William (Bill) Herron Essays - ECUK Licensed Members, Free Essays

William (Bill) Herron Essays - ECUK Licensed Members, Free Essays William (Bill) Herron CEng FIMechE Bill graduated in 1984 with a degree in Mechanical Engineering (1st class) Newcastle Upon Tyne and started his Engineering design career at Ferranti Defence Systems Edinburgh. Designing and developing airborne radar systems for Sea Harrier fixed wing aircraft and Lynx/EH101 helicopters. He then moved to Unisys Corporation in Livingston Scotland . Designing and developing high speed cheque reading machines for financial institutions. From there Bill joined British Gas in Cramlington Northumberland in 1991 as a Senior Mechanical Engineer responsible for the design and development of the complete range of magnetic flux leakage inspection systems. British Gas sold off the On Line Inspection Centre to Mercury Asset Management (MAM) in 1998 and MAM began to grow the company until it eventually sold off to GE Oil & Gas in 2002 Bill spent a total of approximately 22.5 years designing the various in line inspection systems as part of the main fleet and to bespoke client requirements. Managing teams of engineers (Mechanical, Electronics, Physicists , Designers UK , Stutensee Germany , Calgary Canada , Houston USA and Bangalore India. Employed as the Chief Consulting Engineer and Mechanics COE Manager for the whole business covering metal loss , crack detection, geometry measurement, cleaning , multi diameter and unpiggable pipeline inspection technologies. Bill is currently employed as Engineering Manager at IHC Engineering Business Northumberland and is a full time member of the SMT, responsible for all Engineering design for Mechanics, Electrical, Hydraulics, Draughting IHC EB designs, develops and supplies bespoke equipment for the subsea trenching/ploughing and Flex-Lay/Pipelay system markets worldwide and Bill holds a Resource budget responsibility of ~8.5M and technically influences a procurement budget of in excess of 40M on an annual basis. Bills management responsibilities include know how for the whole Engineering function.

Contently for Freelancers

Contently for Freelancers A freelancer in one of my online groups posted that he received a $500 writing assignment for a 500-word profile. This assignment fell into his lap because of his Contently profile. Im a firm believer in the not all your eggs in the same basket school of thought. Contently falls into this category. It wont generate enough money to be your sole source of income, but it is an additional money making avenue. Contently (www.contently.com) is a site that connects freelance writers with large corporate clients. Although freelancers cant actively search for work, the pay rates are significant enough to compensate. Most assignments are in the $0.75-$2.00 per word range. Most flat rates range from $200 to $1,500. To create a portfolio, go to Contently.com and create an account. Its free. It will take approximately 15-30 minutes to set up, depending on the number of clips you have to attach. Youll need a current email and at least one URL to a published work. You can also upload documents from your computer. Contently has a tool that will search for other works Leslie, a freelancer in the group, shared that he felt the

Going Hi-tech at DrugDiv Essay Example | Topics and Well Written Essays - 2500 words

Going Hi-tech at DrugDiv - Essay Example The employees underwent intensive computer training for at least three days.Management was pleased with their efforts of what seemed like upgrading their division with technological advances. On the other hand, the sales representatives were disgruntled with the additional work of logging into technology and being less efficient due to their adjustment to the new tasks at hand. Glitches were also experienced with regards to the database, thereby losing prospective clients. They find themselves spending so much time learning to make their computers work, taking the time they need to do their real job which was sales. On top of that, they felt they were â€Å"ball-chained† to their supervisors who were able to reach them anytime through their computers and mobile phones, demanding reports more often than before. The sales reps were finding out for themselves that the introduction of technology in their jobs was more of a hassle than a help. Management-side stuck to their guns refusing to see systems failure. Instead, they attributed the data errors in the database as human failure to encode data correctly. This caused more conflict and division among the management and sales force. Meanwhile, the company was not doing very well in terms of service to customers and therefore, projected profits were low. The case study was concluded with management’s lack of commitment to involve the sales force. Grievances of the sales reps regarding heavy workload and increased control over their activities remained issues that management did not deal with. The prevailing organizational problems seen in the case study was a violation of a â€Å"psychological contract†, breakdown in communication in the introduction of technology in the sales work, ineffective transfer of knowledge of the benefits of technology use.

