Instructional Strategies for Teaching English Language...

Instructional Strategies for Teaching English Language Learners Math EDU 534: Diverse Family Structures October 10, 2012 Abstract This paper investigates and examines the needs of English Language Learners (ELL) in our classrooms today. It defines who they are, gives statistics at three different levels, nationally, statewide and at the school level. A few general concerns about ELL are discussed and also some positive indicators are given to give a foundation to work from. Academic goals in English language development, reading and math; that can be applied for all students, and assessment considerations are reviewed. Finally, proven instructional†¦show more content†¦Enrollment for Spanish speaking is low, but rising. When a child starts school in Pre-K, achievement gaps lessen with government supported programs like Head Start and Even Start. Studies have shown that kids who enter Pre-K become independent learners earlier and develop better language skills. The benefits are not only academic, but social, too. (Discovering the benefits of Pre-K 2007) Academic Goals If teachers look, they will find many instructional techniques and strategies that will help the ELL. We need to consider many variables like: age, native language, cultural and academic backgrounds, parent literacy and English proficiency, when choosing the proper teaching instruction for our ELL students. We need to have high expectations and set achievable goals for all students, in all academic areas. In English language development, students need to improve; vocabulary development, listening comprehension, grammar and syntax. In reading; vocabulary development, word reading, fluency and accuracy when reading, and reading comprehension. In math; vocabulary in context and achievement, understanding of concepts and procedures and their applications and word problems. WWC Evidence for Review Protocol for Interventions for English Language Learners, Version 2. (2009) Assessment Ideally, before any instruction begins, assessment should take place, although this is not always the case. A few things toShow MoreRelatedEnglish Language Learners1162 Words   |  5 Pagesthe lowest 25%. An instructional focus on these students would result in increased student achievement and overall gains for the school. Instructional Strategies for English Language Learners Colorin` Colorado is the premier national bilingual site in the United States for ELL educators, ELL students, and their families. According to an article on the site, â€Å"Mathematical reasoning and problem-solving are closely linked to language and rely upon a firm understanding of basic math vocabulary (as citedRead MoreEsl Classroom Observation845 Words   |  4 Pagesstudents were of Mexican descent and labeled as intermediate/advanced English language learners. The classroom environment itself was very warm and welcoming. There was a bulletin board that displayed pictures of students and their families along with autobiographies. There was another bulletin board dedicated to celebrating Mexican culture and people. The teacher was a Caucasian women in her mid twenties with three years of teaching experience. The second classroom I observed was a first grade classRead MoreEnglish Language Learners : Education, Cognitive Abilities And English Proficiency1090 Words   |  5 PagesEnglish language learners are students who are unable to communicate fluently or learn effectively in English. They require specialized or modified instruction in both the English language and in their academic courses. As a future teacher I have the responsibility to provide adequate instruction that help build on students’ education, cognitive abilities and English proficiency. I will recognize and understand that ELL students come with their own language and culture. This is a benefit to theirRead MoreImplementing A New Program For Students And Staff Achieve The District Vision And Goals924 Words   |  4 Pagescollaboratively, all JUSTCo leaders will assume the following responsibilities to implement this new program designed to help students and staff achieve the district vision and goals. Superintendents Heifitz purposes the superintendent be a leader of learners and â€Å"lead with questions rather than answers† (Heifitz, 2006, p.512). Therefore, the program outlined in the following pages is organized by critical questions that the JUSCo district leadership felt were critical to ask in the pursuit of excellenceRead MoreThe Importance Of Instructional Improvements In College1517 Words   |  7 Pagesproficiency rate in 2017-2018 will amount to 161 out of 354 students. The data from Figure 1 in tandem with Table 1 are evidence that significant instructional improvements need to be made to achieve the school’s goals for the 2017-2018 school year. Instructional Strategies for Economically Disadvantaged Students What are the best school-wide instructional improvements that can be made in Algebra 1, while taking into consideration that 100% of the students taking the course and exam are economicallyRead MoreCentral Primary Serves Pre K Through 5th Grade Students Essay1717 Words   |  7 PagesAscension Parish on Parker Road in Prairieville, Louisiana. Prairieville has a population of 26,895 individuals. English is the most predominate language that is spoken. Of the 26,895 82% or 22,174 are Caucasian and 12% or 3,315 are African American. The remaining population is broken into the races of Hispanic, Asian, and others. School: Prairieville Primary is a place where students are, â€Å"Learners today, leaders tomorrow; and the future begins here.