Challenges and Opportunities to Chinas Banking Industry

Challenges and Opportunities to Chinas Banking Industry The banking industry in China has the platform for future growth opportunities but often come with strategic challenges. ACMR-IBISWorld forecasts that in the five years through 2021, total assets of the Commercial Banking industry in China will increase at an average rate of 11.9% per year, to $48.2 trillion by the end of 2021.1 Industry revenue is forecast to grow at an average rate of 5.4% per year to $818.5 billion in 2021.1 China has become the target of many foreign banks and financial institutions as a result of its huge market size. Other reasons include continuous deregulation, WTO commitments and the improving market conditions with strong fundamentals. However, there are also several main challenges that obstruct the industrys growth. Opportunities Opening Requirement: According to the China Banking Regulatory Committee, foreign banks accounted for barely 2.3% of total commercial bank assets at the end of the third quarter of 2012.1 However, in order for China to meet its World Trade Organization (WTO) accession commitments, they are required to further open its banking sector to foreign banks. The easing of restrictions provide an opportunistic window for foreign banks to grow or enter the market. Deregulation: Beginning in 2003, China has begun to allow qualified foreign banks to offer RMB banking services to Chinese enterprises. In addition, some restrictions on geographic distribution and foreign exchange services offered by foreign banks have been lifted. Banking services have been opened to overseas banks in 13 cities, up from only 2, Beijing and Shanghai, before Chinas WTO entry.1 Innovation: In 2006, China officially opened its banking sector allowing foreign banks to conduct RMB business, removing geographical and client restrictions.1 In 2009, new development opportunities for commercial banks opened up which led to many changes in terms of competition, technologies, product diversification and industry profitability. As a result, domestic banks face increasing pressure to upgrade operations management, internal controls and product and service innovation. Banks with a technological edge or process driven technology can begin creating a strategic opportunity to gain the competitive advantage and market share in China. Challenges Governmental Barrier to Entry: The banking industry in China is known to have high levels of regulation and policy. For companies looking to enter the China market, the requirements for obtaining a license in order to operate as a commercial bank in China are set up through the Financial License Management Rules and approved by the China Banking Regulatory Commission (CBRC).1 In addition, Commercial banks in China are subject to the supervision of, and regular inspections by, the CBRC. In general, the application for preparing the establishment of a new branch by a policy bank, a wholly state-owned commercial bank or a joint-stock commercial bank shall be filed with and reviewed by the CBRC provincial office in the province where the proposed branch is to be established, and shall be subject to the final approval by the CBRC headquarters. Competition: Given the strict government controls and the high level of intervention in the industry, prices are quite regulated and product innovation and diversity are not the main basis for competition. In general, the approval requirements for new products are very strict. They are often the subject of complicated approval processes and lengthy approval times, and as a result are not main competitive factors. Chinas banking industry brings heavy competition as commercial banks generally offer similar products at similar prices providing difficult to gain a competitive advantage. Relationships: In China, the biggest competition has focused on client relationships with large customers, an important part of the business environment.1 Relationships are usually found using guanxi which is a combination of developing personal connections with customers as well as a network of close contacts.2 Given the low level of product diversification and similarity in services and prices, banks compete for specific and often the same customers in hopes of developing long-term relationships.

