Memorable Experience Essay Example for Free

Memorable Experience Essay There has been many good and many bad things in my life. Although it was only at the age of five, I will always remember when my godfather David passed away. My mom dad and I lived together with David in Mathews, Virginia. I was always with him and would never leave his side; I was more attached to him than I was to my father. We did everything together we went to the playground, he took me to work with him, and we would take our dog on walks. He was the most special person to me, and I will always have a burning hole in my heart without him by my side. It was my birthday, May 18th, 2002 and my family would always take me out to dinner on my birthday. The whole day I couldn’t wait for David to get home so we could get ready together for dinner, I hadn’t seen him all day because he had work, and I had school. When he arrived at our house as usual he came to my room and gave me the biggest bear hug, David said, â€Å"Are you ready for our dinner sweetheart.† I said, â€Å"Yes, I’ve been waiting all day I’m so excited to go.† So we both got ready for dinner, I chose to eat a Ruby Tuesdays because when I was that age it was my favorite restaurant. Before we went to dinner mom, dad, and David gave me the presents that they had gotten me, of course I was thankful for everything I had gotten. Mom, dad, and I drove separately from David; he rode his motorcycle. We had the best time at dinner, and I thoroughly enjoyed myself. I loved eating out away from home, and it was always a big treat to me. Since it was my birthday I ordered a steak, the staff surprised me by singing Happy Birthday and bringing me a free piece of delicious chocolate lava cake. Chocolate lava cake happened to be my favorite dessert so you could not imagine the happiness it brought me for them to surprise me with it. Afterward, we all went to Walmart and David told me I could pick out one toy from the toy isle, and he would buy it for me. This treatment was nothing out of the ordinary David always treated me like a princess and bought me little gifts just because. Once we checked out at Walmart, we all decided we would meet back at the house. David wouldn’t be home until a little after us because he was some plans to take care of, but he told me he loved me and would see me in the morning before he went to work. Later that night my mom woke me up and said David had lost control of his motorcycle going around a turn and had gotten split in half by a road sign. I couldn’t believe what happened I was astonished, I was in doubt. It just couldn’t be true that someone that I loved so much was tooken from me  on what is supposed to be the best day each year for me. I cried and cried. At his funeral, the preacher spoke of me, how special of a person I was to him and that I was the light of his eyes. Anywhere David was I was strolling right behind him with the biggest smile on my face. The preacher said, â€Å"If any of you lose hope that he is not on this earth anymore, look at that little girl because he will always be watching over her.† Each birthday I start my day off with going to see my Guardian Angel at his resting place. He has always been and forever will be a part of my heart. In life, this has taught me anything can change in a matter of seconds people come and go, even people who mean the world to you. Sadly you can’t change what has happened but you have to move forward and grow from the experience because I know that he continually watches over me and will never leave my side.

Importance of Communication in Human Resources

Importance of Communication in Human Resources Critically analyse the importance of effective communication skills in relation to the practice of Human Resource Management. In a workplace increasingly swirling with change, where the people part of the equation is increasingly critical to organizational success, getting communication right could be the defining factor in gaining competitive advantage. The importance of human capital: the idea that people are increasingly the only asset that differentiates one organization from another; puts human resource management (HRM) squarely at the forefront of the rapid change toward an information based economy. People need to know what’s in it for them and HR program components hold the answers. The best designed benefits package or most elegant compensation design will fail if no one fully understands and appreciates it. Thus, no other function could benefit from effective communication skills more than human resources. Broadly speaking, effective communication is â€Å"leader-driven and attempts to help people understand the market forces that shape the actions and strategy of the business.† (D’Aprix, 1996) This means that communication planning should incorporate how to drive employee behaviour to fulfil business outcomes, not simply the tactics and channels used to disperse information to a workforce. The result for business, and hence HRM, has been the challenge of getting the right people in the right place doing the right work in the right way. It may sound simple but is complicated by the simultaneous demographic changes challenging the working world. The population is aging with more employees wanting to stay put for longer at one end of the spectrum, while at the other end younger workers are moving more often. However, 75 percent of the jobs available are in the information, technology and service sectors, areas which traditionally skew toward younger applicants. Amid this ch ange, HR and other managers are faced with rallying their people around a set of common goals aimed at winning in the marketplace, and building such affiliation by negotiation among various employee groups is no easy task. Indeed, effective negotiation skills involve not only getting your message across to another person, but learning how to read what the other person is saying to you. This means not only listening to other people’s words, but also learning to interpret their body language. It also means learning to communicate without pre-empting other people or making them defensive. (Griffin, 1998) Studies on audiences’ reactions to speeches show that a speaker’s persuasive powers come from not just what is said but the way the speaker looks and sounds. Since the nonverbal cues you project are as powerful as the verbal ones, first, determine