Global Warming Essay Example | Topics and Well Written Essays - 1000 words - 7

An unnatural weather change - Essay Example It was alluded to carbon dioxide, methane, water fume, exhilarant gas, freon gas, and so on. During the intergovernmental meeting in Madrid in 1995 UN broadcasted a dangerous atmospheric devation to be a logical reality. All things considered, these days there is a major number of good researchers preventing the danger from claiming a dangerous atmospheric devation and demonstrating such a huge scope issue to be only an incredible perplexity, or possibly a distortion. The hypothesis of an Earth-wide temperature boost comes down to the sentiment that the expansion of centralization of carbon dioxide noticeable all around would fundamentally cause the barometrical temperature rise, earth surface and water warming. The protectors of this hypothesis believe anthropogenic factor to be its fundamental idiosyncrasy. A colossal measure of industrial facilities, plants, cars infuse carbon dioxide into the climate, which causes various calamities around the entire world. Quakes, floods, waves, tornados, and numerous other cataclysmic events might be considered as an outcome of an unnatural weather change. The hypothesis of a dangerous atmospheric devation picked up its overall reputation by virtue of previous VP of the US Albert Gore. After the destruction at political race in 2000, he guided his endeavors to open movement associated with the examinations of a worldwide temperature alteration. In 2007 he was granted with two Oscars for his film An Inconvenient Truth, outlining beforehand obscure realities about an Earth-wide temperature boost. This film went to hugy affect the demeanor towards this issue. Carnage got a Nobel Prize for natural security and the examination of environmental change issue. His name went to be an equivalent word of the assurance of nature and an unnatural weather change control. One more thing he figured out how to get was the positive open picture. By the by, the hypothesis of an Earth-wide temperature boost has confronted a great deal of analysis. An extraordinary number of researchers prevent the impact from claiming CO2 on temperature. A renowned American climatologist

Affirmative Action Essay Example | Topics and Well Written Essays - 750 words - 1

Governmental policy regarding minorities in society - Essay Example Governmental policy regarding minorities in society alludes to solid advances and arrangements that are created and actualized not exclusively to dispense with segregation and preference in work against minorities, yet additionally to endeavor to correct the impacts of separation that occurred ever. Minorities may incorporate any underrepresented gathering, particularly spoke to by race, ethnicity, or sexual orientation. One of the principle motivations behind actualizing governmental policy regarding minorities in society strategies are to address the Constitutional equivalent open door law, which expresses that all the individuals have the inalienable option to rise to access and chance to self advancement and self turn of events. This implied all people reserved the option to work for their gifts and abilities as opposed to being exposed to unfairness based on shading, cast or sexual orientation. There are numerous reasons why associations in this globalizing and regularly creating world should execute Affirmative activity approaches. Making firm strides against bigotry is the obligation of everybody in our general public; in this manner it is a test additionally for the foundations and associations that have a colossal effect to our lives. Components, for example, bigotry and separation go about as obstructions for individuals with incredible mind. Prejudice isn't something that rectifies itself with time it is something that is answerable for itself. The drawbacks to minorities and distinctive sexual orientation and the advantages to white individuals particularly male are given to each succeeding age except if balancing choices are taken. These weaknesses consolidate into authoritative practices which, in spite of the fact that may look impartial and fair-minded, negatively influence these individuals. It has gotten very important to find a way to expel and reward for thes e rude strategies, in any event, when there is no observable oppressive significance. In the event that we don't train our workforce to acknowledge individuals for whom they are and what they can do, we can lose on major inventive information. A

