Bilingual Education Essay Example for Free

Bilingual Education Essay Bilingual Education isn’t an issue that’s been short lived. The programs have existed as far back as the late eighteenth century; Immigrant students were then instructed in their first language. Ohio became the first state to adopt an actual bilingual education state legislation in 1839. Other states soon followed, although the variation in language was somewhat broader (Lipka n.p). Controversy has been constant over what methods are actually effective, and what methods need to be retired. Since we are a nation that doesn’t have a national language and requires every child to obtain an education, the responsibility to provide one, becomes ours. With more and more immigrants coming from Mexico, the need for a successful bilingual education method is exploding. Educating any student in a language foreign to their own seems ridiculously absurd. One that doesn’t understand the language well can’t obtain anything taught in the foreign language. Although many approaches of bilingual education are used throughout the United States, they all vary in theory and in teaching style. The students have to be thoroughly taught English before joining an English speaking classroom making Immersion the most successful method. During the Civil Rights movement in the 1960’s, bilingual education became an issue, making legislation necessary to help resolve the problem that had been affecting students and families so harshly (Lipka n.p). â€Å"In January 1968, President Lyndon B. Johnson signed the Bilingual Education Act, which incorporated native-language instruction into the curriculum (Lipka).† Although the Bilingual Education Act was signed, the discrimination didn’t stop. A few years it was found in the court case Lau vs. San Francisco School District that the Bilingual Education Act wasn’t being carried out in their school. The law suit represented 1,800 other students; eight-year-old Kenny Lau sued the San Francisco School District over English-only instruction in a school where most students spoke only Chinese. These students couldn’t learn in the English, because none of the students understood English. â€Å"The Supreme Court ruled that schools without special provisions to education language-minority students are not providing equal education and violate the Civil Rights Act of 1964. The Federal government publishes new materials in nearly seventy languages and allocates sixty-eight million dollars for bilingual education† (PBS n.p). After the Supreme Court hearing things still weren’t better for minority speaking students. Help was needed then, and remains the same today. There are many different methods that educators choose to use in their classrooms, although some are controversial. â€Å"The bilingual programs of today are mostly a product of the Bilingual Education Act (Title VII) passed in 1968† (ECS n.p). Some states have mandated laws that enforce a strict bilingual program that is taught in all public schools in their state, while others aren’t as strict. Some states need the programs more than others. According to ProEnglish, â€Å"15 states account for 94% of students who speak languages other than English in their home.† Therefore, we know that in these fifteen states we must teach English efficiently. These students all speak a native language in their homes, so on the contrary to some beliefs, these students are not easily going to pick up on a native language. Today we know more about educating students of a minority language then we did in the past, but we are still struggling with it today. Some people even believe we should completely throw bilingual education out. If that happens, there wouldn’t be opportunity for those native speaking students. We would have much larger number of non-English speaking Americans, and a lot more citizens that couldn’t find jobs. Lastly, it would be breaking the Civil Rights Laws. There are countless misconceptions about bilingual education. Some even believe that it’s simply a lost cause, but statistics show other wise. â€Å"In 1990, only three percent of U.S. residents reported speaking English less than well or very well. Only eight-tenths of one percent spoke no English at all (Crawford n.p)†. There are many effective methods to teaching these students. Some argue that if taught the native language, it can’t be transferred to the one learned, while this may be difficult for some, it is possible (Crawford n.p). Students would have an easier time transferring their knowledge from their native language opposed to being taught in a language that isn’t understandable at all. Critics complain about the tax dollars we spend to teach these non-English speaking students, but they also complain about all the minorities that have to live on welfare. Maybe if they were better educated it wouldn’t be quite the case. Critics also believe that bilingual education programs aren’t promoting English, but merely teaching students only in their native language. Most every program in the United States promotes the teaching of English in one form or another. Although, they are not trying to remove ones culture and linguistic heritages, they are just preparing them for success in the public school systems and in the English speaking nation we live in. â€Å"According to one study, school districts reported that 28% of limited English proficiency (LEP) elementary school students receive no native-language instruction. Among those who do, about a third receive more than 75% of their instruction in English; a third receive from 40 to 75% in English; and one third of these receive less than 40% in English (Crawford n.p). Hispanic dropouts continue to remain high. There is multiple factors associated with these statistics, such as; family poverty, English proficiency, some simply never even enrolls in school (NCES n.p). â€Å"In 2005, more than one-fifth (22.4 percent) of Hispanics 16 through 24 years of age were dropouts, according to the National Center for Education Statistics (NCES n.p)†. The Hispanic dropout rate can be lowered with good bilingual education plans for teaching those who can’t speak English. The rate is especially high in Mexican immigrants. â€Å"In fact, the status dropout rate of 44.2 percent for Hispanic 16- through 24-year-olds born outside the 50 states and/or the District of Columbia was more than double the rate of 16.1 percent for Hispanic youths born in the United States (NCES n.p)†. These individuals don’t have the education that is necessary to succeed in the United