The Importance of Distinguishing Between Acquisition and Learning in Essay

The Importance of Distinguishing Between Acquisition and Learning in Second Language Performance - Essay Example However we are presently observing more noteworthy significance set on these issues and thusly a superior comprehension of the various and fluctuating troubles that an understudy of second language securing can confront. Separating among learning and securing connotes that these components have an extraordinary spot nearby that of the conventional issues of language learning. It is critical to feature on the word 'close by' in light of the fact that separating between the two ought not imply that either takes prevalence or that there ought to be a hypothetical confrontation, yet rather that each term locate its appropriate place and do its legitimate activity. By contemplating both obtaining and learning and making a separation between the two we are better ready to see all sides of second language learning. To all the more likely comprehend the idea of the conversation around the habits with which we figure out how to communicate in a second language it is essential to initially characterize the terms we are utilizing. As a matter of first importance it ought to be noticed that 'securing' and 'learning' total huge significance to the word language. Securing is characterized as the demonstration of procuring or picking up something through one's own endeavors as well as experience.1 Learning, then again is characterized as the demonstration, procedure, or experience of picking up information or expertise, typically through tutoring or studying.2 The term second language learning has customarily been utilized to portray the way toward learning a second language through conventional guidance. For instance, grown-ups taking English classes are depicted as learning a language, not gaining it. In Krashen's (1981) hypothesis of second language execution he works with the differentiation among procurement and learning.3 Second language execution would be the term that includes the two autonomous frameworks, the gained framework and the educated framework. The previous is depicted similar to the result of the human psyche and involves important connection, while the later is the result of formal guidance and results in cognizant information on the language. In Krashen's info speculation he advances his hypothesis on how one acquires the information on a second language through language acquisition.4 He clarifies that an individual livens up along the characteristic request of learning a language. For instance, in the event that a student is at a phase 'I', at that point obtaining happens when he/she is presented to 'Conceivable Input' that has a place with level 'I + 1'. Various students have distinctive limit and fitness for looking for information or engrossing new material. Since not the entirety of the students can be at a similar degree of etymological fitness simultaneously, Krashen contends that common informative information is the way to structuring a schedule, guaranteeing along these lines that every student will get some 'I + 1' input that is suitable for his/her present phase of semantic competence.5 Krashen's noteworthy work called to the front line the since quite a while ago disregarded territory of psycholinguistics which centers around the crucial job emotions and suppositions play during the collection of a subsequent language. At the center of his work is the conviction that language securing doesn't require broad utilization of cognizant linguistic guidelines yet rather important association with the objective language, what he calls a 'whiz

Critically analysis an operations problem faced by your team and make Essay

Basically examination an activities issue looked by your group and make a proposition for its goals, drawing on the apparatuses and li - Essay Example Recognizing and settling the issues not just includes connection with the buy, deals, credit assortment or different divisions of the organization, yet in addition dealing with the whole control frameworks, correspondence at all levels viably and effective arranging and guaging. It is likewise imperative to take note of that gainfulness to a more noteworthy degree relies on productivity in working capital administration, particularly in the retails business. The observational discoveries of the investigation made by Samiloglu and Demirgones (2008, p. 44) show that account receivables period, stock period and influence firm gainfulness adversely. The accompanying recommendations delineated for the goals of the operational issues concerning income covers extensively all the features of the business which are associated with it legitimately and in a roundabout way in the organization. Nonetheless, authority characteristics in the association and the strategy of the association regarding the advancement of administration characteristics among the troughs are on a very basic level significant for feasible turn of events. Appropriately distinguishing the various styles of authority in an association for creating it through inspiration is significant for accomplishment in any association. ... connote that the above proclamation could be genuine just incompletely, and the authority characteristics can be gained through appropriate preparing and ability with respect to the individual to learn. For the fund experts in real money the executives, trustworthiness and forward looking characteristics are significant with the goal that the individual can direct his group to accomplish the goal by demonstrating canny arrangements at essential occasions along these lines rousing the colleagues in the accomplishment of the targets. As per attributes hypothesis, individuals acquire certain characteristics and characteristics to become pioneers. This is at the best a variety of the Greatmen hypothesis. In opposition to this, social hypothesis accepts incredible pioneers are made, and this is in accordance with the technique to be received in an association for administration improvement, in light of the fact that, the value of the previous speculations are limited to enlistment level, and people should be created or shaped to suit the reason for which they are chosen. As per possibility hypothesis, a specific style of initiative suits a specific circumstance dependent on the factors identifying with the earth. Essential finding of an examination made by Arbak and Villeval (2007, p. 24) uncovers that a huge extent of subjects are eager to lead, however they procure on normal significantly not as much as supporters and even not exactly those in a gathering with no pioneer. Participative initiative is basic for accomplishment in income the board, on the grounds that without investment and commitments from bunch individuals, dynamic procedure goes haywire. The relationship hypothesis is significant and significant in the everyday tasks. The association between the pioneer and the devotees is created through inspiration and motivation. This is important in the working capital administration as it includes

Writing An Argumentative Essay Outline - Using An Outline

<h1>Writing An Argumentative Essay Outline - Using An Outline</h1><p>It is important to have a composing contentious paper layout to compose any powerful exposition. On the off chance that you are asking why a layout is so significant, you should comprehend that a decent diagram will assist you with composing a viable contention. Any powerful paper is made out of two fundamental parts: the diagram and the body. The framework is a guide that shows where you are going to begin each progression of the argument.</p><p></p><p>The initial segment of the contention is known as the factious layout. This ought to contain all the focuses that you need to demonstrate to your peruser. What's more, it ought to likewise contain data about the themes that are utilized to help the distinctive arguments.</p><p></p><p>The second piece of the contention is known as the body. In the body, you should give a few insights concerning the them e and focuses that you need to make. This body will be bolstered by the pugnacious layout that you have arranged earlier.</p><p></p><p>To assist you with setting up a compelling diagram, you can generally request a framework to compose on the web or a composing plot. These sorts of composing frameworks will permit you to set up your own layout effectively and fast.</p><p></p><p>Writing a diagram is one of the essential errands that you have to do when you are in school. You can figure out how to compose a layout in your writing class, yet on the off chance that you have a decent blueprint previously arranged, you can utilize it when you are in your senior year. Consequently, this implies you will have the option to peruse everything that your teacher will educate in the course and you will have the option to peruse the materials that you need so as to be a superior writer.</p><p></p><p>When you are searching for a diagram, you can ask your companions and family members who are acceptable scholars to give you a framework. You ought to be cautious since you can misunderstand things if youare not cautious. You ought to consistently counsel an expert who comprehends what he is doing.</p><p></p><p>You ought to consistently recollect that composing a layout is the start of the learning procedure. When you have arranged your layout, you should then set aside some effort to consider ways on the most proficient method to make your framework. There are numerous ways on the most proficient method to make a blueprint. In any case, you ought to consistently be sure that the most ideal path for you is something that you can deal with ease.</p><p></p><p>When you are composing an exposition, you will discover that composing a blueprint is one of the principle things that you have to consider. You ought to recollect that you have to compose a blueprint so as to ensure that your general creative cycle is smooth.</p>

Persuasive Essay Topics

<h1>Persuasive Essay Topics</h1><p>Persuasive paper subjects have been around for a considerable length of time. How would you discover one that you can really expound on? Above all else, you should realize that one must be to some degree persuading so as to persuade the reader.</p><p></p><p>Then the objective is to create an elegantly composed convincing exposition point that will resound with the peruser and simultaneously won't bore them. What's more, what better approach to deliver a convincing exposition point than to begin by characterizing what convincingness is and what are a few instances of enticing composition from old times?</p><p></p><p>There are loads of manners by which you can utilize your imaginative intuition to accomplish your objectives when composing an influential article subject. For instance, you can pose yourself a few inquiries like what might be your relationship with the individuals associat ed with this article? What might make you imagine that they would give you more respect?</p><p></p><p>There are numerous manners by which you can show that your paper is elegantly composed and the peruser will concur that your enticing exposition point is incredible. Obviously, you additionally need to think of instances of convincing composition from various kinds of media. This will assist with indicating that you comprehend the contrasts among influence and composing an essay.</p><p></p><p>Another great spot to begin while picking a point is to take a gander at the sorts of examination that others do and how they composed their own. All things considered, on the off chance that you have done great examination previously, at that point it isn't so abnormal for you to have the option to express what is on your mind with the remainder of the subjects that you are composing about.</p><p></p><p>The utilization of diagrams, outlines and different sorts of realistic portrayals are another helpful method to show how you utilize enticing paper themes in your own composition. In the event that your perusers have not discovered something that you can use as a realistic portrayal before then they may be dazzled with how well you can clarify ideas through diagrams, graphs and outlines. At long last, another approach to figure out how to compose convincing article points is to concentrate however many models as could be expected under the circumstances. With all the themes that you have picked, set aside some effort to audit the models and check whether you can improve in your own writings.</p><p></p><p>Persuasive exposition subjects are anything but difficult to create on the off chance that you try sincerely and make sure to consider some fresh possibilities. In fact, there are heaps of spots to go for data on the off chance that you are searching for an asset in which to fi gure out how to compose powerful paper topics.</p>