† Prairieville primary serves Pre-K through 5th gradeRead MoreDiversity and Equity Audit in My First Grade Classroom Community932 Words   |  4 Pagestwenty-four students, three of them are English Language Learners. Additionally, eight students receive tier two interventions and two receive tier three interventions in reading. In math, five students are tier two and four are tier three. I also teach one student who receives ECE services for a developmental delay. Within my class there is a wide achievement gap. In order to improve my instructional practices, I analyzed instructional data from district math diagnostic and proficiency assessmentsRead MoreThe Art Of Teaching And Learning883 Words   |  4 PagesIntroduction The art of teaching involves different styles and methods of instructing. An educator’s ability to apply effective instructional strategies should understand how students learn. There is no single learning approach or style that works for every student.(Cetin) This paper will reflect upon my observation and participation during my field experience and demonstrate how it relates to the concepts of course material studied during this semester, â€Å"EDUC 2130, Exploring Teaching and Learning†. FieldRead MoreThe Extent to Which Teachers Help Their EC Students in Regular Classroom Settings1647 Words   |  7 PagesReview The main purpose of the study is it to determine the extent to which teachers help their EC students in regular classroom settings. When speaking of EC students I am more addressing the ESL students. Literacy Before children learn to use language to let their needs and wants be known they first learn to read, how can a child communicate without the resources they need to express themselves before they have the skills needed to do so? Studies show how to overcome one challenging situationRead MoreMath Context For Learning Information893 Words   |  4 Pagesthe School Where You Are Teaching 1. In what type of school do you teach? (Type an â€Å"X† next to the appropriate description; if â€Å"other† applies, provide a brief description.) Elementary school: ___X__ Middle school: _____ Urban: __X___ Suburban: _____ Rural: _____ 2. List any special features of your school or classroom setting (e.g., charter, co-teaching, themed magnet, classroom aide, bilingual, team taught with a special education teacher) that will affect your teaching in this learning segment

History Of Copyright Law With Indian Context Essay

HISTORY OF COPYRIGHT LAW WITH INDIAN CONTEXT: India has one of the oldest academic traditions with formal education finding a place in its ancient history. The universities of Takshila and Nalandaare great centers of learning in the early world, teaming with students and teachers from all parts of the world, not to say about the great Gurukul tradition in the age-old past. However, those are the days when learning was considered as gift of God, freely received and freely given. Over the centuries, the learning approach gradually changed. Old traditions paved way for new ones. New economic models and institutional structures emerged. Concept of copyright in literary works found a place inIndia by the nineteenth century. India had its first Copyright Law enacted on 18th December 1847 much earlier than many other countries. The scope of the Act covered books only and no other kinds of creative expressions. It isinteresting to read the title of that legislation: â€Å"An Act for the encouragement of learningin the territories subject to the Government of the East India Company, bydefining and providing for the enforcementof the right called copyright therein† .The scope of that Act covered only books and no other kinds of creativeexpressions. It is, however, remarkablethat the Act provided for compulsory license to publish a book, which theoriginal publisher had refused to republishso that books in demand are not withheld from the public. Although suchlegislation existed, the BombayShow MoreRelatedAccusation And Defense Of The Salem Witchcraft Trials1658 Words   |  7 PagesRESEARCH PAPER Accusation and defense in the Salem witchcraft trials Suraj Gamal History 1301-73001-73002 JOE L. MCCAMBRIDGE - HISTORY 1301-1302 One of the most infamous Trial in history took place on March 1, 1692. According, to the Library of Congress, Massachusetts authorities catechized Sarah Good, Sarah Osborne, and an Indian Slave, Tituba regarding their practice in witchcraft. The trial resulted in more than 150 men and women in and around Salem jailed on charges of practicing WitchcraftRead MoreThe History of Semantics2495 Words   |  10 Pagesleading proponents include W. H. Goodenough, F. G. Lounsbury, and Claude  Là ©vi-Strauss. In