what it is you want the person you’re communicating with to do, then select an appropriate combination of words and body language to convey your message in order to communicate effectively and influence them in negotiations. The ultimate goal is to include others in the communication process without coming across as threatening, in or der to minimise conflict and stress, which are both increasingly critical problems in the modern workplace (Sanchez and Dempsey, 2002) Management style is the key to effective communication skills, and thus managers need to establish a style that makes them feel comfortable, in order to avoid stress for both themselves and their staff. For example, some managers may be comfortable getting personal with employees; while others may not and thus should not. Whatever style managers do adopt, in order to be effective they must be sure to use it consistently with all employees, as the biggest source of anxiety for both managers and employees is unclear or inconsistent instructions (Griffin, 1998). Also, to improve the handling of discipline and grievances, managers should be accessible and available when employees seek them out, to avoid grievances or problems escalating. To handle and prevent grievances, managers should be generous with as much positive feedback as possible, and include helpful criticism which focuses on the results of employees’ work. Listening to complaints without being defensive, and sympathiz ing with people so that they know they’re getting through, are also critical skills for handling grievances, which can otherwise spread and harm morale and productivity (HR Briefing, 2000). However, whilst conflict is often viewed as a problem to be avoided, conflict is also an opportunity to improve communications, build teamwork and relationships, and learn about the wants and needs of others. When conflicts arise, they don’t have to be immediately resolved, and often an attempt to do so results in cutting off communication. Indeed, in most instances it’s better for HR managers to act on conflict when they have more information, instead of approaching the problem at a time when tempers are likely to flare. Even in situations where a serious confrontation is unavoidable, and could result in a resignation or serious industrial unrest, managers can ease the tension by making sure to give themselves time to carefully formulate a response. In conclusion, the key to a beneficial HR and internal communication relationship is cooperation and mutual respect instead of competition, conflict, or worse, indifference. Communication cannot be an afterthought relegated to the bottom level of HRM considerations, and restricted to writing e-mails and conducting formal appraisals By recognising the importance of effective communication, HRM can deliver more effective services and ensure accomplishment of its people mission with communication being the critical success factor. In contrast, if HRM fails to develop its communication skills to a truly effective level it risks failing to fulfil its mission of developing, retaining and rewarding the talent necessary for a business to succeed. In extreme examples, ineffective communication can even create problems itself, especially in times of change or uncertainty, when clear, consistent communication is vital to maintaining employee and managerial morale and productivity. References D’Aprix, R. (1996) Communicating for Change: Connecting the Workplace With the Marketplace. Jossey-Bass. Griffin, J. (1998) How To Say It At Work. Prentice Hall Direct. HR Briefing (2000) Wrong words and moves create conflict. Aspen; 1st July 2000, p. 7. Sanchez, P. and Dempsey, T. (2002) Communication the critical success factor. Strategic HR Review; Vol. 2, Issue 1, p. 24

Essay --

Danielle: First, efficient market theory implies that the market fully reflects the available information and react quickly to any new information. In fact, good or bad news related to reported net income is usually evaluated rationally by investors and directly reflected the market share price. Indeed, under an efficient market, this reflected market price will meet the price predicted by the investors and that why in some cases we notice no reactions to the earning performance whether it is good or bad. Second, sometimes there no considerable or even a reversed reaction to change in the stock price for the news related to reported net income and that is due to an other event rather internal or external taking place in the same period that affects the market behaviour towards the investors behaviour. To illustrate, if a company working in gas and petroleum industry can have a decrease in its stock price because of a new environmental low (future expenses) even with the release of a higher net income. Finally, there is also the fact that the investors have certain expectation toward the upcoming net income but in case that the reported net income doesn't overcome their expectations , even though the income is positive, investor won't react to these news . In fact, a company that posts a very impressive earnings performance, but its stock price barely moves because the investors had already expected these results and the reported net income just confirm these expectations. Robert: The inefficient market hypothesis consists on a market behaviour that sometimes drive asset prices above or below their true value. In fact, the existence and magnitude of certain stock price variations are sometimes incompatible with an eff... ...te earnings and in this situation, investors can have an idea about the level of accrual persistence so they can take the best decision towards that. Applying the Accounting principles framework would be an efficient way to increase the persistence of accruals.To illustrate, the timely recognition and mesurebility of accruals would decreae the anomalies especially if they are implemented and disclosed to the public using the right method. The non cash assets and the non cash liability such as goodwill and future tax obligation are more easily to manipulate than the cash flow. In fact, in order to increase the accruals persistence, these non cash flows items show follow a certain regulation. Indeed, Accounting provisions for impairment related to any decrease in value of these items or any possible loss but also posing a restrictive rule for any possible gain.

