Impact of HRM on Productivity

Impact of HRM on Productivity The impact of HRM practices and policies on employee productivity is a significant subject in the arena of human resource management, industrial relations and organizational psychology. The bulk of its work includes the rationale of utilization of High Performance Work Practices, boost up compensation and deliverance in the field of management systems and broader employee participation and training, can better the knowledge, enhance their urge/motivation, decrease avoiding work and improve retaining of quality employees while boosting up idler to quit the organization. Most of the logic given in the related research topics shows this fact that firm present and prospective human resources are pivotal considerations in the development and completion of its tactical business plan. Although the bulk of this literature is theoretical, concludes that human resource management usage can assist to develop a source of long term competitive benefit, especially when they are associated with a firms viable stratagem. I both this largely hypothetical literature and the rising traditional acumen among human resource professionals there is a emergent agreement that organizational human resource tactic may, if adequately arrange in a particular way, present a vivid/direct and inexpensively noteworthy contribution to firm capability. The assumption is that more effective systems of HRM practices, which at the same time use the potential for complementarities or synergies among such practices and help to implement a firms competitive strategy, are sources of sustained competitive advantage. Unluckily, very little pragmatic evidence assists such a notion. What empirical work does exist has largely focused on individual HRM practices to the exclusion of overall HRM systems. 1.2: Background A number of researchers have reported that HR practices are positively linked with organizational and employee productivity or performance. The focus and thrust of these studies have been towards developed countries. Little research has been done to test the HR-performance link in developing countries like Pakistan. Aycan et al. (2000) termed Pakistan as under-researched country in the field of HRM practices. The present study is an attempt to test the relationship between HR practices and employee productivity or performance in Nestle Pakistan Limited, in this situation it is important to find out the determinants which can enhance the employees productivity in an organization. The objective of this research is to facilitate the decision makers in an organization to follow the HRM practices which can improve the productivity of employees. The present study could be helpful to human resource managers of public and private sector organizations in Pakistan for formulation and development of HRM practices that will ensure high level of employees productivity resulting in increased achievement of an organization. To evaluate employee productivity as sanctioned by human resource management practice, as HRM practices have significant impact on employee outcomes particular on the productivity. Support for predictions that impact of HR practices on employee productivity, linking to the HR system focused on human capital enhancement was directly related to multiple dimensions of operational performance such as employee productivity, machine efficiency and customer alignment. Hypotheses will be derived from resource-based perspective on strategy. Positive and significant effects on employee productivity are found for organizations that utilize more sophisticated human resource planning, recruitment and selection strategies. The need to examine the output effects of original service practices using data from model of Nestle Pakistan Limited employees of diverse departments, efficiency regressions demonstrate set of creative work practices, which include motivational pay, teams, pleasant work assignm ents, employment safety measures and training, achieve significantly higher levels of yield which includes slight job definitions, stringent work rules and hourly pay with close management. Most of the literature on HRM activities has presumed that employee productivity affects the success and effectiveness of HRM activities. 1.3: Objectives Determining use of productivity in comparison to performance and recognize productivity level on work performance Finding out employee productivity impact from HRM based functions Relating to several theories and applications of HRM practices in accordance to employee productivity The aim of the proposed study is to explore the relationship between HRM practices and employee productivity. The researcher will try to answer two questions, i.e., How do Human Resource Management (HRM) practices affects Employee productivity? And how an organization can improve its productivity through effective HRM practices? The present research will be conducted through survey questionnaire technique. The questions will be close ended with five point Likert type scale. For calculation and manipulation on the primary data, statistical tools will be used. In this research, Nestle Pakistan Limited a food processor, one of the largest organization in Pakistan will be the target population. In order to select the sample, non-probability convenience sampling technique will be used. The sample will contain 100 respondents including both male and female. This research will be of quantitative type because the quantitative research is more result oriented than qualitative research. The pr esent research will be applicable in almost all areas private and public sectors because it identifies the basic key i.e. Human Resource Management (HRM) practices and employee productivity. Problem statement What is the problem? There are many and varied reasons why managers are continually under distress in organization. Resources, human and material, technology are but a few issues confronting managers daily. More importantly the human aspect has questions that have perplexed and fascinated managers for a long time. These questions include: How can they improve the performance of their employees? Which factors make some employees better productivity in their jobs than others? What makes some employees perform better than others? There are no easy answers to these questions, yet they plague managers in their day-to-day running of organizations. The reality is that the level of employee motivation affects their morale, performance and overall job satisfaction. Research question and research objective Research questions How an organization can improve its productivity through effective HRM practices. How does HRM practice effect employee productivity? Hypothesis Human Resource Management