Recession, House Prices, and Trade Surplus Assignment

Essays on Recession, House Prices, and Trade Surplus Assignment The paper "Recession, House Prices, and Trade Surplus" is a wonderful example of an assignment on macro and microeconomics.United States: PIMCO: Treasuries reflect the likelihood of a recessionSummaryPresently, the decline in United States treasury yields to a 60 year low which is characterized by failing monetary and fiscal policies. The decline in treasury yields is a sure sign of an impending recession. On 18th August 2011, the yield on the benchmark 10yr US Treasury note plunged below the 2 percent mark to settle at 1.98% to dismally rise on 19th to approximately 2.08% (Reuters News 2011).IssuesWith the rising pressure to pay up debts and running out of monetary and fiscal policy options, the United States, the world biggest economy is on the verge of an economic and financial meltdown which will not only translates to economic stagnation but increase the prices on consumer goods and influence the value of the dollar, which is an international currency. The decline in treasury yi elds is an illustration of an incoming economic and financial depression and the outcomes of lowering inflation as a means revive an economy. According to Bloomberg News, (2011), the move by the Standard Poor to cut the US government credit rating to AA+ did not help matters much as it resulted in investors pulling out their stocks seeking liquidity and prefer conventional safe-haven assets as echoed by Wall Street Journal, (2011).The decline has generated a significant exit from the risk markets which demonstrate the panic investors have on the possibility of a recession and the increased loss of trust in any policies. According to the Telegraph, the impending recession is a result of the failure of policymakers in the US and in Europe decisively containing the sovereign crisis (Telegraph 2011).ImplicationsThe US needs to make quick decisive measures to not only protect its own population but also, develop effective fiscal policies to safeguard against potential recession and boos t investor confidence. The worrying trend in the US coupled with the turmoil in Europe raises concerns about the future course of global growth weighing down on stocks and assets, which are easily impacted by changes in growth.The panic generated by falling Treasury yields has the potential to make consumers refuse to buy or investors to invest, and increased risks in a rise in the level of unemployment, massive corporate losses, and stagnant global growth. Market to market hit in China and other Asian countries is expected since countries such as China holds 26% of overall US treasury holdings as indicated by (Wall Street Journal 2011).China: China house prices raise fears of more tighteningThe Telegraph, Published 18th AUG 2011SummaryHouse prices have been on the rise in China in spite of the rigorous attempts and interventions by the Chinese government to cool the market. The rise in house prices in China put the country, which is the second-largest economy at risk of a bursting property bubble.

Internship Report(Hr Development) Free Essays

string(168) " me with different tools and mechanism that is practiced in different profitable and non-profitable organizations through out the world in a social responsible manner\." â€Å"HUMAN RESOURCE MANAGEMENT PRACTICE† A study on Mithun Knitting And Dyeing Ltd, CEPZ, Chittagong [This internship report is submitted for the partial fulfillment of the degree of Bachelor of Business Administration (BBA) with major in HRM] Prepared by: Md. Nazrul Islam Khan Matric No: B063061 BBA (Major in HRM) Autumn-2010 Department of Business Administration Supervised by: Mr . Nazamul Hoque Assistant Professor Department of Business Administration Internship Duration: 30th march’11- 30th June ’11 Date of Submission: 9th June’ 2011 Signature of the Supervisor Department of Business Administration Faculty of Business Studies International Islamic University Chittagong Date: 9th June ’2011 To The Head Department of Business Administration International Islamic University Chittagong Sub: Submission of internship report Dear Sir, With due respect and humble submission to state that I’m a student of BBA, Major in HRM, in your faculty . We will write a custom essay sample on Internship Report(Hr Development) or any similar topic only for you Order Now I have successfully completed my internship in Mithun Knitting and Dyeing Limited, on Human Resource Practice. I tried my level best to cover the report with relevant information that I have collected during three month internship period. Garments officials have also cooperate to make this happen. During this time they shard their knowledge and to me to know about various Garments activities. I beg your kind excuse for the error that may take place in the report in spite of my best effort. I believe that you would be kind enough to accept this report and evaluate with your sagacious judgment. Sincerely yours MD. NAZRUL ISLAM KHAN Matric No: B063061 BBA (Major in HRM) Autumn-2010 Department of Business Administration International Islamic University Chittagong Acknowledgement: First I would like to thank to almighty Allah for giving me the patience, courage, assiduous and expansion of mantel faculty to prepare this report. It is an immense pleasure to me that this report is the out come of my dedicated effort to prepare a standard report and know in details about the HUMAN RESOURCE PRACTICE in Mithun Knitting and Dyeing Ltd. At the very outset, I would like to take this opportunity to express my honorable supervisor Mr. Nazamul Hoque, department of Business Administration , IIUC, for his valuable suggestion and cooperation. I also like to thank my coordinator of my BBA program. I would like to thank Mr. Bashir Ahmed (Manager, Admin) and Mr. Abdus Sobhan(Sr. Officer,admin compliance), for their continuous support ,inspiration and giving me uncountable support to prepare this report . Without their help, its not possible to me complete this report. I also very much pleased to Mr. MD. Showkat Hossain(Asstt. Manager,Commercial) of MKD, to giving me the chance to start my internship in MKD. My sincere thanks go to the others who were involved and helped me directly and indirectly in preprinting this report as well as my faculties, IIUC. Executive Summary: Human Resource Management is one of the major fields of the study in today’s business world. Human Resource Management means â€Å"To care for people or look after people, to manage affairs†. Its simple meaning is â€Å"Management of affairs and looking after people† HRM is a process, common to all group, effort public or private, civil or military, large scale or small scale. It is a process of managing effectively and smoothly the functioning of institute governed by its rules and regulations. The main motto of preparing this report is to know the details of HR practice in MKD. All of you know that HR is a social science and talk of time in today’s world. HR play pivotal role in smooth operation of organization. British Institute of HRM defines HR as that part of management concern with people at work and with their relationship within an enterprise. HR Department does an important role in MKD ltd. Through this report I will understand about my practical experience in HR practice in MKD ltd. I also make you understand about brief idea of MKD ltd. They practice HR for employee selection, increment policy, auditing, training program, about the whole thing of HR practice in MKD ltd. And also add recommendation and conclusion. Table of Contents Chapter: 1 1. 0| Background of the study| 1. 1| Introduction| 1. 2| Objectives of the study| . 3| Methodology of the study| 1. 4| Scope of the study| 1. 5| Limitation of the study| Chapter: 2 2. 0| About MKD Ltd. | 2. 1| A brief company profile| 2. 2| Production facility | 2. 3| Major products| 2. 4| Business procedure| 2. 5| Group profile | 2. 6| Vision| 2. 7| Values | 2. 8| Objectives| 2. 9| MKD performing following buyers| Chapter: 3 3. 0| Organogram of MKD department| 3. 1| Various department| Chapter: 4 4. 0| Meaning of HRM| 4. 1| Function of HRM| 4. 2| HRM practice in MKD Ltd. | 4. 3| Recruitment policy in MKD Ltd. | 4. | Employee selection of MKD| 4. 5| Selection process| 4. 6| Selection policy| 4. 7| Training Development| 4. 8| Training for| 4. 9| Benefit of training| 4. 10| Training method| 4. 11| Training place, duration trainer| 4. 12| Training evaluation| 4. 13| Training program | 4. 14| Compensation| 4. 15| Some other compensation for| 4. 16| Payment of wages | 4. 17| Worker not entitled to compensation| 4. 18| Performance appraisal| 4. 19| Who will be apprised| 4. 20| Methods of performance appraisal | Chapter: 5 5. | Findings| 5. 1| Recommendations| 5. 2| Conclusion| 5. 3| Reference| Appendix: Chapter-1 * Introduction of the study * Objectives of the study * Methodology of the study * Scope of the study * Limitation of the study 1. 0 Background of the study: INTRODUCTION: Knowledge acquisition is the foremost duti es of a student, knowledge can be gained through a process of stages such as reading, writing, visual, touching and doing it practically. As a part of my BBA program, internship is required for the course. Internship program blends practical knowledge with the theoretical thought. Undoubtedly this is the very inception period of any individual career. As a part of requirement, I did my internship at Mithun Knitting Dyeing Ltd. ,on HRM for three months, which equipped me with different tools and mechanism that is practiced in different profitable and non-profitable organizations through out the world in a social responsible manner. You read "Internship Report(Hr Development)" in category "Essay examples" The internship program not only creates opportunity for the student to acquire first hand information on a giving subject but also wide field of information and knowledge for them. I am assigned the internship program with the aim of practical knowledge on HR Practice in MKDL. 1. . Objectives of the study: It is important to know about the objectives of MKDL. Every activity has some specific objectives. The main and foremost objectives of the study are to know in details activities of HR practice in MKDL. The other objectives are as follows: 1. To acquire prac tical knowledge and experience on HRM practice in MKDL. 2. To find out the existing HRM activities on MKDL, CEPZ, Ctg. 3. To know the industrial relation between employers, employees, workers, trade union and Government (BEPZA). 4. To identify the problems relating to HRM in MKDL. 5. To provide suggestions to overcome the limitations of HRM in MKDL. . 3. Methodology of the study: The current study has been conducted through collecting data from primary as well as secondary sources. The sources are interview with the management and employees. Organization’s service rules, policies, procedure and records. * Primary data: Primary data have been collected by observation of MKDL human resource department. Discussion with the officials and resource professionals at this organization. * Secondary data: Secondary data have been collected from the available and relevant magazine, journals, reference book and visit MKDL website. 1. 4 Scope of the study: This study is confined with MKDL only. I have prepared my report on the basis of gathered knowledge, experience and performed during my internship report. I have made all possible efforts to submit this report. I tried my level best to collect data from the MKDL HR department. I have a practical knowledge about EPZ sector and also to know how all company in this area make a vital role in Bangladesh. 1. 5 Limitation of the study: Every activities of the world have some limitation. I face some limitation to complete my internship program. Some are given below: 1. I have no previous experience to conduct the research work. . Some information is so confidential that the authority is not allowed to provide this information. 3. Due to the strategic decision some crucial information is not possible to collect. 4. I start my internship program lately so, its not possible to me arrange a best internship report. 5. Garments and Footwear organization are a wide part of out economy but there is no information available in our newspaper or other media. It is the biggest limitation for data collection. Chapter- 2 * About MKDL * A brief company profile * Production facility * Major product * Business procedure * Group profile Sister concern * Vision * Values objectives * MKDL’s buyer list 2. 