HEALTH PROMOTION AND THE DETERMINANTS OF HEALTH Free Essay Example, 1000 words

Nurses play a fundamental role in health promotion; their role branches out to caring for fit people, as well as the ill (Mikkonen education, as well as availability to the clients, has proven effective. Long-term relation with mothers by working even in their homes has encouraged mothers to take advantage of their strength and achieve their goals (Public Health Agency of Canada, 2010). Nurses act as advisers to mothers from child birth to parenthood (Hartford, 2012). Their support, through deliverance of healthy babies to becoming confident parents and encouragement to pursue a better future for themselves and their children, has proven most effective. Such roles manifest themselves like: Helping mothers practice preventive health procedures and good parental skills. These include diet improvement and reduction of stimuli and other drugs for instance tobacco, alcohol among others. We will write a custom essay sample on HEALTH PROMOTION AND THE DETERMINANTS OF HEALTH or any topic s pecifically for you Only $17.96 $11.86/pageorder now Moreover, such roles help the mother to be prepared emotionally during delivery and nurturing of the baby. Provision of awareness of specific child development skills through education and better ways of child care for the child and the mother, as well as encouragement to use more cuddly techniques rather than harsh methods. Through coaching of the family and mothers to be self reliant and encourage them to be visionaries helps the plan for future pregnancy, manage employment as well as pursue academic avenues. Everyday interaction of nurses with clients can be an educational platform where health promotion can be done (Hartford, 2012). An example is in a situation where a cancer patient being nursed a wound is informed of ways of treating the cancer through therapy and other forms of treatment. A different scenario is if the mother has brought the child for vaccination, then the nurse can use such an opportunity to explain to the parent better feed ing practices for the child as well as best vitamin supplements for the child. Such acts promote health significantly. Nurses believe that they promote health all through their profession. That is what they advise patients whenever they encounter with them (Kozier, 2009). However, even though a lot of nurses are available to promote health, the determining factor in effective health promotion is narrowed to the individuals where their knowledge is necessary.

Morality in Education Essay - 1962 Words

In the realm of IPods, text messaging, video chatting, online video games, and email, what does the average teen think about morals? Are the students of this generation receiving the moral support they need from their parents, schools, and community members? Should these entities even be involved in helping to develop students morality? How should morals be defined and whose are right? These are all questions that a professional school counselor (PSC) will face and need to ask themselves regularly. Morality in education is an emotionally-charged issue and one that has many facets, creating numerous challenges for the PSC. To begin, the idea of morality needs to be defined and some assumptions made. According to the Stanford†¦show more content†¦Media, parents, and peers have twisted the idea of morality, causing the younger generation to suppress their morals in exchange for personal gain and acceptance. A student would cheat on their test, in order to be accepted by their p arents and better their chances of getting into college, without considering it immoral or wrong. This mindset has created, according to Sandhu et al., a spiritual emptiness that leaves the student without love, meaning, hope, belonging, empathy, and completeness (Rayburn, June 2004). Data has expressed the concrete need for some sort of moral intervention in the youth of today. The Josephson Institute of Ethics reported that in 2002, twelve thousand students were surveyed and seventy four percent admitted to cheating on an exam, forty three percent believed they needed to lie to get ahead in life, and ninety five percent thought trustworthiness is important (Britzman, 2010). While the students believe that it is important to be trustworthy, the false impression that they need to lie to get ahead and the desire to be the best at all costs, causes almost three-quarters (if we extrapolate the numbers onto the whole population) of all students to cheat. Cheating is a perfect example of one of the lesser morals. People often try to justify cheating by stating you can only hurt yourself. While part of thatShow MoreRelatedEducation And Morality On Their Lives1118 Words   |  5 Pageswhen they put together sometimes education and morality on their lives. Success is the way where people reach their goals toward something specific that they desire in their lives. I choose Freire and Nietsche because they talk about Education and Morality as anti-Nature and they fit on my idea of success. I consider education as an important part on my way to success in this world. Education gives me knowledge that I require to overcome the problems every day. Morality as Anti-Nature helps me not toRead MoreRelationship Between Faith, Morality, And The Faith Based Education Programs1337 Words   |  6 PagesStudies in recent years have shown that, the faith-based education programs have provided deep opportunities to establish rehabilitation to the offenders.This study is an attempt against the gap in this field which is the defiency of such a programs over the Muslim inmates in the corrections center. With an organised staff, this study will bring datas through testing, observating, evaluating and collecting after its finished. 