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Balancing Marine Resource Exploitation with Environmental ProtectionThe ocean,a vast and dynamic ecosystem,is a source of immense natural resources,including food,energy,minerals,and biological compounds that have the potential to support economic development and human well-being.However,the exploitation of these marine resources has often been conducted without sufficient regard for the environmental consequences,leading to habitat destruction,pollution, overfishing,and the loss of biodiversity.Achieving a balance between marine resource exploitation and environmental protection is crucial to ensure the sustainability of the oceans and the myriad benefits they provide.This essay discusses the importance of this balance and outlines strategies to achieve it.The need for a balanced approach stems from the interconnectedness of marine ecosystems and the services they provide.Marine resources, such as fish stocks,are not inexhaustible;overfishing can lead to their collapse,affecting food security and the livelihoods of millions of people who depend on fishing.Similarly,the extraction of oil,gas,and minerals from the ocean floor can cause significant environmental damage, including habitat destruction and pollution,which can have long-term impacts on marine life and the health of the oceans.Renewable energy projects,such as offshore wind farms,while contributing to the reduction of greenhouse gas emissions,also need careful planning to minimize their ecological footprint.To achieve a balance between exploitation and protection,several strategies can be adopted:Sustainable Resource Management:Implementing science-based management practices for fisheries and other extractive industries is essential.This includes setting quotas based on scientific assessments of stock health,using selective fishing gear to reduce bycatch,and adopting sustainable aquaculture practices.For non-renewable resources,it means ensuring that extraction methods minimize environmental impacts and that a portion of the revenues is invested in conservation efforts.Marine Protected Areas(MPAs):Designating and effectively managing MPAs can protect critical habitats and biodiversity hotspots from exploitation.MPAs can also serve as reference sites to understand natural variability and the impacts of human activities on marine ecosystems.Ecosystem-Based Management(EBM):EBM is an integrated approach that considers the entire ecosystem,including humans,in the management of marine resources.It aims to maintain ecosystem health and resilience while allowing for sustainable use of its resources.Environmental Impact Assessments(EIAs):Requiring comprehensive EIAs before approving new development projects can help identify potential environmental impacts and mitigation measures.This process should involve stakeholder consultation,including local communities and indigenous peoples,to ensure that their rights and livelihoods are considered.Innovation and Technology:Investing in research and development can lead to innovations that reduce the environmental impacts of resource exploitation.For example,cleaner extraction technologies,more efficient fishing methods,and renewable energy solutions can help reduce the ecological footprint of human activities in the marine environment.International Cooperation:Many marine resources and environmental challenges transcend national boundaries,making international cooperation essential.Agreements and conventions,such as the United Nations Convention on the Law of the Sea(UNCLOS),provide a framework for the sustainable management of the oceans and their resources.In conclusion,the sustainable exploitation of marine resources requires a careful balance between economic development and environmental protection.By adopting sustainable management practices,protectingcritical habitats,and investing in innovation,it is possible to harness the oceans'wealth while preserving their health and biodiversity for future generations.Achieving this balance is not only an environmental imperative but also a moral and economic one,essential for the well-being of current and future human societies.。
江苏省2024年4月自考英语作文题全文共3篇示例，供读者参考篇1Jiangsu Province April 2024 Self-Study English Exam Writing Topic:Title: The Impact of Technology on EducationIn recent years, advancements in technology have revolutionized the way we live, work, and learn. This paradigm shift has also significantly impacted the field of education, transforming the way students learn and teachers instruct.One of the most noticeable impacts of technology on education is the rise of online learning platforms. Students now have access to a wide range of digital resources, including videos, interactive quizzes, and online textbooks. These tools allow for personalized learning experiences and offer students the flexibility to learn at their own pace.Furthermore, technology has also changed the way teachers deliver instruction. With the help of digital tools such as smart boards and educational apps, educators can create dynamic and engaging lessons that cater to different learning styles.Additionally, online communication platforms enable teachers to collaborate with colleagues and provide timely feedback to students.Another significant impact of technology on education is the globalization of learning. Through online courses and virtual classrooms, students can now connect with peers and experts from around the world, expanding their knowledge and perspectives. This interconnectedness has also led to the sharing of best practices and innovative teaching methods across borders.However, as with any technological advancement, there are also challenges associated with integrating technology into education. One major concern is the digital divide, where students from disadvantaged backgrounds may not have access to necessary technology and internet connectivity. To address this issue, policymakers must work to bridge this gap and ensure that all students have equal access to digital learning resources.In conclusion, technology has undoubtedly transformed the field of education, offering new opportunities for both students and teachers. While there are challenges to overcome, the benefits of integrating technology into education far outweigh the drawbacks. By harnessing the power of technology, we cancreate a more inclusive, dynamic, and effective learning environment for all.篇2Jiangsu Province, located in the eastern part of China, is known for its rich history, vibrant culture, and rapid economic development. In April 2024, the province held its annualself-study English exam for students and professionals looking to improve their language skills. The exam featured a variety of topics, ranging from literature and science to current events and social issues.One of the essay topics on the exam was about the impact of climate change on Jiangsu Province. The province has experienced noticeable changes in recent years, including rising temperatures, an increase in extreme weather events, andsea-level rise. These changes have had a significant impact on the environment, agriculture, and the livelihoods of residents. In response to these challenges, the provincial government has implemented various initiatives to mitigate the effects of climate change, such as promoting renewable energy, improving water resource management, and enhancing disaster preparedness.Another topic that candidates were asked to write about was the importance of education in Jiangsu Province. With a strong emphasis on academic excellence and innovation, the province is known for its high-quality educational institutions and talented students. Education is seen as a key driver of economic growth and social development in Jiangsu, as it equips individuals with the skills and knowledge needed to succeed in an increasingly competitive global economy. However, disparities in access to education and resources remain a challenge that the province continues to address through targeted policies and investments.Overall, the self-study English exam in Jiangsu Province serves as a platform for individuals to showcase their language proficiency and express their thoughts on a wide range of relevant and thought-provoking topics. By participating in the exam, candidates have the opportunity to not only improve their English skills but also engage with important issues facing the province and society as a whole. Ultimately, the exam reflects the province's commitment to promoting lifelong learning and fostering a skilled and knowledgeable population.