Pinewood Hotel Essay Example for Free

Pinewood Hotel Essay In this essay I will be explaining and evaluating the method chosen and used by Pinewood Hotel in order to gain a better insight onto how aspects of their website are rated, and how it compares to their competitors. In addition to this, I will evaluate the findings that were gained from the research method used by the researchers at Pinewood Hotel. Procedure The information used in this report was gained from several different sources. For example, I have used information from my P4 survey, as well as my P3, M2 presentation and my M1 table of various data collection methods. Findings To begin within the p4 task, we had to design and construct a questionnaire using surveys which included 15 questions. These questions were based on the market research objectives which were to investigate the various aspects of pinewood hotels website is, as well as comparing the company’s website to its competitors, to enquire about the quality of the online services, how accessible the company’s website is. The aim was to have 30 people fill the surveys out, 15 females, and 15 males. The surveys using questionnaires were presented face to face and included a variety of closed and open questions so we could gain enough information so it can enable the business clients to make necessary decisions/changes. I will contrast and compare my method of surveys to other data collection methods used in the case study. The data collection method I used was surveys. This was different to the methods highlighted in the Pinewood Hotels’ case study such as; Focus Groups and interviews. The difference between the two methods was that focus groups and interviews tend to have more qualitative data, as people will express their opinions and views in person, which can enable the market researcher to get a better insight into whether the people wanted real time information on the company’s website. This would be different to my chosen method as surveys using questionnaires are most often considered due to the level of quantative and qualitative data within the responses, which can be quite effective in terms of gathering information on Pinewood Hotels’ online services and aspects to their website. The qualitative data received would be used efficiently so get a better understanding of their market research objectives which are to see the quality of different aspects of Pinewood Hotels’ services such as; content, accessibility, navigation, fundability etc. In addition to this, surveys can also give market researchers quantitative data which is crucial in terms of achieving their marketing objectives to make comparisons between the aspects of Pinewoods Hotel’s website to their competitors. Other comparisons would include that surveys are a cheaper primary data collection method than focus groups and surveys. This is because focus groups require specific amount of people which could cost locating, as well as the documents needed for the focus group requirements. In addition to this, interviews require materials such as; board, pens, paper, as well as finding a suitable location, and equipment such as; projectors etc. This will be quite a costly data collection process, as surveys simply require a written document to be constructed and photocopied for cheap, in order to save costs for the business. However there are also secondary data collection methods which are more effective than some of the primary research methods. Examples of this are previous hotel records which could be used by Pinewood Hotel in order to estimate future sales and bookings. This is an effective method as market researchers would have already obtained the information and therefore saving their hotel quite some costs. Also, they will be able to use the information appropriately so they can fulfil their marketing objectives. It is a more accurate data collection method over a few primary data collection methods because people can exaggerate or rush their answers or not answer appropriately in primary data collection methods, which could influence the results negatively. However hotel records have already been created previously and therefore the accuracy of the data is much higher than a few primary methods. Sampling Methods In terms of choosing my sampling method, I chose quota sampling. This is because we chose to survey 30 people in total but divide the group into genders; males and females. Therefore; 15 males and 15 females were surveyed. This was an important sampling method to choose because it was quite accurate. It was less biased as we decided to interview both genders, leading to varied results for our market research team. We also chose to have quota sampling, because it was the most efficient sampling method which gave us the most accurate information we set out to find. I feel it was important to have more than one division; that being males and females. This is purely because males and females have much diverse views and opinions and also priorities such as; males being more interested in booking rooms and assessing the online services, where the females would also enjoy the online services, but would show more interest in the facilities available, therefore it was quite key to find out how each gender progressed through the surveys. I feel that quota sampling is much more accurate than other sampling methods such as random sampling. This is because random sampling will leave the researchers with a range of results, which will be harder to compare or formulate decisions through. As well as this, quota sampling is considered more effective as it is much cheaper in comparison to random sampling. Conclusion If I were to organise a similar project again, I would take into account various aspects which would be different to how this current project was undertaken. One aspect I would change would be the quota sampling to judgement sampling. This is because both sample methods are cheap, which is a benefit to the market researchers. However, where quota sampling would require the views of specific groups, judgement sample would more or less depend on the factor of which people can be contacted more easily. The only questionable aspect is the accuracy, but this will completely depend on how skilled the market researcher. This means that the people being surveyed would be chosen by the market researcher, and if they choose the appropriate people it could positively impact the results of the research method. Whilst on the topic of research methods, I feel that if this project was conducted again, I would most probably choose to do experimentation in order to gain the information needed for the required marketing objectives. This is because experimentation would be considered a very valid data collection method; however the only problem to this collection method is that it is time consuming. The market researchers can overcome this slight obstacle by locating better areas to conduct their experimentation so they can make their results more efficient. D2:- Recommendations Overall, the majority of people that were surveyed found Pinewood Hotel’s services to be very good. In addition to this, 75% of the 30 people found the contact between the company’s website and customers helpful and useful. This is very good as it would let Pinewood Hotel know that the most of their target market that were surveyed were satisfied with the procedures set by the hotel so they can stay in contact with their customers online and vice versa. A future strategy that can be in use by Pinewood Hotel is to have a QA section on their website. This is because it will make the level of contact much more efficient, as consumers will be able to type up a question and if it comes under the common questions asked, then it will be answered by an electronic system, if not it will forward consumers to a designated helpline. Around 85% of the 30 people surveyed had used the company’s website and also their top competitor Premier Inn. This information is quite useful for Pinewood Hotel because a future strategy they can incorporate into their business and website and create more awareness of their website, services, and facilities through increased promotional materials, so there would be more people that find Pinewood Hotel to be the better hotel over its competitors. Also, there was a variety of ways people had heard of Pinewood Hotel. This included; Friend, radio, and magazine. However, there were not many people surprisingly that found out about Pinewood Hotel from the TV. This could be a possible recommendation for Pinewood Hotel, which is to advertise or release promotional campaigns on the TV, so more people can know of Pinewood Hotel, and hopefully be appealed to their incentives they provide. As well as this, a potential future strategy for the hotel would be to hold public events at the hotel promoting their facilities whilst charging a small entrance fee, this way they can definitely increase the awareness of their hotel, as well as making more money through the amount of people that come to the event. There were roughly around 60% of people that found Pinewood Hotel’s website advertisement creative and 30% that didn’t find it creative and the rest found it very creative. However, this does show that Pinewood Hotel can possibly invest in different advertising methods which appeal more to people and their consumers. They can try testers of different campaigns or releasing information on their websites prior to it being released so more people know of it, and to increase the brand awareness. There were several recommendations which were highlighted. These were to make the website more interactive, more images, and different themes and more colourful.

