Everyone knows what animal testing is, it doesn’t matter...

Everyone knows what animal testing is, it doesn’t matter who you are. Some are for it, others are against it. I happen to be one of the ones against it. Let me give you 4 reasons why animal testing is a horrible idea. One, there are obviously ethical reasons, as well as religious reasons. Two, the idea of animal testing when we can grow artificial skins is moronic. Three, tests made on animals can lead to wrong or inconclusive results. Fourth, the scientist themselves. The religious reasons are most obvious. Buddhist are very against cruelty to any race, species, animals, people everything. Christians should also be against the cruelty to anything because of their God creating everything, but they refuse to believe animals†¦show more content†¦As said by Ellen DeGeneres in My Point... And I Do Have One â€Å"If you want to test cosmetics, why do it on some poor animal that hasnt done anything? They should use prisoners who have been convicted of murder or rape instead. So, rather than seeing if perfume irritates a bunny rabbits eyes, they should throw it in Charles Mansons eyes and ask him if it hurts.† Animals are not exactly like us. Sure they can find similarities, rabbits for eye products, apes for reactions. But we will never find an animal exactly like us. As said by Agnes Ryan in For the Church Door, â€Å"Wars will never cease while men still kill other animals for food, for to turn any living creature into a roast, a steak, a chop, or any other type of meat takes the same kind of violence, the same kind of bloodshed, and the same kind of mental processes required to change a living man into a dead soldier.† And another quote from Michael Tobias in Rage and Reason, â€Å"I remember one bobcat they had in here - now bobcats are an endangered species in this neck of the woods - theyd caught it somewhere and they must have put that cat through a dozen rounds of burn experiments before they finally determined that it was utterly useless to them. Like an empty beer can. And then you know what they did to it? Claudius was late for a lunch date so rather than put the destro yed but still breathing animal to sleep, he picked it up by its hind legs and simply smashed its head against a wall repeatedly until it wasShow MoreRelatedStop Animal Cruelty1702 Words   |  7 Pages Animals are living, breathing creatures that are able to feel, think and have souls. For people to make excuses and to say that they can use animals as a means of testing, hunting, etc because they are just animals is cruel and uneducated. We as humans are animals as well. Just because we are more intelligent and advanced, it doesn’t give us the right to harm them. Just because we can, doesn’t mean we should, Dr. Ian Dunbar, a veterinarian, an author, a trainer and a behaviorist, argues that ToRead MoreAnimal Testing is Cruel1340 Words   |  5 PagesAll around the globe, animal testing has been the most controversial and frequently debated topic. Animal testing is cruel, however, it has helped us develop and become more advanced in sciences and technology. Below are the points and reasons for and against the motion, discussed to help you pick your side. Issues related to animal experimentation are frequently discussed these days, particularly in the media. It is often said that animals should not be used in testing because it is cruel and unnecessaryRead MoreAbolishment of Animal Testing Essay1400 Words   |  6 Pages Have you ever really thought about what happens during animal testing? How the animals are treated, or what tortures they have to face on a day to day basis? More than one-hundred million animals suffer and die every year through animal testing. Ninety-five percent of animals used in experimentation aren’t even covered under the Animal Welfare Act, which regulates the treatment of the animals that are used for testing. Some animals are abused and mistreated so badly that they die before they areRead MoreShould Animals Use For The Experiment?1229 Words   |  5 Pages05/09/2017 Should Animals Use for the Experiment? Today s medical advances are updated and developed on the news. However, the information they give to the customer is the final research. As a taboo, previous trials conducted on animals will not be mention on the package. The sacrifice is the life of animals, finances, even including the adverse effects on patients when the results on humans are entirely different from those predictable on animal models. I do not agree with animal experiment becauseRead MoreEbola Is A Very Harmful Disease1649 Words   |  7 PagesEbola is a very harmful disease. People have to take a lot of precautions to make sure that it doesn’t spread, so people don’t die. Most of my family lives in Cameroon, Africa, and Africa is the continent that has had countries with Ebola outbreaks. Knowledge of Ebola, how it developed, its causes, treatment, and knowing the science behind this disease can lead to fewer outbreaks. Ebola is a very harmful and even deadly disease. Many people wonder why the name Ebola was chosen for this diseaseRead MoreThe Correlation Between Humans And Animals1291 Words   |  6 Pages1. In this country we use animals for all sorts of uses, whether that has to do with medical testing or the other countless uses. But there has always been question’s when It comes to the human thought process is whether or not the animals are suffering? The way that I look at the correlation between humans and animals. I believe this reasoning can be acceptable because if a human steps on the tail of a dog, or brands a horse or a cow, these animals are suffering. They are in pain and they try toRead MoreHow With Your Sprinkle Of Dyscalculia1546 Words   |  7 PagesDyscalculia Kiera Murphy Table Of Contents: Chapter 1: What is Dyscalculia? Chapter 2: Diagnostic Testing Chapter 3: Do’s Don’ts Chapter 4: How to make your Top Tips list Chapter 5: Learning how your brain learns Chapter 6: Helpful websites Books Chapter 7: CBT Chapter 8: Should you take the DP or the High School Diploma? – Interview with Ms. Michelle Chow Chapter 9: Should you take the SAT or ACT? – Interview with Ms. Michelle Chow Chapter 10: Meditation ChapterRead MoreEssay On Animal Rights7500 Words   |  30 PagesFight for Animal Rights There is a problem that plagues America, a problem which you are the judge, in which you decide whether to give the helpless victims a life or pain and misery or provide them with a long happy life. This problem is animal cruelty. Animal cruelty