing a Career Development Plan can never guarantee success or promotion, increased skills and expertise will improve marketability, both inside and outside of the corporation. The performance feedback process provides the structure and resources for assessing current skills, understanding the company’s skill needs, establishing individual goals, and developing an action plan to meet goals and improve abilities. A postal survey of managers in career service organisations showed that, while technical infrastructures for knowledge management are present, managers do not fully recognise the capabilities of the infrastructures that they have. This may be due to poor career development managers. Knowledge management infrastructures are examined in the context of prevailing organisational cultures. In conclusion, one can say that career management’s central focus is on guiding its new managers to performing more clearly when they have to aid their employees on problems such as: Where is my career going? What are my contributions to the company? It is increasingly about the need to face and manage change successfully. About securing the future well being of the business and recognising that this may require fundamental change. Management development is also, then, the key to organisational renewal and certainly, it has been used as a lever for change in sectors such as finance, telecommunications and healthcare. 7. HUMAN RESOURCE MANAGEMENT’S FUNCTIONS As we are in the dawn of the 21st Century, our campus requires a dramatically different approach to the personnel function, to support the strategic plan’s implementation, and to help our employees effectively manage the consequences of unprecedented change. As a result, the transition from past practices to new ones will require a very different vision for the personnel function. The Human Resources function must serve as an active, strategic partner in the University community by providing services and a competitive compensation/benefits program to help attract, retain, and motivate a highly-talented, committed, and diverse workforce. The HR staff must exhibit sensitivity, judgement, and appropriate flexibility, as well as promote fair and equitable treatment of all employees. Furthermore, amongst other functions of human resource management should incorporate promoting a campus culture that respects and values all employees. Additional functions include: * Communicating honestly and clearly with the campus and its employees. * Focus on people, eliminating bureaucratic â€Å"red-tape† going on for decades now. * Utilising the full potential of the human resources to the firm’s advantage. * Maximise resources by utilising technology to its fullest extent to improve efficiency, effectiveness, transaction processing and overall service. * Offer competitive, market-based compensation and a comprehensive benefits package to our employees. * Recognise and reward performance and accomplishments utilising the Performance Review and Development (PRD) process. * Promote a learning environment with professional development, training, mentoring, and continuing education. * Embrace and promote the principles of continuous quality improvement (CQI). * Collaborate across cross-functional lines (compensation, employment, benefits, and employee relations & training). 8. STRATEGIC HRM & CONSISTENCY IN HRM PRACTICES Strategic human resource management has been defined as ‘ the linking of human resources with strategic goals and objectives in order to improve business performance and develop organisational culture that foster innovation and flexibility ‘. Strategic Human Resources means accepting the human resource function as a strategic partner in the formulation of the company’s strategies as well as in the implementation of those strategies through human resource activities such as recruiting, selecting, training and rewarding personnel. Whereas strategic human resource recognises human resource’s partnership role in the strategizing process, the term HR Strategies refers to specific human resource courses of action the company plans to pursue to achieve its aims. By design the perspective demands that human resource managers become strategic partners in business operations playing prospective roles rather than being passive administrators reacting to the requirements of other business functions. Strategic human resource managers need a change in their perspective from seeing themselves as relationship managers to resource managers knowing how to utilise the full potential of their human resources. It has to be taken into account that the lack of consistency in human resource practices and procedures which has resulted in complaints, is due to, the inadequacy of a current, well-written employee handbook. Therefore, employees are unclear about substantial policies and practices. Employees question their decision to join your firm, they are unsure