States, which is not fair according to Civil Rights laws. There are multiple causes for the high dropout rate, but their understanding of the language is a leading cause. So, to be equal to all students, we must provide the same opportunity to native-speaking students. Methods are plentiful to educating students whom don’t speak the dominant language, but most generally only a few methods are currently used in public schools in the United States. First, the submersion method, in a submersion program the native speaking student is placed in the classroom right along with the English speaking students (Queen n.p). Students are expected to learn what the other students are being taught even though they may not fully understand the language. You could basically consider this method a â€Å"sink or swim† type of education. It sounds absurd for one to expect another to learn something in a language they cannot even decipher. This method may not be considered Bilingual Education to some because only one language is being used. Even if this is the case, students are still being educated in a language unfamiliar to them. Students cannot understand something they aren’t familiar with. If they seem they are picking up on the language conversationally, they still may not register thoughts in English to actually learn material that is being taught in the classrooms. This method will not work for most students; native speaking students will continue to fall behind. Eventually students won’t be able to catch up with other students their age. Submersion is therefore, no one way for a student to learn anything. Students that fall behind could potentially add to the high statistics in the high dropout rates. Many schools today have English as a Second Language (ESL) programs, such as the Scott County School district uses today. This is when a non-English speaking student is placed in English speaking classrooms for part of their classes, while for others they go to an ESL classroom. When in the ESL classroom they concentrate on learning English to succeed in their English speaking classes. This method can be very effective if the student’s participate, but if they fall behind there is going to be many hardships catching up. Some students will never catch up to their age group in school and won’t finish their education (Queen n.p). Students in ESL programs aren’t given enough time to learn the language well enough to succeed; therefore the time they spend in English speaking classrooms could be considered useless to some. If they’re not understanding of the language, this seems like a waste of the student’s time. It can also be an imposition to the English speaking students in the classroom. Special time and attention would have to be given to these native-speaking students. That time would then take away from the English-speaking student’s education. Students aren’t actually taking in anything they’re learning, other than picking up on a few English words, then this is a waste of time to not only the teachers that aren’t qualified to teach them, but to the English speaking students in the classroom as well. Minority students must receive intensive instruction, since the drop out rate of non-English speaking students in the public system is so high, measures must be drastic. â€Å"The General Accounting Office reported in February 2001 that out of 70 studies reviewed; only three focused specifically on how long it took students to attain English proficiency. General estimates ranged from four to eight years (ECS n.p).† Therefore we know that learning a foreign language enough to learn isn’t easily done and it isn’t necessarily a speedy process. We have to give intensive instruction, and we must not give up on these students. This method isn’t effective enough though, it takes years to learn English in ESL programs as researchers have found. Being as this method takes so long, there is not time for students to keep up with their classes. Many students will not succeed, and will never accomplish what is required to graduate high school. One of the biggest controversies schools and state legislators are facing is the argument with immersion versus Bilingual Education. The ESL method is used a frequently in the U.S, but many ESL supporters are starting to follow the new immersion trend, because it doesn’t take students as much time to learn English. Immersion method of teaching students are intensively taught English for a period of time, for example one school year. After they have learned English well enough to understand, and to actually have the chance to learn English. They are placed back again in English speaking classes and that’s where they will continue their education. Immersion can stop students from dropping-out and falling behind. Critics argue this is just a loss of time, but with ESL they are in the long run loosing even more time. â€Å"At a leadership meeting a participant decided to speak up, she was an ESL teacher. She said, Research shows that it takes five to seven years for a student to master English well enough to succeed in a mainstream classroom, she said, adding that this finding was only for children who were already proficient in their first language. For kids without good language skills of any kind, it takes 10 years, said the teacher† (Triangle Business Journal N.P). Students that don’t speak well enough English get thrown into English speaking classrooms that they are not ready to be. Upon this happening students continue to fall behind and could be accounted for such high dropout rates in native speaking students, especially in the Hispanic students. Native-speaking students will have a hard time understanding material in English when you present it before they truly understand enough but, if you make sure they understand the English first, teaching them in English is going to be much more effective and that should be a given. Bilingual Education will be effective in different ways for all different students. Any language students learn differently, some like more visual aide, while others like lots of verbal explanation. That being said, there is no difference in teaching students of another language. Every student has similar basic needs, therefore there should be a basic method used everywhere. We can’t expect these students to sink or swim; a good method must be used. Since most of these students don’t have any sort of an English background at home, then educators can’t expect them to receive any help from the home. So, all the English has to come from the school. Since