Key concepts Essays - Biometrics, Identification,

Key ideas Hereditary qualities Legacy Science Advancement DNA Presentation Have you at any point seen a kid who looked simply like their dad when the last was more youthful? We can regularly tell that two individuals are connected in light of the fact that they have a few comparable physical attributes, for example, facial highlights or hair shading. This is on the grounds that kids get half of their DNA (hereditary diagrams) from each parent. In any case, shouldn't something be said about something little, for example, fingerprintsare they an acquired characteristic? Fingerprints are utilized to recognize individuals in light of the fact that every individual's fingerprints are one of a kind, yet individuals can have comparative unique finger impression designs. This present Father's Day you could do this movement with your family to examine whether unique mark designs are irregular or impacted by hereditary qualities. You'll have the option to check whether your unique mark design is only one more characteristic that you can thank your dad (and mom) for g iving you. 88582580963 Foundation You began getting your own special fingerprints even before you were conceived! During weeks 10 through 24 of advancement edges structure on the epidermis (peripheral skin layer) of a baby's fingertips. The examples that these edges make on each finger and thumb are known as fingerprints, which are static and don't change with ageso an individual will have similar fingerprints from earliest stages to adulthood. The examples change size, however not shape, as the individual develops. (To show signs of improvement thought of how that functions you can display the adjustment in size by inking your unique finger impression onto an inflatable and afterward exploding the inflatable.) Because every individual has one of a kind fingerprints that don't change over the long haul, these prints can be utilized for ID. For instance, police use fingerprints to decide if a specific individual has been at a wrongdoing scene. In spite of the fact that the specific number, shape and dispersing of the edges changes from individual to individual, fingerprints can be arranged into three general classifications dependent on their example type: circle, curve and whorl. 1114425276225 Materials In any event one sets of guardians and their hereditary son(s) or daughter(s) (The more individuals from the family unit that are accessible, the better the outcomes will be.) Amplifying glass (discretionary) Arrangement Take a gander at certain drawings or photos of the three essential unique finger impression design types: circle, curve and whorl. In a circle design the edges enter from either side, bend up and afterward exit typically from a similar side they entered. In a whorl design the edges are typically roundabout. In a curve design the edges enter from one side, make a little ascent in the inside and exit for the most part on the contrary side. Become acquainted with what the various kinds resemble so you can promptly recognize them. Note that there is some minor departure from these essential sorts, for example, the rose curve, which resembles an all the more forcefully bended form of the run of the mill curve. 1028700142875 Strategy Assemble relatives with the goal that you can take a gander at their fingerprints as a gathering. Each in turn, take a gander at every individual's correct forefinger where their unique mark is. By taking a gander at the example on the finger, portray the example as a whorl, curve or circle. You could utilize an amplifying glass to take a gander at their finger all the more intently. What sort of unique mark design do they have? Take a gander at the unique mark example of other relatives, each in turn, and describe each as one of the three fundamental examples. What sort of unique finger impression designs do other relatives have? Do you see any patterns? Generally, does it seem as though unique finger impression designs are acquired? At the end of the day, did kin for the most part have a similar unique mark design and did individuals share unique mark designs for all intents and purpose with their folks? There is a legacy segment to unique finger impression designs yet the hereditary qualities of how they are acquired are muddled. (Different qualities are included.) Fingerprints are likewise influenced by an individual's situation while creating in the belly. Along these lines, you may have seen a few instances of unique mark designs likely being acquired, (for example, a child or potentially little girl having a similar example type as their dad). Yet, this might not have consistently been the situation for people you know to be firmly related. To all the more plainly perceive how unique mark designs are acquired, you would need to utilize a