philosophy, semantics has generally followed the lead of symbolic logic, and many philosophers do not make a distinction between logic and semantics. In this context, semantics is concerned with such issues as meaning and truth, meaning and thought, and the relation between signs and what they mean. The leading practitioners have been Gottlob  Frege, Lady Welby, Bertrand  Russell, Otto Neurath, RudolfCarnap, AlonzoRead MoreEgt12776 Words   |  12 Pagescompleted. From the perspective from traditional U.S. customs this action might be misunderstood as a lie but, because of cultural hierarchal tradition, they desire to not upset their superiors by saying they are unable to complete the task. Although the Indian culture encourages and actually enjoys negotiations or bartering, it is important to acknowledge that aggressiveness is considered improper. U.S. culture typically takes an aggressive stance when negotiating, being aware of these cultural differencesRead MoreSwot Analys is It Industries in India3210 Words   |  13 PagesStudy of Indian Software Industry based on SWOT Analysis HUANG Feixue1, LI Zhijie 1 Department of Economics, Dalian University of Technology, Dalian, P.R..China, 116024 2 Research Institute of Nonlinear Information Technology, School of Computer Science and Engineering, Dalian Nationalities University, Dalian 116600, China huangfeixue@yahoo.cn Abstract This study’s objective is to probe of Indian Software Industry issue. The method is formulated as basedon SWOT(Strengths, Weaknesses, OpportunitiesRead MoreCrime is Part of Everyday Life2242 Words   |  9 Pages1.1 CRIME Crime, as we would believe, is a salient fact that is a part of our everyday life. Both the law and the lay man believe that crime is associated with harm and destruction to humans and property alike. It is true that both crime and criminals are looked upon with the greatest hatred across all sections of society, but it is also true that the study and research of the law of crimes has always been one of the most attractive branches of jurisprudence since the early years of human civilizationRead MoreWife Novel of Bharathi Mukherjee2831 Words   |  12 Pagesin seventeenth-century America and India. The Euro-American women protagonists of this work have lovers who are from other cultures or countries. A significant number of her stories and novels present the encounters between cultures in the context of encounters between women and men either of different root cultures or from the same root culture. Some of these very personal encounters have the poignancy of underlying affection, some of them range from gentle humor to an attempt at broad satireRead MoreLaw Enforcement in the 21st Century15936 Words   |  64 PagesLaw Enforcement in a Democratic Society cha pt er 1 ISBN 0-558-46766-0 Law Enforcement in the 21 Century, Second Edition, by Heath B. Grant and Karen J. Terry. Published by Allyn Bacon. Copyright  © 2008 by Pearson Education, Inc. st Chapter Out line INTRODUCTION The Themes of the Book The Police Function: Social Control and the Use of Force Policing Within the Rule of Law: The Challenges of Discretion The Delicate Balance: Crime Control versus Due Process The Levels of Law Enforcement MunicipalRead MoreEthics of Information Communication Technology (Ict)27618 Words   |  111 Pageshuman activities, and undermining the feasibility and legitimacy of applying laws based on geographic boundaries. The new boundaries, which are manifested in the monitor screens, firewalls, passwords, intruder detection, and virus busters, have created new personalities, groups, organizations, and other new forms of social, economic, and political groupings in the cyber world of bits. Traditional border-based law making and law enforcing authorities find this new environment of cyber boundaries veryRead MoreJuvenile Crime Issues in Today’s Criminal Justice System18893 Words   |  76 Pagespart 5 Special Issues ISSUES FOR THE FUTURE The accused has these common law, constitutional, statutory, and humanitarian rights that may be threatened by technological advances and other developments:  ©  ©  ©  © chapter 15 Juvenile Justice chapter 16 Drugs and Crime chapter 17 Terrorism and Multinational Criminal Justice chapter 18 The Future of Criminal Justice These individual rights must be effectively balanced against these present and emerging community concerns: Widespread drug abuse amongRead MoreVaccine1952 Words   |  8 Pagesneeded to distinguish references. Punctuation ââ€" ª When an author-date citation appears at the end of a sentence, place the period after the parentheses. ââ€" ª When an author-date citation appears mid-sentence, punctuation depends on the context. Secondary Sources Indicate in the text when you are citing from a secondary source in one of the following ways: ââ€" ª Place both authors in the same citation at the end of the sentence: (Smith, 1976, cited in Carrington, 1989); or cite them

Human Resource Management Critical Evaluation of HR Information