every student is going to learn at their own pace, we must teach them extensively, without doing so understanding English will not come quick enough. Teaching them English isn’t taking them away from any of their native culture; it’s preparing them for success in the United States. Preparing students for success in English educators will be abiding the civil rights law, and offering each student the same education. If parents don’t want their child speaking two languages or learning English, they should take their child to a private school that will only teach their child in their native language. Although, most native-speaking parents want their children to be fluent in English as well as the language they speak at home. There are also so many advantages to being bilingual today. When traveling foreign countries one could commute with others. It also leads to exposure to both cultures, and one will become more culturally diverse. If one wanted to move to another for another country for any different reason they would have an easier time adjusting. The United States today there are many different language being spoke all over, all the time. Employers look for multi-lingual speaking employees so that they can meet everyone’s needs. Places such as the hospital, multi-language speaking employees are essential, because not only do English speaking patients come in, as well a lot of other native-speaking patients. Scott City and surrounding areas there are a lot of Spanish speaking people, whom need the same things English speaking people do. Therefore, offering one who is bilingual on the job is going to help tremendously. Since the United States has no official language, I suppose we can’t expect everyone to speak English. According to ProEnglish, over 30 states have adopted English as their official language. Some federal legislation implicitly standardizes English (Wikipedia n.p). Knowing English could almost be considered essential to survive and succeed in this English speaking country. â€Å"According to the 2000 census, the United states has 215 million that are speaking English. While only 28 million speak Spanish, and next a Chinese language who has about two million speaking in the United States (Wikipedia n.p). This should be enough proof to any educator or legislator that knowing English is essential. If one is bilingual in English and Spanish, then even better. English is most essential to be successful in the United States. There are endless reasons that knowing English in the United States that would be essential to anyone. The United States is the â€Å"land of the free†, so there is not law stating one must speak the most commonly spoken language: English. To be exact about ninety-six percent of Americans speak English (Wikipedia n.p). To be successful, one will want to understand the language. Most colleges in the United States are all taught in English, although you could go to a school speaking your language, the majority will be teaching in English. Students that want to succeed and go to state colleges they’re going to need to understand English. The opportunity is available for all students, but some might have it harder with the different method that’s used in schools across the United States. All methods can work in teaching students; some are just more successful than others. We must educate these native-speaking students so that they have the equal opportunity that English-speaking students do. The need for bilingual education is astronomical; it’s simply what’s right. Students need to learn English to have the same opportunity for success as others. Some might even have more opportunity once they are fluent in more than one language. The point is we need a good program that works efficiently to educate every native-speaking student in the United States. All the methods have their perks, but we need the most effective and efficient program to teach these minority students. The submersion method doesn’t help any student that is struggling with English, they simply sink or swim. The method might be cheaper, but it will not help any student with the need for Bilingual Education. The only advantage some consider is budgeting. The English as a Second Language program defiantly is a step-up from the Submersion program, but it shows many weaknesses as well. The program wastes time with students in English-speaking classrooms, that don’t even understand the language. Although they are being taught English, and have an instructor also teaching in their native language, the teaching of English, simply isn’t intense enough. That’s why Immersion is the best way to educate these minority students that cannot speak English, although they may loose a year of education, they are not going to fall behind anymore than that. When they finish the program, they will be able to understand and speak English. When they are put into English-speaking classrooms they will understand everything being taught. This is what we need for these native students to keep up with the English speaking students. This will minimize minorities’ falling behind; dropout rates, and maximizes English understanding. Immersion is the best way to teach these students, and will in turn help these students succeed to fullest of their potential. Immersion makes Bilingual Education is faster and more successful. When structured English immersion plans were used in California, â€Å"after two years of instruction, students made significant gains in reading and writing in English as well as math, relative to students’ nationwide taking the Stanford 9, most of whom are native English speakers (NCPA n.p)†. This seems proof enough, that immersion is the way to teach our minority students English successfully. Citations: 1. National Center for Educational Statistics. Student Effort and Educational Process.n.d. 2006. 10 April 2009 . 2. Education Commision of the States. n.d. 11 April 2009 . 3. Queen, Robin. Bilingual Education. 2005. 12 April 2009 . 4. Jones, Madison and Renee Bou-Waked. School Choice and Hispanic Dropouts. 12 November 2007. 8 April 2009 . 5. Crawford, James. Ten Common Fallacies about Bilingual Education. November 1998. 7 April 2009 . 6. Hood, John. Immersion vs. bilingual education.†Triangle Business Journal (1997): n.p. 7. Lipka, Sara. The Battle Over Bilingual Education. The Atlantic Online (2002): n.p. 8. PBS. Master Time Line. n.d. 10 April 2009 . 9. ProEnglish. The status of bilingual education in America. n.d. 8 April 2009 . 10. Wikipedia. Languages of the United States. n.d. 9 April 2009. .