of basic company information (organisation, history, culture, etc) and they are unclear of their role within the organisation. What we must do in order to ensure that they execute a continuous flow of HRM procedures is realise that they require more supervisory and human resource time to answer questions and concerns. Other methods could insist on the correct conducting of effective and consistent performance appraisals are by the application of standardised performance appraisal forms. A form ensures consistency and completeness of the appraisal. The purpose of a performance appraisal is not merely to comment on past behaviour. Rather, it should be designed and conducted to influence or change on future performance and behaviour and to guarantee that the incoming managers, on a continuous level, regulate the degree of consistency in HRM practices. 9. CONCLUSION The above manual comprises a strategic approach to the organization’s HR functions. The suggested steps that are outlined in this report aim to make the organization familiar with how an effective and consistent HR department can work. An effective implementation of the suggested strategy could help the organizations meet its key objectives easier. The new HR managers are expected to bring improvement and quality culture to the organization. The new culture will establish new standards and more commitment from all the members of the company. Learning is a vital factor and its procedures should never stop being updated. The future of the organization depends on the development of its members. Therefore the selection of capable and skilful employees is vital and should never be neglected.    REFERNCE/BIBLIOGRAPHY * Armstrong, M and Baron, A (1998). â€Å"Performance Management- the new realities†. * John Stredwick, (2000). â€Å"Human Resource Management†, Reed Educational and Professional Publishing Ltd. * Foot, M. and Hook, C. (1999). â€Å"Introducing Human Resource Management.† Longman. * Munro-Fraser, J. (1954). â€Å"A handbook of employment Interviewing†. Mcdonald and Evans. * Taylor, S. (1998). â€Å"Employee Resourcing†. * Mullen, J. (1997). Starring Roles. â€Å"People Management† 29 May, pp.28-30 * Holbech, L. (1998) â€Å"Motivating People in Learn Organizations† Butterworth-Heinemann INTERNET SITES * http://www.smartbiz.com/sbs/cats/perf.htm * http://www.amtekhr.com/services.html * http://www.otis.com/hr/subcatg/1,2244,CLI1_HRC4_RES1_SCM33,00.html * http://www.bls.gov/oco/ocos021.htm * http://humanresources.about.com/

Pride and Prejudice: Letter to Mrs Elizabeth Bennet Essay

Several days ago, I deemed to explain to you the idea of an ‘accomplished’ woman, conversely due to the lack of explanation the description conveyed was rather uninformative and tedious. Consequently, I write in another attempt to clarify my points, as I am not one who is virtuous at expressing myself verbally. Women are to be perfect with a decent family background, impeccable manners and perfect etiquette. Though an ‘accomplished’ woman must also have talents in music, drawing, dancing and a modern language to deserve the word. Such expected features apply to the women of your class. Miss Bennet, on that day at Lady Catherine de Bourgh’s estate, I listened vigilantly to the pianoforte being played by you and observed that it requires practice. Such perfection is highly required to those who play the pianoforte, as this justifies you to be an ‘accomplished’ woman. Miss Bennet, as you may know, women of this century must marry and obey men, as we hold all the resources. You and others of your kind have no independent means of subsistence. However, if the woman disapproves on marrying a man, then she will be critically discriminated from both the family and the public. Moreover, very little choice is offered to the women since their possessions, inheritances and earnings become treasures to us men at marriage. Essentially you do not gain anything beside a husband. Conversely, this is not part of the role of becoming an ‘accomplished’ woman but rather what you have to offer to pleasure men. In terms of career, the possibility for you to have a profession is rather low. With strict legislation towards education for women, many courses are barred from allowing the female sex in university. Though, if you truly desire to partake a profession, then a pathway to being a teacher would hold you in the most respectable position in our society. Nonetheless, these offers are only available to the brightest student of age 13 or upward. Nevertheless, women of the upper class, yourself included, would find it more preferable to remain at home and practice perfecting each of the obligations to fulfill the role of an ‘accomplished’ woman. Miss Bennet, this is my idea of an ‘accomplished’ woman. If you are able to fulfill such requests and obligations, then you will become the perfect woman in this society, consequently all men will select you as their wife.

