A Human Resources Management System Essay

A Human Resources Management System (HRMS) or Human Resources Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin from software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. A Human Capital Management Solution, Human Resources Management System (HRMS) or Human Resources Information System (HRIS), as it is commonly called is the crossing of HR systems and processes with information technology. The wave of technological advancement has revolutionized each and every space of life today, and HR in its entirety was not left untouched by it. What started off with a simple software to help improve the payroll processing of an organization, or a software to track the employee work timings has grown to become the Human Resources systems that helps improve the process efficiency, reduces the cost and time spent on mundane tasks and at the same time improved the overall experience of the employees and the HR professionals. In short, as the role of Human Resources function evolved, HR technology systems also changed the role they were playing. The function of human resources (HR) departments is administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Management of â€Å"human capital† progressed to an imperative and complex process. The HR function consists of tracking existing employee data, which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before client–server architectures evolved in the late 1980s, many HR automation processes were relegated to  mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client–server, application service provider, and software as a service (SaaS) or human resource management systems enabled higher administrative control of such systems. Currently human resource management systems encompass: 1. Payroll 2. Time and attendance 3. Performance appraisal 4. Benefits administration 5. HR management information system 6. Recruiting/Learning management 7. Performance record 8. Employee self-service 9. Scheduling 10. Absence management 11. Analytics The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The time and attendance module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and  development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to â€Å"read† applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to: produce pay checks and payroll reports; maintain personnel records; pursue talent management. Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent management systems typically encompass: analyzing personnel usage within an organization; identifying potential applicants; recruiting through company-facing listings; recruiting through online recruiting sites or publications that market to both recruiters and applicants. The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated applicant tracking system, or ‘ATS’, module. The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a â€Å"learning management system† (LMS) if a standalone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics. The employee self-service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance  record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department. Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced applicant tracking system that encompasses a subset of the above. Assigning Responsibilities Communication between the Employees. The Analytics module enables organizations to extend the value of an HRMS implementation by extracting HR related data for use with other business intelligence platforms. For example, organizations combine HR metrics with other business data to identify trends and anomalies in headcount in order to better predict the impact of employee turnover on future output. Management of Employee Turnover and Employee Retention Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome. A distinction should be drawn between low performing employees and top performers, and efforts to retain employees should be targeted at valuable, contributing employees. Employee turnover is a symptom of a deeper issue that has not been resolved. These deeper issues may include low employee morale, absence of a clear career path, lack of recognition, poor employee-manager relationships or many other issues. A lack of satisfaction and commitment to the organization can also cause an employee to withdraw and begin looking for other opportunities. Pay does not always play as large a role in inducing turnover as is typically believed. In a business setting, the goal of employers is usually to decrease employee turnover, thereby decreasing training costs, recruitment costs and loss of talent and organisational knowledge. By implementing lessons learned from  key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. However, this isn’t always the case. Employers can seek â€Å"positive turnover† whereby they aim to maintain only those employees who they consider to be high performers. In human resources context, turnover or staff turnover or labour turnover is the rate at which an employer loses and gains employees. Simple ways to describe it are â€Å"how long employees tend to stay† or â€Å"the rate of traffic through the revolving door†. Turnover is measured for individual companies and for their industry as a whole. If an employer is said to have a high turnover relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry. High turnover may be harmful to a company’s productivity if skilled workers are often leaving and the worker population contains a high percentage of novice workers. Companies also often track turnover internally across departments and divisions or other demographic groups such as turnover of women versus turnover of men. Retention Programs It is important to first pinpoint the root cause of the retention issue before implementing a program to address it. Once identified, a program can be tailored to meet the unique needs of the organization. A variety of programs exist to help increase employee retention. Career Development – It is important for employees to understand their career path within an organization to motivate them to remain in the organization to achieve their personal career goals. Through surveys, discussion and classroom instruction, employees can better understand their goals for personal development. With these developmental goals in mind, organizations can offer tailored career development opportunities to their employees. Executive Coaching – Executive coaching can be used to build competencies in leaders within an organization. Coaching can be useful in times of organizational change, to increase a leader’s effectiveness or to encourage managers to implement coaching techniques with peers and direct reports. The coaching process begins with an assessment of the individual’s strengths and opportunities for improvement. The issues are then prioritized and  interventions are delivered to target key weaknesses. Assistance is then provided to encourage repeated use of newly acquired skills. Motivating Across Generations – Today’s workforce includes a diverse population of employees from multiple generations. As each generation holds different expectations for the workplace, it is important to understand the differences between these generations regarding motivation and engagement. Managers, especially, must understand how to handle the differences among their direct re ports. Orientation and On Boarding – An employee’s perception of an organization takes