Narrative of the Life of Frederick Douglass by Frederick Douglass Essay

Narrative of the Life of Frederick Douglass by Frederick Douglass - Essay Example It was Douglas’ firm belief in his abilities that empowered him to act as a revolutionary activist, who then played a key role in the abolitionist movement. The hard earned self-education also enabled Douglass to write his remarkable autobiography ‘Narrative of the Life of Frederick Douglas, an American Slave’, which details various aspects of his life as a slave and immorality of slavery itself. His escape from slavery was a major event narrated in his book that further determined the course of his life. In order to understand Douglas fight against slavery, it is important to identify the key motivations behind his struggle that will probably address how the slave became a citizen. Earlier in the story, Douglas describes a series of events in which he witnessed some acts of cruel brutality against fellow slaves in his early age. His mother passed away when he was seven but felt nothing difficult due to their forced separation a lot earlier. He saw Aunt Hesterâ₠¬â„¢s being cruelly whipped by his master till she was covered with blood. This event introduced him to the real and horrible character of slavery. In his own words, "it was the first of a long series of such outrages, of which I was doomed to be a witness and a participant. It struck me with awful force. It was the blood-stained gate, the entrance to the hell of slavery, through which I was about to pass. It was a most terrible spectacle" (Douglas, 1996). Douglas later describes of himself as being deeply affected by the singing of slaves in detail. He also narrates several events that left him with an immense hatred of slavery, including the brutal murder of Demby at the hands of Gore. Such brutal and inhumane occurrences motivated in him the utmost desire to escape from slavery. The prime event that helped him to determine his pathway and provoked in him the desire to gain knowledge occurred after he was removed from Colonel Lloyd's plantation to Baltimore, for serving the son of Hugh and Sophia Auld. It was here that he discovered the joy of learning when Sophia Auld taught him how to read a word using alphabets. However, Hugh Auld disliked his wife's efforts and forbade her by saying that, "If you give a nigger an inch, he will take an ell. A nigger should know nothing but to obey his master - to do as he is told to do. Learning will spoil the best nigger in the world. Now if you teach that nigger how to read, there would be no keeping him" (Douglas, 1996). These words deeply convinced Douglas that learning was the pathway leading to ultimate freedom of a slave. After being sent back to the country from Baltimore, Douglas was eventually lent to Edward Covey for a year. Mr. Covey fed him enough food to eat but often whipped him for his awkwardness. Covey was known to be a slave-breaker and his cruel treatment crushed his strong spirit. One day, when Covey tried to tie him up, he strongly resisted and fought back. Douglas regards his fight with Covey and hi s surprising cowardly response as one of the major turning points in his slave career. According to him, "it rekindled the few expiring embers of freedom, and revived within me a sense of my own manhood. It recalled the departed self-confidence, and inspired me again with a determination to be free" (Douglas, 1996). He became confident in his belief that no matter how long he remains a slave, he will get freedom eventually. He also planned to escape with some fellow

The Positioning, Entrepreneurial and Cognitive Schools of Strategy Essay

The Positioning, Entrepreneurial and Cognitive Schools of Strategy - Essay Example Research Data that has been recorded is the key in the provision of abundantly rich information on a different assortment of possible targets during a research process.This can be data relating to thoughts, personalities, and attitudes.The information being researched can also happen to be touching on other aspects, such as social, interpersonal, cultural, or even political contexts. Strategy content research is a data analysis and research method which is found to be extremely viable in the conduction of research touching on a large number of fields and topics. It is most commonly used in conducting research in linguistics, history, communication, psychology, political science, education, and the study of complex organizations. Strategy content research is broadly used in conducting research targeting often extremely turbulent nursing and healthcare research programs. This is because of its ability to provide a basic and relevant approach suitable for both approaching and retrieval of required information from the variety of sources. It does this in a manner that can be perceived as being more objective and systematic in comparison to intuitive listening or reading. In addition to this, its utility as a feasible tool in data analysis strategy when one conducts qualitative research has proven to be immensely beneficial (Waltz, Strickland & Lenz, 2010). When applied to the conduction of quantitative research, the method invokes the objective simplification and reduction of the recorded data and language. These are reduced to a simple set of categories, each representing frequency, intensity, or