as many of us know is the mistreatment of the animals, and can also be categorized as animal abuse or animal neglect. But what most of us don’t know is just how common animal cruelty takes place and affects our life, what the animalsRead MoreInhumane Treatment of Farm Animals1319 Words   |  6 Pagestheir animals. Pregnant pigs are confined to tiny crates where they can barely move, and chickens are crammed together by the thousands, in small chicken house to save money. Veal calves are kept inside so their meat doesnt darken. Dairy cows and hens are pumped with lots of chemicals and hormones so that they produce more milk and eggs than they naturally would, and piglets that a crippled, too small or simply unwanted are killed brutal ly and thrown away like trash. Not only are the animals deniedRead MoreTreatment of Non-Human Animals2104 Words   |  9 Pagesaccord moral consideration to sentient beings equally, in this case non-human animals. I will illustrate under Utilitarian criteria, that non-human animals are indeed sentient and that it is enough to count for moral standing. I will defend my argument in examples of practices commonly used in treating animals a resource, such as for food and in laboratory experiments. This will prove that any action that fails to treat animals as a being with moral standing violates an animal’s right, and therefore is

Inclusion of Students with Learning Disabilities Essay

Inclusion is a topic that is still at the forefront of educational controversy, in the classroom and also in Congress. According to The Cyclopedic Education Dictionary, inclusion can be defined in two ways: one, inclusion can be defined as the placement of disabled children in a general classroom setting for the entire school day and two, inclusion can be defined as the placement of disabled students into a general classroom setting for part of the day while they are placed in a special setting during the other part of the day (Spafford and Grosser, 1998). Parents and teachers have been debating the issue of full inclusion of disabled students in public schools since the passing of the Education for all Handicapped Children Act of 1975.†¦show more content†¦In 1997, IDEA was revised again with two principle emphases; students with disabilities should be included in the general curriculum whenever it is most useful for the student and students with disabilities should be held to the same standards as their non-disabled peers (Romano and Chambliss, 2000). As a provision of the IDEA, the child’s parents and teachers, along with other school staff, create an individualized education program (IEP) when the child is ready to begin education. This team of people assess the special needs that child requires in a general education classroom and makes sure that the child will be successful in an inclusive classroom (PTA, 2002). In order to accommodate disabled children in public schools when the law was first enacted, Congress promised to pay forty percent of the added expenses each child would make for the school. To this day, Congress has not lived up to that promise and is paying only seventeen percent of the costs (PTA, 2002). There were several bills proposed in Congress during 2001 that would have mandated full funding for IDEA, but those bills failed and twenty percent of the funding for IDEA is legally used for other purposes (PTA, 2002). The issu e of inclusion is heavily debated and has many different supporters and opponents; some advocate full inclusion while others only support mainstreaming, the partial inclusion of students, while still others oppose the idea altogether. Parents,Show MoreRelatedInclusion For Students With Learning Disabilities2259 Words   |  10 Pages 12 [Inclusion for students with learning disabilities] [Inclusion for students with learning disabilities] 13 The Inclusion for Students with Learning Disabilities in Special Education Lehigh University Bowei Chen Many researches show that students with learning disabilities have a high rate of victimization. This paper gives few case studies about how elementary schools implement the policy and guidelines to inclusive the students with learning disabilities. The purposeRead More Benefits of Inclusion for Students with Learning Disabilities1766 Words   |  8 PagesBenefits of Inclusion for Students with Learning Disabilities There are many benefits for learning disabled students when placed in an inclusive classroom. Research has shown that students with learning disabilities can be supported in a general education classroom setting for the entire day with academic achievement as high as or higher than those in a separate setting (McLeskey Waldron, 1998). There are many positive benefits which include improved social skills, stronger peer relationshipsRead MoreThe Positive And Negative Effects Of Inclusion For Students With Learning Disabilities2757 Words   |  12 Pages The positive and negative effects of inclusion for students with learning disabilities Traci J. Alexander FND 510 National Louis University Introduction Social inclusion is understood as a process by which efforts are made to ensure equal opportunities for all, regardless of their background, so that they can achieve their full potential in life. It is a multi-dimensional process aimed at creating conditions which enable full and active participation of every member of theRead More The Benefits of Full Inclusion of All Students with Learning Disabilities1843 Words   |  8 PagesAdvantages of Inclusion for Disabled Children There are many advantages for children with disabilities, to be placed in a regular classroom setting. First of all, children are spared the effects of being separate and segregated. Sometimes, segregated education can provide negative effects, such as labeling (Wolery, M. and Wilbers, J., 1994). Labeling of a disabled child can be held over their head throughout their education. Also, being separated can make other children have negative attitudesRead MoreDoes Inclusion Result In Favorable Effects? Essay709 Words   |  3 Pageshandicaps into regular learning classrooms. Inclusion refers to the practice of instructing all students regardless of disability. Although the term is new, the basic law is not, and reflects the belief that students with a disability should be taught in the least restrictive environment, or as close to the mainstream of regular learning as possible. The least restrictive environment doctrine is one key element of federal special education law. Advocates of inclusion believe