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Different Bonds, Shares, Options, Mutual Funds - Stocktrack Assignment

Essays on Different Bonds, Shares, Options, Mutual Funds - Stocktrack Assignment ï » ¿Different Bonds, Shares, Options, Mutual Funds - Stocktrack Table of Contents This paper discusses about Stocktrack portfolio. Different bonds, shares, options, mutual funds were invested and the result is being discussed. (Lessons learnt from 25 years of trading) Introduction $1,000,000 were invested in different stocks ranging from Bonds, shares, options, mutual funds, ETFs and Futures. Investment was made from January, 2011 to April, 2011.I have to invest these amounts through stocktrack.com which is a simulation website for investment in stock exchanges. (Anon., n.d.) After performing analysis of different stocks I have identified the following: 1. Best performing investments during that period 2. Worst performing investments during that period 3. Performance of Financial versus Non Financial Institutions. I will discuss them one by one with the analysis as required. (Lessons learnt from 25 years of trading) Best performing investments I have ranked performance of my stocks in terms of cumulative returns by the Companies. The analysis of these companies is also presented in terms of return per share and percentage of return on Investment. (some lessons learnt) Stocks The best performing investment in my portfolio is Yamana Gold Inc. (AUY) which was purchased at the price of $11.91 and was sold at $13.30 per share. Investment was made in 1660 shares and total return worked out to $2,307.40. 11.66% is the return in terms of total investment made. . (What is Stocktrack) The basis for increase in the prices of Yamana Gold was that the gold prices in the international market were increased between January to April, which resulted improved the performance of Yamana Gold and resulted as a reason of better returns to the investors. 2nd best performer in my portfolio is Netflix Inc (NFLX) for which I purchased 90 shares at the price of $219 and sold it for $234.86 resulting in the gain of $15.86 per share which is the highest per share return from any share in my portfolio. Therefore total return comes out to $1,427.40. 7.24% is the rate of return on the said investment. (What is Stocktrack) The main reason for increase in the prices of Netflix Inc is that some of the films which were released by Netflix Inc got very good response in the box office giving company high returns and therefore the prices of shares also shown good increase. (Lessons learnt from 25 years of trading) 3rd best performer was Chevron Corp (CVX). Total trading in this scrip was 100 shares. Total profit realized from this scrip $1,257 which is 3rd in terms of total profit and 2nd in terms of earning per share. 12.93% is the total return on the investment. . (What is Stocktrack) The rise in international oil prices was the primary cause of Chevron Corp.’s profit. Mutual Fund The best performance in terms of return was given by Fidelity Low-Priced Stock Fund which gives cumulative return of $1,668.32 making it $1.33 per share and 3.34% in terms of return on investment. 2nd best performer in mutual fund was Matthews China Fund (MCHFX) which gave total return of $1,066.35 which makes it $0.63 per share and 2.13% was the return from total investment made in this mutual fund. (What is Stocktrack) Worst performing investments Worst performing investments are ranked on the cumulative losses incurred by these investments. Other analysis presented for these investments are per share losses and the total losses in term of percentage of total investment made. (Lessons learnt from 25 years of trading) American International Group (AIG) is the investment in which I have sustained the highest loss. Total loss incurred by AIG amounts to $3,756.25 which is worked out to $6.01 per share and 14.83% is the percentage of loss as expressed in comparison with total investment. Recent recession hit badly the stocks related to financial sector therefore AIG also got a downturn and the resultant losses were transferred to share holders in the form of no return so the share prices also decreased. (Lessons learnt from 25 years of trading) Sony Corp (SNE) is 2nd worst performer in our portfolio. Total loss sustained by this investment amounts to $2,822.40 and $5.04 is the loss per share. This investment has absorbed 14.14% of the capital invested by me. The reason for Sony Corp’s (SNE) losses was economic crisis because of which the demand for high-tech electronic items was decreased. (some lessons learnt) Analysis between Financial and Non Financial Sector I invested in two financial scripts namely American International Group and Bank of America Corp. The performance of these two scripts was not good and they have incurred losses in our portfolio. Total loss sustained by both the companies amounting to $4,806.25.(What is Stocktrack) The main reason for the decrease in the prices of all the stocks related to Financial sectors are the recent economic crises which hit the financial industry badly and the resultant stocks performed badly. In case of non financial sector I have incurred a profit of $606.85 cumulatively. (Lessons learnt from 25 years of trading) The reason behind the slight increase in the non financial sector is that the recession has hit most of the sectors only those sectors which were not based on the interest. This factor contributed in the upward increase in the stock as the stocks selected by me were selected from both the baskets i.e. the one which got hit from recession and the others which did not get infected hence the ending result was positive by minimum amount. Lessons learnt from Trading Trading in stock is an art which needs to be learnt diligently and carefully. One of the