presence of selected characteristics. The Mental Process Necessary for Effective Strategic Planning Including the Use and Application of a Constructionist Approach Strategic thinking is critical for one to be able to engage in an effective strategic planning process. There are several actions that a person can undertake to reach it. One needs to try and engage in activiti es, physical or mental, that support and encourage the development of strategic thinking on their part. Individuals are encouraged to try and participate in creative art forms. It also significantly aids an individual if s/he secures the services of a good mentor or coach. The coach can be able to guide them through essential reflective processes involving critical reflection, critical dialogue, and critical inquiry. This should be done until it eventually becomes a habit (Sloan, 2012). The use of Constructivist approach can also aid in ensuring adequate mental processes are carried out before an effective mental planning process is conducted. Constructivism as a theory first came into being during the late 20th Century. The theory is a learning theory that is seen to approach education in such a manner that it tries to highlight the various ways that people attempt to create meaning of the world, having secured the aid of a series of constructs that are individual in nature. These constructs can be described as various different types of filters that people tend to choose and place over their current realities with the aim of changing them from their state of chaos to one of order. To put it simple, it is an effective learning process that enables students to be able to experience learning environments on a first-hand basis thereby causing them to profit from their being granted trustworthy and reliable knowledge (Lambert, 2002). Entrepreneurial Leadership The concept of entrepreneurial leadership is mostly concerned with the structured organization of a given group of people with the aim of causing them to be able to achieve a set common goal. This is mostly achieved by the use of proactive entrepreneurial behavior ensuring that one optimizes the possible risks using innovative solutions to take advantage of any possible opportunities available. A person also needs to take personal

The player Maradona Essay Example | Topics and Well Written Essays - 750 words

The player Maradona - Essay Example Which clubs did Maradona play for in his active football life? What are the awards that Maradona has won in his professional football life? Which clubs has the former football player managed after his retirement from playing football? I used research materials available on the websites as quoted in the reference section of the paper. The research materials describe the football career of Diego Armando Maradona from his youth career until he retired from professional football. The research is confined to the football career of Diego Armando Maradona to both the football career of Diego Armando Maradona both at club level and international career. Several parts of the search bogged me down. One of them is time limitation. The time allocated for this research was not enough that made me, as the researcher, to work under pressure. Moreover, I was faced by the limitation of insufficient materials with reliable information from where I could obtain the data. Several parts of the research p rocess sparked a breakthrough. One of them is that I was able to retrieve information from other sources that are not available on online media such as the books in printed form. Moreover, I was able to obtain information from newspapers available from the libraries that had sections focusing on the football career of the player. ... From the research, I realized that, Diego Armando Maradona began his professional football life at the age of 16 with Argentinos Juniors where he played between 1976 and 1981. At the club, Maradona scored 115 goals for the club in 167 appearances and helped the club win several awards including the league title. After 1981, Maradona was transferred to Boca Juniors football club in Brazil for a fee of 1 million pounds ( Maradona and Weinstein 5). In 1982, Maradona and Boca Juniors Football Club won their first league championship title. An English club, Sheffield United, made a bid for $180,000 for the services of Maradona but the bid was rejected. In 1982 after the World Cup, Maradona was transferred to FC Barcelona for a record fee of $5 million. The club won Copa Del Rey, a Spanish annual national cup competition by beating Real Madrid in the finals, and won the Spanish Super Cup the same year after beating Athletic Bilbao in the finals. Maradona won the respective awards for his e fforts in helping the club win these competitions (Deutsch 5: Cockcroft and Cardona 2). According to Burns, 47, after a series of wrangles at the club, Maradona was transferred to Napoli Football Club for a record fee of $ 6.9 million in 1984. It is at this club that Maradona reached the peak of his career. At the club, Maradona became an adored figure and a fans favorite where he elevated the club to its most successful era in history. He helped the club win the Serie A Italian championship in 1986/87 season as well as the 1989/90 Serie A Italian championship. Moreover, Diego Maradona helped the club to emerge as the first runner up in 1987/88 and 1988/89. Apart from the league, Maradona helped Napoli Football Club to win

