Discussion Of Strategic Human Resources Management

Discussion Of Strategic Human Resources Management In this particular task we will discuss the Strategic Human Resource Management. What it is, what is the importance of SHRM in the modern business, purpose and the contribution of SHRM in the business. With the increased global competition and the innovation of new technology and knowledge ,human resource management became the most critical function of organisation. Therefore, the workforce which was considered as resources became assets and are valuable for gaining competitive advantage for organisation. HRM helps organisation in aligning individual goals and objectives with the corporate goals and objectives, and rather than working as dictator HRM works as facilitator and promotes participative approach of workforce. In short, the SHRM focuses on the efficient and effective management of people in achieving the organizations vision or purpose. Conceptually, the SHRM goes beyond a set of coordination functions and activities of an organizations human resources. One of the fundamental ideas underlying the SHRM theory is that the organization can create a strategic fit or synergy between its HR strategies and organizational strategies. In other words, the organization should be able to side with its HR strategies and policies with whatever their organization might exist for. SHRM if designed carefully can become the driving force for organizational success. For, it is the HR that stands in the key position to influence growth and development of any organization. Variables such as customers and stakeholders, the quality of products or services, revenues or development outcomes are greatly determined by HR strategies and polices. Definition of SHRM Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organisation SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the companys strategies through HR activities such as recruiting, selecting, training and rewarding personnel. [ezinearticles.com,2010] Task 1.1 Importance of SHRM With the hard core competition and the tough market conditions it is getting hard for the organisations to survive in the market .organisation have to develop themselves in such a way that they can survive and gain competetive advantage over its competitors.this is where shrm comes into picture as SHRM helps in the long term planning of the business.SHRM is a proactive management of people. It is a two way process where organisation meeting need of people and employees meeting needs of organisation SHRM helps in aligning individual goals with that of organisational goals and objectives by developing the skills of the employees by training and motivating employees. SHRM have provided new dimension for training and development by encouraging and facilitating innovation and creativity. Employees are motivated by enriching their work experience . Instead of the performance Appraisal s performance and talent management have taken place. Strategic Human Resource Management blurs the distinction between a specialized Human Resource Management function and core operational activity, SHRM Aims to achieve strategic fit by integrating Hr strategies and business strategies vertically. {Adopted from: People management} DESTS Strategic Human Resource Management Framework According to survey in 2007 by Australian government a DEST Strategic Human Resource Management Framework is designed which explains the development of the department which shows to retain talented people in challenging environment department is introducing new and innovative strategies while delivering fundamental human resource services like the salaries, payroll and recruitment. A strong emphasis on leadership is used as a key strategic element to help and support for department people. the department has built and maintained a creative and engaged workforce able to deliver the growing and diverse education, science and training agenda. {Adopted from: Curtin.edu,2011} This diagram illustrates the HRM function factor are the specific factors that influence the compatability of HR practices ,while firm level factors are analysed as major determinants for matching hr activities with strategy.personal factors which embrace the capabilities of both employees and manager are identified as common determinants for both horizontal and vertical fit. Task 1.2 Purpose of SHRM The aim of SHRM is to ensure that the strategic decisions are made having a major long-term impact on the behaviour and success of the organisation by ensuring that the employees of the organisation are skilled, motivated and highly committed to achieve the organisational goals and also attain the competitive advantage against other rivals. Some of the SHRM activities are listed as below: Resourcing:SHRM main activity is to have right people to do the right job at the rightime.Main emphasis is laid on the efficiency and effectiveness of staff.resourcing is a process and pay.which have planning,recruitment, selection ,induction. Retention: once the staff is hired emphasis is laid on the retention of staff by providing them necessary training and development, by motivating them, by providing them job security ,job enlargement and using the reward management like the the performance related pay. Flexibility: employees are provided with the flxibilty of work life balance, getting job done from home, like the part tiome jobs for students and mums and the maternity or the paternity holidays and the sick holidays to retain staff. Therefore the purpose of the shrm is to deploy right people for the right task and look after the flexibilty and training and development of employees.The purpose of Shrm can only be achieved by proper planning and implementation. Task 1.3 Contribution of SHRM In todays economy the HRM plays an important role in achieving the main objective of the organization. it has