Important Essay Topics For College Students

<h1>Important Essay Topics For College Students</h1><p>College paper themes can be a precarious thing. The understudies make some troublesome memories narrowing down their theme to something reasonable. In this manner, it is important that they locate a direction before they begin composing their first essay.</p><p></p><p>There are numerous destinations online where you can look for paper themes that you can use for your future venture. In any case, this can be dubious as there are numerous subjects that can demonstrate overpowering for most people.</p><p></p><p>For model, one of the least demanding and most famous exposition points is the 'Simple subjects' of sports, history and human expressions. In any case, most understudies will in all likelihood not expound on this classification of points since it is fairly conventional. It would expect them to state something with no characterizing component so it is better for them to go with something more specific.</p><p></p><p>Something that is considerably more one of a kind and dynamic is expounding on genuine subjects that will get your understudies' advantage and will give them genuine consideration. At the point when they do lose all sense of direction in the paper, they will need to prop up to ensure that they can concoct a decent conclusion.</p><p></p><p>These are the absolute best article subjects you can utilize on the off chance that you need to ensure that your understudies are progressing admirably. It doesn't make a difference what their experience is or where they are in their lives; this is a theme that can get everybody out. Understudies must comprehend this is a stage that they can use to compose and to be creative.</p><p></p><p>Of course, the way to finding the best paper points is to do a little research. It is exceptionally simple to lose all sense of direction in the region of thoughts when you are simply beginning in school and you should exploit the help that the Internet needs to offer.</p><p></p><p>A extraordinary approach to do this is by taking a gander at what others have expounded regarding the matter. It would be a lot simpler for you to comprehend the paper if you somehow managed to peruse the articles of different understudies that you like. They will likewise have the option to give you thoughts on the best way to place your thoughts into words.</p><p></p><p>So, in the event that you are experiencing difficulty with your school exposition themes, at that point don't stress. It isn't as hard as you may might suspect. There are a lot of destinations where you can discover the assets you need and these are just a couple of the locales to look at.</p>

Persuasive Essay Format For High School Students

<h1>Persuasive Essay Format For High School Students</h1><p>If you are composing an influential paper position for secondary school or understudies, here are a few hints on the most proficient method to appropriately do it. Before you start the errand, ensure that you have taken all the necessary tests and found a decent wellspring of data about a specific subject.</p><p></p><p>When composing an interest based article position for secondary school understudies, you will find that there are various points that you can browse. You can even research for data online to get a grip of every theme and to have the option to compose an agreeable exposition. As an understudy, you should comprehend the essentials of syntax and sentence structure, so your article doesn't seem as though a rubbish work of imagination.</p><p></p><p>To start with, you should comprehend the fundamental ideas that are joined in each sort of exposition t hat you compose. There are terms that you should know too. For instance, remember to look at the sentences that start with 'The' and the expressions, for example, 'in the course of.'</p><p></p><p>Once you are familiar with the fundamental data, the subsequent advance is to scan for the eructation exposition position for secondary school understudies. Most secondary schools and universities utilize this organization. This sort of paper group is normally written in a thorough manner.</p><p></p><p>The article will have explaining sentences that characterize the subject and talk about the principle thoughts in detail. The secondary school understudies will likewise find that this kind of exposition is all that could possibly be needed to prepare them for taking the SAT and ACT.</p><p></p><p>Writing a convincing article group for secondary school understudies is very simple. The main thing that you need to recall is that it is a long procedure and you should apply extraordinary exertion recorded as a hard copy the paper. Be that as it may, on the off chance that you adhere to your arrangement, you will have the option to complete it in time.</p><p></p><p>Writing an influential exposition design for secondary school understudies ought not be hard for you, since you will have the option to gain so much from the procedure. You will likewise have the option to measure whether you truly know the theme or not. Recall that your exposition will assist you with building up a superior comprehension of the topic, so you would then be able to compose a meaningful paper in the future.</p>

Object Pronouns vs. Subject Pronouns

Item Pronouns versus Subject Pronouns Item Pronouns versus Subject Pronouns Item Pronouns versus Subject Pronouns By Mark Nichol Utilizing pronouns appears to be sufficiently straightforward, yet they create turmoil in light of the fact that it’s simple to stir up nominative, or subject, pronouns and article pronouns. Here’s a survey of the distinction between the two classes of pronoun: A nominative pronoun is one that replaces a thing expression utilized as a sentence’s subject. Rather than composing, â€Å"The man persistently remained in line,† one could compose, â€Å"He stood calmly in line.† An article pronoun, in any case, replaces a thing expression utilized as an item: If you wished to utilize a pronoun to allude to a lady who goes before the man in line, you wouldn’t utilize what could be compared to the pronoun that shows up in the second model above (â€Å"The man quietly remained in line behind she†); you’d utilize an alternate structure (â€Å"The man calmly remained in line behind her†). Pronouns that rename the subject and follow an action word ought to likewise be in subject structure: â€Å"It is I who have been wronged.† In relative sentences those in which as or than is utilized to think about two things would it be a good idea for you to compose, â€Å"I am similarly as proficient as her† or â€Å"I am similarly as fit as she†? To test the fitting pronoun structure, affix an action word to the sentence, and the right form turns out to be clear: â€Å"I am similarly as fit as she is.† (One frequently hears individuals making statements like â€Å"I am similarly as competent as her,† yet one regularly hears things said that are not linguistically thorough.) Now and then, the right decision relies upon the significance of the sentence: Is â€Å"She’s bound to ask him than I† right, or would it be advisable for you to compose, â€Å"She’s bound to ask him than me†? In the event that the all-inclusive sentence is â€Å"She’s bound to ask him than I am,† in which the correlation is between the subject and the author, I is right. In any case, if the expectation is to pass on that the man alluded to as him is bound to be asked something by the subject than the author is, the right pronoun structure is me, yet that qualification ought to be explained with an update like â€Å"She’s bound to ask him than ask me.† Another wellspring of disarray is reflexive pronouns those that think about back the subject. Reflexive pronouns incorporate all the compound words finishing off with - self (for instance, myself) or - selves (for instance, themselves). Reflexive pronouns ought to be utilized distinctly to allude to another word in the sentence. For instance, in â€Å"I gave myself a psychological congratulatory gesture for a vocation well done,† myself alludes to the subject I. Be that as it may, in â€Å"The letter was proposed for myself,† myself has no referent (the subject is â€Å"the letter†), so the sentence should peruse, â€Å"The letter was expected for me.† Need to improve your English in a short time a day? Get a membership and begin getting our composing tips and activities every day! Continue learning! Peruse the Grammar 101 class, check our famous posts, or pick a related post below:100 Whimsical Words75 Idioms and Expressions That Include â€Å"Break†75 Synonyms for â€Å"Hard†

Cleopatras personal attendant Essay Example

