Public School Desegregation And Federal Programs - 1295 Words

The March on Washington took place Wednesday, August 28, 1963 in Washington D.C. The march was generally for jobs and freedom but specifically it was for voting rights protection, public school desegregation and federal programs to trained unemployment workers. When it first began, many of the people was socializing about possibly what’s taken place but honestly no one actually know for sure because of how many people actually showed up and involved themselves in the movement. There was many people that came out to support as well as being apart of the march. You could tell by everyone demeanor that marching on washington were something they wanted to participate in without any force because they most likely felt that marching on washington was significant to them. After, witnessing a few people,you could conclude that participating in the march showed the genuine attitude of the people due to their actions they presented. You would that since so many people showed up that it would be complicated to get everyone’s attention but they were able to follow directions even though they made it to certain areas early then they predicted. I do not think any of the leaders that help corporate this event actually knew how many people was going to show up and take a stand with them but I’m sure they expected the best. Even though, The way everyone started off was kind of risky, they still seemed interested in the significant purpose of the march and then identified theirShow MoreRelatedJudicial Process Research Paper1738 Words   |  7 PagesApril 7, 1970 the Detroit Board of Education adopted a plan which provided for changes in twelve out of twenty one high school attendance zones in the city of Detroit, designed to affect a more balanced ratio of Negro and white students at the senior high school level. This plan was going to take effect over a three year period with the purpose of bringing about a decentralized school system within the city which would allow for the election of regional boards which would bring about greater participationRead MoreDesegregation Of The United States1720 Words   |  7 Pagesof other races and cultures into our schools have played in integral part in the historical development of the U.S. educational system. It has also allowed more access to all st udents to experience education. The desegregation of schools also started the conversation about allowing Blacks to have equal access to the same water fountains, public transportation, restrooms, and public spaces, as Whites. It is important to note the differences between desegregation and integration. The distinction betweenRead MoreThe Chicago Public School System1226 Words   |  5 PagesChicago Public School system was slow to integrate even after the Brown v. Board of Education ruling of 1954. It took much protesting, federal involvement and public outrage to finally bring about more racial equality for the students of Chicago. While the Brown v. Board of Education ruling is thought of as being the reason any racial equality was brought to schools after such long hardships for the African American students, Chicago had a difficult time bringing the ruling to fruition and federal involvementRead MoreSwann v. Charlotte935 Words   |  4 Pagesin the Brown v. Board of Educatio n case, very little had actually been done to desegregate public schools. Brown v. Board of Education ordered the end to separate but equal and the desegregation of public schools; however, the court provided no direction for the implementation of its decision. Authority was pushed to the Attorney Generals of each state to create and submit plans to proceed with desegregation. Southern states were against the court’s decision and many refused to pass any new legislationRead MoreSummary And Decision. In A Unanimous Decision On May 17,996 Words   |  4 Pagesin black schools and sought admission to public schools in their community that were presently reserved for white students. Each of these jurisdictions fought for desegregation as a way to obtain equal educational opportunities for students of color. In the Brown case, the court ruled in favor of educational equality and found separation of black students to be unconstitutional, as it violated the equal protection clause of the 14th amendment. â€Å"Segregation of children in public schools solely onRead MoreHistory of Education1006 Words   |  5 Pagesnever see. Civil rights leaders like Martin Luther King, Jr. saw this idea of equity as an obtainable dream that was in the hearts of all Americans. Though desegregation and the fair treatment of African Americans was at the forefront of the civil rights movement, there were several issues that would be brought to the attention of law makers, federal judges, and the education system. Such issues included segregation, bilingual students, and special needs education. In 1954, Chief Justice Earl WarrenRead MoreThe Evolving Role of Government Education Essay1185 Words   |  5 Pagesof federal and state government when it comes to American education? The roles of education have evolved from historic liabilities to current liabilities. There are many laws and cases that have had an impact on American education that still has a strong influence on education today such as the debate between church and state, racial desegregation, and education finances. Other impacts as relevant are testing standards and special education programs that have arisen from influences of federal concernsRead MoreThe Case Of Rosa Parks And The Montgomery Bus Boycott790 Words   |  4 Pagesof non-violence sparked the Montgomery Bus Boycott. The Montgomery Bus Boycott was a massive protest against segregation on public buses that lasted for 13 months. It finally ended on November 15, 1956, when the U.S. Supreme Court ruled that segregation on public buses was unconstituti onal. However the boycott continued until Montgomery received the order to desegregate public buses. Martin Luther King called to end the boycott on December 20, 1956, and boarded an integrated bus the next morning.