Global Market Liberalisation Globalization - 1117 Words

Global Market Liberalization The word globalization can be defined in many ways. It involves a change in economic status, political status, economy, and international intervening, including trade. Global trade has been on the increase and has expanded over time. Trade helps in decreasing poverty levels and providing others with what they need. The growth of world trade has averaged 6 percent per year, over the past 20 years. That is twice as fast as the output in the world. The definition of globalization includes the process of international integration arising from the interchange of world views, products, ideas, and other aspects of culture. Transportation and telecommunications are major factors in globalization, generating further interdependence of economic and cultural activities. The benefits of global market liberalization in recent country decades has not achieved economic success, this is in terms of living standards for its people, without being involved and open with the rest of the world. Gain is to be had by eliminating remaining trade barriers. By eliminating all barriers to merchandise the potential gain range is $250 Billion to $680 billion a year. The globalization of liberalization is one of the most important developments, including the spread of liberal economic ideas and policies throughout the world. Political policy models do no adequately capture influences on the choice of policies. Policy transitions are influenced by internationalShow MoreRelatedHigh Fat Diets And Western Eating Habits1714 Words   |  7 PagesFigure 2. Trends over time in average global body mass index and global mean difference in GDP per capita (a) and KOF economic globalization index (b) for 127 countires 1980-2008 (Vogli et al. 2014). 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The third wave of globalization starts to rise again after the decline of the communist system and the victory of democracy, free market and economicRead MoreThe Negative Effects of Globalization on South Africa Essay1699 Words   |  7 Pagesand protectionism, which have negative defining characteristics. Globalisation goes back as far as the era before the First World War. During that time globalisation’s general tendencies produced a very uneven pattern of global economic development, exposing the limits of global economic integration. For example, the integration of the African economy into the capitalist economy is part of the globalising tendencies of capitalism. Read MoreRecent Decades Have Witnessed an Acceleration of Economic Globalisation, in Particular International Trade. Is Trade Openness the Key Strategy to Achieve Economic Development? 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Dr. Rajeev Kansal, Reader, Department of Commerce, Punjabi University, Patiala(Punjab). ABSTRACT Globalization refers to the process of integration of the world into one huge market. It provides several things to several people with removal of all trade barriersRead MoreAnglo American Corporate Social Responsibility1501 Words   |  7 Pagesthe notion of Anglo-American corporate social responsibility (CSR) has rapidly expanded. This essay will review the important concept around Anglo-American CSR, its development and provide a verdict on the extent whether liberalisation, globalisation, and developments in the markets for debts and equity are impacting the tradition view of an Anglo-American public corporation and the nature of its social responsibility. 2. Tradition view of Anglo-Saxon corporate and CSR According to the research from

