Semantics - Definitions and Examples

The field of linguistics  is concerned with the study of meaning in language. Linguistic semantics has been defined as the study of how languages organize and express meanings. Oddly, says R.L. Trask, some of the most important work in semantics was being done from the late 19th century onwards by philosophers [rather than by linguists]. Over the past 50 years, however, approaches to semantics have proliferated, and the subject is now one of the liveliest areas in linguistics.  The term semantics (from the Greek for sign) was coined by French linguist Michel Brà ©al (1832-1915), who is commonly regarded as a founder of modern semantics. Observations The technical term for the study of meaning in language is semantics. But as soon as this term is used, a word of warning is in order.Any scientific approach to semantics has to be clearly distinguished from a pejorative sense of the term that has developed in popular use, when people talk about the way that language can be manipulated in order to mislead the public. A newspaper headline might read. Tax increases reduced to semantics--referring to the way a government was trying to hide a proposed increase behind some carefully chosen words. Or someone might say in an argument, Thats just semantics, implying that the point is purely a verbal quibble, bearing no relationship to anything in the real world. This kind of nuance is absent when we talk about semantics from the objective point of linguistic research. The linguistic approach studies the properties of meaning in a systematic and objective way, with reference to as wide a range of utterances and languages as possible.(David Cr ystal, How Language Works. Overlook, 2006)Basic DivisionsBased on the distinction between the meanings of words and the meanings of sentences, we can recognize two main divisions in the study of semantics: lexical semantics and phrasal semantics. Lexical semantics is the study of word meaning, whereas phrasal semantics is the study of the principles which govern the construction of the meaning of phrases and of sentence meaning out of compositional combinations of individual lexemes. . . .The job of semantics is to study the basic, literal meanings of words as considered principally as parts of a language system, whereas pragmatics concentrates on the ways in which these basic meanings are used in practice, including such topics as the ways in which different expressions are assigned referents in different contexts, and the differing (ironic, metaphorical, etc.) uses to which language is put.(Nick Riemer, Introducing Semantics. Cambridge University Press, 2010)The Scope of Semantics A perennial problem in semantics is the delineation of its subject matter. The term meaning can be used in a variety of ways, and only some of these correspond to the usual understanding of the scope of linguistic or computational semantics. We shall take the scope of semantics to be restricted to the literal interpretations of sentences in a context, ignoring phenomena like irony, metaphor, or conversational implicature.(Stephen G. Pulman, Basic Notions of Semantics. SRI International, Cambridge, England)[S]emantics is the study of the meanings of words and sentences. . . .As our original definition of semantics suggests, it is a very broad field of inquiry, and we find scholars writing on very different topics and using quite different methods, though sharing the general aim of describing semantic knowledge. As a result, semantics is the most diverse field within linguistics. In addition, semanticists have to have at least a nodding acquaintance with other disciplines, like philos ophy and psychology, which also investigate the creation and transmission of meaning. Some of the questions raised in these neighboring disciplines have important effects on the way linguists do semantics.(John I. Saeed, Semantics, 2nd ed. Blackwell, 2003)Linguistic Semantics and GrammarThe study of meaning can be undertaken in various ways. Linguistic semantics is an attempt to explicate the knowledge of any speaker of a language which allows that speaker to communicate facts, feelings, intentions and products of the imagination to other speakers and to understand what they communicate to him or her. . . . Early in life every human acquires the essentials of a language--a vocabulary and the pronunciation, use and meaning of each item in it. The speakers knowledge is largely implicit. The linguist attempts to construct a grammar, an explicit description of the language, the categories of the language and the rules by which they interact. Semantics is one part of grammar; phonology, syntax and morphology are other parts.(Charles W. Kreidler, Introducing English Semantics. Routledge, 1998)

Which States Have the Most Difficult Bar Exams

As you finish law school, you likely already have an idea of where you want to practice. That is the state where you will take the bar exam, so this is an important decision to make. The degree of difficulty of the bar exam varies by state; some states have noticeably more difficult exams than others coupled with lower pass rates. Bar Exam Study Robert Anderson, a professor at Pepperdine School of Law, used statistics to determine which states had the most difficult bar exams. According to the website, Above the Law, Anderson studied the bar passage rate of each American Bar Association-accredited law school for 2010-2011, as well as each schools median undergraduate GPA and LSAT. Anderson did a regression analysis, a statistical approach to quantifying data, weighted by the number of bar exam test takers at each school. He used this information to determine the 10 schools with the most difficult bar exams to pass. He found that California had the most difficult exam, followed by Arkansas, Washington, Louisiana, and Nevada. The results are discussed below. California The  California Bar Exam  is  notoriously  difficult  and has one of the lowest passage rates  of any  bar exam  in the country. As of 2017, the exam takes two full days, including a performance test designed to evaluate applicants ability to handle a number of legal challenges involving a client, according to the State Bar of California, which created and administers the exam. In addition to the performance test, the exam also includes five essay questions and the Multistate Bar Examination, a standardized bar test created by the National Conference of Bar Examiners, which is administered to applicants taking the bar in nearly all states nationwide. Arkansas According to Andersons rankings, Arkansas  has the second-most difficult bar exam in the country. (Although  Hillary Clinton said  it was easier than the Washington, D.C. bar exam.) As in California, it is also a two-day bar exam. The degree of difficulty is due to the number of state and local laws represented on the exam. If you are planning on practicing law in Arkansas, make sure you take your bar exam studying seriously. Washington Washington state also has a  difficult bar exam. There are three law schools in Washington, producing a fairly high number of students each year who sit for the two-day exam. In addition, Seattle is becoming one of the most moved-to cities in the country, attracting many out-of-state bar exam takers. If you are thinking about practicing law in Washington, prepare yourself for a  challenging exam. And the neighboring state,  Oregon, also has a difficult bar exam, which pops into the  top five most difficult  depending on the data that is being used in the rankings. Louisiana Louisiana  prepares its law students in an entirely different way than any other state in the country—the four law schools there teach both common law (the tradition in England and the other 49 United States) and  civil law  (the tradition in France and continental Europe). If you are thinking of practicing law in Louisiana, you must go to law school in the state to learn the unique legal system in place there, and then take a bar exam that is completely different from any other state. Nevada There is only one law school  (UNLV) in the state of  Nevada, but having Las Vegas within the states borders makes it a popular destination for new (and  experienced) lawyers. The Nevada bar exam is two-and-a-half days long and has  one of the lowest passage rates  in the country. This is because of a combination of unique laws in the state and a higher required score to pass. Easiest Bar Exams to Pass If you’re wondering what states have the easiest bar exams, stick to the heartland.  South Dakota ranks as the state with the easiest exam, followed by Wisconsin, Nebraska, and Iowa. There are fewer law schools in these states (South Dakota only has one, and Wisconsin, Nebraska, and Iowa each have two), meaning that there are generally fewer law graduates who take the bar. And Wisconsin has an even sweeter policy—only those who attended law school in other states need to take the bar exam. If you graduated from law school in Wisconsin, you are automatically admitted to the state bar by a policy known as  diploma privilege. If you are trying to decide which bar exam to take, consider taking a jurisdiction that uses the Multistate Bar Exam, discussed previously in the California section. That bar exam makes it easier to move between states that also use the test. State-by-State Pass Rates Check out how your state ranks in pass rates with these numbers for 2017, compiled by Law.com. The states, as well as the District of Columbia and Puerto Rico, are ranked by the percentage pass rates of those taking the bar exam for the first time starting with Oklahoma, the state with the highest pass rate, and descending from there. Oklahoma - 86.90Iowa - 86.57Missouri - 86.30New Mexico - 85.71New York - 83.92Montana - 82.61Utah - 82.61Oregon - 82.55Nebraska - 81.67Kansas - 81.51Minnesota - 80.07Illinois - 79.82Pennsylvania - 79.64Idaho - 79.33Massachusetts - 79.30Alabama - 79.29Wisconsin - 78.88Tennessee - 78.83Washington - 77.88Connecticut - 77.69Arkansas - 77.49Louisiana - 76.85Texas - 76.57New Hampshire - 75.96Delaware - 75.95Hawaii - 75.71Virginia - 75.62Ohio - 75.52Colorado - 75.37Michigan - 75.14West Virginia - 75.00Discrict of Columbia - 74.60Maine - 74.38Georgia - 73.23Indiana - 72.88Wyoming - 72.73Nevada - 72.10South Carolina - 71.79North Dakota - 71.21New Jersey - 69.89Vermont - 69.33Kentucky - 69.02South Dakota - 68.18Florida - 67.90Maryland - 66.70California - 66.19North Carolina - 65.22Arizona - 63.99Mississippi - 63.95Puerto Rico - 40.25

