System of education of Great Britain free essay sample

1. Arrangement of guidance of Great Britain ( disentangled circuit of guidance of Great Britain ) Beginning school guidance 5-12 mature ages preparative schools 5-7 mature ages of straightforward schools, 7-12 mature ages of a twenty-four hours cut sort ( private ( single ) and territory ) or life experience schools ( as a guideline, private ( single ) ; schools for the male childs, school for the misss, school of joint arrangement Average school guidance 11-18 mature ages. Five compulsory classes for reaction of the confirmation GCSE: Arranged schools and universities of a twenty-four hours cut sort or life experience schools ( private ( single ) and region ) ; School for the male childs, school for the misss, school of joint arrangement ; Testament GCSE ( General Certificate of Secondary Education ) equal of the Russian school-leaving accreditation ; the farther guidance non needfully Sixth classification 1-2 scholarly mature ages for reaction of the confirmation GCE A Level ( General Certificate of Education Advanced Level ) or preparative rates 16-18 mature ages grouped schools and universities of a twenty-four hours cut sort or live-in schools ( private ( single ) and area ) ; School for the male childs, school for the misss, school of joint planning ; the confirmation GCE A Level or recognition about the termination ( stoping ) of preliminary rates fundamental status for gathering in secondary school the Further guidance 2-year s readiness in private ( single ) or territory school or establishment on one of scholastic or expert specialties ; Gathering of the maximal national sheepskin HND ( Higher National Diploma ) Maximum guidance 3-4 mature ages creating on twenty-four hours cut development of school, polytechnic establishment or college on one of the scholastic or expert plans ; Gathering of an evaluation of the unmarried man Maximum guidance 1-2 mature ages of review on twenty-four hours cut region of polytechnic foundation or college, including planning or exploration occupation and security of the sheepskin ; Gathering of an evaluation of the Foreman Maximum guidance 1-3 mature ages of free exploration occupation at college under the method of the teachers, insurance of the postulation ; Gathering of an evaluation of the doctor. We will compose a custom article test on Arrangement of training of Great Britain or on the other hand any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Anyway amazingly the British guidance known to mankind, anyway in the middle of 1950ss was valued. The specialists of Great Britain has started change All framework, from a straightforward school up to secondary school. Entirely this change is non finished and to this twenty-four hours. In outcome today in the express a few kinds of secondary schools calmly coincide, for outline. The basal instructive lower limit is authoritatively fixed which ought to be given by ( with ) any school is non reliant on a sort and plans of readiness. Required auxiliary guidance ( kids other than is concentrate till 15-16 of mature ages ) , and this mandatory guidance for nothing out of pocket. The alumnuss of secondary schools pass examinations and, each piece great as our Russian students, get preeminent in life the confirmation GCSE, by and by as against the Russian equal GCSE does non give the option to move in secondary schools. After that the juvenile individuals show up before a pick either to search for occupation, or to proceed to break down. The old arrangement of secondary schools was spared in certain nations of an open country. Here after termination ( stoping ) a straightforward school by results of preliminary. Assessments kids are appropriated ( designated ) for three sorts of secondary schools most skilled act specifically school, others direct or to capable schools, or in present day school. At mean capable schools is given general instructive, general capable and starting proficient readiness. The advanced school was so is named in light of the fact that in the basal arrangement of creating there were no antiquated phonetic correspondences ( Latin and old Greek ) , were shown just present day. At these schools the standard optional guidance is given, however the significant part of the arrangement is made by ( with ) down to earth work ( businesss ) . At once after go forthing school the alumnuss in a general sense follow up on occupation. The revamping of secondary school has come about that in enormous metropoliss the mind boggling schools for kids from 11 stone dirt 18 mature ages have showed up. About it will be in thing told in the section committed secondary school. Secondary school covering by examinations GCSE, five mature ages. The individuals who is making a trip to encourage to move in secondary school, should stop the sixth classification and base on balls investigation on the affirmation GCE A Level # 8211 ; general ( basic ) accreditation on the significant instructive degree. In the event that to contrast our arrangement of guidance with English, the affirmation GCE A Level truly relates ( meets ) to the papers on the lapse ( stoping ) of preliminary paces of secondary school, in which you are making a trip to move. The footings the sixth class and the plans of an And degree are in Great Britain ostensible and name the various plans and rates convey oning to gathering GCE A Level. For gathering in second ary schools in Great Britain other than schools there are universities of the sixth class, more youthful two-year universities and it is straightforward universities, in which Teach non only broad instructive subjects of the sixth classification, yet close to proficient subjects. After the confirmation GCE A Level is gotten, before the youthful individuals the farther and maximal guidance is loosened. The term maximal guidance worries to the plans, which reason grant of an evaluation of the unmarried man, boss or specialist. The Further guidance of a scholastic evaluation does non give, it, as a guideline, proficient planning. The pace of the farther arrangement is done by examinations and reaction of the maximal national sheepskin HND. In the field of professional building up the sheepskin given by one of three expert commissions are generally secured: CGLI ( City and Guilds of London Institute ) , RSA ( Royal Society of Arts ) , BTEC ( Business and Technical Education Council ) . Numerous universities and organizations are approved to give out the sheepskin in the interest of one of these three commissions. Other instructive foundations give out or ain sheepskin and accreditations, or sheepskin of other examination commissions. The sheepskin HND is of import for having by the 1 who is heading out to at once to get down occupation on the chosen specialty and is non making a trip to be ensured on an evaluation of the unmarried man. From the purpose of position of expert calling, this sheepskin permits to advance on an assistance inside the limits of the mean capable or more youthful managerial leading group of house. Other than holding this sheepskin, it is conceivable to come in college ( if no different are persuaded of need of maximal guidance ) , and to get down creating at once from the second rate. Maximal guidance the Englishmen get in schools, polytechnic establishments and colleges. After 3-4 mature ages of overview on twenty-four hours cut branch the youngster gets an evaluation of the unmarried man. Having this evaluation, it is conceivable to number on a decent station in a non-creation segment or mean regulatory board private ( single ) or state-possessed house, at the modern undertaking, or to o pen ain private ( single ) design ( for doctors and attorneies ) . The evaluation of the unmarried man does the trick for certain exchanges, and farther guidance it is non required. Yet, for the main part of strong points the evaluation of the central opens considerably more possibilities. For outline, holding the unmarried man s evaluation of clinical strength, it is conceivable to work in facility or to hold minimal private ( single ) design. In any case, to head development in any hospital or even the entire facility, the sheepskin of the boss is important for extension of private ( single ) design. The evaluation of the boss about relates ( meets ) to our sheepskin about maximal guidance, and grade of the doctor evaluation of the campaigner of logical trains in Russia. What might be compared to an evaluation of the doctor of logical trains in Great Britain does non be. There is a figure ( line ) of general ( basic ) of import qualities, trademark for all colleges. Every one of them fitting ( give ) ain evaluations. Everybody have the vague requests at reaction on creating under the arrangement of the unmarried man. The large colleges, for example, London inside themselves are partitioned into schools. These schools are a segment of college and give guidance on the specific strength. Independently in development of college the schools practicing on preparing of the contestants to recognize on the fundamental plans ( modules ) of college, improvement of expert achievement of the specialists, learning of English semantic correspondence for the outsiders are allotted. The little co lleges are partitioned into modules, and the name of schools is appropriated ( offered ) to preparative developments and phonetic correspondence paces of the large colleges. Polytechnic foundations. The arrangement of polytechnic establishments plants in equal college. Under the position all foundations are autonomous instructive organizations. They suitable ( give ) the sheepskin and grades for its ain sake or in the interest of the national approved Advice ( gathering ) CNAA. On numerous parametric amounts these establishments are extremely like colleges, yet have a figure ( line ) of contrasts. The greater part of import: in polytechnic organization it is conceivable to break down more extensive range of rates, than it is essential on the picked strong point. The second trademark is the semi-yearly or one-year class occupation on a strong point which is done in one of the business or mechanical organizations. Similarly great a

The Duke and the Dauphin Essay Example for Free

The Duke and the Dauphin Essay The Adventures of Huckleberry Finn, two conmen called the duke and the dauphin (or the ruler) continually mess up Huck and Jim. In spite of the fact that many state these two characters debilitate the general plot, they are entirely significant factor in the plot of the story and help move things along. At the point when Huck and Jim initially meet the duke and the lord, they present themselves as a ruined duke of England and the tragically deceased child of King Louis XVI of France. Obviously Huck is sufficiently brilliant to understand the men were cheats and didn’t accept their senseless falsehoods. This is one more case of Huck’s â€Å"street smarts†, for on the off chance that somebody like Tom Sawyer had met them he would have handily accepted the two since it would have been something like the accounts he was so enamored with. As the gathering of four goes down the Mississippi River, they run over the memorial service of a well off man by the name of Richard Wilks. In his will, Wilks left his little fortune to his girl and two English siblings who were reputed not to show up. Obviously with the genuine siblings in all probability not making a trip and heaps of cash lounging around, the duke and the dauphin hop on the chance and plan their next plan. Nearly anybody would concur that their most recent arrangement was very low, in any event, for two extortionists. Huck is amazingly disturbed with their trick saying â€Å"It was sufficient to make a body embarrassed about the human race† (Twain 159). In the event that the duke and the dauphin been a piece of the plot, this trick wouldn’t have occurred and thus the crowd wouldn’t perceive how sympathetic and empathetic Huck truly is. Through the force and reality of The Adventures of Huckleberry Finn, a touch of the entertainment is required and the duke and the ruler are the ideal pair. In spite of the fact that they may appear to have a futile impact in the book, the conmen are really critical to the plot by giving Huck and Jim an explanation behind moving all around and at last to their last goal, however more significantly for drawing out specific attributes in Huck that the crowd might not have seen without the duke and the dauphin.