Employee Resourcing Management

Question: write a report addressing the following questions: Identify the role of a recruitment agency. Discuss the reasons why an employer in this sector would choose to use recruitment agency. Discuss the criteria an employer should use to select an agency to recruit for them . You should refer to any relevant best practices in the sector. For example; Legal implication, cost, trust, expertise, market reputation and so on. Analyse what HR department and agencies can do to build a good relationship between them. In your discussion, you should include equal opportunities, health and safety , data management and related operational issues. Answer: Task The roles of recruitment agencies are common for all the sectors, be it social care, hospitality, or retail sector. To be specific, in the social care setting the recruitment agencies take up the responsibility to provide the social care organizations and their employers with the most suitable candidates with the required skills and competencies. The recruitment agencies acquire the list of vacancies from various employers, and place suitable attractive advertisements over internet and other places as well. These agencies also seek for new resumes being uploaded. The agencies would send those resumes in an edited version to the employers (Raiden, Dainty and Neale, 2008). The recruitment agencies in the hospitality sector are concerned about suggesting the organizations with the most appropriate candidates for crucial projects and roles without creating stress on the HRM department. The key roles of these agencies are performing employee screening as well as testing, conducting flexib ility staffing, matching the requisites of employers and organizations to provide them with the best human resource possible. It is their responsibility to ensure that only the most deserving candidates are recommended to the employers to meet the required goals of the social care environment (Richards, 2008). Recruiting individuals within social care setting or any other sector requires immense amount of time, and for several organizations it is a tedious process to conduct effective recruitment and selection processes (Parry and Kelliher, 2008). Besides, the employer needs to go through numerous resumes before selecting any particular candidate for specific roles. This may sound quite impersonal but it is the reality. Thus, organizational employers particularly in this respect any social acre organization would approach recruitment agency to get the tedious tasks done smoothly and effectively without delay or loss. The agencies would fill some specific needs. Organizations need th e right people to apply to the vacant jobs, but most of the time they lack adequate time to do so. Then they approach recruitment agencies to do all the work for them, so that the employers can spend more time in taking interviews of applicants (Park, 2012). In the social care setting, there are numerous important aspects that require careful attention or employers. Recruitment process being tedious and time-consuming may be handed over to the recruitment agencies so that they are left with more time to look into essential matters. Use of recruitment agency may be useful in job hunting (Ogunyomi and Ojikutu, 2014). These agencies possess adequate knowledge of employers so they may provide information prior to interviews. At times, these agencies arrange for meetings with the organization, thereby providing tips to share information upon the organizational culture and history. The agencies sell the candidates at the early stages as well as negotiate on behalf once they succeed at the later stages of the interview. Employers in the social care settings would choose for recruitment agency in order to gain suitable access to jobseekers, to occupy long and short term positions, to save resources in tedious process of attracting, selecting and recruiting, to conduct screening, testing and accessing expert knowledge such as present salary levels, market trends, advice on current legislation and immigration regulations, and also benefit packages. These organizational employers believe that managing such processes in-house may impart increased expense. They intend to spend more time on more important issues and jobs. Lot of time, resource and effort are required for any organization to dedicate in the hiring of most eligible employees (McGarrity, Bell and Barr, 1999). The recruitment agencies can easily eliminate this burden and involved time, cost, effort and burden from the human resource development and enable them to focus on vital businesses. Thus, it is their job to interview as well as screen p otential applicants prior to present them to firms for considerations. This in fact reduces the sparing of time for organizations. As referred to here, the social care organizations may eliminate costs related to advertisements by adopting global advertising that these agencies are engaged in. It is natural that the agencies work with all potential applicants who are most probable to fit into the selection criteria for the desired position. Irrespective of the ongoing market situation, social care or any other organizations would prefer that the competitors remain completely unaware of their recruitment needs (Human Relations special issue call for papers: New approaches to employee voice and participation in organizations, 2007). Thus, working with reliable agencies can enable achieving higher level of confidentiality. Hiring the right people is extremely important for any organization, irrespective of the organizational size, business type or economic environment. Working in colla boration with recruitment agencies would allow the employers to hire the most suitable candidates for the vacant posts and at the same time removing any wastage of time to dedicate the time to more important job areas. Organizations need the right people to apply to the vacant jobs, but most of the time they lack adequate time to do so. Then they approach recruitment agencies to do all the work for them, so that the employers can spend more time in taking interviews of applicants. In the social care setting, there are numerous important aspects that require careful attention or employers. Any organizational employer needs to understand that all recruitment agencies are equally effective. They must ensure that the agencies are member of the Recruitment and Employment Confederation. This is only recognized trade body in the industry for recruiting agencies. The employers need to check the feedback of people for the respective agency (Rowley, 2001). This would give them an idea about their effectiveness. From the perspective of employers, they generally do not prefer agencies who send them inappropriate applications of applicants. Once an agency does this with the CV, it becomes quite difficult for the employers to check those CVs as they have not agreed upon payment terms with the agency, and avoids confusion of agencies that try to invoice for money not agreed to pay by employers. Before engaging any recruitment agency, the employers need to prepare specific requirements of the particular organization for the mentioned roles. This would state the type of individuals that are needed for the post, understand the very position of the roles in the organization, and also provide necessary information to the agency. An effective briefing would include technical specification, personal profile and organizational background (Harris, 2002). It is very crucial to make the best selection of the recruitment agency because engaging the wrong ones would mean wastage of time, resources, and also it would be frustrating for the employers to hire employees on a constant basis. It is important for the employers to assess their suitability in association with roles involving recruitment. Some of the questions that are most relevant in