Analysis of Issues of Corruption in Multinational Corporations Free Essay Example, 1500 words

The business partners are multiple. As stated by Mr. Sayed common legislation for controlling of the bribery is urgently required. There have been a few NGOs and organizations like OECD who have taken initiative to come up with legislation against issues of bribery. Codes are set up internationally which are meant to help the business decisions. It is a welcome effort as the issue is very serious and concerns day to day business applications. These codes specify bribery in three cases, people who are party to the bribery, active and passive version of bribery, actual bribery and the promise to pay bribery. There are practical difficulties in the implementation of the codes. If the definition of bribery is in itself vague then implementation of any regulation against it could be extremely difficult. Besides the codes themselves admit that it is impossible to cover the entire activities of bribery and regulate them. For some cases, it can provide a guideline, for others a definitive c ourse of action. The worldwide perspective of cultures comes in the picture here. What is accepted in some part of the world may not objectionable in other parts? We will write a custom essay sample on Analysis of Issues of Corruption in Multinational Corporations or any topic specifically for you Only $17.96 $11.86/pageorder now In such case regulating each and every course of action becomes vague. Like in case of facilitation payments, sometimes such payments are considered if they are meant to procure routine business work. Although these payments are not illegal the organization should not get into such practices. The regulations become dicey. In fact, dealing on the case to case basis is preferred. Again when it comes to gifts and entertaining the regulations are on the borderline of what seems to be an acceptable business practice and what comes under bribery. With these main areas getting hazy the international business community would definitely not be happy with the regulations. Another problem associated with these regulations or codes is their implementation. The anti-corruption culture has to come from within the organization as well. Even when we speak about cultural differences no culture or business environment in any part of the world would accept corruption as a norm, which is a very hopeful situation.

The journey to Assam was descripted in the most...

The journey to Assam was descripted in the most picturesque manner. The beautiful details of landscape, the rustic beauty of plantation, the greenery and fresh air were breath taking. It was like watching a dream land. The morning mist has risen over the valley and evaporated with the dazzling burst of sunlight. The air was still under the clear even sky. The welter of leafage was tensed beneath the world’s hollow cup. There was a concentrated lull in the slow heart of the day, as if India missed a heartbeat of the day, in the march of time. (2) Though Gangu’s journey was started on this beautiful note, but we soon find out the ugly truth concealed behind the mask of this beautiful portrait. Soon enough he realizes how badly he was†¦show more content†¦In the rat race to earn more profit the poor workers were doubly exploited. First by the British who paid them minimal wage, made them work in unhygienic and often life threatening conditions. For example when the plague of cholera and malaria was spread among the slum of these workers, then also they were made to attend the job. Even to apply for a leave they must visit the locally appointed doctor thrice and even then, if they do not get any better, then only their plea for leave shall be put under consideration. The second exploitation they had to face was by their own countrymen. People like the money lender who charge so much interest over even a small sum of money that with due course of time it become impossible for the victim to pay back. Middlemen or a gents like Buta also falls under the very same category. Speaking of the truth, they are worse than the money lenders. They target the weakest section of the society. They approach those who are financially broke with no hope or resource to survive. To those wretches they lend their divine helping hand, like the blessings of almighty himself and when the close their eyes and trust these agents, their fates are sealed in eternal darkness. These agents never step back from weaving tall tales of the plantation site, or telling false stories of prosperity. The innocent often felt for such traps and are doomed to work for ever in the hellish

Internship Report(Hr Development) Free Essays

string(168) " me with different tools and mechanism that is practiced in different profitable and non-profitable organizations through out the world in a social responsible manner\." â€Å"HUMAN RESOURCE MANAGEMENT PRACTICE† A study on Mithun Knitting And Dyeing Ltd, CEPZ, Chittagong [This internship report is submitted for the partial fulfillment of the degree of Bachelor of Business Administration (BBA) with major in HRM] Prepared by: Md. Nazrul Islam Khan Matric No: B063061 BBA (Major in HRM) Autumn-2010 Department of Business Administration Supervised by: Mr . Nazamul Hoque Assistant Professor Department of Business Administration Internship Duration: 30th march’11- 30th June ’11 Date of Submission: 9th June’ 2011 Signature of the Supervisor Department of Business Administration Faculty of Business Studies International Islamic University Chittagong Date: 9th June ’2011 To The Head Department of Business Administration International Islamic University Chittagong Sub: Submission of internship report Dear Sir, With due respect and humble submission to state that I’m a student of BBA, Major in HRM, in your faculty . We will write a custom essay sample on Internship Report(Hr Development) or any similar topic only for you Order Now I have successfully completed my internship in Mithun Knitting and Dyeing Limited, on Human Resource Practice. I tried my level best to cover the report with relevant information that I have collected during three month internship period. Garments officials have also cooperate to make this happen. During this time they shard their knowledge and to me to know about various Garments activities. I beg your kind excuse for the error that may take place in the report in spite of my best effort. I believe that you would be kind enough to accept this report and evaluate with your sagacious judgment. Sincerely yours MD. NAZRUL ISLAM KHAN Matric No: B063061 BBA (Major in HRM) Autumn-2010 Department of Business Administration International Islamic University Chittagong Acknowledgement: First I would like to thank to almighty Allah for giving me the patience, courage, assiduous and expansion of mantel faculty to prepare this report. It is an immense pleasure to me that this report is the out come of my dedicated effort to prepare a standard report and know in details about the HUMAN RESOURCE PRACTICE in Mithun Knitting and Dyeing Ltd. At the very outset, I would like to take this opportunity to express my honorable supervisor Mr. Nazamul Hoque, department of Business Administration , IIUC, for his valuable suggestion and cooperation. I also like to thank my coordinator of my BBA program. I would like to thank Mr. Bashir Ahmed (Manager, Admin) and Mr. Abdus Sobhan(Sr. Officer,admin compliance), for their continuous support ,inspiration and giving me uncountable support to prepare this report . Without their help, its not possible to me complete this report. I also very much pleased to Mr. MD. Showkat Hossain(Asstt. Manager,Commercial) of MKD, to giving me the chance to start my internship in MKD. My sincere thanks go to the others who were involved and helped me directly and indirectly in preprinting this report as well as my faculties, IIUC. Executive Summary: Human Resource Management is one of the major fields of the study in today’s business world. Human Resource Management means â€Å"To care for people or look after people, to manage affairs†. Its simple meaning is â€Å"Management of affairs and looking after people† HRM is a process, common to all group, effort public or private, civil or military, large scale or small scale. It is a process of managing effectively and smoothly the functioning of institute governed by its rules and regulations. The main motto of preparing this report is to know the details of HR practice in MKD. All of you know that HR is a social science and talk of time in today’s world. HR play pivotal role in smooth operation of organization. British Institute of HRM defines HR as that part of management concern with people at work and with their relationship within an enterprise. HR Department does an important role in MKD ltd. Through this report I will understand about my practical experience in HR practice in MKD ltd. I also make you understand about brief idea of MKD ltd. They practice HR for employee selection, increment policy, auditing, training program, about the whole thing of HR practice in MKD ltd. And also add recommendation and conclusion. Table of Contents Chapter: 1 1. 