BOS Solutions HR Solution

Return on Investment (ROI) BOS Solutions requires a more robust HR solution to support its human resource activities. The company must be more careful in its IT investment to derive maximum value from it. That is, vendors must deliver HR solution that will offer expected outcomes on the business.Advertising We will write a custom research paper sample on BOS Solutions: HR Solution specifically for you for only $16.05 $11/page Learn More The aim of the new ERP and the new Applicant Tracking System is to streamline the HR processes so that executives can focus on employees’ development and productivity rather manually tracking, filing and shuffling their documents. BOS Solutions must realise tangible results from the IT investments from the start. That is, it should not take over a year before the company realises any returns on the investment.  Given that employees are critical part of the company’s assets for creating competitive advantag e, the HR solution will be evaluated for its effectiveness on several areas. The Applicant Tracking System will have to demonstrate returns more than financial benefits. In the past, companies would purchase and install ERP systems to enhance employee satisfaction. The ERP system would improve competitiveness by enabling the company to be able to gather, consolidate and generate accurate data about employees in a timely fashion. The new Applicant Tracking System would be able to shorten process cycles, enhance the accuracy of collected data, facilitate application processes, reduce costs of operations and eliminate further costs incurred through the current redundant Ceridian Recruiting system. The new Applicant Tracking System will facilitate employee self-service. The HR solution will offer several options to demonstrate ROI. It will eliminate manual search for missing data of employment history, certifications, or attached documents. As a result, it would save on administrative t ime. In addition, employee records shall be easier to handle. In most cases, HR executives face challenges related to handling sheer volumes of employees’ records. Still, manual processes require greater attention to details when collecting information, typing them into a single system and ensuring that employee information reaches the intended audience e.g., HR/Payroll team.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The new Applicant Tracking System will ensure that HR executives focus on their primary tasks and guide recruitment processes, develop key talents, review workforce and applicants paradigms. The benefits of a new Applicant Tracking System for BOS Solutions would be far reaching. Having job, education and certification history on the employees would allow for a broader picture in promotions, training and development. The program upgrade would also allow for more detailed reporting of applicants by job, department and division. BOS Solutions should be able to capture specific data because of implementing the new ERP and the new Applicant Tracking System to demonstrate impacts and return on investment. Data on HR productivity, user satisfaction, cycle time to locate employee information and applicants’ engagement with the system will demonstrate outcomes. RIO must reflect monetary values against the cost of the project. For instance, in the cases of HR solution for recruitment, the ROI would be determined based on the some assumptions. This situation may lead to manual recruitment processes. The HR recruitment team wastes time and resources because the current Ceridian Recruiting tool is not integrated, not customizable and does not allow the employer to upload documents such as employment history, certifications, or attached documents. Initiate new hiring or change of employment terms HR team would enter data once and save 120 w orking hours in a year due to enhanced efficiency The average hourly rate for senior HR team is $100Advertising We will write a custom research paper sample on BOS Solutions: HR Solution specifically for you for only $16.05 $11/page Learn More Savings realised: 120*100 = $12,000 Therefore, BOS Solutions would save $12,000 per annum by implementing the new HR solution. Assumptions There are basic assumptions adopted to ensure that the new ERP and the new Applicant Tracking System deliver the intended outcomes. Employees would be able to adopt the new systems, demonstrate satisfaction, and capture the intended data. In addition, the HR executives will show changes in knowledge, attitudes and skills after adopting the new HR solutions. Still, it is expected that implementation processes would not face challenges, behaviour changes will facilitate adoption and performance of the HR team. Moreover, senior executives will support the implementation of the new ERP and the new Applicant Tracking System while the CFO will approve the budget.  To facilitate adoption of the new ERP and the new Applicant Tracking System, they should be compatible with the existing Ceridian Recruiting and seamlessly integrate. The new Applicant Tracking System is expected to optimise HR processes. This would ensure that BOS Solutions meets its business objective of developing an integrated employee database with all HR/Payroll Latitude programs such as name, date of hire, division or department and rate of pay. The database will also contain employment history, certifications, or attached documents, as well as all applicant data, applicant flow logs, EEO and Vets 100 information and basic recruiting statistics. With abundant data, the HR team will have reliable information to facilitate recruitment processes and succession planning.