Frankenstein by Mary Shelley Free Essay Example, 1750 words

Clearly, this illustrates the self-centered nature of Victor, whose main aim is to fulfill his dreams without any regard for the people around him. In the end, the monster creates havoc, killing people in the process. Similarly, Victor’s creation can be seen as a self centered being. When Victor abandons this creature, it attempts to integrate into the society and live with other humans. Unfortunately, the creature realizes that he is different and takes revenge by hurting people. Just like Victor, the creature is mainly concerned about pursuing its own happiness, and in the process, hurting others. His emotions and instincts lead him to hurt others, including murdering of Victor’s brother and friend. Both Victor and the monster have a strong liking for literature and the hunger to obtain knowledge. While Victor uses literature to understand scientific facts, the monster uses literature to learn and understand people. For instance, in his attempt to understand human n ature and the human body, Victor spent days and nights reading and researching about this phenomenon. As noted in the novel, after many days and nights of hard labor, Victor â€Å"succeeded in discovering the cause of generation and life† (Shelley, 52). We will write a custom essay sample on Frankenstein by Mary Shelley or any topic specifically for you Only $17.96 $11.86/page Similarly, the monster has a string desire for knowledge, and uses literature to understand people and integrate into the society. For example, while living with the cottagers, the monster takes time to learn the language of the cottagers, together with a woman named Safie. The monster notes that â€Å"My days were spent in close attention, that I might more speedily master the language† (Shelley, 139). This illustrates his hunger for knowledge in his attempt to integrate into the society. Both the monster and Victor have a strong desire to create family bonds. Although Victor spent most of the time studying and working on his creature, he still has a strong desire to have a family.

The War on Drugs Essay - 2778 Words

Drugs have been around for thousands of years and were used for a variety of reasons. They were used for healing aliments that one might have and for recreational reasons. However, as time went on and society advanced so did its outlook on any form of a controlled substance and their uses. We began to see the benefits they had and developed other ways to use them for everyday illnesses, which wasn’t anything new, but we finally had the ability to understand why they helped. In the late 1800s Coke-a-Cola marketed their drink, or tonic, as having healing properties and claimed that if was a cure all. But, as time wore on we began to see the negative side and decided to control it for fear of what would happen, which lead to Prohibition†¦show more content†¦In the late 1800s people began to see the effect alcohol, which is a drug, had on people and society. This started the era of Prohibition trying to outlaw any beverage containing alcohol and put a stop to people d rinking and this only led to society fighting harder to get what they wanted even though it was viewed as wrong and immoral to consume it. People who wanted to continue either drinking or making alcohol found ways to get around the laws and continue doing what they wanted. Bootleggers, people who made alcohol during Prohibition, moved their operations into the woods out of the public eye and continued to brew what we now call Moonshine in order to keep up with the demand for alcohol. It didn’t stop at hiding the manufacturing spots. Bar owners who were worried about losing patrons would create secret rooms in which alcohol was served and people could drink relatively worry free. These establishments became known as Speakeasies and were to be kept a secret from the authorities so that people could continue to drink. No matter what law makers tried people would always find a way to drink. It was like fighting a losing battle and they still kept trying to put a stop to something that everyone seemed to want to badly. Because of the difficulty outlawing the substance the government finally lifted the ban and alcohol consumption and manufacturing went back to normal. This cycle wasShow MoreRelatedThe Drug War On Drugs1378 Words   |  6 Pagesnon-violent drug charges. These people’s lives are now forever changed because of a mistake they made. This mistake is continually made every single day and Americans are being punished in extreme ways for a non violent crime. The United States needs to decimalize all drugs because the drug war is costly, causes high incarceration rates, and isn’t effective as European drug solutions. In the 20th century, the United States government led a major renewed surge in drug prohibition called the War on DrugsRead MoreThe War On Drugs And Drugs Essay972 Words   |  4 PagesThe war on drugs have been a critical issue that has repeatedly held a great debate topic. It was in the 1906 when the first act against drug was put into effect with the Pure Food and Drug Act which required all over-the-counter medication to have label of its ingredients. Under President Nixon the first executive branch office to coordinate drug policy was formed and the Comprehensive Drug Abuse Prevention