Anderson- Surname Meaning and Origin

Anderson- Surname Meaning and Origin ANDERSON Surname Meaning Origin: Patronymic surname meaning son of Andrew. Andrew (man, manly) was the first of Jesus disciples, and was a revered name in medieval times due to its church connections. St. Andrew is the patron saint of both Scotland and Russia. Swedish patronymic son names traditionally end in -son,  not -sen.  In Denmark the regular patronymic is -sen.  In Norway, both are used, although -sen  is more common. Icelandic names traditionally end in -son  or -dotir. Surname Origin: Swedish, Danish, Norwegian English Alternate Surname Spellings: ANDERSEN, ANDERSSON, ANDERSSEN, MCANDREWS Fun Facts About the ANDERSON Surname: Many Danes, Norwegians and Swedes who emigrated to America with the last name Andersson or Anderssen, dropped the extra -S after their arrival. Famous People with the Surname ANDERSON: Pamela Anderson - Canadian-American model and actressMary Anderson - inventor of the windshield wiperWillie Anderson - professional Scottish golferJoe Anderson - British actorWes Anderson - independent filmmakerHans Christian Anderson - Danish author Genealogy Resources for the Surname ANDERSON: 100 Most Common U.S. Surnames Their MeaningsSmith, Johnson, Williams, Jones, Brown... Are you one of the millions of Americans sporting one of these top 100 common last names from the 2000 census? Anderson and Andersen Family DNA ProjectJoin Anderson and Andersen individuals worldwide working together to sort out Anderson families from different countries and connect Anderson families who came to America through DNA. Anderson Family Genealogy ForumSearch this popular genealogy forum for the Anderson surname to find others who might be researching your ancestors, or post your own Anderson query. There are also separate forums for the ANDERSEN and ANDERSSEN variations of the Anderson surname. FamilySearch - ANDERSON GenealogyFind records, queries, and lineage-linked family trees posted for the Anderson surname and its variations. ANDERSON Surname Family Mailing ListsRootsWeb hosts several free mailing lists for researchers of the Anderson surname. Cousin Connect - ANDERSON Genealogy QueriesRead or post genealogy queries for the surname Anderson, and sign up for free notification when new Anderson queries are added. DistantCousin.com - ANDERSON Genealogy Family HistoryFree databases and genealogy links for the last name Anderson. Looking for the meaning of a given name? Check out First Name Meanings Cant find your last name listed? Suggest a surname to be added to the Glossary of Surname Meanings Origins. - References: Surname Meanings Origins Cottle, Basil. Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Menk, Lars. A Dictionary of German Jewish Surnames. Avotaynu, 2005. Beider, Alexander. A Dictionary of Jewish Surnames from Galicia. Avotaynu, 2004. Hanks, Patrick and Flavia Hodges. A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick. Dictionary of American Family Names. Oxford University Press, 2003. Smith, Elsdon C. American Surnames. Genealogical Publishing Company, 1997. Back to Glossary of Surname Meanings Origins

