Accounting System Essay Example for Free

Accounting System Essay

Research Achievements in Biomedical Engineering

Research Achievements in Biomedical Engineering BIOMEDICAL ENGINNERING Biomedical Engineering is a branch of engineering which combines biology and medicine with engineering principles and mechanics for the enhancement of advanced health care treatment and numerous breakthroughs in medicine. Bioengineer is a cross-disciplinary field which requires skills and knowledge to understand, define and solve biomedical and clinical problems through engineering sciences. Biomedical Engineers works on various sector within bioengineering i.e. tissue engineering, genetic engineering, imaging, biomaterials and a lot more. Bioengineers design and develop new equipment and methods, surgical devices, prosthetics and artificial organs for medical imaging, monitoring and diagnosing disease. They also work for the development of new medical procedures and research solutions. Bioengineering has become a promising and developing field in present times. Among various inventions of biomedical engineering, a cochlear implant is one of the important medical discovery. A cochlear implant is a surgically implanted medical device which replaces the function of a damaged inner ear by bypassing the damaged hair cells of a cochlea to provide signals to the brain. It works more than a hearing aid device. It is basically used by the people who have hearing loss in both ears and those who are not benefitted by hearing aids. The implant has been used by enormous population having hearing loss and difficulties because of its immense effectiveness. And as of December, 2012, approximately 324,200 registered devices have been implanted worldwide. Figure: Cochlear Implant (https://www.google.com/url?sa=irct=jq=esrc=ssource=imagescd=cad=rjauact=8ved=0ahUKEwiNqNuKhqrSAhWBPCYKHUGND3IQjRwIBwurl=http%3A%2F%2Fwww.medindia.net%2Fpatients%2Fpatientinfo%2Fcochlearimplants.htmpsig=AFQjCNHJBWApt8n01ZcD9A0LCeka2nVq7Aust=1488070699063874) Another Significant achievement in Biomedical engineering is Composite tissue transplantation. There has been a lot of interest in the development of bioengineered structures with multiple tissue types because of the recent success of clinical Vascularized Composite Allografts (VCAs) including the face (upper, lower) and abdominal walls. The tissue transplantation serves as a replacement of traumatic losses from explosives, burns, cosmetic concerns and various major functional injuries. Since VCA depends upon the growth of recipients nerves into the grafted donor tissue, many difficulties have been arising for achieving the cooperation of different tissue in vivo. Further research is going on to meet the challenges and difficulties. The field of biomedical engineering is expanding with successful experiments and surgeries. However, there are certain experimental and surgical failures as well. In one of the cases, one of the Duke university Hospital surgeon operated a heart and lung transplantation surgery of Jessica Santilan on February 7, without recalling the information of the donors blood type. There was absence of positive confirmation of ABO compatibility of the donor organs and the identified recipient patient. This was considered a critical mistake as it caused Ms. Santilan desperately ill with signs of irreversible brain damage. Biomedical Engineering is one of the most promising career. One must complete a four years Bachelors degree and a two years master degree in Biomedical Engineering major to become a professional Biomedical Engineer. An average salary of a Biomedical Engineer is $86,220 per annum. Being a Biomedical engineer, one can work for the betterment of health, society and can achieve a standard professional and financial living. REFERENCES Â   Â   Mattsson, J., Ringden, O., Storb, R. (2008, Januaary). Graft Failure Allogenic Hematopoietic Cell Transplantation. Retrieved from: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2344125/ Ericson, G. (2016, January 13). One-sided hearing, cochlear implants studied in project. Retrieved from: https://source.wustl.edu/2008/09/onesided-hearing-cochlear-implants-studied-in-project/

