My Life After The United States - 969 Words

My life was split between two distinct cultures during my childhood and adolescence. My family immigrated to the United States in the early eighties and moved back to Syria two years after I was born. I completed first and second grade in Syrian public schools before immigrating to the U.S. in 2001. Here, I was placed in English second language classes, which I completed in 9 months. I then continued my fourth grade education in regular classrooms. These two years exposed me to people of various cultures, ethnicities, and backgrounds, which cultivated my cultural awareness and shaped my identity. However, I was harassed several times because of my religion and ethnicity. A student once told me â€Å"go back to your country, we don’t want you here.† It had never occurred to me that I was perceived as a foreigner despite being a U.S. citizen. In late 2003, when I was ten years old, my family and I moved back to Damascus, Syria. I resumed my education in public elementary schools where everything was taught in Arabic. This rough transition presented me with numerous cultural and educational challenges. I had to adapt to the rigorous educational system in Syria and improve my Arabic skills to master its dense curriculum. I struggled during my first year but managed to catch up, topping my class. My earlier experience in the United States equipped me with the ability to draw comparisons between the American and the Syrian culture. I also understood how people from different culturesShow MoreRelatedMy Life After The United States912 Words   |  4 PagesWhen I was five years old however, everything changed. My father left Guatemala to come to the United States and plan for the rest of his family to also move to the States in the correct way. He would work three jobs for the next six years to get enough money and prove that h e would be a good provider for his family and even himself. This meant that we would have to be apart for six years, one month, and ten days. Meanwhile back in Guatemala, my mother took the role of both parents. She worked notRead MoreMy Life After The United States917 Words   |  4 PagesSaudi Arabia when my family came to United State. I recognized that year was very difficult because I thought my parents showed favoritism to me. They wanted to took all my sisters and my brother to study in United State, but they did not want me to come with them since I had faced a problem, which if I was studied in United State, I would be in ninth grade and that would make me late two years of graduation. However, in Saudi Arabia I was in my last year of high school. As a result, my parents decidedRead MoreMy Life After The United States1273 Words   |  6 PagesMy Life, My Story, My Future Do you know the struggles and how immigrants feel about leaving their whole life behind in their native country? Well, I should know, since I am an immigrant who has migrated from The Dominican Republic to the United States. A lot of people do not know how difficult it is for people to leave their countries, it has been five years since I came to the United States. The situation was very hard for my family and I. Since I was 2 years old, I have lived with my fatherRead MoreMy Life After The United States1339 Words   |  6 Pages This story is about my mom when she immigrated to Canada and so, this essay is from her point of view. The one choice that changed my life forever was that our family emigrated from Hong Kong to Canada in 1974. I was only seven years old when my family came to Canada for a job offer but mainly it was for a better life. I had to leave behind many loving family members in Hong Kong. We also left behind our old lives, our home, and our friends. Our journey began when we hopped on a JAL (JapanRead MoreThe United States Is The Nation Of Immigrants876 Words   |  4 PagesUnited States is the nation of immigrants. Everyone living in the United States has migrated here, whether it was 10 years ago, 100 years ago, or 10,000 years ago. Migrations can take place for many reasons, the main reasons being the search for a better life, escape from poor conditions or as captives. We all have stories that branch out to other homes outside of this country. Some stories are untold and will forever be hidden; like the story of my father. My father passed away eight years agoRead MoreMy Future Life1557 Words   |  7 PagesMy life started when my parents met it was fate brought them together and since then, it was my fate to live on this Earth and live the life I live now. Things are planned from the beginning of time since before your birth. My mom was fifteen years old at the time she met my father, they dated, they shared memories, and they loved. Then my father proposed, and they married. My mother was seventeen and my father was twenty-five at the time. My mother, now married with my father, moved to the UnitedRead MoreMy Life And My Future915 Words   |  4 PagesUntied State to study in university there when I finish the high school, and it was my only wish in my life. All I wanted is go to there and study, but not all wishes in life anyone could be come true, it should be many things stop in our ways, and something makes us sto p thinking about it and give up. This is our problem we have, but we know that some of us have a determination and resolve, and we could realize all our wishes without hesitation. And I was ones of them, I wanted to building my futureRead MoreSocial Life Of The Usa And Oman941 Words   |  4 PagesSocial Life in the USA and Oman The social life is different from one country to another, but also there are some commonalities and some similarities. Many people think that