Guantanamo Bay and Habeas Corpus Essay Example for Free

Guantanamo Bay and Habeas Corpus Essay Since September 11, 2001, Americans have faced a new enemy that is not distinguishable by conventional terms of the law of war. As a result of this fact, the detention of these enemy forces has brought about a large debate among, mostly, the Executive branch and the Supreme Court. At the center of the debate is the rights of the enemy detainees. The Supreme Court argues that because their detention is at a location that is under the complete control of the United States, their rights are blanketed under the Suspension Clause of the Constitution and as such, they should be granted the right to seek Habeas Corpus. The Executives maintain that unlawful enemy combatants have no rights under the Constitution of the United States and that the President retains full control over their detention. This paper will look at the English and American background of Habeas Corpus and how it plays into the landscape of war today. I will also briefly look at past suspensions of the writ, as well as the perspectives of the Executive, Legislative, and Judicial branches and how the writ applies to alien enemy combatants. I will also offer my own perspective on the same. Quite simply put, an unlawful enemy combatant caught fighting against the United States oversees and brought to a location that the U.S. does not have sovereignty over, should not be afforded the same rights as the citizens and alien residents of our great nation that they fight against. The ‘Great Writ’ of Habeas Corpus has its’ roots in English Common Law dating back as early as the 13th century. The literal meaning in Latin is â€Å"to have the body† which quite basically obliged that the jailor bring the accused before a court (the King’s Bench) to determine if his detainment and confinement was lawful. In fact, the writ was meant to regulate jailors, resolve issues with jurisdiction and monitor the powers of the magistrates (Halliday, J.D., 2010). It was not a tool used to release the prisoner, but a tool of governance. When the writ traversed the Atlantic Ocean and came to America, it was, and still is, considered the most important safeguard ofpersonal liberty. Habeas Corpus is protected in the Constitution of the United States in Article 1, Section 9 wherein it states â€Å"The Privilege of the Writ of Habeas Corpus shall not be suspended, unless when in Cases of Rebellion or Invasion the public Safety may require it† (Levin-Waldman, 2012). From its inception in the United States, Habeas has remained virtually unchanged. The Writ has only been suspended by the President and authorized by Congress four times in America’s history with the first instance when President Lincoln suspended it during the Civil War in order to detain opposing forces who were attempting to prevent troops trying to protect the Capital. Since then, it was used by Grant in the Ku Klux Klan Act, the rebellion in 1902 and in 1941 after the attack on Pearl Harbor (Jackson, 2010). Even during these times the suspension was lifted once the war or threat thereof was over (Langford, 2003) and those detained as a result were either released or tried and convicted. It wasn’t until the horrific attacks of September 11, 2001 where terrorist agents used commercial airplanes as weapons of mass destruction to kill thousands of innocent civilians within the borders of the United States that the issue of the suspension of Habeas Corpus came to the forefront once again. After the attacks, Congress wrote the Authorization to Use Military Force (AUMF), which granted the President to use â€Å"all necessary and appropriate force†¦against all nations, persons, operatives, etc. involved in the plotting and execution of the September 11th attacks†¦Ã¢â‚¬  (Piret, 2008). It is well known that the President’s first priority is that of Commander in Chief of the Armed Forces in times of War. After the horrific attacks in 2001, President Bush declared a †Å"War on Terror†. This type of war has no precedence in history in which to go by; it consists of unconventional fighters using unconventional methods of attacks unlike any seen under the law of war. ]As a result of these circumstances, it was crucial for the President to initiate his wartime authority to detain belligerents fighting against the United States and her allies and detain them in a location in order to protect the nation’s security against future attacks. The President unilaterally labelled these detainees as â€Å"unlawful enemy combatants†- persons who did not wear uniforms of a nation or state, carry conventional weapons, or direct their assaults strictly on armed forces- which is the definition given to prisoners of war (POW’s) (Acharya, 2012). Due to the vast allocation of the military’s assets and service members fighting in Iraq and Afghanistan, the President needed a location to detain these combatants away from the battlefield, Guantanamo Bay or GITMO. GITMO is a military location in Cuba that the United States has had an open-ended lease for since 1903. According to the Bush administration, this location was ideal because the area was under Cuban sovereignty but under the complete control of the United States. This meant that the long arms of the law would not reach to GITMO and the President essentially had free reign as to the treatment and length of detention of these unlawful enemy combatants. With this status, the administration argued that they could hold a detainee for an undisclosed amount of time without trial because the War on Terror was essentially ongoing. Also, this status allotted that the detainees could not be tried in civilian courts or be granted the rights and protections afforded to POW’s under the Geneva Convention (Piret, 2008). Because of these unique circumstances, the Courts became inundated with petitions for Habeas