â€Å"TheRead MoreAffirmative Action : Discrimination And Discrimination Essay1143 Words   |  5 Pagesexcluded groups in America. Reports have shown that minorities and women have faced discrimination in schools and businesses for many years and this discrimination produced unfair advantages for whites and males in education and employment. The impetus toward affirmative action is redressing the disadvantages associated with past and present discrimination. Further impetus is a desire to ensure public institutions, such as universities, hospitals, and police forces, are more representative of the populationsRead MoreEisenhower Administration Essay1069 Words   |  5 PagesPresident Eisenhower’s response to McCarthyism, Civil Rights Movement and Social Welfare programs Dwight David Eisenhower served as the President of the United States of America for eight years between the periods of 1953 and 1961. These were amazing eight years that gave birth to a New World. The era of Eisenhower’s Presidency is identified by many Americans as the period of quietness. Americans were content and seasons were good as they no longer worried about the great crash or depression. Families

Immigration Of The United States - 1447 Words

The United States is the home of millions of Americans who are the descendants of immigrants. They were forced to leave their homeland because of the overbearing power of their leaders, crimes they may have committed, oppression and other disasters. Providing a safe haven from those being treated poorly by their country or just providing a new place for people just looking for a fresh start has been America’s tradition since the beginning. Immigrants have played a big role in American history since July 4, 1776 (America), the day the United States was founded. They’ve been able to come to America to find work, open businesses, raise families and so much more. Lately however there has been an influx of people immigrating to America illegally. Our borders have always been open to those in need of a new home, but when it’s done illegally it causes many problems for the Country. Many people from all over the world have come to America either legally or illegally in hopes of a bright future. In fact immigrants, both illegal and legal, make up 12.6% of the American population (Greenblatt). Most of them give up everything they have in order to come to America. One of the reasons is the growing poverty in their own country. Mexico, for example is a poverty stricken country decimated by drug cartels and violent gang activity. Mexicans make up 49% of all unauthorized immigrants living in America (Krogstad). They have come to this land to seek a better future. Not just for them, butShow MoreRelatedImmigration And The United States986 Words   |  4 PagesImmigration in the United States continues to increase rapidly year by year. According to an analysis of monthly Census Bureau data by the Center for Immigration Studies, the immigration population in the United States, both legal and illegal, hit a record of 42.1 million in the second quarter of this year, an increase of 1.7 million since the same quarter of 2014 (CIS.org). Clearly, Immigrants make up a large part of the population in the United States, and for most immigrants, migrating to theRead MoreImmigration Of The United States1399 Words   |  6 Pages Michelle Faed English 126 Immigration in the United States The United States of America, being a country established by immigrants, is known all over the world as the land of great opportunities. People from all walks of life travelled across the globe, taking a chance to find a better life for them and their family. Over the years, the population of immigrants has grown immensely, resulting in the currently controversial issue of illegal immigration. Illegal immigrants are the people whoRead MoreImmigration And The United States965 Words   |  4 Pages Immigration is a highly controversial and big problem in the United States today. â€Å"While some characterize our immigration crisis as solely an issue of the 11 to 12 million unauthorized immigrants living in this country, our problems extend beyond the number of undocumented people to a broader range of issues. The lack of a comprehensive federal solution has created a slew of lopsided, enforcement-only initiatives that have cost the country billions of dollars while failing to end un authorizedRead MoreImmigration On The United States1302 Words   |  6 PagesImmigration Rights in the U.S. Immigration has occurred in the U.S. for for many years. Some say it’s the foundation of our country. America is the country where people leave their own country to live. People would leave due to mistreatment, hunger issues or job opportunities. America is known for starting over or accomplishing dreams, so immigrants travel over to follow those dreams. People emigrate from one country to another for a variety of complex reasons. Some are forced to move, due to conflictRead MoreThe Immigration Of The United States1711 Words   |  7 PagesThe vast majority of people living in the United States are descendants of immigrants, and yet majority