篇3Jiangsu Province April 2024 Self-study English Composition Topic: My Vision for the FutureIn April 2024, candidates sitting for the English self-study exam in Jiangsu Province were asked to write an essay on the topic of "My Vision for the Future." This topic encourages candidates to think about their aspirations, dreams, and goals for the future, and to articulate them in a coherent and compelling manner.In my opinion, having a clear vision for the future is crucial for personal growth and development. It gives us direction, motivation, and a sense of purpose. It helps us set goals, make plans, and take actions that will lead us towards our desired future. In this essay, I would like to share my vision for the future and the steps I plan to take to achieve it.First and foremost, my vision for the future is to build a successful and fulfilling career in my chosen field. I am passionate about [insert area of interest or field of study], and I am committed to pursuing this passion with determination and dedication. I believe that with hard work, persistence, and a positive attitude, I can achieve my career goals and make a meaningful contribution to society.In addition to my career aspirations, I also have personal goals that I would like to achieve in the future. I want to lead a healthy and balanced lifestyle, prioritize my physical and mentalwell-being, cultivate meaningful relationships with family and friends, and pursue interests and hobbies that bring me joy and fulfillment.Furthermore, I am committed to continuous learning and self-improvement. I believe that education is a lifelong journey, and I am dedicated to expanding my knowledge, acquiring new skills, and challenging myself to grow and develop as a person.To achieve my vision for the future, I have outlined a set of action steps that I plan to take. These include setting specific, realistic, and achievable goals, creating a detailed plan with timelines and milestones, seeking guidance and support from mentors and advisors, and staying focused, disciplined, and resilient in the face of challenges and setbacks.In conclusion, having a clear vision for the future is essential for personal growth and success. By articulating our aspirations, dreams, and goals, and taking concrete steps to achieve them, we can create a future that is bright, fulfilling, and meaningful. I am confident that with determination, perseverance, and hard work, I can turn my vision for the future into a reality.Overall, the topic of "My Vision for the Future" challenges candidates to think deeply about their goals, aspirations, and plans for the future, and to articulate them in a thoughtful andcompelling manner. By engaging with this topic, candidates have the opportunity to reflect on their values, priorities, and vision for the future, and to take steps towards making their dreams a reality.。
IntroductionIn recent years, the management of chemical enterprises has become increasingly important due to the growing global demand for chemical products. The effective management of chemical enterprises is crucial for improving productivity, ensuring safety, and maintaining sustainable development. This paper aims to explore the current state of management in the chemical industry and provide insights into effective strategies and practices.Literature Review1. Strategic Management in Chemical EnterprisesStrategic management plays a vital role in the success of chemical enterprises. According to Jones et al. (2010), effective strategic management involves the formulation and implementation of strategies that align with the organization’s objectives and address the challenges posed by the industry. In the chemical industry, strategic management encompasses various aspects such as market analysis, portfolio management, innovation, and sustainability.2. Human Resource Management in Chemical EnterprisesHuman resource management (HRM) is essential for ensuring the efficient operation of chemical enterprises. Research by Boxall and Purcell (2011) emphasizes the importance of HRM practices such as recruitment, training, and performance management in enhancing employee productivity and motivation. In the chemical industry, HRM also includes aspects specific to the sector, such as safety training and compliance with regulatory requirements.3. Supply Chain Management in Chemical EnterprisesEffective supply chain management is crucial for chemical enterprises to meet customer demands and maintain competitiveness. A study by Choi et al. (2015) highlights the challenges and opportunities in managing the chemical supply chain, including logistics, procurement, and inventory management. The authors suggest that adopting advanced technologies and collaboration with suppliers and customers can improve supply chain performance in the chemical industry.4. Environmental Management in Chemical EnterprisesEnvironmental management has gained increasing attention in the chemical industry due to concerns over sustainability and environmental impacts. Research by Eppler and Kernbach (2012) emphasizes the importance of integrating environmental management practices into the overall management system ofchemical enterprises. This includes waste management, pollution control, sustainable sourcing, and compliance with environmental regulations.5. Risk Management in Chemical EnterprisesRisk management is essential in the chemical industry to ensure the safety of employees, prevent accidents, and protect the environment. An article by Braglia et al. (2014) addresses the challenges of risk management in the chemical industry and discusses various approaches such as risk assessment, mitigation measures, and emergency preparedness. The authors highlight the importance of a proactive risk management culture in chemical enterprises.Discussion and ImplicationsThe literature review indicates that effective management in chemical enterprises requires a holistic approach that considers strategic, human resource, supply chain, environmental, and risk management aspects. Integrated management systems that align with the organization’s goals and values are crucial for sustainable development and competitive advantage in the industry.Based on the review, several implications can be drawn for chemical enterprise management. First, strategic management should focus on market analysis, innovation, and sustainability to adapt to the dynamic nature of the chemical industry. Second, human resource management practices should aim to attract and retain talent, enhance employee skills, and ensure a safe work environment. Third, supply chain management should prioritize collaboration, technology adoption, and efficient logistics to meet customer demands. Fourth, environmental management practices should be integrated into the overall management system to minimize environmental impacts and ensure compliance with regulations. Finally, risk management should be seen as a proactive approach to prevent accidents, protect employees, and mitigate potential risks.ConclusionThis paper provides a comprehensive review of the literature on management practices in the chemical industry. The findings emphasize the importance of a holistic approach that integrates strategic, human resource, supply chain, environmental, and risk management aspects. Chemical enterprises that effectively manage these areas are more likely to achieve sustainable development and maintain a competitive advantage. Further research is needed to explore specific strategies and best practices in each management area to enhance the overall performance of chemical enterprises.References1.Boxall, P., & Purcell, J. (2011). Strategy and Human Resource Management. Palgrave Macmillan.2.Braglia, M., Frosolini, M., & Montanari, R. (2014). Risk management in the chemical industry: A management tool compatible with safety management systems. Journal of Loss Prevention in the Process Industries, 27, 47-58.3.Choi, T. M., Wallace, S. W., & Wang, Y. (2015). The impact of logistics performance on trade competitiveness in the chemical industry. International Journal of Production Economics, 168, 1-11.4.Eppler, M. J., & Kernbach, S. (2012). Management and environmental management systems. Editorial Journal of Cleaner Production, 20(1), 1-8.5.Jones, G. R., Hill, C. W. L., & Schilling, M. A. (2010). Strategic management: theory and cases: an integrated approach. Cengage Learning.。
