Foriegn Policy And Cuba Essay Research Paper free essay sample

Foriegn Policy And Cuba Essay, Research Paper United States Foreign Policy with Cuba As president of the United States of America, Mr. William J. Clinton has five responsibilities to execute. The Constitution provinces that he must move as Commander in Chief, Chief Executive, Chief of State, Chief Legislator, and Chief Diplomat. ( Constitution ) When he deals with foreign policies, he is put to deathing his occupation as Chief Diplomat. This really of import undertaking consists of acknowledging foreign authoritiess, doing pacts, and doing executive understandings. When doing the pacts, two-thirds of the senators at that place must hold with the policy. Congress can besides play a portion in foreign policies. The framers did non clearly specify weather the president or Congress had the power over the procedure, so there is frequently turmoil when these issues arise. But Congress can blackball a determination regarding, military action, made by the president if he really hands it to congress before he carries it out. We will write a custom essay sample on Foriegn Policy And Cuba Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Other than military, congress must O.K. any other possible Torahs proposed by the president. Domestic policies are issues that concern merely our state and are discussed by and taken attention of by our state. Foreign policy is the manner in which our state trades with other states ; including planning and transporting out the programs. During the Clinton disposal, many foreign policies have been thought of and carried out ; the chief focal point to demo our engagement with foreign policy is our relationship with Cuba. Right now, the people of Cuba live in a socialist society. For the past few old ages we have been seeking to assist out the Cuban people and get down to acquire them ready for a free, independent, democratic manner of life. President Clinton has done many things to advance foreign policy in Cuba. For illustration, he as made it easier for people to match between America and Cuba ; and little sums of money are allowed to be sent to Cuban households and independent organisations, even if you have no relation to anyone in Cuba. ( Clinton 1999 ) Clinton stated, ? The United States will go on to press the international community to make more to advance regard for human rights an d democratic passage in Cuba. ? ( Clinton 1999 ) He has besides suspended a proviso in the Cuban Liberty and Democratic Solidarity Act. ( Clinton 1999 ) This Act allows people who left Cuba, during the revolution, to register suit against Cuba, claiming the belongings that was confiscated by the authorities. The ground for this six-month suspension would be to non make tenseness between our authoritiess when we are seeking to make democracy in Cuba. Besides stated by the president, ? an attempt to set up direct mail service to Cuba, as provided for in the Cuban Democracy Act of 1992. ? ( Clinton 1999 ) He besides authorized selling nutrient to independent entities, for case private husbandmans and household eating houses. ( Clinton 1999 ) One of the most popular stairss in assisting the Cuban people is that Clinton has allowed other metropoliss besides Havana to accept planes that now can be chartered from topographic points other than Miami. These flights would merely be for assisting to reunite households and would largely profit the people still populating in Cuba. Congress besides has besides been involved with the determinations about Cuba. In 1992 the passed the Cuban Democracy Act, which? prohibits foreign-based subordinates of U.S. companies from Trading with Cuba, travel to Cuba by U.S. citizens, and household remittals to Cuba. The jurisprudence Allows private groups to present nutrient and medical specialty to Cuba. ? ( Congress 1992 ) As we speak, there is a impression in the senate for the abrogation of the trade trade stoppage. Since the autumn of the Soviet Union and the terminal of the cold war, dealingss with Cuba have improved. This, coupled with Cuba? s economic jobs because of the autumn of the Soviet Union, which supplied Cuba with economic support, is taking Cuba towards a more democratic authorities. Foreign and domestic constabularies are something that we have been concentrating on quite a spot since we foremost became the United States of America. Since Clinton was elected president, we have been chiefly concentrating on domestic policies, and we must non bury that the universe is non merely composed of our state. We must remind ourselves of our of import aims with other states.

The eNotes Blog Charles Dickens GhostHunter

Charles Dickens GhostHunter Victorians were big on clubs.   Gentlemens Clubs.   No, the Brontes were not wearing pasties and stripping to Oh, Mother Take the Wheel Away! These were exclusive gatherings of writers and artists who came together to chill, drink, and probably scratch-and-spit.   No damned scribbling women allowed.   (Such a fun guy, that Hawthorne) . ANYWAY, Charles Dickens was one of those writers who was a high-profile member of a hoity-toity club called The Garrick Club until he got into a fight with William Makepeace Thackery.   Apparently a journalist was talking smack about Thackery, and what he knew could have only been found out through club connections.   (First Rule of Garrick Club:   Dont Talk About Garrick Club.) SO, Dickens says, basically, Screw you, Thackery. Im the biggest star youve got and Im taking my fame elsewhere. Plus, the journalist, Edward Yates, was a very close friend and the godfather of Dickens children. Dickens would eventually join the still-in-existence Arts Club (actress Gwyneth Paltrow is now its Creative Director). But before that, in 1862, Dickens became one of the founding members of The Ghost Club.   Until he joined and brought some legitimacy to the off-beat club, the press was not very complimentary, but his presence gave the organization a modicum of credibility. Its not much of a stretch to say Victorians were obsessed with ghosts.   In 1848, the Spiritualist movement was founded.   Believers postulat[ed] the belief that  spirits  of the dead residing in the  spirit world  have both the ability aspind the inclination to communicate with the living.   After two sisters, Margaret and Kate Fox of Hydesville, New York, reported receiving messages from a spirit haunting their cottage, this movement gained may adherents throughout the English-speaking world. The sà ©ance became a familiar family ritual in the last half of the 19th century. Notable figures such as the British writer Arthur Conan Doyle and the American psychologist William James became involved in psychical research, trying to judge the truthfulness of spiritualists beliefs. Dickens was intrigued and his club sought to try to get to the bottom of these stories.   For the next eight years, the Ghost Club investigated paranormal phenomena.   One of its earliest cases was of a pair of brothers who claimed to have a haunted cabinet and an ability to contact the dead.   The Ghost Club proved the haunting to be a hoax.   After Dickens’ death in 1870, the club activity sputtered, but by 1882, enjoyed a †¦ reincarnation, steadily gaining new members.   In 1911,  W.B. Yeats  became a member, and the club continues to exist today.   Every November 2, the names of deceased former members are read aloud.   And it is said that â€Å"deceased members were believed to have made their presence felt.† WHO YA GONNA CALL?   I wish I could photoshop a picture of Dickens and Yates in Ghostbuster garb

Ethetical ramifications of medicine and psychiatry in cyberspace Essay

Ethetical ramifications of medicine and psychiatry in cyberspace - Essay Example The matter is even more complicated when it comes to ethics in cyberspace where they may be different questions with regard to privacy and confidentiality. Therefore, to fully understand the ethical ramification of medicine and psychiatry in cyberspace, it is important to understand what ethics are and then to see how various ethical issues in cyberspace can be tackled by psychiatrists as well as medical practitioners. The word ethics comes from the Greek language word ethikos which means ‘based on habit’. In scientific terminology, ethics is a branch of philosophy which discusses individual and collective behavior as being right, wrong, good or evil. In business and professional fields such as finance, public relations, advertising and many others, the application of ethical principles is said to be a part of the good practices which establish and increase the credibility of an organization or an individual (Wikipedia, 2006). When it comes to medicine and psychiatry, the world today is very much concerned with ethics since media attention as well as professional organization focus has come to ethics in a very significant way. Velasquez et. al. (1987) report that when people on the street were inquired about the meaning of ethics, they came up with very different answers. Some said that ethics have to do with internal feelings of what is right and wrong while others suggested that ethics are religious beliefs or that ethics are legal requirements. People also considered ethics to be acceptable behavior as given by the rules of society and some people simply did not know what the term ‘ethics’ means. While the responses stated above may come naturally due to the way the word is used, it must be clarified that ethics have nothing to do with internal feelings (Fisher, 2003). In fact, personal feelings and individual emotions about something may lead a