Essay Topics That Require Combination of More Than One Method

<h1>Essay Topics That Require Combination of More Than One Method</h1><p>In this season of exposition composing, there are many paper subjects that require a mix of more than one strategy. This is on the grounds that a few people accept that composing a theory will some way or another influence their character and character. In any case, it is only a reality that composing a proposition is a hard errand that requires a few variables to be performed. In this manner, it is simpler to consolidate a portion of these techniques so as to make exposition composing easier.</p><p></p><p>One strategy to consider is the article design. The exposition position is a significant piece of composing a proposition. Additionally, it is likewise the most straightforward approach to include components of immediacy in your exposition. There are no such things as style controls in the organization; you should simply keep the standards. Accordingly, in the event th at you need to utilize such thoughts, at that point you should concentrate on the substance of your topic.</p><p></p><p>On the other hand, another exposition theme that requires a blend of more than one strategy is having the option to make a story in your article. There are various techniques that you can use so as to turn into a decent narrator. Some of them include improving as an essayist. This implies you will figure out how to make incredible stories from scratch.</p><p></p><p>You can likewise figure out how to add a remarkable voice to your composition by ensuring that you expound on things that will help you on your school prerequisites. On the off chance that you expound on things that will impact your scholarly way, at that point you will pick up through composing abilities. You will profit by composing too. Albeit numerous individuals compose on article themes that are identified with their postulation subject, it is as yet essential to separate yourself. Along these lines, this is the most ideal approach to add more style to your essay.</p><p></p><p>Inaddition, the theme that you pick must be more than uneven so as to grow your scope of research subjects. Since most papers will be composed to shape a postulation, you should consider how you can add personalization to it. Composing your article on the subject that you will do is likewise the correct method to ensure that your theory will be more engaging.</p><p></p><p>Additionally, you will discover how to consolidate styles on paper themes that require more than one strategy. The least demanding approach to gain proficiency with this is to consider what you need to accomplish with your proposal. At that point, inquire as to whether writing in an alternate style will do you good.</p><p></p><p>Writing in article subjects that require a mix of more than one strategy is anything but d ifficult to achieve. You will just need to concentrate on the point and the techniques that you will use to have the option to make the paper composing process interesting.</p>

The Nuiances of Buy Final Paper College

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In the occasion the papers go astray from the average configuration they will be disposed of from distribution. On the off chance that a paper is found to fall in the class of counterfeiting, the paper won't be investigated and consequently dismissed. Your paper should be written in your words, with the exception of edited compositions where you're utilizing references. </p> <p>When you have your inspirational level raised, you are without a doubt going to need to start your paper right away. Examine our value adding machine to find what your ideal cost for the paper is! A high closeness list doesn't really suggest counterfeiting. Must cover the subject of the paper with basic idea. </p> <h2>The Basic Facts of Buy Final Paper College </h2> <p>It's just typical to be restless about recruiting an on-line article author since you can not ever be certain whether you are utilizing the suitable help or not. Each game needs an alternate degree of participation among colleagues. If it's not too much trouble contact gathering coordinators on the off chance that you are experiencing issues. This is a direct result of this I got the opportunity of getting a situation for a client delegate in Bank of America. </p> <h2>Most Noticeable Buy Final Paper College </h2> <p>Reading your last draft resoundingly will conce de you an opportunity to investigate what you've composed. Results are being recorded and at last, it reaches create the last resolution. On the off chance that you do decide to give a last, here are a couple test finals to give you thoughts to your own. </p> <p>To start with, you must survey the earlier exercise on sh and ch. Should you need master composing help, don't spare a moment to visit EssayPro.com. A few people compose the theoretical as their last piece of work on a particular paper. </p> <p>In group activities, more significant salary can be utilized to bait far superior players from various groups and in this manner improve execution. 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Preparing A Martin Luther Research Paper

<h1>Preparing A Martin Luther Research Paper</h1><p>When setting up a Martin Luther Research Paper you should concentrate on the correct themes. Your point ought to be unmistakable and give you the certainty to be fruitful. There are a wide range of subjects that can assist you with planning for your paper; read on to figure out how to utilize these themes to your advantage.</p><p></p><p>When setting up a Martin Luther Research Paper, the points you pick will go far towards progress. As expressed before, there are a wide range of points you can look over. In this article we will talk about the absolute most well known themes and how they can assist you with planning for your last paper.</p><p></p><p>Religion is an exceptionally mainstream subject with regards to fruitful research paper points. Religion can incorporate the subject of Christianity, Islam, Buddhism, Judaism, Hinduism, or some other religion. In the event that you pick a religion as your subject, you should peruse books on that religion. This will assist you with picking up information about the religion and give you certainty to finish your project.</p><p></p><p>Many understudies are not fearless individuals. Regardless of whether they think about their point, they normally don't feel great composing their own examination paper. Probably the most effortless approaches to help this circumstance is to expound on somebody you realize who thinks about their topic.</p><p></p><p>This thought can help you since you will be increasingly self-assured and know your own subject. You might need to attempt to discover a coach to support you. As a rule, the individual you go to for help is really a decent understudy who is extremely fruitful at doing research papers.</p><p></p><p>One subject that has been utilized by numerous understudies who are getting ready for Martin Luth er is their own Church. These understudies frequently have conclusions about their own Church. They may not concur with others, yet it is their own Church and they can even now feel glad when they get their papers out. Ensure that you talk about this point on the off chance that you decide to do this.</p><p></p><p>Often the least complex inquiry can be the most confounded one. Composing an exploration paper that responds to a basic inquiry can be precarious, yet with regards to questions like these, you will be fruitful. As expressed previously, you should peruse a great deal of books to pick up information about your topic.</p><p></p><p>Try to discover a subject for your Martin Luther Research Paper that you appreciate finding out about. At the point when you are experiencing difficulty discovering subjects, look for them on the Internet. You can even join online gatherings for thoughts. Speaking the truth about what you appreciate fi nding out about is an extraordinary method to build your certainty when you are getting ready for your Martin Luther Research Paper.</p>