Your Logical Analysis for Better Understanding and Living Essay

Your Logical Analysis for Better Understanding and Living - Essay Example The understanding and living of a better life depends on the ability for one to understand what they want in life and focus on achieving those goals. Securing a better life starts with making the right choices for college and picking the right career path. These decisions are based on interests and strengths of an individual. I have to understand my interests and passions before choosing a career that best fits these interests. Based on my interests and strengths, I should make a decision on what I would want to study or major in college before deciding the right college for offering the course. Having information on the major or career will be helpful in getting a college that specializes in that particular field. I would develop a criterion for selecting colleges based on factors such as degrees offered, location, costs, graduation rate and financial assistance packages. From the criteria, I can come up with a list of possible colleges and universities. Visiting the schools before making the decision to study there may also be helpful. Choosing the right career and college that offers that course is the first step to securing a bright and better life in future. Time management is necessary because once lost, time is unrecoverable. Part of my understanding of living a better life is to manage my time. Time management not only improves the balance of life but also ensures a quality life. After understanding that time management is life management, I have to develop ways to manage my time by exercising self-discipline. Time management can lead to a better life because it minimizes stress and improves the overall quality of life. I start by laying a foundation for managing my time by delegating appropriate time for every activity I carry out in the day. I also have to identify and evaluate how I am spending my time currently to know where to make the adjustments. To manage my time I ensure that everything moves according to schedule. Anything done out of

Aryan Invasion Theory :: essays papers

Aryan Invasion Theory The major theory that has been repeated throughout time, to interrupt the evolution of India and migration of man, has been the Aryan Invasion Theory. According to this account, India was invaded and conquered by a nomadic tribe of Indo-European tribes from Central Asia around 1500-100 BC. It was said that these light skinned nomads fought a major battle with the darker skinned "Dravidian Civilization, from which they took most of what later, became the Hindu culture." The Aryan Invasion Theory is based upon ruins that were discovered in the Indus valley. The Aryan people also cite how the Aryan Vedic scriptures explain a war between the powers of light and darkness. This was therefore interpreted throughout time, to mean that the war occurred between a lighter skinned civilization (Aryans) and more dark skinned civilization. Scholars believed that the Aryans came into India around the time of 1500 BC, since the Indus Valley culture was earlier than this, they concluded that it had to be preAryan. It was also assumed by these same scholars, much of them who were of Christian origin, and unsympathetic to the Vedic culture, that the Vedic culture originated from primitive nomads from Central Asia. Thus, the Vedic culture could not have found any "urban culture like that of the Indus Valley." The Vedic culture was thus said to be warriors of Central Asian decent who came into India with horse drawn chariots and iron weapons. However, there was never any chariots or iron discovered in Indus Valley sites. The whole idea of nomads with chariots has been challenged. How could these nomads travel through rough mountain valleys (in tough weather ) with these chariots? Horse drawn chariots, were vehicles that were most likely used in lands that were mostly flat. Therefore, it can be said that the metals and wheel fragments that were discovered could come from the Vedic culture. Opponents of the Aryan Invasion theory, point to many different flaws in the theory. First off, some scholars now believe that it may have been just a pure biased opinion that has been passed on throughout time. The Aryan Invasion Theory served to divide India into a northern Aryan and southern Dravidian culture, which were hostile to each other. This theory also gave the British an excuse in their conquest of India. They could claim to only be doing what their Aryan ancestors had previously done. Lastly, by implementing the Aryan Invasion Theory, the history and science of India was given a mostly Greek Aryan Invasion Theory :: essays papers Aryan Invasion Theory The major theory that has been repeated throughout time, to interrupt the evolution of India and migration of man, has been the Aryan Invasion Theory. According to this account, India was invaded and conquered by a nomadic tribe of Indo-European tribes from Central Asia around 1500-100 BC. It was said that these light skinned nomads fought a major battle with the darker skinned "Dravidian Civilization, from which they took most of what later, became the Hindu culture." The Aryan Invasion Theory is based upon ruins that were discovered in the Indus valley. The Aryan people also cite how the Aryan Vedic scriptures explain a war between the powers of light and darkness. This was therefore interpreted throughout time, to mean that the war occurred between a lighter skinned civilization (Aryans) and more dark skinned civilization. Scholars believed that the Aryans came into India around the time of 1500 BC, since the Indus Valley culture was earlier than this, they concluded that it had to be preAryan. It was also assumed by these same scholars, much of them who were of Christian origin, and unsympathetic to the Vedic culture, that the Vedic culture originated from primitive nomads from Central Asia. Thus, the Vedic culture could not have found any "urban culture like that of the Indus Valley." The Vedic culture was thus said to be warriors of Central Asian decent who came into India with horse drawn chariots and iron weapons. However, there was never any chariots or iron discovered in Indus Valley sites. The whole idea of nomads with chariots has been challenged. How could these nomads travel through rough mountain valleys (in tough weather ) with these chariots? Horse drawn chariots, were vehicles that were most likely used in lands that were mostly flat. Therefore, it can be said that the metals and wheel fragments that were discovered could come from the Vedic culture. Opponents of the Aryan Invasion theory, point to many different flaws in the theory. First off, some scholars now believe that it may have been just a pure biased opinion that has been passed on throughout time. The Aryan Invasion Theory served to divide India into a northern Aryan and southern Dravidian culture, which were hostile to each other. This theory also gave the British an excuse in their conquest of India. They could claim to only be doing what their Aryan ancestors had previously done. Lastly, by implementing the Aryan Invasion Theory, the history and science of India was given a mostly Greek