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The data would allow the HR planner to understand applicants’ characteristics and employee turnover trends to facilitate forecasting of employee turnover and salary increment if required. The HR department would be able to develop a forward-looking approach to all HR challenges, employee compensation structure and areas of weaknesses among others. BOS Solutions aims to develop an efficient, cost-effective, customisable and scalable recruiting process through the new ERP and the new Applicant Tracking System. Hence, HR recruiting experts will use the HR tools to develop a reliable recruitment plan. The department will develop specific metrics for new recruits. The HR executives will rely on applicants’ data to evaluate in order to identify the best candidates for specific positions, determine costs of hiring and sources of qualified or best applicants. These data would support hiring, payment and even promotion decisions. It would balance recruitment and align roles, pa y rates and qualifications. By having all employment history, certifications, or attached documents, applicants’ data, applicant flow logs, EEO and Vets 100 information and basic recruiting statistics and rate of pay, the recruiting team would be able to successful applicants’ profiles, match applicants with appropriate positions and then perform competitive analyses to determine suitable pay rates. It is assumed that the HR department would use employee data to develop employee capabilities and enhance engagement. In this process, HR executives would assess skills, experience levels, strengths and weaknesses of employees. By relying on the company’s skill map, the HR executives would be able to evaluate the effectiveness of training and development programmes and develop appropriate plans while taking into account recruits’ potentials to comprehend expected roles and career growth prospects. Further, the HR department may identify the best developmental activities as observed among top performs and use such information to develop the best training and development materials for the entire organisation. In addition, such information may also be utilised to select the best recruits and develop training and development programmes for them. To derive maximum ROI from the new ERP and the new Applicant Tracking System, BOS Solutions HR executives would develop a competitive compensation plans or pay rates that aim to facilitate employees’ performance and drive results. The HR executives will review of all pay rates and other benefits to determine a group that drive performance based on their compensation structures. This would determine the relationship between employee pay rates and performances, retention, attraction of new applicants and new recruits. The results may be used to determine the best pay rates and predict possible compensation for future performances. BOS Solutions executives will be able to compare its pay rates ag ainst the market benchmarks and then review these rates to determine their impacts on the budget and savings on costs of employee compensation. As a result, HR executives may review the pay structure and adjust rates to competitive, sustainable levels based on performances.  It is expected that BOS Solutions will rely on the new ERP and the new Applicant Tracking System to gather all relevant applicants’ data. The HR executives will observe key demographic trends, applicants’ pools, current employees and then develop hiring strategies based on these observations. It would be effective for BOS Solutions to develop appropriate tools that would facilitate employee selection and recruitment. The new ERP and the new Applicant Tracking System should ensure customisation such as importing job, education and certification history. The program should also have detailed reporting of applicants in job, department, division, and geographic location and support the standard EEO a nd Vets 100 reporting and custom report building. These may be generated automatically so that HR managers can respond to areas that require additional workforce, training or any other appropriate actions. Risks Like any other new solutions in organisations, the new ERP and the new Applicant Tracking System are likely to encounter risks at various levels. These risks are categorised as high risks, moderate risks and low risks, but there are also critical success factors for the company to consider (Umble, Haft, Umble, 2003). A change in staffing is high risk to effective implementation of the new ERP and the new Applicant Tracking System. BOS Solutions may not be able to stop its qualified staff from leaving the company. When such skilled, knowledgeable and experienced employees leave an organisation, IT system implementation experiences drawbacks. In addition, drastic changes in technologies may render the new ERP and the new Applicant Tracking System obsolete particularly if they are implemented slowly. To overcome these risks, BOS Solutions must dedicate adequate resources for acquisition and implementation of the IT solutions. In addition, it must ensure that senior executives support the new solutions and implementation processes. Moderate risks may emanate within the organisation. BOS Solutions employees may not possess the right skill levels, increased costs, recruitment and training of new staff to support system implementation may be difficult. BOS Solutions will have to consider its staff skill levels, depend on project implementation schedules, control costs and hire experienced IT implementation to support Employees could also present low risks to implementation of the new IT systems. For instance, they may ignore training or training materials may not adequately address requirements. In this case, training must be mandatory for all employees and training materials must meet the expected standards to allow employees acquire the necessary skills (W orley Chatha, 2005). References Park, K., Kusiak, A. (2005). Enterprise Resource Planning (ERP) operations support system for maintaining process integration. International Journal of Production Research, 43(19), 3959–3982. Phillips, J. (2007). Measuring ROI in Human Resources: Calculating the Impact of ROI on HR Programs. Web. Umble, J., Haft, R., Umble, M. (2003). Enterprise Resource Planning: Implementation Procedures and Critical Success Factors. European Journal of Operations Research, 146, 241-257. Worley, J., Chatha, K. (2005). Implementation and optimisation of ERP systems: a better integration of processes, roles, knowledge and user competencies. Computers in Industry, 56(6), 620–638. This research paper on BOS Solutions: HR Solution was written and submitted by user Brenna Rosario to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Freeing the Slaves-Lincoln essays