understanding of the social life is not very important, but in fact, the social life is an important part of this life we should understand it in the different countries. The United States and Oman each country has some differences and some similarities in social life and it is obvious in people, families, lifestyle and socialRead MoreIdeological Spark Of My Life1301 Words   |  6 PagesIdeological spark of my life My name is Xingwang Cai. I come from China where the largest populations have. I am the one of 1.3 billion. So in the world I am very small. But I will show my justice in my life. Particular about loyalty to friends is my principle. In the high school, there was a day after class, my friend and I go to the basketball court. During the rest I saw the high grade students try to seize basketball court from low grade students. Now just one thing comes to my mind. I have to stopRead MoreFictional Account: My Family History1415 Words   |  6 Pagesï » ¿As the United States was expanding, so were the prospects for my family. My ancestors arrived in the United States with the hope of bettering themselves and taking advantage of the opportunities that the United States was said to hold. This made my family excited about coming to a new land, one where their future generations, with me included, would be able to progress and prosper. Upon arriving to the United States, my uncle Ben made the journey to the lands in the Far West. They were rumored to

Arab Israeli Conflict - 883 Words

1.1 WHAT IS THE ARAB ISRAELI CONFLICT? The Arab-Israeli conflict is a hotly contested issue both in the Middle East and the broader global community.1 The modern conflict is essentially a dispute over the area known up until 1948 as Palestine, which is considered holy to all three major monotheistic religions.2 The primary parties in the conflict are Israeli (formerly Zionist) Jews and Palestinian Arabs (who are predominately Muslim).3 It is one of the unresolved problems bequeathed to the region by the British and French imperialist powers following the division of the Ottoman Empire between them at the end of World War 1.4 There are many features of the Middle East, specifically Palestine, that account for the interest and rivalry it†¦show more content†¦The agreement carved up the Arab provinces of the Ottoman Empire and divided control of the region between the two superpowers. Britain’s three agreements were incompatible, and laid the foundations for future frustration and conflict.3 2.2 THE MANDATE PERIOD Following triumph in World War 1, Britain was given a mandate to govern the Holy Land from the League of Nations, from 29 September 1923.13 In August 1929 violence erupted in Palestine between Muslims and Jews over access to the Western Wall in Jerusalem. Between 23 and 29 August, 133 Jews were killed and 339 others were injured by Arabs. 110 Arabs were killed and 232 were also injured, many by British police trying to quash the riots.11 In May 1936, the Arab community revolted again against British rule, demanding independence and opposing increasing Jewish immigration.8 During the British mandate, the political landscape of Palestine was completely transformed.1 3.1 World War II Britain’s policies changed drastically throughout the early stages of the Arab Israeli conflict. Britain began to reconsidered herShow MoreRelatedThe Arab-Israeli Conflict1427 Words   |  6 PagesThe Arab-Israeli dispute is among the centermost issues facing the Middle East today. The conflict itself has spawned a number of wars, myriad militant skirmishes, and several embargos, as well as a lasting peace between Israel and a number of its former opponents. The conflict today is waged primarily between Israelis and the Arab Palestinians that inhabit Israeli territory. The Arab-Israeli dispute is rooted in the separate movements of Zionism and Arab-nationalism. Zionism is an historical movementRead MoreThe Arab Israeli Conflict Essay1263 Words   |  6 PagesAccording to an apocryphal story, Pope John Paul once said that he believes there are two possible solutions to the Arab-Israeli conflict, the realistic and the miraculous. The realistic being divine intervention, and the miraculous being a voluntary agreement by both parties. On September 13th, 1993, it looked like the miraculous had happened when the Oslo Accords were signed by Israeli Prime Minister Yitzhak Rabin and Palestine Liberation Organization (PLO) Chairman Yasser Arafat on the White HouseRead MoreThe Arab Israeli Conflict883 Words   |  4 PagesMy chosen subteam for this negotiation is based on a Fundamentalist Christians opinion. As I had the chance to learn previously, Christians fully support the relocation of Jews in this conflict. This is because one of the main roots of the Arab-Israeli Conflict starts by  the Movement of Zionism. The Bible is interpreted by man y religions in many different ways, however the Christian Zionists belief in a series of Biblical Philosophies and Prophecies. Some of this prophecies are events that have alreadyRead MoreThe Conflict Of The Arab Israeli Conflict1420 Words   |  6 Pageswords have been devoted to the topic of Israel and the underlying causes of the Arab-Israeli conflict; all of which seek to discern the culprit and contrive a remedy. The story behind this age old conflict is, as quoted by Israeli historian Illan Pappe, â€Å"the simple but horrific story of the ethnic cleansing of Palestine† (qtd. In â€Å"The Catastrophe†). As such, thorough review of the causes behind this ethnocentric conflict is vital in understanding the tumultuous power struggle in Israel and the violentRead MoreThe Arab Israeli Conflict And Arab Palestinian Conflict3221 Words   |  13 