Julius Caesar Biography Essay Example | Topics and Well Written Essays - 2000 words

Julius Caesar Biography - Essay Example Whatever he achieved in his life were rightly deserved. Amidst all this, it can be safely said, that geniuses at times have a flaw in them, which leads to their downfall and doom. Julius Caesar lived to this category and matched it to perfection. During his life, he managed to attain those heights which many others together could not manage doing so. His life was full of events. He made his way out of trouble and tough times and earned himself the name of being one of the best rulers of his time. Marcus Tullius Cicero the great orator who lived in the same era quite rightly defined Julius Caesar â€Å"A realist by his fingertips, not led astray by ideals or ideologies. He was not afraid to temporarily grovel†. (BookRags). ... 360) Julius Caesar was born in a family representing a humble background .His childhood days were mostly spent in the neighborhood of Rome .It would not be wrong to say that the political events of unrest taking place in the background of his childhood, left an impact on his mind and guided him taking an inspiration from the unrest and followed the ways in same manner later in his life .Childhood was spent in rough pattern and the entire family found it difficult making both ends meet. This was brought up by various reasons, one of them being the civil war in those days that was going on in the surroundings. Teenage life was one of the toughest times in his life where he was totally broke. While he was still in his teen age, things took turn for the better when he joined the Army and spent some time there. He started showing his abilities soon after and in the battle against Rome he performed above his abilities and saved number of his companions in the battle field. From here on, hi s life kept taking turns and events kept occurring during his life. In 80 B.C he earned himself the civil crown during the capture of Mytilene (Caesar and Kennedy) .Later on he went on to achieve the distinction of becoming the military tribune. The journey of success continued in various forms of promotion through the ranks till he became the all superior and top ranked. His personal life was never stable and from the beginning kept shifting between dark and light color. Got married at early age yet things were not smooth on this front .The wife was from a rich background and she by chance happened to belong to the family that was in opposition to the then rules, hence his personal peace and marriage landed in the hands of political intrigues and personal enmities and he had to take

Agile Software Development Methodologies Essay Example | Topics and Well Written Essays - 750 words

Agile Software Development Methodologies - Essay Example This paper presents an overview of the agile software development methodologies. The basic purpose of this research is to show that 'agile software development methodologies' are a superior design method that is why Scrum and XP rapidly emerging frameworks as  methodologies. This software development methodology is simple and much faster than all other traditional software development approaches. Basically, agile software development methodologies are based on iterations. In this scenario, small teams work jointly with other project stakeholders or customer to make out rapid prototypes, proof of concepts, or a wide variety of features in an attempt to classify the issue to be solved. In addition, the project team determines the necessary requirements for the iteration, develops the prototype, creates and runs suitable test scripts, and the user of the system authenticates the results of the tests. In the entire scenario, confirmation appears much earlier in the project development life cycle than it would with other traditional software development methodologies, and as a result allowing stakeholders to change requirements at the same time as they are still moderately painless to change (Serena, 2007; Rehman, ullah, Rauf, & Shahid, 2010). As discussed above, agile software development methodologies adopt the incremental and iterative way to improve the efficiency and usefulness of the overall software development process. ... bt, the customer’s contribution and active participation in the software development process helps software project teams build exact and high quality product. Another most important advantage of agile software development methodologies is that they do not engage a lot of documentation for the reason that the software development team depends almost completely on informal internal communication. In addition, agile software development methodologies offer an excellent support for the implementation of changes and continually revising any other stage of the software development process. Additionally, the outcomes of the agile software development methodologies come out in small incremental editions or releases keeping in mind the changing requirements of the project. If a change has been made to the existing requirements, then it is updated in the next iteration. Thus, the basic goal of agile software development methodologies is to give pleasure to the customers by satisfying t heir requirements at any stage of the project development life cycle (Rehman, ullah, Rauf, & Shahid, 2010; Boehm & Turner, 2003). In addition, the agile software development methodologies are aimed at effectively dealing with the changes throughout the software development process. For instance, agile development methodologies such as SCRUM, Feature-Driven Development, and eXtreme Programming (XP) intend to minimize the expenses of changes all the way through the software development life cycle. In this scenario, XP is based on the quick iterative planning and development cycles with the intention of forcing trade-offs and offering the utmost value characteristics as soon as possible. Also, XP incorporates a wonderful characteristic recognized as â€Å"constant and systemic testing† to