Lifespan Development Essay -- Sociology Life Span Developing Essays

Lifespan Development   Ã‚  Ã‚  Ã‚  Ã‚  Going back forty-five years is not an easy task to complete because I can’t remember some of the finer details of my childhood. I know I was born on a hot August afternoon in Birth Year at Place Of Birth in City ands State. My mother was just twenty-two at the time and was already the mother of two, I was her third child. My father was twenty-one and already a workaholic, I know because my mother would constantly remind me not to be like that. My mother and father were good parents and they tried to give us the best upbringing they could. My father was the kind of person that believed he should provide and protect his family, and he did a very good job of doing that. During my pre adolescent years, as best as I can recall, my mother was the driving influence behind my development. She is a good person and a mother with an iron will and a strict way, and I believe that she was one of my first role models. My father played a part in my development also. He instilled in me the morals and values that I have today and I thank him for that. Unfortunately my father passed away thirteen years ago before I had a chance to tell him that. My brother and sister were influences as well. I have always looked up to my older brother because he was so independent and free as we were growing up. He would always take time and play with me and teach me things, he was the person that actually taught me how to write my name in cursive the first time. My sister...

The Government Should Make Use Of Revenue Sharing :: essays research papers

The Government Should Make Use of Revenue Sharing Federal grants have become more common over the last 60 years, due to the expansion and retraction of the size of the federal government. The federal government began expanding in the 1930s to deal with the Depression. It used federal agencies to directly deal with problems. As time went on, the tasks were turned over to the states, but the federal government still remained involved through the use of federal grants to states and localities. In the 1970s, Nixon's New Federalism put a heavy emphasis on federal grants. Revenue sharing gave federal dollars to localities and states that had never received very much or any federal money before. This increased local interest in receiving federal money in many localities. In order to deal with the federal bureaucracy and receive federal money, localities and states have to develop efficient and effective bureaucracies of their own. These state and local bureaucracies must understand the federal rules and requirements for receiving federal aid. Some states routinely receive a greater amount of federal money than other states with similar populations due to the differences in state bureaucracies. The state which has an effective grant-writing bureaucracy and maintains relations with federal bureaucrats and leaders is often able to get more money. Federal bureaucracies are often very regionalized. They are staffed by people from a certain region, and they primarily deal with people from that region. They give more federal assistance to these regions too. The overall trend in federal spending in a state may be different from a particular agency's pattern of spending. Some states may get very little overall federal funding, but may get much more than the average amount of money from a certain federal agency's grants. American state-level politics can be divided up into 3 categories: traditional, moralistic, and individualistic. Traditional areas are heavily elitist, and social elites are the primary leaders of society. They have less reliance on government programs, government spending, and government in general. They are not as democratic as in other areas of the country. Moralistic cultures put a heavy focus on government taking an active role in society. There is more emphasis on democratic methods in government, government funding, government programs, and the provision of services. The individualist culture sees government as only being important when it can help the individual succeed. It should never hamper the individual from attaining personnel success. The South is considered more traditionalist. The midatlantic states and other areas which have descendants of the original settlers of the midatlantic states are considered individualistic. The northern states are moralistic. All of these

Analyses on Different Recruitment and Selection Approaches