Enrico Fermi - Biography of the Physicist

Enrico Fermi - Biography of the Physicist Enrico Fermi was a physicist whose important discoveries about the atom led to the splitting of the atom (atomic bombs) and the harnessing of its heat into an energy source (nuclear energy). Dates: September 29, 1901 November 29, 1954 Also Known As: Architect of the Nuclear Age Enrico Fermi Discovers His Passion Enrico Fermi was born in Rome at the very beginning of the 20th century. At the time, no one could have imagined the impact his scientific discoveries would have on the world. Interestingly, Fermi didnt get interested in physics until after his brother died unexpectedly during a minor surgery. Fermi was only 14 and the loss of his brother devastated him. Looking for an escape from reality, Fermi happened upon two physics books from 1840 and read them from cover to cover, fixing some of the mathematical errors as he read. He claims he didnt realize at the time that the books were written in Latin. His passion was born. By the time he was just 17, Fermis scientific ideas and concepts were so advanced he was able to head directly to graduate school. After four years studying at the University of Pisa, he was awarded his doctorate in physics in 1922. Experimenting With Atoms For the next several years, Fermi worked with some of the greatest physicists in Europe, including Max Born and Paul Ehrenfest, while also teaching at the University of Florence and then at the University of Rome. At the University of Rome, Fermi conducted experiments that progressed atomic science. After James Chadwick discovered the third part of atoms, neutrons, in 1932, scientists worked diligently to discover more about the interior of atoms. Before Fermi began his experiments, other scientists had already used helium nuclei as projectiles to disrupt an atoms nucleus. However, since the helium nuclei were positively charged, they could not be successfully used on the heavier elements. In 1934, Fermi came up with the idea to use neutrons, which have no charge, as projectiles. Fermi would shoot a neutron like an arrow into an atoms nucleus. Many of these nuclei absorbed the extra neutron during this process, creating isotopes for every element. Quite a discovery in and of itself; however, Fermi made another interesting discovery. Slowing Down the Neutron Though it doesnt seem to make sense, Fermi found that by slowing down the neutron, it often had a larger impact on the nucleus.  He found that the speed at which the neutron was most impacted differed for every element. For these two discoveries about atoms, Fermi was awarded the Nobel Prize for Physics in 1938. Fermi Emigrates The timing was just right for the Nobel Prize. Antisemitism was strengthening within Italy at this time and though Fermi was not Jewish, his wife was. Fermi accepted the Nobel Prize in Stockholm and then immediately emigrated to the United States. He arrived in the U.S. in 1939 and began working at Columbia University in New York City as a professor of physics. Nuclear Chain Reactions Fermi continued his research at Columbia University. Though Fermi had unknowingly split a nucleus during his earlier experiments, credit for splitting an atom (fission) was given to Otto Hahn and Fritz Strassmann in 1939. Fermi, however, quickly realized that if you split an atoms nucleus, that atoms neutrons could be used as projectiles to split another atoms nuclei, causing a nuclear chain reaction. Each time a nucleus was split, an enormous amount of energy was released. Fermis discovery of the nuclear chain reaction and then his discovery of a way to control this reaction led to both the construction of atomic bombs and of nuclear power. The Manhattan Project During World War II, Fermi worked diligently on the Manhattan Project to create an atomic bomb. After the war, however, he believed the human toll from these bombs was too large. In 1946, Fermi worked as a professor at the University of Chicagos Institute of Nuclear Studies. In 1949, Fermi argued against the development of a hydrogen bomb. It was built anyway. On November 29, 1954, Enrico Fermi succumbed to stomach cancer at the age of 53.

Comparing two poems Essay Example | Topics and Well Written Essays - 500 words

Comparing two poems - Essay Example ‘Because I could not stop for death’ is an allegory that describes death as a pleasant journey through eternity. The death is seen as a gentlemanly act which takes the person on a ‘carriage held but just ourselves And Immortality’. The poet has showed death not as a terrifying thing but as an amenable personality that helps the person to attain immortality. The poet’s imagery of death as a journey is also an effort to demonstrate that death is a natural culmination of life’s various stages. The different phases of one’s life are important destinations that are designed to provide the mankind with happiness and fulfillment. Indeed, man’s relationship with eternal force is very evident in the poem which eloquently says asserts that ‘We passed the fields of gazing grain; We passed the setting sun. Or rather, he passed us;’. Time has no relevance for death because it takes one beyond the limitation of time and space. In t otal contrast, ‘I heard a fly buzz when I died’ portrays death as portend of grief and uncertainty. It projects an imagery of death as a fearful event that inculcates a sense of dread and acute helplessness against its finality.