San Andrea Fault Essay example -- science

San Andrea Fault Introduction The San Andreas Fault is a geologic fault zone between two tectonic plates that runs from San Francisco south to San Diego in California. It is an area of frequent earthquakes caused by the plates sliding past each other. It is so called because it runs along the San Andreas Valley. The San Andreas fault was brought dramatically to world attention in 1906 when sudden displacement along the fault produced the great San Francisco earthquake and fire. This earthquake was but one of many that have resulted throughout its life of about 15-20 million years. Body The entire San Andreas fault system is more than 800 miles long and extends to depths of at least 10 miles within the Earth. The fault is a complex zone of crushed and broken rock from a few hundred feet to a mile wide. Many smaller faults branch from and join the San Andreas fault zone. The Pacific plate is moving northwest in relation to the North American plate, and it is believed that the total displacement along the fault since its formation more than 30 million years ago has been about 350 mi. Movement along the fault causes earthquakes; several thousand occur annually The basic science is pretty straightforward. The earth lurches from time to time because its outer shell is broken into huge, solid plates floating on a layer of molten rock that has the consistency of Silly Putty. These tectonic plates are constantly jostling each other, like rafts crowded into a...

Midterm report ISTD Essay

This project is designed to make an in-depth study and critical analysis of HR aspects in MedTek.Net India Pvt Ltd. At this point in the project, it reports about the progress we made in analyzing theR training aspects and the progress it made towards its goals; describe obstacles (both internal& external) faced; detail work accomplished and actions to be taken in the future. During the process of project, we got to know and notice lot many interesting facts and points which are really important for the growth and success of the organization. It gave an opportunity for the HR department to  audit the entire HRD aspects of the organization there by adding more value to way we operate. At the end of this project, all parties of the organization; Management, employees, HR department are eager to know more about the findings and improvements that we can make to the organization from the HRD prospect which can bring an edge to the company when compared to our competitors in the market. Below pages of this report offers a brief description about the analysis and work we have done so far in this project. Introduction: Within every organization, there is a need to manage learning in accordance with business requirements. A systematic approach in training and development always adds an edge to the performance of the organization in all means. Objective: Objective of this project is to do complete analysis on the below training aspects, their performance impact and recommendations for betterment of the organization. a) Human Resource Planning, Training Policy, Training Budget. b) Training Needs Assessment System. c) Training & other Development Programmes and their evaluation. d) Strategies for improving HRD activities in the Organization. With our analysis, findings & recommendations, our attempt is to provide viable propositions for betterment in the applicable areas of organization. In this process, we have collected all recorded data like policies, questionnaires, processes followed etc and live data like interviews and one on one discussion with various employees of different departments and external data like market scenario, industry analysis etc. Project Design: We have designed the project in to four phases. 1. Collecting basic data and information related to all training aspects. 2.  Analyzing data, processes and drawing findings for their evaluation procedure. 3. Evaluating the information and processes of various data analyzed. 4. Recommending strategies for the improvement of HRD activities with the help of above in the organization. For any company, training and development is an important aspect which boosts continuous growth and success to the business. We have considered all external and internal components of the existing performance of the organization with respect to the targeted objectives set. Some of the components include absenteeism, work hours of the employee’s w.r.t their performance, performance of the software (IPAS – Integrated Performance Appraisal System) which was initiated recently, employee hiring and job enrichment strategies used for retaining the existing employees, HRD activities practiced for long term growth of the organization etc. Project Implementation We started implementing the project by collating data available from all sources. Simultaneously we started working with people as well by circulating questionnaires and by conducting one on one discussion. Below explanation will give us a brief of what we have studied and analyzed in this process with the help of both data and people. HRD System: Human Resource Planning, Training Policy, Training Budget. Human Resource Planning At MedTek.Net we measure the growth of business by the no of minutes and reports we process per year. Therefore our target of business growth lies in the same and accordingly we plan for resources to recruit per year, it includes both fresher’s and experienced resources. MedTek HR planning for the period of 2012-2013 is focused on the below points to achieve during this time. Below points are analyzed after a detailed discussion with people in the company and after going through the information/data which is all available. 