shape during the first several days on the job. It is in the best interest of both the employee and the organization to impart knowledge about the company quickly and effectively to integrate the new employee into the workforce. By implementing an effective on boarding process, short-term turnover rates will decrease and productivity will increase. Women’s Retention Programs – Programs such as mentoring, leadership development and networking that are geared specifically toward women can help retain top talent and decrease turnover costs. By implementing programs to improve work/life balance, employees can be more engaged and productive while at work. Exit Interview and Separation Management Programs Retention tools and resources Employee Surveys – By surveying employees, organizations can gain insight into the motivation, engagement and satisfaction of their employees. It is important for organizations to understand the perspective of the employee in order to create programs targeting any particular issues that may impact employee retention. Exit Interviews – By including exit interviews in the process of employee separation, organizations can gain valuable insight into the workplace experience. Exit interviews allow the organization to understand the triggers of the employee’s desire to leave as well as the aspects of their work that they enjoyed. The organization can then use this information to make necessary changes to their company to retain top talent. Exit interviews must, however, ask the right questions and elicit honest responses from separating employees to be effective. Employee Retention Consultants – An employee retention consultant can assist organizations in the process of retaining top employees. Consultants can provide expertise on  how to best identify the issues within an organization that are related to turnover. Once identified, a consultant can suggest programs or organizational changes to address these issues and may also assist in the implementation of these programs or changes. Employee retention best practices By focusing on the fundamentals, organizations can go a long way towards building a high-retention workplace. Organizations can start by defining their culture and identifying the types of individuals that would thrive in that environment. Organizations should adhere to the fundamental new hire orientation and on boarding plans. Attracting and recruiting top talent requires time, resources and capital. However, these are all wasted if employees are not positioned to succeed within the company. Research has shown that an employee’s first 10 days are critical because the employee is still adjusting and getting acclimated to the organization. Companies retain good employees by being employers of choice. Recruitment- Presenting applicants with realistic job previews during the recruitment process have a positive effect on retaining new hires. Employers that are transparent about the positive and negative aspects of the job, as well as the challenges and expectations are positionin g themselves to recruit and retain stronger candidates. Selection- There are plethora of selection tools that can help predict job performance and subsequently retention. These include both subjective and objective methods and while organizations are accustomed to using more subjective tools such as interviews, application and resume evaluations, objective methods are increasing in popularity. For example, utilizing biographical data during selection can be an effective technique. Biodata empirically identifies life experiences that differentiate those who stay with an organization and those who quit. Life experiences associated with employees may include tenure on previous jobs, education experiences, and involvement and leadership in related work experiences. Socialization- Socialization practices delivered via a strategic onboarding and assimilation program can help new employees become embedded in the company and thus more likely to stay. Research has shown that socialization practices can help new hires become embedded in the company and thus more likely to stay. These practices include shared and individualized learning  experiences, activities that allow people to get to know one another. Such practices may include providing employees with a role model, mentor or trainer or providing timely and adequate feedback. Training and development- Providing ample training and development opportunities can discourage turnover by keeping employees satisfied and well-positioned for future growth opportunities. In fact, dissatisfaction with potential career development is one of the top three reasons employees (35%) often feel inclined to look elsewhere. if employees are not given opportunities to continually update their skills, they are more likely to leave. Those who receive more training are less likely to quite than those who receive little or no training. Employers that fear providing training will make their employees more marketable and thus increase turnover can offer job specific training, which is less transferable to other contexts. Additi onally, employers can increase retention through development opportunities such as allowing employees to further their education and reimbursing tuition for employees who remain with the company for a specified amount of time. Compensation and rewards- Pay levels and satisfaction are only modest predictors of an employee’s decision to leave the organization; however organizations can lead the market with a strong compensation and reward package as 53% of employees often look elsewhere because of poor compensation and benefits. Organizations can explicitly link rewards to retention (i.e. vacation hours to seniority, offer retention Bonus payments or Employee stock options, or define benefit plan payouts to years of services). Research has shown that defined compensation and rewards as associated with longer tenure. Additionally, organizations can also look to intrinsic rewards such as increased decision-making autonomy. Though this is important, employers should not Effective Leaders- An employee’s relationship with his/her immediately ranking supervisor or manager is equally important to keeping to making an employee feel embedded and valued within the organization. Supervisors need to know how to motivate their employees and reduce cost while building loyalty in their key people. Managers need to reinforce employee productivity and open communication, to coach employees and provide meaningful feedback and inspire employees to work as an effective team. In order to achieve this, organizations need to prepare managers and supervisors to lead and develop effective relationships  with their subordinates. Executive Coaching can help increase an individual’s effectiveness as a leader as well as boast a climate of learning, trust and teamwork in an organization. To encourage supervisors to focus on retention among their teams, organizations can incorporate a retention metric into their organization’s evaluation. Employee Engagement- Employees who are satisfied with their jobs, enjoy their work and the organization, believe their job to be more important, take pride in the company and feel their contributions are impactful are five times less likely to quit than employees who were not engaged. Engaged employees give their companies crucial competitive advantages, including higher productivity and lower employee turnover.