Personal Narrative - My Real Father Essay -- Personal Narrative Writin

My Real Father "Never forget the past†¦because it may haunt you forever. Regret all the bad things†¦cherish the good things. Look ahead always†¦but don't let the bad things from the past get in your mind." As a young child, there were so many incidents in my life that made me become the person I am today. There were rough times as well as good times. If I were to tell you all of them, I would remember half of them. I think some of my incidents really had some impact, and some were just simple ways of life. To tell you the truth, the incident that had the most impact on me has to be when my real father left me at the age of three. I never knew my father. I mean being a baby, you really have no experience or recognition of somebody else. My mother got pregnant at eighteen years of age. From what I was told, she knew my real father well enough that she wanted a child from him. As a result, she gave birth to me in April of 1981. She was so happy and glad for having her first child. My mother informed me that in the beginning she and my father lived well and tried their best to raise me. As time passed, my father was always drunk and cared less about anything. If I was sick, he never went out to buy me medicine or took care of me. He would just be drinking and complain about everything. My mother realized she was tired of him. He wasn’t good for anything. As my mother told me, he’d come from work and get into arguments and sometimes beat up on her. When it came to that point of physical abuse, she had enough of him. One day, he got into a big fight with my mom. He nearly destroyed the apartment where we lived. That night, he went to a bar and got drunk. My mother told him to never come back. Days passed and he never returned. H... ... my mother never mentioned my real father again. It’s like when we began talking about him, we just talked about the coward he was. In retrospect, now that I matured, I really don’t think about my real dad. He was just a stranger to me. I’m very proud of myself for being the type of person I wanted. I know at some point, I feel that my real dad wonders how I’m doing. I really don’t miss him at all. I mean I was able to grow up, go to school, and mature. I wish he knew where I’m at. I have all my needs, a nice step-father, a mother, shelter, food and clothing. I’m in college and at the same time working. That’s why I think for what happened in the past, I put it behind me and moved on with my life. Now, I look ahead for the future. I want to be success. I want to help my parents with money. Regardless of my past incident, I always look ahead and never turn back.