Free Essays - The First Man :: first

Albert Camus’ novel, The First Man, shows how one man, Jacques Comery, who’s father died while he was an infant, and is forced to grow up in a poverty stricken part of Algiers with his mother, grandmother, brother and uncle in a small two bedroom apartment.   Has come to an understanding of love, death, poverty, and life.   The following passages are some of Camus’ best examples of how Jacques has come to this understanding, as well as some of Camus’ own opinions on these and other matters. This first passage is a conversation between Jacques and his friend Malan it tells us about Jacques opinion on life and death. â€Å"†At sixty-five, every year is a stay of execution,† Malan said.   â€Å"I would like to die in peace, and dying frightens me. I have accomplished nothing.† â€Å"There are people who vindicate the world, who help others live just by their presence.† â€Å"Yes, and they die,† Malan said. They were silent, and the wind blew a little harder around the house.†(Camus 35-36). In this passage Jacques has come to the understanding that all me die, whether they accomplish great things or not.   As long as you live a good life there is no use in regretting the life you live, because even if you do not change the lives of thousands, you will at least touch one other person.   In this next passage Jacques has comes to a realization about his mother.   â€Å"†Yes,† said Jacques.   He was going to say: â€Å"You’re very beautiful,† and he stopped himself.   He had always thought that of his mother and had never dared to tell her so.   It was not that he feared being rebuffed nor that he doubted such a compliment would please her.   But it would have meant breaching the invisible barrier behind which for all his life he had seen her take shelter-â€Å"(Camus 58).   In this passage Jacques has come to realize what it is that he loves most about his mother.   It is the fact that he does not need to tell her that he loves her, because he knows that she does not doubt his love for her, and her love for him.   In this passage Camus gives us insight into his opinion of war, â€Å"and each day hundreds of new orphans, Arab and French, awakened in every corner of Algeria, sons and daughters without fathers who would now have to learn to live without guidance and without heritage.

Contrasting Friendship Essay -- essays papers

Contrasting Friendship â€Å"The two ladies, who had been intimate since childhood, reflected how little they knew each other†. This is how, author, Edith Wharton shows the relationship of two characters, Mrs. Ansley and Mrs. Slade, in the short story â€Å"Roman Fever.† These two women who are supposed to be friends, led envious lives of each other, and because of the way they lived they were very contrasting and conflicting characters. In the end, I believe Mrs. Slade was guiltier for her actions and in fact the whole incident would have never happened if it weren’t for her. Before there widowhood these two ladies led very envious and superficial lives. In describing her friend Mrs. Slade says, â€Å"Mrs. Horace Ansley, twenty-five years ago, had been exquisitely lovely†¦though, of course, still charming, distinguished†¦far more beautiful than her daughter. Horace Ansley was just the duplicate of his wife. Museum specimens of old New York. Good-looking, irreproachable, exemplary†. In return, when Mrs. Ansley was asked about or spoke about Mrs. Slade she would reply, â€Å"Alida Slade’s awfully brilliant; but not as brilliant as she thinks. Mrs. Slade had been an extremely dashing girl; much more so than her daughter who was pretty, of course, and clever in a way, but had none of her mother’s—well vividness†. These two ladies had a friendship based upon nothing but there own jealous and arrogant behavior; as if the only reason they spoke was in spite of one another. As Wharton describes them, â€Å" these tw o ladies visualized each other, each through the wrong end of her little telescope† (258). Wharton realized that these fragments composed the only true communication about their friendship and therefore told the real story of Mrs. Slade and ... ...hat Mrs. Ansley finally decided to shut Mrs. Slade up of her arrogant, superficial talk and she nonchalantly turned to Mrs. Slade and said, â€Å"I had Barbara†. In the end, I believe, it was Mrs. Ansley who had the ultimate revenge. While Mrs. Slade had planned to get rid of Mrs. Ansley that night, Mrs. Ansley not only answered the letter, and had a night of passion with Mrs. Slade’s husband, but she also had his child. Each time Mrs. Slade tried to make Mrs. Ansley feel like she meant nothing, Mrs. Ansley came back with a harsher reality for Mrs. Slade. Throughout the whole story, I believe Mrs. Slade is ultimately at greater fault because she was the one who brought up the letter and she wouldn’t let it go. She felt she had to top Mrs. Ansley each time. Though both women were at fault, in a way, Mrs. Slade had no one to blame for the consequences but herself.