Analyses on different recruitment and selection approaches and case study Abstract This report introduces several methods recruitment and selection approaches in HRM and discussed their advantages and disadvantages, as well as cultural differences. While external recruitment is applied widely, internal recruitment is better used in large scaled companies. Personal reference can be applied in emergency situation regardless of its drawbacks. 1. 0. Introduction The importance of recruitment and selection cannot be overstated. The recruitment and selection policies and practices can be perceived as integral.Recruitment and selection not only seek to attract and select applicants for a certain position to achieve the certain objective or strategic goals, but may also have significant influence on the whole composition of the workforce (Beer et al. 1984). There is no perfect recruitment and selection method for every situation. In this report, approaches of recruitment and selection are in troduced and discussed. Recruitment in HRM is defined as â€Å"the different activities of attracting applicants to an organization, and the selection of people to fill vacancies. † (Bloisi, 2007: p. 07) and selection is defined as â€Å"the process ‘by which managers and others use specific instruments to choose from a pool of applicants’† (Bratton and Gold, 2003: p. 221). 2. 0. Analyses on different recruitment and selection approaches In this section, approaches of recruitment and selection are both discussed. Section 2. 1 mainly highlights internal recruitment approaches and cultural differences through the process. Section 2. 2 focuses on some traditional selection approaches and personal reference, illustrating their application, pros and cons. 2. 1. Recruitment approachesRecruitment in HRM includes two important parts: job analysis and person specification. The ultimate target is to combine these two parts, thus selecting the right person for the ri ght position. To accomplish this goal, two basic methods are introduced: internal recruitment and external recruitment. They both have their own pros and cons, and should be carefully applied to different situation. To better analyse the problem, this section only focuses on the methods of internal recruitment approaches. In addition, since the cultural influences on recruitment should never be underestimated especially, arguments are also made in this section.Looking for the right person for a vacancy within company can not only reduce advertisement fees on media, but also provide a good way for current staff to further considering about and acting on their careers in the company, improving their passion for career. The relationship between internal and external recruitment can be viewed in two perspectives: substitute and complementary (Matias-Reche et al. 2006). Today’s large number of staff that are considered as good candidates in internal promotion and reassignment are contingent workers who are initially hired for multiple results.According to studies and research, relationship between the proportion of contingent workers and the level of internalisation of employment practices within company is complementary and positive (Abraham 1990; Gramm and Schnell 2001; Ko, 2003). For these contingent workers, they already had some basic knowledge both for their current job and the company, thus making the further investment and especially trainings fewer, compared with those on a new employee. This advantage is more evident in large scaled companies, since there would be much more rules and standards for operation to learn in big companies (Matias-Reche et al. 006). However, for small companies, the save on further training may not seem evident and the promotion of these contingent workers has possibility of triggering dissatisfaction among current workers, who have managed to enter the company through formal recruitment process. It also reduces the possi bility of outside recruitment, narrowing down the range of choice of HRM. For large scale companies especially international conglomerates, cultural difference should also be taken into accounts in recruiting.Realistic job preview, which has been regarded as one of classical techniques used in recruitment in Western, turned out to be a moderately important one in Taiwan (Hsu and Leat 2000). This fact may result from that in late 1990s, realistic job preview was still new for Taiwanese, and companies were not willing to expose too much and too explicitly about themselves especially those negative information. 2. 2. Selection approaches Traditional selection process include application forms, shortlist, interviewing and etc.These fundamental methods can help HR managers get to know the applicant in a short time. As information is clear, there is no need to consider cultural differences in these processes. However, to cater HR managers’ expectancy, the content in application for m or the answers in interview can be exaggerated by applicants, which can hardly be distinguished immediately. A survey in 1985 showed that over 85% applicants in the USA have ever tried to â€Å"polish† at least one critical item on their CVs (Li 2006). In this way, background investigation can be used to diminish such situation.However, as background investigation can cost a lot manpower and material resources, it’s only preferred in final selection (Li 2006). Interview is one of the most frequent selections in practice. Through observation and communication, HR managers can evaluate the applicant both rationally and emotionally. While questions about applicants can be answered immediately, applicants can get to know the company by asking back, which provide a multi-way communication. However, a well-structured interview requires well preparation and due to limited interviewees at one time, the whole interview can last for a long time.Also, biased