Deep in the Western Highlands of Africa lives a group of people known as the Nandi people. These people once lived a sedentary life as cattle herders and agriculturalists.Â Interesting facts about the Nandi people include beliefs of male and female circumcision. In the past, large ceremonies were held every seven and one half years for male circumcision, which provided rite of initiation into adulthood (Wikipedia, p.1). While male circumcision is an everyday occurrence here in the U.S., female circumcision is not. Female circumcision was performed among the Nandi females in preparation for marriage. In addition to beliefs such as male/female circumcision, this culture also believed in female-female marriages (Wikipedia, p.1). The female-female marriages solved the problems of marriage failure, and served as a way to rescue young mothers from social and economic distress.Â Born from this group of intriguing people were the Nandi warriors. Men young and old formed this protective group who later came to be known as one of the most notorious for slaying in Kenyan history (Kamau, p.1). The Nandi Warriors were successful in keeping out any possible threats to their people by limiting access into their territory. Many outsiders attempted intrusion in order to proceed with trading practices, and as a result, thousands were killed. Small groups of the Nandi warriors would lead intruding caravans deep into the Nandi lands, where, later in the evening, the warriors would massacre their â€œguestsâ€ (Bishop, p.1).Â Only rarely did the warriors entertain tradingÂ opportunities. Items up for trade included ivory and other coastal goods in exchange for cattle (Biship, p.1). While the Nandi Warriorsâ€™ protective measures would continue to last only a short time longer, the Britishâ€™s own slaying of Nandi Warrior leader Kimnyole arap Sameoi would end slayings on the Nandi peopleâ€™s behalf completely (Kamau, p. 1) in order to proceed with foreign rule. This defeat, enforced by the Imperial British of East Africa, would end the Nandi Resistance, and allow the peaceful beginnings to show face to the Nandi people, as well as surrounding areas. The Nandi were noted warriors (Bishop, p.1). After many battles, many victories and many defeats, the Nandi Warriors were feared by anyone who had reason to walk by their territory. Resistance to foreign rule would eventually weaken the opposition of the Nandi Warriors, and much needed peace would be restored in East Africa. Works Cited 1.Cultural Safari. 2005. Kenya Tourist Board. MK Literary Group. January 2007. 2. Â Warriors in the Heart of Darkness: The Nandi Resistance. 2002. Koitalel Kenyan Heroes. Dennis Biship. January 2007. 3. The Unresolved Issue of the Kenyan Freedom Movement. 1999, Rev. 2000. Saxakali.com. Michael Mundia Kamau. January 2007. Â Â
Human resources refers to the people that work for an organization and the capabilities of these people. The fun resource management covers (HRM) all the activities that are designed to acquire, preserve, develop and use th in an organization. The basic purpose of HRM is to make effective and efficient use of human resources of an o towards achievement of the goals and objectives of the organization. The various areas of influence of the HRM include the following. Determination of the right quality and quantity of different types of human resource assets required by th meet its current and future requirements. Determining and implementing business policies and practices that are best suited to acquire, develop, re effectively the human resources in the organization. ?Recruitment of people. Ongoing management of activities related to remuneration of people and development and maintenance organizational culture and work environment, conducive to effective and efficient working of people as groups. ?Providing support for recruitment of the required people in the organization. Providing support for decision making on increment, promotions, transfer and other similar people relate organization. Providing support for ongoing development and training of the people, in line with requirement of the or current availability of skills and capabilities. Pervasive Force: HRM is pervasive in nature. Ii is present in all enterprises. It permeates all levels of organization Action Oriented: HRM focuses attention on action rather than on record keeping, written proced problems of employees at work are solved through rational policies. Individually Oriented: It tries to help employees develop their full potential. It encourages them to gi organization. It motivates employees through a systematic process of recruitment, selection, training coupled with fare wages. People Oriented: HRM is all about at work, both as individuals and groups. It tries to put people on ass to produce good results. The resultant gains are used to reward people and motivate tem towards furthe productivity. Future Oriented: Effective HRM helps an organization meet its goals in the future by providingwell-motivated employees. Development Oriented: HRM intends to develop the full potential of employees. The reward structure is of employees. Training is offered to sharpen and improve their skills. Employees are rotated on variou gain experience and exposure. Every attempt is made to use their talents fully in the service of organizat Integrating mechanism: HRM tries to build and maintain cordial relations between people working at v organization. IN short, it tries to integrate human assets in the best possible manner in the service of an o Comprehensive function: HRM is to some extent concerned with any organizational decision wh workforce or the potential workforce. Auxiliary Service: HR department exist to assist and advise the line or operating managers to do their pe effectively. HR manager is a specialist advisor. It is a staff function. Inter-disciplinary function: HRM is a multi-disciplinary activity, utilizing knowledge and inputs drawn sociology, anthropology, economic etc. To unravel the mystery surrounding the human brain, managers and appreciate the contributions of all such â€œsoftâ€ disciplines Continuous function: According to Terry, HRM is not a one shot deal. It cannot be practiced only one h week. It requires a constant alertness and awareness of human relations and their importance in everyday Explain On-Job and Off Job Training. Trainings in an organization can be divided to two broad types. They are on-the-job trainings and off-the-jon-the-job trainings are given to the employees while they are conducting their regular works at the same place do not lose time while they are training or learning. After a plan is developed for what should be taught, em informed about the details. A time table should be establish with periodic evaluations to inform employees ab On-the-job training techniques include orientations, job instruction training, apprenticeships, internships, rotation and coaching. Employee training at the place of work while he or she is doing the actual job. Usually a professional trainer experienced employee) serves as the course instructor using hands-on training often supported by formalclassr Training methods are usually classified by the location of instruction. On-the-job training: With on the job training, employees receive training whilst remaining in the workplace. The main methods of one-the-job training include: *Demonstration / instruction â€“ showing the trainee how to do the job Coaching â€“ a more intensive method of training that involves a close working relationship between an experienced employee and the trainee *Job rotation â€“ where the trainee is given several jobs in succession, to gain experience of a wide range of acti (e. g. a graduate management trainee might spend periods in several different departments) *Projects â€“ employees join a project team â€“ which gives them exposure to other parts of the business and allow to take part in new activities. Most successful project teams are â€œmulti-disciplinaryâ€. OFF-THE-JOB training. This occurs when employees are taken away from their place of work to be trained. Common methods of include: Under this method of training, the trainee is separated from the job situation and his attention is focuse material related to his future job performance. Off-the-job techniques include lectures, special study, audio or discussions, case studies, role playing, simulation, programmed instructions, and laboratory trainin techniques are too costly. This is any form of training which takes place away from the immediate wor training includes more general skills and knowledge useful for work, as well as job-specific training. rovided by specialist trainers working for National Grid or by an outside company hired to help with tr training is particularly effective for non-technical skills, as employees can use these across different areas of Off Job training methods are as follows: a)Vestibule training: In this method, actual work conditions are stimulated in a class room. Material, files, an that are used in actual job performance are also used in the training. b)Role playing: It is defined as a method of human interaction that involves realistic behavior in imaginary situ of training involves action, doing and practice.
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