Supporting people with long term health conditions

Supporting people with long term health conditions This report reflects on the care needs of 67 year old Kingsley, at 55 he was diagnosed with Type 2 Diabetes then at 65 Kingsley suffered a stroke. After a lengthy stay in hospital he was moved to a nursing home where he currently lives, he is not happy in the nursing home and wishes to be discharged and return home to the care of his wife. He displays his unhappiness to care staff with bouts of anger and frustration. He has a social worker assigned to his case who is currently undecided if Kingsley should return home to his wife, he questions the layout of the home and his wifes ability to cope with Kingsleys care needs. Kingsley and his wife have some difficult decisions to make and should be able to discuss these with the social worker as these will have a fundamental impact on where he lives as this will be instrumental to his wellbeing. Living with a long term health condition can have its challenges when receiving health care, its paramount that a care user receives the correct level of support and information available. A psycho sociological perspective offers a holistic approach which addresses an individuals needs and an anthropological perspective which offers a biological study of the human being. A psycho sociological perspective addresses an individuals psychological health and wellbeing needs which are individual to functioning within human society. This perspective highlights that factors such as age, gender, environmental living conditions and the individual differences that people face are to be considered in health needs and care issues. A psycho-social approach to public health aims to incorporate the environment which will address the health of groups of people by social context, social class, location and how accessible they are to local resources. In the past this has been referred to as the social model of health (K217, Learning Guide 2, p43). The structure of the social model of health aims to make health services more affective, accessible and acceptable to individuals. The components are as follows (K217, Learning Guide 2, p43). To acknowledge the influence that health has on political, economic, social, psychological, cultural and environmental factors and also biological factors. To improve health a focus must be placed on the socio-economic environment. To achieve community participation with shared decision making between lay people and practitioners. Health services to collaborate with other government agencies and sectors. Commitment to equity and accountability in health. The use of evidence which is qualitative and quantitative. The concept of this perspective is that the focus of social causes are linked to illness rather genetics. If the social causes which are causing a detrimental effect on health are addressed then a better quality of life and sense of wellbeing are to be achieved. In Kingsley case he is not socially active because of the environment he is currently living in, which is restricting him from participating in any social networks, which gives the practitioners power over him so he is then not part of the decision making regarding his wellbeing. Holism perspective The practice of holism is to recognise that each persons needs are unique to ones own identity. It acknowledges that focus is to be given to lifestyles and choices which have an impact on health and illness. The approach links all aspects of a persons physical, mental and emotional state to create a composition of a state of health and illness. The approach of a biomedical perspective will address medical conditions with a biological, anatomy, and a physiology view but ignores an individuals needs, as a holism approach would address the individuals needs which would have an effect on lifestyles and choices. So a Biomedical perspective has a place in some health conditions such as Diabetes which will address the medical needs such as insulin. But a holistic approach will identify the whole person combining their mind, body and spirit. This can be helpful for practitioners to understand how a Diabetic may be feeling with effects of injecting insulin, are they coping with self management of the condition. The whole person approach to care is to give service users the ability to move on from the professional dominance in the doctor centred model and to achieve the self care model which is to encourage independence. (K217, Learning Guide 2, p42). Discussion. The contribution of theory. Do theories have a place in health and social care services and how can they help people like Kingsley who is suffering from a long term health condition. Theories in health and social care are developed from two perspectives Good research and medical engagements which results in theories from evidence. Generalised practice and an understanding of experience within a profession, these theorises are developed from practical experiences. Theories in understanding long term health conditions can be found in two perspectives bio medical and the social model of health. The bio medical approach is that the body functions normally but when things go wrong a specialist can repair the body; its focus is that biological problems can be addressed with medicine. The social model of health recognises biological factors but also includes the recognition of the influence of health being a matter of psychological and social addressing the wellbeing of an individual. If just a bio medical approach to theory was taken of Kingsleys situation he would have been diagnosed with two long term health conditions a stroke and type two diabetes by a practitioner then undergone biological treatment in hospital, were tests