Practices are positively correlated to Employees productivity. H1: Selection is positively correlated to Employees productivity. H2: Training impacts Employees Performance positively. H3: Performance appraisal is positively correlated to Employees Performance. H4: Career planning is positively correlated to Employees Performance. Scope and Limitations of research Scope Scope of the current research study is limited to the Nestle Pakistan Limited. The current study touches those recruitment areas of private sector organization which are still neglected, but have its own importance. The proposed study will throw light on such hiring areas to improve the efficiency of the employees of Nestle Pakistan Limited will increase. The results of the present study will be able to be implemented in the private sector organizations well. Limitations The research study will must have to be completed in November 2010. Time limit is a critical factor because it will have to complete with the normal job routine. Respondents may not be able to respond properly because of their tight schedule. Respondents may not have the proper knowledge about the variables and their relationship which are under study. Personal likeness and dislike-ness of the respondents may create biasness in the study. Respondents may feel hesitation while attempting the questionnaire and may produce ambiguous results. Conceptual framework of research In the past Human resource management (HRM), was known as personnel management, which includes all the activities performed by an organization to make sure the efficient employment of employees towards the accomplishment of individual, group, and organizational objectives. A firms HRM working concentrates upon the people side of administration. It is made of usages which help the company to deal efficiently with its people throughout the different steps of the employment cycle, as well as pre-hire, recruitment, and post-hire. The pre-hire step includes planning tactics. The business must take this decision that what types of job initiation will survive in the future period and focus the required qualifications for performing these jobs. During the hiring steps, the organization chooses its employees. As for as the selection criteria techniques are concerned they include recruiting applicants, judging their diploma, and finally choosing those who are deserved to be the most competent. In the post-hire phase, the business makes HRM policies for efficiently managing persons once they have come to them. These techniques are formed to enhance the performance and contentment levels of employees by giving them with the required knowledge and capabilities to fulfil their job assignments and by developing such occasions that will boost up their energy, guide and help the employees in their efforts to meeting the businesss goals. HRM practices and implementation There is always HR department in a firm which implements its policies and the responsibilities of this department are associated with HR professionals and line managers. The interaction b/w managers and HR professionals guide them to make efficient and productive HRM policies. Firms success depends upon the performance of its worker and methodology of its appraisal method. HR professionals originate the system, while managers present the criteria to judge the standards of making performance evaluations in their right perspective. As far as the nature of these roles is concerned they vary from company to company making its dependence on the size of the business. This conversation presumes large company with highly developed HRM department. Similarly, in small companies without extended HRM departments, line managers must presume an even greater role in efficient HRM practices. HR professionals commonly presume the following four areas of obligations: establishing HRM policies and measures, developing/choosing HRM methods, monitoring/evaluating HRM practices, and advising/assisting managers on HRM-related matters. HR professionals usually make the decision (subject to upper-management approval) what actions to follow when imposing HRM policies. For example, HR professionals may decide that the selection procedure should include having all applicants (1) complete an application (2) give an employment test, and then (3) be ready for the interviewed by an HR professional and line manager. Generally the HR professionals adopt specific methods to implement a firms HRM policies. For example, in selection the HR professional may presume the application empty, develop a prearranged interview guide, or select an employment test. HR professionals also make ensure that the firms HRM practices are adequately implemented. Evaluating and monitoring are involved in this obligation. For example, HR professionals may evaluate the usefulness of employment tests, the success of training programs, and the cost effectiveness of HRM outcomes such as selection, turnover, and recruiting. They also may monitor records to ensure that performance appraisals have been properly completed. HR professionals also consult with management on an array of HRM-related topics. They may assist by providing managers with formal training programs on topics like selection and the law, how to conduct an employment interview, how to appraise employee job performance, or how to effectively discipline employees. HR professionals also provide assistance by giving line managers advice about specific HRM-related concerns, such as how to deal with problem employees. The development of HRM procedures and methods often requires input from line managers. For example, when conducting a job analysis, HR professionals often seek job information from managers and ask managers to review the final written product. Additionally, when HR professionals determine an organizations training needs, managers often suggest what types of training are needed and who, in particular, needs the training. Significance of the study The proposed study is directly related to the human resource management (HRM) practices and its related effects on an organization. A positive or negative correlation will be created between the variables of the HRM practices and employee productivity and performance with in the target population i.e., Nestle Pakistan Limited. The impeding significance of the research can be found at the ideal composition of research of how it can go or not go beyond the scope of research as the research findings could be at most useful in terms of instilling awareness to HR personnel and other involved parties that it is important to have right amount of productivity adhering to performance, research is significant in providing ample basis towards theory and conceptual sense of HR ways, productivity level