Second Reading report Essay Example | Topics and Well Written Essays - 500 words

Second Reading report - Essay Example She held strong beliefs on the need for social service as a calling from the Deity. At this point, I concur with her assertion that every human being is tasked with social responsibility and she puts it in a way that can be explained as God’s delegation to humanity. In addition, interprets the words of Isaiah, Jeremiah, Micah, or Amos as pleas for humanity to enhance justice by denouncing arrogance and iniquity. It is convincing to conclude that Coles achieves his agenda through the call of service to eliminate the rife selfishness by denouncing the culture of narcissism (185). Similar to Coles’ call of service, Mother Teresa utilizes the â€Å"Words to Love† to urge humanity to accept divine intervention to represent Jesus on earth. Her words are convincing and sufficient to grant concurrence. She makes sense by asking humanity to spread the prayer of love. In a broad context, it is through love that individuals can embrace community service. In addition, it is only through having love for neighbors that we can be a representation of Jesus. I concur to the fact that by offering community service and care for others, the love would be as profound as shining Jesus’ light on others through us. John F. Kennedy in the â€Å"Special Message to Congress on the Peace Corps March 1, 1961† deviates from the divine calling aspect of social service to the call of duty aspect. He adopts a global perspective of community service by establishing the Peace Corps. The agency is tasked with providing skilled labor in foreign countries. I hold similar opinions to those represented in the article and concur strongly with J.F. Kennedy’s assertion that the future of freedom lies in the ability for men to live in dignity whereby hunger, poverty, and ignorance become a thing of the past (678). He asserts that economic development entails skilled labor towards the societal demands. The societal demands entail offering to teach in the

Computer Programming Coursework Example | Topics and Well Written Essays - 1000 words

Computer Programming - Coursework Example The â€Å"implements† keyword is used by a concrete class to indicate that it implements the interface and that each method in the interface is declared with the signature specified in the interface declaration. Note that we use an interface class instead of an abstract class since there is no default implementation to inherit as would be in abstract classes. It is also noteworthy that an interface class must be declared in a file with the same name and a .java file-name extension. Should the user fail to select anything in the special features panel that is reinforced or sealable top, the default is, it is assumed that the container is not reinforced or can’t have a sealable top as appropriate. The user will only enter the exact dimensions of the desired container and that these dimensions will be within the range that the company can make. That is there is no way of checking whether the ordered dimensions can actually be

Maslow’s Hierarchy of Needs Essay Example for Free

Maslow’s Hierarchy of Needs Essay Abstract This paper will explain Maslow’s triangle and its application to interpersonal communications. An explanation will be given how the interpersonal communications, based off of Maslow’s triangle, can be used as an interview and interrogation tool. Examples will be provided of a personal experience that directly relates to the vertical progression through Maslow’s triangle. When Maslow’s hierarchy of needs (Maslow’s triangle) is understood, it is easier to understand another person and have better more effective interpersonal communication. Maslow’s triangle is a set of needs that must be met and people are self-motivated to fulfil the needs. Maslow’s triangle can be used during interrogation and interview as a means to build trust a rapport. Maslow’s hierarchy of needs can be divided into two parts, basic needs and growth needs (McLeod, 2014). To elevate to a higher need, the needs at the current level must be satisfied. The basic needs are believed to be self-motivating and the longer they go unmet the greater the desire for them becomes. For instance the longer one goes without sleep then the more tired they become and soon the body will breakdown. The bottom of the triangle is physiological needs. These are the most basic needs for survival such as food, water, breathing, sex, sleep, homeostasis, and excretion. The next level is safety needs which consists of protection from elements, security, order, law, stability, and freedom from fear. Love and belongingness needs is the third rung and is comprised of friendship, intimacy, affection and love, from work group, family, friends, and romantic relationships. The final basic need is esteem needs which includes achievement, mastery, independence, status, dominance, prestige, self-respect, and respect from  others. The top of the triangle, and the growth need, is self-actualization needs, made up of realizing personal potential, self-fulfillment, and seeking personal growth and peak experiences. Maslow believed that people have an inborn desire to be self-actualized (Cherry, n.d.). Self-actualization is when a person reaches their full potential. Understanding human needs can be a used persuade people as they are already self-motivated to fulfil their needs. This can be used by both preventing the obtainment of a current need or by providing a current need. In the later one can build rapport with the subject by providing the needs. This can further lead into security or love and belongingness where you as an interrogator or interviewer can be the stability or friendship need that is missing. By filling in the need you can passively be purvey to more information or even take a more aggressive quid pro quo stance. Furthermore you may even give an ultimatum that if the information you seek is not provided then the fulfilled need will be taken back leaving a deficiency. As this relates to my personal experiences and my progression through the hierarchy of needs, I am no different than anyone else and I must have fulfillment of one level before ascending to the next. I have been fortunate enough that air and water have always been present in my life. Sleep is sometimes lacking and can affect my health but on the whole a sufficient amount of sleep is met. Being that the lowest level needs have been generally fulfilled the next level is considered. Safety needs have generally been provided given that safety of employment was sufficient. While employed in the active duty military I had job security providing money that provided safety in resources. Safety in employment allowed the lower level item such as food to always be fulfilled as well as safety of property a need of the second tier. Employment allowed advancement into both the third and fourth levels as I was part of a family both in occupation and able to provide for one at home. I also had friendship within the employment and much respect both from self and others as well as a sense of achievement. This had much to do with the type of occupation being what it was (military). This all fed into a greater self-esteem and then into the top tier of the triangle, growth and self-actualization. The other side to  this is that when I was no longer in the active duty military and I lost the fulfilment of safety of employment I much of the fulfilment of other needs. I lost the steady monetary income and in direct correlation I lost safety of property as I was never sure if I would be able to make my house payment. Being able to provide for my family was always a question and this greatly reduced my self-respect and respect from family and relationship within the family dynamics. I was not sure if I would be able to always meet to need of food. My focus was fulfilling that unmet need, the need for safety of employment. At no time after I had a deficiency in level two of the triangle was I ever considering my self-actualization or full potential let alone even confidence or achievement from the level below that. When Maslow’s hierarchy of needs is understood, it is easier to understand another person and have better more effective interpersonal communication. The needs laid out in Maslow’s triangle can be used during interrogation and interview. They can be used as a means to build trust a rapport and or persuasion and coercion. References (n.d.). Retrieved from wikimedia,org: http://upload.wikimedia.org/wikipedia/commons/5/58/Maslows_hierarchy_of_needs.svg Cherry, K. (n.d.). Hierarchy of Needs. Retrieved from About Education: http://psychology.about.com/od/theoriesofpersonality/a/hierarchyneeds.htm McLeod, S. (2014). Maslows Hierarchy of Needs. Retrieved from Simply Psychology: http://www.simplypsychology.org/maslow.html Tay, L., Diener, E. (2011). Maslows Hierarchy. Retrieved from Changing Minds: http://changingminds.org/explanations/needs/maslow.htm

The relevance of Training and Development’s strategic Essay Example for Free

The relevance of Training and Development’s strategic Essay Introduction One of the most important ingredients for consistently high performing entities is the presence of an excellent human resource management (HRM) system. A board level Human Resource strategy backs the development of the HRM systems in any organization. A good HRM policy helps address the issues of the employees by communicating work, establishing channels for employee views, cater to their needs of self-respect, in turn motivating them, and ensure the provision of mechanisms that help in intellectual / skills advancement. Where HRM constitutes a disjointed and a discriminatory activity or where quality people to manage these systems are not available, it is likely that HRM may fail to deliver according its true potential. Human resources date back to the early agro based-civilizations. The present day human resource notion emerged at the start of the 20th century. While Taylor argued for maximum efficiency disregarding the social element involved, the human relations movement was set up by a group of psychologists and people specialists in 1920. Originating from the USA, this forum negated the Taylor’s theory, which viewed workers as a commodity that lacked psychological needs. (Craig, 1987) The rise of this forum was gradual and steady throughout the last century. There ideas were based on empirical evidence that key ingredients in the success of business entities were human resources, which if led effectively could