0| Background of the study| 1. 1| Introduction| 1. 2| Objectives of the study| . 3| Methodology of the study| 1. 4| Scope of the study| 1. 5| Limitation of the study| Chapter: 2 2. 0| About MKD Ltd. | 2. 1| A brief company profile| 2. 2| Production facility | 2. 3| Major products| 2. 4| Business procedure| 2. 5| Group profile | 2. 6| Vision| 2. 7| Values | 2. 8| Objectives| 2. 9| MKD performing following buyers| Chapter: 3 3. 0| Organogram of MKD department| 3. 1| Various department| Chapter: 4 4. 0| Meaning of HRM| 4. 1| Function of HRM| 4. 2| HRM practice in MKD Ltd. | 4. 3| Recruitment policy in MKD Ltd. | 4. | Employee selection of MKD| 4. 5| Selection process| 4. 6| Selection policy| 4. 7| Training Development| 4. 8| Training for| 4. 9| Benefit of training| 4. 10| Training method| 4. 11| Training place, duration trainer| 4. 12| Training evaluation| 4. 13| Training program | 4. 14| Compensation| 4. 15| Some other compensation for| 4. 16| Payment of wages | 4. 17| Worker not entitled to compensation| 4. 18| Performance appraisal| 4. 19| Who will be apprised| 4. 20| Methods of performance appraisal | Chapter: 5 5. | Findings| 5. 1| Recommendations| 5. 2| Conclusion| 5. 3| Reference| Appendix: Chapter-1 * Introduction of the study * Objectives of the study * Methodology of the study * Scope of the study * Limitation of the study 1. 0 Background of the study: INTRODUCTION: Knowledge acquisition is the foremost duti es of a student, knowledge can be gained through a process of stages such as reading, writing, visual, touching and doing it practically. As a part of my BBA program, internship is required for the course. Internship program blends practical knowledge with the theoretical thought. Undoubtedly this is the very inception period of any individual career. As a part of requirement, I did my internship at Mithun Knitting Dyeing Ltd. ,on HRM for three months, which equipped me with different tools and mechanism that is practiced in different profitable and non-profitable organizations through out the world in a social responsible manner. You read "Internship Report(Hr Development)" in category "Essay examples" The internship program not only creates opportunity for the student to acquire first hand information on a giving subject but also wide field of information and knowledge for them. I am assigned the internship program with the aim of practical knowledge on HR Practice in MKDL. 1. . Objectives of the study: It is important to know about the objectives of MKDL. Every activity has some specific objectives. The main and foremost objectives of the study are to know in details activities of HR practice in MKDL. The other objectives are as follows: 1. To acquire prac tical knowledge and experience on HRM practice in MKDL. 2. To find out the existing HRM activities on MKDL, CEPZ, Ctg. 3. To know the industrial relation between employers, employees, workers, trade union and Government (BEPZA). 4. To identify the problems relating to HRM in MKDL. 5. To provide suggestions to overcome the limitations of HRM in MKDL. . 3. Methodology of the study: The current study has been conducted through collecting data from primary as well as secondary sources. The sources are interview with the management and employees. Organization’s service rules, policies, procedure and records. * Primary data: Primary data have been collected by observation of MKDL human resource department. Discussion with the officials and resource professionals at this organization. * Secondary data: Secondary data have been collected from the available and relevant magazine, journals, reference book and visit MKDL website. 1. 4 Scope of the study: This study is confined with MKDL only. I have prepared my report on the basis of gathered knowledge, experience and performed during my internship report. I have made all possible efforts to submit this report. I tried my level best to collect data from the MKDL HR department. I have a practical knowledge about EPZ sector and also to know how all company in this area make a vital role in Bangladesh. 1. 5 Limitation of the study: Every activities of the world have some limitation. I face some limitation to complete my internship program. Some are given below: 1. I have no previous experience to conduct the research work. . Some information is so confidential that the authority is not allowed to provide this information. 3. Due to the strategic decision some crucial information is not possible to collect. 4. I start my internship program lately so, its not possible to me arrange a best internship report. 5. Garments and Footwear organization are a wide part of out economy but there is no information available in our newspaper or other media. It is the biggest limitation for data collection. Chapter- 2 * About MKDL * A brief company profile * Production facility * Major product * Business procedure * Group profile Sister concern * Vision * Values objectives * MKDL’s buyer list 2. 0 About Mithun Knitting and Dyeing Ltd: MKDL getting to be one of the best and diversified business groups in Bangladesh. They are still continuing on the journey of growth, diversity and achievement our growth has been one of the most significant in each area of operation. This made possible by the strong drive of the management and continuous dedication hard work of the rest of their team. MKDL total workers are 629; the HR department facilities these workers. Moreover for their contribution the economy of our country is running. . 1 Company Profile Name: Mithun Knitting and Dyeing Limited Year of Incorporation: 1991 Year of Business Commencement: 1991 Commercial Operation: Septe mber: 1993 Legal Form of the Company: Public Limited Company Corporate Office: Sena kalian Bhaban Suite No. 904, 9th Floor 195, Motijheel C/A, Dhaka-1000, Bangladesh Tel: 880-2-9551918,9551890 Fax: 880-2-9564929,9553880 E-mail: toyobang@bangla. net Location of Factory: Plot No. 43-46, Sector-4, Chittagong Export Processing Zone South Halishahar Chittagong-4223, Bangladesh Tel: 800-31-741281,740220 Fax: 880-31-740427 E-mail: mithun@colbd. net Business: Circular knitting, dyeing, finishing and knit Garments Product Range: Fabrics Single Jersey, Interlock, Rib, French Terry, Flat knit (collar cuff) Fleece Product range: Garments T-shirt, polo shirt, ladies tops, ladies singlet, fleece jacket, sweat shirt, pajama, tank top Capacity: Knitting-13500 kg/ day, Dyeing-white-12375 kg, color-10740 kg/day Garments-basic T-shirt-10000 pc/day, polo shirt-5000 pc/day Authorized capital Tk. 100000000 Paid up capital Tk. 50000000 No. of Employment Skilled-224, Officer-16, Stuff-75, Samiskilled-314, Total=629 Origin of machinery USA, Germany, ITALY, Sweden, England, Korea, Japan, China, Taiwan, Singapore, Hong Kong, India, Bangladesh 2. 2 Production Facility: * Knitting section * Dyeing section * * Finishing section * Fleece section * Garments Section 2. 3. major products: * Polo shirt * T-shirt * Fleece jacket * Pajama 2. 4 Business PROCEDURE: * Order Execution : * Lead time: 90 days for new orders and 60 days for repeat order. * Production process time: 14 from the date of receipt of materials. * Mode of Payment: * LC at sight with FOB basis. * CMT basis, payment by TT * Documentation: FOR LC: Original documents to be sent through Bank to Bank as per LC. * FOR CMT: * OPTION-1: original documents to be sent through bank to bank to bank and consignee of BL will be any Bangladeshi bank. * Option-2: If need to send original documents directly with customer as consignee in BL, need to make payments in advance. 2. 5 Group Profile Mithun Knitting and Dyeing Limited is the parents company of th eir group. The other sister companies of the group are as follows: 2. 5. 1 Sister Concern * Toyo Composite Ltd. Established in 1991 * Pure Cotton Knit Ltd. Established in 1991 * Bangos Biscuits Ltd. Established in 1991 Tallu Spinning Mill Ltd. Established in 1990 * Mithun Knitting and Dyeing Ltd. Established in 1991 * Radio Today FM. Established IN 2006 2. 6 MKDL Vision: To be: * Best quality and right time shipment of the products * The most cost effective procedure of quality products and its item * The best example of an international export oriented company in Bangladesh. 2. 7 MKDL Values: * Team player * Excellence * Responsible * Appreciation * Living * Caring 2. 8 MKDL Objectives: * 100% Safety Record * 100% Delivery on Time * 100% Quality Fine Time * 100% Commitment * 100% Utilization of Resources . 