of them are against them. It is quickly forgotten that America was built on immigrants that wanted a new life. A life free from harsh government, and the freedom from forced religion. The original settlers were immigrants that stole this land; immigrants continued to come for years. It is not a newly constructed concept that immigrants have always been a problem, ask any Native American. One usedRead MoreImmigration Of The United States1064 Words   |  5 Pages Camarota (2007, p.1), director of the Immigration Studies Center, reports there are 1.6 million documented and undocumented migrants take up residence in the United States every year. Camarota goes on to say that the immigrants occupy one-eighth of the total population who settled in the U.S. The flood of aliens, to a significant degree, hinders the development of the United States. Therefore, the issues which relate to immigration must not be neglected, and the government should keep the numberRead MoreImmigration And The United States Essay1377 Words   |  6 Pages Immigration has been a large conversation topic for such a long time in our country. We have worked on policies for immigration, and have made changes to them throughout the duration of our country’s existence. 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It is very true that the country prospect and is more enrich. O pening the border might improve the economy or can impact the job market for American citizens. It is the jobs of American citizens to be given more to this illegal immigrant. I believe the U.S. borders should remain closed. While it is clear that opening the borders can have benefits, I believe it is more important to keep jobs available for Americans. In my opinionRead MoreThe Immigration Of The United States1632 Words   |  7 PagesFrench and European to settle in the New World. Since the colonial era, America has seen a wave of immigrants migrate in search of freedom and equality. Is this the same immigration today? Nearly 11.6 million immigrants from Mexico reside in the U.S. Today Immigration has a significant impact on many aspects of life in the United States, from the workforce and the classroom to communities across the country. Not all immigrants come to America legally whether as naturalized citizens, legal permanent residents

E-Hr in PG Free Essays

string(52) " expertise knowledge such as finance and marketing\." Introduction to Procter Gamble Procter Gamble (PG) is a multinational corporation that provides consumer products in the areas of pharmaceuticals, cleaning supplies, personal care, and pet supplies. The global consumer goods company was started by William Procter, an English candle maker James Gamble, an Irish soap maker in 1837, and has been well established since then, ranking fifth place of the â€Å"World’s Most Admired Companies† by Fortune Magazine . P constantly strives to provide branded products and services of superior quality and value that improves the lives of the world’s consumers , where P brands serve 4. We will write a custom essay sample on E-Hr in PG or any similar topic only for you Order Now billion people in more than 180 countries. A High Performing Organization Being a multinational corporation, P values its people as the company’s most important as-set and source of competitive advantage, and understands that its success greatly depends on the strength of the talent pipeline. The Human Resources department inevitably plays an im-portant role to the company, responsible in attracting the top talents, managing P talent globally to enable career development and growth across businesses and geographies and de-veloping leaders at P around the world in every business, in every region and at every level. In view of the fast technological advances, P continues to stay at the global frontline by in-corporating e-HR into its everyday processes such as selection, recruitment and training. The use of the Human Resources Information Systems (HRIS) was also able to increase administra-tive efficiency and produce reports that have the potential to improve decision making for managers. E-HR not only provided human resources departments with the opportunity to make information available and accessible to managers and employees, but was also able to improve the company’s overall efficiency and effectiveness. With all its efforts over the years, P has been widely recognized as the industry’s global in-novation leader and brand-building leader of the industry, being consistently ranked by leading retailers in industry surveys as a preferred supplier and generating $82. 6 billion dollar of sales in 2011 alone. The HR department was also awarded the â€Å"2010 Asian Human Capital Award from Singapore’s Minister for Manpower†, a highly recognized award in the industry. Technology in HR Functions Training Development Early 2000s Being a global company that has hundred years of history, PG owes its success partly to its large pool of capable and well-trained workforce. PG trained its workforce on a regular basis. Since early 2000s, PG sees the need to share product information and knowledge to its em-ployees quickly, while keeping its employees skilled and knowledgeable. PG thus appointed Saba Learning Enterprise to develop an Internet-based learning system to be used by over 100,000 of its employees in over 70 countries . Through the collaboration with Saba Learning Enterprise, PG were able to have a scalable system which featured various functions through its web compatibility. Powering the RapidLEARN initiative , Saba had helped PG to consolidate multiple Learning Management Systems (LMSs) into one that improved the company’s global learning pace, thus reducing its costs greatly . New strategies and direction could be passed on to its employees with great consistency. Through the development of such integrated system, PG was thus able to meet the needs of various business requirements. As a result of this, number of employees that utilized e-learning had increased from less than 5% to over 25% . It was estimated that such initiative had resulted in cost savings of around $14million after 5 years. In 2003, PG moved on to engage BrightWave, UK e-learning developer, to transform its in-house presentation materials into an online training program, a 2-hour stand alone modular course, for its employees . Late 2000s With the success of Saba since early 2000s, the system had undergone multiple upgrades and customization. By 2009, the Saba system provided online training to over 90,000 of its em-ployees. There was an average of 16,000 individuals among PG’s employees that made used of its online training each month. Such success leads PG to expect an online training growth in the near future. To support such anticipation, PG planned to improve its learning management system in terms of its availabili-ty, tracking, learning process governance and application support . As a result, PG decided to assign Accenture in developing its learning management system for 6 years. Prior to the transformation, PG had over 200 training administrators that provided decentra-lized Tier 1 support, with multiple vendors providing support on more serious application issues on Tier 2 and Tier 3 . Over a period of 3 months, all support services from Tier 1 to Tier 3 had been successfully migrated to Accenture to meet several objectives such as creating a consis-tent development on its application system, having a reliable learning system with high availa-bility, as well as improving the control of its learning process . To meet the increasing demand that PG was expecting, it moved its Saba-based RapidLEARN to a clustered environment. Today, PG had a reliable LMS which was scalable to meet the increasing need of web-based training across the globe. More than 90,000 of PG’s employees now have access to the system. Today †¢Online system To enable all its employees be updated with the most up-to-date trainings, all of PG’s em-ployees have access to a website (PG’s online system) listing all the available courses, with details such as timing, course descriptions, and illegibility. PG’s employees are to sign up for all the trainings online through a common online system. With online registration, em-ployees are able to understand the details of the course as well as select the suitable sche-dule for the courses quickly through a simple click. New courses can be search and signed-up courses can be dropped through the same online system. Aside from the course listings, the webpage also has other information (guidelines) that guides its employees through their own learning path. The system contains detailed infor-mation on the career stage at which certain trainings should be taken. Trainings are categorized into â€Å"General Trainings† which covers soft skills such as leadership and business communications and â€Å"Functional Trainings† which covers expertise knowledge such as finance and marketing. You read "E-Hr in PG" in category "Papers" All these trainings are also categorized according to different career stage. As a result, the availability of the guidelines aims to help its employees sign up for the suitable courses during different career stage. E-learning For online trainings or the so-called â€Å"e-learning courses†, employees are able to complete the course at the leisure of their own pace. The system will track the attendance and progress of each employee in the trainings. In fact, employee’s attendance record for all courses attended is readily available online. Some of the common e-learning courses include train ing on procedures, standard business models, and business ethics. Upon completion of such courses, there will be compulsory tests which the employees have to pass. According to one of the employee’s experience, while such e-learning courses provide them with the necessary information, the knowledge absorbed is very much short-term. Some-times, employees will end up skip the on-line courses and move on directly to the tests by guessing the correct answers so as to pass the tests. Such ‘short-cut’ approach defeats the company’s purpose of having online trainings and wastes the resources of the company. †¢Trainings across the globe Being a global company, the company carries out its e-learning globally. The same trainings are made available to all of its employees at different countries. For other trainings that are not carried out online, the company provides the same content to be used globally. The ac-tual trainings will, however, be carried out by PG at different regions and offices separate-ly. The trainers for such courses often come from PG’s employees. These are keen employees who sent to external trainers to receive trainings. As a result of that, the training content of non-online trainings (despite having the same content across the globe) may vary slightly depending on the trainers’ style and expertise. In any case, not all trainings can be attended by all employees. Some training has specific requirements of having to meet certain career stage. Hence an approval status is needed before the employee can attend it. There are also certain trainings which can only be at-tended by certain employees upon recommendation from the managers. Therefore, em-ployees have to take note of such details as well as the location of trainings as an employee in Singapore could not simply attend trainings that are held in United States. The overall benefit of having such a complete online system in its training system is to allow PG’s employees to realize their own learning progress and to direct them into knowing what kind of skills they need to develop further in the future. It also serves to save employees time by providing the employees the flexibility of completing the trainings at the own time. E-Recruiting With nearly 300 brands worldwide, PG places high importance in the people and values the talent of every individual. The company spare no effort in attracting suitable talents into its company and promises to offer exciting new challenges, tremendous growth and support, and a chance to touch and improve lives daily for every of its staff. In the modern era, there have been an increasing number of people who are dependent on technology and the internet. In the past, people used to flip through job ads in newspapers. However in this age of internet technology, more people are increasingly turning to online job portals such as monster. com, recruit. et and efinancialcareers. com. USA Today reports that 95% of the college graduation class of 1997 used the Internet as the medium of choice for their job searches while a recent study by JWT Specialized Communications found that 70% of active job seekers are more likely to use the Web than traditional job hunting methods . The increasing popularity of these new and rising recruitment channels provide fresh and innovative ways that PG can tap onto for their recruitment efforts, instead of relying only on personal network or head hunters. One example of such a channel is the increasingly popular use of online job por-tals (e-recruiting) in a candidate’s job search. PG’s human resource team was able to identify the fast and moving trends of technology and in turn capitalize on the accessibility and availability of the internet to incorporate into its hiring process, making e-recruiting a part of their overall recruiting strategy. The key to successful e-recruiting is by providing a good job site which would make it easy for candidates to understand and apply and for the company to accomplish its goals of attracting the right talent. McKinsey Company, the global consulting firm, identified recruiting as a critical issue in its 1998 report, The War for Talent, where McKinsey points to various demographic and industrial changes that are making it harder to recruit and retain good employees . A Fast Company article on the report also reiterated the importance of talent, stating that â€Å"The most important corporate resource over the next 20 years will be talent: smart, sophisticated businesspeople who are technologically literate, globally astute, and operationally agile. And even as the demand for talent goes up, the supply of it will be going down. By providing a good e-recruiting website, PG is able to benefit as the website has acted as an effective filter, making it easy for the correct candidate to apply and deter the wrong applicants from applying. Other benefits of e-recruiting include huge cost savings. Research has shown that e-recruiting is not only faster than traditional channels but the efficiencie s of e-recruiting can also cut the amount of time needed to identify, interview and hire for a vacant position, in turn helping a company to save as much as $8,000 per hire over traditional hiring channels . Considering the scale of PG with more than 129,000 employees worldwide, the amount of cost savings is substantial by just making 10% of it hires through e-recruiting. A unique website domain was devoted to PG’s career centre: http://jobs-pg. com/, with a link to a similar interface easily accessible, appearing on the home page just beside the â€Å"Investor Relations† tab, signifying that PG values e-recruiting as much as it cares about its investors. This career website has been designed in a very user friendly manner, where one is able to search jobs by category, location or groups, enabling candidates to be able to identify the area of interest or job they would like to apply quickly. PG’s hiring process is then spilt into 5 gen-eral stages, namely application, assessment, initial interview, final interview and the offer, with specific instructions on what is required for every individual step. †¢Application This simple application process instituted a â€Å"paperless† online application system allowing electronic applications to be submitted 24 hours a day and helping the company to find ap-plicants in a timely manner. The information required in the application stage includes con-tact information, education, resume, questionnaire, confirmation and a summary. Appli-cants are also able to save the application as a draft first before completing it at a later time, allowing greater flexibility. †¢Assessments PG uses online assessments to measure skills and accomplishments that generally do not emerge from interviews. These assessments are beneficial and well received by the appli-cants as it not only allow the company to assess the abilities of the applicant, but also help determine if it is equally beneficial for the applicant to continue through the hiring process, in turn acting as a screening stage for both parties. Examples of the online assessments are: oSuccess Drivers Assessment: â€Å"Assess your background, experiences, interests and work related attitudes and measures your compatibility against PG compe-tencies for defining successful job