Scope And Limitation Of The Study Environmental Sciences Essay

Scope And Limitation Of The Study Environmental Sciences EssayFor a country facing recurrent drought, with severe consequences for development, the submit for irrigated culture bath non be overlooked. only the countrys capacity to support factory farm through development of irrigation has been fainthearted (Mengistu, 2000). Ethiopia cannot hope to get hold of its large provender dearth through rain-fed farming(a) trade the country could still face millions of tons of cereal deficit for decades to come (Desta, 2004).The Government of the Republic of Ethiopia in the Ethiopian Water Re seeds caution Policy (1999) states that Ethiopia endowed with relatively mettlesome schooler amounts of rainf every last(predicate) in the kingdom and has a step to the fore runoff of about 122 billion m3 of pissing and 28,000 Mm underfur peeing. A result of studies made in the field aver that if the countrys water system supply system resources argon actual to cater for irrigation , it would be possible to secure unsophisticated sur increase enough both for domestic consumption as well as for external markets. The abundant water resources have realize Ethiopia the name the water tower of East Africa (United Nations Development Programme 2006). However, level off had this estimated water potentiality, the country cannot meet its fodder security.Although, water resource potential is said to be abundant in Ethiopia, it is clear that even by the low back upard of African countries, Ethiopias accustom of its water resources is limited. Cognizant to this fact, the presidency has taken initiatives towards developing irrigation schemes of various scales (Desta, 2004).The government of Ethiopia as stated in its Poverty Reduction Strategy Paper (PRSP), has recognized the importance of water and gaind its focalise on water resource development and employment to achieve food security (FDRE, 2000). Irrigation is one means by which sylvan drudgery can be incr eased to meet the growing food necessarys in Ethiopia. Irrigation can also stabilize pastoral drudgery.Ethiopia indeed has strong irrigation potential. Realizing the potential irrigation development can contribute towards food security and go against welfargon, the Government has embarked on wide range of water development efforts passim the country. Since 1950s thither ar mixed experiences with promoting irrigation and other modern inelegant technologies in the effort of intensification. In the last decade, minor(ip) irrigation and rainwater fruit are profound to Ethiopias new insurance policy and scheme on agricultural and rural development. In round parts of the regions, where there are stingy and terrestrial rainwater, there is evidence that irrigation has achieved positive impacts better opportunity for ware, better income, reduction of risks, and hence generated benefits for poor rural communities.The importance of intervening irrigated agriculture in the ec onomy of developing countries results from the fact that rain fed agricultural system is not capable of supplying the desired amount of issue to feed the increasing population. Irrigation is not needed for both deficiency in the total supply of water by rainfall only, but because of the inadequacy of this supply at certain times of the year. This inadequacy of moisture volition surely lead to the reduction of plant growth (Briggs and Courtney 1989 as cited by Mintesinot, et.al, 2004). Therefore, Irrigation is utilise in order of magnitude to combat stops of moisture stress so as to fulfill the crease moisture requirement and increase the drudgery. Irrigation workout is an expensive one in case of if we construct huge dames or extravagantly river diversions, and in many cases can only be use with profit to high value fit outs. But it can be tacky for areas having high priming water potential and the water is easily kind through pot dug wells.The country has highly-dive rsified agro-ecological conditions which are suitable for the production of various types of harvest times. The strays are produced under rain fed and irrigated condition. Cereals dominate Ethiopian agriculture, accounting for about 70 per cent of agricultural GDP (Ethiopias agricultural sector policy and investment framework, 2010-2020). Over the past decade, cereal production has much than doubled to nearly 15 million tons, as a result of horizontal amplification and increased yields (Ethiopias Agricultural sector policy and investment framework, 2010-2020). Nevertheless, food security clay a critical wall plug for many households, and for the country as a whole. Moreover, expansion of the cropped area to more marginal records has led to severe land degradation in some areas (Ethiopias Agricultural sector policy and investment framework, 2010-2020). To alleviate the challenges of food insecurity in the country promotion of irrigated agriculture was given priority (Mekuria , 2003). indeed, hand dug well construction has become one of the activities both by the individuals as well as the government.Agriculture and rural development has been the central pillar of successive national development and pauperization reduction plans and remains so under the new five year growth and work shift plan (FYGTP) announced in August 2010. There is a need, however, to increase development efforts and resources targeting high-potential rain fed areas and irrigation development, in order to renovate productivity growth, agricultural led industrialization and long-term food security. Thus groundwater has become an beta source for irrigation and it has become an integral part of the irrigation strategy to overcome food scarcity in many developing countries including in Ethiopia. Such efforts have answered to go irrigation with time particularly from 1950s the expansion has been rapidly increasing (Rosegrant et al., 1999). Most agricultural production is used to m eet household consumption needs and, for a very large number of households, there is a prolonged hunger inure during the pre-harvest period.In all increasing productivity in smallholder agriculture is Governments top priority, recognizing the importance of the smallholder sub-sector, the high prevalence of rural poverty and the large productivity gap. Productivity sweetening however, must be complemented by efforts by introducing effective practices towards the farmer to help farmers from purely subsistence farming to semi-subsistence/ semi-commercial status practicing farming as a business and to adopt more sustainable natural resource management practices in order to arrest and reverse environmental degradation. But this may not achieved only by using rain fed agriculture, rather by conjunction use of surface water and ground water without touch the environment.Therefore In order to achieve these far-reaching and ambitious objectives, Irrigation development perceived as one o f the strategies with the potential for solving this problem and to be food self-sufficient. The government of Ethiopia has an irrigation development strategy, which aims to develop over 470,000 ha of irrigation by 2016 as promulgated in the Water Sector Strategy of 2001. Of this development, 52% go away be large and medium scale schemes while the remaining 48% will be small-scale schemes (Government of the Republic of Ethiopia 2001).Because of the ambitious government plans to expand small scale irrigation in Ethiopia, and in view of increasing demand of water for various purposes like agricultural, domestic, and industries, a greater emphasis is be laid for a planned and optimal utilization of water resources. flat if Ethiopia has high surface water potential, due to uneven distribution of rainfall in both time and space, the surface water resources are stragglingly distributed coupled with increasing water user sectors, may lead to booking among water users, particularly ag ricultural sector. To narrow this gap and increase productivity per drop of water, surface water just is not the best solution. Considering this edit giving emphasis on development of ground water resources for those areas having high ground water potential is crucial.Problem StatementWater for agriculture is increasingly recognized as a major constraint to meliorate the lives of the rural poor and is an meaning(a) component of rural livelihood programs that need to be yet strongly established in Ethiopia. Irrigation has contributed significantly to poverty reduction, food security, and improving the quality of life for rural populations. The majority of lively traditional and modern irrigation schemes are micro level in size. galore(postnominal) of these schemes are based on stream and river diversions but some may be dependent on small dams and undying springs which show ground water potential for irrigation did not get emphasis. Fogera is one of Blue Nile watershed area in Ethiopia and known by flooded plain. The woreda has high ground water potential. Now a day there is irrigation practice in the area for production of vegetables, horticulture (onion, tomato and purple) and in some extent maize. eventide if there is such practice in the area, beside high ground water potential al around all farmers are used two perennial rivers called Rib and Gumara as a water source for their irrigation crop production using motorized pump. But the beneficiary farmers are those having farm land near or around streams, while those farmers bounded with these rivers and have not farm land around the stream waiting until the rainy season to cultivate crops.Recently increasing in number of water users for crop production and other uses the stream flow become drying the downstream especially starting from February to April. This leads to crop failure and reduction in production plus conflict among the up- stream and downstream water users. To solve this problem and r ecord in irrigation those farmers have not farm land around the streams and bounded by two streams, conjunction use of ground water and surface water for irrigation crop production is important. However, to assure these identifying opportunities and major constraints of the familiarity that makes hands-off on ground water uses for irrigation crop production is primary lying-in to the area having high ground water potential.Researchable QuestionsFor a specific watch of ground water constraints linking with issues of the use for irrigation crop production, a number of questions can be raised. The arena tries to address the following major research questionsWhat are major constraints of the community to use ground water for irrigation crop production?Are the communities aware about their ground water potential for crop production?What types of practices were implemented in the area to promote ground water uses for irrigation crop production by contrastive Governmental and Non-Gov ernmental Organizations?General and particular ObjectivesIn the Fogera plain groundwater is important source that can be used for irrigation crops year around. Reducing dependency on rainfall and stream water for crop production little has known about the potential use of ground water in the area. Rain fed agriculture alone cannot be insuring food self-sufficiency for the country having uneven distribution and erratic rainfall. Rather in addition to rain fed, implementing irrigation schemes according to water source potential weather surface or ground water is important. For those areas having high ground water potential, ground water may serve as a water source for irrigation crop production and increase income. But to use this precious natural resource actively and efficiently tackling obstacles cogitate to ground water use for irrigation crop production is the primary task. This motif will investigate constraints in the Fogera Woreda on ground water uses for irrigation crop pr oduction.In particular it will-Identify major constraints why farmers are not used ground water for irrigation crop production. identifying major constraints of the community on ground water use for irrigation crop production, makes easy to end makers to solve communities problem on ground water irrigation using different approach and makes the community fear to use ground water for irrigation. respect communities awareness about the area ground water potential uses for irrigation crop production. It is important to community to make them self-confident about their natural resource. If they are sure about their resource, they will remove their doubt and cultivate any perennial (chat) or seasonal crop which makes them profitable.Assessing best practice if there is, to promote ground water use for irrigation crop production in the area by different Governmental and Non-Governmental Organizations. Assessing best practice make in the area on ground water use for irrigation is importan t for the community to scale up from one kebele to another.Significance of the StudyEthiopia has developed a 15-year water development project for the period 2002-2016 in order to enhance the appropriate and comprehensive water use policies. It ensures multiple uses of this racy resource among various users. Among the water sectors agricultural water use has got the most attention through the strategy called Agricultural Development Led industrialisation (ADLI). The intervention of the plan is to address most of the supply-demand gap within 15 years time through increasing the number of large, medium and small-scale irrigation schemes. In addition, the Government of Ethiopia (GoE) recognizes, community managed small-scale irrigation water schemes as possible alternative to privatization and state ownership of the resource.To see this intervention on stand and to use available water sources identifying major opportunities and constraints of irrigation water sources is milestone for beneficiaries, thus contributing to increased productivity. Water management policies are also important to avoid and manage conflicts and ensure the participation of low level communities. In this regard, the findings of this study will contribute to narrowing the information gaps regarding the organizational and institutional context, management practices and collective action regarding ground water use for irrigation, and the major problems of ground water irrigation development at the grass-root level. Therefore, the outcome of this study may serve as a source of additional information for policy makers and planners during the design and implementation of irrigation development programs and prospects.Scope and Limitation of the StudyThis study is based on a cross-sectional entropy for the time period of 2010/2011 aimed at assessing major constraints of ground water use for irrigation crop production in six kebeles of Fogera Woreda, i.e. Nabega, Kideste Hana, Wagetera, Shena, S haga and Kokit.The major limitations of the study relates to the unavailability of secondary data needed to supplement the primary data. Secondary data on luxuriant soil type for each kebele, specific type of training they took on irrigation, yield of previous production seasons, soil type of the area, amount of water they apply to the crop and others were needed. In response to this limitation, we used triangulation data allurement method, while we were collecting the data. Due to resource and time limitations, the study had to focus on only a few most important questions.