problems in trading is that one wrong step taken may cost you millions of dollars. (What is Stocktrack) The lessons learnt by me are that the investment decisions should be made carefully in order to avoid huge losses. Further the trading activity needs complete study of the companies so the study should be conducted before investing in the trading activities. The trend analysis should be done before making an investment decision. Close monitoring of news is required in order to safe yourselves from the chances of sustaining losses against the decisions already disclosed by the company in other words we can say that consciousness is required while doing investment. . (What is Stocktrack) Investments in gold or other commodity should be made with full care about the circumstances if the delivery can be made. Careful decision should be made before investing in options and futures as these can create huge problems.(some lessons learnt) Especially in options they may get all your money in without giving you single penny return. Investment in stocks which are involved in sophisticated business should be avoided. Portfolio should be diversified in its nature. If investment is made in a particular industry, there are chances that particular industry may face some problems due to which all the shares of that industry face declining trend and so the investment may also be devalued. (Lessons learnt from 25 years of trading)Other factor may involve taxation implication on a particular industry which may also result the investment to be devalued. Further if the investment is only made in shares it may also create problems. Long term investment plan may minimize losses. (Bulkowski, n.d.) (Mao, n.d.) Conclusion Based on the discussion above, I would conclude that the portfolio should be diversified enough to cover every aspect of risk involved in transactions of stock exchanges. The investments should be made after careful analysis of the market trends. Bibliography: Anon., n.d. What is Stocktrack? [Online] Available at: HYPERLINK "http://www.stocktrak.com/Public/about/about.aspx" http://www.stocktrak.com/Public/about/about.aspx . Bulkowski, T.N., n.d. Lessons learnt from 25 years of trading. [Online] Available at: HYPERLINK "http://www.smartmoney.com/investing/options/lessons-learned-after-25-years-of-trading-18197/" http://www.smartmoney.com/investing/options/lessons-learned-after-25-years-of-trading-18197/ . Mao, J., n.d. some lessons learnt. [Online] Available at: HYPERLINK "http://www.fraudwatchers.org/forums/showthread.php?t=44599" http://www.fraudwatchers.org/forums/showthread.php?t=44599 .

Personality in Human Resource Management †MyAssignmenthelp.com

Question: Discuss about the Personality in Human Resource Management. Answer: Introduction The reported study paper has been developed to identify the recruitment strategy of Dominos Australia, the largest pizza chain in the Australian target market ("Domino's Corporate", 2017). In terms of sales, numbers of retail outlets, and target market demographics, Dominos Australia can be termed as one of the biggest brands in the global food retail market. In the identified study, the key challenges for recruiting the workforce within the firm have been described analysing the entire recruitment practice of the firm. Precisely, through the evaluation of the challenges, strategic recommendations have been provided to address the issues to hire and retain the best talents. Dominos Australia has adopted suitable recruitment and selection strategy so that unmatched retail services can be delivered to the target demographics. During the hiring of the staff members, the organisation has taken substantial initiatives to motivate the highly trained and efficient human resources. As a result of the suitable recruitment policies, outstanding service value can be offered to the target audience (Dessler Teicher., Dessler, Teicher, 2014). By prioritising the recruitment and retention of employees, Dominos Australia has encouraged the standards of employee engagement at the highest level. In the recruitment of staffs, the recruiting department of Dominos Australia has introduced the best practices and policies to attract the best talents. Through the identification of the recruiting strategies of the other food retail marketers, Dominos Australia has adopted different recruitment tactics to hire the best employees in a cost effective way. For instance, e-recruit ment strategy, in-store advertisements, local job centres, and career fairs can be identified as the leading sources to attract the applicants (Sparrow, 2007). The recruitment strategy of Dominos Australia has been formulated in an organised way depending on the vacancy. Precisely, Dominos Australia has undertaken both the conventional and e-recruitment strategies to hire the staff members according to the requirements. During manual hiring, direct and indirect selection strategy has been considered. If vacancy has not been filled internally, advertisements have been publicised (Clayton, McKenna, 2012). During short listing of the applications, required skills, knowledge, and competencies have been verified to select the best candidate. Also, significant training and induction process have been conducted after entire verification procedure has been completed. Alternatively, the robust e-recruitment strategy has been introduced in the human resource management so that right employees have been chosen in a cost effective manner (Gavrel, 2015). On the other hand, the e-recruiting strategy has been utilised to save precious time in recruiting the best talents. Challenges for Recruitment In the existing market scenario, the management of Dominos Australia has to deal with a number of challenges regarding selection and recruitment of in-store staff members, sales