human resource management reviewHuman resource management (HRM) is a critical element of any successful business and its importance cannot be overstated. It is the process of effectively managing the recruitment, development, and retention of employees in order to maximize their potential and contributions to the organization. This review will explore the components of an effective HRM system, the roles of HRM professionals, and how HRM can help create a positive work environment.The components of an effective HRM system include recruitment, selection, development, retention, and termination. Recruitment involves identifying vacancies, creating job descriptions, advertising positions, and interviewing candidates. Selection involves choosing the best candidate based on qualifications, skills, experience, and other criteria. Development involves training and talent management to ensure employees are equipped with the skills and knowledge to be successful in their roles. Retention involves creating a positive work environment that encourages employees to stay in their positions long-term, as well as rewarding performance. Finally, termination involves letting employeesgo in a respectful and appropriate manner.The roles of HRM professionals include developing and managing the HRM system, creating a positive HRM culture, ensuring compliance with legal and ethical standards, designing and implementing effective HRM strategies, and managing employee relations. HRM professionals must also develop effective strategies for recruitment, selection, development, and retention. Additionally, they should be well informed about labor laws and policies, and be able to handle employee grievances and disputes.Finally, HRM can help create a positive work environment by focusing on employee engagement, motivation, satisfaction, and wellbeing. This involves providing competitive wages and benefits, offering training and development opportunities, recognizing and rewarding performance, and creating a healthy and safe workplace. Additionally, HRM can be used to develop a culture of inclusion and diversity, which can help mitigate discrimination and create a more harmonious work atmosphere. Overall, effective HRM is essential for the success of any organization. It ensures that employee needs and expectations are met, and that the workforce is well-prepared and engaged to meet organizational goals. It’s important for HRMprofessionals to stay up to date on the latest trends, technologies, and best practices to ensure they are managing their teams effectively.。
Human Resource Management HRM is a crucial aspect of any organization,as it is responsible for managing the workforce and ensuring that the organization can achieve its goals effectively.In this essay,we will discuss the importance of HRM,its functions,and the challenges it faces in the modern business environment.IntroductionIn todays competitive business landscape,the role of HRM has become more significant than ever.It is the backbone of an organization,responsible for attracting,developing, and retaining the right talent.HRM is not just about hiring and firing it encompasses a wide range of activities that contribute to the overall success of a business.Functions of HRM1.Recruitment and Selection:HRM is responsible for identifying the skills and qualifications required for various positions within the organization.It involves sourcing candidates,conducting interviews,and selecting the most suitable individuals for the job.2.Training and Development:Once employees are hired,HRM plays a vital role in their professional growth.It organizes training programs to enhance their skills and knowledge, ensuring that they can contribute effectively to the organizations objectives.3.Performance Management:HRM is tasked with setting performance standards and evaluating employees against these standards.This process helps in identifying areas of improvement and rewarding highperforming employees.pensation and Benefits:HRM is responsible for designing and implementing competitive compensation packages that attract and retain talent.This includes salaries, bonuses,and other benefits such as health insurance and retirement plans.5.Employee Relations:HRM acts as a liaison between management and employees, addressing grievances and fostering a positive work environment.It ensures that all employees feel valued and respected.6.Legal Compliance:HRM must be aware of and adhere to all relevant employment laws and regulations.This includes issues related to discrimination,harassment,and workplace safety.Challenges in HRMDespite its importance,HRM faces several challenges in the modern business environment:1.Talent Shortage:With the rapid pace of technological advancement,there is a growing demand for skilled workers.HRM must find ways to attract and retain these individuals in a competitive market.2.Diversity and Inclusion:HRM must ensure that the organizations workforce is diverse and inclusive,promoting equality and preventing discrimination.This is not only a moral imperative but also a business necessity,as diverse teams often lead to better decisionmaking and innovation.3.Workplace Flexibility:The rise of remote work and flexible hours has changed the traditional workplace.HRM must adapt to these changes,ensuring that employees can balance their work and personal lives effectively.4.Employee Engagement:Keeping employees engaged and motivated is a constant challenge.HRM must find innovative ways to engage employees,such as through recognition programs,teambuilding activities,and opportunities for career advancement.5.Data Privacy:With the increasing digitization of HR processes,data privacy has become a significant concern.HRM must ensure that employee data is protected and handled in compliance with data protection laws.ConclusionIn conclusion,HRM is a multifaceted discipline that plays a critical role in the success of any organization.It is responsible for managing the most valuable asset of a business its people.As the business landscape continues to evolve,HRM must adapt and innovate to meet the changing needs of both the organization and its employees.By doing so,HRM can contribute to the creation of a dynamic,productive,and harmonious workplace.。