lot to contribute as the policies of the organization is set by the Human resource management jointly with the approval of the senior level management hence a lot is depend on the contribution of SHRM in the organization .For any HRM to make positive contribution to the organizational achievements it is necessary that the HRM should know the business ,the core competencies and their competitive advantage along with expectations of the organization and their customers .there is a need to evaluate key drivers in the business performance . This will help the HRM in formatting the stratergic according to the need of the organization .the organizations mission and vision is the key factor For example if the organization is a Fast Food Industry where generally the vision is customer centric, customer satisfaction and the value of time. All these requires a well trained workforce usually available for the job to be done on time hence improving quality of work-life can have a substantial impact by reducing errors accidents, reducing absenteeism turnover, and improving productivity customer service. Thus contribution of the strategic human resource management in todays economy and style of business can makes substantial impact to the objectives of the organization and thus in turn participate in helping the business of the company to grow to higher limits. SHRM contribute to the paradigm of the business.Shrm provides a value added core responsibility of HRM. HR Planning: The ongoing process of systematic planning to achieve optimum use of an organizations most valuable asset its human resources.(investopedia,2011) Hr Planning assist organisations to recruit ,retain and optimize the deployment of the personnel need ed to meet the business objectives and to respond to the external environment.The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply. This may include the development of training and retraining strategies.(bnet,2011) Utility of Human Resource Planning in an unstable econonmic environment can be stated as follow: Employee Maintainence: Tha administration and monitoring of workplace.Safety ,Health and welfare policiesto retain competent staff and comply with the statuatory standards and regulations.Employee Maintainence gives access to the employee data in regard to the personal and workplace information. Performance Management:Accordng to Armstrong and baron -Performance Management is a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. Performance Management should be Strategic- About broader issues and long term goals and the Integrated -which links with the various aspects of the business ,people Management and individuals and teams. Peformance Management helps in the performance improvement and development of the individuals,teams and overall organisation.it also helps in managing behaviour iensuring that every there is better working conditions within the organisation.Performance mangament is a continuous process .Business starts of with the corporate goals and the departmental goals followed by the agreement on performance and development, leading to the development of plans betweenindividual and managers with continouous monitoring and feedback supported by formal reviews. Managers play aa important role in the performance management as they define individual behaviours ang assign duties and responsibilities and inform individuals about their accountibilities. Performance management is continuous improvement of the business processess, skills and behaviour of individuals and groups. Long Term Consequences: HR Planning main purpose is to recrit, retrain , optimise and deploy people.But HR is also responisble ethically to individuals working for the organisations.Ii has its responsibity towards individual for devolping their skills by providing them training .Training should lead the organisational effectiveness. HR is responsible towards the society for its well being following the ethical issues and the corporate governance.HR policies should be ethical and complaying with the laws. Because of the unstable Economic Environment large number of efforts are needed by the organisation sto sustain.Most of the organisations are trying to elimainate wastage like redundacy to get rid of the people who are not doing their job properly, Multitasking is pervailing and companieis are investing only on those employess who are capable and competent of multi tasking to assess sustainability. Hiring and training of new staff need lot of expenditure so companies is trying to train the staff internally from within the organisation. Task 2.1 Business Factors that underpin Human Resource Planning In an Organisation. Different business facors that underpin the Human Resource Planning in an organisation can be stated as follow: Competetive advantage: Human Resources within the organisations are treated as assets than capital.Having the Capable and Competent workforce than the competitor provides a competetive edge to organisation over the rivals. Talent management: Talent management is the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organisation, either in view of their high potential for the future or because they are fulfilling business/operation-critical roles.