Eckhart Tolle klargör också att kroppen är nyckeln till vår inre ocean av kunskap och vägen till sinnesro.

return super(scope, &block) unless scope == :all

14 Essential Functions of the Human Resource Department Leave a Comment / Blog Contact According to Storey (1995), HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. An efficiently run human resources department can provide your organization with structure and the ability to meet business needs through managing your company’s most valuable resources – its employees. There are several HR disciplines, but HR practitioners in each discipline may perform more than one of the more than six essential functions. In small businesses without a dedicated HR department, it’s possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization. In this article, we will go over the 14 essential Functions of Human Resource departments and explain how they help move the organization forward. These functions are as follows: Human Resource Planning The first function of HR is all about knowing the future needs of the organization. What kind of people does the organization need, and how many? Knowing this will shape the recruitment, selection, performance management, learning and development, and all other HR functions. Human resources planning is similar to workforce planning. Both focus on where the organization is today and what it needs to be successful in the future. Recruitment And Selection Recruitment process outsourcing is the process of captivating, screening, and selecting potential and qualified candidates based on objective criteria for a particular job. The goal of this process is to attract qualified applicants and to encourage the unqualified applicants to opt themselves out. The recruitment and selection process is very important to every organization because it reduces the costs of mistakes such as engaging incompetent, unmotivated, and under-qualified employees. Firing the unqualified candidate and hiring the new employee is again an expensive process. Training and Development Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture. Many HR departments also provide leadership training and professional development. Corporate training may be required of newly hired and promoted supervisors and managers on topics such as performance management and how to handle employee relations matters at the department level. Employer-Employee Relations In a unionized work environment, the employee and labor relations functions of HR may be combined and handled by one specialist or be entirely separate functions managed by two HR specialists with specific expertise in each area. Employee relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict. Labor relations functions may include developing management response to union organizing campaigns, negotiating collective bargaining agreements and rendering interpretations of labor union contract issues. Compensation and Benefits Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll can be a component of the compensation and benefits section of HR; however, in many cases, employers outsource such administrative functions as payroll. Labor Law Compliance Compliance with labor and employment laws is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability. HR staff must be aware of federal and state employment laws such as Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other rules and regulations. Recognition and Rewards Rewards & Recognitions are a way of making employees feel worthy of their work as appreciation serves as the best motivation. recognitions and Rewards can be monetary or non-monetary. A task or goal or performance linked to rewards, and further evaluation and reward is usually the cycle.Rewards could be a sponsored vacation, raise in salary, bonus, performance-based pay. Recognitions could be a higher post, job security, growth opportunities, a good work environment, accolades, and offering credibility across the company. Rewards & Recognitions not only motivates employees but also helps to retain them. Long-term advantages of rewards and recognition are – Rewards and recognitions have a direct impact on attrition rates.Performance can be enhanced through rewards & recognitions.Higher loyalty standards can be established.Better teamwork can be best explored.Absenteeism and negative behavior can be curtailed.Employees are engaged and enjoy their work. Health and safety Health & Safety is a prime HR function in the entire landscape of Human Resource Management. Employees spend most of their time at work and to bring them a safe environment, that is amicable and guarded is the prerogative of the organization. Organizations should consider- Safety and health policies according to industry benchmarks.Safety and health training from time to time.Sexual harassment act for women employees.Health initiatives within the company premises. Companies should focus not only on a plush working environment too. From the health perspective, various drives, seminars and workshops are an undisputed need in the interest of the employees. Free health camps and paid medical insurance policies for employee& family are some of the initiatives companies can engage in for their employee health & safety. Maintaining Good Working Conditions It is the responsibility of the human resource management to provide good working conditions to the employee so that they may like the workplace and the work environment. It is the fundamental duty of the HR department to motivate the employees. The study has been found that employees don’t contribute to the goals of the organization as much as they can. This is because of the lack of motivation. Human resource management should come up with a system to provide financial and non-financial benefits to the employee from the various departments. Employee welfare is another concept which should be managed by HR team. Employee welfare promotes job satisfaction. Administrative Responsibilities Another function of HR is its administrative responsibility. These include personnel procedures and Human Resource Information Systems. Personnel procedures involve the handling of promotions, relocations, discipline, performance improvement, illness, regulations, cultural and racial diversity, unwanted intimacies, bullying, and so on. For each of these situations, policies and procedures need to be developed and followed to successfully comply with the requests, or overcome these challenges. Career/Succession Planning As an HR function, succession planning is an initiative towards monitoring and working an existing employees’ growth path such that he can be promoted within. Companies can identify bright and promising employees inside an organization and work on developing their growth path. Employees who feel assured of a promising work environment within the company will not leave. Companies should work out strategies for individual development, engage employees in grooming and challenging activities to develop them towards a higher role.  