Francis Bacon - The Portraits :: Visual Arts Paintings Art

Francis Bacon - The Portraits Francis Bacon was conceived in Dublin, Ireland to English guardians. At the point when F. Bacon grow up and was increasingly free he at that point made a trip to Berlin were he invested the greater part of his energy there. He at that point moved onto Paris, previously coming back to London and beginning as an inside originator. Bacon never went to craftsmanship school; he just started his work in watercolors around 1926 †27. A show of works by Pablo Picasso enlivened him to make his first drawings and artistic creations. The impact of the biomorphic figures in Picasso’s work is evident in Bacons first major painting of his develop period ‘Three Studies for Figures’ at the base of a Crucifixion 1944. This artwork is additionally illustrative of some of Bacon’s strategies and subjects. The Portraits impacted me on the grounds that in my venture ‘Journey’s’ I am seeing vehicle crashes and what things lead to vehicle crashes for example Drink driving. I needed to perceive how drink influences the cerebrum and how the mind responds with the impacts. As Bacon in this specific composition of this, contorted picture of a face, I figured this would be an incredible picture to use in my task. Utilizing this picture would assist me with seeing what individuals, who drink drive, see while they are driving. So utilizing this mutilated picture it gave me how incontrollable individuals are when drink driving. The picture gives solid development because of the cruel breadths of paint. In the artistic creation I saw how Bacon utilized essential components to give a unmistakable picture. He has utilized a thick paint brush and he most likely just did around 15 brush strokes. The sythesis of the investigation is life-like and has ensured that he incorporates everything about the face. By having the face on an edge and the thick brush strokes it shows me that this individual possibly terrified or has quite recently observed some article that is diverting him, likewise it would appear that he moved his face with some quick power. Every one of the hues differentiates well and gives a portrayal of a face. The shapes utilized in the piece of the artwork are generally round or even circle shape. Bacon has utilized a ton of surface in the paint to show the various components, for example the thick white brush stroke speaks to the cheekbone and the dull stroke for under the jaw. The procedure of the work of art that Bacon has experienced were outlining out the blueprint of the face and the facial highlights then I envision he took the brush and with some power began to outline the face while

Emergent Properties free essay sample

New Properties Emergent properties will be properties that come about when littler segments join together to shape an enormous unit that cooperates for a typical reason. The possibility of developing properties depends on the way that the entire consolidated unit is more productive than the whole of the entirety of the units. These properties can't be seen when the living beings are isolated from each other, the creatures must be together for the properties to produce results. New properties have come to fruition for the way that when consolidated, these living beings can perform substantially more intricate and propelled assignments that the living beings would not have the option to finish all alone. In nature we see numerous new properties emerge from development. At the point when winged animals fan out from reptiles during their advancement, they created plumes rather than scales. These plumes don't empower trip all alone, anyway when joined to frame a wing they become substantially more proficient. We will compose a custom article test on Emanant Properties or then again any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page At the point when these two wings meet up to frame a couple of wings the outcome is an amazingly effective type of transportation that isn't just light yet in addition water safe. Another case of rising properties would be apparent in our mind. Which each synapse doesn't have a lot of processing power, anyway when billions of them are joined together, the outcome is an extremely proficient figuring unit that can give us such things as considerations feelings and character. Each synapse alone would not have the option to do these things. Developing properties exist surrounding us and we even presentation a portion of these properties. One case of developing properties would be the coordinated effort of numerous individuals. Isolated, our brains are amazing, yet almost restricted. When joined we can work together with one another and perform numerous undertakings productively, for example, running a region, for instance. It's anything but a fortuitous event that tyrannies are famously ineffective. There are additionally numerous new properties that exist past living things. For instance when you have a tropical storm, basically the sum total of what you have is air and water at different various temperatures. The irregularity of this assortment of air creates a huge air mass that has a particular roundabout movement which is extremely incredible and annihilating to whatever comes into contact with it. The air itself and the water fume would not have the option to cause this power all alone. It is the arbitrary request that makes this tropical storm so incredible and difficult to anticipate. Another case of development away from science is cash. Cash or cash occurred as individuals needed to exchange with each other, however had no medium to do as such. Alone, a solitary individual would not require cash. It is just valuable and clear the same number of individuals meet up to shape a gathering. Without this gathering the cash would have no worth in light of the fact that it’s esteem is dictated by individuals who are eager to exchange with it. Taking everything into account rise is clear all through nature and even past it. It is the wayâ complex systemsâ and designs emerge out of aâ multiplicityâ of moderately basic associations. Development is integral to the comprehension of networks and biological systems where it be in living life forms or past science.