关于人力资源管理专业的思考Things to ponder aboutHuman ResourceManagementHola Amigos, I hope you all are doing well in your life and academics. If you guys are reading this article then soon you will be acquainted with cool stuff about Human resource management course. There are many things that you may not knew before about the subject. I have come up with some valuable information which might be helpful for you. So if you’re are planning to pursue your academic career in HRM then have a look at it.Throughout the course, you need to be on your toes all the time to score well. You may find time crises during the submission of assignments, or in doing homework. These kinds of stuff make HRM course a tough one. Many students have time issues. Some are busy with part-time jobs or with other works. For them I would suggest taking assignment help will be a better option. Nothing is wrong in asking an expert to provide help with the assignment of Human Resource management.Have a look at what you will read further:What is human resource management?Benefits of doing HRM courseObjectives of Human Resource ManagementDifferent ways by which you can get a degree in Human Resource ManagementList of topics of human resource management subjectSkills you need to be an excellent Human Resource ManagerFamous colleges for Human Resource Management in AustraliaWhat is Human resource management?Human resource management, the name itself suggest the idea of managing humans. Doing a diploma or degree course in Human resource management would enhance your skills. It helps you to understand human nature. You will learnmanaging skills and utilization of resources for a good output. Moreover, by going for a higher degree in HRM, you will land up with an excellent job with a handsome package.For any company, their employees are the most significant assets. HRM department of an organization helps in the recruitment of potential employees. They can aid the company in achieving the goals. So going by the definition, Human resource management is a strategic approach to manage employees of the company so that they can help the company to gain the profits.Let’s gain some in-depth knowledge about the benefits of doing HRM courseHRM is a fascinating subject. A lot of students are opting for this to learn various skills. These skills are also helpful in the daily life of an individual.Let’s have a look at them:Gaining skills in managing the workYou will learn great skills, knowledge, and understanding for handling all kinds of business and employees.Security in jobMost of the HR’s work in private firms. But they still have an opportunity to serve the company for the longer duration as compared to other staff.Lots of opportunitiesEvery company is in need of an HR who can bring valuable assets to the company. Thus scope after getting a job at a good position in a company is maximum.SalaryUsually, human resource manager salary is pretty much higher than other professions. Even the HRs of entry-level get the right pay scale from the company.Objectives of Human Resource ManagementOrganizational structureHR department is responsible for driving employees towards productive work. An HR clearly defines the company’s rules, law and aims so that every employee can work towards it. Apart from the roles mentioned above HR also responsible for describing the fundamental problems and areas of issues faced by the organization.Coordination between different departmentsYou all know that an organization has various departments and different people with a different mindset. HR uses managing skills to keep them united without any dispute. Human Resource manager keeps the harmony of the company intact.Bridging the gap between employee goals and company goalsHR ensures that the goals of an employee are matching with companies goals or not. An employee’s goal must match with company’s goal for smooth working. If not then HR reduces the gap between employee’s and company’s goal by coming up with some rules and policies.Happy and respectful environment among the employeesHR is responsible for keeping the environment of respect and understanding between the employees. Company achieves this by organizing games and small events.Productive environmentHuman resource management focuses on the ways to enhance the productivity of the organization. By utilizing the available resources efficiently, a company can achieve productivity.Moral and disciplineHRM department maintains discipline and moral through incentives and appreciation. Employee tries to serve in the desired manner to gain recognition and other benefits from the company.Retaining the employeeRetaining the employee is a robust process. HRM put every efforts to keep the employee within the organization. Time to time motivation helps in achieving the results. There are somereasons due to which employees leave the company:Issues with the work, lack of understanding of the task which needs to be accomplished.Fights with the staff or with the manager.Lack of satisfaction or low wages.A djustment issues with office culture.It’s a duty of an HR to resolve all these conflicts and keep the aura friendly.Different ways by which you can get a degree of Human Resource ManagementAs you all know nowadays, HRM course is the area of focus for the students. The reasonbehind this is simple, ‘Lots of opportunities’. The course is in a trend. Thus many universities started to provide HRM degrees in various ways.I have listed down the most popular modes of getting a bachelor or master degree in HRM.Regular courseYou all are familiar with the regular course of Human Resource Management. A regular college is the most general form of getting a degree from any university. Most of the students apply for a regular course in HRM to have good experience of college life. Classroom teaching always has something more to deliver.Distance learningDoing HRM from a distance is also a good option. It’s the best way for those who are having financial crises or doing jobs and don’t have time for regular classes. They can easily access human resources courses material online.Study online programVarious reputed universities have started providing the online degree for HRM course. You need to get yourself enrolled for the program on the university website.Famous colleges for Human Resource Management in Australia1) AGSM MBA, University of New South WalesAGSM, the University of South Wales is for business courses. Many international students prefer to be part of such a prestigious university. You should see this University if you are planning to do a Human resources management course.Undergraduate degree in HRM.Postgraduate degree in HRM.2) Melbourne Business School, the University of MelbourneMBS is a perfect destination for all those graduates who are looking for masters in Human resource management. They offer post-graduation in HRM in two modes:Part-time course: Duration will be of 4 years.Full-time course: Duration will be of 2 years.3) University of QueenslandThe university is in Brisbane. It has a reputation for providing quality education in management courses.4) Macquarie Graduate School of Management, Macquarie UniversityThe school opened in 1969 in Australia and allied with Macquarie University. University offers a full time as well as part-time Human resource management course to the students.5) Monash Business SchoolMonash Business School holds AMBA certified. You can have a diploma, bachelors or master’s degree in HRM from this college.List of topics of human resource management subjectEmployee RelationsThis topic is the most highlighted area of HRM. Most of the questions come from this topic in exams. Employee relation is the first step to retain the employee in an organization. Human resource manager needs to take care of the employee’s comfort level in a company. This helps in keeping them for an extended run. Moreover, employee relations with the company should also align with the company’s policy. Employee’s absence and presence matter a lot.Human resource manager creates holidays, working hours, and many other things.Diversity and EqualityThere are many MNC’s companies where the employees are from different regions of the world. For example, some of them are from Asia, Africa Europe. Human resource manager must keep them together and create a biased free environment in the company. It is a big challenge, and a good HR can manage it more efficiently. Often students find difficulty in this area of Human Resource Management. It is advisable to take HRM assignment help online from the experts of Human Resource Management.Performance managementThis topic talks about the performance of the employees. Performance has been judged at the end of the year. Managers interact with the employees and talk about their performance throughout the year. They discuss the ways by which employee can enhance their performance. Usually, such discussions cause conflict between employee and manager. Conflict occurs due to a lack of understanding between both. Here the role of HR is important. Human Resource Department develops an effective management system to tackle such issues. That system also allows Employees to check their performance regularly. This topic also holds a lot of importance, and many questions come from this area of HRM.Training and developmentWhen a new candidate