1. Work closely with management to reinforce the need for competitive compensation for individuals MedTek wishes to attract and retain. 2. Invest  in professional development programs to improve leadership capabilities, job skills, and employee productivity. 3. Identifying and attracting right talent at campus level thereby training and employing them in the organization accordingly. 4. Develop comprehensive career management tools, job enrichment strategies, and mentoring programs to help employees prepare for new opportunities. 5. Leverage technology to streamline HR service processes and improve access to employee information. 6. Conduct regular organizational climate assessments and collaborate with senior managers to improve the campus work climate. Review of training policy & budget: As MedTek.Net is a mid sized company they do not really have a fixed annual budget for training. The budget varies as per the requirement and situation of the company although getting approved prior by management. But, with in the limitation HR department tried to encompass the training programs which align the company’s goals and objectives of employee development. Some of the cost effective measures which got imparted in the training budget are: 1. Finding trainers with in the organization wherever it is necessary and possible. 2. Imparting self learning techniques for the employees which not only reduces costs but also helps employees to work on their skills by focusing on their weaknesses and strengths. 3. Encouraging the technique of cross-train employees at work place. This technique really worked at MedTek as employees showed great interest to share their knowledge. It is happening in this way; 2nd level employees train 1st level employees and 2nd level employees will g et trained by their above level i.e. 3rd level employees and vice-versa. Keeping in view of budget constraints and business requirements training policy of Medtek for the year 2012-13 aims to ensure that 1. All new members of staff receive an induction training programme that achieves the common company induction standards. 2. Company invests in training that helps to meet its goals of providing a quality service, which are achieved by increasing the knowledge and skills and competencies of its staff to meet the needs of quality service standards set. 3. All staff has  an annual appraisal which, amongst other matters, reviews all training undertaken and sets goals for the coming year based on the individual training needs assessment. 4. All staff are provided with an annual personal training file, which they will keep. In the file they include details of all training sessions that they attend. The file should also contain a personal development plan filled in at the same time as the appraisal. The personal development plan contains details of any training opportunities that the member of staff seeks to pursue during the year. At MedTek, Training policy and Training budget got framed by keeping in view of companies annual HR planning and business growth. Keeping in view of companies strengths and weaknesses these three components got designed and in the continuous process slight deviation(more or less) is always there to align with industry and market changes and requirements. Analysis on Training needs Identification and Assessment process: Up on detailed analysis and review Training Identification & Assessment process at MedTek usually happens by following the below steps: 1. Data Gathering: One on One discussion with Managers/ Supervisors/ employees, performance Mgmt software, knowledge/ skill test to the employees, questionnaires etc. 2. Post assessing the need, HR department designs a module defining the purpose of the need, target group, resource person and the deliverables. 3. Defining the deliverables and methodology to measure the deliverables are very critical while identifying the need. 4. Training Need Validation: After identifying the list of training needs, the same will be listed and discussed with functional heads of all departments. During this exercise, the relevance of each training need with the forthcoming financial year and the business requirement to be validated. 5. Training Need Prioritization: The training needs identified will be then categorized as high impact and low impact / high cost and low cost. 6. The deliverables of the training needs which may likely to create High Impact on the business with Low Cost will be given fir st priority. The training needs with High Impact and High Cost will be given 2nd Priority and the training needs with Low Impact and Low Cost will be given 3rd Priority. Review and analysis of 2012-2013 annual Training programs planned & conducted: The training programs conducted on continuous basis for the year 2012-2013 at MedTek.Net are mentioned as below: 1. Induction for new joinees- Technical Training, Behavioral Training, HR induction. 2. Technical Training – To all employees designation wise for knowledge and skill improvement. 3. Management Development Sessions – Workshops for the existing managers and potential employees who are identified for promotions. 4. Soft skills and Personality Development Training programs – For the identified team members of different departments. 