Compensation Management Essay

Compensation Management is an integral part of the management of he organization. Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. It may achieve several purposes assisting in recruitment, job performance, and job satisfaction. It is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. It is a tool used by management for a variety of purposes to further the existence and growth of the company. It may be attuned according to economic scenario, the business needs, goals, and available resources. Compensation Management contributes to the overall success of the organization in several ways. To be effective, the managers must appreciate the value of competitive pay, their human resources, and have an investment view of payroll costs. We want to maintain pay levels that attract and retain quality employees while recognizing the need to manage payroll costs. The increasing competitiveness of the labour market and turnover of employees had resulted in nightmare in compensation planning. Apart from this, the growing demands of the employees and competitive salaries offered by multinational companies had almost resulted in a compensation war in certain industries. Therefore, the human resources managers and tax experts have to evolve proper compensation planning for High end and qualified employees. The components of compensation have to be devised in such a way that, it focuses on the growing demands of employees while retaining the competitiveness and profitability of the company. Compensation management, also known as wage and salary administration, remuneration management, or reward management, is concerned with designing and implementing total compensation package. The traditional concept of wage and salary administration emphasised on only determination of wage and salary structures in organisational settings. Pay is a difficult topic of conversation in most organizations. In fact, the topic is altogether taboo in many workplaces. It simply isn’t discussed unless absolutely necessary. And, when it is necessary, such as when a pay raise (or lack of one) must be xplained to an employee, many managers find themselves at a loss for words. As the dreaded date of such a discussion approaches, managers may begin checking their sick time banks to see if they can disappear for a day or two. While it may be a touchy subject, pay is a critical factor in the work lives of employees. Jobs are accepted or rejected based in part on starting salary and the opportun ity for future increases in pay. Employees compare their pay to that of others in the same line of work. They constantly compare their pay level to their level of contribution, trying to determine whether the ratio of give and receive is a fair one. While it may not be a frequent topic of open discussion, employees think about pay often. Components of compensation:- Basic wages/Salaries:- These refer to the cash component of the wage structure based on which other elements of compensation may be structured. It is normally a fixed amount which is subject to changes based on annual increments or subject to periodical pay hikes. Wages represent hourly rates of pay, and salary refers to the monthly rate of pay, irrespective of the number of hours put in by the employee. Wages and salaries are subject to the annual increments. They differ from employee to employee, and depend upon the nature of job, seniority, and merit. Dearness allowance:- The payment of dearness allowance facilitates employees and workers to face the price increase or inflation of prices of goods and services consumed by him. The onslaught of price increase has a major bearing on the living conditions of the labour. The increasing prices reduce the compensation to nothing and the money’s worth is coming down based on the level of inflation. The payment of dearness allowance, which may be a fixed percentage on the basic wage, enables the employees to face the increasing rices. Incentives:- Incentives are paid in addition to wages and salaries and are also called ‘payments by results’. Incentives depend upon productivity, sales, profit, or cost reduction efforts. There are: (a) Individual incentive schemes, and (b) Group incentive programmes. Individual incentives are applicable to specific employee performance. Where a given task demands group efforts for completion, incentives are paid to the group as a whole. The amount is later divided among group members on an equitable basis. Bonus:- The bonus can be paid in different ways. It can be fixed percentage on the basic wage paid annually or in proportion to the profitability. The Government also prescribes a minimum statutory bonus for all employees and workers. There is also a bonus plan which compensates the Managers and employees based on the sales revenue or Profit margin achieved. Bonus plans can also be based on piece wages but depends upon the productivity of labour. Non-monetary benefits:- These benefits give psychological satisfaction to employees even when financial benefit is not available. Such benefits are: (a) Recognition of merit through certificate, etc. (b) Offering challenging job responsibilities, (c) Promoting growth prospects, (d) Comfortable working conditions, (e) Competent supervision, and (f) Job sharing and flexi-time. Commissions:- Commission to Managers and employees may be based on the sales revenue or profits of the company. It is always a fixed percentage on the target achieved. For taxation purposes, commission is again a taxable component of compensation. The payment of commission as a component of commission is practised heavily on target based sales. Depending upon the targets achieved, companies may pay a commission on a monthly or periodical basis. Mixed plans:- Companies may also pay employees and others a combination of pay as well as commissions. This plan is called combination or mixed plan. Apart from the salaries paid, the employees may be eligible for a fixed percentage of commission upon achievement of fixed target of sales or profits or Performance objectives. Nowadays, most of the corporate sector is following this practice. This is also termed as variable component of compensation. Piece rate wages:- Piece rate wages are prevalent in the manufacturing wages. The laborers are paid wages for each of the Quantity produced by them. The gross earnings of the labour would be equivalent to number of goods produced by them. Piece rate wages improves productivity and is an absolute measurement of productivity to wage structure. The fairness of compensation is totally based on the productivity and not by other qualitative factors. Fringe benefits:- Fringe benefits may be defined as wide range of benefits and services that employees receive as an integral part of their total compensation package. They are based on critical job factors and performance. Fringe benefits constitute indirect compensation as they are usually extended as a condition of employment and not directly related to performance of concerned employee. Fringe benefits are supplements to regular