The Complex Nature Of Human Resource Planning Commerce Essay

The Complex Nature Of Human Resource Planning Commerce Essay This report is about the complex nature of human resource planning. Human resource planning is the process whereby a business determines the amount of staff support that they will need in order to fulfil business needs and customer demands. It is the base upon which all the other human resource activities rest. It simply involves forecasting what staff is needed and making sure that the steps are taken to meet those needs. Human resource planning can also be described as the on-going process of systematic planning to achieve optimum use of an organisations most valuable asset which would be its human resources. It is the way in which managers ensure that they have the right number and kinds of capable people in the right places at the right times. Through human resource planning, organisations avoid sudden people shortages and surpluses. It is concerned with identifying the organisations demand for human resources and demand for human resource and devising means to ensure that a sufficient supply of labour is available to meet that demand. Human resource planning can be defined as the way by which you determine the manpower requirements and the way of meeting those requirements in order to carry out an integrated plan at the organisation. According to Quinn Mills (1983) human resource planning is a decision making process combining three vital actions: Identifying and acquiring the right number of people with the proper skills Motivating the staff in order to achieve high performance within the organisation Creating interactive links between business objectives and planning activities The most popular way of describing human resource planning is having the Right person at the Right place at the Right time. Aims of human resource planning The main aim of human resource planning is to make sure that the organisation has the right number of staff with the right skills needed in order to meet forecast requirements. According to Reilly there are a couple of different reasons why some businesses choose to take part in some form of human resource planning. Reilly identifies three main reasons as to why businesses engage in human resource planning: Planning for substantive reasons- The reason for this type of planning is to have a practical effect by enhancing the use of resources in the organisation or making them more flexible. It also helps the business to identify potential problems and minimises the chances of making a bad decision. Planning due to the benefits it gives the organisation-The reason for this type of planning is due to business understanding the present human resources in order to confront the future human resources. This type of planning gives the business a better understanding of how many employees they have at present and how many they need to take on or let go to deal with the future. For example-The human resource planning department will analyse how many employees they have at present and they will try and forecast how many employees they will need to take on in the future. If the business is busier around the Christmas period then the human resource planning department will look at taking on more staff in order to deal with increased demands. Planning for organisational reasons- The reason for this type of planning is that it communicates the businesses plans and helps the employees to support them and adhere to them. This type of planning is all about relating the business plans to the human resource planning department and integrating the two more efficiently. For example-If the human resource department has plans to take on 10 new employees in 2013 due to a high workload for existing employees, it lets the existing employees know that the high workload is temporary and encourages the employees to support the business and respect the decisions that are made. The Human Resource Planning Model The human resource planning model is a method that the human resource department in a business can use to ensure that they have enough employees and the right ones to carry out the various functions of the business. This human resource planning model consists of three key parts, including predicting the amount of employees that your company needs, checking if the supply of potential employees meets your demand and finally learning how to balance the supply and demand of employees. The three steps are as follows: Forecasting staffing needs Evaluating Supply Balancing Supply and Demand Forecasting Staffing Needs: There are a couple of different ways to forecast in order to predict how many employees you need to run your business and which roles these employees need to fill. There are four main factors to consider when forecasting staffing needs: The situation of the economy- The way in which the economy is performing is a critical factor when youre looking at human resource planning. You need to be able to distinguish whether or not your company needs to recruit more staff or whether your company is going to downsize. In these economic conditions a lot of companies are looking at their human resource planning and making the crucial decisions. For example: If the economy is in recession and business is quiet, a company is less likely to be planning on taking on new staff. On the other hand, if the economy is booming and business is busy a company will be more likely to be recruiting more staff. On the 1st of November 2012, McDonalds announced that they will be taking on over 700 new employees in the next 2years in Ireland. McDonalds human resource planning department are starting the recruitment process in January 2013. On the 5th of October 2012, Cork Airport announced that they will be cutting over 32 jobs. The human resource department of Cork airport explained that the main reason for the plans to cut jobs was simply due to the decline in the economy. The Internal finance of the business- The internal finance of a business will depend on whether or not youre going to invest in new staff. It all depends on how much money you have as a business. The human resource department of a business is usually given a yearly budget. They then look at the staff levels and plan on whether or not to invest in more staff. They also look at things at critical factors affecting staff levels such as how many employees are retiring in the coming year, is there anybody out on maternity leave etc. Internal finance is a main factor in forecasting staffing needs. For example: If the human