...ARMY AVIATION OPERATIONS IN LOW INTENSITY CONFLICT Introduction “Foot slogging” by infantrymen has been most important and fundamental to address an insurgency; however, there are limitations to their mobility. To increase their versatility, the Portuguese introduced two contrasting means, the helicopter and the horse. While there were other, more conventional solutions to the mobility problem, such as trucks, jeeps, and light armored cars, these vehicles required at least crude roads, had other terrain limitations, and were vulnerable to land mines. The advent of the helicopter and its application in counter-insurgency began with the British in Malaya on 1 April 1950, with the formation of the Far East Casualty Air Evacuation Flight at Seletar with strength of three Westland S-51 Dragonfly helicopters. During the Malayan Emergency the British used their helicopters primarily for casualty evacuation and later for airlifting troops. Question that looms ahead for the future, no matter what the outcome in Jammu and Kashmir, and North Eastern States, is how the army aviation succeeds against fierce insurgency in strategy and capabilities. The Taliban’s resurgence, tenacious resistance against NATO forces in Afghanistan, Al Qaeda’s ability to elude United States forces, and the trouble Israel has had in trying to subdue violence in tiny Southern Lebanon (Hezbollah) and tinier Gaza (Hamas) deepen concern that even world’s finest militaries have problems against any kind...
Words: 9536 - Pages: 39
...Nikki Vanessa V. Novales July 20, 2012 # 2012-42443 PI 10 E2-6R Rizal: Hidden Beneath The Surface A Reaction Paper On “Bayaning 3rd World” “Who is Rizal?” If you ask this question to any Filipino, they will most likely say, “He is our national hero” Or “He’s the person stamped on our 1-peso coin”. But is that all he really is? The movie “Bayaning 3rd World” is about two film makers trying to make a movie about Rizal. They found out, however, that this would not be an easy task, for their subject is a very complicated man. Rather than focusing on a single issue about Rizal, they decided to make a detective story about Rizal being the country’s national hero. They tackled several issues but focused mainly on Rizal’s retraction and Josephine Bracken. The movie was meant to be educational, but unlike most documentaries, “Bayaning 3rd World” is definitely not boring. The documentary was presented in a comical way, so that viewers of all ages would be able to understand it and grasp its meaning. I was confused at first because I didn’t know what the “Retraction Controversy” was and the two film makers started having these long conversations about it without explaining it to the viewers. But when I found out what it was all about, following the flow of the story became easy. Another controversy that arose was about Josephine Bracken, on whether she and Rizal were married or not. It was implied that if they were indeed married, then Rizal retracted...
Words: 993 - Pages: 4
...NORVAN CAFE' INCLUDES: FOOD WHILE IT LAST SLIGHTLY HIGHER AT DOOR Cost $10 Admit One Friday Fri 13310 E. 8 MILE DETROIT, MI 48205 JUNE 20, 2015 9 pm to 2 pm Cost $10 Admit One Friday Fri 13310 E. 8 MILE DETROIT, MI 48205 JUNE 20, 2015 9 pm to 2 pm JUNE 20, 2015 9 pm to 2 pm Cost $10 Admit One Friday Fri 13310 E. 8 MILE DETROIT, MI 48205 JUNE 20, 2015 9 pm to 2 pm Cost $10 Admit One Friday Fri 13310 E. 8 MILE DETROIT, MI 48205 Friday Fri 4567 Main St. Arcadia, CA 98052 Friday, June 22 7pm Cost $5 Admit One A Ticket to the Benefit Concert at Fourth Coffee Featuring Mikael Sandberg Admit One Friday Fri 4567 Main St. Arcadia, CA 98052 Friday, June 22 7pm Cost $5 Admit One A Ticket to the Benefit Concert at Fourth Coffee Featuring Mikael Sandberg Admit One Friday Fri 13310 E. 8 MILE DETROIT, MI 48205 JUNE 20, 2015 9 pm to 2 pm Cost $10 DETROIT CREOLE CONNECTION PRESENTS: BEER BASH NORVAN CAFE' INCLUDES: FOOD WHILE IT LAST SLIGHTLY HIGHER AT DOOR Admit One Friday Fri 13310 E. 8 MILE DETROIT, MI 48205 JUNE 20, 2015 9 pm to 2 pm Cost $10 DETROIT CREOLE CONNECTION PRESENTS: BEER BASH NORVAN CAFE' INCLUDES: FOOD WHILE IT LAST SLIGHTLY HIGHER AT DOOR Admit One Friday Fri 13310 E. 8 MILE DETROIT, MI 48205 JUNE 20, 2015 9 pm to 2 pm F Cost $10 DETROIT CREOLE CONNECTION PRESENTS: BEER BASH...