this case are: Does the recruitment agency specialise in the respective market of the organization? Does it recruits in the specific discipline? How long the agency has been working for? Has they recruited for any of the competitors of the firm? Does it take a consultative approach? What values it adds? (Harbridge and Walsh, 2002) Can the agency provide evidence of its previous success? Is the agency reliable to maintain confidential information? Through the study about the relationship it may be clearly stated that recruiters as well as employers require an effective way to coordinate together, no matter if it is merely by simple communication with each other or by using the process of online recruitment marketplace (Tumlin and Baldi, 2014). Both employer and recruitment agency need each other although they have varied goals; employers aim at reducing the overall time of hiring whereas agency aims at revenue, thereby both aiming at the common goal of placing the right applicant to the right job. The combined efforts of employers and agencies lead to lesser administration and effective target. If both the parties perform their duty effectively, it would only improve the relationship between them, enhance their reputation, increase service quality and also increase business gains. Thus it is important to know what activities of the HR department would improve their relationship. Human resource department is responsible to identify and practice different ways of improving employee job satisfaction and also so that least number of employees exit the corporate door (Dainty, Raidn and Neale, 2009). There must be approaches to enhance the work life balance of the employees, such as improving career paths, introducing talent development programs, etc. It is important on the part of the human resource department to incorporate effective planning structure so as to facilitate understanding of own responsibilities of both agency and employers. It is the duty of the HR department to plan out strategies of approaching recruitment agency and delegate responsibility to hire the most suitable candidates for any desired post. Organizational human resource must keep the agencies well informed about organizational developments, recruitment needs, and every changing strategy. They must seek to help the agencies become advocate for respective business by providing them the required essential knowledge and information. On the other hand, it is important for the agencies to show some genuine interest within the employers, the business and the challenges that they face and this would enable a great deal to enhance the relationship (Community nurse recruitment target delayed by employers, 2012). Several organizations are said to value different forms of interactions as well as networking outside the practice. Normally employers often feel interested within the relevant new service developments as well as knowledge about marketplace that may bring about benefits to businesses. In order to enhance the relationship between the two parties it is important to encourage openness as well as honesty (Russam, 2005). These two elements are most crucial for any sort of relationship. There needs to be trust. Since both the parties aim at the common goal of placing the most effective candidates to the right post, this would bring about financial benefits to both. On the part of the organizational human resource department, it is important to follow some strategies. These are Understanding each other to facilitate mutual respect Taking a wider perspective of organizational benefits since this in turn benefits both the parties Being realist and honest is important to enhance the cordial relationship Being flexible provides increased opportunities to conduct the responsibilities effectively (Budd, Gollan and Wilkinson, 2010) Maintaining quality is essential since this makes the task of both the parties easier Monitoring performance gives opportunities to improve on the weaker portions Providing all essential information to the agencies strengthens the relationship between the agency and the employer The combined efforts of employers and agencies lead to lesser administration and effective target. If both the parties perform their duty effectively, it would only improve the relationship between them, enhance their reputation, increase service quality and also increase business gains (BRENÄŒIÄŒ and NORRIS, 2010). It is important to note that the foremost step to enhance the relationship amidst employers and recruitment agencies is to understand each others objectives and areas of responsibilities. If these are well understood by both the parties it enables ignoring misunderstandings. The human resource department must provide adequate independence to the recruitment agencies to let them work in their own manner and style. Thus it is important to know what activities of the HR department would improve their relationship. Organizational human resource must keep the agencies well informed about organizational developments, recruitment needs, and every changing strategy. They must seek to help the agencies become advocate for respective business by providing them the required essential knowledge and information. On the other hand, it is important for the agencies to show some genuine interest within the employers, the business and the challenges that they face and this would enable a great deal t o enhance the relationship. References BRENÄŒIÄŒ, V. and NORRIS, J. (2010). EMPLOYERS' ON-LINE RECRUITMENT AND SCREENING PRACTICES.Economic Inquiry, 50(1), pp.94-111. Budd, J., Gollan, P. and Wilkinson, A. (2010). New approaches to employee voice and participation in organizations.Human Relations, 63(3), pp.303-310. Community nurse recruitment target delayed by employers. (2012).Nursing Standard, 27(11), pp.8-8. Dainty, A., Raidn, A. and Neale, R. (2009). Incorporating employee resourcing requirements into deployment decision making.Project Management Journal, 40(2), pp.7-18. Harbridge, R. and Walsh, P. (2002). Globalisation and labour market deregulation in Australia and New Zealand.Employee Relations, 24(4), pp.423-436. Harris, L. (2002). Achieving a Balance in Human Resourcing Between Employee Rights and Care for the Individual.Business and Professional Ethics Journal, 21(2), pp.45-60. Human Relations special issue call for papers: New approaches to employee voice and participation in organizations. (2007).Human Relations, 60(11), pp.1741-1743. McGarrity, J., Bell, J. and Barr, J. (1999). IS THERE A PRINCIPALà ¢Ã¢â€š ¬Ã‚ AGENT RELATIONSHIP BETWEEN FUTURE EMPLOYERS AND CONGRESSMEN? AN EXAMINATION OF THE HOUSE VOTE ON FLAG BURNING.Humanomics, 15(4), pp.33-47. Ogunyomi, P. and Ojikutu, R. (2014). Employee Resourcing and Performance of Small and Medium Enterprises in Lagos State, Nigeria.jebi, 1(1), p.16. Park, R. (2012). Cognitive and affective approaches to employee participation: Integration of the two approaches.Journal of World Business, 47(3), pp.450-458. Parry, E. and Kelliher, C. (2008). Voluntary sector responses to increased resourcing challenges.Employee Relations, 31(1), pp.9-24. Raiden, A., Dainty, A. and Neale, R. (2008). Understanding employee resourcing in construction organizations.Construction Management and Economics, 26(11), pp.1133-1143. Richards, J. (2008). The many approaches to organisational misbehaviour.Employee Relations, 30(6), pp.653-678. Rowley, C. (2001). Employee Resourcing20013Stephen Taylor. Employee Resourcing . London: Chartered Institute of Personnel and Development 1998. xii + 305 pp., ISBN: ISBN 0à ¢Ã¢â€š ¬Ã‚ 85292à ¢Ã¢â€š ¬Ã‚ 624à ¢Ã¢â€š ¬Ã‚ 3 19.95 (paperback).Personnel Review, 30(3), pp.371-377. Russam, C. (2005). Flexible resourcing: the strategic case for interim management.Strat. Change, 14(3), pp.157-163. Tumlin, G. and Baldi, C. (2014). New Approaches to Manage Employee Complaints.Employment Relations Today, 40(4), pp.33-38.