Training is widely used as a learning process - Free Essay Example

Abstract Training is widely used as a learning process whereby employees acquire new skills, knowledge and competence. In this fast changing world, training can be both an anchor and a lifeline. An anchor if it has a clear, focused objective, and a lifeline if it enables employees to keep up with the pace of change and allows companies to survive or even succeed. However, investment in training appears to be under-utilized. Many companies do not evaluate the impact of training programs. Many Human Resources Department (HRD) believe that they have fulfilled their duty of care after organizing training courses for employees. After an extensive literature search, it was found that many companies do not have a system of evaluation or follow-ups to ensure that trainees put into practice the knowledge and skills acquired during training programs. Human Resource (HR) managers believe that it is the responsibility of the trainer and the Head of department to ensure that employees put the learning into practice. But both of them deny this responsibility and hold the HRD accountable. It is in this context that the aim of this study is to investigate the effectiveness of training at the Hong Kong and Shanghai Banking Corporation Ltd (HSBC). This study uses exploratory as well as descriptive research designs. Survey research was conducted by way of a questionnaire among a sample number of employees who followed training courses and a face-to-face interview with the Recruitment and Development manager. The interview was audio taped, and the data obtained from the questionnaire was analysed using Statistical Package for the Social Sciences (SPSS) version 16. The study reveals that while the employees including the Recruitment and Development manager acknowledge the importance of training, unfortunately there is not a specific evaluation system and follow-ups ensuring that the learning is transferred back into the workplace. It is also discovered that while HSBC is planning to use more e-learning as a method of training, most employees prefer classroom-based, raising serious concerns over training effectiveness at HSBC. Focusing only on this study, it can be concluded that training at HSBC is not completely effective. However more in-depth research could be conducted to compare the effectiveness of different training methods available at HSBC 1.0 Introduction A hundred years ago, change was slow, like the steady flow of an untroubled river. The world is now a much different place to what it was even ten years ago. Most of the time the changes are unpredictable. The current global financial crisis is a vivid proof that the world does not stand still. With approximately eighteen banks currently operating in Mauritius, the banking sector is exposed to increasing levels of international and domestic competition. To innovate and become competitive, its human resources have to innovate in everything they do, be it their minds, their thinking, their skills and competence. While in the manufacturing sector, employee performance failures end up in the reject pile, in the service sector such as the banking sector; employee performance failures are external failures. Those mistakes are visible to the customer and thus every failure has a direct impact on customer satisfaction. Therefore, investing in people through training is a prerequisite. Employees who have the necessary skills can create powerful business advantages that can be very difficult for competitors to duplicate. Countries like Japan are trying to substitute human beings with robots. Indeed, human beings are non substitutable because they possess intelligence and potential that can never be equaled and their inventions proved it. The Taj Mahal, the Eiffel Tower, the Pyramids, the Great Wall and now the computer are all the creation and invention of humans. In Mauritius, government wants to make the Knowledge Hub another pillar of the economy. However, Mauritius is currently suffering from a massive brain drain. Many who are emigrating are highly skilled, such as Doctors, Accountants and IT Developers. School leavers who go abroad for further education rarely come back. As such, the best and brightest are lost to their home country, resulting to a lack of young and skilled people to drive the expanding market place. Therefore, the Human Resources Development Council is offering training grants where employers can recover up to 75% of training costs to encourage companies to provide training to a maximum number of employees. However, it is still debatable whether the training grant is being used effectively since measuring training effectiveness has often been neglected. But simply having all employees attend a training event does not necessarily translate into an improved workplace. The main challenge for any training program is to ensure that the learning is transferred back into the workplace. 1.1 Structure of Dissertation This study is structured as follows: Chapter 1 provides a small overview of HSBC. Chapter 2 offers a theoretical and critical background of the literature review. Chapter 3 summarizes the research approach to conduct the study. Chapter 4 provides a thorough analysis of the data obtained from the survey. Chapter 5 consists of recommendations and provides concluding comments. 1.2 Benefits of the Research The findings of this study are of major importance to HSBC as well as other companies as they assist them in adding value to their company by improving their position as an employer of choice through the delivery of effective training. The findings may also prove useful to lecturers, university students and anyone else with an interest in effectiveness of training programs. 2.0 Company Background 2.1 The HSBC Group HSBC Holdings plc, the parent company of the HSBC Group, is headquartered in London. The Group serves customers from around 9,500 offices in the main regions of the world such as Europe, Asia-Pacific, America, Middle East and Africa. With assets of US$2,527 billion at 31 December 2008, HSBC is one of the worlds largest banking and financial services organizations. In 2002, HSBC launched a campaign to differentiate its brand from those of its competitors, with that pithy phrase: The worlds local bank. In July 2009, HSBC was named Best Global Bank by Euromoney magazine. In addition, HSBC was awarded the Best Global Debt House and the Best Global Transaction Banking House. 2.2 HSBC in Mauritius In Mauritius, HSBC operates 11 full-service branches and an offshore unit, which for many years has played a leading role in facilitating cross-border investment activity. It offers a wide range of products and services to diverse domestic and cross border customer base, from accounts services to credit cards, savings, investments, loans and custodian services. Through its locally incorporated subsidiary, the HSBC Bank (Mauritius) Ltd (HBMU), the bank is able to offer many of its global customers more sophisticated financial products and structures that benefit from the extensive range of international double taxation avoidance treaties that Mauritius has negotiated. In addition, HSBC Mauritius is a leading provider of financial services to local companies across the whole spectrum from SMEs to local Top 100 companies as well as locally listed conglomerates. For three consecutive years, 2005-2007, HSBC has been bank of the year. It is also the second largest credit card issuer in Mauritius. As HSBC Mauritius continues to expand, it has decided to bring together all its non-retail operations under one site in the fast growing Ebene Cybercity in 2008. In May 2009, HSBC Mauritius has launched two Islamic banking products. It becomes the first bank in Mauritius to offer Syariah-compliant banking services. HSBC vision: To be a key value creator by identifying, developing, designing and delivering learning and employee development solutions for business success. HSBC mission: Partnering with our business lines to create value for our shareholders and our external customers. Maintaining a learning culture that energizes and motivates employees to maximize their full potential. Aligning training and employee development support with HSBC strategic imperatives. Core business principles: Outstanding customer service Effective and efficient operations Strong capital and liquidity Prudent lending policy Strict expense discipline HSBC Values: Perceptive Progressive Responsive Respectful Fair 3.0 Literature Review 3.1 Definition of training Training has been defined many times over the years. The Manpower Services Commission (1981 cited by Armstrong 1999) defined training as a planned process to modify attitude, knowledge or skills to achieve effective performance. Similarly, the Chartered Institute of Personnel and Development (CIPD) defined training as an instructor-led and content-based intervention leading to desired changes in behaviour. For Armstrong (2003, p.549), training is the use of systematic and planned instruction and development activities to promote learning. Moore (2005) found the importance of retaining staff through training by defining training as not only a way to achieve a specified standard of staff competence, but also about investing in employees to retain them. Similarly, Cartwright (2003) viewed training as an investment in people. 3.2 Definition of effectiveness Being effective implies producing powerful effects. According to Bartol et al. (1997), effectiveness is the ability to choose appropriate goals and to achieve them. Similarly, Fraser (1994) defined effectiveness as a measure of the match between stated goals and their achievement. Often, there is confusion between effectiveness and efficiency because there is a degree of inter-relationship. This relationship can best be understood by considering effectiveness as doing the right thing and efficiency as doing things the right way. According to Hunter (2005), efficiency and effectiveness are often mutually exclusive. The latter viewed efficiency as a measure of speed and cost and effectiveness as a measure of quality. For Hearn Wendy, effectiveness comes from taking the time to stop and evaluate, rather than running faster and faster. According to her, people should work smarter not harder. Similarly Ferriss (2007) believed that what people do is more important than how they do things. He also saw efficiency as useless if it is not applied to the right things. 3.3 Objectives of training Business Environment Changes and Challenges Learning Implementation Business Excellence The main aim of training is to bring about suitable changes in employees to equip them with the skills required to do their work properly. According to Armstrong (2003) the main objective of training is to achieve companies human resource development strategies by ensuring that the employees have the skills, knowledge and competence to meet present and future needs. 3.4 Importance of training Training is crucial to a companys success. It plays a large part in determining the effectiveness and efficiency of the establishment (Sharma 1997). The latter agreed that training is a must and that management has no choice between training and no training. According to him, the only choice is to select a suitable training method. Similarly, Truelove (1997) believed that workplace skills have to be refreshed from time to time just as professional soldiers and top sports people train regularly to maintain their skills. Bird (1993) also saw training as important to give employees the necessary knowledge to bring about quality improvement across the company. Batten (1992 cited by Vermeulen and Crous 2000, p.61) described the importance of training by the following words: Train, Train, Train! If people are to do things better, they must have the skills and knowledge to do so. If employees cannot do their jobs because they have not been trained, that will reflect in the departments performance. This is supported by Miller et al. (1998 cited by Moore 2005, p.200): When good training is lacking there is likely to be an atmosphere of tension, crisis and conflict all the time, because nobody is quite sure how the various jobs are supposed to be done and who is responsible for what. Similarly, Smith et al. (2003) viewed training as an essential ingredient for the success and longevity of teams. Eder (1990) wrote about the successful opening of the Mirage mega-casino in Las Vegas due to the training imparted to employees months before the opening of the casino. Clegg (2000) believed that developing staff to their full potential is important and is doubly required during hard times. According to an article published in the journal of Development and Learning in Organizations in 2004, it is exactly when times are tough and businesses are sailing through rough seas that companies need to update employees skills since to do otherwise is like throwing the lifeboats overboard to save on weight. Yet, despite a higher profile for training, there is still little evidence showing that a large number of employers accept the importance of training to organisational success. According to Clegg (2000, p.2), employees are unlikely to mention training as the most important department of the company. The author observed that: Many training departments have a bad image. Many companies will say that training is among their top priorities but almost always they change their mind when money is short. Too much training that is currently undertaken has very little impact on what the trainees do when they return to the workplace at the end of the course. Too much training is uninspiring. As rightly said by Hallier and Butts (2000, p.397), in many companies Training is perceived to be a less varied sphere of activity and not necessarily essential to the running of the organization. Indeed, in any economic environment, it makes no sense to throw money at training because training is still regarded as an unnecessary function. 