as well as application and accepting HR practices research and development as reference tool. The proposed study will also attract the attention of the management of the private sector organization to reduce the rate of turnover of the contractual employees. The present study will also highlight the importance of good and satisfactory HRM practices in saving the time of management and the co-workers. The findings of the study will help the organization to improve the productivity and efficiency of employee and provide a speedy start up for the new employees, save the time, reduce start up cost, minimize the anxiety and reduce the turnover of contractual employee in a private sector organization. The study will also help the organization to optimize the abilities of the employees and assign the responsibilities accordingly. In this way the organization will be able to achieve its objectives in a better cost effective way by making a confident and strong workforce. The findings and recommendations will be proof more effective through out the organization. LITERATURE REVIEW HRM practices and productivity of employees Guest (2002) has argued that the Impact of HRM on performance depends upon workers response to HRM practices, so the impact will move in direction of the perception of HRM practices by the employee. Wood (1999) and Guest (2002) has stressed that a competent, committed and highly involved work force is the one required for best implementation of business strategy. Huselid (1995) have found that the effectiveness of employees will depend on impact of HRM on behavior of the employees. Patterson et al (1997) while discussing impact of people management practices on business performance has argued that HR practices in selection and training influence performance by providing appropriate skills. Their research has found that HR practices have powerful impact on performance even if measured as productivity. Huselid (1995) stressed that by adopting best practices in selection, inflow of best quality of skill set will be inducted adding value to skills inventory of the organization. He also stressed on importance of training as complement of selection practices through which the organizational culture and employee behavior can be aligned to produce positive results. Cooke (2000) has included efficiency and effectiveness as ingredients of performance apart from competitiveness and productivity. He or she further argued that training is the tool to develop knowledge and skills as means of increasing individuals performance (efficiency and effectiveness). Singh (2004), whose observations are more relevant in our cultural context, argues that compensation is a behavior aligning mechanism of employees with business strategy of the firm. Career planning is a tool that aligns strategy with future HR needs and encourages employee to strive for his personal development (William et al, 1996). By increasing employee participation, the firm will benefit from increase in productivity of the employee due to increased commitment of the employee. Financial participation schemes were more beneficial for the organizations than the associated cost (Summers Hyman, 2005). Use of best HR practices shows a stronger association with firms productivity in high growth industry (Datta et al, 2003). This finding has significance in our case as we have shown that the telecom sector of Pakistan is a high growth industry. Wright et al (2003) have argued that an employee will exert discretionary effort if proper performance management system is in place and is supported by compensation system linked with the performance management system. Job definition is combination of job description and job specification. It clearly outlines duties, responsibilities, working conditions and expected skills of an individual performing that job (Qureshi M Tahir, 2006). Ichniowski (1995) while observing productivity of steel workers have found that complementary HR practice System effects workers performance. Majority of previous research has verified significant relationship between HR practices and Employee Outcomes (Sels, 2006) Collins (2005) in a research of similar nature targeting small business have found that effective HR practices impact employee outcomes significantly (employee outcomes used by them were different than ours). A research was conducted by Mr. Tahir Masood Qureshi (2006) regarding Impact of HR p ractices on organizational performance in Pakistan. His findings were supportive of our assumption that HR practice system effect Organizational Performance through employee outcomes. METHODS AND PROCEDURES Methodology The present research will be a survey type cross sectional quantitative research. The research methodology will be as follows: Research population In the given research study, the population will be all employees of Nestle Pakistan Limited. The number of female staff in the population will be very small but their efficiency of work is greatly affected. Research sample The sample will consist of both males and female, upper, middle and lower level staff from the target population. According to the designations of the respondents their qualifications, professional experience, age will vary. Sample size The sample will contain 100 respondents including both male and female. Type of research This research will be of quantitative type because the quantitative research is more result oriented than qualitative research. Sampling technique In order to select the sample from the target population i.e. Nestle Pakistan Limited Non-probability convenience (purposive) sampling technique will be used. Questionnaire A questionnaire will be designed to collect the necessary information. The questions type will be close ended. A cover letter highlighting the purpose of the study and instructions to fill in the questionnaire and a demographic data sheet will be prepared and attached with the questionnaire as well. DATA ANALYSIS AND REPRESENTATION Available research software and manual calculation will be uses while making analysis on the data collected for the proposed research study if needed. Statistical and arithmetical formulae will be applied as per demand and need of the study. Statistical tables and graphical representations will also be drawn. FINDNIGS, CONCLUSION AND RECOMMENDATIONS Findings In order to achieve the basic purposes and objectives of the proposed research study, research findings based on data analysis will be discussed generally and specifically. Conclusion Conclusion will be constructed after analysis. Recommendations At the end finally Recommendations will be given for further improvements. Research Plan and Time Schedule Time is an important element of any research design, to measure the time span.