PagesThe  Arab–Israeli conflict  is the political and military conflict between the nation of Israel and specific Arab countries. The Arab–Israeli conflict began in the late 19th century as a result of the rise of Zionism and Arab nationalism. The two sides have fought over land that both parties regard as their holy land. The Jews looked to reclaim the land promised to them by God after their escape from slavery in Egypt. The Arabs, who already resided on and owned the land, looked to maintain their ownershipRead MoreThe Arab Israeli Conflict Of Palestine Essay1198 Words   |  5 PagesThe Arab-Israeli conflict began in 1948, when the British Mandate over Palestine ended. Resulting in the proclamation that established the Jewish state in Eretz Israel. The conflict was a struggle between the Jewish state or Israel and the Arabs of the Middle East concerning the territory and control over Palestine. The geographical area and political status of Palestine has changed dramatically over the years, but the region as always been considered Holy Land. This Holy Land is sacred among theRead Mo reThe Arab-Israeli Conflict Essays649 Words   |  3 Pages The current conflict in the Middle East between the Israeli Jews and the Palestinian Arabs has many historical roots. Several events in the history of this conflict have been very important and also have a strong connection with the current situation between the two sides. One of these important events was the Nazi Holocaust. During the Second World War the Jews were persecuted by the Nazis and sent to concentration camps. By the end of the war in 1945 6 million JewsRead MoreThe Arab-Israeli Conflict Essay1856 Words   |  8 Pages Your Name Pol 340-01 March 20, 2008 Term Paper The Arab- Israeli Conflict The Arab- Israeli Conflict is a conflict between the Arab and Jewish people in the Middle East over Israel and Palestine. This conflict has led to wars and millions of displaced people. This particular conflict has historical origins in the lives of the Arab and Jewish people. â€Å"The beginning of Zionism and the Arab-Israeli Conflict explain the basic principles of this complicated dispute†(Frankel 17)Read MoreArab-Israeli Conflict Essay1762 Words   |  8 Pages Arab-Israeli Conflict During the First World War (1914-1918), Britain met with problems concerning promises made, yet not being kept. Britain, knowing that it needed all the help it could get against the German allies, promised land to people who desperately wanted it. However, as it was revealed Britain had no intention of honouring their word. The first promise to be made was to the Arabs, in a desperate attempt to overpower one of the countries the British wereRead MoreThe Arab Israeli Palestinian Conflict2122 Words   |  9 PagesThe Middle East has long been home to very deep-rooted conflict. For too long, the citizens of the Middle East have lived in the central of death and fear. The animosity between few, takes the hope of hundreds. The Arab-Israeli-Palestinian conflict is most notably the largest issue preventing peace in the Middle East, but it is by no means the only issue. The issue of bankrolling and foreign aid are also issues preventing peace; because the U.S provides so much funding and foreign aid to certain

Cyber Crimes free essay sample

What are cybercrimes and what do they consist of? Cybercrimes are defined as any illegal activity that uses a computer. The justice department goes a little more in depth and describes cybercrimes as using a computer for the storage of evidence. Cybercrimes have increased over time to something more than we could have ever imagined. The internet is went into full affect in the ear of 1990 when the Arpanet officially split into two separate networks to further facilitate usage and prevent military secrets from being found so easily. This is when the basis of cybercrime first began. There are cybercriminals which exist simply because they are drawn to the information that is contained by the World Wide Web. Nowadays, cybercriminals are much harder to track as they have evolved from the basic computer geeks who merely send viruses to another computer in efforts to crash it. They are far more advanced, and seek to steal information for their own personal gain. We will write a custom essay sample on Cyber Crimes or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There are several different types of cyber criminals. They include: Script kiddies; who lack the experience to hack the larger mainframe systems. However, they are capable of doing some type of damage to unsecured systems. These types of criminals are also known as â€Å"hacker wannabes†. Also are scammers who flood one’s email with false advertisement and junk mail. The send catchy subject line for gullible victims and include links in the emails that absorb information from the victims computer. â€Å"Hacker groups usually work anonymously and create tools for hacking. They often hack computers for no criminal reason and are sometimes even hired by companies wanting to test their security† (Batke, 2011). The considered highest risk of all cyber criminals are â€Å"Insiders†. â€Å"They may only be 20% of the threat, but they produce 80% of the damage. They often reside within an organization† (Batke, 2011). The fact that there are cyber criminals establishes a new set of victims which mostly include people that are lonely, gullible, and have low self-esteem. When attacking the lonely, gullible, low self-esteemed individuals, cyber criminals normally seek their prey on social networking sites. Normally, the criminals use false identities to entice the victims. One the victim is deceived, they tend to for a sense of trust and release