Cleopatras individual orderly Essay Example Cleopatras individual orderly Essay Cleopatras individual orderly Essay Charmian is Cleopatras individual orderly and she is adept at managing Cleopatra and her states of mind. At the point when Cleopatra says that she will slaughter the detachment Charmian continues to advise all her inside yourself. The man is honest. (page 71 line 76-7) which plainly quiets Cleopatra since she is sorry and says she wasn't right, which, thinking about Cleopatras character, is unmistakably not something she does regularly. Cleopatra appears to just ever concede that she may have been off-base to Charmian, which suggests that they are in reality close and depend upon one another very heavily.An case of this is when Cleopatra says my serving of mixed greens days, when I was green in judgment, cold in blood, to state as I said at that point (page 39 lines 76-8). Charmian and Cleopatra are two contrary energies, Charmian is definitely not a solid character and is actually exceptionally insignificant to everybody, where as Cleopatra is an extremely solid and oppressive character and is the most notable individual in Egypt. Enobarbus and Charmian have fundamentally the same as jobs with their principles.They would both be without status, were they not to have their standards, and the two of them appear to hover over them and have the most extreme steadfastness, which Enobarbus unmistakably shows when Antony discloses to him they should leave, and Enobarbus just says I will dab (page19 line 190). Anyway after a more intensive look it is very clear they are very various characters. The principle contrast between these two characters is that Charmian remained devoted to Cleopatra where as Enobarbus did not.Cleopatra and Charmian start the play together, and they end it together, where as Antony and Enobarbus start it together, and they end it particularly separated. Despite the fact that they start the play as excellent companions, as the play proceeds, Enobarbus begins to question Antony, he says to Antony look, they sob, and I, an ass, am onion-peered toward after he converses with the men. Shakespeare conveys this line through Enobarbus, on the grounds that he is actually the main individual who might be permitted to express this to Antony, the one in particular who is permitted to address Antonys judgement.In the end each of the four of these characters bite the dust. This completion is in reality fundamentally the same as that of another Shakespearean play Romeo and Juliet. Cleopatra makes it known to Antony that she is dead, despite the fact that she isn't, and Antony slaughters himself therefore, which at that point drives Cleopatra making that lie a reality. The way that they bite the dust is fundamentally the same as principally on the grounds that they all do it by their own hand. Cleopatra and Charmian both pass on a similar way, and Enobarbus and Antony both pass on a similar way, which I figure Shakespeare did to show that they were as yet associated, despite the fact that they were apart.Cleopatra is suffering from extreme melancholy and applies a toxic snake to her body until it nibbles and executes her, at that point Charmian additionally does likewise once her courtesan is dead. This shows she complies with her fancy woman as far as possible. I believe that Charmian minds a lot for Cleopatra since when Cleopatra and Charmian are both dead a gatekeeper reveals to Caesar that he discovered her cutting up the diadem on her dead fancy woman (page 227 line 336-7) which I think shows extraordinary consideration and love towards Cleopatra. Enobarbus acknowledges what he has done, leaving his lord and his closest companion, when he was generally required and chooses to murder himself.Enobarbus final words are for his lord, as he kicks the bucket he says O Antony! O Antony! (page 171 line 23). Antony likewise kicks the bucket by turning his sword on himself; anyway he initially requested that Eros murder him, which shows that entirely the end, Enobarbus is more grounded than Antony. These characters are on the whole fundamentally the same as, but totally different and I imagine that, regardless of how they wound up, there is as yet an unbreakable security between the workers and their lords, and Shakespeare depicts this very well all through the play.Even when there was question from Enobarbus, his final words were for Antony, which despite everything shows his unwaveringness. Charmian lived for her sovereign and she passed on for her sovereign, faithful until the end. The two of them act with their standards in exceptionally extraordinary manners which just improves their own characters and makes them stand apart similar to their standards nearest hirelings as well as similar to their own distinctive individual.

Kate Chopin s The Strom - 946 Words

At times the person we want the most is the person you are best without. In the short story â€Å"The Strom† by Kate Chopin it talks about two couples committing in finality during their marriages. Calixta is married to Bobinot with a son named Bibi and Alcee is married to Clarisse along with her children. During the 19th century years had passed by along with Calixta and Alcee not seeing each other one day they run into each other due to a storm passing by. Calixta invites him in her house while the storm passes by. She ends up having sex with him and neither partners find out about it. This short story consists of in finality during the 19th century and how things that occur now occurred back in time as well. The three themes that will be explored in the short story â€Å"The Storm† by Kate Chopin in relation to sex, marriage, and women’s and femininity The first theme that this short story contains is about sex. Two women are dealing with the same man and both women have different desires despite their marriages. Calixita for example finds desire in having sex. The quote explains â€Å"Alcee clasped her shoulder and looked into her face. The contact of her warm Palpitating body when he had unthinkingly drawn her into his arms, had aroused all the old-time infatuations and desire for her flesh† (83). This is signifying how Calixita and Alcee still have the connection to each other like they have always had one. It gives clues how she is remembering how he use to hold her. It is clear

Hrm Practice in Monno Ceramic Industries in Bangladesh free essay sample

The study of this paper focuses on how the HRM is practiced in Monno Group of Industries. This company is one of the leading organizations in the country in producing ceramic products. Here I tried to make an observation on its HRM practice so that it enriches my theoretical knowledge on HRM with practical views and processes involve in Human resource management. Business is such an arena where there are very few similarities or sometimes contradictions between theories and practices. And Human Resource Management is the most crucial part of a business. Management, particularly Human Resource management, in real life is not that easy like the theories. The purpose of this report is to find out the actual picture in the growing business organizations of Bangladesh. 1. 2 Background of the study This report is originated as the course requirement of the MBA program under the Department of Business Administration Eastern University. Under this program students of every department of this faculty must go through an internship program of 3-month duration. As practical orientation is an integral part of the MBA degree requirement. 1. 3 Origin of the Report It is a pleasure for getting the opportunity to accomplish the internship in Monno Group of Industries Ltd. at Islampur, Dhamrai, Dhaka-1350, Bangladesh. This research is a partial requirement of MBA Internship Program in the ESTERN University and has been prepared after three month of the rganizational attachment in Monno Group of Industries Ltd. 1. 4 Importance of the study Human resource management involves all management decisions and practices that directly affect or influence people or human resources, who work for the organization. In recent years increased attention has been devoted to how organizations manage human resource. This increased of attention comes from the realizations that an organization’s employees enable organizations to achieve its goals, and the management of this human resource is critical to an organization’s success. The presence of human in business is not a new invention but identifying them as a resource in more formal way has been made in recent years. The history of HRM can be characterized as moving through four broad phases as craft system, scientific management system, the human resource relation approach, and the current organizational science such as human resource approach. 1. 5 Objective of the study Core objective The core objective of this report is to illustrate the present practice of the HRM in Monno Group of Industries. Specific objectives ) To have a clear view about what is actually happening in the area of HRM o the selected business organization. b) To collect information and insight about the HRM function of the organization. c) To experience different HR practices those are being followed by Monno Group of Industries. d) To relate the theoretical knowledge with the practices. e) To have an analysis on the HR Training department of Monno Group of Industries. f) Identify ex isting issues of HR practices and process or lack of process that will facilitate or hinder the proper practices of HRM. 1. 6 Scope of the study This report is sort of case study, which means it is the illustration of the real scenario of the selected organization. So the scope of this report is limited. The first scope of this report is to have practical experience about how a research is done in the business organizations. The report has the scope to cover different aspects of HRM, which includes HR practices like recruitment, selection, and staffing procedures, selection devices, job analysis, job design, training management development and compensation and benefit administration. 