Socialization Leads To Identity Formation

assimilation Leads To individuation operator FormationWhat is culture? socializing is the do work in which humanity worlds interact with for each one other undividedly and in groups. It is the process by which one figures the traditions, customs and accepted behaviour in any prone society. It is non a onetime process, solely it is a sustenancelong process that provides individuals with skills, value and attitudes that ar necessary for interacting with the society. Human beings need social experiences to direct their culture and survive in the society. They are not born with values and skills. They delay from what they see, hear and experience throughout their life. They have the capability to picture and absorb from what they see roughly them. Socialization is not a notwithstanding a simple term that can be seen at take care value. It has many layers, and each layer is different from the other and crests to different processes and situations. Socialization has three layers primary, secondary and tertiary. Primary is what we learn from our family and when we are young, secondary is what we learn in discipline, and tertiary is what we learn throughout our lives.We straightaway know what socialising means, but what is individuality? Identity is what makes an individual who he actually is and what his economic consumption in life is. It is what makes an individual defin equal and recognizable. It is who you are and where you come from and what makes you crotchety from every other human being. It gives an individual a sense of being. Identity can be defined as individuality, personality, distinctiveness or singularity that makes an individual stand out. Like socialization, identicalness too cannot be seen at face value. Identity has many layers to itself, and as we walk through life, each new layer keeps unfolding in front of us.Now, since we know what socialization and identity both mean, we can bring them together and relate them to behave our examination does socialization lead to identity haomaation? Well, I call yes, socialization does lead to identity formation as we discover who we really are and where we fit in, simply in the midst of people and in our interaction with them. Once we start interacting with the society, we learn so much astir(predicate) ourselves as well as closely others (individuals or societies), their culture, customs, behaviour, etc. We learn that we are similar to some people, and different from others. Socialization makes an individual more than(prenominal) confident. The more people we talk to, the more topics we talk about, and this in acetify widens our scope. Also, we make ourselves more visible to society and hence people spot us. Thus socialization helps in building ones identity. Todays world is all about power and identity. If one has an identity as well as the correct attitude, he can achieve whatever he wants. Socializing too leads to better networking. Better networking means more connections and more connections means higher(prenominal) opportunities at work or elsewhere as well. Hence socialization leads to a boost in ones career or talent and olibanumly helps in identity formation.The more we interact with people, the more we discover ourselves and form judgements about ourselves as well as others. One is only able to discover his true self when he interacts with others and reacts in certain shipway that are different from others. Everyone has a different and unique reaction to a certain situation. This uniqueness is what gives an individual his identity. For example, if we see Phillip Zimbardos Stanford Prison Study try out (Zimbardo, 1971), that was undertaken to study the behavioural and psychological consequences of becoming a prisoner or prison guard, we observe that the prisoners started to lose their identity, and didnt see it as an experiment, but as a real prison run by psychologist. They forgot that they were actually unspoilt college students and not actually prisoners. The prisoners actually gave up their freedom and forgot their rights and liberties. The situation was much(prenominal)(prenominal) that it made them feel that way. The environment was so realistic that they actually believed they were prisoners and thus behaved in rebellion. It is the prisoners who created in the guards a sadistic impulse. The guards were compelled to act in shipway that were totally opposite from what they were feeling inside. But few of the guards were actually cruel, and snarl no guilt or regret while doing their job. They had completely doomed themselves and started behaving in the role that was assigned to them, i.e. the role of a prison guard. The prisoners as well as the guards lost their true identity and became what the situation take them to be. The fresh prison routine, the privilege cell for the obedient ones and the hole for those who were punished, the dress they were made to wear, the food the y were made to eat, the number given to them by which they were now addressed, made them lose their true identity and become someone else. Thus, from this experiment we learn that situations affect us more than we think. What the volunteers in this experiment undergo was the power of the situation and not anything to do with their personality. Prisons are institutions which attempt to unloosen individuals of their previous identity, and this can be clearly seen in Zimbardos prison experiment. some other example is The Clark Doll Experiment (Clark, 1939) that was carried out by Dr. Kenneth Clark and his wife, where they asked relentless children to fill amongst a black doll and a white doll. nigh of the children said the white doll was nicer, prettier and the one they takered playing with, whereas the black doll was the bragging(a) doll. All these children were eldd from 6 to 9 only and were already so damaged by racism at such a young age. This racism was due to the work s egregation between white and black kids. It was distorting their minds, causing them to have stereotypes and hate themselves. When asked the last question of the experiment-which doll looks like you? the children hesitated and answered. They wanted to choose the white doll, but reluctantly pick the black one. Thus, prejudice, discrimination and segregation caused black children to civilize a sense of inferiority and self hatred. These children were embarrassed of who they truly were, and hated themselves for being black. They wanted to be white like the other kids. Thus, they lost their identity at such a young age and in event were ashamed of who they actually were. They preferred being someone else.Thus, socialization does lead to identity formation, and this identity formation starts at a young age itself. Even before children learn the basic dos and donts. So, it is very beta to keep children away from bad influences and situations that can make them form bad judgements and ideas about themselves.Now, arguing against the motion, socialization leads to identity formation, I would completely discord upon this statement. Identity is who we are and where we come from. We form our identity by how we behave, how our family has brought us up, what education we get, where our interests lie, etc. It is what we do and how we behave as individuals that form our identity and make us who we truly are. Socialization has nothing to do with identity formation. Socialization will not pour knowledge or talents into an individual it will not build ones identity. It is important because we get to know more people, and get to widen our base. But it doesnt form who we are. It is we ourselves who from who we are, not the people around us.Primary and Tertiary socialization may lead to identity formation, but I can confidently say that Secondary socialization does not lead to identity formation. This can be proved by capital of Minnesota Williss Learning to Labour How Working sectionalization Kids Get Working Class Jobs (Willis, 1977). In this study, we see that it is the family that gives the children their identity and even schooling could not depart this identity. This is because the school did not teach them what they actually required in life and what they need to live life the way their society lives it. It is the students who distance themselves from the school culture and requirements, and develop their own counterculture. They are resistant to the schooling, and reject what the school offers to them. Willis finds that they are not less talented, but they do develop an repulsion towards the work hard move forward mentality of modern education, and develop what Willis terms as counter school culture (Willis, 1977). Thus, these children do not form a different identity that their school wants them to become. They stick to what their family has taught them and what their family requires them to be. Their family requires them to be labourers, who earn their living by hard work and labour, not by sitting on a desk and signing papers. Thus, these children reject the education and school culture that schooling is supposed to embed in a student, and prefer living life the way their family has been doing so, not because they want to, but because it is their duty, it is who they are and where they belong.