Freeing the Slaves-Lincoln essays Many Americans expect President Abraham Lincoln to personally abolished slavery. But a President cannot simply pick up a pencil and draw a plan to completly do away with slavery. Yet this is the common assumption of many Americans today. Legally, slavery is where slaves are the property of other people. The Constitution states that, nobody can be deprived of their property without "due process of law" meaning a legislative act. Congress does not have the power to pass a law outlawing slavery. Lincoln acknowledged this in his first inaugural address. The Constitution has to be amended before Congress can have authority over slavery. The Emancipation Proclamation does not apply to slaves that are in states remaining within the Union. So technically President Lincoln isnt really "freeing the slaves" because not all slaves are going to be free. The slaves in the Confederacy arent going to benefit from this, of course. The recent Emancipation Proclamation was a limited yet complex. It brilliantly redefined that the Civil War is about slavery rather than secession. Lincoln is an inspirational man and should be remarked for his wonderful work to make America what it is today. The United States would never be where it is today without the wonderful work of this great man. Slavery is a sensitive subject to many people and is nothing to take lightly. For some people it is their heritage and for others it is their worst nightmare. No matter what the outcome of the war is, it goes to show that no one person can completely abolish slavery not even the president. ...

Annotated bibliography ( Professional research and evaluation ) Essay

Annotated bibliography ( Professional research and evaluation ) - Essay Example Hess, J., Rothgeb, J. and Zukerberg, A. (1997) Survey of program dynamics pretest evaluation report [Internet], Survey of Program Dynamics, US Census Bureau. Available from [Accessed 13 March 2012]. In order to check whether a survey questionnaire would be able to obtain necessary information as well as being easy for adolescents and pre-adolescents to answer them under a specific timeframe, pre-testing them in various sample populations were necessary, as explained by the authors. Pensoneau-Conway, S.L. and Toyosaki, S. (2011) Automethodology: tracing a home for praxis-oriented ethnography. International Journal of Qualitative Methods, 10 (4), pp. 378-400. This article showed how not detaching oneself from a group being studied could give a whole new perspective to ethnographic studies, such as showing a sense of self, home, and culture and putting oneself in the other’s shoes, instead of just being an onlooker. Rodriguez, K.L., Schwartz, J.L., Lahman, M.K.E. and Geist, M.R. (2011) Culturally responsive focus groups: refraining the research experience to focus on participants. International Journal of Qualitative Methods, 10 (4), pp. 400-418. The use of focus groups is very relevant, especially in qualitative research in social sciences. This article discusses how using culturally responsive researches can give respondents a chance to show their true selves, thus giving a better picture of the views and ideas of different groups, especially marginalized cultures. Sakshaug, J.W., Yan, T. and Tourangeau, R. (2010) Nonresponse error, measurement error, and mode of data collection: tradeoffs in a multi-mode survey of sensitive and non-sensitive items. Public Opinion Quarterly [Internet], 74 (5), pp. 907-933. Available from [Accessed 14 March 2012]. The authors were able to discuss the other side of surveys, which is the correction of errors obtained during sampling. The relationships between the administration style of the survey and the type of errors most likely to occur were also presented, as well as possible ways to reduce them. Schonlau, M., Fricker, R.D. and Elliott, M.N. (2002) Conducting research surveys via e-mail and the web, Santa Monica, CA: RAND Corporation Internet survey is considered one of the cheapest forms of surveying since there is less effort to implement it. However, certain considerations must be made in order for its success, such as appropriateness, sample size and sensitivity of the issue at hand. This book assesses the problems and the solutions for internet survey to work. Smart, C. (2011) Ways of knowing: crossing species boundaries. Methodological Innovations Online [Internet], 6(3), pp. 27-38. Available from [Accessed 13 March 2012]. In order to control a horse, not only does the handler recognise visual cues but also subconsciously read the horse’s movements, and react accordingly to it. Over time it becomes automatic for the handler, who reacts to the horse’