Showing employees how their personal ambition can align with the future of the company helps to engage and retain them. For the organization, there are the benefits of better succession planning, higher productivity, and a stronger employer brand. Industrial Relations Industrial Relations as a HR function is primarily practised in manufacturing & production units. Unions rule industrial units with a motive that collectively speaks of the goodwill of the employees. A company in the production & manufacturing domain should have prevalent Industrial Relations practises and should continuously engage in talks with unions to maintain an amicable situation. Industrial Relations aims towards a continuous production process, reducing production time and resource wastage, reduce serious disputes including strikes and protests, better and safer working conditions, meeting wage standards and expectation. Industrial Relations if handled sensitively can avoid lawsuits, protests, walkouts, loss of production time, and money.Unionization is still very prevalent in Europe. In 2015, 92% of employees in Iceland were a member of a union, followed by Sweden (67%), Belgium (55%), Italy (37%), Ireland (27%) and Canada (27%). Maintaining good relations with unions will help to spot and resolve potential conflicts quickly and will also be beneficial in more difficult economic times when layoffs or other actions are required. Performance Management Performance management is essential in ensuring that workers stay productive and engaged. Good performance management involves good leadership, clear goal-setting, and open feedback. Performance management tools include the (bi)annual performance review, in which the employee is reviewed by his/her manager. It also includes 360-degree feedback tools in which peers, managers, subordinates, and sometimes even customers review the employee’s performance. These kinds of tools can be very helpful in providing feedback. Ideally, employees should be reviewed on a 360-degree scale, where peers, subordinates, seniors and even customers offer feedback on an employee’s performance. The performance management system is effective in identifying the gaps in performances that can be filled with training and skill enhancement. Performance management system, in the long run, is a profitable affair. Clear accountabilities, better productivity, reduced conflicts, job satisfaction and enhanced productivity levels all, in the long run, materialize to lesser attrition. Function Evaluation Function evaluation is a more technical role of HR that involves comparing various functions in terms of qualification, the quality, and availability of workers, job location, working times, the economic situation, job responsibility, and how much value this job adds to the organization. The idea behind function evaluation is that similar jobs should be rewarded similarly. There are different ways of internally ranking functions: Ranking Method: a method in which subject matter experts rank functions in terms of how much they contribute to the organization as a whole. Functions are paired and raters have to decide which one is more valuable. This is done with all functions and based on the outcome, a ranking is established. Classification method: jobs can also be classified in different categories using classification methods. In this case, jobs are categorized and then ranked within these categories to come up with a ranking. Categorizations can include education, experience, the degree of specialized skills needed to do the job, the degree to which these skills are in-demand, and so on. Points method: jobs are categorized according to the factors the organization believes contribute most to its success. Points are then awarded to each category for every job. These categories can include key competencies, like problem-solving, technical knowledge, communication and influencing skills, innovative capability, business acumen, and so on. These competencies will differ per organization Personal method: in this method, the job itself is not evaluated but the person doing the job is. Here, employees are rewarded based on their personal skills and competencies. Apart from the above, the HR function involves managing change, technology, innovation, and diversity. It is no longer confined to the culture or ethos of any single organization; its keynote is a cross-fertilization of ideas from different organizations. Periodic social audits of HR functions are considered essential. HR professionals have an all-encompassing role. They are required to have a thorough knowledge of the organization and its intricacies and complexities. The ultimate goal of every HR manager should be to develop a linkage between the employee and the organization because the employee’s commitment to the organization is crucial. The first and foremost role of HR functionary is to impart continuous education to employees about the changes and challenges facing the country in general and their organization in particular. The employees should know about their balance sheet, sales progress, diversification plans, restructuring plans, sharp price movements, turnover, and all such details. The HR professionals should impart education to all employees through small booklets, video films, and lectures. I hope this article helped you in finding out what main purposes do the HR have and you found out ways to accomplish those. All the best!