Devastating Quotes from Susan Sontags Diaries

Devastating Quotes from Susan Sontags Diaries When able to stomach the voyeuristic flavors of reading a published diary, there are full bodied excerpts that appeal beyond the consumption of someones private life. This is how I felt while reading Susan Sontags diaries: complicit and enthralled, with a guilt of ingesting something that was never meant for me. Yet the most reassuring and sensitive parts of  Reborn  might be that the universal anxieties of adolescence and identity are articulated by one of Americas greatest philosophers.   Age 15 “Ideas disturb the levelness of life.” “It is humiliation with every slip-of-the-tongue, sleepless nights spent rehearsing tomorrows conversation, and torturing oneself for yesterday’s…” “Let me note all the sickening waste of today, that I shall not be easy with myself and compromise my tomorrows.” Age 16 “I don’t give a damn for anyone’s aggregation of facts, except in that it be a reflection [of] basic sensitivity which I do demand.” “College is safety, because it is the easy, secure thing to do.” “Can understand the whole thing. It would be so easy to succumb: A white collar job in the dayâ€"clerical-typist bookkeeper asst manager at Berlands. / Bar at night. / Lonelyâ€"wants sex / Anyone acceptable of the right sex, who is not ugly and will love + be faithful to me…” “We have all the sufficient strength to support the pain of others.” Age 23 “In marriage, every desire becomes a decision.” “Interpretation is the medium by which we justify context.” Age 24 “In marriage, I have suffered a certain loss of personalityâ€"at first the loss was pleasant, easy; now it aches and stirs up my general disposition to be malcontented with a new fierceness.” “The movie is the novel in motion; it is potentially the least rationalistic, the most subjectivized medium.” “One of the main (social) functions of a journal or diary is precisely to be read furtively by other people, the people (like parents + lovers) about whom one has been cruelly honest only in the journal. Will Harriet [Sontag’s Lover] ever read this? “Writing. It’s corrupting to write with intent to moralize, to elevate people’s moral standards.” “Nothing prevents me from being a writer except laziness. A good writer.” Age 25 “I water my mind with books.” “Harriet said something very striking yesterday, apropos of Sam W.’s enormous library, that collecting books in that way was ‘like marrying someone in order to sleep with him.’” Age 26 “I only meant to be kind. But now I have become a fraud, and I feel imposed on, oppressed by him.” “Important to become less interesting. To talk less, repeat more, save thinking for writing.” “How does one know one’s own feelings? / I don’t think I know any of mine now. I’m too busy propping them up and taking them together.” “I must help I. to write. And I write, too, it will stop this uselessness of just sitting and staring at her begging her to love me again.” Age 27 “It hurts yourself to love. It’s like giving yourself to be flayed and knowing that at any moment the other person may just walk off with your skin.” “The emotional life is a complex sewer system. / Have to shit every day or it gets blocked up.” “I do not believe she will come back to me. Those who go away never come back.”