Corpus rights. The Executive branch argued that the courts could hear applications only â€Å"within their respective jurisdictions† and that Guantanamo did not fall within U.S. sovereignty, basically asserting that the judges had no authorization to hear cases from non-citizens that were held in a place where Cuba retained sovereignty. Because the nation was at war, the President retained full war time powers and could essentially be the judge, jury and jailer of the accused held at Guantanamo Bay (Healy, 2012). As a result, a few groundbreaking cases came in front of the Supreme Court. One of these cases was Rasul vs. Bush wherein the Supreme Court rejected the administration’s claim that the President had the power to jail those accused of terrorist activities without access to lawyers and without access to any possibility of judicial review (www.oyez.org ). The decision held that the detention of the defendants did in fact hinder on the Fifth Amendment rights. After the impact of Rasul and another case decided by the Supreme Court on the same day, Hamdi v. Rumsfeld, the executives were forced to create military tribunals called Combatant Status Review Tribunals (CSRTs), that afforded minimal protection to prisoners(Foley, 2007). However, these tribunals did not allow for the prisoner to obtain legal counsel, did not  have juries, and could rely on hearsay and coerced confessions by innocents. Unfortunately, these tribunals were heavily weighted towards the government and even though the process did result in the release of a number of detainees, the majority of CSRT’s have affirmed the detainees to be unlawful enemy combatants (Chesney, 2008 and Foley, 2007). The executive branch, despite these facts, argued that the CSRTs most closely resembled that of courts-martial that were afforded to members of the military, while still falling far short of Habeas rights. Amidst this rather heated debate amongst the Supreme Court and the Executive branch, Congress remained on the outskirts for the most part. Congress has never attempted to restrict or interfere with the President’s authority to detain belligerents; their main points were that the purpose of military detention was exclusively preventative and evidence of liability is not necessary for the United States to detain a suspected terrorist. However, because of the Court’s rulings, Congress did enact the Military Commissions Act of 2006. More or less, the MCA afforded the detainees the right to challenge the basis of their detention, the right to hear charges, and the right to testify, introduce evidence, and witnesses. Nevertheless, MCAs still allowed for coerced evidence to be produced. Additionally, the MCA empowered the Executives further and further delineated the courts from the review process afforded under Habeas Corpus. Coinciding with the MCA, Congress also intervened with the Detainee Treatment Act (DTA) that essentially provided a replacement mechanism for Habeas for judicial review where the Court of Appeals could determine if the CSRTs complied with regulations in place by the Defense Department and if those regulations were consistent with the Constitution and laws of the United States (Chesney, 2008). Despite the efforts of both the Executives and Congress to deplete the role of the Courts, the Supreme Court handed down a landmark 5-4 ruling in Boumediene v. Bush. Bouemediene brought up the issue of constitutional privilege of Habeas which it held could not be withdrawn without conforming to the Suspension Clause in the Constitution. In its ruling, the majority found that the MCA deprived the Federal Courts to hear habeas claims,  therefore unconstitutionally stripping their rights to the same (Piret, 2008). The Court held that even though the U.S. did not have sovereign control over GITMO, the complete control over the base made habeas rights a necessity. The majority also struck the DTA claiming that it fell short and did not provide a level of protection required to override suspension of habeas. Because of Boumediene, Congress cannot enact jurisdiction –stripping legislation to deny executive detainees’ access to judicial review that it twice tried to do with MCA and DTA. Nevertheless, that the â€Å"Court and the writ of Habeas Corpus is indispensable for monitoring separation of powers, and the test for determining the scope cannot be subjected to manipulation by those whose power it is designed to restrain† (US Newswire, 2011). On the other side of the court, the dissenters thought that the majority’s decision ignored the Constitution’s structure and defied Congress in establishing procedures for appeals. They went further to say that the historical survey is inconclusive about alien prisoners outside of formal U.S. territory, and Justice Scalia says that the fact that even in the English cases, no alien was granted or rejected the right to the writ which was further proof that Habeas was not in favor (US Newswire, 2011). The dissenters furthered their point by stating that the Boumediene ruling is â€Å"the most generous set of protections ever afforded to aliens detained as enemy combatants in any war, ever† and that the decision was not about the detainees but about the Court’s control of Federal policy (Acharya, 2012, Healy, 2012 and Piret, 2008). In light of all of the controversy surrounding Guantanamo Bay and whether the detainees have a constitutional right to it, one needs to look carefully again at the Suspension Clause â€Å"The Privilege of the Writ of Habeas Corpus shall not be suspended, unless when in Cases of Rebellion or Invasion the public Safety may require it†. It is the last part of this clause that needs the most emphasis when looking at it from the â€Å"War on Terror† perspective â€Å"†¦the public Safety may require it.