Happy V-Day

Happy V-Day Today is Valentines Day, the holiday where Americans celebrate love. At MIT, we celebrate the holiday in various fun ways. Of course, couples (yes, there is dating at MIT!) will get all dressed up and venture off to some of the many romantic restaurants and sites in Boston and Cambridge. On campus, theres the Valentines skate (ice skating is an excellent date idea, for those of you who need suggestions), romantic movie screenings (such as Shakespeare in Love), flower sales, and candygrams. One of my favorite Valentines Day traditions at MIT is the serenade. Various MIT performance groups give students the opportunity to buy a serenade for their sweetheart, or friend, or professor. For example, I remember sitting in class my freshman year, listening to a (differential equations?) lecture, when, out of nowhere, come the Muses, MITs all-female a capella group, to serenade some guy in the first row. At the end of the serenade, he was given a rose. The Muses ran off, and the lecture continued. A capella group serenades are probably the most popular. This morning, walking from the subway to my office, I ran into the Logarhythms, MITs all-male a capella group, on their way from one serenade to another. But some of my favorite serenades arent traditional serenades at all. I once was there when Roadkill Buffet, MITs improv comedy troupe (think Whose Line Is It Anyway?) did a hilarious one; I think that was my senior year. You can also get a Shakespearean serenade from the Shake speare Ensemble (if youre having a bad Valentines Day, they also give the option of sending a harsh, anti-love sonnet). Also related to Valentines Day, did you know that those little candy hearts with sayings on them (e.g. Be Mine, Sweet Talk, and, yes, Email me), until 2002 were made at the Cambridge headquarters of NECCO (the New England Confectionery Company), right next to MITs Random Hall dormitory? Ah, many of my finest memories of walking to class in the morning from my dorm were on days when the wind was blowing just right so that youd get a sweet candy smell the entire stroll. Actually, Cambridge was once the center of Americas candy universe, with 32 candy factories (including those for Tootsie Roll, Necco Wafers, and Squirrel Nut Zippers) in the city. Sadly, many of those have moved; NECCO moved to a nearby Boston suburb several years back (its site is now home to Novartis Institutes for BioMedical Research, so while the sweet toothed students are sad, those looking for even more in the way of biomedical internships are quite happy). Tootsie Roll, however, is still made just off MITs campus , and it is a nice treat to smell their candy goodness while walking the streets of our fair city. Finally on the topic of V-Day, Id like to put in a plug for MITs production of the Obie-Award winning play The Vagina Monologues. I know many folks involved with the production of the show, and one of my housemates is featured on pages 78-79 of Eve Enslers new book Vagina Warriors. I know the name of the play and book is somewhat, well, different and challenging for many, but the cause of V-Day is an important one: to stop violence against women and girls. I hope many of you will check out a production in your town this year or at your college next year; it will be produced at 700+ universities this year and in 400 communities. Happy Valentines Day to you and your loved ones!

Advertising And Their Influence On Children - 1516 Words

Ethics in advertising and their influence on children: Introduction Advertising has grown massively due to the expansion of technology and this has transformed the advertising industry. Organisations are spending heavily in advertising to differentiate their brands and cut throat competition among advertising companies is a priority. However, in this race for standing out, advertisers and marketers might overlook the ethical policies. Ethics in advertising has become critical in today’s scandal ridden ere and it affects the practices of human’s lives. Hence ethics is considered most important feature of advertising. Ethical advertising is constantly beneath the scrutiny of the public and shelled with criticism and has been through many moral ethical issues involved in â€Å"fair† advertising. Also, unethical practices may endure to raise question from an ethical standpoint. Advertising can bring either positive results or breed negative influence to its consumers; therefore, it is a vital responsibility of professionals to follow high ethical standards in this industry. There is much of critical concentration on advertising towards children in terms of ethics, whereas it effects to young audience can lead towards certain consumers behaviour, which may result into harmful impact on child’s physical and mental health, one such undesirable consequences of child targeted marketing is obesi ty - so this subject has become important aspect to choose to get more insights on ethicalShow MoreRelatedBrainwashing Youth : How Advertising Influences Children On Gender Images1496 Words   |  6 Pages Brainwashing Youth: How Advertising Influences Children on Gender Images For advertising companies, the topic of advertising to children is one that is very controversial and could lead to a lot of debate on whether it is even ethical to do so. None the less advertisements continue to be aired and targeted towards a particularly vulnerable group: children. At a young age it is a critical time for children. They are not only developing their mental and physical capabilities, but they are also developingRead MoreInfluence of Animated Characters in Tv Advertising Towards Young Children2517 Words   |  11 PagesInfluence of Animated Characters in Television Advertising towards Young Children Literature Review by Eileen van Dulm University of Lethbridge 11/30/2011 1. Introduction On average children between two and five years old spend more than 25 hours a week in front of a TV screen. Children between six and eleven years spend on average 23 hours per week. Children between two and five years old are exposed to more television commercials than older children and 50% of the commercials are being seenRead MoreThe Influence of Advertising1515 Words   |  7 PagesWhat is the Influence of Advertising on our children today? The influence of advertising on our lives, for both our children and us, for many years the influence of advertising has changed. Some people may remember when the advertisements of toy companies were directed at the adults instead of the kids, hoping that the adults might buy the products. Today’s advertisements have changed. Advertisements are more pervasive, sophisticated, and are now aimed directly at getting kids addicted to â€Å"products†Read MoreThe Link Between Food Promotion And Eating Behavior1642 Words   |  7 Pa gesemerging consensus that regulation of food advertising to children is both necessary and achievable. A key factor in this debate has been the publication of the Food Standards Agency s (FSA) review of research into the link between food promotion and eating behaviour in children, undertaken by Professor Gerard Hastings and colleagues at the University of Strathclyde.2 Though the findings are heavily qualified, the authors conclude that advertising to children does have an adverse effect on food preferencesRead MoreThe Correlation Between Television Advertising And Obesity1508 Words   |  7 Pagessignificance of the relationship between Television advertising and obesity. This issue has raised major debates among policy makers, academicians, the public and even marketers themselves. The most commonly used measure of obesity is the Body Mass Index (BMI) and it is calculated by dividing the weight by the square of individual’s height. The Hasting’s review (2003) stat es that a majority of children’s food promotion is conveyed by television advertising, with the majority of such promotions focusingRead MoreThe Obesity Epidemic Of Obesity967 Words   |  4 Pagesconsumer and policymakers. Various health experts maintain the onslaught of advertising and promotion surreptitiously and unfavourably influencing ingestion patterns and food partialities of individuals further complicates the issue. There has been substantial encouragement, which has pressured governments and politicians to implement restrictions on the publicising of unhealthy foods, particularly those targeting children. (Jolly, R. 2011) Researchers of the epidemic of obesity are inclined to emphasiseRead MoreNegative Influence of Advertising1524 Words   |  7 PagesNegative influence of advertising on society Advertising by definition is a paid form of  communication  intended to  persuade  an audience (viewers, readers or listeners) to purchase or take some action upon products, ideas, or services. We are taken  into what the advertisers exactly want us to do - buy their products. Advertisements in themselves are not bad. They do perform an important  role in the society and that is the promotion of products and services  so that people will become aware ofRead MoreThe Media And Its Effects On Teen And Young Undeveloped Brains1237 Words   |  5 PagesThe advertising business views teenagers in society as a viable market section, due to their immature understanding of the media and its dazzling impact on teen and young undeveloped brains. The media is progressively specializing in children and adolescents to captivate with advertisements. according to market research corporations, teenagers are vital to marketers because they can pay a considerable open income, spend family cash easily, and they are easily able to influence their families to spendRead MoreHow does advertisement influence peoples behaviour?1319 Words   |  6 Pagesis everywhere. In every abundance walk of life, there are huge competitions. As a result, advertisement has become more imp ortant. If you can be more noticeable, it means you would have chances to market. Therefore, advertising has great impact on different people. Advertising, is mainly used in market, refer to marketing message, which is presented by an identified sponsor in extinctive media such as the television, newspapers, radio, magazines and Internet. The term may be used to refer toRead MoreAdvertising to Children Must Be Banned957 Words   |  4 Pagesmake money. Advertising today is affecting the health of today’s children because they eat the unhealthy foods advertised to them on: television, the internet, and even at school. Therefore, an impassioned discussion of possible solutions has been brewing. Advertising is the paid, impersonal, one-way marketing of persuasive information from an identified sponsor circulated through channels of mass communication to promote the adoption of goods, services or ideas. (â€Å"What is Advertising?†) Chuck Blore

The Struggles And Needs Elderly Lgbt Individuals Face And...