result in a united force. However, the efficiency focus of Taylor never lost ground and the 1960’s saw a number of highly numerically based methodologies trying to negate the human resource concept. However, human resources are globally recognized as an essential element within an organization. What is Human Resource? In the modern era, entities use the words â€Å"human resources† to highlight the clerical support activities of the personnel section mixed with coherent tasks including futuristic planning, setting targets, monitoring and control and worker relationship management. The terminology has its roots in Industrial/Organizational Psychology. (Richard and Elwood 2001) What is a human resource depends on the perspective in which we speak about it. While classical economics classes it as a factors of production, modern day usage refers to the workers in the entity in general and in particular the specific set of people who deal with workers, from joining to leaving. In very broad terms, human resources prioritize the achievement of the highest return from funds spent on the workers while at the same time reduce any adverse circumstances that may harm the entity in monetary terms. Ethics, professional conduct and sustainability of the two are paramount for human resource managers. Human resource management involves the following activities: Long term planning with regard to hiring of human capital. The recruitment process Enrollment Procedures Instruction and skills improvement. Assessing achievements. Career advancement Dealing with labor turnover and resultant issues. Worker Relationship Management Worker Data Management. Remuneration and other matters related to monetary aspects. Counseling and/or consultancy to aid workers in overcoming problems at work. Human Resource Development Employers don’t want to hire workers that do not suit the criteria for the job. Thus, it is essential that human resource managers are able to match the expectations of the entity with the relevant applicant. Worker hiring is dependent on both interior and exterior reasons. While the exterior portion deals with the environment in which the entity operates and considers macroeconomic issues and thus lacks control over them, the interior portion deals with controllable mechanisms like the culture and/or the hierarchy of the entity itself. The combination of instruction, structural and intellectual advancement endeavors is called Human Resource Development (HRD). The idea is to raise efficiency at every level of the entity. HRD uses organized study mechanisms that aid in the creation of required skills and tools that help workers to carry out their tasks effectively. Another important mechanism utilized is teams that help introduce and supervise new techniques and structures. Usually, HRD activities comprise monitoring of career advancement, instruction, training in the field of sales, marketing and client relationships to ensure good code of conduct and professional behavior, providing support to freshly hired workers through a basic organization 101 course of study and creating awareness amongst employees with regard to health and safety hazards. Strategic Human Resource Management Strategy is long term planning and thus strategic human resource management refers to the future aspirations and plans of the firm with regard to human capital. It takes a macro economic view of the firm’s objectives and the required human capital to help them achieve them, paying specific regard to the values, norms and culture of the firm itself. SHRM includes all those efforts on behalf of the management that employ a course of action for the gradual recruitment and continued professional development of human capital and the use psychology to align worker interests with strategic objectives. (James, 2005) However, sadly the distinction between human resource management and human resource development is not so clear cut. While the argument is that management and development of human resources are two distinct activities and should be kept separate, with HRD being outsourced, many organizations today have human resource departments that deal with the administrative traditional functions as well as attending to continued professional development. Integration of HRD into the HRM Programs Strategic planning is concerned with attaining and sustaining a long standing competitive lead on the competitors of the firm. HRD is an important tool in this respect as it helps in the creation and nourishment of the required skills that help in the achievement of strategic objectives. HRD may be described as bringing out the best out of every worker through systematic instruction and continued professional development and thus creating synergies at every level of the entity strata. Through the years, HRD has been known to target training and instruction, structural education and career advancement. While these are essential ingredients to success as far as human resource management goes, other tools are also equally necessary. In the modern business environment, a well rounded set of professional techniques are necessary for effective HRM. However, HRD instruction and professional development play an important role towards the achievement of the entitys strategic vision. Training and Development At all levels of human resource