Essay on Unemployment and Job Retraining Programs

In the current economy, where the unemployment rate is significantly higher than normal in comparison to previous years, the people are clamoring for solutions from their leaders in government. There have been plans in the works in the Obama administration to create more jobs, yet nothing has come to fruition. Currently, as Congress is teetering towards gridlock once again, the Republican House Speaker and House Majority Leader have proposed to President Obama that he include a plan called â€Å"Georgia Works† into his latest proposal to Congress. The program would find temporary jobs for people without any cost to the employers. These people would also receive job training while getting unemployment pay or payment from the†¦show more content†¦The plan calls for a reform of the employment system including for states to create more â€Å"rigorous† programs to aid peoples reentry into the workforce similar to Georgia Works and Opportunity North Carolina (Associa ted Press). The Georgia Works program gives those who are enrolled six weeks of on-the-job training as well as money for expenses that will help them on that job, such as clothes, etc. The amount of money allowed for expenses is $600. The program happens at businesses with immediate job openings in hopes that they will be hired once the six weeks are up. At first only for those who were receiving unemployment, the program has opened up to any person without a job (Coppins). The Opportunity North Carolina is very similar with six weeks of job training that are of no expense to the employer along with money given to the â€Å"employee† for expenses. At the end of the training, the employer can decide whether they wish to hire the person or not. The American Jobs Act was unable to pass through the Senate on October 4 as it did not receive the 60 votes needed to go to the House of Representatives. Since then, the President has begun to separate the â€Å"jobs plan† into d ifferent bills and resubmitting them (Silverlieb). One segment of the American Jobs Act has already been passed through the Senate, a tax credit for companies hiring disabled veterans (Associated Press). Though only a tiny portion of the â€Å"jobs plan† and unrelated to theShow MoreRelatedFormal Justification Report: Recommendation to the Workforce Training and Education Coordinating Board1434 Words   |  6 Pages Census Bureau and coauthor of that research paper, titled Who Creates Jobs? Small vs. Large Vs. Young, The only group that disproportionately creates jobs is startups (Rosenberg, 2001). Jarmin and his coauthors report that startups are responsible for nearly 20 percent of the gross number of jobs created year-over-year, even though they account for only 3 percent of U.S. employment (Rosenber, 2001). 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The War Of The World War I - 1279 Words

On June 28th, 2015 the peace treaty that finished World War I was agreed upon by Germany and the Allies at the Palace of Versailles in Paris. The main three Allies showed their interest: British Prime Minister David Lloyd George, French Premier George Clemenceau and US President Woodrow Wilson. The Great War had crushed Europe. Limitless territories of north-western Europe were diminished to almost nothing; French and Belgian towns and towns had vanished from the map without any trace of existence. The war destroyed Europeans male population. Both sides endured losses on a practically immeasurable scale. France had endured more than 1.4 million dead, and more than 4 million injured. Altogether, 8.5 million men had died. Numerous voices†¦show more content†¦The most essential terms of the Treaty of Versailles were: â€Å"War Guilt Clause - Germany should accept the blame for starting World War One Reparations - Germany had to pay 6,600 million pounds for the damage caused by the war Disarmament - Germany was only allowed to have a small army and six naval ships. No tanks, no air force and no submarines were allowed. The Rhineland area was to be de-militarised.Territorial Clauses - Land was taken away from Germany and given to other countries. Anschluss (union with Austria) was forbidden† (World War Two-Causes). For the Allies, the settlement had made peace which demilitarized Germany, secured the French border against assault and made an association to guarantee future world peace, to be known as the League of Nations. Yet the reaction in Germany against the Versailles was huge. Regional misfortunes to the new Polish state on the Eastern Front enraged numerous Germans. The neutralization of the Rhineland and the joining of Germans into the new land of Czechoslovakia also angered Germans. The term that angered Germany the most was the fact that they had to take the blame for causing the world. â€Å"As Germany looked for revisions to the treaty, the US Senate dismisses the Versailles settlement and vetoed US enrollment of the League of Nations. This was to

