Reasons For Interest On Public Health - 871 Words

Reasons for interest in public health My entire life has been a battle finding purpose and passion and my undergraduate career was no exception. As a minority and an immigrant to the United States I have succeeded through a mountain of odds to get to this point to choose what my future will be. During my undergraduate career I struggled to find the balance between doing both productive and fulfilling work. My undergraduate career began with an interest in biology and being a medical professional. During the many enrichment and shadow experiences at my university’s biology department I discovered my affinity for interacting and responding to the personal needs of individuals. Later on this lead me to studying philosophy which was very theoretical and widely applicable. During my time as a student in the Philosophy Department, my decision to pursue a Masters of Public Health was influenced by courses like Ethics, Environmental Philosophy and Social Philosophy all of which helped hone my critical thinking abilities respectively. One of the most memorable courses was Environmental Ethics where I was introduced to different interpretations and approaches of interacting with the natural world. Learning that our approaches to the world directly affect our health inspires me to explore how those reactions affect specific populations and society as a whole. 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Anti Drug Use And Abuse - 1413 Words

The twentieth century was filled with illegal drug use and abuse among people from all walks of life including the rich and famous to the humble housewife and everyone in between. The type of drugs that were popular changed during the century and in return the views on them from society changed with them. Legislation had to continually be updated in order to keep up with the times as well. In the 1952 Dwight Eisenhower was elected President of the United States and his administration started to really crack down on what is known today as The War on Drugs even though it will not officially get this title for nineteen more years under President Nixon. Often times the 1950s is an overlooked period in time when it comes to drug use because†¦show more content†¦This new introduction allowed for an even larger number of people to begin using the drugs legally, but it didn’t stop them from abusing them. This abuse didn’t happen overnight by slowly continued into the 1 960s and 1970s. In the 1960s tranquilizers or sedatives, such as Miltown and Valium, enabled millions of housewives to â€Å"get by with a little help from their friends.† These substances were the subject of heavy advertising, much of it depicting women in need of relief from tension and anxiety, by drug companies that offered their products as aids in coping with the normal problems of life (Abadinsky, H. (January, 2013). Those were on top of amphetamines that were already in diet pills being taken by those same housewives. LSD also became very popular among college students and the military during the 1960s. In the midst of the 1960s Lyndon B. Johnson took office as President of the United States and helped to create even more legislation in regards to The War on Drugs including the 1965 Drug Abuse Control Amendments which were enacted to deal with problems caused by abuse of depressants, stimulants and hallucinogens (Significant Dates in U.S. Food and Drug Law History. (2 014, December 19). Fast forward a little further to 1969 and into the Nixon administration another major step in what will be known as The War on Drugs was introduced called Operation