0 About Mithun Knitting and Dyeing Ltd: MKDL getting to be one of the best and diversified business groups in Bangladesh. They are still continuing on the journey of growth, diversity and achievement our growth has been one of the most significant in each area of operation. This made possible by the strong drive of the management and continuous dedication hard work of the rest of their team. MKDL total workers are 629; the HR department facilities these workers. Moreover for their contribution the economy of our country is running. . 1 Company Profile Name: Mithun Knitting and Dyeing Limited Year of Incorporation: 1991 Year of Business Commencement: 1991 Commercial Operation: Septe mber: 1993 Legal Form of the Company: Public Limited Company Corporate Office: Sena kalian Bhaban Suite No. 904, 9th Floor 195, Motijheel C/A, Dhaka-1000, Bangladesh Tel: 880-2-9551918,9551890 Fax: 880-2-9564929,9553880 E-mail: toyobang@bangla. net Location of Factory: Plot No. 43-46, Sector-4, Chittagong Export Processing Zone South Halishahar Chittagong-4223, Bangladesh Tel: 800-31-741281,740220 Fax: 880-31-740427 E-mail: mithun@colbd. net Business: Circular knitting, dyeing, finishing and knit Garments Product Range: Fabrics Single Jersey, Interlock, Rib, French Terry, Flat knit (collar cuff) Fleece Product range: Garments T-shirt, polo shirt, ladies tops, ladies singlet, fleece jacket, sweat shirt, pajama, tank top Capacity: Knitting-13500 kg/ day, Dyeing-white-12375 kg, color-10740 kg/day Garments-basic T-shirt-10000 pc/day, polo shirt-5000 pc/day Authorized capital Tk. 100000000 Paid up capital Tk. 50000000 No. of Employment Skilled-224, Officer-16, Stuff-75, Samiskilled-314, Total=629 Origin of machinery USA, Germany, ITALY, Sweden, England, Korea, Japan, China, Taiwan, Singapore, Hong Kong, India, Bangladesh 2. 2 Production Facility: * Knitting section * Dyeing section * * Finishing section * Fleece section * Garments Section 2. 3. major products: * Polo shirt * T-shirt * Fleece jacket * Pajama 2. 4 Business PROCEDURE: * Order Execution : * Lead time: 90 days for new orders and 60 days for repeat order. * Production process time: 14 from the date of receipt of materials. * Mode of Payment: * LC at sight with FOB basis. * CMT basis, payment by TT * Documentation: FOR LC: Original documents to be sent through Bank to Bank as per LC. * FOR CMT: * OPTION-1: original documents to be sent through bank to bank to bank and consignee of BL will be any Bangladeshi bank. * Option-2: If need to send original documents directly with customer as consignee in BL, need to make payments in advance. 2. 5 Group Profile Mithun Knitting and Dyeing Limited is the parents company of th eir group. The other sister companies of the group are as follows: 2. 5. 1 Sister Concern * Toyo Composite Ltd. Established in 1991 * Pure Cotton Knit Ltd. Established in 1991 * Bangos Biscuits Ltd. Established in 1991 Tallu Spinning Mill Ltd. Established in 1990 * Mithun Knitting and Dyeing Ltd. Established in 1991 * Radio Today FM. Established IN 2006 2. 6 MKDL Vision: To be: * Best quality and right time shipment of the products * The most cost effective procedure of quality products and its item * The best example of an international export oriented company in Bangladesh. 2. 7 MKDL Values: * Team player * Excellence * Responsible * Appreciation * Living * Caring 2. 8 MKDL Objectives: * 100% Safety Record * 100% Delivery on Time * 100% Quality Fine Time * 100% Commitment * 100% Utilization of Resources . 9 MKDL performs the following buyers: * Crocodile * Carrefour,Zara * Dullards * GAP, Sears * Zellards * Otto * Auchan * Carriefore * Neckerman/ Ackerman * Peacock * Answer Mode GMBH * QUESTION Fashion BV * Reebok MKDL maximum buyer is from UK, Germany and Europe side. CHAPTER – Three Department of Mithun Knitting and Dyeing Limited * Organogram of MKDL * Various Department of MKDL | Various Departments member in position:| SL. #| NAME| DESIGNATION| 1| MR. BASHIR AHMED| Manager (Admin)| | Mr. Md. Nurul Islam| Asstt. Manager (A/c’s)| 3| Mr. Moin Uddin ahmed| Asstt. Manager(Knitting)| 4| Mr. Md. Showkat Hossain| Asstt. Manager(Commercial)| 5| Mr. Probir Ranjan Dey| Asstt. Manager(Dyeing)| 6| Mr. Jahangir Alam| Asstt. Manager(Mercendiser)| 7| Mr. Jahangir Alam| Sr. Asstt. Engineer)| 8| Mr. Abdus Sobhan| Sr. Officer(Admin; Compliance)| 9| Mr. Shahidul Islam | Sr. Marketting Executive| 10| Mr. Md. Shafiul Azam| Accounts Officer| 11| Mr. Md. Shah Alam| Development ; Security Officer| 12| Mr. Shahidul Alam | Officer(MIS)| 13| Mr. Seddiqur Rahaman| Sub. Asst. Engineer| 14| Mr. Maksud Ali Mridha| Jr. Store Officer| 15| Mr. Keramat| Jr. Production Officer| 16| Mrs. Sultana Karemunneesa| Jr. Officer(DATA COLOR)| 17| Mr. Harun-Or-Rashid| Jr. Officer(Store)| 18| Mr. syed Mizanur Rahaman| Jr. Production Oficer (Dyeing)| 19| Mr. Boadrul Islam| Jr. Production Officer(Knitting)| 20| Mr. Shamim Chowdhury| Jr. Officer(Welfare ; Complaince)| 21| Mr. Gias Uddin| Jr. Officer(Garments)| 22| Mr. Md. Mahafizul Hoque| Jr. Executive (Marketing)| Chapter – Four HRM as practiced in MKDL * Meaning of HRM * Function of HRM * HRM practice in MKDL * Employee selection * Selection process * Selection policy Training ; Development * Training for * Benefit of training * Training method * Training place, duration ; trainer * Training evaluation * Training program are * Compensation * Some other compensation for * Payment of wages * Worker not entitled to compensation * Performance appraisal * Who will be apprised? * Method of performance appraisal 4. 0 Meaning of HRM: â€Å"MA NAGEMENT of human resources is the function of all enterprises which provide for effective utilization of people to achieve both the objective of the enterprises and the satisfaction and development of the employees† (Glueck, Management). Allah the almighty has endowed human beings with the power inherent in them which if nursed, nurtured, cultivated, developed and sharpened can unveil the secrets of nature. Human beings become human resource when their skills and abilities developed to undertake some productive activities that are useful to them and to their society. 4. 1 Function of HRM: 1. ACQUISATION: * Human resource planning * Recruitment * Internal * external * Employee socialization 2. DEVELOPMENT: * Employee training * Management development * Career development 3. MOTIVATION: Job * performance evaluation * rewards * job evaluation * compensation benefit * discipline 4. MAINTENANCE: * Safety and health * Employee / lab or relationship 4. 2 HRM practice in MKDL Organization has big impact upon its human resources development and managerial activities. Organization structure influences personal activities within the department as well as relation with others whom it is to serve. That is way MKDL also practices in HRM. Human Resource Department maintains some policy. That also followed by the employee, employed and worker. The policy aims are: Achieving, the main objective of the organization, creating committed employees, developing trained personal, recognizing trade unions as representative of worker, consultative service to employees, delegation of authority, co-operation to and from employees, security of employment, opportunity for growth, fair wages and salary, objective evaluation of work. MKDL played a vital role in society. MKDL have HR department since 1993. Because it is an export oriented organization. HR department maintain policy and they work for the whole organization, as well as for the worker mainly. HRM Practice in MKDL some kinds are given below: * Recruitment policy * Selection * Training and Development * Compensation * Performance Appraisal 4. 3 Recruitment Policy in MKDL: RECRUITMENT is a linking function joining those with jobs to fill and those seeking job. The objective of MKDL recruitment policy is to develop a group of potential qualified people. The recruitment processes attracts qualified applicants and provide enough information for all kind of employees. Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to work environment, and time consuming. Hiring the right employee, on the other hand, pays back in employee productivity, a successful employment relationship, and a positive impact on total work environment. There are six kinds of employees or workers: 1) â€Å"Permanent employees† is an employee who has been engaged on permanent basis after complete of his/her training. 2) â€Å"Temporary employees† is an employee who has been for work that is temporary basis. The electrical engineer is MKDL temporary employees. 3) â€Å"Probationer† is an employee who is provisionally engaged to fill a permanent vacancy in a post and has not completed the period of his / her privations. ) â€Å"Employee on contract† is a person with who employed on contract basis. The auditors of MKDL are contract basis. 5) â€Å"Apprentice† means a learner that paid an allowance or fixed pay during the period of his/her training. 6) â€Å"Casual† means a worker whose employment in casual basis. 4. 3. 1 MKDL Rec ruitment Sources: There are two sources of recruitment . These are internal and external sources of recruitment. MKDL mainly follows the external sources for recruitment. One main thing is that MKDL is a public Ltd company. Then the recruitment policy is given below: * Advertisement on newspaper Hang on notice in front of MKDL main gate * Internet ads in there website. 4. 3. 2 Personal File: MKDL maintains a personal file for their worker that is part of recruitment policy. In a personal file each worker some record are their. This are: * Application * Picture * Age certificate * Medical certificate * National certificate * Educational certificate * Appointment letter * Confirmation letter * Increment paper * Any disciplinary letter 4. 4 Employee Selection of MKDL: To select is to choose selection is a screening process. It is the process of picking who have relevant qualification to fill jobs in an organization. MKDL selection objective is to select the right candidate who is physically fit, intelligent and done their job perfectly. 4. 5 Selection Process: There is some process to select employees and worker. MKDL follow these procedures to select best employees to their company for a better output. The process are given below which is follows by MKDL. 4. 5. 1 Reception of Applicant. 4. 5. 2 Preliminary Interview. 4. 5. 3 â€Å"Filling an Application Blank† which provide brief history of an applicant’s background. 4. 5. 4 Employment Test: MKDL follows some procedure to select their employees. Their selection procedure test is reliable and valid. Tests aimed at predicting future success on their job. Verities of test usually used as selection tools. * Intelligent tests * Aptitude tests * Achievement tests * Interest tests * Personality tests For the types of employee or worker HRM department of MKDL choose the one of test. 4. 5. 5 Interview: MKDL is a garments company they have worker for factory and employees for several department. To select worker and employees it is different from each other. There are six kinds of employees. For that reason, they follow different types of interviews. Types of interviews: * Non – directive interview * Patterned interview * Situational interview * Panel interview Interviews process: HR department of MKDL have identified certain steps while conducting interviews. * Preparation: selecting the interview process to followed. HR department expertise arranges and selects the employees. * Reception: The interview started on time. * Information exchange: Applicant’s must know what they are applying for and they have to know the idea about it. * Termination: Interviewer’s personal opinions and applicant’s performance basis HR department select the employees. Evaluation: After the interview process HR department select the candidate for next process. 4. 5. 6. Background of Reference checks: Good reference check, when used sincerely will fetch useful and reliable information about the candidate. 4. 5. 7. Preliminary selection in HR department: HR department select the employee or worker. 4. 5. 8. Physical examinati on: All applicants’ must a medical certificate in MKDL HR department. 4. 5. 9 Placement: Then the following departments select the employee or worker and they should place. 4. 6 Selection policy: In the selection policy, an applicant must have some education qualification. For worker: Workers must be pass min. class eight. For employees: They must be complete their graduation. In addition, for higher level applicant must complete masters’ degree. 4. 7. Training and Development: Training and Development has been always an essential part of human life, particularly in working environment. Workers performs better if they are training in the skills necessary for thir jobs, and managers are better leaders if they are trained up with these skills. 4. 7. 