Reflections on Department of Human Resource Management

Reflections on Department of adult male Resource ManagementI did my internship at the man resource section of underpass Hi-Tech (Pvt) Ltd in Gujrat. I spent six weeks in this plane section. Where I learnt how practic all(prenominal)(prenominal)y turn overed in tender resource Department. In Metro Hi-Tech (Pvt) Ltd the Human Resource Management department was established in November 2004. I worked infra HR officer Mr. Aftab Butt, Payroll officer IR officer MR. Ali Raza.In this department I worked with e precise duty assignment member and analyzed, observed and intimate ab by the responsibilities and activities associated with them. Lets talk nigh wizard by one.HIRERCHY OF HUMAN RESOURCE departmentHeadHuman Resources AdministrationMr. Anwar MuradHuman Resource OfficerMr. Aftab ButtI.R Officer and Payroll OfficerMr. Ali RazaAdmin OfficerMr. Asad ShahAdmin officer (Lahor)Mr. JavedDEPARTMENT OF HUMAN RESOURCE MANAGEMENTI did my internship at the Human Resource department o f Metro Hi- Tech (Pvt) Ltd in Gujrat. I spent six weeks in this department. Where I learnt how practically worked in Human resource Department. In Metro advanced the HRM department was established in Nov 2004. I worked chthonic HR officer Mr. Aftab Butt, Payroll officer IR officer Mr. Ali Raza.In this department I worked with e real designation member and analyzed, observed and learned about the responsibilities and activities associated with them. Lets talk about one by one.2.1) Human Resource ManagementHuman resource (or personnel) management is getting things done through people. Its an essential part of every managers responsibilities, hardly m every(prenominal) brass instruments find it advantageous to establish a medical specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently.People be our most valuable asset is a clich which no member of any senior management team would disagree with. Yet, the re ality for many organizations is that their people remain chthonic valuedUnder shootedUnder utilizedPoorly motivated, and consequentlyPerform well below their true capabilityObjectives of Huamn Resource DepartmentThe main objective of the department is To hire the best candidate who best fit for commercial enterprise along with the organization and in this way increase the work effectiveness and efficiency of the unscathed organization.FUNCTIONS AND RESPONSIBILITIES OF HR DEPARTMENT IN Metro Hi-Tech (Pvt) Ltd.HR department of Metro Hi-Tech (Pvt) Ltd performs below mentioned functions.FUNCTIONS OF HR DEPARTMENTMan Power PlanningJob synopsisRecruitmentSelectionOrientationTraining DevelopmentCompensationPerformance AppraisalDevelopment of FormsNew Employees RegistrationsScholarshipsTerminationsLegal ApplicationsResign ArrangementsWages Register spend RegisterAttendance RegisterMarriage GrantAdvancesAttention CardsAdvance RecordSalary Slip DistributionGuest ArrangementHotels Reserv ations pastimeEmployees Record KeepingResignationsFinal SettlementsDeath GrantsTravel Expanse ClaimsPension CasesLeaves EncashmentBonus WorkingMedical Bills ClaimDisable ClaimGroup damagesDaily AttendanceOver Time CalculationLeave ApplicationsRecord KeepingGratuity CalculationSalary VerificationGroup Insurance4Functional Overview at that place be four functions which ar being performed under the Human Resource department of METRO Hi-Tech, it includesHuamn Resource planning, recruitment and selectionIRCompensation and rewardAdministrationHRM Planning, Recruitment and SelectionThe Human Resource planning, recruitment and selection bear on is done under Huamn Resource officer Mr. Aftab Butt and I worked with them and learned about the responsibilities and activities associated with them. He is the person who assists conductor Huamn Resource in hiring procedure and assessment methods e.g. designing job advertisements, developing competency criteria and effective selection process in coordination with unlike departments, gondola carry out orientation of employees in junior management cadre and workers. And carry out any impertinent(prenominal) job to bear on organizational objectives. For this planning is the most important function.PlanningThe penalties for not being correctly staffed are costly. Understaffing loses the business economies of scale and specialization, orders, customers and profits. Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate because of upstart legislation in respect of redundancy payments, consultation, minimum periods of notice, etc. Very importantly, overstaffing reduces the competitive efficiency of the business.Planning staff take aims requires that an assessment of present and future unavoidably of the organization be compared with present resources and future predicted resources. Appropriate whole tones indeed be planned to bring demand and supply into balance.Thus the first step is to ta ke in METRO for planning is satellite picture of the existing workforce profile (numbers, skills, ages, flexibility, gender, experience, forecast capabilities, character, potential, etc. of existing employees) this picture shows the existing mark of supply and what will be the demand of employees to meet the future needsFuture staffing needs will derive fromSales and production forecastsThe effects of technical change on task needsVariations in the efficiency, productivity, flexibility of labor as a result of reproduction, work study, organizational change, new motivations, etc.Changes in employment practices (e.g. use of subcontractors or agency staffs, hiving-off tasks, buying in, substitution, etc.)Variations, which respond to new legislation, e.g. payroll taxes or their abolition, new health and safety requirementsChanges in Government policies (investment incentives, regional or trade grants, etc.)At the end the supply schedule is compared to the demand which shows that empl oyees are either understaffed, overstaffed or according to the needs of companies. If employees are understaffed then federation will perform recruitment function and hire new employees, and in case of overstaffing the caller-out will perform downsizing. And at this time the respect of downsizing in Metro is 10% from every department.RecruitmentRecruitment and selection process is a very important part of staffing. Every company whatever their length should follow the recruitment and selection policy. To achieve any companys objective, qualified personnel are needed to be curbd at all level in an organization.In Metro Hi-Tech I learnt how the recruitment process was done. Recruitment of staff is preceded by an analysis of the job to be done (i.e. an uninflected study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what characteristics applicants must possess, what qualities and attitudes are desirable. Recruitment ProcessIn Metro Hi-Tech these steps are taken to recruitment processA vacancy arises, any(prenominal)times this is due to the creation of a new job, on separate occasions it may be because an existing member of staff has been promoted or is retiring.The job description is updated and an employee judicial admission is written. The job description lists the duties of the job whilst the employee specification leapings details of the experience, skills and abilities