Chapter 11 Problems Free Essays

I. Payback period computation; even cash flows Compute the payback period for each of the following two separate investments (round the payback period to two decimals): 1. A new operating system for an existing machine is expected to cost $260,000 and have a useful life of five years. We will write a custom essay sample on Chapter 11 Problems or any similar topic only for you Order Now The system yields an incremental after-tax income of $75,000 each year after deducting its straight-line depreciation. The predicted salvage value of the system is $10,000. Payback period=Cost of investment/ Annual net cash flow =$260,000/ $125,000 =2. 08 years Annual depreciation= $260,000 -$10,000 / 5 = $50,000 Annual after tax income $75,000 Depreciation 50,000 Annual net cash flow$125,000 2. A machine costs $190,000, has a $10,000 salvage value, is expected to last nine years, and will generate an after-tax income of $30,000 per year after straight-line depreciation. Payback period=Cost of investment/ Annual net cash flow =$190,000/ $50,000 =3. 8 years Annual depreciation= $190,000 -$10,000 / 9 = $20,000 Annual after tax income $30,000 + Depreciation 20,000 Annual net cash flow$50,000 II. Payback period computation; uneven cash flows Wenro Company is considering the purchase of an asset for $90,000. It is expected to produce the following net cash flows. The cash flows occur evenly throughout each year. Compute the payback period for this investment. Part of year= Amount paid back in year 4/ Net cash flows in year 4 = $10,000 / $60,000 = 0. 167 Payback period=3 + 0. 167 = 3. 1367 years = 3yrs 2 mos. III. Accounting Rate of Return A machine costs $500,000 and is expected to yield an after-tax net income of $15,000 each year. Management predicts this machine has a 10-year service life and a $100,000 salvage value, and it uses straight-line depreciation. Compute this machine’s accounting rate of return. Average investment=$500,000 + $100,000 / 2 $300,000 Accounting rate of return=$15,000 / $300,000 = 5% IV. Computing Net Present Value K2B Company is considering the purchase of equipment that would allow the company to add a new product to its line. The equipment is expected to cost $240,000 with a 12-year life and no salvage value. It will be depreciated on a straight-line basis. The company expects to sell 96,000 units of the eq uipment’s product each year. The expected annual income related to this equipment follows. K2B concludes that the investment must earn at least an 8% return. Compute the net present value of this investment. Round the net present value to the nearest dollar. ) Net cash flows from net income 1. Payback period=$240,000 / $44,500 = 5. 39 years 2. Accounting rate of return=$24,500 / $120,000 = 20. 42% V. Net Present Value Interstate Manufacturing is considering either replacing one of its old machines with a new machine or having the old machine overhauled. Information about the two alternatives follows. Management requires a 10% rate of return on its investments. Alternative 1: Keep the old machine and have it overhauled. If the old machine is overhauled, it will be kept for another five years and then sold for its salvage value. 1. Determine the net present value of alternative 1. Keep the old machine and have it overhauled Alternative 2: Sell the old machine and buy a new one. The new machine is more efficient and will yield substantial operating cost savings with more products being produced and sold. 2. Determine the net present value of alternative 2. Sell the old machine and buy a new one 3. Which alternative do you recommend that management select? Explain. Interstate should keep the old machine and overhaul it. The cost savings and additional revenue generated on the new machine are not enough to overcome the high initial cost of the new machine. How to cite Chapter 11 Problems, Essay examples