National Political Convention Project Research Paper

National Political Convention Project - Research Paper Example The analysis will be the framework for state and urban fusion centres to conduct a study on the threats posed by terrorism activities. In addition, the analysis will help to thwart any attacks that Al Qaeda wishes to coincide with US national biennial political campaigns. It will give recommendations after studying the past attacks by Al Qaeda. In late 1998, Al Qaeda targeted US embassies in both Kenya and Tanzania. It was a successful mission for the group. Then there was the bombing of American consulate in Pakistan. Al Qaida planned to kill 5000 people in Mumbai, but they managed to kill a less number. The worst attack was in September of 2008. It was the biggest terrorism attack in the worlds history. History indicates that Al Qaeda always launch their surges on the day preceding every biennial US election, since 2000 Al Qaeda has a cyclical pattern of conducting attacks on America, six weeks preceding the elections. There was a partially accurate pattern since 2000 to 2008. Experts have provided forewarning about the attacks. The forewarning is accurate and indicates the timings and locations of the attacks. The experts predicted accurately the 9/11 attacks and the failed plot to send bomb parcels to the US. With the attacks, the experts predicted a possibility of the attacks in 2012, to ensure there is an election rigging. There is sufficient evidence to prove the attacks. The terrorists in New York, targeted financial institutions, in the city. Furthermore, there were catastrophic attacks in Washington. Government and military buildings were the main targets. All these attacks happened six days before US national biennial elections. The terrorists were from Yemen. They are a branch of Al Qaeda. In addition to the attacks in American soil, the terrorist bombed New Delhi and Tel Aviv (Riedel, 2010). All these pattern of attacks shows the US is vulnerable to future attacks. The attacks happen during the election

Human resource management importance in organisations

Human resource management importance in organisations STRATEGIC HUMAN RESOURCE MANAGEMENT INTRODUCTION: Human resources management strategy is very important for every organisation to function smoothly. Faced with rapid change organizations need to develop a more focused and coherent approach to managing people. In just the same way a business requires a marketing or information technology strategy it also requires a human resource or people strategy. Strategic human resource management is a branch of Human resource management. It is a fairly new field, which has emerged out of the parent discipline of human resource management. Much of the early or so called traditional HRM literature treated the notion of strategy superficially, rather as a purely operational matter, the results of which cascade down throughout the organisation. There was a kind of unsaid division of territory between people-centred values of HR and harder business values where corporate strategies really belonged. HR practitioners felt uncomfortable in the war cabinet like atmosphere where corporate strategies were formulated. Strategic human resource management is crucial large as well as small companies. In small companies this process may be as simple as the manager or the owner himself taking time to observe employees, along with assisting, assessing and giving regular reviews. However larger companies will require a whole department to be in charge of such activities for the development of employees. The quality of staff members can be improved by meting their needs in such a way that it may benefit the company. Investing in employees and providing them with tools they need to thrive and prosper in the company proves to be a good investment in the long run for the company. So ahead in the literature review we will look in deep about the Strategic human resource management and the company following SHRM in their daily practice and how effective it is for running their organisation effectively. http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585 http://www.accel-team.com/human_resources/hrm_08.html http://www.mba-tutorials.com/human-resource-management/487-shrm-strategic-human-resource-management.html LITERATURE REVIEW: Strategic human resource management is a complex process which is constantly evolving and being studied and discussed by academics and commentators. Its definition and relationships with other aspects of business planning and strategy is not absolute and opinion varies between writers. So there are many definations for strategic human resources management. A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisations overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. Strategic HRM can be regarded as a general approach to the strategic management of human resources in accordance with the intentions of the organisation on the future direction it wants to take. It is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need. It has been defined as: All those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of business.2 The pattern of planned human resource deployments and activities intended to enable the forms to achieve its goals Strategic HRM is based on HRM principles incorporating the concept of strategy. So if HRM is a coherent approach to the management of people, strategic HRM now implies that that is done on a planned way that integrates organisational goals with policies and action sequences. A good business strategy, one which is likely to succeed, is informed by people factors. One of the driving factors behind the evaluation and reporting of human capital data is the need for better information to feed into the business strategy formulation process. In the majority of organisations people are now the biggest asset. The knowledge, skills and abilities have to be deployed and used to the maximum effect if the organisation is to create value. The intangible value of an organisation which lies in the people it employs is gaining recognition by accountants and investors, and it is generally now accepted that this has implications for long term sustained performance. http://www.cipd.co.uk/subjects/corpstrtgy/general/strathrm.htm Strategic Human Resource Management by(Randall S. Schuler and Susan E. Jackson) second edition 2007 Blackwell publishing ltd. Defination of strategic human resource management: SHRM has been defined as ‘A distinctive approcah to employment management which seeks to achieve competetive advantage through strategic deployment of highly committed and capable work force using a work force using an array of cultural, structural and personnel techniques. (storey,2001)pg4 Strategic Human Resource Management theory and practice second edition by,( graeme salaman, john storey and jon bills berry)Sage publisher strategic HR inc. Home According to Wright McMahan, 1992, Strategic Human Resource Management refers to: The pattern of planned human resource activities intended to enable an organization to achieve its goals. Strategic human resource management concentrates on human resouce plans that have long term goals. It has a number of differences with the conventional human resource management methods. It does not focus on matters related to internal human resources. The principal objective of strategic human resource management is to enhance the efficiency of the employees through stressing on business hindrances that take place external to human resources. Objectives for Strategic Human Resource/People Planning For the Organization: There are three goals for this process: Goal 1: Develop the Strategic Human Resource/People Plan/Document and yearly priorities. Goal 2: Ensure successful implementation and change. Goal 3: Build and sustain high performance in people management over the long term. Principal Characteristics of Strategic Human Resource Management: Following are the principal characteristics of strategic human resource management as per Gratton and Truss: There is some type of an express association between the human resource practices and policies and all the strategic goals of the company and the environment of the company There is some co-ordination outline associating individual HR interferences in order to make them reciprocally corroborative. The majority of the responsibility for