3.5 Benefits of training Even though training costs money, in most cases the benefits outweigh the costs. Sloman (2005) believed that investing in staff through training bring long-term benefits. Sharma (1997) inferred that training provides the following benefits: Increase in productivity Improve individual and business performance thus obtaining a competitive edge. Improve morale of employees. Reduce supervision Reduce dissatisfactions, complaints, absenteeism and turnover Less accidents and wastage Enable employees to obtain job satisfaction and to progress within the organisation, thus helping the organisation to retain its workforce. Increase in organisational stability and flexibility. Avoid human obsolescence 3.6 Training: an investment or a cost? Sutherland (1999) stipulated that the most important of all capital is that invested in human beings. Law (1998), Vermeulen and Crous (2000) and Sloman (2005) took a position very similar to Sutherland (1999) by stating that people are indeed the most valuable asset of any enterprise. Sharma (1997, p.244) rightly stated: There is no greater organizational asset than the trained motivated personnel. Buzan and Keene (1996) in their book The Age Heresy argued that humans could appreciate in value whilst machinery depreciate in value fast and become redundant. Simarly, Law (1998) commented that human capital is more valuable than property or fixed assets. In contrast to many authors opinion about employees being the most important asset, many companies still consider the development of people as a discretionary cost rather than a necessary investment. For many economists, the worth of something is not determined by its purpose but to its price. Prahalad (1972, p.169) rightly stated: To most line-managers, training has been by far an optional extra, to be indulged in when profits are good and to be dispensed with during lean periods. He further added that traditional accounting practices considers all intangibles such as organizational capability and worth of human resources as expenses but all tangibles such as investment in plant and equipment as investment. Cunningham (2002, p.90) commented that for many organisations training is nice to have, but not an essential. The training budget is the easier option when a company has to reduce costs. As such, companies tend to cut corners which render the training ineffective (Clements and Josiam, 1995). This is an oxymoron. On the one hand, we have companies stating that employees are the most important assets but on the other hand, the same companies contradict themselves by viewing training as a cost rather than a worthwhile investment. All companies talk a lot about people development. But the moment things get tough; companies reduce training budgets, which may be a very short-sighted policy. If companies really believed about employees development, this is the one thing they would ring fence (Clegg 2000). Managers often complain about giving them a better class of workers and their problems will go away. Brown (1992) argued that employers are already equipped with a pretty good class of workers since after all they chose them. Indeed it is managers responsibility to help employees improve. The contributions of employees are often taken for granted though employees contribute a lot. Managers tend to believe in things that are visible to them but those whose contributions they cannot see tend to be neglected by them. Cartwright (2003,p.6) rightly stipulated: Consider what Mickey Mouse is worth to Disney or what a gifted program writer is worth to Microsoft. The value may be impossible to calculate in absolute terms, but it is likely to be many times the conventional worth of either asset. Barrows and Power (1999 cited by Moore 2005, p.200) believed that the alternative to training, that is not to train may even be more expensive because this lead to poor customer service. A lost customer may never return. As such, the lost revenue from poor service exceeds the costs of training a worker properly. 3.7 Effective Training Porter and Parker (1993,p.19) identified four features for successful training: Training must be viewed as a continuous process. Training must be focused so that people receive appropriate courses at the appropriate level of their needs. Training must be planned for the future to include the development of total quality skills and techniques. Training materials must be made customized to suit the particular organization. Organizations tend to believe that training delivered en masse will mean that they have fulfilled their duty of care (Shuttleworth 2004,p.62). The symptoms of ineffective and poor training are many. The most self- evident are dissatisfied customers, haphazard work, performance and quality standards not met, untidy work, low productivity, high production costs, excessive waste, employee dissatisfaction, poor discipline and high labour turnover. In fact, the most effective way to develop people is quite different to conventional skills training, which let us face it most employees regard as a pain in the neck. Clegg (2000) argued that it is no longer good to rely on the way things have always been done and the only way to make training more effective is to be creative. Sloman (2005) suggested that if an effective training program is in place, it could help employees realize their potential and thus benefit both the employees and the organization. According to Vermeulen and Crous (2000), for training to be effective, it must not only be planned in a systematic and objective manner but it must also be continuous to meet changes in technology, changes involving the environment in which an organisation operates, its structure and most important of all, the employees who work there. However, Harris (1995) concluded that managers tend to select training programmes according to budgets and time available, but not according to the needs of employees. Conversely, Cunnigham (2002) argued that if training remains focused on the needs of employees, important changes in developing the performance of the organization might be missed out. As such, it can be inferred that creating effective training programs require balancing the needs of the learner and the needs of the organization. In addition, Sloman (2005, p.349) commented: Training is not about constructing courses based on identified training needs. It is about making a whole series of interventions that encourage a climate in which committed learners are willing and able to acquire relevant knowledge and skills. If employees take part in training half-heartedly, it may prove costly for the organization. Even the best-planned training sessions may prove ineffective if employees are unwilling to participate. Similarly, Barrett and OConnell (2001) observed that a company can provide training to its employees, but the extent to which the training courses are then applied at work depends on the extent to which employees devote effort to learning and apply the new skills. The values projects model of learning also emphasized the importance of motivation, where the employees are willing to implement their learning. I do (Action) I will (Motivation) I Can (Skills) I Know (Knowledge) 3.8 Training Cycle For training to be effective, companies must complete the full training cycle. But as Beardwell and Claydon (2007) rightly said, the popularity of the training cycle is more evident in the rhetoric of the literature than in organizational reality. Stage 1 Identification of Training needs Stage 4 Evaluation of training Stage 2 Plan of training required Stage 3 Implementation of training 3.8.1 Identification of training needs Arthur et al. (2003, p.236) stated that it is important to carry a Training Needs Analysis (TNA) before providing training because it provides a mechanism whereby the questions central to successful training programs can be answered. Prior to training, companies must have a clear idea of what it wants to achieve (Shuttleworth 2004) and whether the organisations needs, objectives and problems can be addressed by training (Arthur et al. 2003). Matens (HRfocus 2005b, p.11) suggested that companies should ask these key questions: Where are we now? Where do we want to go? How do we get there? How can we get commitment from key individuals? McGehee Thayer (1961) recommended a three-tier approach to determine training needs. Arthur et al. (2003) three-step process for assessing training needs is similar to McGehee Thayer (1961). They are as follows: Organisational analysis: Where training should be emphasized within the organization and which organizational goals and problems can be achieved and solved through training. Operational analysis or Task analysis: The skills, knowledge and attitudes necessary for employees to perform their jobs at the desired level. Man analysis: How well the employees are performing their tasks, who needs to be trained and for what. In the process of TNA, managers have to identify relevant training needs through the use of annual performance appraisal procedure to examine the individuals aspirations, how their jobs may change and what training is required (Hallier and Butts 2000). According to HRfocus (2005b), companies should get input about what employees want to be trained in. Although TNA is time-consuming and expensive, it provides greater financial, organizational and individual benefits. Also, training must be top-down, starting with the top team and cascading down the organization to show management commitment and to create an effective, healthy and versatile workforce. While in some organisations, training is considered to be for managers only, in other organisations managers think training is only relevant to workers, but not for them. Indeed, both these attitudes are wrong because training is for everybody (Reynolds, 1994). Similarly, Matens (HRfocus, 2005b) agreed that commitment and support from top management is vital. According to him, management has to show up for classes too. 3.8.1.1 The skills gap It is important for managers to identify skills gap, which is the difference between the skills needed to perform the required task and the skills employees already possess. The Skills Gap Skills needed Skills already acquired 3.8.2 Plan of training required Using a variety of training methods, the skills gap can be filled. In fact, Barrett OConnell (2001) observed that different training methods could encourage or discourage employees to participate in training programs. Similarly, The Learning and Skills Council (2004 cited by Beardwell Claydon 2007, p.317) commented that companies tend to choose inappropriate training methods which are costly, time consuming, have a deleterious effect on employees perceptions of the value of training and ultimately do not lead to increase skills levels in organizations. 3.8.2.1 Matching skills or tasks and training delivery methods Skills and tasks can be classified into three broad categories (Farina and Wheaton 1973; Fleishman and Quaintance 1984; Gold-stein and Ford 2002; cited by Arthur et al. 2003, p.236): Cognitive This relates to the thinking, idea generation, understanding, problem solving, or the knowledge requirements of the job. Interpersonal This relates to interacting with others in a workgroup or with clients and customers, which entails a variety of skills including leadership, communication, conflict management and team-building. Psychomotor This relates to physical or manual activities involving a range of movement from very fine to gross motor coordination. For a specific skill or task, a given training method may be more effective than others. This relationship has been backed by studies from Wexley and Latham (2002) who emphasized on the need to consider skills and task characteristics required to determine the most effective training method. 