resource department plans to take on 15 new employees in 2012, there has to be money in the business for this to be a viable. The demand for your product or service- Obviously the demand for when it comes to forecasting your staffing needs and requirements, the demand for your product or service is crucial. If your product or service is in high demand then you will be looking at taking on more staff. However if the demand for your product or service is in low demand then you as a business may need to look at cutting your employees hours or letting some employees go. The demand for your product or service may be in high demand at certain times of the year and you may need to take on extra staff in order to meet demands. For Example: Smyths Toys always take on extra staff around the Christmas period as this is their busiest time of the year. When the human resource planning department at Smyths Toys forecasts their staffing needs, they look at the demand for service. Therefore when they are in their busiest time of the year, they automatically forecast that they will need additional staff in order to deal with the high demand. The Growth expectations of your business- The growth expectations of your business are another factor to consider when forecasting staff. If your business is growing rapidly then you may need to take on more staff. Forecasting the amount of staff you will need in the future will all depend on how well your business is growing. For example: The human resource planning department of McDonalds will look at their growth expectations for the next 6months, 12months, 18months etc. They will then determine how many employees they will need in order to meet the growth rate of their business. By 2015 they hope to open 12 new stores across Ireland. The human resource planning department have already forecasted that they plan to take on 700 new employees. Therefore the growth expectations of the business are a key component on forecasting the staffing needs. Evaluating Supply: This consists of analysing internally and externally. This step is all about checking the amount of staff you have currently in your organisation and checking the amount of potential staff outside of the business. The human resource planning department evaluate the internal staff in the first step when they are forecasting staffing requirements for the future. In order to evaluate the external staff the human resource planning department will look at the demographics of the staff that is available to them. This can include factors such as education and the unemployment rate of the country. When the human resource planning department are evaluating supply there are a couple of key areas they look at including: The existing number of staff employed(broken down by occupation, skill and potential) Potential losses the business may incur due to staff leaving(employee turnover) Potential vacancies through internal promotion The effect of changing work condition(recession may lead to absenteeism) The amount of supply within the business The amount of supply from outside of the business in the national and local labour markets By the business evaultaing all of these areas it will help them determine whether they have access to the number and types of employees that they need in order to fulfil their staffing forecasts. For example: The human resource planning department at BMW in Germany evaluated the supply of employees internally and they have realised that over 50% of their employees would be over the age of 50 by 2020.The human resource planning department evaluated externally in order to find out how much potential employees would be available to them if they decided to take on new employees. By evaluating externally they realised that there was a shortage of qualified engineers in Germany. When evaluating externally they looked at education as a factor, they found that every year the number of engineering graduates are declining. This proves the importance of evaluating supply externally. The human resource planning department of BMW have put plans in place in order to increase the amount of students doing engineering courses. The human resource planning department have offered 18month internships for qualified engineering graduates. This is a good way on increasing the supply of employees ex ternally. Balancing Supply and Demand: Balancing supply and demand is the third step in the human resource planning process. This step is concerned with how the business is going to balance the demand of employees they need with the supply of employees available. The human resource planning department look at the amount of employees that they need and the look at the amount of employees that are available. By the human resource planning department doing this, it helps them to make sure that they avoid an employee shortage and surplus within the business. If the human resource planning department realise that there is a shortage of employees in the business, they must determine what type of recruiting efforts that they will participate in to attract the employees they need in order to fill the needs within the business. In order for the human resource planning department to balance the supply and demand they have to determine the full-time and part-time needs. The human resource planning department will look at the busines ses supply of full-time workers and the demand for full-time work out in the workforce. They look at the businesses needs for part-time workers and look and see if there are part-time workers available in labour markets. If the human resource planning department realise that the business have a surplus amount of employees they may consider employee layoffs, retirements and situations where some employees may need to be demoted. This step in the human resource planning process is all about determining the amount of employees that they need and how many employees are out their willing to work for them. The crucial part of this step is making sure that they balance. For Example: The human resource planning department of Dunnes Stores main aim in the final step of the human resource planning process is to balance the supply and demand of the employees available to the business. The human resource planning department at Dunnes Stores looks at how many employees they need and how many employees are in the workforce available to do the work with the necessary skills. The human resource planning department of Dunnes Stores must make sure that they dont end up with a shortage of employees or a surplus of employees. They