functions-as-a-service (FaaS)

Why Use Lambda Functions? The power of lambda is better shown when you use them as an anonymous function inside another function. Say you have a function definition that takes one argument, and that argument will be multiplied with an unknown number: def myfunc(n):   return lambda a : a * n Use that function definition to make a function that always doubles the number you send in:

By default, fetch() doesn’t provide a way to intercept requests, but it’s not hard to come up with a workaround. You can overwrite the global fetch method and define your own interceptor, like this

However, in this case you would lose the possibility to render something in between. You are strictly coupled to the higher-order component's render method. If you need to add something in between of the currency components, you would have to do it in the higher-order component. It would be quite similar as you have done it previously by rendering the currency components straight away in the Amount component. If using a render prop component instead, you would be flexible in your composition.

For the sake of completeness, the following code demonstrates that the problem could be solved with a higher-order component (HOC) as well:

However, again you would have to lift state up to the App component in order to pass the amount to the currency components. As you can see, the component composition on its own doesn't help us to solve the problem. That's the point where React's render props pattern comes into play which enhances React's component composition with an important ingredient: a render function.

React guarantees that setState function identity is stable and won’t change on re-renders. This is why it’s safe to omit from the useEffect or useCallback dependency list.

export function A(param: string): void export function A(param: { param: string, otherProp?: string }): void export function A(paramOrObj: string | { param: string, otherProp?: string } = { param: "initial"}): void {

async function createRequest( url: URL | string, { az, queries, ...parameters }: Params & { az: "text" } ): Promise<string>; async function createRequest<R>( url: URL | string, { az, queries, ...parameters }: Params & { az?: "json" } ): Promise<R>; async function createRequest<R>( url: URL | string, { az, queries, ...parameters }: Params ): Promise<R | string> {

    bar: {        (s: string): number;        (n: number): string;    }

the generator and discriminator losses derive from a single measure of distance between probability distributions. In both of these schemes, however, the generator can only affect one term in the distance measure: the term that reflects the distribution of the fake data. So during generator training we drop the other term, which reflects the distribution of the real data.

// If we want to perform an action, we can get dispatch from context. const dispatch = useContext(TodosDispatch);

linear regression function

Note that, three often used transformations can be specified using the argument fun: “log”: log transformation of the survivor function, “event”: plots cumulative events (f(y) = 1-y). It’s also known as the cumulative incidence, “cumhaz” plots the cumulative hazard function (f(y) = -log(y))

Thesurvival function gives,for every time,the probability of surviving(or not experiencing the event) up to that time.The hazard function gives the potential that the event will occur, per time unit, given that an individual has survived up to the specified time.

8.3.2 Business Function A business function is a collection of business behavior based on a chosen set of criteria (typically required business resources and/or competencies), closely aligned to an organization, but not necessarily explicitly governed by the organization. Just like a business process, a business function also describes internal behavior performed by a business role. However, while a business process groups behavior based on a sequence or flow of activities that is needed to realize a product or service, a business function typically groups behavior based on required business resources, skills, competencies, knowledge, etc. There is a potential many-to-many relation between business processes and business functions. Complex processes in general involve activities that offer various functions. In this sense a business process forms a string of business functions. In general, a business function delivers added value from a business point of view. Organizational units or applications may coincide with business functions due to their specific grouping of business activities. A business function may be triggered by, or trigger, any other business behavior element (business event, business process, business function, or business interaction). A business function may access business objects. A business function may realize one or more business services and may be served by business, application, or technology services. A business role may be assigned to a business function. The name of a business function should clearly indicate a well-defined behavior. Examples are customer management, claims administration, member services, recycling, or payment processing. Figure 57: Business Function Notation

In contrast to his concept of a simple circular orbit with a fixed radius, orbitals are mathematically derived regions of space with different probabilities of having an electron.

if i != 0

if i != 0

a val function, all you’re really doing with code like this is assigning a variable name to an anonymous function

val f = (a:Int, b:Int) => a+b

A block of code with one or more case expressions is a legal way to define an anonymous function

To understand his duties to his neighbours, & country, and to discharge with competence the functions confided to him by either.

len

Partial loss-of-func- tion alleles cause the preferential loss of ventral structures and the expansion of remaining lateral and dorsal struc- tures (Figure 1 c) (Anderson and Niisslein-Volhard, 1988). These loss-of-function mutations in spz produce the same phenotypes as maternal effect mutations in the 10 other genes of the dorsal group.

ideologies are systems of beliefwhich:legitimate the class-based system of production by making it appear right and just, and/orobscure the reality of its consequences for those involved.

SVM only cares that the difference is at least 10

ategory consists of objects and arrows that go between them

can easily imagine a culture wherediscourse would circulate without any need for an author. Dis-courses, whatever their status, form, or value, and regardless of ourmanner of handling them, would unfold in a pervasive anonymity.No longer the tiresome repetitions: 'Who is the real author?' 'H

author-function' is tiedto the legal and institutional systems that circumscribe, determine,and articulate the realm of discourses; it does not operate in auniform manner in all discourses, at all times, and in any givenculture; it is not defined by the spontaneous attribution of a textto its creator, but through a series of precise and complex pro-cedures; it does not refer, purely and simply, to an actual individualinsofar as it simultaneously gives rise to a variety of egos and to aseries of subjective positions that individuals of any class may

ight object that thisphenomenon only applies to novels or poetry, to a context of 'quasi-discourse', but, in fact, all discourse that supports this 'author-function' is characterized by the plurality of egos. In a

ave a different bearing on texts with an author and 23on those without one. In the latter, these 'shifters' refer to a realspeaker and to an actual deictic situation, with certain exceptionssuch as the case of indirect speech in the first person. When dis-course is linked to an author, however, the role of 'shifters' is morecomplex and variable. It is well known that in a novel narrated inthe first person, neither the first person pronoun, the presentindicative tense, nor, for that matter, its signs of localization referdirectly to the %vriter, either to the time when he wrote, or to thespecific act of writing; rather, they stand for a 'second self whosesimilarity to the author is never fixed and undergoes considerablealteration within the course of a single book. It

First, they are objects of appropriation; the form of propertythey have become is of a particular type whose legal codificationwas accomplished some years ago. It is important to notice, aswell, that its status as property is historically secondary to thepenal code controlling its appropriation. Speeches and books wereassigned real authors, other than mythical or important religiousfigures, only when the author became subject to punishment andto the extent that his discourse was considered transgressive. Inour culture - undoubtedly in others as well - discourse was notoriginally a thing, a product, or a possession, but an action situatedin a bipolar field of sacred and profane, lawful and unlawful, reli-gious and blasphemous. It was a gesture charged with risks longbefore it became a possession caught in a circuit of property values.But it was at the moment when a system of ownership and strictcopyright rules were established (toward the end of the eighteenthand beginning of the nineteenth century) that the transgressiveproperties always intrinsic to the act of writing became the force-ful imperative of literature. It is as if the author, at the momenthe was accepted into the social order of property which governsour culture, was compensating for this new status by revivingthe older bipolar field of discourse in a systematic practice of trans-gression and by restoring the danger of writing which, on anotherside, had been conferred the benefits of property

nsequently, we cansay that in our culture, the name of an author is a variable thataccompanies only certain texts to the exclusion of others: a privateletter may have a signatory, but it does not have an author; acontract can have an underwriter, but not an author; and, similarlyan anonymous poster attached to a wall may have a writer, buthe cannot be an author. In this sense, the function of an author isto characterize the existence, circulation, and operation of certaindiscourses within a society

We can conclude that, unlike a proper name, which moves fromthe interior of a discourse to the real person outside who producedit, the name of the author remains at the contours of texts -separating one from the other, defining their form, and character-izing their mode of existence. It points to the existence of certaingroups of discourse and refers to the status of this discourse withina society and culture. The author's name is not a function of aman's civil status, nor is it fictional; it is situated in the breach,among the discontinuities, which gives rise to new groups of dis-course and their singular mode of existence. C

The name of an author poses all the problems related to thecategory of the proper name. (Here, I am referring to the work ofJohn Searle,3 among others.) Obviously not a pure and simplereference, the proper name (and the author's name as well) hasother than indicative functions. It is more than a gesture, a fingerpointed at someone; it is, to a certain extent, the equivalent of adescription. When we say 'Aristotle', we are using a word thatmeans one or a series of definite descriptions of the type: 'theauthor of the Analytics', or 'the founder of ontology', and so forth.Furthermore, a proper name has other functions than that of sig-nification: when we discover that Rimbaud has not written LaChasse spirituelle, we cannot maintain that the meaning of theproper name or this author's name has been altered. The propername and the name of an author oscillate between the poles ofdescription and designation, and, granting that they are linked towhat they name, they are not totally determined either by theirdescriptive or designative functions. Yet - and it is here that thespecific difficulties attending an author's name appear - the linkbetween a proper name and the individual being named and the linkbetween an author's name and that which it names are not iso-morphous and do not function in the same way; and these dif-ferences require clarification.