executives, marketing personnel, and other executive members. In this very section, the different challenges for recruiting within the food retail outlets of Dominos Australia have been illustrated as below: During the recruitment of sales executives and marketing personnel for the food retail business of Dominos Australia, skill shortage can be identified as one of the most significant challenges. For the recruiters of Dominos Australia, it is essential to meet the sales and marketing skills (Chung, Rutherford, Park, 2012). Therefore, identifying the skills of the executives will be evident during the hiring process. Relatively, the demand of the skilled labours is high whereas the supply is not enough. If the hiring of the employees has not been done in an effective way, the skills gap can reduce the standards of in-store services. Most of the freshers have lacked the significant marketing and sales skills suitable to fill the vacancies for Dominos Australia. Therefore, the recruiters have to increase the reach of the talent pool to hire the best. Also, due to shortage of skills and competencies, retention of the employees has become a significant challenge as well. Compliance and Legislation In case of hiring the new employees, recruiters of Dominos Australia have to consider the employment legislations and compliance. Most importantly, the sections of the Fair Work Act 2009 have to be identified so that suitable relations can be developed during the hiring of employees. On the other hand, the recruiters have to understand the Sex Discrimination Act and Racial Discrimination Act so that any of the candidates should not be rejected based on discriminatory issues (Kramar et al., 2014). If such cases will happen, the company has to face the legal consequences. In addition, the Equal Opportunity Act 1999 has to be considered by the recruiters to ensure men and women can be provided equal job opportunities based on talents and qualification (McDonald, 2015). Apart from the laws, the minimum hourly wage rate must be provided to the employees to avoid any legal indecision regarding compensation. Precisely, all of these compliance and legislation must be taken into account to re cruit new talents. In addition to the issues of compliance and legislations, the recruiters of Dominos Australia has combat the counter offers that have been utilised by the other leading marketers to attract the talent resource. As a result of the consequences, the recognition of the brand needs to play a vital role (Marie Ryan, Derous, 2016). The brand name and facilities provided to the employees have influenced the candidates to join the company. However, the organisational management has to offer exploding offers and compensation packages to hire the best talents as well as retaining the talents. Therefore, recruiters need to negotiate with the candidates so that best talents can be hired in a cost-effective manner (Perrew, 2011). Demographic Issues The demographic changes in Australia have emerged with different issues for the recruitment process of Dominos Australia. The labour forces have become diverse that has dominated the HR management of the firm to make changes in its HR management practices. However, the demographics is not only changing, but changing at a higher pace that have emerged to be a major challenge for the HR professionals to hire, train and manager the new generation of workforce (Tokatli, Boyaci, 2016). The Australian population has been ageing that has become a major challenge for the HR professionals. It can be seen through research that around 25 percent of the population is of an age of over 65 years. On the other hand, around 57 percent of the population is below the age of 25 years. The issue of under-aged population has been termed as generation Y (Kramar et al., 2014). The population of these ages lack proper experiences and skills that becomes a major issue for the recruiting firms. Hence, the po pulation capable of working as an employee of Dominos Australia has reduced in the recent years due to the changing demographics of the country (Stari?eca, 2015). Meanwhile, the population of generation Y uses online communication media such as social networking sites more than the traditional media. Therefore, the company needs to focus on online recruiting. Additionally, the cultural diversity among the population has emerged to be another primary issue for the recruiters of Dominos Australia. With increased globalisation, the movement of people from one region to another has become free that increases the cultural diversity and reduces cultural homogeneity within the workforce (Marie Ryan, Derous, 2016). The individualistic value applicants prefer jobs that offer autonomous goals and proactive achievements. On the other hand, collectivist cultural applicants prefer jobs that offer group work (Atalay, Kim, Whelan, 2014). Hence, it is important for the recruiters to understand the differences in culture while planning the recruitment and selection strategies. Hence, different means of recruitment and selection methods must be used to employ the best talent from the diversified labour market of Australia. Strategies to meet the challenges In order to meet the challenges of recruitment faced by Dominos Australia in the recent years, the HR department of the firm needs to make changes in its recruitment and selection strategies. The strategies to meet the challenges have been discussed in details herein below: Job Assessment and job description: The management of Dominos Australia must conduct job assessment in order to observe the current market status of the labour market of Australia. Furthermore, internal assessment must be conducted in order to evaluate the availability of talents inside the organisation (Chungyalpa, Karishma, 2016). Finally, the job