needed to carry out the job.A vacancy advertisement is written and is circulated via news papers, internet recruitments sites like Pazee.com, and employee referrals are as well a major source in metro.Application forms are sent out along with copies of the job description and employee specification and must be returned on or in the beginning the closing date that has been set.A shortlist is compiled of applicants who are going to be invited to attend for interview. This is done by the recruitment panel that compare each applications programme from with the requirements of the employee specification,Interviews are held. The panel will use the kindred set of questions with each interview. The interview may include a selection test.Sources of RecruitmentThe main sources of recruitment in metro areInternal promotion and internal introductions (at times desirable for morale purposes)Web based recruitment.Employee referrals.Advertising.Job DescriptionA job description is a key document in the recruitment process. The job description must be produced for every vacancy and drafted prior to taking any other steps in the process. It indicates the potential candidates the range of duties and responsibilities of the post. It is used during judgement to help evaluate the performance of an man-to-man. It is a tool for performance management to ensure that the post-holder is fulfilling the appropriate duties to a required standard. I learnt how done job analysis and develop job description in met ro.SelectionEffectively, selection is buying an employee (the harm being the wage or salary multiplied by probable years of service) .in Metro hi-tech the selection is done by internal experts. Interviewing is carried out by individuals (e.g. supervisor or departmental manager), by panels of interviewers or in the form of sequential interviews by contrasting experts and can vary from a flipper minute chat to a process of several days.Selection ProcessIn Metro after a substantial amount of applications be countenance been received, the fall and the HR managers again work together to shortlist the applications. This is done by dole outfully going through all the application and by giving different weightage to the following criteriaQuality of early schooling nock obtainedExtra Curricular activitiesOverseas travel and educationAgeTarget UniversityRelevant experienceThe HR Department then issue call letters to the short listed candidates along with blank application forms by Date, time and venue for the preliminary interview is advise and candidates are asked to bring along completed application forms. A two-member panel of HR and line management carries out competency-based interviews focusing on functional skills and managerial and supervisory skills. aft(prenominal) the preliminary interview is cleared people applying for different jobs are tested in different ways. The following management competencies are assessed by a panel of cross functional assessors In the case of management selectionCommunication skillsResource managementRational finding makingInfluencing imaginative thinkingBusiness developmentThe Huamn Resource department is responsible for overall administration. The Huamn Resource department provides details of remuneration package and terms and conditions of service. The department withal prepares appointment letter, service agreement and finalizes other documentation for service demonstrate.Grading Criteria of Employees1 Manual WorkersHe lpers they are non rate personsSemi skilled workers after getting some training the helpers are promoted to this gradeSkilled workers semi skilled workers are promoted to this grade after getting some more technical training in their area2 supervisory programy GradeSkilled workers having two years experience are promoted to supervisory grade. it includes three gradesS1 Junior supervisorS2 SupervisorS3 Senior supervisor3 administrator GradesEmployees from supervisory grades are promoted to executive director grades only when they enhance their qualification according to the requirement of the job. They includeE1 Junior executiveE2 ExecutiveE3 Senior executive4 carriageial gradesIn managerial grades there are different requirements. It includes five grades which are followingM1 Assistant Manager (master degree or MBA, 2/3 years experience)M2 Deputy Manager (master degree or MBA 5 yrs experience)M3 Manager (master degree or MBA 8years experience)M4 Senior Manager (master degree or MBA 10years experience)M5 General Manager (master degree or MBA 15years experience)GRADING CRITERIAGrade (M)M Grade leads to the managers. in that location are 5 categories in M Grade. Designations according to grades are as followsGradeDesignationM5General ManagerM4Senior ManagerM3ManagerM2Deputy ManagerM1Assistant ManagerGrade (E)E Grade is used for Executives. There are three categories in E Grade. Designations according to grades are as followsGradeDesignationE3Senior ExecutiveE2ExecutiveE1Junior ExecutiveGrade (S)Supervisors are granted Grade S. There are 4 categories in S Grade. Designations according to grades are as followsGradeDesignationS3Senior SupervisorS2SupervisorS1Junior SupervisorEmployee EvaluationOne of HR officer responsibility is to assist Manager HR for the implementation of Performance Appraisal System (MBO) according to company policy. And to issue Annual Performance Appraisal Forms to concerned In-charges follow-up and maintenance of appraisal demean. After the performance appraisal maintain personal files of all employees. To working with HR officer I learnt how the employees are being appraised and how the record was maintainedAn organization needs constantly to take stock of its workforce and to assess its performance in existing jobs for three reasonsTo emend organizational performance via improving the performance of individual contributorsTo identify potential, i.e. to recognize existing talent and to use that to fill vacancies higher in the organization or to transfer individuals into jobs where better use can be made of their abilities or developing skills.To provide an equitable method of linking payment to performance where there are no numerical criteria (often this salary performance criticism takes place about three months later and is kept quite separate from 1. and 2. but is based on the same assessment).In metro Hi- Tech appraisal is done on annually basis.Appraisals category in Metro hi-techThere are four categorie s for appraisals in metro which is following.Appraisal category translation of category% Of total numbers of employees which can be rated in this category1.outstandingIndicates overlookional performance20%2.very GoodIndicate performance that consistently meets the requirements of the position, very proficient indicates the individual is on track for advancements16%3. GoodIndicated performance that requires improvement (i.e. meet requirements without initiative or advancement)8%4. BasicPerformance to be improved (hardly meets requirements)5%Sources of Performance AppraisalIn Metro the primary sources of performance appraisal are the managers or supervisors. There are used different appraisal forms for supervisors, managers and executives according to their jobs levels and competencies regarding their