Personal Narrative- Using Art to Escape Boredom Essay -- Personal Narr

Quite often different people I come across commend me on my creative ability to draw and paint. The observer's comments usually include the question "Where did you learn how to draw like that?" I normally tell them some generic answer like "a lot of practice, " but truthfully my response should be "in my miserably boring childhood." However I usually refrain from being that honest to either avoid a weird look or to avoid a lengthy explanation like the one that follows. Compared to some of the horrible stories of child abuse I've heard, my childhood was a Walt Disney fairytale, but in my own eyes I was an unhappy kid. I was born in 1972, which is the Chinese Year of the Rat (the rat's Chinese characteristic is to scavenge for survival, which is also a part of my personality). From old pictures, my fragmented memories, and tales told by my grandma Mildred, I was close to my parents during my first six or seven years, especially my dad. My dad, Richard, was employed straight out of college as an Aerospace engineer with the Logicon Corporation (where he still works to day). He married my mom, Loretta, (who also became an Aerospace engineer for Logicon) seven years before I was born. My parents fought almost every night as far back as I can remember, and I can still recall covering my ears with a pillow to escape their bickering. I've always sort of believed that it was my mom's fault, possibly because her voice was always the loudest screech I c ould hear. I know the blame should rest equally between them, but my mother was always so demanding and emotional while my dad was a quiet man who was able to control his anger unless really pushed. I think she was used to a lot of emotions in her past and would intentionall... ...e, I was already set into an isolated lifestyle. I could never get back to the family closeness I had felt as a small child, and since I never grew up with anyone I went to school with, I didn't have much in common with them. Out of my well-developed personality as a loner I became a talented (so I'm told) artist in an effort to self entertain and distract me from my lonely life. Although I never had any imaginary friends growing up, I did have an imaginary world, in which I built with Legos and drew with pictures. These imaginary worlds I escaped to from my boring (poor little rich girl) childhood, not only comforted me but allowed me to develop the creative skills necessary to be an artist. From some people's definition my childhood may not have come close to miserable, but to a sheltered twelve-year-old there is nothing more miserable than being bored and alone.

Issues with Diagnosis of Schizophrenia

Discuss the issues with classification and diagnosis In order to diagnose the symptoms of mental health disorders , practitioners use classification systems like the DSM which classifies the symptoms of schizophrenia. The DSM has been criticised for issues including cultural problems and the overlap of disorders such as schizophrenia with depression. The DSM is used to diagnose patients with a disorder and indicates what treatment they will require. Other problems involved with the classification includes inter-rater reliability and test-retest reliability.Ronsenhan conducted a study which demonstrated the issue of reliability. Participants with no mental health administrated themselves into a practice by saying they could hear noises in their head saying ‘thud’. Once the participants were admitted they behaved normally however they were still interpreted as schizophrenic. This raises issues on the reliability of the classification as it suggests anyone can be admitted, and once labelled with a diagnosis every behaviour they may show is blamed on the disorder.The publication of the DSM-III in 1980 was designed as offering a much more reliable classification system in order to diagnose disorders. Carson claimed it would fix all problems of reliability for once and for all allowing agreement between psychiatrists to who and who did not have schizophrenia. Despite these claims there is still little to no evidence proving its reliability and a study conducted by whaley found the inter-rater reliability was as low 0. 11. Whaleys research is into inter-rater reliability is supported by the findings of majtabi and Nicholson.In this research 50 senior psychiatrists were asked to distinguish between ‘bizzare’ and ‘non bizzare’ behaviour, they produced inter-rater reliability as low as 40 percent proving the central diagnosis system lacks sufficient reliability for it to be a reliable method or differentiate schizophrenic sufferers and non-schizophrenics. Overall the low reliability is diagnosing and its individual systems show that the diagnosis of schizophrenia is affected by the interpretation of the psychiatrist.As the reliability is low in then leads to the questioning of the validity of diagnosis. With scientists not agreeing on patients who have schizophrenia the question of what schizhrenia actually is becomes meaningless. People diagnosed rarely share the same symptoms and outcomes. The prognosis involves 20 percent recovery to the previous level of functioning, 10 percent achieve significant improvement and 20 percent demonstrate recovery with relapses.As there is no common outcomes we can state it has low predictive validity. Bentall claims that schizophrenia is no longer a scientific category as it has too many issues involved in the classification and prognosis. As sufferers rarely demonstrate similar symptoms or outcomes assumptions have been made that it is not just one disorder but rather many disorders that have all been classed as one under the title of schizophrenia. Buckley found that schizophrenia is often comorbid with substance abuse, anxiety and depression.With concordance rates as high as 50 percent between schizophrenia and depression and 47 percent between schizophrenia and substance abuse. This makes diagnosis and prescribing treatment even harder as the categories are too narrow to be used as a valid indicator at what treatment should be carried out. Kessler proves there is a link between suicidal rates and those suffering depression comorbid with schizophrenia, with statistics only one percent attempt it with schizophrenia with 40 percent attempting it when suffering schizophrenia and depression.This supports Buckleys finding as it proves schizophrenia and depression sufferers need an entirely different treatment. There is no common universal prescription for schizophrenic patients. The frail reliability becomes even more evident when looking at the contrast of diagnosis in different cultures. Copeland found that when he gave a description of a patient to 134 us psychiatrists and 194 uk psychiatrists. While 69 percent of the us psychiatrists diagnosed the patient as schizophrenic only 2 percent of the uk did the same diagnosis.Therefor suggesting schizophrenia is a disorder that is extremely subjective to diagnosis and varies greatly from culture to culture. In conclusion it is evident there is great issues surrounding both the classification and diagnosis of schizophrenia. Findings from Buckley and Kessler suggest that schizophrenia is in fact just a term to describe multiple disorders including depression and anxiety. It is therefore difficult to accurately treat each individual patient, making the diagnosis invalid.