1. 7 Methodology of the study This report has been prepared based on both primary and secondary data. The primary data was collected through observation and information collected from the HR personnel during different tasks that I had to carry out as an intern; I personally took notes during the tasks I came across in my internship. There are data that I collected from secondary sources from reports, publishes documents, internet and articles. Data collected from the organization and other sources were assembled and put down in different part of the report. Based on the collected information analysis and conclusion is performed. It was part of my academic program to learn HR practices of Monno Group of Industries to understand real life scenario of business. Thus, this report does not go into deep of the HRM activities of the selected company, it is beyond this report’s scope to make concentrated suggestions or recommendation other than narrating the observation and reach to a conclusion. 1. 7. 1 Source of data ? Primary Data: Primary data has been collected for preparing this report through personal observation and interviewing the office executives. ? Secondary Data: Secondary data has been collected from the annual report, Journal, Monno Ceramic Industries Ltd Report, Monno Ceramic Industries Ltd Employees and the website of Monno Ceramic Industries Ltd. 1. 7. 2 Sampling Population The population in the research was mainly employees of the Monno Ceramic Industries Ltd. This population was selected mainly because a survey conducted on the perception about the matter amongst the employers and employees. The sampling design The sample design used in this case is Random sampling method. When taking the random sampling into consideration there is always a chance that error might occur. This happens when there is a difference in the sampling that was done during the course of the survey. The Sampling Unit The sampling unit in case of this research was the employees. Sampling Frame The sampling frame usually contains a list of elements from which the sample has been drawn. The survey has been conducted at the different levels of employees The Sampling Design The sample design used in this case is Random sampling method. When taking the random sampling into consideration there is always a chance that error might occur. This happens when there is a difference in the sampling that was done during the course of the survey. The Sampling Plan In conducting evaluative study, interviewing method has also been used for data collection, while a checklist would enable to record direct observation. A combination of structures and unstructured interview schedules would help generate information for this study. Along with interviewing techniques Focus secondary data source also used to approach the various issues to assess and to generalize the information within a very short period of time. Data Collecting Technique Fort the purpose of the study two methods of techniques used: ? Observation ? Interview Data Processing Once data had been recorded, the processing of the data involved reviewing the data forms as to legibility, consistency, and completeness. Data processed manually and with the technical support of computer. 1. 8 Limitation of the study During groundwork of this report some obstacles have come across, which can be termed as the limitation of the project, these reasons did not allow this repot to go in depth of issues hence several parts of the report is not concentrated. Therefore the limitations that were faced: ) The internal and sensitive information was not found properly from the organization b) Lack of sufficient time of the HR personnel which did not allow learning about certain issues or practices deeply. c) Lack of sufficient accessible books and journals about HR practices in the organization. d) Unavailability of enough relevant records and information e) Published information is not up to date. f) Employees are not allowed to provide in depth information about their practices as the information is confidential. g) Three months’ time is not sufficient to learn practices and procedures of a large organization like Monno Group of Industries. PART- B About the Organization [pic] Introduction Monno Ceramic Industries began producing porcelain tableware for the Bangladesh home market in 1985, and secured its first export order the following year. Monno soon earned an enviable reputation for both quality and value. The subsequent introduction of bone china to its range of quality dinnerware has only served to strengthen that reputation. Background of the organization The name of Monno-the man-is entwined with the name of Monno-the product. A man gifted with an inherent entrepreneurial sense, Mr. Monno started a trading house in 1960, which continued to expand in scope and nature as time went along. In1985, Monno went into production of porcelain-ware. The success was immediate as there was a demand for such product in the local market. Monnos state-of-the-art technology and creative designs gave Monno an edge ocher its competitors not only at local but also at global market. Organization Profile ? Name of the parent company: Monno Group of Industries Ltd. ? Nature of the company: Private Limited Company ? Location: ? Corporate Office- 9 No Wear Street, Wari, Shutrapur, Dhaka ? Factory-Islampur, Dhamrai, Dhaka-1350, Bangladesh Business: ? Porcelain and Bone China ? Garments ? Fabrics ? Hospital ? Monno is a perfectionist and in order to achieve such perfection, a determined and highly skilled work force is employed. ? Monno listens to its customers and caters to their every demand, because as they saying goes; â€Å"The customer is always right†. Today in Bangladesh Mo nno is a household name and regarded as one of the country’s premier companies. Monno offers products in Porcelain, New Bone China, and real Bone China. In fact they source the materials in their bone china body and glaze from Stock on Trent, to which is added pure water filtered from their own wells. So Monno likes to think of it as ‘English’ Bone China. Customers include many well known prestigious department stores, specialty and chain stores around the world for which they manufacture own label products. They work with customers to develop their own shapes or decorations, or can offer designs from their extensive stable. Their talented teams of artists and designers work closely with the experienced technicians of an own in-house decal print unit. That combination of man and machine helps achieve striking results. [pic] Name of the Departments |Functions | | | | |Administration |Maintaining all the administrative works of the organization. | |Marketing and Sales |Managing marketing activities such as pricing, promotion and Monitoring national | | |sales of all depots. |Purchase and Procurement |Dealing with the buyers and monitoring the purchase activities and procuring raw | | |materials as per sales forecast etc. | |HRM |Managing the overall human resource of th e organization | |Accounts Department |Monitoring all the financial documents along with assets and liabilities and | | |preparing financial reports on a particular time basis. |Labour and welfare |Monitoring the overall welfare of the employees’ including the security, benefits, | | |compensation, provident fund etc. of the employees. | |Production Store |Monitoring the overall manufacturing process and inventory management | |IT |Managing marketing and other information services. Provides with computer assistance. | [pic] The main strength of Monnos treasure is its imported machinery. Monno has chosen the best of machinery from Europe and Japan that have already prove themselves efficient in manufacturing porcelain ware. Monno’s Porcelain Bone China factories are perhaps unique in being able to offer under one roof the flexibility and versatility of many manufacturing methods as best suit the size or nature of the product. Monno has invested in modern machinery and can boast high pressure casting, ISO Static Pressing, auto cup lines, auto dip glazing, spray drying, and an open firing system. That technology helps them in their never ending pursuit of excellence. Manufacturing capacity is in the order of 2 Million pieces per month. Tests carried out by CERAM show their products fall well below the thresholds for lead and cadmium release in tableware or cookware coming into contact with foodstuffs as specified under current European regulations. They also meet Australasian and US Federal requirements as well as those specified by California’s very tough ‘Proposition 65’. Monno Group of companies includes, significantly, Monno Fabrics Ltd. nd Monno Attire Ltd, as well as printing and packaging companies mutually supporting the activities of the Group. Monno is not therefore dependent on outside suppliers for labels or packaging, which helps to ensure orders are available on time. Monno provides employment to some 5,000 skilled and unskilled local artisans, crafts men and women, who are encouraged to develop their full creative potential. Training is high ly regarded, especially when working with some of the very best advanced machinery selected from manufacturers