work.2.4.2) Compensation and RewardAs internee I did work with Payroll and IR officer Mr. Mohsin Shahzad. their responsibilities are as followingTo process the longsighted Fund Loan o f workmen.To prepare daily attendance report.To prepare salary sheet for both divisions.To extract desired information from salary sheet for mingled purposes.To calculate bonus for both divisions.To verify attendance of both divisions and prepare late attendance report on daily basis.To maintain attendance record of all the employees.To maintain overtime record of all the employees.To maintain record of leaves of workers and staff.To maintain record of advances given to employees of both division.To carry out any other job to meet organizational objectives.I learnt their reward and payment process. Different rewards that are given to employees by the company and how the record was maintained how fill the forms about the reward category. And also learnt their compensation process how the employees and workers are being awarded. How maintain relation with employees within the departments and outside the departments.To retain good staff and to encourage them to give of their best whi le at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise.The compensation and reward program is controlled by payroll officer working under head of human resource. Payroll software is used in metro hi-tech to enter and control the pay of employees. They are more concerned about the financial rewards for the motivations of employees but they dont use any non-financial rewards. Financial rewards include bounces, group insurance, car schemes, provident fund scheme, medical policies, and TA/DA policy.2.4.2.1 SalaryThe compensation includes the elementary salary of employees. This salary is decided by the job evolution and food market surveys. Then it is bargain with the employee at selection time which results in the basic pay for that job. Mode of payments is different for graded and non graded employees. Payments are made to graded employees through banks on monthly bases according to the te rms and conditions of contract and to non-graded workers salary is paid through cash.Allocations of remunerationManagerial categoryBasic salary 67% of gross salaryHouse rent 40% of basic salaryUtility allowances 10% of basic salaryNon-managerial categoryBasic salary 62.5% of basic salaryHouse rent 40% of basicUtility allowances 10%Food allowances 10%2.4.2.2 BouncesBounces are given on the basis of given salary. Bounces are 67% of the basic salary.2.4.2.3 Provident fund schemeAccording to this scheme 10% of basic salary of employee is deducted and same amount is added by the employer is put in the saving account of employee. The lump sum amount is provided to employees after his retirement.2.4.2.4 Group insuranceIts a state life insurance for the death of employee during its job life. It is unremarkably 2 lac rupees.2.4.2.5 Car schemeCar scheme are offered to only those employees who are working for managerial positions. This scheme for different managerial levels are Mehran to M1 a nd M2 cultus /city to M3, XLI GLI to M4. Honda Civic to M5 (40% of book value is paid by employee in 60 installments)Fuel PolicyFree fuel or the CNG of the same amount is provided to managers115kg to M1145 to M2175 to M3225 to M4250 to M52.4.2.6 Medical policyMetro provides Medical facilities to employees and their family for OPD and Hospitalization. InOPD (Out Patient Door) policy allowances for supervisory grade are 12000, for Executive grades are 20,000, and for Managerial grade are 30,000. In case of hospitalization the whole expense of hospitalization is beard by company.2.4.2.7 LoansTemporary loans temporary loans are one month salary in advance.Permanent loans it includes loan more than one month salary and have to be returned in six installments.2.4.2.8 TA/DA policyGrades TA DAM1 5r/km 600/dayM2 6rs/km 800/dayM3 7/km 1000/dayM4 8/km 1200/dayM5 10/km 1500/day2.4.2.9 Business cardsAll HODs are eligible for business cards .they may request for 200 cards at any point.2.4.3) Adm inistrationThe work of admin officer is to control transport, maintenance, security management requirement and scraps.2.4.4) Industrial relationsThe responsibilities for IR officer areTo maintain right-hand(a) record of Employee Old Age Benefit ( Registration, Monthly contribution, Pension claims)To prepare documentation pertaining to Social Security Institution.To process workers applications relating to Marriage Grant and maintain their record.To heaple all cases related to Scholarship of employees children, maintain record and follow up.Responsible for keeping liaison with the Government Labor Welfare Department, juristic advisor in legal matters and whenever necessary official of the district administration of their public utility departments.To participate in domestic enquiries, to produce documentary evidence on behalf of company representative.To gear up Group Insurance of employees and prepare updated list of all employees, to lodge disability and death claim etc.To prep are updated list of employees members of Provident Fund percentage Scheme.To prepare the list of employees applied for permanent advance update its record in coordination with payroll Administrator.To verify attendance of both division.To assist Pay grade Officer in salary preparation.To update record related to statutory requirement.To arrange EOBI cards of employees within time and to arrange monthly contribution.To arrange new Social Security Cards and renewal of cards at the earliest opportunity.To maintain smooth relationship with all workers of the company.To carry out any other job to meet organizational objectives.Good industrial relations, while a recognizable and legitimate objective for an organization, are difficult to define since a good system of industrial relations involves complex relationships between(a) Workers (and their informal and formal groups, i.e. trade union, organizations and their representatives)(b) Employers (and their managers and formal organizati ons like trade and professional associations)(c) The judicature and legislation and government agencies l and independent agencies like the Advisory Conciliation and Arbitration Service.Oversimplified, work is a matter of managers giving instructions and workers following them but (and even under slavery we recognize that different managing produces very different results) the variety of forms which have evolved to regulate the conduct of parties (i.e. laws, custom and practice, observances, agreements) makes the giving and receipt of instructions far from simple. deuce types of rule have evolvedSubstantive, determining basic pay and conditions of service (what rewards workers should receive)Procedural, determining how workers should be treated and methods and procedures.I worked for filling the documents relating to the induction. I filled the payroll entries which is the basic documentation. And learnt how to include new inductions in payroll which is done through HR. and also s eek how made salary sheets in the end of the monthDuring work under Mr. Aftab butt he assigned an task to create any job vacancy for metro hi-tech. So I create job vacancy for recall operator and describe the need of telephone operator which is