description must be developed keeping in mind the current situation of the labour market and industry standards. A better job description will help the firm to attract the best talent in the market. Employer Branding: The HR management of Dominos Australia needs to focus on employer branding by improving its internal reputation and providing the employees with career development opportunities. The company can conduct PR activities and narrate its success stories in terms of employing a diverse workforce. On the other hand, PR campaign can be conducted to explain the external audiences the corporate environment implemented by the firm (Sheehan, 2014). Additionally, the company can make use of advertisement over the employment magazines to improve the positioning of its employer branding. Digital Advertisement: Another significant strategy that can be used by the HR department of Dominos Australia is the digital advertisement. The management can make use of social media networks such as Facebook, Twitter and LinkedIn to advertise its employment openings and job offerings to the new applicants (van Wanrooy, 2016). The use of digital advertisement will help the company to reach a higher number of target audiences and reduce the cost of recruitment advertisements. Online Recruiting: The Company must focus on online recruitment strategy in order to get access to knowledgeable applicants capable of using modern technology. On the other hand, the online recruitment strategy reduces the time and effort of the recruiters in screening the information of the applicants through automatic tools (Susomrith, Brown, 2013). Additionally, the online recruitment strategy will provide access to a higher number of applicants due to the increasing use of internet in the current generation. Training and development for recruiters: Finally, the company must focus on training and development of the recruiters in order to make them aware of the demographic changes and supply of labour in the market (Susomrith, Brown, 2013). Furthermore, the training and development programme will make the recruiters aware of the cultural diversity and employment laws that must be considered while recruiting a new employee. Conclusion By considering the above analysis, the Human Resource Management of Dominos Australia needs to face several challenges in the recruitment process due to the falling supply of labour and increasing skills gap among the younger generation of Australia. On the other hand, the changing rules and regulations of the Australia government is another major challenge for the recruiters. Furthermore, the changing demographics in terms of ageing population, generation Y and cultural diversity makes it difficult for the Dominos management to carry on its recruitment process using static strategies. The company needs to make changes in its recruitment policies in order to hire the best talent available in the Australian market. There is a need of proper job assessment and job description to understand the market and attract suitable candidates. Additionally, Dominos needs to focus on online advertisement and employer branding to seek a better positioning in the market. However, the management of Dominos also needs to focus on online recruiting to carry on with the trend of using technology in HRM. Finally, the company needs to implement training and development programmes for the recruiters to make them aware of the changing demographics and legal obligations to improve the current process of recruitment. References Atalay, K., Kim, W., Whelan, S. (2014). The Decline of the Self-Employment Rate in Australia.Australian Economic Review,47(4), 472-489. Chung, T., Rutherford, B., Park, J. (2012). Understanding multifaceted job satisfaction of retail employees.International Journal Of Retail Distribution Management,40(9), 699-716. Chungyalpa, W., Karishma, T. (2016). Best Practices and Emerging Trends in Recruitment and Selection.Journal Of Entrepreneurship Organization Management,05(02). Clayton, A., McKenna, C. (2012). Effective Recruitment and Selection.Legal Information Management,2(02). Dessler Teicher., Dessler, G., Teicher, J. (2014).Recruitment selection(1st ed.). Frenchs Forest, N.S.W.: Pearson Education Australia. Domino's Corporate. (2017).Dominos.com.au. Retrieved May 2017, from https://www.dominos.com.au/inside-dominos/corporate Gavrel, F. (2015). Participation, Recruitment Selection, and the Minimum Wage.The Scandinavian Journal Of Economics,117(4), 1281-1305. https://dx.doi.org/10.1111/sjoe.12106 Kramar, R., Bartram, T., Gerhart, B., Hollenbeck, J., Noe, R., Wright, P. (2014).Human resource management(5th ed.). N.S.W. Australia: McGraw-Hill Education. Marie Ryan, A., Derous, E. (2016). Highlighting Tensions in Recruitment and Selection Research and Practice.International Journal Of Selection And Assessment,24(1), 54-62. McDonald, P. (2015). International Migration and Employment in Australia.Population Review,54(2). Perrew, P. (2011). The role of personality in human resource management.Human Resource Management Review,21(4), 257. Sheehan, N. (2014). Pizza, Pizza, Pizza: A Competitive Strategy Exercise.Organization Management Journal,11(1), 40-46. Sparrow, P. (2007).International recruitment selection and assessment(1st ed.). London: Chartered Institute of Personnel and Development. Stari?eca, O. (2015). Employer Brand Role in HR Recruitment and Selection.Economics And Business,27(1). Susomrith, P., Brown, A. (2013). Motivations for HR outsourcing in Australia.The International Journal Of Human Resource Management,24(4), 704-720. Tokatli, N., Boyaci, Y. (2016). The changing retail industry and retail landscapes.Cities,15(5), 345-359. van Wanrooy, B. (2016). Convincing the toilers?: Dilemmas of long working hours in Australia.Work, Employment Society,20(2), 349-368.