Music The Most Underutilized Tool Of Education - 2799 Words

Music: The Most Underutilized Tool of Education â€Å"How many days do you go without listening to music?† For almost every person, the answer to that question is zero. That question came from the words of Celeste Labonte, a high school Chorus and music education teacher at Barrington High School. The question, although it may seem rhetorical or unimportant, actually explains the importance of music in present day culture. The world today would be nothing without music and its constant, everyday influence on all levels of society. Despite this impact throughout culture, music education funding in the United States is being drastically reduced , forcing school districts to cut music programs and classes because of the supposed lack of importance in comparison to core classes like math, history, and literature. In many cases, programs of the arts, especially music, are being shut down completely. Recent studies however, have shown increasing benefits with kids who are involved in music education. Research has proven that peo ple receive better test scores and attain academic proficiency on a higher average than those that are not involved with music. The benefits are not just within test scores however, they also reside in scientific evidence that reveal increased memory, auditory, and reasoning capabilities in the brain from people who are involved in music. Despite its supposed â€Å"lack of importance† in comparison to core classes, music education programs should be required inShow MoreRelatedEssay on Technology Past and Present1198 Words   |  5 PagesTechnology Past and Present Abstract Computers are in most schools in the United States. Most states have addressed the need to adopt technology standards in curriculum. 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An International Criminal Court - 1718 Words

The establishment of an international criminal court was a slow, arduous process. Following the horrific human rights violations committed by the Nazis in World War II, the global community began to take the proper steps to combat the notion that being at war sanctions gross abuses of human rights. It was not a lust for violence that elongated the process of establishing the ICC (international criminal court), but rather the long-time battle between accepting that the world is increasingly affected by globalization and holding fast to the age-old tradition of prizing state sovereignty above all. The scale of the genocide carried out against all peoples not of Aryan descent in the 1940s was the catalyst needed to start talks about prizing guaranteed rights over the incessant need to abide by antiquated customary law. Whilst many argue that the ICC and ad-hoc tribunals such as the International Criminal Tribunal for Rwanda (ICTR) and the International Criminal Tribunal for the former Y ugoslavia (ICTY) fail to provide a comprehensive international legal framework, they serve other important purposes. Firstly, the ICC and its parent tribunals played a major part in ending the culture of impunity. Oftentimes, in states where there are violations of international humanitarian law, the government is wrought with corruption. Politicians and government officials abuse the rights of their citizens and others under the guise of sovereign immunity. Tribunals, and later the ICC,Show MoreRelatedInternational Criminal Court872 Words   |  3 Pagesgovernment resort to the use of force against civilians, a reaction that was condemned for the international community. 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The International Criminal Court (ICC) invests itself as a global institute to uphold international interests. However, it may be argued that the ICC has become affected by political influence, hindering its position to holistically deal with issues of law. This effect has given rise to the notion of a current crisis of political will. Although politicsRead MoreEssay on International Criminal Court2923 Words   |  12 PagesThe International Criminal Court (ICC) is a relatively new organization; only just a decade old and it has seen a great deal of hardships and success. Since the creation of ICC it has seen a vast deal of criticisms that â€Å"[range] from concerns about racism and neocolonialism† and so forth. Not only has it encountered criticisms, but as well, people have questioned the usefulness of this organization? 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Israel Cultural Analysis Essays - 800 Words