and Control Act was put into place. Two years following that the Drug Enforcement AgencyRead MoreThe War On Drugs And Drugs1486 Words   |  6 PagesThe War on Drugs Despite an estimated $1 trillion spent by the United States on the â€Å"War on Drugs†, statistics from the US Department of Justice (2010) has confirmed that the usage of drugs has not changed over the past 10 years. Approximately $350 billion is spent per year on the â€Å"war on drugs†, only $7 billion is spent on prevention programs by the federal government. The war on drugs is more heavily focused on how to control crime, instead of how to prevent it. Not only is the war on drugs costlyRead MoreThe War On Drugs And Drugs Essay1549 Words   |  7 PagesIntroduction Drug has been a serious issue in our society and criminal justice institutes due to many problems associated, including the violence, negative health benefits, social disorganization, and other negative consequences. The police agencies have adopted a policy called â€Å"The War on Drugs†, as a response to the rising drug problems. The War on Drugs has popularized variety policies and practices that significantly increased the overall number of drug arrests, and other drug related offenses(TheRead MoreThe War On Drugs And Drugs1199 Words   |  5 PagesThere was so much information on this topic of the War on Drugs that I am still wrapping my mind around it. It went into such detail about the war on drugs that are never talked about. We always hear â€Å"just say no.† I know that drugs are a very big problem in our society and even the whole world but I never knew to what extent it really was. I found it very interesting how Johann Hari interviewed these people who were in the middle of the drug war and their stories. It really opened my eyes to whatRead MoreThe War On Drugs And Drugs808 Words   |  4 PagesWhose interests are advanced by sustaining the war on drugs? Police seems to gain a lot by sustaining the â€Å"war on drug†. Drugs are a significant force in police deviance, with as many as half of all convictions in police corruption cases involving drug-related crimes. Corruption in law enforcement, courts, and corrections can be explained through egoism selfish desires for personal gain. In other cases, however, corruption might be better understood as stemming from socially hedonistic incentives;Read MoreThe War On Drugs And Drugs1821 Words   |  8 PagesThe war on drugs is a long going battle and it has created many issues all around the world and as of today the highest prison population can be found in the United States due to drug charges. About half of the inmates with in federal and state prisons can be found on drug convictions. Those charges can range from possession of an illicit substance to drug trafficking that surprisingly continues to be an issue in federal and state prisons. How can United States put an end to t he war on drugs? Read MoreThe War On Drugs And Drugs2027 Words   |  9 Pagesincreased federal spending in an attempt to curb the number of drug users and the sale and importation of illicit narcotics the war on drugs began in earnest. The war on drugs has also played a major role in politics as well as having a significant impact on the economy. While there are many arguments in favor for the war on drugs and an equal number of arguments against it I will attempt to show an unbiased look at the war on drugs and drug prohibition and how it has affected society as a whole. SinceRead MoreWar On Drugs And Drugs1952 Words   |  8 PagesWar on Drugs The war on drugs has come a long way without any remarkable success. America has been dealing with the drug menace for many years to a point that four of its presidents have declared the war on drugs part of their main agenda. Sadly, it has been a lost war in various perspectives. Drug abuse continues to be a daily topic with drug abusers flooding not only the American society but also many countries’ hospitals, prisons and courts. The drug trade has continued to cause violent crimesRead MoreThe Drug War On Drugs Essay2030 Words   |  9 Pagesthe â€Å"War on Drugs† sought to control the sale and use of psychoactive drugs as well as promote access to treatment for those who abuse and misuse these substances (Bagley, 1988; Elkins, 1990). Policies implemented prohibited the possession and distribution of narcotics (e.g. marijuana, cocaine, heroin); the punitive policies, which often resulted in hefty fines and prison sentences for violators, ultimately prompted the emer gence of a black market, more potent and lethal drugs, synthetic drugs as well

Working in Partnership in health and social care free essay sample