3.8.2.2 Training techniques On-the-job It is the most popular training method because it is job-specific, relevant, immediate and flexible. A 2006 study by CIPD conveyed that 56% of learning and development professionals agree that on-the-job training is the most effective way for people to learn in organizations (Beardwell and Claydon 2007,p.308). Conversely, Smith et al. (2003) commented that training delivered internally by employees who carry other duties apart from their responsibilities of training might lead to ineffective training because they have not received much training in how to train. On-the-job training includes the following: Demonstration It involves telling or showing trainees how to do a job and then allowing them to get on with it. It is the most commonly used training method (Armstrong 2003) because it is immediate and accessible to most employees. This method is effective if the person giving the demonstration clearly defines what results have been achieved and how they can be improved. However this method can result in the passing of bad or even dangerous working practices. Also, it does not provide a structured learning system where trainees understand the sequence of the training they are following. Job rotation The aim is to increase employees experience by moving them from job to job or department to department. It can be an inefficient and frustrating method of acquiring additional knowledge and skills if it is not carefully planned and controlled (Armstrong 2003). For this method to be effective, a program has to be designed stating what trainees are expected to learn in each department or job. Also, there must be a suitable person to assess whether the trainees are given the right experience and the opportunity to learn. Coaching It is a person-to-person technique to develop individual skills, knowledge and attitudes (Armstrong 2003). It can be very effective if it takes place informally as part of the normal process of management. Coaching consists of providing guidance on how to carry out specific tasks to help individuals learn rather than force-feeding them with instructions on what to do and how to do it. Mentoring It is the process of using specially selected and trained individuals to provide guidance and advice to develop the careers of the employees (Armstrong 2003). The aim is to complement learning on the job. The mentor provides personal support and should not be an immediate superior to enable the employees to talk openly about problems and discuss any concerns frankly. Secondment or attachment It involves the employees widening their skills or learning other skills by visiting other departments. It can also be used to increase awareness and understanding of other departments roles and concerns. Off the job It usually takes place in training areas or centres, away from the employees immediate work positions. It includes lectures, case study, seminars and role-playing amongst others. This method is mainly theoretical. As rightly criticised by Beardwell and Claydon (2007, p.322) this method is frequently pigeon-holed as the old way of doing things and typified as teacher centred, classroom based, process-focused and providing learning that is difficult to transfer on the workplace. It is often criticised as wasteful of time and money, taking the employees away from the practical context. E-learning This is concerned with training delivered by electronic technology through the use of Internet, the World Wide Web and intranet within the organisation. It requires the trainees to take the responsibility for their own learning. The cost-efficiencies of e- learning are more apparent today (HRfocus, 2003). It is also more flexible and adaptable to individual circumstances (Beardwell and Claydon, 2007). However, the need for human contact is important in the training process. The technology cannot replace the need for an explanation from human beings (Cartwright 2003). Implementation of training Research shows that trainers deal with three personality types (HRfocus 2001, p.6) Learners These people are eager to get as much as they can from the program. Vacationers These people consider training, offsite in particular, an opportunity to have as much fun and free time as possible. Prisoners These people attend training only because they feel forced to, not because they want to. The relationship between trainees and trainers is the heart of effective training (Clegg 2000). The latter viewed the trainers flexibility, responsiveness to the trainees need and ability to generate a human relationship with the trainees as essential. In an interview with McNerney (1995), William Bridges argued that the role of the trainer is to guide the trainees toward upgrading their competencies rather than merely teaching a skill. Hale (2003a) recommended trainers to stop worrying about having a box of tricks, icebreakers and gimmicks to impress trainees. Clegg (2000) observed that training courses often consists of too long sessions, which totally drains the enthusiasm of trainers. In fact, trainers must also consider the learning levels of employees owing to differences in educational and experiential backgrounds. Scott Ambler commented in an interview with Wickman (2008) that some people are more visual thinkers and need to see diagrams; some just want to go right into the details and some need to see the bigger picture and need to be walked through all the implications. Brown (1992) recommended a three-part formula for good training courses: Uncover Create a need for the material within the mind of the trainees. Closed minds cannot relate to a personal need for the material. Discover If the trainer effectively uncovers the trainees minds, teaching the knowledge necessary to perform skills will turn into a discovery. Also, people learn faster when presented with an explanation and demonstration. Recover According to Brown (1992), most trainers fail here. Recovery is intended to provide trainees with hands-on experience, which can include role-play and case studies. 3.8.4 Evaluation of training Bedingham (1997) observed that even companies that are committed to training viewed its evaluation as difficult and time-consuming. This is supported by Sloman (2005) who observed that measuring training effectiveness is often neglected. When companies have to put a value on training, many of them do not, are unable, or are unwilling to do so. But evaluation and follow-ups are crucial to the success of training (HRfocus, 2005a) Indeed it is much easy to assess the effectiveness of operational activities through the use of management accounting systems but it is less easy to establish the contribution of training. But how can top management decide on the amount to be invested in training if there is no measurement? As Prahalad (1972, p.169) rightly said: Measurement provides a framework for developing a pattern of resource allocation for the organisation. Beardwell and Claydon (2007) commented that measurements have to go beyond post-course evaluation to measuring wastage, error rates, customer satisfaction, motivation and link specific outcomes to the training delivered. According to HRfocus (2005a, p.5), effectiveness of training can be measured by: How many training participants successfully apply what they have learnt during training programs in their job. How long they continue to apply that learning. How quickly the company will realise the benefits of training for the entire target audience. The main challenge for any training program is to ensure that the learning is transferred back to the workplace. Real-world experience must follow the training course because without application, skills can be easily forgotten. As a Chinese Proverb rightly said: I hear and I forget. I see and I remember. I do and I understand. Similarly, Armstrong (2003,p.563) rightly stated: Transfer of learning is what counts; behaviour on the job is what matters. While some researchers estimate that approximately 25% of skills taught are in use six months after training courses and about 15% after one year, others put the figures as low as 10% (Allan 2008). Unfortunately, training is seen as a collective shrug when it comes to evaluate its impact because it is difficult to evaluate where the learning has been put into action. Evaluation of training is rarely carried out in a useful way either because companies are unsure how to do it or they do not know what to do with the results. It is also viewed as time-consuming. Swanson (2001 cited Beardwell Claydon 2007, p.323) observed: Six out of ten HR and financial directors have little or no idea what return they get on their companys investment in training and many in the HRD profession do not have a predisposition toward measurement and evaluation. But evaluation is important because if the contribution of training cannot be demonstrated, it is likely to be a target for cost-reduction. Often, trainees are asked to fill a feedback form after training sessions. But nothing seems to be done with these responses. As Clegg (2000, p.139) rightly said, its as if the action of taking feedback was a talisman that achieved success in its own right. Similarly, Allan (2008) commented that many trainers measure trainees reactions to a program but stop short there. Feedback is essential for people to know how they are progressing. To learn, employees must feel comfortable to express their thoughts. They should not fear being belittled or marginalized when they disagree with peers or authority figures, ask naive questions, or present a minority viewpoint (Garvin et al, 2008). Unfortunately, negative feedback is considered a criticism to be avoided rather than a desirable thing to make the courses even better (Clegg 2000). 3.8.4.1 Return On Investment (ROI)- Estimating the worth of training ROI indicates the worth and merit of a particular training programme. According to Campbell (1995), ROI is the most appealing to higher management. He defined ROI as the rate at which training returns what was invested. However, ROI assessment of training is a debatable issue due to many aspects to be taken into account, some of which are very difficult to quantify. As Armstrong (2003, p.550) rightly observed: Ideally ROI should be calculated, but in practice it can be difficult to produce realistic figures. What value can a company place on improved morale, reduced stress levels, better-qualified staff and improved time management? All of these can be returns on training investment. But attaching a value and relating this to a single cause, that is training is often impossible. Indeed, ROI is far from being a workable model in practice. A survey carried out in USA revealed that only 7% of the organizations surveyed evaluated ROI in training. While in UK, 57% admitted that evaluation was becoming more important. However, only 27% are actually using action plans after training (Hale, 2003a). 3.8.4.2 Models of Training Evaluation Donald Kirkpatricks four-level model (1959 cited Arthur et al. 2003) is the most popular and consist of: Reaction criteria- what the trainees thought and felt about the training. Learning criteria- the resulting increase in knowledge or capability. Behaviour criteria- extent of applied learning back on the job. Results criteria- the effects on the business or environment resulting from the trainees performance. Previous research in corporate training showed that in practice it is difficult to measure the last two criteria because they are influenced by a number of factors (Van der Klink and Streumer, 2002). Hale (2003a) argued that it is time to shatter the myths that have emerged due to the reliance on the Kirkpatrick model. He identified the following myths: Myth 1: Learning is the responsibility of the trainer Companies often expect the trainer to fix all problems. When businesses cannot prove the value of training, they tend to put the blame on the trainer, not the learner. Myth 2: Courses prove learning Training departments prepare reports showing, for example, the number of training days, the duration of the training and the number of courses run to prove that they have been doing their job and how the budget has been spent. But these provide little or no indication about the effectiveness of training. Myth 3: Good course evaluation mean learning Kirkpatrick level 1 is the easiest to carry out and thus most organisations are evaluating in this way. However, happiness does not necessarily imply learning. Often, people learn the hard way through difficult and painful experiences. When trainers are aware that they are being assessed at the end of the training, they can use applied psychology to make the trainees in a state of pleasure before completing the evaluation forms (Hale 2003a, p.30). Bedingham (1997) supported Hale (2003a) by arguing that the apparently best courses could simply be those where the trainer has been able to develop a good rapport with the trainees. In his second article, Hale (2003b) presented a fourth myth: Myth 4: Real learning takes place in the classroom Kirkpatrick level 2 assesses the extent to which the trainee recalls the learning after the training. In a survey carried out by Hale (2003b) among 3,000 managers about the most significant learning experiences in their lives, none of them quoted training courses or classroom based training but job experiences. In fact, since the publication of Kirkpatrick model, there have been dramatic changes in organisational structures, cultures, technologies and training methods. Yet the HR, training and development community continues to rely predominantly on the old Kirkpatrick model in discussing the evaluation of training (Hale, 2003a). Many companies do not go beyond measuring the first two Kirkpatrick levels. As per CIPD Survey (2006 cited Beardwell Calydon 2007, p.326), 98% of those surveyed measure Kirkpatricks level 1 outcomes, 75% measure level 2, 62% level 3 and only 36% go as far as level 4; which is the most important. Missing from Kirkpatricks model is the ultimate level, which has been added by Hamblin (1974 cited Beardwell and Claydon 2007,p.326) that is the extent to which the training has affected the ultimate profitability and survival of the organisation. 