Life science Essay Example | Topics and Well Written Essays - 250 words

Life science - Essay Example In the virtual education, mentors and students are not required to collaborate personally in a room (Christensen). Virtual education is particularly a blessing for individuals who can not make it to the institution. For example, young mothers with infants can often not manage to find time for attending the educational institution regularly. Likewise, working people often spare their academic progress because of work. With the facility of distance education at hand, people have been able to manage studies with work. They do not have to spare work in order to continue with their studies. Instead, they can maneuver their schedule to study after or before work as appropriate. The virtual world has diminished the significance of physical limitations and boundaries, while the quality of education has been maintained, rather enhanced in the virtual world as students can repeatedly attend the same lectures until concepts are clear. â€Å"While the lectures and assignments are preplanned and may be viewed multiple times, the student still has access to the instructor† (Tatum). I feel connected to the science through virtual education. Works cited: Christensen, Tricia E. â€Å"What is virtual education?† 2011. Web. 4 Feb. 2011. .

Frankenstein Essay Example | Topics and Well Written Essays - 500 words - 6

Frankenstein - Essay Example In their writings, they use various images of the monster depending on the time they write the stories. The romantic period was basically characterized by a departure from the techniques and ideas of the preceding literary period. The literary period was more rational and scientific in nature. By contrast, romantic prose and poetry was used for expressing a new and visionary relationship to the imagination (Hobbler 14). The romantic poems always sought a way to capture and represent the experience and sublime moment. Therefore, the more personal the moment was, the better it was (Shelley 21). Many speakers in the romantic poems, for example, can not be virtually distinguished from the authors themselves. In her story about the Frankenstein the monster, Mary Shelley uses the aforementioned style to embrace and simultaneously contest this romantic idea. The moment in which she describes the Frankenstein is not a moment recalled from her personal experience. This moment is not a contemplative type of moment in nature (Fite 17). In addition, the moment she uses is not her own narrative voice but she still portrays a particular quest to achieve the sublime. Off course, that quest is the effort made by Victor Frankenstein to creature a living creature from laboratory raw materials. The quest creates some curiosity since it occurs with the confines of Victor Frankenstein’s secluded laboratory, unlike other natural environments of most romantic texts (Shelley 28). Victor Frankenstein believed that the creature would have been a blessing to him as its creator. He is a romantic character to an extent that he reflected the emphasis of romantic writers on a new way of seeing. Romantics believed that it took individual and collective imagination to create a new understanding of the world as well as leading to a perfect version of human beings and societies they lived in