Assessment requirements To achieve each outcome a learner must demonstrate the ability to: LO1 Understand partnership philosophies and relationships in health and social care services 1. 1 Explain the philosophy of working in partnership in health and social care 1. 2 Evaluate partnership relationships within health and social care services LO2 Understand how to promote positive partnership working with users of services, professionals and organisations in health and social care services 2. 1 Analyse models of partnership working across the health and social care sector. Review current legislation and organisational practices and policies for partnership working in health and social care 2. 3 Explain how differences in working practices and policies affect collaborative working LO3 Be able to evaluate the outcomes of partnership working for users of services, professionals and organisations in health and Social care services. 3. 1 Evaluate possible outcomes of partnership working for users of services, professionals and organisations 3. 2 Analyse the potential barriers to partnership working in health and social care services 3. We will write a custom essay sample on Working in Partnership in health and social care or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 3 Devise strategies to improve outcomes for partnership working in health and social care services. The Stafford Hospital enquiry was triggered off by Julie Bailey, through her ‘Cure the NHS’ campaign. Bailey demanded for ‘changes’ in the NHS after the death of her mother in the Safford Hospital in 2007. The Healthcare Commission carried out an investigation into the Hospital which brought the National attention to the scandal. The commission was first alerted by the apparently high mortality rates in patients admitted as emergencies. When the Mid Staffordshire NHS Foundation Trust which isresponsible for running the hospital, failed to provide what the commission considered an adequate explanation, a full-scale investigation was carried out between March and October 2008. The revelations of the abuse at Stafford hospital were widely considered to be deeply shocking for example, patients were left in their own urine by nurses, and forced to resort to drinking from flower vases. Further enquiry was carried out in July 2009 and the report was released on 24t h February 2010. This lead to the Trust apologising for its fallings and payouts of up to ? 11. 000 were received by some of the affected families. In June 2010 a new public inquiry was set up by the new government chaired by Robert Francis QC which began on 8th November 2010. A million pages of previous evidence and hearings from witnesses were considered. The final report was published on 6th February 2013 and made 290 local and national recommendations which includes that the regulators should monitor and de- authorize the Foundation Trust. The care sector was not left out of this as there have been Serious Case Reviews both in the Children and Adult Services such as Adult A, Victoria Climbee, Baby P and Daniel Pelka among others. These reviews investigated cases of abuse, neglect and subsequent death of these vulnerable adults and children and triggered changes in the law and working practices. As a result, new policies, frameworks and strategies have been developed and implemented to drive the prevention of such cases, for example the Children Act 2004 and The Mental Capacity Act and Deprivation of Liberty to Safeguards 2007. The Mental Capacity Act stipulates that those with dementia, mental illness or physical disability cannot be labeled as lacking mental capacity or as being unable to contribute to their own decisions without a prior assessment. Information and guidance on use of the Equality Act 2010 with particular emphasis on protection from harassment related to disability was put in place. The Mental Capacity Act works in conjunction with the Deprivation of Liberty Safeguards to ensure that vulnerable adults are not a danger to themselves or others. Different policies and government white papers had highlighted the need for collaborative working among Health and Social care providers. Such policies like SOVA (Safeguarding of Vulnerable Adults), No Secrets Guidance, Every Child Matters, Laming reports and Putting People First and so on, mandates Healthcare Providers to safeguard vulnerable individuals in their care from harm and abuse. In the Government Response to the Stafford Hospital Scandal ‘‘Patients First and Foremost’, the NHS affirmed their commitment to a better care: â€Å"Whether in a care home, at the family doctor, in a community pharmacy, in mental health services, or with personal care in vulnerable people’s homes, we will ensure that the fundamental standards of care, that people have a right to expect are met consistently, whatever the settings†. Assignment: In view of the above issues in the Health and Social Care Sector, you are required to write a REPORT based on the instructions below to convey your knowledge, understanding of collaborative working and good practice as well as make relevant recommendations for improvement. Your report should be in three sections meeting all the assessment requirements. You are required to relate your answers to any or both of these case studies: THE MID STAFFORDSHIRE NHS FOUNDATION TRUST AND ADULT A SERIOUS CASE REVIEW. You should ensure you have studied the case reviews and use them both in and out of classroom. You must relate them to the section/assessment criteria and analyse them using different sources of information. The report must be submitted as one document. Please note: The ADULT A SERIOUS CASE REVIEW and the Francis Inquiry report on THE MID STAFFORDSHIRE NHS FOUNDATION TRUST are uploaded in the ‘assignment pack folder’ on stponline. You must research news reports and other websites including the ones further below to familiarize yourself with the given case studies before starting your report. Section A (Indicative word count: 1000) In relation to any or both given case studies explain the philosophy of working in partnership (covering LO1. 