Hrm- Training Need Analysis

Training Needs Analysis Purpose A Training Needs Analysis (TNA) is used to assess an organization’s training needs. The root of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently possess and the knowledge, skills and attitudes that they require to meet the organization’s objectives. The training needs assessment is best conducted up front, before training solutions are budgeted, designed and delivered. The output of the needs analysis will be a document that specifies why, what, who, when, where and how. More specifically, the document will need to answer these questions: why do people need the training? what skills need imparting? who needs the training? when will they need the new skills? where may the training be conducted? and how may the new skills be imparted? There are so many ways for conducting a Training Needs Analysis, depending on your situation. One size does not fit all. Is the purpose of the needs assessment to: lead in to a design of a specific purpose improvement initiative (e. g. customer complaint reduction) enable the design of the organization’s training calendar identify training and development needs of individual staff during the performance appraisal cycle †¦ and so on and so on. In clarifying the purpose of the TNA, consider the scope of the TNA. Is it to determine training needs: at the organization level? at the project level for a specific project? or at the department level for specific employees? Your answer to these questions will dictate: who will conduct the TNA how the TNA will be conducted, and what data sources will be used Training Needs Analysis Method Below are three scenarios in which you may find yourself wanting to conduct a Training Needs Analysis. This is not an exhaustive treatment, however, it will give you some tips on what to do. Employee Performance Appraisal In many organizations, each employee’s manager discusses training and development needs during the final part of the performance appraisal discussion. This method suits where training needs are highly varied amongst individual employees. Typically, the manager constructs an employee Performance Development Plan in collaboration with the employee being appraised. The Plan takes into consideration: the organization's strategies and plans agreed employee goals and targets the employee’s performance results the employee’s role description feedback from internal/external customers and stakeholders, and the employee’s stated career aspirations The employee’s completed Performance Development Plan should document the area that requires improvement, the actual development activity, resource requirements, expected outcomes and an agreed time frame in which the development outcome will be achieved. Check out our Training Management Template Pack for a customizable Performance Development Plan and instructions for use. You may find some commonality amongst individual training and development needs identified in the various performance appraisals. In this case, it may pay the organization to review and classify each of the needs and convert them into appropriate training courses (or other interventions). The next step is to prioritize their importance and aggregate the results so that you end up with a list of courses and participant numbers against each. Then negotiate a delivery schedule that fits in with managers/supervisors and employees whilst keeping an eye on your budget. Improvement Project Most, if not all, improvement projects have some employee training associated with them. Examples of improvement projects include planned and structured attempts to reduce the incidence of product defects, increase sales volume and decrease the number of customer complaints. Here, the Training Needs Analysis begins by clarifying the measurable organizational improvement targets and the employee behaviors required to meet these targets. For example, the organization might set a target of a 50 percent reduction in customer complaints by the end of the year. Employee behaviors required to achieve this target might be: empathetic listening to customer complaints regular follow up of complaint resolution †¦ and so on. To get to this point, though, the cause of the underperformance needs to be determined through a series of structured questions. If there is no one else to perform this initial diagnosis, you as the training professional may be called upon to do this job. A performance consulting approach can help you here. With this approach, the person doing the diagnosis first asks managers to identify their problems in concrete terms. Next, possible causes and solutions are discussed and training solutions identified, where appropriate. To do this successfully, the performance consultant needs to be well-versed in process improvement methods and employee motivation theory and practice. For small projects, you can use a simple employee performance flow chart in working with managers to help identify the cause of performance deficiencies. Where training is identified as an appropriate solution or as part of the solution, we then recommend that you work through a training needs analysis questionnaire with the appropriate stakeholders. This will give you the information you need to move to the training program design phase. An effective training needs analysis questionnaire worksheet will cover at least the following areas: The results from these structured interviews are then written up in a formal document, along with the answers to the other questions raised above. Check out our Training Projects Template Pack for an example of a customizable training needs analysis template that you can download today. The results of the TNA are then fed into the next phase of the instructional systems design life cycle; the high-level design of the training program. Following all of the above is of course more time consuming than getting a simple wish-list from managers and delivering a smorgasbord of training courses. However, by using a structured approach, you will avoid the 80 percent wastage of resources that any companies experience in delivering programs that don’t truly fit their needs. Constructing a Training Calendar When constructing an annual training calendar, be wary of simply asking managers what training they want delivered. Assessing training needs this way, you will most probably get a wish list with little connection to the real needs of the organization. When the time comes and they and their workers are pressed for time, you may fi nd it difficult to fill seats. Training is expensive, and there is no better method for wasting your scare training dollars. Why is this so? We find that many managers are not skilled in identifying which of their problems can be solved by training and which cannot. For a training calendar to be effective, it needs to be tailored for your specific organization’s real needs. Ask your managers what training they need. However, make sure you engage them in constructive dialog about what their real problems are and which of them can realistically be addressed through training. If the performance shortfall is a one-off problem, such as an increasing number of customer complaints, it may be more effective and cost efficient to address the issue on an improvement project basis. Training calendars are best suited to repeatable and regular demand, such as refresher skills training for infrequently performed technical tasks and for new recruits joining the organization. In these cases, review what training is required on a regular basis and look at what new recruits need to be proficient at soon after they join your organization. Generally speaking, consult with your management team by checking off which of the following areas require inclusion in your training calendar: management, leadership and supervision skills oft skills, such as communication and conflict resolution environment, health and safety human resource processes, such as performance management business skills, such as strategy, planning and process improvement technical line and staff skills such as telephone etiquette and inventory management In constructing your training calendar, we suggest you also consider looking at one or more of the data sources listed in the next section. Once you have composed your list of courses, assess demand for each course and the required frequency, all the while, keeping an eye on your budget. With a limited budget, we suggest you get your management team to help you assess priorities. Data Sources In conducting your training needs analysis, you may have a variety of data sources available to you. Which data sources you use will depend on a number of factors. These factors include: the amount of time you have available the human resources you have available he level of accuracy you require the reliability of each data source the accessibility of each data source The data sources that you have available may include: interviews/surveys with supervisors/managers interviews/surveys with employees employee performance appraisal documents organization’s strategic planning documents organization/department operational plans organization/department key performance indicators customer complaints critical incidents product/servic e quality data For example, if you are considering providing training in project management to project managers, you may want to interview the prospective participants, the project managers, and their managers on what problems they are facing. It may also pay to review planning and procedural documents to ascertain what project management methodology and tools your organization is using, or is planning on using. Data sources that may show light on where the training needs to focus the most are project performance data and post-implementation reviews. Which sources you will actually use and how much time and effort you expend on each will depend on your particular circumstances. Needless to say, there is no magic formula and you will need to exercise a fair amount of judgment in most cases. Although there are no hard and fast rules in conducting a Training Needs Analysis, we have outlined above some general guidelines and helpful hints. We can also help you with some practical TNA tools, such as a training needs analysis questionnaire and training needs analysis spreadsheet, in our customizable template packs.