Importance of Cloud Computing to Public and Private Firms Term Paper

Importance of Cloud Computing to Public and Private Firms - Term Paper Example This study looks into cloud, one of the new innovations in the information age. It involves transferring, capturing, processing, and exchanging information via the services of another organization. Although there is no exact definition to the term cloud computing, it refers to the many applications in the computing business that is provided by a cloud computing provider. The user acquires the services of hardware and software of another organization. It is easy and cheap because you don’t need a computer and software in doing your computing. When an organization does cloud computing, it is able to access computer programs and services via the Internet. There are many websites and datacenters that provide computer applications. Cloud computing makes things easier for public and private firms. Cloud computing has lately been a popular topic among businesses and organizations that make use of the Internet and its applications in their business activities. It is an IT terminology that has stuck in the ever-growing world of Information Technology. Although it is new, it is becoming a trend. There is no exact definition to cloud computing, its meaning is as cloudy as its name but there are explanations that are near its meaning. When a company employs the services of a cloud provider, this company is able to access programs and computer services by way of the Internet. The service is hosted by another company and the services are paid by the private company which has access to the files and programs. Many companies have resorted to and are now dependent on cloud providers. But Richard Stallman said that people and businesses should not depend too much on cloud computing. Organizations that provide cloud computing have the hardware and software and sometimes they too can close shop without necessary warning. (Ambrust et al. 3) There are websites and datacenters that provide computer applications and this can be applied to firms. This is known as Software as a S ervice (SaaS). The website or company offering this service is known as a cloud. Various applications and services offered by these websites and data centers include translations, marketing, and other services. General Scope of Cloud Computing The field of IT involves hardware and software. Hardware refers to computers, servers and related equipment, while software refers to operating systems and other applications for various functions. A combination of hardware and software is called IT infrastructure. The infrastructure needs a support staff or people to man the equipment and operate the different functions. The support staff is called the IT support organization which is responsible for implementing, operating and supporting IT. An organization’s IT infrastructure is supported and operated by employees and procedures that will build and operate the IT. These systems allow the firm to meet its primary objectives, such as acquiring profits, minimizing unnecessary costs, imp roving functions, enhancing customer loyalty, and fast tracking supply chain. (Reynolds 17) An organization can have these services without spending a lot through a cloud computing provider. A cloud provider performs computing to private and public companies. The user uses various applications provided by an organised company with all the amenities of computers. Computer services provided by cloud computing are

Discussion 1,2 and 3 for cis classes Essay Example | Topics and Well Written Essays - 250 words

Discussion 1,2 and 3 for cis classes - Essay Example less fluctuating data rates and connectivity .The disadvantages D.S.L line can have are they are wired connections, though the wireless routers can solve this problem but the range of wireless routers is limited to a few hundred meters. Optic fiber: The advantages of fiber optic access are reliable transmission and even in rough weathers it can ensure transmission, however the drawback with fiber optic communication is the availability of infrastructure and is relatively expensive Other sources include Wi-fi from a remote spot, Wimax, advantages to both are ,they provide fast and on the go connectivity, drawbacks can be ,the air medium since transmission is in the form of waves, distortions are likely to be part of system Wimax is a 4th Generation Telecommunication Technology and is acronym for Worldwide Interoperability Microwave Access. It offers number of features and in a way has revolutionized the means of connectivity. Operating in Giga Hertz frequency band, it provides higher data rates, more secure transmissions, less disruptions, it provides data rates as high as 10 Mbps or above ,there are few drawbacks attached to use of Wimax , since all the transmission is based on air waves( unlike D.S.L where optic fiber is used) rough weather can disrupt transmission and can bring about fluctuations .Customer Premises Equipment ( C.P.E) the hardware equipment that is necessary for Wimax connection is slightly expensive .When the source is at a considerable distance from the C.P.E ,loss in quality can be experienced. 3. Explain whether you think professional organizations are embracing Wimax technologies or are reluctant to implement it on a large scale. What is the reasoning for your perspective and what do you feel to be the future outlook on this technology? Large number of organizations and enterprises are fast embracing Wimax as medium for communication and performing daily activities .There are number of reasons to it. The first and foremost is the fast