that most casesRead MoreInclusive Education For Children With Disabilities1631 Words   |  7 PagesInclusive education is where children with disabilities receive special education services in the general education setting. Many factors can make inclusion difficult or complex. Accommodating instruction to meet the educational needs of all students is one of the most fundamental problems in education. Many argue that inclusive practices benefit all students. While others argue that inclusive education is inadequately designed to meet the needs of exceptional students. Benefits of inclusive education haveRead MoreStudents With Learning Disabilities : A Curriculum Based On Individual Needs1255 Words   |  6 Pages Inclusion is defined as a learning environment containing both students with and without disabilities working collaboratively. Students with learning disabilities may be fully integrated into the general education setting or may follow a pull out or push in model for one subject, such as reading. Although there is considerable debate about where students with disabilities should be educated, schools must abide by the concept of the least restrictive environment. As schools continue to raise academicRead MoreInclusion Has Been A Major Topic Between Educators And1576 Words   |  7 PagesInclusion has been a major topic between educators and parents of special needs children for years. Many believe that it would a good idea to educate general education children in the same classroom along with special needs children, including those with multiple disabilities. And then there are many that believe special education and general education can actually can be accomplished in one classro om along with one general education teacher and one special education teacher working together , teachingRead MoreInclusion For Students With Disabilities834 Words   |  4 Pages Inclusion Position Paper Valerie Simmons University of West Alabama SE 506 Dr. Nichols July 1, 2015 Inclusion in the classroom is a widely debated issue in education today. Inclusive education means that students with disabilities are supported in chronologically age appropriate general education classrooms in schools near their home. These students also receive the specialized instruction outlined by their individualized education programs (IEP s) within the context of the coreRead MoreInclusion For Special Needs Students Essay1633 Words   |  7 Pagesculturally sensitive curriculum in today’s classroom. However, there is still a lack of inclusion for special needs students in general classroom settings. My interest in this topic stems from my major in EC-6, Special Education. My goal is to work with students with special needs. It is important to integrate students with disabilities in classrooms with students without disabilities. By allowing students with disabilities to have access to a general education will enable them to obtain an equal education

British American Tobacco Free Essays

string(146) " that leads its industry, is the preferred partner for key stakeholders and is seen to have a sustainable business, should be valued more highly\." EXECUTIVE SUMMARY Any organization regardless of the fact of its size, age needs to run smoothly and achieve the goals and objectives which it has set forth. And thus the organization needs to manage Human Resource Management effectively and efficiently. For it develops and implements its own Human Resource Management concepts. We will write a custom essay sample on British American Tobacco or any similar topic only for you Order Now British American Tobacco Bangladesh is one of the oldest and largest multinational companies operating in Bangladesh. At British American Tobacco Bangladesh, the key factor to their sustainable growth is human resource. BAT Bangladesh is a leading business organization in the industrial sector employing more than 1,300 employees directly and a further 40,000 indirectly as farmers, distributors and suppliers. It has always been committed to good employment practices and has set out the framework of its Employment Principles on workplace practices, employee relations and employee human rights. BATB employs more than 852 people directly and about 40,000 people indirectly as farmers, distributers and local suppliers. BATB is one of the most preferred employers in the country. It is their pool of talented people who give this place the wonderful and pleasant working environment that takes the company forward every day. It is a team of different people, different cultures and backgrounds, coming together to form something new, something remarkable everyday. In this report, we have tried our best to exemplify how the basic functions of HRM are exercised in British American Tobacco Bangladesh. We have analyzed BATB’s several functions: planning, recruiting and selection, training and development, performance appraisal and employee. We also discussed the BATB’s goals, mission and vision. BATB wants to attract, develop and retain high caliber talent. It also wants an organization that is constantly learning. This learning culture shares knowledge quickly, learns from its mistakes and replicates success formulas quickly. BATB’s Employment Principles set out BATB’s commitment to good employment practices and workplace related human rights. BATB invests time in these forums because it is committed to developing employees’ career and because in business, individual performance matters. BRITISH AMERICAN TOBACCO History : The  British American Tobacco  Company (BAT or BATCO) is the second largest listed tobacco company in the world, with a market capitalization of over ? 