Rotational Dynamics Experiment

Rotational Dynamics Experiment

HRM Activities in Tesco

HRM Activities in Tesco In any organization, the most important asset is its employees though it may or may not be profit-oriented. So the most complicated task is to manage the human resource. Today, in the rapid advancement of technology, Human Resource is unavoidable. No machines can replace Human Resource in utilization the available resources effectively. In this competitive market, every organization ensures that it has an effective and efficient Human Resource Development that supports to achieve every objective. The HR department works very hard in utilization of every available human resource to realize the organizations by linking it with the policies and strategy. The HR department also helps the employs understand and respect the values of the organization by constantly conducting activities that involve the employee from every level in the organization. Every large scale firm activity needs to be supported by different departments integrated into one which leads to as a group activity and finally it becomes a coordinated activity carried out at various levels to achieve the organisational goal. Therefore, these strategic objectives can be achieved only with effective human resources management which is controlled by HR department. In the assignment, we have given to carry out research into the HR policies carried out by Tesco. COMPANY PROFILE Tesco is the biggest super market in UK. It has been dominating in British retail sector with domestic market share and global sales. It initially caters in food and later expanded its area of business like clothing, electronics, financial services and telecom. So the Tescos has set up the store namely Tesco extra, Tesco metro and Tesco express in order to meet the customers needs. Since Tesco is considered a one stop retail outlet that has covered every segment of market in the country and it shows Tesco has a great number of manpower. This shows how the HR strategy has been implemented. HUMAN RESOURCE MANAGEMENT Three key HRM activities carried out by Tesco are: Recruitment and pay revision. Training and development. Providing healthy work atmosphere. (See appendix-1) Recruitment, training and healthy work environment are the three key HRM activities carried out by Tesco which I would like to discuss. Recruitment is the process of new employment which is consists of important steps. Some of the important steps involved in recruitment are call for application, criteria allocation, short listing, interview, salary negotiation and offer of employment. Its all about acquiring more human resource as per requirement which can be met in different ways like open day recruitment, application through own website, from agencies on contractual basis, interview from campus and finally internal job posting (IJP). Every job offer should be incompliance with the rules and regulations. Some of the important rules and regulations are: Equal Pay Act (1970). Sex Discrimination Act (1975), Race Relations Act (1976), Disability Discrimination Act (1995), Employment Protection Act (1978). Tesco plc is one of the organizations in the UK that follows very strict procedure of recruitment with aware of various acts. Every different position has its own unique procedure. Most of the selection is done through online system like customer support agent and its immediate higher level appointments and so on. Before any direct interview the candidate is short listed by an online procedure by general aptitude test. Then those who pass the test are called for interview thereby saving time and energy from both sides. Direct application is also available in store which helps in the same way. For higher management positions, there are a few ways like appointing external agencies and direct reputed institutions and also through internal job posting. Once the right candidate is selected the next process is training where the potential of candidate is transformed with the help of available resource to convert them into standard employee. Generally there are two types of training available namely process training where the candidate is made aware of the process his/her duties. The second is on the job training. This is carried further once management feels that employee is able take his responsibilities. So every step is carefully studied and overlooked by HR department in order to ensure the efficiency. Every large scale organization provides training to their employees so does the Tesco plc. Tesco plc ensures that new employee is carefully nested into the organization. They provide training with a payment options and other facilities to the fulltime employees. Tesco plc always demands proficiency among its employees. It also carries out the different programmes like personality development and career advancement options available from time-to time in order boost their morale. Providing healthy work atmosphere is another challenge for the HR department. As we know the world is global village so we can see multicultural society and it is not easy for them to mix into the crowd that they may feel not welcoming. So the HR department duties to make sure these things are discussed and evaluated among the employees before they come on board. Personal Health and Safety is also important issues which needs to addressed by the HR department very cautiously. Better work environment encourage employees to perform their best and to provide better work atmosphere is another challenge for any organization. Tesco plc is aware of this fact. So it ensures that every single employee is aware of his/her rights