1 Why training is essential in MKDL: Training is essential in MKDL for improve their quality, increase production and improve organizational climate. Because MKDL’s main theme is produce high quality product. For that reason whole organization employees needs training and develop their skill. It important for: * Economy in operation * Minimization of supervision * Better performance * Increase in morale * Uniformity in performance * Effective control 4. 7. 2. Reason for employee training and development: Training and development can be initiated for a variety reasons an employee or a group of people: * When a performance appraisal indicates performance improvement is needed. * To benchmark the status of improvement so far in performance improvement effort. As part succession planning to help an employee be eligible for a planned change in role in the organization. * To train about a specific topic. * As part of an overall professional department program. * The operation of a new performance management system. 4. 8 Training For: MKDL has been arranging some kind of training: For worker: * Behavioral training * Technical trai ning For official: To get more efficient officer MKDL arrange some training which a part of their job. Some training fir the technical officer specially arranged. 4. 9. Benefit of training and development: * Increase job satisfaction and morale among employee. Increase employee motivation. * Increase efficiencies in processes, resulting in financial gain. * Increase capacity to adopt new technologies and methods. * Reduce employee turn over. * Enhanced company image e. g. conducting ethics training. * Risk management e. g. training about sexsul harassment, diversity training. 4. 10 Training method at MKDL: MKDL provides two types of training that is on the job training and off the job training. The best technique for one situation may not suitable to other situation. ON THE JOB TRAINING Employee or worker coached and instructed by skilled co-worker. By supervisor, by the special training instructor. MKDL also provides various types of on the job training these are coaching or understudy, job rotation or special assignment. Coaching: Coaching method, which also known as internship and apprenticeship method, the employees/ worker is, trained on the job by his/her immediate supervisor. Apprenticeship: In MKDL the person who appointed under apprenticeship, they supervised through their supervisor and they have three months for apprentice period after successful completion of apprenticeship period they appointed as a regular employee/ worker. Job trainee: A management or HR department selects a trainee who moved from job to job at certain intervals. Specials assignment: MKDL provides lower level executives with first hand experience in working an actual problem. Off the job training: Off the job training means that training is not part of the everyday job activity. In MKDL training program, do not arrange by them. BEPZA selected one officer for training and it arrange in outside from the organization. Off the job method following that method. Lecture: It is an old method. Selected expertise gives some lecture to the trainees Conference: Participant gain knowledge and understanding by attending these conferences. Group discussion: Group discussion exchange of ideas and opinions take place which help the participants to develop leadership qualities. Case studies: The case based on actual business situation are prepared and given to the trainee managers for discussion and arriving ata proper discussion. Role playing: The trainer use this method for develop the employer human relation and development of leadership qualities. 4. 11. Training place, Duration and Trainer: Place: MKDL only arrange training program for their worker and the apprentice. BEPZA select the place for the training program. Duration: The training program depends on training objectives. Sometimes for long time or some time for short time. For the apprentices training program arrange for three months. Trainer: For the worker and new employee’s trainer are the upper levels of the worker. However, off the job training, trainers are outside if the organization. 4. 12. Training Evaluation in MKDL: Training evaluation model starts with training need assessment it means that what kind of training are essential for smooth operation of the company. MKDL evaluates TNA by the process of employee or the worker working condition or it called yearly secrete report. 4. 13. Training Program are: * Personal proactive equipment: * First aid * Fair training or dealer * Health and safety * Awareness safety about toxic hazard * Awareness aids 4. 14. Compensation: MKDL compensation systems policies are given below: Gradation of workers| Minimum wages| Remarks| i. Apprentice | US $20(consolidated)| Training for 3 months; may be extended for another 3 months in the maximum. | ii. HELPER| a) US $30 b) US $25| ON completion of training, a works becomes permanent unless terminated during the training period. | iii. Junior operator(Jr. )| a) US $36 b) US $30| A helper, when allowed to operate a. m. chain, shall be deemed to have been upgraded as a Jr. operator. | iv. OPERATOR| a) US $45 b) US $40| A Jr. operator shall be promoted as an operator on completion of 2 years service as such. | v. Sr. operator | a) US $50 b) US $45| An operator having served of 2 years as such shall upgrade as Sr. operator. | vi. High skilled| a) US $58| On completion of 2 years service as a Sr. perator,a worker shall be eligible for promotion as high skilled worker but subject to attaining required skill. | 4. 15. Some other compensation for: * Maternity benefit: A female employee who has completed minimum of six month service shall be entitled on application to maternity leave with pay for eight weeks after confinement on ground maternity. No female worker is entitled to such kinds of maternity benefit if she has two or more children. * Festival leave: Every employee allowed at least eleven days festival holiday with pay in a calendar year. * Compensation for injury sustain while on duty. Every worker shall be entitled to casual leave with full wages for ten days in a year. * Every worker shall be entitled to fourteen days sick leave on half average wages in a year. 4. 16. Payment of wages: * For employee paid on monthly basis , salary paid within the 7 days of the month. * For employee paid on weekly basis, wages by the first working days of the work. * For terminal employees, termination benefit and any other dues payable to the terminated employee paid within 7 days from the date of termination. * Overtime wages: Overtime wages given MKDL by this method: Basic salary *2*OT Hours/208 * Provident fund: The provident fund given by this method: Basic salary *8033% 4. 17. Worker not entitled to compensation in certain cases: * If worker does not present himself for work at the appointed time during normal working hours at least once a day if so require by the employer or lay-off is due to unauthorized absence from work by workers in another part of the employer. * If worker refuse to accept on the same wages. 4. 18. Performance appraisal: Performance is something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables. Job performance is a commonly use, yet poorly defined conceot in industrial and organizational psychology, the branch of psychology that deals with the workplace. It most commonly refers to whether a person performs their job well. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Among the most commonly accepted theories of job performance. 4. 18. 1. Why performance appraisal is important in MKDL: * PERFORMANCE APPRASIAL can serve as a useful basis for promotion or reward. It serves as a guide for formulating a effective training and development program. * Managers can identify employees who are performing at or above expected level. Then it may help to increase competition. * It identifies the employee’s good or poor performance. * It helps to understand that in which way employer improve their performance. 4. 19. Who will be appraise: * Self – appraise also included, it help to improve employees confidance level to work efficiently. * For worker their performance appraise by supervisor. * Consultant or the auditor appraises whole organization. 4. 20. Methods of performance appraisal: PERFORMANCE appraisal methods are available for judging the performance of the employees. In MKDL performance appraise by upper level of an employee. The method is called the confidential report or yearly secret report. And performance appraise by behaviorally anchored rating scale (BARS) CHAPTER- FIVE * Findings * Recommendations * Conclusion * References 5. 0 Findings: Due to my internship program I got some findings. Such as: 1. In MKDL both internal and external sources of recruitment are followed. 2. For workers, external sources of recruitment are followed. 3. For officers internal sources of recruitment are followed. . Immediate supervisor provide training to the workers in MKDL. 5. In selecting workers normally previous experience is highly considered. 6. Performance is evaluating by the boss/supervisor and it is done annually. 7. The relation is good between employers, employees, worker, trade union (WRWC) and (BEPZA). . 8. The have no internal auditor. In MKDL HR department so the have to face problem to audit their report. 9. Supervisor are not more efficient that’s why the can’t supervise the worker properly. 10. The company does not pay the salary in due time, trough there is no problem to pay it timely. 1. The salary structure is below standard in some cases. The salary structure is insufficient comparing with present economic situation. 12. MKDL does not provide any transport facilities to their worker. Which is very necessary. 13. The maintain safety and healthy environment for their employees. 14. They arrange on the job training for their employees. 5. 0. Recommendations: For smooth operation of HR department the following task must be completed as soon as possible. 1. MKDL should provide the salary in due time because it helps the employee to give more concentration to the organization. . They should increase the involvement of employee in designing the training program. 3. Fire training and other injury training should be provi ding to the new workers. 4. Supervisor have to more effective because the motivate worker to do their jobs better. 5. Training should be evaluated properly. 6. HR department should recruit an internal auditor. 7. Company HR department should be free from any types of biasness especially on recruitment and selection process. 8. Salary structure should be updated and matched with the market situation.. 9. Company’s HR department should arrange more effective training program in order to increase the employee’s ideas and creative power. 10. The organization provides conveyance bill but when the work late night, they fall in trouble for the transportation. 11. More and more business professional should be appointed in training and development department and it should be off the job. 5. 2. Conclusion: Human Resource Department measures the organization strength in every respect. This aspect must from part of the organization strategic and administrative thinking. Effort should constantly be made to improve the organization productive capacity. Human Resource is a key factor to consider in organizational development and must emphasized in responding the micro and macro environment changes of Bangladesh. MKDL played a challenging role in Bangladesh. Because MKDL REPRESENTIATIVE OF Bangladesh. For their contribution, our country economic growth increases. Our population directly benefited through the operation of the organization. MKDL and their sister’s company engaged to increase our economic growth. Bangladesh government should provide necessary opportunity for EPZ sector so that it can operate smoothly. . 3 References: 1. Profile of MKDL 2. Many official report of MKDL 3. Different officials and workers working area in MKDL 4. Web site of MKDL 5. Human Resource Management and Industrial Relation By Dr. Abdul Awal Khan Dr. Md. Abu Taher Appendix : Questionnaire for Management Staff: (Give the answer into the tick mark () in the appropriate place) Officer name: Age: Department: Post Name: 1. Does your organization practice HR development? Yes No 2. Does HR department give extra priority to their employee? Yes No 3. Are you getting any extra allowance for training? Yes No 4. Do you get any facility (Lunch or Tiffin) during your office time? Yes No 5. Is your organization getting any suggestion from you if they needed any strategic decision? Yes No 6. In department of HR training and development officers are available? Yes No 7. Do you face any problem when HR department need some improvement for their worker? Yes No 8. What is the time duration of training? 3 month 6 month 1 year Questionnaire for Worker: (Give the answer into the tick mark () in the appropriate place) Worker name: Age: Department: Post Name: 1. Do you get facility from HR department? Yes No 2. Do you use any personal protective equipment? Yes No 3. Do you get personal equipment from your organization? Yes No 4. Do you get train about fire drill training? Yes No 5. After training program has your performance ability increased? Yes No 6. Are you get OT and provident fund amount from your organization? Yes No 7. Are you satisfied on your increment amount? Yes No 8. Who get the more priority for training program in your organization? Technical person Non Technical person MITHUN KNITTING AND DYEING LIMITED Annual Confidential Report (Officer) PART-1 (To be filled by concern employee) NAME (IN CAPITAL LETTER): Designation: Department: Date of birth: Age: Qualification: Joining date: Salary while joining: Last increment: Present salary: a) Basic salary: TK. Pay scale: b) House rent allowance: TK c)Conveyance allowance:TK d) Medical allowance: TK e) Other allowance TK TOTAL PART-2 TOTAL POINTS: 100 POINT SCORED: EXCELLENT: 91-100 AVARAGE: 51-70 GOOD: 71-90 BELOW AVERAGE: 00-50 GRADE: Assessment of Dept. Head Signature with date: Name Designation: PART-3 (To filled by approving authority) Remark/ General/ Assessment: Approval:- Signature with date: Signature with date: Name: Name: Designation: Designation: How to cite Internship Report(Hr Development), Essay examples