The purpose of this memo is to investigate the similarities and differences between the United States and Israel’s cultural and business aspects. Differences Between the United States and Israel Primary cultural aspects of the United States The United States still has the idea of Manifest Destiny. The U.S. individualism; Individuals believe to have a control of the future, resulting in a systematic way of doing things. It is very important to be on time to any kind of meeting or event –Time is money (Usa- language, culture,, ). Hard work and efficiency are also engraved in the U.S. culture. It is believed that with hard work one will accomplish their goals and objectives. The United States is very diverse and has a lot of†¦show more content†¦This is an advantage, because it leaves little room for misunderstanding therefore becoming very effective. Israel is a country that is very open to entrepreneurship; this means that they will most likely be open to hear new ideas for products or businesses. Israel has a pretty strong economy and stable political system; this is also a strength when doing business i n a foreign country. One of the weaknesses is that businesspeople from the United States might not share the same views on certain aspects (such as the role of women), and this may cause some conflict. However, overall women in Israel do hold important positions and roles that are also carried by men (Salk, 2005). Another thing to keep in mind when doing business with Israel is that religion plays an important role in their life. When taking potential clients or partners to dinners there are certain things to keep in mind such as whether they do not eat certain things or they only eat kosher foods, etc. Not having these things in mind can cause a bad impression making the lack of knowledge a weakness for the partnership.Show MoreRelatedSocio-Cultural Analysis Of Israel. Sgt Bush. Alc Class706 Words   |  3 Pages SOCIO-CULTURAL ANALYSIS OF ISRAEL SGT Bush ALC Class 004-17 NCO Academy SFC Hunsecker Socio-cultural analysis of Israel Culture, defined by the Cambridge english dictionary states that culture is the way of life. Especially the general customs and beliefs, of a particular group of people at a particular time. Culture can be broken down into five major characteristics, which are customs, values, religion, government, and ideas. Customs can be explained as a usual way of doing somethingRead MoreOutline and Evaluate Research Into Cultural Variations in Attachment773 Words   |  4 PagesOutline and evaluate research into cultural variations in attachment Due to the fact that the ways that people bring up their children can be very different all over the world as we share different attitudes, values and beliefs etc. People emphasize on developing distinct skills and qualities, so attachments formed can be different. For instance, countries like America and Germany would value personal independence and achievement more, whereas interdependence between people is valued more in ChinaRead MoreGlobalization and Starbucks Coffee1284 Words   |  6 PagesSTARBUCKS COFFEE A. ANALYSIS 1. According to the text, there are three levels that political risk encompasses. And they are firm specific, country specific and global specific risks. Starbucks is considered a thriving global enterprise. Although Starbucks has successfully entered, penetrated, and saturated many global markets, not all attempts have been successful. Starting in 1996, Starbucks has hastily moved into 41 countries fruitfully. However, Starbucks had to pull out of Israel market after openingRead MoreEthnic Differences Between Ethnic Cultures1667 Words   |  7 PagesDominated by Zionistic beliefs, Israel is slowly opening to new culture changes. Though divided in religion, Israel is ready to take risks to advance peace. Old Israeli culture requires upholding standard traditionalistic values. Traditional values within the Israeli culture tend to enforce solidarity. Globalized customs have brought forward new ideals to their system. Due to the recent societal shifts within Israel, we can analyze Isra el’s culture using Hofstede’s cultural dimensions, and in particularRead MoreCritical Review of Globe Framework for Assessing National Cultures1620 Words   |  7 Pagescritical review of Javidan, M., Dorfman, P.W., Sully de luque, M., House, R.J., (2006). ‘IN THE EYE OF THE BEHOLDER: Cross Cultural Lessons in Leadership from Project GLOBE.’ Academic of Management perspectives, February, pp 67-90 Introduction Global leadership have been seen as a way forward for multi-national organisations, however, the information gathered about different cultural context of countries has been helpful, even it has not been practically and theoretically use to lead in an overseas.Read MoreWar Outcomes : Victory Or Defeat?1441 Words   |  6 Pagesto the increasing of the number of Lebanese and regional supporters of Hezbollah in the conflict. Through the smart conduct of the psychological war and portraying the conflict with Israel as a national effort. (Conway, 2009) The Opponent’s front, many elements empowered Hezbollah’s psychological warfare against Israel, First: it created power for itself that focused on causing civilian casualties. Second, exploiting the fear of economic losses that was emphasized in Nasrallah’s speeches. FinallyRead MoreAnalysis Of Street Art Of Israel And Palestine1370 Words   |  6 PagesBefore the study of street art in Israel and Palestine can begin, first, one must understand why these artworks are there - a basic principle in any art theory. For instance, taking Picasso’s Guernica (see fig. 1.1) as an example, it appears at first glance to be a disturbing painting, very abstract in style and chaotic in its composition. The appeal of abstract art is that it is less superficially explicit. 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The supercomputers that we call cell phones can connect us to one another, to information, and to cultural developments almost instantaneously. However, also following this rise of modernity is a cultural drift that manifests itself as the fall of Christendom, or the divorce between gospel and Greco-Roman civilizat ion that make them as disconnected as ever. The challenges of nihilism and the historical-criticalRead MoreWhy I Ukrainian Art As A Multicultural Society821 Words   |  4 Pagesin total 411 Ukrainian items. For her data analysis she used model developed by (35) LeCompte and Schensul, who voted for categorizing objects according to three levels: item, pattern and structural levels. She categorized art objects according to their types, geographical origin, functions, means of acquisition, and meanings. In the result of her study Anna received big amount of quantitative data that she placed in tables in accordance with her analysis criteria. Her findings are based on empirical