within the organization. Tesco plc provides more opportunities like part-time and weekend jobs where most of the students are encouraged to work. Though it can be complicated but Tesco plc ensures that this is carried out carefully with the help of HR department. It is the responsibility of HR department to ensure that proper shifts are allocated and there is no confusion among the employee. So these are the reoccurring issues which HR team have to handle it with great care. Tesco plc prohibited the consumption of alcohol and other related products within the premises in order to ensure the safe working atmosphere. This reflects the capability and vision of Tesco plc to provide better work conditions for its employees. Assessing the effectiveness of the Tesco Approach In the era of globalization, every organization like Tesco plc must keep itself along with other organizations on being globally competitive. So employee involved in the organization must be competitive so that they can achieve competitive advantage. The analysis of HR management is based on the different activities carried out. The different activities of HRM that are going to be analysed here are recruitment, training and safety. Tesco plc is one of those organizations that thrive for customer satisfaction and retention. Providing the best prices to stop the customer going anywhere else is the main objective of Tesco plc. For this, Tesco needs to be aware of prices, quality of products, facilities and most important is customer service. For better customer service, the employees need to be trained time-to time. Not every employee joins the company with ample experience and customer skills. So they need to be developed from scratch for a few. Tesco plc is providing employment to stu dents and other part time employees which could help to regulate cost of production. This is vital factor since Tesco plc trying to reduce cost by introducing customer new low price products. It also encourages employee to work close to their homes in order to save the time which makes life easy for all. In addition to these, employees are allowed to opt for transfer that will help to keep loyal to the organization i.e. low labour turnover. Training employees reveals the involvement and dedication of any HR department of organization. Training is cost incurring process which is difficult to afford once it is not utilised economically. So the HR department has to be careful in providing the right training to the right candidate in the organization. As earlier discussed, training could be of two types i.e. process training and on the job training. The main components of Tesco plc training procedure are: Core skills programme fundamental training which helps to deal with customer. Winning in Europe- designed especially for countries other than UK. Excel programme- ranges from fundamental to manger training programme. Training procedure is carried out to perfection in the Tesco. Training with pay and training alongside senior experienced employees provide the best work atmosphere for the best performances. Tescos long-term strategy is to continue with training to employee and to integrate this into culture of the organization. So it always emphasis on staff training and to integrate this learning in the organization. So when employees are trained and showing a higher commitment to the organization which make them feel as part of the overall strategy. Finally, this leads employees feel valued and results a more committed workforce Safety at work is criteria that Tesco management insists to be accounted for in the best possible means. Disaster management and other safety training are provided to employee at no extra charges. This is the contribution that organization makes to the benefits of employees career, a certain advantage. Prohibition of intake of any alcohol related products or any form or drugs unless prescribed by doctor is another step taken by Tesco plc to ensure safety of fellow employee and the customer. Two HRM model For any organization to perform its task efficiently and achieve its common objectives, the people are the utmost important resources to the management. The two approaches have been developed namely hard approach and soft approach. There are two models of activity has developed which I would like discuss in relation to Tesco plc. They are as follows: Harvard model Michigan model The Harvard model was developed in the year 1984 by group of academics. This model is also referred as soft HRM which emphasizes on more human side. According to this model human are not only resources but also a human. There are four main HR policies which are very important in order to deal with people. Firstly there is employee-influence which is inclusive of power, delegation and responsibility with purpose and interest of management. The second is the element of human resources flow i.e. recruitment, selection, placement and promotion, job security, career advancement and termination of employment. The next is rewarding system such as pay and motivation like bonuses, insurances and flexible working hour. The reward should be always align with the overall organizational strategy. Finally work system which deals with the arrangements of people, information and technology i.e. right man in right job with depending upon the skills. (See appendix-2) The Michigan model was developed by Fombrun, Tichy and Devanna in the year 1984. This model is known as hard HRM which is focus on human resource which should be used and exploited fully in order to achieve organizational goals. Here people are treated as a means of achieving the organizations strategy. It