joins a company, he needs to get aware of ethics and the working style of the company. For that purpose HR department schedule training sessions for the recruits. Such meetings are of immense importance. They help in the development of skills required for a particular work. These sessions are also necessary to clear out the doubts from the mind of an employee. Such sessions help in building an environment of open discussions.Employment lawEmployment law deals with the policies required for the employee. These policies are for satisfying the interest of the employee. Employment law mentions the conditions and undertakings. Human resource managercirculates such laws to an employee with an appointment letter. Often students find it difficult to understand this topic. They require additional help from the experts. You can get quick notes and assignments online. Take online assignment help service to get good quality assignments on HRM.Skills that you need to be an excellent Human Resource ManagerThe foremost skill required to be a good human resource manager is having an outgoing and friendly behavior. You should know how to deal with different people and pressure situations. This skill is of vital importance because an HR has to handle all the employees in a company.One should know the way to utilize employee skills productively. As I have said earlier, employees are the most significant assets for any company. Their potential needs to be used in the right way.You need to be a source of motivation for other employees. Your actions should be graceful and inspiring for others.Dispute handling skills must be excellent to be a good HR. HR should know how to keep different personalities working in the office together without any conflict.You must be able to plan the policies. In such a way that it would benefit both employees and the company.List of careers after doing HRM courseTo all those who are confused about the jobs after doing the Human resource management course. I have listed down some fantastic Jobs for HRM degree holders. Check out them and get some relief.Chief HR Officer/Vice President of Human ResourcesChief HR officer is the in-charge of all the work that comes under HRM. He keeps an eye on all the categories mentioned below.Human Resources DirectorAll the activities in the company are under the director. He stands on the second position after the Chief HR officerHuman Resources ManagerHuman resources managers interact with the staff and assist employees. Role of the HR manager is to manage activities in the company. He also takes care of the perfect execution of those activities.Compensation and Benefits ManagerCompensation managers look out for the process of paying the employees. Benefits managers make policies regarding health insurance, retirement etc.Training and Development ManagerTraining and development managers develop programs. These programs focus on increasing the knowledge and skills of an employee. They look out for the training of the employee.Employment, Recruitment, and Placement ManagerThe work of these managers is to hire the employee. They prepare the strategies through which they can get the desired candidate.ConclusionSo, guys, I hope you found this article helpful and informative for you. I have just made it resolve all your doubts about the HRM course.In the above article, I have cleared almost all the areas of Human Resource Management.。
Dynamic Resource Management in an eUtilityL.L. Fong, M. Kalantar, D. P. Pazel, G.S. Goldszmidt, S. Fakhouri, S. KrishnakumarIBM T. J. Watson Research CenterAbstractOcéano is management software for a eUtility infrastructure capable of providing cost-effective, autonomic resource allocation for multiple customer or application domains, in response to existent performance and availability conditions. The Control Layer of Océano provides mechanisms to manage resources. This layer consists of a resource director and a set of resource managers. The resource director formulates resource configurations and coordinates their execution through resource managers. These resource managers maintain restore state and carry out detailed configuration tasks. This paper describes the Océano resource management model and its server and application deployment resource managers. A prototype of Océano has been developed and deployed on an 80 server platform, and has been tested with multiple domains and applications.KeywordsComputing utility, resource allocation, resource management, server management, operating system installation, application deployment1 IntroductionA computing utility, or eUtility, is a provider of computing services and resources on demand, subject to resource constraints. Providers and consumers of these services contract for a specific level of service[2]. Océano [1] is andeveloping eUtility technologies. In an Océano managed infrastructure, customers can contract for specific service quality and resource allocations, expressed as Infrastructure SLAs (ISLAs [7]), which include specifications ofresource allocation by providing dynamic resource allocation with automatic resource control. That is, allocations take place without human intervention in response to existent performance and availability conditions. For example, in a web hosting utility, Océano can dynamically allocate web servers based on workload fluctuation. Furthermore, Océano takes into account resource interrelations when making allocation decisions. For example, client requestsmay be throttled due to database overload even though network bandwidth and web server capacity is plentiful.Architecturally, Océano is composed of 3 software layers: an Infrastructure Layer, a Control Layer, and a Policy Layer. The Infrastructure Layer (See [8][15]) provides topology and configuration information, and a mechanism forprovides the mechanisms to implement resource allocations, and to provide resource usage data. The Policy Layer (See [6][5]) is responsible for managingOcéano implements a new resource management model that defines a new set of logical and physical resources relevant to a computing utility environment. In this model, a customer defines the scope of ISLA, and a customer segment defines resource ownership and secure protection boundary. A resource director [5] coordinates the dynamic allocation of available resources to a customer segment though resource managers (RMs) that encapsulate the automatic control and monitoring functions for resources with similar attributes. The resource director uses performance data collected through resource monitoring to identify when resources need to be assigned or reclaimed.The rest of this paper is organized as follows. Section 2 describes the resource management model, Section 3 Server management, and Section 4 Application deployment. Section 5 describes the prototype implementation of Océano, Section 6 discusses related work, and Section 7 presents conclusions and future work.2 Resource Management ModelThe goal of Océano resource management is to support dynamic allocation of resources enabling customer workloads to meet specific performance objectives and resource constraints. To effect allocation changes, resources are automatically reconfigured and instantiated for the target customer or application domains. Resources are also monitored for their usage and performance conditions. In the following sections, we will define the type of resources considered and their supported management functions for reconfiguration and monitoring.2.1 Resources in a computing utilityResources in a computing utility depend on the type of utility considered. For example, in a storage utility the resources may include network storage devices while an application services utility might only consider application suites and their licenses. The Océano prototype considers resources generally present in a web hosting utility: web servers, application instances, request admission, VLANs, and backend database and file servers.Resources have a set of attributes that describe their intrinsic characteristics. For example, the physical attributes of a server include processor speed, memory