Sociol Pedagogy and the Public Intellectual Essay - 1

Sociol Pedagogy and the Public Intellectual - Essay Example This was an issue was brought up by the rapid rural urban migration in those years. The immigration led to increased population that put a lot of pressure on the existing resource such water and sanitation, housing, and office-space among others. Hence, Industrialism, urbanization, and the simple upsurge in the figures involved convoluted all human relationships. This further led to the breakdown of the inbred structures of social control. However, progressive reform measures were quickly put in place to solve some of these problems, but the equally created new ones. As such, social organizations such as, the family, church, and other community organizations had to adjust excruciatingly, and not always effectively, to the ever-changing needs of their constituents. One of the constituent that was greatly affected was in the education sector. Some of its practitioners decipher social pedagogy as ‘community education’ and have constantly defined it around three key pillars/traditions. Accordingly, the first tradition is The Continental tradition; that reflects on the nature of man which acts on the notion that individuals can fully develop only if they are part of that society. This institution of social pedagogy emphasizes upon social integration and socialization. The second tradition is Social conditions and social problems ‘the American tradition’. Further, in this element of the tradition the focus is on working with individuals, casework in addition to providing care. Unlike in the others, this tradition has more interest in and minimizes the impact of social disparities. Lastly, the pedagogy tradition of social pedagogy has its origins in the work of educational thinkers and philosophers such as Jean-Jacques Rousseau, Johann Heinrich Pestalozzi and John Dewey. Moreover, Paulo Freire has in the recent past been outspoken and advancing theories aimed at helping people to structure their

Relationship Between Spiritual Well-being and Happiness

Relationship Between Spiritual Well-being and Happiness INTRODUCTION This chapter comprises of the summary of the present study, the conclusions drawn after the analysis of the data and the implications of the study. It also includes the limitations of the study along with the suggestions for future research. SUMMARY The purpose of the study was to compare the happiness of individuals scoring high on spiritual well being and individuals scoring low on spiritual well being. Further, the study also explored whether there were any significant gender differences in happiness as well as spiritual well being. Random sampling method was used to collect the sample. The sample was collected from various post graduate colleges and private companies in the city. First permission was sought from the institutes to conduct the research in their respective campus. Then the questionnaires were administered to the participants. The sample was administered two questionnaires, in order to measure the relevant variables of the study. Spirituality was assessed with the help of the Spiritual Well Being Questionnaire by Ellison Paloutzian (1982). Happiness was measured using the Subjective Happiness Scale by Lyubomirsky Lepper (1999). The sample size was 222. To compare the happiness of individuals scoring high on spiritual well being and individuals scoring low on spiritual well being, the total sample (N-222) was divided into two groups based on the scored obtained on the Spiritual Well Being Scale by Ellison Paloutzian (1982). Those individuals whose scores lay one SD above the mean (above 104.38) formed the high group whereas those individuals whose scores lay one SD below the mean (below74.84) formed the low group. Thus, the sample consisted of 44 in the high and 37 in the low group (N=81). For studying the gender differences in happiness and spiritual well being, the sample comprised of 112 male and 110 females (N=222). The sample belonged to the middle class of society, from the age range of 21 to 30 years of age. It included unmarried individuals of different religious groups (Hindus, Muslims, Christians). It included students as well as working professionals residing in Pune city. The minimum educational qualification of the sample was twelfth grade. SPSS software was used for the purpose of analyzing the obtained data. The independent samples T Test was employed to compare the groups on happiness and spiritual well being. Based on the review of relevant literature, the hypotheses of the present study were formulated as: Individuals who score high on spiritual well being will be significantly happier as compared to individuals who score low on spiritual well being. There will be no significant difference in happiness among males and females. Women will score significantly higher on spiritual well being than males. CONCLUSIONS The findings from the present study can be concluded as follows: It was found that there was a significant difference in happiness between individuals who scored high on spiritual well being as compared to individuals who scored low. The mean score of the high group was significantly higher on the variable of happiness as compared to the mean score of the low group. Therefore it can be concluded that individuals who score high on spiritual well being were happier as compared to individuals who score low on spiritual well being. Gender differences were observed on happiness. It was found that there was a significant difference in happiness between males and females, with females scoring significantly higher on happiness in comparison with males. Hence, it can be concluded that women are happier in comparison with men. No gender differences were observed on the variable of spiritual well being. It was found that there was no significant difference in spiritual well being between males and females. Even though the mean score for women was higher, the difference was not significant. Thus, it can be concluded that there are no significant gender differences on spiritual well being. IMPLICATION OF THE STUDY It was found from the present study that individuals high on spiritual well being were happier in comparison individuals low on spiritual well being and no gender differences were seen in spiritual well being. It was also found that women were happier than men. The study of gender differences is essential in understanding how different genders respond to different situations. Spirituality can be used in counseling and therapeutic settings as a coping mechanism to enhance mental health. Furthermore, the findings of the study have implications in the medical field, where people with life threatening diseases can be taught to cope using spiritual practices and techniques. The findings also can be used to create awareness and psycho-educating people about the benefits of spirituality. Since spiritual well being is related with greater happiness, people can use spiritual techniques to improve their well being. LIMITATIONS One important limitation in the comparison of individuals scoring high on spiritual well being and individuals scoring low, was that gender was not controlled. There were more women (25) in the high group as compared to men (19). On the other hand there were more male in the low group (22) than females (15). Lee, Seacombe Shehan in 1991 found that women were more likely to report themselves as happy compared to men (Diener et al, 1999). Gender may have had an influence on the dependent variable, happiness. Another limitation of the study was that the sample size, for comparing happiness of individuals scoring high and low on spiritual well being, was small. Hence it is difficult to make sweeping generalizations. The religious affiliation of the sample was not controlled. The sample consisted of individuals belonging to different religions such as Hindu’s, Muslims and Christians. However, the three religious groups were not equally represented. Thus, this becomes a limitation as religion may play a role in an individual’s spiritual well being and happiness. Further, other religious groups were not included which also is a limitation. The age range of the sample was 21 to 30 years. Hence, the results may not applicable to other age groups. The sample included individuals belonging to the middle strata of society living in an urban area in Pune city. Thus, individuals from the lower and upper class of society as well as those residing in rural areas were not considered which becomes a limitation as results may not valid for these groups. Since self report inventories were used for obtaining the relevant data, social desirability and faking could not be controlled. This also becomes a limitation of the study. SUGGESTIONS FOR FUTURE RESEARCH In the present study gender was not controlled while comparing individuals scoring high on spiritual well being and those scoring low on spiritual well being. Some research studies indicate that women are happier than men (Blanchflower and Oswald 2004; Frey and Stutzer 2002; Praag and Ferrer-i-Carbonell 2008 cited in Tiefenbach and Kohlbacher,2013) whereas others suggest that men are the happier sex (Stevenson Wolfers, 2009 cited in Compton Hoffman, 2011). Hence it is recommended to take equal number of males and females in order to get a better understanding of the relationship between spirituality and happiness. Further, it is suggested to consider the religious affiliations of the participants by taking equal number of individuals from each religious group (Cohen, 2002). Also, religious minorities can be included to increase generalizability. Future research can also study different age groups such as middle aged adults and geriatric population. Research has shown that happiness decreases from youth to middle age and then increases from middle age to old age (Blanchflower Oswald, 2008 cited in Carr, 2011). Thus, different age group can be compared on spirituality and happiness. Further research can delve into various other factors such as socioeconomic status, geographical location, marital status, family structure and study its relationship with spirituality and happiness so as to understand if these factors mediate the relationship between the two variables.