9 MKDL performs the following buyers: * Crocodile * Carrefour,Zara * Dullards * GAP, Sears * Zellards * Otto * Auchan * Carriefore * Neckerman/ Ackerman * Peacock * Answer Mode GMBH * QUESTION Fashion BV * Reebok MKDL maximum buyer is from UK, Germany and Europe side. CHAPTER – Three Department of Mithun Knitting and Dyeing Limited * Organogram of MKDL * Various Department of MKDL | Various Departments member in position:| SL. #| NAME| DESIGNATION| 1| MR. BASHIR AHMED| Manager (Admin)| | Mr. Md. Nurul Islam| Asstt. Manager (A/c’s)| 3| Mr. Moin Uddin ahmed| Asstt. Manager(Knitting)| 4| Mr. Md. Showkat Hossain| Asstt. Manager(Commercial)| 5| Mr. Probir Ranjan Dey| Asstt. Manager(Dyeing)| 6| Mr. Jahangir Alam| Asstt. Manager(Mercendiser)| 7| Mr. Jahangir Alam| Sr. Asstt. Engineer)| 8| Mr. Abdus Sobhan| Sr. Officer(Admin; Compliance)| 9| Mr. Shahidul Islam | Sr. Marketting Executive| 10| Mr. Md. Shafiul Azam| Accounts Officer| 11| Mr. Md. Shah Alam| Development ; Security Officer| 12| Mr. Shahidul Alam | Officer(MIS)| 13| Mr. Seddiqur Rahaman| Sub. Asst. Engineer| 14| Mr. Maksud Ali Mridha| Jr. Store Officer| 15| Mr. Keramat| Jr. Production Officer| 16| Mrs. Sultana Karemunneesa| Jr. Officer(DATA COLOR)| 17| Mr. Harun-Or-Rashid| Jr. Officer(Store)| 18| Mr. syed Mizanur Rahaman| Jr. Production Oficer (Dyeing)| 19| Mr. Boadrul Islam| Jr. Production Officer(Knitting)| 20| Mr. Shamim Chowdhury| Jr. Officer(Welfare ; Complaince)| 21| Mr. Gias Uddin| Jr. Officer(Garments)| 22| Mr. Md. Mahafizul Hoque| Jr. Executive (Marketing)| Chapter – Four HRM as practiced in MKDL * Meaning of HRM * Function of HRM * HRM practice in MKDL * Employee selection * Selection process * Selection policy Training ; Development * Training for * Benefit of training * Training method * Training place, duration ; trainer * Training evaluation * Training program are * Compensation * Some other compensation for * Payment of wages * Worker not entitled to compensation * Performance appraisal * Who will be apprised? * Method of performance appraisal 4. 0 Meaning of HRM: â€Å"MA NAGEMENT of human resources is the function of all enterprises which provide for effective utilization of people to achieve both the objective of the enterprises and the satisfaction and development of the employees† (Glueck, Management). Allah the almighty has endowed human beings with the power inherent in them which if nursed, nurtured, cultivated, developed and sharpened can unveil the secrets of nature. Human beings become human resource when their skills and abilities developed to undertake some productive activities that are useful to them and to their society. 4. 1 Function of HRM: 1. ACQUISATION: * Human resource planning * Recruitment * Internal * external * Employee socialization 2. DEVELOPMENT: * Employee training * Management development * Career development 3. MOTIVATION: Job * performance evaluation * rewards * job evaluation * compensation benefit * discipline 4. MAINTENANCE: * Safety and health * Employee / lab or relationship 4. 2 HRM practice in MKDL Organization has big impact upon its human resources development and managerial activities. Organization structure influences personal activities within the department as well as relation with others whom it is to serve. That is way MKDL also practices in HRM. Human Resource Department maintains some policy. That also followed by the employee, employed and worker. The policy aims are: Achieving, the main objective of the organization, creating committed employees, developing trained personal, recognizing trade unions as representative of worker, consultative service to employees, delegation of authority, co-operation to and from employees, security of employment, opportunity for growth, fair wages and salary, objective evaluation of work. MKDL played a vital role in society. MKDL have HR department since 1993. Because it is an export oriented organization. HR department maintain policy and they work for the whole organization, as well as for the worker mainly. HRM Practice in MKDL some kinds are given below: * Recruitment policy * Selection * Training and Development * Compensation * Performance Appraisal 4. 3 Recruitment Policy in MKDL: RECRUITMENT is a linking function joining those with jobs to fill and those seeking job. The objective of MKDL recruitment policy is to develop a group of potential qualified people. The recruitment processes attracts qualified applicants and provide enough information for all kind of employees. Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to work environment, and time consuming. Hiring the right employee, on the other hand, pays back in employee productivity, a successful employment relationship, and a positive impact on total work environment. There are six kinds of employees or workers: 1) â€Å"Permanent employees† is an employee who has been engaged on permanent basis after complete of his/her training. 2) â€Å"Temporary employees† is an employee who has been for work that is temporary basis. The electrical engineer is MKDL temporary employees. 3) â€Å"Probationer† is an employee who is provisionally engaged to fill a permanent vacancy in a post and has not completed the period of his / her privations. ) â€Å"Employee on contract† is a person with who employed on contract basis. The auditors of MKDL are contract basis. 5) â€Å"Apprentice† means a learner that paid an allowance or fixed pay during the period of his/her training. 6) â€Å"Casual† means a worker whose employment in casual basis. 4. 3. 1 MKDL Rec ruitment Sources: There are two sources of recruitment . These are internal and external sources of recruitment. MKDL mainly follows the external sources for recruitment. One main thing is that MKDL is a public Ltd company. Then the recruitment policy is given below: * Advertisement on newspaper Hang on notice in front of MKDL main gate * Internet ads in there website. 4. 3. 2 Personal File: MKDL maintains a personal file for their worker that is part of recruitment policy. In a personal file each worker some record are their. This are: * Application * Picture * Age certificate * Medical certificate * National certificate * Educational certificate * Appointment letter * Confirmation letter * Increment paper * Any disciplinary letter 4. 4 Employee Selection of MKDL: To select is to choose selection is a screening process. It is the process of picking who have relevant qualification to fill jobs in an organization. MKDL selection objective is to select the right candidate who is physically fit, intelligent and done their job perfectly. 4. 5 Selection Process: There is some process to select employees and worker. MKDL follow these procedures to select best employees to their company for a better output. The process are given below which is follows by MKDL. 4. 5. 1 Reception of Applicant. 4. 5. 2 Preliminary Interview. 4. 5. 3 â€Å"Filling an Application Blank† which provide brief history of an applicant’s background. 4. 5. 4 Employment Test: MKDL follows some procedure to select their employees. Their selection procedure test is reliable and valid. Tests aimed at predicting future success on their job. Verities of test usually used as selection tools. * Intelligent tests * Aptitude tests * Achievement tests * Interest tests * Personality tests For the types of employee or worker HRM department of MKDL choose the one of test. 4. 5. 5 Interview: MKDL is a garments company they have worker for factory and employees for several department. To select worker and employees it is different from each other. There are six kinds of employees. For that reason, they follow different types of interviews. Types of interviews: * Non – directive interview * Patterned interview * Situational interview * Panel interview Interviews process: HR department of MKDL have identified certain steps while conducting interviews. * Preparation: selecting the interview process to followed. HR department expertise arranges and selects the employees. * Reception: The interview started on time. * Information exchange: Applicant’s must know what they are applying for and they have to know the idea about it. * Termination: Interviewer’s personal opinions and applicant’s performance basis HR department select the employees. Evaluation: After the interview process HR department select the candidate for next process. 4. 5. 6. Background of Reference checks: Good reference check, when used sincerely will fetch useful and reliable information about the candidate. 4. 5. 7. Preliminary selection in HR department: HR department select the employee or worker. 4. 5. 8. Physical examinati on: All applicants’ must a medical certificate in MKDL HR department. 4. 5. 9 Placement: Then the following departments select the employee or worker and they should place. 4. 6 Selection policy: In the selection policy, an applicant must have some education qualification. For worker: Workers must be pass min. class eight. For employees: They must be complete their graduation. In addition, for higher level applicant must complete masters’ degree. 4. 7. Training and Development: Training and Development has been always an essential part of human life, particularly in working environment. Workers performs better if they are training in the skills necessary for thir jobs, and managers are better leaders if they are trained up with these skills. 4. 7. 