opinions may be mad e by interviewers who are inclined to be attracted by certain personal traits, which don’t have much relation to the job requirement. Personal reference is also an efficient way especially when the vacancy is an emergency. The applicant recommended by current staff is usually more acknowledged with the whole situation, job description and proper expectation to the company than an applicant who just â€Å"hears of† the company, which can decrease the length of adaptive phase, being more suitable for emergency.Also, being responsible for the company, the referrer is always cautious and considerate when s/he recommends. However, it also has disadvantages. The authenticity of applicant is not as high as those selected through applicants’ pool, increasing the possibility that the ability of applicant is exaggerated by referrer as a result of personal relationship. Furthermore, the position of referrer is also play an important part in the selection, and even in futur e work, especially when the referrer is in comparatively high position. Problems can appear as the manager of the applicant (future subordinate) has o consider more on punishment or critique for the referrer’s sake. Last, not all positions are suitable to this method. When it comes to managerial and professional recruitment, companies usually prefer to use external recruitment such as advertisement in the media and direct applications more frequently (Hsu and Leat 2000) since the skills and professions can easily be distinguished in those selection process. Culture differences still exist in selection especially in Eastern cultures, where guanxi (a personalized networks of influence) relationship can influence the choice especially for entry-level positions (Fan, 2002). . 0. Reward strategies on real-life job advert 3. 1. Case description In the case, the company is looking for an ideal junior executiv. S/he has to work 37. 5 per week, in which 4 days in PR and 1 day Marketin g, which means that s/he has to be both capable of these two fields. His/her job is to support the Head of PR to increase public awareness and understanding of the organisation as well as assist the Marketing Manager in developing marketing materials and literature . The salary is ? 18,000 per year and base in London. No specific potential career development is mentioned. . 2. Reward strategies For new comers, the most important reward may not have to be material one since most of them are young. Good opportunity and promising future both in promotion in the company and in this working field seem more attractive. Thus, professional work trainings and expected promotion are good rewards. Besides, since this job first requires the staff to do both works in PR and Marketing, the company can offer the free choice of either of these two fields to the staff as a reward after working for a certain period of time.This would not only be beneficial to the staff, but also better for the compan y to develop talent. Also, emergencies and accidents often happen in PR field especially in important events. Rewards can be offered to the staff when the accidents are solved perfectly and more importantly, if s/he finds a perfect way to prevent the accidents from happening again. This evaluation of performance is also in accordance to LeBoeuf (1984)’s ten ways to motivate staffs. The company wish the staff to be able to work during evenings and weekends when it is necessary.As a reward, extra vacations and bonus can be offered according to staff’s performance and the scale of the project. Also, as the staff is supposed to be working overtime, a supplement life insurance and annual physical exam can be provided, as research shows that they are also top choices in rewards and perks (www. hrmguide. com). 4. 0. Conclusion The methods for recruitment and selection should be considered in different situations. Specifically, cultural differences should be taken into conside ration. For entry-level jobs, the material reward is not most important.Leaving more space for the staff to grow and showing respect to his/her choice is also a way of reward. References Abraham, K. G. 1990. , Restructuring the employment relationship: the growth of market-mediated work arrangements, in Abraham, K. G. and McKersie, R. B. (Eds), New Developments in the Labour Market: Toward a New Institutional Paradigm , MIT Press, Cambridge, MA, p 85-120. Beer, M. et al. , 1984. Managing Human Assets, New York: Free Press. Fan, Y. 2002. Guanxi’s consequences: Personal gains at social cost. Journal of Business Ethics, 38 ,p. 371–380 Gramm, C.L. and Schnell, J. F. 2001, The use of flexible staffing arrangements in core production jobs, Industrial and Labour Relations Review 4 (2), p 245-258. Hsu & Leat, M. 2000. A Study of HRM and Recruitment and Selection Policies and Practices in Taiwan. Int. J. of Human Resource Management 11(2) p. 413-435 Ko, J. R. (2003, Contingent and internal employment systems: substitutes or complements?. Journal of Labour Research, 24 (3), p 473-490. Li, D. , 2006. The Recruitment and Selection Methods in HR. Science and Technology Literature Press LeBoeuf, M. , 1984.How to Motivate People. Sidgwick & Jackson Ltd Matias-Reche, F. , & MarFuentes-Fuentes, M. , 2002. The Internal Labour Market and The Employment of Temporary Help Workers in Spain. Personnel Review, 35 (4) p. 378 – 396 Appendix (including job advert) The Sick Children's Trust – PR ; Marketing Junior Executive http://www. graduate-jobs. com/job/the_sick_childrens_trust_pr_and_marketing_ju nior_executive_50615 Salary: ?18,000 Location: London Date posted: 2 November 2012 Job start date: 7-Jan-2013 ————————————————-Application close date: ————————————†”———- 17-Nov-2012 The Sick Children's Trust – PR & Marketing Junior Executive (Four days PR and one day marketing) Hours:  37. 