Human Resource Challenges and Practices in IT Industry

Proceedings of the 5th National Conference; INDIACom-2011 Computing For Nation Development, March 10 – 11, 2011 Bharati Vidyapeeth? s Institute of Computer Applications and Management, New Delhi Human Resource Challenges & Practices in IT Industry Rakesh S. Patil1, Varsha Patil2 and Pratibha Waje 3 1 Head and 3Lecturer 1,3 Sir Visvesvaraya Institute of Technology, Chincholi (Sinner) Nashik-422 101 (MS) 2 SNG Institute of Management & Technology, Rajgurunagar, Pune (MS) 1 [email  protected] com and [email  protected] om ABSTRACT The need of organizations for people and people for organizations will be more difficult to satisfy in the today’s competitive business environment. Organization’s competitive advantage could be generated from human resources (HR) and organization performance is influenced by a set of effective HRM practices. Software is a wealth and job creating industry, which has in just a few years, grown to US $ 1 trillion, employing millions of p rofessionals worldwide. The Indian software industry has burgeoned, showing a nearly 50% compounded annual growth rate over the recent years.Being a knowledge-based industry, a high intellectual capital lends competitive advantage to a firm. With a global explosion in market-opportunities in the IT sector, the shortage of manpower both in numbers and skills is a prime challenge for HR professionals. The related issues are varied indeed: recruitment of world-class workforce and their retention, compensation and career planning, technological obsolescence and employee turnover. This paper explains the HR challenges and practices in software Industries. KEYWORDS HRM, IT,HR Strategy, Services 1. INTRODUCTION The economy has transitioned to what some call „The Age of Information? an economy in which gross domestic product is increasingly dominated by services. Services permeate every aspect of our lives. We use transportation services; restaurant services; hotels; electricity and t elephones; postal, courier and maintenance services; services of hairdressers; services of public relations and advertising firms; lawyers; physicians; dentists; stockbrokers and insurance agents; movie theatres; and swimming pools . When we do buy goods, such as new car or a washing machine, we often still rely on services to keep them running and repair them when they break down.Services allow us to budget our time as well as our money. â€Å"The twentieth century was the age of machine; the twenty-first century will be the age of people† Buzzwords like globalization, empowerment, cross functional teams, downsizing, learning organizations and knowledge workers are changing the way of life of managers and the way they manage people. 2. STRATEGIES & POLICIES OF SOFTWARE INDUSTRIES: 1. Motivation & Retention of Employees Retention and motivation of personnel are major HR concerns today.People a Gartner group company specializing in management of human capital in IT organizatio ns has observed that the average tenure for an IT professional is less than three years. Further, the use of new technologies, the support of learning and training, and a challenging environment ranked higher than competitive pay structures as effective retention practices. Our own recent survey of 1028 software professionals from 14 Indian software companies, showed that while the professional gave importance to personal and cultural job-fit, HR managers believed that the key to retention was salary and career satisfaction.Money was a prime motivator for ‘starters', but for those into their third or fourth jobs, their value-addition to the organization was more important. Monetarily, offering ‘the best salaries in industry' is the minimum every company is doing, apart from performancebased bonuses, long-service awards, and stock options. Many organizations frequently conduct employee satisfaction and organization climate surveys, and are setting up Manpower Allocation C ells (MAC) to assign ‘the right project to the right person'.In fact, some are even helping employees with their personal and domestic responsibilities to satisfy & motivate their workforce! 