30 billion (U. S. $44 billion). It is based in London in the United Kingdom. It began operating in 1902 as a joint venture of the  Imperial Tobacco  Company and James Duke’s  American Tobacco Company, and grew to be the major cigarette company in many countries – but not in the USA or in the UK, where each of the partner organizations had agreed not to compete with the other. During the trust-busting era of President Theodore Roosevelt, the American Tobacco Company was forced to divest its interest, and in the years that followed. Imperial Tobacco also reduced its shareholdings. Eventually BAT became a relatively independent organization that out-grew its parent. BAT Industries : The international remnants of the original company were reorganized into a holding company called BAT Industries in 1976, and it acquired what was left of the American Tobacco Co. after the anti-trust split-up. BAT later acquired  Brown ; Williamson  (B;W) which, at that time, was the largest cigarette company in the USA. BAT’s US subsidiary retained a degree of independence from the UK, although clearly it must report to the London office — and occasionally they exerted their own pressure. BAT is based in London and has subsidiaries in the UK, Europe, Asia and the old British colonies. In 1999 it acquired the South African-based company of  Rothmans International  after a long battle with Philip Morris  for control. The company has also diversified into many other industries – owning, for instance, a major life insurance company, food and beverage companies, etc. The acronym BATCO is often used when referring to this larger conglomerate. BRITISH AMERICAN TOBACCO BANGLADESH Beginning the journey as Imperial Tobacco 100 years ago, the company set up its first depotat Armanitola in Dhaka Bangladesh. After the partition of India in 1947, Pakistan Tobacco Company was established in 1949. Then it became Bangladesh Tobacco Company Limited in 1972 immediately after Bangladesh’s independence. In 1998, the company changed its name and identity to British American Tobacco Bangladesh aligning the corporate identity with other operating companies in the British American Tobacco Group. Address : British American Tobacco Bangladesh New DOHS Road Mohakhali PO Box 6069 Dhaka – 1206 Bangladesh Tel: (+880) 2 882 2791 Tel: (+880) 2 882 2786 BATB’S SHAREHOLDERS BATB is among the first companies to be listed on the Dhaka and Chittagong Stock Exchanges and currently rank amongst the top 20 companies in terms of market capitalization. British American Tobacco Group holds 65. 91% of our shares; 18. 76% is owned by investment Corporation of Bangladesh; Shadharan Bima Corporation, Bangladesh Shilpa Rin Shangstha, Government of People’s republic of Bangladesh, Sena Kallyan Sangstha owns 4. 73% and further 10. 609% is owned by other shareholders. BATB’S OPERATIONS BATB grows tobacco leaves through its registered farmers in Kushtia, Chittagong, Manikganj and Rangpur zones. Both its head office and cigarette manufacturing plant are located in Mohakhali, Dhaka. It has one Green Leaf thrashing plant in Kushtia and a Redrying Plant in Manikganj. RESPONSIBILITIES BATB aims to ensure that it only purchases leaf from responsible and sustainable sources. Its Social Responsibility in Tobacco Production program addresses the social and environmental issues associated with tobacco growing and processing, and reaches more than 300,000 farmers who supply all the leaf it buys. The program covers good agricultural practices for improving soil and water conservation, appropriate use of agrochemicals, environmental best practice and occupational health and safety. It is also active in eliminating exploitative child labor and promoting forestation initiatives for the farmers who need wood for tobacco curing. As part of the program, it provides direct agronomy support and training to some 250,000 of its grower suppliers where it is not otherwise available. BATB’s VISION BATB’s vision is â€Å"to achieve leadership of the global tobacco industry in order to create long term shareholder value. Leadership is not an end in itself, but a company that leads its industry, is the preferred partner for key stakeholders and is seen to have a sustainable business, should be valued more highly. You read "British American Tobacco" in category "Papers" † BATB defines leadership in both a quantitative and qualitative sense. Quantitively, it seeks volume leadership among its international competitors and in the longer term, value leadership. It recognizes that its success will depend on adult consumers and that, therefore, it must be consumer driven. But the hard, quantitative measures do not in themselves address all the things it must do as a company. It takes a long term view, focusing on the quality of its business and how it works. As a result, qualitatively, it seeks to be recognized as industry leaders and to be the partner of first choice for governments, NGOs, investors and potential employees. It will do this by continuing to demonstrate that it is a responsible tobacco Group, with a sustainable business, outstanding people and superior products. In order to deliver its vision, its strategy for creating shareholder value has four elements around which all our efforts revolve – Growth, Productivity, Responsibility and Winning Organization. HR MISSION Embedding winning culture where people always strive to excel. How BATB Works To Achieve Its Organizational And HR Vision : To develop the most vital element of the organization which is the human resource BATB has put in a lot of efforts in responding to various changes and problems through effective formulation and implementation of human resource strategies through the HR department. A key part of BATB’s work is helping nurture an open, confident and winning culture, where all are aligned in delivering consumer satisfaction. It ensures that people have the opportunity to release their energies in a constructive and focused way. It wants its employees to have a clear vision for the business and to foster enthusiasm to drive superior performance. Furthermore, BATB expect its leaders to engage with their teams and to develop their people. BATB’s culture also encourages ongoing development, so its role includes optimizing personal and organizational learning in order to leverage the capability of both the business and the individual to establish the company vision. BATB strives to match the needs of the organization and individual aspirations and encourage personal fulfillments. Therefore, success is recognized in ways which are relevant to the individual. Strategic Human Resource Management The company clearly identified that a strategic approach to human resource management, development and administration was the primary requirement for dealing with the critical issues that it faced, and has been following such an approach since 1996. Under this approach, it has set out to achieve the following objectives: * Create an environment within which all parties could engage each other, build trust and produce satisfactory results. Ensure a stable working environment in which the unions and the workers would become partners in achieving the company’s overall objectives. * Develop leadership among workers and create an innovative environment; * Ensure the virtual absence of disruptive industrial relations issues; * Upgrade the base level of education