Individual Reflective Report Essay Example | Topics and Well Written Essays - 1500 words

Individual Reflective Report - Essay Example The evaluation aims to explore strategic patterns and outcomes, highlighting the approach to strategic decision-making adopted within the group in its handling of strategic issues and tensions like puzzle, dilemma, trade-off or paradox. The report also refers to the core module materials in our discussion. The core module materials refer to attachment and referencing requirements. The report has evidence of strategy, leadership, and significant learning related to strategy and career future. It also includes team behavior, coordination in the group. Good planning, monitoring, evaluating, and enhancing the contribution of the group by setting up comprehensible links between the past, present and future plans and development results. Monitoring and evaluation helps the group to extract information from the past and present, which are used as a basis of pragmatic, fine-tuning, reorientation and future planning (De Wit & Meyer 2010). Effective planning helps to establish whether the grou p work is progressing, moving in the right direction and whether success can be acclaimed in the future. 2.0 Team Role 2.1 Individuals role in the group (a) The group acting product manager The product manager takes the role of comprehending the market demands and trends and aligning those demands to the roadmaps of Vassal Mobile Company. ... (c) Technology officer The technology officer has the role of product innovation and development of its technology as Vassal Technology Officer. The technology officer concentrates on progressive technology products growth and ensuring they are successful to global new markets (Fleischer & Bensoussan 2004). 2.2 My role as the group coordinator As the group chairman, I coordinate the company’s business growth and guide the strategic direction (Fitzroy & Hulbert 2005). I lead and make prosperous technology of the company in the area of Distribution of product, Cable, Mobile and industries of Semiconductor. I lead venture, estimate funds of providers of hardware/software infrastructure concentrating on management of the rich media. I lead innovation and technology development of product as coordinator of Vassal Technology group. In this way, my focus is on creating progressive technology product and to successfully bring these mobile products to new markets. As the team coordinat or, I ensure there are markets of Cable, Internet and Enterprise, as they have grown in the rich media growth. It is through this process that I have comprehended the main technology and drivers of the market and have realized how multiple companies tackle the challenges. 3.0 Strategies 3.1. Strategy management of Vassal Mobile Company group Vassal company experience in sales and marketing, as an initial technology in old and present day media, has set the goal of acquiring 500 clients consisting of the present media, social TV and marketing through the internet. The leading company teams build infrastructure technology in platforms of retail and network while

Enterprise Resource Planning Assignment Example | Topics and Well Written Essays - 2500 words

Enterprise Resource Planning - Assignment Example "The ERP market showed solid organic growth in 2004 as IT spending improved," says Jim Shepherd, vice president of research at AMR Research. "The market was also affected by consolidation within the segment, as well as ERP vendors acquiring best-of-breed players to broaden their portfolios." The top ten ERP vendors by revenue are in the following order: SAP, Oracle, PeopleSoft (acquired by Oracle December 28, 2004), Sage Group, Microsoft Business Solutions, SSA Global, Geac, Intentia, Lawson, Infor Global Solutions. The report, "The Market Analytix Report: Enterprise Resource Planning, 2004-2009", delivers revenue and growth rates for the top ERP players as well as growth forecasts through 2009. AMR Research expects the enterprise applications market to grow from $47.8 billion in 2004 to $64.8 billion by 2009. SAP has had a solid reputation and has been the market leader and its revenues grew from about $8 billion in 2003 to about $9.4 billion in 2004. That amounts to a 17 percent increase in revenue, with software licenses up by 20%. SAP reached these figures without any major acquisitions. Being a viable alternative to confused customers who were witness to the Oracle and PeopleSoft takeover saga, it benefited by luring their customers towards its products. When it is all said and done, SAP-owned 40 percent of the market for ERP software in 2004, says AMR, which predicts SAP will own 43 percent of the market by the end of 2005. To do this, SAP must grow revenues 11 percent this year to about $10.4 billion. The sap is growing very well and is expected to gain more than twice the revenue and market share of Oracle by the end of 2005.Before the hostile takeover of Peoplesoft by Oracle in 2003, PeopleSoft was the second largest ERP vendor with 13 percent of the market, and Oracle was a clos e third with about 12 percent of the market. In 2004, the combined market share of those two vendors dropped two percentage points to 22 percent, and in 2005, the combined Oracle-PeopleSoft will drop three more points to 19 percent of the market, according to AMR. Microsoft Business Solutions garnered a solid 13 percent from $683 million to $775 million, to claim 3 percent of the market. AMR sees the ERP division of the world's largest software company growing revenues by 15 percent in 2005, to $891 million, which would give it a 4 percent share.  