1, M1, M2 M3). In relation to any or both given case studies, evaluate the effectiveness of partnership relationships within Health and Social care (covering LO1. 2, M2, M3, D3). Section B (Indicative word count: 1000) In relation to any or both given case studies carry out the following: Analyse models of partnership working across the health and social care sector (D1). Then review current legislation and organisational practices and policies for partnership working in health and social care (D2). Finally, explain how differences in working practices and policies affect collaborative working (covering LO 2. 1, 2. 2,2. 3, M2, M3,D1,D2 Section C (Indicative word count: 1000) In relation to the any or both given case studies carry out the following: Evaluate possible outcomes of partnership working for users of services, professionals and organisations and then analyse the potential barriers to partnership working in health and social care services. Finally, devise strategies to improve outcomes for partnership working in health and social care services (covering LO3. 1, 3. 2 3. 3, M1, M2, D1, D2, D3) Total word count 3000 words (+/- 10%)

Placing People Where They Belong

The Peculiarities of HRM Recruitment Methods Dealing with the issue of hiring employees is one of the most crucial aspects of any company’s work, since the further development of the company depends on the careful choice of the workforce (Abdullah, 2009).Advertising We will write a custom research paper sample on Placing People Where They Belong specifically for you for only $16.05 $11/page Learn More However, despite the efficient and quite successful scheme of sorting the employees in the workplace according to certain principles has proved quite successful new methods of recruitment strategies emerge and the new ways of convincing people to work in the given sphere, allowing the former to perfect their skills and indulge into the favorite task emerge. Therefore, the current HRM strategies are to be analyzed to find out which of these proves to be the most effective and is likely to develop further on. It must be kept in mind that with the adven t of the new technologies and the Internet, the process of staff recruitment has become both simpler and more versatile, allowing the HR managerial to broaden the horizons of the recruitment procedure. However, it is worth marking that the old, time-tested means of choosing staff still prove quite popular. Therefore, the old and the emerging means of recruitment are to be analyzed as well. Implying â€Å"successful recruitment begins with proper employment planning and forecasting† (Richardson, 2000, p. 3), the existing kinds of staff recruitment are to be considered in the given paper. Direct Mailing: Acting in a Straightforward Fashion One of the most obvious ways to recruit a new employee must be the establishment of a direct contact with the latter, which one of the key recruitment techniques presupposes. It must be admitted that electronic mail has broadened the possibilities of the given strategy (Othman Musa, 2006). Relatively uncomplicated and offering a number of be nefits that direct contact presupposes, namely, allowing to have the first impression about the given person judging by the way the respondent reacts to the mail and how prompt the answer is, one must admit that direct mailing is the prior strategy that offers an efficient recruitment process and the further fruitful cooperation.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, according to Parmesh (2008), even though the existing strategy of contacting the alleged employee does seem rather efficient, there is still considerable need for the new approaches to be undertaken, which will involve specialized recruitment managers, new talent pools and consolidating the recruitment effort (p. 22), as the scientist emphasizes. Thus, the need for an online recruitment methods application arises (Parry Tyson, 2008). Indeed, the given innovation doe shave sufficient grounds to be im plemented, fir it comprises the beneficial elements of the direct communication with the employee-to-be and the most modern technologies. With the online methods of recruitment, the HR experts will be able to conduct more precise data in a more organized way (Parry Tyson, 2008), which is also extremely important. In addition, the online recruitment will allow to narrow down the search or, on the contrary, broaden the latter according to the demand of the company management. Job Fairs: Talented Specialists, Great Discounts Though the online active search of the staff does prove quite efficient, it cannot be denied that the given method considerably lacks in efficiency when compared to searching for the job candidates on various job fairs. While in the situation mentioned above, the recruiter is supposed to deal with the candidate that has chosen the given company to work in, on job fairs, it is the recruiter who looks for an appropriate employee, which makes the situation more benef icial for the HR specialist. Hence, the strategy of recruitment that implies the consideration of the job fairs offers certain facilities as compared to the previous means of recruiting the staff. Quite close to the head hunt, the given means of recruiting wins owing to the opportunity to choose from the pool of possibilities, which is rather alluring (Richardson, 2000, p. 6 ). According to what Richardson (2000) claims, the strategy involving dealing with the job fairs is becoming increasingly popular with the modern HR managers, along with the new technologies: â€Å"more often, now, job/career fair sand e-Recruiting are reaching the job seeking market† (p. 6). As Richardson (2000) explains, â€Å"the concept of a job fair is to bring those interested in finding a job into more companies who are searching for applicants. Job fairs are open fora at which employees can exhibit the best their companies have to offer so that job seekers can make informed choices† (p. 20) . Therefore, the given means allows the HR managers to take the blindfold off their eyes as they search for the specialists for a certain position.Advertising We will write a custom research paper sample on Placing People Where They Belong specifically for you for only $16.05 $11/page Learn More Visiting Outplacement Resource Center Even though the unemployed might seem rather debatable workforce in term of the experience, efficiency and the outstanding performance, the given group is nevertheless worth taking a look at. According to the numerous evidence of the connoisseurs, outplacement services can assist people to â€Å"assist the transition of people from the organization† (Sjarma, Sharma, Devi, 2009, p. 211). Therefore, the issue of outplacement provides an HRM specialist with the additional space for recruitment maneuvers. With the help of outplacement services, an HRM specialist is likely to find the workforce rather fast and successfull y. However, according to what Seth Sethi (2011), in the past few months, outplacement was considered a redundant practice (p. 128), which decreases the chances for an HRM specialist to find the appropriate expert. Military Outplacement Services: Hiring People Who Follow Orders Whenever an HR specialist is looking for an employee that is supposed to suit the requirements and at the same time offer the original and peculiar ways of solving the complexities that arise at the workplace, one of the obvious decisions for an HRM concerning the place to search for an employee with the skills of the necessary level is the sphere of military service. The reasons for such choice are completely obvious, since a military person is the one who is supposed to follow orders without asking additional questions and at the same time provide the discipline and the order that a civil servant is unlikely to be able to offer. Therefore, it cannot be doubted that searching for the specialists among the mi litary people can be considered an original approach to work. According to the numerous pieces of evidence given by the researchers, the field of military service is a perfect opportunity for an HR manager to consider when looking for an employee. As the resent explorations document, there are certain restrictions concerning the military people dismissal: â€Å"Employers may not discriminate against military personnel† (Texas State Auditor’s Office, 2000, p. 3). However, the cases when military people are dismissed are rather frequent, making 23% (Bernthal, 2002, p. 3). Therefore, searching for the employees among the military men is rather efficient tactics. The Authority of the Licensing/Certification Board Among the problems that an HRM specialist is facing when looking for the efficient recruitment strategies is the level of professionalism of the given person. Once offering a job to the candidate, an HRM expert cannot be sure whether the given person corresponds t o the standard of a professional, or whether his/her skills leave much to be desired; it is a matter of practice to figure out whether the given employee can solve the complexities that arise at work or not.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, it must be marked that among the number of strategies offered for an HRM expert to follow when recruiting specialists for a certain type of work is the authoritative opinion of the licensing/certification board. As Piotrovski Armstrong (2006) say, the latter provide great professionals and can be considered a good resource (p. 491).Since even virtual licensing boards are available (Maurer Liu, 2007), the search becomes even easier. Another possible variation of the given strategy is browsing through the targeted candidate sites (Wilde Shields, 2002), which offers a possibility to narrow down the search. The University and a Community Center: Find Five Differences Whenever an HRM expert starts the recruitment process, the question of the professionalism of the alleged employee arises, which the employment of the candidate depends considerably on. However, because of the HRM tradition to give preference to the people with certain working experience, neglecting the young sp ecialists that have not obtained the necessary professional record yet, a number of opportunities can be lost forever. Therefore, another strategy that is supposed to help an HRM specialist to develop a specific recruitment scheme is the idea of searching for the future employees among the youth that has not obtained the necessary experience yet. It must be mentioned that the given specialists can be most easily found in such places as universities, institutes and community centers (Wilde Shields, 2002). Speaking of the efficiency of the given means of recruitment, it is necessary to add that the HRM specialist certainly faces risks, since students do not have sufficient practice yet and, thus, cannot know a number of niceties that a professional handles easily. However, in a course of several days, the lack of competence can be filled and the student in question will be able to take responsible decisions. As Evans, Glover, Guerrier, Wilson (2007) and Ijose (2010) emphasize, the g iven establishments offer the best professionals, whose knowledge can compensate the lack of experience. The People Who Could Have Made It: Rejected Applicants Among the most questionable tactics existing in the sphere of HRM recruiting strategies, the one that presupposes the use of the working force that has been declined by the rest of the companies is the most risky one. Indeed, logically, the people who failed to deliver efficient results in a certain company are most likely to offer the same results for another one, yet one must admit that in certain cases, the dismissal of the staff depends not on the lack of professionalism, but on such problematic issues as the conflicts within the organization, job cuts and a number of other factors that do not concern the sphere of professional knowledge and the skills of the given employee, which is the reason to consider the given person’s working record closer and learn more about the issues that were used as the basic reasons t o be rejected. In addition, among the reasons for an applicant to fail to obtain a position in the company, the stress of the first application could have played great role, which might not be the case for the next experience. According to the authoritative opinion of the experts, the rejected applicants can prove efficient workers (Som, 2008). Outsourcing Specialists: Making Rivals Envious No matter how hard an HRM specialist might look for a knowledgeable specialist in the given field, the best opportunities might have already been used by the other companies, which suggests rather specific strategy of HRM recruitment to follow. Acting on behalf of the company and doing everything for the given corporation to succeed in the market and offer the most efficient working process, an HRM specialist should resort to such recruiting strategy as the outsourcing of the specialists. Even when dealing with the rival enterprises, one can see that the compromise can be achieved once sharing th e experience and offering an outsourcing of the specialists from one company to another. According to hat researchers say, outsourcing is one of the best ways out when the candidates for the given vacancy have already been offered other responsibilities to bear. As Li Meissner (2008) explain, â€Å"sufficient evidence that Business Process Outsourcing (BPO) is growing rapidly† (p. 1). Therefore, it cannot be denied that the given sphere offers a plethora of unraveled opportunities. With the help of the efficiently developed outsourcing strategy, one is likely to recruit the most intelligent and professional working force and find the proper place in the company for the given specialists in the corporation, which is the target of an HRM specialist. It is important to mark that there are the records of successful outsourcing strategies application: â€Å"Some large companies say that these facilities have decreased since the 1990is because of outsourcing† (Department of Health and Ageing, 2010, p. 151) Spreading the Word of the Mouth: Heard By the Grapevine Even in the advent of the computer technology developments and the era when people socialize via electronic messages more often than in an oral talk, the strategy that can be defined as â€Å"the word of the mouth† still proves rather useful. Though it relies on the chance much more than the ones that have been described previously and is far from being as fast as the ones that presuppose the use of computer technologies and other means that concern the era of high tech, the â€Å"word of mouth† strategy is still efficient enough. It is necessary to mention that the give strategy, in contrast to the ones mentioned above, presupposes the so-called â€Å"chain reaction,† when the news concerning the vacant position spread with the help of an increasingly nig number of people. One of the most obvious benefits of the give strategy is the fact that the HRM staff does not have to take any actions after the initial push. However, it is also evident that the given tactics is quite uncontrollable. Unfortunately, the drawback mentioned above does not allow the given strategy to become as efficient as the ones depicted above; yet the word-of-the-mouth tactics cannot be denied the rights to exist. As Van Hoye and Lievens (2009) explain, On the one hand, people are mote likely to request word-of-mouth information from knowledgeable sources because they are perceived as being capable of providing correct information [†¦]. On the other hand, sources with higher degrees of experience are more likely to generate the word-of-mouth because they have higher levels of involvement with the product or organization (p. 342). Therefore, when resorting to the word-of-mouth method, one faces the threat of picking the employee