and skill of all employees; * Achieve significant increases in productivity even while there has been a reduc tion in employment levels; * Create the cultural change from a manufacturing orientation to a service orientation; * Manage the separations that were required; Develop an environment at work that focuses on worker health and welfare, on safety and on the hazards of smoking; * Improve the focus on customer service and product quality; * Develop and maintain a reputation as an employer of choice HUMAN RESOURCE PLANNING practiced by BRITISH AMERICAN TOBACCO BANGLADESH Employment Planning : Human resource planning is a process of determining an organization’s human resource needs through ensuring that it has the right number and kinds of people at the right place, at the right time in order to achieving the organization’s overall objective. Like every other organization BAT also has its own employment planning. This planning includes determining the demands and supplies of labor in their organization. Determination of Demand of Labor : The management of BAT forecasts the company’s employees’ personnel needs based on its mission, strategic goals objectives technological and other changes resulting in increased productivity. Although there are several methods to predict personnel needs, but they use managerial judgment because it gives them more real world scenario for personnel needs. They think that the other methods cannot give the accurate situation of the personnel needs. These are basically graphical methods, which cannot measure the actual personnel needs. But managerial judgment method depends upon the change in productivity, market conditions etc. Determination of Supply of Labor : Internal Supply- Increase in Internal Supply – * New hires * Contingent workers * Transfers-in * Individuals returning from leaves Decrease in internal Supply – * Transfers * Layoffs * Voluntary Quits * Dismissals External Supply – BAT searches for fresh graduates among the business schools and other universities for fulfilling the demand of labor. It also targets the experienced workforce who is already working in different organizations. Besides, it offers contractual jobs to the people among who most are students. It also goes through the â€Å"Battle of Mind† competition through which they bring out the best promising faces from the crowd. BAT has recruited 37 fresh students judged through this competition since 2004. Job Analysis of British American Tobacco Bangladesh JOB ANALYSIS A job analysis is a systematic exploration of the activities within a job that provides information about the jobs currently being done and the knowledge, skills and abilities that individuals need to perform the jobs adequately. A thorough Job Analysis can enhance the effectiveness of regular or recurring HR processes like Recruitment and Selection, Training and Development, Performance Appraisals etc to long-range areas like HR Planning, Succession Planning etc. British American Tobacco Bangladesh does not follow any specific type of method to do the job analysis. Rather it uses a combination of different type of methods. The methods are based on the principles of modern management and of organizational psychology. Purpose of Job Analysis : The purpose of Job Analysis is to establish and document the ‘job relatedness’ of employment procedures. A job analysis helps to determine the * Training Needs * Compensation of the employees * Selection Procedures Performance Review Job Analysis Process A job analysis process has three outcomes: Job Description: Job description is a statement indicating what a job entails. It includes what the job holder does, how it is done, under what conditions and why. BATB is comprised by experienced human resources executives who at a first level, with the help of managers; define the needs of the organization assessing the characteristics and obligations of each job post, as well as the organizationâ €™s culture and structure. The focus of BATB lies on preparing a job description accurately, rapidly and in a scientific and effective way. The job description includes information such as the job title, a short job description, the job’s place within the organization chart, the immediate supervisor, coactive departments, obligations and authorities, degree of freedom to make decisions and proceed to initiatives, degree of blame in several circumstances, objectives etc. Job specification: Job specification states the minimum acceptable qualifications that incumbents must possess to perform the job successfully. Based on information acquired through job analysis, the job specification identifies prerequisite qualifications such as knowledge, skills, education, experience, certification, necessary personality traits and abilities. BATB’s experienced and specialized collaborators prepare job descriptions for different posts based on a structured guide and specified methodology. Job Evaluation: Job evaluation is a method of determining on a systematic basis the relative importance of a number of different jobs. By sector and size, job evaluation is far more prevalent in the public and private sectors and among larger employers. In BATB it’s a useful process because job titles can often be misleading – either unclear or unspecific. IN BATB it’s impossible for those in HR to know each job in detail. As a rough guide, job evaluation is very much essential for a huge organization like BATB. Job evaluation is counted as an ongoing process in BATB. According to the company a job evaluation should be transparent, and reviewed regularly to ensure business needs continue to be met. Recruitment Recruitment is a process of seeking sources for job candidates. Recruitment process aims at getting responses from job seekers and avoiding applications from unqualified candidates. BAT searches for fresh graduates among the business schools and other universities for fulfilling the demand of labor. It also targets the experienced workforce who is already working in different organizations. Besides, it offers contractual jobs to the people among who most are students. It also goes through the â€Å"Battle of Mind† competition through which they bring out the best promising faces from the crowd. BAT has recruited 37 fresh students judged through this competition since 2004. Recruitment Policy British American Tobacco Bangladesh has been in e-resourcing since 2002. It focuses on e-based advertisement for more visibility and transparency beside the conventional print media. All