How To Communicate Effectively With Your Blog Readers

How To Communicate Effectively With Your Blog Readers How about writing your blog posts in a language the majority of your readers dont speak or understand? Yet thats what we bloggers do, sometimes. We write in a way that doesnt communicate well with our readers. Its understandable, really. A  huge communication barrier writers face is that they cant tap into the power of non-verbal communication. We use tone of voice, gestures, and facial expressions to evaluate the meaning behind the words. We can tell if someone is being sarcastic, or is disinterested. But when the only communication tool you have is the written word, you have to learn to pull extra weight. Writers must learn to communicate clearly with their blog readers. Thats especially true if they want to keep their blog readers, and want those readers to do something. How To Communicate Effectively With Your #Blog Readers via @JulieNeidlinger1. Don't Assume People Understand Acronyms And Initialisms One of the more helpful habits I picked up as a newspaper reporter was the practice of always writing out the words that make up an acronym before referring to it only with the acronym in the rest of the article. You would include the acronym after the words, in parentheses, alerting the reader that from here on out, you'll just be using the acronym. Example: Search Engine Optimization (SEO) Content marketing copy can be full of acronyms. SEO, CTA- heck, I often stumble on a few that I don't know the meaning of. The field is changing so quickly, and buzzwords and phrases develop at a similar rate. I find if I'm not constantly reading blog posts on the topic, I am soon out of the loop. We've had readers who have asked, in the comments, what an acronym meant. They shouldn't have to do that. Even if you're certain your readers know what the acronym is, try to write it out the first mention so they don't have to feel stupid for not knowing. Don't make your readers guess what your acronyms mean. #blogging2. Don't Make Your Reader Feel Stupid I mention the importance of defining acronyms because they are a part of the way we make our readers feel stupid. This is not a good thing. We can make blog readers feel stupid by assuming they have the backstory, the background knowledge- it's being in a group and realizing you're the only one who doesn't get the inside joke. Don't assume your #blog readers know your backstory. It can alienate them from reading your content.You can help your blog reader avoid feeling stupid without having to re-explain yourself every time you blog by providing links to past posts that will help provide better background. We often include "recommended reading" or "for further reading" boxes in posts at appropriate places in the content. This way,  the reader has a kind of organized guided tour of the content that will bring them up to speed. Recommended Reading: The Communication Barriers You Put In Front Of Your Reader Whatever you can do to make your blog reader feel safe about asking or finding the information to fill in the blank spots will help you retain the reader in the long run. 3. Stop Over-Communicating For some of us, the fear of not communicating causes us to over-communicate. Why tell a story in five sentences when you can tell it in five paragraphs? I know this problem well, believe me. When trying to make a point, I want to be sure I hammer it home, and instead of using one concise example, I figure about ten will do. Sometimes explaining isn't necessary and weighs down the message. Over-explaining isn't necessary nearly every time. This can be true in both your blog copy as well as your responses on social media or in blog comments. Never complain. Never explain. - Katharine Hepburn The Brains On Fire blog shared a few tips to avoid over-communicating and, true to the point, they did not mince words: Wait. Don't respond immediately if you're involved in a conversation. Sleep on it. Time provides a new perspective. Figure out your one thing. If you were only allowed to say one thing, what would it be? Embrace silence. Silence is only uncomfortable for those who have not taken the time to understand it. Breathe. Don't fill the air with talking and noise. Don't fill the screen with meaningless words. Allow you and your reader to breathe. 4. Use Imagery That Has A  Purpose Content marketers know the drill: Have a hero image with all content because images will get noticed and shared more. Unfortunately, that can lead to sloppy image choices just to have an image. Ask yourself if the image or images you are going to use serve a purpose: Does the image contradict the message of the content in any way? Does the image help illustrate the message of the content? Am I using too many images in my copy? Images that contradict what the post is about are like clickbait headlines. They lie. They annoy readers. Your images should support your copy without distracting and making it difficult to read. Images should support your content  without distracting. #blogging5. Emotion Is For The Reader To Feel Because you do not have the ability to show your reader the emotion you are feeling through your facial expressions or tone of voice, you have a bit more work to do to get them to feel the emotion you want from them. Think of a movie or show that makes you tear up. The music, the dialogue, the way the characters are behaving- these all help cue up sad feelings. When I write this post, I can tell you up and down that there's a soundtrack in a minor key playing, but it won't help. So I have to use words that trigger particular feelings. In the March 25, 2015, edition of the Wall Street Journal, an article highlighted