Reconstruction in the South Essay Example for Free

Reconstruction in the South Essay Reconstruction is the Federal Governments plan(s) to abolish slavery, change the way of life in the South, and to bring the nation back together after the devastating effects of the Civil War. Many Government plans were brought up but never fell through. Likewise, Presidents over the years, after the Civil War, had also brought their own Reconstruction plans to the nation. Several good things came from each plan but not one individual plan had drastically changed America on its own. Although Lincoln and his 10% plan would have reshaped the nation and connected the broken line between the North and South, however, it had never taken action because of Lincoln’s assassination on April 14, 1865. However, Reconstruction created many new social changes to the nation. Civil Rights had been shaped over many years; the thirteenth, fourteenth, and fifteenth amendments were passed giving African Americans the right to vote, and the Freedmen’s Bureau was established. Reconstruction was a long and rough time for the government and the people. Our Nation had never before needed to recover from such a tremendous loss from something like the Civil War. Reconstruction had failed in several ways. Slavery had still been practiced in the south under different titles of work, ways of life in the south had remained the same, and Redeemers made sure blacks were not represented in government. Before this particular Reconstruction plan was brought up it had been thought a bout for awhile by a group of Radical Republicans who created the Radical Republicans’ Plan. These Radicals wanted to spark the necessity to take action on the problems occurring in the South. The plan had consisted of three major ideas; â€Å"these ideas were based off of revenge, concern for the freedmen, and political concerns† (Travel and History par. 1). One of the ways that these Radicals wanted revenge was by â€Å"punishing the South for causing the war† (Travel and History par. 1). They also felt that â€Å"Southern states had to apply for readmission back into the Union and were required to submit state constitutions that ratified the thirteenth, fourteenth, and fifteenth amendments (Ohio History Central par. 11). Also when Ulysses S. Grant took office he â€Å"kept soldiers in the former Confederacy for the duty of protecting African Americans from the Ku Klux Klan and similar groups (Ohio History Central par. 11). These Radicals felt that â€Å"the federal government had a role to play in the transition of freedmen from slavery to freedom† (Travel and History par. 1). They believed that the government needed to aid former slaves into getting good work and treated fairly. Also, many members â€Å"wanted to keep the Republicans Party in power in both the North and the South† (Travel and History par. 1). This way only Republican ideas would be brought up and many Republican based laws would be passed. This is the general idea for the Radical Republicans’ plan and would not be brought up again until Ulysses S. Grant is elected into the Presidency. The former Civil War, Union General, Ulysses S. Grant was elected into office in 1868. President Grant did not take much care in his Presidency campaign because he did not care if he had won or lost. Thus, Grant did not have his own plan for the problems of Reconstruction. However, Grant was a Republican and â€Å"favored the Radical Republicans’ Plan,† (Ohio History Central par. 11) so most of what he tried to accomplish was based on these views. When Grant won his election many republicans realized that he had won by a small margin of votes. Looking deeper they noticed that â€Å"roughly 450,000 African Americans had voted Republican and the majority of whites in the South voted Democrat† (Davidson J. p. 348). Republicans in office realized that an amendment must be created to protect black voting rights so the African American population would co ntinue to vote Republican. The Fifteenth Amendment was created in 1869 and was ratified in 1870; â€Å"this forbade any state to deny any man the right to vote based on race, color, or previous condition of servitude† (Davidson J. p. 348). However, many states found loopholes to this amendment by issuing literacy tests, poll taxes, and property requirements for voting. Mainly this counted out most of the African American voting population. Although he his mostly known for his scandals, Grant had many other significant highlights during his time as President that greatly contributed to Reconstruction in the South. During his time in office, â€Å"Grant signed a series of Reconstruction related ‘Enforcement Acts’† (Simpson B. par. 6). The main effect these laws had was they â€Å"completely denied states to deny any man the right to vote† (Simpson B. par. 6). He had also signed the Ku Klux Klan act which banned the â€Å"illegal intimidation† of blacks where states were unwilling or unable to provide protection, and for private parties to conspire to violate civil rights. Violation of this law was a federal crime. Before Grant had left office, â€Å"In 1875 he signed last major piece of Civil Rights legislation until 1964† (Simpson B. par. 6). In 1877, Grant had completed his final term as President. Several years later Grant had been slipping deeper and deeper into debt from family troubles. He started to write his memoirs and later had attracted cancer. After he had finished his memoirs he had died in 1897, from the cancer he had acquired. Luckily his writings had sold more than enough copies to provide and settle his family’s debt. Reconstruction had ended in 1877, and many of Grant’s accomplishments had changed society in the South and for the future. Bibliography Davidson, James W., and Brian DeLay. U.S. A Narrative History. 1st ed. Vol. 2. New York: The McGraw-Hill Companies, Inc., 2009. Print . Foner, Eric. Reconstruction Americas unfinished revolution, 1863-1877. New York: Harper Row, 1988. Print . Radical Republican Reconstruction Plan. Travel and History. Web. 11 Sept. 2009. . Reconstruction Ohio History Central A product of the Ohio Historical Society. Ohio History Central An Online Encyclopedia of Ohio History Ohio Historical Society. Web. 1 Sept. 2009. . Simpson, Brooks D. Let Us Have Peace: The Presidency of Ulysses S. Grant. Teaching American History in Maryland Documents for the Classroom Maryland State Archives. Web. 14 Sept. 2009. .