worldwide. That technology helps to provide Monno with a competitive edge in the market place. Monno is a strong supporter of the environment, using for example only natural non toxic materials in its porcelain, and only recycled pulp in its packaging; disposing of waste factory product in accordance with Federal and European standards. Monno does not employ children or discriminate between genders, and has an equal opportunity policy. Monno also cares for the community, providing welfare, vocational training, basic education for those less well off, together with a home for underprivileged children. Those graduating from these programs are helped to find jobs according to their individual abilities. Monno’s own ethical and social environmental policy is in accord with that of their customers and has satisfied the requirements of all factory and ethical audits independently carried out on their behalf. At the time of writing the Monno Group has recently started a hospital as will further benefit its employees and residents in local communities. Monno Group of Industries Ltd. is one of the leading companies of ceramic industries in Bangladesh. It has been producing the bone china and porcelain products in the local market and also in the international market with huge popularity. Monno is the only company which has been contributing in the national economy by exporting ceramic products internationally and earning foreign currency. Besides, Monno Group of Industries Ltd. is paying its yearly tax and vat in a proper way which is ultimately adding to the national economy. Presently different types of products made by Monno Group of Industries are exported to various market of Europe. Monno is carrying on its export business flawlessly and it has been contributing a lot in Industrial development of Bangladesh . Not only this, Monno has been created job opportunity for more than 2500 people. The organization is also hoping that they can create more job opportunity to resolve the unemployment problem in Bangladesh. Now a days Monno Group of Industries holding a strong position in ceramic industries comparing to the other related industries. By observing the role of Monno in the Industrial Development, many monetary organizations are interested to provide loan to this organization. Such as; Sonali Bank (local branch) has been given monetary help to this organization to accomplish different projects of Monno As the original exporter of porcelain dinnerware ‘Made in Bangladesh’ Monno is proud to contribute to the growth of the Bangladesh economy and it can be assumed that the organization will hold its competitive position and do much better in the future. PART-C My Internship at Monno Group of Industries [pic] I was given the opportunity to work in Monno Group of Industries for three months from January 25 to April 25, 2012; it was part of my academic program. As my major was in Human Resource Management, I worked in Human resource department as an intern where I had learnt several Human Resource practices of Monno Group of Industries. Description of the job As I had the opportunity to have three months long internship at Monno Group of Industries, I have come across with different tasks that are conducted by the HR department. I was made acquainted with some were regular others were periodical. I was assigned to help the HR personals to do the following jobs regularly. Those were:- ? Collecting Bio data ? Setting Interview training date ? Calling For Interview Training Making Interview and Training Lists ? Maintaining Attendances ? Managing Leave ? Creating Employee Profile ? Performance Appraisals Job Responsibilities Collecting Bio data For the recruitment of Sales Associates and Store Helper the CVs are collected from outlets mostly but applicants can also drop their CVs in the CV box at head office. And for others positions the CVs are collected through the bdjobs’s website and the CV box at the head office. As I have worked mostly in the recruitment of Sales Associates, it was my job to call the outlets and ask them to send the CVs to Human Resource Department. And also ask the Office Assistant to collect the CVs from the CV box. Setting Interview training date After Screening the CVs and classified them in to different categories, we were to fix the interview date for different outlets and inform the respective outlet manager about the interview. And with the interview I was to fix the training date for the selected candidates. To do this I had to consult with the Training personnel about the training batches and find out the empty slots for Training and finalize the interview and training batch for the Sales Associates for different outlets. Calling for Interview and Training After screening the CVs and separate them based on their location, it was my job to call the candidates for interview and inform them about the interview date, time and venue. The interviews were held in the head office of Monno Group of Industries. After the interview I had to call the selected candidates for one day long pre service training session and inform them about training date, time and venue. Making Interview and Training Lists While calling the candidates I had to give serial number to their CVs. fter calling the candidates it was my job to prepare an interview list which contained name of the applicant, father’s name of the applicant, educational qualification, address and contact number, there were few columns left empty for applicants signature, selected, not selected and remarks. At the bottom of the list name of the Human resource officer and the outlet manager who were taking the interview, were included. For Training list t he information were different from the interview lists. Name of the applicants, name of educational institute, and name of outlet, shift, and address contact number were included. Maintaining Attendances Monno Group of Industries uses separate attendance register method for the head office and the outlets. For employees are working in head office and for the outlets and temporary workers use the manual attendance register. It was my responsibility to write the names, and designation of the employees into the attendance register for the upcoming month. Monno Group of Industries maintain their employee attendance very strictly, the employees can arrive till 8. 45 am and it would not be counted as late but from 8. 46 am to 9. 30 am it would be counted as late and after 9. 0am it is counted as half day. Creating Employee Profile The HR department of Monno Group of Industries keeps record of their employees both manually and in HRM System. After recruiting sales associates for the outlets I learned to prepare files for new employees. The employee file contains employees joining letter given by Monno Group of Industries, employees CV, photocopy of employee’s educational certificates, reference letter, and insurance form. Later employee’s confirmation letter, promotion letter, transfer letter, increment of salary letter and performance appraisal is added. After preparing file for the new employee I used to enter the information in HRMS. There were different categories like personal details, educational qualification, job base and status, joining date, insurance nominees and references etc. Performance Appraisals Monno Group of Industries practices Appraisal of the employees once in a year. During my internship I was taught how to carry out the performance appraisal of the employees at the outlets. First we had to provide performance appraisal form of the employees to the department or outlet managers. After they evaluate their subordinates we had to collect them. There was a particular scale which was raked like Excellent, Very good, Good, Satisfactory and Unsatisfactory. Each question of the performance appraisal carries 5 marks there were fifteen to twenty questions. The employees who would get highest would be marked as excellent. Promotion and increment was allocated based on the performance of the employees. We had to count the numbers that employees obtained and send it to the head of Retail for approval when he/she approves it we had to send it to general manager of HR Training. Lastly the appraisal was sent to the director. Based on the approval and remarks employees are promoted and increments are given. Critical observation Through my internship period at Monno Group of Industries I have observed some issues which are:- ? Human resource department of Monno Group of Industries is performing their responsibilities with a very limited workforce, which sometimes leads to a very stressful working environment for the HR team. ? Each member of HR team are responsible of few other departments for managing leave, salary, attendance etc. ostly they are successful at their job by keeping sound cooperation with these departments. ? The organization is ever growing so it is difficult to manage such large organization with such small HR department, in annual events like salary adjustment, recruitment for Ramadan sales associates. ? The data of attendance is preserved in software only, sometimes the server is overloaded and HR department is losing the attendance data wh ich is also hampering in calculation of leave. ? Lastly the employee information are stored in the HRMS and also kept in a physical file. Some