how the words used on restaurant menus were aimed at attracting male or female diners. "The word 'hearty' is not a good thing for a woman," she says, "but it's a great thing for a man." Meanwhile, a dish described as "delicate" is likely to be a turnoff to a man craving meat. If a menu describes a meat entree by naming specific animal parts, it is apt to sound gory and unappetizing to many women, Dr. Capaldi Phillips says. Like a space-starved tweet on Twitter, the restaurant menus have to find the words that stir the emotion in the diner. They can't waste space and time telling the diner how they will feel if they eat it. You can tell your blog reader she should feel really good and excited about  your blog post, but telling people how to feel is the best way to get them to feel... nothing. Even if you feel excited, your copy won't necessarily translate that well without work. The reader feels the emotion, not you. Don't tell her how to feel. #bloggingThe reader feels the emotion, not you. Don't tell her how to feel. 6.  Approach  Your Thesis Honestly In most cases, your blog posts begin with a thesis or problem, and then the rest sets about solving or supporting that thesis. Lack of research and logical fallacies can become a problem in some posts that  are contentiously asserting a strong opinion or plan of action. Logical fallacies crop up everywhere online, particularly in heated discussions among random people. When you have a lot riding on proving your point, it's easy to take any shot you can, even if it's a low shot. Frankly, I slip into logical fallacies all the time. Periodically reading about them and practicing the identification of them is helpful to me in my own writing as well as spotting them elsewhere. There are so many of these logical fallacies, and they are so common online and on TV (just watch any episode of The Daily Show) that we are used to hearing them to the point that they become a way we think. They often sound clever and we struggle to contradict or disprove them. When you set out to state a theory and prove a point, be honest about it. If you cannot prove your theory with great research or reasoning, it doesn't mean you can't still write. You simply must write in a way that doesn't try to insinuate and insist that your theory is solid. Avoid logical fallacies to build credible content. #bloggingThe more concrete data you have to back up your thesis  (and the ability to interpret that data accurately), the better. If you're not a data junkie, though, you can still write. The difference will be in the ability to say "green is the best color" or "green is the color I prefer". 7. Clarity Is For More Than Just Diamonds Clarity is the god of writing. Clearly stating your goal. Clearly stating your thesis. Clearly telling your reader what to do. Clearly proving a point. Clearly summing up research and outside links for the reader who decides to trust and not verify. Do you know what the best indicator is for a blog post that won't get to the point? It's a blog post where you don't actually know the point. One of the nice things about using as a team is that there is the ability to discuss and comment on the idea of the post before it actually goes into draft. That way, I know before I write where I am headed. Sometimes it veers. Sometimes I can make that work. But I always have an end goal in mind to work toward. "I'm gonna write about writing" is not a useful thought to have in mind when headed into a 2,000 word blog post. Clarity is achieved through great editing, great language- all of the usual suspects- but it's also heavily reliant on a close-ended idea. You know where you want to go. You write in that direction. You get there. 8. Think Of Reader's Digest Reader's Digest has been popular for more than  80 years. While it might not make prestigious lists, this little magazine has made its way into homes for almost a century and has brought with it stories and articles of all types. I grew up in a house that received Reader's Digest, and I would read it cover to cover, from when I was young until I was an adult. How did this magazine communicate so well across such a broad range of readers? According to Internet Evangelism Today, you can break down their success as follows: It is written at the level of a 13-year-old, but does not talk down to adults. It has a high percentage of stories that are about people. These stories are told dramatically, and use plenty of quoted speech. It addresses practical problems (felt needs), helping improve people's lives. There is humor mixed in with serious articles. How can you use this in your own blog content? Can you add people into your posts through testimonials or anecdotes? Are you addressing practical problems? Do you have a little humor mixed in? People like people. People like solutions to problems. People like to laugh. Simple as that. How Will You Communicate Better With Your Blog Readers? This is by no means the end-all list of how to communicate with readers in your writing, and you might not even put all of them to use in one post. I'm willing to bet many of you have your own tricks and tips. What do you consider to be the most problematic writing technique that keeps readers from latching onto content? And, what do you think is the best way to communicate with your blog readers? As a reader myself, I choke on posts that seem too similar or too salesy. I want to feel that what I am reading is genuine and not contrived for my benefit. I don't want to feel stupid and, consequently, excluded. I want to feel like I'm reading a blog where I belong, where the author is talking to people like me. These tips are just a few ways I try to do that in my own writing.