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It will analyze the role a moral education (the generalRead MoreTheory Of Morality As A System Of Hypothetical Imperatives Essay1540 Words   |  7 PagesCircular Reasoning in Foot’s Moral System In â€Å"Morality as a System of Hypothetical Imperatives†, Philippa Foot argues against Immanuel Kant, that morality exists in hypothetical imperatives rather than categorical imperatives. For Kant, categorical imperatives alone serve as moral commands, and it would be impossible for a moral system to be based on hypothetical imperatives because such imperatives serve as means to ends and result from maxims that cannot be universalized into perfect duties. DespiteRead MoreTheories And Research Of Educational Psychology1615 Words   |  7 PagesThis essay will discuss how helpful, or not so helpful, research and theory has been in dealing with problems found in schools such as morality and understanding how children learn in order to create a rounded curriculum. Piaget was the first to create a systematic study of cognitive development, and although he did not specifically relate his theory to education others have gone on to do so. This has had many implications in schools, especially in the United Kingdom. One key idea of his is the conceptRead MoreEthical Education Is Essential For A Functioning Society And Helps Students Realize Their Life Value1148 Words   |  5 Pages Ethical education is essential for a functioning society and helps students realize their life value. â€Å" The Unacknowledged Ethicists on Campus†written by David Hoekema, discusses moral education in universities. â€Å" Mind over Mass Media† written by Steven Pinker, writes how technology has changed students’ critical thinking, but students still need to accept the challenges and experiences presented by new technologies .Both articles talk about the effectiveness of ethical education in the differentRead MoreImmanuel Kants Labors on Defending the Rights of Women1226 Words   |  5 Pagesfaced much opposition and resistance. Recently I happened upon a curious work by Immanuel Kant, which, perhaps unintentionally, perfectly illustrates my main point that women must be treated differently a nd must be allowed equal opportunities and education as men. We are human beings and as such we are rational beings. Our rationality should enable us to obtain a character, a virtue, and to improve, just like a man can; there is nothing different about the character or soul of a man that women lack

Toyota International Expansion in Iran

Question: Describe about the Report for Toyota International Expansion in Iran. Answer: Background of the Study Internationalization is not an overnight process; it is a gradual process that starts from committed management who see the potential of a company and its unlimited expansion possibilities. For a company to be able to open operations in a foreign country a lot of considerations need to be made some of which act as proactive motivators others which act as discouragers. Toyota Motor Corporation based in Japan is a multinational company which is in the automobile industry and also provides financial services to its customers. Toyota is the largest auto company in Asia and aims to become a global leader in the automotive industry. Toyota has its operations all over the world; some of the countries where it operates include the USA, Pakistan, India, and South Africa among others. In these manufacturing plants, there is the assemblage of automotive parts, and the automobiles are sold to local and international markets. Most of the market is concentrated in Europe, and the USA Toyota has ma intained an excellent reputation for its products as it believes quality is what creates and build the trust of its market; this has led to its local and international prosperity. A recent interest to expand has emerged targeting Iran for the expansion. For Iran to be qualified some considerations had to be made, the risks and the potential of the venture to bring benefits to the company. Toyota needs to develop a localized strategy and business approach that will drive its success in the country; stay integrated with the countries culture and still is in line with its objectives and goals (Clohosey, 2007). Theories and Key Events Affecting International Business The Uppsala model is a line of thought that attempts to explain the growth of companies in the foreign markets. The theory states that firms need to first intensify their activities locally and create a local market first before moving on to a foreign market the firms first learn about the local markets or the markets that are culturally and geographically nearby then move on to more distant areas and cultures (Chia-Chi, 2013). Once the firms move to a new country, they start with the traditional products and then move on to the more sophisticated products once they have created a name for themselves. The model has contributed to firms getting knowledge of their markets and thus making it possible to meet their needs and has also made the internationalization process follow a systematic process. Internationalization is a process that requires a step by