need to get the balance just right in order to complete the human resource planning process correctly. Importance of Human Resource Planning Human resource planning is one of the most important resources in management and needs to be used efficiently. Success, stability and growth of a business depend on its ability in acquiring, utilising and developing the human resources for the benefit of a business. In recent years, Human resource planning has become increasingly important due to the high level of competition that todays businesses face. Without effective human resource planning, a company may face the danger of being unable to meet targets because employees with the necessary skills are unavailable. In my own opinion, I think that human resource planning is extremely important for every type of business. The main reason I think human resource planning is important is because by a business planning their human resources they can analyse their staffing needs for the future and identify any vacancies which may arise, they can save money through limited recruitment and selection and it helps motivate employees. Future staffing needs-The business is able to find out how much staff they will need in the future. It helps the business to identify the number of jobs which will become vacant in the near future. The human resource planning process is conducted for the entire business; therefore staffing requirements for every department can be identified. This allows the human resource department to identify any vacancies. For example: The human resource planning department of Dunnes Stores looks at the entire organisations staffing needs and identifies any vacancies that may arise in the future. Therefore the human resource department can identify if anyone is retiring or going on maternity leave. If there is somebody going on maternity leave in the finance department, the human resource planning department can plan to take on a temporary replacement. On the other hand if there is an employee in the marketing department retiring, then they will look at the marketing department and figure out if they need to take on a permanent replacement. Human resource planning is important as it highlights any vacancies in an organisation and prevents any sudden staffing shortages or surpluses. Cost savings-The recruitment and selection process can be very costly. Many businesses spend a large amount of money on this. Therefore by using the human resource planning process a company will save money as they arent wasting money taking on staff that is not necessary. Recruitment and selection will only be carried out if it is extremely necessary. The human resource planning process helps to identify whether recruitment and selection are necessary or not. For example: By Dunnes Stores planning their human resources effectively and efficiently they will save money. They will know exactly how many staff that they have at present. They will be able to determine if they under staffed or over staffed and whether they need to spend money on the recruitment and selection process. Human resource planning is important to Dunes Stores as saves them money by only highlighting when it is absolutely necessary to recruit new staff. Therefore they arent spending money on taking on new staff if they dont need them. Motivation-Human resource planning makes performance appraisal more meaningful. Employees receive feedback in the performance appraisal and they are informed of their chances of future progression in the company. As a result of this, the employees will be more motivated to work harder and try harder to impress. This shows the importance of human resource planning. For example: By Dunnes Stores engaging in human resource planning they will know exactly what promotions are available. So if the Sales Manager is going on maternity leave, then when the assistant sales manager is having the performance appraisal, she may be told if you improve on certain skill, you may be in line for promotion and may be considered when the sales manager goes on maternity leave. This will motivate the assistant sales manager to improve on certain skills and work harder in order to prove that she would be capable for the sales manager position. Human resource planning shows its importance in the performance appraisal as the business knows exactly when there is promotions available and this is turn motivates employees to work harder and prove that they are worthy of a promotion. According to Farnham human resource planning is extremely important as it encourages employers to establish clear and explicit links between their business plans and the human resource plans in order to integrate them more effectively and efficiently. He feels that by a business engaging in human resource planning it can benefit them as the business will have more control over staffing costs and on the number of staff employed. It ensures that a business is not over-staffed or under-staffed. He also feels that through human resource planning, employers can make more informed decisions about the skills and attitude mix in the business. Farnham states that human resource planning also provides a profile of the current staff in the business in regards to age, sex, gender, disability etc. By having this information readily available to them, a business is in a better position to make informed decisions and make sure that they are an equal opportunity organisation. Advantages of Human Resource Planning Meeting Staffing Requirements One of the advantages of human resource planning is that it improves the utilisation of human resources by helping the human resource planning managers to forecast the staffing needs in terms of both numbers as well as the types of skills that the business requires. By the human resource planning managers identifying the businesses short-term and long-term goals it allows them to predict their human resource requirements. In order for the human resource planning managers predict the staffing requirements successfully, they need to establish what skills, abilities and knowledge is required in order to meet the businesses goals. By human resource planning being carried out in a business, it helps the human resources planning managers to identify any potential replacements that they might need in order to fulfil the staffing requirements. Every year many employees either retire or leave companies that they are employed in. By carrying out human resource planning it helps the human resou rce department find replacements for these employees. These