Grid connected solar electronics Essay Example | Topics and Well Written Essays - 1750 words

Grid connected solar electronics - Essay Example Most of energy on earth that sustains life is the energy from the sun, which is sunlight. It is through this energy that photosynthesis occurs, that is food for the plants. The plant is after its maturity food for the human beings mostly and some animals that are not carnivorous (Chitode, 50). We have very many electronics at home all that use power and most of them cannot operate without power except for those which can store power for some time to be used when there is no power. It is therefore very important to ensure that those electronics are safe, not from thugs but from too much power fluctuation that can shot circuit them (Chitode, 208). The power system is therefore can be controlled so as to avoid such damages. The electricians use what we call circuit breakers. This controls the amount of power that can be used and when it exceeds the power goes off. This way the electronics will not be at risk (Chitode, 40). A power factor correction can also be installed, since it the connection between the running power and the actual amount of power being used, the power factor correction will show whether there is too much power being used and therefore correct it. It minimizes the chances of power fluctuation. Green building is therefore as it is being encouraged, using as less energy as possible. This is where solar energy comes in (Chitode, 50). A source of power that is natural and free. The only thing one needs is solar panels that are used to convert sunlight energy into electricity power. The solar panel contains the solar cells and solar photovoltaic. The solar cells and the solar photovoltaic convert sunlight energy into electricity energy for usage since one cannot use it directly. The energy is renewable, and that is the most advantageous use of it (Chitode, 96). There are very many types of materials that contain the solar photovoltaic found in the solar cells. This makes it even cheaper and can almost be

Individual and society Essay Example | Topics and Well Written Essays - 1750 words

Individual and society - Essay Example This is concerned with where the idea o love originated, as well as its relationship to moral and morality systems (Carroll, 2009:557). The second of these aspects is individuals’ determination to achieve love. This is regardless of the personal and social costs. Mary Evans starts her arguments in the book by pointing out that unconditional love offers support and selfless care. In addition to this, she states that unconditional love may sometimes portray aspects of violent and abusive patterns. She in particular mentions that love can be separated from moral and morality expectations. This means that for the generations that have been given sexual freedom, there is every reason to suppose that love is fulfilled and immediate. For those people, living in the contemporary west, falling in love has however, never been easy. The author also looks at the current society in that it is richer as far as availability of goods is concerned than the previous societies. The rich live by reading newspapers and watching the television. Those individuals who have married and divorced many times still remarry. This world acknowledges that love can go and can still keep coming back. People do not acknowledge that sometimes life is better if lived with a ser ies of people instead of one lifelong partner. At the start of the twenty first century, people do not have to link marriage with love, or sex with marriage, or love with sex. The once close relationships of these ideas have been sabotaged by moral and social change. With the intention of improving the relationships between men and women, campaigners and reformers have fought for more broadminded agendas on contraception, divorce, and sexuality. It is however arguable that marriage should be build by sexual fulfillment, with no sexual inhibition. However, an argument that marriage should be happy commits people to expectations and assumptions that people

The training needs of HCL Technologies employees

The training needs of HCL Technologies employees In a business, Human Resource is one of the disciplines which drives business for competitiveness. To achieve this training is very important. Competent employees will not remain competent forever. Their skills can deteriorate; technology may make their skills obsolete; the organization may move into new areas, changing the type of jobs that exist and the skills necessary to do them. This reality has not been overlooked by management. In order to train the employees the training need analysis is a must for enabling them to provide quality services to the customers both inside and outside .In order to assess the training needs, it is also necessary to derive the job contents and job descriptions for each category and cadre in respect of Employees working in all the Departments. An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. WHY TRAINING NEED ANALYSIS? Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action. Training Need arises at three levels: Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of its individual employee and its sub group. ORGANIZATIONAL LEVEL Training need analysis at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses and external environment such as opportunities and threats. After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while strengths can further be strengthened with continued training. Threats can be reduced by identifying the areas where training is required. And, opportunities can be exploited by balancing it against costs. For this approach to be successful, the HR department of the company requires to be involved in strategic planning. In this planning, HR develops strategies to be sure that the employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future KSAs requirements at each level. COMPANY PROFILE HCL Technologies is a leading global IT services company, working with clients in the areas that impact and redefine the core of their businesses. Since its inception into the global landscape after its IPO in 1999, HCL focuses on transformational outsourcing, underlined by innovation and value creation, and offers integrated portfolio of services including software-led IT solutions, remote infrastructure management, engineering and RD services and BPO. HCL leverages its extensive global offshore infrastructure and network of offices in 26 countries to provide holistic, multi-service delivery in key industry verticals including Financial Services, Manufacturing, Consumer Services, Public Services and Healthcare. HCL takes pride in its philosophy of Employee First which empowers our 55,688 transformers to create a real value for the customers. HCL Technologies, along with its subsidiaries, had consolidated revenues of US$ 2.5 billion (Rs. 11,822 crores), as on 21st December 2009 (on L TM basis). HCL is a $5 billion leading global technology and IT enterprise comprising two companies listed in India HCL Technologies and HCL Infosystems. Founded in 1976, HCL is one of Indias original IT garage start-ups. A pioneer of modern computing, HCL is a global transformational enterprise today. Its range of offerings includes product engineering, custom package applications, BPO, IT infrastructure services, IT hardware, systems integration, and distribution of information and communications technology (ICT) products across a wide range of focused industry verticals. The HCL team consists of over 62,000 professionals of diverse nationalities, who operate from 26 countries including over 500 points of presence in India. HCL has partnerships with several leading Global 1000 firms, including leading IT and Technology firms. While HCL Enterprise has a 20-year history, HCL Technologies is a relatively young company formed, nine years ago, in 1998. During this period, HCL has built unique st rengths in IT applications (custom applications for industry solutions and package implementation), IT infrastructure management and business process outsourcing, while maintaining and extending its leadership in product engineering. HCL has also built domain depth through a micro-verticalization strategy in industries such as Financial Services, Hi-tech and Manufacturing, Retail, Media and Entertainment, Life Sciences, and Telecom. HCL has created the ability to distribute value across the customers IT landscape through its well-distributed services portfolio, significant domain strengths, and locally relevant geographic distribution. HCL has the widest service portfolio among Indian IT service providers, with each of its services having attained critical mass. OBJECTIVES OF THE STUDY PRIMARY OBJECTIVES: To study the training needs of the employees in order to increase the number of competent person and retain them in the organization. SECONDARY OBJECTIVES: To bridge the gap between the actual and expected performance and behavior. To attain the level of performance this leads to the fulfillment of objectives. To increase the level of motivation among the employees in the organization. To develop their skills in interpersonal group communication. To develop potential knowledge and skills of the trainees to carry out defined tasks and responsibility. To assists in removing mental blocks, dispelling those doubts or misconceptions that may be preventing a participant from realizing the full range of his potential. NEED FOR THE STUDY We can identify several positive results that accrue from a well designed training program. Training efforts are consistent with and a natural extension of human resource planning. An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. Training need also develops the employee friendly work environment with high learning curve and leadership mentoring. Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action. The need for training mainly to retain and promote employee who are strategic to the companies success. It leads to a strong sense of direction coupled with responsibility boosts motivational level and hence performance. The objective of this assessment is not that of selecting future promotes, but rather to help employees to improve their skills to achieve their performance. SCOPE OF THE STUDY To know the reasons for non-performance of employees. To create a platform for employees to fill the gaps in knowledge, competency, skill and experience. To create an opportunity for employees to interact with each other apart from job purposes. To consider as a change agent since management objectives are conveyed to the employees throughout the organization. To help in strengthening the team spirit. To help in applying knowledge, developing core competencies, and reducing work load. To help in developing focused and inspired staff. To know about the number of competent person and retain them in the organization. To know about employee satisfaction. To know about the growth opportunities of employee. LIMITATIONS OF THE STUDY It is not possible to conduct the perfect study because every study has its own limitations. Limitations of the study allow us to know, to what extent the findings can be generalized. In our study some of the limitations are: The study is limited to some particular unit of HCL. It is difficult to know whether the respondents opinion is exactly genuine as people perception may change from time to time. Since the study was during the time period of February 2010 TO March 2010, the findings may remain true for a certain period, after which it may not be applicable. Time was the main constrain. The research has to be completed within the stipulated time limit. Some information cannot be accessed due to its confidential nature. The employees are replied in a random number. 2.2 ANALYSIS AND INTERPRETATION TABLE NO: 2.2.1 TABLE INDICATING AGE COMPOSITION OF THE RESPONDENTS OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 7 6 25-25 25 29 26-45 44 27 >45 24 28 Total 120 100 FINDINGS: The above table shows that 6% of respondents are below 25, 29% of respondents are between 25-25, 27% of respondents are between 26-45 and 28% of respondents are above 45. INFERENCES: From the above findings it is inferred that majority of the respondents are between the age group of 26-45. FIGURE NO: 2.2.1 TABLE NO: 2.2.2 TABLE INDICATING GENDER COMPOSITION OF THE RESPONDENTS OPTIONS NO. OF RESPONDENTS PERCENTAGE OF RESPONDENTS Male 109 91 female 11 9 Total 120 100 FINDINGS: The above table shows that 91% of the respondents are male and 9% of the respondents are female. INFERENCES: From the above findings it is inferred that majority of the respondents are male. FIGURE NO: 2.2.2 TABLE NO: 2.2.2 TABLE INDICATING THE WORK EXPERIENCE OF THE RESPONDENTS OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 40 22 5 to 10 25 29 11 to 20 22 19 >20 22 19 Total 120 100 FINDINGS: It is found that 22% of the respondents are below 5years of experience, 29% of the respondents are 5-10 years of experience, 19% of the respondents are 11-15 years of experience and 19% are above 20 years of experience. INFERENCES: From the above findings it is found that majority of the respondents are having below 5 years experience. FIGURE NO: 2.2.2 TABLE NO: 2.2.4 TABLE INDICATING THE DESIGNATION OF THE RESPONDENTS OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS Senior officer 22 19% Manager 24 28% Deputy manager 20 25% Assistant manager 22 28% Total 120 100 FINDINGS: The above table shows that 19% of the respondents are senior officer and 28% of the respondents are manager, 25% of the respondents are deputy manager and 28% of the respondents are assistant manager. INFERENCES: From the above findings it is inferred that majority of the respondents are manager and assistant manager in the organization. FIGURE NO: 2.2.4 TABLE NO: 2.2.5 TABLE INDICATING THE TYPE OF TRAINING PROGRAMME PROVIDED TO EXECUTIVES OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS Class room training 89 74 Simulation exercises 5 4 Workshops and seminars 10 9 E-learning 11 9 Under study assignments 5 4 Total 120 100 FINDINGS: The above table shows that 74% of respondents are of opinion that class room training are provided to them during their training, 4% of the respondents referred simulation exercises are provided, 9% of the respondents referred workshops and seminars are provided, 9% of the respondents referred E- learning are provided and 4% of the respondents referred under study assignments are provided during their training programme.. INFERENCE: From the above findings it is inferred that majority of respondents referred class room training methods is provided to them during their training programme. FIGURE NO: 2.2.5 TABLE NO: 2.2.6 TABLE INDICATING THE INITIATOR OF TRAINING PROGRAMME IN THE ORGANISATION OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS Supervisor 15 12 Employees 5 4 HR Department 92 77 External consultants 1 1 If others 7 5 Total 120 100 FINDINGS: From the above table it is found that 12% of the executives identified that their supervisor initiates the training programme, 4% of the executives identified that they themselves initiates the training programme, 77% of the executives identified that the HR department initiates the training programme, 1% executive identified that external consultant initiates the training programme,5% of the executives identified that other person will initiates the training in the organization. INFERENCES: From the above findings it is inferred that 77% of the executives identified that the HR department initiates the training programme in the organization. FIGURE NO: 2.2.6 TABLE NO: 2.2.7 TABLE INDICATING THE TYPE OF VISUAL AIDS USED IN TRAINING PROGRAMME OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS Overhead projector transparencies 40 22 Board 20 17 Flip charts 5 4 Hand outs 6 5 Power point presentations 49 41 Total 120 100 FINDINGS: From the above table it is found that 22% of the respondents referred over head projectors are used in their training, 17% of the respondents referred boards are used as the visual aids in their training, 4% of the respondents referred flip charts are used in the training,5% of the respondents referred handouts are used in their training, 41% of the respondents referred power point presentations are used as the visual aids in their training INFERENCES: From the above findings it is inferred that 41% of the respondents referred power point presentations are used as the visual aids in their training programme. FIGURE NO: 2.2.7 TABLE NO: 2.2.8 TABLE INDICATING THE EXTERNAL TRAINING PROGRAMME PROVIDED IN THE ORGANISATION OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS Yes 116 97 No 4 2 Total 120 100 FINDINGS: The above table shows that 97% of respondents are of opinion that external training programme provided in the organization,2% of the respondents are of opinion that they are not accepting that statement.. INFERENCES: From the above findings it is inferred that 97% of the respondents say that the external training programme are provided to them in the organization. FIGURE NO: 2.2.8 INTERVAL ESTIMATION: CALCULATION: NEED FOR TEST: To find out whether any external training programme had provided to executives. Let p be the total no: of responses yes Let q be