also assumes that HRM will respond to the external and internal environment. Basically this model concentrates on managing human assets by motivating and rewarding them in order to achieve companys goal. (See appendix-3) The Harvard model emphasizes on human formulation with HR elements and is considered as the soft aspects of HRM. The soft aspect of HRM is related with human relation whereas the hard aspect is seen as emerging from the business strategy and policy. On the other hand, the Michigan model focused on the human resources strategies and structures in order to improve the companys performances. It considers human resources as key resource of the organization. These two models are the most commonly use HRM models in business today. Based upon the above analysis it can be concluded that the soft model is advisable to be practiced within the service sector while manufacturing sector would be better to use the Michigan model of HRM for increased production. Tesco and its Approach towards HRM Tescos approach towards its HR policies and practices demonstrated the both approaches i.e. soft and hard version of HRM. Tesco is continuously invest on human resources i.e. employees empowerment, participation of employee in management. Tesco also ensures that each employee has the opportunity to understand his or her individual role in contributing to the its core purpose and values which require commitment with an innovative induction programme. Tescos human-resources strategy revolves around work simplification, challenging unwritten rules, achieving steering-wheel targets. It also emphasise on higher level of training to all employees which results in higher commitment to the organization. This highlights the way in which Tescos business measures are closely linked to hard and soft version of HRM Critical analysis of HR performance at Tesco Analysis of performance of any process plays a key role in the development of any organization. As a result of this analysis, various HR plans and policies can be evaluated in order to find out the effectiveness i.e. drawbacks. Recruitment, training and development of employee calibre and also providing best working condition with suitable growth opportunities has been met with high standard. Apart from these, keeping track of the best performance of employee and providing them with opportunity for overall growth and retaining them has been carried out successfully. The analysis shows that the HR department has been performing to the required level of standard in the existing market. We can see the Tesco plc management style of recruitment is strong enough in order to maintain low cost with highly effective training which consists of senior employees as well. Tesco plc also have been using the external agencies to recruit the employees in order to ensures quality recruitment. Tesco p lc ensures the employee is recruited in lines with the national minimum wages or above minimum wages to pay. They also offer the job to those student who wants to work as a part time or weekends which would meet both i.e. organization and student goal. Every employee is aware of his/ her positions and duties to be carried on which is primary activity of HR department. A job description is handed out in order to make aware of task to be performed by each individual employee. The payment procedure is also responsibility of HR department and Tesco ensures that they follow the national minimum wages act. And also there is an alternative feature that is periodical increment in the payment and evaluation based on the performance. Safety of the employee is the prime concern for the HR of Tesco plc which is met with extreme cautiously. They are trained to help themselves in the event of any unfortunate incidents or accidents like fire or theft. This is all to ensure safety among the employee and establish morale. This kind of Tescos method really helps the individual learning preference. This further complicates the role of HRD, balancing organizational needs with the individuals expectations. Employees will vary from each other. So its HR duty to organize right people in right job and this will help to sustain competitive advantage. CONCLUSION The role of human resources in any organization is very crucial in order to achieve organizational goal. The study of Tescos HR policies has focused on level of training provided to all employees i.e. an effect in the bottom line which leads to more commitment among the employees. The study carried out on the different activities of a general HR department and that of Tescos explain that Tesco has been highly successful in implementing the suitable plan and programme. So this helped Tescos to increase their market share and retail units over the years which have been achieved partly through effective HR department although it is not sole factor in their path to success but it has certainly been a major factor of Tesco plc. APPENDICES Appendix-1 Human Resources Activities C:Usersshahi kingDesktophrm activities.gif Adapted: http://www.bized.co.uk Appendix-2 http://www.africancentreforcommunity.com/Best%20Perspectives%20to%20human%20resource%20management%20by%20Arrey%20Mbongaya%20Ivo-Dateien/image005.jpg Figure 1 Harvard model HRM cycle, source: Beer et al, 1984, it works on commitment, congruence, competence and cost effectiveness Appendix-2 http://www.africancentreforcommunity.com/Best%20Perspectives%20to%20human%20resource%20management%20by%20Arrey%20Mbongaya%20Ivo-Dateien/image007.jpg Figure.2 The Michigan model, source; Fombrun, Tichy Devanna, 1984. HRM cycle; selection, appraisal, rewards development increase organisational performance