Performance Appraisal: Textile Sector

Performance Appraisal: Textile Sector The present study was under taken with such a task in mind and it aims at unearthing the strengths and weakness of the current performance appraisal system in textile industry Coimbatore that is prevalent in the organization that sponsored this research work. Since organizations exist to achieve goals. The degree of success that individual employees have in reaching their individuals goals is important in determining organizational effectiveness. The assessment of how successful employees have been at meeting their individual goals, therefore, becomes a critical part of Human Resource Management. This leads us to the topic of Performance Appraisal. This project aims at knowing Performance Appraisal System in this research has studied the work atmosphere and the welfare measures provided by the organization. It also aims at finding out the employees relationship with the management. This survey is done within the organization. The sample size is 110. The data was collected by administering questionnaire and by adopting direct personal contact method. The persons met are all employees of the industry. Collections of data were analyzed and tabulated in a sequential manner and the interpretations are given along with the tabulation. The conclusion observations are also given in this report for the improvement of this system in the organization. Key Words: Appraiser, Self reliant, Appraisal, Judgmental, Distributive, Interactional INTRODUCTION The performance appraisal plays a vital role in identifying the productivity of workers; it also helps the company for its overall growth. It is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows, the supervisors measure the pay of employees and compare it with targets and plans, the supervisor analyses the factor behind work performance of employees, and the employees are in the position to guide the employees for a better performance. In India, Textile Industry is one of the oldest and foremost industries and it provides tremendous opportunities for employment and huge amount as revenue. The Indian Government is also playing a major role in promoting the textile industries. Cotton is the most popular fiber and used to make clothing. Textile Industry is providing one of the most basic needs of people and it hold import ance. Maintain sustained growth for improving quality of life. It has a unique position as a self-reliant industry, from the production of raw materials to the delivery of finished products, with substantial value-addition at each stage of processing; it is a major contribution to the countrys economy. TEXTILE INDUSTRY IN COIMBATORE: Coimbatore is called the South Indian Manchester. The climate in Coimbatore city is very favorable for the development of textile industries. The easy availability of raw materials, sufficient skilled laborers, humid and soft wind prevailing in Coimbatore district are the other major factors for the development of the textile industry in Coimbatore. There are 98 textile firms in Coimbatore district in which few of the industry are taken into account for the study on the same. India has abundant natural resources in terms of availability of natural fibers like cotton, silk, wool etc. India is the third largest producer of cotton in the world and accounts for about 12% of the total world production. The availability of cheap cotton has been one of the biggest advantages to Indian exporters. OBJECTIVES To study about the employees opinion about performance appraisal. To gain practical knowledge about the various factors that forms part of performance appraisal To study about how they view the present appraisal method To provide opportunities for the employees to express their ideas REVIEW OF LITERATURE: Mowday, R.T., Steers, R.M., Porter, L.M. 1979 an employees perception of justice in the performance appraisal process will also affect the effectiveness of the performance appraisal process. Justice is thought to have three categories, procedural, distributive, and interactional justice. In a performance appraisal setting, a lack of justice in one area is predicted to have the same effect as a violation of justice in all areas. If an employee perceives that the system processes are fair, the supervisors efforts to distribute rewards and punishments based on outcomes of the process, and that the employee is treated fairly, the employees perception of justice will be high. Craig Eric Schneier and Richard W. Beatty, July 1979 Despite its standard practice in most public and private organizations for more than 50 years, performance appraisal still has many problems. Raters show resistance to criticizing subordinates, and the judgmental aspect of evaluating human performance is subject to both covert (subjective and individual) and overt (prejudice and bias) errors. Raters often arent trained in employee counseling and may be forced to conduct performance appraisals with inadequate or erroneous information about rate performance. American Institutes for Research, Washington, D.C.: AIR, 1979 In a 1984 study in New England, 16 raters (Extension administrators designated by their state Extension director as having agent performance appraisal responsibility) completed EABRARS on 141 rural New England Extension agents.5 Reliability analysis of the total ratings indicated that EABRARS was an internally consistent, highly reliable instrument. Differences between New England agents were detected at the .05 confidence level with respect to age, subject-matter area, years of experience, and state of employment. Nemeroff Wexley, 1979 study shows that employees are likely to feel more satisfied with their appraisal result if they have the chance to talk freely and discuss their performance. It is also more likely that such employees will be better able to meet future performance goals. Employees are also more likely to feel that the appraisal process is fair if they are given a chance to talk about their performance. This especially, when they are permitted to challenge and appeal against their evaluation. Proper feedback has to be given about their performance to the appraises. Robert M. Guion, the State of the Art, November 5-6, 1982, pp. 3-4Twenty years ago, nearly all civil servants in the central government of OECD member countries were paid according to service-incremental salary scales. This is not to say that civil servants previously lacked performance incentives. Promotions, and especially those into senior management, were rigorously controlled, serving partly as an incentive but partly also as a way of ensuring the independence of the public service with regard to the executive and thus its ability to serve governments of different political persuasions. Remuneration has been seen as an alternative or a complementary incentive to promotion. Socio-economic pressures have led to the need for types of incentives other than promotion to strengthen performance management. Craig Eric Schneier and Richard W. Beatty, May 1988 To try to rectify some of the problems, Smith and Kendall developed Behaviorally Anchored Rating Scales, better known as BARS. The BARS format deals with measurable behaviors, not personality, provides raters and rates with clear statements of performance goals, and is based on a specific, thorough job analysis. Using BARS, raters focus on specific rate behaviors. These behaviors are compared to specific examples (job dimensions and anchors developed from the job analysis) that provide concrete benchmarks for making appraisal judgments. BARS are mainly used to measure the behaviors of rates. Dulewicz (1989), a basic human tendency to make judgments about those one is working with, as well as about oneself. Appraisal, it seems, is both inevitable and universal. In the absence of a carefully structured system of appraisal, people will tend to judge the work performance of others, including subordinates, naturally, informally and arbitrarily. This study, by Heneman, Greenberger Anonyou (1989) reported that in groupers are subordinates who seem to be favored by their supervisors. In their relationship with the boss, they enjoy a high degree of trust, interaction, support and rewards. Tsui, A.S. OReilly, C.A. 1989 most studies focus on the performance