Question: Discuss about the Human Resource Managementfor Critical Evaluation of HR Information. Answer: Introduction: Human Resource Management (HRM) is a new facet of contemplating about how people must be guided as artisans in the workplace. HRM is not just a single theory but also a bunch of ambitious theories. It is a traditional thought of managing people. There are two schools of thought under HRM, such as hard HRM and soft HRM. Both these are used in any kind of organizations or sectors where hard one is used to manage the employees to meet with the organizational needs and the soft part focuses on the requirements of the employees and the importance of the commitment of the artisans to their workplace. A. Evidence-based HRM, a specific application of the broader term, evidence-based management, is a cornerstone in this subject. Using at least two information sources from academic journals, explain what is meant by this term. Why is this important in HR practice? Evidence-Based HRM: Evidence-based HRM is a term that can be defined in many ways. Some of them are as follows, This is a practice by the human resource, of recognizing and recruiting HR inventions. The approaches that have the robust premise of factual assistance for obtaining desired outcomes. In other words, evidence based HRM is a way of style of working using the best proofs, expertise and significance which matters for the organization (Terpstra and Limpaphayom, 2012). Evidences are usually the alignment of data and facts that are required by the human resource management to examine if the employees taken are worthy for selection or not. Importance of Evidence Based HRM in HR Practice: This is important in HR practices for informed and effective decision-making, maintaining the good quality HR policies, improvement of credibility for the discipline of human resource practice, more consistent decision making and interventions and effective management of risk. Evidence based practice is mainly required as it has its hands within then scientific community and has been embraced, in particular for the medical profession (Terpstra and Limpaphayom, 2012). These evidence based HR practices offers various approaches to new challenges, difficulties and rewards of management. An evidence-based practitioner must be a quick problem solver and must look to harvest and trap evidence at every available opportunity and a good critical and lateral thinker. Find any two internet written sources that you believe would be useful to Israel Tobin in persuading Mark French of the strategic value of the HR function in CERA. (The sources do not need to be used in Israel in full-they are to inform his presentation.) Briefly explain how each source might be used to support Israels pitch to Mark French and the CERA executive team. The main goal of the HR practices of an organization is to examine the employee performances and how to improve their capabilities through various policies and recommendations. This explores the general role of the HR management. The vital objectives are; Examine the general policies, programs and practices of CERA. Measuring the realizations of the employees on HR practices and programs. Assessing the rank of productivity of the workers in that organization. Establishment of proper impact of HR policies on the employees to gain effective performance and organizational improvement. A fine office, prestigious environment and an international status are the key practices that make the organization, one of the best among all. Unless the HR management policy is given any importance, the performance graph cannot improve. As per all industry standards, in any office the HR occupies a unique, important and most sensitive role. This includes the best fit practices strategies and policies that will be responsible for the performance up gradations. Topics on human resource management have been sieved, taking into account of many phases. From the prospects of Taylorism, the experiment which began another phase of people management is known as human relations. The decade of person management surfaced has now evolved as Human Resource Management. Since then, HRM has attained the interest of many studies, executed lot of discoveries that sometimes create discourse and dissimilarities. These are the prospective and practices that HR manager must implement on organizations. The objectives stated above should be the first preference of the employees to gain success in their performance. Using the CRAP Test Evaluate the Two Sources that you used Above. CRAP Test for the First Source of Information: Source 1:Terpstra, D. E., Limpaphayom, W. (2012). Using evidence-based human resource practices for global competitiveness.International Journal of Business and Management. Currency: The information on this topic waspublished within the last 5 years. It was published on November, 2012. Relevancy: The information applies to this topic. It is a secondary source as the primary source is retrieved from the Internet. 