Introduction Essay Example | Topics and Well Written Essays - 1000 words - 2

Introduction - Essay Example With this the signal is converted into a form which is compatible with the system. For analog form, A/D converter is used for the transmission of the signal, and for digital form, such a block is not required if data already exists in the digital form (Bagad and Dhotre, 2009, p.4-26). PCM – PCM or pulse-code modulation is a method based on digital encoding and are effectively used in optical fibre communications. The baseband video signal in the system is quantified and sampled. There is a series of bits that encodes the sample. The light is put on and off using binary signals. The bandwidth is required to be enhanced over the baseband method for its use. This is a good choice for optical communications, particularly when laser diode has to be utilized owing to presence of inherent nonlinearity in the source of the optics (Bandyopadhyay, 2014, p.314). PPM – PPM or pulse position modulation is used for optical communications where the code scheme involves a bit time divided into two slots. Data can either be 1 or 0. If it is 1, the pulse gets transmitted in the first bit time slot. If the data is 0, then the pulse gets generated in the second slot of the bit time. Expansion of PPM is also possible and proves to be efficient for optical communications (Alexander, 1997, p.228). Digital PPM – PPM can also be used digital transmission of information based on optical communications. It is also referred to as differential pulse position modulation. It is a variation of the PPM coding, which can transmit data irrespective of the presence of time. If delays occur in the transmission, they take reference from falling edge of the pulse that was earlier transmitted (Lazaridis, 2011). Multiple PPM and Dicode PPM – Dicode PPM and Multiple PPM are considered as the most efficient bandwidths for optical communications. The best forms of sensitivities are offered by these PPM without causing the large bandwidth of the system to increase.

How the Role of the Organizational Trainer Has Changed in the Last Ten Essay

How the Role of the Organizational Trainer Has Changed in the Last Ten Years - Essay Example hanging working practices and a highly competitive business environment has called upon most organizations to hire employees who can handle these (Stwart, et al, 2005, p. 357; Hodson and Sullivan, 2007, p. 221; Holman, 2005, p. 1; Verburg, 2005, p. 50). Some skills, structure of knowledge, and working practices have been termed as irrelevant. Due to the significance that change comes with, there is therefore a great need for organizational trainers to live up to the challenge of helping people to not only unlearn some of the redundant skills, but also to acquire and relearn new ones. This is part of what has made the role of the Human resource Development to change from training to development. Therefore, the role of an organizational trainer (Human Resource Development) has changed in a number of ways. First, there is a rising interest being developed among organizational trainers in labor aspects such as long-term unemployment, inadequate skills, and equivalent opportunities. Secon dly, they are faced with the task of raising awareness on the significance of training, and continue with spreading the concept that, in the long run, it is the development of the labor skills and the learning culture that an economy’s long-term competitive performance and its enterprises are based on. Thirdly, the trainer is preoccupied with the role of coming up with nation-wide training techniques that should be determined by people, investors and national competencies. Fourth, there is the establishment of corporate mechanisms that should be determined by core activities leading to the development of non-core services such as instruction and consultancy. Fifth, the trainer should take part in organizational restructuring that include decentralization, empowering senior operating... Apart from accepting their position in organizations, trainers had a strong belief in the value of their training and were eager to invest in it. A trainee’s evolving career depended on the trainer’s finite range of knowledge and skills backed by wide experience. The provision of this early training set a pace for long-term professionalism such that, once people were trained, they were expected to exercise the contents of the training throughout their career lifetime. There was no room for more investment in training. These conventional views have been overtaken by time due to the change that has come with the twenty-first century. This change has not only made most organizations to cope with it, but has also caused individuals to affirm the fact that with time, their training becomes obsolete. New technology, changing working practices and a highly competitive business environment has called upon most organizations to hire employees who can handle these (Stwart, et al, 2005, p. 357; Hodson and Sullivan, 2007, p. 221; Holman, 2005, p. 1; Verburg, 2005, p. 50). Some skills, structure of knowledge, and working practices have been termed as irrelevant. Due to the significance that change comes with, there is, therefore, a great need for organizational trainers to live up to the challenge of helping people to not only unlearn some of the redundant skills, but also to acquire and relearn new ones. This is part of what has made the role of the Human Resource Development to change from training to development.