Impact of Employee Performance on Customer Retention †Free Samples

Question: Discuss about the Impact of Employee Performance on Customer Retention. Answer: Introduction In this modern service industry, consumer satisfaction and retention serves as a major factor related with the success of the company. This is for the reason that most of the employers rely on employees for offering quality service (Glaser Strauss, 1967). Employee relations are deemed as customary of company functions along with practices that deals with the issues associated with human resource like recompose and retirement. Research methodology employed in this research focussed on gathering relevant information in order to make effective business decisions (Lewis, 2015). This also includes theoretical evaluation of principles and methods related with the research on impact of employee performance on consumer retention. The objective of this paper is to explain the research methodology of carrying out study on impact of employee performance on consumer retention. The research method section will explain the methodology, sample and sampling technique, research population, data coll ection, data analysis, ethical consideration and limitation associated with completion of the research. Research Methods: Research Methodology Qualitative research methodology has been selected in investigating the impact of employee performance on consumer retention. This methodology is observed to be useful for the reason that it offers vital information on the inclination subject of human perception concerning specific research data (Lincoln Guba, 1985). This research methodology is deemed to employ non statistical research techniques that employ inductive logic for evaluating yield corrections which is complex to translate. Qualitative research method is deemed to be suitable in this research as the investigation will employ thematic evaluation. Data collected was evaluated by themes and it is deemed that increasingly inductive themes are gathered from the data. Qualitative data methodology with the thematic analysis is focussed on gathering data through understanding them. The major objective of this research methodology is to develop major themes which explain the importance of the research. This research method is e mployed in this research for the reason that the researcher was focussed on understanding along with investigating social situations by means of developing descriptions from the on-site interviews along with observations (Neuman Robson, 2014). Moreover, this method is deemed to be suitable in this investigation as the researcher was able to offer detailed accounts and elaborations of socio-cultural process that does not require being explained quantitatively. Population, Sampling Technique and Sample Sampling can be understood as a process within which the target respondent for the research is selected from a larger population. Sampling facilitates the researcher in selecting the most vital source of primary data for gathering important information that is aligned with the aim and objectives of the research. Simple random sampling has been employed in carrying out an interview process with the supervisor (Patton, 2002). This sampling method was employed in the research for the reason that it offers equal opportunity to the respondent of getting selected in the study. For this reason, qualitative data was evaluated through use of this sampling technique. The population size is selected in investigating impact of employee performance on retention of consumers in the selected hotel. Only one supervisor was selected for this research and considering this it can be stated that sample size selected for this research is 1. Determination of suitable type and number of participation is vi tal in gathering suitable research findings. This target population has been selected through deciding the number of participants within a sample (Sekaran Bougie, 2016). Along with deciding the anticipated number of people within the target population, the selection of sample size was influenced from considering certain vital aspects such as time available, budget along with target precision degree. Data Collection Data collection process in investigating the impact of employee performance on consumer retention wills both primary that is through interview and secondary. Secondary data for the research will be gathered that certain secondary sources such as journals, books and websites in order to realise properly the speculative situations along with historic representation (Silverman, 2016). Such gathered secondary data was useful in evaluating the recent trend of the recognised research issue. Secondary data was considered in this research as it is deemed that it can be highly preferable because of its easy availability from the online and offline sources. Primary data for the research was collected from human responses by means of conducting interview. This data collection method is employed for the reason that it is highly reliable in nature in comparison to the secondary data. Therefore, taking into consideration the subject of research, the researcher has considered employing primary as w ell as secondary data devoid of focussing on just a specific option. From the process of interview numerical data was gathered that indicates the fragment of data that was analysed to collected relevant information in consideration to the research results (Smith, 2015). Numerical data was considered to be collected for the reason that this offered suitable information on the inclination subject of human perception concerning specific research data. Data Analysis Data collected for the research was evaluated through using several analytical methods. This is for the reason that effective analytical data analysis selection is highly important to attain effective and pertinent research findings. Data analysis process in investigating the impact of employee performance on consumer retention considered the process of open coding-general themes and axial coding (Spradley, 2003). In open coding analysis, the researcher made attempts to read through the data numerous times and then start generating tentative labels for a lot of data which summarises the aspects those are evidenced to happen. This is not just relied on an existing theory that is just relied on the meaning that is arrived from the data. This data analysis process will facilitate in recording instances of the participants words along with establishing the properties associated with every code. In addition, axial coding data analysis was employed by the researcher in this investigation. This is for the reason that axial coding includes recognising relationships between open codes. This will also be simpler to realise the time at which last chat is been observed regarding this blog post (Taylor, Bogdan DeVault, 2015). This data analysis method is used for it can facilitate in sustaining transparency and proper interpretation of composed information. Ethical Consideration Ethical considerations are considered to be important in the research for the reason that the ethical standards avoid the fabrication or data falsification that promotes the pursuit of knowledge along with truth. This is deemed to be the primary goal of the research. The researcher has made sure that he has abided by the most suitable code of conduct in carrying out tasks within several processes of data collection. The secondary data for the research has been collected from different reliable as well as authentic sources that make sure of the research outcomes validity (Vaioleti, 2016). The researcher made sure that within the survey process, he will avoid asking delicate questions along with ensuring that the survey participant is persuaded to take part within the process of survey with mutual permission. In addition to that, the identity of the survey respondents was not being disclosed for certain confidentiality concerns. Moreover, in this no business use of the research stateme nt has been focussed on from the behalf of the researcher. Limitation The primary data for the research has been gathered from one supervisor of the selected hotel in conducting research on the topic impact of employee performance on consumer retention. The validity of the information serves as the major restraint which generates the obstacle among the research results along with the accomplishment of the research (Wildemuth, 2016). The selected professional has an intention of offering a positive image of the company through not disclosing the major concerns. As a result, the researcher might deal with the issues in recognising the concerns along with offering suitable recommendations in order to deal with them. It has also been evaluated that manipulation of the secondary data can take place to a certain extent that might impact the research quality as well as the research findings. Conclusion Research methodology employed in this research focussed on gathering relevant information in order to make effective business decisions. This also includes theoretical evaluation of principles and methods related with the research on impact of employee performance on consumer retention. The objective of this paper was to explain the research methodology of carrying out study on impact of employee performance on consumer retention. It was gathered from the paper that qualitative research methodology has been selected in investigating the impact of employee performance on consumer retention. Simple random sampling has been employed in carrying out an interview process with the supervisor. Data analysis process in investigating the impact of employee performance on consumer retention considered the process of open coding-general themes and axial coding. However, the validity of the information serves as the major restraint which generates the obstacle among the research results along wi th the accomplishment of the research. Moreover, the researcher might deal with the issues in recognising the concerns along with offering suitable recommendations in order to deal with them. References Glaser, B. G., Strauss, A. L. (1967). The discovery of grounded theory: strategies for qualitative research. New Brunswick, N.J.: Transaction Publishers. Lewis, S. (2015). Qualitative inquiry and research design: Choosing among five approaches.Health promotion practice,16(4), 473-475. Lincoln, Y. S., Guba, E. G. (1985). Naturalistic Inquiry. Newbury, CA: SAGE Publications. Neuman, W. L., Robson, K. (2014).Basics of social research. Pearson Canada. Patton, M. Q. (2002). Qualitative Research and Evaluation Methods (Vol. 3). Thousand Oaks, C.A.: Sage Publications. Sekaran, U., Bougie, R. (2016).Research methods for business: A skill building approach. John Wiley Sons. Silverman, D. (Ed.). (2016).Qualitative research. Sage. Smith, J. A. (Ed.). (2015).Qualitative psychology: A practical guide to research methods. Sage. Spradley, J. P. (2003). Qualitative Approaches to Criminal Justice: Perspectives from the Field. Thousand Oaks, C.A.: Sage Publications. Taylor, S. J., Bogdan, R., DeVault, M. (2015).Introduction to qualitative research methods: A guidebook and resource. John Wiley Sons. Vaioleti, T. M. (2016). Talanoa research methodology: A developing position on Pacific research.Waikato Journal of Education,12(1). Wildemuth, B. M. (Ed.). (2016).Applications of social research methods to questions in information and library science. ABC-CLIO.