of these files are really old; HR should keep the data stored by scanning as back up. PART-C HR practices of Monno Group of Industries [pic] Here is the organogram of Monno Group of Industries to have a look on the positions of the employees who are involved in different Human Resource activities; |HR Manager | |( | |Assistant HR Manager | |( | |Labour Officer | |( | |Welfare Officer | ( | |Security Officer | During my internship it was not possible to go through all the HR practices of Monno Group of Industries in depth. There are several fields that I had opportunity to work in depth. Practices like recruitment, leave management, performance appraisal, Promotion, Dismissal etc. HR Practices of Monno Group of Industries The HR Practices of Monno Group of Industries is as follows:- 1. Recruitment and selection Process 2. Performance appraisal 3. Leave Management 4. Promotion 5. Dismissal 1. Recruitment and selection Process Selecting and recruiting good employees for an organization is indeed one of the most crucial and critical aspects of running an organization as the decisions so taken to this respect can take the organization to the heights of success. In this respect, it must be borne in mind that each individual has a valuable contribution, irrespective of the position or status of the employee in respective organization. Staffing is the process of recruiting applicants and selecting prospective employees it is known as the key strategic are of Human Resource Management. Stated that an organization’s performance is a direct result of the individuals it employs. The specific strategies used and decisions made in staffing process will directly impact an organization’s success or lack thereof. 1. 1 Planning for recruitment and selection The aim of the policy and procedures is to support the recruitment and selection of people with necessary ability, skills, qualification and competencies. It is done to contribute effectively to delivery of Monno Group of Industries. Monno Group of Industries Ltd. Always takes some general steps before recruiting a person for a particular job. These steps are:- ? The company assure that no one of from the recruitment committee can take any bribe from the applicant ? The short-listed applicants are sending to the particular department and applicant’s work has been evaluated and an evaluation form has been filled up. ? Short-listed applicants have been sent for medical check up to the medical center of the company. ? For recruiting the applicants’ capability, the company considers the labor law. ? The finally selected employees will get a written document of all benefits and compensations. The selected employee will work for three month as an apprentice, then he/she will be confirmed as regular employee as per as performance. 1. 2 Recruitment Budget Managing Director HR Manager will determine and analyze the necessity of manpower based on recruitment required by the Departments and projected budget based on the year after discussing with different department heads. Therefore, it is the responsibility of the ma nagement to examine the work load and carry out the job analysis and as well as looking into the real requirement of employees. 1. 3 Recruitment and Selection Strategy As Monno Group of Industries has huge number of employees all around the country, they recruit different types of employees based on the nature of the jobs. Monno Group of Industries recruits five types of employees, these are: ? Regular ? Temporary ? Contractual 1. 4 Regular employee Regular employees work six days a week from Saturday to Thursday, starting from 8. 00 am to 5. 00 pm. (Lunch hour 1. 00-2. 00). These employees will receive the entire compensation program (bonus, increment, overtime and insurance, provident fund) and every other facility that are given by the organization. 1. Temporary employee Monno Group of Industries recruits temporary employees for different purposes. Some times when a position is vacant and the recruitment might take long to fill in that’s when Monno Group of Industries goes for recruiting temporary employees. Temporary employees may work full time or part-time. They are mainly taken as casual workers. The temporary sales associates for Ram adan work as part timer. Temporary workers also taken for production work when there is a pressure of work On the other hand temporary employees for documentation work as long as full timer in Monno Group of Industries. If the temporary workers show a good performance then they are confirmed as regular employees after six months working period. 1. 6 Contractual employee Contractual employees are hired to work on certain projects or for a certain period of time. The sales associates for the foreign buyers or for the trade fair are under contract of one month whereas the interns have three months of contracts in Monno Group of Industries. However depending on the nature of the job the organization may extend their contract with employees. 1. 7 Recruitment method Monno Group of Industries recruits its employee’s mostly on viva voce and they do not take any written examination of the candidates. But the interviews are conducted by several steps, which are, in first round if someone qualifies the interview then they are selected for the second round of the interview. These types of interviews are arranged for officer, executive and managerial level. But for the technical posts like IT department computer literacy is tested. But recently Monno Group of Industries has stated taking written examination on computer for finance and accounts department and also for other departments as well. Only In case of design studio the applicants has to present their portfolio. To recruit the employees for different departments Monno Group of Industries goes through several steps, these are performed by the HR department. 1. 8 Requisitions for Staff In the beginning of the year all the departments’ head send their requisition in a fixed form to the HR department estimating the requirement of new staff for the whole year in their respective department, then HR collects the approval of the director. Human Recourse Department would make yearly plan to recruit staff on the basis of the received approved requisition. Monno builds a recruiting committee with some top level managers before recruiting process starts. According to the organizational chart, it is previously determined how many people are required to run a particular department or to do a specific kind of job. So with the resignation of an employee respective department needs to get approval for a new position, it forwards the form to HRD along with the detail particulars like educational level, experience, interpersonal skills and other skills that the job required of the deserving candidate. 1. 9 Verify organizational Chart Once the HR department receives an approved job requisition, it is the foremost duty of the HR departments to check and verify the approval with the organizational chart. Next, the manager of HR prepares the job watch, which is to circulate for job announcement. This job watch contains job responsibility, objectives, number of vacancies of the department, educational background of the candidate, working experience and other interpersonal skills. The job watch basically asks the potential candidate to send their CV if they qualify the minimum qualification level. 1. 10 Sources of Recruitment There are two kinds of sources Monno Group of Industries uses for recruitment. They are: (A) Internal source (B) External source (A) Internal source Monno Group of Industries thinks that current employees are a major source of recruits for all but entry level positions whether for promotions or for lateral job transfer, internal candidates already know the informal organization and have detailed information about its formal policies and procedures. Promotions and transfer are typically decided by responsible department with involvement by HR department. (A). (i) Employee references/ recommendation Employee reference has universal application. Lower level and mid-level positions can, and often are filled by the recommendation of a current employee. In higher level positions it is more likely referral will be a professional acquaintance rather than a friend with whom the recommender has close social contacts. In jobs where specialized expertise is important, and where employees participate in professional organizations that foster the development of the expertise, it can be expected that current employees will be acquainted with or know about individuals they think would make excellent contribution to the organization. B) External sources Monno Group of Industries believes in innovative inspiration so HR department use to look outside of the organization for applicants. The external source starts with the job advertisement on different media. (B). (i) Job Advertisement Monno Group of Industries gives their advertisement mostly on the major newspapers and internet to collect appl icants for all the departments and posts. Through the advertisement they declare the posts of the jobs and the job description which includes duties and responsibilities along they also mention the facilities Monno Group of Industries provides. In the advertisement they mention the required qualification of