5 per week/FT (Four days PR and one day marketing) Reports to:  Head of PR Job purpose †¢ To support the Head of PR in the development and implementation of a successful media relations programme to increase public awareness and understanding of the organisation †¢ To assist the Marketing Manager in developing marketing materials and literatureResponsibilities †¢ †¢ Assist Head of PR in securing maximum publicity of community events, SCT events, corporate support †¢ Ensure that high quality news releases and statements on the organisation’s activities are researched, produced and disseminated to appropriate media contacts to generate maximum coverage   †¢ Develop and maintain relationships with targeted media contacts †¢ Assist the Head of PR on publicity of national campaigns and fundraising appeals when necessary †¢ Assist on the night of events by assisting Head of PR in o-ordinating press activity and ensure photo-calls are organised where appropriate †¢ When needed assist the Head of PR in rolling out the social media campaign and updating SCT website †¢ Assist Head of PR in celebrity liaison role. †¢ Assist the Marketing Manager on the design and production of marketing materials and literature such as the Direct Mail, Annual Report, Newsletter and charity promotional literature and merchandise. General †¢ Represent the organisation at agreed events organised by the organisation and others e. g. aunches on behalf of the organisation †¢ Build an understanding, as far as possible, of the work, requirements and priorities of the other department teams Administration †¢ Take responsibility for own administration, including filing and handling a range of telephone enquiries †¢ Ensure that The SCT’s internal data base is kept up to date and add media and celebrity contacts according to the database policy †¢ Ensure media/photo consent forms are completed and filed Duties may vary from time to time with development of the post.The post holder will be required to carry out such duties as receiving general telephone enquiries and dealing with general office administration as befits a small office environment. Experience †¢ Degree educated, preferably in relevant subject such as English, Media or Communication Studies (E) †¢ Experience of managing own workload effectively, planning and organising a number of projects at one time to set timescales (E) †¢ Experience of working effectively without close supervision, dealing with problems as they arise (E) †¢ Experience of working in the voluntary sector (D)Abilities ; Skills †¢ Able to produce correspondence and written work using good compositional skills and to produce accurate work to a high standard at all times (E ) †¢ Good oral communication skills (E) †¢ Able to prioritise workload and manage own time effectively to meet deadlines (E) †¢ Can communicate clearly and assertively with a wide range of people at all levels (E) †¢ Ability to generate and identify hard news angles and react where possible (D) †¢ Ability to think creatively (D) Ability to develop and maintain sensitivity, respect and understanding of people linked with the organisation (E) †¢ Uses initiative to perform tasks well and demonstrate pro-active thinking(E) †¢ Work as part of a Team (E) Knowledge †¢ Kowledge of Microsoft Office software in particular, Word, PowerPoint, Excel and Outlook, In-design, PR Max and Photoshop (E) †¢ Good working knowledge of how the media works, including social media (E) †¢ Good working knowledge of marketing (E)Education/Training †¢ Educated to A Level standard at least including English (E) †¢ A journalistic qualification would be a n advantage (D) Other Requirements †¢ Able to work evenings and weekends when necessary (D) †¢ Commitment to work within the principles of the equal opportunities policy (E) †¢ Results orientate approach to working (E) †¢ Represent The SCT according to the values of the organisation (E)

A Study on Preferred Investment Avenues among HNI Investors in the city of Indore, M.P ,India