5. Sponsoring some training workshops for the identified team members which were conducted outside the company premises. T&D activities which left impact towards improvement & development of both the parties i.e. employees & the organization. Employees: Entry Level: Employees at entry level got highly benefited with induction training program as it includes both soft skills, technical and company policies related training. The best part of this training is each employee after training session will be associated with one senior employee as their mentor for 1 month and on-the job assistance/training will be given to them till they get accommodated with the work life at MedTek. It is the responsibility of the mentor to make the new employee comfortable and feedback from the new employee at the end of the mentorship will be taken and will be added to the performance points of the senior employee. This process got succeeded and is yielding some great results so far. Mid Level: Technical Training and personality development programs are popular in this segment of employees at MedTek. Providing mentorship to new employees is also popular as it inculcates self learning process and adds performance points. Proof Readers and Quality Controllers generally comes in to the segment of mid level employees at MedTek. They need high technical knowledge  and skill as they are responsible for the final delivery of report to the clients. Therefore self learning technique and technical training plays a great role for their knowledge and skill improvement. Supervisors and Managers: Management Development sessions which got conducted at both indoor and outdoor left a visible impact in their skill development. In the company where stress and pressure rules, these sessions helped a lot for the managers and supervisors to handle the team members and stress. Organization: As an organization MedTek is able to see advantages in various ways as below: Performance of new recruits got improved and are delivering their full capacity of performance. Quality standard got improved and are getting some good satisfaction mails from the clients about the quality and TAT (Turn Around Time). Management sessions helped the organization to polish and train the employees who are identified to elevate for the next level mgmt positions at different levels. Overall on a note of conclusion, training programs which got implemented are able to deliver clear return on investment for both employees and organization. The success rate is clearly visible and is encouraging for both HR department and management to continue the training programs in a more effective manner for the growth of organization Analysis of T&D evaluation techniques up on which the organization is relying in terms of measuring the outcomes of the T & D programs implemented & planned. At MedTek, training evaluation is done keeping in view of five main elements as mentioned below: Satisfaction and participant reaction, with the help of questionnaires and random one on one discussion. MedTek, also has internal portal where the participants can post their feedback wrt training sessions attended. Knowledge acquisition- This can be evaluated by the scores they get in the technical tests which are conducted very often in the office premises.  Behavioral application – This can be observed eventually and often immediate supervisors or mentors are responsible for recording any change in their behavioral aspects during the course of time. Return on investment (ROI) – Each individual performance in terms of increase in number of minutes they process can be considered to evaluate ROI. Measurable business improvement – Improvement in all four parameters collectively contribute towards business improvement. Keeping in view of the above five elements, below mentioned evaluation techniques are often used at MedTek. 1. Kirkpatrick’s training evaluation model. 2. Robert O Brinkerhoff- The Success Case method 3. The IPO model (Input, Process, Output) 4. Jack Philips Return On Investment HR department pick a combination of one or two from the above models for evaluation process and the evaluation process happen in 3 phases; Pre Training, During the training and Post Training. Results of training evaluation are submitted to senior management and some points of evaluation are accessible to employees as well through portal. Project outputs Management of MedTek.Net is very keen about this project as it gives an opportunity to analyze the entire process of T & D processes we have been conducting every year. It gave an opportunity to observe, compare and study T&D processes and systems other competitors are practicing in the industry. Below are few outputs so far turned up in the project. 1. Because of budget constraints they have challenges in hiring the no’s they require and this could effect the effective HR planning. HR department need to come up with some new strategies to fulfill the requirement of manpower with in the budget. MedTeK HR department was able to succeed so far but, in order to survive for long term they have to plan some strong strategies which can help them for some good no of years. 2. Employees at MedTek are happy with the training programs going on in the company when compared to some of the fellow companies from the same industry. 3. The challenge for both  employees and HR dept is volume fluctuation. The amount of work that they get on any day is often fluctuating and this could really affect the training schedules planned. For HR dept it is a challenging task, as they need to make the employees still connect with the training programs and need to constantly motivate them on this regard. 4. Management wants cost effective hiring or less hiring with out increasing operational costs but operations team demands more head count. 5. So far during the project, we have observed that support departments of the organization like Finance & Accounts, Admin, IT help desk are not getting their fair share of training as the always got mobbed up with work and they are the most stressed out team members in the organization. 