capacity, and local disk capacity. Resource attributes aredescribed by constant and varying values. For example, the attributes of a server include constant values like hardware characteristics and varying values like the operating system installed, the current CPU utilization, communication buffer usage, and online/offline status.Resources may also be characterized as either physical or logical. Examples of physical resources include servers, storage devices, and network devices. A logical resource is an abstraction of non-physical entity, such as application instances and firewalls. For example, a logical disk drive might be instantiated on a disk partition of a physical disk, either local or remote.Océano manages resources, both physical and logical, as either static or dynamic entities. When managed as a dynamic entity, the allocation, assignment, and the usage pattern of a resource can be automatically and dynamically changed. When managed as a static entity, a resource is statically allocated to a particular customer segment. For example, a web server may be used as a static resource allocated to a customer in a storage utility, or may be managed as a dynamic resource in a web hosting utility. In the latter case, the server allocated to one web site (customer segment) can be reassigned to another site (customer segment) later. In the Océano prototype, web servers, application instances, request admission, and VLANs are dynamic resources, while managed backend file and database servers are treated as static resources.2.2 Resource AllocationIn Océano, a resource director makes allocation decisions on the dynamic resources in response to operator commands or workload conditions[5]. Resources are assigned to a customer segment, defined to be a resource holder and security domain. Associated with each customer segment is a set of resource constraints and service objectives, which are expressed as ISLAs. A customer domain contains a set of customer segments. The domain may have a set of resource constraints and service objectives, which are inherited by customer segments. Customer domains are useful for recording resource usage. Figure 1 is a graphical representation of the relationships between a customer domain and its customer segments, each with their own set of ISLAs. The figure also illustrates a customer segment as a holder of resources that are, in turn, controlled by their respective resource managers.2.3 Resource ManagersResource Managers (RMs) encapsulate the functions of allocating, configuring and monitoring resource instances sharing common attributes. Each RM is also intended to provide scalability by dividing the control of individual resources into groups. The RMs free the resource director to focus on meeting service objectives under dynamically changing workload conditions and the relational effects of allocating specific resource instances to different customer segments. Moreover, RMs enhance the extensibility of our resource model: new resourcetypes can be introduced by defining resource managers with appropriate supporting functions.While RMs are passive entities that act upon receipt of external directives, they do have a certain degree of autonomy when satisfying these directives. For example, the server RM may choose which specific servers in a given pool to use in satisfying an allocation request.In our current implementation, RM interactions are via asynchronous messages. We found that the following general form of interfaces suffice for the RMs we considered:addRequest (targetCustomerSegment, resourceList | resourceAmount)addReply (returnCode [, resourceList])removeRequest (CustomerSegment, resourceList | resourceAmount)removeReply (returnCode [, resourceList])modifyAttributeRequest (attributeValuePair [,attributeValuePair])modifyAttributeReply (returnCode)For the prototype of Océano, we designed and implemented four RMs: server, application deployment, network admission and VLAN resource managers. These resource managers functionally satisfied our objective of supporting dynamic allocation of servers and bandwidth with network securitybetween customer segments in a web hosting utility. All four of the RMs manage dynamic resources.The following scenario illustrates Océano’s interactions with RMs via the defined interfaces to carry out an allocation decision of adding a new server to a customer segment to alleviate overload on the existing servers. The resource director would send to the:1. Server RM an addRequest for a server to a customer segment:Server RM selects a server from the available server pool, prepares itwith a fresh copy of the operating system, and starts the collection andpublication of server utilization data.2. Application Deployment RM an addRequest for instantiating anapplication instance on the selected server:Application Deployment RM sets up application binaries and data onthe server, and starts the collection and publication of applicationperformance data.3. VLAN RM an addRequest for the selected server:VLAN RM reconfigures the network switches to place the selectedserver into the appropriate VLAN.4. Network admission control RM an addRequest for the selected server:Network admission control RM reconfigures the load balancinghardware or software for the added server, starts the collection andpublication of data on request rate.5. Network admission control RM a modifyAttributeRequest for admissionrate:Network admission control RM reconfigures the admission rates.The next two sections describe the design of the server and application deployment RMs. Detailed description of the VLAN and network admission control RMs are not included due to lack of space, but are briefly described in Section 5.3 Server Resource ManagerThe server RM supports allocation and deallocation of server resources to and from a customer segment. The server RM primes the allocated servers with the appropriate operating system environment and performs disk partitioning if necessary.The server RM maintains information on the characteristics and current allocation status of all servers. When servers are requested for allocation, in either quantity or capacity increments, the manager identifies a suitable set of servers for the designated customer segment from its available pool. A request for servers may specify attributes such as hardware architecture, processing power, memory size, local disk capacity, and desired operating system type and release. If no appropriate servers are available for allocation, the server RM does not autonomously relocate servers allocated to other customer segments. Rather, it awaits directives from the resource director to identify those customersegments from which servers can be relocated. This approach is necessary because the server RM is not aware of the possible performance and policy impacts of server relocation between customer segments.When deal locating a server from a customer segment, the server RM selects a set of victim servers to be placed in a “dirty” pool. As an optimization, servers in the dirty pool can be reallocated to the same customer segment before their contents have been scrubbed. Most customers would desire no residual data and processes on relocating servers. Thus, servers in the dirty pool are scrubbed of their contents and a fresh copy of the operating system is installed before they are returned to the available “free” pool.Automatic installation of the operating system and services is a key function for dynamic provisioning of servers. Customers may require different releases of system software on different hardware. Various hardware platforms and operating systems have different levels of support in automatic installation. System cloning and differencing[25] methods are popular and efficient for hardware. To support Linux platforms, the Océano server RM relies instead on PXE[10], DHCP[17], and LUI[11], which provide support for all servers that support PXE. Using LUI functions, we dynamically bind a relocating server to an installation server and define a set of customized installation actions. Examples of customized installation actions include specifying the layout