Resistance to Change Essay Example for Free

Resistance to Change Essay The formula states that, to overcome the resistance to change, these three components must all be present (dissatisfaction, vision, and first steps). An organization must have dissatisfaction with the current situation, a vision of the possibilities the future can bring, and attainable first steps to reach the vision. â€Å"If any of the three is zero or near zero, the product will also be zero or near zero and the resistance to change will dominate† (Rouda Kusy, 1995). One of the models of OD interventions is Action Research. It follows three major procedures. First, data would be collected regarding the current system in relation to the objective, goal, or need of that system. Then, selected variables within the system would be altered based on the research. Finally, the results would be evaluated (French Bell, 1990 cited in Rouda Kusy, 1995). On the other hand, training and development (TD) is a learning process that involves a systematic development of individuals’ expertise to improve the performance of the individual and the organization (Swanson, 2003; Rouda Kusy, 1996). The desired results of TD can be classified into four categories: reaction, learning, behavior or performance, and outcome or results. Reaction involves the evaluation of the training program (e. g. , trainee satisfaction). Learning focuses on the change in the participants after the training (e. g. , change in skills, knowledge, or attitudes). Behavior or performance is the application of learning gained from the training to the job or organization. Finally, outcomes or results relate the impact of training on the productivity and profitability of the organization. TD is usually evaluated using the last two categories, i. e. , the transfer of learning to the success of the organization and its overall impact on the organization (Kirkpatrick, 1983 cited in Rouda Kusy, 1996). For effective and efficient training, a planned instructional systems design (ISD) process is implemented for the assessment, design, development, implementation and evaluation of training. ISD begins with organizational needs assessment, which involves â€Å"surveying, identifying and prioritizing training needs, analyzing the causes of performance problems and opportunities, and identifying possible solutions. † Needs assessment is necessary to determine if the training will be cost-effective and if it is the appropriate solution (Rouda Kusy, 1996). The training design should include an analysis of the learners’ characteristics, the place where work will be performed, and the expected tasks and duties to be performed by the trainees. A complete review of the subject matter should also be conducted and the goals and performance objectives of the training must be established. A plan to evaluate the training should be devised and the instructional materials and strategies must be obtained, prepared, and pre-tested. Factors Affecting the Future Trends of HRD Practices A study was conducted by Ruona and her colleagues (2002) to identify the factors affecting the practice of HRD and its role in the future. Results showed that globalization, technology, changing organization and workforce demographics, and the ability of HRD to keep up with the changes in the environment are the forces that influence HRD. The prevalence of globalization requires HRD practitioners to understand and integrate further intercultural practices in the organization, as opposed to imposing a western view on individuals in other countries. The rapid technological development, on the other hand, would have a significant impact on learning practices, such as e-learning and virtual offices. Hopkins and her associates (2006) added that the scarcity of computer literate employees poses an overwhelming challenge in creating HRD programs, as it hampers instruction and learning process. Meanwhile, as globalization and technology prompt changes in the organization, the workforce demographics have become increasingly diversified, driving the force that would revolutionize HRD practices. Thus, there is a need to examine whether current HRD practices of an organization have the ability to adapt to the changing conditions in the organization (Ruona, et al. , 2002). Changes in the role of HRD in future were also identified. The findings of the study revealed that learning, change and organization system, and knowledge management and creation are the key roles of HRD in an organization. HRD practitioners identified learning and human development as the highest competitive advantage of the field. They emphasized the importance of the effective use and systematic integration of learning methodologies in the organization. They urge HRD to focus on creating cultures that would foster an environment that is truly conducive to learning, such as assigning challenging tasks and implementing reward systems that encourage learning. The rapid changes taking place in the organization also require HRD practitioners to assist people to overcome their resistance to the changes. These people also need to be assisted in coping up with the changes. Future trends also dictate that HRD must fulfill its role in creating and managing knowledge to prevent information overload (Ruona, et al. , 2002). Conclusion Akdere, M. Conceicao, S. (2006). Integration of human resource development and adult education theories and practices: Implications for organizational learning. Academy of Human Resource Development International Conference Proceedings, 295-301. Columbus, Ohio De Silva, S. Human resource development for competitiveness: a priority for employers. Geneva: ILO, 1998

Process of Meiosis | Experiment

Process of Meiosis | Experiment In this experiment we observed the process of meiosis by looking at different slides. Meiosis is a process in which a diploid (2n) parent cell is divided into four haploid (n) daughter cells. The daughter cells have half the number of chromosomes as the parent cell. Meiosis mainly occurs in sex cells (gametes) of humans through the process of spermatogenesis (males) or oogenesis (females). It is essential for sexual reproduction, and thus is seen in all eukaryotes that reproduce sexually. Before the cell undergoes meiosis, it first replicates its DNA. Meiosis includes 2 cycles of division- meiosis I and meiosis II. After meiosis I is completed, DNA is not replicated, which leads to the final daughter cells being haploid (n). The first step of meiosis I is prophase I. During prophase I, DNA can be exchanged between homologous chromosomes by tetrads crossing over, a process referred to as recombination. The new combination of DNA provides for genetic variation for the daughter cells. I n addition, in prophase I, the nuclear envelope disintegrates, and the two centrioles move to opposite ends of the cell. In metaphase I, homologous chromosomes are aligned at the metaphase plate (site where the cell will divide) in pairs. The side at which homologous pairs will lineup is random and further improves the chances for genetic variation. The centrioles attach kinetochore microtubules to the chromosomes, so that they can be pulled apart to the different ends as the cell divides. In anaphase I, the microtubules shorten, pulling the pairs of homologous chromosomes apart from one another. In telophase I, the chromosomes arrive at their respective ends and the cell divides to form two haploid cells. The nuclear membrane is reformed, and the microtubules disappear. The chromosomes uncoil back into chromatin. Note, that even though the first meiotic division led to two haploid cells, each chromosome still contains a pair of sister chromatids. Thus, meiosis II begins without DNA replicating beforehand. The steps in meiosis II are very similar to the ones in meiosis I. In prophase II, the nuclear envelope disintegrates, the centrioles move to the opposite end of the pole, the chromosomes condense and prepare for the second division. In metaphase II, the chromosomes again line up randomly at the plate, but this time independently, not in pairs. The spindle network is formed is also formed. In anaphase II, the sister chromatids are pulled apart and move toward the opposite ends of the pole. Lastly, in telophase II, the cells are cleaved and the nuclear envelope reappears. The chromosomes uncoil and the end result is 4 haploid daughter cells. In spermatogenesis, the 4 daughter cells are the spermatids. However, in oogenesis, even though 4 haploid daughter cells are created, 3 are polar bodies, while the last is an ootid (egg), which might be fertilized by a spermatid. During fertilization (when the spermatid and ootid join), the number of chromosomes reverts b ack to 2n (diploid). The random alignment and crossing over are very important to the process of meiosis because they provide for greater genotypic diversity. However, if the chromosomes are not able to separate, several errors can arise. Klinefelter and Turner syndromes are due to nondisjunction, during which there is an extra X chromosome present in males, or missing an X chromosome in females, respectively (Russell, 346-349). We also observed the life cycle of the insect drosophila. We will be experimenting on them in the coming weeks. This insect serves as a great experimental organism in the field of genetics due to its short, unique life cycle, and since Mendels laws of inheritance (law of segregation, law of independent assortment) are clearly visible when they mate. The law of segregation states that when any individual produces gametes, the copies of a gene separate so that each gamete receives only one copy. The law of independent assortment states that alleles of differen t genes assort independently from each other during gamete formation. The purpose of this experiment was to familiarize ourselves with the process of meiosis and the insect drosophila, as we will be working with them in future experiments. We used slides from human testis, rat testis, and chorthippus testis, to compare the process of meiosis in different eukaryotes. I predict that I will be able to see the stages of prophase, metaphase, anaphase and telophase in the slides. Hypothesis: I believe that the process of meiosis will be the same in all three eukaryotes, and I will be able to view the cells differentiating. I should be able to see the different structures of the insects and be able to distinguish male and female drosophilas based on their appearance. I believe that I will be able to witness the different stages of meiosis in the slides. Methods: Obtain the slides and the compound light microscope from the instructor. Place the first slide on the stage of the microscope (the microscope should be on the lowest power- 40x) and use the coarse adjustment knob to focus the slide. Turn to the next highest power (100x), and this time, use only the fine adjustment knob to bring the slide into focus. Turn the microscope to the 400x power, and again focus the slide. Sketch what you see on a separate sheet of paper and label the different structures. Before moving on to the oil immersion power, put a little drop of oil in the middle of the slide. Focus the image under oil immersion and sketch the results once again. After youre done sketching the slide, lower the stage and put the microscope back to the lowest power (CAUTION: be careful not to get oil on the 400x power when turning the objectives as this will ruin the lens). Repeat these steps for the rest of the slides (NOTE: for the drosophila male and female slide, the lowest power, 40x, is good enough to get a good overview). The slides we viewed were: chorthippus testis, generalized animal cell, human chromosome (metaphase state), turtle liver mitochondria, drosophila chromosome, drosophila (male and female), rat testis, and human testis. At the end of the experiment, clean all the slides that have oil on them, wipe the oil immersion lens, and return the materials to the instructor. Results: Questions: 1. What major chromosomal event occurs between leptonema and zygonema? Between leptonema and zygonema, the major chromosomal event that occurs is the pairing of the homologous chromosomes. 2. Do any of the chromosomes at zygonema appear to consist of two parallel parts? How do you account for this appearance? Yes, chromosomes at zygonema appear to consist of two parallel parts, which is probably due to the paired homologues. 3. Consult your textbook for a definition of the term chromomere. Can you detect chromomeres in any of the meiotic cells you are examining? At what substages of prophase I are chromomeres evident? Chromomeres are dark regions of chromatin condensation. Yes, you can detect chromomeres in meitotic cells; they are usually seen in zygonema of prophase I. 4. Do you observe a large, darkly staining structure in the nucleus during leptonema and zygonema? This body represents an already highly condensed (heterochromatic) X chromosome. Can you follow the fate of this chromosome through the rest of the substages of prophase I and metaphase I? Yes, it should be possible to follow the fate of this chromosome through the rest of the substages of prophase I and metaphase I. This X chromosome will not align with the rest of the chromosomes at the metaphase plate and will be near one end of the splitting cell or the other. 5. Briefly list major differences between zygonema and pachynema. At zygonema, the chromosomes are much less condensed than those at pachynema. Crossing over occurs at pachynema. The number of chromosomes can be determined at pachynema, but not at zygonema. 6. Locate cells in diplonema. Can you observe a) the two homologous chromosomes in a pair? b) individual chromatids in a chromosome? c) chiasmata? a) Yes, the homologous chromosomes in pairs are visible. b) Yes, the chromatids are also visible, since the chromosomes at this stage are much coiled. c) Yes, the chiasmata is visible, it is the point where the pair of homologous chromosomes exchange genetic material. 7. Because of the degree of condensation of the chromosomes, diakinesis is an ideal stage at which to determine the chromosome number. Count the chromosomes in a grasshopper cell at diakinesis. Record the number here. Does this represent the diploid number? Justify your answer. Note that sex in grasshoppers is determined by an XO mechanism in which the female is XX, but the male has a single X chromosome. Therefore, the X chromosome that you observe in diakinesis is not a tetrad. What is the significance of this information for determining chromosome number in grasshopper males versus females? Since grasshopper males are missing an X chromosome, to find their diploid number of chromosomes, one would have to count the haploid number (n), double it (2n), but then subtract 1, since it is missing an X chromosome. In females, the subtraction will not be necessary; they will always have double their haploid number of chromosomes (example- if haploid number equals 14 chromosomes, male diploid number will equal (2n-1 = 28-1) 27 chromosomes, while the females will have 28 chromosomes in a diploid cell). 8. Observe several cells in metaphase I. Do you notice a chromosome in an unusual position with respect to the other chromosomes in the cell? What chromosome might this be? Yes, this chromosome could be the X or Y chromosome. 9. Can you find cells in other stages of meiosis or sperm differentiation? If so, briefly describe their appearance and state what stages you think they might be. Yes, it is possible to find other stages of meiosis. In metaphase, the chromosomes are lined up at the metaphase plate. In anaphase, the chromosomes are being pulled apart, and in telophase the cells should be separating via cytokinesis. Conclusion: The process of meiosis is very complicated, but is necessary for sexual reproduction. There are five substages of prophase I in meiosis. Prophase I is the most important stage in meiosis, since this is the stage where crossing over occurs between homologous pairs of chromosomes, which is essential for genetic variation. The first substage is leptonema where chromosomes begin to condense into long strands and begin to look for their homologous pair. In the second substage, zygonema, the chromosomes have found their pairs. The third substage, pachynema, is where crossing over occurs. In addition, the chromosomes are condensed enough so that one can count the number of chromosomes. In the fourth substage, diplonema, portions of the chromosome begin to separate, and the chiasmata (the site where crossing over takes place) is made visible. The last stage, diakenisis, is where the nucleoli disappears, the nuclear membrane disintegrates, and the four tetrads of a pair of homologous chromoso mes are clearly visible (the chromosomes are fully condensed) (Meiosis Prophase I). When looking at the drosophilas, males were easily distinguishable from females. Males were smaller in size compared to the females. The end of the male was more rounded, while the female was pointier. Females had more of a striped pattern on their ends, while males have black as the dominant color. Lastly, males have a sex comb at the joint of each front leg (males also have a penis) (Hammersmith Mertens, 5). In the generalized animal cell, I was able to identify the nucleus and the nuclear envelope. In the human chromosome slide of metaphase, the chromosomes were lined up, which means they were about to be separated. In the human, rat and chorthippus testis, I had a difficult time identifying the different cell types, or cells in different phases of meiosis. Meiosis is an essential process, and if an error occurs, the consequences could be lethal.

The Character of Mama in Alice Walker’s Everyday Use Essay -- essays r

â€Å"I am a large, big boned woman with rough, man-working hands† Mama describes of herself in the short story Everyday Use by Alice Walker. Mama, who additionally takes the role of narrator, is a lady who comes from a wealth of heritage and tough roots. She is never vain, never boastful and most certainly never selfish. She speaks only of her two daughters who she cares deeply for. She analyzes the way she has raised them and how much she has cared too much or too little for them, yet most of all how much they value their family. Mama never speaks of herself, other than one paragraph where she describes what she does. â€Å"My fat keeps me hot in zero weather. I can work outside all day, breaking ice to get water for washing† (Walker, 60). She does not need to tell readers who she is, for her descriptions of what she does and how her family interacts, denotes all the reader needs to know. Although Mama narrates this story rather bleakly, she gives readers a sense of l ove and sense of her inner strength to continue heritage through â€Å"Everyday Use†. Regretfully, though readers can see how Mama has had a difficult time in being a single mother and raising two daughters, Dee, the oldest daughter, refuses to acknowledge this. For she instead hold the misconception that heritage is simply material or rather artificial and does not lie in ones heart. However, from Mama’s narrations, readers are aware that this cultural tradition does lie within ones heart, especially those of Mama’s and Maggie’s, and that it is the pure foundation over any external definition. One situation in particular that Mama brings up is the time when she offers to Dee to bring some of the ancestral quilts with her to college. She claims, â€Å"I had offered Dee a quilt whe... ...rn fifty and more years ago. Bits and pieces of Grandpa Jarrell's Paisley shirts. And one teeny faded blue piece . . . that was from Great Grandpa Ezra's uniform that he wore in the Civil War" (Walker, 65). These quilts, which have become an heirloom, not only represent the family, but are an integral part of the family. A concept in which Dee, could just not possibly understand. Mama then grasps the quilts out of Dee’s clutch and places them on Maggie’s lap, for Maggie knows that the quilts are personal and emotional rather than by any means financial (p.66). These quilts are for â€Å"Everyday Use.† In this last scene, Mama proves to herself that you do not need an education, or generation knowledge to be able to posses strength. For Mama had inner strength all along, she just needed her true rich and beautiful beliefs of her heritage to shine through, and they did. The Character of Mama in Alice Walker’s Everyday Use Essay -- essays r â€Å"I am a large, big boned woman with rough, man-working hands† Mama describes of herself in the short story Everyday Use by Alice Walker. Mama, who additionally takes the role of narrator, is a lady who comes from a wealth of heritage and tough roots. She is never vain, never boastful and most certainly never selfish. She speaks only of her two daughters who she cares deeply for. She analyzes the way she has raised them and how much she has cared too much or too little for them, yet most of all how much they value their family. Mama never speaks of herself, other than one paragraph where she describes what she does. â€Å"My fat keeps me hot in zero weather. I can work outside all day, breaking ice to get water for washing† (Walker, 60). She does not need to tell readers who she is, for her descriptions of what she does and how her family interacts, denotes all the reader needs to know. Although Mama narrates this story rather bleakly, she gives readers a sense of l ove and sense of her inner strength to continue heritage through â€Å"Everyday Use†. Regretfully, though readers can see how Mama has had a difficult time in being a single mother and raising two daughters, Dee, the oldest daughter, refuses to acknowledge this. For she instead hold the misconception that heritage is simply material or rather artificial and does not lie in ones heart. However, from Mama’s narrations, readers are aware that this cultural tradition does lie within ones heart, especially those of Mama’s and Maggie’s, and that it is the pure foundation over any external definition. One situation in particular that Mama brings up is the time when she offers to Dee to bring some of the ancestral quilts with her to college. She claims, â€Å"I had offered Dee a quilt whe... ...rn fifty and more years ago. Bits and pieces of Grandpa Jarrell's Paisley shirts. And one teeny faded blue piece . . . that was from Great Grandpa Ezra's uniform that he wore in the Civil War" (Walker, 65). These quilts, which have become an heirloom, not only represent the family, but are an integral part of the family. A concept in which Dee, could just not possibly understand. Mama then grasps the quilts out of Dee’s clutch and places them on Maggie’s lap, for Maggie knows that the quilts are personal and emotional rather than by any means financial (p.66). These quilts are for â€Å"Everyday Use.† In this last scene, Mama proves to herself that you do not need an education, or generation knowledge to be able to posses strength. For Mama had inner strength all along, she just needed her true rich and beautiful beliefs of her heritage to shine through, and they did.

Alice Walkers Roselily Essay -- essays research papers

Alice Walkers "Roselily" is a short story about a woman who is about to be married, but is having second thoughts about the marriage. She is also looking into the past and the future trying to make sense of what is happening. Roselily is being torn between choosing between her current or possible future Economic status, Societies view of her, her religion and her freedom. All these thoughts go through her mind as the wedding ceremony takes place, and she begins to wonder if she has made the right choice is marrying this man. Changing religion is one of the first things that is discussed. After the initial set up of the story Roselily thinks of â€Å"ropes, chains, handcuffs, his religion.† She is a Christian and he is Muslim. After they are married she will convert into a Muslim because that is what her husband wants her to be. She knows that things will be very different as a Muslim; there will be very strict rules that she will have to follow. She gives an example of this when she says â€Å"His place of worship. Where will she be required to sit apart with covered head†. This seems scary to her because she begins to feel the pressure of the marriage building; she begins to think if she wants a life like that. If she does choose to marry him and that life one of the advantages for Roselily, is that she will move up from poverty to not having to worry about money on a day to day basis. She worked in a sewing plant in Mississippi, but in Chicago she is not expected to work, but r...

British American Tobacco

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. 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. † 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 organization's cultur e 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