all sorts of personal information. This is why it is always important to keep personal information completely confidential. If one is dealing with networks that require information such as full names, social security numbers, addresses, banking information or even medical records, he or she should search or specific icons or notices within the website that assures their security. A common tactic that is used by cyber criminals is called â€Å"The New Kid Ruse†. This is when the suspect created fake webpages and uses fake images to give the idea that they are someone else in efforts to divvy up the victims personal information. Once the criminal gets one small piece of information they tend to sink the hook of deception even deeper. These acts get serious. They get so serious that eventually the cybercriminal begins to threaten the victim with exploitation if he or she does not surrender to their demands; saying that the information that has already been retrieved will be set abroad to ruin the victim’s reputations if they do not comply. â€Å"The case of Christopher Patrick Gunn, 31, of Montgomery, Alabama, who was sentenced last month to 35 years in prison for producing child pornography through a massive online sextortion scheme, provides a glimpse of how modern-day confidence men are plying their trade against the most vulnerable and unsuspecting victims† (The FBI, 2013). In this particular case, Gunn lured many minors into performing lewd acts via webcam and email. He had exploited large sums of teenage girls in various states that include Mississippi and Louisiana. He even stretched this heinous activity to some teenagers in Ireland. Cybercrimes include smallest crimes you could think of and the biggest crimes imaginative. Fraud is a cybercrime people use to commit anywhere from insurance scams and identity theft. Identity theft is a crime in which a person collects vital information from someone such as their social security number in order to pretend to be someone that they are obviously not. Just this one type of cybercrime is becoming more of a problem every day. Harassment is an example of cybercrime in which I consider to be bullying. This type of crime is done without much thought or consideration of the next person. Cybercrimes also include but are not limited to cyber stalking, cyber terrorism, drug trafficking, scamming, exchanging files of copyright material, and obscene or offensive content shared over the internet.

Training and Development of HM

Introduction For businesses to survive in the 21st century they should be committed in implementing the most effective operational and managerial practices (Baines 2009). Human resource development is one of the aspects that firms should consider in their pursuit to nurture competitiveness with regard to human capital. Currently, human capital is considered as a fundamental organisational asset.Advertising We will write a custom proposal sample on Training and Development of HM specifically for you for only $16.05 $11/page Learn More In addition to the quality of the product, customers are increasingly becoming concerned with the quality of customer service, which is paramount in promoting unique customer experience. Therefore, it is essential for the firm to close the gaps in skills amongst employees in order to promote the firms’ success in service delivery (Thomas, Zolin Hartman 2009). Employees’ training and development underscore one of the fundamental organisational development elements that organisations should pursue in an effort to achieve sustainability in their operations (Hutton 2013). Subsequently, it is imperative for HM’s Board of Directors to understand the view that the capacity of the firm to achieve its desired competitive advantage will be subject to the quality of its workforce with regard to competency. Therefore, failure to invest in effective employee training and development affects the productivity of its workforce adversely. The aspect of employees’ training and development promotes the level of job satisfaction amongst managers in different levels of management. Moreover, it provides them with an opportunity to progress through their career path (Kirby Riley 2006). Therefore, it is essential for HM to ensure that its human resource management practices and strategies align with the firm’s vision and goals. Employees’ training and development is one of the most effective strategies that the director of training and development at HM should incorporate. This move will improve the likelihood of the firm achieving competitive advantage in an industry that is increasingly becoming competitive. However, the firm’s success in employee training and development will only be successful if the firm allocates a substantial amount for employee training and development in its annual budget.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Background to the organisation HM Hennes Mauritz AB [HM] is a multinational retail-clothing firm that was established in 1947 in Vasteras, Sweden. HM vision entails ensuring that all its operations are managed in an environmentally, economically, and socially sustainable manner. Subsequently, the firm has managed to developed sufficient economic, environmental, and social sustainability, which is in line with its vi sion to achieve sustainable future through fashion. The firm is ranked second amongst the global cloth retailers such as the US-based firms Inditex and GAP, which are its core competitors. Currently, the firm has penetrated in over 53 countries and it has established over 3,100 retail stores. By the end of its 2013/2014 financial year, HM intends to have established an additional 375 stores (HM 