Words: 365 - Pages: 2
...INTRODUCTION The budget is the financial expression of the project and should accurately reflect the costs of the proposed research/education/service program. The budget justification provides the sponsor agency and reviewers of the application with information such as why costs are programmatically necessary and how they are calculatced. Reviewers will analyze the financial data to determine if the proposed costs are allocable to the program, allowable under federal cost principles or non-federal sponsor guidelines (whichever is applicable), reasonable and treated consistently by the institution and similar organizations. When the University receives an award, the approved budget items become part of the agreement between the University and the sponsor. Only those costs that are included in the budget or re-budgeted costs allowed by the sponsor should be directly charged to the award. If the cost requires prior institutional and/or sponsor approval after the award is made, the approval must be secured before the cost is incurred. Therefore, it is important to develop a budget that will enable the PI to fulfill all of the programmatic requirements of the project. A budget and budget justification must be provided for: • Proposed direct costs • Proposed cost share • Estimated program income, including projected revenue and expenditures • Facilities and Administration (F&A or Indirect Costs) FUNDING SOURCES One of the first steps in developing a budget is...
Words: 4156 - Pages: 17
...make sure the employee’s work location is available, clean, and organized; make sure a copy of the appropriate personnel policy manual or contract is available for the employee, have a benefits information package available, put together a list of key people the employee should meet and interview to get a broader understand of their roles, and arrange for a building pass, parking pass, and IDs if necessary” (University of California, Berkeley, b). The first day on a new job incorporates excitement along with fear and stress. Therefore, it is important to make each new employee feel welcomed. The manager or supervisor should be the first to greet the new employee and offer a “warm welcome” to the company (University of California, Berkeley, b). If possible, a welcome sign should be placed at the entrance to the employee area so all staff at that location will know that a new person is starting and be able to welcome them warmly as well. Next, the manager on site, or the Human Resource manager if the hiring is at headquarters, should walk the employee through any necessary forms that need to be signed and provide a review of the offer and acceptance letter. The Employee Handbook should be reviewed and the new employee should sign-off within the first week of employment. An overview of benefits and materials should be provided for the employee to review later. The manager should take the employee on a tour of the building and try to introduce him or her to the rest of...
Words: 2863 - Pages: 12
...Microsoft Dynamics™ GP Human Resources Sample Reports Copyright Copyright © 2007 Microsoft Corporation. All rights reserved. Complying with all applicable copyright laws is the responsibility of the user. Without limiting the rights under copyright, no part of this document may be reproduced, stored in or introduced into a retrieval system, or transmitted in any form or by any means (electronic, mechanical, photocopying, recording, or otherwise), or for any purpose, without the express written permission of Microsoft Corporation. Notwithstanding the foregoing, the licensee of the software with which this document was provided may make a reasonable number of copies of this document solely for internal use. Trademarks Microsoft and Microsoft Dynamics are either registered trademarks or trademarks of Microsoft Corporation or its affiliates in the United States and/or other countries. FairCom and c-tree Plus are trademarks of FairCom Corporation and are registered in the United States and other countries. The names of actual companies and products mentioned herein may be trademarks or registered marks - in the United States and/or other countries - of their respective owners. The example companies, organizations, products, domain names, e-mail addresses, logos, people, places, and events depicted herein are fictitious. No association with any real company, organization, product, domain name, e-mail address, logo, person, place, or event is intended or should be inferred...
Words: 5235 - Pages: 21
...MANAGING A REWARD STRATEGY Top of Form 1 History of Reward The aims of a reward strategy are to try and be systematic about which HR mechanisms attract, retain and motivate staff. Historically the view was that salaries were what attracted a person to an organisation, benefits kept them there, while bonus and incentive schemes motivated them. Reward was regarded as consisting of three distinctive parts: Remuneration - covering such aspects as job evaluation, salary structures and incentive schemes. Benefits - which tend to be offered to all employees irrespective of their grade, such as paid leave, employee assistance programmes or Christmas parties. Perquisites - which are benefits that tend to provided to discrete categories of employees, such as a company car/car allowance, private healthcare or concierge service. 2 Reward Today More recently, this divide between which parts of reward are best suited for attraction and recruitment, retention and motivation has broken down. Modern research shows that individuals are attracted, retained and engaged by a whole range of financial and non-financial rewards and that these can change over time depending on their personal circumstances. The financial elements of a package are not considered particularly important by individuals in some situations. For instance, people at the beginning of their career may be more interested in getting access to training and career development. People at the end of their career are...