Alzheimers Disease Health Promotion Case Study :: Alzheimers Disease Essays

Introduction This section will discuss the impact of Alzheimer's disease on racial, cultural, and gender variables, with the focus being on the various approaches to care of the disease. Developmental stages and tasks will be discussed for both the client and the caregiver. Gender and Culture Alzheimer's disease and related dementias affect all races, ethnicities and cultures equally. (Anonymous, 1998) Of people over 65 an estimated 6-10% will be affected by some form of dementia. (Hendrie, 1998) It is only in gender where we see slightly more women than men who are affected by this destructive illness. (Lautenschlager et al., 1996) The only controllable risk factor that is known at this point is cigarette smoking. In a large study in Germany smoking cigarettes doubled the risk of dementia in the older population. (Ott et al., 1998) Alzheimer's disease patients can survive for 3-20 or more years. It is not the AD that kills the patient, rather it is diseases of aging and/or inactivity, with pneumonia being the leading cause at 70%. This is followed by heart disease, stroke, and cancer. (Thomas, Starr, & Whalley, 1997) Cultural Differences Race, culture, religion and ethnicity all play a part in how we care for our elderly. Each family makes decisions based on background, experience, expectations, knowledge base, and economics. Most people would like to be able to care for their aging parent or spouse with as little disruption to lifestyle as possible. Alzheimer's Disease, however, is a full time commitment, not just eight hours a day, but "24/7", as the current idiom implies, the patient needs continuous care. Sleep habits are disturbed, wandering is common, medications must be carefully controlled, safety is always important. Home care soon becomes frustrating and exhausting if left to one or two caregivers. When the primary caregiver has his/her own medical needs to see to, is also aged, or is the parent of young children as well, the burden can become overwhelming. In-home care is a possibility as is placement in a live-in facility, but both are expensive alternatives. In California ethnic minorities make up a large part of our population. In the book Culture and Nursing Care: A Pocket Guide, there are characteristics of these groups and generalizations are made about how they care for their elderly. (Lipson, 1996) The following table highlights some of these groups that are represented in the Bay Area. American Indian Status of "elder" begins in middle age.