2014a). In its pursuit for economic sustainability, HM has implemented effective marketing strategies such as online marketing in Denmark, Germany, Netherlands, the UK, and Austria. HM market expansion strategy underscores its commitment in growing the firm’s retail stores with a 10% to 15% margin annually. The firm’s success has also arisen from its effective human resource base. Moreover, HM has developed an adequate workforce, which is comprised of over 116,000 employees. The firm is also focused at creating additional new jobs. This aspetc illustrates the firm’s commi tment to achieving its predetermined growth and profitability objectives. The firm’s success has arisen from its commitment to the ‘HM Way’, which highlights the firm’s organisational culture. Some of the areas that the firm is focused at entail nurturing a strong workforce through teamwork, continuous improvement, believing in people, entrepreneurial spirit, cost consciousness, and keeping it simple. The firm believes that teamwork is an essential component of its organisational culture. Subsequently, HM has formulated clear values that guide employees in their duties. The firm considers employees as a fundamental organisational asset. In an effort to support employees, the firm provides employees with an opportunity for growth through training and development programs.Advertising We will write a custom proposal sample on Training and Development of HM specifically for you for only $16.05 $11/page Learn More Moreover, HM has integrated a culture of inclusiveness by eliminating discrimination based on their operation (HM 2014b). In a bid to promote employee satisfaction and high rate employee retention, HM has incorporated an incentive program (Siegle 2014). In addition to the internal environment, HM is committed to effective interaction with the external world. Subsequently, the firm is cognisant of the importance of its external stakeholders such as suppliers, customers, and other business partners. The firm’s ability to maintain external relations arise from is commitment to openness, sensitivity, objectivity, and accessibility. Training needs analysis The retail industry has undergone remarkable changes since the beginning of the 21st century. Some of the most notable changes relate to intensity of competition, changes in information communication technology, changing consumer needs, and labour force demands (Hellriegel Slocum 2011). HM is committed to undertaking continuous expansion of its workforce. For example, in its 2009 annual report, HM announced its intention to increase its human resource base with an additional 7000 employees. The firm intended to achieve this goal by expanding into 33 new countries. In an effort to achieve social sustainability in the international market, HM has incorporated recruiting from the local market as one of its human resource management policies. Subsequently, the firm has adopted external recruitment as one of its human resource management practices. This move has sufficiently positioned HM as a culturally diverse organisation. HM is committed to developing competitive advantage with regard to human capital. This vision arises from the recognition of the role of human capital in promoting its competitiveness in the global fashion clothing industry. Investing in employees’ training and development will enable HM to achieve operational efficiency and this assertion arises from the view that the firm will become innovative i n its operations. However, the firm’s long-term success will depend on the extent to which the firm is committed in ensuring that its employees’ knowledge and skills align with the prevailing market demands (Timmons 2013). Moreover, HM has an obligation to promote a high level of synergy within various organisational components as advocated by the McKinsey 7S model, which include the hard and the soft elements.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The McKinsey 7S model underscores the importance of ensuring a high level of interdependence amongst the various internal organisational elements, which include strategy, systems, shared values, skills, staff, style, and structure as illustrated by the figure below. The hard elements include the organisation’s systems, strategy, and structure while the soft elements include the shared values, style, skills, and staff. Source: (Hanafizadeh Ravasan 2011) Investing in employees’ training and development will improve the probability of the firm achieving the desired competitiveness. This assertion arises from the view that the employees’ training and development strategy adopted will affect the employees’ skill level, shared values, operational style, and systems either directly or indirectly. Using the McKinsey 7S model will enable HM to understand the skills’ gaps within its workforce. Moreover, the firm will be in a position to understand the most important skills and knowledge amongst its workforce. Subsequently, the firm will be in a position to formulate the most effective employees’ training and development strategy. Subsequently, the firm’s board of directors and the management team have an obligation to ensure that the firm invests in human capital development in order to achieve its vision. Findings of previous empirical studies show that the level of employee motivation is a fundamental factor that organisations should take into account in formulating an employees’ training program. Saad, Mat, and Awadh (2013) assert that motivating employees stimulates them to accomplish a predetermined goal. Some of the aspects that motivate employees include a high career insight and motivation to learn. Saad, Mat, and Awadh (2013, p.4) argue that motivation ‘refers to the efforts required to complete a raining task, which are determined by the relationship with the rate of participation in training acti vities’. This aspect highlights the importance of ensuring that the employees’ training and development strategy adopted contributes to a high level of employee motivation. One of the theories that best illustrate the contribution of employees’ training and development towards employee motivation is the Vroom’s expectancy theory. Lunenburg (2011) contends that expectancy theory is based on the view that there is a strong relationship between the employees’ performance and the expected rewards of their performance. Employees’ believe that they are likely to be motivated if they perceive that they their contribution to the organisation is rewarded adequately and fairly. Lunenburg (2011, p.1) further argues that people ‘join organisations with expectations about their personal needs, motivations, and experiences’. The theory contends that the employees’ behaviour is a conscious choice (Greenberg 2011). Subsequently, employee s are likely to behave in a manner that aligns with their expectancy calculations. Furthermore, the theory asserts that employees have diverse personal needs at the workplace; for example, career advancement and challenging tasks (Werner, Tosi Gomez-Meija 2005). The expectancy theory provides organisational managers with the guidelines for improving their level of motivation by adjusting the employees’ effort-to-performance expectancy. Lunenburg (2011) argues that organisational leaders have an obligation to ensure that employees can execute the assigned duties successfully. Therefore, it is essential for organisational leaders to improve the employees’ level of motivation through training and progressively assigning them challenging tasks. Nurturing effort-to-expectancy rate demands organisational leaders to seek the employees’ opinion on how best to adjust the organisation’s performance. Furthermore, it is imperative for organisational leaders to consi der the possibility of coaching employees who do not have self-confidence. The figure below illustrates the basic expectancy model. (Lunenburg 2011) According to Vroom’s expectancy theory, it is imperative for organisational leaders to steer their organisations towards the desired organisational objectives by implementing the necessary and desirable strategies. Programme of work Proposed training and development offer In order to position itself in the global retail industry effectively, it is imperative for HM to focus on improving the skills and knowledge of its workforce. However, the extent to which the organisation succeeds in promoting business performance is subject to the success of the firm in identifying the core areas of employees’ training and development. The contemporary business environment is characterised by a high rate of change emanating from the macro-environmental and micro-environmental business environments. Therefore, the importance of developi ng a skilled and experienced workforce cannot be underestimated. In order to survive in such an environment, it is imperative for HM to formulate comprehensive employees’ training and development program. Some of the aspects that the firm should consider include improving the employees’ technical skills, management skills, and leadership skills. Management development, leadership and technical skills It is imperative for HM’s director of training and development to focus on developing optimal leadership and managerial skills. Management development refers to the process of ensuring that the employees’ development aligns with the organisation’s goals. By focusing on management development, HM will ensure that its employees have developed diverse skills to enable them to execute diverse tasks. Subsequently, the workers will execute the delegated tasks successfully. Additionally, the likelihood of the employees achieving the desired career goals is en hanced. Investing in management development will enable the employees to develop adequate problem solving skills, hence improving their capacity to deal with challenging situations at the workplace (Newton Doonga 2007). E – Learning In order to improve the level of employee motivation and satisfaction, HM should focus on improving the employees’ technical skills, which will play a remarkable role in promoting their career development. Majchrzak, Beath, Lim, and Chin (2005) assert that career development is achieved through continuous acquisition and refinement of the employees’ technical skills such as job mastery and professional skills. In order to improve the employees’ technical skills effectively, HM can adopt the simulation strategy, whereby training is undertaken away from the work environment. Additionally, HM should consider adopting e-learning concepts. Chen and Kao (2012) assert that employees’ training and development can be costly. Th erefore, it is imperative for organisational leaders to adopt the concept of e-learning. One of the ways through which the firm can achieve this goal is by implementing effective information communication systems such as video conferencing. Using e-learning will provide employees with a high degree of flexibility in their learning process. This assertion arises from the view that employees will have the discretion to determine when to study (McGurk 2013). Coaching and mentoring Developing effective leadership skills amongst employees will promote HM with competitiveness regarding human capital. Through acquisition of effective leadership skills, HM will be in a position to implement project-based approach in its operation, as