1 Why training is essential in MKDL: Training is essential in MKDL for improve their quality, increase production and improve organizational climate. Because MKDL’s main theme is produce high quality product. For that reason whole organization employees needs training and develop their skill. It important for: * Economy in operation * Minimization of supervision * Better performance * Increase in morale * Uniformity in performance * Effective control 4. 7. 2. Reason for employee training and development: Training and development can be initiated for a variety reasons an employee or a group of people: * When a performance appraisal indicates performance improvement is needed. * To benchmark the status of improvement so far in performance improvement effort. As part succession planning to help an employee be eligible for a planned change in role in the organization. * To train about a specific topic. * As part of an overall professional department program. * The operation of a new performance management system. 4. 8 Training For: MKDL has been arranging some kind of training: For worker: * Behavioral training * Technical trai ning For official: To get more efficient officer MKDL arrange some training which a part of their job. Some training fir the technical officer specially arranged. 4. 9. Benefit of training and development: * Increase job satisfaction and morale among employee. Increase employee motivation. * Increase efficiencies in processes, resulting in financial gain. * Increase capacity to adopt new technologies and methods. * Reduce employee turn over. * Enhanced company image e. g. conducting ethics training. * Risk management e. g. training about sexsul harassment, diversity training. 4. 10 Training method at MKDL: MKDL provides two types of training that is on the job training and off the job training. The best technique for one situation may not suitable to other situation. ON THE JOB TRAINING Employee or worker coached and instructed by skilled co-worker. By supervisor, by the special training instructor. MKDL also provides various types of on the job training these are coaching or understudy, job rotation or special assignment. Coaching: Coaching method, which also known as internship and apprenticeship method, the employees/ worker is, trained on the job by his/her immediate supervisor. Apprenticeship: In MKDL the person who appointed under apprenticeship, they supervised through their supervisor and they have three months for apprentice period after successful completion of apprenticeship period they appointed as a regular employee/ worker. Job trainee: A management or HR department selects a trainee who moved from job to job at certain intervals. Specials assignment: MKDL provides lower level executives with first hand experience in working an actual problem. Off the job training: Off the job training means that training is not part of the everyday job activity. In MKDL training program, do not arrange by them. BEPZA selected one officer for training and it arrange in outside from the organization. Off the job method following that method. Lecture: It is an old method. Selected expertise gives some lecture to the trainees Conference: Participant gain knowledge and understanding by attending these conferences. Group discussion: Group discussion exchange of ideas and opinions take place which help the participants to develop leadership qualities. Case studies: The case based on actual business situation are prepared and given to the trainee managers for discussion and arriving ata proper discussion. Role playing: The trainer use this method for develop the employer human relation and development of leadership qualities. 4. 11. Training place, Duration and Trainer: Place: MKDL only arrange training program for their worker and the apprentice. BEPZA select the place for the training program. Duration: The training program depends on training objectives. Sometimes for long time or some time for short time. For the apprentices training program arrange for three months. Trainer: For the worker and new employee’s trainer are the upper levels of the worker. However, off the job training, trainers are outside if the organization. 4. 12. Training Evaluation in MKDL: Training evaluation model starts with training need assessment it means that what kind of training are essential for smooth operation of the company. MKDL evaluates TNA by the process of employee or the worker working condition or it called yearly secrete report. 4. 13. Training Program are: * Personal proactive equipment: * First aid * Fair training or dealer * Health and safety * Awareness safety about toxic hazard * Awareness aids 4. 14. Compensation: MKDL compensation systems policies are given below: Gradation of workers| Minimum wages| Remarks| i. Apprentice | US $20(consolidated)| Training for 3 months; may be extended for another 3 months in the maximum. | ii. HELPER| a) US $30 b) US $25| ON completion of training, a works becomes permanent unless terminated during the training period. | iii. Junior operator(Jr. )| a) US $36 b) US $30| A helper, when allowed to operate a. m. chain, shall be deemed to have been upgraded as a Jr. operator. | iv. OPERATOR| a) US $45 b) US $40| A Jr. operator shall be promoted as an operator on completion of 2 years service as such. | v. Sr. operator | a) US $50 b) US $45| An operator having served of 2 years as such shall upgrade as Sr. operator. | vi. High skilled| a) US $58| On completion of 2 years service as a Sr. perator,a worker shall be eligible for promotion as high skilled worker but subject to attaining required skill. | 4. 15. Some other compensation for: * Maternity benefit: A female employee who has completed minimum of six month service shall be entitled on application to maternity leave with pay for eight weeks after confinement on ground maternity. No female worker is entitled to such kinds of maternity benefit if she has two or more children. * Festival leave: Every employee allowed at least eleven days festival holiday with pay in a calendar year. * Compensation for injury sustain while on duty. Every worker shall be entitled to casual leave with full wages for ten days in a year. * Every worker shall be entitled to fourteen days sick leave on half average wages in a year. 4. 16. Payment of wages: * For employee paid on monthly basis , salary paid within the 7 days of the month. * For employee paid on weekly basis, wages by the first working days of the work. * For terminal employees, termination benefit and any other dues payable to the terminated employee paid within 7 days from the date of termination. * Overtime wages: Overtime wages given MKDL by this method: Basic salary *2*OT Hours/208 * Provident fund: The provident fund given by this method: Basic salary *8033% 4. 17. Worker not entitled to compensation in certain cases: * If worker does not present himself for work at the appointed time during normal working hours at least once a day if so require by the employer or lay-off is due to unauthorized absence from work by workers in another part of the employer. * If worker refuse to accept on the same wages. 4. 18. Performance appraisal: Performance is something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables. Job performance is a commonly use, yet poorly defined conceot in industrial and organizational psychology, the branch of psychology that deals with the workplace. It most commonly refers to whether a person performs their job well. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Among the most commonly accepted theories of job performance. 4. 18. 1. Why performance appraisal is important in MKDL: * PERFORMANCE APPRASIAL can serve as a useful basis for promotion or reward. It serves as a guide for formulating a effective training and development program. * Managers can identify employees who are performing at or above expected level. Then it may help to increase competition. * It identifies the employee’s good or poor performance. * It helps to understand that in which way employer improve their performance. 4. 19. Who will be appraise: * Self – appraise also included, it help to improve employees confidance level to work efficiently. * For worker their performance appraise by supervisor. * Consultant or the auditor appraises whole organization. 4. 20. Methods of performance appraisal: PERFORMANCE appraisal methods are available for judging the performance of the employees. In MKDL performance appraise by upper level of an employee. The method is called the confidential report or yearly secret report. And performance appraise by behaviorally anchored rating scale (BARS) CHAPTER- FIVE * Findings * Recommendations * Conclusion * References 5. 0 Findings: Due to my internship program I got some findings. Such as: 1. In MKDL both internal and external sources of recruitment are followed. 2. For workers, external sources of recruitment are followed. 3. For officers internal sources of recruitment are followed. . Immediate supervisor provide training to the workers in MKDL. 5. In selecting workers normally previous experience is highly considered. 6. Performance is evaluating by the boss/supervisor and it is done annually. 7. The relation is good between employers, employees, worker, trade union (WRWC) and (BEPZA). . 8. The have no internal auditor. In MKDL HR department so the have to face problem to audit their report. 