A Child Safety

Children and personal health and safety A parents worst nightmare is for a child to be hurt or abducted by someone. Here are simple tips for children’s health and safety for children of all ages. A parent’s worst nightmare has to be their child being hurt or abducted by a stranger. When dealing with a small child, there is little they can do to get away from an adult who has decided upon a hurtful course of action. There are precautions that can be taught to children that will improve their safety and chances of getting away. We are all taught from birth not to bite. This has been a die-hard rule in most households from the beginning of time. For their own safety, children need to learn WHEN and how to bite. During an attack, teeth can make a formidable weapon. Teach your children to use this to their advantage. Biting doesn’t have to be limited to the attacker’s hands. Have your children know it is OK to bite arms, legs, stomachs, ears and necks. When they do bite, have them geared to draw blood and take a piece of the attacker with them. Head butts can be extremely effective as well. For your child to do one properly have him practice it on you. One word of caution, make sure you keep your face averted from your child’s head. When an attacker grabs a child, they often do so in a bear hug manner. This means they wrap their arms around the child’s body while making the arms impossible to move. In this situation, the child can drop their head forward onto their chest, and then slam it back into the attacker’s face with as much force as they possibly can. Have them practice yelling at the same instant to focus their strength. A good solid hit by what all parents know to be a hard head, can cause a broken nose and spilt lip. Both of these conditions are painful and cause tears and swelling around the face. In this article, it is explaining what you need to do as a parent to protect your child from being harm or kidnap. It is probably the worst fear that a parent will go through, but if the child is prepared then he/she could protect him/herself from the attacker. In these few paragraph it explain how a child’s bite can be affected and how a head butt can cause serious damage. If a child is caught in a situation he/she could bite on the ear, neck, shoulder, legs, arms and stomach. The website does state that the child should draw out blood from the attacker. This will let the attacker bleed or cry giving your child to run away from the attacker. Another attack is the head but. The child can force pain to the attacker that the attacker can bleed with a broken nose or a split lip. You can practice this with the child but you have to be careful because you can get injure. In the website there are other advice that if an attacker tries to harm the child. The child could defend themselves by breaking the grip of the attacker by bending a finger (either thumb or pinky finger) backwards which will break. Also, if the child is being kidnap then he or she should draw attention to him/her by yelling rape, fire, help, pervert and shouting No. I believe that we should tell our children that it’s not OK if a person touches you and you didn’t want them to. We should also emphasize that they could come to you when this situation happen. And tell him/her that it is not there fault. In this article there are some guidelines that parents should obey. This teaches them that a child could defend themselves if the situation arises. This situation is a parents’ worst fear but if you prepare them then the child will know what to do.

Sustainable Talent Management Assignment Example | Topics and Well Written Essays - 1500 words

Sustainable Talent Management - Assignment Example Many leaders experience challenges while trying to gain sustainable competitive advantage in the current dynamic business environment. Organizations have created an environment that supports talent management and advances peoples’ needs. This is with the intention of addressing challenges that may arise (Deb, 2005). It is vital for the performance management process to allow persons with the right talent to handle specific tasks at an appropriate time. Most organizations handle varied issues affecting the line executives and human resource professionals in their businesses. Organizations apply different management process to measure employee talents. This is apparent when measuring the organizational performance against pre-set objectives (Povah & Thornton, 2011). The process unites every actor within a given organization and draws attention on qualitative measures and quantitative objectives of an organization. The process applies a strategically oriented focus within the per formance management process that allows the talent management process to be effective. Organizations and businesses use different methods when measuring talents among the employees. Most managers accurately measure the talent of every candidate and employee in their organizations. This enables them match the best talent and job; furthermore, it encourages them to support, motivate, manage and develop talents among employees. Accurate talent measurement is significant because it enables employees to perform their task appropriately, increasing profit within organizations. The process is vital to an organization because it enables employees to understand their strength and weaknesses making them learn how adapt to the working environment (Deb, 2005). Organizations use different approaches such as conducting interviews, understanding leadership success factors and applying leadership review process when measuring the talents among employees. This usually takes place through random inte rviews or conducting reference calls (Berger, 2010). The leader then observes the behavior and traits of the involved individual as seen when he or she handles the job. Talents measurement may also focus on observing personal attributes and core skills. This helps the manager understand the benefits that an individual may bring to an organization. Analyze the key concepts related to the talent pools and the talent review process. The talent pool is a development process that focuses on the concept and principles within an organization. Initially, the organizations assert that every employee is a member of the talent pool. Consequently, the development of problem solving ability among individuals starts during the youth until maturity implying that everyone possesses an inherent potential of cognitive development over time (Berger, 2010). The main aim of the talent pool process is to analyze both the present and future roles played by an individual and their capabilities. This proces s has a line manager who is responsible for observing talents with the help of human resource who offers support. Managers conduct different functions such as coaching for employees to perform their current roles (Galagan, 2011). A retired manager plays a mentoring role by ensuring that subordinates conduct their roles fully. The managers and retired managers record the results

The Law of Redundancy Essay Example | Topics and Well Written Essays - 1000 words

The Law of Redundancy - Essay Example Redundancy on the basis of gender, age, and the other elements are classifiable as unfair dismissal. Employers use a number of fair and objective ways to select employees for redundancy, which include last in, first out basis, use of disciplinary records, and self-selection by asking for volunteers and markings of staff appraisal, for instance, experience, qualifications, and skills. In addition, employees are allowed to select employees for redundancy if the employees’ jobs no longer exist. In such an instance, the employer can make employees redundant without necessarily following the selection process (Curtis & McMullen 1997, p. 154). When an employee is dismissed from work by reason of redundancy, the employee is legally entitled to a statutory payment for redundancy from the employer. If the employer (Wolsey Engineering Ltd) fails to pay, the employee can claim the statutory redundancy payment through an Employment Tribunal (Duggan 2012, p. 67). The entire redundancy proc ess should be impartial, consisting of, among others, consultation, redundancy payment and notice periods.   Notice periods are crucial to ensure dismissal legality. Notice periods are given prior to the termination of employment. Employment laws require employers to give a notice period of at least one week for those employed between one month and two years, one week’s notice for each year if the employee worked between two and 12 years and 12 weeks’ notice for those employed for 12 years or more (Income Data Service (IDS) 2008, p. 57). In addition to statutory payment for redundancy, employers should pay a notice payment by either paying the redundant employees through their notice periods or pay in lieu of notice. In the latter instance, notice payments must be equal to the to the employees’ basic pay plus whatever amount they would have earned during the notice period (Marsh & Soulsby 2002, p. 74). Employees made redundant are entitled to appropriate periods of consultation with the employer. Such consultation includes speaking to employees regarding the reasons for their redundancy and available alternatives to redundancy (McMullen 2011, p. 91). Employees are permissible to claim to an employment tribunal if the employer fails to consult effectively, for instance, if the employers start late or fail to consult altogether. Collective redundancies of at least 20 employees require consultation between the employer and an employee representative. There is no definite limit to the length of consultation although minimum lengths are in place for more than 20 redundancies (Mellahi & Wilkinson 2004, p. 251). In essence, in order to ascertain legality, the employer should consider plausible alternative employment for all employees prior to declaring the redundant.