(cipd,2011) From Business perspectives hiring those people who have the right skills that will be helpful to the organisation. Labour Market: HR Planning is affected by the labour Market which deals with the demand and supply of the skilled and unskilled workforce available in the market. Due to the Unstable economic Conditions their is to much of supply and less demand for the workforce . Strategy of the Organisation: Depending on the Strategy of the Business if they are the having a leader plan or the survival plan Hr will recruit and train staff. Finance: Heavy investment is needed in recruiting ,training and retaining staff . Different levels of management have Different raes of remuneration.According to the Finances Available to the HR Department Recriument or Training of workforce is done. Expansion or growth: Expansion or growth requires recriument and promoting of the workforce. Law: HR policies and planning has to abide by the law .Law relating to the women working, pay, holidays or the ethical issues. Internal /External Environment: Environment affect the operations and the working of the orgaistions. As the market is turbulent therefore the Hr planning is affected by the economeic conditions . Organisational need : Depending upon the structure or the culture of the organisation HR act . To provide flexibilty there can be number of part timers within the organisation. Apart from these factors HR planning is also affected by the mission and purpose of the organisation and the resource planning of the organisation. Task 2.2 HR Requirement in a given situation In a given situation HR requirement is about the workforce analysis.HR main job is to have right number of people with the right skill available for the job. Any training and development required is also analysed by the HR.HR estimates the cost of training and development. It is the responisibity of the HR to retain the staff.Basically HR is involved in all the activities related to the human resources such as recuiting,selecting, training, retaining . Task 2.3 Develop a HR Plan For an organization Organizational objectives are defined by the top management and the role of HRP is to sub serve the overall objectives by ensuring availability and utilization of human resources.   HR Demand Forecast: Helps in estimating future quantity and quality of people required. There are several good reasons to conduct demand forecasting Quantify the jobs necessary for producing a given number of goods Determine what staff-mix is required Asses appropriate staffing levels in different parts of the organization Prevent shortages of people Monitor compliance with legal requirements with regard to reservation of jobs HR Supply Forecast: Supply forecasting measure the number of people likely to be available from within and outside an organisation .Reasons for supply forecast are: Helps quantify number of people and positions expected to be available Helps clarify staff mixes that will exist in the future Assess existing staff levels in different parts of the organization Prevents shortage of people Monitors expected future compliance with legal requirements of job reservations HR Programming Once an organizations personnel and supply are forecast, the two must be reconciled or balanced in order that vacancies can be filled by the right employees at the right time. HR Plan Implementation Implementation requires converting an HR plan into action. A series of action programmes are initiated as apart of HR plan implementation. Recruitment, Selection and Placement- after the job vacancies are known, efforts must be made to identify sources and search for suitable candidates. The selection programme should be professionally designed. Training and development- The training and development programme should cover the number of trainees required and programmes necessary for existing staff Retraining and Redeployment- new skills are to be imparted to existing staff when technology changes. Retention plan- retention plan covers actions which would help reduce avoidable separations of employees. Downsizing- where there is surplus employee, trimming of labour force will be necessary Control and Evaluation Control and evaluation represents the fifth and the final stage of hrp process. It should also clarify responsibilities for implementation and control, and establish reporting procedures, which will enable achievements to be monitored against the plan. Task 2.4 Critically evaluate how a human resource plan can contribute to meeting an organisations objectives: Human Resource Planning plan for the optimum use of its human resources. HR planning therefore deals with having right people for right job at the right time. Therfore Hr is responible for fulfilling the organisational objective. Making best use of people: HR is responsible for hiring right people for the right job. Proper utilization of the capabilities of the individuals help the organisation to achieve its goal. Planning for the surplus and shortage of staff: HR plans helps the organisation about the skill and unskill labour market . If there is excess of staff then staff is made redundant or the early retirements are given to employees .but if the staff is in shortage than than the staff is hired or trained from within . Multiskilling is practised by the organisation. It is the responsibilty of the Hr to have right number of staff for the right job. Efficient utilization of people: Hr helps in the effective and efficient use of the workforce Hr helps the organisation to be cost effective by providing employees with the job rotation, job enlargement and job enrichment.Employees tend to acquire more skills by this. Succession Planning:Wendy Hirsh defines succession planning as a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successors. Successors may be fairly ready to do the job (short-term successors) or seen as having longer-term potential (long-term successors). Therefore Hr defines the right candidate to be promoted for the right post. Recriument of Efficient Staff: Talent Management is in practice which helps the organisation to gain competetive advantage over its competitors and finding the cabable and competent employee for the job. Creating a fit between the HR Strategies and business Strategy:HR need ritcto follow the policies which will help in the achievemnet of the business objectives.Strategies concerning recruiting, training, deployment and delayering should all be aliged with the business strategy to achieve business objectives. The Development and Retention of the Human resources:Beside recriument and training it is very essential for organisation to retain and develop the staff. Task 2.5 Explain the purpose of HR management policies in organisation Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce.(uslegal,2010) Rules and Norms: HR policy should follow the rules and norms and should comply with the law. Procedures- HR policies provides a clear idea about the procedures relating to the displinary. Support- HR policies provide support in regared to the working hours and the break timimngs etc. Displinary and greviaces-Policies relating to the greviances such as how the greviances by solved and what are the displinary measures and the misconduct and the gross misconduct. Performance Management: Performance management underlines the Hr policies about analysing and measuring the performance of individuals. These underline the probation time , appriasal and the reviews by the management. Employee Relations-HR policies provide support to employees in relation to any problem or information relating to the workplace. Reward Management : HR policies states the pay and remuneration of the employees and how the employees are paid . Task 2.6 Analyse the Impact of regulatory requirements on HR policies in an organisations Regulatory bodies have tremendous effect on the HR hence it is mandatory for the HR to keep the Law and regulatory authorities at priority before finalizing on HR Policies failing to do so would lead the organization into serious trouble with consequences up to heavy penalty and license being cancelled. There are a few of those policies No discrimination policy discrimination of any sort is a crime hence the HR follows the policy of no discrimination policy. Training is been given to employees on this topic which explain them what they can say or do. Equal opportunity policies where the Hr has to plan a structure to offer jobs for everyone irrespective on anything Economic : Hr sholud look after tax policies as well. Any Tax Evasion of wrong Income Shown leads to the unethical bahaviour .therefore HR policies should work ethically towards the government. Sexual or mental harassment policy: Hr takes a serious action against any employee breaking this policy Working HR Restriction policy: Hr Has to proved a contracted hours of job for immigrants that have work hour restriction for their job Social Corporate Responsibilty:it is HR responsibility to look after the welfare of the society or invest in the ecnomic infrastructure or creating jobs for the unemployed in the society. Adequate Resource and Training : HR policies should have proper measures for the training and development of workforce. Respect for employees: HR policies should support diversity in work cultures and the common law for respect for the employees and forbade the use of abusive language at work. Regular performance review: it is mandatory for the Comapnies to perform reviews of employees as it provide the idea of the working of employees. There are various policies and procedure that has to be implemented by the HR due to the legal restrictions of the government . Task 3.1 Impact of Organisational structure on HR: An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims (wikipedia,2010) An organisation s structure is presented as an organisational chart which shows how management is organised vertically with layers of hierarchy and horizontally by function, product or division.There are three main types of organisational structure: tall ,hierarchical,flat hierarchical and matrix.In the centralized structure decision making power is concentrated in the top layer of management and in the decentralised structure decision making power is distributed. HR do not have much power to exercise in the traditional structure but in regard of the decentralised Hr have rights and power to exercise. Hr helps in improving the communication between managers ,supervisors and employees.It helps in allocating the roles ,powerand responsibilities are delegated ,controlled and coordinated. Task 3.2 Impact of organization culture on HR: The specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholdersHYPERLINK http://en.wikipedia.org/wiki/Stakeholder_(corporate) outside the organization.(wikipedia,2011) Role culture also known as the Greek temple ; classical structure, bureaucratic nature, roles more important that the people who fill them. Position power predominates and expert power tolerated. This culture serves the cause of structure.This type of culture is normally for the Army or the Home Office. Hr define the role properly for every individuals. Task culture also known as the Net; the focus is on completing the job. Individuals expertise and contribution are highly valued. Expert power predominates, but both personal and position power are important. The unifying force of the group is manifested in high levels of collaboration. NHS nurses and doctor are the examples of the tash culture.There is continouous training needed for the jobs. Person culture also known as a Cluster or Galaxy; a loose collection of individuals usually professionals sharing common facilities but pursuing own goals separately. Power is not really an issue, since members are experts in their own right. This type of culture serves the individual. Accountant,businessman are the examples.No hr is needed for the person culture as the individuals take their own decision and do not require any staff. Task 3.3 How effectiveness of HR is monitored:- Performance appraisal (PA) is one of the important components in the rational and systemic process of human resource management. The information obtained through performance appraisal provides foundations for recruiting and selecting new hires, training and development of existing staff, and motivating and maintaining a quality work force by adequately and properly rewarding their performance. There are two primary