Master of Your Domain - Literature Essay Samples

Daniel Defoe shipwrecks Robinson Crusoe on a deserted island, leaving him stranded for twenty-eight years. Rather than succumb to his primal urges and animal tendencies while alone, Crusoe maintains his humanity by establishing dominance over his island surroundings. Crusoes ability to adapt juxtaposes the unvarying nature of the islands animals and cannibals. However, Crusoes isolation on the desert island is not Defoes first example of human mastery. Early in the story, after being captured by the Turkish Rover of Sallee, Crusoe plans and executes a daring escape from slavery (17). His flight represents Defoes introduction of adaptability, and Crusoes dominance over Xury illustrates mastery. When Crusoe analyzes his survival of the shipwreck, he is distraught by his isolation, but also thankful for his survival. Similarly, Crusoe has the good fortune of being chosen as a prize by the Captain of Sallee. While he does not feel lucky as he enters servitude, the alternative of being c arried up the Country to the Emperors Court to probable death is most definitely less desirable (17). Admittedly, Crusoe feels perfectly overwhelmed, and as if the Hand of Heaven had overtaken me, and I was undone without redemption(17). Crusoes pessimism is understandable and fundamentally human. After all, no one can consistently maintain Odysseus-like optimism.Crusoes attitude soon shifts away from negativity, after being enslaved, as he surveys his situation and begins to adapt; I meditated nothing but my Escape (18). First, he hopes that he [Captain] would take me with him when he went to Sea again, believing that it would some time or other be his Fate to be taken by a Spanish or Portugal Man of War; and that then I should be set at Liberty (17). When Crusoe is left on Shoar to look after his little Garden, he begins to contrive different escape schemes (18). For two years, no method seemed to have any probability of success until the Captain entrusts Crusoe with the responsib ility of fishing offshore in a Longboat equipped with a Compass and provision (19). When Crusoe is deployed in the fully stocked Longboat, with only a Moor and the slave Xury, Crusoes Notions of Deliverance darted into my Thoughts (20). He sneaks provisions and tools onto the boat, and then pushes the Moor overboard once far from shore. Crusoe, who had been passive and dependant until this point, immediately transforms into a risk-taking and assertive man, willing to shoot you [Moor] thro the Head if the Moor does not swim back and allow Crusoe to escape (21).With the Moor overboard, Xury is the only remaining obstacle. Crusoes options include pushing Xury into the water, embracing him as a companion, or confining him to servitude. He chooses the latter, threatening to throw you into the Sea, if Xury does not stroak your face to be true to me (21). In response, Xury swore to be faithful to me, and go all over the World with me, thus clearly defining their master-slave relationship (21). Defoe uses Crusoes formation of racial dominance to reiterate human adaptability. Furthermore, the ease with which Crusoe imposes servitude on Xury sets a precedent for the virtual enslavement of Friday later in the story. However, Crusoes relationship with Xury, and later Friday, does not easily fit a black or white color binary because Crusoe regresses from his racist mindset and embraces companionship. Here, companionship is an adaptation. When conversing about the dangers of lions with Xury, Crusoe remarks, I was glad to see the Boy so cheerful, and I gave him a Dram (22). Later, when Xury offers to risk his life gathering much-needed water, Crusoe notes that The Boy answerd me with so much Affection that made me love him ever after (23). Crusoes embrace of Xury seems commonplace to the modern reader desensitized to racial equality, but the affection Crusoe feels for Xury, and later Friday, serves to criticize and transcend the racial barriers of Defoes time. Crusoes affec tionate but semi-dominant interaction with Xury is also unchanging, even when adaptation to nature is necessary. When a dreadful Monster on the side of that Hillock fast asleep is spotted, Crusoe orders that Xury go on shore and kill him (25). Xury timidly responds, Me Kill! He eat me at one Mouth (25). Crusoe acquiesces and shoots the monstrous lion himself, again asserting his primacy. Choosing to kill the lion also demonstrates adaptation, and the kindness to Xury shows compassion. Later in the story, when Crusoe first takes Friday as a companion, he knowingly sacrifices a permanent portion of his food supply. This sacrifice of food is a parallel to Crusoes aforementioned kindness to Xury. Even though he is not necessarily dependent on Xury, Crusoes compassion outweighs his survival instinct.Finally, after weeks of sailing on their makeshift boat, Xury catches sight of a ship and yells, Master, Master, a Ship with a Sail (29). When Crusoe identifies the ship as Portuguese, he res olves to speak with them if possible (30). However, the two boats are too far apart. Crusoe adapts by using his Patroons Antient as a Signal of distress, and fird a Gun, both which they saw (30). Thinking that Crusoes boat is some European Boat, which as they supposed must belong to some Ship that was lost, the Portuguese ship waits (30). After telling their story, Crusoe and Xury are saved. Because Crusoe is master over all that is on his ship, including Xury, he offers everything as a Return for my Deliverance, but the captain refuses the gift (30). Piece by piece, the captain generously purchases Crusoes belongings. When he offers 60 Pieces of Eight more for my Boy Xury, Crusoe is very loath to sell the poor Boys Liberty (31). For Crusoe, Xurys sale is a dilemma because he has compassion for his slave. Taking the money would improve his situation, but would also mean losing a friend. In the end, Crusoes dominant nature overtakes his compassion for Xury, and he sells Xury.Crusoes escape from the Sallee Rover, his survival in foreign waters, and his eventual deliverance by the Portuguese ship all demonstrate his mastery over his environment. His adaptation in the face of adversity foreshadows his eventual mastery of the deserted island. While Robinson Crusoe will always be remembered for the footprint in the sand and Crusoes mastery of the island, it is clear that Defoe established these themes of adaptation and dominance early in the story and carried them throughout.

Manufacturing Change at GM An appraisal of Kurt...