State of Emergency Legal and Political Implications in Nigeria Essay Example

State of Emergency: Legal and Political Implications in Nigeria Essay INTRODUCTION Emergency in ordinary parlance means a time of crisis, a moment of danger or suspense. A state of emergency therefore is a governmental declaration that recognises the existence of this peculiar situation and takes some necessary actions to restore the peace and governmental stability of the society. During this period, the maxim, salus populi suprema lex has a special force and to that effect, some normal functions of the executive, legislative and judicial powers may be suspended. Citizens are alerted to change their normal behaviours, or government agencies are ordered to implement emergency preparedness plans. It can also be used as a rationale for suspending rights and freedoms, even if guaranteed under the constitution. Such declarations usually come during a time of natural or man-made disaster, during periods of civil unrest, or following a declaration of war or situation of international or internal armed conflict. In Nigeria, the constitution provides for the declaration of a state of emergency by the President alone on the whole country or in a state, on request by the State Governor, in the following instances: a. when the Federation is at war; b. when the Federation is in imminent danger of invasion or involvement in a state of war; c. when there is actual breakdown of public order and public safety in the Federation or any part thereof to such extent as to require extraordinary measures to restore peace and security; d. here is a clear and present danger of an actual breakdown of public safety in the Federation or any part thereof requiring extraordinary measures to avert such danger; e. there is an occurrence or imminent danger, or the occurrence of any disaster or natural calamity, affecting the community or a section of the community in the Federation; f. there is any other public danger which clearly constitutes a threat to the existence of the Federation; or g. the President receives a request to do so in accordance with the provisions of subsection (4) of the section. We will write a custom essay sample on State of Emergency: Legal and Political Implications in Nigeria specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on State of Emergency: Legal and Political Implications in Nigeria specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on State of Emergency: Legal and Political Implications in Nigeria specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In Nigeria, the President draws the authority to declare a state of emergency from his Emergency Powers which are inherent with his office and this empowers him to do whatever he deems necessary to restore peace and ensure the security of life and property for citizens of Nigeria and non-Nigerians alike residing in the areas affected by the crisis. This runs for a period of six (6) months but can be extended by the National Assembly alone with a two-thirds majority vote of approval. For instance, the situations where these emergency powers have been exercised include the violent ethno-religious crisis in Jos, Plateau state in 2004 which resulted in the total break-down of law and order. Also in Ekiti state in 2006 as a result of the impeachment of both the Governor and his deputy for gross misconduct by the Ekiti State House of Assembly. Recently, there have been calls by the Nigerian people to the President to declare a state of emergency due to the electoral violence that erupted in Bauchi and Kaduna states, but it was not declared. In the United States of America, the President in time of crisis uses his emergency powers which allow the Federal Emergency Management Agency (FEMA) to bypass normal administrative and jurisdictional rules. Declarations of emergency can also provide special federal aid such as during the Flood of 1993 along the Mississippi River or in New Orleans after Hurricane Katrina. President Abraham Lincoln used his emergency powers to suspend the writ of habeas corpus in Maryland during the American Civil War. In the United Kingdom, Section 1(1) of the Emergency Powers Act 1920 empowers the Monarch to declare a state of emergency. It states that: If at any time it appears to His Majesty that any action has been taken or is immediately threatened by any persons or body of persons of such a nature and on so extensive a scale as to be calculated, by interfering with the supply and distribution of food, water, fuel, or light, or with the means of locomotion, to deprive the community, or any substantial portion of the community, of the essentials of life, His Majesty may, by proclamation (hereinafter referred to as a proclamation of emergency), declare that a state of emergency exists. The Monarch, Privy Council or the Prime Minister can make Emergency Regulations under the Civil Contingencies Act 2004 if there is a serious threat to human welfare, the environment or in case of war or terrorism. These regulations last for seven days unless confirmed otherwise by the Parliament. A state of emergency was last invoked in 1974 by Prime Minister Edward Heath in response to increasing industrial action. In Victoria, Aust ralia, a state of emergency can be declared if there is a threat to employment, safety or public order. The effect of the state of emergency enables the Parliament to make desired regulations to secure public order and safety. Though fairly uncommon in democracies, dictatorial regimes often declare a state of emergency that is prolonged indefinitely for the life of the regime. In some situations, martial law is also declined allowing the military greater authority to act. In other cases, emergency is not declared and de facto measures taken or decree-law adopted by the government. Egypt has been governed under emergency law almost continuously since 1967 and without interruption since Hosni Mubarak became president in October 1981 after the assassination of president Anwar Sadat. The law has been repeatedly renewed since then. The law gives the executive – in practice the Ministry of Interior – extensive powers to suspend basic rights such as prohibiting demonstrations, censoring newspapers, monitoring personal communications, and detaining people indefinitely without charge. Egyptian defense attorneys and human rights groups say about 5,000 people currently remain in long-term detention without charge or trial. Some prisoners held under the emergency law have been in jail for more than a decade. Also in Syria, the state of emergency law that had been in force since 1963 was only recently repealed by President Bashar al-Assad in April 2011. In Argentina, the provision for declaring a state of emergency is repeatedly abused by dictatorship with long lasting states of siege giving the government a free hand to suppress opposition. LEGAL EFFECTS AND CONSEQUENCES OF A STATE OF EMERGENCY Under a state of emergency, there is the increased presence of personnel of the armed forces the police and even plain clothes security officials. They are authorized to invade the privacy of homes, emails and even telephone conversations of anybody suspected of anti-governmental activities. They can arrest and detain anyone without charge and for as long as they please. Public demonstrations, freedom of press are prohibited. Pursuant to this authorization, several human rights are infringed upon with impunity. They include: the right to life, personal liberty, freedom of movement, freedom of religion, freedom of expression and the press, right to fair hearing, and the right to peaceful assembly. Historically in Nigeria, a declaration of state of emergency has never been declared on the whole country in a democratic government but it has been declared in some states. In all instances, such declaration means the outright suspension of the Governor, is Deputy and the State House of Assembly or Parliament by the President as seen in Western Nigeria (1962), Plateau State (2004), and Ekiti State (2006). Based on this, opinions are divided among eminent jurists, legal icons and constitutional experts on the legality or otherwise of these actions taken during the six-month emergency period. The actions of the President have been argued to be backed by the provisions of Emergency Powers Act of 1961 deriving autho rity from Section 65 (2) of the 1960 Independence Constitution of Nigeria. Again, the judiciary is replete with arguments pertaining to whether this law is still in existence in Nigeria or otherwise. Therefore the legal effects and consequences in Nigeria revolve around these four main issues as follows: 1. The suspension, abuse and/or denial of the human rights of citizens. 2. The suspension of public officers such as the Governor, his Deputy and the State House of Assembly and the Appointment of an Administrator. 3. The Constitutionality of the Appointment of a Sole Administrator to rule the state 4. Arguments and legal suits challenging various aspects and actions of governance during the emergency rule. 1. The suspension, abuse and/or outright denial of the human rights of citizens. â€Å"Human† means â€Å"relating to human beings†, relating to members of the races of homo sapiens – men women, children. ‘Right’ refers to that which is just or correct, truth, fairness, justice, just or legal claim. ‘Human Rights’ therefore means the freedoms, immunities and benefits that according to modern values, all human beings should be able to claim as a matter of right in the society in which they live. The Black’s Law Dictionary defines human rights as the freedoms, immunities, and benefits that, according to modern values especially at an international level, all human beings should be able to claim as a matter of right in the society in which they live. They are regarded as fundamental or basic to the individuals who assert them. Thus civil liberties and human rights are primarily individual rights, claimed by the individual or group of individuals as part of and which relates to, the position of the individuals in an organised state (Foster, 2008). On December 10, 1948 the General Assembly of the United Nations adopted and proclaimed the Universal Declaration of Human Rights. Following this historic act the Assembly called upon all Member countries to publicize the text of the Declaration and to cause it to be disseminated, displayed, read and expounded principally in schools and other educational institutions, without distinction based on the political status of countries or territories. These rights have been so enshrined in the Nigerian Constitution in Chapter IV, CFRN 1999. They are as follows: a. Right to Life; b. Right to Dignity of Human Persons; c. Right to Personal Liberty; d. Right to Fair Hearing; e. Right to Private and Family Life; f. Right to Freedom of Thought, Conscience and Religion; g. Right to Freedom of Expression and the Press; h. Right to Peaceful Assembly and Association; i. Right to Freedom of Movement; j. Right to Freedom from Discrimination; k. Right to own Immovable Property. In most countries, the state of emergency and its effects on human rights and freedoms and governmental procedure are regulated by the constitution and/or a law that limits the powers that may be invoked. Rights and freedoms may be suspended during an emergency, for instance, freedom of movement, right to fair hearing, right to peaceful assembly and association as seen in the instances of Syria, France and India. In Nigeria, the Constitution recognises that some measures may need to be taken during a period when the corporate existence of the country may be threatened or may be in jeopardy. The essence of this is to protect the whole public or corporate existence of the nation. In such a situation, the interest of an individual must step down for the interest of the nation. In the famous case of F. R. A. Williams v. Dr. M. A. Majekodunmi, the facts of the case are: The plaintiff/applicant (Williams), was a legal practitioner and a prominent member of the Action Group and its Legal Adviser. Following a rift in the Action Group, the then Premier, Chief S. L. A. Akintola, was removed by the Government of Western Nigeria and Chief Dauda Adegbenro was installed as Premier instead. When the Western House of Assembly convened to pass a vote of confidence on Chief Adegbenros government, Chief Akintolas supporters in the House created an uproar which resulted in the dispersal of members by the police using tear gas. The Federal Parliament, because of the two personalities claiming to be Premier, in exercise of its powers under the Constitution of 1960, declared a State of Emergency in Western Nigeria and approved Regulation whereby the defendant (Majekodunmi) was appointed and empowered to administer the region as Administrator for the region. Inclusive of his powers was the right to serve orders restricting individuals movement to an area defined in the Restriction Order. In exercising of his powers, Majekodunmi caused a Restriction Order to be served on Williams and required that Williams shall be and remain within a distance of three miles from 193, Abeokuta Road, in the township of Abeokuta. It was dated the May 29 1962 and signed by Majekodunmi This assent points to the verity that the Restriction Order under The Emergency Powers (Restriction Orders) Regulation of 1962 was served to deny Williams his personal liberty, right to freedom of movement and fair hearing because he could not appear in court. In the No 1 case decided on June 1, 1962, presided and read by Sir Lionel Brett F. J. , the issue for determination was: Whether in this case, the defendants change of his decision in withdrawing plaintiffs right to appear for himself in court is based on the needs for public order. It was held that the defendant shall be and he hereby is restrained from giving effect or causing effect to be given to the restriction order dated the 29th May, 1962, and served on the plaintiff under the Emergency Powers Restriction Orders) Regulations, 1962, so far as the said order would restrict the plaintiff from leaving the prescribed area at or after 6. 