Edgar Allan Poes Writing Essay -- Literacy Analysis

Often times, authors use specific instances from their lives to produce ideas for stories and incorporate them into his or her works. In the gothic times, dark, threatening, horrific, morbid, depressing, bizarre, bewildering, death and insane are just some words that best describe the popular type of literature at that time. One man’s name can summarize these words, Edgar Allan Poe. He is considered to be one of the greatest obscure American authors/poets whom many literary scholars still try to make heads or tails of. People throughout the history often wondered why Poe’s writings are so fantastically diverse and unusual, why his literary style is dark, and why he has so many supernatural connotations in each of his writings. He displays his tragic life, achievements, and mostly his disappointments which occurred over the course of his life in a series of stories and poems. Edgar Allan Poe's works are not only a product of creative genius, but also a reflection of his countless struggles and devastating personal experiences. These occurrences spawn the themes of untimely death, insanity, and revenge that become the focus of his macabre style of writing. Poe's life experiences have a major influence in his writings, including the use of the nature of death and provocative questions about the afterlife. The favorable reason to his macabre works has been thought to be the result of experiencing the many deaths of his loved ones early in his life. Based on Poe’s works, he believes that the death of a beautiful woman is unquestionably the most poetic topic in the world. For example, in his later poems, most notably, and represents the imaginative repetition of his painful experiences. Jeffrey Scraba, one of the literature critics ... ...oston, Massachusetts: G.K Hall&Co, 1987. N. pag. Print. Medline Plus. U.S. National Library of Medicine, 29 Aug. 2011. Web. 7 May 2012. . Poe, Edgar Allan. The Literature Network. N.p., 2012. Web. 7 May 2012. . Scraba, Jeffrey. "Repetition and Remembrance in Poe's Poerty." Critical Insights The Poetry of Edgar Allan Poe. Ed. Steven Frye. Pasadena California: Salem Press, 2011. 34-46. Print. Stauffer, Donald B. "Style and Meaning in "Ligeia" and "William Wilson"." Critical Essays on Edgar Allan Poe. Ed. Eric W. Carlson. Boston, Massachusetts: G.K Hall&Co, 1987. 115-25. Print. Zlotnick-Woldenberg, Carrie. "Edgar Allan Poe's `Ligeia': An Object-Relational Interpretation." American Journal Of Psychotherapy 53.3 (1999): 403. MasterFILE Premier. Web. 29 Apr. 2012.

Changing social diversity in the United States Essay

As USA is a land of opportunities, millions of people of different origin have migrated to the country and settled there, thus changing the social and cultural diversity of the nation. Children at the young age face problem as they get exposed to two sets of language and culture at school and home. A massive increase in Hispanic population has increased the importance of Spanish language and more businesses related to Spanish have come up. But this Hispanic population has no difficulty in accepting English as their main language. The uniqueness of the immigration is that everybody wants to get integrated into American mainstream. Changing diversity in USA 3 Changing social diversity in the United States As United States is known as the land of opportunities for many decades, millions of people had migrated to this country since long time. It has been mentioned in the website http://www. sedl. org/pubs/sedletter/v12n02/2. html that the make up of the US population has changed so much over the last three decades that the definition of diversity has itself got transformed in the process. It has also been stated that for the first time in the US census held in 2000, individuals were allowed to tick on more than one race in the form. Due to this change in diversity, cultural and socioeconomic factors are now becoming increasingly important while interacting in the society. The website http://www. naeyc. org/about/positions/pdf/psdiv98. pdf deals with the problem children faces in schools due to increased linguistic and cultural diversities. To quote from the above mentioned website, â€Å"At younger ages, children are negotiating difficult transitions between their home and educational settings, requiring an adaptation to two or more diverse sets of rules, values, expectations, and behaviors. † If the child forgets his home language, it may cause disruption in family communication methods. Thus families are facing increasingly complex responsibilities. The website http://knowledge. allianz. com/en/globalissues/demographic_change/gender_diversity/hispanics_integration_us. html states that there has been a massive growth in Hispanic population in the USA and most of them have accepted English as their main language. But the importance of Spanish is also growing as many newspapers have come up in Spanish and Hispanic related businesses are growing in the United States. Changing diversity in USA Reference List 1) Responding to Linguistic and Cultural Diversity Recommendations for Effective Early Childhood Education; in National Association for the Education of Young Children adopted November 1995; Retrieved on 13th March 2009 from the website < http://www.naeyc. org/about/positions/pdf/psdiv98. pdf > 2) A Changing Nation: The Impact of Linguistic and Cultural Diversity on Education by Kathleen Trail ; SED letter Volume XII Number 2 December 2000; Retrieved on 13th March 2009 from the website 3) Ethnic Business in a Changing America, Allianz Knowledge Partner site, published on September 11, 2007; Retrieved on 13th March 2009 from the website < http://knowledge. allianz. com/en/globalissues/demographic_change/gender_diversity/hispanics_integration_us. html >