handling of human resources is delegated downwards http://finance.mapsofworld.com/strategic-management/human-resource.html Strategic human resource management (SHRM) is the purposeful resolution of human resource administration and policy issues so as to enhance a public agencys effectiveness. It requires understanding how personnel functions interrelate in context, recognition of their importance, and commitment by personnel managers, employees, supervisors and political leaders to work together for change (Klingner and Nalbandian, 1998, p. 386). An HR strategy will add value to the organisation if it: Articulates more clearly some of the common themes which lie behind the achievement of other plans and strategies, which have not been fully identified before; and Identifies fundamental underlying issues which must be addressed by any organisation or business if its people are to be motivated, committed and operate effectively. The first of these areas will entail a careful consideration of existing or developing plans and strategies to identify and draw attention to common themes and implications, which have not been made explicit previously. The second area should be about identifying which of these plans and strategies are so fundamental that there must be clear plans to address them before the organisation can achieve on any of its goals. These are likely to include: workforce planning issues succession planning workforce skills plans employment equity plans black economic empowerment initiatives motivation and fair treatment issues pay levels designed to recruit, retain and motivate people the co-ordination of approaches to pay and grading across the organisation to create alignment and potential unequal pay claims a grading and remuneration system which is seen as fair and giving proper reward for contributions made wider employment issues which impact on staff recruitment, retention, motivation etc. a consistent performance management framework which is designed to meet the needs of all sectors of the organisation including its people career development frameworks which look at development within the organisation at equipping employees with employability so that they can cope with increasingly frequent changes in employer and employment patterns policies and frameworks to ensure that people development issues are addressed systematically : competence frameworks, self-managed learning etc. In addition, the HR strategy can add value is by ensuring that, in all its other plans, the organisation takes account of and plans for changes in the wider environment, which are likely to have a major impact on the organisation, such as: changes in the overall employment market demographic or remuneration levels Cultural changes which will impact on future employment patterns changes in the employee relations climate changes in the legal framework surrounding employment HR and employment practice being developed in other organisations, such as new flexible work practices. The six broad interconnected components of this system consist of three planning steps and three execution steps. The top three components represent the need for planning. Organizations must determine their strategic direction and the outcomes they seek. This is usually accomplished with some form of strategic planning. Classic strategic planning is a formal, top-down, staff-driven process. When done well, it is workable at a time when external change occurs at a more measured pace. However as the pace and magnitude of change increases, the approach to strategic planning changes substantially: First, the planning process is more agile; changes in plans are much more frequent and are often driven by events rather than made on a predetermined time schedule. Second, the planning process is more proactive. Successful organizations no longer simply respond to changes in their environment, they proactively shape their environment to maximize their own effectiveness. Third, the planning process is no longer exclusively top-down; input into the process comes from many different organizational levels and segments. This creates more employee ownership of the plan and capitalises on the fact that often the most valuable business intelligence can come from employees who are at the bottom of the organizational hierarchy. Lastly, the strategic planning process less reactive and more driven by line leadership. Once strategic planning is under way, a process must be undertaken by the organization to design and align its HRM policies and practices to provide for organizational success. The remaining step in planning is to determine the quality and quantity of human resources the organization needs for its total force. The rest of the HR strategic system exists for and is guided by these plans, policies, and practices. These execution components contain mechanisms that generate the correct skill sets, invest in staff development and performance, and productively employ them in the organisation. The last component provides a means to assess and sustain the competence and performance of the organization and the people in it with regard to outcomes that the organization seeks. http://gametlibrary.worldbank.org/FILES/844_HR%20planning%20principles.pdf In company called HLB UK LTD the management system, human resource is given due importance while planning goals and long term strategies. The skills that are necessary to meet the organizational goals are developed in employees. This point is considered during the planning phase and included in the policies devised for meeting goals. Nowadays, the human resource department does much more than just recruiting employees for the company. Using the human resource effectively in order to give the company a competitive advantage and completing the set targets, are some of the priorities. The mission statements reflect the strategies, goals and the overall approach of companies. The values inherited and the policies devised by firms are based on the mission statements; which are the driving force that motivate the employees to move ahead. Let us see at the Advantages of Strategic Human Resource Management in HLB UK LTD: There are many advantages and benefits that strategic human resource management offers. It helps analyze the opportunities and threats that are crucial, from the point of view of the company. It is possible to develop strategies and have a vision for the future. The need for competitive intelligence, which is of utmost importance in strategic planning, is fulfilled by means of implementing strategic human resource management. The attrition rate can be reduced, if strategic HRM is implemented properly. It also performs the important task of motivating employees. Development and maintenance of competency among employees, is the most important benefit offered by strategic HRM. It helps determine the weaknesses and strengths of the company, thereby enabling the management to take appropriate measures. It helps keep a check whether the expectations of employees are addressed properly. Business surplus is achieved by making the employees competent enough to deliver the goods. Limitations of Strategic Human Resource Management But at same time there are some limitations as well of SHRM which are faced by the company which are as followes: Resistance to change from the bottom line workers. Inability of the management in communicating the vision and mission of the company clearly to the employees. Interdepartmental conflict and lack of vision among the senior management in implementing the HR policies. The diversity of workforce that makes it difficult for the management to handle them accordingly. Conflict among the employees over the issue of authority and the related fear of victimization. The resistance from institutions such as the labor unions. Changes that take place in the organizational structure. The changing market scenario which in turn creates pressure on the effective implementation of strategic HRM. But if implemented efficiently, strategic human resource management helps in improving the productivity of employees and utilizes their expertise in meeting the company goals. Organizations and companies succeed, or fail, based on the quality and effectiveness of their employees. Todays successful firms recognize that to compete in global markets, they must have world class Human Resource managers who are active participants in strategic and operational decision. Whether they are reengineering the pay and benefits of the company or implementing Total Quality Management (TQM) programs, Human Resources Managers play a central role. The goal of strategic management in an organization is to deploy and allocate resources in order to provide the management with a competitive advantage. It goes Without saying that two out of three classes of resources (organizational and human) Correlated with the human resource functions. Towards maximum effect, the HRM functions must be integrally involved in the companys strategic