Human Population Changes in survival Essay Example For Students

Human Population Changes in survival Essay Human Population Changes in SurvivalI. AbstractThe purpose of this lab was to determine how changes in human mortality and survivorship have influenced population growth. II.IntroductionPeople today are living longer than they did a hundred years ago. This can be contributed to the advances in modern medicine and lifestyle changes. We as a society are taking better care of our elderly. We have government funding to help those who cannot help themselves. Our society also promotes children and there is government funding to care for children whose mothers can barely afford to live. This mass population growth is seen by some people to be in line with the sustaining of the global environment. But how can we continue producing millions of children each year, and still support plant growth and clean air? III. Materials and MethodsTo find out the population growth of a certain area (namely my home town of Powell, Tennessee) I visited a local cemetery to record data from the headstones. The information I collected was sex and age at death. I then charted these findings to establish the number of male and female deaths during a certain century, and the averag e age of each at the time of death. I also obtained local newspapers to record the deaths from the past two weeks. I then charted these with the same information. IV. ResultsAfter spending considerable time at the local cemetery, and looking through a couple of weekly papers, I took the information that I had recorded and formulated excel spreadsheets to show the results. These charts are included with this report. V. DiscussionI found that there are varying ages of death in each date category, but for the most part, the ages increased considerably from century to century. This, to me, would be a sign of the technology progression that we have experienced and the modern medical discoveries to aid in the healing processes of some previously fatal diseases. There are millions and millions of children born each year on the earth. Laws to control this growth are slow in coming and widely ignored. Also, we have placed a high value on life that we keep the elderly alive even past the time when they are coherent. I believe this is more a capitalist idea than a humane one. VI. ConclusionUntil we can find some way to regulate the population surge that is going on, we are going to continue to feel its affects. This massive growth causes all kinds of environmental hazards as well as hardship for those born into poverty, with little means to better their life. I know that this may seem like a lot to ask of those who want to carry on some kind of heritage, but if we really think about it, what are we really passing on?