appraisal where the supervisor evaluates his or her employees. In this paper, based upon two research projects, we look at both sides of the coin. In one study subordinates evaluated their supervisors, in the other one the focus was upon supervisors perception of their subordinates. The contribution aims to determine whether age-related stereotyping plays a significant role in performance appraisals. In both studies, it was determined whether the assesses age is negatively related with the assessors view on his or her competencies. Age is taken into consideration for appraisal rating in the above study. Longenecker (1989) argues that accuracy in performance appraisal is impossible to achieve, since people play social and political games, and they protect their own interests. No savvy manager, says Longenecker, is going to use the appraisal process to shoot himself or herself in the foot.Accuracy in performance appraisal is a major drawback to the system. Recent research (Bannister Balkin, 1990) has reported that appraisees seem to have greater acceptance of the appraisal process, and feel more satisfied with it, when the process is directly linked to rewards. Such findings are a serious challenge to those who feel that appraisal results and reward outcomes must be strictly isolated from each other. Rewards and work performance are directly linked with each other. METHODOLOGY OF THE STUDY: The study was more of a descriptive in nature and it was the survey research design that was used in, by taking a sample of elements at one point of time. The researcher adopted this type of research design to systematically gather the information from the respondents for the purpose of understanding and predicting some aspects concerned with the performance appraisal system in their organization. The sample unit of the study was 110 employees of Textile Company in Coimbatore Primary data: Primary data has been collected through a structured questionnaire. Secondary data: Secondary data has been collected from the books, journals, project reports and Internet. Data was collected through structured questionnaire. The questionnaire was divided into three parts First section dealt with the queries relating to the personal details of the employees Second section dealt with the queries relating to the awareness about performance appraisal Third section dealt with queries relating to views about the present appraisal system. TOOLS FOR ANALYSIS: The primary data for the study was collected through structured questionnaire and has been analyzed using percentages and represented by pie charts and bar diagrams are used wherever necessary. Mean score value has also been used. 1) Score value = No. of respondents*score Mean score value = score value/No. of respondents 2) Percentage value = no of respondents/total no of respondent*100 CHI-SUARE [X2] TEST: X2 test is based on the Chi- Square distribution and it is a parametric test. It is used for comparing a sample variance to a theoretical population variance. In a non- parametric test, no assumption about the parameters of the population is made. These tests have become very popular because, they can be applied in any type of distribution, they are easy to compute and they can be used in situations when parametric test cannot be applied. Conditions to be satisfied for applying chi-square test Data should have been collected at random. Items constituting the sample should be independent. The total number of items should be at least 50. From the chart above it is understood that most of the employees in textile industry fall under the category of the age group between 46-55 years and also most of the employees are from the under graduate background. TABLE INDICATING THE YEARS OF SERVICE AND THE INCOME OF EMPLOYEES: From the chart above it is clearly understood that the workers with more than 10 years of experience only earning a return of Rs. 8001 and more. The employees with more years of service are expected to perform well as they have very good experience in their work. FACTORS INFLUENCING PERFORMANCE APPRAISAL The ranking of factors given by the respondents show that behavior with peers, dependability, behavior and attitude towards superiors, initiative, and attendance were ranked very high. They felt those factors have to be given higher weightages in the appraisal form. There are respondents who have ranked quality of work and cooperation on lower side. There were respondents who felt that all the factors in the appraisal system should be given equal weightage and there was no meaning in awarding high weightages to few factors. OPINION ABOUT THE PERFORMANCE APPRAISAL RATING The above table clearly shows that opportunities to increase job satisfaction, need of appraisal for employee, encouragement by raters and knowledge about the appraisal system, are high for employees. Assistance by organization, monetary reward unbiased assessment and satisfaction with the present system were rated average. This may be due to reasons like the employees are not given feedback about their performance since it is maintained confidentially. But the need of appraisal, knowledge about system, encouragement and opportunities to employees were rated high because they want to know about their work performance. CHI-SQUARE ANALYSIS GENDER AND YEARS OF SERVICE TEST STATISTIC: Null hypothesis (Ho): There is no significant relationship between gender and years of service. Alternative hypothesis (H1): There is a close relationship between gender and years of service. RESULT: The result that the calculated value is less than the tabulated value, we accept the null hypothesis. Therefore, there is no significant difference between the gender and years of service. MARITAL STATUS AND MONTHLY INCOME (in Rs) TEST STATISTIC RESULT: The result that the calculated value is more than the tabulated value, we reject the null hypothesis and accept the alternative hypothesis. Therefore there is a significant difference between the marital status and monthly income. CONCLUDING OBSERVATIONS: From the study it if found out that, most of the respondents feel that the appraisal system creates confidence and hence increase the production level of the employees which in turn will increase their income in one hand. Many employees in the textile industry are not aware of the errors that is caused by performance appraisal like halo effect, horns effect, central tendency and leniency. Majority of them have no idea about errors and its types in the appraisal system. Good training can help improve the appraisal system to prevent errors while rating. Raters are expected to observe the performance in order to judge ones effectiveness and skill in the work condition. Also the superior should avoid bias in appraising their subordinates. The system could be made open to a possible extent and discussions could be encouraged. The employees can come to know about their performance appraisal, how are they rated and what other improvements they can do to their performance. The organization m ight take up steps to arrange discussions and make the employee aware of how he is getting along and what improvements he needs, where and how he can best utilize his capabilities and skills. Most traditional methods emphasize either the task or the personality of the individual while making an appraisal. In such evaluations, bias always prevails. To bring about a balance the evaluation of task and personality and the modern methods of appraisal by results of MBO can be used. Performance appraisal motivates employees and influences their productivity and ensures that they are producing at acceptable levels. Performance evaluation system could be linked to company objectives to get better results and good performance of the employees. Effectiveness of any appraisal system depends on how all the users of the system understand the purposes, accept and strive for achieving them. For designing any system, employee and managerial performance should be taken into consideration. From the study, it is found that feedback to the employees is not proper in the organization. Periodical and routine feedback can be given to the employees for their good performance in the work, which motivates the employee to enrich the relationship between the superiors and subordinates.

In The Heat Of The Night :: essays research papers

In the Heat of the Night Essay   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  For my essay I have chosen to write about the topic about Tibbs and Gillespie understanding and respecting each other. In the beginning of this story Gillespie thought of Virgil as he would of thought of any other Negro, but soon he found out he was wrong, Virgil was a very gifted detective with lots of skills. When Tibbs was first taken in to see Gillespie, Gillespie was yelling and screaming at Tibbs for no reason but Virgil did not break down to the harassment and proved Gillespie wrong by showing him his ID card that proved he was a cop. I think that Virgil earned a little respect from Gillespie their by showing him that he was calm and mature. As the story unfolded Gillespie saw more and more of Virgil’s good qualities. Gillespie saw that Virgil was calm, educated, smart, payed attention to detail, and was qualified for his job. Every time that Gillespie would arrest some one Virgil proved them innocent, when Oberst was arrested Virgil proved Gillespie wrong by proving to him that Oberst was not the murderer. When Gillespie arrested Sam Wood Virgil also proved him innocent. Even though Gillespie didn’t like to be proven wrong by anyone (none less a Negro) he respected Virgil for his great detective work. At one point in the novel Gillespie and Tibbs shake hands and I think that was the high point of this mutual respect. Virgil didn’t respect Gillespie that much in the beginning and most of the middle of this story but in the end Virgil respected Gillespie. I think it was good that Virgil did not respect Gillespie because Gillespie was using Virgil for his scapegoat. At the end of this story Gillespie finally showed everyone that he respected Tibbs by telling every one the truth about the murder investigation, and giving most of the credit to Virgil.

King Lear :: essays research papers

King Lear – Theme Of Blindness William Shakespeare In Shakespearean terms, blindness means a whole different thing. Blindness can normally be defined as the inability of the eye to see, but according to Shakespeare, blindness is not only a physical quality, but also a mental flaw some people possess. One of Shakespeare’s dominant themes in his play King Lear is that of blindness. King Lear, Gloucester, and Albany are three prime examples, of how Shakespeare incorporates the theme of blindness into the story. Each of these character’s blindness is the primary cause of the bad decisions he makes; decisions which all of them will eventually come to regret. King Lear is a character who is most affected by blindness. Due to Lear’s high position in society, he is supposed to be able to distinguish the good from the bad; unfortunately, his lack of insight prevents him from doing so. Lear’s first act of blindness comes at the beginning of the play. First, he is easily deceived by his two eldest daughters’ exaggerated declarations stating: â€Å"Sir, I love you more than words can wield the matter; Dearer than eye-sight, space, and liberty; Beyond what can be valued, rich or rare; No less than life, with grace, health, beauty, honour; As much as child e'er loved, or father found; A love that makes breath poor, and speech unable; Beyond all manner of so much I love you.† (I.I.56-63) Lear is unable to see the reality of Cordelia’s true love for him when she says: â€Å"Unhappy that I am, I cannot heave My heart into my mouth: I love your majesty According to my bond; nor more nor less.† (I.I.96-98) As a result, Lear banished Cordelia from his kingdom with the following words: â€Å"..................................for we Have no such daughter, nor shall ever see That face of her again. Therefore be gone Without our grace, our love, our benison.† (I.I.290-293) Lear’s blindness also causes him to banish one of his loyal followers, Kent. Kent is able to see Cordelia’s true love for her father, and tried to protect her from her blind father’s irrationality. After Kent is banished, he created a disguise for himself and is eventually hired by Lear as a servant. Lear’s inability to determine his servant’s true identity proved once again how blind Lear actually is. As the play progressed, Lear’s eyesight rea ched closer to 20/20 vision. He realized how immoral his two eldest daughters really were after they locked him out of the castle during a tremendous storm.

Recording, Analysing & Using HR Information Essay

This document will review the organisation’s approach to collecting, storing and using HR data. It will cover why the organisation needs to collect HR data, the different types of data that is collected and how it is beneficial to HR, different storing methods and their benefit and UK legislation relating to the recording, storage and access to HR data. HR data contains highly sensitive information such as salary, pension information, grievances, and basic personnel information (name, address, and telephone details). A fine can be enforced up to ? 500. 000 in an organisation is found to have breached data protection. Data Management: There are many different reasons why an organisation needs to collect HR data from ensuring legal requirements are meet, to provide relevant information in decision making and planning, health and safety, protection from claims, working time directive. If used correctly it can serve as a very useful management tool. Holding recruitment new starter paperwork that contains a national insurance number and passport picture is essential to proving someone is eligible to work in the UK, without proof of eligibility the organisation can face a fine. Inductions record when an employee has been through the necessary requirements to do their role such as a health and safety course, and manual handling. This can protect the organisation if a claim was to rise with regards to injury or illness. If an employee raises a grievance as they have reached an unacceptable level of sickness. We can use the data held on our systems with regard to absences to prove when they have been in work and for how long, if we keep meeting notes we can also prove how we evaluated the situation and the action that was taken which can be used if it went to a tribunal, or if HR was looking at process management. The Inland Revenue can request data at any point from mileage, expenses, salary, national insurance, therefore it is essential we keep records such as P60, payslips, expense reports so this data can be crossed checked and proof that we have paid an employee correctly. Data Storage: From the moment an application is received to the moment an employee receives their P45 an organisation holds data. We call this the ‘Life Cycle of and Employee. ’ There are two methods in which we store data: Manual Records: This can be filing cabinets and folders held within storage cupboards. His is kept mainly as a backup should electronic systems fail or where original documents must be retained as a legal requirement such as a maternity MATB1 form. The benefits of this are the data is easily accessible and will not be prone to any electrical power failures or computerised scams which corrupt data. However there is the risk of keys being lost or data being seen by unauthorised personnel if it is not put away correctly. To prevent such occurrence a clear desk policy could be implemented. Systems: This can be excel spreadsheets that hold reports and link to other systems such as SAP, which is where we hold employee information such as address, salary, pension, hours worked, absences. The benefits of this method means you do not have to search numerous files as the data is held in one place, which is useful if an employee data request is received. As a sustainable organisation it benefits the environment as we don’t use paper. Documents are easily maintained and can be moved to different servers or USB devices for storage.