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Rtgtg Research Paper Example Essay Example Rtgtg Research Paper Example Paper Rtgtg Research Paper Example Paper That data includes, but is not limited to, student records, personnel records, business, and accounting records. The explosion of networks and Internet related informational activities means that this sensitive data is more conveniently available to authorized staff in ways undreamed of even a few years ago but is also at risk. M-DDCD must address the issue of the security of this data in such a way that all avenues of access are strictly controlled and that the privacy and value of the data are not compromised. The Office of Management and Compliance Audits (MAC), in concert with Loss of funding (for example, FEET) due to the transmission of incorrect data to other agencies Unfair penalty or advantage to students due to the transmission of incorrect data (for example, incorrect transcripts resulting in unfair penalty or advantage to students applying for college and/or scholarships) Loss of negotiating or advantage by unauthorized disclosure of lists and other business assets to vendors Liability for incorrect data (including State and Federal penalties) Errors in business decisions due to inaccurate data Negative publicity surrounding the use of incorrect data and subsequent regulatory enforcement Inability to process business transactions in a timely fashion or not at all Sensitive data is defined as any data that should only be viewed by authorized personnel. Data sensitivity is determined by, but not limited to, federal and state laws (including privacy acts), M-DDCD Board Policies, and decisions by senior staff and/or the data owners (see section 2. 1 of this document). 1. 3 Background of M-DDCD Data Security Historically, almost all M-DDCD data was kept on the M-DDCD mainframe at ITS and access was strictly controlled through the use of the mainframe IBM SO/390 Security Servers (RACE). As long as valuable data is kept on the mainframe, this accepted Trinidad-true method of protection will continue to be the mainstay of our mainframe security efforts. Moreover, it provides a model hierarchical protection scheme, which can be used in an expanded network security paradigm. This includes the delegation of local authorization duties to an approved supervisor at the site. Approved supervisors include school principals and department heads. 2. 0 Scope In this document, authorized staff will hereafter be defined as all M-DDCD employees, consultants, vendors, auditors, students, temporary help, volunteers, and others authorized by M-DDCD to use the specific M-DDCD computer systems, applications, and information required for the performance of their Job or function. These specific Page 2 of 2 functions are determined and/or approved by the site supervisor. Authorizations without the site administrators approval is prohibited. Modification of The following is a list of some of the individuals/resources the Network Security Standards apply to: All authorized staff, volunteers, students, and vendors as well as unauthorized parties seeking access to M-DDCD computer resources All M-DDCD mainframes, minicomputers, personal computers, outside timesharing reverie, outside suppliers of data, network systems, wireless devices, M-DDCD- licensed software, switches, routers, hubs, wireless devices, and computer workstations All M-DDCD data and reports derived from these facilities All programs developed on M-DDCD time or using company equipment All terminals, communication lines, and associated equipment on M-DDCD premises or connected to M-DDCD computers over physical or virtual links Any equipment not owned by M-DDCD but connected to the M-DDCD network. All M-DDCD staff and authorized non-staff must be aware of the risks and act in the best interest of M-DDCD. These standards detail staffs responsibilities for computer security. Unauthorized persons who attempt to use M-DDCD computer resources will be prosecuted to the fullest extent possible. 2. 1 Owners of Data All computer files and data are to be associated with a user. In general, unless otherwise specified, the head of the department who requested the creation of the files and programs that store and manipulate the data on the computer is the owner of the data. The owner is responsible for specifying whether the data is sensitive and which user-ids will be authorized to access it, or who will be responsible for giving ouch authorization. 