Dinner at My Place Essay -- Personal Narrative Papers

Every year on Halloween; my favorite holiday, I had a very special dinner party. It looks like it was that time of the year again. So I pulled out my phone book and decided to invite a couple of people over. After putting lots of thought into it, I decided to invite three people: Jesse Berst, Molly Masland, and Julia Walker. Now these three people aren’t just any three people. They all have something in common; they know about about online shopping. They are all some type of reporter and have written articles about online shopping. Jesse Berst is and he did a report called "Online Shopping, The Safe Way;" which teaches some great tips on how to shop carefully. Molly Masland is also a reporter and her story/article was called "The Dark Side Of Online Shopping;† she shows you some of the things that can go wrong when you shop online. Finally there’s Julia Walker and she is known for her consumer reports. One of her many articles was "Resolving Problems, What T o Do When You Get Burned;" her reports tell you what to do and where to go for help if you get ripped off. Yes, online shopping was going to be the theme for this year. I figured since I had to do a paper on it for school and they all wrote stories on online shopping then we would definitely have something to talk about. Not to mention it was an interesting topic that would help me on my paper. So I made some invitations, sent them out and as soon as they all RSVP’d I began to plan everything out. Well it was almost eight o’clock and here I was running around my house frantic trying to get last minute things finished. For a while there I was going mad trying to decide what we should eat. I figured since they where all respectable people that some fine wine was to ... ...s out there that are keeping an eye out for shady businesses. It is good to tell people that there is something they can do about it, most people do nothing. Everyone should be aware that they should file consumer reports like Julia Walker said. It's the only way to protect you're self after something has happened, and it is also one of the only ways to help you recover what you lost. All in all I felt very satisfied with the dinner. Besides just being a nice evening it was also a very informative one. I learned a lot of things about online shopping that not most people know and that they should know. Sites to go to: Jesse Berst- Online Shopping: http://www.zdnet.com/anchordesk/story/story_2754.html Molly Masland- MSNVC Online Shopping: http://www.msnbc.com/news/283239.asp Julia Walker: Online Shopping: http://shoppingspot.com/consumerinfo/fraud.htm

Bullying Speech Essay

Have you ever been bullied? Have you ever cry yourself to sleep every night just because you don’t want to go to school the next day? Have you almost risk your own life just because you don’t want to live anymore? From the different experiences I had encountered and listened to, being bullied by the people around you really change one’s lifestyle and perception in life. Bullying is an unwanted, aggressive behaviour among school aged children that involves a real or perceived power imbalance. The behaviour is repeated, or has the potential to be repeated, over time. Both kids who are bullied and who bully others may have serious, lasting problems. Close to half of all the children will experience school bullying at some point while they are at primary or secondary school or sometimes even if they are already adult and at work. Like my cousin who is now a sophomore high school student, he has been bullied nonstop for almost two years. He was teased by his classmate s because of his dumbness and quietness in class. Once, his classmates had punched him because he doesn’t want to give his allowance to them. Parents should always check their child because more than 20% of children who are repeatedly bullied end up in jail. According to Doc Ryan of Cyber Bullying Seminars (2009), bullying has several forms. These are physical, verbal, social, psychological and cyber. Physical bullying is when a person (or group of people) uses physical actions to bully someone; such as hitting, poking, tripping or pushing and repeatedly and intentionally damaging someone’s belongings. Verbal bullying is the repeated or systematic name calling, insults, homophobic or racist remark and verbal cause. Social bullying is indirect actions, such as lying about someone, spreading rumors, playing a nasty joke that make the person feel humiliated or powerless, and mimicking or deliberately excluding someone. Psychological bullying is threatening, manipulating or stalking someone. And cyber bullying is a method of bullying that uses technology. There are many factors that motivate bullying behavior. Bullies want to feel powerful by insulting or mocking someone. They want to have the attention their families did not give them. They want to be aggressive. Bullies pick on the people they think don’t fit in, maybe because of how they look, how they act (for example,  kids who are shy and withdrawn), their race or religion, or because the bullies think their target may be gay or lesbian. The bullies also have psychological problem of their own. They don’t bully other person just to act cool. They were attention seeking individuals who wanted to be noticed and to be noted as superior in their community. One of the most painful aspects of bullying is that it is relentless. Most people can take one episode of teasing or name calling or being shunned at the mall. However, when it goes on and on, bullying can put a person in a state of constant fear. Studies show that people who are abused by their peers are at risk for mental health problems, such as low self-esteem, stress, depression, or anxiety. They may also think about suicide more. There are many ways to overcome bullying. 1. Practice confidence. Practice ways to respond to the bully verbally or through your behavior. Practice feeling good about yourself (even if you have to fake it at first). 2. Ignore the bully and walk away. It’s definitely not a coward’s response — sometimes it can be harder than losing your temper. Bullies thrive on the reaction they get, and if you walk away or ignore hurtful emails or instant messages, you’re telling the bully that you just don’t care. 3. Seek guidance or ask for help when you or someone is bullied. It may help to talk to a guidance counselor, teacher, or friend — anyone who can give you the support you need. Talking can be a good outlet for the fears and frustrations that can build when you’re being bullied. 4. Take charge of your life. You can’t control other people’s actions, but you can stay true to yourself. Think about ways to feel your best — and your strongest. To sum up everything, bullying is an abuse of your human rights. It is a serious problem with serious mental and physical impacts. It can affect you at home, school, and work, in your social life and in your ability to feel happy, healthy and secure. It is a parasitical exchange, where one person gains a benefit from hurting another. Standing up to bullies doesn’t mean you have to have a physical fight with them. Most of the time, you don’t have to fight. There are almost always more effective ways to deal with bullies — ways that are better for you. Don’t ever forget that everyone has  the right to feel safe and happy. Today’s problem isn’t so much the bullying itself – bullying has been around for centuries. The problem is that it is difficult to escape from its cruelty. Despite campaigning, bullying itself won’t become extinct, but the safety felt by victims can be increased.

ADHA essay Essays - Evaluation, Integrity, Virtue, Mindfulness

ADHA essay Essays - Evaluation, Integrity, Virtue, Mindfulness The word integrity derives from the Latin root word integer, which means complete or entire. I believe that a significant quality a student member should possess to be the District Student Delegate for ADHA is Integrity. I say this because how much integrity one has defines the eminence of your character. I believe that integrity encompasses all qualities and capabilities of your roll to lead and help others. Having good character allows you to be receptive to information and teach others. The student member has to be assertive and proactive so that there voice can be heard for other members of ADHA. To be in this position I believe that you need to be complete with your actions. The student member needs to be able to implement their skills effectively while being open to change and progression. They have to be able to take accountability while holding moral and ethical responsibilities to become the Student Delegate. The student member needs to be able to function exceptionally in team-based settings and have positive impacts on other members. They need to have great work ethic and an optimistic attitude so that they can influence other members in a constructive way. They need to be able to create an environment that will allow other members to be motivated and to invoke them to use their talents to succeed. Upholding good integrity, truthfulness, mindfulness, and honesty is key. Possessing these primary attributes and building on them is what will make a Student Member successful. Gennifer Afari Howard University District III SNDA Elect

HOW TO WRITE A CRITIQUE FOR A THEATRICAL PERFORMANCE Essays

HOW TO WRITE A CRITIQUE FOR A THEATRICAL PERFORMANCE Essays HOW TO WRITE A CRITIQUE FOR A THEATRICAL PERFORMANCE Essay HOW TO WRITE A CRITIQUE FOR A THEATRICAL PERFORMANCE Essay How to Write a Critique for a Theatrical Performance A critique is an evaluation ofa performance of a show. It should contain five paragraphs. 1. Paragraph I†The Basics Include the answers to the five Ws: Who (the playwright, directors, and actors What (the title of the play) Where (the name of the school or theater) When (when did you see it? ) Why (In a few sentences, state the basic theme of the show) 2. Paragraph 2†The Plot Briefly summarize the plot of the show: How well did the story work? Was it interesting, entertaining? Did you like the actual script? 3. Paragraph 3†The Acting Reactions to the performers playing the characters in the play: Use their real names and character names Were they believable? How was their volume and articulation? Did their gestures and body movement stay true to the character? 4. Paragraph 4†The Design set: Did it establish a definite mood and correct time period for the play? Lights: Did they convey appropriate mood, emphasis, and brightness? Costumes and Makeup: Were they true to the period of the show and to the characters? Sound: How did the sound effects and music contribute to the shows mood? If this performance was a musical, what is your opinion of the orchestras performance? 5. Paragraph 5†The Reaction What is the plays effect on the audience? Was the audience attentive? Was the audience interested? What was your opinion of the show as a whole? Back up all your opinions with valid reasons. Be objective, fair, and sincere. Evaluate the entire production. Be constructive. Indicate good points along with those you felt needed improvement. Enjoy the show†dont go to be overly critical.

Management in Context (MIC) Essay Example | Topics and Well Written Essays - 3500 words

Management in Context (MIC) - Essay Example These reforms originated in urbanized developed economies, whose supporting leaders were under force to keep downward levels of community duty and expenditure, while maintaining elevated stages of welfare and other community services (Manning 1996). A noteworthy feature of the reforms was the conviction that the state had develop into too great and over-committed, and that the marketplace offered better mechanisms for attain the efficient provide of possessions and services (World Bank, 1996, 1997). The public management meadow is in the middle of a theoretical and experiential upheaval concerning the position played by networks in the release of public services. The increase of civic/private cooperation in the civic sphere has throw doubt on the image of the modern bureaucracy as a hierarchical arrangement of incompetence. I continue the procedure of examining management belongings through civic/private networks by discovers the frequently discussed but uncommonly tested plan of time within a system. Much of the management journalism treats networking as a one-shot occurrence, ignoring "executive experience" differences crossways organizations, but this learn treats the relationships shaped over time as a dangerous element of system management achievement (Hasenfeld, Y., and Steinmetz, D. 1981, 83-101). What Are The Main Characteristics Of Bureaucratic Management The traditional representation of community administration is based on the bureaucracy conjecture. It is characterized as "an administration under the official control of the supporting leadership, based on a severely hierarchical replica of bureaucracy, staffed by enduring, neutral and nameless officials, motivated only by the community interest, portion any governing gathering equally, and not causal to policy but simply administrating those strategies decided by the politicians." The conventional model of administration was a development compared to the previous one, which was regarded as the substitute of personal administration with an unfriendly organization based on rules. Indeed these were middle concerns of academics such as Aristotle in ancient Greece, Confucius in antique China, and Machiavelli in medieval Italy. But the beginning of the campaigner, bureaucratic state, in spite of its earlier parallels, is in put into practice an fundamentally twentieth century occurrence. The characteristics of this bureaucratic state were set out the majority obviously by the German sociologist Max Weber in 1920, with physically powerful echoes of previous writings by the American Woodrow Wilson (Hughes, 1998): 1. There be supposed to be a clear division among politics and administration, and consequently distinct roles for political selected (normally elected) and condition officials (normally selected). 2. Administration should be unremitting and conventional, operating on the foundation of printed, unambiguous system 3. Administrators should be enlisted on the basis of qualifications, and be supposed to be skilled professionals 4. Organization should reproduce a functional separation of employment, and a hierarchical agreement of tasks and

Juvenile Delinquency in the USA Research Paper Example | Topics and Well Written Essays - 1500 words

Juvenile Delinquency in the USA - Research Paper Example The author of the paper states that are the expectations of the public that crime instances done by young offenders will continue to increase anyway no matter what actions and prevention methods the public and the society as a whole try to carry out in order to thwart the prevalence of offenses and criminality. These prospects have their foundations on the forecast of the U.S. Census Bureau which projects that the crimes committed by the young, aged 15-17 - the age group responsible for 30 percent of the offenses incurred by the juveniles - will increase 20 percent by this year (2007) (Ferro 2003). What is worse, the Office of Juvenile Justice reported that the juvenile offenders or children in conflict with the law, who have been relocated into the adult criminal justice system, have escalated in number. In addition, near the turn of the previous century, 40 states including the District of Columbia passed legislation, which eased legal constraints in trying juveniles as adults in t heir respective jurisdictions (Griffin et al. 1998). In order for us to understand why this occurrence cause alarm on the public and the on our justice system, we have to fully comprehend the underlying principles with regards trying juvenile offenders in adult courts which employ adult criminal laws and statutes. Likewise, it is necessary to understand the legal principles that govern young offenders and when these juveniles should not be tried as adults. All states in the United States of America including the District of Columbia permit adult criminal prosecution of juveniles under definite conditions. Under the waiver provisions, for instance, decisions of the transfer of the offender from a juvenile institution to an adult court or adult criminal institution is left to the State's juvenile courts, but clearly provides that young offenders may not be prosecuted as adult criminals unless a juvenile court judge has ordered the transfer (Griffin et al. 1998). The provisions vary fr om one another in the extent of flexibility with which the conditions allow the courts. However, under these provisions, a case against a juvenile must at least originate in juvenile court and cannot be directed anywhere else, unless there is a formal approval from juvenile court judge. In the Direct File provisions, the prosecutor determines whether to commence a case against a young offender in juvenile court or in criminal (adult) court. In Statutory Exclusion, criminal courts are bestowed jurisdiction on the classes and levels of cases involving juveniles. Under this provision, a State legislature fundamentally predetermines the question of criminal prosecution and carries out the decision, bypassing the authority of the prosecutor and the court (Roberts 2004 & Griffins 1998). Nevertheless, these provisions are bestowed to juvenile offenders under specific conditions. Most states in the US contend that the prosecution of the young offenders in adult criminal courts is a legislat ive remedy and a response to the growing violent offenses, but surprising numbers of laws in many states in the country authorize criminal trial even for non-violent offenses. Presently, 21 states permit adult prosecution of juveniles charged of offenses related to property as, for instance, arson and burglary while 19 states afforded provisions in their statutes authorizing prosecution of young people in conflict with the law - whose offenses are drug related - in adult court. Forty-six of the 50 states in this country permit issuance of a waiver for a variety of offenses including personal, property, violent and non-violent (Ferro 2003).