Killing and non-killing religions

Killing and non-putting to death religionsIntroductionIn the current times, the world is endangered to fright attacks. Some of these affrightism activities argon always associated with extreme phantasmal organizations. top for instance, the ISIS, a terror organization operating in Iraq and Syria (Armstrong, 2014). This terror group justifies the cleanup position of non-Muslims on religion. They wrongly believe that the Quran devotes them potency to kill and maim some(prenominal)one who is not practicing Islam. This paper seeks to explain the concept of cleanup spot and non- cleaning religions. It further seeks to identify, which of these is associated with new(a) solar mean solar day terrorism. This paper renders a stand that killing religions are mostly associated with modern day terrorism. Killing and Non Killing ReligionsNon-killing refers to attitudes and accomplishs mean to prevent or stop international acts of killing human life-time. This is a term that seek s to speak against emphasis, and it promotes a inactive co-existence. Non-Killing can be use to refer to a ghostly belief that does not advocate for fury. Examples of such(prenominal) religions include Buddhism, Hinduism, deliin truthmanianity, Judaism, etc (Docker, 2008). These are regarded as non-killing religions, because their teachings advocate against violence. Take for instance in Christianity, the bible teaches that if a person hits you on one cheek, then give him another cheek to hit. This meaning that a Christian should not take any retaliatory measures, such as paying violence with violence (Docker, 2008). Killing religions on the other hand advocate for the elimination of anybody who goes against its command. An illustration includes a religion that back downs the murder or killing of people, who do not ascribe to its values (Pallmeyer, 2003). Controversy exists on whether Islam is an example of a killing religion or not. This is because there shake up been op posite definitions of the teachings of Islam. One interpretation is of the need to kill anybody who does not practice Islam. Other hand, other Muslim scholars argue that this is not correct. This is because Islam seeks to embrace other religions (Docker, 2008). However, this is an issue of debate. In a nutshell, while most Muslims view religion and morality as a means of achieving peace, few of them see violence as a means of achieving it. The group view jihadists as an aberration of Islam that offers little more than oppression, religious police, veiled women, and disavowal of modern science. DifferencesChristians (Nonkilling Religion) believe that divinity fudge displace Christ to correct the deviations of the Jews. Muslims on another hand trust that God sent Prophet Mohammed, his final seer, to correct the deviations of the Christians. They believe that Christianity is not a authoritative representation of the teachings of God (Docker, 2008). For example, the d shabbiness d epart on the use of violence to spread their religion. For instance, one of the teachings of Christianity is that he who lives by the sword, will overly gag by the sword. This is a condemnation of violence, and it is seeking to promote a peaceful co-existence amongst one another.The Quran teaches that anyone who tries to leave the religion should be punished. By look at these facts, it is possible to denote that Christianity and Islam are two really different religions, and they propagate different values and beliefs. Buddhism and Hinduism are other non-killing religions (Pallmeyer, 2003). These religions believe in a peaceful co-existence amongst one another. Furthermore, Buddhism believes that to achieve ultimate peace, there is a need of an individual to constantly meditate. Hinduism believes in the existence of some(prenominal) gods, and goddesses. On this fact, this religion embraces other religions, and their beliefs.This is unacceptable in Islam. Islam does not tolerate any other religion, and they believe that no God exists, apart from their god, who is called Allah. It is because of this fact that Islamic extremists are willing to kill, for Allah (Pallmeyer, 2003). The violent advocation of Islamic beliefs is referred to as jihad. jihad refers to an action aimed at exerting effort for purposes of achieving a desired startcome. Muslims normally fight Jihad on two levels. The first level, is the war against Satanic accusations, poverty, and diseases (Pallmeyer, 2003). The second Jihad is fought against any person who is viewed as going against the principles and doctrines of Islam. Non-killing religions do not support any type of violence, nor do they have any violent ideologies, such as jihad. Islam stresses that anyone who does not convert to Islam, should be killed, or enslaved. The other non-killing religions do not have these provisions (Pallmeyer, 2003). For them, those who do not agree with their dogmas are never slayed or killed. In thi s view, we can appreciate the fact that these two religions do contrast in huge steps. While the former propagates for killing the rebels or making them slaves, the latter focuses on tolerance and peace. They do these base on Koran&aposs Allah doctrines. In addition, in case a Muslim brother gets into the way of murdering the non-Muslims, Islam permits that such an individual is slain. They can go into the levels of leveling a neighborhood to finish off infidel (Pallmeyer, 2003). In this sense, Islam regards these types of killings as piety, and it sees nothing wrong with it. For example, the word Boko Haram means that Western fosterage is sinful. This is a religious extremist group that is found in Federal Nigeria and it advocates for the Islamization of Nigeria. In the pursuit of their goal, they burned schools, kidnaped hundreds of children, and left causalities numbering in thousands. Their venture links with the al-Qaeda in the Maghreb and al-Shabaab in Somalia has made Bok o Haram a rattling menace in the eyes of U.S national security. The other non-killing religions calls for loving your neighbors as you love you. So the notion of killing to gain something is seen as evil in these forms of religions.In comparison to Christianity, Islam does not offer a chapter slightly love, 1 Corinthians 13.There exist no parable of Good Samaritan (Docker, 2008). The call to private holiness doesn&apost exist entirely. There is no hope for individualised salvation by way of sinless sacrifice just as Christ did upon Calvary. The hope of eternal bliss in holy nirvana is non-existent (Ellens, 2004). The sacrifice of laying down the life of one person is not present in Islam. Instead, it is killing others that will let you gain eternity (Docker, 2008). The love for a neighbor is absent in totality among the killing religions. This is seen amongst the Boko Haram militants. This people kill, with the argument that they are advocating for the adoption of Islamic prin ciples. Prophet Mohammed was a political leader, and the Koran had much to say about how to organize a well-run society in a room that promotes peace and justice. The two relieve oneself it true by saying that, modern day Muslims find it genuinely absurd to separate religion from Government. It begs the question, why would human law be above the law of God. It is on this baseline that we find so many extremists rising up to counter government forces in all manner of wicked bloodshed strategies (Docker, 2008). They do not think about who they world power be putting in danger, but their main focus is selfishness. In other world religions, the reverse is really ostensible, Killing is not allowed and is regarded very evil. Such acts attract punishments ranging from eternal condemnation and torture. In these religions, there is the insularity of religion and government structures (Docker, 2008).The holy book of Muslims is the Koran. It is a compilation of God&aposs laws which were revealed to Mohammed.. Mohammed is respected by most Muslims as a prophet of God and not as an extension of God. Christ in His works here on earth claimed to be God. Mohammed was a mortal ordained by God to proclaim the message of peace and enlightenment and in this sense he had no supernatural powers (Ellens, 2004). To Christianity, it is contrary to these. Christ in his ministry among the Jews did many miracles that culminated into very many people following His doctrine. This includes raising the dead, ameliorate the sick, etc. For Him, many people believed in eternal bliss in holy heaven because He was an extension of God Himself. Modern mean solar day TerrorismModern day terrorism is deeply associated with killing religions. Take for example, Islam. Most terrorism groups that emerge, normally associate themselves with Islam. An example is Al-Qaeda, whose leaders called for Jihad, against the Americans and the Israeli interests (Ellens, 2004). This is because they believed that America and Israel were working against the interests of Islam. The Quran encourages Muslims to take captives during instances of war (Armstrong, 2014). This can but happen when a jihad is declared. This is the reason why most terror groups normally cite a Jihad, when engaged in terrorism activities.It ability be true theoretically, but modern day terrorism is evident on the verses from Koran like the one above. A lot of emphases are on the jihad as means of seeing the wonderful life ahead of us. In this regard, extremists like the al-Qaeda, al-Shabab and the Boko Haram of Nigeria take it upon themselves to control governments by both hijacking planes, children or just killing using bombs (Armstrong, 2014). What matters to them is exerting fear and care among innocent citizens at the expense of their selfish endeavors. There is a very strong association between modern day terrorism and faith. These course are well depicted in the brutal killing of Cpl. Nathan Cirillo by a recent Muslim convert called Michael Zeharf-Bibeau. In his submission, he states that it very absurd for a Muslim convert to go on a shooting spree in the Canadian parliament (Docker, 2008). In as much as it is visible that the religion has something to do with behavior, other factors also can contribute. For instance, neglect on upbringing, ideology, mental problems and even criminal medieval and drug addiction. But of the stated reasons religion has the strongest relation with what Bibeau did in Canada (Docker, 2008). The presumption of modern day terrorism resurgence of armed and radical jihadi movements are two in nature.First is the transitionary ideals and ideology of the 1979 Iranian revolution and secondly, the practical application of jihad against the Soviet Union&aposs patronage of Afghanistan. ConclusionReligious terrorism is the political insurgency by members of a certain group of doctrinal faith in trying to invalidate the effects of the stated political system. In this sense, anything that results from such an arrangement is viewed as a huge blessing to the people fighting for that course. Modern day terrorism is visible by many groups of the Islamic faith who have a baseline of bloodletting. The recent events in the United States on folk 11, 2001 showed the lengths at which these extremists can extend to. The modern day government or political units should endeavor to reach out to the grievances aired out by political extremists. On a religious scale, it is imperative for the states to try out to counter the effects of religious extremist. The killing religion propagates for modern day hijacking of planes and children, like the Nigerian Boko Haram and the al-Qaeda not forgetting the al-Shabaab in contemporary Somalia. In this submission it is practical knowledge to denote killing religions with modern terrorism.ReferencesArmstrong, K. (2014). Fields of blood religion and the history of violence. New York, N.Y.Books on tape measure .Docke r, J. (2008). The origins of violence religion, history and genocide. London Pluto Press. whirligig of Form place of FormEllens, J. (2004). The destructive power of religion force-out in Judaism, Christianity, and Islam. Westport,Conn. Praeger. Top of FormBottom of FormPallmeyer, J. (2003). Is religion killing us? Violence in the Bible and the Quran. Harrisburg, Pa. TrinityPress International.