70% of the source applies to this topic. The information in the source is detailed. Authority: The information was taken from a journal written by Terpstra, D. E.Limpaphayom. It was an international organization of Business Management. No, there are no credentials provided. There are references provided in the source. It was not peer reviewed. Purpose: It was written to provide the information about the HRM policies of various organizations. The intended audiences are the HR departments of various organizations. The source intended to provide information about the HRM evidence strategy. This is a first-hand account of an event or research. CRAP Test for the Second Source of Information: Source 2:Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management Currency: The information being published within the last 5 years can be considered for this topic. It was published on October, 2013. Relevancy: The information is relevant to this topic. It is another secondary source as the primary source is retrieved from the Internet. 60% of the source applies to this topic. The information in the source is factual. Authority: The information was authored by Marler, J. H., Fisher, S. L. There were only two people. No, there are no credentials provided. There are references provided in the source. It was not peer reviewed. Purpose: It was written to provide the information about the HRM policies of various organizations.. The intended audiences are the HR departments of various organizations. The source intended to provide information about the HRM evidence strategy. This is a first-hand account of an event or research. Draw Conclusions Regarding the nature of Information that should be used to Inform Practice. The information provided above draws from both sources. OCED is a department of government organization, which provides stats and data about the HRM structure of various countries (Terpstra and Limpaphayom, 2012). In the highest terms, these alterations necessitate a theatrically unusual role for the HR function and CERA executive team. Specially, HR should pay more attention on professional results compared to HR level findings. The development of prospect and capability to solve all the business problems must be the number one priority for the HR department. HR is important when it comes to personal capital difficulties that is bound to the capability of the organization to attain chief business preferences and can produce HR outputs to those issues. Acquiring brand new estimation tactics, such as, it fabricates magnitude in a way that it may be assessed in these surroundings. HR has to be a vital central adroitness other than being a market henchman. A big productive business method, which generates original stockholder value, is never an object that could be specified from other business places (Terpstra and Limpaphayom, 2012). Proto typing may hold the organization in the contest, but cannot generate the cognitive deep pockets, which can make comfortable ruthless benefits. Tactical expertise is more crucial other than functional expertise. The foremost value making HR policy, and the one which is most inexperienced in many organizations, is the capability to grasp the mortal principal aspect of every firms crucial working preferences and be considerable to speak out how resolving these principal aspects would exactly affect operations. The vital misplaced parameter in HR service able effectiveness is one systems perception. Functional abilities should mingle conventional HR practical prowess along with a system vista to circumvent dangerous alignments and choose resourceful networks (Marler and Fisher, 2013). As this should have been proclaimed for a systems prospect rigorously in this subject, this guidance should also be reviewed as if a system is designed of interactively fortifying materials; these cannot be administered in segregation. This makes us return to our beginning proposition. It is avowed that the operation of HRM is in calamity, as its standard characteristic does not generate ethical values for that firm. Alternately, it has been explained conceptual and factual proof proposing that HRM has the possibility to have a prudent and meaningful consequence on organizational workflow (Marler and Fisher, 2013). Conclusion: HRM is the main policy of any institution or organization that determines the manpower of that workplace. If any of the employees are not selected through proper evidence and data analysis, a lot of problems might show up instead of proper progression. So, the above made recommendations are the key to a greater good of that organization. Reference List: Marler, J. and Fisher, S. (2013). An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review. [Online] Available at https://www.researchgate.net/publication/257471839_An_evidence-based_review_of_E-HRM_and_strategic_human_re-source_management/ [Accessed on 19 Mar. 2017]. Terpstra, D. and Limpaphayom, W. (2012). Using Evidence-Based Human Resource Practices for Global Competitiveness.International Journal of Business and Management [Online] Available at www.ccsenet.org/journal/index.php/ijbm/article/download/15517/12030/ [Accessed on 19 Mar. 2017]. Books: Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Hendry, C. (2012).Human resource management.Routledge. Journals: Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Daley, D. M. (2012).Strategic human resource management.Public Personnel Management, 120-125.