Introduction Elderly lesbian, gay, bisexual, or transgender (LBGT) individuals face many issues that others do not. Not only do they face discrimination due to their sexuality, but also due to their age and/or gender. The intersectionality of sexuality, age, and/or gender can cause many physical, mental, and emotional health issues which require social work intervention. The purpose of this paper is to analyze the struggles and needs elderly LGBT individuals face and its effect on their aging process. This can be achieved by applying theoretical frameworks such as Erickson’s Stages of Development, Intersectionality, and Maslow’s Hierarchy of Needs to the issue being presented. Elderly LGBT As of 2013, over an estimated two million elderly adults identify as either lesbian, gay, bisexual, or transgender (LGBT). LGBT elderly individuals have most likely experienced discrimination from different structures throughout their life. Before 1973, homosexuality was considered â€Å"a mental disorder from the Diagnostic and Statistical Manual of Mental Disorders of the American Psychiatric Association† (DSM) (Jablonski, Vance, and Beattie, 2013, p. 1-2). Being that it was considered a mental disorder, many LGBT individuals during the time may not have revealed their sexuality in fear of stigma, discrimination, and attacks. Elderly LGBT individuals over the age of 50 would have been the generations who lived during the time homosexuality was considered a mental disorder. This means thatShow MoreRelatedAssignment 11368 Words   |  6 PagesANALYSIS 4 addition, the policy indirectly supports the families of the elderly. It does so by offering services to caregivers that prevent or shorten costly nursing home placements, relieving financial strain, and providing educational programs to give a better understanding of aging. However, due to insufficient funding OAA services have restricted access and cannot reach all the elderly in need. Statistical demographics reveal that 27% of seniors that are receiving services are below