It is obviously insufficient to repeat empty slogans: the authorhas disappeared; God and man died a common death. Rather, weshould re-examine the empty space left by the author's disappear-ance, we should attentively observe, along its gaps and fault lines,its new demarcations, and the reapportionment of this void; weshould await the fluid functions released by this disappearance.In this context we can briefly consider the problems that ari

Another thesis has detained us from taking full measure of the 17author's disappearance. It avoids confronting the specific event thatmakes it possible and, in subtle ways, continues to preserve theexistence of the author. This is the notion of icriture. Strictlyspeaking,.it should allow us not only to circumvent references toan author, but to situate his recent absence. The conception oficriture, as currently employed, is concerned with neither the actof writing nor the indications, as symptoms or signs within a text,of an author's meaning; rather, it stands for a remarkably profoundattempt to elaborate the conditions of any text, both the conditionsof its spatial dispersion and its temporal deployment

en now, when we studythe history of a concept, a literary genre, or a branch of philo-sophy, these concerns assume a relatively weak and secondaryposition in relation to the solid and fundamental role of an authorand his works

If “form follows function,” then it is imperative that your attention be on the function and not the form. What is the Function which you see as the unfolding of daily activities? It is the unfolding of Your Being, identifying and fulfilling Itself as Itself. Activity, money and profit are all aspects of that identification. Money—income—is not the end goal of it all. Every aspect of your day identifies your Being, and not any one is more important or less important than another. Work does not generate income. Being generates work and income and leisure and growth. Yet, not any one of these things exist for their own independent purpose or identity. They identify Being, and Being is the Alpha and Omega—that which is and is identifying Itself completely and successfully. It is the flow of Being which is the Function. It is identified by the forms which constitute your daily activities. Your need is to identify yourself as Being and not as form.

Remember that every activity, and every apparent result of that activity in your daily affairs, does not constitute a cause and effect at all. More properly, it is the apparent activities and their apparent results that constitute the “effect” or “form” that follows the Function that is You, Your Being.

Every aspect of your day identifies your Being, and not any one is more important or less important than another. Work does not generate income. Being generates work and income and leisure and growth. Yet, not any one of these things exist for their own independent purpose or identity. They identify Being, and Being is the Alpha and Omega—that which is and is identifying Itself completely and successfully. It is the flow of Being which is the Function. It is identified by the forms which constitute your daily activities. Your need is to identify yourself as Being and not as form.

PAUL: What is the function of Substance? RAJ: Its function is congruency, integrity, confluency, and inseparable Oneness, the inviolable substantiality of Infinity, of Reality. It is the constituting indivisibility of Conscious Being. It is the Absolute Law of the intelligent, harmonious blending of the infinite manifestations which constitute the experience of being as Conscious Being. Substance is Omnipotence. There is nothing passive, whatsoever, about it. It is the adhesion, cohesion, and attraction which constitute the immutable orderliness of the Totality of Being.

PAUL: How does Substance function? RAJ: It functions by being the omnipresent omniaction of Being. The substance of Mind is Consciousness. The substance of Truth is Principle. The substance of Principle is Intelligence/Law. The substance of Soul is Love. The substance of Love is Life. And the substance of Life is Mind.

A function can have multiple parameters or no parameters at all. In the following example, makeNoise does not list any parameter names, whereas power lists two:

an objective set for the Sprint that can be met through the implementation of Product Backlog. It provides guidance to the Development Team on why it is building the Increment. It is created during the Sprint Planning meeting. The Sprint Goal gives the Development Team some flexibility regarding the functionality implemented within the Sprint. The selected Product Backlog items deliver one coherent function, which can be the Sprint Goal. The Sprint Goal can be any other coherence that causes the Development Team to work together rather than on separate initiatives.

If the Riemann hypothesis is true, Im tn = 0 for all n, and the function f(u), constructed from the primes, has a discrete spectrum; that is, the support of its Fourier transform is discrete. If the Riemann hypothesis is false, this is not the case. The frequencies tn are reminiscent of the decomposition of a musical sound into its constituent harmonics. Therefore there is a sense in which we can give a one-line nontechnical statement of the Riemann hypothesis: "The primes have music in them."

Functions of case briefing A. Case briefing helps you acquire the skills of case analysis and legal reasoning. Briefing a case helps you understand it. B. Case briefing aids your memory. Briefs help you remember the cases you read (1) for class discussion, (2) fo r end-of-semester review for final examinations, and (3) for writing and analyzing legal problems.

As birds are born to fly, horses to run, and wild beasts to show fierceness, so to us peculiarly belong activity and sagacity of understanding