replacements may be either from inside the business or outside of the business. Therefore by carrying out human resource planning in a business it gives the advantage of meeting staffing needs. This is one of the main advantages of carrying out human resource planning in a business. Employee Development One of the main advantages of human resource planning is that it improves employee development. The human resource planning department identify employees within the business that could potentially move into a management position within the company. The human resource planning department can then implement certain actions that will help the potential employees develop their management skills. Human resource planning encourages the business to conduct performance appraisals with their employees. By conducting performance appraisals on their employees, it helps the human resource planning department to see what particular skills an employee is lacking and what type of training opportunities the employee should receive. Therefore human resource planning encourages and improves employee development. Continuous Evaluation By human resource planning managers taking part in the human resource planning process, it helps them to measure and access outcomes that make it possible to monitor the progress of the business and the employees. The human resource planning department make the human resource plan and they will usually include various millstones in order to gauge success. The future may be different than expected so the human resource planning department must be flexible enough for the business to manage the change. By a business taking part in human resource planning, it benefits them as the know exactly what is happening within the company at present, how many employees they have at present, how well they are doing currently and how the employees at performing at present. By the human resource planning department carrying out continuous evaluation they are able to meet new technological changes. Human resource planning helps to be effective in the use of technological progress. In order for the hum an resource planning department to meet the challenge of new technology, they make sure that existing employees are retrained and when they are recruiting new employees, they have the up-to-date technological knowledge. Proactive Human resource planning takes a proactive approach in order to meet the companys needs which are obviously an advantage for the company. By the human resource planning department taking a proactive approach it enables them to anticipate future needs, evaluate the companys current workforce and helps them determine what actions that they should prepare to take for the future. The advantage of having a proactive approach in human resource planning is that the businesses consider all aspects and the potential implications of different actions before acting. Businesses without human resource planning react to the employees needs without allowing themselves enough time to think and consider all actions. Businesses with human resource planning avoid making rushed and rash decisions. Therefore an advantage of human resource planning would be proactive businesses. Environmental Factors Through effective human resource planning, the human resource planning department can help the business to respond to environmental factors such as legislation, changing demographics, globalisation and technology. Through environmental scanning, the human resource planning department can anticipate different changes that will affect the businesses workforce and the businesses plan. An advantage of human resource planning is being able to anticipate the different environmental factors which will affect the business and its employees. The human resource planning department can predict and plan in anticipation for any changes in the environmental factors that may affect their business or their staffing requirements. The human resource planning department can prepare in advance for factors such as an aging population and an older workforce. By the human resource planning department, thinking ahead and taking the environmental factors into account, they help the business to avoid possible skill shortages in the future. By the human resource planning department failing to prepare for the environmental factors it can have a negative impact on the business. Disadvantages of Human Resource Planning Lack of Support During the last 25years, human resource planning has become a strategic partner in most business decisions. Before this it was known as personnel administration, a department responsible for processing payroll, handing out job application forms and enrolling employees in the business. One disadvantage of human resource planning is that without the support of management and the employees; it will not work or be effective. In order for human resource planning to be effective, the managers and the employees must support the human resource plans one hundred per cent. The management dont always see human resource planning as an essential element in the businesses long term and strategic goals. The employees of a business dont always support human resource planning due to the fact that they dont fully understand what their role is in the business. Culture Shift One major disadvantage of human resource planning relates to the current cultural thinking of the employees in a business. Many employees work in the same style they were originally trained in. These types of old-school employees have learned to perform their work efficiently and they take great pride in their ability to perform well in the business. When a business decides to take a new approach by implementing human resource planning into the business, these types of employees feel threatened. The employees current skills may not be able to be transferred to the businesses new way of doing things; therefore some of the employees will need to learn the new system. Larger Initial Investment A business must invest time and money into their human resource planning to become fully functional this is a disadvantage for businesses that dont have excess cash to invest into their human resource department. A business would also have to invest money into training their employees into understanding human resource planning. The employees would need to be thought how to research alternative approaches to planning, how to evaluate which approach fits the business the best and finally to implement that chosen process. The human resource planning manager would need to