Challenges in Employee Recruitment and Retention

Question: Discuss about the Challenges in Employee Recruitment and Retention. Answer: Introduction Currently, the most challenging activity is having employee recruitment within a given organizational structure. Some challenges involve the unavailability of well-trained personnel and the upcoming rules and regulation that govern the labor force bodies. Some challenges also result from rules and regulation that are governed by the foreign human labor laws that have hindered external/foreign recruitment. Lack of qualified personnel has been the major reason for the poor process of employee recruitments and retention. With increased rates of globalization and technology, increased level of organizational competition, the struggle for better employees has been the challenges. Most competitive organization have always provided high salary rates for the most qualified employees, hence, becoming a challenge to most of the small organization who may wish to acquire the same eligible employees (Nordmeyer 2016). The other challenge that has influenced the process of recruitment is the nature and the manner of recruitment. The external and internal quality of recruitment has affected most of the organization. Regardless of the most challenges that are accompanied by the external hiring and recruitment, most organization has opted for the external position considering the fewer resistance actions from the employees. Of course, Internal recruitment as most advantages such as saving the costs of orientation and training; but it has limited most of the organizations development due to lack of new minds and personnel to provide a different organization aid for either different innovation or development (HUNT 2014, p. 42). Thus, the paper is aimed at highlighting the current challenges experienced by originations and human resource managements in the process of recruiting and retaining the organization new and current employees. Background and Problem Definition Within the human resource department, the process of recruitment and retention of employees is a complex process that must be handled in a professional and expertise manner. This is based on the adherence of the involved laws of the human labor force, and also having the required rules and regulation and understanding both the demands of the organization and those of the employees. Recruitment requires some process that will enable the organizations have the qualified personnel while retaining the current employee requires. In achieving this, key steps of recruitment must be followed, that involves; identifying vacancy and evaluating the vacancy needs, developing position description, developing recruitment plan. Selection of the search committee, post position and implementation of the recruitment plan review applicants and developing short lists, conducting interviews, selection hiring and finalizing the recruitment (Franklin 2012, p. 65). Most of the organizations and most of the human resource professional use the steps in achieving the recruitment process In retaining the current employees, the major issues of salary increments s, promotions and training are the major section that is encouraged by most organizations. Problem Definition Issues of salaries, promotion, and insecurity within workplaces form the major reasons why most employees will opt to shift from one organization or a given job positions to another. Standards of living are changing, hence, organizations need to focus on also changing their nature of employee handling. Increased level of technologies and globalization has also changed different types of learning which have provided a different level of candidates within the job market. With increase technology, organization requires a better-equipped employee who can use the available technologies in problem solving. Hence, the process of recruitment must meet the fundamental requirements of the organization. Educational programs have changed hence providing different qualification candidates in the job market. Achieving the required candidates has involved some activities that have turned to be tedious of a great challenge (Arthur 2011). For instance, external recruitment has been a challenge being a reason why most of the organizations have opted for headhunt candidate identification. Aims and Objectives of the study The study aims at identifying the challenges affecting the human resource sector based on the process of recruitment and employee retention. This research will be effectively to organization in identifying the current trends within the employee sector, which will help them in enhancing the nature of employee recruitment. This will help the organization in achieving the better parts of qualified candidates that will meet the organizations demands. The researchs findings as well are aimed at providing a clue to the organizations on the possible ways through which they can use the available resources in retaining their employees. Employee relation is important as it helps in reducing the costs of employee recruitment, and training and development of the new employees. Ultimately, the primary objectives of the research are based on: Identifying the various ways in organization is failing in their recruitment process, i.e. the issues experienced within the process of recruitment. The challenges experienced by the organizations in maintaining their current employees. The costs and the benefits of having a better process of recruitment. Possible ways of having better recruitment strategies i.e. how to achieve the best candidates from a group of individuals. General impacts of the recruitment challenges and employee retention to the organization. Literature Review According to Rehman (2012), the recruitment industry has seen significant changes in the last years as the economy and technological advances have altered the way many organizations hire. Of course, there have been a number challenges to be overcome, but some issues have been experienced within the recruitment process. Among the significant challenges in the recruitment, the process involves; finding the right personnel, this is a major challenge within the recruitment agencies and human resource professionals (Landers Schmidt 2016). On the other hand, state four major recruiting challenges that organizations and human resource managers faced as per the 2016 survey. First, he states of the growing levels of employee turnover, from his research on the level of employee turnover, he found out that as the country has or as the globes economy endures to grow and the job market rebounds, some employees will decide to discover diverse job opportunities. Second, difficulties in finding qua lified applicants with the skills to succeed. This is the major current challenge within most of the organizations and the recruitment agencies. In most cases, although most of the organizations have candidates for open positions, the involved individuals often lack the required skills and competencies needed to perform the job responsibility (Provencher et al. 2014). As per the 2015 survey conducted by the human resource agencies, 3 of the 5 top reason why it is hard to fill jobs related top inadequate skills. Human resource professionals often find that applicants lack the required technical competencies; most of the individuals have irrelevant experiences while others also lack the soft skills that are the major credentials to succeed in the workplace. The third is the increased demand for talent for certain job functions. According to the 2016 survey, most of the organizations convinced that the most difficult openings to fill were the skilled sales representatives, trade workers, management and executives, accounting and finance staff, drivers, teachers, and engineers (Smith 2011). In most occasions, demographic shifts are driving demand. Fourth, the higher wages in certain markets are driving up the recruitment costs. On the other hand, under employee retention challenges, in the present scenario, this is the major challenges experienced by most organizations. Retaining qualified and talented personnel has been an issue but most organizations can effectively achieve this within no time largely but cannot put a complete full stop. According to MANDHANYA (2015), the major challenges influencing organizations involves; momentary dissatisfaction lack of dearth opportunities, unqualified interviews, and boredom experienced by most employees within a short span of time and unrealistic expectations from a job that leads to the employee have the tendency of looking for a change . Research methodology and Design The section provides the operational researchs framework that the study will use in coming up with the effect and reliable discussions and analysis based on the research. This methodology will be based on sampling parts of the organizations reviews on the challenges of recruitment and employee retention. As well, another method such as magazine reviews website information. However, the whole research will be manipulated by positivism philosophy rationale. In addition, in achieving more facts about the research, the use of qualitative scientism method will be effective... on the other; both qualitative and quantitative techniques will be used in scrutinizing the online survey for data presentation and interpretations (Kuada 2012). The mostly used techniques relied on secondary data with an allowance of 5% deviation error from the scientists and scholars data. In respect to the challenges experienced by employers, on process of recruitment and employee selection the study would heavily rely of organizational workplace such as departmental managers, teamwork, and financial issues. The objective would be based on establishing the level of employee satisfaction and dissatisfaction and the process involved in recruitment by human resource personnel. Research Schedule Outline Number Task Name Duration Days Start Finish Predecessors 0 Research Project 30 Mon 20/3/2017 20/04/17 1 Research Proposal 13 Mon 20/03/2017 Mon 3/04/17 1.1 Choosing a topic for research 8 Tue 21/03/17 Wed 29/03/17 1.2 Background Study of the Research 7 Wed 22/03/17 Wed 29/03/17 2 1.3 Development of the Research Question 5 wed 22/03/17 Mon 27/03/17 3 1.4 Establishment of the Conceptual Framework 1 Thursday 23/03/2017 Fri 24/03/17 4 1.5 Research Question 0 Fri 24/03/17 Fri 24/03/17 5 1.6 Research Proposal Submission 0 Wed 1/04/17 Wed 1/04/17 6 2 Review of the Literature and Collection of the Data 24 Thu 2/04/17 Wed 26/04/17 2.1 Reviewing the available literature 15 Thu 2/04/17 Mon 17/04/17 7 2.2 Selecting target population for collecting the data 8 Thu 2/04/17 Mon 10/04/17 9 2.3 Data Collection 8 Mon 06/04/2017 Fri 14/04/17 10 2.4 Analysing the gathered data 7 Fri 10/04/17 Wed 19/04/17 11 2.5 Draft Research paper submission 0 Wed 8/04/2017 Wed 8/04/2017 12 3 Final Project Paper Submission 7 Thu 17/04/17 Mon 24/04/17 3.1 Critical Analysis of the findings 2 Thu 23/04/17 Tue 25/04/17 13 3.2 Concluding the study findings 2 Tue 2/04/17 Tue 4/04/17 15 3.3 Recommendations 1 Fri 30/10/17 Mon 3/04/17 16 3.4 Submitting the Final Project Report 0 Fri 30/04/17 Fri 30/04/17 17 References Arthur, D. (2011). The Employee Recruitment and Retention Handbook. AMACOM Div: American Mgmt Assn. Franklin, C. (2012). 'Technology Impacts in Organizational Recruitment and Retention.', Business Law Journal., vol 1, p 62-69. HUNT, E 2014, 'An HR conundrum: Talent Attraction and Retention Abroad. ', Baylor Business Review, (32)1, 238-43. Kuada, L. (2012). Research Methodology: A Project Guide for University Students. London: Samfundslitteratur Landers, RN Schmidt, GB. (2016). Social Media in Employee Selection and Recruitment: Theory, Practice, and Current Challenges. London: Springer. Mandhanya, Y 2015, 'A Study Of Impact Of Working Environment On Retention Of Employees (With special reference to Automobile sector). ', Global Management Review, (9), 4, 116-128. Nordmeyer, B. (2016). Challenges of Employee Retention. Retrieved from 23 https://work.chron.com/challenges-employee-retention-2428.html" https://work.chron.com/challenges-employee-retention-2428.html . Provencher, V, Mortenson, WB, Tanguay-Garneau, L, Belanger, K Dagenais, M. (2014). 'Challenges and strategies pertaining to recruitment and retention of frail elderly in research studies: A systematic review', Archives of Gerontology and Geriatrics, (59)4, 18-23 Rehman, S. (2012). 'A Study of Public Sector Organizations with Respect to Recruitment, Job Satisfaction and Retention, Global Business Management Research., (4)1, 76-88. Smith, NC . (2011). Global Challenges in Responsible Business. Nersey: Cambridge University Press. Transit Cooperative Research Program (2012). Managing Transit's Workforce in the New Millennium, Transportation Research Board.