† Because terrorists are bred from many nations, do not have a uniform to be easily recognized by, and can walk within the boundaries of the United States virtually  undetected, the law of war holds a different ground. Terrorists are by far and large profoundly hard to distinguish as there is no set guideline. Regardless of the fact that a belligerent fighter is a U.S. citizen or an alien combatant, they should all be reviewed in the same manner, as that of unlawful enemy combatants. Under that status, they should not be afforded the rights allotted to the citizens and resident aliens of the United States. Having said that, it should be the President’s sole responsibility as Commander in Chief to detain these belligerents for as long as it takes to ensure the safety of Nation. On another level, the Supreme Court in its Boumediene ruling left out a few key factors to determine a proper procedure in the detention of the unlawful enemy combatants in areas other than Guantanamo Bay. It also did not clearly define whether its ruling affected trials currently scheduled to occur in CSRTs. The Court did not establish whether granting habeas rights to detainees at Guantanamo would further put Americans’ lives at risk by bringing them into the very states that they fight against. Habeas is not about the proof of war crimes but about determining the status of those detained- whether they are POWs, Al Qaeda, or innocents (Yoo, 2012). Given that Congress waited almost five years to enact any type of legislation to determine this element is what has given America a bad reputation among the global community. If Congress had acted in a more expedient manner, those detained who ended up being innocent or POWs should have been moved to another location and Guantanamo Bay would have truly been for unlawful enemy combatants. Furthermore, because Guantanamo Bay, even though under Cuban Sovereignty, is in all respects a U.S. military installation under the complete control of America, and therefore the Commander in Chief, any type of review should be conducted by military members and not civilian courts. The detainees, if allotted any amount of liberties under the Geneva Convention, should be maintained solely by the Armed Forces. There is nothing that states that the Supreme Court has the power to overhaul the President’s Commander in Chief powers, thus the Supreme Court is wrong in its assertion that the detainees should be afforded habeas rights. The courts interjection of this fact seems to be simply to ensure them of their own federal powers than the rights of the detainees. They assert to retain their jurisdiction simply because Congress sought to relinquish those powers in the MCA and DTA. In closing, the writ of Habeas Corpus should not be afforded to detainees that have been established as unlawful enemy combatants. Aliens detained during combat with American forces in a foreign theatre, without uniforms or conventional weapons, who seek to harm or kill those other than armed forces are not to be determined as POWs or innocents and should be maintained at a location, Guantanamo Bay, which is outside of U.S. sovereignty. While these combatants could be allowed a review as outlined in the MCA, their alien combatant status does not constitute the right to Habeas Corpus. With the Supreme Court’s hole-ridden ruling in Boumediene, it should be expected that there are many questions which still need answers which are likely to come about in future habeas cases. Regardless of that fact, given that the War on Terror is not likely to come to a close any time soon, alien unlawful combatants should remain under the detention of the Commander in Chief, at whose discretion it is as to how to handle them, not the Supreme Court, whose main theatre is civil and criminal matters, not matters of war. References Acharya, U. (2012). International Lawlessness, International Politics and the Problem of Terrorism: A Conundrum of International Law and US Foreign Policy.International Politics and the Problem of Terrorism: A Conundrum of International Law and US Foreign Policy (August 30, 2012). Denver Journal of International Law and Policy, 40(1), 2011-2012. Chesney, R. M. (2008). Suspension clause-military commissions act-detainee treatment act-jurisdiction to review military detention of noncitizens held at guantà ¡namo bay, cuba. The American Journal of International Law, 102(4), 848-854. Retrieved from http://search.proquest.com/docview/201159775?accountid=32521 Foley, B. J. (2007). GUANTANAMO AND BEYOND: DANGERS OF RIGGING THE RULES. Journal of Criminal Law Criminology,97(4), 1009-1069. Retrieved from http://search.proquest.com/docview/218408359?accountid=32521 Garrett, B. (2012). Habeas Corpus and Due Process. Cornell Law Review,98(1). Habeas Corpus Act of 1863. (2009). Habeas Corpus Act of 1863, 1. Halliday, P.D. (2012). Impertinent Questions. Humanities, 33(1), 54. HART jr,J.S. (2011). Habeas Corpus: From England to Empire- By Paul D. Halliday. Parlimentary History (Wiley-Blackwell), 30(3), 436-438. Doi:10.1111/j.1750-0206.2011.00279_1.x Healy, G. (2012). The Imperial Presidency and the War on Terror Jackson, A.L. (2010). HABEAS CORPUS IN THE GLOBAL WAR ON TERROR: AN AMERICAN DRAMA. Air Force Law Review, 65 263-288. Judicial watch obtains bush defense department documents detailing terrorist threat posed by guantanamo detainees. (2011, Mar 02). U.S.Newswire. Retrieved from http://search.proquest.com/docview/854434733?accountid=32521x Langford, B. R. (2003). SUSPENSION OF HABEAS CORPUS. Journal of the Institute of Justice and International Studies, 233. Piret, J. M. (2008). Boumediene v. Bush and the Extraterritorial Reach of the US Constitution: A Step Towards Judicial Cosmopolitanism?. Utrecht Law Review, 4(3), 81-103. Yoo, J. C. (2012). Applicability of 18 USC 4001 (a) to Military Detention of United States Citizens. Retrieved from.http://doc.wrlc.org/bitstream/handle/2041/84865/00334_020627_002.pdf?sequence=3 .