Introduction Bringing about change in an organization is an extremely difficult task especially if it is at every level in the organization. Various methods and models of change have been formulated of which one of the most important method being Kurt Lewin’s 3-step model of change. Organizations change continually whether or not the people in the organization want the change to happen. In some cases the change may be planned while in some other the change will be unplanned (Kuriger, 2004). Bringing about change in an organization is not easy as there are many agents that can resist the process of change. Whenever the management tries to bring about a change in the organization as part of restructuring in the organization, one of the†¦show more content†¦Change Change is the stage of implementation where the various activities associated with change happen. The process of change starts when people in the organization have opened up their minds to bring about certain change initiatives (Burke et. al, 2008). When one person in the organization takes steps to bring about change it will spread to other part of the organization as well. In the change process there will be steps taken to build up the strength and motivation of the employees. Also the change agents will try to inculcate new behavior, attitude, model of work etc. that best suit the requirement of change. Most of the time people are afraid as there is little uncertainty in what was going to happen. At this stage employees will have to take up new responsibilities and tasks different from what they have been doing till now (Barling Cooper, 2008). In the case of GM plant the plant manager brought about the most important change by taking up the responsibility of the plant. Before, the plant was monitored by various managers like production manager, control manager, maintenance manager, manager associated with quality etc. who reported individually to the main office. This resulted in lack of co-ordination and control which were later on solved and then the plant was run according to the plant manager’s idea and total

Student Satisfaction With The School Of Public Service At...

Introduction The topic chosen to analyze in this needs assessment is student satisfaction with the School of Public Service at DePaul University (SPS). The needs assessment will consist of eight main sections; defining the problem, determining users and uses, identifying the target population, describing the service environment, discerning and assessing the needs of the organization respectively, communicating the findings, and implementing a pilot program. Defining the problem The problems identified from this needs analysis derived from the examination of the Spring 2015 Student Survey and identifying the service environment of the School of Public Service. Ninety-two respondents responded to the survey and four of those respondents failed to complete the survey.The problem the School of Public Service we are examining is lack of student satisfaction in SPS. Student satisfaction will be define through the extent students are willing to recommend SPS to prospective students, create relationships with Faculty Mentors, and use resources from Depaul University for guidance on employment. Student’s satisfaction with the program comes hand in hand with how likely students are to recommend SPS to future students. Twenty-nine noted they would strongly recommend the program, thirty two mentioned they would recommend the program, twenty-four students said they would recommend the program, with some reservations, three students would not recommend the program (Einolf,Show MoreRelatedProject Mgmt296381 Words   |  1186 PagesManagement, Eighth Edition Cachon and Terwiesch, Matching Supply with Demand: An Introduction to Operations Management, Second Edition Finch, Interactive Models for Operations and Supply Chain Management, First Edition Fitzsimmons and Fitzsimmons, Service Management: Operations, Strategy, Information Technology, Seventh Edition Gehrlein, Operations Management Cases, First Edition Harrison and Samson, Technology Management, First Edition Hayen, SAP R/3 Enterprise Software: An Introduction, First Edition