recruitment related notices are posted on the www. bdjobs. com website. Candidates are required to fill up the blank resume format provided in the website. A well-structured and systematic selection procedure is followed to get the most suitable candidate. Following the selection procedure, pre-employment medical examination and reference checks are done. * BATB asks for applications from recognized universities from home and abroad. * Applicant must be a citizen of Bangladesh. BATB encourages students with good academic track record to apply. * BATB is not prejudiced against race, sex, religion, age etc. Positions are offered to the candidate on the basis of his/her ability and the requirement of the company. If an application is successful, the applicant is invited to a preliminary interview  which will be taken by a member from the function to which he has applied an d a member of the Human Resource team. This is a chance for him to find out more about BATB, as it is for the company to find out whether he has the competencies BATB is looking for. BATB is committed to keep the applicant informed of the progress through every step of the selection process. BATB now outsources the recruitment process to People Scape. Mid Careers : â€Å"Whatever stage of your career, we can offer new challenges† Talented people join BATB at all points of their career and for many reasons. Some seek a new challenge or an environment where they can prove themselves and where their current skills will be appreciated. Others want to reinvigorate their career or achieve a better work-life balance. And most want to improve their rewards package. BATB doesn’t just offer a dynamic, diverse environment laden with opportunity – people find the company a truly exciting and fulfilling place to work. They enjoy being part of a high profile company with a strong corporate culture that promotes individual and personal flair, while encouraging teamwork and delegation. They’re proud of BATB’s commitment to corporate responsibility in a controversial industry. The nature of the tobacco industry contributes to the challenges of our work – and to job satisfaction. Our people need a broadness of vision and understanding not always necessary in other sectors. They need people skills to communicate with diverse and multicultural audiences. They need the intellectual curiosity to try out new ideas and the imagination to ensure our story is told, even when under serious constraint. Selection The selection process of BATB consists of the following steps: * If the application is successful, candidates are invited to a preliminary interview which is taken by members from the functional department for which the candidates have applied and a member of the Human Resource team. The candidates who selected in this interview are invited to a specifically designed British American Tobacco assessment centre. This provides them with the opportunity to demonstrate their skills and suitability through their performance in a number of participative and individual exercises. They also have the opportunity to meet managers and to gain firsthand experience of what i t is like to work for British American Tobacco Bangladesh. * If they get through the Assessment Centre, they will be recommended to the respective Heads of Functions for a final Interview. And if a candidate is can prove he is suitable for the job in this interview s/he is selected. British American Tobacco has put in a lot of efforts in responding to various changes and problems through effective formulation and implementation of human resource strategies through the HR department to successfully utilize this large number of employees. BATB has proved that it is functioning very well and that it will continue its operations and will become the trendsetter of the Human Resource Management practices of Bangladesh. Managing performance While managing performance BATB focuses on: * Measuring ; aligning performance * Rewarding performance * Managing ; administering benefits * Managing organizational learning and development * Managing change * Designing ; developing the organization * Managing organizational climate * Learning in the organization Managing careers  and development include: * Assessing competencies and potential * Career development systems * Coaching and mentoring * Training and development Managing employment relations includes: Managing employment legislation * Managing workplace relations * Managing HR customer services BATB’s employment beliefs and principles BATB’s people are its business and its Guiding Principles represent the common values at the heart of its success, shared by employees across the world. Its Employment Principles set out BATB’s commitment to good employment practices and workplace related human rights. Guiding Principles * Strength from Diversity * Open Minded * Freedom through Responsibility * Enterprising Spirit Strength from Diversity  reflects its cultural mix and a working environment that respects employees’ individual differences. BATB embraces different people, cultures, viewpoints, brands, markets and ideas – to create opportunities and strengthen performance. In short, we are interested in what makes you unique. Open Minded  reflects BATB’s openness to change, to identify opportunities and to consider new ideas, including ways of addressing regulatory issues and changing social expectations. People seek to listen without prejudice, actively and enthusiastically considering other viewpoints. Freedom through Responsibility  helps our people to get on with their jobs – BATB believes they should be free to make their own decisions, accept responsibility for them and not be hampered by unnecessary bureaucracy. Employment Principles Like all major international companies, BATB takes its employment policies and procedures very seriously. BATB’s Employment Principles cover topics such as: * Equality of opportunity and non-discrimination; * Internal communications and the free flow of ideas; * Worker representation and freedom of association; Fairness at work and the unacceptability of harassment and bullying; * That we do not condone or employ child labor; * That forced or bonded labor is completely unacceptable; * Performance responsibility; * Health, safety and environmental responsibility; * Community contributions and skills development for employees and communities in markets where our companies operate; * Personal development and learning; * Reasonable wor king hours and family friendly policies; * Fair, clear and competitive remuneration and benefits. Training and development * We recognize that getting the right start is crucial to building a successful career. This is how we approach your early training and career development. * The  Challenge Initiative is structured around the following components: INDUCTION| FUNCTIONAL DEVELOPMENT| MANAGERIAL DEVELOPMENT| BUSINESS AWARENESS| PERFORMANCE APPRAISAL| The induction gives you the opportunity to learn about our company, objectives, products and markets. | Developing a base of excellence in the function into which you have been recruited. Developing managerial competencies needed in your future roles. | Gaining an understanding of the overall business and appreciating the role played by each function. | Giving you regular and constructive feedback, both formally (every 6 months) and informally (every 6 weeks) to ensure that you achieve the defined standards for the  Challenge Initi ative. | * The  induction  gives the opportunity to learn about BATB’s Group objectives, products and markets. It introduces the corporate guiding principles and culture, the role of each function, and industry issues in your country. It also introduces to the product – and how the company markets it. * The Challenge Initiative programmer includes employees’ functional development  Ã¢â‚¬â€œ development of a base of excellence in chosen function. BATB will clearly explain what it expects from employees. Then, with support from employees coach and mentor, they set their objectives and work towards achieving them in order to meet the needs of the business and their personal development objectives. * Employees will develop the  management skills  they need in their future roles with both formal training and on-the-job experience. And they will have the opportunity to put these skills into practice in preparation for the move into their first management role. * BATB also expects them to develop  business awareness, an understanding of the overall business and the role played by each function. In other words, BATB wants them to understand the business beyond their own functional and geographical area of responsibility. It wants them to question its existing ways of working and to bring positive change to the business. BATB will provide them with opportunities to challenge its practices, a receptive audience and the feedback they will need to build their knowledge. BATB monitors their success through regular  performance appraisal. It gives regular and constructive feedback, formally every 6 months and informally every 6 weeks. This ensures that employees are aware of the standards they should aim for, and also that it can tailor their development to its needs. Training Training is a learning experience that seeks a relatively permanent change in an individual that will improve his or her ability to perform a job. To make training a success, a BATB takes care of the following points: * Make learning meaningful * Make skills transfer easy and Motivate the learner Employee Training Method followed in BATB ON-THE-JOB TRAINING It means having a person learn a job by actually doing it. Advantages: * Relatively inexpensive * Trainees learn while producing * No need off-site facilities Drawbacks: * Low productivity while the employees develop their skills * The errors made by the trainees while they learn. Apprenticeship Training: It traditionally involves having the learner study under the tutelage of a master craftsperson. Informal Learning: This learning process is not determined or designed by the organization. But the organization may ensure it by creating a learning environment in the organization. Job Instruction Training: Listing each jobs basic task, along with key points, in order to provide step-by-step training for employees. Lectures: The most simple and quick way to provide knowledge to large groups of trainees. Simulated Training: It places the trainee in an artificial environment that closely mirrors actual working conditions. OFF-THE-JOB TRAINING †¢The Case Study Method: Here the manager is presented with a written description of an organizational problem to solve in a discussion with other trainees. Management Game: The manager presented with a computerized decisions regarding but simulated situations. †¢Outside Seminars: Many organizations now are using this popular method on various aspects of business and management. Employee Development BATB’s approach to personal development is based on a simple belief – that the person who best knows your ambition s and aspirations is you. BATB aims to support its development. People will find that BATB invests strongly in people to increase their skills, improve their performance and stimulate them with new ideas. BATB is committed to motivating people so they can also motivate others. But BATB also believes that you’re the best person to map out your own evelopment. BATB expects employees to drive regular career discussions. It encourages to assess their strengths and weaknesses honestly and to seek feedback from colleagues. BATB counts on them to make continuous learning and the quest for improvement a part of your personality – to be hungry for new ideas, skills and assignments. Managers play a key role in this and employees play a key role in developing the careers of people reporting to them. The managers assess individual capabilities and place a high priority on development planning. They set stretching performance goals, which are regularly reviewed. The discussions focus not just on what employees have achieved, but how they achieved it and what they’ve learned along the way. Career development tools Career planning benefits both the employees and the company. It helps build succession that mesh with employees’ own aspirations – making them more accurate, reliable and robust. BATB encourages them to spend quality time thinking about their career and it has highly developed tools to help them. BATB is prepared to invest significant time reviewing their career and meeting their development needs to ensure that their potential is fully realized. BATB holds annual Talent Review Meetings which are chaired by Board members, for all regions and functions around the world. These meetings aim to ensure that BATB has good succession plans in place that take account both of individuals’ needs and of the future shape of the organization. BATB invests time in these forums because it is committed to developing employees’ career and because in business, individual performance matters. CONCLUSION British American Tobacco has put in a lot of efforts in responding to various changes and problems through effective formulation and implementation of human resource strategies through the HR department to successfully utilize this large number of employees. BATB has proved that it is functioning very well and that it will continue its operations and will become the trendsetter of the Human Resource Management practices of Bangladesh. Bibliography www. bat. com www. batb. bd-servers. com www. wikipedia. org How to cite British American Tobacco, Papers