6. Post evaluation after evaluating employees performance periodically it is really becoming tough for the HR department to plan for successive training programs for the employees those who are in need of because of the tight work schedules. 7. Time and money are the game pla yers at MedTek when it comes to T&D activities. Both management and employees see the value addition of T&D activities but they want it to be done with in the time frame and budget so that these activities would not affect work and budget stretch. Key Issues addressed 1. As we have observed above both management and employees shows interest towards T&D activities but with in the time frame and budget. On this regard, HR department had a discussion with Management about the long term benefits of T&D activities and tried to enlighten them how and what kind of remarkable changes it can bring to the improvement of business in a more effective manner. 2. HR department also highlighted the importance of hiring few more team members for support teams like Accounts & Finance, admin, IT helpdesk etc and advantages of training them in them which can bring a spearhead change in the way they are operating so far. 3. As it is emergency the temporary or time being strategy for hiring after discussing with managers and senior level mgmt, HR dept gave the options as below. a. Providing more work from home options there by reducing operational costs and paying salary as per the performance i.e. no of minutes processed per month by a resource. b. Recruiting and training fresher’s and making them  ready by the time projects comes in as per the business forecast (In health care industry fresher’s usually get paid only after completing the training). c. Encouraging and motivating existing employees for processing more no of minutes and paying incentives for the extra minutes they process. 4. But, for many concerns at MedTek, hiring more team members is the single answer. But considering the concerns of budget, market conditions and business growth plans, MedTek has to consider the plan of hiring in slow pace (for experienced) and hiring fresher’s at good number and making them job ready with in the short period which really cuts the budget to a greater extent. Impact of the Project 1. The project did really give us enough reason to actually audit entire HRD aspects of the organization which we delayed because of some noted business reasons. 2. It throws light on many aspects which we need to work on for the betterment of both organization and employees success. 3. We are able to clearly figure out the strengths and weaknesses from HR point of view and started working on them in no time. Future Direction of the project We are in the final & crucial phase of completing this project. It will take couple of weeks to draw the final and more detailed analysis of the entire work we have done so far during this project tenure. We are left with Section D analysis which has been carrying out simultaneously and will be finished at the earliest. With the support of my guide we can submit the final version by the 3rd week of October.

Racism in the Sports Pages Essay - 2112 Words

September 1, 1955: The African-American Absence The 1950s saw the birth of rock and roll and the explosion of television sitcoms. The decade was also marked by the influx of African-American athletes into the sporting world following Jackie Robinsons debut for the Brooklyn Dodgers in 1947. However, one would not realize the significance of African-Americans in athletics by reading sports pages during the 1950s. The athletic achievements of African-Americans were often doomed to the latter pages of sports sections in favor of advertisements and routine sports articles. The San Francisco Chronicle is guilty of hiding the impact of African-Americans in sports, reflecting a lack of racial tolerance. It can be said that†¦show more content†¦The school missed the boat the first time around, as Jackie Robinson, himself, lettered in football for the Bruins. He was a star on the team as a running back and from all reports was a man of great character, yet was passed over when it came time to elect the captain of the team. Hardiman Cureton, a decade later, had more luck than Robinson. He must have been ecstatic to be elected captain. However, to be called a Negro in the headline of an article written about an honor bestowed upon him must have felt like a slap in the face. Or maybe it didnt. Maybe he expected to be called a Negro because it was commonplace in 1950s American society. The San Francisco Chronicle certainly portrayed it as such. The fact that this article even needed to be written says a lot about American society as a whole. Nowadays, it is fairly uncommon to find a college football team without a black captain. Back in 1955, the naming of a black captain was news. Maybe it was not news that people had an interest in reading, as evidenced by the articles short length and less than ideal page placement. If it truly meant a great amount to the readers or writers of the San Francisco Chronicle, the sports editor probably would have placed it on the front page of his section. Although this story might not have been deemed front-page material like articles onShow MoreRelatedRacism in Sports Essay1662 Words   |  7 PagesRacism in Sports Racism is a belief that people of different races have different qualities and abilities, and that some races are inherently superior or in inferior. Racism in the form of discrimination persists in society. Racism in sports occurs in both team and individual sports around the world. Sports itself does not induce racism. Sports are meant to be a colorblind activity that adheres to the notion of fair play. Racism in sports is a problem which manifest around the world. 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