The Fight for Freedom and Rights in Early America Essay -- People Hist

The Fight for Freedom and Rights in Early America The names and faces of those considered pioneers in the fight for rights and freedom may not be instantly recognizable, but nevertheless, they are an important part to the history of the United States of America. Throughout the history of our country, there has not just been an injustice towards black slaves, but also towards women, with both being unfairly discriminated against. It was the work of many individuals who brought the unfamiliar taste for rights for all God’s creatures to the mouths of many people. The impact of such people, including Elizabeth Cady Stanton and Frederick Douglass, towards the demand for rights for women and slaves cannot be measured. Elizabeth Cady Stanton (1815-1902) was born and raised in Johnstown, New York and was one of six children (Stanton 169). She was an incredibly gifted woman, extremely smart and intelligent and had a tongue for linguistics, as she had studied Greek and Latin. She enjoyed intellectual and stimulating conversations and became quite interested in temperance movements, abolishing slavery, and the struggle to gain rights for women. One day, after a discussion with like-minded women, she proposed a woman’s convention to discuss their situation. In July of 1848, she organized the first woman’s rights convention in the United States, known as the Seneca Falls Convention. Frederick Douglass was a slave with ambition and he became more educated than most slaves were by learning how to read. This in theory was good, but at times, did not work out to his advantage. His acumen and intelligence were characteristics that fed his yearning for knowledge and his taste for freedom. Frederick Douglass (1817-1895) was born... ...e of Elizabeth Cady Stanton or Frederick Douglass, but their impact on American history cannot be calculated. Their goals and ideas pushed through a white male dominated world and they set out to make change. They knew it would not come easily, but they knew it was something they were willing to fight forever for. It is due to their leadership, intelligence, and the strength in their hearts for the reason why they are considered two of the most important pioneers in the fight for freedom and the fight for rights for all individuals in our society. Works Cited Douglass, Frederick. â€Å"Narrative of the Life of Frederick Douglass, an American Slave.† A World of Ideas. Ed. Lee Jacobus. Boston: Bedford, 2002. 125-140. Stanton, Elizabeth Cady. â€Å"Declarations of Sentiments and Resolutions.† A World of Ideas. Ed. Lee Jacobus. Boston: Bedford, 2002. 169-178.