4.0 Research Methodology 4.1 Research Process 4.1.1 Problem definition and research objectives It is widely acknowledged that a well-defined problem may be considered to be half-solved. 4.1.1.1 Research Problem In many organisations, training is considered to be a low status activity and not an integral part of the business plan. Research states that many HRD never really examine how training can effectively promote organizational objectives, or how training activities should be altered in the light of business plans. It is also often believed that the responsibility of the HRD is to organise training courses, trainers have to train, managers manage work place performance and thus trainees alone are responsible for applying into their workplace what they have learnt in training courses. Through an extensive literature search, it was noted that training should be viewed as a continuous process. Prior to training, a TNA must first be carried out and after training; evaluation and follow-ups must be conducted. But to what extent are these being applied in companies remain a big question. Therefore, HSBC, one of the leading banks in Mauritius has been chosen as the company in which the effectiveness of training will be analyzed. 4.1.1.2 Research objectives Once the problem had been located and defined, the research objectives were set since these would help to identify what information were needed to solve the problem. Therefore the objectives for this study are to: Analyze the factors that contribute to the effectiveness of training Examine the training process at HSBC Investigate the extent to which training at HSBC is effective Determine if a training plan is in place at HSBC. Investigate whether a system of evaluation and follow-ups are in place at HSBC 4.1.2 Research design This acts as a plan or framework which guides the collection and analysis of data. For this research, exploratory and descriptive designs were used. 4.1.2.1 Exploratory Research Exploratory research is far more flexible and dynamic. It was used to gain a deeper understanding of training and the factors that contribute to its effectiveness. A search of the literature was conducted to gather preliminary information. A face-to-face interview with the Recruitment and Development manager of HSBC was also conducted to gain a better insight of training at HSBC. Exploratory research was also used to develop hypotheses. Developing hypothesis Hypothesis 1: Relationship between frequency of training and how employees viewed their effectiveness at work after delivery of training courses. Hypothesis 2: Relationship between preference for training method and age. Hypothesis 3: Relationship between frequency of training and current position of employees. Hypothesis 4: Relationship between whether training will make a difference in the way employees do their work and their current position. These hypotheses were tested based on data obtained from the questionnaire. 4.1.2.2 Descriptive Research Although descriptive research is more rigid and formal, it was used to provide an accurate description of the characteristics of training at HSBC. Therefore, a survey by way of a questionnaire was distributed to the sample of employees who went on training and an interview with the Recruitment and Development manager was conducted. In addition, the following issues were considered when designing the research plan: Style of research activities Types of data Research instrument 4.1.2.3 Style of research activities For this study both quantitative and qualitative research were used. For quantitative research, a questionnaire was given to a sample of employees who received training. The data obtained were represented on pie charts, histograms and bar charts to show the frequency of occurrence. With the data inputted on SPSS, statistical analysis was also carried out. For qualitative research, an unstructured interview was conducted with the Recruitment and Development manager to obtain a detailed description of training at HSBC. 4.1.2.3 Types of data There are two types of data: secondary and primary. For this study, a combination of both was used. 4.1.2.3.1 Secondary data These are data collected for some other purpose rather than for the immediate study at hand. Sources of secondary data for this study consisted of online databases such as Emerald Library, journal articles from the university library, internet, newspapers, books and website of HSBC. Although secondary data are economical and quicker to obtain, they proved insufficient for the present study and thus primary data were generated. 4.1.2.3.2 Primary data Through a survey research, primary data were collected for the purpose of the investigation at hand. A questionnaire was distributed among a sample number of employees who received training and an unstructured interview with the Recruitment and Development manager was conducted. 4.1.2.4 Research instrument For the purpose of this study, an unstructured personal interview and a questionnaire were considered to be a suitable means of collecting data about peoples opinions, attitudes, preferences, knowledge and satisfaction. 4.1.2.4.1 Unstructured personal interview The face-to-face meeting took place with the Recruitment and Development manager at her office. The interviewees responses were audio taped. The main advantage with this method is that ambiguous questions could be clarified. 4.1.2.4.2 Questionnaire A self-administered questionnaire with a formalised set of questions was designed to ensure that each person answers the same questions in a predetermined order. This provides an efficient way of collecting responses from a large sample. When designing the questionnaire, care had been taken to ensure reliability and validity of the data to be collected. Issues such as clear layout, question content, response format, question wording, question sequence were taken into consideration to ensure that the questionnaire collect the precise data needed to achieve the objectives of the study. In an attempt to maximise the response rate, a cover letter was attached with each questionnaire. The letter explained the purpose of the survey, the time taken to fill in the questionnaire and assured confidentiality. (See Appendix.) In addition, to facilitate analysis of data, numerical codes were already assigned to answers before administering the questionnaire. 4.1.2.4.2.1 Types of questions The questionnaire consisted of the following types of questions: (See Appendix.) Open-ended The respondents were required to answer in their own words in as great depth as they wished. For these types of questions, the respondents answers were categorized and unitized. Closed- ended The respondents were provided with a number of alternative answers from which they were required to choose. Four types of closed-ended questions were used: Dichotomous The respondents were required to choose between two categories. But for questions where the proportion of neutral response was perceived to be high, a neutral alternative was included. Multiple choice The respondents were required to choose from a list of possible answers. For questions where all the list of possible alternatives could not be included, other category accompanied by please specify was used. Scaled Through the use of likert scale, the respondents were asked to select their level of agreement or disagreement from an odd number of categories (5-category). Ranking There was only one ranking question where respondents were asked to rank their preferences from a list of training experiences. 4.1.2.4.3 Pretest A pilot test of seven questionnaires was conducted: one executive, two officers and four clerks. The Recruitment and Development manager also went through the questionnaire. The purpose of the pretest was to check the layout, question sequence, word meaning, question difficulty, branching instructions and the time taken to complete the questionnaire. Minor corrections were made to the original proposal. 4.1.3 Sampling plan Once the problem had been clearly specified, the research objectives set, appropriate research design and data collection instrument developed, the next step was to select those elements from which the information would be collected. For this study, it would be unrealistic, costly and very time-consuming to target the whole population of HSBC. Sampling saves time, an important consideration for this study, given that there is a tight deadline. 4.1.3.1 Population A population represents the full set of items or people under investigation. HSBC has a population of 391 employees. It must be noted that non-clerical level has been excluded from this population because they are not eligible for training. Different Levels Number of employees Executive Level 69 Officer Level 99 Clerical Level 223 Total 391 Table 1: Population of HSBC 4.1.3.2 Sample frame It is the list from which employees names were drawn. The HRD of HSBC keeps a database of all employees who went on training. 4.1.3.3 Sampling unit It is an individual element of the population to be sampled. For this study, the sampling unit consisted of employees who went on training programs. 4.1.3.4 Sampling method This can be divided into two types: Probability or random sampling Here, each member of the population has a known and equal chance of being selected. Non-probability or non-random sampling Here, each member of the population does not have an equal or known chance of being selected because the selection of sample depends on judgment. For this study probability sampling was used. More precisely, stratified random sampling. It was found to be more appropriate because the sample frame had to be divided into three strata: executive, officer and clerical. Then, a random sample of executives, officers and clerks who went on training sessions were selected from each stratum. 4.1.3.5 Sampling size Different Levels Number of employees Sample size Executive Level 69 24 Officer Level 99 35 Clerical Level 223 81 Total 391 140 A sample size of 140 employees over 391 was randomly selected. Each stratum was proportionally represented. This can be illustrated as follows: Table 2: Sample size 4.1.3.6 Select sample Since the identity of those participating in the survey had to be kept anonymous, access to the database containing the list of employees who went on training was denied. Therefore, it was the Recruitment and Development manager who executed the stratified random sampling after being informed about the sampling size. 4.1.4 Contact methods Once the sampling plan was laid out, the next thing was to determine how to contact the respondents to administer the questionnaire. First of all, a contact was made with the Recruitment and Development manager through email who then scheduled a meeting at her office to conduct the personal interview. With her permission, the interview was audiotaped. Concerning the questionnaires to be filled by employees, it was agreed that she would distribute the questionnaires not only because she knew who went on training but also for confidentiality reasons. 4.1.5 Data gathering Data was collected during the months of June. The employees were given two weeks to fill in the questionnaire. 4.2 Limitations and problems encountered This study could not cover a numerical analysis to assess the cost effectiveness of training such as ROI, cost-benefit ratio and bottom line evaluation to determine the contribution of training on trainees productivity and the total value added to the organization. This was due to confidentiality of internal information. According to Roscoes table for determining sample size from a given population (see Appendix), a sample size of 196 should have been used for a population of around 391. But given that the Recruitment and Development manager were willing to distribute only 140 questionnaires, a sample size of 140 was thus selected. Deadline for submitting the questionnaires had to be extended to increase the response rate. When carrying a questionnaire, there is a limit to the number of questions that can be asked. With personal interviews, detailed beliefs and feelings can be obtained from respondents. But given the large sample size, it was impossible to carry a personal interview with each employee. 4.3 Ethical Considerations This research was conducted in a way that ensures its academic integrity and scientific validity. No attempt was made to intentionally falsify or invent any information or citation. By following The University of Mauritius Guide to the Harvard System of Referencing, all materials written or produced by others and mentioned in this study, were given their due recognition. A true description of the different research processes involved in this study was also reported. In addition, participation in this study was completely voluntary. Respondents were given sufficient information on the cover letter (see Appendix.) for them to decide about participation or nonparticipation. Similarly, the identity of those who participated in the questionnaire as well as their responses and opinions remained confidential. The results obtained were reported honestly. No attempt was made to falsify any information. It must be noted that this study does not attempt to cause harm to anyone, especially HSBC. Actually, this study aims at helping HSBC to improve the effectiveness of its training programs.