3. Physical Security Adequate building security (both physical and environmental) must be provided for the protection of all physical and logical M-DDCD computer assets and especially sensitive applications and data. Security includes, but is not limited to, lockable doors and windows, limited access, protection from water, fire, and the elements, alarms, access controls, and surveillance devices such as cameras and monitors. Site supervisors must protect all hardware and software assigned to their location. Administrative computers must be segregated from classroom computers. Students ND unauthorized personnel should never have access to administrative machines. Page 3 of 3 4. Non-Mainframe System Security Non-mainframe systems (Local Area Network (LANA) and Wide Area Network (WAN)) must have the same protection methodology in place as do mainframes to ensure MADCAP computer assets are secure. Programmatic methods are to be used to control access to non-mainframe resources. These methods include defining specific users or groups to specific system resources, and use of the least privilege concept for access to all system-level resources such as the operating system, utilities, and databases. Least privilege is defined a s a default of no access to these resources and the requirement of explicit permission and authorization by the owner based on need. Non-Mainframe systems must be provided with: 1 . Auditing/logging of such security-relevant information as log-on information, resource access, and TCP/IP addresses whenever possible. 2. Security modifications and system administrator events. 3. Ability to audit [log specific users and resources on demand. 4. Ability to send specific security sensitive events directly to a specified administrators workstation, terminal, or e-mail, preferably with an audible alarm. . 1 M-DDCD Network Systems Security Network systems include any local area network (LANA)2, wide-area network (WAN)3, dial-up, Internet, servers, server connections, switches, hubs, routers, lines, software, and data that are outside the M-DDCD mainframe system. The security must include both physical and logical layers of protection. As M-DDCD moves from storing and transferring sensitive information used within the M-DDCD in a closed network architecture utilizing private and/or leased lines to an open network architecture using Internet and TCP/IP networks, employees must pay particular attention to the security of these assets. 4. 1. 1 Network Structure, Hierarchy, and Requirements As a statement of direction, all administrative PC-type servers in M-DDCD should migrate to the Windows 2003 (or above) operating system. Microsoft no longer supports Windows NT or Windows 2000 and will not provide fixes or reports for vulnerabilities, including any new ones found. No Windows NT servers are to be connected to the network and every effort must be made to remove Windows 2000 servers currently connected. Since these Operating Systems (SO) are unsupported, there is no anti-virus or patching available for them and they are therefore unprotected. Sensitive data should be moved to a server with a higher level SO. Applications should be updated to work on and be moved too higher level SO if at all possible. If an updated version is not available vendors must be notified that Page 4 of 4 they must provide an updated version of the application as soon as possible. All servers still using Microsoft Windows NT must be migrated to a Windows 2003 or above server platform immediately or disconnected from the network. Administrators of servers currently using Novella, or any other PC network operating system should also strongly consider migrating to Windows 2003 or above Server. Desktops and laptops connected to the network should similarly be migrated to Windows XP SSP or above to take advantage of higher levels of security. 2. The District employs Active Directory Services (ADS), a hierarchical process similar to a pyramid. Information Technology Services has established and maintains the root ADS (the top of the pyramid) for MADCAP and determines local and group policy settings. In Microsoft terms, this structure is best described as a forest. All other District servers will be added to the ITS established Active Directory forest. Below the root in the forest are Organizational Units (Us) that are the school and administrative sites in the District. These local US are simply smaller networks with their own Domain Controllers (DC) that connect to the M-DDCD network. These Dos are under ITS auth ority and are not to be managed in any way by the local OH administrators. Local OH administrators must strictly limit access to their OH from other US as well as the outside. ITS must have Enterprise Administrator rights to all US in the District forest. ITS must provide advanced notification of group policy changes. 4. Computers with Windows xx or earlier are prohibited from being connected to any M-DDCD network. The security features of this level of SO are extremely primitive and leave user accounts vulnerable to a variety of risks, including unencrypted caching of user-ids and passwords. As stated previously in this document, all Windows computer SO must be Windows XP SSP or above. This level SO provides protection from the various strains of worms, which propagate rapidly through networks via computers with a lower level SO. Although Windows 2000 workstations employ a better security paradigm than Windows xx, they are no longer supported by Microsoft and should be replaced and/or removed from the network as soon as possible, as described in preceding sections. 5. All locations must migrate from the original school and District networks to the decathlons network. Most of these are old networks with weak security and must be removed from production immediately. 