Most Important Strategic Challenges for Today free essay sample

This essay will firstly identify the key strategic challenges for today’s HR practitioners operating in multi or transnational companies faced. Simultaneously, the report will provide some solutions and recommendations on coping with those challenges. Subsequently, this article will choose Coca Cola, the most quintessential global corporation as a specific example. A conclusion will come in the end. In order to enhance global competitive advantage, HR practitioners need to clearly identify and delineate the main challenges facing and raised when corporation operates its business in its overseas subsidiaries. The most prominent challenges, cultural and corporate social responsibility will be discussed in depth. Cultural Adaptability and Communication Adapting to different cultures has been increasingly becoming the most critical challenge for today‘s multinational and transnational companies. This is due to the consequence that different countries have their own unique culture which shapes their values and influences their way of doing business. Therefore, HR practitioners must take into account the cultural differences and understand and promote cultural norms to promote firm diversity when operate abroad, which could highly shape the managerial attitudes. We will write a custom essay sample on Most Important Strategic Challenges for Today or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page At the same time, HR practitioners should be able to provide the glue and adequate communication to make these various international divisions and groups work together. By understanding specific culture dimensions where the company operated, HR practitioners should implement appropriate HR practices to hire, retain, motivate and reward employees to fit the local culture. For instance, according to Hofstede’s research (1980), when an American multinational company with high individualism culture operates its subsidiary in China, who enjoys a highly collectivism in its traditional culture, this company should implement its subsidiary’s rewards strategy focusing more on group performance rather than individual performance. On the other hand, HR professionals will also be responsible for providing cultural sensitivity training for the organizations employees and for managers throughout the entire organization to proper recognizing and adapting different cultures (Czebter, Anamaria, 2002). It will help employees and senior management at all organizational levels to adapt different cultures, enhance involvement and commitment and positively contribute to business result. Corporate Social Responsibility In the recent period, Corporate Social Responsibility has become a critical ethic consideration and challenge for HR practitioners in MNCs organization, regardless of country of origin, sector and size. According to Juliette (2002), â€Å"MNCs operating across borders should bear some responsibility for the effects of their operations on the local environment and population to promote stability in their areas of operation, not only because it is the ight thing to do, but also because it makes good business sense† Undoubtedly, HR practitioners push the CSR agenda. There are many ways that could be done in respect of CSR. For example, firstly, HR practitioners must be aware that HR department plays a significant role to educate their enterprise the importance and their responsibility of CSR, be able to provide cross-border guidance and implementing CSR practices to business where they operated. According to Nancy, R, L (2004), â€Å"HR practitioners can influence three primary standards of CSR-ethics, employment practices and community involvement, which relate either directly or indirectly to employees†. These could involve several parts of CSR initiatives such as human rights practices (fair labor practices), offering competitive benefits to competing with local other business, diversity programs care, and protecting the local natural resources and environment. There are lots of things which HR practitioners could do to purse these CSR initiatives. For example, donating and sponsoring money to communities, creating green and recycle products to protect the local environment, selecting and recruiting employees to follow the precepts to compliance with local laws, together with local government to foster a friendly society environment for better place to live and doing business. Case Study: According to the Coca Cola Company (2012), the Coca-Cola Company has made The Worlds Best Multinational Workplaces to work based on the work environments and practices of Coca-Cola offices around the world. There are 25 companies on the list selected from more than 350 multinationals headquartered in 45 countries. The most operating income was derived from businesses outside America. Cultural Adaptability and Communication The most ingredients for Coca Cola to success are perceiving themselves as multi-local company, which could be best summarized as thinking globally, acting locally. Coca Cola understands that cross-cultural adaptability is critical for the company growth and sustainability. According to the Coca Cola Company (2012), Coca Cola has â€Å"created a cross-cultural workplace strategy including developing programs to attract, retain, and develop cross-cultural talent; providing support systems for groups with diverse backgrounds; and educating all associates so that to master the skills to achieve sustainable growth†. In addition, Coca Cola also have outstanding performance of promoting workforce diversity by implementing programs to embrace different people’s values and ideas. Corporate Social Responsibility According to the Coca Cola Company (2012), Corporate Social Responsibility of Coca-Cola is managed trough the public policy and Corporate Reputation Council, a cross-functional group