be able to determine how the new process fits in with their current employees and they would then have to assign new responsibilities to each employee. Once the employees are assigned their new responsibility, they will need additional training in order to help get them use to it. They will each need to learn what their new role in the business is each employee will need. This would be one disadvantage to human resource planning; the initial capital invested. The Strategic Human Resource Planning Process The strategic human resource planning process consists of four steps: Assessing the current human resource capacity Forecasting human resource requirements Gap analysis Developing human resource strategies to support business strategies Assessing the current human resource capacity Based on the businesses strategic plan, the first step in the strategic planning process is to analyse the current human resource capacity of the business. The knowledge, skills and abilities of the current staff in the business need to be identified. A way in which this can be done is by developing a skills inventory for each employee in the business. The skills inventory should go beyond the skills needed for the particular position. The business should list all the skills each employee has demonstrated. The education levels or additional training and development courses that they have participated in should also be included. Forecasting Human Resource Requirements The second step is to forecast human resource needs for the future, based on the strategic goals of the business. Realistic forecasting of human resources involves predicting both demand and supply. In order for the business to forecast the human resource requirements, they need to be able to answer the following questions: How many employees is required in order to achieve the strategic goals of the business? What jobs will need to be filled? What skill sets will people need? When forecasting demands for human resources, the business must also identify the challenges that they will face in meeting their staffing needs based on the external environment. In order for the business to determine external impacts, they should consider the following factors: How does the current economy affect the businesses ability to attract new employees? What changes are occurring in the Irish labour market? Gap Analysis This step is concerned about determining the gap between where the business wants to be in the future and where the business is currently. The gap analysis involves identifying the number of staff and the skills and abilities required in the future in comparison to the current situation the company are in. The business should ask themselves the following questions: What new jobs will the business need? What new skills will the business require? Do the businesses current employees have the right skills? Does the business have enough mangers? Developing Human resource strategies to support business strategies There are five ways in which a business can meet their needs in the future: Restructuring-This involves reducing staff by termination, reorganising work units to be more efficient Training and development-This involves providing staff with training to take on new roles, providing current staff with development opportunities to prepare them for future jobs in the business. Recruitment-This involves recruiting new staff with the skill and abilities that the business will need in the future. Outsourcing-This involves using external individuals or businesses to complete some tasks Collaboration-This involves allowing employees to visit other businesses to gain skills and insight. It involves working together with other businesses to prepare future leaders by sharing in the development of promising employees. Case Study BMWs Human Resource Planning Practices In 2007, Human resource planning managers at the BMW manufacturing plant in Germany came up with the Today for Tomorrow project. Human resource managers realised that with Germanys ageing population, by 2020 roughly half of BMWs 18000 workers in Germany will be over the age of 50. By 2020, more than a fifth of the country will be over 65.Faced with a probable decline in productivity, human resource managers reacted in an unusual and innovative way. For BMW, it is a matter of necessity, like many industries in Western countries; the company faces the challenge of trying to remain globally competitive with an experienced but ageing workforce. The human resource planning manager believed that their older workers have more patience and skills than the younger workers. The human resource planning manager in Germany believes that they are grappling with an ageing workforce. With the country also facing a shortage of qualified engineers, the human resource planning department have decided that its best to keep good workers on the job as long as possible and adapting the manufacturing factories to their needs. The human resource planning departmen

Was Northern Victory in the Civil War Inevitable? Essay -- essays rese

Was Northern Victory in the Civil War Inevitable? Several factors played in to the American Civil War that made it have the outcome that it did. Although the South had better trained officials due to their military school, the North was far more advanced than they. The North had the advantage over the South in several ways. However, the outcome of the Civil War was not inevitable: it was determined as much by human decisions and human willpower as by physical resources, although the North’s resources gave them an edge over the South.   Ã‚  Ã‚  Ã‚  Ã‚  The South seceded in part out of growing awareness of its minority in the nation. The Union held twenty-three states, including four border slave states, while the Confederacy had eleven. Ignoring conflicts of allegiance within various states, which might roughly cancel each other out, the population count was about twenty-two million in the Union to about nine million in the Confederacy, and about four million of the latter were slaves. The Union therefore had an edge of about four to one in potential human resources.   Ã‚  Ã‚  Ã‚  Ã‚  An even greater advantage of the North was its industrial development. The states that joined the Confederacy produced just seven percent of the nation’s manufactures on the eve of the war. What made the disparity even greater was that little of this was in heavy industry. The only iron foundry of any size in the Confederacy was the Tredegar Iron Works in Richmond, which had long supplied the United States Army. Tr...