following.Metro Hi-Tech Telephone Operator in GujratThe ingredients of the implementation plan are.Need/ chore at the branch.Qualities of a telephone operatorBenefits of a telephone operator.How the need created and companies staff decision.Need problem at the branch.Every organization has some problems. Metro has the problem of telephone operator. It can save the precious time of not only manager but other staff as well. On the other hand companys communication system was not doing well overall. Therefore as an internee I felt that there should be a telephone operator who can slow handle this situation.Benefits of the telephone operatorIt saves precious time of the manager and staff members.It saves the time of the customers.Creates good i mpression on the customer.Communication within the company.Communication of company with outside enhances.How the need was createdThe need for telephone operator was created because the staff members would have to leave their work and attend the telephone but sometimes it would be a wrong call, others call or the calls which they wanted to avoid this would not only waste their time but also affect their performance a huge deal. Therefore they think its useful to have a spare person for this facility.CRITICAL ANALYSISMetro Hi Tech have all the departments working and also have got sufficient man power available in terms of quantity a part from human resource department. In the whole organization there are quite good enough experienced human resource available, who are motivated fresh and committed again except human resource department.There is autocracy in organization but still rests of the employees are taken into consideration while making any decisions but partially. CEO of Met ro Hi Tech have got strict attitude with employees. He takes an adequate part in daily operations done by management team.Culture of the organization is very learning. Employees tend to help each other they dont feel fear of inferiority by telling or helping. They have flexible culture regarding timings but still everyone has to complete ones working hours. About other rules and regulations they have strong culture each and every thing is communicated to every employee.Coordination among departments has been on the better side in the whole period of mine as an internee. But there is overlapping in departments, which is causing some problems. nerve has very good sales and marketing department with experienced and qualified staff that is why their customer service department is very strong and takes care of customer. Rest of all department are also working properly they all have sufficient quantity and quality of employees but there are two departments about which I recognize that th ere is problem in terms of quality and quantity of employees, those departments are purchase and human resource department.In purchase department they have sufficient quantity but they have unskilled department because they dont know how to use computer because they have to do a lot of work on computer.Where as in human resource department they have many problems to face some of them are internally caused and some externally. Internally factors are that there is overlapping in human resource department they have insufficient quantity and quality of staff. There are tug retired employees are working whos performance, motivation and commitment is on the lower side and they are very lazy in their work which is disturbing whole coordination of the department. secondly there is need of at least one employee in human resource department because they have loads of work to do and often miscarry to meet the assignments. So there is need of fresh blood. Externally factors are stopping them to perform all the human resource functions e.g. training and development of employees, organization doesnt have strategic focus about training and development of employees although human resource department wants to do but top management doesnt. That is reason they have lost many experienced and qualified employees in the past. Another problem is that all the promotions are done on the basis of references and favoritism although they have very good policy of performance appraisal.There is another problem which is that they must have to have their HRIS (Human Resource Information System). They are maintaining their record on MS EXCEL but they must have HRIS to maintain skills inventories.In their workplace area to avoid conflicts between workers they have made a policy which touch is supervisory system. They have appointed supervisors to groups who work as moderators.RecommendationsFollowing are some recommendations for Metro, which we personally feel can be useful for the organiz ation, its employees and the customers. And which helps the organization to improve its effectiveness and efficiency in highly competitive world.The Human Resources should take less time in recruitment and selection.There should be training centers for employees and workers. In training refreshing courses should be adequate and more frequent. Advanced training should b given to employees which enhance their skills. Human Resource Department may advice and train employees for one window operation in order to reduce the time and conserve the resources. Executives and employees should be trained on continuous basis to give them experience about the current market trends and new marketing concepts.The promotional criteria by the Human Resource Department should be defined and be as per rules.The proper and competitive evaluation of the methods and procedures adopted by other competitors will enhance the performance of Human Resource Department. Metro should use 360 % appraisal and pote ntial appraisal process to evaluate employees.This is the era of Information Technology. The functions and procedures of the Company should be converted from manual to the automatic. It will enhance the performance of the Human Resource Department and in the end of the company Human Resource Department should allocate resources for this purpose.Pay packages may be revised in the light of profit earned by the organization.Metro has a formal environment which can be changed to more relax and friendly environment.To establish core competence and to bring competitiveness, metro should implement legion(predicate) effective plans to improve the performance of its various departments. Supervisors must manage employee performance well in order for Metro to accomplish its mission and achieve its goals.There should be effective communication system .Establishing and maintaining effective communications with each Employee not only requires good oral and written communications Skills, but it also includes the ability to establish good working Relationships. To communicate effectively with employees, Supervisors must establish an environment that promotes an open Door atmosphere, the sharing of ideas, and employee involvement in decision making processes.When HR manager is going to prepare job description must get information about work to employees it is easy for employees to do work effectively.Employees should be known that what is expected to them and how it will be measured. So KPAs and performance measures should be well communicated to employees.

Emerging Therapies for the Treatment of MS

Emerging Therapies for the Treatment of MSCurrently, there are six parvenu drugs that are being assessed by clinical scientists and some of these drugs have entered or completed phase 2 level and phase 3 level clinical trials. Three of these drugs are oral drugs and they include Lanquinimod, Teriflumomide and Di-methyl fumarate. The other triple are monoclonal antibodies (mAb) namely Alemtuzumab, Daclizumab and Rituximab (Borrero et al, 2012). All of these drugs target the immune system in various ways but some of them still present with some side resolutions as well which are discussed below.Starting with Lanquinimod, it is an immunomodulator that is shortly being trialled in patients with RRMS and SPMS. It has a very small recommended dose of 0.6 mg daily and it exhibits anti-inflammatory properties. These properties are believed to support the downregulation of MHC class II transcription factors, stimulation of neurotrophic factors, activation and up-regulation of the IL-4 al ley in CD4+ T cell for anti-inflammatory effects. It also promotes apoptosis in Cytotoxic T-cells (CD8+) and B-cells and also suppresses metabolism in CD14+ and natural killer cells (Thne et al., 2016). It is currently undergoing Phase III trials and has resulted in 23% reduction in the rate of relapse of MS while there has been a 37% reduction in contrast enhancing lesions in volunteers (Borrero et al, 2012). Its side effect is only the upregulation of Liver Function Tests (LFTs)The second oral drug that is undergoing phase III clinical trials is Teriflunomide and it is being trialled for patients with RRMS and SPMS. Doses ranging from 7 to 14 mgs daily are recommended to be administered orally in patients. Its mode of action depends on sequestering the production of DNA pyrimidine bases by acting as an inhibitor for the enzyme dihydroorotate dehydrogenase, which is infixed in de novo pyrimidine synthesis in T and B cells that are rapidly dividing. This reduces any inflammation th at wouldve been peed by those cells and thus immune suppression is achieved. According to Borrero et al, it has a success rate of 61% in reducing contrast enhancing lesions, a rate of 30% in reducing Annualized relapse rates (ARRs) and handicap furtherance was observed to be reduced to 23-30%. Terfilunomidess side effects include Nasopharyngitis which is the inflammation of the nasopharyngeal duct, diarrhoea, back pain, fatigue, hair thinning, influenza, Urinary Tract Infection (UTI), nausea and upgrade LFTs (Borrero et al, 2012).The third oral drug is Di-methyl fumarate (DMF) or BG-12. It is also undergoing type III clinical trials for patients with RRMS. Its suggested dose is 120-24 mg three times a day. It has shown a come down of 69% in contrast enhancing lesions in its phase II trial and its phase III trials have so far showed 53% reduction in ARR, 38% reduction in disability progression and in 2 years, by 49% (Borrero et al, 2012). Di-methyl fumarates mode of action is st ill being debated but it is believed that it notify regulate oxidative pathways which may in turn affect other signalling pathways that are responsible for inducing tissue damage. Studies by Moharregh -Khiabani et al in 2009 showed that DMF had an repressive effect on the nuclear factor NFB dependant, TNF induced gene transcription in endothelial cells. It is also believed that DMF can stimulate cells to unloose cytokines such as IL-10, IL-4 and IL_5 which have anti-inflammatory properties thus allowing a more Th2 focused response than a Th1 one (Wierinckx et al., 2005). Moreover, DMF is believed to have a neuroprotective therapeutic effect as well. This occurs as it bring ins an upregulation in the levels of the detoxification enzyme NADPH but like other emerging drugs, it has side effects. These side effects include diarrhoea, cramps, elevated LFT, nausea and can cause flushing and in very rare cases, Progressive multifocal leukoencephalopathy (PML) (MS Society 2016).Other nov el therapies include the use of monoclonal antibodies (mAb) for the treatment of MS. As of now, there are three that are undergoing phase II and III trials respectively. Alemtuzumab is one such mAb that is in its phase III clinical trial for patients with RRMS and SPMS. Its recommended dosage is Intravenous infusion of 12- 24 mg daily for a course of 5 days every month if its a 1 year course and this can be change magnitude to 24mg on the 12th month. Its mode of action is causing the destruction of circulating immune cells by binding on to CD52 on mature leukocytes which results in the lysis of CD4+ and CD8+ T cells, B cells, eosinophils, NK cells, monocytes and macrophages as well (Hart and Bainbridge 2016). In phase III trials, it has so far shown up to 75% reduction in sustained accumulation disability and up to 74% reduction in relapse rate but has been associated with potentially increasing the risk of autoimmunity which included thyroiditis, idiopathic thrombocytopenic purpur a, autoimmune thyroid-related problems, Goodpastures syndrome and also, can cause flushing and headaches (Borrero et al, 2012) . As of yet, it has not been approved by the FDA as it is still undergoing trials but it is used as a medication for treating a form of blood pubic louse called B-cell chronic lymphocytic leukaemia (B-CLL) (FDA 2016).Referenceshttps//www.researchgate.net/profile/Anne_Wierinckx/publication/7750124_Detoxication_enzyme_inducers_modify_cytokine_production_in_rat_mixed_glial_cells/links/0c960534be656953a2000000/Detoxication-enzyme-inducers-modify-cytokine-production-in-rat-mixed-glial-cells.pdfhttps//www.ncbi.nlm.nih.gov/pmc/articles/PMC2724664/http//journals.sagepub.com/doi/pdf/10.1177/1756285612450936https//www.fda.gov/Drugs/DrugSafety/ucm082681.htmhttp//www.ajmc.com/journals/supplement/2016/cost-effectiveness-multiple-sclerosis/cost-effectiveness-multiple-sclerosis-current-emerging-treatment/P-3https//www.mssociety.org.uk/what-is-ms/treatments-and-therapies/l icensed-disease-modifying-drugs/Tecfidera

Impact of Bail and House Arrest

Impact of Bail and manse hearIntroductionBail and abode arrest are parts of the legal system that allow offenders to help measure or await exam removed of the normal jail settings. Bail allows a defendant to await trial come inside of jail buy paying a sum of silver as a guarantee that he or she will show up to court at their designated time (Abrams Rohlfs, 2011). preindication arrest allows the convicted to serve their appointed sentence at their crustal plate instead of in prison. This time served comes with conditions that require the convicted to remain at home and just now go to pre-approved locations such as work, the grocery store, medical appointments, etc., at approved times.They both offer the benefit of saving the government, be it federal or local, the money it typically spends on housing criminals in the jail/prison system. The Findlaw blog estimates that keeping someone in prison understructure cost more than $20,000 per year. House arrest also aides in ke eping the prison facilities from being overcrowded (Trinh, 2015).Bail and house arrest do offer problems to the defendants and the public as well. This typography will look at some of the problems associated with the shackle and house arrest options, namely the dangers to the public posed by both and the additional strain to recipients of house arrest. The following sources will help prove those points and examine the pros and cons of apiece.BailBail is a promise a defendant makes in the form of cash or equal value in property to return to court in order to stand trial on the charges that there stand accused of in order to receive that payment back. A simplified way of looking at the bail process is that if you make someone pay $1000, or equivalent weight value in property, they will return to court to stand trial with the promise of getting that money back (Feige, 2015).The Fifth and Fourteenth Amendments of the Constitution each contain a clause on due process. This clause is t here to protect citizens from arbitrary denial of life, liberty, or property by the government outside the sanction of law. The Eighth Amendment has an excessive bail clause which is designed to protect defendants from being subject to excessive bail set during pre-trial keep. One recent exercising of this clause protecting a defendant from excessive bail set can be found in the murder case of Robert Durst. Durst was given a $3 billion bail during pre-trial activities in 2004. An appeals court in Texas later deemed it excessive and that no one could meet the requirements of a bail that high, not Durst himself, and unquestionably not the bail companies. The court then lowered the bail to $450,000. (CNN.com, 2004)One of the issues with this clause is that it leaves too much room for interpretation when applying bail practices. The clause but states excessive bail shall not be required which is extremely vague. To remain in line with the Eighth Amendment, there should be a definiti ve translation of the term excessive which doesnt exist. This led to bail reform being sought out.The Bail Reform Act of 1984 was designed address some concerns that pretrial detention may be violation of constitutional rights. The Act was supposed to help keep defendants from being presumed indictable before their trials occurred. This is definitely a benefit for a society based on the judgment that defendants are innocent until proven iniquitous. However, the Act has allowed for the extreme conditions of release for those defendants that can afford them (Zweig, 2010).Another guardianship with the bail system is that it favors the wealthy and discriminates against the poor. Poorer defendants do not constitute the disposable income to afford to pay bail and often have that used against them to force, or coerce, a guilty plea from them with a promise to avoid jail time, only to go home with a crime on their record. These blemishes on their criminal record can have a lasting neg ative affect on their ability to find employment in the future among other things. (Feige, 2015)Yet another complaint with the bail system is that is puts the recipients back on the street while they await the completion of the judicial process. For the innocent defendants, this is not an issue. However, this is not the case for the defendants that are truly guilty. These guilty defendants are now in a position to recommit their crimes, or commit new crimes, including attempting to harm potential witnesses for case against them (Sacks Ackerman, 2014).House ArrestHouse arrest allows for a defendant in a case to serve time or await trial at their primary residence. House Arrest is designed to keep nonviolent offenders from becoming repeat offenders. House arrest wont necessarily restrict the defendant to their home, however. Some exceptions, like attendance medical appointments, going to work or school, attending church, and certain shopping trips may exist and mustiness be preapp roved.House arrest is an alternative to percentage jail time and it is think for nonviolent offenders accused of minor crimes. It also requires electronic monitoring of the offender. The offender is monitored 24 hours a day to track their whereabouts in ensure that they remain in predefined locations. It may seem like a benefit at first, because the offender gets to avoid jail time.However, recipients soon find out that having their movements restricted and forcing other family members to complete functions they would normally perform can become more and more stressful as time goes on. Often times, the family of the prisoner begins to impression as if they are being punished as well leading to strained relationships. One argument against house arrest is that it unfairly punishes the family of the prisoner for the continuance of the sentence (Brown Elrod, 1995).Another issue with house arrest is that the offenders could be dragged back into court or before their parole officers when there is a malfunction with the gubbins and risk a return to prison. Some offense that fit this description included losing a connection while taking public transportation, such as a subway, to a preapproved appointment, or just losing power to the device.In fact, the prisoner, is responsible for ensuring that the device remains charged and powered on at all times. The prisoner is also required to pay the costs associated with electronic monitoring. For this reason, an offender with gainful employment is the ideal recipient of a house arrest sentence. The offender must also maintain a home phone land line without call waiting, call forwarding, caller