Witte And Stolypin Essay For Wilcock Essay Example

Witte And Stolypin Essay For Wilcock Essay For example White improved Russians production of raw material during the great spurt and stolidly reformed agriculture through things such as the strip system. Sergei White contributed massively o the industrial and economic expansion in Russia in the 1 8905 but only later on, after the economic trouble of 1901-1902 where 2400 firms closed, and during the great spurt(1892 did he make huge improvements. A major example Of how White improved Russians industrial standing was the completion of the trans-Siberian railway in 1 903 after its 10 year construction. It extended Russians railways from 30,km in 1890 to 60,km in 1 904, and therefore Since the railway stretched across most of Russia, it allowed for resources in areas such as Siberia to be made use of since prior to its instruction there was no way to reach them. This was reflected in the increasing production of coal, iron and oil, which all nearly tripled in-between 1900 and 1910. Communication between the central cities of Russia such as Baku, SST. Petersburg and Moscow increased along with their populations due to people making use of the railway and migrating to the cities. Baku for example grew from 12 thousand people in 1897 to 211 thousand people, and due to it being the centre of oil production, oil output rose from 3. 9 million tones to 9. 7 in 1910. White therefore, through the Trans Siberian railway yester drastically transformed Russians industry. Alongside this he had accomplishments in other areas such as the economy, for example in 1894 he managed to produce 30% of Russians revenue through establishment of the state liquor monopoly. And in 1 887 he put the ruble on the gold standard, which resulted Russians budget doubling and investment increasing. We will write a custom essay sample on Witte And Stolypin Essay For Wilcock specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Witte And Stolypin Essay For Wilcock specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Witte And Stolypin Essay For Wilcock specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The military was another area which the growth of industry benefited as production of war materials grew significantly. Overall the culmination of all Whites achievements massively transformed Russians industry in a massively costive way, however agriculture in comparison to industry had no major reforms, which can be seen as one of his failures. Whites successor peter Stolidly had a shift in focus compared to Whites who singularly focused on industry. Since Russians heritage and main form of income and output throughout its history was agriculture, he believed it was the more important sector to focus on. Also due to his tsarist ideals he aimed to prevent another revolution so therefore aimed to improve the position of the peasantry. In terms Of agricultural transformations, the expansion Of the areas actually used for farming was a huge step forward. This was achieved through the incentives of cheap land in Siberia with the aid of government loans. These loans were also made more enticing due to the abolishment of the redemption payments on New Years Day 1907 which meant the agricultural workers werent tied down by other loans and payments. These reforms under Stolidly were considerably successful as in 1 906, agricultural production was 45. Million tones but by 1 91 3 it was 61. 7 million tones. The lives of those actually doing the work were also transformed due the peasants being freed from the commune under the law of 9 in November 906 and then financial aid was given in the form of the land bank after its creation on the 1 5th November 1906. Arguably one of Cytolysiss most effec tive reforms was the strip system. Allowing for the equal distribution of land along with a more effective farming method agricultural production rose massively and peasant owning their own land increased from 20% to 50% in between 1905 and 1915. The creation of the kulaks also improved agriculture since the new class of peasants were more hard working and motivated in comparison to their previous ways of being lazy and inefficient. Stolidly and his numerous reforms did undoubtedly transform Russians agriculture and improved upon its position in relation to agriculture before he took charge, however his reforms were cut short by the start of howl and Russians needs changed. However both Stolidly and White had drawback during their time as chief minister to the Tsar. White focused solely on industry without any notable thought to Russians agricultural position, which is reflected in the slow increase in cereal production in-between 1 890 and 1900 of 36 million tones to 56 million tones in comparison to the tripling of industrial production in the same timeshare. Living conditions in the urban areas decreased rapidly during Whites mass arbitration as the crowds that flooded into the towns and cities after the railways completion had nowhere to go since it all occurred to fast for the cities to expand and be able to accommodate the increasing populous. Also in relation to arbitration and industrial growth, everything he achieved, although it was a step forward for the previously backwards Russia, was far behind that of the western world. To support this it can be said that he did not transform industry and actually oaken it by urbanism to much since due to poor conditions, in some cases famine occurred which reduced Russians output as workers were not as effective.