Lusitania Essay -- essays research papers

Lusitania It was 2:10 p.m. on May 7, 1915. Leslie Morton, a lookout on the Lusitania, screamed, "Torpedoes coming on the starboard side." Two explosions followed. Within 18 minutes the huge liner, once the largest ever built, sank to the bottom of the Celtic Sea. 1,195 out of the 1,959 people aboard died. Walther Schwieger, commander of the German submarine U- 20, who had fired a single torpedo 750 yards away from the ship, later called it the most horrible sight he had ever seen. The Lusitania entered service between Liverpool and New York on September 7, 1907. Funded by the British Admiralty, the Lusitania, built by the Cunard Steamship Company, was required to double as an auxiliary cruiser in case of war. This was a secret agreement between the Admiralty and Cunard. On May 12, 1913 she was put in drydock to be double plated and hydraulically riveted, as well as modified for the application of guns. War was declared on August 4, 1914, and the ship was sent again into drydock. There she was armed with 12 six-inch guns(Simpson 60). Britain wanted to ship war materials over the Atlantic, but there was an embargo of shipping munitions on passenger ships. America also tended to publish the cargo manifests so that the Allies as well as the Germans would know what is being shipped. Britain found a loophole in this. New cargo added at the last minute did not go on the original manifest, thus a supplementary manifest would be submitted 4 or 5 days later. Also, due to t...

Skills Of Table Tennis :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Table tennis is played on thick wooden or composite wood, plastic and even metal varieties table. The surface of the table should have a mat finish and it is usually dark green or blue. The table is 274 cm in length, 152.5 cm in width, and 76 cm in height. The table is divided by the net into two courts. The net is 15.25-cm height and extends 15.25 cm beyond each side of the table. The racket consists of two parts: the rubbers and the blade. There are a lot of different kinds of rubbers and blades. There are offensive, all-round and defensive ones. The player style will dictate the kind of racket to use. A game is won by the first player or pair (in doubles play) to score 21 points, unless the score reaches 20-20 in which case the player or the pair needs two clear points more than the other in order to win the game. A match consists of the best of three games or in big tournaments, like World & European Championships, the best of five games. You lose a point when:  You fail to make a good serve.  You fail to return the ball from the opponent.  You hit the ball before it has bounced on your side.  The ball bounces twice on your side.  In some special occasions when you execute the serve. A good return is a single hit of the ball by the racket hand below the wrist, after it has bounced on the player's side of the table, so that the ball returns directly on the opponent's side. Of course the ball is permitted to hit the net during the return. However if the ball hits the net during the serve, the serve is executed again. The server changes every 5 points. This continues until the player wins the game. After the end of the game the opponents change sides and the player who served first in the previous game, serves first in the next. In doubles the rules of serving and changing ends are the same as in singles except that the serve is executed from the right hand side. Each 5 points the server changes corner with his partner so that the other will be ready to receive the opponent's serve. In doubles play the ball is returned in a strict sequence. The server serves and then his partner receives the ball from the opponent and so on.

Aging and Disability Worksheet Essay

Identify 2 or 3 issues faced by the aging population. 1 Unequal treatment in employment – Poverty 2 Face prejudice and discrimination – Ageism 3 Face isolation – Elderly Abuse What is ageism? How does ageism influence the presence of diversity in society? Ageism is the practice of prejudice of discrimination to the elderly. The way that ageism influences the presence of diversity in society is by robbing them of their of their choices, independence and treating them with disrespect. Also by treating them as if they are unable to handle things for themselves as if they have reverted back to an infantile stage. It should be noted that the elderly have a lot of knowledge and wisdom to bring to the table and are able to do the same if not more than society gives them credit for. Society also views elderly people as sickly, frail and unable to take care of themselves. What is the Americans with Disabilities Act (ADA)? How does the ADA address issues for the aging population? The ADA is a civil rights law that was enacted in 1990 and that prohibits discrimination against individuals with disabilities. This law addresses the issues for the aging population by protecting anyone that is 40+ from being fired or from employment discrimination. It is designed to protect the aging and/or elderly from being passed over for a promotion or raise, however, it is difficult. This law does in fact protect against being fired, however, it does not do anything for helping obtain employment because of your age. This law was definitely designed to protect the elderly or aging, and in short does help to some degree, however, I personally believe that there is more that can be done to protect the aging or elderly a little more than they are. What is being done to address the issues you identified? There are political organizations that have been established for the elderly. One of those