6. M-DDCD Board Policies/directives/standards regarding the following topics must be read and followed at all times: M-DDCD Acceptable Use Policy of the Network/Lenten for staff http:// www. Enola. Com/mediated-FL/search/policies/p07540. 04. HTML M-DDCD Acceptable Use Policy of the Network/Lenten for students http:// www. Enola. Com/mediated-FL/search/policies/p07540. 03. HTML Page 5 of 5 M-DDCD Board Policy regarding Copyright Enola. Com/mediated-FL/search/policies/p02531. HTML M-DDCD Board Policy regarding staff use of District e-mail systems http:// www. Lola. Com/mediated-FL/search/policies/p07540. 05. HTML M-DDCD Board Policy regarding student use of District e-mail systems http:// www. Enola. Com/mediated-FL/search/policies/p07540. 06. HTML The Office of Management and Compliance Audits (MAC) web site, which includes the School IT Audit Assessment http://Mac. decathlons. Net/audi ts/it. Asp 7. Each department or school must maintain a disaster contingency plan to provide for recovery of data in case of catastrophic loss. At minimum, all MADCAP data must be backed-up once a week and all mission-critical data must be backed-up daily. Data on the backup media will be verified as usable. 8. Administrative computers are defined as non-classroom computers on which M-DDCD requisition and business functions, exempt student academic and demographic data, staff e-mail directives, staff tasks, etc. Are stored and/or viewed. These computers should be kept physically and virtually separate from instructional computers. Students are not to have access, either physical or virtual, to production servers or any administrative computers. 9. Every effort should be made to secure classroom machines on which student testing, test grading and evaluation, grade book activities, and staff e-mail functions are carried out. This includes: a. Installing application passwords and timeouts, b. Up-to-date anti-virus software, c. Separate computers for teacher use only, d. He most current version of the Districts patch- management software to ensure the computer has the most recent software and operating system security patches, e. Installation of anti-spare applications when available, f. Possib le storage of grade and test data on removable (encrypted) media, and g. Limiting unsupervised student access as much as possible individual student accounts or common student accounts (STUDENT) should be separate from teacher accounts. Page 6 of 6 10. All administrative computers and server consoles that are used to access or control sensitive data must have a screen saver timeout and password after a specific period of inactivity or some other lockout mechanism to prevent unauthorized persons from accessing the data via the logged-in users account. The Windows timeout with password is available even if the specific application does not have one. Users should also be in the habit of locking their computer or logging off when they are finished or leaving the computer unattended, even for a brief time (See section 5. 1. 3 in this document). These computers may also have boot-up passwords. The timeout may be temporarily turned off by the local adman when the computer is to be used for presentations or other instructional activities but must be turned back on when the activity has been completed. 1 1 . Classroom computers are defined as computers used by students or servers that once instructional computers. There are to be no administrative applications, especially mainframe sessions, installed on any of these computers or servers. 12. Outside access to M-DDCD networks should only be through hardened Web servers. This means that Web servers should have no other applications running on them and should not connect easily to the rest of the M-DDCD network. Information on Web pages must be kept as current as possible. 13. Access to critical resources should be managed by assigning individuals to a group. The group should be set up with the authority necessary to do the specific job/task or access specific data. This will provide management with a more efficient method to remove access authority when a user no longer is responsible for performing the task. Group membership should be reviewed on a regular basis to ensure all members are appropriate. Under no circumstances should users be assigned data folder or application rights as an individual, except for home folders. 14. Locations maintaining their own network components must keep diagrammed documentation indicating how the network is physically conferred (I. E. , location of servers, switches, routers, etc. ). 15. All software that restricts, prevents or inhibits updates sent by ITS, including, but not limited to Deep Freeze, Fortress, Clean Slate, HAD Guard, and others of this type are not to be installed without written permission from ITS. 16. No form of Wake On Lana (WOOL) tool should be used to automatically turn on computers unless it is for immediate maintenance purposes, such as imaging or to allow monthly updates to be sent. The use of this type of a tool undermines the purpose and effect of the new Power Management Program, which is a District-wide initiative that will save millions of dollars and help reduce emissions (See 5. 