Essay Examples on Vietnam War Essay Example

Essay Examples on Vietnam War Paper 1st Essay Sample on Vietnam War The Vietnam War, the nation’s longest, cost fifty-eight thousand American lives. Only the Civil War and the two world wars were deadlier for Americans. During the decade of direct U.S. military participation in Vietnam beginning in 1964, the U.S Treasury spent over $140 billion on the war, enough money to fund urban renewal projects in every major American city. Despite these enormous costs and their accompanying public and private trauma for the American people, the United States failed, for thefirst time in its history, to achieve its stated war aims. The goal was to preserve a separate, independent, noncommunist government in South Vietnam, but after April 1975, the communist Democratic Republic of Vietnam (DRV) ruled the entire nation. The initial reasons for U.S. involvement in Vietnam seemed logical and compelling to American leaders. Following its success in World War II, the United States faced the future with a sense of moral rectitude and material confidence. From Washington’s perspective, the principal threat to U.S. security and world peace was monolithic, dictatorial communism emanating from he Soviet Union. Any communist anywhere, at home or abroad, was, by definition, and enemy of the United States. Drawing an analogy with the unsuccessful appeasement of fascist dictators before World War II, the Truman administration believed that any sign of communist aggression must be met quickly and forcefully by the United States and its allies. This reactive policy was known as containment. In Vietnam the target of containment was Ho Chi Minh and the Vietminh front he had created in 1941. We will write a custom essay sample on Essay Examples on Vietnam War specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Essay Examples on Vietnam War specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Essay Examples on Vietnam War specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Ho and his chief lieutenants were communists with long-standing connections to the Soviet Union. They were also ardent Vietnamese nationalists who foughtfirst to rid their country of the Japanese and then, after 1945, to prevent France from reestablishing its former colonial mastery over Vietnam and the rest of Indochina. Harry S. 2nd Essay Sample on Vietnam War Vietnam is located in Southeast Asia. It lies south of China. The size of this country, so you understand the space the U.S. was involved in when fighting the Vietnam War, is about the size of California. The history behind the Vietnam War started back when France governed this small country, during the 1890s Vietnam became a colony of France. The French hung onto Vietnam until World War II. At this time World War II occupied much of the forces for the French. The French basically deserted the Vietnamese people leaving them to govern on their own. When the war ended with the Japanese, being defeated in 1945. The French returned to Vietnam ready to control them again but, to their surprise the Vietnamese people refused to let them. As a result of this, tension grew and the Indochina War began in 1946. The French wasted no time in bombing cities. The city hit hardest was Haiphong, killing around six thousand Vietnamese people and civilians. Unprepared for this type of war the Vietnamese soldiers scattered into the jungle becoming guerrilla fighters. Waging guerrilla warfare, small, secret military bands lived and worked in the countryside. The Vietnamese harassed the French with a series of surprise attacks. Before the French could react, the Vietnamese would disappear into the mountains and jungles. This continued and the French poured more and more money and troops into the combat. In 1954, the French were determined to lure the Vietnamese out into the open at Dien Bien Phu. Dien Bien Phu was where the French had established an airstrip, for most of their supplies would arrive by helicopters or planes. This became the last battle in the Indochina War. The Vietnamese were determined and ready for this challenge. When this battle started there were huge casualties on both sides. The Vietnamese took out the airstripfirst, only allowing the French to drop supplies and food to the soldiers.