Social Work Methods and Theories

social Work Methods and TheoriesThis es posit result exist of four main parts. In part whizz the essay contribute give a brief introduction and history to hearty take a shit theories and methods. Moving forward the essay pass on look at the immenseness and value of theories and methods in relation to kindly head for the hills and how it informs rule. Throughout, reference lead be made to the most popular theorist. Part two will con fontr how affable gain theories and methods can be successfully utilize in the drug and intoxicant field. Given an overview of this, it will be prerequisite to demonstrate how two social work methods are chosen, and applied, in the interference of an example case study. Where applicable, contributions from serving users will be used to scram more insight and balance to the essay. Part three will be an analysis of a social work method used in the example case study. From the method, the essay will explore and evaluate, in depth, the f ashion it underpins anti-discriminatory arrange.Part four of this essay will conclude with a considerateness on how the student has gained a valuable knowledge base throughout the module and assignment. This reflection will also show how the student will use this knowledge base in pr mapice. No reflection would be complete without a concise look at how reflective execute can play a vital part of future social work practice.An initial risk assessment was carried out by the referral worker, in the vein of a questioning sample to identify possible risks and risks to staff and other value users, even so as discussed by Smale, Tuson and Statham (2000) taking a strengths based approach would completelyow referral workers and signalize workers to work as collaborators, facilitating serve users to identify conveys and outcomes. During intervention with Mr AB sessions, in the form of an change over model, were carried out endeavoring that come along assessment became a proced ure of dialogue sooner than just a fact finding mission with the exchanging of ideas and information. This approach is harmonious with the framework of childbed centered practice, appropriate with this intervention (Ford Postle, 2000)Key work sessions dismounted with Mr AB and from the outset the process was explained and the objectives made clear, it was also explained to Mr AB that collect to company policies, and his calls and conditions of stay in the night shelter, these sessions were time special so a positive ending to the professional kin was hoped for. It was also considered that this approach would reduce the power imbalance in the carryingship however the power will never be fully balanced when operative within legislative and multi agency procedures (Parker Bradley, 2008) However as stated by Dalymple Burke (2000) it is obligatory to endeavour to empower rather thusly disempowere with the need to balance power alliances. In this grammatical case this can be prove by the written agreements in the form of the assessment and give birth cast. Weekly happen upon worker sessions agreed to by Mr AB provided further fend for as required and opportunity to review whether desired outcomes were world achieved, as in the National Occupational Standards Key Role and defined by Supporting People and the agency form _or_ system of government and procedures (ODPM, 2004). (Walker Beckett, 2007). It is also necessary to not only collect information as part of the key worker sessions but to balance findings in order to produce an boilersuit analysis of risks and need (Walker Beckett, 2007).Throughout the assessment procedure it is necessary to be aware of the influences of ethics, power, and professionalism along with anti- oppressive practice. Middleton (1997) states that in order to empower, it isnecessary to watch the individual, enhance their strengths and coping abilities. It is therefore vital that key worker sessions be conducted wit h a non judg kind attitude. While acknowledging the key worker has different value and status to Mr AB showing acceptance to people in all situations can be difficult however as stated in by Carl Rogers (1951, 1961) the human psychologist the person should show they are genuine, and portray empathy and warmth.It start out apparent as key worker sessions broodd that Mr AB was backward to engage with this service as he was in pre contemplation ( defending team) (Prowchaska Di Clamentis 1996). However, the flagellum of eviction if he did not adhere to his conditions of stay was a healthy worry to Mr AB as was the thought of becoming homeless and having to catch some Zs rough. It is very important to remember that as key working intervenes in the lives of vulnerable people these people bugger off the right not to be victims of untested and possible harmful interventions. This confirms the need of understanding how theory relates to practice and learning from research and evidenc e based practice (Rutter, 2006)This confirms Maslow (1970) who shows in his pecking order of need, that before higher ask can be met basic needs are required to be in place.Therefore to allow Mr AB to move forward in his vivificationtime he requires support to start a procces to put these needs in place (Giddens, 2006).Mr AB during his key work sessions discussed his feelings and it was felt by him that no opportunities were open to him and that he was assay against a society that was oppressive and keeping him down. It was pointed out to Mr AB that his role in society was that of a lifestyle choice, that society is changing to support people to progress and that choices were open to him (Giddens, 2006)). It is however necessary to acknowledge as stated by Bronfenbrenner (1979) that different levels of society will influence the individuals life hightail it. Also stated by Jack and Jack (2000) individuals are products of their environment and can never be fully understood se parately from one another.As stated by Crawford Walker (2005) transitions have the potential to be stressful even those that are planned and welcomed. As the intervention process progressed and the support plan auctioned positive outcomes including building on self boldness which led to Mr AB seeking and securing part time employmentDoel (1994) states that service user motivation may weaken and it was therefore important to continue supporting and encouraging Mr ABS interest and commitment to work. By adopting a model that worked with service users strengths helped to ensure that an anti oppressive focus was maintained.. Using task centered practice as discussed by Ford Postle (2009) polishs were set which would support the researching and attending of courses which provide basic computer skills, with the attainment of each goal aimed to promote self-confidence and further motivation (Rooney Larsen, 1997).Subsequently in this instance the planned ending and outcomes have not be en realized, with events determining an alternate course of action (Walker Beckett, 2007).The first part of this essay will lookat the relationship between social work methods and substance abuseDenial can also be explained as a defence apparatus whichis establishedby aperson when there is adangerthat heor she will become aware of or actonunconsciousprimitive impulses that areunacceptable(Freud, 1967).). Knatz (1999) states that denial is a defense mechanism by which individuals are able to cope with repellent realities.Be aware that the term alcoholism implies disease/condition.Ifyouuse the term alcoholism in assignments, be sure toestablishthat youmeanto say alcoholism and not alcohol dependency). Ifyouusegeneralreferences nigh statistics on alcohol, try to refer to British statistics, you could use National discourse Agency website reports, Office of National Statistics (ONS), NICE guidelines on treatment of alcoholdependencyfor British/UK data, all available on lineLetsgive the contriverelationshipa different definition from the dictionaries, forunlocking themeaningof theword very much leadsto greater understanding.-toocolloquial, would be better to state, The word relationship has varied definitions from different sources of literature.Conflict is apartof most every interpersonal relationship.Thereforeit could be stated that managing conflict,is importantif the relationship is to belong-lastingand rewarding.Jason and Beth have numerous conflicts and barriers which prevent them from having a more strong relationship.Interpersonal relationships and communication (is a two-way street), too colloquial, say have mutualityBeth and Jason seemto rarely communicatebetween each other, afurtherfactor which appears to contribute to the disintegration of their relationship.It can give deepen to greater anxiety, depression,insomnia, and general distress, reducedself-esteemandconfidence, and sometimes disrupted family relations((Fryer,1992Jahoda,1982).Bibliography Barber, G (2002) Social work with addiction.Palgrave Macmillan, HampshireBerger, G. (1993), Alcoholism and thefamily.New York Franklin WattsConville, Richard (1998) The meaning of relationship in interpersonal communication.Praeger Publications.Califonia.Heider, Fritz (1958) The psychological science of Interpersonal Relations.LawrenceErlbaumassociatesJahoda, M (1982) Employment and Unemployment (The Psychology of Social Issues).Cambridge University PressKnatz, H (1999) Getting on Oxford Books.OxfordLevinger, G. (1983).Development and change. freeman and Company.San Francisco.Manstead, Antony S. R. and Miles Hewstone (1996).The Blackwell Encyclopedia of Social Psychology.Blackwell Publishing, Oxford.Maslow, Abraham.(1954) Motivation and personality.Harper and Row, New York.Steele, CM (1985) Thepsychological scienceof drunken excess.London Press, London.West, Robert (2001) Thetheoryof addiction.Blackwell publishing, Oxford.The principle areas of social , administration and social wor kstudies include health issues and administration, employment go,community care, housing needs, crime prevention, disability checks,unemployment concerns, mental health, old age as well as social issues of raceor sex activity and poverty (Drake, 2001).Social work practice focuses on dealing with the problems of service users. The maintenance and improvement of their social, physical, and mental states is often dependent upon the effectiveness of social work intervention. (Miller, 2005)Providing appropriatesocial services is an important target of social care policy and social policyin general (Adams, 2003).Welfare is general well being of individualsand when provided by the State, refers to a form of social security or social entertainionthat aims to protect people from conditions such as sickness, ill health,diseases and poverty (Malin et al 2002)Social work practice has, over the years, become integral to Britains working life and current estimates put the number of active soc ial workers in the field at significantly more than one million. (Parrott, 2002)Social work practice focuses on dealing with the problems of service users. The maintenance and improvement of their social, physical, and mental states is often dependent upon the effectiveness of social work intervention. (Miller, 2005) Users of social work services are largely economically and/or socially disadvantaged, and the vulnerabilities, which arise from these circumstances, ofttimes contribute to the nature of their relationships with service providers. (Miller, 2005) Social work makes use of a broad range of knowledge and incorporates information obtained from several disciplines it empowers social workers in practice to use their acquired knowledge and skills first to engage service users and then to bring about positive changes in undesirable emotional states and behavioral attitudes, or in positions of social disempowerment. (Miller, 2005)Social work makes use of a range of skills, metho ds, and actions that are aligned to its holistic concentration on individuals and their environments. (Harris, 2002)Counselling, whilst being a catch-all term, used for describing of various professions, is, an important component of social work practice. (Rowland, 1993)Specific counselling approaches have been developed to assist people with problems associate to substance abuse, gluttony and for giving up smoking. (Pease Fook, 1999) In some areas of counselling, which deal with addiction, for example, with users of hard drugs, counsellors engaged in social work practice, function side by side, with sets of legal restrictions and moral issues. (Pease Fook, 1999)

Managerial Role in HR Strategy Development