wages received by the workers at a cost of employers. They include benefits such as paid vacation, pension, health and insurance plans, etc. Such benefits are computable in terms of money and the amount of benefit is generally not predetermined. The purpose of fringe benefits is to retain efficient and capable people in the organisation over a long period. They foster loyalty and acts as a security base for the employees. Profit Sharing: – Profit-sharing is regarded as a steppingstone to industrial democracy. Profit-sharing is an agreement by which employees receive a share, fixed in advance of the profits. Profit-sharing usually involves the determination of an organisation’s profit at the end of the fiscal year and the distribution of a percentage of the profits to the workers qualified to share in the earnings. The percentage to be shared by the workers is often predetermined at the beginning of the work period and IS often communicated to the workers so that they have some knowledge of their potential gains. To enable the workers to participate in profit-sharing, they are required to work for certain number of years and develop some seniority. The theory behind profit-sharing is that management feels its workers will fulfill their responsibilities more diligently if they realise that their efforts may result in higher profits, which will be returned to the workers through profit-sharing. Approaches of compensation management There are 3P approach of developing a compensation policy centered on the fundamentals of paying for Position, Person and Performance. Drawing from external market information and internal policies, this program helps establish guidelines for an equitable grading structure, determine capability requirements and creation of short and long-term incentive plans. The 3P approach to compensation management supports a company’s strategy, mission and objectives. It is highly proactive and fully integrated into a company’s management practices and business strategy. The 3P system ensures that human resources management plays a central role in management decision making and the achievement of business goals. Paying for position Paying for person Paying for performance Because it is so important to employees, the issue of pay deserves to be clearly addressed. In spite of their hesitance, managers are capable of dealing with this sometimes difficult issue in a professional and effective manner. By keeping the following basic points about pay in mind, they can address virtually any pay-related topic with their employees in a professional and productive manner. Specificity is Key Pay is a topic with many different shades and a variety of implications. Whenever approaching the subject, it is important to work out the details beforehand so that specifics can be clearly communicated. For the manager, this means that the increase amount is nailed down before discussing a promotion with an employee. No chance of misunderstanding or false expectations can be permitted. Far too often, managers are apt to discuss generalities. â€Å"It will mean a good increase. † What exactly does that mean in terms of the employee’s monthly budget? If care is not taken here, good news can become the source of conflict and resentment. By the same token, if asked for a raise, the manager should request that the employee suggest a specific number that he believes reflects his value. Once the employee provides that number, the manager can do his homework and decide what, if anything can be done. The employee can then be given a definitive response. Pay is Relative What one employee considers a fantastic increase maybe an insult to another? Each individual has a unique set of creativity and competencies. Pay should be based on the performance, position and the competencies/skills the person is having. Pay is Not Created Equal Various forms of pay have different purposes. The two most common forms of direct cash compensation in most companies are base pay and bonus. Base pay is the annual salary or hourly wage paid to an employee given the job he holds, While bonus is typically (or at least should be) rewarded based on the achievement of a goal of the organization. Discussions about bonus payments should be as specific as possible. This is the opportunity to point out particular accomplishments that contributed to overall team or company success. Even if the bonus is paid to all employees based on a simple overall company profit target, the manager should use the opportunity to point out specifically how individual employees helped achieve that target. Distributing bonus checks presents a unique motivational opportunity for a manager. Handing money to an employee while discussing actions and behaviors he would like to see repeated, creates a powerful link between performance and reward. Discussions about base pay increases can be a bit different. Most companies claim to link their annual base pay increases to performance. In reality, however, base pay decisions take into account a variety of factors, including the relative pay of others in the same job, the company’s increase budget, market practices and where the individual falls within his pay range. Even when performance is a factor, the manager is faced with the difficult task of evaluating an entire year’s worth of activity and then categorizing it according to the percentage increase options allowed by the budget. It becomes very difficult to pinpoint specific employee actions or accomplishments as the reason for the increase. For these reasons, it’s appropriate for the discussion about base pay increases to be more general and balanced. Both strengths and weaknesses of the employee should be addressed. The actual increase is then based on an overall assessment, as opposed to a link with one or two specific outcomes. Any other factors that impact the increase percent, such as budget or pay range should be openly discussed as well. Development of a Compensation Philosophy All organizations pay according to some underlying philosophy about jobs and the people who do them. This philosophy may not be in writing, but it certainly exists. Pay maybe treated in a formal and structured manner at one company. At another, any appearance of structure is intentionally avoided so that decisions can be made arbitrarily. Either way, the approach taken reflects a fundamental belief about people, motivation and management. Before an organization actually develops a compensation plan, there are several questions that need to be answered. Taking the time to consider and answer these questions will make the both the process of developing and administering a compensation plan much easier and will result in the development of a compensation plan that more closely matches the organization’s goals and objectives. Managers often want to view each individual as a separate case. It is important to understand, however, that employees operate within a compensation system. A manager is wise to take the time to learn as much as possible about his company’s compensation system.