Women and Pornography theory essays

Women and Pornography theory essays Constitutionally protected speech that is Clearly sexual abuse is discriminating and unconstitutional, therefore, must be restricted speech. Catherine A. MacKinnon, in her book Only Words gives persuading evidence that pornography subordinates women as a group through sexual abuse. She says Protecting pornography means protecting sexual abuse as speech, at the same time that both pornography and its protection have deprived women of speech, especially speech against pornography (MacKinnon, 9). MacKinnon argues this bye explaining defamation and discrimination, racial and sexual harassment, and equality and Women are sexually abused for the making of pornography. Torture, rape, hot wax dripping over nipples, and murdering women are the tools to produce a product of evil. Literature is the description of these crimes against humanity (emphasized) and cameras are On the assumption that words have only a referential relation to reality, pornography is defended as only words-even when it is pictures women had to directly used to make, even when the means of writing are womens bodies, even when a women is destroyed in order to say it or show it or because it was said or shown. However, assuming words are only a partial relation to reality would mean we would have to reconsider what reality is. Our wedding vows such as I do would be meaningless and a jury could never return a verdict that is only partial to reality. These words are treated as the institutions and practices they constitute, rather than as expressions of the idea they embody (Mackinnon, 13) Therefore, if these words of pornography are only words, dont they institutionalize rape? Since pornography is rape on women. Pornography is protected by the First Amendment as free speech, but why? Becaus ...

Purpose and Function of Newspeak Research Paper

Purpose and Function of Newspeak - Research Paper Example This shows that the language is widely used in Europe, particularly in Germany. The contextual theme of this study is based on a focus to clarify the purpose and principles of the Newspeak. As such, the study hopes to point out that in the event that the natural human atmosphere is affected by bad politics, the result is a corruption of the language; hence, the thoughts of people. Thus, this argument presents the main concept in support of inventing Newspeak. Largely, it can be argued that the invention decision of the language was informed by a desire to fulfill the ideological needs of the English Socialism or Ingsoc that was present by then. However, this form of language has been dormant and rarely used till later years such as 1984 since no one used Newspeak as the exclusive communication means, orally or written. During these periods, leading articles such as published by Times were written in the Newspeak language but required a the services of a specialist for the tour de force to take place. The expectation was that Newspeak would act as a replacement and supersede the Oldspeak (standard English) by around 2050 (Adams 60-72) However, the language steadily gained ground as all members in political parties at this time were optimistic and eager to incorporate the Newspeak words in their speeches. This was so that they would be recognized and defined by the new grammatical constructions that accompanied their language (Moustaki 50-6 1). At around the year 1984 when the uptake of Newspeak language was at its peak, the availed dictionary for the language through the Ninth and Tenth editions were provisional; hence, largely contained archaic and superfluous words and grammatical formations that required suppressions.

The role of perceived value in the relationship of switching cost and Essay

The role of perceived value in the relationship of switching cost and customer loyalty in e-commerce 04242 - Essay Example In the contemporary world of consumer marketing, customer loyalty has received immense importance as the success of an organisation is dependent on it (Reichheld and Schefter, 2000). There are many studies related to customer loyalty; however, there are few which highlight the role of perceived value in relation with switching cost and customer loyalty. In this project, eCommerce industry is selected and the relation is examined with the help of primary and secondary research. There are many studies pertaining to customer loyalty and switching cost; however, there are few regarding the affect of perceived value on both the factors. This prompted the researchers to do extensive research on the topic and examine the relation in the eCommerce industry. The researchers have defined customer loyalty as the behavioural and attitudinal measures for assessing the success of an organisation. With regard to attitudinal perspective, it is viewed as particular desire for continuing the relationship with the service providers (Anderson and Cunningham, 2008; Yang and Peterson, 2004). However, the behavioural view explains that customer loyalty can be defined as the repeat patronage of the individuals towards a particular brand. It is dependent on the number of times a purchaser has chosen the product or service from a definite category. This frequency is compared with the total number of purchases that is made earlier in order to examine the level of customer loyalty (Anderson and Cunningham, 2008). Customer perceived value is significant for examining the purchase behaviour of an individual (Yen, 2009). The customers get a number of opportunities during any online shopping; hence, the brands have to maintain a good relationship with the customers so that the switching cost is not high. Nevertheless, perceived value contributes loyalty towards the consumers by providing a number of alternatives (Anderson and

Vietnam Human Resource Enterprises and Training

Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear Vietnam Human Resource Enterprises and Training Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear