Risk Management Practices by Royal Shell - 1909 Words

{draw:rect} {draw:rect} {draw:rect} {draw:rect} Risk Management practices by Royal Dutch Shell plc {draw:frame} Risk factors considered by Royal Dutch Shell plc Prices of oil, natural gas, oil products and chemicals are affected by supply and demand. Factors that influence these include operational issues, natural disasters, weather, political instability, or conflicts, economic conditions or actions by major oil-exporting countries. Price fluctuations can test our business assumptions, and can affect Shell’s investment decisions, operational performance and financial position. CURRENCY FLUCTUATIONS AND EXCHANGE CONTROLS As a global company, changes in currency values and exchange controls could affect our operational performance and†¦show more content†¦Shell uses risk management systems for recording and valuing instruments. There is regular review of mandated trading limits by senior management, daily monitoring of market risk exposure using value-at-risk (VA R) techniques (see below), daily monitoring of trading positions against limits and marking-to-market of trading exposures with a department independent of traders reviewing the market values applied to trading exposures. Shell’s exposure to substantial trading losses is therefore considered limited. Shell utilises VAR techniques based on variance/covariance or Monte Carlo simulation models and make a statistical assessment of the market risk arising from possible future changes in market values over a 24-hour period and within a 95% confidence level. The calculation of the range of potential changes in fair value takes into account positions, the history of price movements and the correlation of these price movements. Each of the models is regularly back tested against actual fair value movements to ensure model integrity is maintained. Credit risk Shell has policies in place to ensure that wholesale sales of products are made to customers with an appropriate creditworthi ness. In addition, Shell has policies that limit the amount of credit exposure to any financial institution. There has been no significant level ofShow MoreRelatedSWOT Analysis of Shell in Nigeria1364 Words   |  5 PagesOverview of Shell and Operations - Shell is a group of energy and petrochemicals companies, which are operating in more than 140 countries and territories. The Royal Dutch/Shell Group, commonly know as Shell, is an amalgam of over 1,700 companies all over the world. 60% of the Group is owned by Royal Dutch of the Netherlands, and 40% is owned by the Shell Transport and Trading Group of Great Britain. These two companies have worked together since 1903. Shell includes companies like Shell PetroleumRead MoreRoyal Dutch and Shell1212 Words   |  5 PagesBackground. Royal Dutch Shell Group is one of the world’s largest oil corporations and one of the largest companies in Europe. The company was created as a result of a merge between Netherlands’ Royal Dutch and UK’s Shell Corporation. The case looks at the issue of price differentials between several equity listings in different markets from the perspective of investors seeking an arbitrage opportunity. Royal Dutch trades more actively in the Netherlands and U.S. markets, whereas Shell trades moreRead MoreSi Report Case Study Royal Dutch Shell2794 Words   |  12 PagesROYAL DUTCH SHELL Royal Dutch Shell (Shell) is a worldwide group of oil, gas and petrochemical companies that explores for, produces and trades in a range of energy resources. Royal Dutch Shell also has a broad portfolio of hydrogen, biofuels, wind and solar power interests, and also provides consultancy and technical services as well as research and development expertise to the energy industry. Royal Dutch Shell is active in more than 130 countries and territories, and employs 108,000 people worldwideRead MoreSi Report Case Study Royal Dutch Shell2804 Words   |  12 PagesROYAL DUTCH SHELL Royal Dutch Shell (Shell) is a worldwide group of oil, gas and petrochemical companies that explores for, produces and trades in a range of energy resources. Royal Dutch Shell also has a broad portfolio of hydrogen, biofuels, wind and solar power interests, and also provides consultancy and technical services as well as research and development expertise to the energy industry. 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This is likewiseRead MoreStrategic Management of Royal Dutch Shell3869 Words   |  16 PagesStrategic Management of Royal Dutch Shell Royal Dutch Shell, more commonly referred to as just Shell is one of the global giants in the oil and gas business industry. Its operations involve not only exploration and production but also distribution and marketing, refining, power generation and petrochemicals. The companys registered office exists in London, United Kingdom with its primarily listed on the London Stock Exchange (and is a constituent of FTSE 100 index) while its headquarters and

Analysis Of The Movie Foxy - 887 Words

Foxy was having the most weirdest hour of her life. She was riding piggyback on the robot and ripping out wires of all sorts while biting and snapping at the robot s small mechanical head. Around her Lumo, Snowy, Bolt, and Cougy, where in a battle with 15 robots. Acorn was pulling pine cones out of her back pack and firing them like a machine gun. â€Å"How many things can she fit in there† asks Foxy to herself. But probably the most effective person on the team for destroying the robots was her sister Wolfy. Around her the ground was littered with wires and machine parts. After throwing/chewing off the robots head Foxy joined her sister and they started to making their way threw the crowd of robots towards the boys to help in their struggle. â€Å"Hi, Foxy† says Snowy as he claws the arm of a robot â€Å"It would be amazing to see if the robots could grow back body parts.† â€Å"Uhh† replies Foxy â€Å"I don t think that they could unless they re part s tarfish or something.† right then something clicked in her head. â€Å"DNA! That s what happened to us!† â€Å"Yes Foxy, we all started out with our own DNA.† says Wolfy as she she snaps a robot in half with a quick pounce. â€Å"Not what I meant.† replies Foxy as she dodges a slice from a robotic arm â€Å"The pool gave us the DNA of the animals that we saw in the dream!† â€Å"Well you know that might be correct.† Says Wolfy as she momentarily stopped fighting â€Å"Then wouldn t that mean that we would not be sisters any more?† â€Å"Maybe, but I don t think itShow MoreRelatedThe Construction of Amanda Knox as an Other Essay1519 Words   |  7 Pagesâ€Å"sex orgy gone wrong†. Knox was constantly referred to as â€Å"Foxy Knoxy†, a moniker taken from her MySpace page (Fernandez Hale, 2007). This had a double effect: not only did Knox’s sexually suggestive behaviour correlate with the â€Å"sex attack† (Lawton, 2007), Knox was portrayed to be actively involved in this personal branding. She was stated to have â€Å"styled herself Foxy Knoxy† (Dailymail.co.uk, 2007) and â€Å"delight[ed] in the nickname Foxy Knoxy† (Mirror.co.uk, 2007), suggesting that she took pleasureRead More Gender Dichotomies on MTV Essay4969 Words   |  20 Pagesexperiencing the variability of those social constructions than has ever been available before, (Rubey 902). The predominance of these prejudices today is evidenced by the overabundance of sexual images in videos and by analyzing the songs’ content. This analysis is not often difficult to comprehend because the sexual images and lyrics are explicitly clear. In 2000, for instance, there were three hits that all dealt with the female posterior – Sisqo’s Thong Song, Back that Thang Up by Juvenile, and Mystical’sRead MoreAmerican Slang Essay 115481 Words   |  62 Pagesare the standard in referring to a femal e student, for instance, canary, hen, pullet, and quail; and a female residence hall is a hen coop/ranch/roost, quail roost or jail.[14] During the period from 1900 to 1970, the scholarly collection and analysis of American college slang was at best sporadic. However, in these scattered treatments can be seen traces of the major changes that transformed college slang and college culture by the 1970s. By 1926-27, slang at Kansas University depicted not only

Learning Analysis Free Essays

I wanted to apply for a job maintaining databases; however, the company I was applying for used a different program which I needed to learn before being considered for the application. Although I had no assurance of being hired, I bought the program and the book and resolved to learn the program on my own. Whether I get the job or not, I have learned something new to add to my rà ©sumà ©. We will write a custom essay sample on Learning Analysis or any similar topic only for you Order Now In my Human Resources Management class, we were taught that the best way to gather information about the prospective applicant is to look at their rà ©sumà ©Ã¢â‚¬â„¢s and that it is often the most used preselection tool. A rà ©sumà © that is complete and presents current information about one’s qualifications and skills will get the most points during selection (Newell Scarborough, 2002). Moreover, it is also important that when a skill or expertise is listed on a rà ©sumà © it is actually verifiable and that one could demonstrate it if needed. This meant that if I really wanted that job, I should be able to master this program or be able to work with it before I submit that application letter. I approached the task with a sense of urgency since the deadline for the application was in a week. I recalled that in the recruitment process, it is important to have a time frame of the recruitment activities as sometimes the need for an applicant to the position is immediate (Newell Scarborough, 2002), since the time frame for the application process was in a week, I figured the company must really be in a hurry to fill the job vacancy. A vacancy in the company can be brought about by external turnovers, where the employee voluntarily leave the company, or an internal turnover, where the employee is promoted to a higher position (Mathis Jackson, 2006). Database administrators usually work alone and it is a very specific job that its job description is basically about how to enter and update information in the company’s database and based on this, I deduced the former employee of the company I was setting my eyes on resigned. Voluntary resignations often occur because of the need for better paying jobs, job dissatisfaction, disagreement with the management and a whole lot more. However, it would be too much of me to think so far ahead about the reasons why the former database administrator left; it’s the case of counting the rotten eggs even before finding the hen. I was in the middle of my thoughts when I realized that I was not yet working on the program. So I proceeded to install the program on my computer and scanned the guidebook to familiarize myself with the icons and the layout of the interface. Setting up the program on my computer was easy; I followed the instructions carefully and installed the software tutor to help me. Then, I had the book of instructions and proceeded to punch out some commands and clicked on the icons on the screen in front of me. Then after 10 minutes, I realized I was not learning anything! I could not make heads or tails about what the program was about really, and it was like a tangle of senseless letters and numbers. Besides, my head was spinning from straining my eyes at the monitor and then looking at the guide book and asking help from the program tutor. In this predicament, I found myself looking back at the human resource management theories that I took up this semester at the university. HR concepts and theories are actually valuable instruments that would help organizations become productive (Ulrich Brockbank, 2005) I remembered that motivating people to learn something new or to have them attend skills training is one of the most difficult tasks that an HR manager have to face. Research had found that employees willingly attend trainings and workshops since it would free them from their daily work routines, however, whether they learn anything from it or not has not been established (Kraiger Ford, 2006). Although, researchers agree that an employee who have positive attitudes towards the training program would likely benefit more from the training while a negative attitude towards the training sessions would mean that the possibility of learning has already been blocked. Designing an effective training program should be based on motivation theories and adult learning. Motivation theories indicate that in order for the individual to accomplish a task, the goal itself should be one that the individual values (Mathis Jackson, 2006). This would mean that the training should be one that is related to the work tasks of the employee and that it could be perceived as an opportunity for growth and development. Training activities should also be designed to provide opportunities for the participants to succeed and feel that they are competent, thus, if the skills training is about making performance evaluation instruments then the participants could be asked to make their own instrument and input can be given in how to make performance evaluations which would either validate the participants skills or teach them new ones. The needs theory of motivation also says that trainings should answer a need; this means that the employee will perceive the training as personally important to him/her if it satisfies a need. The need for growth, for achievement, for competence and for affiliation is answered by training programs. When an employee is required to attend a training workshop, it tells him that the company wants him to become better at his job, that they care about his personal quest for professional growth, and that the company is looking after their employees (Pfeffer   Veiga, 1999). Aside from motivation, a key factor in effective training programs is adult learning theories. The effectiveness of trainings and workshops is measured by the amount of skills transferred from the training to the actual job (Kraiger Aguinis, 2001). However, literature says that training effectiveness in terms of learning transfer has not been adequately studied due to the difficulty of monitoring learning in the workplace. Adult learning theories suggests that adults learn experientially, that is by doing and applying what is being taught (Nkomo, Fottler McAfee, 2005). Thus, if the skills being taught are customer service courtesy, it would be more effective if the skill is taught using role playing techniques and applying it to real life situations than if it was just taught using lectures. Moreover, learning happens in a continuum, one being effective learning and remembering and the other is end is forgetting and decay. Thus, trainings should be given periodically, it should not be a one-shot deal where you would expect that everything is learned and that it should not be repeated (Salas,  Cannon ­Bowers,  Rhodenizer  Ã‚  Bowers, 1999), however it makes no sense to train employees on something that they do not need or one that is not relevant to their jobs. After, this musings and theoretical exercise, I went back to my database program and begun learning it in a different approach. First off, I delegated a time for my learning schedule that is on the same time everyday, then I chose between the guide book or the tutor to help me since using both would be confusing and exhausting. From what I learned on adult learning, the training session should be interactive, one that I can work on and see concrete results or outputs, so settled for the tutor and ditched the guidebook. Second, on my first session, I read the introductory part of the program and had the tutorial run to give an overview of the program, because the HR texts said one must first understand what the training is for and where it could be used to make the person’s job easier or more meaningful. The tutorial was interactive so I got to associate the different commands with its specific functions and I remembered it easily because I could visualize the icon, no wonder programs have icons, it makes the manipulation of the program simpler. After several tutorials I then proceeded to work on the program on my own, I printed the sample exercises and then proceeded to work on the database using the exercises and if I could not make sense of it, I then asked the tutor for help. The best thing about the activities was that it worked on an actual data, although it was fictitious, I had something to work with and could treat them as real. What was gratifying was that every time I was able to complete an exercise and produce the output exactly as it was presented in the training program, I felt I accomplished something and I was sure that I was really learning. At present, I am still on the third chapter but it has been a good run, and that job application seems to be on the positive side since many of those who applied are also not familiar with the program. References Kraiger, K. Ford, J. K. (2006). The expanding role of workplace training: Themes and trends influencing training research and practice.   