2. Best Talent Attraction In a tight job market, many organizations often experience precipitous and simultaneous demands for the same kinds of professionals. In their quest for manpower, they are cajoling talent around the world. In such a seller's market, software companies are striving to understand which organizational, job, and reward factors contribute to attracting the best talent one having the right blend of technical and person-bound skills.This would mean a knowledge of ‘the tools of the trade' combined with conceptualization and communication skills, capacity for analytical and logical thinking, leadership and team building, creativity and innovation. The Indian software industry suffers from a shortage of experienced people such as systems analysts and project managers, and attracting them is a key HR challenge. 3. Compensation and Reward Increasing demands of technology coupled with a short supply of professionals (with the requisite expertise) has increased the costs of delivering the technology.This makes incentive compensation a significant feature, with the result that software Copy Right  © INDIACom-2011 ISSN 0973-7529 ISBN 978-93-80544-00-7 Proceedings of the 5th National Conference; INDIACom-2011 companies have moved from conventional pay-for-time methods to a combination of pay-for-knowledge and pay-forperformance plans. With the determinants of pay being profit, performance and value-addition, emphasis is now on profit sharing (employee stock option plans) or performance-based pay, keeping in view the long-term organizational objectives rather than short-term production-based bonuses.Skills, competencies, and commitment supercede loyalty, hard work and length of service. This pressurizes HR teams to devise optimized compensation package s, although compensation is not the motivator in this industry. 4. Increasing loyalty and commitment As with any other professional, what really matters to software professionals is selecting ‘the best place to work with', which is what every company is striving to be. The global nature of this industry, and the ‘project-environment' has added new cultural dimensions to these firms.In a value-driven culture, values are determined and shared throughout the organization. Typically, areas in which values are expressed are: performance, competence, competitiveness, innovation, teamwork, quality, customer service, and care and consideration for people. Flat structure, open and informal culture, authority based on expertise and ability rather than position, and flexi-timings are some of the norms software firms follow. The idea is to make the work place a ‘fun place' with the hope of increasing loyalty and commitment. 5.The Demand Supply Gap Shortage of IT professionals is global in nature and not peculiar to the Indian software industry alone. W. Strigel, founder of Software Productivity Centre Inc. (1999) has projected the shortage of software professionals to be one million by 2006. In fact, a survey reports that 75 per cent of US companies planned to reengineer their applications using newer technologies, but found that 72 per cent of their existing staff lacked the skills needed in these technologies, and 14 per cent were not even retrainable. Graph No. 1.Annual demand for IT Professionals For India, it is predicted that in the year 2004 itself, the IT sector will need 1,95,000 professionals. This trend will continue, and in the year 2010 almost 3,70,000 IT professionals will be required (Strategic Review Reports, NASSCOM 19962001). Consequently, recruitment managers are exploring new sources of IT manpower from non-IT professional sectors, as well fresh, trainable science graduates. 6. Integrating HR strategy with Business Strategy The strate gic HR role focuses on aligning HR practices with business strategy.The HR professional is expected to be a strategic partner contributing to the success of business plans, which to a great extent depend on HR policies pertaining to recruitment, retention, motivation, and reward. The other major areas of concern for HR personnel in this context are, management of change, matching resources to future business requirements, organizational effectiveness, and employee development. 