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The Importance of a Strong Human Resource Department †Business Research Paper (200 Level Course)

The Importance of a Strong Human Resource Department – Business Research Paper (200 Level Course) Free Online Research Papers The Importance of a Strong Human Resource Department Business Research Paper(200 Level Course) There are many facets a modern day business must posses before it can be deemed as successful. One important ingredient of the pie is a strong human resource section. For the last 13 years I have been an executive for Target Corporation; two of these years serving as the human resource manager of a building. Target focuses heavily on the strong development of each team, and team member, in all of our 1350 buildings across the United States. In this paper, I will discuss the structure and core roles of a human resource manager at Target as it relates to my current position in the building. To get a realistic view of an HR in Target, you must first understand their place in the building. In Target, there are 5 executive positions, similar to assistant store managers. Each position, although in charge of different areas in the building, holds similar weight in terms of importance and authority. There is a front end manager in charge of the cashiers and food service section. Two sales floor executives who handle each side of the selling floor. A logistics manager who runs the backroom, and an HR executive in charge of people piece. Becoming a store manager requires that a person runs at least three of the five executive positions for one year. On my route to store manager statues, I was lucky enough to be placed in two different stores as the HR executive. The core roles for HR in Target revolve around one â€Å"theme†: right people, right place and right time. As a logistics manager currently, I rely heavily on my HR to follow this theme to ensure my success. It all starts with the â€Å"right people†. My HR is responsible for hiring me the best possible candidates. Even for entry level positions, HR executives are picky about the type of people they hire. All candidates are first given a personality test that places them in a red, yellow or green hiring statues. Once a candidate passes with a yellow or a green, they are then subjected to at least two interviews, one with the HR and one with me. Putting new team member in the â€Å"right place† is also an important key to success, for them and the store. I expect my HR each week to update myself and fellow executives as to staffing plans, guidelines and current statues. We discuss as a group any staffing downfalls, problem employees and any areas that extra training is required. The HR then writes action plans and distributes them to us as an executive staff. My HR constantly gets updates from our executive staff on how many new people we need, if any schedule adjustments must be made and any â€Å"human† issues that require support from the executive staff. â€Å"Right time† in the retail world is as important as having merchandise to sell. This last piece encompasses two important things. It might sound odd, but retail HR teams have just entered into their own â€Å"Christmas Season†. At Target, we have entered into fourth quarter and Christmas is just around the corner. Our staffing needs just went from 125 people in an average Target store to over 200. It is the HR’s responsibility for the acquisition, training and scheduling of all these new team members. Marta McGough, my current HR said â€Å"It has always been said that July through October is Christmas for HR’s, from November to January their job’s should be easy if the planning and executive happened earlier in the year†. The second piece to â€Å"right time† deals with the development and promoting of internal team members to management. With the addition of 600 new Target stores in the next 4 years, we are constantly looking for internal talent to be the leaders of tomorrow. It is Hr’s role to coach and train the team members in the building who want a career with Target. My current HR holds many mock interview sessions with team members, trains them on professionalism and grooms them for promotions. The process one must go through to get a promotion with Target is very strenuous. Before any team members I sent to district interviews, they must first acquire the seal of approval of the stores HR representative, only then will they be even eligible to interview for a hirer position. One thing that I am very thankful for in terms of HR support is what I like to call the â€Å"shield†. The HR is prohibited from participating in many interactions with team members such as corrective action and does not normally conduct formal training with team members, they just orchestrate the interactions and ensure that all communication to team members is legal and productive. I personally have the tendency to say the wrong things that could potential put me in harms way with the legal system. That is all I will say about that. My HR I use as a shield to filter out things I can not do or I can not say to my team. The HR role constantly keeps up to date on legal trends and issues such as working off the clock, which has been in the news a lot lately due to our foe Walmart’s follies. A good HR plants their executives and is the little voice in the back of their heads keeping them in check as to the â€Å"right† things to do and to say. Research Papers on The Importance of a Strong Human Resource Department - Business Research Paper (200 Level Course)Moral and Ethical Issues in Hiring New EmployeesAnalysis of Ebay Expanding into AsiaThe Project Managment Office SystemOpen Architechture a white paperMarketing of Lifeboy Soap A Unilever ProductRiordan Manufacturing Production PlanResearch Process Part OneIncorporating Risk and Uncertainty Factor in CapitalThe Hockey GameBionic Assembly System: A New Concept of Self