the applicants, age and experience etc. Monno Group of Industries Ltd. considers effectiveness before giving the advertisement. They advertise themselves in a manner which serves them the most. For example, for the posts from officers to managers they give advertisement on the major newspapers and also internet and temporary/ part time post like sales associates are advertised on the outlets. (B). (ii) Collecting Screening After the advertisement for a particular job the HR department starts collecting the bio data. The bio data are collected from sources, for xample the bio data dropped in the application box in the head office are collected, online applications are downloaded and printed, some are collected from the outlets by post and some are through references. After collecting the applicants’ bio data the qualifications, experience and age are matched. The applicants are selected and prioritized based on th eir education such as applicants from reputed universities and year of experience they possess. While screening them qualified applicants for the specified jobs are found, but sometimes applicants with fewer years of experience are kept separately. And some time these candidates’ bio data are used when there is lack of candidates for interview. (B). (iii) Short listing the potential Applicants After going through the bio data that matches the qualifications, applicants who are well qualified for the positions have to be put on a short list. Following completion of short listing process, HR personnel should give them priority in calling for interviews. (B). (iv) Schedule and arrange the interview After short listing the bio data, the arrangement of the interview starts. The short listed candidates are to be called and they should be well informed about the interview method, date, time and venue etc. For these responsible personnel has to make a schedule for interview. HR manager and respective departments’ managers, sometimes program head altogether decides a convenient time for the interview. After scheduling the applicants is informed of the time date venue of the interviews and if appropriate, be asked to bring photographs for further identification. (B). (v) Conduct interview Interviews must be fair, objective and structures to allow the maximum amount of information to be obtained from the applicants. The person specification and outline job description should form the basic questioning which should be relevant to the recruitment of the post. In the interview panel there are two personnel from Monno Group of Industries most of the time, one person from the HR department and another person should be from other department. For example recruiting a marketing officer the representative from the HR department is either a senior HR officer or an executive and the other interviewer in this case would be marketing head or marketing manager. In the interview panel the judges are given an interviewer appraisal form to keep the record of applicants’ personal attributes and their educational and professional qualification. From officer and above there are two rounds of interviews taken. The candidates selected from the first round interview are to be interviewed by the director of Monno Group of Industries. (B). (vi) Compile interview results At this stage HR compiles the interview results. In order to compile the result, average score of the interview is calculated. Usually, the candidate that matches with hiring departments requirements is called for the second round of interview. After the interviews the candidates are selected by analyzing their qualifications by the director mostly and then it is the responsibility of HR to inform applicants about the result. But for but for entry level jobs it is the responsibility of an HR officer to finalize the selection. (B). (vii) Background Check/ candidates’ verification The selected candidates will provide copies of their educational and professional certificates ant the HR department will make arrangement for verifying these records by calling their references checking the copies of certificates with the original ones. B). (viii) Inform the selected candidate After verification of the papers submitted by the candidates, HR department will call them for further formalities that are to be carried out like negotiation of salary, confirmation of joining date, fitness certificate, releasing order etc. (B). (ix) Appointment After completion of the introductory training sessions, the candidates are asked to come w ith their certificates, releasing order from previous employer, experience certificate, reference letter etc. The regular employees are required to fill-up several forms on the day of their appointment. These are: ? Personal information form ? Insurance form ? Joining form The copy of certificate, releasing order, photocopy of national ID, reference letter and two recent color photographs are kept in a new file with the name, designation and joining date of the employee. Later these information are input the Human resource management software (HRMS) of Monno Group of Industries. (B). (x) Training Training department of Monno Group of Industries is a part of Human Resource department. Training personnel are responsible for all the necessary training sessions for the new employees. As they are to be acquainted with the new organization, working environment, people and job responsibilities. The training officers train the new employees to be introduced with the job and organization and make sure they are able to perform effectively. (B). (xi) Orientation or induction Generally the HR department arranges employee’s orientation or induction which provides new employees with basic background information about the organization, information they need to perform their job, their job description or so on. It is called a socialization process. It helps to cope with new environment very easily and it minimizes reality shock. . Performance Appraisal System Performance appraisal system is a systematic process of performance planning, organizing, monitoring, appraising, and guiding rewarding individual employee’s performance by using standard tools. This is a formal management process being conducted through participation. The system does not merely represent an annual event rather it represents a systematic processed viewed from the standpoint of total perspective. The essence of performance appraisal system is that the employee’s perform the best of their abilities to attain individual standard and achieve the organization goals. Performance appraisals, a very important function of the human resources department for any organization, are conducted to gauge the net worth of all its employees. Appraisal methods benefit the organization immensely. The aim of appraisals is to improve the present performance of the employees and draw on the future potential. The HR department undertakes this processes usually annually in which they procure, analyze and document facts about the performances of the employees of the organization. The human resources department of the Monno Group of Industries establishes performance criteria and standards that would eventually act as the benchmarks. Then the superior who is conducting the appraisal communicates the job descriptions, targets and goals to be achieved at the end of the year to the subordinate who is being appraised. Thereafter the actual appraisal takes place and the results are tabulated by the HR department. The tabulated results are analyzed thoroughly and objectively to measure the tangible and actual performance. In the end, the organization takes corrective and remedial measures based on the results derived. Monno Group of Industries has a performance appraisal system closely similar to an amalgamation of â€Å"Behavioral anchored ratings scale (BARS)† and â€Å"key performance indicator (KPI)† performance Appraisal mechanism. The present performance is done using: a) Appraisal by Achievement against certain behavior b) Competence profile in current job, which includes rating or leadership quality, resource management, business development, communicative etc. The organization views the system as year round process. Every employee at Monno Group of Industries is being evaluated once in a year. And employees are evaluated when their working period is more than six month. Monno Group of Industries has three types of performance appraisal form, these are – top level, mid-level and entry level, as all the employees cannot be evaluated in same manner. The reason for having the performance appraisal system is to evaluate them from different aspects and find out their strengths and weakness and provide them chances to improve them in order to perform more effectively. There are different component of the performance appraisal system namely performance planning, performance monitoring and performance development and annual appraisal each of those are inter related and integrated with each other having several sub- component under each of those components. 2. 