step implementation, and this theory suggests the same, a company guided by this theory avoids rushing into the global market without having enough knowledge of his local market needs. The theory, however, has received criticism over past years. The theory places no value on management and does not provide a good framework for a companys entry into a foreign country (Fleck, 2001). The theory of foreign direct investment is another theory discussing aspects of the globalization of business. John Dunning is the majority contributor to this theory. The theory attempts to explain the benefits a company received by multinational companies by having their physical presence in various countries (Allman, 2003). The theory assists firms interested in globalization. The theory is sometimes called the eclectic paradigm and transaction cost analysis theory. To Dunning not only the organizations structure is important. The competitive advantage of a company which refers to how a firm is endowed and how well it can compete in the market also boosted the companys performance both locally and internationally. Location of a firm advantage was another boost to a company if the location was favorable; this was regarding political environment and also the economic policies of its location. The theory helps the companies choose their locations and ownership correctly so as to get maximum returns from their investments. The theory is criticized because it assumes that geographical locations and ownership contribute directly to production which they do not (Schulte Jackson, 2007). Comprehensive Business Model of Foreign Market Entries Toyota Company entry in Iran is based on seeking an appropriate entry strategy into a foreign market as well as the considerations on the positive impact of the choice about the disadvantages. The company must make decisions regarding the location, mode of entry into a foreign market and the timing of the venture. Underlying each is a group of strategic approaches drawn from the three major decisions. Industry based considerations- are the strategies the company will employ to survive. The company is likely to face competition from already established companies like the Khodro and LG companies based in Iran. Firms, especially in the oligopoly market structure, usually match, and so Toyota needs to develop some form of uniqueness to stand out from all the rest of the companies. Toyota needs to analyze the economic barriers of Iran and access if they are favorable for its operations. Iran economic activities are centrally planned, and thus there is a lot of government involvement in the economy, plans are however underway to make it market oriented but still if Toyota is going to choose its venture timing to be soon then they need to consider the economy and how it operates. The market potential of the Toyota products is also another industry based decision under consideration. Toyota needs to look at the use of automotive sin Iran and sustainable in the country. It would be useless to produce something that the Iran people do not use (Ziegler, 2004). Resource-based consideration-Toyota is a very rich company; the value of a company and its resource capabilities plays a major role in its success anywhere in the world. If Toyota is going to start operations in Iran, then it needs to have the economic capabilities and resources to do so. Also if Iran has a history of expropriation and dissemination, then Toyota needs to watch out in order not to put its assets and property at risk about property rights. Toyota needs to access its value and thus know the risk they will be getting themselves into. The recourse base of a company favors and enhances its capabilities and encourages them to venture into new countries (Amaio, 2009). Institutional based considerations- these refer to informal considerations that a company needs to make. This may be the most important one of them. For a company to be part of culture, then it needs to live the culture. This makes them part and parcel of a countrys people. The institutions may act as a barrier or may enhance a companys operations. Cultural distances are a barrier for example. Iran is a Muslim-dominated state, and so if Toyota is going to survive its life in the country, then it needs to respect the Muslim cultural practices about dressing, etiquette, and trade customs among other practices that make up the Muslim culture. Cultural practices are both material and abstract (attitudes).For Toyota to make a good base for its operations, it needs to look favorable to the citizens of Iran (Muralidhar, 2010). Some of the things to do are to embrace the local culture, build friendly relationships with the local companies and citizens, employ the local people, build the understanding of the employees, adapt products that the locals prefer and also coordinate its activities in an orderly manner. The company also needs to access the regulatory risks put by the government of Iran such as the tariffs and non-tariff barriers. Also, there are the local requirements that are required to be met by a new company seeking residence and market in Iran. The general tariff in Iran is 15.2 percent, and new companies are allowed to start residence and do their businesses after the government assesses the economic benefit of the venture to the country (Wariboko, 2006). Toyota also needs to consider the currency risks it will be facing in the country; currency risks are a product of economic uncertainties