The Use of Conflict Management Styles Across Different Cultures Term Paper

The Use of Conflict Management Styles Across Different Cultures - Term Paper Example The paper has highlighted that individualistic cultures that have low power distance, high sense of individualism and achievement will encourage competing while collectivism cultures prefer to avoid conflicts in order to maintain relationships. Korea and Malaysian cultures will accommodate conflicts while Brazilian and Argentine cultures will compromise conflicts due to equal power distance. Multicultural societies like Britain can consider different views and collaborate in order to manage the conflict. Conflict is a contest or struggle between people with opposing views, ideas, values and goals and usually leads to adverse outcomes (Ting-Toomey, 2012). Conflict management refers to the process of limiting the negative aspects of conflicts through enhancing the positive aspects of conflict. Conflict management recognizes that conflicts are inevitable and cannot be resolved and thus should be managed to minimize the adverse effects of conflict escalation. The conflict management styles differ across cultures since the norms, belief systems and values influence the appropriateness of the style in conflict management. Avuruch (1998) outlines the five major conflict management styles that include competing, compromising, accommodating, avoiding and collaborating. Various research studies have identified cultural differences in conflict management styles since high context cultures are less assertive and confrontational while Western cultures that are low context are mainly confrontatio nal (Yu & Chen, 2008, p 153). Some studies concluded that Chinese executives display avoiding and compromising behaviors while dealing with conflicts unlike British executives who prefer competing and collaborating styles in managing conflicts in their organizations. Asian cultures such as Japan, India and China prefer non-confrontational strategies in dealing with conflicts due to the collectivism, close