purposes of performance appraisal: evaluative and developmental. The evaluative purpose is intended to inform people of their performance standing. The collected performance data is used to reward high performance. The developmental purpose is intended to identify problems in employees performing the assigned task. The collected performance data is used for training and development purposes.The effectiveness of HR can be monitored by auditing the following functions of the Human resources like Hiring Procedures/Recruitment/Interviewing:- the quality of the hiring procedure ,recruitment and the interviewing criteria Reference Checking Process :- To thoroughly check the reference provided by the employee New Employee Orientation Program:- the Quality of the orientation programmed for fresh employees Salary Reviews/Compensation Issues :- the Time Taken to provide solution to these issues Employee Benefits Programs :- Are these programmed Worth for the employees HR Policies and Procedures :- their Adherence quality Employee Handbook :- How well it is reviewed Job Descriptions for Key Positions:- if the employees know about their duties and responsibilities. Cross Training :- Quality of Checking if the training was worthy enough for the employee Skills Assessments : criteria to assess the skills of the employee Staff Mentoring : the degree or the quality of mentoring provided to the staff by the HR if situation arises where a staff needs mentoring (htr,2010) Task 3.4 Recommendation to improve the effectiveness of HRM Below are some recommendations Have a check on the composition of the audit team which audits the performance of the HR. have a member of HR in the team representing the HR Review the values and the Mission statements of the HR Review the effectiveness of the Hr policies in getting the polices adhere to the desired result KPIs ( Key performance indicators should be set for Hr functions and should be monitored performance monitoring for the implementation for the planning made by the HR in the next six months also implementation and proper execution of the trading or other activity assigned for the employees. The time or the period taken by the HR to solve or rectify or address a query shall also be monitored and their follow up for the same has to be made. Appointing a consultant to examine the HR of a given Company would be a better option Conclusion Human Resource Planning helps ,in selection,recruiting,training and appraising . HR department helps the organisation to gain competetive advantage over its competitor by selecting the employees with the right skill to do the right job. HR now a days is focussing more on the talent management.Concepts like psycological contract ,learning organisations are getting into practise to increase the efficiency and productivity of employees. Refrences: Inroduction of SHRM available[online] http://www.rim.edu.bt/Publication/Archive/rigphel/rigphel2/people_mgt.htm [accessed 24th January 2011] Image of organisational culture adopted [online]http://changeworksblog.com/category/viral-change-change-management/ accessed [14th January 2011] defination of personnel management available [online]http://www.businessdictionary.com/definition/personnel-management.html accessed[ 14th January 2011] HRM Available[online]http://humanresources.about.com/od/glossaryh/f/hr_management.htm [accessed 24th January 2011] Defination of SHRM avaliable [online]http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?HYPERLINK http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585HYPERLINK http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585id=549585 accessed [14th January 2010] HR Planning Available[online]http://www.bnet.com/topics/human+resource+planning accessed[24th January 2011] Image of HR Available [online] http://rphrm.curtin.edu.au/2006/issue2/strategic.html[Accessed 18th January 2011] HR Planning Available(online)http://www.investopedia.com/terms/h/human-resource-planning.asp [accessed 24th January 2011] Utility of HR Planning available[online]http://www.cipd.co.uk/subjects/perfmangmt/general/perfman.htm [accessed 24th January 2011] Talent Management Available[online]http://www.cipd.co.uk/subjects/recruitmen/general/talent-management.htm?IsSrchRes=1 [Accessed 25thJanuary 2011] Human Resource Policies Available[online] http://definitions.uslegal.com/h/human-resource-policies/ [Accessed 25th January 2011] Organisational structure Available[online]http://en.wikipedia.org/wiki/Organisational_structure [Accessed 25th January 2011] Defination of Organisational Culture Available[online] http://en.wikipedia.org/wiki/Organizational_culture [Accessed 25th January 2011] HR Effectiveness Available[online]http://www.htr.org/hrmanagement.asp [accessed25th January 2011] Doherty N.,Tyson S.,1999Human Resource Excellence.,Cranfield School of Mnagement.,Financial TimesManagement. Anthony P.W.et al.,1995.Strategic Human Resource Management,Dryden Press. Image of Evolution of SHRM available [online] http://www.brighthub.com/office/project-management/articles/77199.aspx?p=2 [accessed 18th January 2011] DEST Strategic Human Resource management Framework Available[online] http://www.annualreport2007.dest.gov.au/chapter_eight/people_management.htm [accessed 18th January 2011] Workforce planning Available[online] http://www.cciq.com.au/Business-Skills/Adult-Learning/What-training-is-right-for-your-business[ Accessed 19th January 2011]

Symbolism in William Goldings Lord of the Flies Essay -- essays resea