and political instability that bring about fluctuations in the exchange rate of the currency causing uncertainties in the value of the investment. When the domestic currency depreciates against the foreign currency, then there is a change in the decrease in the value of the investment and this may lead to losses. It becomes hard to speculate future trends in the individual company, and so it leads to uncertain future. Iran currency is not stable and has a history of fluctuating from time to time compared to the Japanese Yen which is more stable the company needs to have an insurance against such uncertainties. Again to avoid the losses from the currency fluctuations then the company can hedge where there is a spread of activities in some countries in different currency zones offsetting the currency loss in another country (Wariboko, 2006). Market Entry Strategy The way in which the Toyota Company establishes itself in the country will not only enhance its operations but will also create friendly relations with the local members of the automobile industry like the LG company. There are equity and non-equity modes of entry into a market. The most appropriate one for Toyota is the equity mode where it can establish its operations through a joint venture with one of the companies or agree to share its profits with another. It is not obvious that the company will receive overwhelming support in the beginning, so a good entry strategy is important. A joint venture with an already established company will enable the company to not only share its initial costs and risks but also access the partners knowledge and assets (Jurse Vide, 2010). The ethical considerations of the new environment will not be easy to learn but with the help of a partner, the Toyota Company will learn ethics and social requirements. Apart from that, it will be politically ac cepted as it will not look like an attempt to kill the local industries. However by a joint venture the company will suffer from divergent goals and interests of the company and also sharing of the profits (Ziegler, 2004). Iran and Its Business Environment Iran is a country in Asia that has in the past years been a victim of terrorism and political wars. The government of Iran cannot be said to be stable and starting a business venture here can be a hazardous endeavor. The economy of the country is recovering from the effects of terror attacks and unstable governments. Its population is seventy-eight million, and the countrys GDP is recorded as growing at a 3.0% rate. This shows positive growth thus it is favorable for investment despite the terror and currency fluctuation risks. The annual foreign direct investment inflow amounts to about 2.1 billion showing a lot of potential for investors as those already there are making profits. Inflation is set at 15.5% and is said to go down if the current market and government situation continues (Ziegler, 2004). Military from foreign countries has been sent to the country on a peacekeeping mission thus the issue of insecurity may be a thing of the past in future. References Allman, M. J. (2003).A thick theory of global justice: Participation as a constitutive dimension of global social justice(Order No. 3101631). Available from ABI/INFORM Collection. (305324530). Retrieved from https://search.proquest.com/docview/305324530?accountid=45049 Amaio, T. E. (2009).Exploring and examining the business value of information security: Corporate executives' perceptions(Order No. 3351834). Available from ABI/INFORM Collection. (305171897). Retrieved from https://search.proquest.com/docview/305171897?accountid=45049 Chia-Chi, L. (2013). Business service market share, international operation strategy and performance.Baltic Journal of Management,8(4), 463-485. doi:https://dx.doi.org/10.1108/BJM-02-2013-0020 Clohosey, S. (2007).Transmitting sustainability from an international discourse to a local context: The case of the bosque modelo chilo(Order No. MR26836). Available from ABI/INFORM Collection. (304789804). Retrieved from https://search.proquest.com/docview/304789804?accountid=45049 Fleck, D. L. (2001).The dynamics of corporate growth(Order No. NQ75632). Available from ABI/INFORM Collection. (304767174). Retrieved from https://search.proquest.com/docview/304767174?accountid=45049 Jurse, M., Vide, R. K. (2010). Strategic thinking as a requisite management tool for managing international marketing in turbulent times. Paper presented at the 1151-1173,8. Retrieved from https://search.proquest.com/docview/734617707?accountid=45049 Muralidhar, K. (2010). Enterprise risk management in the middle east oil industry.International Journal of Energy Sector Management,4(1), 59-86. doi:https://dx.doi.org/10.1108/17506221011033107 Schulte, W. D., Jackson, G. (2007). Project-Based International Business Strategies: The Case of the International Construction Services Industry.Advances in Competitiveness Research,15(1), 54-70. Retrieved from https://search.proquest.com/docview/211421305?accountid=45049 Wariboko, N. (2006).Money and relations: Toward a triune model of the global monetary system(Order No. 3231368). Available from ABI/INFORM Collection. (305264485). Retrieved from https://search.proquest.com/docview/305264485?accountid=45049 Ziegler, C. (2004).Favored flowers: Culture and markets in a global commodity chain(Order No. 3119689). Available from ABI/INFORM Collection. (305052347). Retrieved from https://search.proquest.com/docview/305052347?accountid=45049