Use Of Strategic Approach to Human Resource Development

Question: Identify and explain how the company can adopt a more strategic approach to Human Resource Development, using the HRD Cycle, ensuring you demonstrate how the HRD Cycle could be applied to the company in this scenario. Analyse the strengths and weaknesses of the company using an off-the-shelf strategic HRD solution such as the Investors in People standard, and identify problems that might arise during implementation. Identify, explain and analyse the design options available for managing the companys Human Resource Development function. The structure of the report should be as follows; summary, introduction, body (research, analysis of findings), conclusion, recommendations, references and appendices. Answer: Introduction This report critically evaluates theories of developing human resources within the organization. Concerning, it discusses the applications of more strategic approach through the HRD cycle within the company in the given scenario. At the same time, this report also analyses the strengths and weaknesses of the company by applying an off-the-shelf strategic HRD solution and identifies the challenges during its implementation. In addition, it also evaluates the design options that can be helpful to manage the organizations HRD function. Use of strategic approach (the HRD Cycle) From the scenario of Kidsgrove Electronics Ltd, it is determined that company is losing its competitiveness in terms of employees performance and high standards of collective performance. Due to increasing business expansion, there is a need for the firm to upgrade skills and knowledge of its employees to maintain the latest developments in design and manufacturing processes with high-quality production. In order to maintain the competitive position, the company can use a more strategic approach by using Human Resource Development (HRD) cycle to enhance the skills and competencies of the employees to provide the quality products as per the market trends (Swart, et al, 2012). The below figure shows the HRD Cycle that can be useful to apply more strategic approach for developing employees' competitiveness: Figure 1: HRD Cycle The HRD cycle includes four phases in developing HRD interventions that lead to learning and development, career growth opportunities and organizational effectiveness. These phases are described as below: Identifying learning/HRD needs: It is essential for the company to identify the learning needs at different levels including strategic, operational and personal level to compete in the market. In order to determine the HRD needs, company requires for conducting the survey over the employees to recognize the common points related to skill gaps and design the HRD programmes accordingly. The main motive behind the recognition of training needs is to develop career opportunities for the employees and contribute to organizational development. Regarding this, behavioural learning theory also suggests that there is a need to conduct HRD programmes for the development of a required behaviour by the employees at the workplace (O'Grady, 2013). Therefore, it is required for the company to provide positive stimuli in the form of training to shape the behaviour of the employees. There may be different learning needs of the employees due to differences in their skill levels and potential. Due to this, it is crucial for the compa ny to determine these learning needs. In this need assessment, the company needs to analyze HRD needs at four levels such as organizational needs, individual skills, knowledge and attitudes and functional responsibilities and needs of the department. Generally, firms focus on individual skills of the employees that do not provide a better view of the need assessment. The conventional methods to identify the learning needs are surveys through interviews and questionnaires, observations, and focus groups to gather information related to skills gaps in employees. Apart from this, root-cause analysis can be used by the company to identify the HRD needs by recognizing the root cause of the problem identified within the organization or department (Truss, Mankin and Kelliher, 2012). In addition, some other complex methods such as informal feedback, performance appraisals, etc. can also be conducted to get the information related to employees performance and skill levels and determine HRD needs. Designing HRD programmes: In this, the company can focus on a two-level HRD process including training interventions and work-based activities. In designing of HRD programmes, it is essential for the company to focus on personal aspects of the employees due to their impact on their learning needs and requirements. Similarly, the humanistic theory of learning also holds that personal considerations and emotions play a significant role in learning and have a considerable impact on the adoption of new changes in knowledge state of learners (Wilton, 2010). In this stage of HRD cycle, the company needs to consider learning strategies, learning outcomes, which have to be achieved and the learners. The below figure shows the process of designing of HRD programmes: Figure 2: Designing of HRD programmes After analyzing the HRD needs, the company requires for determining clear objectives related to improvement in personal and collective performance as a company with high-quality production. For designing of HRD programmes, an internal expertise or outsourced external training provider is deployed by HR professional. In planning and design in HRD, training provider develops lesson plans and selects the suitable training delivery methods. The lesson plan helps to determine the actual delivery of the training content including purchasing of training content or designing of training content by the organization (Saks, Haccoun and Belcourt, 2010). It is also essential for the company to frequently update and review the training materials. Finally, a proper schedule needs to be settled with the consideration of the availability of both trainer and participants. In addition, the budgeting is also a significant element of designing of HRD programmes. Delivering HRD programmes: This is the third stage of HRD cycle that emphasizes the provision of HRD programme, the level of employees, training providers and methods of HRD programme delivery. In the provision of HRD programme, there is