Sleepless and Irritable Essay -- Teenagers, Adolesence, Sleeping Habits

Many studies have been done on how many hours of sleep teens need and how lack of sleep can affect their lives. Sleep has an impact on teens and their concentration, their mood and the way they function doing things in day to day living. Studies show that teens should sleep 8 to 10 hours a night however; many are not getting the recommended amount of sleep to help them (The Science Of Sleep." 60 Minutes. Narr. Lesley Stahl. Prod. Shari Finkelstein. CBS. 16 Mar 2008). A lot of teenagers stay up late without realizing the consequences and how it can affect their lives. One of the biggest consequences of teens lack of sleep is when it comes to driving, being tired make teens less alert and is a main reason for teen accidents. (National Sleep Foundation. Detection and Prevention: Drowsy driving. Retrieved July 31, 2009). The 8 to 10 hours that are needed for proper function is very hard for teens to get because they have many tasks to keep up with from school, sports, part time jobs, friends to family life. Other activities that keep them occupied are texting, playing online games and internet addiction with sites such as Facebook. These things cause teenagers to stay up very late or they are kept awake the whole night trying to catch up with all the demands they couldn’t fit into their regular day. All this combined creates sleeping disorders in teens and causes health problems. Almost everyone knows in order to be healthy and fit sufficient sleep is required. Parents need to take care to watch over their teens and help them create a good sleep pattern it is proven that teens that have a good relationship with their parents have better sleeping habits. Parents think teens know how much sleep they need and will just go to sleep w... ...tant especially for a tee Works Cited "Insomnia - Sleep Disorders - Sleep Center." Stanford Hospital & Clinics - Stanford Medicine. N.p., n.d. Web. 1 Dec. 2013. NIH Heart, Lung and Blood Institute. N.p., n.d. Web. 1 Dec. 2013. "Sleep deprivation." Better Health Channel. N.p., n.d. Web. 1 Dec. 2013. "Sleep Hygiene  « Princeton University Health Services." Princeton University - Home. N.p., n.d. Web. 1 Dec. 2013. The Science Of Sleep." 60 Minutes. Narr. Lesley Stahl. Prod. Shari Finkelstein. CBS. 16 Mar 2008. CBSNews. CBS Interactive. Web. 27 Feb. 2013. National Sleep Foundation. Detection and Prevention: Drowsy driving. Retrieved July 31, 2009. â€Å"Teens Who Feel Supported At Home And School Sleep Better† By Patti Neighmond. December 05, 2013 â€Å"TEEN SLEEP PROBLEMS LEAD TO DEPRESSION & DRUG ABUSE† By Byron J. Richards, CCN October 28, 2008 NewsWithViews.com

Hrm Practices in Aarong

Part-1 Introduction Organizational overview: â€Å"To provide a stable and gainful source of employment for the under privileged rural artisans, lift up the traditional identity and the commitment of quality service† The name of the organization Aarong is a Bangla word. It means â€Å"a village fair or market†. Aarong started its journey on the basis of this slogan. Now-a-days it is an established fashion and home decor in Bangladesh. Its’ dedication is to change the lives of the disadvantages , promoting traditional products from Bangladesh and opening the doors so their products can be exported.It has grown into a thriving international enterprise showcasing ethnic wear to beautiful crafts from silks, handloom cotton, endi to terracotta, bamboo, jute and much more. It is the handicraft marketing arm of BRAC (Bangladesh Rural Advancement committee), the largest NGO in Bangladesh. Aarong has created a village fair for the craftsmen of all trades come together to exhibit and sale their traditional handicrafts. it helps vitalize the traditional craftsmanship and find a wider market for their products nationally and internationally.Established in 1978, Aarong is a fair trade organization dedicated to bring about positive changes in the lives of disadvantaged artisans and underprivileged rural women by reviving and promoting their skills and craft. Reaching out to weavers, potters, brass workers, jewelers, jute workers, basket weavers, wood carvers, leather workers and more, Aarong embraces and nurtures a diverse representation of 65,000 artisans, 85% of whom are women.Today, Aarong has become the foundation upon which independent cooperative groups and family-based artisans market their craft, in an effort to position the nation’s handicraft industry on a world platform of appreciation and acknowledgement. Background of the Organization Aarong began as a cause – a means to an end for a quiet organization fighting to uphold the di gnity of the marginalized. In 1976, when BRAC- a Bangladeshi NGO dedicated to alleviating poverty and empowering the poor, first began encouraging sericulture for women in Manikganj, their only buyers were a few scattered retailers in Dhaka.Weeks, even months would pass between supply and payment, until BRAC intervened. Aarong was born out of a need to ensure that the penniless silk farmers of Manikganj were paid for their goods upon delivery, so that they could feed their families. Today, Aarong's reach has spread beyond Manikganj to the rest of the country. It has grown into a thriving international enterprise showcasing ethnic wear to beautiful crafts from silks, handloom cotton, endi to terracotta, bamboo, jute and much more.From a single shop, Aarong has grown into one of Bangladesh's biggest retail chains, with eight stores spread across the major metropolitan areas of the country – in Dhaka, Chittagong, Khulna and Sylhet and one in London, UK. Aarong symbolizes fairnes s in the global village. The organization has identified three basic constraints for gainful employment of the low income and marginalized people in the rural areas: lack of working capital, marketing support and opportunity for skills development.In order to bridge these gaps, Aarong provides a wide range of services to its workers and suppliers: Figure: The services Aarong provides to its’ customer and suppliers Aarong’s Mission Statement â€Å"To make Aarong the best in the world in providing a unique Bangladeshi lifestyle experience to empower people and promote Bangladesh while protecting our environment. † Vision of the organization Aarong has a vision to establish them as world’s one of the famous fair trade fashion house, and to remain market leader throughout its business. Aarong expanded its business in international arena.Aarong has a dream to develop more artisans of Bangladesh and make them self-dependent and attract more and more internation al customers towards Bangladeshi culture. Goals: †¢Empowering destitute rural women by providing opportunities for employment and income generation. †¢Ensuring commercial success of the enterprise of women producers. †¢Reviving traditional skills of rural artisans. Services: †¢Free Medical check-up including free eye treatment, eye-glasses and treatment costs for severe illnesses †¢Advance wage payments for employees in need †¢Day care services Workers retirement fund Twenty five thousand independent cooperative groups and traditional family-based artisans also market their crafts through Aarong. Potters, Brass Workers, Jewelers, Jute workers, Basket Weavers, Handloom Weavers, Silk Weavers, Wood Carvers, Leather workers and various artisans with specialized skills from all over the country come to Aarong for marketing and support services. Personality Test Result Human Metrics Jung Typology Test Based on Carl Jung’s and Isabel Briggs Myersâ€℠¢ Typological approach to personality I have been classified in the ENTP category.It refers that- I m Extrovert (67%) Intuitive (31%) Intuitive Thinking (25%) Perceiving (33%) More specifically — * I have distinctive preferences of Extraversion over Introversion (67%) * I have moderate preferences of Intuition over Sensing (31%) * I have moderate preferences of Thinking over Feeling (25%) * I have moderate preferences of Perceiving over Judging (33%) HR Planning of Aarong: Aarong is the one of the biggest fashion house in Bangladesh with ten outlets around the country. Behind the fashion house/lifestyle store Aarong has a corporate office and branches of Ayesha Abed foundation in several districts.Aarong & AAF has been employing a huge number of employees from all over the country and in some cases overseas employees. Here is the organogram of Aarong & AAF to have a look on the positions of the employees who are involved in different Human Resource activities: Figure: Organog ram of HR & Training Department of Aarong Recruitment and selection Process: Selecting and recruiting good employees for an organization is indeed one of the most crucial and critical aspects of running an organization as the decisions so taken to this respect can take the organization to the heights of success.In this respect, it must be borne in mind that each individual has a valuable contribution, irrespective of the position or status of the employee in respective organization. Staffing is the process of recruiting applicants and selecting prospective employees it is known as the key strategic are of Human Resource Management. Stated that an organization’s performance is a direct result of the individuals it employs. The specific strategies used and decisions made in staffing process will directly impact an organization’s success or lack thereof.Planning for recruitment and selection: The aim of the policy and the procedure is to support the recruitment and select ion of people with necessary ability, skills, qualification and competencies to contribute effectively to delivery of Aarong & AAF Recruitment and Selection Strategy: As Aarong has huge number of employees all around the country, they recruit different types of employees based on the nature of the jobs. Aarong recruits five types of employees, these are ?Regular ?Part time ?Temporary ?Contractual ?Project based Regular employee:Regular employees work five days a week from Sunday to Thursday, starting from 8. 30 am to 5. 15 pm. These employees will receive the entire compensation program (bonus, increment, overtime and insurance) and every other facility that are given by the organization. Part-time employees: Part- time employees are those who does not work on the regular working hours, they are given the facility of flexible work hours. Part time employees are recruited for the outlets for example – sales associates, store helper, guards etc. They are not given the facilitie s of the regular employees.However they will be given some facilities based on the contracts they have with the organization. Temporary employee: Aarong recruits temporary employees for different purposes. Some times when a position is vacant and the recruitment might take long to fill in that’s when Aarong & AAF goes for recruiting temporary employees. Temporary employees may work full time or part-time. The temporary sales associates for Ramadan work as part timer. On the other hand temporary employees for documentation work as long as full timer in Aarong. Contractual employee:Contractual employees are hired to work on certain projects or for a certain period of time. The sales associates for the Ramadan are under contract of one month whereas the interns have three months of contracts in Aarong. However depending on the nature of the job the organization may extend their contract with employees. Project based employee: Project based employees are hired for specific projec ts. The organization make contract with them to work on a certain project. To open new outlets in Mirpur and Uttara Aarong hired interior designers to design new outlets is under project based employment.Recruitment method: Aarong recruits its employee’s mostly on viva voce and they do not take any written examination of the candidates. But the interviews are conducted by several steps, which are, in first round if someone qualifies the interview then they are selected for the second round of the interview. These types of interviews are arranged for officer, executive and managerial level. But for the technical posts like IT department computer literacy is tested. But recently Aarong has stated taking written examination on computer for finance and accounts department and also for other departments as well.Only In case of design studio the applicants has to present their portfolio. The steps of recruiting the employees: To recruit the employees for different departments Aaron g goes through several steps, these are performed by the HR department: Figure: Recruitment Process in Aarong & AAF Requisition for Staff: In the beginning of the year all the departments’ head send their requisition in a fixed form to the HR department estimating the requirement of new staff for the whole year in their respective department, then HR collects the approval of the director.HRD would make yearly plan to recruit staff on the basis of the received approved requisition. According to the organizational chart, it is previously determined how many people are required to run a particular department or to do a specific kind of job. So with the resignation of an employee respective department needs to get approval for a new position, it forwards the form to HRD along with the detail particulars like educational level, experience, interpersonal skills and other skills that the job required of the deserving candidate. Check and Verify organizational Chart:Once the HR depar tment receives an approved job requisition, it is the foremost duty of the HR departments to check and verify the approval with the organizational chart. Next, the manager of HR prepares the job watch, which is to circulate for job announcement. This job watch contains job responsibility, objectives, number of vacancies of the department, educational background of the candidate, working experience and other interpersonal skills. The job watch basically asks the potential candidate to send their CV if they qualify the minimum qualification level. Sources of Recruitment:There are two kinds of sources Aarong & AAF uses for recruitment. They are ?Internal source ?External source ?Internal source: Aarong & AAF think that current employees are a major source of recruits for all but entry level positions. Whether for promotions or for lateral job transfer, internal candidates already know the informal organization and have detailed information about its formal policies and procedures. Prom otions and transfer are typically decided by responsible department with involvement by HR department. Employee references/ recommendation: Employee reference has universal application.Lower level and mid-level positions can, and often are filled by the recommendation of a current employee. In higher level positions it is more likely referral will be a professional acquaintance rather than a friend with whom the recommender has close social contacts. In jobs where specialized expertise is important, and where employees participate in professional organizations that foster the development of the expertise, it can be expected that current employees will be acquainted with or know about individuals they think would make excellent contribution to the organization. External sources: Aarong & AAF believe in innovative inspiration so HR department use to look outside of the organization for applicants. The external source starts with the job advertisement on different media. Job Advertisem ent: Aarong gives their advertisement mostly on the major newspapers and internet to collect applicants for all the departments and posts. Through the advertisement they declare the posts of the jobs and the job description which includes duties and responsibilities along they also mention the facilities Aarong provides.In the advertisement they mention the required qualification of the applicants, age and experience etc. Collecting & Screening: After the advertisement for a particular job the HR department starts collecting the bio data. The bio data are collected from sources, for example the bio data dropped in the application box in the head office are collected, online applications are downloaded and printed, some are collected from the outlets by post and some are through references. After collecting the applicants’ bio data the qualifications, experience and age are matched.The applicants are selected and prioritized based on their education such as applicants from rep uted universities and year of experience they possess. While screening them qualified applicants for the specified jobs are found, but sometimes applicants with fewer years of experience are kept separately. And some time these candidates’ bio data are used when there is lack of candidates for interview. Short listing the potential Applicants: After going through the bio data that matches the qualifications, applicants who are well qualified for the positions have to be put on a short list.Following completion of short listing process, HR personnel should give them priority in calling for interviews. Schedule and Arrange the interview: After short listing the bio data, the arrangements of the interview starts. The shortlisted candidates are to be called and they should be well informed about the interview method, date, time and venue etc. For these responsible personnel has to make a schedule for interview. HR manager and respective departments’ managers, sometimes pro gram head altogether decides a convenient time for the interview.After scheduling the applicants are informed of the time date venue of the interviews and if appropriate, be asked to bring photographs for further identification. Conduct interview: Interviews must be fair, objective and structures to allow the maximum amount of information to be obtained from the applicants. The person specification and outline job description should form the basic questioning . which should be relevant to the recruitment of the post. In the interview panel there are two personnel from Aarong most of the time, one person from the HR department and another person should be from other department.For example recruiting a marketing officer the representative from the HR department is either a senior HR officer or an executive and the other interviewer in this case would be marketing head or marketing manager. In the interview panel the judges are given an interviewer appraisal form to keep the record of applicants’ personal attributes and their educational and professional qualification. From officer and above there are two rounds of interviews taken. The candidates selected from the first round interview are to be interviewed by the director of Aarong.Compile interview results: At this stage HR compiles the interview results. In order to compile the result, average score of the interview is calculated. Usually, the candidate that matches with hiring departments requirements is called for the second round of interview. After the interviews the candidates are selected by analyzing their qualifications by the director mostly and then it is the responsibility of HR to inform applicants about the result. But for but for entry level jobs it is the responsibility of an HR officer to finalize the selection.Background Check/ candidates’ verification: The selected candidates will provide copies of their educational and professional certificates ant the HR department will make arrangement for verifying these records by calling their references checking the copies of certificates with the original ones. Inform the selected candidate: After verification of the papers submitted by the candidates, HR department will call them for further formalities that are to be carried out like negotiation of salary, confirmation of joining date, fitness certificate, releasing order etc.Appointment: After completion of the introductory training sessions, the candidates are asked to come with their certificates, releasing order from previous employer, experience certificate, reference letter etc. The regular employees are required to fill-up several forms on the day of their appointment. These are †¢ Personal information form †¢ Insurance form †¢ Joining form Training: Training department of Aarong is a part of Human Resource department. Training personnel are responsible for all the necessary training sessions for the new employees.As they are to be acquaint ed with the new organization, working environment, people and job responsibilities. The training officers train the new employees to be introduced with the job and organization and make sure they are able to perform effectively. As the training section is very small and yet they are responsible for training employees all over the country, the training session lasts for one day. In mid-level and higher positions the employee gets on the job training. But positions like Sales associate, store helper and maintenance workers are mostly trained about their job. Orientation or induction:Generally the HR department arranges employee’s orientation or induction which provides new employees with basic background information about the organization, information they need to perform their job, their job description or so on. It is called a socialization process. it helps to cope with new environment very easily and it minimizes reality shock. Performance Appraisal System: Performance appr aisal system is defined as a systematic process of performance planning, organizing, monitoring, appraising, and guiding & rewarding individual employee’s performance by using standard tools.This is a formal management process being conducted through participation. The system does not merely represent an annual event rather it represents a systematic processed viewed from the standpoint of total perspective. The essence of performance appraisal system is that the employee’s perform the best of their abilities to attain individual standard and achieve the organization goals. Aarong and Ayesha Abed Foundation has a performance appraisal system closely similar to an amalgamation of â€Å"Behavioral anchored ratings scale (BARS)† and â€Å"key performance indicator (KPI)† performance Appraisal mechanism.The present performance is done using: a) Appraisal by Achievement against certain behavior b) Competence profile in current job, which includes rating or lea dership quality, resource management, business development, communicative etc. The organization views the system as year round process. Every employee at Aarong is being evaluated once in a year. And employees are evaluated when their working period is more than six month. Aarong has three types of performance appraisal form, these are – top level, mid-level and entry level, as all the employees cannot be evaluated in same manner.The reason for having the performance appraisal system is to evaluate them from different aspects and find out their strengths and weakness and provide them chances to improve them in order to perform more effectively. There are different component of the performance appraisal system namely performance planning, performance monitoring and performance development and annual appraisal each of those are inter related and integrated with each other having several sub- component under each of those components. The Annual performance Appraisal format:In th is study, focus has been given on the performance appraisal system of the management executive. The elements of the performance appraisal form are a) Performance planning b) Career growth & development c) Performance competences d) Overall performance evaluation e) Review and comment by appraiser, appraisers’ manager and appraise her/himself. In Aarong has four types of Performance Appraisal formats, Form-A, for top level employees, PA Form- B, for mid-level employees, PA Form-C, for lower level employees, and the last one is Performance Appraisal or Sales Associates. Aarong mainly uses customized software developed for carrying out the specificfunctions involved in the various functional departments. The Key In-HouseSoftware used by Aarong is as follows: Part-2 IT in HRM The IT used in Aarong: 1. Central Office Management System (COMS): COMS also used by the export department for handling export orders. The retailing department uses COMS to check inventory levels and maintai n re-order levels by analyzing data such as amount sent to outlet, amount in display and amount in the warehouse. 2. Point of Sale (POS):Point of sales software is used in all the outlets of  Aarong. When a sales staff scans the barcode of any product, the software records the transaction. This database enables the organization to identify the demand of the product and adjust their inventory level accordingly. 3. Ayesha Abed Foundation Software (AAFS): Ayesha Abed Foundation, which is the primary manufacturing unit of Aarong, uses this Software to check product levels. 4. Customer Relationship Management: This software enables Aarong to identify the most loyal customer and to retain them.Customer databases are maintained with the help of this software. It also enables Aarong to provide special services, such as â€Å"My Aarong Rewards†, to loyal customers. With the buying and contact information of all loyal customers, Aarong is able to notifythem whenever products that sui t their taste are available Figure: HRIS department at Aarong The Human Resource Department of Aarong is responsible for managing , controlling and the employment of the total employees, staff, and managers. The firm maintains some IS function with its HRM department.These functions have been given in the upward diagram and described here: Employee Database: All the information of the employees is saved in the database following the Microsoft access. This database includes the information of the employees from the joining days to the last days. Performance Tracking: Sales representatives are given a percentage of commissions on the sale that is why performance tracking is an important issue. The sale per day is tracked by using bar code readers and time punch machine.Pre specified reports: Based on the database maintained at the central office managers are allowed to access pre specified reports on the company’s employees and the key performance indicators. Company Intranet: The intranet provides managers to extract data on employees personal records and qualifications, sales performance, and past reports on sales and managerial activities using the online. Part-3 Biography of Mr. Fazle Hasan Abed Fazle Hasan Abed, Founder & Chairperson, BRAC was born in Bangladesh in 1936.He was educated at Dhaka and Glasgow Universities. The 1971 Liberation War of Bangladesh had a profound effect on him, then in his thirties, a professional accountant who was holding a senior corporate executive position at Shell Oil. The war dramatically changed the direction of his life; he left his job and moved to London to devote himself to Bangladesh's War of Independence. There, he helped to initiate a campaign called â€Å"Help Bangladesh† to organise funds to raise awareness about the war in Bangladesh.When the war over, he returned to the newly independent Bangladesh, finding the economy in ruins. Millions of refugees, who had sought shelter in India during the war, s tarted returning to the country and their relief and rehabilitation called for urgent efforts. It was then that he established BRAC to rehabilitate returning refugees in a remote area in north-eastern Bangladesh. He directed his policy towards helping the poor develop their capacity to better manage their lives.Thus, BRAC's primary objectives emerged as alleviation of poverty and empowerment of the poor. Under his leadership, in the span of only three decades, BRAC grew to become the largest development organisation in the world in terms of the scale and diversity of its interventions. Sir Fazle has received numerous national and international awards for his achievements in leading BRAC, including the David Rockefeller Bridging Leadership Award (2008), the Inaugural Clinton Global Citizen Award (2007), the Henry R.Kravis Prize in Leadership (2007), the Palli Karma Sahayak Foundation (PKSF) Award for Lifetime Achievement in Social Development and Poverty Alleviation (2007), Gates Awa rd for Global Health (2004), UNDP MahbubulHaq Award for Outstanding Contribution in Human Development (2004), Schwab Foundation Social Entrepreneurship Award (2002), Olof Palme Award (2001), UNICEF's Maurice Pate Award (1992) and the Ramon Magsaysay Award for Community Leadership (1980). He is also recognised by Ashoka as one of the â€Å"global greats† and is a founding member of its prestigious Global Academy for Social Entrepreneurship.In 2010, he was appointed by UN Secretary General Ban Ki-moon to the Eminent Persons Group for the Least Developed Countries. Sir Fazle has received several honorary degrees including Doctor of Humane Letters from Yale University in 2007, Doctor of Laws from Columbia University in 2008, Doctor of Letters from the University of Oxford in 2009 and Doctorate of Laws from the University of Bath in 2010. In February 2010, he was appointed Knight Commander of the Most Distinguished Order of St. Michael and St.George (KCMG) by the British crown in recognition of his services to reducing poverty in Bangladesh and internationally. He was awarded WISE Prize, the world's first major international prize for education by Qatar Foundation in November 2011. Comparative analysis Illustrated profile of Fazle Hasan Abed I can imagine my to be career as an entrepreneur. I am graduating from Dhaka University in BBA and I would prefer being an entrepreneur. For this I have to be- 1. More patient as I see it is less in me 2.I am enthusiastic but in some matter I easily loose my enthusiasm for this I have to work a lot Part-4 Recommendation * Greater use of MIS, DSS and ESS for effective decision making. * Adoption of fully automated supply chain management system to ensure greater quality and flexibility. * Streamlining the Designing and approval process into one workstation. * Automation of the Demand projection and Trend analysis tasks. * Greater use of networking to carryout financial transactions with partners and suppliers.

Medias Effect on Negative Body Image Essay - 1082 Words

â€Å"People often say that beauty is in the eye of the beholder, and I say that the most liberating thing about beauty is realizing that you are the beholder,† according to Salma Hayek. Society should have a positive outlook on body image, rather than face a disorder that can change one’s whole life. Negative body image can result from the media, with photoshop and editing, celebrity fad diets, and society’s look at the perfect image. Negative body image can lead to dangerous eating disorders, such as bulimia and anorexia. It can also take a risk to unhealthy habits, such as smoking, alcohol, and drugs. It is important to stress the effects of body image, because the world still struggles with this today. Society should not be affected by†¦show more content†¦No one overweight wins. Winners get progressively skinnier through the years; as media shaves off weight, making sure it’s The Miss USA image. (Catherine Christie). People in pageants also a re very hard on themselves, making sure they look good and fit in their dresses. Not only do people in pageants, but other celebrities hold an image society looks at and compares oneself to another. Many celebrities have plastic surgery or cosmetic surgery done, to give them the â€Å"Young Factor† (Barbara Lippert). Celebrities look younger than they actually are. Society questions at their age why they can’t look like their favorite celebrity (Kathiann Kowalski). Looking at all the celebrities, society compares themselves and looks up to famous people. How a celebrity acts reflects on one’s action in everyday life. Society is also pressured, feeling like they have to fit in by wearing top designer clothing (Fiona Bawdon). While society is amazed by the flawless magazines and wonderful movies with cool characters, many celebrities are facing disorders that affect their everyday life (Barbara Lippert). Society misunderstands and tries to look like a person by lo sing weight unhealthily, resulting in a disorder for society (Sandy Fertman). Media affects daily lives. Negative body image can result in horrible eating disorders that are very unhealthy. Bulimia is a result, when one is self conscious about weight and purges food. It can also lead to a routine. This disorder can beShow MoreRelated Enjoyment of Being a Girl: Overcoming Industry Standards Essay1489 Words   |  6 Pagessubject: negative images of women. These places all share one thing; negative images of women. Women are being used as a sex object and are not portrayed how the average woman looks. These portrayals can lead to loss of self-esteem and also weight loss. Women should know that they need their spiritual health to live happily and not be influenced by the images that the media portray as the â€Å"perfect† body. 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