Words: 4242 - Pages: 17
...<<your name>> <<instructor’s name>> <<course title>> <<date>> Assume you are the HR Director for a midsized company and must make a decision about the company’s employee benefits package. You have not been in this position before and must maintain the current benefits budget; there may be no increases or changes to the package that will result in additional spending. 1. Describe the selection process you would use to make the most cost-effective and employee-friendly decision. Answer – Choosing the right type of benefits package is a very critical component of being attractive employer, helping attract and retain satisfied employees, by ensuring that majority of employee needs are taken care of. Given the huge number of options that are available in the market, with many more coming up every year, it becomes very tricky to determine what benefits package would be the most beneficial to the employee. Given the constraints on budgets, there must be multiple trade offs made between the extent and variety of benefits provided, and therefore the employer has to determine which package would cover the needs of majority of its employees. In this scenario, given that the available budget is fixed and the benefit plan for the next year has to at least as good as or even better than the previous year, the HR director has to think creatively to come up with a package that best aligns with the needs of the employees. The end result...
Words: 1853 - Pages: 8
...Business School Department of Business System NEW ADVANCES IN BUSINESS 12-13TYAABSS007-3: INNOVATIVE MOTIVATION IN ECONOMIC CRISIS: THE FLEXIBLE BENEFITS SCHEMES BY Mai Ngoc Nguyen 1215894 An assignment submitted in partial fulfillment of the assessment for the New Advances in Business (12-13TYAABSS007-3) unit March 2013 * Contents Contents 2 EXECUTIVE SUMMARY 3 LIST OF FIGURES 3 LIST OF TABLES 3 1 Introduction 4 2 Literature review 6 3 The economic crisis and the transition in methods of motivation: The need for an innovate benefits package 9 3.1 Impacts of the economic crisis on employees and employers 9 3.2 The transition in methods of motivation: The need for an innovative benefits package 12 3.3 The traditional benefits package and its motivating effectiveness 14 4 The flexible approach to benefits provision in a gloomy economy 16 4.1 Effectiveness of the flexible benefits schemes in motivation 17 4.2 Factors affecting the motivating effectiveness of the flexible benefits schemes 18 4.3 Current issues influencing the adoption of the flexible benefits schemes 20 5 Conclusion 21 APPENDIX - Changes in the British WorkForce 22 REFERENCES 23 FURTHER READING 27 * EXECUTIVE SUMMARY In recent years, in the UK, both employees and employers have to bear negative impacts from the recession, especially employees with their financial difficulties and diverse needs. It is more important than ever for motivation. However...
Words: 7177 - Pages: 29
...workers learned that the white minority prevented their wage increase,they decided to demonstrate,but the demonstarion became a riot.The city was in a state of emergency,and in the mayhem,stores were looted and four men loss their lives while others were injured.The ruling class could no longer ignore the workers cries for more equitable wages.Following a discussion with the Duke of Windsor where the workers were represented by Milo Butler,A.F.Adderly,Percy Christie and Dr.Claudius Walker the workers were granted an increase of one shilling per day and a free meal at lunch. The Burma Road Riot was a critical element in the fight for workers rights and resulted in the first increase in wages for Bahamian workers and the first fringe benefit which was a free meal.The Riot was also the catalyst for organized labour in the...
Words: 355 - Pages: 2
...Spending Plans December 8, 2011 Until recently employers have offered employees benefits in a standard way. All employees received the same benefits in the same way, regardless of what they needed as an individual. This standard method of benefits is much easier for employers to offer; giving them choices is generally too much work. But employees may want something different than what the employer may be offering. There have been recent developments that have opened up with a new approach offering benefits called “flexible benefits”. Some included benefits are flexible spending accounts which include health care and dependent care options. The health care FSA allows employees to use tax free dollars for eligible health care expenses that are not covered by insurance for the employee, their spouse and eligible dependants. The dependent care FSA lets employees use tax free dollars to pay for children and elder care expenses incurred so that employees may work or attend school full time. By offering a flexible spending plan employees can direct a portion of their gross income into an account and take out pre taxed dollars to pay for health care or child care expenses. A flexible spending plan is good for the employer as well as the employee. Flexible spending accounts allow employees to pay for out of pocket health care and dependent day care expenses with tax free money. Flexible benefits plans are also authorized under section 125 of the Internal Revenue Code. Flexible...