a need to emphasize on training in new technologies to meet the global quality standards and keep advancement in technologies. This training programme is provided to the employees of Kidsgrove Electronics Ltd on the request by the top management. After need assessment, it is determined that there is a need to conduct HRD programme for the personal and professional development of the employees to achieve higher productivity (Pritchard, 2013). At the same time, it is also crucial to ensure the execution of HRD programme for all level of employees with equal levels of training. A theory of equity deals with equity of rights and train and pay irrespective of any attribution or the personality factors. According to this concept, the management would be able to train the people towa rds the organization if it employs a fair system of HRD in the organization. Figure 3: Delivery of HRD programme Apart from this, it is required for the company to deliver HRD programme to its employees through internal and external training providers or consultants. In last, different delivery methods of HRD programmes such as audio conferencing, virtual reality, etc. can be used to provide training material to the employees. Apart from this, other methods of HRD programme delivery such as problem-based learning, fieldwork analysis, job rotation, mentorship, etc. can also be preferred as on-the-job training methods without disturbing the work schedule and organizational performance at different locations in order to enhance employees knowledge and skills (Karve, 2013). At the same time, off-the-job training method such as classroom is used outside the workplace through lectures and instructions that are not suitable for companys various international locations. In such condition, on-the-job training programmes can be effective to develop the intellectual skills. Evaluating HRD programmes: It is the final stage of HRD cycle that helps to measure the reactions of the employees on HRD programmes, the level of learning acquisition, employees' behaviour and knowledge transfer and financial outcomes related to HRD programmes. Reactions can be related to trainer, method of training delivery and interest of training contents (Hill and Jones, 2012). At the same time, the returns on investment on HRD programmes can be measured in terms of their financial returns and benefits. Figure 4: Evaluation of HRD programme For this, comparative analysis can be conducted to compare the performance of the employees prior and post of the execution of HRD programme. At the same time, other methods such as interviews with learners, feedback, tests, performance appraisals, observations and self-assessment can be useful to evaluate the effectiveness of HRD programmes. Strengths and weaknesses of an off-the-shelf strategic HRD solution An off-the-shelf strategic HRD solution such as the investors in people standard (IIP) is a business improvement tool that is helpful to improve the organizational [performance through its people. There are three models of IIP namely leadership, recruitment and selection and work life balance that can be used to develop organizational people by setting performance benchmark against a recognized standard. One of the strengths of using IIP is to develop strategic understanding about people development that helps to determine proper strategies and policies according to development needs of people (Ranken, 2010). At the same time, IIP is also effective to think about the development of employees in the organization. Figure 5: Impact of IIP on organizational performance (Source: Bourne, et al, 2008) Apart from this, it also helps to clarify the link between HRD and organizational performance over a flexible time frame. Additionally, it is also effective to get directions for improving staff management, motivation, satisfaction and access to training. It is inclusive in nature that helps to involve all people in any capacity including consultants, volunteers, part-time, full-time, temporary and permanent. It provides the ability to review the progress at a regular level to make continuous improvements in HRD. In support of this, Human Capital Theory (HCT) also concludes that the investment in human capital is effective for the organizations to achieve greater outputs (Hill and Jones, 2012). But, off-the-shelf strategic HRD solution such as IIP has some weaknesses such as high-cost, time-consuming and high energy required. During execution of IIP, there might be some problems such as time consumption because it takes time to explain organizational aims and enhance the people participation and contribution in organizational performance and execute the plans and achieve the outcomes (Nickson, 2013). The requirement of high energy might also be a significant problem for the company to execute IIP because there is geographically and culturally diverse workforce as the company will require for changing the organizational culture. It might be difficult for the company to invest in its human capital due to diversified workforce at geographical level and cultural level. It is because all the employees located at different locations have differences in their cultural background that has a significant influence on their views and attitudes. Due to differences in views and attitudes in the diversified workforce, it may be challenging for the HR managers to execute the HR policies and strategies to enhance their performance level (Mulvie, 2015). On the other hand, the company might face problems related to high cost arise during implementation of IIP because it requires high costs of assessment, training and support to the employees for developing understanding about the ways to achieve the standard. Design options for the management of HRD function There are several design options such as centralized training, decentralized training, customer model, matrix model that are available for the company to manage the HRD function. Regarding, centralized training design is effective to locate the resources and professionals primarily in one location and make decisions related to HRD programmes from that location. However, the company focuses on decentralized training design due to being located at different locations across the world. But, the use of centralized training design can be beneficial for the company to allocate ownership of training to one organization and removal, variation and duplication in any HRD programme (Delahaye, 2015). Through this, it can be ensured that the skills are adopted across the company and adopt a common set of metrics and scorecards to evaluate the training effectiveness. Apart from this, this training design can be helpful to reduce the cost of HRD and maintain consistency and standardization of train ing being delivered to enhance the learning of the employees and develop HR effectively. But, it may be difficult for trainers to make adjustments instantly due to the requirement for getting permission from the central authority. Apart from this, it is also challenging for the trainers to provide feedback in centralized training design due to isolation from the employees. At the same time, customer model can be another design for managing HRD function appropriately. According to this model, HRD department is responsible for HRD needs of one division or function of the company. For example, if the company wants to enhance the productivity of the employees and organizational performance, then there is a need for the HRD department to focus on the fulfilment of skill gap of the production department to enhance the production efficiency of the employees. Matrix model can also be effective for managing the HRD function effectively. In this design option, it is crucial for trainers to report both training manager and manager in the functional department (Mulvie, 2015). Therefore, the trainer has to fulfil the responsibilities of both a training expert and functional expert. This design is beneficial for the management to ensure that training is linked with the business needs appropriately and develop expertise in trainer regarding particular business functi on. But, it can be time-consuming for the trainers to manage both training department and functional department. On the other hand, the business-embedded model can be another option that can be used by the company to manage HRD function effectively. In this, training is aligned with the business strategy to respond quickly to the customers needs and requirements by providing high-quality products. At the same time, off-the-job and on-the-job designs can also be useful for the company to manage the HRD function in desired way. In on-the-job training, the company can provide HRD programmes to develop the knowledge and proficiency of the employees in a practical way, while facing actual working situations. This design is beneficial to learn in a simple way by performing training activities during the job and generate immediate productivity and quick learning. But, this design can create the workload and increase stress affecting the quality of the performance and organizational effectiveness (Brennan, 2013). On the other hand, off-the-job training design is conducted through seminars, lectures and e-learning practices that can disturb the normal working routine of the employees and increase the cost of HRD and financial burden on the organization. Conclusion In a conclusive way, it can be stated that HRD as a more effective strategic approach plays a significant role in developing skills and knowledge of the people to make them efficient to produce the improved results within the organization. HRD cycle is executed by identifying the HRD needs, designing, delivering and evaluating HRD programmes. In addition, off-the-shelf strategic HRD solution such as the Investors in People standard is effective for the company to develop proficiency and knowledge of the employees to achieve a specific standard of performance. However, there are some problems such as time consumption, high cost and cultural differences due to the diversified workforce during the execution of such HRD solution. At the same time, there are some design options such as centralized training, business-embedded model, customer model; on-the-job training, off-the-job training designs that may be effective to manage the HRD function. Recommendations In order to determine cost effective HRD solution, it is essential for the company to conduct the cost-benefit analysis that could be effective to save time and reduce the cost of human resource development. Ata the same time, it can be beneficial for Kidsgrove Electronics Ltd to conduct diversity management training programs to manage diversified workforce during execution of the HRD solution. Centralized and business-embedded training design can be useful for the company to better align the business strategy with the HRD objectives and control the issue related to diversity among the employees by developing a common organizational culture for HRD (Amason, 2011). In addition, on-the-job training programs can also be useful to develop practical knowledge without affecting working schedule and productivity of the employees. References Amason, A. (2011) Strategic Management: From Theory to Practice. UK: Routledge. Bourne, et al (2008) The Impact of the Investors in People Standard on People Management Practices and Firm Performance. Available at https://www.som.cranfield.ac.uk/som/dinamic-content/media/CBP/Publications/IIP_Impact_StudyReport_CBP%20080930.pdf (Accessed: 30 March, 2016). Brennan, B. (2013) Human resource development: managing learning and knowledge capital, Studies in Continuing Education, 35(2), pp.260-262. Delahaye, B. (2015)Human resource development. UK: Tilde Publishing. Hill, C. and Jones, G. (2012) Strategic Management Theory: An Integrated Approach. USA: Cengage Learning. Karve, S. (2013) Planning and Organizing Training Events. USA: American Society for Training and Development. Mulvie, A. (2015) The Value of Executive Coaching. UK: Routledge. Nickson, D. (2013) Human Resource Management for Hospitality, Tourism and Events. UK: Routledge. O'Grady, A. (2013) Lifelong Learning: An introductory guide for Education Studies. UK: Routledge. Pritchard, A. (2013) Ways of learning: Learning theories and learning styles in the classroom. UK: Routledge. Ranken, W.B. (2010) Employment 2010. UK: NCVO. Saks, A. M., Haccoun, R. R., and Belcourt, M. (2010) Managing performance through training and development. USA: Cengage Learning. Swart, J., Mann, C., Brown, S., and Price, A. (2012)Human Resource Development. UK: Routledge. Truss, C., Mankin, D., and Kelliher, C. (2012) Strategic human resource management. UK: Oxford University Press. Wilton, N. (2010) An introduction to human resource management. USA: Sage Publications.