organizations is the Older Women’s League (OWL), which was founded in 1980. Then there is the largest organization is the American Association of Retired Persons (AARP), which was founded in 1958. These organizations were founded for the sole purpose of helping the elderly and aging with finding discounts for health insurance, nursing home reform, pension reform, social security benefits and a muriad of other resourses for the aging and the elderly. The AAPR represents 1 in every 4 registered voters in the Untied States. (AARP 2003) Is the number of aging population expected to rise in numbers or decrease? The number of aging population is expected to rise in numbers. According to the Bureau of Census 2008c, the population of baby boomers What types of legislation may or may not be affected by the aging population? How does poverty affect the aging population? Part II Answer the following questions in 100 to 200 words each. Provide citations for all the sources you use. What does the ADA provide for people with disabilities? How have people with disabilities been treated in the past? How has the attitude toward people with disabilities changed over time? What are some unique circumstances or issues encountered by people with disabilities? What is being done to address those issues? What types of legislation have been introduced to address issues faced by people with disabilities? References: http://www.alfa.org/ Racial and Ethnic Groups, Thirteenth edition, by Richard T. Schaefer. Published by Merrill Prentice Hall. Copyright  © 2012 by Pearson Education, Inc. American Disabilities Act National Nedwork, Information, Guidance, and Training on the American with Disability Act /adata.org/

High Crime Rate Essay

Also, some movies watched by individuals can play a role in some crimes being committed. Some individuals think it is ok to perform these acts of crime. This information is an eye opener to me. I would have never known this information if it was not for doing this research paper. I have come to the conclusion that I will never find the answers that I am looking for. There is no way that anyone in the wild could have an answer to why crime and violence is high in America. My opinion on why crime and violence is high is because people don’t seem to have a heart or respect others. This opinion has changed because the person committing crimes may get pleasure from it who knows. In my research the book Reducing Gun Violence (2012), I got a clear understanding of violent crime that relates to guns. This book talked about how gun crimes can be cut down, and what people in authority can do to make these changes. I feel that my research is inspiring because it demonstrates how crime and violent have impacted many communities here in America. I put a lot of time and energy in finding information on my why question and formatting my paper correctly. In my research I have come to a new point. Is there a thing as good crime?

What Was the Cause for Segregation in the South?

Lemar Griffin Reconstruction April 28, 2011 Professor Eisenberg What was the cause for segregation in the south? The Day Freedom Died and When did Southern Segregation Begin are two books that cover events that happened during the Reconstruction period. Charles Lane through his political and social analysis shines an illuminating light on one of America's more sordid events. The Colfax Massacre gained national attention so much that the event is now an interracial group that commemorates an event.John David Smith the author of When did Southern Segregation Begin takes a straight forward approach in his book and explains multiple reasons for why this may have occurred. People often assume that segregation was a natural outcome of Reconstruction which can seem somewhat believable depending on your knowledge of the subject. But in all actuality scholars cannot agree on which events at the end of the nineteenth century mark the beginning of formalized Jim Crow. Studies show how blacks an d whites learned to be civilized when they encountered each other.The division of the two races happens soon after the end of the Civil War. This essay will attempt to analyze when southern segregation begin. Following the Civil War, Colfax, Louisiana, was a town, like many, where Negroes and whites mingled uneasily. But on April 13, 1873, a small army of white ex-Confederate soldiers, enraged after attempts by freedmen to assert their new rights, killed more than sixty Negroes who had occupied a courthouse. There were barely armed former slaves that were knifed, burned, smoked out of a courthouse, and gunned down by a white posse angry over an 1872 Republican election victory. the Ku Klux Klan declared. Its goals were â€Å"to protect the weak, innocent and defenseless,† and â€Å"to protect the constitution on the Untied States. [1] The United States passed the Thirteenth Amendment in 1865, putting an end to almost 250 years of slavery. Following the Civil War, Colfax, Lou isiana, was a town like many where African Americans and whites mingled uneasily. When you look back at the events that unfolded in many towns like Colfax, Louisiana you start asking yourself: â€Å"What was the reason for all this. Throughout the year we learned more as a class why whites did horrible things to blacks, and about why Reconstruction is important to our America history. I feel that this goes back to a text we read earlier by Howard Fast in his book Freedom Road. The hypothesis that I have came up with is from a scene in Fast’s book. I believe that to some extent whites were afraid of blacks becoming independent and educated. I feel this way because I believe that money and power are two