America In Gilded Age Essay Example For Students

America In Gilded Age Essay American businessmen will ultimately accept such demands as the eight hour day and forty hour week, not because they were forced to do so, but because it was good for business. I agree with this statement 100%. During the first years of the 20th century, the companies had total control over their workers. Take the coal mining industry for example. It started the workers off young, often around the age of 8! This made sure that for the rest of their life, theyd never know anything other than mining, therefore keeping them down. The people who grew up in the mining community were downtrodden, and kept that way. Sure, they were afforded luxurys, such as housing and free heat (a monthly supply of coal). This may seem great on the surface, until you realized that the housing was often poorly built, and often just a shanty town set up to pacify the crys of the employees. The coal was often the stuff left over after the good coal was sold to industry. Sometimes it was nothing more than rock. But this is what they worked for. Now, Ive worked an 8 hour day and a 40 hour week during the summer, and I didnot like it! It was very long and dragging, and now I think about what thesepeople had to go through with, and I realize that I cant complain. They weredoing 70 hour weeks, 12 hour days for less than I make in an hour. It took along time to fix the ills suffered by the working man, but once the ball gotrolling, there was no stopping it. Another reason why this workweek was adoptedwas because the less time you work, the less tired you are. This increasedproductivity. And the extra money added to their salary increased moral. As youcan see, as we go farther into the 20th Century, these things have to change, orelse it would have been chaos. Workers revolted all the time, and many times thepolice and military had to intervene. The fact of the matter is though thatthere was way more common workers than anything else, and henceforth could havestarted their own army. An army for the common man. It was all the empl oyerscould do was meet their demands. They knew the risk.