AbstractInvestment is the employment of funds on assets with the aim of earning income or capital appreciation. Investment is the most important things today. People are earning more, but they do not know where, when and how to invest it. A proper understanding of money, its value, the available avenues for investment, various financial institutions, the rate of return/risk etc., are essential to successfully manage one’s finance for achieving life’s goal. Through this study, an analysis has been made into preferred investment avenues among high net worth individuals in the city of Indore, Madhya Pradesh, India. Indore a hub for business classThe result s highlight that certain factors like education level, awareness about the current financial system, age of investors etc†¦ make significant impact while deciding the investment avenues. The study is based on personal interviews with high net worth individuals, using a structured questionnaire. Actually, the present study identifies the preferred investment avenues among the individual investors using self assessment test. The study is based on primary sources of data which are collected by distribution of a close ended questionnaire. The data will be analyzed using percentage and chi-square test with the help of statistical software. There are large numbers of investment opportunities available today. In this study it will be examined how the HNI investors managing their investments.INTRODUCTIONThe developing countries like India face the enormous task of finding sufficient capital in their development efforts. Most of these countries find it difficult to get out of the vicious circle of poverty of low income, low saving, low investment, low employment etc. With high capital output ratio, India needs very high rates of investments to make a leap forward in her efforts of attaining high levels of growth. Since the beginning of planning, the emphasis was on investment as the primary instruments of economic growth and increase in national income. In order to have production as per target, investment was considered the crucial  determinant and capital formation had to be supported by appropriate volume of saving.HNI INVESTORS:The respondents of this study consist only the people, those who are rich business class although precise classification of his wealth cannot be commented upon. It is observed that the business class having ample wealth invest differently considering high risk high return basis other than salaried class investors who are believed to invest in safe investment withDefinition of ‘High Net Worth Individual –A classification used by the financial services industry to denote an individual or a family with high net worth. Although there is no precise definition of how rich somebody must be to fit into this category, high net worth is generally quoted in terms of liquid assets over a certain figure. The exact amount differs by financial institut ion and region. The categorization is relevant because high net worth individuals generally qualify for separately managed investment accounts instead of regular mutual funds. HNIs are in high demand by private wealth managers. The more money a person has, the more work it takes to maintain and preserve those assets. These individuals generally demand (and can justify) personalized services in investment management, estate planning, tax planning etc.INVESTMENT OPTIONS AVAILABLEThere are a large number of investment instruments available today. To make our lives easier we would classify or group them. In India, numbers of investment avenues are available for the investors. Some of them are marketable and liquid while others are non marketable and some of them also highly risky while others are almost ris k less. The people has to choose Proper Avenue among them, depending upon his specific need, risk preference, and return expected Investment avenues can broadly categories under the following heads.1. Equity 2. FI Bonds 3. Corporate Debenture 4. Company Fixed 5. Bank Fixed 6. PPF 7. Life Insurance 8. Post Office-NSC 9. Gold/Sliver 10. Real Estate 11. Mutual Fund 12.Hedge fund & OthersOBJECTIVES:Primary objective 1. To study the various investment avenues and the investors risk preference towards it.Secondary objectives 2. To study the dependence/independence of the demographic factors of the investor and his/her risk tolerance..3. To analyze the investment pattern (i.e the type of financial instrument they and duration for which they prefer to invest) among the HNI investors.4. To find the problems being faced by the investors and type of risk considered by them.5. To know the mode of investments of the HNI respondent in various investment avenues.SCOPE OF THE STUDY:This study is focusing on the preference of Investments by HNI investors and it will be helpful to identify the better investment options in the market.Their level of awareness about the various asp ects of investment avenues available in the study area is considered.RATIONALE OF THE STUDY:Indian economy is growing significantly. It has various investment options. The study has been undertaken to analyze whether the investment avenues have gained importance among the people (or) not. This analysis on individual investors behavior is an attempt to know the profile of the investor and also know the characteristics of the investors so as to know their preference w.r.t their investment. The study also tries to explore the influence of demographic factors like age, income, gender on risk tolerance level of the investor.REVIEW OF LITERATURE:Avinash Kumar Singh (2006)The study entitled â€Å"Investment Pattern of People† has been undertaken with the objective, to analyze the investment pattern of people in Bangalore city and Bhubaneswar