The Most Neglected Fact Regarding College Essay Prof Readers Services Uncovered

<h1>The Most Neglected Fact Regarding College Essay Prof Readers Services Uncovered </h1> <p>Various organizations offer editing and altering administrations for a wide determination of scholarly assignments. Such administrations can help your paper look cleaned and improve generally speaking gauge of the substance. Our expert help is constantly arranged to help 24 hours consistently, seven days every week. There are bunches of destinations which offer comparative kinds of help, that it's hard for you to pick which one of them you should employ. </p> <h2>How to Get Started with College Essay Prof Readers Services? </h2> <p>Therefore, a paper editor is extremely basic. In fact, article subjects may differ. Story articles ordinarily have less prerequisites concerning the organization when contrasted with confirmation papers. School exposition rubric requests that paper must have its essential thought. </p> <p>Specifying the state of article is the absolute initial step for making an exposition composing. As far as exposition rubric, it's a lot of rules or directions about how to form a paper in an appropriate manner. The answer is truly, regardless of the kind of paper you're composing. In the event that you don't discover the best approach to begin your exposition or where to chase for supporting information, we'll be glad to help you. </p> <p>The creator examines the issue, utilizes the regular arrangements and makes the most intelligent just as some different proposals for the bits of paper with the goal that it will be look totally non-counterfeited. Make certain you've extraordinary master exposition scholars translation. Examine what you need to write in the paper and the manner in which you need the perusers to respond to it. You should think about your exposition fruitful on the off chance that the peruser totally comprehends what you're endeavoring to state on your article whenever they read it. </p> <p>Locating a great exposition paper requests a decent arrangement of tolerance and great research capacities. On the off chance that you aren't happy with any part of your finished example article, you're in a situation to demand a complimentary modification. The proposal is completely various creators. You should choose a trustworthy help of task writing to finish your proposition paper. </p> <h2>What College Essay Prof Readers Services Is - and What it Is Not </h2> <p>In the long haul, in case you're believing you're not placated with the small exertion gave by them, you can generally ask your cash consequently since they have a money plan program. Maybe you genuinely feel focused or befuddled by virtue of the immense number of school paper benefits promptly accessible on the web, particularly if it's your first time picking one or if your cutoff time is drawing nearer. </p> <p>Count the whole of every single one of the ventures you have decidedly ready and you will be pleased whenever you finish the school. The primary point of our administrations is to offer scholastic assistance in an exact way that understudies need. School years are constantly loaded up with an assortment of occasions, and various understudies begin scanning for business prospects. Most schools will flexibly you with a couple of various subject recommendations to look over. </p> <p>The general aim of our administration is to give extraordinary help. You won't must have a generally excellent arrangement of time making a record with us. There are hundreds and many clarifications for why school is the absolute best a great time. It isn't as simple as everybody might suspect. </p> <p>The most extreme level are examining, school proficient. You can think that its on the web, and you may demand your seniors as well. Understudies frequently look for their buddies, guardians or seniors for direction. Procedures and Resources for Medical Analyze There are an assortment of questions that you can do should you wish to do your medicinal services concentrate accurately and without any problem. </p> <p>College counseling will merit the cost. Georgia Tech is ceaselessly searching for cutting edge students. By doing this, it gets a ton simpler for our experts to address an undertaking that is overpowering for about the entirety of the understudies. In the first place, our experts are commonly more experienced than a paper author ordinarily. </p>

Philosophy of Education

Philosophy of EducationThe philosophy of education is the basis for what are called 'research papers'. A good set of research papers has to begin with a decent research plan. This research plan has to be carefully thought out to find the right method that is going to produce a good set of results.The two major methods used to carry out research are, firstly, the qualitative and also the quantitative. The qualitative is used to find out what a person, group or individual wants to learn from an issue or method. This information can then be used to develop a quantitative research plan. Although there are many researchers who have studied this method, there is still much debate over whether qualitative research produces the best results.Many would argue that the quantitative method is better. The fact that it is better does not necessarily mean that qualitative methods are superior to them. There is a great deal of statistical evidence that shows that those areas in education that are th e most concerned with statistics and methods tend to produce results that are more objective and impartial than those areas which are more interested in developing a personal relationship with their students.The philosophy of education has been the subject of a lot of criticism over the years. Many educators complain that too much emphasis is placed on research papers in the area of education. It is unfortunate that these criticisms remain and even seem to permeate into the minds of educators.Research papers are just as important as any other part of teaching and learning. Without good research papers, the idea of teaching and learning are simply impossible. Even if a student is attempting to avoid testing the teacher by not reading the notes they have provided, they will not be able to do so if they do not know about research papers.In addition to being an important part of education, the philosophy of education also provides a foundation for training teachers. Knowledge about educ ation in general helps teachers become a better educator, which translates into greater understanding of the topics and ways in which their students think and act.The philosophy of education is based on well-grounded scientific principles. While there are many criticisms, no one seems to doubt that good research papers help teachers better understand their students. Thus, their students learn to better understand themselves, and thus there is a better chance that they will be successful in life.

What is the Difference Between Prejudice and Discrimination?

<h1>What is the Difference Between Prejudice and Discrimination?</h1><p>When you request that individuals characterize bias and separation, they for the most part say that preference is seeing something about another person that you don't care for and not accepting it as an adequate motivation to quit following up on it. Segregation then again, is a demonstration of dismissal or scorn for another person. So how would we know whether segregation is appropriate?</p><p></p><p>This is genuine particularly with youngsters, since they will in general read into what others state rather than really breaking down it. Accordingly, they will keep on following up on that preference in any event, when they know it's wrong.</p><p></p><p>This can prompt individuals being viewed as terrible or being avoided from things they ought to have the option to appreciate. For instance, if a couple is where the man doesn't permit his better hal f to utilize the women room, at that point that couple is clearly not going to be content since they are viewed as not getting along, which can prompt them having issues with the companions or families they have.</p><p></p><p>However, on the off chance that the man keeps on indicating his separation, at that point that can cause issues in light of the fact that the lady's companions may imagine that she has lost her opportunity. They will in the end cause her to feel dismissed, which is the reason she will be vexed. This can prompt the couple not having the option to have the option to engage in sexual relations, which is clearly not an extraordinary thing to happen.</p><p></p><p>Therefore, in the event that you need to abstain from having individuals who separate, you have to have open correspondence with the individuals you're with. On the off chance that you don't do this, at that point you will wind up in a contention with them.< ;/p><p></p><p>With uniformity, you're attempting to dispose of the separation and afterward keep any future segregation from occurring. Most importantly you should regard each individual, yet additionally, you should treat everybody similarly. You may believe it's off-base, however then you could be stating it would be better on the off chance that you didn't segregate or irritate anyone.</p>