TESCO PLC Essay Example | Topics and Well Written Essays - 1000 words

TESCO PLC - Essay Example As the business grew, the company decided to diversify its products into areas like retailing clothing, electronics, furniture, books, software and petrol. It also offers financial services, internet services, telecoms, music downloads and DVD rentals (Tesco, 2013). The growth that the company has is down to the strategies that the company operates on. Current Strategy Used By the Company Now A check of the company’s procedures and activities, one strategy that is clearly visible is the digitization of its every operation and department. The company has extensively embraced technology and this has been its chief cause for its continued growth. It employs people who have the ability of utilizing technology to the maximum and come up with products that will foster its sales. One of the most recent technological developments that the company has made is the creation of its own-brand hardware. The hardware is installed in the Hudl tablet, which is sold at the numerous stores. The tablet was created to cater for every need of its customers. The tablet also is installed with all the digital services offered by the company making it an all in one gadget where people can find the companies music and Blinkbox movies. It also has Clubcard TV shopping for clothing, groceries, general merchandize and banking. ... g the company as much near as it can to people and this has made it to come up with the scan as you shop and drive-thru click-and-collect services (Tesco, 2013). Approximately 300,000 of its worldwide customers use the scan as you shop services. The drive-thru collection points have been widely opened within and a person living far from the company’s branch can order what he or she wants then goes and collects them at this points. This strategy has seen it open shops of different sizes and having different products. The largest stores opened are the Tesco Extras stores, mainly the hypermarkets, which are meant to serve its out of town customers. The Tesco Extras have all the products and services range that the company offers to its customers. The Tesco Superstores are normally the standard supermarkets and store a fewer non-food goods in them. To create harmony of its operations and ensure it is flexible in its operations, the company uses the strategy of having different org anizational structures in the different countries it is located in. the structure a certain branch is to adopt, should help in its operations as different regions and environments bring about different needs ( Mcloughlin & Aaker, 2010). These organizations structures determine the people who the branches hire to help reach their goals and contribute to their growth. The company also has a website that is managed around the clock. The website helps in online selling of its product, answering any queries some of its customers have and dealing with any complaints from them. This website greatly helps in the advertisement of the company and its branches and in the collection of valuable data from its customers that help in its operations (Fernie, 2005). The Positives of the Strategies The used

Grading System Essay Example for Free

Grading System Essay I think this is a good step to change the very old education system of our country. We have progressed and developed in many field but the Educational system is same (implemented during Colonial regime). But the question arises why in only CBSE System. However, this is going to relax most of the students and parents as well. The Students and guardians were used to go under unnecessary pressure and stress twice (X XII). The Grading system is better than marking system. Meanwhile I fee the Government should also consider on the following matters. 1. There should be one syllabus system in all over India. . This system must be applied to all board exam not only CBSE. Each and every board must follow other wise the students of CBSE will face a great consequences in future. 3. There should be one educational system in all over India. I’ve read these statements, n I think most of the people dint like it bcoz, acc to them there e will be no difference in 91 and 99. i just want to ask that in whole India how many students get above 90 and hw many below 60. obvsly more students are in 2nd category’s we should think on behalf of those who are more in the system get very depressed when they fails! their enthusiasm, will to study further get busted! So it better for those students. At least they can study further with increased enthusiasm that they have to get next grade next year. So thinking as a mess. This sys is excellent and obviously it will reduce the suicide cases adopted by the failure students. Well everything thing has both ways one is positive and another one is negative we are taking about only positive thing that is stress will be remove from students mind, inferiority complex and all that. But there is some person, who is talking about negative point of grading system, if we talk about negative point there are certain points like no students have deep knowledge about the subject and if you do not have deep knowledge you can put up your point in front of class and seminar. Another point is at the time of interview or practical we cant go because you don’t have idea about the particular thing you have basic knowledge but at the time of practical or interview they will ask the root thing of the particular subject or thing. So these are the few examples of negativity of the grading system. This is a good initiative by kapil sibal. Maniacs of marks should understand that there is no big difference between a student who scores 99 and 90. Nobody is consistent in their scoring which at times happens even beyond expectations. So this hue and cry over marks is pessimism. Every top ranking institute ranks students upon their aptitude where a student getting 60 marks may score better than a book worm who takes 99. 9%. Marks and knowledge on the subject are two different things. Mental ability and overall personality development means more than those digits scored without any purpose of developing knowledge. This system will put an end to such stupidity. Let me clear your view about the Grading system and Marking system (fail pass). Grading system will be a kind of regular assessment system to check the students progress which will allow the students to put their focus on the poor grading subjects. Guardian may check the assessment of their ward and rectify the mistake before it goes beyond control. Usually the students take easy during normal course and take a great stress at the time of Final Exam which not only put them into depression but also allow them to commit suicide either before Exam or after the result. The fear of Pass and failure become the nightmare for the students. At present, to take admission in any professional course you have to appear in test process follow by interview so it will not effect due to getting 98 or 91 or even less than 90. The only thing I realize that educational system of all Board should be one and same. However, a lot need to change in our educational system and I think this is the first step towards the introducing global system of Education in India. Continual assessment of students without board examination is likely to considerably reduce the stress of not only the students but also the parents and teachers. Secondly, continual assessment is a good concept to evaluate a student during the entire academic session. On the contrary, one time assessment via board examination does not reflect the true academic standing of a student. I must congratulate the policy makers in this regard.