were taken and symptoms were controlled with medication. He is now living with two conditions controlled by medication. Bio medical may adapt mechanical metaphors which presume that a practitioners approach is to be an engineer and to fix what is malfunctioning with medication (K219, leaning guide 1, p36). The N.H.S. point out that a stroke is a medical emergency and should be diagnosed as soon as possible this would be in a bio medical environment. A bio medical view would be taken to determine the emergency treatment needed and also for after care with medication, therapists, physiotherapist and G.Ps. The N.H.S also highlight that the social model of health should be incorporated into a patients social care needs social workers would ass ess a patient and their carers needs and offer services such as meals on wheels and home care services (N.H.S. 2011). A purely social view of theory to long term health conditions would offer Kingsley and his with sociological support in dealing with his conditions addressing needs for his wellbeing. Kingsley has experienced a change to his identity, because of his illness he feels he can no longer contribute in society. Kingsleys illness has made it impossible for him to work so he now relies on the welfare benefit system so his identity has changed from a working man providing for his family to the sick role. The sick role can be identified when an ill person becomes exempt from a social role of responsibilities examples are because of illness, a sick person will not get better without being taken care of and the sick person will want to overcome illness and should be obligated to seek the correct professional help to deal with an illness (Parsons, 1951, p.294). This theory of the sick role has an element of social care and bio medical, society will address an ill persons needs with benefits and c are issues and a biological factor will be present with medication. What can be learnt from research and practice guidelines? Research show that suffers from a long term health condition such as a stroke may face physical disabilities and suffer from social exclusion which can lead to spoiled identities. The Stroke Association commits approximately two and a half million pounds per year in to research of stroke prevention and treatment .Two key achievements are (The Stroke Association 2011). Staying physically fit after 40 cuts risk of a stroke. People who are physically fit after the age of 40 can lower their risk of stroke by as much as 50 percent, compared to people who arent as physically fit (The Stroke Association 2011). The benefit of occupational therapy for stroke care home residents. A recent study funded by the Stroke Association has shown how beneficial even a small amount of occupational therapy can be to residents in care homes who have had a stroke. The study, carried out is extremely significant as the care home population is an understudied and extremely vulnerable group (The stroke Association 2011). The research suggests that prevention can reduce the risk of a stroke and that life style changes and rehabilitation will help with the recovery process, learning to deal with the effects that the stroke has had on them and learning to adapt to the limitations caused by stroke. Rehabilitation would also address the need for any support in dealing with social, emotional and practical issues. A government report on long term health conditions and self care (Your health, your way, 2009) is aimed at promoting discussion between health and social care professionals and people with long term health conditions, it addresses what options, support and information are available for health care users who wish to self care. The N.H.S. and social services want to encourage people with long term health conditions to self care, its shared aims and values for the transformation are to ensure that service users and their carers are not discriminated because of illness or disability and are supported to be able to: Live independently and be able to sustain a family unit, which will avoid children taken on inappropriate caring roles. To stay healthy and to be able to recover quickly from illness. The ability to exercise control over their own life and if appropriate the lives of family members. To participate economically and socially as active and equal citizens. Have the best quality of life, irrespective of illness or disability and retaining respect and dignity. (Your health, your way, 2009, p.4) Self care is build around a holistic process that places the service user at the centre of their own care but also recognising that different issues can impact on an individuals health and wellbeing so the process is supportive, individual, flexible and non-judgemental, the focus is solely on enabling the individual to achieve the outcomes that they want for themselves. People who use services completed a survey prior the transition to self care and after the changes had occurred the findings are. (Your health, your way, 2009) (Your health, your way, 2009) The results show how being empowered to take a more active role in health and well-being can improve quality of life. People who are living with a long term condition can benefit enormously from being supported to self care. They can live longer, have less pain, anxiety, depression and fatigue, have a better quality of life and be more active and independent (Your health, your way, 2009, p.6). Theory and practice. The social model of disability (K217, Learning Guide 6, p43) plays a significant part in a care service users life, such as Kingsley. This theory accepts that people will experience differences in life because of health issues such as stroke and diabetes, but questions that the difference is the problem when society does not adapt to such differences. The theory was introduced in the 1970s when disabled activists debated that society is the problem that faced disabled people not the individuals disability. This approach has a commitment to improving the lives of disabled people, by promoting social inclusion and removing the barriers which oppress disabled people (Tom Shakespeare, 2006, p 9). The biomedical paradigm ignores the differences between individuals and is criticised for overlooking social influences which have an effect to health care (K217, Learning Guide 2, p40). This is clear in the case of Kingsley; he has received biomedical treatment in the past for type 2 diabetes and now for a stroke from medical practitioners. Kingsley is now experiencing differences in life to an able bodied person as well as a change to his identity to being disabled because he cannot walk or use his right hand without being aided. The nursing home were Kingsley now lives accepts his disabilities and provides care for him such as assistance to walk and use his right hand. Two people assist Kingsley to get out of bed, shower and dress him. The environment is restricting his independence and making him disabled relying on assistance and there are no aids he can use himself which would give him control of his care. Empowering people who use services (K217, Learning Guide 10, pp28-34) is a theory which would allow Kingsley to become involved in his health care needs. The focus of the theory is the concern regarding the need for people to participate in their health care needs, and that empowerment will encourage them to use services and empower them to participate within them. People need to be encouraged to use health care services but also need to empower themselves to participate within a service. Health and social care services encourage users to become empowered; this can be with support groups with people who share similar experiences (Diabetes NHS, 2011). Key factors of the theory are that power and control should be equally divided between service provider and user, several options will be available to the user which there will have knowledge on, information supplied to assist in making decisions and if the user is dissatisfied with the system has the option to decline any further use of the system and make a complaint. Involving people who use health and social care services with empowerment gives them achievement by (K217, Learning Guide 10, p30). Having control and being engaged with services. Equal share of power with practitioners. The contribution of planning individual services and the development of good practice. Including all members of society. Empowerments goal is to involve participation at all levels in care services allowing users to have a say and to be engaged in their care needs working with practitioners to satisfy care needs. Empowerment is a way of equalising the distribution of power between users of services and practitioners (Tuner, MacKian, Woodthorpe, 2010, quoted in Learning guide 10, p.30). Kingsleys care needs are being dictated to him by the care home and his social worker if he was to be empowered to use care services and was to empower to participate in services he may be more actively contented with his care needs. Conclusions and recommendations Who cares for Kingsley and where he receives care are now important decisions to make. The decisions will influence his care needs and his future wellbeing. This report highlights the concerns that people who have long term health conditions face with care needs and the services that provide care. Clearly when a person suffers from an illness such as a stroke or diabetes an emergency response for care is received from a medical practitioner who will offer a biomedical diagnoses and if needed medical treatment and medication. As was the treatment Kingsley received, the next phase in the care process is how after care support and treatment is provided for people with a long term health condition. Kingsleys individual care needs have not been addressed; he may be adequately receiving biomedical care in the nursing home and his basic fundamental needs for living such as shelter, food and warmth are being provided his individual needs are not being considered. Kingsley wishes to return home to the care of his wife, a psycho sociological perspective will identify that his individual psychological health and wellbeing in society is not being fulfilled. The care home environment is restricting him from participating in main stream society; he cannot be active within society because he has no access to social networks. This will be a fundamental reason for his bouts of anger and frustration as before his illness he was social active and provided for his family. Kingsleys care needs are unique to his new identity as a disabled person with a long term health condition, along with a psycho sociological perspective a holistic approach will help to identify the impact this is having on his health, lifestyle and wellbeing. The social worker assigned to Kingsley is concerned that his wife would not be able to cope with his care needs, one option is to recognise what difficulties in society will be restricting Kingsley because of his disability (The social model of disability). The care home is disabling Kingsley because of its lack of practices and environment. If the social worker was to work with Kingsley and his wife to identify the support needed to provide a self care package such as direct payments (K217, Learning Guide 10, p29) this would allow them to be independently in control over which services they use. Allowing them to live independently as a family and able to participate economically within society.

Kant’s Views on Space and Time Essay

In his Critique of Pure Reason, Immanuel Kant wrote about the science of the transcendental aesthetic in which he argues that space and time exist as a priori intuitions in the human mind. Space and time, for Kant, are the pure forms of intuition that order our empirical intuitions or sensations and allow us to have them. Thus, the essence of his view in this regard is that space and time are subjective human conventions that our mind brings to the realm of experience. There is one argument of Kant’s for space being a pure intuition in particular that I find compelling. Essentially, Kant says that empiricists advocate that the concepts of space and time are derived from our sense experience. Kant argues however, that it would be impossible for space and time to be concepts derived from sense experience because of the fact that all of our sensory experience is already ordered spatially. Kant poses that there exists, a noumena other than phenomena. Reality can either be the empirical/phenomenal world, or the non-empirical noumenal world, or they could be both. The noumena may somehow house or emanate the manythat is in our minds in order to perceive empirical space and time. Kant points out that we can simultaneously view both the empirical reality of space as well as the transcendental ideality. As far as a whole or one whole, Kant posits that we cannot successfully conceive of the whole or entire entity of time, or space because it is supposed to be infinite as, in never-ending and formless. I can show you the finite shape or form of an object, whether felt, heard, felt, tasted, or shown, but I cannot successfully show you the shape or form of either space or time itself, only the objects and events that reside within them. Kant points out that we dream, yet dreams are not empirically spatial. We can only say, I had a dream at such and such a time, yet we cannot go there, as in going to an actual physical place, so dreams are only temporal. Yet, dreams are still part of reality. The same applies for time and space.

Recruitment and Selection

What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment Recruitment and Selection What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment Recruitment and Selection What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment

Platos The Republic and Aristophanes The Birds Essay

Platos The Republic and Aristophanes The Birds It is evident, by Platos The Republic and Aristophanes The Birds, that ones vision of an ideal state is not the same mystical utopia. Platos Republic is an well-ordered society that emphasizes the development of the community, which leads to its people believing in this philosophy. Cloudcuckooland, the idea of two lazy Athenians, is an unorganized society that lacks the substance to make it a workable society. I would much rather live in the organized Republic to the unorganized Cloudcuckooland. The underlying philosophy of the Republic was based on the community and not the individual. There are three classes in The Republic, one no more important than the other.†¦show more content†¦This is a great idea because when this is done people spend less time trying to find a mate and more time doing things that are more productive to the society as a whole. Once a child is born, they are taught from a young age to be a model citizen, under Platos standards, which is critical to i nstill good morals and beliefs in every citizen. This is accomplished by censoring what children hear and see. In this way a child is taught only good morals, which leads to every one in the community having the needs of the community come before the needs of themselves. The beliefs and morals of the people of The Republic are beneficial to a society that put the community first. First off there is no family ties, which will tend to weaken the bond one has to the community. The community is each persons family, so there is no special family bond developed between two people or a group of people, that would break the loyalty to the community. This is represented by Platos description of justice in the state. He defines justice in the state as everyone minding their own business, not interfering with others work, and doing what they are best suited for. If everyone accomplishes this, the society will be successful and last forever, which is the ultimate goal of any society. To keep people from messing up the Justice in the state, Plato has set up things likeShow MoreRelatedPlato s Philosophy And Philosophy1826 Words   |  8 Pagesrole in laying the foundations of Western philosophy. Plato’s work is a source of inestimable value since Soc rates did not leave any material record behind but some of his ideas were put down by his mentee, Plato. However, Plato added a handful of his own philosophy and it is a difficult challenge for historians to ascertain who the original ‘father’ of these ideas was or to what extent they exchanged concepts and viewpoints. The Republic, one of the first written works in political theory and