00 a. m. n the 4th June, 1962, and travelling thence by the normal route to the Federal Supreme Court, Lagos, and there arguing the motion filed by him and set down for hearing on that day. And that after arguing the said motion the plaintiff shall return without delay by the normal route to the prescribe area unless the Court shall otherwise direct. And that if the defendant grants the plaintiff a permit under Regulation 2 of t he Emergency Powers (Restriction Order) Regulations, 1962, to enable him to attend this Court and argue the said motion this order shall be of no effect. Justices John Idowu Conrad Taylor and Sir Vahe Bairamuan concurred. In Canada, police powers are extended. A state of emergency in this country has resulted in the mass arrest of all the people in an area and they were detained for six hours without charging them. This is called a ‘precluding’ arrest especially when a suspect is required. The International Covenant on Civil and Political Rights (ICCPR) permits the state to derogate from certain rights in times of emergency. Any measures derogating from obligations under the covenant however, must only be to the extent required by the exigencies of the situation and must be announced by the state party to the Secretary-General of the United Nations. But there are some rights which are too fundamental to be suspended; they are referred to as non-derogable rights. They include the right to life, human dignity, prohibition of torture or cruel human punishment, prohibition on servitude or forced labour, right to religion, right to fair labour practices and the protection of children’s rights. These rights are not permitted to be denied by any government even in times of emergency. There have been arguments by political theorists’ that human rights monitoring activities under the Charter of the United Nations is invasive and a threat to National Sovereignty. 2. Suspension of public officers such as the Governor, his Deputy and the State House of Assembly In all instances of the declaration of state of emergency in Nigeria the foremost public officers of the state were suspended and an Administrator, mostly military, is appointed to take over affairs of the state. The first state of emergency in Nigeria was declared in 1962 and the then Minister of Health, Dr. M. A Majekodunmi was appointed to take over the helms of affairs in Western Region of Nigeria while also suspending the Western House of Assembly. In 2004, a state of emergency was declared on Plateau State by former President Olusegun Obasanjo due to the severe ethno-religious crises and thus the state Governor, Joshua Chibi Dariye, his Deputy and members of the State House of Assembly ceased to hold their respective offices for an initial period of six months. This suspension did not affect the local councils. Subsequently a military administrator, former Chief of Army Staff, Major-General Chris Alli (rtd) was appointed to take over the affairs of the state and see to the restoration of peace. Also in 2006, this declaration was made in Ekiti state by the then President of Nigeria following the unconstitutional impeachment of the Governor for corruption and the subsequent appointment of Former Speaker Friday Aderemi as Head of Government by the Ekiti State House of Assembly. The Governor, Mr. Fayose who denied reports that he had fled the country, said he was in hiding because he feared for his life but he was still Governor of Ekiti State. His deputy Biodun Olujimi, who was also impeached, also laid claim to the Office of Acting Governor. This situation prompted President Obasanjo to state on national television thus: We have come to a sad, ridiculous and unacceptable situation in Ekiti where we have three governors It is dangerous for our democracy to allow this flagrant violation. Thus a state of emergency was declared to prevent the situation from descending into chaos and Brigadier-General Adetunji I. I Olurin (rtd) was appointed. The suspension of the public officers of a state consequent on the declaration poses a major challenge to the constitutional government in Nigeria. The Attorney-General of the Federal Government had insisted that due process was followed in the exercise. He relied on the Provisions of the Emergency Act, 1961 which he desc ribed as within the ambit of Section 315 of the constitution. He also referred to the exercise of a similar power removing the Premier of the Western Region after the declaration of a state of emergency in that region under the Independence Constitution of 1960. The rationale for the suspension of the House of Assembly was articulated by the President himself in the following words: Having a state of house of assembly in a position under a state of emergency is incongruous and may not allow for the expeditious actions that the Administrator will need to put the state back into a situation of peace, harmony, security for all and maintenance of law and order throughout the state. Professor Ben Nwabueze (SAN), a leading authority on constitutional law in Nigeria, has argued with considerable force that the power given to the President under Section 305 of the Constitution is limited to mere declaration of a state of emergency and does not include the power to make laws and to execute them with respect to matters within exclusive state competence. Section 305 of the 1999 Constitution does not contain, as was the case with the 1960 and 1963 Constitutions, any clause permitting the National Assembly to make laws for Nigeria or any part thereof with respect o matters not included in the Legislative Lists as may appear to Parliament to be necessary or expedient for the purpose of maintaining or securing peace, order and good government during any period of emergency. In constitutional democracies, particularly those operating written constitutions, it is not permissible for creatures of statutes such as the President to act outside the four walls of the statutes th at created them. The powers to remove a Governor, vested exclusively in the State House of Assembly, are elaborately stated in Sections 188(1) – (11) CFRN 1999 and the National Assembly is precluded by Section 11(4) from exercising this power during a period of emergency. In the situations of Plateau and Ekiti States, the removal or suspension was done unilaterally by the President. The constitution also makes elaborate provisions for the dissolution of a House of Assembly, for the recall of individual legislators and for succession to the office of the Governor in case of temporary absence or permanent incapacity of the office-holder. Even during a period of emergency, only the National Assembly is empowered by section 11(4) to take over the performance of the functions of the State House of Assembly but then only to the extent ‘necessary or expedient’ and only if the assembly ‘ is unable to perform its functions’. The subsection even goes further to enter a caveat as follows: Provided that nothing in this section shall be construed as conferring on the National Assembly power to remove the Governor or the Deputy Governor of the State from office. From the available facts, the House of Assembly in Ekiti was not unable to perform its functions. As a matter of fact, the House a day before the proclamation elected new officers and took a number of other decisions in a peaceful atmosphere. Thus, the warrant for the suspension of the House cannot be section 11(4) of the Constitution. 3. The Constitutionality of the Appointment of a Sole Administrator In times of emergency the constitution requires the President to take ‘extra-ordinary’ measures to return the state to a status of stability. These extra-ordinary measures are allowed under the Doctrine of Necessity. The term is used to describe the basis on which extra-legal actions by state actors, which are designed to restore order, are found to be constitutional. The suspension of the Governor and his Deputy in conjunction with the appointment of an Administrator has been argued to be one of such necessary actions to be taken during a state of emergency. Arguments on the contrary derive authority from the constitution which is the grundnorm, that is, a basis for the legality of other laws. To this effect, any other law that is inconsistent with the provisions of the Constitution, shall to the extent of its inconsistency to be null, void and of no legal effect. The constitution states in Section 1(2): The Federal Republic of Nigeria shall not be governed, nor shall any persons or group of persons take control of the Government of Nigeria or any part thereof, except in accordance with the provisions of this constitution. Thus the appointment of a sole administrator to take control over the government of the state is unconstitutional because the constitution, in section 305, does not provide for the removal of a Governor and Deputy Governor and subsequent take-over by an administrator during periods of emergency. In the words of William Pitt, (1759 – 1806) â€Å"Necessity is the plea for every infringement of human freedom. It is the argument of tyrants; it is the creed of slaves. More so, the constitution makes no provision for ‘suspension’ of elected officers it only provides for impeachment. The aforementioned extra-ordinary measures envisaged by the constitution should not be interpreted in terms of the removal of elected but rather only in terms of the deployment of the police and other security forces to maintain law and order or the making of such laws permitting restrictions on and derogation from fundamental rights, other than the right to life and to personal liberty, du ring a period of emergency. Even then, the constitution qualifies the extent of such restrictions derogation when it provides in section 45 (2 3), viz: (2) An Act of the National Assembly shall not be invalidated by reason only that it provides for the taking, during periods of emergency, of measures that derogate from the provisions of section 33 or 35 of this Constitution; but no such measures shall be taken in pursuance of any such Act during any period of emergency save to the extent that those measures are reasonably justifiable for the purpose of dealing with the situation that exists during that period of emergency; provided that nothing in this section shall authorize any derogation from the provisions of section 33 of this Constitution, except in respect of death resulting from acts of war or authorize any derogation from the provisions of section 36(8) of this Constitution. (3)In this section, a â€Å"period of emergency† means any period during which there is in force a Proclamation of a stat e of emergency declared by the President in exercise of the powers conferred on him under section 305 of this Constitution. 