Role of Hrm in Manufacturing Company Essay Example

Role of Hrm in Manufacturing Company Essay ASSESSMENT 2: ESSAY This essay will evaluate the role of Human Resource Management in a manufacturing company. This will include a critical assessment of three functions being Recruitment, Selection and Employee Turnover function which are vital to the achievement of estimated goals. Being appointed as the Head of HRM by the General Manager of ABC company, certain problems are to be addressed such as poor matching of new personnel to their job and rising levels of staff turnover. This essay will also point out certain aspects and changes which may be required by the company to retain employees reduce cost and increase profitability if considered. The main aim of recruitment is to ensure that the organization is adequately and effectively staffed at all times. The next step involves matching the suitable applicants to the jobs in the organization followed by the selection function. It is mandatory for Organizations to make the best of their recruiting practices because, in today’s increasingly market-based human resource management (HRM), effective recruitment is likely to be the ‘most critical human resource function for organizational success and survival’ â€Å"(Taylor and Collins 2000: 304). Another definition that throws light on the essence of Recruitment can be quoted as ‘those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees’(Barber 1998 : 5). We will write a custom essay sample on Role of Hrm in Manufacturing Company specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Role of Hrm in Manufacturing Company specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Role of Hrm in Manufacturing Company specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This definition highlights the important difference between two HR functions that are difficult to distinguish, namely recruitment and selection. An Overall recruitment policy and a number of processes need to be in place to determine overall outcomes for the organization before effective recruiting can take place. Recruiting should always involve analyzing the position to be filled, the person to fill it, writing a job description and person specification, and analyzing the organization’s short, medium and long term needs and goals. It is essential that the requirements of the job are thoroughly understood through the process of job analysis. The success of recruitment can be measured in terms of diversity. For example, Bola M. Ogun (2004) examined the positive effect of encouraging diversity in the workplace wherein the best would be recruited not only to complete the task in hand but also add to the competitive advantage of the firm. In order to sustain long term profitability and growth, the firm should invest in assessment and retention of personnel. Authors have argued that organization-employee fit is a two-way street and thereby understanding, effective communication and rewards are the important issues to be addressed here. Another type of explanation is the positive effect of recruitment on the profitability of a firm. For example, Terpstra and Rozell (1993) argues that the firms that analyzed recruiting sources for their effectiveness in generating high-performance applicants had greater annual profitability especially in manufacturing industries. They suggest that this in depth analysis has a positive effect with generating profit in the industry. It would appear that Terpstra and Rozell’s explanation cannot be accounted for the cost involved in taking a decision to choose among the recruiting sources in consideration of the performance, culture and diversity. There is however, a positive relation between the annual profit and the budgetary cost to be incurred in the analysis. Another type of explanation is one that produces no connection between recruitment function and a Profitable organization. For example, Rynes and Cable( cited in Recruitment Strategy,2007) argues the absence of any studies investigating the effect of the fit between recruitment and organizational effectiveness and descriptive research can be used to speculate about the possibly strategic imperative of such context-aligned recruitment practices. The problem with this argument however, is that it does not consider the fact that recruitment process is part of the cycle of an effective and efficient organization in terms of tapping into the market for qualified personnel. In addition, Barber and her colleagues (1999) argues that the organizational size determines recruitment success. This may be due to the fact that the Recruitment and Selection function would be scrutinized from the beginning as re-hiring and re-training of new employees can be costly and ineffective for large industries. It is safe to point out that the work in large especially manufacturing industries does not require exceptional skill. However, Job security might be an issue if legal requirements are not fulfilled. It is worth pointing out that human resource management supports goals pre-determined by the organization by providing crucial services for the benefit of the personnel in the organization. This can be explained by an example, Koch and McGrath (1996) argued how the capital intensity of a firm might positively interact with HR (including recruitment) planning to bring about increased labor productivity. Koch and McGrath are right; however it is necessary to stress the importance of recruitment