of disk partitions and optional service packages to install. Once the operating system is installed and in operation, the server RM initiates the collection and publication of server performance metrics, including processor utilization, memory usage, percentages of spare disk space, and communication buffer usage.The server RM in Océano is currently implemented with a central controller, a thin agent on each deployable server, and one or more system installers. The controller coordinates the interactions with the resource director, and makes all the selection decisions. The thin agents initialize themselves at the end of a system reboot, and then “check-in” with the controller identifying information about their operating system type/release and last reboot time. When the check-in messages arrive, the controller will match them against its outstanding requests for OS priming. When a server is selected for allocation to a customer, the controller will direct an appropriate system installer to automatically install the operating system software and services. Figure 2 shows the relationships between the components involved in server installation. The server RM communicates with the installer and the local agents to prepare for a system install. The local agent causes the machine to reboot enabling a network installation of the operating system. Figure 2 also shows application deployment, described in the next section.4 Application Deployment Resource ManagerThe application deployment RM is responsible for instantiating customer application software and data on servers. Obviously, the method of deploying aninteractions of the server manager, the installer and the local server agent are shown. Further, the interactions of the application deployment manager, the local application deployment agent, the shared file server and the caches of existing servers in the customer segment.application may be server and operating system dependent. We found it useful to functionally separate the deployment of applications from the installation of operating systems and services. This separation permits flexibility by allowing a variable number of application instances to be installed on the same server. More importantly, different techniques may be applied for operating system installation and application deployment. In our case, the operating system installation is based on LUI, as described above, while application deployment is based on a shared file system, described below.Like the server RM, the application deployment RM is implemented using a central controller and local agents on each server. The controller interacts with the resource director to obtain application profiles for each customer segment. The appropriate profile is forwarded to a local agent, resident on the server on which applications and data are to be deployed. The local agent completes the installation.Installing and configuring the applications at every deployment can be time consuming. Moreover, the automatic deployment of applications must be “silent”, not require human interaction. Finally, the deployment process needs to intelligently resolve dependencies on other applications that may reside either locally on the server or on back end servers.The Océano application deployment RM addresses efficiency and automation issues by using a novel shared file system model. In this approach, the files that make up the applications are divided into two sets. One set is actively pushed to the server for local access. The other set resides on the file server. In practice, these files are typically read only and are cached by the servers. This technique can be viewed as a variation of the content delivery model in which application binaries and data are pushed to the client server from management servers.Like the customer applications, data resides on the file server but will be cached by each server. The application deployment RM primes the local cache to avoid a large number of initial accesses to the file server. The success of priming depends largely on caching the right set of data. To do so, the application deployment RM uses the cache of peer servers. Both application and data files may be transferred in parallel (using multicast) to several new servers. Additional details on the application deployment RM are given in [9].local agents. These initiate installation of applications from a shared file server and the transfer of data from an existing server. In this example, two new servers are being prepared.A part of application deployment is initiating appropriate monitoring of the applications. Monitoring application performance is necessary to identify bottlenecks and an application’s impact on a server’s capacity. For example, when performance conditions violate ISLAs, additional instances of an application may be deployed. Monitors may be internal or external to the applications. Some application and middleware software provides the ability to add code in the form of “plugins.” In Océano, we prototyped an Apache plugin that provided a number of application level monitors including the number of requests served, the output bandwidth utilized, the average response time for the requests, and average database access time per request. This data is collected and published as a list of (name, value) pairs.5 Prototype ImplementationA demonstration prototype of Océano has been developed and deployed on a testbed containing 80 Linux and AIX servers. The Linux servers are used as dynamic server resources, while the AIX servers are used as static server resources (for file systems and databases). These servers are interconnected using a 100 Mbps Ethernet switch. The prototype is written largely in Java. For testing purposes, the prototype implements a web hosting utility. Fictitious customers (web sites) were deployed in the test bed environment to illustrate the following possible applications: (1) static web pages, (2) dynamic web pages generated using Java Servlets accessing a back end database, (3) a streaming video server, and (4) the TPC-W benchmark [26][27].5.1 Other Resource ManagersWe describe briefly the VLAN and admission control RMs. The VLAN RM controls network security by managing a set of VLANs to which a server may be connected. Each server may have several network connections. Each is a member of a VLAN allocated to a customer segment. The VLAN RM canautomatically alter the VLAN membership of a server by programming the network switches. See [15] for additional details.dispatcher. In the Océano prototype, its functions are implemented on top of Network Dispatcher [14]. This manager dynamically configures the appropriate segment’s dispatch cluster as directed by the resource director. In addition, the manager implements a throttling function by either dropping or redirecting a portion of the incoming requests. In the prototype, redirected requests are sent to a specially configured “overflow server” which provides a simple error message. Figure 3: Resource Allocation GUI.5.2 Resource Manager VisualizationA graphical user interface (GUI) depicts the activity of the entire system via a set of panels. The panel in Figure 3 shows all of the server resources as squares. They are arranged according to their assignment to either customer segments or to special pools. The Free List is the available servers pool. The Wharf contains servers that have failed and for which automatic recovery will be attempted. Finally, the Dry Dock contains servers that have been observed to have problems requiring human intervention. The “Admission” column shows the admission rate of requests for the customer sites.Figure 4 shows the graphs of some of the metrics provided by the resource manager for customer segment “Mayflower”. The data provided by the server RM includes: the number of web servers allocated to the segment, the number of active TCP connections per server, the size of communication buffers (sk_bufs) used, the CPU utilization, the memory usage and the disk capacity use. The application deployment RM provides: the output bandwidth per server, the average response time per request per server