9. Supervisor are not more efficient that’s why the can’t supervise the worker properly. 10. The company does not pay the salary in due time, trough there is no problem to pay it timely. 1. The salary structure is below standard in some cases. The salary structure is insufficient comparing with present economic situation. 12. MKDL does not provide any transport facilities to their worker. Which is very necessary. 13. The maintain safety and healthy environment for their employees. 14. They arrange on the job training for their employees. 5. 0. Recommendations: For smooth operation of HR department the following task must be completed as soon as possible. 1. MKDL should provide the salary in due time because it helps the employee to give more concentration to the organization. . They should increase the involvement of employee in designing the training program. 3. Fire training and other injury training should be provi ding to the new workers. 4. Supervisor have to more effective because the motivate worker to do their jobs better. 5. Training should be evaluated properly. 6. HR department should recruit an internal auditor. 7. Company HR department should be free from any types of biasness especially on recruitment and selection process. 8. Salary structure should be updated and matched with the market situation.. 9. Company’s HR department should arrange more effective training program in order to increase the employee’s ideas and creative power. 10. The organization provides conveyance bill but when the work late night, they fall in trouble for the transportation. 11. More and more business professional should be appointed in training and development department and it should be off the job. 5. 2. Conclusion: Human Resource Department measures the organization strength in every respect. This aspect must from part of the organization strategic and administrative thinking. Effort should constantly be made to improve the organization productive capacity. Human Resource is a key factor to consider in organizational development and must emphasized in responding the micro and macro environment changes of Bangladesh. MKDL played a challenging role in Bangladesh. Because MKDL REPRESENTIATIVE OF Bangladesh. For their contribution, our country economic growth increases. Our population directly benefited through the operation of the organization. MKDL and their sister’s company engaged to increase our economic growth. Bangladesh government should provide necessary opportunity for EPZ sector so that it can operate smoothly. . 3 References: 1. Profile of MKDL 2. Many official report of MKDL 3. Different officials and workers working area in MKDL 4. Web site of MKDL 5. Human Resource Management and Industrial Relation By Dr. Abdul Awal Khan Dr. Md. Abu Taher Appendix : Questionnaire for Management Staff: (Give the answer into the tick mark () in the appropriate place) Officer name: Age: Department: Post Name: 1. Does your organization practice HR development? Yes No 2. Does HR department give extra priority to their employee? Yes No 3. Are you getting any extra allowance for training? Yes No 4. Do you get any facility (Lunch or Tiffin) during your office time? Yes No 5. Is your organization getting any suggestion from you if they needed any strategic decision? Yes No 6. In department of HR training and development officers are available? Yes No 7. Do you face any problem when HR department need some improvement for their worker? Yes No 8. What is the time duration of training? 3 month 6 month 1 year Questionnaire for Worker: (Give the answer into the tick mark () in the appropriate place) Worker name: Age: Department: Post Name: 1. Do you get facility from HR department? Yes No 2. Do you use any personal protective equipment? Yes No 3. Do you get personal equipment from your organization? Yes No 4. Do you get train about fire drill training? Yes No 5. After training program has your performance ability increased? Yes No 6. Are you get OT and provident fund amount from your organization? Yes No 7. Are you satisfied on your increment amount? Yes No 8. Who get the more priority for training program in your organization? Technical person Non Technical person MITHUN KNITTING AND DYEING LIMITED Annual Confidential Report (Officer) PART-1 (To be filled by concern employee) NAME (IN CAPITAL LETTER): Designation: Department: Date of birth: Age: Qualification: Joining date: Salary while joining: Last increment: Present salary: a) Basic salary: TK. Pay scale: b) House rent allowance: TK c)Conveyance allowance:TK d) Medical allowance: TK e) Other allowance TK TOTAL PART-2 TOTAL POINTS: 100 POINT SCORED: EXCELLENT: 91-100 AVARAGE: 51-70 GOOD: 71-90 BELOW AVERAGE: 00-50 GRADE: Assessment of Dept. Head Signature with date: Name Designation: PART-3 (To filled by approving authority) Remark/ General/ Assessment: Approval:- Signature with date: Signature with date: Name: Name: Designation: Designation: How to cite Internship Report(Hr Development), Essay examples

Britains Steel Industry

Question: Trade theories and current crisis of british steel industry. you must used quite few different countries. Demonstrate the application of trade theories applicable in the British steel industry context. Answer: In the recent times, the British steel industry is facing the heat as there are repeated job cuts as owing to the lack of demand of steel, the global steel prices have slumped by more than 50% since June 2014 (Robinson, 2015). Additionally with China in doldrums, it is expected that the global demand would remain slump in the near future and hence the prices would not increase drastically. The condition is further worsened by a strengthening of the UK pound which makes importing steel a more viable option for the various British customers (Bowler, 2016). The slump in the steel industry can be explained on the basis of Heckscher-Ohlin Theory. As per the Heckscher-Ohlin theory, amongst the two nations one of them would be comparatively more efficient in the production of one good and thus would be able to do so as a lower cost. Since, the lower cost producer has comparative advantage, only it should produce that good and trade the surplus with the other country and in the process both the countries gain. This comparative advantage is derived primarily on the basis of national factor endowments such as labour, land , capital. In the case of UK-China, it is apparent that China is the comparatively more competitive producer of steel primarily because of lower labour costs, economies of scale, availability of cheap man power along with government support (Dombusch, Fischer Startz, 2012). As a result, it makes sense for UK to import steel from China as this would be cheaper than the steel domestically manufactured (Robinson, 2015). This is further facilitated through the appreciation of pound which tends to make imports even more attractive. As a result, it is logical that the customers would shift to cheaper Chinese substitutes in order to remain competitive. This is apparent from the increase in imports of steel from China which reached the levels of 687,000 tonnes in 2014 as compared to 303,000 in 2013 (Bowler, 2016). Hence, the closure of less competitive British Steel industry is bound to happen sooner rather than later. It is advisable that the UK with its competitiveness lying in engineering and skilled manufacturing especially automobiles import the steel from China and instead focus on increasing the sales of high technology goods along with automobiles which they can provide to China since the competitive advantage is with UK. Thus, through international tra de theory both the nations can benefit by engaging in trade (Dombusch, Fischer Startz, 2012). References Bowler, T 2016, Britain's steel industry: What's going wrong?, BBC News, Available online from https://www.bbc.com/news/business-34581945 (Accessed on March 27, 2016) Dombusch, R, Fischer, S Startz, R 2012.Macroeconomics, 10th edn, McGraw Hill Publications, New York Robinson, M 2015, New crisis for British steel industry as Tata announces nearly 1,200 job losses in Scotland and Scunthorpe, Mail Online Website, Available online from https://www.dailymail.co.uk/news/article-3280523/New-crisis-British-steel-industry-Tata-expected-announce-1-200-job-losses-UK-today.html (Accessed on March 27, 2016)

The Hazards of Risky Investments

Question: Describe about a Research Proposal in The Hazards of Risky Investments? Answer: Introduction In order to shield themselves from The Hazards Of Risky Investments Or Ventures, banks, investors and shareholders perform credit investigation of the health care organizations who apply for loans to banks or who issue shares in the market. Key piece of credit examination or analysis is financial examination or analysis done through taking into account monetary pointers. On the off chance that financial analysis or monetary examination gives attractive markers, banks perform more profound credit investigation which next to money related investigation likewise incorporates industry examination in which the association leads the business, their position inside of the business, nature of the administration and components of exchange structure such are contracts. fair examination of a credit candidate's such as that of an health care organizations money related angles gives significant data about its reliability. Investigation gives answer to address how the organization worked in past p eriod and it gives presumptions about future operations, i.e. whether the organization will have the capacity to reimburse credit commitments to bank or provide returns to the investors or shareholders. Financial analysis is performed on the part of banks taking into account financial and budgetary reports which organization delivers in the process of applying for a loan. These reports as produced by an health care organisation include income statement that depicts changes in profit earning performance which occurred in the organization over a financial year, balance sheet that shows money related position of the organization toward the end of an one year financial period, cash flow statement which offers assessment of different sources and use of cash in a financial year, report depicting changes in equity and accounting notes that contain data which are applicable for client's necessities about positions in accounting reports and in addition showcasing risks and vulnerabilities th at impact an organization (Berry, 2011). The accounting notes also contains data about topographical and mechanical sections, number of managers and staffs and other applicable information. Financial report analysis - horizontal and vertical Analysis of financial reports can be done through vertical as well as horizontal analysis. Financial reports can be understood in a better way in terms of comparisons and interrelations through both horizontal and vertical analysis (Oster, 2006). Vertical analysis The process of vertical analysis involves percentage examination of things from monetary report between two or more record periods and gives certain decisions about structure and changes in structure of benefits and liabilities. These progressions are then further broken down in point of interest, with the objective to comprehend watched changes. Vertical analysis depicts stakes in terms of percentages that are possessed on the part of various groups of stakeholders in the forms of assets. For vertical investigation or analysis of monetary record, absolute resources or total assets and aggregate or total liabilities are utilized as a base figure. For vertical investigation of statement of profit and loss, base sales figure is used which originate from offer of items, products and administrations on local and remote business sector. Horizontal analysis Horizontal analysis of financial reports speaks to correlation of parity positions in balance sheets of present and earlier year, and also positions in profit and loss statement of present and earlier year (Rees, 2008). It is indeed fact comparative examination of financial or money related reports. Point by point examination is required for distinguished changes as deviation, decrease or increment in estimation of position in financial or monetary report. Analysis of financial ratios Ratio analysis also known as proportion investigation of financial, accounting or budgetary reports speaks to each number which indicates connection between two elements in yearly financial records that include balance sheet, income statement, change of equity report and cash flow statements (Rodgers, 2008). In the context of a health care organisation, financial ratios or proportions are taken in to consideration in the process of investigation of credit candidate's business initiated on the part of credit officer of the bank. Signs got from proportion examination or ratio assessment lead credit officer to ask credit candidate certain inquiries and by that way finish money related investigation. Investigation or analysis of financial reports done by credit officers, put accentuation on capacity to give back the loan and dangers identified with credit candidate's business. With a specific end goal to rate credit capacity and business danger of credit candidate, credit officer must co nsider adequate number of ratios or proportions and focus their relationship (Rodgers, 2008). Ratio or proportion examination is advantageous in watching patterns in money related exercises of business entity, correlation of monetary qualities of particular business substance with other, business elements from the same business region or from the same branch and deciding reliance between elements which impact budgetary achievement of business element. Taking into account data assembled from specific pointers of ratio examination, financial indicator groups that can be recognized are profitability indicators, liquidity indicators, debt indicators, activity indicators and cost effectiveness indicators. Liquidity indicators During the time spent in analysis of ratios related to money related reports liquidity of credit candidate such as an health care organisation can be assessed. In this context, liquidity can be defined as the ability to repay within due dates and under characterized conditions thereby reflecting commitments toward banks (Wang, 2010). The major ratios capable of indicating liquidity position and performance of a health care organisation are current ratio, quick ratio, cash ratio and financial stability ratios. Current ratio Current ratio demonstrates organization's capacity to administer current liabilities with accessible current resources called current assets. This ratio is formed by studying connection between short-term liabilities and assets. Estimation of general liquidity proportion is contrasted with the same pointer in earlier year, and with proportions of the organizations from the same branch. On the off chance that the present proportion is underneath 1.5, there is a probability that the organization is not having enough short-term resources or assets for meeting short-term liabilities (Chattopadhyay, 2010). In the event that the estimation of current ratio or proportion is essentially higher than the sector average, this demonstrates that advantages are not utilized effectively in the industry and the organisation uses the current assets more efficiently than the industry as a whole. Quick ratio Quick ratio is calculated upon watching connection between current resources or assets less stock, and current liabilities. It ought to be min 1, which implies that present liabilities ought not be higher than current resources from which stock value has been deducted. Cash ratio Cash ratio has the ability to demonstrate the scope of current liabilities with money. It is trusted that this proportion should not be under 0.1 i.e. 10% (Chattopadhyay, 2010). Financial stability ratios Financial stability ratios indicate money related soundness of any organisation including health care organizations. This ratio is measured by putting in connection non-current assets or resources with long-term liability and equity. On the off chance that the ratio is higher than 1, it indicates shortfall of working capital. Debt indicators Debt indicators are the Obligation markers that point to the ways or mechanisms that are used by a health care organisation in the process of funding its assets. , i.e. how quite a bit of business is financed from own sources and how much from external sources such as loan (Bhattacharyya, 2007). These indicators or pointers speak to the level of danger for putting resources into an organization that is risk associated with investment. Health care organizations which are profoundly outfitted in terms of debt may have issues discovering new financial investors and thus lose financial flexibility, so they confront the danger of bankruptcy. Then again, if the ratio is under control and loans are utilized appropriately, it can bring about expansion of rate of profitability. Most broadly utilized debt indicators are debt-to-equity ratio, debt-to-assets ratio, equity-to-assets ratio, leverage factor and interest coverage ratio. Debt-to-assets ratio The debt-to-assets ratio or proportion demonstrates the degree to which an organization utilizes debt as one form of financing. The higher the proportion of debt against assets, the more prominent is monetary danger, and the other way around, the bringing down of the proportion of obligation to resources means lower money related danger (Buffett and Clark, 2008). The estimation of this proportion ought to be 0.5 or less. It can be ascertained by separating aggregate liabilities with aggregate resources. Debt-to-assets ratio = Total liabilities / Total assets Equity-to-assets ratio This ratio or proportion demonstrates how quite a bit of organization's value is included into organization's business. It is better if the worth is more than 0.5, which ensnares that organization is financed by its own value more than half. It is ascertained in the accompanying way: Equity-to-assets ratio = Equity / total assets Debt-to-equity proportion This debt indicator ratio demonstrates the extent of obligations or aggregate liabilities of an organization to its equity or value (Durham, 2001). This pointer becomes prominent with development of liabilities in value structure. Maximum point of confinement for this ratio is typically 2:1 (Buffett and Clark, 2008). High value of this marker focuses to conceivable challenges in returning acquired finances and interest installments. This ratio can be calculated in the following way Debt-to-equity ratio = Total liabilities / total assets Interest coverage ratio shows how much