APUSH Essay Samples For College and High School Students

<h1>APUSH Essay Samples For College and High School Students</h1><p>The APUSH Essay tests for the present scholarly year are distributed completely, to assist understudies with expanding their odds of scoring excellent grades. The current year's course depiction for the APUSH program is accessible here.</p><p></p><p>Students have an assortment of papers to look over, and which article to use for each area relies upon the understudy's interesting needs, for example, to what extent they intend to remain in school, their degree of related knowledge with exposition composing, and their academic fitness test scores. Understudies can browse a wide assortment of paper organizations to get ready for the APUSH program. They additionally have a few unique degrees of trouble to look over, including simple and standard, middle of the road, progressed, and impossible.</p><p></p><p>Some of the most mainstream APUSH exposition tests remember papers for an assortment of subjects, including writing, brain science, financial aspects, and expressions of the human experience. These subjects will be the foundation of most school courses, as understudies' commonality with them will assist them with composing better articles. Various understudies have various qualities, so the exposition that understudies pick will rely upon the qualities they possess.</p><p></p><p>Some regular aptitudes that all APUSH understudies must ace incorporate language structure, accentuation, word decision, and organizing. Utilizing the composing tests gave by the APUSH program, understudies will have the option to compose expositions that appear to be like a normal essayist, yet the arranging and style are their own. The composing tests will tell understudies the best way to compose an article that is satisfying to the eye and simple to peruse. This will assist understudies with starting composing admirably right away .</p><p></p><p>The composing tests likewise permit understudies to pick a paper point that they need to concentrate further. They can keep on concentrating later on, and utilize the example papers as the reason for progressively complex articles. The entirety of the APUSH paper tests contain a story that the peruser can identify with, so understudies will have the option to start interfacing the composing test to their own life. Understudies may even be roused to get familiar with another subject that they would not have thought of on their own.</p><p></p><p>If understudies need to plan for the last test of the year, they will discover a lot of instances of various types of papers that they can use to read for the APUSH test. The APUSH test comprises of numerous decision and short-answer questions, just as article type questions. It is imperative to know the right structure of an exposition before starting to compose it, with the goal that they will have the option to maintain a strategic distance from a significant number of the normal missteps made by first-time students.</p><p></p><p>For understudies who are keen on concentrating further developed school courses, they will likewise discover assets that are explicit to this kind of topic. Understudies who need to return to class subsequent to finishing their secondary school training will discover APUSH test papers that will assist them with expanding their school planning. The entirety of the APUSH program gives instances of various types of articles and can be utilized as the establishment for increasingly mind boggling, exceptionally powerful expositions. Most undergrads can finish these sorts of courses without expecting to rehash a semester, however understudies who decide to take Advanced Placement courses may need to rehash at any rate one semester.</p><p></p><p>The APUSH program gives an assortment of test papers for all degrees of study. Understudies can browse simple and ordinary, middle of the road, and unthinkable degrees of trouble, and can finish each of each level in turn. This makes the APUSH paper test books a priceless asset for understudies who wish to improve their odds of getting great grades.</p>

Where to Find If a College Doesnt Ask for Personal Essay, Should I Submit It

Where to Find If a College Doesn't Ask for Personal Essay, Should I Submit It More likely than not, you will be able to utilize some school papers from 1 application to an alternate application. Should you do that now, your application won't ever arrive. In case you're wanting to document your program, go to 2. Complete the on-line application cautiously as it can't be changed after it's been submitted. The present tips focus on the individual exposition. Bridget's paper is very solid, however there keep on being a couple easily overlooked details that could be improved. Stephen's article is somewhat viable. A school video exposition is frequently as genuine or as entertaining as you might want it to be. Counsel your educator should they have a genuine case of a solid paper from an earlier graduate they can impart to the class. Supplant some of the worn out language. In any case, a few schools do request that you react to numerous prompts or to gracefully supplemental papers just as a vital individual explanation. Notwithstanding what you do, absolutely never reuse these articles for more than 1 school. Numerous universities request only one paper. Universities are keen on a sentiment of development and introspectionpinpoint the change and exhibit your private development. There are special cases, normally. Despite the fact that it's right that it could be less complex to apply to a school that doesn't require a paper, you're additionally increasingly slanted to become mixed up in the mix on the off chance that you don't feature your restrictive capabilities. Different confirmations authorities at different schools will settle on different choices. Every candidate is exceptional and, consequently, will need to manage particular shortcomings and trumpet one of a kind qualities. A few establishments demand an exposition about an understudy's decisi on of a college or profession. Understudies realize the best approach to be innovative. Universities wish to acknowledge what you're keen on and how you plan to progress in the direction of your points. They are bound to concede understudies who can verbalize explicit reasons why the school is a solid match for them past its notoriety or positioning on any rundown. Look at Ten Skills to Highlight in Your College Applications to discover increasingly about qualities universities need in candidates. Who Else Wants to Learn About If a College Doesn't Ask for Personal Essay, Should I Submit It? Among the greatest missteps understudies make is endeavoring to compose the things that they accept the board might want to hear. There are hundreds and many colleges and schools. Affirmations officials wish to comprehend what's imperative to you and how your experience has formed you as a person. Lamentably, various different understudies have the very same thought. Where to Find If a College Doesn't Ask for Personal Essay, Sh ould I Submit It Read my exposition composing administration surveys and my manual for choosing the absolute best assistance for all that you should comprehend about how to choose the best composing organizations. At the point when you find a help you need, don't disregard to take a gander at my survey of it. It's vital that the administration you select knows without a doubt they're just utilizing the absolute best article essayists. Essentially, the administration exists, so should you wish to utilize it so as to locate a top paper, that is reason enough. You additionally should ensure your exposition fits inside the term tally limitations. A decent acquaintance doesn't require with be unbelievable or electrifying, yet all things considered, it should give the entrance advisory board a predominant feeling of your character. In addition to the fact that it is a convincing story, however in any case, it might likewise work as a superb allegory for a greater educational encounter. Re gardless of whether it is a sonnet, an arbitrary stream of musings, mockery, or some other sort of writing to have the option to feel increasingly inventive, it isn't generally the perfect thought. There is definitely not a brief to guide you, which implies you should ask yourself the inquiries that will get at the focal point of the story you wish to tell. Your answer shouldn't be a book report. In these models, it could be valuable to rehearse with individual explanation composing prompts, which can give some direction. The individual explanation is your absolute best chance to feature your composition, so spend the chance to make a piece you're truly satisfied with.

Academic Term Papers Review - Tips and Tricks

<h1>Academic Term Papers Review - Tips and Tricks</h1><p>An scholastic research project audit is significant in the event that you need to have the option to take your tests in the best manner conceivable. There are a variety of ways you can approach this undertaking, and everything relies upon the sort of paper you are composing. In any case, in view of this, I'm going to give you a few hints that will get you out. On the off chance that you follow these tips, I accept you'll see that your research project composing gets easier.</p><p></p><p>First of all, you need to consider which sorts of research projects you're keen on. For instance, in case you're composing an English paper, you could search for composing tips or approaches to make the paper all the more intriguing. On the other hand, in case you're composing a class piece paper, there's a likelihood that you have to see how to take your paper to a more elevated level. Both of these kin ds of papers are extraordinary to get a higher evaluation, yet they do contrast from one another. Along these lines, be cautious when you're attempting to do both.</p><p></p><p>Another tip is that in the event that you've been giving some an opportunity to examine online about scholastic research projects, you should ensure that you know which ones are the best. For instance, one kind of paper that is amazingly well known is the ASAS paper. Another kind of paper that can truly get the evaluation you're searching for is the AP English paper.</p><p></p><p>By the way, I've referenced it previously, however I need to accentuate that you must be eager to invest some energy as you continued looking for data. For example, it would be futile on the off chance that you just fired doing some exploration and wound up at a site that gave you huge amounts of data for free.</p><p></p><p>Now, on the subject of having a decent scholarly research paper audit, the most significant hint is to have a rundown of various papers that you've perused. At the point when you experience the rundown, record which ones you loved, just as those that you didn't care for enough to peruse them again.</p><p></p><p>In request to truly profit by your paper, you ought to likewise examine it completely. At that point, you should contrast it with other comparable papers and see what makes it stand apart from the rest.</p><p></p><p>And ultimately, I'll state this; I'm not saying that you shouldn't compose a research project. Truth be told, I'll disclose to you that it can improve your composing abilities and put your evaluations up.</p>