1 The Annual performance Appraisal format In this study, focus has been given on the performance appraisal system of the management executive. The elements of the performance appraisal form are- a) Performance planning b) Career growth development c) Performance competences d) Overall performance evaluation ) Review and comment by appraiser, appraisers’ manager and appraise her/himself. In Monno Group of Industries has four types of Performance Appraisal formats, Form-A, for top level employees, PA Form- B, for mid-level employees, PA Form-C, for lower level employees, and the last one is Performance Appraisal for Sales Associates. The appraisal forms used by Monno Group of Industries a re given on the next few pages. 3. Leave Management Employees’  Leave Management  helps Finance and HR Departments knowing that their leave programs are efficiently managed and accurately tracked. There are several types of leave the employees can apply for. These are: ? Earned Leave ? Sick Leave ? Extra ordinary leave ? Maternity Leave 3. 1 Earned Leave Earned leave is a type of leave that is earned by the employees through working in the organization and each working day an employee earns 0. 0831 day leave. So the employees working five days a week will be able to spend 20 days of earned leave and hose employees working six days a week will be able to spend 23 days of earned leave per year. 3. 2 Casual/Sick Leave Employees can take sick leave with pay when they are sick and the disease is infectious. Employees can take up to 14 days including non-working days in a year as sick leave but if the disease takes more than 14 days to cure employees can take special permission from director and can have 21 days leave. In these cases the employees must provide all the documents of their sickness along with the leave form. 3. 3 Extra Ordinary Leave Monno Group of Industries allows its employees to take extra ordinary leave for any kind of unavoidable and unusual situation. Employees can take leave for their higher education or treatment in abroad if approved by the director and can join Monno Group of Industries after they have finished. 3. Maternity Leave Female employees who have passed more than one year in the organization are allowed to take maternity leave for four months while they are pregnant. Maternity leave is given with full payment and employees can also draw four months’ salary in advance. The employee get also gets the allowances. Employees can extend their maternity leave but without payment. The female employees can have maternity leave twice while they work at Monno Group of Industries Ltd. 3. 5 Annual Leave Annual leave encashment facilities may be allowed to the employees for a maximum of 90 days (based on last basic) at the time of employee’s leaving he organization. 4. Promotion Just like any other organization promotion is one important aspect of HR in Monno Group of Industries. Promotion in Monno Group of Industries is given once in a year to earnest employees. Every year in the month of November employees are assessed by their supervisor and the employees with outstanding performance are recommended to be promoted. After the probationary period of six months or one year the administration send the appraisal form to the Department Heads. After completing the appraisal form send the form to the administration. The assessment is reviewed by the HR department and gets approval from the HR manager. In this procedure the HRD head send an appraisal form with approval signature to the Vice Chairman and after that it will be approved signed by the Managing Director. According to the comment and remark of appraisal form the employee will get the confirmation with increment of salary or confirmation with promotion or no confirmation. There are 11 levels of employees in Monno Group of Industries all of their promotion is performed in the same manner. When the director approves the promotions the promotion paper are sent back to HR department for further formalities. The HR department provides one copy of promotion letter to the employee, one copy to the Finance Account department. And lastly update the designation of the promoted employee in HRMS. 5. Dismissal Monno Group of Industries is very firm and organized about their rules and regulation. And all the employees follow these disciplines. Like any other organization Monno Group of Industries follows some code of conducts. If anyone violates the code of conducts or does not follow the general regulations, first they will be warned with a warning document for show cause if it is not something rigorous. But if it is something unavoidable and harmful for the organization then they investigate about the person violating code of conduct and gather evidences. If it is proved that the employee is responsible for violating the code of conduct then HR department takes further action to dismiss the employee from the organization. In cases like this some formalities are to be carried out, these are: First the reason for dismissal is presented at HR department. ? Then HRD appoints an enquiry team to perform the enquiry and present a report to the HRD within a week. ? Then HRD to review it and send it to the director of the Monno Group of Industries. The final decision is made by the director. ? Once the decision is made and if the employee is to be dismissed, the HR department gives notice to the dismissed employe e about their dismissal. Usually when an employee is dismissed they do get any facilities like provident fund, gratuity insurance money etc. romised by the organization. PART-D Findings [pic] During my internship at Monno Group of Industries, I have come across different HR practices which lead me to analyze Monno Group of Industries and find its strengths and lacking. Major Findings of the study In my internship at Monno Group of Industries, I have observed and found different issues, these are:- †¢ Fair system in recruitment and selection process: Monno Group of Industries believes in fair recruitment and selection process for their employees. They try to make the whole process unbiased and fair. The transparency in recruitment selection process is their first priority †¢ Hiring the right number of employees in right place. The objective of Monno Group of Industries is to make sure that each department has sufficient workforce to get the organization ahead. †¢ The whole HR department is very well designed and organized, even though limited workforce is a problem sometimes. †¢ They have lack emphasize in research and development, means that they are continuous upgrading the work process through technology but not paying enough attention at the employee development and their demand. Competence gap for the employees is noticeable, the gap between the standard and actual performance is noticeable in employees. †¢ Compensation and benefits at Monno Group of Industries is not attractive comparing to other organizations. †¢ Employee turnover rate is high because of the salary structure. Unless Monno Group of Industries improves their salary Structure they will have hard times finding employees with higher competencies. Recommendation [pic] After completing this project, I have come up with some recommendation which Monno Group of Industries can use for their advancement. These are:- †¢ Besides taking interviews Monno Group of Industries should take written test on the computer to understand the applicants’ computer literacy and other job related knowledge. †¢ The Training for the sales associates should be more related to their job responsibilities rather than just product orientation. †¢ The amount of work in HR department is huge but the manpower is comparatively lower. As the Organization is ever growing Monno Group of Industries should recruit more HR personnel to get the jobs done in a more effective manner. Monno Group of Industry’s website should be updated more frequently with the current issues and vacancies. It will ease the work of HR as more people would be informed. †¢ Monno Group of Industries should introduce online application for their vacancies, it will help them reducing cyber hunting times in bdjobs’s and other sites. †¢ The compensation package in Monno Group of Industries is not Attr active they should restructure their salary and other compensation. †¢ As there is competency gap in employees Monno Group of Industries should start employee training and other development programs to develop the employees. PART –E Concluding Part [pic] With times, Monno Group of Industries has evolved itself as one of the most successful ceramic industry in our country maintaining the trends. As a result, Monno Group of Industries is a fair trade organization reaching global market by representing unique kind of quality products. The strength of Monno rests with its skilled manpower there is a touch of ingenuity, creativity, technical deftness, craftsmanship. Salesmanship of many is just even labour; the congenial working atmosphere of Monno caters the potentials of its employees and brings the best out of them. Besides, under the human resource development plan, Monno sends its staff to different industries to better their skill and knowledge of manufacturing from such visits. At local level also there are staff training programs. Monno is an equal-gender employer and does not employ and child labourer. In the end of my study I would like to conclude by sharing my feeling that, it was a great journey of my internship at Monno Group of Industries I have achieved contemporary HR issues which are now practicing in most modern organization.