7. Encouraging Quality and Customer focus Today? s corporate culture needs to actively support quality and customer orientation.With globalization and rapid technological change, quality is of utmost importance for the Indian companies, which earn most of their revenues through exports. Hence, the HR professional as a strategic partner needs to encourage a culture of superior quality to ensure customer satisfaction, the only real measure of quality of a product or service. To be competitive today, an organizat ion needs to be customer responsive. Responsiveness includes innovation, quick decision-making, leading an industry in price or value, and effectively linking with suppliers and vendors to build a value chain for customers.Employee attitudes correlate highly with customer attitude. The shift to a customer focus redirects attention from the firm to the value chain in which it is embedded. HR practices within a firm should consequently be extended to suppliers and customers outside the firm. 8. Value Addition training for up-gradation of Skills Rapid and unpredictable technological changes, and the increased emphasis on quality of services are compelling software businesses to recruit adaptable and competent employees.Software professionals themselves expect their employers provide them with all the training they may need in order to perform not only in their current projects, but also in related ones that they may subsequently hold within the organization. As observed by Watts Humphr ey, Fellow of the Carnegie Mellon University, â€Å"as software professionals gain competence, they do not necessarily gain motivation. This is because a creative engineer or scientist who has learned how to accomplish something has little interest in doing it again.Once they have satisfied their curiosity, they may abruptly lose interest and seek an immediate change†. And when the rate of technological change is high may be higher than the time required to acquire competence in one area professionals could undergo psychological turbulence owing to the need to work in a new technology throughout their career. They want to gain new knowledge, which will be utilized by their organization. On the basis of the new learning they want to work in higher segments of software value chain. Therefore, constant up-Copy Right  © INDIACom-2011 ISSN 0973-7529 ISBN 978-93-80544-00-7 Human Resource Challenges & Practices in IT Industry gradation of employee skills poses yet another challeng e for HR personnel. 3. CHALLENGES FOR IT INDUSTRY: The main challenges to the IT Industry are i. Recruitment planning ii. Performance management iii. Training and development iv. Compensation management v. HRM as whole 1. Recruitment Planning: Recruitment planning is most important component in new people management with special reference to IT industry.We have to deal with human assets so it becomes important and have good quality of people in the organization. We have to take the recruitment planning in very serious manner to ensure that we can get best talent in the organization. 2. Performance management: Now the challenges how to manage the performance of your employees. You have to get right person in a organization to manage your business. The challenge should be to create a performance culture where you can provide opportunities for enhance performance, where optimum performance becomes a way life. 3.Training and development: This is another challenging area in IT industry. We have to chalk out a suitable strategy for training & development so that employees are well equipped to handle the challenges in advance. 4. Compensation management: The IT industry is one of the high paying industries. This is very competitive industry, we have to attract best talent, offer best possible compensation package to the employees. Now IT companies are having ESOP with the compensation package. But the really challenge should be how we are able to incorporate all the subsystems in HR.Ultimately this would help the organization for achieving exceptional performance. People have to be groomed to get in with the performance culture. We have to create an environment that stimulates the creation of knowledge, its sustenance will be the challenge for IT companies in the future. HR department cannot function with traditional systems. Now the role will shift to HR facilitator, to facilitate change process. HR facilitator will have to involve the whole organization in this pro cess and act as a guide, coach, counselor and facilitator.Any organization in the IT industry will have to face these challenges like Infosys, Satyam, Pentafour, DSQ Software, Micro soft India, Intel India. These IT companies are leaders in their own stride. They have excellent recruitment policies, huge data bank, and placement agencies. They are also having rigorous tests to ensure that they can get high profile talent that will fit in their culture. They have best performance system that evaluates the organization as whole. They have been able to tackle the quantum of performance with fairly efficient manner.The prime tasks for these IT companies are to build corporate culture. They are diverting all the efforts to build performance driven culture. The major issue for these companies to get right man for right job. We have to find person with the required skills, experiences, mindsets, and also he must be suitable for these organizations. 