management and development, the importance of training and development cannot be ruled out. Specialists educated in the field of training and developments are necessary to carry out programs dealing with instructions and professional development for workers. (Beeby and Rathborn, 1983) The attitude of management towards training has been changing over the years. Today training is viewed as an important and effective mechanism which helps in raising the quality of the workforce and brings economies in the use of skills. This helps in the achievement of the entitys strategic objectives. Training is seen as a service to the worker. However, since it reaps benefits for the entity itself, its importance as a strategic tool cannot be discarded. The development of a business or a commercial organization is related to the training and development (T D). The design and the outcome of the trainings performed at an institution amends and meliorates the performance of the company. After hiring of employees at an organization, the next prominent and presumptive step is the training and development of the team to polish their skills and break the ice among them to co-ordinate. It is axiomatic that some of the new hired employees are not going to be experienced with the work so they would need extraordinary training to bring their guts out so, they can act and work efficiently   in the new environment. Numerous organizations held contrary trainings and development programs according to their forthcoming resources and necessities. On the opposite side the most important fact is that the training and development programs helps to forefend the managerial obsolescence. Organizational troubles either macro or micro can be solved by these trainings. These programs play a vital role in bringing off the changes in organizational structure caused by merges, amalgamations, enormous growth, imbibing and off shoring. Employee Training and Development: Reasons and Benefits Being viable is the solution to keep going. Training and developing the employees, keeping them motivated to propel and advance further and updated with the industry and the upcoming and present technologies is essential to achieve the plans and goals. Training is any activity where expertise and amateurism is brought together and spheres of skills and expertise flow from the expert to the untrained workers. On the other hand, a multi pronged strategy for pushing the overall level of the entitys performance to another level or milestone is referred to as development. Typical Reasons for Employee Training and Development Usually, entities engage in training and development in order to bridge the gap between actual work and expectations as identified by performance appraisals. Other reasons may include developing an internal benchmark for desired performance levels, continued professional development, to mitigate succession risk, to serve as a tool for testing performance management or to provide valuable operating instructions with regard to a business activity.    Typical Topics of Employee Training Usually, employees require training with respect to certain key areas. These include Communications (to overcome linguistic barriers), Computer skills (for effectively managing office tasks, Customer service ( to help employees understand the needs of the client and figure out ways to solve them), Diversity ( to encourage the acceptance of varying ideas and/or values), Ethics ( to ensure the highest possible code of conduct) Human relations ( to encourage a better perspective with regard to coping with work pressures), Quality initiatives ( To provide guidance on ideal standards for products, processes and procedures), Safety ( to guide on the measures to be taken to help prevent work and product hazards) and Sexual harassment (to ensure responsive, modest behavior). (Beeby and Rathborn, 1983) General Benefits from Employee Training and Development    Benefits of training are numerous. Various sources (as cited at the end of this paper) provide diverse views as to the advantages workers derive from this activity. From the organizations perspective, employees find greater job satisfaction, higher motivation, higher acceptability of change and creativity. This would result in mitigating reputation risk, result in monetary gains for the firm as a result of higher efficiency and present a better image of the entity for the outside world.    Role of Training and Development in SHRM    The entity needs to mold its core business activities with its expectations from human capital and thus bring about an integrated plan of its training requirements. Delegation and empowerment at lower levels is one way to achieve an overall increase in performance levels. Thus, a highly qualified and empowered unit of individuals catering to the training needs of the whole entity is a must for SHRM. The HRM department caters to three levels of strata and / or spheres; the ordinary worker, the entity and the career. While the focus on workers is to lend an ear, hear their problems and at the same time advise/aid them in overcoming their problems, entity level activities include aligning human capital with overall business strategies in order to achieve an overall improvement in the bottom line. The tool employed here is mainly a mechanism which helps in the acceptance of change due to interior and exterior environmental changes. Career development is a matching strategy which helps in delegating that work to the workers that best utilizes their true potential. The HR department also caters to training and development. Analyzing and highlighting areas for improvement and coming up with appropriate structured training programs for eradicating these shortcomings is an important role that HR plays in the entity. Orientation and education programs are examples of the types of training mechanisms that might be employed by HR. Gubman writes After getting the right talent into the organization, the second traditional challenge to human resources is to align the workforce with the business—to constantly build the capacity of the workforce to execute the business plan.