In L. L. Koppes (Ed.), Historical perspectives in industrial and organizational psychology.   Mahwah, NJ:   Lawrence Erlbaum Associates. Kraiger, K. Aguinis, H. (2001). Training effectiveness: Assessing training needs, motivation, and accomplishments.   In M. London (Ed.), How people evaluate others in organizations:   Person perception and interpersonal judgment in I/O psychology. Mathis, R. Jackson, J. (2006). Human resource management 11th   ed. Boston: Thomson/Southwestern. Newell, H. Scarborough, H. (2002). HRM in Context – A Case Study Approach. London: Palgrave. Nkomo, S.,   Fottler, M. McAfee, R. (2005). Applications in human resource management: Cases, Exercises, and Skill Builders 5th   ed. Boston: Thomson/Southwestern. Pfeffer,  J.,  Ã‚  Veiga,  J.F.  Ã‚  (1999).  Ã‚  Putting  people   first  for  organizational  success.   Academy  of Management  Executive,  13,  37 ­48. Salas,  E.,  Cannon ­Bowers,  J.,  Rhodenizer,  L.,  Ã‚  Bowers,  C.  (1999).  Training  in organizations:  Myths,  misconceptions,  and  mistaken  assumptions.  Research  in  Personnel and  Human  Resources  Management,  17, 123 ­161. Ulrich, D. Brockbank, W. (2005). The HR Value Proposition. Boston: Harvard Business School Press. How to cite Learning Analysis, Essay examples

Learning Analysis Free Essays

I wanted to apply for a job maintaining databases; however, the company I was applying for used a different program which I needed to learn before being considered for the application. Although I had no assurance of being hired, I bought the program and the book and resolved to learn the program on my own. Whether I get the job or not, I have learned something new to add to my rà ©sumà ©. We will write a custom essay sample on Learning Analysis or any similar topic only for you Order Now In my Human Resources Management class, we were taught that the best way to gather information about the prospective applicant is to look at their rà ©sumà ©Ã¢â‚¬â„¢s and that it is often the most used preselection tool. A rà ©sumà © that is complete and presents current information about one’s qualifications and skills will get the most points during selection (Newell Scarborough, 2002). Moreover, it is also important that when a skill or expertise is listed on a rà ©sumà © it is actually verifiable and that one could demonstrate it if needed. This meant that if I really wanted that job, I should be able to master this program or be able to work with it before I submit that application letter. I approached the task with a sense of urgency since the deadline for the application was in a week. I recalled that in the recruitment process, it is important to have a time frame of the recruitment activities as sometimes the need for an applicant to the position is immediate (Newell Scarborough, 2002), since the time frame for the application process was in a week, I figured the company must really be in a hurry to fill the job vacancy. A vacancy in the company can be brought about by external turnovers, where the employee voluntarily leave the company, or an internal turnover, where the employee is promoted to a higher position (Mathis Jackson, 2006). Database administrators usually work alone and it is a very specific job that its job description is basically about how to enter and update information in the company’s database and based on this, I deduced the former employee of the company I was setting my eyes on resigned. Voluntary resignations often occur because of the need for better paying jobs, job dissatisfaction, disagreement with the management and a whole lot more. However, it would be too much of me to think so far ahead about the reasons why the former database administrator left; it’s the case of counting the rotten eggs even before finding the hen. I was in the middle of my thoughts when I realized that I was not yet working on the program. So I proceeded to install the program on my computer and scanned the guidebook to familiarize myself with the icons and the layout of the interface. Setting up the program on my computer was easy; I followed the instructions carefully and installed the software tutor to help me. Then, I had the book of instructions and proceeded to punch out some commands and clicked on the icons on the screen in front of me. Then after 10 minutes, I realized I was not learning anything! I could not make heads or tails about what the program was about really, and it was like a tangle of senseless letters and numbers. Besides, my head was spinning from straining my eyes at the monitor and then looking at the guide book and asking help from the program tutor. In this predicament, I found myself looking back at the human resource management theories that I took up this semester at the university. HR concepts and theories are actually valuable instruments that would help organizations become productive (Ulrich Brockbank, 2005) I remembered that motivating people to learn something new or to have them attend skills training is one of the most difficult tasks that an HR manager have to face. Research had found that employees willingly attend trainings and workshops since it would free them from their daily work routines, however, whether they learn anything from it or not has not been established (Kraiger Ford, 2006). Although, researchers agree that an employee who have positive attitudes towards the training program would likely benefit more from the training while a negative attitude towards the training sessions would mean that the possibility of learning has already been blocked. Designing an effective training program should be based on motivation theories and adult learning. Motivation theories indicate that in order for the individual to accomplish a task, the goal itself should be one that the individual values (Mathis Jackson, 2006). This would mean that the training should be one that is related to the work tasks of the employee and that it could be perceived as an opportunity for growth and development. Training activities should also be designed to provide opportunities for the participants to succeed and feel that they are competent, thus, if the skills training is about making performance evaluation instruments then the participants could be asked to make their own instrument and input can be given in how to make performance evaluations which would either validate the participants skills or teach them new ones. The needs theory of motivation also says that trainings should answer a need; this means that the employee will perceive the training as personally important to him/her if it satisfies a need. The need for growth, for achievement, for competence and for affiliation is answered by training programs. When an employee is required to attend a training workshop, it tells him that the company wants him to become better at his job, that they care about his personal quest for professional growth, and that the company is looking after their employees (Pfeffer   Veiga, 1999). Aside from motivation, a key factor in effective training programs is adult learning theories. The effectiveness of trainings and workshops is measured by the amount of skills transferred from the training to the actual job (Kraiger Aguinis, 2001). However, literature says that training effectiveness in terms of learning transfer has not been adequately studied due to the difficulty of monitoring learning in the workplace. Adult learning theories suggests that adults learn experientially, that is by doing and applying what is being taught (Nkomo, Fottler McAfee, 2005). Thus, if the skills being taught are customer service courtesy, it would be more effective if the skill is taught using role playing techniques and applying it to real life situations than if it was just taught using lectures. Moreover, learning happens in a continuum, one being effective learning and remembering and the other is end is forgetting and decay. Thus, trainings should be given periodically, it should not be a one-shot deal where you would expect that everything is learned and that it should not be repeated (Salas,  Cannon ­Bowers,  Rhodenizer  Ã‚  Bowers, 1999), however it makes no sense to train employees on something that they do not need or one that is not relevant to their jobs. After, this musings and theoretical exercise, I went back to my database program and begun learning it in a different approach. First off, I delegated a time for my learning schedule that is on the same time everyday, then I chose between the guide book or the tutor to help me since using both would be confusing and exhausting. From what I learned on adult learning, the training session should be interactive, one that I can work on and see concrete results or outputs, so settled for the tutor and ditched the guidebook. Second, on my first session, I read the introductory part of the program and had the tutorial run to give an overview of the program, because the HR texts said one must first understand what the training is for and where it could be used to make the person’s job easier or more meaningful. The tutorial was interactive so I got to associate the different commands with its specific functions and I remembered it easily because I could visualize the icon, no wonder programs have icons, it makes the manipulation of the program simpler. After several tutorials I then proceeded to work on the program on my own, I printed the sample exercises and then proceeded to work on the database using the exercises and if I could not make sense of it, I then asked the tutor for help. The best thing about the activities was that it worked on an actual data, although it was fictitious, I had something to work with and could treat them as real. What was gratifying was that every time I was able to complete an exercise and produce the output exactly as it was presented in the training program, I felt I accomplished something and I was sure that I was really learning. At present, I am still on the third chapter but it has been a good run, and that job application seems to be on the positive side since many of those who applied are also not familiar with the program. References Kraiger, K. Ford, J. K. (2006). The expanding role of workplace training: Themes and trends influencing training research and practice.   In L. L. Koppes (Ed.), Historical perspectives in industrial and organizational psychology.   Mahwah, NJ:   Lawrence Erlbaum Associates. Kraiger, K. Aguinis, H. (2001). Training effectiveness: Assessing training needs, motivation, and accomplishments.   In M. London (Ed.), How people evaluate others in organizations:   Person perception and interpersonal judgment in I/O psychology. Mathis, R. Jackson, J. (2006). Human resource management 11th   ed. Boston: Thomson/Southwestern. Newell, H. Scarborough, H. (2002). HRM in Context – A Case Study Approach. London: Palgrave. Nkomo, S.,   Fottler, M. McAfee, R. (2005). Applications in human resource management: Cases, Exercises, and Skill Builders 5th   ed. Boston: Thomson/Southwestern. Pfeffer,  J.,  Ã‚  Veiga,  J.F.  Ã‚  (1999).  Ã‚  Putting  people   first  for  organizational  success.   Academy  of Management  Executive,  13,  37 ­48. Salas,  E.,  Cannon ­Bowers,  J.,  Rhodenizer,  L.,  Ã‚  Bowers,  C.  (1999).  Training  in organizations:  Myths,  misconceptions,  and  mistaken  assumptions.  Research  in  Personnel and  Human  Resources  Management,  17, 123 ­161. Ulrich, D. Brockbank, W. (2005). The HR Value Proposition. Boston: Harvard Business School Press. How to cite Learning Analysis, Essay examples