Prison Rape Victims Free Essays

string(98) " You have little or no contact with anyone on the outside and no one you can trust on the inside\." Meeting the Needs of Prison Rape Victims A Technical Assistance Guide for Sexual Assault Counselors and Advocates PENNSYLVANIA COALITION AGAINST RAPE The mission of PCAR is to work to eliminate all forms of sexual violence and to advocate for the rights and needs of victims of sexual violence. At PCAR’s core is the statewide network of sexual violence centers that work in concert with PCAR to administer quality services to survivors and their significant others. PCAR centers provide 24-hour services, seven days a week, including free and confidential crisis intervention; individual and support group counseling; hospital, court, and police accompaniment; prevention education within schools and the community; and information and referrals. We will write a custom essay sample on Prison Rape Victims or any similar topic only for you Order Now In addition to providing technical assistance in a variety of areas, the role of PCAR is to oversee the sexual violence centers’ contracts; monitor relevant legislation and public policy issues; provide library resources and educational trainings; and create public awareness/prevention campaigns for statewide implementation. ACKNOWLEDGEMENTS PCAR wishes to thank Rachel Shupp, BSW, Shippensburg University, class of 2006, for her work on this guide. As part of her senior-year internship at PCAR, Rachel researched the issue of prison rape extensively, visiting various prisons throughout Pennsylvania and responding to letters from victims of prison rape. These experiences and Rachel’s compassion for victims helped inform this publication. Copyright  © 2006 The content of this publication may be reprinted with the following acknowledgement: This material was reprinted from the Pennsylvania Coalition Against Rape’s publication entitled, Meeting the Needs of Prison Rape Victims: A Technical Assistance Guide for Sexual Assault Counselors and Advocates. This guide is available on our website: pcar. org Meeting the Needs of Prison Rape Victims A Technical Assistance Guide for Sexual Assault Counselors and Advocates TABLE OF CONTENTS Introduction The Prison Rape Elimination Act Inmates as Victims Ethical Dilemmas: Working with a Victim who is also an Offender Prison Entry: The Basics Collaborating with Correction Staff Inmate Support Groups State Level Responses in Pennsylvania Conclusion 2 3 3 5 8 10 14 18 19 INTRODUCTION P rison rape has gone largely unaddressed by social service programs; correctional institutions; and until recently, lawmakers in this country. When prison rape is mentioned in the media or general public, it is often in the form of a joke or jest. Nothing about rape is funny, regardless of where or to whom it occurs. Victims of prison rape are at high risk of becoming victims again, largely because they may be too fearful to reach out for help or when they do, they find services specific to their needs are unavailable. They often fear experiencing further trauma and shame if they come forward. If they do choose to tell someone, their cries are sometimes ignored or disregarded. When victims of prison rape are released-as the majority of inmates areand rejoin our communities, they often suffer a complex interplay of biopsychosocial effects from their victimization. There is a severe lack of research surrounding the frequency of prison rape. It was approximated that inside correctional facilities in the midwestern region of the country, one in five males experience a pressured or forced sexual incident, and approximately one in 10 males report completed rape (Stop Prisoner Rape, 2006). According to the same study, rates of female sexual assault in prisons in that same region are estimated to range from six percent to 27 percent. Due to underreporting, it is likely that these figures do not capture the full scope of sexual assault in correctional facilities. The incidence of prison rape also varies between institutions, thus increasing he difficulty of acquiring accurate and nationally representative statistical figures. The collection of accurate prison rape data is impeded by limited definitions of â€Å"sexual assault† and flawed reporting and response protocol in operation within many correctional institutions throughout our nation. 2 THE PRISON RAPE ELIMINATION ACT (PREA) The problem of prison rape, its underr eporting, and lack of appropriate responses to victims were catalysts for the passage of the Prison Rape Elimination Act (PREA). Passed in 2003, PREA specifically addresses the issue of rape in correctional institutions and facilities throughout the nation. The main goal of the law is to support the reduction, elimination, and prevention of rape within correctional facilities at the federal, state, and local levels. PREA also mandates national data collection efforts, provides funding for program development and research, and endorses a national commission to develop standards and accountability measures. Anti-sexual violence coalitions, local rape crisis centers, and correctional institutions are currently collaborating across the country in response to PREA and the needs of prison rape victims. For more information on such collaborations, see RESHAPE, a Newsletter on the Prison Rape Elimination Act, Issue #18, the National Sexual Assault Coalition Resource Sharing Project, available at http://www. resourcesharingproject. org/ newsletters. html. The main goal of PREA is to support the reduction, elimination, and prevention of rape within correctional facilities at the federal, state, and local levels. INMATES AS VICTIMS Many people carry strongly-held beliefs about prisoners that are not easy to sway. Some see the inmate population as undeserving of services and that prison rape is a form of poetic justice, or part of the punishment for their delinquent behavior. Prison rape seems to be an accepted norm and almost expected in the prison environment and therefore difficult to address and prevent. Many people blame rape victims for their victimization. Public blame is often magnified when the victim happens to be incarcerated. It is difficult for many people to empathize with â€Å"criminals† and to see them as â€Å"victims. † 3 Try to imagine you are living within the walls of a prison. You can almost touch both walls of your cell when you open your arms as wide as they can go. When you close your eyes, you can still see the graffiti that adorns your walls-desperate pleas of the inmates that came before you. The bars on the window allow only a sliver of sunlight into your cell. You have little or no contact with anyone on the outside and no one you can trust on the inside. You read "Prison Rape Victims" in category "Essay examples" You committed a nonviolent crime that you deeply regret. You live in fear everyday of being beaten or raped. The trauma of a rape can be especially devastating to someone who already feels isolated and without power or choices. Because of the social stigma and shame attached to the issue, it is difficult to tell even a close friend or family member that you have been a victim of rape. Imagine having to tell your story to a perfect stranger who is likely unprepared for or unsympathetic about such a disclosure. If correctional officers and staff are unresponsive, the victim’s mental health status can quickly deteriorate. This can lead to long-term problems that manifest themselves upon this person’s release. Rape not only poses a threat to the mental wellbeing of an individual, but also to the physical health of that person. For example, HIV and AIDS are a serious threat to the prison population with higher rates of infection than in the general population (Mariner, 2001). 4 ETHICAL DILEMMAS: WORKING WITH A VICTIM WHO IS ALSO AN OFFENDER Advocates bring many skills to their work with victims-professionalism, compassion, empathy, and resourcefulness are just a sampling. Advocates also bring their personal experiences, values, morals, and beliefs to the work, which can strengthen and sometimes hinder services depending on the situation. On one hand, rape crisis advocates and counselors may feel ethically obligated to erve victims of prison rape as well as other traditionally underserved victims such as people of color; males; children; elderly; people with disabilities; people living in poverty; immigrants, refugees, and victims of sex trafficking; lesbian, gay, bisexual, and transgendered individuals; and others. On the other hand, rape crisis advocates and counselors may struggle with the idea of helping someone who has potentially hurt another person or has even sexually abused or assaulted someone. It can be a wonderful experience to expand horizons and travel beyond one’s comfort zone. At the same time, it can also be upsetting to enter into unfamiliar territory or work. Think about what is possible. Prepare. Listen to one’s inner voice and instincts and acknowledge ethical obligations and limitations. Basic Human Rights All humans are entitled to rights, including incarcerated individuals. One basic right that many victims of prison rape do not enjoy is that of safety-whether physical, mental, or spiritual. The rape crisis movement has been dedicated to exposing different types of sexual assault, empowering victims to speak out, and providing services to victims in need. As we know well, anyone can be a rape victim. There is no room for discrimination in our quest to help survivors of rape. All victims who reach out should be provided with help for past or present sexual assault. Ethical Decision-Making The offender-victim dichotomy is complex. There is no single answer on how to overcome this ethical dilemma but rather, a process of selfreflection that may produce several options. Before meeting with a victim of prison rape, advocates and counselors should reflect on their personal values, morals, beliefs and biases as well as the mission and policies of their parent agency/organization. Supervision may provide a safe and supportive environment in which this self-reflection and 5 analysis can occur. Discussing the ethical challenges with a trusted colleague can also be helpful. It is important to explore one’s preconceived notions and ideas about the prison population and their sources. Advocates may find the following resource helpful in their ethical decision-making process: Ethics in Victim Services, by Melissa Hook (available from the Sidran Institute, sidran. org). Below are some questions that might help guide advocates in the process of ethical decision-making: 1. What are the needs of victims of prison rape? 2. What are their resources? 3. What is known or believed about the prison population? 4. What is unknown? 5. What is behind one’s knowledge or feelings about the prison population? 6. What fears and hopes are at play? 7. What past experiences inform present-day feelings, beliefs, fears, and motivations? 8. What are ways to overcome personal and professional barriers in working with the prison population? 9. What opportunities exist to develop and strengthen knowledge, skills, and awareness? 10. What are the ethical principles at play? 1. Which ethical principles are in conflict? 12. Which ethical principle should take priority and why? 13. Are there certain individuals with whom an advocate cannot and should not work because it would be unethical (due to the negative impact the advocate’s personal biases, beliefs, and limitations would have on such individuals)? 14. If an advocate cannot meet the needs of a victim due to th e above, who else in the agency/organization can assist the victim? 15. What is the agency/organization’s mission? 16. What is the role of the advocate or counselor within that mission? 6 17. How do the needs of the prison population fit into that mission? 