What part does ethics play in food marketing Essay

What part does ethics play in food marketing - Essay Example The development and study of one’s ethical standards is also considered as ethics (Velasquez & Et. Al, 2010). It can be said that food is the most important concern for people since it creates an impact upon individual health and well being. The way companies market their food has been in limelight because of the rising obesity rates that is threatening the industrialized countries’ population. Broader health concerns such as diseases because of addictives and preservatives make marketing ethics in food industry a relevant topic. Food ethics is one of the emerging academic disciplines in the recent times and is considered as one among many in the escalating field of applied ethics. The ethical issues are crucial with regards to the food. The ethical concerns encompass a correspondingly broad range of issues, for instance, the disparity between global food supplies and human nutritional needs. The other ethical concerns are results of the modern agricultural along with t he food biotechnologies for human as well as animal welfare (Mepham, 2000). The most important consideration in the food and agricultural products is that ‘production, transformation and distribution’ of such products can be considered as general aspects of daily life around the world. Therefore, these activities may not be addressed in the realm of ethics. However, the economic benefits that are derived by participating in food and agriculture system are considered as a means to an end that are ethical in nature (FAO, 2001). It is evident that the ethical consideration is becoming central in consumer food choices’ unease expressed by consumers regarding the increasing gap between the production processes and consumption. According to the current trend the consumers face three types of ‘ethical concerns’. The first type of the concern is about the substantive issues, for example, animal welfare. The second type of ethical concern covers requirements in relation to reliable information while the third concern covers involvement and participation. The food production system in the recent years possesses certain inherent features. There are different barriers that tend to block ‘ethical conscious consumers’ and ‘producers food choices’. There are four ethical requirements that may be as follows: the need for tax on unhealthy ingredients, the need for labeling and ethical traceability, the need for diversification of the production methods and the need for sufficient prices in case when the price reduction is gained at the expense of ethical values such as increased environmental impairment and compromised animal welfare Along with the significance of all facets of food in the society, there are certain other aspects of food that is beyond the basic nutrition which is becoming increasingly imperative. Therefore, in this regards, it is important to regulate the representation as well as coexistence of these styles of production. When it comes to food industries, the retail outlets need to be more concerned regarding the kind of food products they are delivering to their customers. The consumers are quite concerned regarding few ethically questionable structural traits related to the food chain, for instance, lack of animal welfare, trustworthy information and objectivity on the part of the information sources. It has been evident that the consumers even complain regarding the lack of the involvement with the food chain and rising gap between the food chain and consumers that treats them as strangers and outsiders and excludes them from making any decision regarding the food supply. European consumers tend to focus upon seven ethical issues. These

Response to the book Essay Example | Topics and Well Written Essays - 1250 words

Response to the book - Essay Example In this article, we are going to analyze the sixth extinction portrayed in the book by Richard Leakey and Roger Lewin. Leakey is one of the most famous living Paleo-anthropologist in the world and from his experience in anthropology makes; us devote more time in trying to note the things that will hasten the next evaluation. This article will provide the pros and cons of what the two authors think will result to the sixth extinction. The book has several interesting points, which seems crucial to note, these points are also the stronghold of the book. Leakey accepts that homo sapience or the modern man is the most dominant species on earth currently. The ability to reason and have a vertebrate brain of man is the main reason why man is able to dominate other species. These are also the reasons behind the book claims that human activities are the main agents of extinction of the other species. Leakey identifies that man’s insight has led to technological improvement that have helped him expand his population at an alarming rate. The population increase and the advanced technology have led to overexploitation of the natural resources thus tampering with the ecosystem (Leakey and Lewin, 21). The book states that the historical past of man has led to killing of other species in the form of hunting for food and collections. Leakey identifies that man is destroying tropical forests that are the main habitats for millions of species either to expand their agricultural land or to build roads and cities. This will result to the extinction of these species (Leakey and Lewin, 27). This information is true basing my argument on Cantilena Island, which was known to develop a unique flora before man has destroyed it by inhabiting making it for his agricultural benefits. The unique flora is now extinct. The book states that the more man is becoming knowledgeable in science the more harmful he is becoming to other species. This is due to the