Headspace Project Automated Information Recording System - Samples

Question: Discuss about the Headspace Project Automated Information Recording System. Answer: Introduction A number of business sectors, industries and organizations have been set up in different parts of the globe. The set of activities and business operations that are performed by these entities are also different in terms of the area of operation, methodologies that are applied and the information that is associated with it. Every country has some sectors and lines of businesses that are present on a mandatory basis and healthcare is an example of the same. In the healthcare sector, there are numerous tasks and operations that are carried out daily. There are various activities that the organizations and agencies associated with this sector perform on a daily basis. A share of $54 Million has been invested by the Australian Government in the National Youth Mental Health Foundation. This programme was later renamed and popularized as Headspace. In the recent years, there is a lot of youth that suffers from different medical problems and issues, such as, anxiety, depression, mental healt h syndromes and many other conditions. It has become required to provide the due care and attention to these patients so that their condition does not worsen (Rhyous, 2011). Headspace project is an initiative to provide the required care, treatment and support to the youth suffering from any of the medical conditions and disorders. In order to accomplish the task, it is required to investigate and gather the information from the patients. The patients share their problems and issues in the form of a story which is stored in the information that is associated with the case. However, there are not one but many workers that handle the case and it is troublesome for the patients to share the same story with each of the worker again and again. Due to the nature of the issues that are currently present in the system, it has been proposed to set up and advanced and automated systems that will capture the patient story in the first go. The system will record the information and will analyze the same. Stakeholder Interest in the Project Name of the Stakeholder Type of the Stakeholder Stakeholders Interest Patient Customer External and Operational Customers are the patients that will be utilizing the services and the features that will be implemented in the system. The level of interest for the patients will be high in this case as the need to repeat their responses and story will be eliminated. There will be a one-time discussion that will take place and all the necessary details will be captured by the system. Project Manager and Leadership Internal and Executive There are a lot of activities that will be carried out by the system in terms of information recording and management. The success of the project will be beneficial for the project management which will enhance their level of interest in the project (Bourne, 2016). Project Team Members Internal and Operational There will be many members that will be involved in the project team such as project developer, design, implementation team and likewise. These resources will be accountable and responsible for the project activities and their success. It will enhance their interest in the project. Case Workers and Clinical Team Internal and Operational The responsibility of the diagnosis and treatment of the medical conditions of the patients will be on the clinical team and the members working on the case. The system will provide them with the ability to get rid of all the issues that are present in the current process. They will be able to interact with the patients in a better manner and will be able to understand the case details accurately. The interest of these members will therefore by high (Watt, 2016) Headspace Team - Sponsor External and Executive The aim of the Australian Government is to make sure that the cases of mental health conditions reduce and the ones that are present are resolved in a timely manner. The aim of the sponsor will be realized with this project which will surely enhance their interest in the project (Walker, 2016) Suppliers and Vendors External and Executive The completion of the project activities will include a lot many tools and equipment as well, such as computer systems, networking tools and many more. These will be provided by this group of stakeholders and they will receive their share of payments in return. The same will be the reason of their interest in the project. Questionnaire for the Stakeholders Introduction Statement Headspace project is an initiative to provide the required care, treatment and support to the youth suffering from any of the medical conditions and disorders. In order to accomplish the task, it is required to investigate and gather the information from the patients. Apart from the patients, there are other stakeholders that are also involved in the project, such as the project sponsor, clinical team, case workers, project team, project management and likewise. There will be abundant information that will be available with all the stakeholders. Many of the techniques and methods have been developed to make sure that the information that is gathered is relevant and as per the requirement. Some of the investigation techniques that may be used for the purpose include interviews, questionnaires, observations, and brainstorming sessions. Questionnaire technique is used and applied to cover the details and requirements associated with the project. Case Workers Clinical Team List of Questions What is the health information that you look out for while discussing the case with the patients? There must be multiple discussions that a patient needs to attend to convey all the information related with his/her mental and health condition. What is the average number of such discussions and meetings in a case? What are the major problems that are present in the system that is currently followed in the process of information collection and storage? Do you classify the patient information as per the contents and protection criteria of the information or is it treated as the case information as a whole? What are the data operations that you use and apply on the patient information? What are the tools that are used for the purpose? What are the various platforms that you would prefer for accessing the system? What are the set of non-functional requirements that you would wish to be included in the system? Is there any other automated application or system that is currently being used in the project for the execution of the project activities? What is the technical expertise that you have in terms of understanding the flow of the application and its features? Would you like to receive a training session as the first step before the practical usage? Health information is considered as the sensitive information. What are the measures that you and your team takes for the protection of the health information of the patient? Use Case Model Use Case Model (Agilemodeling, 2016) Use Case Description Access the Application The customers, that is, the patients and the representatives from the clinical team and case workers will be allowed to access the application. In order to gain entry to the application, a unique id and a matching password will be necessary which will be followed by a biometric identification. In such a manner, the application information will be protected at all times. Provide Customer Data The primary purpose of the application is to capture the patient story. The patient story will be captured by the system in the form of the responses that will be provided by the patient to the questions that will be asked. This data will be recorded by the system and will be stored by the id of the patient which will be a unique identifier. Manage the user and setting up of the privileges The system administrator will have the ability to manage all the users that will be granted the access to the system. The set of privileges and the operations that will be allowed to be carried out by the users will be based upon the type of the user. Such settings and the modifications in these settings will be allowed to be performed by the administrator only (Fakhroutdinov, 2016). Analysis of the Data The clinical team and the case workers currently make use of explicit tools and packages for analyzing the data that is provided by the patients. There are also manual operations that are currently involved in the process. However, the automated system will integrate the data analytics tools that will analyze the patient story and will highlight the results. These results will assist the clinical team and case workers in the development of the measures for the treatment of the patients. Feedback and Medical reports The clinical team will provide the case workers with their analysis reports in the form of the medical feedback along with the medical documents. These reports and documents will be uploaded by the clinical team members on the system and the case workers will be allowed to access and download the same by making use of a valid set of credentials. Development of the solution The responsibility of the development of the source code for the system will be on the project developer. There will be a front end that will be developed comprising of all the system functional requirements and specifications. This front end will then be connected with the database that will be the back-end of the system. The project developer will be required to come up with the source code and will also be required to perform a unit testing of the code to ensure that there are no bugs and faults present in the code (Wick, 2016). Equipment for the Project The patients will be notified about their diagnosis results and the need to provide further responses by creating alerts and reminders for them regarding the upcoming sessions. The completion of the project activities will include a lot many tools and equipment as well, such as computer systems, networking tools and many more. These will be provided by the service providers, that is, the suppliers and the vendors and they will receive their share of payments in return. Fully Developed Use Case Description Use Case Name Provide Customer Data Use Case Scenario The patients will provide and share their story in the form of the response that will be given to the questions and queries. Trigger event The case worker/clinical team member will start the session by asking the questions to the patients Brief description of the use case The primary purpose of the application is to capture the patient story. The patient story will be captured by the system in the form of the responses that will be provided by the patient to the questions that will be asked. This data will be recorded by the system and will be stored by the id of the patient which will be a unique identifier. Related use cases Analysis of the Data Actors Patient, Stakeholders Patient and Clinical Team Pre-conditions The clinical team member or the case worker shall have the set of the credentials to make sure that they can enter the application and begin recording the same Post-conditions The system must capture the information that is provided by the patients. Flow of activities Actor System Input the id and password for the system The primary screen shall come up Insert the patient id The case information associated with the patient must appear. Record the patient story The information shall be stored in the system. Exception conditions The credentials that are entered by the user are not correct. References Agilemodeling,. (2016). UML 2 Use Case Diagramming Guidelines. Agilemodeling.com. Retrieved 04 September 2017, from https://agilemodeling.com/style/useCaseDiagram.htm Bourne, L. (2016). Stakeholder Relationship Management. Retrieved 04 September 2017, from https://www.mosaicprojects.com.au/PDF_Papers/P128b_Stakeholder_Relationship_Management.pdf Fakhroutdinov, K. (2016). UML actor is a role played by a human user of the designed system, some other system or hardware that interacts with the subject by using services of the subject.. Uml-diagrams.org. Retrieved 04 September 2017, from https://www.uml-diagrams.org/use-case-actor.html Rhyous,. (2011). The 8 Types of Technical Documentation and Why Each Is Important. Rhyous. Retrieved 04 September 2017, from https://www.rhyous.com/2011/07/21/the-different-types-of-technical-documentation-for-software-and-why-each-is-important/ Walker, D. (2016). Influence, Stakeholder Mapping and Visualisation. Retrieved 04 September 2017, from https://mosaicprojects.com.au/PDF_Papers/P062_Influence_Stakeholder_Mapping_and_Visualisation.pdf Watt, A. (2016). 5. Stakeholder Management | Project Management. Opentextbc.ca. Retrieved 04 September 2017, from https://opentextbc.ca/projectmanagement/chapter/chapter-5-project-stakeholders-project-management/ Wick, S. (2016). User Stories and Use Cases - Dont Use Both!. Batimes.com. Retrieved 04 September 2017, from https://www.batimes.com/articles/user-stories-and-use-cases-dont-use-both.html