18. How can the agency/organization meet the needs of the prison population? Working with a Victim who is also a Sexual Assault Offender The ethical discussion gets more complicated when the victim is not only an offender, but also a sexual offender. It may be easier for advocates to work with victims who are incarcerated for nonviolent crime or crimes not of a sexual nature. It may be more difficult to work with a victim who has sexually assaulted or raped someone. In these cases, it is important to remember the parameters of the advocate’s role. In a direct service capacity, the focus of advocacy is on victimization, not on perpetration. The rape crisis advocate’s role in the counseling capacity, is to help victims process their trauma and heal from victimization, not to address offender issues. It is critical that advocates clarify their role and purpose with the client from the beginning. If offender issues arise, which they may, advocates should be prepared to refocus attention back to the victim experience. It may be necessary to refer the client to another service provider for offender treatment. Keep referral information handy for this purpose. As always, advocates should consult with their supervisors and agency policies as to whether providing services to victims who are also sexual offenders is even possible. Funding Considerations Advocates may question whether they are able to provide services under provisions of the agency or source that funds their practice. For example, advocates can not use Victims of Crime Act (VOCA) funding to â€Å"offer rehabilitation services to offenders or to support services to incarcerated individuals, even when the service pertains to the victimization of that individual† (US Department of Justice, p. 4, 1999). Agencies may find that they can use alternative funding streams to provide services to the prison population, such as Department of Public Welfare and other monies. Consulting with supervisors and agency policies and mission statements will help advocates determine whether limitations exist for the provision of services to the prison population. 7 PRISON ENTRY: THE BASICS En tering an unfamiliar territory can be intimidating, especially when it is surrounded by barbed wire and locked gates. The prison environment is very different from other settings where services are provided to victims. Providing services in prisons requires special consideration and planning. It may be difficult to navigate a prison without prior knowledge or experience. Each correctional institution has a complex set of rules and regulations, but there are some basic things to keep in mind when planning services. A Handbook for the Families and Friends of Pennsylvania Department of Corrections Prison Inmates (available at cor. state. pa. us) provides valuable information to people who are entering the prison environment for the first time (Hardesty Sturges, 2005). This handbook is not a blanket policy for all correctional institutions, so it is best to consult individual facilities before attempting to visit. Visits: Correctional facilities have specific protocols that visitors must follow. To visit or call an inmate, sexual assault advocates and counselors must be on that inmate’s approved visitors and phone lists. If an inmate requests services by letter, advocates and counselors should ask to be placed on these said lists (and notified when this has happened). Remember to request specific information about visiting hours and days, when the inmate is available for contact by telephone, and what kind of assistance he or she would like. For example, does this person need or want information and pamphlets? Does this person want counseling or referrals? When advocates and counselors have been approved to call or visit, they can establish a meeting time. Dress: Each prison has a specific dress code that prohibits certain items of clothing. Short shirts, shorts, halter-tops, and a variety of other articles are deemed inappropriate or prohibited by facilities. Use judgment when determining wardrobe, but consider dressing somewhat conservatively. As visitors pass through a metal detector before entering the prison, it is best to avoid wearing a lot of metal, such as belt buckles 8 and buttons on a coat. This may delay access to the facility. Also, many facilities are quite large and a lot of walking is often required, so you may wish to wear comfortable shoes that are easy to remove if they need to be inspected. Belongings: There are several items that are considered contraband in Pennsylvania prisons, even though some may seem harmless. To avoid complications and delays, take as little into the prison as possible. Weapons are prohibited in the prison and on the property, including the parking lots. Weapons may be defined as anything from the obvious such as guns, pocketknives, and cans of mace, to items that seem less threatening, such as nail files, clippers, scissors, and notebooks with metal spiral binding. Some commonly banned items include wallets, handbags, cell phones, electronic devices, weapons (or anything that can be used as a weapon), food, and medications. For a full list of banned items, contact the prison directly. Your vehicle may be subject to searches as well. A driver’s license is required. If available, bring agency or organization identification. Safety Considerations: Some advocates may question their safety when working in the prison environment. While it is critical that advocates trust their gut instincts, especially if they sense danger, it is also important to challenge stereotypes that all inmates are violent or â€Å"bad people. † There are many nonviolent offenders currently behind bars. Nonviolent offenders are more likely to become the victims of sexual crimes inside of prison walls than those who have been convicted for more serious crimes (Mariner, 2001). Self-awareness: Before entering a prison it is a good idea to mentally prepare. During the time it takes to travel to the prison, or sometime before, advocates and counselors may want to think about the steps they need to take while at the prison-everything from entering and walking through the prison, how they might feel as they pass inmates, finding the meeting room, meeting with clients, and exiting the prison. It is strongly suggested that advocates and counselors request to tour the prison, including where they will be meeting with clients, prior to their first session with victims. 9 COLLABORATING WITH CORRECTIONAL STAFF Advocates and counselors who work with victims of prison rape will inevitably have contact with staff at correctional facilities. At a minimum, advocates will rely on the staff for safety and assistance while providing services within the prison environment. At the other end of the spectrum, advocates may find it helpful to collaborate with prison staff in the development and provision of services to victims of prison rape. Whatever degree of collaboration, it is important to be aware of the distinct roles advocates and corrections personnel fulfill and to discuss those differences with each other from the beginning. It is very important to establish strong working relationships with corrections staff. They are a valuable resource in the advocate’s network and are familiar with the ins and outs of working within a prison system. In cases of uncertainty, staff is often a knowledge source. They may have advice and tips for those who come in from other agencies to work with the prison population. Counselors, psychological staff, and chaplains are especially helpful because they are in tune with the emotional and supportive needs of the inmates and can provide insight into how victims of sexual assault, past or present, may benefit from different types of programs and services. They may also have ideas about what works and what does not work in a correctional setting. Overall, establishing cooperation and mutual respect with corrections personnel from the beginning of the collaboration will greatly enhance advocates’ work with victims. It is very important to establish strong working relationships with corrections staff. They are a valuable resource in the advocate’s network and are familiar with the ins and outs of working within a prison system. 10 Training as a First Step towards Collaboration Collaboration may not be possible without adequate training of both corrections staff and rape crisis advocates on the problem of prison rape; the unique needs of its victims; and the differing cultures, goals, and missions of corrections and the anti-sexual violence movement. Corrections staff and administrators may not be aware of the seriousness of rape in correctional settings. They may lack the skills and knowledge to respond to a sexual assault emergency. Furthermore, they may be ill equipped to address â€Å"non-emergency† situations such as rape, sexual abuse, or incest that may have occurred prior to an inmate’s incarceration. Advocates and counselors may also have room to grow and skills to develop in meeting the needs of victims of prison rape. When opportunities arise, engage in cross-training with prison staff. These exchanges may help rape crisis advocates teach prison staff about sexual violence, the needs of victims, and the goals and mission of rape crisis services. In turn, cross-training will also help rape crisis advocates integrate their services within the prison environment in an effective and informed way. Understanding the Differing Roles of Prison Staff and Rape Crisis Advocates The correctional facility’s staff is primarily concerned with the security of the facility. They are interested in maintaining order and keeping everyone safe. Advocates’ primary concern is to meet the needs of victims of prison rape and protect their right to confidentiality. Although the correctional personnel may know the role of the advocate, they must still uphold the rules of the facility to keep order. For example, if advocates are running a group and are using supplies, such as scissors or spiral bound notebooks, they may have a problem. Despite the importance to the work, those items may be prohibited and therefore cannot be brought into the facility. It is not uncommon to feel frustrated in having to alter or completely change entire plans when working with inmates. 1 Understanding Confidentiality in the Prison Environment Confidentiality and client-counselor privilege may create a challenge in collaborating with corrections staff. By statute, the communications between sexual assault advocates/counselors and clients are privileged, or confidential. However, prison personnel may not be able to live by this ethic if the thre at of danger to staff or inmates exists. For example, corrections officers must share most of the information they receive in order to maintain safety in the institution both for themselves and inmates. Confidentiality is a cornerstone of the anti-sexual violence movement. It is important that advocates collaborate with corrections staff while maintaining client confidentiality. For technical assistance on this matter, contact PCAR at 1-800-692-7445 or visit pcar. org. Finding Common Ground It is important to point out the differences between correctional staff goals and rape crisis advocate goals. Acknowledging differences is important, but alone it is not an effective way to foster the growth of a professional relationship. It is equally important to identify similarities and common goals. Both corrections personnel and rape crisis advocates try to protect inmates from harm, by their own hand or others. Rape crisis advocates protect mental health and wellness and corrections employees protect physical status and safety of inmates. This common ground leaves room for collaboration and cooperation. With psychological staff, parole officers, and the prison chaplain, a common goal is rehabilitation. All involved are focused on improving the inmate’s situation and condition-whether through education, counseling, skill development, or other interventions-so he or she can be a productive and functional member of society upon release. With help, positive changes can occur and the client will become empowered. Empowerment is a goal that both corrections staff and rape crisis seek to realize, just by different means. 12 Developing Positive Working Relationships Rape crisis advocates and prison personnel may not always see eye to eye, but the following tips may help develop positive working relationships: 1. Always show respect for each other. If a person feels respected, he or she will usually reciprocate that respect. 2. Demonstrate tolerance, understanding, and empathy at all times. Try to see the situation from another perspective. 3. Keep communication lines open. Talk about potential problems before they arise. Be a focused listener, ask questions, and try to inform the staff about the role and purpose of advocacy. A person who understands what is happening is usually less resistant and uncooperative. 4. Look for ways to connect with corrections staff before you enter the prison. Serve on task forces and boards together. 