analysis of the study was undertaken with the help of survey conducted .After analysis and interpretation of data it is concluded that in Banga lore investors are more aware about various investment avenues & the risk associated with that. All the age groups give more important to invest in equity & except people those who are above 50 give important to insurance, fixed deposits and tax saving benefits. Generally those investors who are invested in equity, are personally follow the stock market frequently i.e. in daily basis. But those who are invested in mutual funds are watch stock market weekly or fortnightly. In Bangalore, investors are more aware about various investment avenues and the risk associated with that. But in Bhubaneswar, investors are more conservative in nature and they prefer to invest in those avenues where risk is less like bank deposits, small savings, post office savings etc.Sudalaimuthu and senthil kumar (2008)Mutual fund is the one of investment avenues the researcher research in this area about investors perception towards mutual fund investments has been analyzed effectively taking into account th e investors reference towards the mutual fund sector, scheme type, purchase of mutual fund units, level of risks undertaken by investors, source of information about the market value of the units, investors opinion on factors influenced to invest in mutual funds, the investors satisfaction level towards various motivating  factors, source of awareness of mutual fund schemes, types of plan held by the investors, awareness of risk category by investors, problems faced by mutual fund investors.Running a successful mutual fund requires complete understanding of the peculiarities of the Indian Stock Market and also the awareness of the small investor. The study has made an attempt to understand the financial behavior of mutual fund investors in connection with the scheme preference and selection. An important element in the success of a marketing strategy is the ability to fulfill investor expectation. The result of these studies through satisfactory on the investor’s perception about the mutual funds and the factors determining their investment decisions and preferences. The study will be useful to the mutual fund industry to understand the investor’s perception towards mutual funds investments and the study would also be informative to the investors.Sunil Gupta (2008)The investment pattern among different groups in Shimla had revealed a clear as well as a complex picture. The complex picture means that the people are not aware about the different investment avenues and they did not respond positively, probably it was difficult for them to understand the different avenues. The study showed that the more investors in the city prefer to deposit their surplus in banks, post offices, fixed deposits, saving accounts and different UTI schemes, etc. The attitude of the investors towards the securities in general was bleak, though service and professional class is going in for investment in shares, debentures and in different mutual fund schemes. As far as the investments are concerned, people put their surplus in banks, past offices and other government agencies. Most of the horticulturists in Shimla city who belong to Apple belt though being rich have a tendency of investing then surpluses in fixed deposits of banks, provident funds, Post Office savings, real estates, etc. for want of safety and suitability of returns.Manish Mittal and Vyas (2008)Investors have certain cognitive and emotional weaknesses which come in the way of their investment decisions. Over the p ast few years, behavioral finance researchers have scientifically shown that investors do not always act rationally. They have behavioral biases that lead to systematic errors in the way they process information for investment decision. Many researchers have tried to classify the investors on the basis of their relative risk taking capacity and the type of investment they make. Empirical evidence also suggests that factors such as age, income, education and marital stat us affect an individual's investment decision. This paper classifies Indian investors into different personality types and explores the relationship between various demographic factors and the investment personality exhibited by the investors.RESEARCH METHODOLOGY:This part explain the methodology used in this study. The methodology includes data and sources of data, sample size, area of the study and framework of analysis.The study is based on primary and secondary data. Primary data have been collected from 100 respondents through a structure questionnaire covering HNI investors of Indore, India. The secondary data have been collected from various books, magazine, journals, news papers and websites.The samples sizes of 100 respondents.The sampling technique followed in this study is probability sampling. Simple random techniques are used to select the respondent from the available database. In order to analyse the collected data, the following tools were used.Simple percentage anal ysis: it states the frequency and percentage of the customers profile, attitude and opinion regarding peoples.