who has the socializing skills, not the professional ones. Thus, an HRM expert cannot rely on the given means solely. However, as an additional metho d, the word-of-mouth strategy proves rather efficient. As Maurer Liu (2007) explain, the given means can be comprised with headhunting and the use of networks (p. 306). Concerning the Senior Workers: Something the Youth Cannot Know At certain moments, a professional HR manager should consider the possibility of employing the people who are usually considered to have reached the age when they are not to be accepted to certain types of work. Despite the widespread opinion that the people who have reached the age of 45 cannot be compared to the younger and more agile staff who can handle the arising issues immediately and are more open to perceiving the new information, the people over 45 often prove efficient workers. It is essential to keep in mind that, in contrast to the youth, the seniors are experienced, which is quite important for certain jobs. As Bulgarelli, Lettmayr, Kriemi (2010) explain, in 2002, the rights of the people, over 45 have been restored, yet the cases of firin g the latter are quite frequent (p. 145), which gives certain reasons for consideration. Once resorting to the assistance of older professionals, one can achieve fruitful results. However, it must be taken into account that the conflicts between the younger and the senior employees may arise due to the difference in the viewpoints and the approaches each of the age group prefers. As Department of Health and Ageing (2010) explains, the issues are inevitable, yet rather easy to justify and control: â€Å"The fact that younger employees generally do not share older workers’ views may provide evidence of the potential for conflict between these two cohorts† (p. 12). Conclusion: Placing People Where They Belong Judging from the abovementioned, one can claim that the sphere of HRM has developed considerably from the humble tactics that it used to be several decades ago. Offering a full fledged range of specific approaches that allow to locate the human recourses that are at the disposal in the most efficient way, the given tactics prove rather well-thought and, which is even more important, based on the new technologies that allow to broaden the possibilities of the HRM sphere (Bondarouk, Ruel, Looise, 2011). However, it must be mentioned that, in contrast to the time-tested original tactics of the HRM recruitment, the emerging ones prove rather half-naked and require additional testing. Since the HRM specialists cannot be completely sure of the efficiency of the strategies offered, they have to comprise each of the methods to obtain the maximum result (Texas State Auditor’s Office, 2000). Nevertheless, one has to give credit to the existing methods in the fact that the given methods allow the HRM experts to utilize the latest developments in the sphere of psychology, technology and social studies, which offers a plethora of space for further experiments with the specific means depicted above. According to what Purcell Wright (2007) said, â₠¬Å"to advance recruitment research further, recruitment scholars need to develop a comprehensive, theoretically coherent, and succinct model of recruitment strategies† (p. 292). Now that the basic shapes that the recruitment strategies can take are learned, an ultimate strategy for an ideal recruitment procedure can be offered. Reference List Abdullah, H., 2009. Major challenges to the effective management of human resource training and development activities. The Journal of International Social Research, 2 (8), pp. 11-25. Bernthal, P. R., 2002. Recruitment and selection: Executive summary. Pittsburgh, PA: Development Dimensions International. Bondarouk, T., Ruel, H., Looise, J. C., 2011. Electronic HRM in theory and  practice. Bradford, UK: Emerald Group Publishing. Bulgarelli, A., Lettmayr, C., Kriemi, P., 2010. Working and ageing. Emerging  theories and empirical perspectives. Luxembourg, LU: European Centre for the Development of Vocational Training. Department of He alth and Ageing, 2010. Valuing and keeping other workers. A case  study of what workers think about ageing, retirement and age-friendly workplace strategies. 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Talent Technology,  2 (2), pp. 21-23. Parry, E., Tyson, S., 2008. An analysis of the use and success of online recruitment methods in the UK. Human Resource Management Journal, 18 (3), pp. 257-274. Piotrovski, C., Armstrong, T., 2006. Current recruitment and selection practices: A national survey of fortune 1000 firms. North American Journal of Psychology, 8 (3), pp. 489-496. Purcell, J., Wright, P. M., 2007. The Oxford handbook of human resource  management. Oxford, UK: Oxford Handbooks Online. Richardson, Margaret A., 2000. Recruitment strategies. Managing/effecting the  recruitment process. Trinidad Tobago: Corporate Services. Seth, M., Sethi, D., 2011. Human resource outsourcing: Analysis based on literature review. International Journal of Innovation, Management and Technology, 2 (2), pp. 127-135. Sjarma, S., Sharma, J., Devi, A., 2009. Corporate social responsibility: The key role of human resource management. Business Intelligence Journal, 2 (1), pp. 205-213. Som, A., 2008. 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