the total no: of responses No p===0.96 q=1-p=0.04 n=120 At 95% level of confidence z=1.96 CONCLUSION: It is concluded that at 95% confidence level of population proportion of external training programme provided in the organization and it lies between 0.85 and 0.995 that is 85% to 95%. TABLE NO: 2.2.9 TABLE INDICATING EFFECTIVE FACTOR OF THE TRAINING PROGRAMME OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS Yes 116 97 No 4 2 Total 120 100 FINDINGS: From the above table it is found that 97% of the employees are of opinion that the training programme was found effective, 2% of the respondents are of opinion that they are not accepting that statement. INFERENCES: From the above findings it is inferred that 97% of the respondents say that training programme was found effective in the organization.. FIGURE NO: 2.2.9 INTERVAL ESTIMATION: CALCULATION: NEED FOR TEST: To find out whether the training programme was effective Ho: The training programme does not found effective. H1: The training programme found effective. Let p be the total no: of responses yes Let q be the total no: of responses No p===0.96 q=1-p=0.04 n=120 At 95% level of confidence z=1.96 CONCLUSION: It is concluded that at 95% confidence level of population proportion the training programme was found effective and lies between 0.85 and 0.995 that is 85% to 95%. TABLE NO: 2.2.10 TABLE INDICATING THE EFFECTIVENESS OF THE TRAINING PROGRAMME OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS Very high 28 22 High 60 50 Neither high nor low 20 25 Low 2 2 Very low 0 0 Total 120 100 FINDINGS: It is found that 22% of the respondents have very high level of expectations in the effectiveness of the training programme, 50% of the respondents have high level of expectations in the effectiveness of the training, 25% of the respondents have neither high nor low level of expectations in the effectiveness of the training, 2% of the respondents have low level of expectations in the effectiveness of the training programme. INFERENCES: it is inferred that 50% of the respondents have high level of expectations in the effectiveness of the training programme. FIGURE NO: 2.2.10 CALCULATION SHOWING PEARSONS CORRELATION TEST (Between effectiveness and satisfaction in the training programme) {Combining Table No 2.2.10and Table No.2.2.16} EFFECTIVENESS (X) SATISFACTION (Y) X2 Y2 XY 28 7 784 49 196 60 94 2600 8826 5640 20 16 900 256 480 2 2 4 9 6 X = 120 Y= 120 XY = 5288 X2 = 9150 Y2 =6222 Pearsons correlation coefficient(r) = = 0.886 r = 0.886 r value is positive and nearer to 1 FINDINGS: From the above table it is found that 50% of respondents feel the training was effective. INFERENCE: It is inferred that there exists high degree of relationship between effectiveness and satisfaction in the training programme. FINDINGS From the study it is found that majority of the respondent i.e.) 27% of the respondents have age composition of 26 to 45. From the present study it is found that the majority of respondents working in the organization i.e.) 91% of them are male. From the study it is found that majority of the respondents are having below 5 years experience in the organization. From the present study it is inferred that majority of the respondents are manager and assistant manager in the organization. From the study it is found that the most recent training programme attended by the respondents are information security, corporate etiquette, service training, six sigma and team building. 74% of the respondents have responded that the organization is providing class room training methods during training programme. It is found that 77% of the executives identified that the HR department initiates the training programme in the organization. From the present study it is found that 41% of the respondents referred power point presentations are used as the visual aids in their training programme. It is found that 97% of the respondents say that the external training programmes are provided to them in the organization. SUGGESTIONS Job rotation method of training is very useful to the executive persons for understanding job linkage with varied skills. Programmed instructions seminars will increase the knowledge of the executives Behavioural training programs like role playing are necessary to improve the psychological fitness of the executives so as to face any kind of problem at any stage. Some additional reinforcement programs can be conducted to chisel the skills of the executives to remain competent enough to face the challenges of the changing technological, social environmental factors. Training programs, which are necessary to improve the ethical values moral values of the executives should be conducted. Field study exposure to customers working place will be helpful for executives to improve their performance. Training programme should be conducted in a periodical manner and updations of our technical and on the job training is necessary for better performance and improves our efficiency. CONCLUSION In recent years, the important and role of training and development has increased manifold. More and more use of training and development is being made by all sections of the organization .These training programme has become a part of human resource development. Training is one of the main activities which change the behaviour of the people. Training has become essential part not only to increase the productivity but also to motivate and inspire workers. It increases the skills of the persons at all levels of the organization. Human resources are the life blood of any organization .This can be achieved through well trained personnel The training programme increases the performance of the members in the organization. It also increases the human relation skills. It also helps to stimulate creative thinking. Training plays a vital role in the organization performance. The training programme conducted by Berger Paints India LimitedIndia are satisfactory but still it should keep on conducting the training programme to the executives which will generate interest and create innovative ideas to take part in the training programme and in improving their knowledge skills along with their personality development. The training programme should be frequently conducted so as to improve efficiency of executives in the organization. Training leads to increase in morale among executives, better human relations, reduced supervisions, increased organizational viability and resilience, advancement in technology. Training need analysis arises because of the market slow down and executives attrition rate. 2.6 BIBLIOGRAPHY

Testing in Educational Facilities Essay -- Learning Test Tests Argumen

Testing in Educational Facilities A puddle of saliva covers my book as I wake up to the buzzing of my alarm. Oh no! My head was heavy and waking up was not something I wanted to do, especially when I realized that I fell asleep while I was studying for my chemistry test. I had fifteen minutes to get ready for school. At that point showering was not going to be my priority. I had fifteen minutes to memorize as much information as I possibly could. But I knew it wasn’t going to be easy, in fact, merely impossible. So, I threw on my clothes, grabbed a piece of gum, and tossed my books into my bag. Today was not going to be a good day. Since the day we are born we are watched. We are observed, then analyzed, and then soon tested. All of these things are simply done for our own good. They are there to make sure that we, as children, are off on the right start. But, at what age does it turn bad? When testing gives us the wrong ideas about competitiveness, when testing is used to compare us to others, and when testing puts unnecessary pressures and stress on us, it is no longer good as a whole. Because of these reasons, and many more, testing in educational facilities is detrimental to the learning process. On the opposing side, testing is not looked upon to be detrimental to the learning process. Some even consider it to be crucial to learning. Testing is often considered to be used simply as a measure of progress throughout the progression of learning. Some people view testing and grading as a motivation to allow students to strive to be the best and push to be better than those around them. Some people even believe that testing and grading is an important tool to prepare some students for the real world. S... ...ntage of there education is a gift. And with this gift I want to make it a celebration. Every student in America should no longer have to worry about there academic standing but rather there intellect and intelligent piece of mind. Learning has gotten to the point where it no longer is encouraging but rather discouraging. And I am no longer going to just sit around and watch it happen. I was once part of it, and I will not be part of letting it go on. Learning is an important factor of this world, and if we wont settle for bad grades, then why should be settle for bad learning habits. Works Cited Hillocks, Jr, George. The Testing Trap: How Assessments Control Learning. New York, NY, 2002 Henning-Stout, Mary. Responsive Assessment. San Francisco, CA,1994 Gellman, Estelle. School Testing: What Parents and Educators Need to Know.Westport, CT 1995