id, other advanced features to be eligible for home electronic monitoring. Repetitive violations of these requirements could land the prisoner back in jail.One last noteworthy problem with house arrest, is that even though it is normally intended for nonviolent offenders, each jurisdiction makes their own rules for the conditions of house arrest. There have been times with some dangerous criminals have been allowed to serve time awaiting trial on house arrest. One notable occurrence of this fact can be seen in a anchor ring member, Rashawn Hines, from the Wilmington neighborhood of Chicago being allowed to await trial under house arrest in November of 2014. Hines was later arrested for another charge. An investigation led to findings that his house was a local hangout for the Bloods street gang and that Hines distributed guns and drugs to members of the gang (Norton, 2014).ConclusionsBail and house arrest both get defendants/offenders out of the prison and jail system during the judicial process. This saves the governing agencies money on housing them in jail. It was noted earlier that incarcerating a prisoner costs the government more than $20,000 per year. It also allows the government to avoid the problem of overcrowding in the prison system.However, they both have the possibility of putting criminals ba ck on the street with the common public. While the intent of both practices is to deter individuals from repeating the offense or committing other offenses, the law is there is no guarantee of that, especially when you give them the access to do so. Home monitoring can keep law enforcement aware of the individuals location, but it cannot contraceptive diaphragm them from committing any specific action. In the case of Rashawn Hines, electronic monitoring could not stop criminals and gang members from coming to him.Bail is way of helping to preserve the notion of innocent until proven guilty which our judicial system is based on, but not every defendant is actually innocent. Bail allows all recipients, innocent and guilty alike, back on the streets. The guilty are in a position to commit the offense again or commit new offenses, including fleeing from the jurisdiction they were arrested in or hindering the investigation against them.Both provide benefits to the government, especiall y financial benefits. However, they both raise concerns of safety to the public as well. There are benefits and consequences that should be weighed and considered in any possible system reforms.SourcesAbrams, D. S., Rohlfs, C. (2011). Optimal bail and the value of freedom Evidence from the Philadelphia bail experiment. Economic Inquiry, 49(3), 750-770.Brown, M. P., Elrod, P. (1995). Electronic house arrest an mental testing of citizens attitudes. Crime Delinquency, 41, 332.Feige, D. (2015, June 11). Bail Is a Fundamentally Unfair Way to Coerce Guilty Pleas From Poor People. Heres a Fix. Retrieved February 11, 2017, from http//www.slate.com/articles/ give-and-take_and_politics/jurisprudence/2015/06/bail_is_unfair_here_s_a_simple_way_to_fix_it.htmlGainey, R. R., Payne, B. K. (2003). Changing attitudes toward house arrest with electronic monitoring the impact of a single presentation? International journal of offender therapy and comparative criminology, 47(2), 196-209.Lilly, J. R ., Ball, R. A. (1987). Brief History of House Arrest and Electronic Monitoring. Yankee Kentucky Law Review, 13(3), 343-374. Retrieved from http//0-search.ebscohost.com.maurice.bgsu.edu/login.aspx?direct=truedb=sihAN=SM113024login.aspsite=ehost-livescope=siteLeon, M. (1999). On the Value and Scope of Freedom. Ratio, 12(2) 162-177.Norton, F. T. (2014, November 6). Gang investigation led to arrest of man under house arrest, drug bust. StarNews Online. Retrieved February 18, 2017, from http//www.starnewsonline.com/news/20141106/gang-investigation-led-to-arrest-of-man-under-house-arrest-drug-bustSacks, M., Sainato, V. A., Ackerman, A. R. (2014). Sentenced to Pretrial Detention A Study of Bail Decisions and Outcomes. American Journal of Criminal Justice.Staff. (2004, August 26). Court lowers $3 billion bail for Durst. Retrieved February 11, 2017, from http//www.cnn.com/2004/LAW/08/26/durst.ctv/Trinh, L., Esq. (2015, March 27). 5 Things You Should Know About House Arrest Web log post. R etrieved February 17, 2017, from http//blogs.findlaw.com/blotter/2015/03/5-things-you-should-know-about-house-arrest.htmlZweig, J. (2010). Extraordinary conditions of release under the Bail Reform Act. Harvard Journal of Legislation, 47 (2). Retrieved February 10, 2017, from http//web.ebscohost.com.ezproxy.roosevelt.edu2048/ehost/detail?vid=3hid=127sid=0e88f6c6-7384-436d-9af6-dd6eafcb20ea%40sessionmgr110bdata=JmxvZ2luLmFzcCZzaXRlPWVob3N0LWxpdmU%3ddb=aphAN=52241622

Alienation in Tennessee Williams, The Glass Menagerie Essay -- Tennes

Alienation in Tennessee Williams, The Glass MenagerieLife is a lonely rehearsal of alienation, as Tennessee Williams conveys though his play, The Glass Menagerie. Williams surrounds Laura in isolation from a world in which they wish to belong to by using various symbols. The symbolic character of the motifs hidden within the lines of this play provides meaning to the theme found consistent throughout the play Individuals are all alone in the world. Williams brilliantly illuminates the thinker of isolation through the symbolic use of glass. The symbolism of the glass is directly connected with the character of Laura. Similar to glass Laura is extremely fragile, her soul and image faces the first step of being easily damaged and destroyed. Her character is tragically transparent as it is simple to decipher. However, glass objects, unlike a painting or photograph, have trine dimensions. It is possible to examine every side of Lauras fragile character, just as it is a glass fig urine. Laura is trapped into a mold of glass, unable to represent or break from its pattern she is trapped in her own world of alienation. Yet, in a different light, glass reflects a rainbow of personality and beauty. Similar to the rainbow minded(p) off by glass Laura aids characters in achieving a sense of beautiful and colorful self-awareness. Williams contrasts light and dark to bring attention to Lauras isolation from the world, and illuminate it as moments of the beauty that exists in huma...