Words: 757 - Pages: 4
...Compensation and Benefit Plans Name: Institution: The strategic goal of any company is to provide the best service to customers while remaining cost effective and decreasing expenses. The company’s decision to hire a Computer Information System (CIS) Programmer is aimed at helping the company close the organization’s current gap and save the organization money in the long run. The incoming CIS programmer is expected to help the company achieve a stress free working environment for the rest of the employees and help the company make more profits from delivering to the company’s expectations. Hiring a new employee calls for implementation of a compensation and benefits plan that meets the needs of both the employee and the hiring organization. Benefits plan are designed to address specific needs and are often not in cash form. There are different approaches that an organization can choose to use while implementing a compensation and benefit plan. One such justifiable approach is one that recommends that the employee get insurance benefits, health and security benefits, vacation pay, stock options, profit sharing, contribution to retirement and pay for time not worked. Benefits are forms of value, apart from payment, that are given to employees in return for their inputs to the organization. There are other forms of intangible benefits that the company can decide to extend to the employee, which includes,...
Words: 870 - Pages: 4
...Request: Development an installation of a benefits election system to support the tracking and reporting of employee (union and non-union) benefits. Background of Request: Memo to Graham Grove, 3/22/04 , on Health Insurance Benefits. This memo is located on the Huffman Trucking Intranet site under Human Resources - Communications tab. Expected Results/Impact when completed: Creation of a project plan in Microsoft Project that will be used to manage, track and report the progress of this software development to the management team. Facts About Huffman Trucking Huffman's primary customers include: • U.S. Government • Automotive parts suppliers to major manufacturers • Electronic consumer products • Raw materials (polymer) for manufacturers of plastic products • Any customer requiring special accommodations, such as wine, computers, munitions, etc. Huffman has facilities in: • Cleveland, OH • Los Angeles, CA • St. Louis, MO • Bayonne, NJ Huffman employs: • 925 drivers • 425 support personnel Huffman owns and operates: • 800 road tractors • 2,100 45' trailers • 260 "roll-on/roll-off" units SR-ht-001: Create a Benefits Election System Define Problem 5 days Analyze Situation 15 days Design Solution 10 days Implement Design 20 days Support Product 10 days Define Problem - Understand Organizational Context of Huffman Trucking HR Department - Understand the history of the problem with Benefits tracking System - Identify the team to...
Words: 1123 - Pages: 5
...project” from week two. Look at page 49 of that project) Wages and Salaries: We have a total of 400 employees. Average wage is established at $12 per hour. 40 hour work weeks. 160 work hours in a month. 160 hours X $15= 2,400 2,400 X 400 employees= $960,000 a month in wages for all four warehouses, January thru November. We said that the month of December will award a 10% Christmas bonus for all staff. The 10% bonus is $96,000 + $960,000= $1,056,000 for the month of December The total annual wages is $11,616,000 (add the month of December to 960,000 X 11 months to get that answer) We will provide employee benefits (Insurance). {Extracted from “solar light” project, page 54} Workers Compensation. $450,000 annually Liability. $275,000 annually Professional Liability $4,000 a year Health Insurance $700,000 annually Total Insurance and benefits annually= $1,429,000 OR $119,083 a month. Utilities: Utilities are for...
Words: 442 - Pages: 2
...Benefits programs that a company chooses to employ have an impact on the attraction and retention of employees and offering only minimally required standards is not enough. As an HR consultant to the small business, I would recommend the following to be added. First, paid sick leave would be an important voluntary benefit program to have. Employees are liable to be absent from work due to medical reasons and the company should excuse them for that. Even though some employees abuse such programs, there can be ways to get around that issue such as paying employees for the number of days of unused sick leave. Related to this is extending the number of holidays and vacations beyond the minimum requirement. This could be really important because it helps relieve stress, reduce fatigue and increase employees’ productivity. Another benefit program is educational assistance where the company rewards employees for striving to enhance their knowledge by taking courses that are related to their line of work. This is beneficial because employees feel that they can accomplish more in the organization and become more ambitious if a reward is a job promotion for example. In addition, financial services such as discount plans (buying company products at a discount) are really attractive for some employees and encourages them to join the company. The most important benefit to add would be child care. It would help retain key employees and reduce stress related to balancing work and...
Words: 304 - Pages: 2