Consider the business model Essay

The easiest way to start a design is to consider the business model that you sat down with when starting these designs. You now need to recreate that structure in Active Directory using Organizational Units as the building blocks. Create a complete Organizational Unit structure that exactly mirrors your business model as represented by that domain. In other words, if the domain you are designing is the Finance domain, implement the finance organizational structure within the Finance domain. You don’t create the entire organization’s business model within each Organizational Unit; you create only the part of the model that would actually apply to that Organizational Unit. Draw this structure out on a piece of paper. Figure 8-3 shows the Organizational Unit structure of mycorp.com’s domain. We’ve expanded only the Finance Organizational Unit here for the example. Figure 8-3. The Mycorp domain’s internal Organizational Unit structure Once you have drawn an Organizational Unit structure as a template for your Active Directory hierarchy within the domain, you can begin to tailor it to your specific requirements. The easiest way to tailor the initial Organizational Unit design is to consider the hierarchy that you wish to create for your delegation of administration. Two Tier Hierarchies A two tier hierarchy is a design that meets most company’s needs. In some ways it is a compromise between the one and Three Tier hierarchies. In this design there is a Root CA that is offline, and a subordinate issuing CA that is online. The level of security is increased because the Root CA and Issuing CA roles are separated. But more importantly the Root CA is offline, and so the private key of the Root CA is better protected from compromise. It also increases scalability and flexibility. This is due to the fact that there can be multiple Issuing CA’s that are subordinate to the Root CA. This allows you to have CA’s in different geographical location, as well as with different security levels. Manageability is slightly increased since the  Root CA has to be brought online to sign CRL’s. Cost is increased marginally. Marginally speaking, because all you need is a hard drive and Windows OS license to implement an Offline Root. Install the hard drive, install your OS, build your PKI hierarchy, and then remove the hard drive and store it in a safe. The hard drive can be attached to existing hardware when CRLs need to be re-signed. A virtual machine could be used as the Root CA, although you would still want to store it on a separate hard drive that can be stored in a safe. Three Tier Hierarchies Specifically the difference between a Two Tier Hierarchy is that second tier is placed between the Root CA and the issuing CA. The placement of this CA can be for a couple different reasons. The first reason would be to use the second tier CA as a Policy CA. In other words the Policy CA is configured to issue certificates to the Issuing CA that is restricted in what type of certificates it issues. The Policy CA can also just be used as an administrative boundary. In other words, you only issue certain certificates from subordinates of the Policy CA, and perform a certain level of verification before issuing certificates, but the policy is only enforced from an administrative not technical perspective. The other reason to have the second tier added is so that if you need to revoke a number of CAs due to a key compromise, you can perform it at the Second Tier level, leaving other â€Å"branches from the root† available. It should be noted that Second Tier CAs in this hierarchy can, like the Root, be kept offline. Following the paradigm, security increases with the addition of a Tier, and flexibility and scalability increase due to the increased design options. On the other hand, manageability increases as there are a larger number of CAs in the hierarchy to manage. And, of course, cost goes up.