(Gubman, 1996) Expanding on his statement, a rigorous system of monitoring, assessing and control procedures help in the formulation of effective strategies to harmonize human capital with overall corporate strategy. Another step would be the use of monetary aspects to align personal interests with overall corporate objectives. Overall, this would helps in achieving set objectives while at the same time reducing the risk and the cost of non compliance with ethical and legal standards. With authority flows responsibility and the HR department is accountable if it fails to deliver quality structured mechanisms for training, like educational programs. The responsibility is not just to deliver but also to effectively execute these programs. Understanding the inherent intellectual abilities of the workforce and the suitability of a particular training program for the entity are essential knowledge for the HRM professional. â€Å"The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business†¦. Research has shown specific benefits that a small business receives from training and developing its workers, including: increased productivity; reduced employee turnover; increased efficiency resulting in financial gains; [and] decreased need for supervision. say Roberts, Seldon, and Roberts in their book titled human Resources Management. (Robert et al, 1996) Businesses provide training to workers in different spheres of business activity. These include policy assurance, relationship management with stake holders and effective management.   Training is either on-the-job or off-the-job. Where workers are required to learn through experience in real life situations, the training is said to be on-the-job. Within on-the-job training there are a variety of tools at the disposal of the training manager. These include instruction, coaching and job rotation. The use of artificial work situations and focus on theoretical aspects is referred to as Off-the-job training. Classroom lectures, artificial scenarios involving experiments, testing and role play are examples of off-the-job training methods. The advantage thus follow as a result of higher productivity, cost savings due to lower monitoring requirements, mitigate the risk of occupational hazards and contributes to overall tranquility in the work place. As career advancement takes place gradually, entities should also develop mechanisms to help mitigate the risk of running out of effective and experienced managers by constantly focusing on management development procedures. These procedures are a set of integrated processes that help in the nourishment of managerial skills in the workers of today. This technique is itself divided into two branches; on-the-job development, and off-the-job development. Coaching, job rotation, under study assignments and multiple management are examples of on the job development procedures. On the other hand, the use of artificial scenarios, theoretical training through conferences, seminars and lectures are the examples of off-the-job development procedures. Note that these programs are dynamic and their effectiveness would be reviewed constantly to ensure the best possible output. Career development, monitoring and control of performance, remuneration and training are by far the key areas for any HR department. However, unfortunately, career development is not given due importance. This is because it is seen in individualistic terms, thus failing to recognize that by focusing on this area, firms can ensure a readily available set of quality skills while at the same time tend to the self actualization needs of the employee.   Arguments also tend to explain the relationship of career development with the establishment of worker networks outside the formalities of the corporate world and thus ensure out reach to potential resources via these informal channels (Edstrà ¶m Galbraith, 1977). Active team exercises are an example of HRD being aligned with SHRM. Through the use of this method of training, firms can develop their staff to actively cope with, understand and solve problems that result from being part of a community. Moreover, with the advent of technology, HRD professionals today have access to more innovative tools for dynamic training and development of employees; these include, for instance, the â€Å"color blind† game. It is an exercise that presents a particular problem and helps highlight the barriers which exist in simulated/virtual team structures with respect to communication and consensus. (Mager, 2005.) Other such