Challenges and their Solutions in Project Management

Question: Discuss about the Challenges and their Solutions in Project Management. Answer: Key challenges in project management It is seen that, even though with the proper planning in place and alignment of goals, the rate of success of the projects cannot reach the desired level. One of the reasons can be taken as the organizational structure and culture. The structure of the organization can come in the way of the as an obstacle or it can support it to be successful. As the structure of the organization helps in sharing of the different resources for the project therefore, different organizational structures like (like, Functional organizational structure, matrix organizational structure and projectised organizational structure) (Niazi et al. 2013). In case of functional organizational structure, the organization consists of the divisions depending on the functionalities. In matrix structure, the responsibility of the project is shared between the project manager and other functional manager that consequently creates confusion for the project team members. According to Harper (2015), the projectised organizational structure is helpful in achieving the best results for any project. Since, the team members have the clear idea about project and the personnel to report for any issue, therefore it can be said that in projectised structure the centralized authority can help avoiding the conflicts and confusions and attain better success rate of the project. Another issue that needs to be addressed for the successful competition of the project is the, management of the employee expectations. The materialistic and other expectations drive the team members in a project management team to deliver better productivity to complete the project successfully. These expectations are connected with the job duties, salary and compensation. The expectations are not always fulfilled due to the inefficient communication between the leadership and the project team members. Again Keil, Lee and Deng (2013) argued that, to resolve the issues related to the expectations it is important to integrate the expectation of both the leadership and team members. In addition to this, open environment to express or communicate the expectations, recognition of the expectations, providing job security scope of growth to the team members. The explanation of solutions stated in the previous section In order to manage and fulfill the expectations of the team members of the project team it is important for a project manager and a leader to utilize their integrity skills. This will help the project manager to manage and get idea about the expectations of the employees or the team members of the project development team (Niazi et al. 2013). The employee oriented project management approach states that project management should concentrate on dynamics, experience and human Psychology instead of solely depending on the processes. Successful project managers concentrates on understanding and learning about the way people function in an organization or say as a team member. The integrity of the leaders encourages the team members and the employees working under them to trust them (leaders). This skill is also important to take any harsh or unpopular decisions in order to complete the undertaken project in scheduled time, budget and best quality. This skill is also important to create trust between the different members of the team (Maylor and Sderlund 2015). In addition to this, people in the team cannot afford risks in their career and uncertainty in the project; therefore they are hypothesizing on the leaders accomplishments. Later on, they require some route with which to settle on a choice in a particular situation for another project. In case of projectised organizational structure, the project manager becomes the only authority to report about any issues while executing different tasks related to the project. Therefore, the leader or the project manager must possess and utilize his/her motivational skills (Gu et al. 2014). This is important for the other team members as the project manager directly evaluates their functionality, therefore when the project manager observes any issues in the project; he needs to provide feedback and motivate the employee to attain the desired results. This can help the project manger to complete the project in scheduled time and budget with the best possible quality. This also helps in creating the positive interactions between the client organizations, project manager the project development team. Moreover the integrity skill of the leader also enables the, leader and the project manager to be responsive against different adverse situations in the whole project lifecycle (Keil, Lee and Deng 2013). If there is situation of crisis for a team member then this skills help the project manager to overcome from that situation. References Gu, V.C., Hoffman, J.J., Cao, Q. and Schniederjans, M.J., 2014. The effects of organizational culture and environmental pressures on IT project performance: A moderation perspective.International Journal of Project Management,32(7), pp.1170-1181. Harper, C., 2015.Organizations: Structures, processes and outcomes. Routledge. Keil, M., Lee, H.K. and Deng, T., 2013. Understanding the most critical skills for managing IT projects: A Delphi study of IT project managers.Information Management,50(7), pp.398-414. Kerzner, H.R., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Maylor, H. and Sderlund, J., 2015. Project management research: Addressing integrative challenges.Designs, Methods and Practices for Research of Project Management. Farnham, Surrey: Gower, pp.11-19. Niazi, M., Mahmood, S., Alshayeb, M., Riaz, M.R., Faisal, K. and Cerpa, N., 2013, October. Challenges of project management in Global Software Development: Initial results. InScience and Information Conference (SAI), 2013(pp. 202-206). IEEE