5. Attend trainings on serving victims of prison rape and ways to collaborate with prison personnel. Engage in cross-trainings with corrections staff. . Remember the distinct roles of corrections staff and rape crisis advocates. Acknowledge when these differing roles are at play and find ways to compromise or respectfully agree to disagree. 7. Seek common ground whenever possible in collaborations. Keep the big picture in mind: the needs of victims of prison rape and the ways that corrections staff and rape crisis advocates are united. A stro ng working relationship with prison personnel will not only help enhance advocates’ experiences and comfort levels inside the prison walls; it will also positively impact victims. By maintaining positive relationships, advocates will have greater access to victims and prison staff may be more likely to appropriately respond to victims. A strong working relationship with prison personnel will not only help enhance advocates’ experiences and comfort levels inside the prison walls; it will also positively impact victims. 13 INMATE SUPPORT GROUPS Like community-based support groups, facilitating support groups inside of a prison may be challenging, especially if the group is lacking in participation, both in terms of numbers and members’ willingness to share. Advocates might face challenges unique to the prison population when planning and facilitating support groups. For example, in prison populations, the importance of confidentiality may be even more salient, given the high risk that may exist for victims who are unfortunately trapped under the same roof as their offenders. Victims of prison rape may be even more reluctant to come to a group with â€Å"sexual assault† or â€Å"victim† in the name, as being identified with such a group may make victims seem even more vulnerable to existing and potential perpetrators within the prison. Trust may be even more difficult to establish among group members, given the dangers of the environment and the need to look out for oneself. Below are some strategies that may help attract and retain victims of prison rape as well as enhance their experiences with the group. Pick an innocuous name. It may be difficult to attract members to a group with the words â€Å"rape,† â€Å"sexual assault,† or â€Å"victims† in the title. Unfortunately, social stigma surrounding rape and victimization is still potent enough to prevent victims from attending such a group. Being identified as a â€Å"victim† in the prison environment could be dangerous. Choose names that relate to health and wellness, safety, or prevention as opposed to ones that boldly announce they pertain to sexual assault. This may help recruit group members while still leaving room to address the purpose of the group: to address rape and sexual assault issues. Collaborate with prison staff to ensure inmates’ access, protection, and privacy. Prison staff members can be pivotal in getting a support group off the ground. They can make the groups accessible to inmates by enabling inmates to attend such groups. Furthermore, prison staff members can protect group members’ safety and privacy among the larger prison population by keeping their participation in such groups confidential. 14 Combine your resources with allies. When developing a new group, it can be helpful to build upon existing relationships and partnerships with allied professionals. Combining resources with others may help advocates reach a wider audience in a more holistic way, focusing on more than one topic or issue. Collaboration allows allied professionals to address the complex relationships between sexual violence and other social struggles, such as substance abuse, domestic violence, poverty, and other issues. Often, substance abuse and dependency is a form of self-medication or a way to cope with past sexual abuse. Even if the sessions do not directly deal with sexual assault issues, the topics still have potential to bring rape issues into the spotlight if they are in a related area. Collaborating with allied professionals may help advocates get their programs into prisons. Partnering with other professionals also enables advocates to address multiple issues in the group setting, thereby meeting the needs of individual victims holistically. Screen participants. Advocates should screen each potential group member before he or she enters the group. Screening helps to ensure group membership includes voluntary victims who are ready to address their experiences in a group setting. The following questions may help advocates screen potential group members: 1. What experiences bring you to the group? 2. What do you hope to gain from this group? 3. What do you hope to offer other group members? 4. Would you have any concerns/difficulties in engaging in discussions about sexual violence victimization? 5. Are you prepared to protect confidentiality and the privacy of other group members? Determine if the group will be closed or open. A closed group is one in which new members are not allowed to join from week to week, or after the group has been officially established. An open group is one in which members are allowed to join and drop off from week to week. There are benefits and drawbacks associated with each group composition. A closed group may help establish and maintain a stronger sense of trust and group cohesion among members. In a closed group, the curriculum or content of each session can build upon the previous week in a linear way. An open group may reach more victims, 15 as it is available to new members from week to week. Whichever format, advocates should learn about group dynamics and be prepared to address the challenges and build upon strengths of any group. Obtain ongoing training in group facilitation and dynamics. Even the most seasoned advocates can benefit from ongoing group work training. Knowledge is continuously evolving, as are the needs of victims. Advocates new to the field of prison rape may benefit from trainings specific to the inmate population. Involve group in establishing ground rules and goals of group. Retaining membership in groups can be difficult, but there are a few things that can be done to increase retention. Involve group members in establishing the ground rules. This generates individual members’ investment in the group and its progress. Such ground rules should cover basics such as punctuality, confidentiality, communication during group (one person speaks at a time), the need for breaks or individual support, showing respect for others, and expectations for behavior. Remember, the group can continue to add ground rules to the list as the group unfolds and as the need arises. Structure and rules can help create a safe and inviting atmosphere. Develop and safeguard trust. Allow appropriate time for group members to get to know each other. Inmates may be distrusting of other inmates and especially of staff and other outside authority figures. Give them the opportunity to warm up before starting intensive work. Keep groups relatively small so that members can build a sense of rapport with facilitator(s) and other participants. Empower group members as active leaders. Listen to group members. Seek their input. People are more likely to keep attending a group if they are involved in decision making. Plan a topic or discussion, but be flexible and go with the flow. Allow group members to lead the discussion rather than pushing a preconceived agenda. Gently guide the group back onto topic if necessary. 16 Lighten up! Balance challenging individual and group processes with fun activities when appropriate and possible. There are plenty of engaging activities that foster personal growth and strengthen bonds between members. Interspersing lighter content between heavier sessions can help the group’s cohesion and collective mental health. If the group is not enjoyable from time to time, advocates may lose group members. These ideas are applicable to working with any group. While it is important to identify and meet the unique needs of the prison population, victims of prison rape deserve and can benefit from many of the same approaches and efforts advocates use with non-incarcerated victims. Victims of prison rape may be even more reluctant to come to a group with â€Å"sexual assault† or â€Å"victim† in the name, as being identified with such a group may make victims seem even more vulnerable to existing and potential perpetrators within the prison. 17 STATE-LEVEL RESPONSES IN PENNSYLVANIA Since January 2005, the Pennsylvania Coalition Against Rape (PCAR) has been working with the Pennsylvania Department of Corrections, the Pennsylvania Office of the Victim Advocate, and law enforcement officers to develop prison rape prevention curricula for inmates and corrections staff. It is their goal to increase awareness about sexual crimes that occur during terms of imprisonment, to encourage reporting of and responses to sexual assault and rape, and to support prison personnel and rape crisis advocates in meeting the needs of victims. This state-level collaboration has resulted in two sexual assault training curricula-one for inmates and one for prison staff. The inmate curriculum is now provided in all state facilities to inmates at orientation and at annual reviews with counselors. All state corrections staff members now complete a sexual assault training program-which includes an overview of sexual assault, prevention, reporting policies and protocol, the needs of victims, and services in Pennsylvania-by computer as part of their job requirements. The hope is that these two curricula will improve responses and services to victims of prison rape as well as prevent sexual violence from occurring within the prison environment. Additionally, statewide training and technical assistance will be available to both corrections staff and rape crisis advocates as a means to supporting their work with victims of prison rape at the local level. For more information, contact PCAR at 1800-692-7445 or visit pcar. org for more information. 18 CONCLUSION The Prison Rape Elimination Act marks an important shift in our society. Its passage helps place the needs of victims of prison rape on the radar of social service agencies and correctional institutions throughout the country. Victims of prison rape have gone largely unnoticed and worse, ignored for too long. Working with any â€Å"new† group or population can present challenges. Advocacy within the prison setting may pose unique barriers and rewards. While it is important to identify and address potential limitations and concerns, it is equally important to acknowledge and build upon strengths and resources in meeting the needs of victims of rison rape. Collaboration-with corrections staff, community allies, and others-is integral to this work and reaching victims. Victims of prison rape depend on rape crisis centers for support. It is likely that they will not receive help from any other source. RESOURCES ON PRISON RAPE Human Rights Watch (212) 290-4700; hrw. org National Sexual Assault Coalition Resource Sharing Project Newsletter on the Prison Rape Elimination Act, Issue #18, Spring 2006 (319) 339-0899; http://www. resourcesharingproject. org/newsletters. tml National Sexual Violence Resource Center 877-739-3895; nsvrc. org Pennsylvania Coalition Against Rape 1-800-692-7445; pcar. org Pennsylvania Department of Corrections (717) 975-4859; cor. state. pa. us Pennsylvania Office of the Victim Advocate 800. 563. 6399; http://www. pbpp. state. pa. us/ova/site/default. asp The Pennsylvania Prison Society 800-227-2307; prisonsociety. org Stop Prisoner Rape (213) 384-1400; spr. org 19 REFERENCES Hardesty, K. , Sturges, J. (2005). A handbook for the families and friends of Pennsylvania department of corrections prison inmates. Retrieved February 21, 2006 from www. cor. state. pa. us/portal/lib/bis/Handbook_for_Families_and_Friends. pdf Mariner, J. (2001). No escape: Male rape in U. S. prisons. Retrieved March 1, 2006 from www. spr. org Stop Prisoner Rape. (200). The basics on rape behind bars. Retrieved February 22, 2006 from www. spr. org. US Department of Justice. (1999). Subgrantees’ training guide: Victims of Crime Act assistance grant program (NCJ 175717). Washington, DC: US Department of Justice. 20 This guide was funded in part by a National Institute of Corrections grant. How to cite Prison Rape Victims, Essay examples