business earnings can drop without jeopardizing payments of interest. It gives information how much are interest expenses covered with companys earnings before tax. It is calculated in the following way: Interest coverage ratio =EBIT/Annual interest expense Higher result is desirable, because it means that the risk of not paying interest is lower. This indicator is good for orientation when deciding about asking financial organizations for a loan, i.e. it shows whether the credit applicant is in a position to pay interest cost for a credit it would potentially ask. Leverage factor shows how many years it would take for a credit applicant to pay its liabilities under existing business terms and profits. It is calculated in the following way: Leverage ratio/factor = total liabilities/(net profit + depreciation) Observed from the aspect of companys business security, it is implied that smaller leverage factor means higher security and vice versa. Controlling measure for this factor is 5 years, which means that if a company is able to repay all its liabilities within 5 years it is solvent and not overdue. Interest coverage ratio Interest coverage ratio depicts the extent to which earnings of a business can drop without putting payments of interest at risk. In other words, this ratio indicates the extent of coverage of interest on the part of EBT of an organisation (Bendrey et al., 2004). The same is true for all health care organizations as well. This ratio is calculated in the following manner Interest coverage ratio = EBIT/Annual interest cost. Higher result is attractive, in light of the fact that it implies that the danger of not paying interest is minimal. This marker is useful for introduction when choosing about approaching monetary associations for a loan, i.e. it indicates whether the credit candidate is in a position to pay interest expense for a credit it would possibly inquire. Leverage ratio Leverage ratio indicates the time that can be taken on the part of a credit candidate in the process of paying liabilities based on existing terms and conditions (Wang, 2010). It is figured in the accompanying way: Leverage ratio or leverage factor = total liabilities/(net income + depreciation) Observed from the part of organization's business security, it can be stated that small leverage ratio implies higher financial security and the other way around large leverage ratio implies lower financial security. Optimum measure in this context is 5 years which implies that if an organization has the capacity reimburse all liabilities within a period of five year, it can be considered solvent (Bendrey, Hussey and West, 2004). Activity indicators Activity indicators fall in the group of turnover ratios and are measures of achievement of an organisation in dealing with business assets (Morley, 2003). They demonstrate flow velocity of assets in a business process. General recipe for computing turnover proportion is: Turnover ratio = Sales / average balance. Average balance is calculated by considering sum of bookkeeping balance at the beginning and end of the year and after that divided with 2 [(previous year + current year)/2]. From the part of credit investigation, the activity ratios that are very important are current asst turnover ratio, total asset turnover ratio, accounts receivable turnover ratio, creditors turnover ratio and inventory turnover ratio (Brigham and Gapenski, 2003). Current asset turnover ratio This ratio or proportion demonstrates how frequently current resources of the organization are turned over during a fiscal year. This proportion measures proficiency with which an organization utilizes current advantages for make a benefit inside of a business cycle. It is figured in the accompanying way: Current asset turnover ratio = Sales/Average current assets Average collection period Average collection period can be calculated if turnover proportion is known. the same is ascertained with the accompanying equation Average collection period = 365/Turnover proportion Total asset turnover ratio This ratio indicates how often add up resources of the organization are turned over inside of a year, i.e. how effective is an organization in utilizing its assets for making benefit (Brigham and Gapenski, 2003). It is ascertained in the accompanying way: Total asset turnover = Sales/Average total assets Inventory or stock turnover proportion This ratio shows proficiency in utilizing and overseeing aggregate supplies, which has the impact on expansion in organization's benefit. It is figured in the accompanying way: Inventory turnover proportion = Sales/Average stock Low proportion implies that the organization is utilizing its benefits as a part of non-profitable way and focuses to stock of poor quality (obsolete, ruined). It is additionally conceivable that organization has specific measure of old stock which is not being utilized, while others have great turnover (Brigham and Gapenski, 2003). Too high stock turnover proportion focuses to actuality that the organization most likely regularly comes up short on stock and in this manner loses its clients. Account receivable turnover This ratio indicates what number of financial units of sales can be accomplished with 1 unit put in accounts receivable. It is figured in the accompanying way: Account receivable turnover proportion = Sales/average accounts receivable Average collection period Average collection period can be ascertained in the accompanying route: Collection of accounts receivables =365 days/Account receivable turnover proportion Average collection of records receivable may increase to imply that organization has an issue with gathering receivables and vice versa (Helfert and Helfert, 2001). Accounts payable turnover ratio This ratio shows in how long by and large an organization is paying its suppliers, i.e. how long are between snippet of procurement and snippet of paying the suppliers. It is computed in the accompanying way: Account payable turnover ratio = Value of total purchase of products and materials in a year/average accounts payable Profitability indicators Profitability indicators associate benefit with deals income and ventures, and by watching them altogether they demonstrate organization's business achievement (Johnson, 2008). Important profitability indicators are in the context of a health care organisation are gross profit margin, net profit margin, return on assets and return on equity. Gross profit margin This ratio indicates the amount of gross benefit is created per unit of business income. Each increment in estimation of this marker is consider being great, and abatement in worth focuses to challenges in organization's business and can be one of the pointers of business emergency (Palmer, 2012). Gross profit margin in ascertained in the accompanying way: Gross profit margin = Gross profit Net profit margin This ratio is the most exact marker of consequences of completed business exchanges and shows what rate of income is left as benefit which is at transfer to an organization. It is computed in the accompanying way: Net profit margin = Net profit / revenue Return on assets (ROA) ROA is organization's capacity to make benefit by utilizing accessible resources, that is, it demonstrates the seriousness of organization's advantages (Paramasivan and Subramanian, 2009). Return on resources can be ascertained in the accompanying route: Return on assets= Net profit / total assets Return on equity ROE) This ratio is an indicative of benefit of shareholder's value and indicates what number of money related units of benefit organization makes per unit of shareholder's value. It is ascertained in the accompanying route: Return on equity = Net income / shareholders equity When benefit of own value is contrasted with gainfulness of advantages with the interest which mirrors the expense of credit capital, it is conceivable to make decision about productivity of utilizing own capital contrasted with advanced capital (Shim and Siegel, 2000). In the event that productivity rates of own capital are high, significantly higher than rates of benefits gainfulness, organization would be better of utilizing credited capital, and the other way around. Effectiveness indicators Effectiveness indicators measure connection in the middle of benefit and cost, and show the amount of benefit is made per cost unit. These markers ought to be over 1, in light of the fact that the higher they are, the more benefit is earned per cost unit (Horrigan, 2011). Important effectiveness markers are Revenue to cost ratio calculated as total revenue / total costs and cost of revenue to sales ratio which is calculated as sales revenue / cost of sales. Conclusion Business achievement of each bank is indicated in its capacity to oversee dangers to which it's uncovered. Since credit exchanges convey the most elevated danger, they ought to be sufficiently assessed and this in turn aids in taking appropriate lending decisions (Horrigan, 2011). To bring down the level of danger to which they are being uncovered when affirming the credit to a business substance, banks perform money related investigation of credit candidate's business such as that of a health care organisation. The ability of an organisation in paying insurance premium can also assessed through credit analysis. 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