firm will enhance its teamwork culture by promoting a high level of collaboration amongst employees. Moreover, the firm will be in a position to deal with various workplace issues such as conflict amongst the team members. In order to support management develop ment and leadership development, HM should consider implementing effective employee training and development strategy. One of the strategies that the firm should incorporate is coaching and mentoring. Mavin and Lee (2010) assert that coaching and mentoring aim at stimulating learning ability of subordinates by consciously matching the firm’s management style with the learners’ readiness to accept what is being taught. In order to succeed in coaching, it is imperative for HM to develop effective interaction between employees and individuals in the different levels of management. Coaching and mentoring will improve the effectiveness and efficiency with which HM’s employees take charge of their personal development. Subsequently, they will be in a position to achieve their desired results. One of the coaching models that HM can incorporate in its management development effort is the GROW model. The model assesses the employees’ goals, the reality of the prev ailing situation in the workplace, the employees’ options, and will to accept the available options as illustrated by the figure below. Source: (Pride, Hughes Kapoor 2009) With regard to mentoring, HM should develop a mentorship program whereby employees in the different managerial levels share their experience with their subordinates. For example, the firm’s managers should share some of their technical expertise with the lower level employees (Ryan, Windsor, Ibragimova Prybutok 2010). However, the ‘mentoree’ does not have to undertake similar responsibilities like those in the managerial level. In order to benefit both the organisation and employees, HM should adopt both developmental and sponsorship mentoring models. Adopting sponsorship model will enable employees to achieve their desired career success while the development model will contribute to a high level of personal development. Implementing developmental model requires the mentor to be expe rienced on issues that are relevant to the employees needs. Therefore, using the two models will enhance the probability of employees acquiring the desired skills. Evaluation HM should evaluate the contribution of the coaching, mentoring, and e-learning to the employees’ training and development strategies in improving skills and knowledge. The firm should conduct a comprehensive employee appraisal in order to determine the employees’ level of skills. One of the models that the firm should implement is the Kirkpatrick’s Hierarchical model. The model assesses the effectiveness of employee training and development by examining four main aspects. One of the issues that the firm should assess is the employees’ reaction to training and development program. The second aspect entails evaluating the extent to which employees have learnt new techniques, logics, and methodologies coupled with their relevance at the workplace. This goal can be achieved by evaluating the knowledge and skills acquired through the training program. The fourth step entails reviewing whether the employee training and development has contributed to the development of the desired employee behaviour. Finally, the firm should assess the contribution of the training and development program to the overall organisational performance. Risk management In the course of implementing the employee training and development program, HM should be cognisant of the possible risks that might affect the implementation of the project. Some of the risks that the firm should be aware of include lack of adequate resources such as financial and human capital. This risk may arise due to resource scarcity. Additionally, some of the resources devoted for employee training may be diverted to other areas. In a bid to deal with financial constraints, HM should be proactive, for example, by allocating a substantial amount for employee training and development every year in its budget. Considering the significance of employee training, the firm should also develop a contingency fund that will address possible financial constraints. On the other hand, HM should consider adopting the concept of outsourcing human resource management experts. Conclusion and next step The above analysis shows that the success of HM into the future will depend on the effectiveness and efficiency of its human capital. Subsequently, the firm should incorporate a comprehensive employee training and development program in its strategic human resource management practices. Failure to invest in employees’ training and development will lower the level of productivity due to low levels of motivation. Moreover, the firm will not be in a position to cope with the prevailing market dynamics. In a bid to implement the training and development program successfully, HM should ensure that employees are adequately involved in the formulation of t he employee training process. This move will aid in understa nding their needs. Subsequently, the training and development program developed will align with the employees’ personal development and organisational goals. 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Werner, S, Tosi, H Gomez-Meija, L 2005, ‘Organisational governance and employee pay: how owne rship structure affects the firm’s compensation strategy’, Strategic Management Journal, vol. 26 no.4, pp. 377– 384. This proposal on Training and Development of HM was written and submitted by user Wesley S. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.