Annotated Bibliography On Musculoskeletal System - 998 Words

Bio Musculoskeletal system. Keywords Liquid skeleton Exoskeleton Endoskeleton moulting Notes Skeletons are used for: Supporting that body Protecting the body Moving the body When an animal sheds and exoskeleton and grows a new one because of its size it is called moulting. Metamorphosis is the change in body form as an animal grows. The dramatic change from young to adult is called complete metamorphosis. Summary Bones - Bones provide the structure for our bodies. The adult human skeleton is made up of 206 bones. These include the bones of the skull, spine (vertebrae), ribs, arms and legs. - Bones are made of connective tissue reinforced with calcium and specialized bone cells. Most bones also contain bone marrow, where blood cells are made. - Bones work with muscles and joints to hold our body together and support freedom of movement. This is called the musculoskeletal system. - The skeleton supports and shapes the body and protects delicate internal organs such as the brain, heart and lungs. - Bones contain most of our body s calcium supply. The body is constantly building up and breaking down bone tissue as required. - Heathy bones need a balanced diet, regular weight-bearing exercise and the right levels of various hormones. Skeletal system Functions 1. Support- framework for support of soft tissues and muscle attachments 2. Protections- internal organs protected for injury 3. Movement- serve as levers to which muscles are attached 4. MineralShow MoreRelatedNursing Shortage Effects On Quality Patient Care1346 Words   |  6 PagesAnnotated Bibliography: The Nursing Shortage Effects on Quality Patient Care Prior to starting nursing school, I worked as a patient care technician at a hospital in my hometown. Many times, there were not enough nurses to efficiently take on the amount of patients on our medical surgical floor. Therefore, the nurse to patient ratio was exceeded on many of the shifts. While working as a technician, I never fully understood the daily struggles of the nurses when having the responsibility of seven