manometry Essay Example

manometry Essay Example manometry Essay manometry Essay Patient Information on Anorectal Manometry What is anorectal manometry? Anorectal manometry is a test performed to evaluate patients with constipation or fecal incontinence. This test measures the pressures of the anal sphincter muscles, the sensation in the rectum, and the neural reflexes that are needed for normal bowel movements. PREPARATION FOR THE PROCEDURE Give yourself one or two [emailprotected] enemas 2 hours prior to your study. You can purchase the Fleet enema from a pharmacy or supermarket. You should not eat anything during the two hours prior to the procedure. If you are diabetic, this may involve adjusting your diabetic medications. You may take regular medications with small sips of water at least 2 hours prior to the study. THE PROCEDURE The test takes approximately 30 minutes. You will be asked to change into a hospital gown. A technician or nurse will explain the procedure to you, take a brief health history, and answer any questions you may have. The patient then lies on his or her left side. A small, flexible tube, about the size of a thermometer, with a balloon at the end is inserted into the rectum. The catheter is connected to a machine that measures the pressure. During the test, the small balloon attached to the catheter may be inflated in the rectum to assess the normal reflex pathways. The nurse or technician may also ask the person to squeeze, relax, and push at various times. The anal sphincter muscle pressures are measured during each of these maneuvers. To squeeze, the patient tightens the sphincter muscles as if trying to prevent anything from coming out. To push or bear down, the patient strains down as if trying to have a bowel movement. Two other tests may be done: first, an anal sphincter electromyography (EMG), a test to evaluate the nerve supply to the anal muscle; second, measurement of the time it takes to expel a balloon from the rectum. After the examination, you may drive yourself home and go about your normal activities. Anal Sphincter EMG Anal sphincter electromyography (EMG) is recorded with a small plug electrode placed in the anal canal. The patient then is asked to relax, squeeze and push at different times. The anal sphincter muscle electrical activity is recorded and displayed on a computer screen. Anal sphincter EMG confirms the proper muscle contractions during squeezing and muscle relaxation during pushing. In people who paradoxically contract the sphincter and pelvic floor muscles, the tracing of electrical activity increases, instead of decreasing, during bearing down to simulate a bowel movement (defecation). Normal anal EMG activity with low anal squeeze pressures on manometry may indicate a torn sphincter muscle that could be repaired. Balloon Expulsion Test For this procedure, a small balloon is inserted into the rectum and then inflated with ater. The patient goes to the bathroom and tries to defecate (expel) the small balloon from the rectum. The amount of time it takes to expel the balloon is area. What can be learned from anorectal manometry? The anal and rectal area contains specialized muscles that are helpful to regulate proper passage of bowel movements. Normally, when stool enters the rectum, the anal sphincter muscle tightens to prevent passage of stool at an inconvenient time. If this muscle is weak or does not contract in a timely way, incontinence (leakage of stool) may occur. Normally, when a person pushes or bears down to have a bowel movement, the anal sphincter muscles relax. This will cause the pressures to decrease allowing evacuation of stool. If the sphincter muscles tighten when pushing, this could contribute to constipation. Anal manometry measures how strong the sphincter muscles are and whether they relax as they should during passing a stool. It provides helpful information to the doctor in treating patients with fecal incontinence or severe constipation. There are many causes of fecal incontinence. Weak anal sphincter muscles or poor ensation in the rectum can contribute to fecal incontinence. If these abnormalities are present, they can be treated. Biofeedback techniques using anal manometry and special exercises of the pelvic floor muscles can strengthen the muscles and improve sensation. This can help treat fecal incontinence. There are many causes of constipation. Some involve sluggish movement through the whole colon, whereas others involve the anal sphincter muscles. In some patients with constipation, the anal sphincter muscles do not relax appropriately when bearing down or pushing to have a bowel movement. This abnormal muscle function may cause a functional type of obstruction. Muscles that do not relax with bearing down can be retrained with biofeedback techniques using anal manometry. Risks of Anorectal Manometry Anorectal manometry is a safe, low risk procedure and is unlikely to cause any pain. Complications are rare: it is possible that a perforation (tearing) or bleeding of the rectum could occur. Equipment failure is a remote possibility. If you are allergic to latex, you should inform the nurse/technician before the test so that a latex free balloon can be used.

3 Answers to Questions About Capitalization

3 Answers to Questions About Capitalization 3 Answers to Questions About Capitalization 3 Answers to Questions About Capitalization By Mark Nichol Here are my responses to readers about questions regarding whether to use uppercase or lowercase letters in certain contexts. 1. Would you write, â€Å"I study algebra,† or â€Å"I study Algebra†? â€Å"I’m enrolled in algebra II,† or â€Å"I’m enrolled in Algebra II†? Is the following sentence correct? â€Å"The school offers algebra, French, physics, Spanish, Geometry, and english.† When you refer to an academic subject, write, for example, â€Å"I study algebra.† (Capitalize only names of languages and other proper nouns.) However, when the reference is to a course in which an academic subject is taught, write, for example, â€Å"I’m enrolled in Algebra II.† The terms in this revision of your final sample sentence are styled correctly: â€Å"The school offers algebra, French, physics, Spanish, geometry, and English.† See also the first item in this post. 2. One of our counties considers itself â€Å"the birthplace of prohibition.† My question is whether prohibition should be capitalized. I’ve seen it done that way before but can’t remember if it may have been only in the context of references to the era or the Eighteenth Amendment.† When referring to the principle rather than the era or the legislation, I’d lowercase the word: â€Å"The nonpartisan organization focused on the single issue of prohibition.† But in reference to the specific US government policy during the 1930s (or any other similar official policy in another country), capitalize the term. And if the county actually markets itself with the slogan â€Å"The Birthplace of Prohibition,† acknowledge that epithet by writing, â€Å"The county considers itself the ‘Birthplace of Prohibition’†). 3. What are the rules for saying something starts with a capital letter? Which one is correct: â€Å"The word God has a capital G,† or â€Å"The word God has a capital g†? No resource I know of refers to this specific point about naming a letter as a letter, so in this case I must defer to usage. â€Å"The word God has a capital G† may seem redundant, but that’s the prevailing style. Otherwise, when the reference is not specifically to an uppercase letter, the lowercase form should be used. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:15 Terms for Those Who Tell the FutureBroadcast vs Broadcasted as Past FormPreposition Mistakes #3: Two Idioms