Core Business of Healthcare Safety Standards

Question: Describe about the Core Business of Healthcare for Safety Standards. Answer: Introduction: The essay has been done with the aim of identifying the core business of the health care institution. The essay covers the definition of the Process Data particularly in relation to the safety and quality on the practices of the health care and nursing aspects in clear terms. The Outcome Data in respect to the quality and the safety of the health care and nursing have also discussed in the essay. The safety of the patients and the quality of the services are two important aspects of the health care institutions. These two aspects have been the main aspects that the major concern of the study. The collection of the process data and the reason behind the same has been covered in the essay. The contribution of both the process data and outcome data on the improvement of the quality and safety of the services provided to the patients by the health care institutions and the nursing functions. Discussion: Criteria One: Context and Identified Data Clearly identify the aims and core business of health care institutions The prime important aim of health care institutions is to provide quality services. This quality of the services could be ensured if the health care institutions are able to retain the safety of the patients. The safety and the quality of the health care services depend on the efforts of the institutions to maintain the safety standards. The patients must be given optimum safety. The services of the practitioners towards the patients must be quality wise best. The core business of the health care institutions is to provide care and best health solutions and treatments to the patients. It is very important that the health care institutions assure maximum satisfaction to the patients. The quality of the services could be measured by the different standards like ACSQHC standards. The safety of the medication and the identification of the patients for the suitable procedure are also important for the health care organizations. The main aim of the business of the health care organization is to provide the service that could meet the expectations of the customers. The services must be able to satisfy the needs of the customers. The satisfaction of the customers is directly related to the expansion of the market and the business of the organizations. The health care institutions take care of the several requirements of the patients and arrange for the required treatment and care. The nursing is also an integral part of the mainstream functions or the services provided by the health care institutions. The nursing services should also satisfy the needs of the patients (DOH, 2016). The quality is an abstract item that could not be measured certainly with any specific measuring unit but it could be felt when the services of a particular organization become able to cater the outcome that is desired by the end users (Donabedian, 2016). There are certain roles and responsibilities of the health care organizations like the following: The organization has to provide the services that are quality wise best. The organizations have to retain the quality of the services. The organizations have to ensure the conformance of the standards of quality of the health care services. The safety of the patients is also another very important service that should be ensured by the organizations. There should be effective nursing practices. The entire system of care giving must be controlled and organized. For the enhancement of the quality of the services the health care organizations could implement the techniques of the Total Quality Management and Quality Improvement (WHO, 2007). The evaluation of the quality of the services of the health care organizations is very important and the organizations have to assure the same with the help of Quality assurance and Continuous Quality Improvement. The health care organizations must involve the customers, patients and even the ones providing the care for the enhancement of the quality of the services and the safety (Safetyandquality, 2011). Clearly defines and discusses Process Data particularly in relation to safety and quality in health care and nursing The concept of the Process Data has been established by Avedis Donabedian to measure the quality of the services to ensure the safe and healthy outcomes to the patients. The concept of Process Data is an important part of the model of Donabedian. There are various transactions that take place in the health care institutions between the care givers and the patients. All these transactions have to be noted down in a systemic way so that the regular delivery of the services could be monitored and evaluated. The process data consists of all the intricate activities during the delivery of the services by the health care institutions. The evaluation of the process is as important as the evaluation of the quality of the services (Kunkel, Rosenqvist, Westerling, 2007). There are reports of medical transactions from where the needful information could be easily retrieved. The reports also contain the feedbacks of the patients and utilized for the evaluation of the services of the health care units. The records of the regular medical visits are also kept in the process data (Hughes, 2008). The process data is used to analyze the ability of the services to assure and enhance quality and safety to the patients by the health care institutions. The regular reports would help to identify the areas of the gaps where additional care is needed. Cleary defines and discusses Outcome Data in relations to quality and safety in health care and nursing Donabedian has come up with his model where the outcome data is also another important part. The outcome data contains the manifestations of the changes and nature of behaviour and the status of the health on the patients or the entire population. The main aim of the health care institutions is to ensure best quality of the services. This objective could be assured with the help of the analysis of the outcome data. The effects of the changes on the attitudes of the patients and the services provided to them could be best evaluated with the help of the outcome data (Mitchell, 2016). The services of the health care organizations must be done effectively but this is not so easy for the institutions to maintain. The quality and safety of the services of the health care units could be better analyzed with the help of the outcome data as the effects or the feedbacks could be ascertained and evaluated. The quality of the services could be assessed with the help of the established connection between the two important documents, process and outcome data. The follow-ups could be conducted on long term if the connection between the two data is established accordingly and evaluated (Burton, 2016). Crietria Two: Analysis and Application through use of example: Specifically and succinctly identifies and discusses one example of a clinical care activity in relation to safety and quality, for which process data and outcome data can be identified: For the purpose of the identification of the process data and the outcome data in a clinical care activity related to safety and quality, an instance at the Sydney Adventist Hospital is put forward in this essay. The case discusses about an incident at the hospital where one of the snake bite victims was admitted to few years back. The patient was in a serious condition as he was bitten by a rattlesnake. He was a young boy of around 20 years of age and was bitten by the snake while he was herding his cattle in the forest near his home in Sydney. He was brought to the hospital by his friends who accompanied him in herding of cattle. Now, this medical case can be analyzed for quality by the model invented by Donabedian. He has suggested three vital criteria in order to assess the service quality and safety at a healthcare organization. These criteria are: Structure Data, Process Data and Outcome Data(Kunke, 2007). The Structure Data refers to the structure of the hospital building including the equipments and staffs. The Process Data refers to the various clinical procedures implemented and proper record-keeping of those. The Outcome Data is the final result of the particular medical process or treatment on the patient and its impact on the hospital(Parand, 2014). Referring to the case, it can be said that immediately on admission the boy was admitted to the emergency department by the paramedic staffs those were very prompt in transferring the patient to the emergency ward while other staffs did the form filling process. The doctor on duty then arrived at the scenario and he noted down all the vital signs of the patient like BP, sugar levels, pulse rate, etc. He examined the wound and immediately administered anti-venom injection to the boy. The paramedics and nurses on duty noted down all the diagnosis of the patient as mentioned by the doctor, including the dosage of every medicine or injec tion that was administered and needed to be administered in future. The nurses, the doctor himself and all the involved staffs and employees of the hospital did their bit of record keeping and were very prompt to deal with the ailing patient. This is the example of the Process Data. Finally the boy recovered and was discharged after two days absolutely hale and hearty. The boy was one satisfied customer along with his family and friends. The reputation of the hospital along with the doctors, staffs and employees also increased manifold. This is an example of Outcome Data(safetyandquality, 2011). Clear critical analysis of scholarly literature to support the following: Discussion of what process data may be collected and the rationale for collection of such data: The collection of the process data is extremely important for any health professional for maintaining records of each and every case under him or which he was a part of. This helps in the future reference of the cases and especially in quality audits those are performed. The hallmark of a reputed and patient-focused healthcare organization is the care given towards the safety and quality of the healthcare services provided. Thus, the keeping of the Process Data is a very crucial part of the quality analysis process of a hospital. The success of a hospital in delivering high quality and ethical services to the patients depends on this process of recording and documenting the Process Data by all the medical personnel belonging to different departments and levels of job hierarchy in the hospital. This is also evident in the said case of the Sydney Adventist Hospital(OGrady, 2008). Discussion of what outcome data may be collected and the rationale for collection of such data: The collection and recording of the Outcome Data is also equally important for a healthcare organization to analyze the safety and the quality of the services provided. Each and every healthcare personnel should be responsible enough to collect and document the Outcome Data of the cases each of them have handled those depict the aftermaths of all those cases and whether the patients recovered or not(Safetyandquality, 2010). The Outcome Data also analyzes the effects on the reputation of the healthcare organization after each such case. The rationale for maintenance of such Outcome Data is that these data act as effective inputs in undertaking safety and quality audits within the hospital. This is to be done to understand the rate of success of delivering the right kind of medical services to the patients. Thus, quality and safety audits related to the healthcare units are ineffective if there is no proper recording of the Outcome Data along with the Process Data (NCBI, 2015). Critically discuss how the both the process data and outcome data may be used to improve quality and safety for patients: The collection and analysis of the Process Data and the Outcome Data are indispensable for improving the safety and quality of services to the patients in the healthcare organizations. It is the responsibility of the healthcare professionals to keep track of all the medical proceedings of each of the cases those are admitted to the hospitals. The various details of the treatments including all the vital sign readings during all the medical procedures, the medicines administered, the doctors engaged in the treatment, the details of the support staffs like paramedics, nurses and other personnel are to be maintained to ensure that the Process Data are collected and recorded in a systematic manner. Similarly, the Outcome Data should also be recorded with diligence and honesty such that future references can be made during the quality audit. The various outcomes of each of the medical cases with the hospital help to determine the success rate of the hospital. It also identifies the streng ths as well as the loopholes of the medical services provide. Thus, both the Process Data and Outcome Data complement each other to provide a meaningful and credible safety and quality analysis in a healthcare organization. This is also evident in the discussed case of the Sydney Adventist Hospital(Ronda, 2008). Conclusion: On a concluding note to this essay it is important to comprehend that the safety and quality check is one of the key aspects in ensuring high quality healthcare services to the patients. Every healthcare unit should be conducting these safety and quality audits from time to time in order to ascertain the areas of strengths and weaknesses. The healthcare sector is a service industry and therefore the success of the industry and the healthcare units under it depends on the seamless delivery of ethical, honest, empathetic and accountable healthcare services. The analysis of the quality and safety principles is conducted in the healthcare sector using one of the most popular models developed by Donabedian. This model analyzes the safety and quality of healthcare services through three crucial factors namely: Structure Data, Process Data and Outcome Data. This particular case of the Sydney Adventist Hospital is expected to reflect the concept of safety and quality evaluation in the healthcare sector and also to understand its impact on the growth and sustainability of the healthcare organizations. References: Burton, T. (2016). Why Process Measures Are Often More Important Than Outcome Measures in Healthcare. Retrieved from .healthcatalyst: https://www.healthcatalyst.com/process-vs-outcome-measures-healthcare DOH. (2016). Why is "Quality" Health Care Important? Retrieved from web.doh.state.nj: https://web.doh.state.nj.us/apps2/Hpr/importance.shtml Donabedian, A. (2016). The Quality of Care. Retrieved from nursingworld: https://www.nursingworld.org/DocumentVault/Care-Coordination-Panel-Docs/background-docs/Jun-4-Mtg-docs/The-Quality-of-CareHowCanItBeAssessed-Donabedian1988.pdf Hughes, R. G. (2008). Patient Safety and Quality: An Evidence-Based Handbook for Nurses . Retrieved from archive.ahrq: https://archive.ahrq.gov/professionals/clinicians-providers/resources/nursing/resources/nurseshdbk/nurseshdbk.pdf Kunke, S. (2007). The structure of quality systems is important to the process and outcome, an empirical study of 386 hospital departments in Sweden. Retrieved from ncbi.nlm.nih: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1959199/ Kunkel, S., Rosenqvist, U., Westerling, R. (2007). The structure of quality systems is important to the process and outcome, an empirical study of 386 hospital departments in Sweden. Retrieved from .ncbi.nlm.nih: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1959199/ Mitchell, P. H. (2016). Chapter 1Defining Patient Safety and Quality Care. Retrieved from ncbi.nlm.nih: https://www.ncbi.nlm.nih.gov/books/NBK2681/ NCBI. (2015). Quality Assurance, Health Care. Retrieved from ncbi.nlm.nih.gov: https://www.ncbi.nlm.nih.gov/mesh/68011785 OGrady, E. T. (2008). Advanced Practice Registered Nurses: The Impact on Patient Safety and Quality. Retrieved from ncbi.nlm.nih: https://www.ncbi.nlm.nih.gov/books/NBK2641/ Parand, A. (2014). The role of hospital managers in quality and patient safety: a systematic review. Retrieved from bmjopen.bmj: https://bmjopen.bmj.com/content/4/9/e005055.full Ronda, G. H. (2008). Patient Safety and Quality: An Evidence-Based Handbook for Nurses . Retrieved from archive.ahrq.gov: https://archive.ahrq.gov/professionals/clinicians-providers/resources/nursing/resources/nurseshdbk/nurseshdbk.pdf safetyandquality. (2011). Australian Safety and Quality Framework for Health Care. Retrieved October 23, 2016, from safetyandquality.gov.au: https://www.safetyandquality.gov.au/wp-content/uploads/2011/01/ASQFHC-Guide-Healthcare-team.pdf Safetyandquality. (2011). Australian Safety and Quality Framework for Health Care. Retrieved from safetyandquality: https://www.safetyandquality.gov.au/wp-content/uploads/2011/01/ASQFHC-Guide-Managers.pdf Safetyandquality. (2010). IMPROVING QUALITY AND SAFETY BY FOCUSING CARE ON PATIENTS AND CONSUMERS. Retrieved October 23, 2016, from safetyandquality.gov.au: https://www.safetyandquality.gov.au/wp-content/uploads/2012/01/PCCC-DiscussPaper.pdf WHO. (2007). ST R E NGT H E N I NG H E A LT H SYST E MS TO I M PROV E H E A LT H OU TCOM E S. Retrieved from who: https://www.who.int/healthsystems/strategy/everybodys_business.pdf