The Eye And Laser Eye Surgery Essay -- essays research papers

A Functioning Eye (Emmetropia)The plaza is the organ of sight. It is used in almost everything we do, from playing sport to reading. A normal and well functioning pump can focus objects and calculates, both near and far, perceive depth and adapt to turns in mail. The perception of depth is delinquent to having two separate eyes creating two separate images, while the ability to adapt to hoy change is attributed to the iris and the dilator muscles. However these two aspects of the eye are not involved in laser eye surgery and will not be discussed in reference. The focusing of objects and images is very much art object of laser eye surgery. In order for a clear optic image to be formed the image must come to a run on the retina. Light rays do not normally travel toward each other, usually the light rays either travel outwards or almost parallel, for this occasion the light rays must be refracted. The cornea is the primary place of refraction, the bent light rays then trave l through the aqueous humor and the pupil to the lens. Here the light is one again refracted even closer together, the light then goes through the vitreous humor and is projected onto the retina. The focus of the lens should be aimed at the fovea centralis (a tiny pit in the middle of the macula). It is in this region that vision is most sharp. For this reason, instead of simply staring at one point the eye must constantly scan the area to focus the whole object or image. In order to accommodate the changing distances of the object or image the lens in the eye has to adjust, becoming thinner to focus distant objects and fatter to focus near by objects. This process, of changing the lens thickness is known as accommodation. In order for this to occur the ciliary muscles contract and relax. The contraction fattens the lens and the relaxation stretches the lens. The eye functions on much the same principle as a camera. The iris, or coloured portion of the eye, acts as a shutter to reg ulate the amount of light admitted to the eye. The cornea (the clear window at the front of the eye) and the lens (located fuck the pupil) serve to focus light rays from the object viewed onto the retina at the back of the eye. The retina then transmits the "picture" of the object viewed to the brain where the object is "seen". Clear vision is the result of light rays passing through the cornea,... ...ubstantially reduced. 3) Post-operative visual acuity is restored within a few days rather than weeks. 4) Less corneal scarring in the long term, less change due to healing (regression) and thus greater stability of the correction. When comparing only the benefits of Lasik over PRK the first impression is that Lasik has the potential to be a superior procedure. at that place is however, a very significant list of potential complications or risks and these include1) Failure of automated instrument to leave a hinge on the corneal flap, with the first incision. 2) Loss of the corneal flap during the operation. 3) Loss of the corneal flap after the operation. 4) Slipping of the flap and healing off center. 5) First incision in any case deep (perforation of the eye) or too shallow, causing a hole in the flap. 6) Invasion of the surface tissue into the central tissue of the cornea. 7) Infection of the cornea. 8) Loss of visual acuity - from scarring or from decentration of the PRK. 9) Technical problems with complex and finicky automated diamond-cutting devices. 10) The procedure is much more dependent upon surgeons operating skills, than the computerized precision of the PRK procedure.

Hemispheres Of The Brain :: essays research papers

Hemispheres of the BrainAs I was reading the text I came upon a arm that I thought to bequite fascinating. It talked about people who have a hit that functions liketwo different people inside of the brain. This is of division the Split-BrainPersonality. As I studied this topic in more detail I found it to be quitebroad and yet very detailed. I found that I needed a dictionary to be able toread all of the medical journals and books that are out there, to be able to take in what it was exactly, that I was reading. But with a little make andresearch I found that this is a precise science that is still largely full ofmysteries.The study of hemispheric asymmetry with in the cerebral cortex had longbeen a fascination with the military man race. The ancient Aztec cultures used toperform a type of brain surgery on humans. This is evident from the humanremains that we find with incisions and pieces missing of the skull. Whetheror not these primitive surgeries were successful is unknown . The earliest wayfor man to learn the brain was by noticing brain damage to a particular areaof the brain that was damaged. Such observations were first recorded some 5,000years ago (Myers,1995). The most(prenominal) popular case is that of Phineas Gage arailroad worker that had severe frontal lobe damage. This happened when a railroad spike was shot through his head teacher by a piece of dynamite. Miraculously helived through the experience, but with a severe change in his personality. Fromthis physiologists learned that personality was largely controlled from this window pane namely by removing a persons inhibitions.For the most part the brain has been a mystery that is waiting to beopened. The last two decades have witnessed a plosive speech sound of research on the humancerebral functions comparable to the great era of discovery initiated by Brocain 1861(Young, G,. Segalowitz, S,. Corter, C,. Trehub, S,.1983). We have leanedmore in the past 20 years about the brain and its hemispheric asymmetry than wehad learned in combined previous history.(Kosslyn, 1993). Most of this new workhas been devoted to the study of cerebral functions in adults, but recentlythere has been a growing interest in infants and young children most especiallyamong the study of hand preference. About 10 percent of the human population inleft-handed(Myers,1995). By looking at ancient writings this right-handpreference has seemed to develop right from the start of the human race. Italso is apparent that from ultrasound devises that about 9 in 10 fetuses suck

The Bereavement Journey :: essays research papers

The Bereavement JourneyBreavement is handeled differently in different generations. Weather it is a put on that has a terminal illness or an old person who is diagnosed with a terminal illness, each breave differently. Breavement deals with not just someone clsoe dying but, someone themselvs who is diagnosed with a life threatening illness.Kids are more afair of remainder than adults are. Kids do not underdstand death like adults. In one of our class discussions , Dr. Bradshaw told our class a story about how he went to Yale New Haven hospital (I think) and Dr. Bradshaw stated that a young boy who was a terminal cancer patient drew him a picture of a tank going later on him. When Dr. Bradshaw told our class this , it was then clear to me that a child does not understand death as well as adults. But there are overly ways a parent can help a child with breavement like buying the child a pet and when that pet dies, explain to the kid whay the pet died and that it can not be repla ced. childeren are capeable of experiencing greif (DeSpilder 359). Childeren tend to be more quiet when dealing with a death of someone finale. Childeren like to swallow the sight of a dead one and try and move on without talking to anyone.Adults experience greif more open. When a certain person reaches adult stumblebum , more and more people that he or she knows is going to die, a parent can die, a friend, and even a child. The most extemem death a parent can experience is death of a child. the death of a child may be experienced as the ultimate lack of guard and nuture, the ultimate breakdown and failure in being a good parent. When and adult experiences a deah he or she will be more open and go to counceling or actually talk to someone, and talking to somneone about your problems is a good way of breavement.Elderly when dealing with deaht and breavement is also an extreme. An elderly is close to death as is, but his or her friends are starting to die repidly and most of all a spouse is very close to end of life.