management process. Strategic management process first analyzes a companys competitive situation, develops its strategic goals and mission, its external opportunities and threats, and its internal strength and weaknesses to generate alternatives. In his second phase, strategic management process determines a plan of actions and deployment of resources to achieve the pre-specified goals. This kind of strategic approach should be emphasized in human resources management. Strategy formulation consists of five major components: Mission is a statement of the organizations reason for being, customers served and their needs, and the technology used. Also presents the companys vision and values. Goals are what the firm hopes to achieve in the medium-to-long term future. External analysis examines the firms operating environment to identify the strategic opportunities and threats. Internal analysis identifies the firms strengths and weaknesses,focuses on the quantity and quality of resources available. Strategic choice is done after the Strengths Weaknesses Opportunities Threats (SWOT) analysis to define strategic alternatives, then the choice is made among these alternatives. http://www.prometa.com/1d3ef1e0.png STRATEGIC APPLICATIONS OF HR BUSINESS FUNCTIONS: Human resources functions refer to â€Å"those tasks and duties performed in both Large and small organizations to provide for the coordinate human resources. The Society of Human Resources Management identified six main functions: 1- HR planning, recruitment, and selection 2- HR development training 3- Compensation and benefits 4- Safety and health 5- Employee and labor relations 6- HR research Activities of the HR planning, recruitment, and selection function are: Performing job analysis that is â€Å" the process of determining and reporting pertinent information relating to the nature of a specific job†. This can be done using a motion Study, a time study or a statistical sample to draw inference about the demands of TacticalApplicationsStrategicApplicationsOperationalApplications Planning, Recruitment and selection Manpower planning Labor force tracking Labor cost analysis and budgeting Turnover analysis Recruiting Workforce planning/scheduling Training and Development Succession planning Performance appraisal planning Training effectiveness Career matching Skill Performanc evaluations Questionnaires, interviews and observation are tools to analysis jobs. This analysis produces job description and job specifications. The following step is the Job designthat is â€Å" the process of structuring work and designating the specific Work activities of an individual or a group to achieve certain organizational Objectives† HR planning that is â€Å" the process of determining the human resource needs of an Organization and ensuring that the organization has the right number of qualified People in the right jobs at the right time†. First of all be familiar With the business strategy, define the impact of this strategy over the specific units Of the organization. Define the skills needed and the additional human resources Required and develop action plans to meet the needs. Methods for forecasting and planning the HR needs: Judgmental methods such as managerial estimates, and Delphi technique. Finally, Scenario analysis using work force environmental scanning data to develop alternative work force scenarios. Brainstorming between managers and HR managers to forecast the future, then the managers will go back to define changing points. Statistical and modeling techniques using historical data to predict the future. Time series analysis, personnel ratios, productivity ratios and regression analysis Benchmarking is to carefully examine internal practice and procedures and measure them against the ways other successful organizations operate. Forecast methods will be compared to other successful organizations. Determining the additional need using both skill inventory and management inventory to specify all available data about the current employees. Depending on a single method of forecasting is not always accurate; in fact a mixture of different types of these methods may be very helpful according to the activity of the organization and type of data. Developing and implementing an action plan to meet the requirements. Recruiting the HR needed to fulfill the organizations goals. Selecting and hiring HR to specific jobs needed. The following figure illustrates the whole process http://unpan1.un.org/intradoc/groups/public/documents/ARADO/UNPAN006257.pdf The areas of business planning, human resources planning, and strategic planning and performance measurement are outgrowths of the desire of managers, stakeholders and stockholders for direction and accountability. These strategic planning sites bring excellent resources to the strategic planning effort. Conclusion: Overall we have seen that the strategic human resource management plays very important role in every organisation which we have seen in case of HLB UK LTD as it increases effenciency of the organisation. A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisations overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. So it is very important for every company weather large or small to have the strategic human resource management as it is the one of the very important tool for business to run smoothly and flexibaly. References: http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585 http://www.accel-team.com/human_resources/hrm_08.html http://www.mba-tutorials.com/human-resource-management/487-shrm-strategic-human-resource-management.html http://www.cipd.co.uk/subjects/corpstrtgy/general/strathrm.htm Strategic Human Resource Management by (Randall S. Schuler and Susan E. Jackson) second edition 2007 Blackwell publishing ltd. Strategic Human Resource Management theory and practice second edition by,( graeme salaman, john storey and jon bills berry)Sage publisher http://www.strategichrinc.com/ http://finance.mapsofworld.com/strategic-management/human-resource.html A Strategic Human Resource Management System for the 21st Century. Naval Personnel Task Force, September 2000 http://gametlibrary.worldbank.org/FILES/844_HR%20planning%20principles.pdf http://www.prometa.com/1d3ef1e0.png http://unpan1.un.org/intradoc/groups/public/documents/ARADO/UNPAN006257.pdf

Prisons and Jails Essay

Almost all nations and cultures have made laws to protect their citizens. From the early years and over the decades these laws have been kept in force to prevent the societies from experiencing situations of anarchy. Different punishment has been provided for in different countries to prevent its people from adopting a path and practice of criminal activities. The world of today is characterized by the presence of criminals who are brought to book and punished in a variety of ways depending on the culture and values of any country or society. Prisoners have been locked up in prisons and meted out with terms that include punishment by way of a rigorous regimen of hard labor while undergoing the term as also milder ones that may include a stint in reformatory homes. Historically punishments have ranged from corporal punishment to death penalty, Several countries have for long been awarding the death penalty for committing heinous crimes that were executed in several forms that included, hanging, guillotine, by firing squad, lynching and now electric chair. The Babylonian Code of Hammurabi is the oldest record available to ascertain that a egal system existed to award punishment in the Middle East. Western countries were influenced by and followed the laws enacted in ancient Rome whereby each city had a court that worked under the Law of Twelve Tables so as to protect citizens and to make the rulers and governments effective. The Justinian Code is considered to be the most logical and effective legal system that was most effective in ancient times whereby punishment was meted out by the process of Law. In due course people began to realize the value of a legal system that protected citizens and each country began to appoint heriffs to deal with punishments and the justice system became a major part of society although they were never fool proof and were always characterized by shortcomings that put a question mark on the efficiency of the judiciary. In ancient times the justice and reform system was often misused when criminals were hung on crosses, sometimes tortured to death or placed in dungeons to die. Those citizens who protested were also treated as criminals and tortured or put behind bars. It was during this time, in the 19th century and mainly in the Roman Empire that civil justice was effectively implemented nd more prisons were built to punish criminals humanely. This soon had effect on the rest of the world and with the emergence of the modern world more prisons were built and departments set up to manage them effectively. With the widespread maturing of the legal system over the decades, more and more criminals were brought