4. Arguments and legal suits challenging various aspects and actions of governance during Emergency Rule The obvious issue that comes to mind is the question bothering on if the situation at hand was enough reason for a declaration of a state of emergency by the President. This discretion is clearly that of the President and he is the sole determinant and initiator of the exercise except under circumstances provided for in Section 305 (3g), (4) and (5) where a request to such effect is initiated by the Governor of a state. The door seems closed on any advocacy against the President’s decision. This issue has its locus classicus in the case of Liversidge v. Anderson where the House of Lords held that in a situation of emergency, such as Britain fighting World War II, the court might not want to inquire into the reasonableness of the grounds of taking actions even when the statute clearly state that the cause must be reasonable. In fact, in Nigeria, with specific reference to emergency declaration, it was held in the case of Williams v. Majekodunmi that the issue of whether a state of emergency existed was outside the province of the court of law but only ‘within the bounds of Parliament’. Another issue questions the existence of The Emergency Powers Act of 1961 duely passed into law by the then Governor-General of Nigeria, Dr. Nnamdi Azikiwe. The general and popular authority for the alleged repeal by implication of the Emergency Powers Act is section 65(2) of the 1960 Independence Constitution which states that: â€Å"Any provision of law enacted in pursuant of this section shall have effect only during a period of emergency. Provided that the termination of a period of emergency shall not affect the operation of such provision of law during the period, the validity of any action taken there under during that period, any penalty or punishment incurred in respect of any contravention thereof or failure to comply therewith during that period or any proceeding or remedy in respect of any such penalty or punishment†. It has been argued that the emergency powers act lapsed by virtue of section 65(2) of the 1960 Constitution, which provides that â€Å"Any provision of law enacted in pursuance of this section shall have effect only during the period of emergency†, and that since that emergency has ended, that is the end of that law. The second argument is based on the Interpretation Act, Cap 192 LFN 1990. By section 6(2) of the Interpretation Act Cap 192, where a law has expired, lapsed or ceased to have effect, then, it is to be treated as if it has been repealed. In response to the first submission, the provisions of Section 65 of the 1960 Constitution does not by any rule of interpretation nullify any law made pursuant to the Emergency Powers Act at the end of the emergency period. Section 65(2) is not a destructive or a repealing section, which automatically repeals any law made pursuant to section 65. The emergency powers act continues to be law in the statute books and only remains dormant at the end of every emergency. To the second submission, on July 19, 1990, the Federal military government promulgated the revised edition (Laws of the Federation of Nigeria) Decree no 21 of 1990. The essence of the Decree was to update all the laws of the Federation applicable up to that time. The side note to Section 3 of the Decree gives power to the Attorney General of the Federation to authorise omission of certain enactment for reasons of its obsolete status, temporary nature, if it’s under review with a view to replacement and if it’s restricted or of personal application. But by Section 3 (2) any such laws omitted †¦shall have the same force and validity as if they had not been omitted in the revised edition. The meaning of this is very clear. The fact of the omission of any law from the revised edition of the laws of the Federation 1990 does not mean that those laws have been repealed. Put in another way, the fact of the classification of law as obsolete, temporary, under revision, restricted or personal and by reason therefore, its non-inclusion in the current Law of the Federation of Nigeria (LFN) of 1990, does not amount to the repeal of that law. CONCLUSION Just as a state of emergency is constitutional due to the unrest and instability of the state, so also some undesirable effects are incurred in the period of the state of emergency. A common occurrence here in Nigeria, is that the Governor, his Deputy and members of the State House of Assembly are suspended even though this kind of suspension is not expressly stated in the constitution. Declaring a state of emergency is one of the executive powers of the President. In this situation he is expected to do everything within his powers to handle the situation. It is also noted that this emergency power can be abused by the President and also used for politically selfish gains. Perhaps the basis for this abuse lies in the fact that the guidelines for the actions taken by the President in a bid to restore normalcy are not expressly stated in the 1999 Constitution of the Federal Republic of Nigeria. This lacuna gives the President a free hand to do whatever he deems necessary to quell the insurgence and return the Federation or any part thereof to a position of stability. Basically this essay has generally analysed the prevalent legal effects of the declaration of a state of emergency in Nigeria as well as parts of the world. The lessons learnt from there from could be helpful to Nigeria in her strive for democratic stability. [ 1 ]. Oluyede, P. A. , Aihe, D. O. (2003). Cases and Materials on Constitutional Law in Nigeria. (2nd Ed) Ibadan, Nigeria: University Press PLC. [ 2 ]. Latin maxim meaning â€Å"Let the welfare of the people be the Supreme Law† [ 3 ]. Wikipedia. com (Encyclopedia, 2011), http://en. m. wikipedia. org/wiki/State_of_Emergency [ 4 ]. Section 305 (1), Constitution of the Federal Republic of Nigeria, 1999 as amended in 2011 hereafter referred to as CFRN 1999. [ 5 ]. Section 305 (4), CFRN 1999 [ 6 ]. Emergency Powers Regulations 1962 [ 7 ]. Pursuant to Section 188 (1) CFRN 1999 [ 8 ]. Wikipedia. rg The Online Encyclopedia (2011) supra. [ 9 ]. Human Rights Watch (2008), Egypt: Extending State of Emergency violates rights, http://www. hrw. org/en/news/2008/05/27/egypt-extending-state-emergency-violates-rights [ 10 ]. Daily News Economic Review (2008), Syria Lifts State of Emergenc y Laws, http://www. hurriyetdailynews. com/syria [ 11 ]. As of 2010, a state of emergency had been declared fifty – two (52) times by democratic and dictatorial governments [ 12 ]. On May 27, 1967, General Gowon declared a state of emergency over the whole country in response to the armed conflict that resulted in a civil war. ICE case studies: The Biafran War. http://www1. american. du/ted/ice/biafra. htm [ 13 ]. National Open University of Nigeria, (2008). LAW 241 – Human Rights Law, Professor Justus A. Sokefun [ 14 ]. Black’s Law Dictionary, (8th Ed 1999), pg. 2167 [ 15 ]. Foster, S. (2nd. Ed, 2008). Human Rights and Civil Liberties. Essex, England: Pearson Education Limited. [ 16 ]. The United Nations Website (2006), The Universal Declaration of Human Rights, http://www. un. org/en/documents/udhr/index. shtml Daily News Economic Review (2008), Syria Lifts State of Emergency Laws, http://www. hurriyetdailynews. com/syria [ 17 ]. Sections 33 – 44, CFRN 1999 [ 18 ]. www. wikipedia. org The Online Encyclopedia (2011) supra. [ 19 ]. 1962] 1 All NLR 413 or (No. 1) [1962] 2 SCNLR p. 26. [ 20 ]. www. wikipedia. org The Online Encyclopedia (2011) supra. [ 21 ]. Article IV, International Covenant on Civil and Political Rights, hereafter referred to as ICCPR [ 22 ]. National Party Preliminary Submission Theme Committee 4. (1995). Item 24: States of Emergency and Suspension of Rights. www. constitutionnet. org/files/7869. pdf [ 23 ]. Kelly, J. (2009). United Nations Rule of Law Activities Threaten National Sovereignty. http://www. globalgovernacewatch. org/spotlight_on_sovereignty/united-nations-rule-of-law-activities-threaten-national-sovereignty [ 24 ]. Gbadamosi, G. (2004). Nigerias Case Laws on Emergency Rule. http://www. dawodu. com/gbadamosi1. htm [ 25 ]. Martins O. Madu O. (2004, May 19). Nigeria: Obasanjo proclaims state of emergency in Plateau and warns Kano. The Guardian Newspaper [ 26 ]. News Reports (2006). State of Emergency’ declared in Ekiti State. Olurin sworn in. Nigerian Village Square. http://www. nigeriavillagesquare. com/articles/nvs/state-of-emergency-declared-in-ekiti-state-olurin-sworn-in. html [ 27 ]. Alabi M. O. (2005). Emergency Powers in Nigeria: Legal and Constitutional Issues. The Constitution, Vol. 5, No. 4 [ 28 ]. Alabi M. O. supra [ 29 ]. Section 105, CFRN 1999 [ 30 ]. Section 110, CFRN 1999

Complete Expert Guide How to Make an Art Portfolio for College

Complete Expert Guide How to Make an Art Portfolio for College SAT / ACT Prep Online Guides and Tips Are you thinking about applying to an art program? Do you know what you should include in your portfolio? Your art portfolio is usually the most important part of your application, and having a great one can significantly improve your chances of getting into your top schools. What Is an Art Portfolio? An art portfolio is a collection of your work, whether that’s paintings, poetry, sculpture, or another art form. It gives you the opportunity to show off your artistic skills, experiences and interests, and it helps admissions officers decide if you'd be a good fit for their school. Your portfolio is usually the most important part of your application because it lets schools see firsthand the work you have created. Who Needs a College Art Portfolio? Art portfolios are often needed to apply to art school or to an art program at a traditional college. There are a number of programs that may require applicants to submit a portfolio, some of which include: Apparel Design Architecture Art Education Art History Ceramics Film Fine Arts Graphic Design Interior Design Painting Photography Printmaking Sculpture Writing (usually for programs focused on poetry, fiction writing, screenwriting) Not all students applying to these programs will need to submit a portfolio. If you apply to an art school, you will most likely be required to submit a portfolio, but traditional colleges sometimes do not require applicants to submit portfolios, depending on the program they apply to. Check the requirements of schools you may be interested in attending, and if one or more of them requires submitting a portfolio of your work, read on to learn how to create a strong portfolio. What Do Art Programs Look for in a Portfolio? Art programs want to admit students who create art in a skilled and memorable way. More specifically, art schools are looking for students with the following qualities: Technical Mastery: Perhaps the most obvious component colleges look for in your portfolio is how skilled an artist you are. Technical mastery includes being able to apply basic and advanced art principals to your work, create work that shows a high level of attention and detail, and complete projects that are free of sloppiness and mistakes. Schools are also often particularly interested in your drawing skills because many art forms require the ability to draw well. Most art programs recommend applicants submit at least drawing in their portfolio, even if that is not their preferred art form, and some schools, such as the Rhode Island School of Design, require a drawing sample. Variety and Versatility: While it is expected for students to have an art form they create most frequently and are most comfortable with, art schools want applicants who are strong artists across a variety of media and art forms. One reason versatility is important is because the ability to create multiple art forms, from drawing, to painting, to graphic design, and more, is a sign of a talented artist and one who can apply their skills in multiple ways. It is also rare for an artist to stick exclusively to one art form. For example, artists who work with ceramics or in fashion design often need to be able to draw accurate designs before they begin their work. Having a portfolio that shows variety also shows an ability to think creatively and a willingness to try new things. Montserrat College of Art states on its admissions page that "Media exploration and experimentation are integral parts of your experience... Include work in your college art portfolio that shows your area of interest as well as both realistic and abstract work using a variety of materials." Unique Style and Personality: The School of the Art Institute of Chicago (SAIC) states on its admissions page that the most important thing they look for in an art portfolio is "[W]ork that will give us a sense of you, your interests, and your willingness to explore, experiment, and think beyond technical art and design skills." Your art portfolio should show your personality and your own way of looking at the world. You want to show art schools that there is a reason they should admit you specifically, and one of the best ways to do this is by creating art that you are passionate about and that is different from what other people are creating. Technical skill is not enough if you can only copy what others have already created. Let's start creating! How to Create Your Art Portfolio Getting Started First of all, you want to make sure that you give yourself enough time to put your art portfolio together. Many art students take at least a year to create the pieces they use in their portfolio, so start thinking about your portfolio and preparing pieces