Impact of Training and Development on Employee Performance free essay sample

The concept of training predates history; it is as old as man himself. The earliest man learnt to hunt and grow crops for his survival. One of the earliest types of training was on the job training (OJT), which is still in wide use today China began training of her workers through conceptual case studies in the 5 century BC. Confucius presented problems to his students and asked them to contemplate possible solutions to those problems. The case study is still widely in practice even today, mostly in professional schools. It is an effective tool to encourage learners to think philosophically about difficult and problematic situations without having to go through personal experiences. As time went on, modern theories of psychology, training, and staff development were applied to training methods in order to keep staff skilled, knowledgeable, and motivated Definition: Training is the process of teaching new employees the basic skills they need, to perform their jobs (Dressler, 2003) Training is a learning experience which seeks a relatively permanent change in the individual that will improve his ability to perform his job well. We will write a custom essay sample on Impact of Training and Development on Employee Performance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Every organization needs to have well trained, experienced and adjusted employees to perform their duties efficiently. Training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes toward their work, or their interaction with their coworkers or supervisor. Training is more present day oriented and focuses on individuals existing jobs and enhancement of abilities to perform well. Training should not focus on new employees only, but old employees should also be put through periodical training in order to keep their knowledge updated. 1. 1 Background information. One of the most important aspects in the contemporary hotel industry is employees’ acquaintance with new methods and techniques of Hotel management through training. In fact training is formal as well as an informal process, which is carried out for improving the performance of employees. Therefore the implementation of an effective training process at all levels of management has a significant impact on the performance of the employees. Human resource practices have a great impact on the organizational performance, every organization depends on its work force for fulfilling its operational requirements, human resource not only a subject for The professionals handling the human resources of the organization, in wider perspective it deals with all the key functions of all the departments in an organization it is a liaison between the organization and the employees of the organization it is studied by the economists to relate the efficiency in the productivity of the Organization. Future-oriented training, focusing on the personal growth of employees (Stephen, 2002), for example if an employee is promoted supervisor, his new job would require him to ensure his subordinates do their duties well. This would require his grooming in advance. This is known as employees development, and every organization must plan/carry out employees development in order to keep it functioning efficiently. 1. 3 Statement of the problem Busi ness world is going to be dominated by the services. It has been noticed that in todays world the service sector is the largest growing area of developing countries. The cross-culture encounters in business and company cultures world-wide are fueling the growth of service sector in developing countries. Nowadays an increase of tourism has resulted in the expansion of hotel industry Kenya. The hotel industry in Kenya has become highly competitive with regard to the quality of service provided by hotel industry, as the quality of services has significant effects on the profitability and success of hotels. The quality of service can be maintained by continuous development of both the employees as well as other factors involved in the quality of services. One of the way to develop employees is giving them continuous training in their respective fields as according to Armstrong (2000, p. 543) the fundamental aim of training is helping organization to achieve its goal by adding value to its key resources, i. e. its employees. This means that training is like investing in people to enable them to perform better and to empower them to make decisions due to their natural abilities. 1. 4 Objectives of the study 1. 4. 1 General Objectives The general objective of the study is to investigate the effects of training and development programmes to employees 1. 4. 2 Specific Objectives The specific aim of the study will be to achieve the following objectives; i. To assess the effectiveness of training on employees work performance ii. To investigate the kinds of performance enhancing training offered to employees iii. To describe the effects of training policy on employee performance. iv. To conclude the influences of human resources training on employees and their actual performance in the hospitality industry 1. 5 Research questions This study will seek to answer the following questions. i. What level of staff do organizations mostly consider for training development so as to improve their performance? i. How does continuous training affect employee performance iii. Which training development methods do organizations employ for performance improvement of their staff? iv. Where is the training development conducted for the staff? v. What are the areas of improvements have been witnessed by engaging in training development of their employees? 1. 6 Significance of the study 1. 6. 1 To the managers To help them know the kind of training they need to offer to their staff to increase their level of performance To have a more realistic approach to staff training and development. 1. 6. 2 To the Staff The staff will know the kind of training they need to improve on their productivity. To gauge the level of performance improvements after training and development programmes 1. 7 Scope of the study This study focuses on the perceived and actual performance of employees from management and employees’ perspective. The identification of the importance of training in the hospitality industry and how beneficial it proves for employees and employers are discussed with the help of primary and secondary sources. The study focus will be a sample selection of employees from Nairobi Safari Club. According to Zaman and Bakar (2003) research findings process is in the preliminary stage to establish the connection between the training and commitment of employees that leads to improve the actual performance of employees. Though, researches of different types have been executed in the western part of the world to explore the training program and various types of influences of training on the actual performance of employees but still the generalizability of findings are not so far accurate as there has been lack of consistency in similar sort of outcomes. Most of the researches have strongly emphasized on the close relation among the training program and level of employees’ commitment that result in improving the performance of employee as a whole (Bartlett 2001; Bartlett and Kang 2004; Grossberg 2000; Meyer and Smith, 2000; Bartlett and Kang 2004; and Tannenbaum et al, 1991). This current study investigations foundation strongly lies on the observation in a practical sense therefore by nature this is an empirical research which analyze the impact of the training programs installed in an organization on the performance of employees in a practical sense. Organizations that give special training to their employees and there are ample opportunities for promotions and good monetary benefits which encourage the employees to and good monetary benefits which encourage the employees to exert themselves and take initiatives to rise to the challenges which gives guaranteed returns to the company. A wide selection of leadership, seminars, management training and technical courses are available to employees. It is a crucial investment and it is essential to the company (Banson 2003) Its essential to devote resources for ongoing training, development of leadership skills and creating opportunities for advancement for candidates within an organization. We are developing future managers from within our labor force. It is our goal to be the employer of choice. (Milanese, 2003)They approach salespeople with an attitude that lets them know training will take an hour of their time to compensate them with skills and information. Salespeople want to know exactly what they can learn in a short time. 2. 1 Role of Training in increasing organizational commitment: According to Noe (2008) explained training as a deliberate and preplanned attempt about related job competencies so that employees learning is being facilitated (pp 4). It is significant to invest in programs of development and training in order to make sure that the organizations targets and goals are achieved (Lewis, 1997). The general view and open ideas revolving around in the business world is that the gains and advantages of employers and subordinates are associated with the programs of training and development and investing in those programs (Santos and Stuart, 2003). The role and contribution of Human Resource Development has gained more acceptability and significance in the tenure of reforms and restructuring. One of the key functions of Human Resource Development is addressing and indentifying at work setting the demonstrated behavior of individuals and their perceived attitude towards work. Lewis (1997) demonstrated and firmly argued that training and development is the vital and main reason behind the high performances of workers, organizations and nations. Training and development program is essential consideration by firms when they want to utilize their employees to maximum or optimum level. In other words, to explore the full potential of employees, the difference maker is training and development program, considered by organizations. Through the provision of adequate and appropriate training to workers, the organizations can attain the high productivity level, as per Human capital theory (Becker, 1975). The actions of employees backed by training helps such employees to groom abilities to a next level and substantial growth and employees are influenced by the training modes (London, 1989). Donovan et al (2001) proved and supported through his research findings that employees become more active and quick in responding and accepting changes, built their inner confidence stronger and develop understanding to be supportive to their peers, once they participate in various types of training program The employees actual performance is connected with the commitment of employees, when employees are well trained; they are more productive in their approach. In other words, the job satisfaction and employees productivity tends to increase more after involving them in training sessions and this productive and job satisfaction is largely influence by the commitment of employees . Training sessions help organizations in retaining their employees as training tends to improve the loyalty of employees towards organizations. Moreover, the training sessions also improve the work efficiency of workers who actively participate in training sessions. The appropriate and adequate training motivates employees in right direction which leads to improve their overall commitment towards organizations (Becker, 1975). The commitment of employee is a connected with the performance of employees. Training programs designed by the think tanks of an organization ensure that the skills of employees develop in more professional manner so that there is less wastage of resources and overall improvement in the actual working procedures of employees (Donovan et al, 2001). Training also ensures that employee is needed by organization and he should be retained, this increases their level of commitment towards his respective organization 2. 1. 1 Need for training program The psychological understanding about the actual performance of employee is linked with the organizational commitment which can be improved by means of training employees (Bartlett and Kang, 2004). In order to measure the performance of employee in actual sense the level of organizational commitment must be measured by the organization. To properly measure the level of commitment towards organization, scales were made and conceived by Meyer and Allen (1997). The performance of employee will be more affective if he is trained in a fine manner and this affective commitment tends to be more of emotional type attachment which improve the work efficiency and helps organization in succeeding competitive edge in the market, due to training employees stick to same organization which develops a commitment more of norm type to help organizations (Meyer and Allen, 1990, P. ). Mathieu and Zajac (1990) found in their study that commitment of employee is more due to participation in the developing programs and this commitment is continuance commitment by nature. Weiner (1982) argued and emphasized that normative commitment towards organization means right or moral thing to do (p. 421). These commitments enhances due to the willingness of employee to stay with same organization, which means that training assist organizations in de veloping the sense of commitment in employees. Bartlett (2001) investigated that that there is a close connection between the perception of employees towards the training program and the organizational commitment at the industry of health care. Research results showed that affective commitment and normative commitment of employee is positively linked with the perceived training ability of employees, willingness to participate, training support from senior staff and management, and the perceived benefits of training. Neo and wilk (1993) strongly viewed that once given, the appropriate means should be develop to measure the affects from training program and to motivate employees for training the right steps should be considered by organizations. Bartlett (2001) urged that if the training program is launched in organization and employees are committed to firm when they view the benefits of participation in the training and development program. Bartlett (2001) also proposed a notion that to increase the organizational commitment to a higher level the social support should be created for programs of training and development. Brief (1998) firmly viewed that perceived training benefits and the commitment towards organization is being affected by the relationship of job satisfaction with it. Bartlett (2001) concluded with the outcome of his research in the health care industry and on the basis of outcomes suggested training incentives for professionals of human resources management. 2. 1. 2 The importance of staff training Staff training is a significant part as well as the key function of Human Resource Management and Development; it is the crucial path of motivating employees and increasing productivity in the business. Mcclelland 2002, ) With the development of the technologies and the whole business environment, employees are requested to be more skilled and qualified, even if you are a good employee today, you could be out of the line some other day if you do not keep studying. A company needs organized staff training if wants to be competitive among others. (Yafang Wang 2008. ) Staff training is the k ey task to help everyone in the company to be more united. An enterprise could hire experienced employees or train employees to be skilled. When the company trains their own staff, by providing and forming a harmonious atmosphere, accurate work specification and the passion of work, team spirit will be built between employees and management team within the process. (Train,2009. ) Training of work tasks is one of the main aspects of staff training, including principles at work, professional knowledge and skills, by offering employees these essentials, staff training helps personal abilities match with business requirements. Train01 2009. ) Training could be enormously demanding and should be in-depth; lack of training or poor training brings out high employee turnover and the delivery of substandard products and services. (Sommerville 2007, 208) 2. 2 Impact of training to employees’ performance The existence of a link between the training and performance of individuals at work settings are identified by various researchers. For instance, on job and off job training in a continuous mode is the Human Resource Management practices that is regarded as high involvement and it assist the individual in building the human capital- knowledge for the particular firms in which subordinates are more productive and effective as they are gaining a practical exposure from ongoing job training and are more knowledgeable about the requirement of delivering the services that firm has planned (Batt 2002) Staff training enhances the capabilities of employees and strengthens their competitive advantage. Effective training will improve the personal characters and professional abilities. Not only employees, management and organization would benefit from staff training, customers and guests benefit as well, because of the received quality products and services. (Sommerville 2007, 210). Sommerville also pointed out that unnecessary wastage and damages can be avoided. Regular trainings can decrease work pressures and employee turnover, as a result, less labor cost will be spent and better service can be achieved. 2. 3 Types of staff training and development 2. 3. 1 Sort by training objects Training is differed by disparate groups, one is the top management group, the second group is supervisory management, and the third group is front line employees who participate in operations and providing services. As for the top management group, including general manager, directors, managers and assistant managers of every department, they take care of making decisions. The training should be about building proper economic views, marketing, forming sales strategy, budgeting and cost controlling etc. Supervisory management group is the supportive team in the organization, such as supervisors, team leaders etc. hey should be trained about management concept and ability, professional knowledge, customer services and how to deal with guests requests and complaints etc. practical information. Front line staff helps hotel’s actual operation; training for them should be focused on professional knowledge, technical competencies and working attitudes to improve their abilities 2. 3 . 2 Sort by training location According to the location that trainings take place, trainings are separated into in-house training, on-the-job training and outside training. In-house training is organized by the Human Resource department, using hotel facilities such as the training room, staff canteen. On-the-job training is usually held by each department; supervisors, team leaders and trainers are responsible for this kind of training, experienced worker or trainer trains the employee. (Dessler 2006, 157) Outside training refers to training which is held outside the hotel. Trainees attend seminars and conferences, participate in training program organized outside the hotel, or go abroad to other sister hotels for training. 2. 3. Sort by training contents Trainings are held for different purposes, some are organized to help new employees to get to know the hotel, some are for improving employees? professional skills, therefore, the trainings can be divided by their contents: †¢Apprentice training To introduce hotel general information and basic skills needed at work to new workers. This training helps building up good relationships between employee s themselves and as well as between employees and management team. Moreover, it helps employees to set up the right attitude towards work. †¢Certification training After this kind of training, employee get professional certificate on practical or theoretical tests. It aims to improve employees? skills and motivates them when they pass the tests. †¢Simulation training Practical training is held with the help of Human Resource Department, aiming to improve methods of working and increase work effectiveness by simulating the real workplace. This training is in existence in everyday work, therefore it is long-term. In order to have good results from this training, department heads play very important roles by using proper training skills. On-the-job training Employees? professional quality is the key of hotel services, the rules and principles of work are taught in this kind of training, besides, courtesy, manners and techniques of handling interpersonal relations are taught as well. This kind of training aims to train employees to learn the best way to do the work in the most quickly and effective way. †¢Language training Hotel employees are required to be able to speak one or two foreign languages, for different departments, different work categories or different positions, language requirements also differ. English as an international used language, every staff needs to be familiar with. Another language is required or to be trained depending on the location of the hotel. †¢Hotel services and administration training This training is more focused on a specific subject according to the request of improving administration and services, including telephone techniques, guest relations, sales skills, public relations general information and application, safety and first-aid †¢Cross training To ensure the communication among departments and increase the ability of adjusting to distinguished environments, cross training is used to assist employees to receive knowledge and skills from other departments. (Walker 2007, 597-598) 2. 4 Correlation between training and performance The existence of a link between the training and performance of individuals at work settings are identified by various researchers. For instance, on job and off job training in a continuous mode is the Human Resource Management practices that is regarded as high involvement and it assist the individual in building the human capital- knowledge for the particular firms in which subordinates are more productive and effective as they are gaining a practical exposure from ongoing job training and are more knowledgeable about the requirement of delivering the services that firm has planned (Batt 2002). Moreover, the customer buying behaviour is changed by the demonstration of employees behaviour (Mills et al 1983). Eventually training shows the way to have workforce that is highly skilful and has a positive impact on the businesss improvement, employee also become more productive and committed to the organisation. Various studies indicated the training programs impact as positive in the reinforcement of plans and policies (Huselid 1995, Cooke 2000). Furthermore, the argument proposed by Armstrong (2000) that via learning, the behavior of employees is modified by training that works as a tool for the modification of behavior. The performance of employee is directly interlinked with the training program. . 5 Conclusion These empirical researches do evaluate the importance of the Human Resource Management practices that are executed by the firm in the organization and it will not be wrong to say that these practices are linked with the organizational performance and the individual performance of employees. From the above mentioned theories, it is concluded that there exist a correlation between the performance of an employee and the currently operating training practices in a positive manner but the statistical explanation to show the close link between these variables are yet not been evident.