to book and the law abiding citizens heaved a sigh of relief especially during the time of the Queen of Britain at the turn of the 19th century. Under the new system the criminal was given an opportunity to prove himself innocent and the overnment had to prove a person to be guilty of crime within the prevailing provisions of law, before he could be sentenced to a term of punishment and imprisonment. Although capital punishment continued to prevail but it was awarded in the rarest of rare cases. Over the years with the influence of Human Rights Organizations and Civil Rights Movements, the trend has set in to rather reform the wrong doers than to award extreme penalties by giving sentenced criminals opportunities to amend themselves and to come back within the mainstream of society. Under the system convicts are put on probation or parole under the watchful eyes of probation officers appointed by courts to ensure that such people remain disciplined and strictly follow the code of conduct as outlined by the court. The view of punishment taken by society has changed dramatically over the years. Initially punishment comprised of physical torture, maiming, death by burning, hard labor, deprivation of food adequate clothing and shelter, but attitudes of the society have changed now and the belief is to punish by way of imprisonment of varying periods epending on the severity of the crime. Imprisonment today is considered punishment for one’s wrong doings, which is also consistent with the society’s objective of keeping such people aloof until they are reformed to lead a normal life within society. To insist that a person is sent to prison so that he is punished is wrong in today’s context since after he completes his term he has the justification to return to his old ways. Hence prison authorities today have a duty to fulfill by way of reforming the convict during his term so as to transform him into a more responsible citizen. It is for this reason that in most countries modern society is characterized by a prison and punishment system that strongly believes that the most effective form of punishment is to deprive the convict of his freedom until he is reformed. In this context the composition and diversity of prison population in America has been examined and found that presently over two million people are in American prisons. This does indicate that modern society has now been characterized by a pattern, which clearly indicates that the government is duty bound to ensure freedom to criminals once their 4 rison terms are over and that they gel back into society with a tag of respect and positive aspirations. The changing attitudes and trends have seen a constant inflow of inmates in the Federal, State and local prisons. The Federal government held a majority of 63% of the inmates while local municipal and county jails held 30%, and the remaining being accounted for in other prisons.. Most states have been experiencing a 5% increase in the number of inmates over the last three years. Private prisons held about 86626 prisoners which accounts for about 7% of the inmates in American prison. A private prison is a place in which convicts are physically detained by a private organization for profit at the instance of the legal authorities. These companies enter into an agreement with the federal government to take care of and reform and motivate prisoners and claim from them a fixed fee amount per prisoner. There are about 264 private prisons/correctional facilities in the United States that take care of about 110000 offenders. The concept of private prisons was floated to reduce government expenses in the long run, but the scheme has not worked effectively due to private sector neffectiveness with convicts, and having realized this the federal government is not encouraging further addition to their numbers. The number of private prisons is now set to decline gradually. Rates of imprisonment have greatly increased due to increase in the rate of criminal offences, which is considered a consequence of the fast track development that is taking place in the modern world. More delinquencies resulting from human inadequacies to tolerate inequalities have resulted in people taking the course first towards minor crimes and then graduating to bigger ones and then ultimately falling into legal traps that lead to their conviction and further imprisonment. In America imprisonment is the most common sentence in legislation for serious offences in terms of dealing with criminal activities, which explains the high number of prisoners in jails. Only effective and well targeted correction measures and programs can reduce criminal offending and over time there is good reason to target investment in preventive approaches for the betterment of those undergoing prison sentences. As discussed earlier, in the modern world the biggest punishment for a criminal is to urtail his freedom for the duration of his sentence and during this time it is the duty of the jail administration to make him undergo a rigorous regimen of correction and transformation into a more responsible and law abiding citizen. The American government has an arrangement in place whereby all jail administrators are to undergo a training program to specialize in dealing with and reforming convicts and to encourage them in displaying their creativity and interests so that when their prison term is over they can lead the life style that is in keeping with that of a responsible and respectable citizen. The American judicial and correction system is such that it is considered to be one of the most liberal in terms of providing guarantees of human rights and opportunities for misguided people to reform themselves. There are several government sponsored programs that provide for opportunities for such people to reestablish themselves for a better means of livelihood. The punishment part for their wrong doings gets over the moment they finish with the duration of their prison sentence and after that they can look forward to a happier life free of the stigma that attaches to a person of such background.

Compensation system by zobaer

These HARM practices include human resource planning, recruitment and selection, induction, raining, performance appraisal, employee development, compensation plan, etc. This discussion has provided the opportunity to analyze the HARM practices of a business organization and to find out the facts which are creating barriers to effective HARM. – 90- Introduction Human Resource Management (HARM) Is a relatively new concept In Bangladesh. It was few years ago that this was considered as a part of the administrative functions of an organization.There was no individual identity for HARM. But as time passed people recognized the importance of HARM in organizations. They realized that HARM is to just to hire people. Apart form hiring, HARM has lots of functions which help an organization to gain competitive advantage (Islam, 2006). Effective HARM practices support business goals and objectives. That is why effective HARM practices are strategic. It can improve the performance of an o rganization by improving customer satisfaction, innovation and productivity.So from HER planning, recruitment and selection to training, performance appraisal, compensation, all practices of HARM are now considered as equally Important as any other aspects of the organization such as marketing, financing, etc. Literature Review Human resource management (HARM) is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. Synonyms include personnel administration, personnel management, manpower management, and industrial management (http en. Wisped. Erg). According to Non, Hollowness, Gerhard and Wright (2006), human resource management refers to the policies, practices and systems that influence employees' behavior, attitudes, and performance. They also say that many companies refer to HARM as involving ‘people practices'. HARM is the organizational function that deals tit issues related to people such as co mpensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (Hatfield, 2006).According to Walked, a web based encyclopedia, HARM serves five key functions: 1) Hilling, 2) Compensation, 3) Evaluation and Management (of Performance), 4) Promotions, and 5) Management, Volvo. 10, No's. 3&4: Volvo. 