A Report into Racism Essay

It is important to carry out this investigation because in the long term children who are in our care at the moment will be the next generation of adults who will run the country one day. By teaching children values and respect at a young age, society will be fairer to everyone. It is crucial to learn about anti-discrimination practice as it may affect children’s development, for example a child that experiences racial discrimination may lack confidence throughout their lives. Racism occurs at times when people do not understand cultures and traditions that are different to the ones they follow themselves. These thoughts and ideas are usually passed on from parents and carers to a child from a young age and stay with them as they grow up so that they form stereotypical views. Research by Milner (1983) shows that â€Å"children as young as 3 years attach value to skin colour, with both black and white children perceiving white as superior to black. † This supports the theory that children can absorb messages about racial stereotyping from a very young age. By undertaking this investigation I will become an efficient diploma childcare and education worker in how to avoid discrimination in a setting and reinforce my knowledge on best practice. I will observe the influence of resources in promoting anti-racism within the day nursery. I will learn more about children’s rights, the law that protects them from racism and where I stand in the eye of the law. In the future my knowledge from this study will raise my awareness of racism and prevent it occurring – after all, prevention is better than cure. Discrimination is the ability to identify differences between individuals or groups, then to deny one individual or group favour of another. From a health and care point of view this means denying access to services and preventing equal opportunities. A definition of racism by Meggitt et al. (2000) states: â€Å"Racism is the belief that some ‘races’ are superior to others based on the false idea that different physical characteristics (i. e. skin colour) or ethnic background make some people better than others. † Racial discrimination can occur to anyone, at any time in their lives, at any age from babies to the elderly. Be so affected by stereotyping that events become a self-fulfilling prophecy, for example, if a black child is told that black people are destined to be lower classed and not achieve well then the child behaves accordingly with expectations. Review of Literature Stephen Lawrence was brutally murdered aged 18 years on April 22nd 1993. He was waiting with his friend Duwayne Brooks for a bus home at 22. 30. Stephen walked into the centre of the road to see if a bus was coming and his friend called out to him. A group of 5 or 6 white youths across the other side of the road called out ‘what, what nigger? ‘ and they all approached Stephen and stabbed him twice, once in the chest and once in the arm. Both these wounds severed arteries and he would have died instantly if he had not been so physically fit and ran 100 yards before he fell to his death. Stephen Lawrence’s unprovoked attack was solely motivated by racism. Nobody to this day has been convicted of this appalling crime. The police have been criticised for taking prolonging the investigation. No other witnesses have come forward to identify the killers apart from Brooks even after the huge publicity of the murder. Three of the prime suspects were taken to trial in 1996, however the prosecution failed due to lack of sustainable evidence and they can never be tried again in the present law. Two other suspects were released in 1995 and there is no chance of them being prosecuted with existing evidence. This shows that the police force involved needed to work harder at the time to ensure that the murderers were jailed when they were trailed. The police force must work harder in the future to prevent any further racial violence cases reaching the same conclusion as the Stephen Lawrence Inquiry. Also, legislation and laws will have to be looked at very carefully to avoid the same issues raised. The government think that from this case new regulations will be made: â€Å"†¦ we do believe that the debate about policing and racism has been transformed by this Inquiry†¦ † Damilola Taylor was killed among the tower blocks of a run down estate in Peckham whilst returning home from an after-school computer class. He was attacked by a group of Afro-Caribbean boys who stabbed him in the leg and then forced a marble down his throat to keep him from shouting for help. The police were criticised again for their handling of the case. More than 120 officers worked on the case at an estimated i 2. 5 million, however at the trial the main witness was found to be a liar and dismissed; and the two of the four defendants were released by the judge.