well in advance of the deadlines. If you know what schools you want to apply to, research their portfolio requirements carefully and early. If you don’t properly follow each school’s instructions, you risk getting automatically rejected, and at the very least it won’t help your application. This is the most important piece of advice in this article! While researching the portfolio requirements of each school, pay particular attention to the following information: Application and portfolio deadlines How you need to submit your portfolio (online, snail mail, or in-person) If there are open days or portfolio days when you can present your portfolio in person Number of pieces you should submit Any size requirements for the pieces If there are any special required pieces you must submit (for example, the Rhode Island School of Design requires all applicants to submit a drawing of a bicycle) You should also look at examples of previously submitted art portfolios. Especially when you are just starting to create a portfolio, looking at the portfolios other students have created can be very helpful in developing your own portfolio. If you are currently in an art class, either at school or outside of it, your class probably has photos of portfolios previous students have submitted, and you can also ask your classmates about their portfolios. You can also search online. Search â€Å"art portfolio example† or â€Å"[school you are interested in] art portfolio example†. This will bring up a lot of examples, often including portfolios of students who were accepted into particular schools, such as Yale University's art program or the School of the Art Institute of Chicago. Remember to use these examples only as a guide; it’s important your portfolio reflects your own talents and interests. Choosing the Pieces You will need about a dozen pieces of work for your portfolio. The number varies by school, but most request 10-20 examples of your work. These can be pieces you created for a class or outside of school. You should aim to create more pieces than you need, so that when it comes time to create your portfolio, you can choose your strongest pieces to include. The pieces you include in your portfolio should also have been created fairly recently. Most schools request that your submissions be work you recently completed, and some require the pieces to have been completed within the past year or past few years. Hopefully your most recent work will be your best anyway, since you have been learning more and improving. The strongest art portfolios will have the following qualities: Show the Breadth of Your Skills Different schools have different rules in terms of the number of art forms you should submit. Some want you to focus on the art form you plan to study in college, while others want to see your work in a variety of art forms (such as including some drawings and paintings, even if you are applying for a graphic design program). If you are submitting multiple art forms, unless otherwise specified, the most common art form(s) in your portfolio should be the one(s) you plan on studying in college. However, even if you are only submitting work from one art form, you can show a great deal of variety within it, both in technique and subject matter. An example of variety in subject matter is if you are submitting 15 photographs for your portfolio, those pieces can include photos of people, landscapes, still life, interiors, etc... You can make sure your portfolio shows variety in technique by using multiple mediums within one art form. For example, if you are only submitting drawings, you can include color as well as black and white work, as well as drawings made with different tools, such as graphite, pastel and charcoal. As mentioned earlier, having a portfolio that contains a lot of variety shows that you possess multiple skill sets and will be more likely to succeed in the different classes you will be taking in art school. Include Pieces From Direct Observation Many art programs require or highly recommend including pieces created from direct observation. These are pieces created by observing real things around you. Direct observation work can include portraits, self-portraits, landscapes, still life, rooms in your house, really anything you can see. Direct observation does not include work you created by looking a photograph or a copy of another artist's work. Direct observation is more challenging and requires more skill, so art schools are more interested in it. They also want to see how you depict the world around you. Many students don’t include direct observation pieces in their portfolio, so doing this can really help you stand out. Clara Lieu, a professor at RISD says that including pieces from direct observation "[W]ill distinguish your work from the crowd, and put you light years ahead of other students." Unless the submission requirements state otherwise, you should try to include at least several examples of direct observation in your portfolio. Most of these pieces are done as drawings, but other art forms can be used as well. Try to make these pieces as true to life as possible. Show Your Originality The art you produce should not just be copies of another artist’s work. It should reflect your interests and talents. You want your portfolio to show what makes you special and to convince schools that they should accept you over other applicants. Producing original work is a great way to stand out from the many portfolios art schools receive. There are multiple ways to show your personality and uniqueness in your portfolio. One way is to have your work showcase a theme or technique that you are passionate about. Hopefully by now you have completed enough pieces that you know whether you prefer creating abstract sculptures, collages that depict landscapes, portrait photography, or something entirely different. Not every piece you submit has to follow that theme, but having a particular style will help your portfolio be memorable. You should also try to think outside the box while you create your portfolio. As a creative type, this is probably something you are used to, but remember to continually push your boundaries when you are creating your portfolio. Taking a common subject and portraying it in a unique way is a great way to show your originality. Below are some examples of creative interpretations of the drawing of a bike all students applying to the Rhode Island School of Design must submit. Source: Anna Maria Source: abussard Source: james303 Final Steps Before you submit your portfolio, you want to be sure that all your pieces are finished. Each piece should appear neat with no smudges, rips, or wrinkles. The piece should also go all the way to the border of the canvas or paper it is on. You generally do not want to include a lot of white background unless you are submitting a rough sketch. Also be sure to include your name, school, date of completion, and title of the piece on the back, as well as any other information the school requests, such as a short description of each piece. Once all the pieces are ready, prepare them for presentation. Most art schools require you to submit images or videos of your work online, but some schools require applicants to mail slides with images of the pieces or present their work in-person. If submitting your portfolio online: If you are submitting online, this will likely involve taking photos or videos of your work, unless you are submitting work created on the computer, such as graphic design pieces, or are submitting pdfs of written work like poetry. Spending time to take quality pictures and videos of your work is almost as important as creating quality art itself. These pictures or videos will often be the only images admissions committees have of your work, and if they are poor quality, they may assume the work itself is poor quality as well. If the piece is a stationary work of art, a photo, as opposed to a video, is usually sufficient. Follow these guidelines to take high-quality pictures of your work: Use a high-quality camera and natural lighting to ensure your photos resemble the original pieces as much as possible. It’s not necessary to hire a professional photographer to do this, but you shouldn’t be taking the photos from your phone either. If you don’t own a high-quality camera, ask your art teacher if they have one you can borrow. Make sure the lighting is even ( there should be no shadows in the background). The picture should be cropped appropriately, so that it shows the entire piece, but without a lot of extra background space. Some schools require you to show the edges of each piece in photographs, so again, read requirements carefully. The background should be a neutral color, such as black, white, or gray. The picture should be in focus, and the detail of the work should be visible. (Some schools allow a few additional detail shots to be included if there is a detail you particularly want to highlight.) No glare should be visible (remove works from frames if necessary). The colors in the picture should look like the colors of the original piece. If presenting your portfolio in-person: Make sure the work can be transported without being damaged. Make sure paintings are completely dry before transporting them. Remove any frames so the artwork can be viewed more easily. Use clear covers to protect artwork, if needed. If mailing artwork or slides Mailing original work is a less common option, and is generally only used if the school requires you to create a piece specifically for them (such as RISD's bicycle drawing requirement). If the school requests this, follow the above guidelines for ensuring pieces can be transported without damage, and make sure you understand if and how the pieces will be returned to you. If mailing slides, always leave yourself a master set that you can duplicate later if you need to, and follow the above guidelines for submitting work online for tips on how to take the best pictures of your work. Asking others for feedback is a great way to improve your portfolio Asking for Feedback Your portfolio can benefit greatly when you ask others for their opinions on your work and the pieces you have selected for your portfolio. You should ask for feedback throughout your portfolio-making process. Two of the best sources for getting feedback are listed below. Your Art Teacher One of the first people you should ask for their opinion on the pieces you should include in your portfolio is your art teacher. They often have a lot of experience developing portfolios, and they can help you choose the pieces that will best impress admissions committees. The questions you ask can range from having them look over the pieces you’ve chosen for your portfolio to having them make suggestions on the type of work you should create in order to finish your portfolio. National Portfolio Days National Portfolio Days are events held around the country where art students can learn about different art programs as well as bring their work to receive feedback on it from representatives of top art schools and colleges. No admissions decisions are offered on National Portfolio Days; instead, they are a way for schools to look at your portfolio-in-progress and give advice. They are an excellent opportunity to get feedback from schools you are considering applying to and to ask them specific questions about their portfolio requirements. It is a good idea to attend first as a junior and get some early feedback on your work, then attend again as a senior when you have made more progress on your portfolio. You should definitely stop by the tables of schools you want to apply to, but consider stopping by the tables of other schools as well, as a review from any school gives you valuable feedback. Points to Remember Read application requirements carefully for each school you plan on applying to. Ideally, give yourself at least a year to develop pieces for your portfolio. Make sure your artwork is original and represents your skills and personality well. Try to attend a National Portfolio Day to get valuable feedback on your work. Take time to produce high-quality photos or videos of your work if submitting your portfolio online. What's Next? How's your contour line drawing skill? Learn the basics of how to draw without shading with this guide. Now that you know how to create a portfolio, are you wondering what art programs you should apply to? Check out our guide on the best art schools in the United States! For a complete overview of the college search process, read our comprehensive guide on how to choose a college. Worried about paying for college? Read our step-by-step guide to getting a student loan. Want to improve your SAT score by 160 points or your ACT score by 4 points? We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now: