Surgery by text message - Emphasis

Surgery by text message Surgery by text message For once, a positive story about text messaging is doing the rounds. A surgeon has instructed another to perform an amputation through the short message service (SMS texting to you and me). The details have the ingredients of a classic news story. Surprise for one (most stories about texting are negative eg blaming it for killing the English language). Then there is Death and destruction (the BBC reported that the surgeon who carried out the operation did it in war-torn Congo); and Heroism (he was working for Medecins sans Frontieres). And theres the fact that the amputation (Drama) was to remove the arm of a 16-year-old boy (children are also usually very newsworthy). Lets be clear. This was undoubtedly a huge achievement, especially as the teenager recovered from the operation. Its also remarkable that cheap technology can now be used to transmit written instructions into warzones. But was it me, or did James Naughtie of the BBCs flagship Today morning radio programme sound just a little disappointed when vascular surgeon Mr David Nott explained what really happened? Mr Nott had needed to perform a four-quarter amputation on the boy, whod already lost most of his arm. This was major surgery, which involved removing the collarbone and shoulder blade as well as what remained of the arm itself. But the reason for needing the instructions was not that hed never performed an amputation before. Rather, it was that there was only one specialist in the whole of the UK who specialised in four-quarter amputation: Professor Meirion Thomas of Londons Royal Marsden Hospital, a former colleague of Mr Nott. Mr Nott did not perform the operation with a scalpel in one hand and his mobile phone in the other, as you might infer from press reports. Instead, hed calmly emailed Professor Thomas the night before the operation, explaining the situation and checking with his former mentor that the procedure was appropriate. When he got confirmation that it was, a couple more texts followed to check the details. He then slept on the decision and confirmed that he would go ahead when he awoke the next morning. Nor was Professor Thomas on holiday in the Azores, as the BBC and several newspapers said; he was in London. (Naughtie muttered something along the lines of, Oh, well we got that from the papers.) There are two lessons to take from this. First, it will help you get news coverage for your organisation if you make sure your press release contains as many core news values as possible. Second, most news you read or hear reported is far from objective. The BBC was still reporting nine hours later that the boy was from war-torn Congo. This was despite the fact that, according to Mr Nott, his injury had nothing to do with the war: the boys arm was bitten off by a hippo. Emphasis runs courses on writing for publication. Contact us for details. For more on getting press releases noticed, click here.

Developing and Sustaining the Brand Essay Example | Topics and Well Written Essays - 750 words

Developing and Sustaining the Brand - Essay Example The micro factors include all internal forces like customer satisfaction, the company's financial stability, and the way a product is positioned in the market by the organization. Beyond these, there are external forces at work including the political environment, general economic conditions, legal or regulatory changes, as well as the impact that increasing consumer environmental awareness is making on fuel sources and eco-friendly corporate practice. The author then moves into a section on the development and survival of brands, noting that the standard product life cycle, i.e., introduction, growth, maturity, and decline, are all applicable to a brand as well. The key to survival is adaptation, rejuvenation, innovation, or re-positioning. Adaptation, the author notes, is a long-term process and the article cites McDonald's as a prime example of a brand engaging in adaptation; recognizing cultural demands or health concerns, and tailoring product offerings by adapting to the new ma rket trends. Rejuvenation is a dual-prong process, whereby innovation and repositioning are combined to give a brand a new start. Innovation, the article notes, need not be radical; it can be incremental with minor improvements accumulating over time to result in major differences in the products or services offered.

A Report to Malaysia Exchange Controls during the Asian Crisis Essay

A Report to Malaysia Exchange Controls during the Asian Crisis - Essay Example Hence it should learn lessons form this experience which would be used in formulation of future financial strategies. The present report discusses all these aspects in detail. In 1997-98 there was a severe financial crisis experienced by the countries of South East Asia famously known as tiger economies (Stephen Haggard, 2000). Malaysia also faced this crisis severely. The reasons for this crisis were many as felt by the researchers (Wing Thye Woo, 2000). The main causes are uncontrolled foreign investment in the country, allowing capital fight from Malaysia to other countries, magnifying the currency situation in international level and inefficient monitory policy. Reacting to the crisis in the initial weeks the Malaysian government has taken initiatives to regulate foreign exchange as the devaluation of Ringgit has been very fast. However its measures could not bring much equilibrium to the financial condition of Malaysia and hence it needs to be analyzed so that the loop holes can be identified and one can be accurate in formulating any exchange control measures in future. Keeping this in view the present report has been prepared with the objectives of finding out the reasons for the financial crisis, what happened and what was the extent of damage, measures to control the crisis, short comings and future strategies which are described as follows. In early 1997, the Malaysian stock market index began a downward spiral together with stock markets of several ASEAN countries like Thailand and Indonesia. On 14 July 1997, Bank Negara of Malaysia gave up the defence of the Malaysian ringgit after jacking up the short rate to 50% and spending US$10 billions on unsuccessful monetary operations. There were huge amounts of foreign capital has entered Malaysia in previous years (prior to 1997-98) which was uncontrolled in nature by the Malaysian government. This capital was mainly of short term in nature and was also highly conditional. The

Sexual harassment in the workplace Research Paper

Sexual harassment in the workplace - Research Paper Example This is a crucial topic to discuss since women have made significant progress towards achieving respect and equality at the work place, but there are some challenges that face their efforts. Sexual Harassment in the Workplace Introduction For many years, women’s rights have been under threat, whether it is within the family set up or any other place outside the family set up. In many countries, the civil society organizations are in the forefront fighting for women equality in all spheres of life. However, equality have failed to prevail in various areas whereby women face lack protection from violence, political, economic, and personal security, and also lack of full access to sexual and reproductive health. It is worth mentioning that women have come out in large numbers to join the workforce around the world (Kaushik, 2003). Discussion The need to be financially independent is a significant contributing factor to these advancements in women life. The increased number of wom en in the workplace is marked with increased vulnerability of women to acts of sexual harassment. This form of women mistreatment is said to be the oldest and most widely spread form of women harassment. In addition, it affects lives of all women irrespective of their culture, age, religion, income, race or class. Experts point out that sexual harassment is a tool that men use to portray their dominance on women since they are considered to be the weaker gender. The most affected women in the society are those focused on fighting the patriarchal system (Shahira & Widad, 2009). Sexual harassment being about power puts women in an inferior position. There are women who respond to acts of sexual harassment in extremely strict manner, but the largest number of women continues to suffer in silence. Those who persevere with acts of sexual harassment do so due to fear of stigma, hostility, ridicule, and discrimination. At the work place, the management must ensure that women are protected from acts of sexual harassment as well as handling such cases in a free and fair manner when they arise. However, due regard is not paid to such cases, which aggravates the issue of sexual harassment in such organizations (Cobb-Clark, 2009). Over a long period of time, many countries have failed to recognize the issue of sexual harassment as a key violation of human rights. This has caused the lack of clear rules and methods to deal with cases of sexual harassment. However, countries such as India have made tremendous progress in combating offences on sexual harassment. In India, the Supreme Court recognizes acts of sexual harassment as unacceptable acts, which cannot be condoned at work places. The increased number of women at workplaces and the closeness between men and women calls for clear guidelines on how to deal sexual harassment in all countries (Shahira & Widad, 2009). Women are known to be excellent in whatever they do. Going by this fact, providing a safe work environment for women implies that their productivity at the workplace will be optimum. Therefore, any organization that is to excel in its operations should take advantage of its women work force. Study based evidence indicates that, in work places where women are in authority, there are less cases of sexual harassments towards women. This observation implies that main perpetrators of acts of sexual harassment are men in authority. This gives men in such positions a lot advantages since the affected women fear

Madof’s Scandal Essay Example for Free

Madof’s Scandal Essay In the first two weeks of December 2008, the stressed that 70-year old businessman, Bernard Madoff is suffering becomes apparent to his employees, most particularly to his two sons. It concerns a $7 billion redemption request that Madoff had been ‘struggling to obtain the liquidity necessary to meet his obligation’. This made them approach him directly what the problem is all about. The answer is unexpected. Prior to this incident, Madoff is well known throughout the world of economics and investment as a genius and a trustworthy owner of Madoff Investment Securities LLC. The firm is generally a broker-dealer and investment advisor concerned with the management of investors’ assets, giving advice to investment management and is associated with some nonprofit organizations (Helyar et al. , 2009). At the age of 22, Bernard Lawrence Madoff managed to build his firm from his $5,000 savings. Since its first few years in the business, Madoff’s Securities reputation was tantamount to success. Madoff also served as chairman of the board of directors of the NASDQ Stock Market (Byrne et al. , 2005). Madoff confessed, according to Theodore Cacioppi (BackgroundNow. com 2008), that ‘There is no innocent explanation’ pertaining to the fraud that he committed. Cacioppi’s testimony also revealed that Madoff stated to his ‘senior employees’ that he is already ‘finished’ and the firm is actually ‘one giant Ponzi scheme’. The Hennessee Group, represented by Charles Gradante, had also been suspicious of the Madoff’s success when their reports showed that Madoff’s only had 5 months down in a span of 13 years despite several market fluctuations and economic changes. Helyar and colleagues (2009) reported that Madoff’s strategy of split-strike conversion turns out to be front-running. This strategy involves â€Å"brokers’ for their own account†. This is known to be illegal yet Mardoff’s investors didn’t care. Helyar and colleagues believes that investors are concerned about the money they get. In my opinion, Madoff’s scandal opens the public’s eyes to the fact that cheating is indeed prevalent in the American Society. Even successful people cheat and are cheated. The effect cripples the economy and results to distrust. New policies are being and will be initiated to avoid and detect possible frauds. When I heard about the scandal, the first thing that came to my mind was the quote ‘when everything is going your way, you’re probably in the wrong lane’. Taken literally this indicates driving at the other side of the road. Nonetheless, another interpretation reveals that ‘everything coming your way’ resembles things are being ‘too good to be true’ or turning out as you expected. In the case of Madoff’s investors, they looked at the facts; they listen to what former investors say and followed that path expecting the same returns. Despite the fact that Madoff’s offer and profiles seem ‘too good to be true’. They grabbed the chance and hope for the best. At the end, it is the ‘wrong lane’ after all. Madoff fraud strategy is well-known as ‘Ponzi scheme’. This type of fraud had been in the business industry for several decades yet people still fell for it. The good promises are simply too great to refuse. These same things eluded logical thinking and provoke greed. The scandal affects the investors and their reputation. It also raised doubts regarding implementation of laws and economic policies. It posed new challenges for proper investment management and questions the liability of security firms. Moreover, it is not simply an issue of crime or fraud; rather it undermines societal values and trends. References BackgroundNow. com. (2008). Bernard L. Madoff Charged In Multi-Billion Dollar Ponzi Scheme. Retrieved on February 17, 2009 from http://books. google. com/books? id=m2_yfK582ukC Helyar, J. , Burton, K. , and Silver, V. (2009). Roots of a $50 billion Ponzi Scheme. Retrieved on February 17, 2009, from http://www. businessmirror. com. ph/index. php? option=com_contentview=articleid=5577:roots-of-a-50-billion-ponzi-scheme-catid=46:bloomberg-specialsItemid=70 McShane, L. (2008). Bernard Bernie Madoff: From Queens lifeguard to soaking fraud. Retrieved on February 17, 2009, from http://www. nydailynews. com/news/ny_crime/2008/12/13/2008-12-13_bernard_bernie_madoff_from_queens_lifegu. html Schwartz, R. A. , Byrne, J. A. , and Colaninno, A. (2005). Coping with Institutional Order Flow. Springer. US Security and Exchange Commission. (2001). â€Å"Ponzi† Schemes. Retrieved on February 17, 2009, from http://www. sec. gov/answers/ponzi. htm

Physics in Volleyball Essay examples -- physics sport sports volleybal

Physics is used in almost everything we do throughout our everyday lives. Sports are almost entirely composed of the physics of the human body in order accomplish the performed action. Volleyball is a sport which has physics at the heart of the game, understanding the physics of the game actually allows a player to improve and become more efficient and effective in his or her game. This essay gives insight into how the rules of physics can be used and are essential in the game of volleyball in all aspects of the game including serving, passing, setting, hitting, and blocking. Volleyball is a game of constant projectile motion with various types of contacts involved in each aspect of the game. In volleyball when serving one must stand behind the end line, which is 30 feet from the net. The net measures 90 inches, or 96 inches for men, from the ground. The goal is to get the ball across the net with as little time as possible so that the other team has less time to react and handle the ball. Traditionally serving has been done from the floor where the server has to create a parabolic motion path for the ball to travel so that it will clear the net and then land within the boundaries of the court. In modern volleyball the game has progressed to more of a vertical game, with jump serving. The advantages that jump serving gives have to do with the physics of projectile motion. The angle in which the server’s initial velocity has to start from is smaller, because as the height increases the slope of the parabola in the motion of the ball decreases. As the height of contact increases the path that the ball follows becomes line like as it crosses the net and if the contact height is high enough and the ball is contacted correctly... ...ember 2004 Zobel, Edward A. "Projectile Motion, General Solution" 2001. 23 November 2004. . Western Washington University."Projectile Motion" .22Novemeber 2004 Bixby, Sarah.University of Alaska Southeast."The Physics of Volleyball" 2004. 23 November 2004 Anon. Science 306(5693) 42-42. "Engineering of Sport- In Volleyball, Crafty Players Serve Up an Aerodynamic crisis. 2004. 23 November 2004.

Relation of Physical Education to the Personality Development of the Students Essay

According to Harrison (2005), in the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development. According to Robbins and DeCenzo (2000), training has traditionally been defined as the process by which individuals change their skills, knowledge, attitudes, and/or behavior. In this context, training involves designing and supporting learning activities that result in a desired level of performance. In contrast, development typically refers to long-term growth and learning, directing attention more on what an individual may need to know or do at some future time. While training focuses more on current job duties or responsibilities, development points to future job responsibilities. However, sometimes these terms have been used interchangeably or have been denoted by the single term performance consulting, which emphasizes either the product of training and development or how individuals perform as a result of what they have learned. Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness and performance at work. Effective trainings convey relevant and useful information that inform employees and develop skills and behaviors that can be transferred back to the workplace Robinson and Robinson (1999). The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people’s attention on incorporating their new skills and ideas back at work. Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors. These two processes, Training and Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. Development can be used to create solutions to workplace issues, before they become a concern or after they become identifiable problem. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything â€Å"wrong† at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the Development process aims to find ideas and solutions that can effectively return the group to a state of high performance. Development implies creating and sustaining change. Training and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programmed. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced â€Å"continual learning† and other aspects of training and development is a process that â€Å"strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them†. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything â€Å"wrong† at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the Development process aims to find ideas and solutions that can effectively return the group to a state of high performance. Development implies creating and sustaining change Charnov, Garavan, Costine, and Heraty (2000). According to Marmer (1999), training and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programmed. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced â€Å"continual learning† and other aspects of training and development as a means of promoting employee growth and acquiring a highly skilled work force. In fact, the quality of employees and the continual improvement of their skills and productivity through training are now widely recognized as vital factors in ensuring the long-term success and profitability of small businesses and in addition create a corporate cultu re that supports continual learning. For the most part, the terms â€Å"training† and â€Å"development† are used together to describe the overall improvement and education of an organization’s employees. However, while closely related, there are important differences between the terms that center on the scope of the application. In general, training programmed have very specific and quantifiable goals, like operating a particular piece of machinery, understanding a specific process, or performing certain procedures with great precision. According Ambler (2006), effective training and development begins with the overall strategy and objectives of the small business. The entire training process should be planned in advance with specific company goals in mind. In developing a training strategy, it may be helpful to assess the company’s customers and competitors, strengths and weaknesses, and any relevant industry or societal trends. The next step is to use this information to identify where training is needed by the organization as a whole or by individual employees. It may also be helpful to conduct an internal audit to find general areas that might benefit from training, or to complete a skills inventory to determine the types of skills employees possess and the types they may need in the future. Each different job within the company should be broken down on a task-by-task basis in order to help determine the content of the training program. According to Schwartz (2000), in measuring the effectiveness of train ing, researchers have typically relied upon the subjective reactions of participants (Baker & Titus, 1982; Heppner & Reeder, 1984; Pfaff, 1981; Pritchett, Clay, & Nichols, 1984; Twale & Muse, 1996; Upcraft & Pilato, 1982). Other measures that have been used previously include the performance of task activities within the context of training programmed (Baker & Titus, 1982; Forney, 1986) and follow-up questionnaires designed to assess trainees’ subsequent emotional states (Winston & Buckner, 1984) or their ability to apply programmed content to hypothetical situations similar to those encountered on the job (Schuh, Stage, & Westfall, 1991). With the exception of one study by up craft and Pilato (1982), in which ratings of job performance were used as a criterion, there appears to have been little or no published research dealing with the effects of training on actual job performance. Importance of Training and Development on Job Performance Training is one element many corpora tions consider when looking to advance people and offer promotions. Although many employees recognize the high value those in management place on training and development, some employees are still reluctant to be trained. Training and development offers more than just increased knowledge. It offers the added advantage of networking and drawing from others’ experiences therefore it is not uncommon to hear excuses regarding why someone has not received training. (Choo 2007) According to Bowley (2007), training in an organization can be mainly of two types; Internal and External training sessions. Internal training occurs when training is organized in-house by the Human resources department or training department using either a senior staff or any talented staff in the particular department as a resource person. On the other hand, External training is normally arranged outside the firm and is mostly organized by training institutes or consultants. Whichever training, it is very essential for all staff and helps in building career positioning and preparing staff for greater challenges. While the applications of training and development are as various as the functions and skills required by an organization, several common training applications can be distinguished, including technical training, sales training, clerical training, computer training, communications training, organizational development, career development, supervisory development and managemen t development. According to Mondy, R.W. and Adeniyi, (1995), is of the opinion that for every employee to perform well, there is the need for constant training and development. The right employee training, development and education provide big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution to general growth of the firm. The reasons behind employee training and development cannot be overemphasized. Local According to Roberto G. Medina, training is regarded as an attempt to improve the employee’s ability to perform his job so the goals of the organization can be achieved. The person mainly responsible for training is the supervisor who is assisted in some ways by the personnel manager or the training director. The supervisor of the new employee is the best position to provide training. This is so because he knows what output his unit needs. In addition, the supervisor has the abilities, the skills, and the right attitude needed to be imparted to the new employee. According to Jose P. Leveriza, training starts before the employee walks through the door of the place of work for the first time. However, learning about the employer starts with the job advertisement and continues through the selection process. As a result ‘training’ in its widest sense could be deemed to have begun, albeit subliminally, several weeks, or even months, before a new employee is added to the payroll. It is important at this stage to make a clear delineation between training or development as a result of some initiative taken at work, and education that is undertaken before and is mutually exclusive to the work situation. Education at school, college or university may be undertaken as part of an individual’s development programme, but for the process of this discussion, achievements in these areas outside and prior to employment will be regarded as qualifications required to gain employment, and thus not within the employer’s control. According to Florence M. de Guia, training is ‘a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization’. This is a wide-ranging remit, but the confusion with the education which has a more abstract, formal and lengthier connotation must be established at the outset. Related Studies Foreign The study conducted by Joseph Kennedy (2009) â€Å"The Impact of Training and Development to Job Performance†. The Judicial Service of Ghana as a Public Service Institution is the organ responsible for the day to day administration of the Courts and Tribunals of the land. To achieve the above function of the Judicial Service of Ghana, part of its budgetary allocation has been earmarked solely for training of judges, magistrates and judicial staff to enhance their capacity to perform their duties effectively and efficiently so as to achieve the vision and mission statements of the Service. To this effect, the judicial training institute which has the mandate to promote effective training of judges, magistrates and judicial staff, has over the years conducted and continue to provide training to judges, magistrates and judicial staff to build their capacity to perform their functions effectively. Notwithstanding the huge investment in training by the Judicial Service of Ghana, the service is confronted with a lot of challenges in achieving its vision and mission statements. These challenges include delays in the processing of court cases and the need to constantly upgrade the skills of judicial staff, judges and magistrates to cope with new trends in efficient justice delivery. This study seeks to evaluate the impact of the huge investment made in training on job performance of judicial staff. The researcher used both primary and secondary sources of for the conduct the research. The research findings revealed that the training conducted by the Judicial Service of Ghana for its employees was very negligible. The research further recommends that the frequency of Training provided by the Judicial Service of Ghana should be improved to ensure that more employees have access to Training and Development. Again, Training and Development offered by the J udicial Service of Ghana should ensure a better understanding of the Mission and Vision statement of the Judicial Service of Ghana so that, employees can identify themselves with the organizational values in the discharge of the duties. The study conducted by Ayesha Mirza (2010) â€Å"HR Process and Impact of Training and Development on Employee’s Performance at PSO† This project discusses research that was undertaken about the HR process and impact of training and development on employee’s performance at Pakistan State Oil. I have studied all the HR practices of the company but the main focus was to study the impact of training and development on employee’s performance in the company. A theoretical framework is developed from a literature search and this issued by me as a model for further research. I have collected data within this framework and analyzed it according to the requirements of the project. To collect the data required I have also visited regional office of PSO in Karachi and also collected data from several outlets of PSO. The web site of PSO is also used as source of data by the group. At PSO, they strongly believe that Human Resource is the asset that should be appreciate d with the passage of time. Consequently, PSO considers the strong focus on training and development of their employees a value added and worthwhile investment. Then, in the last by the detailed study of the impact of training and development practices used by the company some recommendations are made and on the basis of the analysis of company’s practices conclusions are drawn. Chapter 3 RESEARCH METHODOLOGY This chapter deals with the methodology to be applied in. It covered the research design, respondents of the study, research instruments, and procedure in gathering the data, determined of sampling technique, and the statistical treatment. Research Design The researchers will use the descriptive design to find out and make a comparison of training and development and job performance of the newly hired employees of Card Mutually Reinforcing Institute and to determine the levels of training and development. The correlation design will also use to determine if there is a significant relationship between training and development and job performance. Population and Distribution of the Study The populations of the study are the newly hired employees of Card Mutually Reinforcing Institute in San Pablo City. The researcher selected fifty (50) newly hired employees in the said company by administering a self-made test questionnaires. The respondents randomly selected by the researchers by dividing them into two (2) batch , which consist of twenty five (25) member per batch by giving them thirty minutes allotted time to answer the provided questions given by the researchers. Research Instruments The researcher prepare self made test to measure the effectiveness of training and development to the job performance of the newly hired employees. The constructed test includes the profile factors such as age, gender and socio-economic status. Self- made Tests. These are the 15 item questionnaires made by the researcher which were use to measure the effectiveness of training and development to the job performance of the respondents. The questionnaires generally consist of general information and evaluation to test the effectiveness of training and development to the job performance of the employees. The questionnaires were then validated by the experts of the field. Research Procedure In order to get the necessary materials needed for the review of related literature and studies, the researchers visited different libraries namely San Pablo Colleges, City Library, University of the Philippines Los Banos and Colegio De San Juan De Letran. The researchers’ visit and surf different websites to gather more information and data to have a better understanding of the studies. The researchers made test questionnaires to determine the effectiveness of training and development to the job performance of the newly hired employees. The fifty (50) respondents of Card Mutually Reinforcing Institute divided into two batches for not to interrupt the workplace of the respondents. For gathering the data of the study, the researchers ask for their consent before making them as the respondent of the study. Also the researchers ask the respondents to answer the questionnaires with all their honest and sincerity. After the respondents have finish answering the questionnaires, the researchers will collect and sort it out and tabulate the scores then analyze and interpret it.