which identifies the company opportunities and risks and recommends strategies to address these challenges. Moreover, the core of the ethics and compliance program at Coca-Cola is the Code of Business Conduct, which guides business conduct, requiring honesty and integrity is compliance with the local laws. In addition, Coca Cola not only limits to established standards of corporate governance and ethics, but also makes a great effort to respond to local society and cares about the local well-being together with respective government. For instance, according to the Coca Cola Company (2012), Coca Cola programs in Africa combine prevention, awareness and treatment, including free condoms, confidential voluntary counseling, and testing for all of associates and their families. Conclusion In conclusion, effective use of HR to â€Å"Think Global, Act Local† could help enterprise overcome strategic challenges within a multinational and transnational company. HR practitioners are firstly expected to have the knowledge of globalization and its drivers. Subsequently, they need to develop cross-cultural understanding, take in to account country-specific factors such as local laws and regulation, promote cultural diversity practices within the organization in order to achieve global competencies. At the same time, HR practitioners also need to understand the core business and values of the organization and become business partners with all levels of the department. In addition, the host country’s business strategy should be at the central of the consideration. Nevertheless, there is no one best HR practice that fit all the forms of the multinational and transnational company. It requires HR professionals, firm and the local government to work together to achieve the firm’s competitive advantage. Reference List: Czebter, Anamaria, (2002), ‘Labor market and Gloablization: Human Resources management in global enterprises, Centre International de Formation Europeenne, Nice. Geert Hofstede, (1980), Cultures Consequences: International Differences in Work-Related Values. Beverly Hills CA: Sage Publications Juliette Bennett, 2002. Multinational Corporations, Social Responsibility and Conflict, Journal of International Affairs, vol. 55, no. 2 Nancy R, 2004. Corporate Social Responsibility: HRs Leadership Roleb, falseLockwood, HR Magazine[pic],49 (12), p1-11[pic] The Coca Cola Company, 2012, Coca-Cola Named Among Worlds Best Multinational Companies to Work For. [Online] Available at http://www. thecoca-colacompany. com/dynamic/press_center/2011/10/best-multinational-companies. htmlgt;, [Accessed  8 November  2012] The Coca Cola Company, 2012, Workplace Culture. [Online] Available at lt; http://www. thecoca-colacompany. com/citizenship/workplace_culture. htmlgt;, [Accessed  8 November  2012] The Coca Cola Company, 2012, Governance Ethics. [Online] Available at lt; http://www. thecoca-colacompany. com/citizenship/governance_ethics. html gt;, [Accessed  8 November  2012] Question 3 Advances in information and communication technology have meant profound changes in the world of work. Drawing on ideas and arguments rose during the semester, critically examine and discuss the impact that technology is having on HR strategies. Support your argument by drawing on a brief example from industry. Introduction With the dramatic change in technology and globalization, the advance in information and communication technology has prominent impacts on today’s daily work; especially contribute to HR strategies and functions. However, several researchers propose that there are still several negative impacts technology has on HR strategies which we could not deny. To explore this complex issue, the essay will begin with providing a deep vision on how the advance in information and communication technology has profound positive impact on daily work, especially on HR strategies. Subsequently, this report will identify and explain the demerits of advanced technology used in the workforce from both employee and company sides of view. An evaluation will come then with conclusion in the end. Snell, Stueber, and Lepak (2002) observe that â€Å"HR can meet the challenge of simultaneously becoming more strategic, flexible, cost-efficient, and customer- oriented by leveraging information technology (IT)†. Lepak and Snell (1998) have proposed that â€Å"there are three types of e-HRM which are operational e-HRM, relational e-HRM and transformational e-HRM†. 1. Operational Impact According to Samir S and James,B,S (2003), â€Å"the impact that IT has on internal functioning of HR is operational impact which refers to alleviation of administrative burden of HR and lowering of variable transaction costs and head count within HR†. For example, nowadays, a lot of HR professionals are struggling with filing a large amount of paperwork which is time consuming. HR Enterprise Resource Planning (ERP) can help store data and retrieve HR files in an electronic format to provide supporting efficiency to HR department and significantly reduce the time on administrative HR tasks. On employees’ perspective, staffs are able to communicate and share information with other staff members online which brings everyone together. Additionally, ERP system is easy to use, which apparently could save training cost. 2. Relational Impact According to Samir, S and James,B,S (2003), â€Å"relational impact refers to the impact technology has on relationships that HR enjoys with its clients. It refers to technology can enhance the quality of relationships by influencing HR response times and service levels and also by providing decision support to help internal clients effectively†. For instance, using computer based tools would definitely help HR activities to be done efficiently like approving leave, employee boarding, calculating commission and evaluating employee performance and so on. The relationship with clients and employees will be therefore enhanced. On the other hand, Hubb, J, M, R and his colleagues (2006) also identified that â€Å"in terms of relational HRM, there is a choice between supporting recruitment and selection through a web-based application or using a paper-based approach (paper-based application forms and letters)†. For example, nowadays, with the help of advanced technology and networking, recruitment becomes more efficient and effective which enables HR professionals to attract and assess widespread more job candidates instead of seeking applicants by using print publications. 