performance† oReasoning Screen: â€Å"Measures your cognitive ability. This is important because the nature of our work is complex and continually changing† †¢Initial Interview Behavioural based interviews used to know more about the applicant’s previous accoplish-ment and the applicant relate to, compare with and connect with the company’s Success Drivers. †¢Final Interview One-to-one or panel interviews to find out in greater detail about the applicant’s skills and capabilities. This is also an opportunity for the applicant to get a more in depth understand-ing of PG’s unique culture, values and endless opportunities. †¢Offer An offer of employment will be first notified through a phone call before a confirmation with details is given through the electronic mail. The comprehensive and descriptive steps of e-recruiting has allowed PG to achieve a competi-tive advantage in attracting global talents to its company by making job postings available and conducting a firsthand filter of the job applicants through the several stages of recruitment in place. The advantages of e-recruiting for PG include the ability to reach a wider range of audience, being cost effective and achieving a faster recruitment cycle. With cost effectiveness and a faster recruitment cycle being discussed previously, the ability to reach a wider range of audience is especially important for a global company with job openings suitable for people from all over the world. Opportunities/ Recommendations PG faces many opportunities that it can tap onto for growth. With the constant increase in the use of internet revolutionizing the way people communicate and interact, majority of the companies today have incorporated e-recruiting into their recruitment strategy. Therefore there is a need for PG to tap into new opportunities to further enhance and improve its current e-recruiting strategy. In conducting the field research of e-recruitment in PG, it could be seen that technology was greatly used in the application, assessment and offer process, but not applied in the initial and final interview process. Hence PG could actively test alternative methods of recruitment such as using audio and video conferencing or a real-time virtual Business Game Challenge in the interview stages to continue develop its recruitment strategy. For training wise, our group believes that PG could have regular pop-up quizzes which test its employees on the general contents of the past trainings that the employees have attended. This serve to add on the recall on the employees and reminding them about knowledge taught such that it will prevent the employees from forgetting the training content after attending them. This is to ensure that all the resources that PG develop are put into good use. Such pop-up quizzes, though simple, could serve as a constant reminder about the need of being aware of such knowledge even though they may not use them directly on a day-to-day basis. Conclusion Based on the above discussion, we see that talent is the key resource that drives PG forward and helps the company to remain on top in today’s competitive market. Realizing this, PG never let loose its effort in finding the right talent and providing them with proper trainin. The company want to ensure that all of its employees share the same values and are equipped with the most up-to-date product knowledge in a consistent manner. In order to do this efficiently, the use of technology in its e-HR system has proven to be an ef-fective and efficient method that keeps the company ahead globally. With change being the only constant in today’s world, the continuous upgrades in its HR system as well as review on recruitment process are some of the key efforts which require great efforts and are of high importance to the success of the company. Considering the size and global positioning that PG has, keeping its e-HR competent is therefore the key to success. ? References Fast Company (1998). â€Å"The War For Talent†. Retrieved 22 December 2011 from http://www. fastcompany. com/online/16/mckinsey. html Mark. H Jakob. N (1999). E-Recruiting. Creative Good Inc. McKinsey Company (2001). â€Å"The War For Talent†. Retrieved 22 December 2011 from http://autoassembly. mckinsey. com/html/downloads/articles/War_For_Talent. pdf CNN Money (2011). â€Å"World’s Most Admired Companies†. Retrieved 20 December 2011, from http://money. cnn. com/magazines/fortune/mostadmired/2011/snapshots/334. html Procter Gamble (2011). Purpose People†. Retrieved 20 December 2011, from http://www. pg. com/en_US/company/purpose_people/index. shtml National Center for Asia Pacific Economic Cooperation (January 2002) â€Å"Asia-Pacific e-learning Alliance: A Report on e-Learning and Best Practices† Retrieved 19 December 2011, from http://unpan1. un. org/intradoc/groups/public/documents/APCITY/UNPAN011272. pdf SABA Customer Overview (Septem ber 2001) â€Å"Procter Gamble†. Retrieved 21 December 2011, from http://www. betacom. com. pl/files/other/PnG_v4. pdf National Center for Asia Pacific Economic Cooperation (January 2002) â€Å"Asia-Pacific e-learning Alliance: A Report on e-Learning and Best Practices† Retrieved 19 December 2011, from http://unpan1. un. org/intradoc/groups/public/documents/APCITY/UNPAN011272. pdf Training Press Releases (11 April 2003). â€Å"Procter Gamble use BrightWave†. Retrieved 20 December 2011, from http://www. trainingpressreleases. com/news/brightwave/2003/procter-gamble-use-brightwave Accenture (2009). â€Å"Helping Procter Gamble strengthen a culture of high performance through its learning program†. Retrieved 21 December 2011, from How to cite E-Hr in PG, Papers