5. Attrition and Retention: IT companies are having high degree of attrition. The challenges for these companies are to keep this attrition rate as low as possible. Various companies adopt different techniques to retain their employees like high pay packets, ESOP, other benefits.So we have to keep this attrition rate as low as possible to retain super achievers. CONCLUSION With the advent of a work situation where more and more companies are having to concede that their valued employees are leaving them, a new concept of career and human resource management is bound to emerge. The focus of this new paradigm should not only be to attract, motivate and retain key ‘knowledge workers', but also on how to reinvent careers when the loyalty of the employees is to their ‘brain ware' rather than to the organization.With lifetime employment in one company not on the agenda of most employees, jobs will become short term. Today's hightech employees desire a continuous up-gradation of skills, and want work to be exciting an d entertaining a trend that requires designing work systems that fulfill such expectations. As employees gain greater expertise and control over their careers, they would reinvest their gain back into their work. HR practitioners must also play a proactive role in software industry. As business partners, they need to be aware of business strategies, and the opportunities and threats facing the organization.As strategists, HR professionals require to achieve integration and fit to an organization's business strategy. As interventionists, they need to adopt an allembracing approach to understanding organizational issues, and their effect on people. Finally, as innovators, they should introduce new processes and procedures, which they believe will increase organizational effectiveness REFERENCES [1]. Noe, R. A. , Hollenbeck, J. R. , Gerhart, B. and Patrick, P. M. (2007) â€Å"Human Resource Management: Gaining aCompetitive Advantage†, Tata McGraw-Hill, New Delhi. 2]. Prasad, K. (2005) â€Å"Strategic Human Resource Management: Text and Cases†, Macmillan India Ltd. , New Delhi. [3]. Kandula,Srinivas R. (2003) â€Å"Human Resource Management in practice with 300 models : Techniques and Tools†, Sage, Delhi [4]. Rao T. V. , Rao Raju, and Yadav Tara. (2001). â€Å"A Study of HRD concepts, structure of HRD Copy Right  © INDIACom-2011 ISSN 0973-7529 ISBN 978-93-80544-00-7 Proceedings of the 5th National Conference; INDIACom-2011 [5]. [6]. [7]. [8]. [9]. [10]. [11]. [12]. [13]. [14]. [15]. epartments, and HRD practices in India†, Vikalpa, ol 261, No. 1, Jan. -Mar Page 49-62. Siekel Tom. (2002). â€Å"After CRM, it’s ERM: Employee Relationship Management Indian Management†, Vol. 41, Issue 9, July p. 38 Storey J. (ed. ) (1989). â€Å"New Perspectives in Human Resource Management†, Routledge, London, p. 114. Truss Catherine. (2001). â€Å"Shifting the paradigm in Human Resource Management: From the resource based view to c omplex adaptive system†. Published in a Research Paper on Human Resource Management by Kingston Business School, Kingston University Thite, M. 2004) â€Å"Managing People in the New Economy: Targeted HR Practices that Persuade People to Unlock their Knowledge Power†, Response Books, New Delhi. Truss, C. (2001) â€Å"Complexities and Controversies in Linking HRM with Organizational Outcomes† Journal of Management Studies, Vol. 38, No. 8. Walker, J. W. and Stopper, W. G. (2000) â€Å"Developing Human Resource Leaders† Human Resource Planning, Vol. 23, No. 1, p. 38-44. Webb, J. (2004) â€Å"Putting Management Back into Performance: A Handbook for Managers and Supervisors†, Allen & Unwin, Australia.Joynt, P. and Morton, B. (2005) â€Å"The Global HR Manager: Creating the Seamless Organization†, Jaico Publishing House, Mumbai. Jyothi, P. and Venkatesh, D. N. (2006) â€Å"Human Resource Management†, Oxford University Press, New Delhi. Kandol a, R. and Fullerton, J. (1994) â€Å"Managing the Mosaic: Diversity in Action†, IPD, London. Kandula, S. R. (2004), â€Å"Human Resource Management in Practice: With 300 Models, Techniques and Tools†, Prentice Hall of India Private Limited, New Delhi. Copy Right  © INDIACom-2011 ISSN 0973-7529 ISBN 978-93-80544-00-7