Symbolism in William Golding’s Lord of the Flies renders either through a character, intention, or theme. The author uses these symbols to have a greater impact on the readers’ interpretation of the novel, rather than merely revealing the idea. First and foremost, the beast and its several manifestations are few of the many signs that support deeper meanings. Furthermore, there is Piggy, one with intelligence and responsibility and one very important symbol. Finally, there are the two fires which are vital representations in the novel that contrasts and demonstrates irony. The use of symbols does provide a deep elucidation of the novel, but it supports an even more profound significance for the readers’ perspectives as well. In the novel, the beast is an inclusive symbol which comes to the boys in many distinctive figures. Due to their fear of the unknown island and each other, they begin to suppose that there is a tangible ‘beastie’ with them on the island. Each character arranges an emotional fear within themselves from their sinister side of human nature. All the fear can then have the ability to bring the fictional beast to life. One way they perceive the beast is through an unfortunate parachutist who lost his life and is blown onto the island. Although he is harmless, Ralph describes him as a monster with, â€Å"†¦teeth, and big black eyes.† (Golding 136). All but 1 2 Simon know the genuine behind their fears and the shape of the creature. Knowing that, â€Å"†¦Maybe it’s only us.† (Golding 96), he confronts the beast at the summit of the mountain and soon understands that he is no more but dead flesh. However, his truth eventually leads to his demise during the savages’ chaotic... ...e soul. Succinctly, Golding’s Lord of the Flies is a mental exertion of symbols which are meant to have the readers reflect above and beyond to more individual thoughts. The analysis of the novel becomes more interesting and authentic through the themes that it is shown through. The fire, the beast and Piggy are only some of symbols on the mechanism of human nature and even nature in itself. The many representations also intend to stand for simple theses and are meant to have an impact on how one thinks about the present society. There are always small signs in everyday life which represent and help develop the civilization known today. The nature of a symbol is a capability to manipulate and explore relationships between various ideas and information. Ultimately, the novel uses this nature to support deeper characteristics in both the literary and human worlds.

Budgeting Process Is a Waste of Time and Valuable Resources Essay

A budget is a plan for financing an enterprise or government during a definite period, which is prepared and submitted by a responsible executive to a representative body (or other duly constituted agent) whose approval and authorization are necessary before the plan may be executed. In the case of Uganda, it is a financing plan for one year prepared by the president and approved by Parliament. Some scholars have argued that budgets are a waste of time and valuable resources. But this statement is not entirely true as the budget process has some very useful roles in public administration as shown below;- Financial control. Government needs to be able to exercise control over the ministries and departs – i. e. to make sure that the ministries are keeping to plan and that necessary actions can be taken to put them back on track when needed. Government needs to have control tools to make sure that financial plans and targets are being achieved, and the best tool is the budget. The budget is a plan set out in numbers, which enables the government to exercise control. The difference between what is budgeted to happen and what actually happens is termed a variance. A favorable variance means that ministry or department is doing well while an adverse variance shows those that are not. Allocation of scarce resources. One of the biggest tasks of government is the allocation of scare resources. This is often done through the budget. Resource allocation refers to the distribution of resources, and in particular finance, from the center to peripheral levels. Because the budgetary process is often participatory, it enable the various ministries and local governments to identify their needs and present them to the centre. Programme Coordination. The budget process serves very well to coordinate government departments and ministries. It is at this budget process that the government can get to know who is doing what and at what cost. Government can for example be able to tell that water for irrigation has been covered under the Ministry of Agriculture and should therefore be omitted from the Ministry of Water and Environment. Communication. The public budget serves as a communication tool to a variety of audiences. The general public, civil society, and legislators all receive information from the budget process. Once the budget has been approved by the legislature and signed into law, the ministries and other agencies become the information recipients. Importantly, each of these actors perceives the budget differently. Budget also communicates upwards. Ministries and various agencies must prepare a budget that persuades the president that they support him and his manifesto. At this level of the process, the information in the budget document must explain why a program deserves continued support, how it meets the president’s policy priorities, and how well it is using the resources it has been given. After a ministry budget has been incorporated into the national budget the primary audience for communicating information shifts from the executive to the legislative branch of government. The primary goal at this stage is to provide information to legislature with the recommendations and analysis that serve as the basis for their decisions. Perhaps the most important purpose for public budgeting is to communicate a ministry’s intentions and performance to the citizens. The media also plays a major role in presenting budgets to the citizens. The key events in the budget processes and budget documents must serve to support a mass communication task. Successful communication helps to build legitimacy for the government and its programs. Budgeting as a Governing Tool. Public budgeting has become an increasingly central galvanizing force for both the administrative and policy side of governance. This process begins with the preparation of program-level, agency-level, and then ministry-level requests for the coming fiscal year. This budget process presents a political platform for the selection of policy choices and for the allocation of resources to support those choices. The development of a national budget provides the foundation from which to organize a coordinated response to these complex problems and needs. Financial Accountability. Reflecting its roots, the budget process provides the tools to ensure financial accountability. Legislative oversight and audit functions are important activities that provide an opportunity for ministries to demonstrate that they have complied with legislative directives. This compliance provides assurances to both elected officials and to the public that the ministry and its programs are serving the public interest. Influence on the Economy . The spending and taxation policies of the central government and local governments have economic impact. Of course, the central government, with its sh11 trillion for 2012/2013 has far more impact on the economy than billions the local governments spend. From an economist’s point of view, the budget serves the following combination of economic objectives: * funds social service programs for those in need, thus increasing the demand for private sector goods and services; * reflects tax policy that affects business and individuals; * reflects and funds the enforcement of commercial, transportation, land use and environmental regulations that affect the business climate; * funds education and other training programs that enhance the country’s human and economic resources; * funds routine purchases (like stationary) and capital projects (like Bujagali dam) that stimulate economic activity; * serves to redistribute wealth across the country’s residents; and * Supports the government as the largest single employer. Public Budgeting as Political tool. The budget process presents a series of opportunities for elected officials and interest groups. The perspectives and needs of elected officials and interest groups may fr equently contrast with the values and hopes of most public administrators. Understanding these contrasting needs is a useful key to understanding the budget process. Elected officials must respond to their constituent’s needs and demonstrate a record of leadership. MPs must demonstrate an ability to use government to solve problems in their constituencies. Survival of an MP rests on this ability. In contrast, civil servants often rely on public service and professional values to guide their sense of action and accomplishment. For example, at the ministry of finance, the minister (who is not elected) and budget analysts are primarily committed to acquiring the resources necessary to maintain the efficient and effective delivery of programs, not delivering on promises to constituents. The budget process provides leadership opportunities to bridge and reconcile these competing perspectives. The promises of an election campaign must be quickly translated into policies and programs. Campaign goals and visions must be translated into legislation and directives that can reform and reorient the ministries. The budget also provides an opportunity for the executive to engage with the legislature. When executive and legislative branches are divided, compromise is usually necessary to meet the constitutional duty shared by the Executive and legislative branches i. e the president must present a budget to the legislature and the parliament is constitutionally required to enact a budget. Waste of time. On many instances, however, budgets may appear of a waste of time when they are not adhered too. In Uganda for example, The Monitor newspaper reported that the budget for Sate House had jumped from Shs66. 1 billion approved in September last year to Shs204. 4 billion. On the day to day running, there always unforeseen consequences that governments have to cater for and often need extra resources beyond what is budgeted for. An example in Uganda was the Bududa landslides, In the US we have seen incidences such Hurricane Katrina that devastated New Orleans in 2005. But that is only a perception. Budgets play a very big role in public management and administration.

Three Main Psychological Disorders - 1137 Words

Three Main Psychological Disorders Introduction Psychological disorders are also referred to as mental disorders. This can be defined as psychological symptoms or behavioral patterns that affect multiple life areas of an individual. In addition, they are likely to cause distress for patients who experience the symptoms. Post-Traumatic Stress Disorder Posttraumatic stress disorder develops because of traumatizing events that threaten the safety of an individual making him/her feel helpless. Often, people relate PTSD with soldiers in the battlefields and combats from the military. However, any overwhelming live occurrence is expected to trigger PTSD. This occurs in case the event was uncontrollable and unpredictable. Posttraumatic stress disorder has the possibility to affect individuals who have experienced a catastrophe, the witnesses and those who help in the recovery operations such as the law enforcers and emergency employees. In addition, it can take place in the family and friends members of the person who experienced the actual trauma. PTSD has a different way of developing depending on each person. While its symptoms are likely to develop after some days or hours of the traumatizing event, sometimes it takes years, months or even weeks before they appear. Sometimes, these symptoms can emerge suddenly, gradually, or over ti me. Anything that reminds an individual of the original traumatic event is likely to trigger the symptoms. This includes smell, certain wordsShow MoreRelatedEating Disorder Outline951 Words   |  4 Pagestopic which is eating disorder. Central Idea: informative speech about the three type of eating disorder which are Anorexia Nervosa, Binge Eating Disorder and Bulimia Nervosa. Then my second point will focus on the causes of eating disorder, after that in my last main point I will discuss its effects on our life. I. Introduction A. Tie to audience Food too much of it, we suffer, and too lack of it, we will suffer. Because of it human has lost their sanity and it’s the main cause of most healthRead MorePost Traumatic Stress Disorder, Schizophrenia, And Dissociative Identity Disorder Essay1474 Words   |  6 Pages This movie is full of twists, turns, and psychological disorders. The main character in the movie, Anna, witnessed her mother dying. From this tragic event, she developed multiple psychological disorders. The main three that this paper will be elaborating on are Post Traumatic Stress Disorder, Schizophrenia, and Dissociative Identity Disorder. All three of these are very serious, but all in there own way. First, there is Post Traumatic Stress Disorder, also known as PTSD. This is a disease thatRead MoreAlcohol Use Disorder Is An International And National Problem1006 Words   |  5 PagesAlcohol Use Disorder is an international and national problem. It is critical to address Alcohol Use Disorder because of its comorbidity status with other such addictions as well as the social harm it causes on an individual and societal level. This essay looks into the development and maintenance of Alcohol Use Disorder in relation to the Biopsychosocial model. The model focuses on three main concepts, biological, psychological and social factors that affect the addictive behaviours. In particularRead MoreChapter Thirteen Of Experience Psychology982 Words   |  4 Pagesand issues in treatment, and the effectiveness of psychotherapy. The treatments that eliminate or reduce symptoms of psychological disorders are biological therapies. These therapies alter the aspects of the body functioning. The three forms of biological therapy are drug therapy, electroconvulsive therapy, and psychosurgery therapy. Drug therapy is the most common out of the three. Psychiatrists and family doctors are able to prescribe and/or administer drugs as a part of therapy because they areRead MoreMany characters in movies, television shows, and novels have been portrayed or have been hinted to600 Words   |  3 Pagestelevision shows, and novels have been portrayed or have been hinted to have a psychological disorder. Some examples are Ariel from The Little Mermaid, who has obsessive-compulsive disorder and is a hoarder, and Mike from the animated series Total Drama, who has dissociative identity disorder. This phenomenon has become more prevalent in popular media. These characters appear in all types of genres: psychological thrille rs, comedies, mysteries, musicals, and more. The Big Bang Theory is a televisionRead MoreThe Deer Hunter : Psychological Disorder1262 Words   |  6 PagesDeer Hunter† a psychological disorder is depicted in the film. This disorder is depicted on the main character of the film. In this film one see clearly what the disorder is and the symptoms that depict that it is indeed a disorder. Following what caused the character to get the disorder. What followed after, once he had the disorder? How it affected the character of the movie and those around him. What changed in his life and if he received any type of treatment because of the disorder. Then finallyRead More Eating Disorders Essay746 Words   |  3 PagesAn eating disorder is an extreme expression of emotion, distress, or inner problems. An eating disorder can be compared to drug use or self mutilation as a way to relieve pain or stress. Food or the denial of food becomes the drug of choice and is used to numb painful fe elings. There are three main types of eating disorders, anorexia nervosa, bulimia nervosa and binge eating disorder, also known as compulsive eating disorder. Anorexia Nervosa is an extremely abnormal fear of gaining weight, a distortedRead MoreEating Disorders : Anorexia Nervosa889 Words   |  4 PagesEating Disorder Statistics about thirty million people in America of all ages and genders suffer from one of the three main eating disorders. Many people suffer from more than one of the eating disorders. Only 1 in 10 individuals receive the treatment that is needed to recover(ANDA). Often eating disorders are known to be triggered by outside factors in their life, but studies show that it is more likely to be a part of their genetics. According to Webster the definition of an â€Å"Eating Disorder† isRead MoreEating Disorders And Their Effects On Victims Of Them1281 Words   |  6 Pagesthoughts someone suffering an eating disorder hear every second of a day. In this essay, I will explain eating disorders and their effects on victims of them. Eating disorders are major health risks, and can be life-threatening. Eating disorders are defined as abnormal eating habits and extreme worry about one’s body image. They are mental illnesses that exist in both males and females, but are most commonly seen in females between the ages of 12-25. Eating disorders are not only about losing weightRead MoreThe Three Types of Eating Disorders Essay674 Words   |  3 Pageshas lead to what we today call an eating disorder. There are three types of eating disorder, Anorexia nervosa, Bulimia nervosa, and Binge eating disorder (American Psychological Association, Help center, 2011). These types of eating disorders all have something in common but can differ slightly, and can affect everyone. Anorexia is the type of eating disorder that reduces eating. According to the book Psychology Edition 3 published 2012, this type of disorder causes a body weight loss of about 15%