11, No's. 1 & 2- 91 – of activities, and key among them is deciding what staffing needs the organization has and whether to use independent contractors or hire employees to fill these deeds, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring that the personnel and management practices conform to various regulations.Activities also include managing the organization's approach to employee benefits and compensation, employee records and personnel policies (Manager, 2006). According to Winning, what necessary in an H ER Department are the functions and responsibilities which none else either wants or is capable of doing. From recruiting to orienting new employees, from writing Job descriptions to tracking attendance, and from instituting ND monitoring policies to monitoring benefits, there has been a need for an HER generalist to assist senior management in both establishing a structure to hold down costs of administration (Winning, 2005).The ultimate aim of HARM is to ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs (Islam, 2006). Thus HARM is meant to unlock the talent, experience, wisdom and common sense of many within the organization by making work simpler, quicker, rewarding, safer and fun (http://www. Cell-team. Com). Research Methodology This research article is case study-based. Square Pharmaceuticals Ltd (SSP) does have a separate Human Resource Department.The major part of this case study is based o n face-to-face interviews with managers and executives, using a questionnaire. , which consists of view and opinions of those particular people, which might raise the question of bias. In some cases some of them were not able to provide concrete facts or fugues. In this case some assumptions had to be made. Interviewing the managers and executives of SSP has provided the primary sources of information. Furthermore, company brochures, documents, and the company website were the secondary sources of data. No survey method has been used in this regard.Finally, due to time constraints it was not possible to conduct extensive interviews and surveys which could make the research paper more informative. A case study is the fact' of any particular issues, the contents of which require an in-depth focus of the social sciences area to Human Resource Management Practices -92- understand its phenomenon on the basis of it being an individual problem (Leeds, 1997). One of the essential characteri stics of using the case study approach is that it focuses on ‘one instance of the thing that is to be investigated' (Denseness, 1998).The advantage of the case study over other methods is that it attempts to be comprehensive, and involves the researcher in describing and analyzing the full notes, ‘one of the advantages cited for case study research is its uniqueness, its capacity for understanding complexity in particular contexts'. Apart from generalization, other criticisms can be that the case study method is a less rigorous form of inquiry, based on the accumulation of information and there is a lack of discipline in what Smith (1991) described as the logically weakest method of knowing.Mitchell (1999) states that the basic problem in the use of case material is theoretical that case studies prove valuable in situations where existing knowledge is limited, often providing in-depth contextual information, which may result in a superior level of understanding. Furtherm ore, case studies prove advantageous when the focus of the study is not typicality but the unusual, unexpected, covert or illicit (Hartley, 1994).The objective of this study is achieved through one single case study which provides both depth and reliability (see, for example, Harris and Gabon, 1998; Marching and Harrison, 1991; Sturdy, 1992). This case study is selected for a number of reasons, data accessibility, establishment organization, size and contribution in the sector and so on. It is said that a single case study is not enough for research. However, a single case study can give a lot of depth in the research area (see, for example, Dollar and Quaked, 2005.Mullahs et al. , 2002). Square Pharmaceuticals Ltd – Company Overview In Bangladesh, Square today symbolizes a name – a state of mind. But its Journey to growth and prosperity has been no bed of roses. From the inception in 1958, it has today burgeoned into one of the top line conglomerates in Bangladesh. SS P is the largest pharmaceutical company in Bangladesh and it has been continuously in the first position among all national and multinational Sir Lankan Journal of Management, Volvo. 10, 3&4: Volvo. 11, NO'S. 1 & 2-93- companies since 1985.SSP is the manufacturer and marketer of finished pharmaceutical products, basic chemicals and agro vet products. Its products are manufactured in the form of tablets, capsules, suppositories, injections, liquids, drops, ointment, cream and powder, oral dry powder, inhalers and meter dose inhalers. SSP was converted into a public limited company in 1991. Currently the ales turnover of SSP is more than Take 622 core with 16. 23 percent market share having a growth rate of about 14. 91 percent. Square Pharmaceuticals Ltd. Ousted 11 percent growth in pharmaceutical formulation in 2004 and the company also introduced 43 new products during the period (December 25, The Daily Star- 2004). SSP has extended her range of services towards the highway of the global market. She pioneered exports of medicines from Bangladesh in 1987 and has been exporting antibiotics and other pharmaceutical products. This extension in business and services has manifested the credibility of SSP. SSP strives, above all, for top quality health care products at the least cost reaching the lowest rungs of the economic class of people in the country.They value their social obligations. They owe a responsibility to their shareholders and strive for protection of their capital as well as ensure the highest return and growth of their assets (http:// www. Squarer's. Com. Bad). According to SSP, their vision, mission and objectives are: Vision: [Square Pharmaceuticals Ltd] view business as a means to the material and social well being of the investors, employees and society at large, leading to accretion f wealth through financial and moral gains as a part of the process of human civilization.Mission: [Square Pharmaceuticals Ltd] mission is to produce and provide q uality and innovative healthcare relief for people, maintain stringently ethical standards in business operation and also ensuring benefit to the shareholders, stakeholders and Objectives: [Square Pharmaceuticals Ltd] objectives are to conduct transparent business operations based on the market mechanism within the legal and social framework with aims to attain the mission reflected by [their] vision. (http / www. Squarer's. Com. Bad). Human Resource Management Practices Supply Chain Department of Square Pharmaceuticals Ltd.Square Pharmaceuticals Ltd consists of several individual departments such as accounting & finance, marketing, sales, administration, human resource, supply chain, etc. All these departments are linked with one or more departments within the organization. For this research paper we have concentrated on the supply chain department of SSP. Throughout the research paper we will describe the HER activities related to this department and try to identify the problems a nd provide some recommendations to reduce or eliminate the problems. The supply chain department f SSP mainly works as the procurement department.It purchases all the needed raw materials, machinery and equipment, things needed for official work, food, vehicles needed for staff and management, etc. Thus all the purchasing actually takes place through the supply chain department. It is known as the supply chain department as it also maintains the suppliers outside of the organization on behalf of the organization. All the departments of the organization that need their necessary things send a requisition to the supply chain department with the consent of the department head. Then the supply chain department obtains the consent of theExecutive Director, Administration (DEAD) and contacts with different suppliers. It collects the quotations from the different-suppliers and decides from which supplier it will purchase the goods. The supply chain department not only deals with the local suppliers but also with the foreign suppliers (The structure of the supply chain department of SSP is given in the appendix). Key Themes While finding different human resource activities related to the supply chain department we have found that SSP does not have any specific human recapitulating program for the supply chain department.It does not follow any aroma labor demand forecasting and still did not take any initiative to determine the labor supply properly. So it still cannot measure whether there are more or less employees than what it actually needs. Sir Lankan Journal of Management, Volvo. 10, No's. 3 & 4: Volvo. 