0. 17). In addition, local power management settings on PCs should only be altered by ITS. Page 7 of 7 4. 1. 2 Data Access, Transfer and Communication 1 . Firewalls are servers that function as a barrier preventing unauthorized outside access to the M-DDCD network. Exceptions requiring access from the outside must be documented by filling out Its Remote Client Support Agreement IP Entry (FM-6045) (old), or either of the new VPN/Dial-Up Access Request forms (FM-6629, for vendors or employees). ITS will keep firewall audit logs and review them regularly for illicit activity against the firewall. 2. Access to secure mainframe applications via the network requires RACE authorization. 3. Dial-in to the M-DDCD network requires network authorization and access authentication. 4. Accessing District resources using Remote Access Services (RASA) such as Digital Subscriber Line (DSL), dial-in technology with a modem, from external providers may pose a risk to the network and the data. This provides a back door around network security by giving users a direct connection to a remote server. If remote access is authorized and sensitive/confidential data is to be transmitted, the line must be secured by Virtual Private Network (VPN), Secure Socket Layer (SSL), or some other genealogy that encrypts the data so that it is never transmitted in clear text. Hackers using sniffed technology often scan transmission lines looking for data they can use. Examples include user-ids and passwords, account numbers and financial information, student data deemed exempt from public release by state law, or Human Resource (HRS) data. 5. The use of communications software that provides the ability to remotely take over a network connected PC is prohibited unless authorized by ITS. If it is used, it should be strictly controlled by the local administrator and user. It should be turned on only when support is needed (and the user has given permission, if applicable) and immediately turned off once the support has been provided. Certain remote administration tools, like VAN freeware, are unsupported, have known security vulnerabilities, and are removed when found by the Districts anti-spare. ITS recommends district technical staff uses Damager as a low cost alternative to VAN. 6. Confidential data taken from the District, whether via laptop, Jump drive, removable media like a CD or floppy disk, PDA, e-mail, FTP, printed report, or any other method, must be encrypted, redacted, or otherwise terrorized so if the content falls in the wrong hands it cannot be misused. Agencies outside the school systems secure cloud that engage in File Transfer Protocol (FTP)5 operations or e-mail transmission with the District in which confidential data is transferred are to be encouraged to utilize an encryption process requiring asymmetrical (public and private) keys, such Page 8 of 8 as BGP (Pretty Good Privacy). Transfer of confidential data and any exceptions to the encryption process must be authorized by ITS. 7. Application software that has built- in security functions must have these functions activated when this software involves influential data. In addition, new software purchased to handle confidential data should have security capabilities as documented in sections 5. 1 Usuries and Passwords and 4. 0 Non-Mainframe System Security. 8. Users should be aware that unprotected folders on the network are prey to many different forms of hacking. It is the responsibility of the local site administrator to ensure that this data is secure. 9. Network Administrators, including ITS staff, are prohibited from viewing or otherwise manipulating user files on the users local drive without the permission of he user or the approval of appropriate administrative, legal or police staff unless there is a critical need to do so. Critical need is defined as faulty system function, virus activity, illicit hacking or Internet activities, pornographic or other offensive material activity, or other violations of District policies. These policies include, but are not limited to, the Network and Internet Acceptable Use Policy, the Staff and Student EMail Policies, the Copyright Infringement Policy, the Network Security Standards or any other District policy, Board Policy or directive relating to user conduct. It should e noted that the District e-mail policies discuss the lack of privacy in the e-mail system at length. 10. Personal or vendor-owned devices such as desktops, laptops, Personal Digital Assistants (Pads), etc. , or portable/removable storage devices/media such as Universal Serial Bus (USB) Jump drives should not be connected to any M-DDCD network without network administrator/site supervisor approval. These devices may carry applications, configurations, viruses, etc. That pose a risk to the network or may be used to remove sensitive data from the network. School system technicians may grant approval after,