of the most important things in America, in my opinion. To gain money and power you must have the skill set to enable yourself to do so.This comes with knowledge, meaning that you would have to be very well educated to put yourself in a position to acquire power. Having knowled ge is one of the most powerful weapons you can have as a human, and the somewhat educated blacks were aware of this. I have this idea because of the fact that from taking this class I’ve been doing a lot of thinking about why slavery lasted so long and have the whites kept the blacks in control of such a long period of time without losing control of everything. That brings me to power, education, and money. Back in the day White was making a very good amount of money from slavery.If you look at slavery in the context I am for my hypothesis it will make more sense. I’m looking at slavery from a business aspect. If you dehumanize blacks and block out the fact that you’re hurting people, and that it is morally wrong to enslave people then you have what I call a â€Å"unethical business. † When whites feared that blacks could learn how to read and write it would scare them because is all blacks were able to read and write then they would have the knowledge th ey needed to realize that with the right plan and the will power and motivation that they could free themselves from slavery.I feel this way because from all the books we have covered in class I started to notice a pattern. It was starting to come more clearly to me after every book we finished in class. Education is important in the forthcoming of Reconstruction; the same also is true for knowledge. Changes were made by black people that were educated or people that have enough knowledge to understand the situation and see the way to fix it. Money is key factors in many choices many people in this country base their decisions off, morally and ethically.With money come the number one thing that all counties want let alone just individuals, power. With the right person in power everything thing can be either perfect for a certain group of people, as well as with the wrong person in power everything can be horrible for a certain group of people. To sum up my hypothesis if blacks would have had the chance to become educated then the world would be a totally different place, in my opinion. This separation of blacks and whites took without a doubt took time and a lot of effort by white southerners to make sure that it all went according to plan.This begins to happen soon after the end of the Civil War. The churches and schools were the main places and probably some of the first places to be spilt. During the time, neither place was to be segregated by law. Both places became segregated by the choice of the public. This is an early example of how the blacks separated themselves from the whites to start to own life as free people. The black communities were all against any law that would be restricting them from everyday rights and everyday conveniences that they felt they were entitled to as humans.However, many whites also were not satisfied with the thought of Jim Crow Law. These laws were unlike the black codes which had been done away with ten years earlier. The Jim Crow laws brought segregation to public schools, public places, and public transportation. It also separated restrooms, restaurants, and drinking fountains from blacks and whites. The U. S. military was also segregated. For more than 200 years before the Civil War, slavery existed in the United States. But after the war things began to get worse for blacks.The south thought they needed to do something. The Southern legislatures, former confederates, passed laws known as the black codes, after the war, which severely limited the rights of blacks and segregated them from whites. The south gradually reinstated the racially discriminatory laws. The two main goals they wanted these laws to achieve: disenfranchisement and segregation. To take away the power that the blacks had gained, the Democratic Party began to stop Blacks from voting. There were many ways to stop blacks from voting.Some of these things were poll taxes, fees were charged at voting booths and were expensive for mos t blacks, and the literacy test. Since teaching blacks were illegal, most adult blacks were former slaves and illiterate. â€Å"A favorite ploy was to change the registration site without notifying colored voters; some registrars demanded that elderly Negros prove that they were over twenty years old, not easy for those who had no birth certificates because they were born into slavery. †[2] This was something that was common back when the blacks would go and try to vote to make a change. Registered colored voters outnumbered whites 776 to 630 in Grant Parish. †[3] The white were doing everything in their power to cheat and make sure that the blacks did not win anything that they had put their vote in for. Voting is a powerful tool which goes back to my hypothesis about how power is important in America. They have said that this still goes on in America the power of the votes are suppose to be in the hands of American people but sometimes the polls don’t reflect o n what who really went out and cast their vote on election day.The power to change things that normal people have no control over is something that has been going on for a long time now in America. ———————– [1] Charles Lane, The Day Freedom Died, (New York, NY: Henry Holt and Company, LCC, 2008) Pg. 3 [2] Charles Lane, The Day Freedom Died, (New York, NY: Henry Holt and Company, LCC, 2008) Pg. 65 [3] Charles Lane, The Day Freedom Died, (New York, NY: Henry Holt and Company, LCC, 2008) Pg. 66