Functions of Human Resource Management free essay sample

Human Resource Management (HRM) is the utilization of individuals to achieve organizational objectives that involves with are staffing, human resource development, compensation, safety and health, employee and labor relations (Mondy, 2012) Staffing is the process through which an organization ensures that it is always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve organizational goals. (Mondy, 2012) If an organization fails to manage staffing, an unsuitable employee will be hired and cause impacts like wastage, poor performance and low productivity will happen. Hence, having the right numbers of people to perform in the right roles is crucial. The number of employees, skills and location of employees are determined for future uses and secure the organization with necessary skills with suitable sources to meet organizational goals. If there is a workers surplus occurred, organization need to reduce the number of employees whereas has to do recruitment and selection to fill the vacancy if there is workers shortage happen. We will write a custom essay sample on Functions of Human Resource Management or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page To recruit a suitable employee, some appropriate ways are needed. Organization should match the candidates’ interest, works attitude, educational background and experience with the job offered. If candidates who are always absent are hired, the productivity of the organization will be lower. However, a worker which is hardworking and always ready to serve can ensure the future of organization. Matching the characteristics of candidates with job specifications is needed to make a smooth selection. When the qualified candidates are recruited, they will be screened in aspects of skills, ability, strength and background and potential of developed. If an unsuitable candidate is selected, the organization might be harmed and causing wastage whether in the aspects of costing or other related spending. It will also take longer time and more efforts for the organization to recruit another employee in order to fill the vacancy. In contrast, when a qualified candidate with highly interest, enough experience, outstanding ability and positive working attitude is selected, he or she will pay fully efforts to help the organization to meet its goals. Training and development are important to ensure the employees in organization have proper knowledge and skills that needed for their present and future job. It will help the employees to handle their job or even a higher position in organization easily and smoothly and this will help in achieving the organization’s goals and targets indirectly. Besides, training and development also can be enforced by employees’ career planning and career development. By career planning, individual or employees will set their career goals and identify means to achieve them. In this case, it produces productive employees and also increases company’s productivity. By career development, a pipeline of people with proper qualifications and experience will be trained and developed and it will act as a backup. When there is job vacancy in the higher position, internal resources in organization can take over the vacancy in the fast moment and this ensures the continuous of organization operation. In the other hand, performance appraisal is a formal system and evaluation of individual or team performance. By undergoing performance appraisal, employees will receive feedback on their strengths and areas for development. If the result hits on employees’ goals, they will feel satisfy in their current position and keep improving their weakness to become better. High quality employee will produce high quality job and ensure high quality of product produced by organization. Compensation is also one of a function of human resource management. It is a reward that individuals receive as a result of their employment. To meet organization goals, an outstanding compensation system is a must to provide employees with acceptable and equitable rewards for their contributions (Mondy, 2012). It is a satisfaction that a person receives from the job or psychological and physical environment in which the person works. Generally, most of the employees are responding to increases in pay and benefits with a positive and more productive attitude. It is obvious that if an organization pays more, it will help to attract and keep more employees. The general purposes of the compensation policy covers respecting employee’s performance, maintaining a competitive labor market condition, maintain justice employee salaries, motivating employee performance and reduce employee’s turnover. For example, most of the employees will feel more motivated to help their companies succeed when an employer willing to share its profits with employees, such as bonuses and profit-sharing plans. Besides that, the impact of compensation on productivity and performance in jobs are also help to motivate employees to give more afford on their jobs (Jones M. L. , 2007). For example, the knowledge of receiving a bonus after achieving a certain sales quota will likely motivate a salesperson to increase productivity. Furthermore, an organization can helps to improve employee’s performance by providing interesting work and empowering to employees to take charge on their own tasks. Safety and health is also important for an organization. Safety can be defined as protecting employees from injuries caused by work-related accident while health refers to employees’ freedom from illness and their general physical and mental well-being (Mondy, 2012). All organizations have the duty of care to ensure the employees safety and health. This two aspect are important for employee especially for those who are work in industrial and constructional areas. When they are working in a safety environment, they will more productive to the organization. Conversely, if an organization is not paid attended or provide an unsafe workplace to employee, employee will feel that their safety and health have been threaten, thus, it will directly affect the organization effectiveness and employee morale. Some more, due to the irresponsible organization, employee can also take action to the organization on court; this will affect the image of the company and lower the productive. Employee and labor relations are another core function in Human Resource management. Human resource activity with a union is often referred to as industrial relations, which handles the job of collective bargaining. Employee are be protected by the labor union to ensure their compensation to be fair and equitable. When there is employee who dissatisfaction with their compensation, job security, or attitude of management, unions will represent the employees to solve those problem. Most of the unions will help represent the employee bargaining with their organization, if negotiations break down, the union will use the strike and boycott to overcome the break down negotiations to exert pressure on management to submit to its term. Thus, this will totally affect the organization production and resulting in lost customers and revenue. As a conclusion, the main five functions of Human Resource Management (HRM) are staffing, human resource development, compensation, safety and health, employee and labor relations. These five functions must handle effectively to ensure and increase organization’s productivity and produce a good image of the organization.