Computer Science Information System Essay Example | Topics and Well Written Essays - 750 words

Computer Science Information System - Essay Example Solution: This system provides with user inputs to a large variety of questions to analyze their needs and future goals to get them the best they desire. Constant monitoring is a very important activity. Solution: They will be able to understand their system change requirements to cater better services to the members and win satisfaction and performance in the competitive market to give everyone the best service possible. Description: The primary system has the main process called the DSS system for fitness center. The users enquire the systems as for their requirements and get the answers relevant to their plans. The questions and answers are stored in a data store and the DSS system accesses it to retrieve the respective ones. The fitness experts do keep their info and the knowledge of the members with regard to their plans and performance. The databases include the 'general questions and answer', 'user info', 'fitness consultant info' and 'Company services list and eligibility criteria'. The main purpose of the DSS system to the management is to get the regular or periodic feedbacks about the system and also about the member's interests. It helps them in preparing an appropriate marketing strategy to bring in more customers and create a brand in the

Instrument Selection Report Assignment Example | Topics and Well Written Essays - 1000 words

Instrument Selection Report - Assignment Example Overview of Learning Scenario A learning scenario is a prioritized description of a situation in learning, which is independent of any underlying pedagogical approach. The scenario describes an organization with the aim of ensuring the appropriation of precised set of skills, competence, and knowledge. The learning scenario in this case is a practical learning scenario. A practical learning scenario consists of descriptions followed by respective questions although the scenario could develop in stages with each stage having at least one question (Shepherd, 2011 ). Information may be presented with the use of various media elements such as texts but the described situation has to be relevant and realistic. In theory, various formats of questions could be employed in order to challenge learners about the situation being learned including the simple multi-choice questions. Any of the various theory formats are meant to determine the abilities of students in their capacity to answer vari ous forms of questions (Lejeune A., 2004). Learning Objectives In this learning scenario, the learning objectives involve the determination of the ability of students to answer various forms of questions. The objective includes expectations that lie within the outcome of the education program. The paper will establish the capacities that students have in handling questions in different forms as part of their assessment program within a practical learning scenario (Shepherd, 2011 ). Analyzed Tool The American Psychological Association (2013) provides information on a code prepared by a joint committee for testing practices as a way of ensuring that there is enough observation of fairness among test takers in education. Code of Fair Testing Practices provides guidance in the development and selection of tests. It also provides guidance in the administration and score determination in tests and goes to an extent of ensuring good reporting and interpretation of test results in order to keep the test takers fairly informed. The code ensures fairness in test taking and provides grounds for the test takes to view their test results positively in terms of fairness. Various tools of assessing students in the practical learning scenario include concept maps, concept tests, knowledge surveys, exams, oral presentations, poster presentations, peer review, portfolios, rubrics, and written reports. The assessment of students in a learning scenario can be done with the use of any of these ten assessment tools. Concept maps involve diagramming techniques in which case students are assessed on how well they can see pictures. This kind of assessment could also include the way students can interpreted elements in such pictures as well as such maps (Numeracy Infusion Course for Higher Education , 2013). The concept map involve a diagram made of hierarchical nodes, which are labeled with concepts with the nodes linked using directional lines, and elements arranged from a general to specific scope. Students are assessed on how best they can link elements within the conceptual map (Numeracy Infusion Course for Higher Education , 2013). Concept tests involve conceptual questions that are based on multiple choices. These questions are mainly useful in the context of large classes in terms of student number. This technique is mainly used in lecture settings where the instructor may decide