3. Transformational Impact Ultimately, Samir S and James,B,S (2003) proposed â€Å"Transformational impact of IT, redefines the scope of HR by enabling the function to concentrate more on strategic activities such as creating a learning environment, assisting in knowledge management, facilitating organizational transformation†. The effective use of HR technology in the workplace enables HR professionals to play a strategic role in supporting virtual team through an integrated HR web tools. For instance, HRIS system could help HR professionals generate specific useful reports in regards with creating recruitment and retention strategies, develop training programs, assess employee performance. The increasing use of integrated HR software makes HR professionals always adherent with the whole company business and operation strategy. However, despite the advantages of HR technology, HR technologies are still underestimated and not remain in a priority in several companies. There are several reasons for the resistance and underestimation of advanced technology. Firstly, some companies regard HR technology system costly especially in the initial stage. Secondly, their HR advanced technology and system could create more pressing issues, for instance, HRIS are complex and difficult to implement and they are resistance to change existing work process. In addition, the advanced HR technologies reassign many day-to-day activities of HR professionals and several HR professionals may perceive that the advanced HR technology may replace their daily job. Moreover, with the use of advanced technology, responsibilities may shift to line managers. Last but not least, there will be no boundary between work and life and it might result in low commitment and satisfaction. However, as discussed above, efficient use of HR system can be time saving and add professional quality when HR process and activities took place. HR technology could create the opportunities for HR to enhance his strategic contribution in strategic role. Hence, it is a critical need for HR professionals to better familiar with advanced HR processing system, be well trained with HR technologies and understand that HR technologies could better let them participate in strategic decision making and enhance strategic contribution to the organization. Case Study As we know that Coca Cola is a multinational cultural company which operated geographically dispersed. Therefore, the advanced technology makes it possible for employees in Coca Cola to work cooperatively and share knowledge and ideas easily regardless of time and distance. Introducing virtual team to Coca Cola could enhance the communication all around the world instead of interacting face-to-face. According to Ochrehouse (2012), Simon Brown, the HR Transformation Deployment Director at Coca Cola who built a virtual HR team said that: â€Å"the real glue was provided by the revolution in communications technology. We set up a formal system of group and one-to-one video, Webex and audio conferences, but we also employed ‘Sametime’, the chatroom facility of Lotus Notes to talk to each other on a constant basis†. Therefore, there is no doubt that digital technology plays a crucial role for vital team in Coca Cola. The benefits from it including reducing cost, ease of cross-cultural collaboration and knowledge sharing. Hence, high level of task variety, high degree of flexibility and responsiveness are created. As a consequence, company will improve efficiency; earn margins and competitive advantage in the market. However, there is no doubt that there are still some demerits exiting in respect of lack of team moral and spirit, likelihood of misunderstanding, role ambiguity and absenteeism, risk regarding data and network security, require high level of self-discipline, lack of efficiency in communication due to the constraints virtual communication medium Conclusion To recapitulate, advances in information and communication technology have meant profound changes in the workplace which have especially have critical impact on HR strategies. Utilization of Information System also enables HR to be a strategic business partner in respect of actively supporting business execution and adding strategic value to the organization. Nevertheless, there are still some negative impacts on HR strategies when technology is implemented. Therefore, selecting the most suitable and integrated human resource software and helping employees reduce barriers and resistance on technology replacement and update are in essential. To some extent, technology implementation may be costly in the short time, however, long-term benefits and sustainability will be achieved among customers, employees and benefit the society as a whole. Reference List Lepak, D. P. , Snell, S. A. (1998). Virtual HR: Strategic human resource management in the 21st century. Human Resource Management Review, 8(3), 215–234. Ochrehouse, 2012, HR teams in a virtual world. [Online] Available at , [Accessed  8 November  2012] Ruel, H. J. M, Bondaruk, T. V. Van der Velde, M (2007) ‘The contribution of e-HRM to HRM effectiveness – Results from a quantitative study in a Dutch Ministry’, Employee Relations, 29(3):280-291. Shrivastava, S. Shaw, J. B. (2003) ‘Liberating HR through Technology’, Human Resource Management, 42 (3), 201-22