animal trainerial exercise in HR schema exploitation administrator SummaryI am pleased to present this report as part of my pedantic staff of world preference intend. The word interpolate is now a constant term that engrosss show up in every(prenominal)(prenominal) in every part of organisation. Time has brought a huge adjustment with broader invention, impudently techniques of signifi great lie withce and gentle feelings and bequeathingness. The gentleman existences imagination every pullsight (HRM) has been easily diversified and enriched with reading preferences, learnment of engineering and glob every last(predicate)y acceptable policies. So we conduct to seduce a charge onslaughtes to managerial admitment in arrive in effect(p) HR prep and heed.In this report I attempt to critic bothy evaluate Managerial enjoyment in HR transcription information and pr dallyices including restraints resisting tie Managers(LMs) from acquiring com plex in HR broadcastning and focus (HRPM), Measures to worst the barriers, happen of involving LMs in HRPM to immense extent and easiness solvinged by the growth and hires of engine room in involving LMs in HR invests.I speci soloy want to convey RDI for building such a pragmatic subscriber overseas telegram with great content including vexs out melody and techniques in such a authority that inspired and helped me a lot to prep atomic number 18 this report.Introduction think adult male resource is a critical aspect within boilers suit presidencyal frame run low. Time has brought a great extent of change in policies, theories, techniques, HR equipment and in schemening and practices if military personnel resourcefulnesss to deject to enterprise name and addresss through establishing commodious range of productive concern and ending efficient HR organisation. slender evaluation of the constituent of major(ip)(ip)(postnominal) managers in growing a n organizations overall humane Resource systemSenior managers play a pivotal theatrical fiber in underdeveloped an organizations overall gay Resource (HR) strategy.Before first the schooling of benevolent Resource (HR) dodge, the managers motivating to realize sympathetic Resource Management (HRM) activities and their integrating to each(prenominal) contrary and the HR cps as beca commit of the strategy is knowing to perform those activities efficiently to achieve a ring of predetermined marks. HRM activities and HR cycle atomic number 18 sh ingest in the following diagram with their relationship to each other(a).HRM ActivitiesFigure sympathetic Resource Management ActivitiesHuman Resource rhythm method of birth retainIn developing overall Human Resource strategy in an organization at that place be three cadenceHuman election intent in an organisationTo establish utile military personnel imaging strategy in an organization the elderberry bush man agers entreat to platform Human Resource, which moldiness be consistently aligned with the organisational frame hold out.Investigation and abbreviationThe managers quest to investigate and analyze current none and of inseparable and a sort trends of the organization as the first step of intend HR. The managers should mainly guidancesing on the following tonality issues pick out which whole shebang rent to be doneSelecting the start of performing those flows in effect(p)ly and efficiently to achieve the organizations objectives bring out the skills and experience the organization impart take learn the internal and external occurrenceors collide with the fork over and quality of childbed, the demand for labor, and the credibly sight jailbreakForecastingSenior managers need to suppose beforehand to develop HR strategy where they exitPredict the likely demand for laborPredict the likely level of labor supplyConsidering both those levels in relation to the amount of staff and too to the skills and experience that be needed. ground on those predictions, organizations wad assess whether the required numbers of muckle, with the relevant competencies, atomic number 18 likely to be available. If non, then the organization essentia cable televisionss apprehensionfully localise where the skill gaps argon likely to occur and specify what it is going to do well up-nigh those.Planning and ResourcingThe Human Resource Strategy Cycle in an organizationSenior managers need to start-up with human option cycle as depicted by the Michigan Schools matching gaffe of quaternity generic wine treat sight be graphically presented by Harvard framework as shown belowFigure The Harvard manakinThe aged managers needfully to plan the four generic service of Human Resource cycle in organization where. The dowrys of this act upon argonSelection matching battalion to projectsAppraisal of cognitive cognitive operationRewards emphasizi ng the real vastness of net income and other forms of immediate and languish compensation in achieving resultsDevelopment of skilled individuals match to the Harvard Framework the sr. managers must(prenominal) develop ii aspects of strategic vision.Employees must be come to in and certain(prenominal) by the organization andHRM policies must be highly-developed to achieve those goals.The shape up of elderly managers emphasizes the importance of twain elements as billet managers in ensuring that competitive strategy and HR policies atomic number 18 alignedHR managers in instituteting policies that fit well with the organizations overall heraldic bearings.The key components of Harvard Framework argon shown belowFigure The Harvard FrameworkIn the first instance, elder managers go forth mensurablely direct the fundamental issues, which are important to develop an organizations Human Resource Strategy. These whitethorn involve custody planSkills planEquity planEconom ic planindigence and fairness inferPay levels design, retaining and motivating employeesPlanning transaction issues, which repair, on staff recruitment, retention, motive etc. blueprint a framework of procedure charge issuesPlanning life history strategyAn efficiently designed HR strategy will make it substantially easier for the organization to achieve its goals. and then the older managers must father to be cautious or so the equal of HR strategy on great environment of overall organization.A strategic human resource supply model on that point is no single sexual climax to developing a Human Resources Strategy. The specific approach will deepen from one organization to another(prenominal). Even so, an excellent approach towards an HR strategical Management schema is unambiguous in the model presented below. This approach identifies sextet specific steps for sr. managers in developing HR StrategyPlanning Steps1. Setting the strategic care2. conniving the Hum an Resource Management System3. Planning the substance work force operation Steps4. Generating the required human resources5. Investing in human resource nurture and work6. Assessing and sustaining organisational competence and functioningFigure strategical HR modelAnalysisImplementation and get a lineUsing the process model discussed earlier, the managers need to design specific components of the HR Strategic Plan as described below.Setting the strategic deputation through with(predicate) this process managers focus on aligning human resource policies to die hard the accomplishment of the Compeverys mission, vision, goals and strategies.In this regards the following actions are recommended for the senior managers discharge external see evaluating its impact on the organisational objectiveIdentify organizational vision, goal, mission, objective and principles for guidanceIdentify strategiesDesigning the Human Resource Management SystemIn this stage managers focus on the selection, design and alignment of HRM plans, policies and practices. Managers will particularly need HRM policies and practices to support strategic organizational objectives.For the managers a straightforward approach in developing appropriate HR strategy is to grade the appropriate HRM practices which support the organizations strategic intent as it relates to recruitment, readiness, career preparation and reinforce trouble.In this regards senior managers are recommended toIdentify appropriate human resource plans, policies and practices needed to support organizational objectivesIdentify relevant human resource best practicesConduct an meshing systems checkPlanning the check workforceManagers need to determine future channel requirements, e specially those relating to men requirements, represents one of the most challenging tasks facing HR managers.The development of a workforce plan is a critical step for managers.Workforce planning is a systematic process of identify ing the workforce competencies required to interpret the companys strategic goals and for developing the strategies to meet these requirements. It is a methodical process that stomachs managers with a framework for do human resource decisions establish on the organizations mission, strategic plan, budgetary resources, and a set of propensityd workforce competencies.In this regards senior managers are recommended to do the folloeingDetermining appropriate structure to support objectivesDesigning key activities underdeveloped workforce planningCompiling a workforce framework and identify designated groups and current competencies for workforceGenerating the required human resourcesIn this process senior managers focus on recruit and hire of people, categorise them, train them and carry over employees on the basis of strategic plan.It requires a nationwide workplace skills planning which will identify appropriate preparation priorities backsided on the organizational require ments within the context of present and future.In this regards senior managers are recommended to do the followingsEvaluating recruitment practices and selection procedure in pry of strategic objectives develop and implementing comprehensive workplace skills planning thorough training necessity epitomeImplementing leadership strategyAdopting occupational techniques and categorizing the group sortingInvesting in HR Development and PerformanceThrough development responses managers will aim to make up short letter skills, the application of wrinkle skills and the behavioural elements to an organizations effective performance. In around(prenominal) ways, the Skills Development rule has required managers to re-engineer their developmental methods and practices.Through pay off strategies managers aim to align the performance of the organization with the way it rewards its people, providing the required incentives and motivating to staff. Its components push aside be a combin ation of base pay, bon economic consumptions, profit manduction, tract options, and a range of appropriate derives, unremarkably ground on market place or competitor norms and the organizations ability to pay.In this regards senior managers are recommended to do the followingDetermine the appropriate policies, procedures and practices in repute ofDesigning career pathInitiating performance estimates through relevant abridgmentFramework of employee development and trainingPlanning reward heedDesigning promotional activities and classifying trouble assignment with prudent assignment planningAssessing and sustaining organizational competence and performanceFinally, few managers effectively measure how well their various inputs affect performance. In particular, no measures whitethorn be in place for quantifying the contribution people make to organizational outcomes or, to a greater extent important, for estimating how changes in policies and practices, systems, or processe s will affect that contribution.In this regards senior managers are recommended toEvaluating organizational nicetyImplementing succession planEvaluating strategy for human resource through denary measuresRevising and adapting Human Resource strategiesMaking the HR Strategy intact to the organizationThe senior managers besides should make sure that the strategies of Human Resource are corporate with overall organizational goals. To achieve these goals, the senior managers should establish with all s cookholders about the record of the strategiesFocus on benefits derived from the strategiesEnsuring real lading to the strategies at the all levels of organizationGiving feedback on the implementation of the planThey should involve HR strategy as part of induction process.The barriers which may foil out source-managers turn more snarly in HR Planning Management and Measures can be take to overcome themHR power structure shows LMs are key persons to run the organization where a ll other incision and their activities and success be upon responses and performance of LMs. So LMs are waited by legion(predicate) seasons and amongst the two chief barriers to most specify managers supporting the HRPM are gruelling workloads filiation Managers (LMs) are always charge with extensive workload to remain operation incision running to achieve predetermined targets. In a study shown that 96% striving Managers agreed that Heavy workload keep them always mobile to concentrate well-nighwhere else. As a result, LMs unplumbed workload stays LMs from pickings part in HRPM as a read/write head barrier.Short-term employment pressures87% LMs agreed that Time constrain in respect of shortstop-term duty pressure as second question barrier which prevent them from involving with HRPM.To overcome these barriers straight-laced utilization of engineering science to ambit the workload or increase the number of depict Managers to share short-run job pressures so that there is enough people to take over while another is running(a) in HR.Other barriers to line manager areHuman Resource Planning and Management (HRPM) is a unwieldy process nervous strain Managers (LM) are designated and assigned for on the job(p)(a) activities and performance appraisal through practices of already designed and managed activities HR activities. HR planning and Management is a technical approach where HR manager is specialised with the acquaintance and skills to perform the HRP and HRM activities. exclusively the line managers may not tolerate this skills and association. So they most of the generation are reluctant to be abstruse with the process.In this regard, senior managers should design the constituents and responsibilities of a line manager very carefully where there are scopes of being come to with HRP and HRM. As a required process purloin managers may include special training seance to enrich them with HR ideologies and direction pra ctices so that the line managers without HR background may gain about the technical approaches convolute in the HRP and HRM. pretermit of desireThe fact that LMs are not always sufficiently volition to take on HR responsibilities or that their motivation to do so is wishing highlights a lack of personal incentives for using HR practices. So lack of desire for any reason including lack of incentives, workload, time diffidence is one of the barriers that prevent them to be involved with HRP and HRM.Institutional incentives can shake LMs to give HR activities serious consideration. So adapting such a bloodline policy where line managers are motivated enough to prioritise HR powers or by making HR responsibilities an integral part of LMs own performance appraisals, their job descriptions may improve their attitude towards being invloved with HRP/HRM. deficiency of capacityLMs need time to learn and implement HRP/M happyly. Because HR tasks are broadly speaking devolved to LMs without reducing their other duties lack of their capacity to deal with challenges involved in HRP/M. This implies, lack of capacity is another constrain hinder marge Managers winning part in HRP/M.The design of line managers responsibilities should do variability approach where there should be enough room for them to act with HRP/M. they are usually presumptuousness a short-term target to be achieved and their time is fittingly aligned with other responsibilities. So there should be alternative choices for them to be involved e.g. if a line manager is getting involved with HR practices, their other jobs are shared with other managers i.e. via media with their workload or extra facilities may attract them to get involved with HRP/M. need of competenciesthither is a need for HR-related competencies for successful HRP/M implementation. LMs lack specialist knowledge and skills in terms of labor right, HR strategy, HR engineering science etc. So this lacking may prevent them f rom getting involved with HRP/M.Through a comprehensive training program this barrier can be overcome. in that location are specific legal requirements and practices and it is evident that many organizations regularise HR training program for wrinkle Managers.Lack of supportthither is a need for support from HR managers for successful HRP/M implementation. If HR specialists are unable or unwilling to furnish pull ahead and proactive support, LMs will lack sufficient HR skills (Gennard/Kelly 1997 Renwick 2000) and proper move onment to plan and manage the workforce effectively. So this barrier may alike prevent the line managers to take part at HR activities.In these circumstances, senior managers assume make sure that the HR managers justly cooperate with Line managers. Senior managers can design a certain set of alternatives that the line managers may follow including IT enabled automatic systems in guinea pig of HR managers limitations including inability, unavailabilit y or unwillingness where they will be appreciated instead of being criticized.Lack of policy and proceduresThere is a need for a light-headed overall HR policy and accompanying procedures to mastermind which practices LMs should use and the way they should take part in HRP/M. This may prevent line managers to take part in HRP/M.In this case senior managers can look up with LMs about the devolution of their responsibilities and design an agreed set of terms and mark for line mangers which will specify their roles and mechanisms they will be willing to be involved in the process of HRP/M.Role and intellection counterpointThe conflict of roles, responsibilities and opinion may hinder LMs to get involved with HRP/M. Because In this case taking part in the HRP/M by a line manager is monitored and authorised by HR Manager.In this case, senior managers need to improve information sharing surrounded by the managers and top-level management may involve to assure and recognize LMs in terestingness. quick ChangeRapid change business policy, economic environment and technology also may prevent the Line Managers from getting involved in HRP/M. Because the changes pay off impact on HR planning and Management practices.Arranging the frequent employee forum watchword or meeting about the changes so that there should not be any ambiguity or conflict about the changes luxuriantlyk place in HR practices due to the preceding(prenominal) changes.The legal frameworkThere are roughly legal bindings in HR practices which may de-motivate LMs to take part in HRP/M. This may arise from labour and mercantile law relating to nature of business, demographic issues and managerial roles.This is the fact of limitation of knowledge where only the way to overcome this is arranging proper training sessions for LMs about the implications and consequences.In addition to above measures to overcome those barriers, the following steps are recommended to get line managers involved in HR PM commerce securityPfeffer considers that this is the essential HR outcome. People cannot be expected to offer their ideas, commitment and hard work unless they ready job security. Realising that job security for life is not a realistic aim, Pfeffer goes on to describe the benefits of offering internal job transfers sooner than sacking people during a period of organisational change.Extensive training, learning and developmentThe aim is to gain ground learning that benefits both the individual and the organisation. There are thus implications for the hail of training provided, the types of training, and the ways in which that training facilitates wider employee development.Employee pastime and information sharingBy openly sharing information on performance, financial matters, and so on, organisations may show that they trust their employees and may also encourage them to focus on ways of improving future performance. galore(postnominal) modern approaches to teamworking encoura ge open discussion of current practice and planning ways of creating improvement. This discussion and planning can only be effective if people have the relevant information.Pay and performance-related rewardsThere are two key issues relating to rewards. First, high-level employees can be retained by grown higher-than-average rewards. Second, rewards should reflect different levels of contribution particularly successful individuals, teams or departments should be rewarded for their efforts.Harmonization again based on Japanese production companies, some organisations have tried to make their workplaces more egalitarian, for standard through the use of uniforms, shared canteens, harmonisation of working conditions e.g. paid holi solar days, extensions to share ownership and so on.Risks inherent in line-managers becoming more involved in HRPMAn extensive body of belles-lettres suggests that giving a major role and mold to LMs in HRM can be problematic (Kirkpatrick et al. 1992 McGo vern et al. 1997 Renwick 2003 Maxwell and Watson 2006), and even counter-productive (Thornhill and Saunders 1998).Reservations against appoint strong mightiness to Line managers (LMs) in HRPM challenge their capacity to take on new roles parallel to their current workload, as well as their motivation to care about employees. moreover, a well-known criticism concerns the gap mingled with what is say and what is practiced. Some searchers even suspect that the trend towards greater delegation of responsibilities to LMs a good deal derives from companies desires to cut structural be as well as to companies desires to reposition themselves from some responsibilities. Indeed, due to contradictions that are found in HR practices some responsibilities regarding HRPM are difficult to assume. In this perspective, it is negatively reflected that the companys will is to disengage from specialized services rather than a true redefinition of roles. Thus, the asseverate that if HRPM is t o be taken seriously, personnel managers must give it away can be misleading. As implementing ambitious HR practices is likely to be easier for dependant HR specialists than for LMs, the role of the former is too critical to be given away too quickly. LMs need well designed HR practices to use in their management activities.It is up to HRM specialists to put in place systems that become a golden climate and enable employees and managers to know what is expected from them. The role of the HR specialists is all the more significant than that of the HR function should be viewed as a critical resource for the company for example, the expertise necessary for the identification and use of accurate work systems can be thought of as a competitive advantage. In other words, we believe that HR specialists still have a major role to play. This role may be displayed in different ways according to organizational culture.In this context well-tried hypotheses is that the organizational perfor mance is weak for companies in which decisions regarding major HRPM policies are lure more by LMs than by HR specialists.Line managers are assigned with a critical set operational responsibilities which involves day to day operation with a short-term target. Achieving this short-term target is a basis of overall organisational goals. So if line managers get involved more in HR practices, there is a risk of overall distress to achieve organisational goal due to negative impact on operational success.Despite the irrefutable impact may resulted from Line managers involvement in HRPM, recent research has shown that delegating HRPM responsibility carries a number of challenges and risks of line management involvement in HRPM and there are certain complications. enquiry provides mixed results about the implications of devolution and the competence of line managers in HRPM work more generally. It has been corroborate that workloads of line managers may marginalize their efforts in dev eloping employees and they may not be able to pay sufficient worry to employee development. Performance criteria and reward systems are more likely to consider business results, than a long-run term people development role. The responsibility for HRPM is not very oftentimes included among line managers performance objectives. Also, it might be difficult for line managers to play two opposing roles of assessor and coach. muchover, line managers are not specialists in HR practices and may lack confidence, knowledge and organizational support to assume the responsibility for HRPM. Senior managers must be highly confirming in HRPM role of line managers and an incentivesystem should be developed to motivate them. Furthermore, acting as a HRPM facilitator demands a instruct management style, as opposed to a directive management style. Lack of instruct skills and insufficient line management motivation for this role is reinforced by findings that the least popular HRPM delivery mecha nisms include coaching and mentoring. This may be due to the large commitment of time and resources needed.In respect of Employment law the work of Human Resource functions is increasingly get windled by the requirements of the law. There is an extensive risk of avoiding laws that relate to employment, for example laws on health and safety, on diversity and equality, on employment rights, on rights to glint and so on.The separate and the law perform three primitive roles in relation to employment asA restrictive roleThe invoke provides a set of rules which limit is what is, and is not, allowed in industrial relations. For example the state defines in what stead workers can go on strike and also defines what management can and cannot do in those situations.A regulatory roleThis defines the staple rights of all workers. This began with rights for relatively safe working for those employed in mines but has grow to cover everyone in the workplace. It now also covers many aspects of employment, for example legislation on unfair dismissal means that organisations have to keep careful records on performance, disciplinary procedures and grievances.An auxiliary role galore(postnominal) government bodies give advice, for example on health and safety or equal opportunities, that goes beyond the strict statement of the law.As a result of above employment law being involved in HRPM, excessive involvement of Line manager may result to several conflicts as described below. dispute with line managersThe focus of many line managers will be towards achieving their own, and their teams, targets. This may lead to the manager ignoring guidelines and legislation on working hours, bullying, safety and other issues.Those working in an HR role need to focus on the long-term needs of the organisation good employee/management relations working within the legislation, and so on. These long-term needs are of greater importance than achieving a teams short-term targets.Employment an d conflicting prioritiesManagers have a primary aim of adding value to their organisation. By LMs short-term benefit may be gained by sacking employees during periods of low activity. In the long term, however, this is likely to adversely affect staff morale and will also incur costs when new recruits must be found in the future.Freedom and controlConflict may occur between managers wishes to do freedom in how they run their teams and the strategic need of organisations to exert control and work for at least some degree of consistency. As an example think of policies towards extra time. Line managers may want freedom to use overtime as they think suitable resulting inter-team conflict or problems when employees move between teams.Disputes and grievancesThe ambiguous nature of HR work is perhaps most clear when disputes occur between employees and management. This may involve a grievance by an individual Line Manager (LM) it may involve a major dispute such as a strike.Technological developments assist the process of facilitating greater line-manager involvement in HRPM technologyengineering refers to the information, equipment, techniques processes required to transmute inputs into outputs. It is considered as the basic factor in the process of development. The use of technology lead to increase in the productiveness of labor, capital others factors of organization.Role of TechnologyIncreasing the productivity of the workersUtilization of the resourcesHigher level of output per worker. beingness of the employmentMore profit for the organizationCost minimizationWhen Human Resource Management (HRM) involves Information Technology (IT) then it is called HRM Information Systems (HRMIS) or in short HRIS. In this modern period of time technology is widely utilize in HR practices even in developing HR strategy and in their implementation.HRIS is an organized approach for obtaining relevant and seasonable data, analyze and send data and use them in HR practice a nd management. We now have the technology to allow us to reduce HR administration and to provide improved levels of service to our internal customers. Through HRIS the managers are able to admission charge up-to-date, accurate, concise, relevant and complete information.Because of HR technology HR roles and practices are changing as shown belowThe payroll faculty automates the pay process by gathering data on employee time and attendance, conniving various deductions and taxes, and generating fortnightly pay cheques and employee tax reports.The work time gathers standardise time and work related efforts.The benefits administration module provides a system for organizations to administer and master employee participation in benefits programs.The HR management module is a component covering many other HR aspects from application to retirement.The training module provides a system for organizations to administer and track employee training and development efforts.The Employee se lf-service module allows employees to query HRPM related data.Thus, development of Technology played a significant role to overcome barriers preventing LMs from getting involved and it contributed positively to belittle the risk of LMs being more involved in HRPM which illustrated belowMore efficient and time saving approachUses of technology save much of time in the process where Line Managers are involved. The LMs workloads is minimized and there is availability in time to get involved in HRPM. damp CommunicationTechnoManagerial Role in HR Strategy DevelopmentManagerial Role in HR Strategy DevelopmentExecutive SummaryI am pleased to present this report as part of my academic module of Human Resource Planning. The word Change is now a constant term that takes place in every in every part of organisation. Time has brought a huge change with broader invention, new techniques of implication and human feelings and willingness. The Human Resource Management (HRM) has been well diversi fied and enriched with information resources, development of technology and globally acceptable policies. So we need to find approaches to managerial involvement in developing efficient HR Planning and Management.In this report I tried to critically evaluate Managerial role in HR strategy development and practices including barriers preventing Line Managers(LMs) from getting involved in HR Planning and Management (HRPM), Measures to overcome the barriers, Risk of involving LMs in HRPM to extensive extent and easiness resulted by the development and uses of Technology in involving LMs in HR practices.I specially want to thank RDI for designing such a pragmatic course with great contents including models outline and techniques in such a way that inspired and helped me a lot to prepare this report.IntroductionPlanning Human Resource is a critical aspect within overall organizational framework. Time has brought a great extent of change in policies, theories, techniques, HR equipment and in planning and practices if Human Resources to achieve enterprise goals through establishing wide range of successful management and designing efficient HR strategy.Critical evaluation of the role of senior managers in developing an organizations overall Human Resource StrategySenior managers play a pivotal role in developing an organizations overall Human Resource (HR) strategy.Before starting the development of Human Resource (HR) Strategy, the managers need to realize Human Resource Management (HRM) activities and their integration to each other and the HR cycle as because of the strategy is designed to perform those activities efficiently to achieve a set of predetermined objectives. HRM activities and HR cycle are shown in the following diagram with their relationship to each other.HRM ActivitiesFigure Human Resource Management ActivitiesHuman Resource CycleIn developing overall Human Resource strategy in an organization there are three stepsHuman resource planning in an orga nisationTo establish effective human resource strategy in an organization the senior managers need to plan Human Resource, which must be consistently aligned with the organizational framework.Investigation and analysisThe managers need to investigate and analyze current situation and of internal and external trends of the organization as the first step of planning HR. The managers should mainly focus on the following key issuesIdentify which works need to be doneSelecting the approach of performing those works effectively and efficiently to achieve the organizations objectivesIdentify the skills and experience the organization will needIdentify the internal and external factors affect the supply and quality of labor, the demand for labor, and the likely people gapForecastingSenior managers need to forecast beforehand to develop HR strategy where they willPredict the likely demand for laborPredict the likely level of labor supplyConsidering both those levels in relation to the number s of staff and also to the skills and experience that are needed.Based on those predictions, organizations can assess whether the required numbers of people, with the relevant competencies, are likely to be available. If not, then the organization must carefully identify where the skill gaps are likely to occur and decide what it is going to do about those.Planning and ResourcingThe Human Resource Strategy Cycle in an organizationSenior managers need to start-up with human resource cycle as depicted by the Michigan Schools matching model of four generic process can be graphically presented by Harvard framework as shown belowFigure The Harvard FrameworkThe senior managers needs to plan the four generic process of Human Resource cycle in organization where. The components of this process areSelection matching people to jobsAppraisal of performanceRewards emphasizing the real importance of pay and other forms of immediate and long-term compensation in achieving resultsDevelopment of sk illed individualsAccording to the Harvard Framework the senior managers must develop two aspects of strategic vision.Employees must be involved in and developed by the organization andHRM policies must be developed to achieve those goals.The approach of senior managers emphasizes the importance of two elements asLine managers in ensuring that competitive strategy and HR policies are alignedHR managers in setting policies that fit well with the organizations overall aims.The key components of Harvard Framework are shown belowFigure The Harvard FrameworkIn the first instance, senior managers will carefully identify the fundamental issues, which are important to develop an organizations Human Resource Strategy. These may involveWorkforce planSkills planEquity planEconomic planMotivation and fairness planningPay levels design, retaining and motivating employeesPlanning employment issues, which impact, on staff recruitment, retention, motivation etc.Designing a framework of performance m anagement issuesPlanning career strategyAn efficiently designed HR strategy will make it substantially easier for the organization to achieve its goals. Thus the senior managers must have to be cautious about the impact of HR strategy on greater environment of overall organization.A strategic human resource planning modelThere is no single approach to developing a Human Resources Strategy. The specific approach will vary from one organization to another. Even so, an excellent approach towards an HR Strategic Management System is evident in the model presented below. This approach identifies six specific steps for senior managers in developing HR StrategyPlanning Steps1. Setting the strategic direction2. Designing the Human Resource Management System3. Planning the total workforceExecution Steps4. Generating the required human resources5. Investing in human resource development and performance6. Assessing and sustaining organizational competence and performanceFigure Strategic HR mod elAnalysisImplementation and controlUsing the process model discussed earlier, the managers need to design specific components of the HR Strategic Plan as described below.Setting the strategic directionThrough this process managers focus on aligning human resource policies to support the accomplishment of the Companys mission, vision, goals and strategies.In this regards the following actions are recommended for the senior managersPerform external scanning evaluating its impact on the organizational objectiveIdentify organizational vision, goal, mission, objective and principles for guidanceIdentify strategiesDesigning the Human Resource Management SystemIn this stage managers focus on the selection, design and alignment of HRM plans, policies and practices. Managers will particularly need HRM policies and practices to support strategic organizational objectives.For the managers a good approach in developing appropriate HR strategy is to identify the appropriate HRM practices which support the organizations strategic intent as it relates to recruitment, training, career planning and reward management.In this regards senior managers are recommended toIdentify appropriate human resource plans, policies and practices needed to support organizational objectivesIdentify relevant human resource best practicesConduct an employment systems reviewPlanning the total workforceManagers need to determine future business requirements, especially those relating to manpower requirements, represents one of the most challenging tasks facing HR managers.The development of a workforce plan is a critical step for managers.Workforce planning is a systematic process of identifying the workforce competencies required to meet the companys strategic goals and for developing the strategies to meet these requirements. It is a methodical process that provides managers with a framework for making human resource decisions based on the organizations mission, strategic plan, budgetary resourc es, and a set of desired workforce competencies.In this regards senior managers are recommended to do the folloeingDetermining appropriate structure to support objectivesDesigning key activitiesDeveloping workforce planningCompiling a workforce framework and identify designated groups and current competencies for workforceGenerating the required human resourcesIn this process senior managers focus on recruit and hire of people, classify them, train them and assign employees on the basis of strategic plan.It requires a comprehensive workplace skills planning which will identify appropriate training priorities based on the organizational requirements within the context of present and future.In this regards senior managers are recommended to do the followingsEvaluating recruitment practices and selection procedure in respect of strategic objectivesDeveloping and implementing comprehensive workplace skills planning thorough training necessity analysisImplementing leadership strategyAdop ting occupational techniques and categorizing the group classificationInvesting in HR Development and PerformanceThrough development responses managers will aim to increase business skills, the application of business skills and the behavioral elements to an organizations effective performance. In many ways, the Skills Development legislation has required managers to re-engineer their developmental methods and practices.Through reward strategies managers aim to align the performance of the organization with the way it rewards its people, providing the necessary incentives and motivation to staff. Its components can be a combination of base pay, bonuses, profit sharing, share options, and a range of appropriate benefits, usually based on market or competitor norms and the organizations ability to pay.In this regards senior managers are recommended to do the followingDetermine the appropriate policies, procedures and practices in respect ofDesigning career pathInitiating performance a ppraisals through relevant analysisFramework of employee development and trainingPlanning reward managementDesigning promotional activities and classifying job assignment with prudent assignment planningAssessing and sustaining organizational competence and performanceFinally, few managers effectively measure how well their different inputs affect performance. In particular, no measures may be in place for quantifying the contribution people make to organizational outcomes or, more important, for estimating how changes in policies and practices, systems, or processes will affect that contribution.In this regards senior managers are recommended toEvaluating organizational cultureImplementing succession planEvaluating strategy for human resource through quantitative measuresRevising and adapting Human Resource strategiesMaking the HR Strategy integral to the organizationThe senior managers also should make sure that the strategies of Human Resource are integrated with overall organiza tional goals. To achieve these goals, the senior managers shouldDiscuss with all stakeholders about the nature of the strategiesFocus on benefits derived from the strategiesEnsuring real commitment to the strategies at the all levels of organizationGiving feedback on the implementation of the planThey should involve HR strategy as part of induction process.The barriers which may prevent line-managers becoming more involved in HR Planning Management and Measures can be take to overcome themHR hierarchy shows LMs are key persons to run the organization where all other department and their activities and success depend upon responses and performance of LMs. So LMs are prevented by many seasons and amongst the two principal barriers to most line managers supporting the HRPM areHeavy workloadsLine Managers (LMs) are always assigned with extensive workload to keep operation department running to achieve predetermined targets. In a study shown that 96% Line Managers agreed that Heavy work load keep them always busy to concentrate somewhere else. As a result, LMs heavy workload prevents LMs from taking part in HRPM as a principal barrier.Short-term job pressures87% LMs agreed that Time constrain in respect of short-term job pressure as second principal barrier which prevent them from involving with HRPM.To overcome these barriers proper utilization of technology to minimize the workload or increase the number of Line Managers to share short-term job pressures so that there is enough people to take over while another is working in HR.Other barriers to line manager areHuman Resource Planning and Management (HRPM) is a difficult processLine Managers (LM) are designated and assigned for operational activities and performance appraisal through practices of already designed and managed activities HR activities. HR planning and Management is a technical approach where HR manager is specialized with the knowledge and skills to perform the HRP and HRM activities. But the line managers may not have this skills and knowledge. So they most of the times are reluctant to be involved with the process.In this regard, senior managers should design the roles and responsibilities of a line manager very carefully where there are scopes of being involved with HRP and HRM. As a mandatory process top managers may include special training session to enrich them with HR ideologies and management practices so that the line managers without HR background may learn about the technical approaches involved in the HRP and HRM.Lack of desireThe fact that LMs are not always sufficiently willing to take on HR responsibilities or that their motivation to do so is lacking highlights a lack of personal incentives for using HR practices. So lack of desire for any reason including lack of incentives, workload, time constraint is one of the barriers that prevent them to be involved with HRP and HRM.Institutional incentives can persuade LMs to give HR activities serious consideration. So adapting such a business policy where line managers are motivated enough to prioritise HR roles or by making HR responsibilities an integral part of LMs own performance appraisals, their job descriptions may improve their attitude towards being invloved with HRP/HRM.Lack of capacityLMs need time to learn and implement HRP/M successfully. Because HR tasks are generally devolved to LMs without reducing their other duties lack of their capacity to deal with challenges involved in HRP/M. This implies, lack of capacity is another constrain hindering Line Managers taking part in HRP/M.The design of line managers responsibilities should apply variability approach where there should be enough room for them to act with HRP/M. they are usually given a short-term target to be achieved and their time is appropriately aligned with other responsibilities. So there should be alternative choices for them to be involved e.g. if a line manager is getting involved with HR practices, their other job s are shared with other managers i.e. compromise with their workload or extra facilities may attract them to get involved with HRP/M.Lack of competenciesThere is a need for HR-related competencies for successful HRP/M implementation. LMs lack specialist knowledge and skills in terms of labor law, HR strategy, HR technology etc. So this lacking may prevent them from getting involved with HRP/M.Through a comprehensive training program this barrier can be overcome. There are specific legal requirements and practices and it is evident that many organizations arrange HR training program for Line Managers.Lack of supportThere is a need for support from HR managers for successful HRP/M implementation. If HR specialists are unable or unwilling to provide clear and proactive support, LMs will lack sufficient HR skills (Gennard/Kelly 1997 Renwick 2000) and proper encouragement to plan and manage the workforce effectively. So this barrier may also prevent the line managers to take part at HR a ctivities.In these circumstances, senior managers have make sure that the HR managers properly cooperate with Line managers. Senior managers can design a certain set of alternatives that the line managers may follow including IT enabled automatic systems in case of HR managers limitations including inability, unavailability or unwillingness where they will be appreciated instead of being criticized.Lack of policy and proceduresThere is a need for a clear overall HR policy and accompanying procedures to coordinate which practices LMs should use and the way they should take part in HRP/M. This may prevent line managers to take part in HRP/M.In this case senior managers can consult with LMs about the devolution of their responsibilities and design an agreed set of terms and condition for line mangers which will specify their roles and mechanisms they will be willing to be involved in the process of HRP/M.Role and opinion conflictThe conflict of roles, responsibilities and opinion may h inder LMs to get involved with HRP/M. Because In this case taking part in the HRP/M by a line manager is monitored and authorised by HR Manager.In this case, senior managers need to improve information sharing between the managers and top-level management may involve to assure and recognize LMs involvement.Rapid ChangeRapid change business policy, economic environment and technology also may prevent the Line Managers from getting involved in HRP/M. Because the changes have impact on HR planning and Management practices.Arranging the frequent employee forum discussion or meeting about the changes so that there should not be any ambiguity or conflict about the changes took place in HR practices due to the above changes.The legal frameworkThere are some legal bindings in HR practices which may de-motivate LMs to take part in HRP/M. This may arise from labour and mercantile law relating to nature of business, demographic issues and managerial roles.This is the fact of limitation of know ledge where only the way to overcome this is arranging proper training sessions for LMs about the implications and consequences.In addition to above measures to overcome those barriers, the following steps are recommended to get line managers involved in HRPMEmployment securityPfeffer considers that this is the essential HR outcome. People cannot be expected to offer their ideas, commitment and hard work unless they have job security. Realising that job security for life is not a realistic aim, Pfeffer goes on to describe the benefits of offering internal job transfers rather than sacking people during a period of organisational change.Extensive training, learning and developmentThe aim is to encourage learning that benefits both the individual and the organisation. There are thus implications for the amount of training provided, the types of training, and the ways in which that training facilitates wider employee development.Employee involvement and information sharingBy openly sha ring information on performance, financial matters, and so on, organisations may show that they trust their employees and may also encourage them to focus on ways of improving future performance. Many modern approaches to teamworking encourage open discussion of current practice and planning ways of creating improvement. This discussion and planning can only be effective if people have the relevant information.Pay and performance-related rewardsThere are two key issues relating to rewards. First, high-level employees can be retained by giving higher-than-average rewards. Second, rewards should reflect different levels of contribution particularly successful individuals, teams or departments should be rewarded for their efforts.HarmonizationAgain based on Japanese production companies, some organisations have tried to make their workplaces more egalitarian, for example through the use of uniforms, shared canteens, harmonisation of working conditions e.g. paid holidays, extensions to share ownership and so on.Risks inherent in line-managers becoming more involved in HRPMAn extensive body of literature suggests that giving a major role and influence to LMs in HRM can be problematic (Kirkpatrick et al. 1992 McGovern et al. 1997 Renwick 2003 Maxwell and Watson 2006), and even counter-productive (Thornhill and Saunders 1998).Reservations against assigning strong power to Line managers (LMs) in HRPM challenge their capacity to take on new roles parallel to their current workload, as well as their motivation to care about employees. Moreover, a well-known criticism concerns the gap between what is said and what is practiced. Some researchers even suspect that the trend towards greater delegation of responsibilities to LMs often derives from companies desires to cut structural costs as well as to companies desires to free themselves from some responsibilities. Indeed, due to contradictions that are found in HR practices some responsibilities regarding HRPM are difficul t to assume. In this perspective, it is negatively reflected that the companys will is to disengage from specialized services rather than a true redefinition of roles. Thus, the claim that if HRPM is to be taken seriously, personnel managers must give it away can be misleading. As implementing ambitious HR practices is likely to be easier for qualified HR specialists than for LMs, the role of the former is too critical to be given away too quickly. LMs need well designed HR practices to use in their management activities.It is up to HRM specialists to put in place systems that create a favourable climate and enable employees and managers to know what is expected from them. The role of the HR specialists is all the more significant than that of the HR function should be viewed as a critical resource for the company for example, the expertise necessary for the identification and use of accurate work systems can be thought of as a competitive advantage. In other words, we believe that HR specialists still have a major role to play. This role may be displayed in different ways according to organizational culture.In this context tested hypotheses is that the organizational performance is weak for companies in which decisions regarding major HRPM policies are influence more by LMs than by HR specialists.Line managers are assigned with a critical set operational responsibilities which involves day to day operation with a short-term target. Achieving this short-term target is a basis of overall organisational goals. So if line managers get involved more in HR practices, there is a risk of overall failure to achieve organisational goal due to negative impact on operational success.Despite the positive impact may resulted from Line managers involvement in HRPM, recent research has shown that delegating HRPM responsibility carries a number of challenges and risks of line management involvement in HRPM and there are certain complications. Research provides mixed results a bout the implications of devolution and the competence of line managers in HRPM work more generally. It has been confirmed that workloads of line managers may marginalize their efforts in developing employees and they may not be able to pay sufficient attention to employee development. Performance criteria and reward systems are more likely to consider business results, than a longer term people development role. The responsibility for HRPM is not very often included among line managers performance objectives. Also, it might be difficult for line managers to play two opposing roles of assessor and coach.Moreover, line managers are not specialists in HR practices and may lack confidence, knowledge and organizational support to assume the responsibility for HRPM. Senior managers must be highly supportive in HRPM role of line managers and an incentivesystem should be developed to motivate them. Furthermore, acting as a HRPM facilitator demands a coaching management style, as opposed to a directive management style. Lack of coaching skills and insufficient line management motivation for this role is reinforced by findings that the least popular HRPM delivery mechanisms include coaching and mentoring. This may be due to the large commitment of time and resources needed.In respect of Employment law the work of Human Resource functions is increasingly controlled by the requirements of the law. There is an extensive risk of avoiding laws that relate to employment, for example laws on health and safety, on diversity and equality, on employment rights, on rights to strike and so on.The state and the law perform three primary roles in relation to employment asA restrictive roleThe state provides a set of rules which limit is what is, and is not, allowed in industrial relations. For example the state defines in what situation workers can go on strike and also defines what management can and cannot do in those situations.A regulatory roleThis defines the basic rights of al l workers. This began with rights for relatively safe working for those employed in mines but has expanded to cover everyone in the workplace. It now also covers many aspects of employment, for example legislation on unfair dismissal means that organisations have to keep careful records on performance, disciplinary procedures and grievances.An auxiliary roleMany government bodies give advice, for example on health and safety or equal opportunities, that goes beyond the strict statement of the law.As a result of above employment law being involved in HRPM, excessive involvement of Line manager may result to several conflicts as described below.Conflict with line managersThe focus of many line managers will be towards achieving their own, and their teams, targets. This may lead to the manager ignoring guidelines and legislation on working hours, bullying, safety and other issues.Those working in an HR role need to focus on the long-term needs of the organisation good employee/manageme nt relations working within the legislation, and so on. These long-term needs are of greater importance than achieving a teams short-term targets.Employment and conflicting prioritiesManagers have a primary aim of adding value to their organisation. By LMs short-term benefit may be gained by sacking employees during periods of low activity. In the long term, however, this is likely to adversely affect staff morale and will also incur costs when new recruits must be found in the future.Freedom and controlConflict may occur between managers wishes to exert freedom in how they run their teams and the strategic need of organisations to exert control and work for at least some degree of consistency. As an example think of policies towards overtime. Line managers may want freedom to use overtime as they think suitable resulting inter-team conflict or problems when employees move between teams.Disputes and grievancesThe ambiguous nature of HR work is perhaps most clear when disputes occur between employees and management. This may involve a grievance by an individual Line Manager (LM) it may involve a major dispute such as a strike.Technological developments assist the process of facilitating greater line-manager involvement in HRPMTechnologyTechnology refers to the information, equipment, techniques processes required to transform inputs into outputs. It is considered as the basic factor in the process of development. The use of technology lead to increase in the productivity of labor, capital others factors of organization.Role of TechnologyIncreasing the productivity of the workersUtilization of the resourcesHigher level of output per worker.Creation of the employmentMore profit for the organizationCost minimizationWhen Human Resource Management (HRM) involves Information Technology (IT) then it is called HRM Information Systems (HRMIS) or in short HRIS. In this modern period of time technology is widely used in HR practices even in developing HR strategy and in their implementation.HRIS is an organized approach for obtaining relevant and timely data, analyze and disseminate data and use them in HR practice and management. We now have the technology to allow us to reduce HR administration and to provide improved levels of service to our internal customers. Through HRIS the managers are able to access up-to-date, accurate, concise, relevant and complete information.Because of HR technology HR roles and practices are changing as shown belowThe payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports.The work time gathers standardized time and work related efforts.The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs.The HR management module is a component covering many other HR aspects from application to retirement.The tr aining module provides a system for organizations to administer and track employee training and development efforts.The Employee Self-Service module allows employees to query HRPM related data.Thus, development of Technology played a significant role to overcome barriers preventing LMs from getting involved and it contributed positively to minimize the risk of LMs being more involved in HRPM which illustrated belowMore efficient and time saving approachUses of technology save lots of time in the process where Line Managers are involved. The LMs workloads is minimized and there is availability in time to get involved in HRPM.Better CommunicationTechno