planning and assessment in capital-intensive industries. Prior to recruiting, the company should ensure that labor laws, laws on dismissal and legislation are complied with. In HRM, the Selection function is by far the most challenging task to be carried out on the basis of effective principles. Human Resource function can provide value to an organization in cognition to the objectives of staffing and personnel placement and making available specific human resources guiding principles, processes and techniques, directed towards the accomplishment of these objectives. In order to determine the extent of ‘fit’ of personnel in the organization, provide standards to base and evaluate the capabilities of applicants and scrutinize the selection process clear and specific objectives for selection and personnel placement are required. The company image can play a major role during the selection process. An applicant’s view point of the firm also matters during the procedure as a positive or negative image of the Firm becomes viable. Final selection can be made more reliable by regularly reviewing the recruitment procedure. In order to deal with problems during the process, Reference and credential checking are effectively carried out. To select the right person considered fit for the job, HRM is required to conduct a Job Analysis which refers to the identification, collection, synthesizing, understanding and application of job related data. The job analysis process has three pivotal components based on its outcome for both the manager and employee. These elements include Job profile, Job requirements and People relations. The key to achieve consistent quality and productivity is to provide a feasible working environment to the employees. The overall culture of the organization is connected to its employee satisfaction, performance and turnover. Turnover includes both Voluntary and Involuntary Turnover. The main cause of voluntary turnover or the need to quit can be due to the receipt of negative feedback in informal performance check by the management or threat to job security. Involuntary instances occur when the employee has no say in the termination of his duties. Although it is unrealistic to achieve a turnover of zero percent however, a high turnover can have a negative effect on the organization as it is the case of ABC company. There can be a number of causes to a high turnover, although in this case it can be on the grounds of the existence of a communication gap between the manager and the newly hired personnel. For example, Mushrush (2002) argues that causes of turnover are varied which may include, â€Å"high stress, working conditions, monotony, poor supervision, poor fit between the employee and the job, inadequate training, poor communications, and organization practices† . As a result of this, the manager has a duty to ensure proper training and development and a feasible working environment is provided. Moreover, an Overview of Employee Turnover Research (2006) indicates that there are costs involved in replacing existing employees, recruiting replacements, new-hire training and unemployment insurance which can be of a prime concern here. Although our main focus is to retain new employees, there is a possibility of employees abandoning their jobs due to a time lag between identifying the appropriate role of the employee and re-training him. Retention, not only includes re-training and analyzing roles but also reassuring the employees of the company. As illustrated by Levine, fear of losing one’s job can be categorized as another cause for turnover wherein constant encouragement and support from the management is necessary to prove that â€Å"their career is not at risk by staying with the company† (n. d) A company that understands the needs and reasons of its employees are more likely to reduce turnover and save cost on re-hiring. However, it can be argued that the high staff turnover may be a product of the conduct of the employees as well. For example, Meyer, Stanely, Herscovitch, Topolnytsky, (2006) argues that an individual can have an impact on the turnover rates by putting forward â€Å"unrealistic expectations† or lack of performance. Meyer et al. (2006) offers a valid explanation in terms of examining every aspect of the abnormal rise. The obvious way to reduce turnover would be to instill flexibility, training and reducing the communication gap within the organization. Employees are to be reassured and retrained in this case to fit their qualities with their roles. There is a strong requirement for investment in training which is supported by Zig Ziglar who emphasizes that â€Å"When an employer invests in employees with training, they return with more productivity and more loyalty† (Love, 1998). As a result of this, the organization along with its personnel grows in a productive manner. Being the HR manager, for ABC Company a solution is to be sought out to deal with the HR functions at a policy level and actual HR level. Human Resource strategies are required to ideally suit the needs of the manufacturing company. Inconsistent application of HR policies can leave the organization open to legal challenges, increased costs and turnover along with reduced morale. There is evidence of poor matching of skills of new employees with their work roles. To face this problem head on, an accurate account of employment data for all the employees in the organization is to be maintained. This can be owed to the unawareness of