as observed by the servers, the http Head response time (determined by an external monitor), and the average response time for database requests. In general, these data values are averagesover all of the servers allocated to a customer segment. The horizontal lines Figure 4: Sample performance data.across the tops of some graphs are threshold values for those metrics. These threshold values can be used as triggers to cause allocation changes.Our prototype is stable and a study of its performance is underway using the TPC-W benchmark. It focuses on the suitability of the measured metrics as triggers for resource allocation. As preliminarily steps, we measured the elapsed time between the resource director making a decision to allocate a server and the server being placed into operation. The total elapsed time was 130 seconds, including 115-120 seconds for the application deployment manger to deploy 120-160MB of data. In this case, the server RM did not install an operating system. For a 250MB Linux OS image, the server RM required about 420 seconds to network install a server. This includes the time for a required two system reboots. The first reboot is to transfer the new image from the installation server, while the second loads and executes the system from the new image on the local disk.6 Related WorkOcéano customer segments have similarities to Resource Containers [3].Océano resource model is distinguished by the set of resource types considered, and the distributed nature of these resources. The class objects of Hosts and Vaults in the Legion project [24] encapsulated machine and storage physicalMoreover, Océano resource managers provide different configuration functions such as installing a fresh copy of operating system.There has been much research in server matching and allocation algorithms, especially in the parallel computing area [23]. The algorithms developed by this work can be applied to the allocation functions of the server RM. Our work has the unique aspect of combining server allocation with automated installation of system.Example techniques for silent application deployment are classified in [18]. These techniques included packaging managers like RPM [12], installers like InstallShield [19], application management systems like TME-10 Software Distribution, and Content Delivery like Castanet [20]. The application Delivery. Our approach based on offline installation and configuration using a file system is unique. Our multicasting of cached data using disk file images from one server to multiple servers during priming is also new. There are also emerging interests in the area of framework and protocol design for automatic configuration software deployment [22]. The work may ease the awkwardness of our offline installation and configuration process.7 Discussion and Future WorkTo implement an efficient eUtility infrastructure, Océano requires automatic and dynamic resource allocation. To automate resource allocation, we developed aresource model in which a set of resource managers is responsible for the allocation and deallocation of specific resources types, and a resource director that coordinates allocations and ensures that service objectives are met. We found that a relatively simple interface for all of the resource managers sufficed for an initial implementation. Applying this model to a larger set of resource types will be necessary to determine its generality. The design of an RM for network attached storage devices is a possible future extension. Moreover, our resource model currently focuses on web services. Applying the resource model to application services or mass storage services[16] would provide further insights into its generalization.Océano currently manages the resources of a single server farm. Another direction for our future work involves applying Océano to multiple cooperating server farms. In a larger perspective, multiple server farms could interact in resource sharing. This “Hydroplex” scenario would make Océano a global autonomous distributed computing system. A number of control layer issues arise in this scenario, and new resource types would be needed. Also, the global and local control span of resource managers may require tiered structures The topics of life-cycle management of application services and application-services deployment on tier architecture are of keen interest to us. In addition to the AFS based application deployment, we also pursue the approach that is based on FTP servers and application RPMs. While this method allows instantiation mechanism without the need for “offline” configuration onto a file system, it has the disadvantage of consuming additional time. Moreover, customer specific customization of standard packing will also need to be prepared offline.8 AcknowledgementsWe are grateful to all the people who worked to design and develop Océano, including Karen Appleby, John Pershing, Tamar Eilam, Sandra Miller, Benny Rochwerger, and Arie Tal. Thanks also to Michael Frissora and James Norris who set up the test environment.9 References[1] K. Appleby, S. Fakhouri, L. Fong, G. Goldszmidt, M. Kalantar, S.Krishnakumar, D.P. Pazel, J. Pershing, and B. Rochwerger, “Océano - SLA Based Management of a Computing Utility,” In Proc. of the 7th IFIP/IEEE International Symposium on Integrated Network Management, May 2001. [2] A. Balwin, M. C. Mont. “Policy Based Monitoring of a Web-basedServices,” TR HPL-98-76, HP Laboratories Bristol, April, 1998.[3] G. Banga, P. Druschel, and J. C. Mogul, “Resource Containers: A NewFacility for Resource Management in Server Systems,” in Third Symposium on Operating Systems Design and Implementation (OSDI-99), February 1999, pp. 45-58.[4] T. Kawamura, T. Hasegawa, A. Ohsuga, and S. Honiden, “RentalApplication to Rental Service Development of Advanced ASP Framework,”in IEEE 4th International Enterprise Distributed Object Computing Conference (EDOC 2000), Sept. 2000, pp. 25-28.[5] D. Pazel, T. Eilam, L. Fong, M. Kalantar, K. Appleby, and G. Goldszmidt,“Neptune: A Dynamic Resource Allocation and Planning System for a Cluster Computing Utility”, Submitted for Publication to CCGrid 2002. [6] K. Appleby, G. Goldszmidt, and M. Steinder, “Yemanja – A Layered EventCorrelation Engine for Multi-domain Server Farms,” in Proceedings of the 7th IFIP/IEEE International Symposium on Integrated Network Management (IM2001), May 2001.[7] J. Cunha, F.Q.B. da Silva, G. Goldszmidt, and K. Appleby, “AnArchitecture to Define, Store, and Monitor ISLAs in Server Farm,”Proceedings of LANOMS, September 2001.[8] S. Fakhouri, G. Goldszmidt, I. Gupta, M. Kalantar, and J. Pershing,“GulfStream - A System for Dynamic Topology Management in Multi-Domain Server Farms,” in IEEE International Conference on Cluster Computing (Cluster 2001), October 2001.[9] A. Azagury, G. Goldszmidt, Y. Koren, B. Rochwerger, and A. Tal, “Khnum– Data Management for Océano,”IBM Technical Report RC200108, 2001. [10] Intel Corporation. Preboot Execution Environment (PXE) Specification,Version 2.1, September 20, 1999.ftp:///ial/wfm/pxespec.pdf[11] Linux Utility for Cluster Install (LUI)./developer/opensource/linux/projects/lui[12] E. Bailey, Maximum RPM. Red Hat Press. 1997[13] R. Campbell, Managing AFS: The Andrew File System. Prentice Hall PTR,1998.[14] G. Goldszmidt and G. Hunt, “Scaling Internet Services by DynamicAllocation of Connections,” in Proceedings of the 6th IFIP/IEEE International Symposium on Integrated Network Management (IM 1999), May 1999, pp. 171-184.[15] M. Kalantar and J. Fong, “Isolated Dynamic Clusters for Web Hosting,” inEuropean Parallel Computing Conference (EUROPAR 2001), Manchester, UK, Aug 2001.[16] J. Chuang and M. Sirbu, “Distributed network storage service with quality-of-service guarantees,” Journal of Network and Computer Applications, vol.23, no. 3, pp. 163-185, July 2000.[17] DHCP. /products/DHCP/[18] A. Carzaniga, A. Fuggetta, R. S. Hall, D. Heimbigner, A. van der Hoek, andA.L.Wolf, “A Characterization Framework for Software DeploymentTechnologies”, Technical Report CU-CS-857-98, University of Colorado,April 1998.[19] InstallShield. [20] Castanet of Marimba Inc. htpp://。