11, No's. 1 & 2 – 95 – While going through the recruitment and selection process we found that after the vacancy circulation lots of people submit their C.v.. So it is very difficult to sort these large numbers of C.v. and identify the person who can compete in the further steps of selection to fulfill the Job requirement.In the selection process the candidates only o through the written exam and interviews. The company does not provide any Job related problems for the candidates to solve. Thus it becomes very difficult to understand whether the candidates will be able to handle the Job-oriented problems in reality. While providing the Job description to the new employee the supply chain contact the HER department to make them know about these changes. Thus the HER department cannot know properly what a new employee is actually doing in the company and what his responsibilities are. SSP sometimes provides on the Job training and off the Job training.It has the capability to enhance the knowledge level f the employees to improve the skills and abilities of the employees. In the supply chain department of SSP there are no specific employee development processes. The employees are given promotions on the basis of their performance at the end of the year. But there is no practice of Job enlargement or enrichment or any other career development plan. The employees learn about the Job from the training program and sometimes learn from the mentoring of their boss. Thus the employees do not have any opportunity to develop their career through diversification.The employees of the supply chain department are evaluated only by self and the previous for performance appraisal. But the employees are not evaluated by other parties such as the suppliers, peers, etc. Even the feedback is not always provided to the employees properly. So it seems to us that the appraisal system is not consistent with the industry as now there are more strategic focused performance appraisal systems in practice. There are no specific reward systems for the employees' recognition except the promotions. They do not get any bonus or increment based on their performance.The whole compensation system for the employees of this department is quite sound though there is no Human Resource Management Practices regular practice of a specific non-monet ary compensation system such as recognition, praise, etc. To encourage the employees. The employee information system is not well organized. For some aspects of record maintenance an employee database is used and some other information of the employees is recorded manually by the file system. So sometimes there may be redundancy in data storing which is not cost effective for the company.Human Resource Planning The human resource planning process starts with a forecast of the people needed for the company and consists of goal setting and strategic planning and program implementation and evaluation (Non et al. , 2006). In the following part of the report we will discuss human resource planning in SSP in the context of its supply chain department. Human Resource Plan and Forecasting The human resource plan for the supply chain department is the same as that for all the other departments of SSP. The HER department prepares the plan at the end of the year.It collects the information fro m all the departments of the company about how many people they will need in the next year. The entire department's heads send the requisition with detailed information about what kind of person they need or their departments. Thus forecasting of future employees for the supply chain department is made in this way. Then human resource department takes the initiative for recruitment of those people, which we will discuss in the next segment of recruitment and selection. If the department needs more people at any time of the resource department.Except this forecasting part, SSP does not have any formal strategic planning. They did not faced any labor surplus problem so far. So they did not need to plan for reducing the labor surplus by downsizing, early retirement or any other techniques of laying off people (Personal communication, 2006). Sir Lankan Journal of Management, Volvo. 10, No's. 3 & 4: Volvo. 11, No's. 1 & 2- 97- Recruitment and Selection Human resource recruitment is the p ractice or activity carried out by the organization with the primary purpose of identifying and attracting potential employees.Selection is the process by which companies decide who will or will not be allowed into organizations (Non et al. , 2006). Thus recruitment is the process of getting a pool of candidates for the organization who can meet the requirements of a specific Job. After that selecting a person from those candidates is one of the toughest Jobs for an organization. In today's competitive business world it is very difficult to survive without potential manpower. Successful recruitment and selection can be expensive and time-consuming.But unsuccessful recruitment and selection can be a cause of the death of a business. SSP is one of the biggest employers in Bangladesh. Here we will discuss the recruitment policies and process for the supply chain department of SSP. Recruitment Objectives SSP needs such people for the supply chain department who can meet the needs of the organization to maintain the core business activities. Thus it searches for such people who are capable of doing the procurements and also maintaining the relationship with the supplier as a representative of SSP.Thus the objective of SSP is to hire a dynamic and outstanding person in the supply chain management area. Recruitment Policies Recruitment for the supply chain department in SSP is a Job of the human resource department. The human resource department finds a pool of candidates and along with the supply chain department selects the best person for the Job. Human Resource Management Practices -98- Recruitment Process for Supply Chain Department For the recruitment process JPL's supply chain department follows a very formal hiring process.Here the process is described briefly. The Assistant General Manager (GM) of the department fills up a requisition form with the Job position, requirements, criteria, Job description, and number of positions. It also clarifies why the depar tment needs a new person. Then the requisition is verified and approved by the HER Manager. The HER department publishes a circular in the newspaper for both the executives and non- executive level posts. It also publishes a circular in Job searching websites on the Internet (I. E. Boots) for the executive level posts.After receiving the C.v. from the candidates the selection process starts (Personal communication, 2006). Selection Process The HER department does a primary sorting of the C.v. and sends them to the supply candidates for a written examination. The HER department and the supply chain department make the question papers and conduct the exam. Both the HER department and the supply chain department check the exam scripts. The selected candidates from the written exam are called for an interview with the HER department and the supply chain department.Before going for the interview candidates fill a management application form with their personal information and salary expe ctations. Sir Lankan Journal of Management, Volvo. 10, No's. 3 & 4: Volvo. 11, No's. 1 & 2- 99- Sometimes the salary negotiation is done at the interview. The candidates selected from this interview are formally of selected for the Job. After that the selected candidates are sent for a medical check up. If everything is fine in the medical report then the appointment letter is given to the candidates with a set of instructions about the code of conduct of the organization (PersonalInduction and Probation Period for New Employees Induction refers to the process of helping people to make the transition into a new workplace, a new role or area of responsibility. It is considered to be a continuous process which generally starts with contact prior to taking up employment and proceeds through arrival, first days/weeks on the Job and generally up to the third month of employment. Induction is essential for all staff regardless of category or conditions of employment (http:// woman. Monish . Deed. AU).In SSP induction is the process of introducing the new employee to the organization. The HER department sakes the initiative to introduce the new employee to all the departments of SSP. A presentation is conducted by the department to let the new employee know about SSP in detail. Along with this an orientation program continues for 7-10 days to be familiar and linked with all the departments as the supply chain department is related to all other departments of the company. From six months after Joining the employee goes through a probation period.Within this time training is given to the employee. The employee tries to learn about his Job. After six months an evaluation of this employee is conducted by the GM. If the result is not satisfactory then the probation period is extended to another three months. After three months again a performance evaluation takes place. Then if the result is satisfactory the employee becomes permanent. But if the result is not satisfactory the employee's Job is terminated by the department with the consent of DEAD (Personal communication, 2006).Human Resource Management Practices -100- Job Description A Job description is a list of tasks, duties, and responsibilities that a Job entails (Non et al. , 2006). Job descriptions are supposed to describe duties and performance tankards that are directly linked to organizational success factors established by the leadership, and for which it is willing to pay a salary (Moore, 2007). Thus it works as a guideline for an employee to accomplish his Job activities effectively. It also provides a standard for the supervisor of the employee to evaluate the employee's of the department.When an employee Joins this department the GM prepares a new Job description based on the company's Job description and the skills and abilities that the employee actually obtains. Then the Job description is given to the employee. The employee follows the Job description as a guideline for his Job. D uring performance appraisal the supervisors also use the Job description to compare the employee's actual performance with the required one (Personal communication, 2006). Training Training is a planned effort to facilitate the learning of Jobs related knowledge, skills and behavior by employees (Non et al. 2006). In SSP like all other departments the supply chain department also arranges for a training program. Training takes place here in different forms. These are discussed here briefly. Induction Training After Joining this department of SSP the new employees get a specific training for a period of six months. During this time they are taught their Job related activities. This training is conducted in two different ways. These are classroom training and off the job training. Sir Lankan Journal of Management, Volvo. 10, No's. &4: Volvo. 11, No's. 1 & 2- 101 – Classroom Training Classroom training is arranged by SSP. The supply chain department sends the list of the employe es who will need the training and the topics that the training should cover to the HER department. Then the HER department contacts JPL's faculties to conduct the training. Thus classroom training is provided to the employees. At the end of training the employees are evaluated through a presentation. If the training result is satisfactory then the employees' probation period comes to an end.Off-the-Job Training Off-the-Job training takes place away from the normal work situation which means that the employee is not regarded as a productive worker when training is taking place. An advantage of off-the-Job training is that it allows people to get away from work and totally concentrate on the training being given. This is most effective for training concepts and ideas (http://en. Wisped. Org). For this training purpose the supply chain similarly contacts the HER department. The HER department then arranges the training program with some outside organization to provide training.Sometime s even the employees are also sent abroad for training. Here also the employees are needed to make a presentation in front of the top-level management after the completion of the training. On-the-Job Training On-the-Job training is given in a normal working situation, using the actual tools, equipment, documents or materials that they will use when fully trained. On-the-lob training is usually most effective for vocational work (http:// en. Kipped. Org). The Assistant General Manager (GM) of the supply chain department conducts a training program once a year for all the employees of the department.This is arranged for a very short period of time such as two or three days. At that time he tries to find out whether any employee needs any extensive training program or not, based on his performance evaluation. If any training program is required for the employees he contacts the HER department to arrange the training program (Personal -102- Employee Development Development is the acquis ition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in Job requirements and in client and customer demands (Non et al. , 2006).There are several methods for employee development such as, formal education program, Job enlargement, Job enrichment, Job rotation, transfer, promotions, etc. In SSP for the supply chain department there are no such employee development processes. The employees are given promotions on the basis of their performance at the end of the year (personal communication, 2006). There are no opportunities for the employees to have Job enlargement, Job enrichment, rotation, etc. Thus they cannot learn anything more than their own Job activities and developing a career.Performance Appraisal Performance appraisal is the process through which an organization gets information on how well an employee is doing his or her Job (Non et al. , 2006). The central feature of any performance appraisal system is the establishment of objective s against which any assessment of the performance of the individual is based. The supply chain department of SSP conducts the performance appraisal for all the employees of the department. The HER department helps in this process. At first the employees are even the opportunity of self-evaluation.Later on the employees are evaluated by their reporting boss and the person supervising his boss. Thus all the employees including the GM and DEAD are evaluated. The MD evaluates the Idea's performance. For this evaluation purpose there is a specific performance appraisal form. Then the GM, DEAD and MD sit together to take decisions based on the employee evaluation. If any employee's performance is not satisfactory then they decide about how the performance of that employee can be improved. If any employee's performance is outstanding then he gets a promotion (Personal communication. 006). Sir Lankan Journal of Management, Volvo. 10, No's. 3&4: Volvo. 11, No's. 1 & 2- 103- Reward and Compen sation System The reward system of an organization includes anything that an employee may value and desire and that the employer is able or willing to offer in exchange for employee contributions. The reward system consists of a compensation and non-compensation system. Compensation refers to all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship.Pay Structure Pay structure is the relative pay of different Jobs bib structure) and how much they are paid (pay level) (Non et al. 2006). The pay structure for the employees of the supply chain department of SSP is shown below. Basic Salary + Home Rent + Transport + Medical Allowance Other Benefits Besides the promotion an increment in the basic salary is granted for all the employees once a year to adjust with inflation. The employees get five bonuses in a year. They also have the provident fund facility.For the provident fund the company itself cuts 10 percent from the ba sic and the employees need to submit 10 percent from his own income. SSP also has a retirement plan for the employees. They take gratuity from the company after retirement. The company also provides the profit sharing scheme for the employees. The employees get some health care benefits at a discounted rate from selected hospitals and health care centers of Square. From now the employees will get health care benefits at a discounted rate at the Square Hospital.The employees can have their food from the office canteen free of cost. The employees of this department get cell phone facilities from the company. SSP has an official agreement with Grahame phone. The company provides the hand set to the employees with the Simi card. Besides, SSP also pays a fixed amount of the monthly ill of the employees Basic pay: Basic pay usually refers to the pay received without taking into account any additional benefits or bonuses, such as a car, medical cover, commissions, clothing, food etc. T als o refers to the amount of pay before taking any deductions such as tax off. Every employees of the organization has been provided a basic salary which varies according to their ranks. Compensation package are given on the basis of their basic payment Provident Fund: The Company's Provident Fund is a funded scheme. All confirmed and permanent employees are entitled to be members of the Provident Fund. The employee nutrition, equal to 10% of the basic salary, is deducted each month through the payroll. The Company's Provident Fund is a funded scheme.All long-established and enduring employees are at liberty to be members of the Provident Fund. In the Provident Fund Ledger, both the employee's and the Company's contributions are accredited to the individual employee's account. Gratuity Facility: Gratuity is a scheme to motivate people to serve for longer durations with the same employer. Anybody who has served an organization for more than 5 years is eligible for Gratuity. A portion of the employee's last drawn salary would be multiplied with he number of years of service and paid out when the leave an organization after years of service.This facility has been provided by the organization when an employee will leave from the organization. Bonuses: Incentive bonuses are a creative form of compensation that some employers offer their employees. Bonuses and cash incentives are a form of variable pay linked to individual, collective or organizational performance. Non cash incentives are also widely used such as; competency based pay, skill based pay, employee recognition and commission. 0 Festival Bonus: The bonus that is given on the eve of religious festival is called