the entity of its current staff needs and skills. At a Policy level, a strategic change outlining the objectives of the organization and consequential imbalances in skills to job of personnel is to be identified wherein at an actual level, maintenance of promotion potential, experience information and career data of personnel would act as a source for identifying shortages and surpluses in the operational plans of the organization. Action plans that include training and development, relocation and time frame for implementation are devised. These Action plans are then required to be monitored to ensure achievement of pre-described goals. The Recruitment function would help in attracting the qualified personnel considered ‘fit’ for the job in the organization. At a policy level, internal versus external recruitment and agencies can be considered to find the right personnel to match the job requirements. At an actual HR level, cost of further recruitment might be unnecessary however, effective communication of the recruiting function to the authorized persons of the organization can provide a strong foundation to avoid future problems. Identification of the roles of the current personnel along with a written description of the job process, duties, terms and conditions is to be documented and filed. At the policy level, Selection function plays a fundamental role in identifying the key attributes required from a person recruited to fit the job/duty efficiently. Selection can be effectively executed based on the qualities, type and level of work needed to achieve perceived goals of the organization. In regards to the Actual level, the selection function would be based on the documented description of the requirements of personnel available to the recruiters. At the policy level, Employee turnover function can be reduced by the provision of extensive training and development program, fair working environment, incentives and bonuses. At the Actual level, effective communication with the personnel is essential along with providing a feasible and flexible working condition. Rising Staff turnover can be owed to the fact of poor fit of employee with job, poor guidance and ineffective communication of tasks. An extensive training and development program can hone the skills of the required personnel to fit their job It is difficult to offer a stipulated time period wherein the policy goals can be achieved due to an uncertain outlook of ABC Company. However, a written documentation with complete data, qualifications, availability, experience of the personnel and all other relevant data can be completed within a time span of 3-4 months. Moreover, training of the new personnel to acquaint them with the required duties is to be carried out immediately which can be assumed to span once every 3 weeks for a period of 2 months. Extensive re-training can then be provided every 6 months to keep up with technology and development in the market. Apart from framing policies, there is a need to understand the behavior and total outlook of the company. In reference to Labor Mobility in Australia(Refer Appendix 1) Manufacturing Industry has less than 12% of employees shifting from the Industry as compared to Mining which has the highest Labor Mobility of 21. 6%. Keeping this in mind, voluntary turnover might not pose an issue in this company. Employee turnover is beneficial in some companies, however in the manufacturing industry stability in terms of Job performance and Employee satisfaction is beneficial. Finally it is worth pointing out that, according to research, Management must understand the value of quality staffing throughout the organization, and proper care is taken to ensure an individual fit their roles in the organization to ensure long term productivity. This essay also illustrates the importance of HRM to bring about a balance in the organization by increasing staff satisfaction, reducing turnover and increasing organizational productivity. Each policy level and actual level goal has a timeframe for execution which can be accurately estimated after consultation with the Management of ABC Company. REFERENCE LIST Beach,R, Brereton,,D, Cliff,D,2003, ‘Workforce turnover in FIFO mining Operations in Australia: An Exploratory Study’, Retrieved on 24th Oct 2010 from: www. csrm. uq. edu. au/docs/TURN_FINAL. pdf Cable, DM, Turban, DB, 2001, Establishing the Dimensions, Sources and values of job seekers’ Employer Knowledge during Recruitment, ‘Research in Personnel and Human Resource Management’ , Vol 20,pg115-163. Khan, S 1991, Selection and placement, Volume 1,Issue 4 Retrieved on 20th October 2010 Levine, T, 1998, ‘How to Reduce Employee Turnover’ Retrieved on Oct 23rd, 2010 from: http://www. nettemps. com/employers/hrcorner/printer. htm? id=21pf=1 Love, T. 1998, ‘Training can Relics [sic] Employee TurnoverReducing employee turnover’. Retrieved on Oct 23rd 2010 from: http://findarticles. com/p/articles/mi_m1154/is_n8_v86/ai_20934425 Meyer, J, Stanely, D, Herscovitch, L, Topolnytsky, L, 2006,‘Overview of Employee Turnover Research’, SIGMA Assessment Systems. 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Zimmerman, RD, Darnold,TC, 2007, ‘The impact of job performance on employee turnover intentions and the voluntary turnover process-A meta-analysis and path model’ retrieved on 23rd Oct 2010 from www. emeraldinsight. com/0048-3486. htm APPENDIX Figure 1: Labor mobility by industry, Australia www. csrm. uq. edu. au/docs/TURN_FINAL. pdf