processes and experiments are also available to highlight potential problems in the group dynamics of the corporate entities. Thus, paying higher attention to these problems by actively applying a wide variety of tools could help in the removal of barriers to business success, improve the bottom line and at the same time tend to the self actualization needs of the employees. Moreover, a coherent strategy in this regard would contribute to overall objectives. Transfer of Training Transfer of training is a phenomenon of persistent application of the learned behavior by the trainees in the training process to their job. This learned behavior comprises of knowledge, skills, cognitive and creative strategies. The generalization of training and the maintenance of learned skills form an important component of transfer of training. Generalization is the trainee’s potential to utilize all the skills and knowledge (verbal knowledge and motor skills) on the work related problems and situations which are somewhat similar but not completely identical to the problems and situations encountered during training. Maintenance of the learned skills is to incessantly bring into play all the newly acquired capabilities. There are several factors contributing in the whole process such as training design, trainee characteristics and work environment. Training design, as the name suggests refers to the physical characteristics of the learning environment as well as the sources utilized to train the trainee. Another ingredient, which along with training design, influences learning trainee characteristics i.e. the attitude of the training participants. Last but not the least; work environment plays a highly crucial role in determining the learning, retention and transfer of training. The execution of whatever the trainee has grasped during his training depends largely on the manager’s support, peer support, technology support and the conducive climate for transfer of training. (Carolyn, 2003) Several aspects have been recognized that manipulate the degree to which understanding gained from the training program transfers to the work. These includes factors such as, the environment at work; the qualities of the learner, etc. It has been seen that an important factor manipulating the transfer process is the degree to which the learner is given the chance of practice and provided with productive opinions from the trainer. Training on One-to-one basis can endow the trainee with this opportunity. Monitoring the employees once they get back to the work can smooth the progress of the transfer of training, particularly if the training promotes the progress and use of comprehension passed on during coaching. For transferring the training, the element of self management should also be taken into account since the trainee can be confronted with various obstacles in the work place which can thus impede the process of transfer. Other than the trainee’s ability, some outside forces also come into place. These forces may include disobliging the management and peers, time pressure, curtailment and cost cutting prevalent in many companies. These impediments make pose negative effects on the transfer weight of learned capabilities. Thus not only the learner’s own positive attitude but also the management cooperation is greatly demanded. With the ever increasing global competition, organizations are giving considerable importance to training and transfer of training. Many companies are now recognizing the value of human, social and structural knowledge in order to bring the maximum out of trainees. (Mary, 2005) Conclusion Humans are different from projects, financial matters and business activities, and thus human resource management has a unique role in the management of human capital and its needs for training and development. Human capital forms the back bone of any organization and thus the importance of a separate dedicated function to manage them is not deniable. Failure to effectively manage human capital is an indication of corporate failure itself and must be predicted, verified and rectified. There are essentially three types of resources: Physical – machinery and stock Financial – Monetary resources in any form Human – Capital to convert the other resources into profitable assets. It is essential to have a coherent and proactive human resource development function in any organizations as they help you fulfill the provision of a healthy, vibrant, ethical and intellectual human capital which uses the other resources available in the best possible manner and thus helps in the achievement of corporate objectives and goals. Human resource development needs to be part of the overall corporate strategy (SHRM) as the long term growth prospects of any company are dependent upon the quality of its labor, which can be greatly enhanced through the use of training and development. References Gubman, L. Edward.1996. The Gauntlet is down. Journal of Business Strategy.17 (6). 33-36 Roberts, G, Gary, S, and Carlotta, R. 1996. Human Resources Management. Washington, D.C.: Small Business Administration Edstrà ¶m, A. Galbraith, J. R. 1977. ‘Transfer of Managers as a Coordination and Control Strategy in Multinational Organizations’, Administrative Science Quarterly, 22, 248-263. 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