Training Need Analysis and Evaluation of Training Effectiveness Essay Example for Free

Training Need Analysis and Evaluation of Training Effectiveness Essay To assess how the organizational objectives will be realized through the delivery of a staff training programme that will focus on improved and/or changed skills, knowledge and/or attitudes of those directly involved or affected by the ‘change’ †¢To understand the process and importance of measuring training effectiveness in the organization †¢To measure the expressed needs of training effectiveness at work place from the individual †¢To find out the obstacles in the proper utilization and increase the effectiveness of Training programs and try to suggest remedial measures wherever possible. To decide what specific training each employee needs and what will improve their job performance. To differentiate between the need for training and organizational issues. Performing a training gap or needs analysis involves comparing what a person knows with what they need to know in the context of their particular job functions. Performing a gap analysis helps to eliminate over and under training and in so doing increases training effectiveness and efficiency. Measuring Training Effectiveness will help the organization Have a well-structured measuring system in place which can help the organization determine where the problem lies. This will provide the organization with an idea of where it sits in terms of training system effectiveness and in giving it the structure the administration need to construct a roadmap for improvement. This project will help in finding out the obstacles in the proper utilization and increase the effectiveness of Training programs and try to suggest remedial measures wherever possible. BHEL has always been ahead with their innovating HR practices. Thrust to develop and nurture the participative culture in the Company has continued since long. Human Resource Development has always been the focus area in BHEL. Workshops have been conducted from time to time for Supervisors and Executives on Enhancing Organisational Effectiveness. The objective of the workshop was to bring about better understanding and appreciation of the issues being faced both by the Company and the employees. The Training system at BHEL has always been exemplary. During 2002-03, 40466 participants were exposed to different training programs in various training Centers at Units as well as at apex level in NOIDA. Besides, 3700 Act Apprentices and 1300 Technician Apprentices were also provided with training at BHEL’s Units, as part of fulfillment of its social obligation towards the society. Also, towards its ongoing efforts for higher customer satisfaction, around 1100 customers personnel were provided training inputs on its products at Training Centers in the Units. Thus an opportunity to study at BHEL will be both enlightening and enriching. An organization either Business or Industrial Enterprises, needs many factors for its growth, further development and for its very survival. The most important factors are Capital, Materials, Machineries and Human Resources as the success or failure of any organization depends on the effective combination of these factors. Managing all other factors are comparatively easier than managing Human Resources. The Human Resources are most important and need to be handled carefully. Since all the other factors are handled by the human resources, they have to be trained in a effective manner to utilize the resources at optimal level to get the desired output and thereby to reach the organization goals. The effective combination of all these factors results to way for success. Training is defined as learning that is provided in order to improve performance on the present job. A persons performance is improved by showing her how to master a new or established technology. The technology may be a piece of heavy machinery, a computer, a procedure for creating a product, or a method of providing a service. Oliver Sheldon says ‘No industry can rendered efficient so long as the fact remains unrecognized that the in principally human – not a mass of machines and technical process but a body of men. If manpower is properly utilized it causes the industry to run at its maximum optimization getting results and also work for as an climax for industrial and group satisfaction in the relation to the work formed. Competitive advantage is therefore depend on the knowledge and skill possessed by employee more than the finance or market structure by organization. The employee training not only serves the purpose to develop their employers but also safe guard organizational objectives of survival and success through competitive advantages. The training function now popularly called as Human Resource In recent years, the scope of Training and Development has broadened from simply providing training programs to facilitating learning throughout the organization in a wide variety of ways. There is increasing recognition that employees can and should learn continuously, and that they can learn from experience and from each other as well as from formally structured training programs. Nevertheless, formal training is still essential for most organizations or teach them how to perform in their initial assignment, to improve the current performance of employees who may not be working as effectively as desired, to prepare employees for future promotions and increased responsibilities. The Computer Application Training and New Employee Training are most popular training topics. Various Management and supervisory skills such as leadership, performance appraisal, interviewing, and problem solving were also commonly taught. Many organization provide ‘Train-the trainer’ courses for superiors or peers who will in turn provide on-the-job training to others. Besides being one of the most important HRM functions, Training and Development is also one of the most expensive. Meaning and Definition: After an employee is selected, placed and introduced, he or she needs to be provided with training facilities. The training is the act of increasing the knowledge and skill of an employee for doing the particular job. Training is a short term educational process and utilizing systematic and organized procedure by which an employee is learned the technical knowledge. Definition: Staimez: defines ‘Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel to learn technical knowledge and skill† Mamoria: defines â€Å"Development covers not only the activities which improve job performance, but also those which b ring about growth of personality, helps individual in the process towards maturity and actualization of this potential capacities so that they become not only good employees but also both good men and women. S. P. Robbins: Defines â€Å"Training is a learning process which seeks a relatively permanent change in behavior that occurs as a result of experience. Dale Yoder: Defines â€Å"It is that deals with the effective control and use of manpower as a distinguished from other source of man power† Training is part of Human Resource Development. It is concerned with concerned with training, development, and education. Training has been defined as an organized learning experience, conducted in a definite time period, to increase the possibility of improving job performance and growth. Organized means that it is conducted in a systematic way. Although learning can be incidental, training is concerned with the worker learning clear and concise standards of performance or objectives. Training is the acquisition of technology which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace. Principle of Training: 1. Training Plan: This must be well planned, prescribed and ably executed effective implementation depends to great extend on planning. Organizational objectives: T D program must meet objectives of the Organization 3. Equity and fairness: T and D program must enjoy equal opportunity to drive benefit out of such training and must have equal chance to undergo such training. 4. Application specification: Training content is balanced between theory and practical. It must be ‘Application specification’/ 5. Upgrading information: T and D program is continuous reviewed at periodic interval as order to make them updated in terms of knowledge and skill. 6. Top Management support: Top management support is essential to make Training and Development effective. 7. Centralization: For economy of effective uniformity and efficiency, centralization of training department is found more common and useful. 8. Motivation – Training and Development have motivation aspects like better career opportunity, individuals skill development etc. , Importance of training in recent years: Recent changes in the environment of business have made the Training and Development function even more important in helping organization maintain competitiveness and prepare for the future. Technological innovations and the pressure of global competition have changed the ways organizations operate and the skills that their employee need. The tight labor market has increased the importance of training in several ways. First higher employee turnover means that more new employees need training. Second, it has been suggested that frequent and relevant development experiences are an effective way to gain employee loyalty and enhance retention of top-quality staff. Need for Training: Training must be tailored to fit the organization’s strategy and structure. It is seen as pivotal in implementing organization-wide culture-change efforts, such as developing a commitment to customer service, adopting total quality management, or making a transition to self-directed work teams. Pace-setting Human Resource Development departments have moved from simply providing training on demand to solving organizational problems. Trainers see themselves as internal consultants or performance improvement specialists rather than just instructional designers or classroom presenters. Training is only one of the remedies that may be applied by the new breed of Human Resource Development practitioners. In an age of network organizations, alliances, and long-term relationships with just-in-time suppliers, leading companies are finding that they need to train people other than their own employees. Some organization offer quality training to their suppliers to ensure the quality of critical inputs. Organisations with a strong focus on customer service may provide training for purchasers to their product.

The Role Of A Job Description Business Essay

The Role Of A Job Description Business Essay Job descriptions are the duties and requirements that are necessary for the recruitment of an employee. It is a list of general chores, duties and role of the employee for a specific and general job. Without job description a person cannot perform his role accordingly. In simple words job description is the basic or main responsibilities that an employee is supposed to perform for any organisation or company. Any job description must contain these things a) A job summary b) A list of job function c) Requirements d) Other information a) A job summary A job summary means detail information regarding the general tasks and duties of the job. b) A list of job functions It means the list of those functions and duties that an employee needs to perform his duty. c) Requirements For different jobs there are different requirements. The job description must contain the specific requirements for the job. d) Other requirements If there are any other requirements for a specific job a job description explains those relevant requirements. There are two types of job descriptions one is known as general job description and the other one is known as specific job description. The difference between both is described as under. General Job description is a list of general duties and functions that are required for a position. In general job description we will straightway get the knowledge that we need to contact for applying a job and we also do not need to read extra details about the company or the job. If an ad of a job is short and brief and does not explain any specific duty that a person needs to perform then it comes under general job description. For example if there is an ad that says that a company needs a manager, but does not explains any details regarding the requirement of the job. It comes under general jobs description. In specific job description the employee needs some specific qualifications or skills to perform his/her job. Sometimes it also explains some extra information regarding benefits, allowances and nature of the job. For example if there is an ad that says company needs a manager who must have computer skills, needs some experience in public dealing and also explains the information regarding pay, tax, working hours, then its comes under specific job description. The purpose of job description is to have the clear summary of liabilities and tasks. Job description plays a very important role in organizational resource management .It develops an organisation in managing and improving the abilities of the people in the following ways:- a) It provides the origin of assessing job performance. b) It explains that what an employer is expecting from his employee in the performance of his duties. c) By job description the grading and pay systems can be organised honestly and rationally. If there is any dispute or issue of employer/employee job description provides necessary reference tools for that purpose. e) Job description describes the necessary reference implements for discipline matters. f) It describes the clear role of the candidate for the job. g) It describes the structure, rules and regulations for a company or an organization to guarantee obligatory deeds, liabilities and tasks. It provides foundation to measure performance of a job. It provides necessary ideas for development and training. Job description enables an organization to organise its function in a constant mode and by this way an organisation can increase its effectiveness and success. Q No: Design a job description reflecting strategies of recruitment team? A job description explains duties, abilities, efforts and responsibilities, as well as working atmosphere, experience. RGIS is a company that provides inventory services to its customers. The job that we have selected for discussion is AUDITORS of the company. RGIS Inventory takers are members of a team that work together to physically count inventory for companys clients and enter information into RGIS equipment. Inventory to be counted varies from place to place and client to client. The items that needs to be counted are located at different places and various heights. In every store usually Inventory takes 5-6 hours to be done but sometimes it may takes longer than that depends upon the size of the place and numbers of items to be counted. All the auditors are given proper training before starting their jobs, in which they learn how to use the equipment, way of counting, how to work as a team, to give good performance even under pressure, follow company rules, count fast and accurate. To become an auditor of the company minimum age limit is 18 years. He needs to be able to add, subtract, multiply and divide in all units of measure with whole numbers, common fractions and decimals either with the calculator or 10-key audit. If he has some experience working as team in a customer services that would be preferable. He must have proper CRB check. In RGIS every single employee is given an equal opportunity of getting promotion according to their performance during their job. An auditor needs to be capable of using hand held computers and other inventory tools. He has to establish average per hour count goals along with accuracy and fast speed. He has to follow all the company polices and procedures. He needs to be capable of working in different shifts and different hours, sometime shorter and some time longer. He should be capable of working in different environments such as warehouse, stores etc. He should narrate information clearly and accurately both in writing form and verbally. He must have the ability to fulfil the other duties as ask by the management. While counting, the auditor has to stand for longer hours and needs to be very efficient. Some time he has to work for extended period of time so he also needs to be flexible. He needs to keep balance while counting stock from ladder as during work he has to use ladder and step up to 8 high. As auditor has to go different places for away and nearby so he should be able to travel by car and plane i ncluding overnight stays. This job is suitable for the person who wants to earn some extra money and want to work with flexible hours. The best thing working in RGIS is that you can work hours of your own choice. In RGIS there are different categories of auditors. In the beginning they are recruited as an auditor but if they work hard and devotedly they can reach the highest post of the company. After auditor they become specialist and then an expert. There are two types of counters one is single scanner and the other one is multiple counter. The person who can do both types of count fast and accurate is known as expert. After becoming an expert there are doors open for the auditors to take further training and to apply for the higher post in the company that is supervisor, area manager etc. MARKETING Marketing means the procedure to create, communicate, deliver and exchange the offers that are important and valuable for the customers, clients and partners. Marketing is a process through which a company develop its business. Marketing is used to grip, detect and satisfy the customer. To achieve an organizational goal it is very necessary to understand the requirements and demands of the market and to satisfy those demands and requirements. The word marketing suggests that to achieve a target an organization should fulfil the demands of the customers in advance and to satisfy them. OPERATIONS Operation means the regular actions which are necessary for the running of a business or an organization. Operation converts supply or data inputs into desired result to generate and value the customers. In concept, it is a modest plan Make clients delay longer, and fewer of them will come back. But real exercise is difficult. The fresh advertising advantage becomes reasons in changing operating developments that rise customer service. The increase in waiting times shakes different market sections inversely, but generally causes a decrease in customer gratification, and therefore, repurchases. Consequently, the marketing creativity has costs, as well as beneficial. Manipulating those prices, though, is far from a simple matter. Lately, industrial influences have been given much less courtesy than promotion issues as a main part in positive company policy. Though, as early as 1969, Harvard University Professor Wickham Skinner claimed that manufacturing was a lost connection in business tactic. He recommended that directors incline to evade participation in manufacturing strategy creation, and manufacturing managers are unaware of business plan and a function that could be a valued advantage and tool of business policy develops an obligation instead. Hayes and Wheelwright recommend that there has been a rising gratitude that manufacturing can be a tough modest weapon if armed and achieved correctly, and that a key to doing that is the growth of an intelligible manufacturing strategy. In addition, they claim that modest strategy can only be fruitful when industrial strategy works in concert with the other efficient policies. A current study by Hanna and Stahl establish that the topmost business companies highlight quality/ consistency and to a smaller grade customer service factors in their company plans. However, these studies were made among big companies. They suppose that trade aspects would be given substantial position in business plan in many corporations since typically the proprietors of small business companies have their background in mechanical extents. Development in product value and decrease in product price were the two policy features which were mostly designated as the main donors to enhanced firm performance. This result is reinforced by other trainings about the position of strategic factors in trading. In the marketing zone, there was a broader variation between companies with respect to the most important factors, and no specific policies seemed to be strongly favoured. Numerous studies of the dynamic edge between marketing and operations are found in. Though, most of the previous work has considered the subtleties of the marketing-operations interface using only one product with deterministic requirements. For instance, the above-cited work by Porteus and Whang has measured a single-period model with numerous end-products. The quoted Porteus and Whang model emphases on developing suitable inducements to make the exertions of selfish marketing and operations managers result in a worldwide optimum. Neither that model nor the other above-cited models, however, emphasis on connections between different makes and the effect of rivalry. Marketing estimates of product ingesting and forecasts of the success of imminent marketing policies to trade a product is very vital to operative administration which base product manufacture agendas on marketing estimates and calculations. Though, marketing is an enormously active area and, therefore, a good market model for a specific product group must reflect a wide variety of variables to confirm the best model possible. Heretofore none of the studies or research accepted have adequately carried composed or proposed a combined system which permits for inter-firm collaboration/policymaking between marketing and operative administration using a comprehensive market model which is geared to produce products and permits for numerous contestants, marketing plans, expected customer ingesting, communication with like product brands, and overall market fitness. The comparative status of these actions and marketing policy aspects for secure presentation was also verified. The consequences of a numerous reversion study, using real trade development as the reliant on variable, specified that the most creative policy features were developments in service to the customer, enhancements in fresh material excellence and upgrading in preparation. However, these policies seemed to benefit only those firms where a) whole business demand was rising and b) there was significant hi-tech alteration happening in the business. Astonishingly, stress on the marketing strategy issues did not seem to be a main causal issue in sales evolution. Upgrading in service to the customer, though, it is also a procedure feature which may have a significant marketing module as well. Q No 4: Importance of qualification, sustainability for an organization in job description? Ans: A job description helps an employee to understand that what performance he needs to show and what are the expectations from him. The job description helps the employee to realise the clear scope of their job and their position in the organisation. For any job qualification is a very important factor. Qualification gives the information about the skills of a candidate. It explains that what necessary education or specific skills are required for a particular job and either a person is eligible for a certain position or not. In modern business period training plays a substantial role. To beat the competitors it is essential not only to equip your staff but also to provide necessary training along with the required needs of time. There are certain reasons to give training to the staff. The fast revolution of technology has influenced the workplace and has made it essential for people to appraise their knowledge and skills. People have to work in different fields and categories whic h generally demand far more from their extent of specialty. To fulfil the future manpower needs of organisation training is very necessary. Change in management style, for personal development and for the advancement of career training and development is very essential. By training and development an organisation can achieve its target more effectively and more quickly. For sustainability, employers would have to share an idea to develop a sustainability strategy for the expansion of organizations budget, employment model, to expand a capital model and to secure funding. Workforce planning is the procedure to consider a companys current and future employment requirements. If the workforce planning is effective it helps a company to identify and plan how to tackle their current and future workforce challenges and significances. The easiest way for the development of workforce is to find the exact number of people, having precise abilities in the accurate position at the perfect time. The organization should keep into consideration the number of employees but also keep in mind the necessary abilities that are essential for the business. The organization has to increase its manufacturing abilities. There are some examples to show that the abilities and knowledge are essential for job description. If a person is highly educated and has some extra qualif ication with some specialization degree he would be a preferable candidate for a job. An employee must contain sufficient knowledge to manage transform in an administration and to develop and apply efficient plans. He should be self-appealing and has the competency to work on his own proposals. Good communication power is very necessary as he should be capable of communicating with the executives in different aspects. All these examples show that qualification and sustainability are very important for an organization in job description. Job description helps the person to apply for the exact position in the organization and also helps the organization to choose the appropriate person for the required position. Conclusion

Hamlet: In His Right Minds Eye :: Shakespeare Hamlet Essays

Hamlet: In His Right Mind's Eye         Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Crazy, or not crazy- That is the question.   The matter of Hamlet's so called madness, has been an item of debate since the first performance, and will probably be a continuing argument well into the future.   I believe Hamlet was not crazy, because he proves to be in complete control of his psyche   in several parts of the play.   These three reasons are the main points of argument for Hamlet's sanity.   His behaviors is only erratic in front of certain people, he shows logic and reasoning in his plotting,   and finally, actually admits to several people to be only â€Å"acting† mad.   These are hardly the actions of a madman.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   First of all,   the fact that Hamlet's irrational behavior emerges only in front of certain individuals shows he was only acting.   He acts insane in front of Polonius, Claudius,   Gertrude and Ophelia, while remaining perfectly normal in front of Horatio, Marcellus, the players and the gravedigger.   Hamlet convinces Ophelia of his madness by going   into her room   â€Å"with a look so piteous in purport as if he had been loosed out of hell to speak of horrors,† (2.1.92)and grabbed her and examined her face.   Then he let out †a sigh so piteous and profound as it did seem to shatter all his bulk and end his being.† (2.1.106) After that incident, Polonius believes, that Hamlet's madness â€Å"is the very ecstasy of love.†(2.1.115)   Claudius is convinced, however, that that is not the case.  Ã‚   He believes that something else is troubling Hamlet. â€Å"Love?   His affections do not that way tend;   Nor what he spake, though it lacked form a little, was not like madness.   there's something in his soul o'er   which his melancholy sits on brood† (3.1.176)   After Hamlet kills Polonius, Gertrude becomes completely convinced that Hamlet is â€Å"Mad as the sea and the wind when both contend which is mightier.†(4.1.7) With these characters convinced of his madness, Hamlet is able to carry out several plans to avenge his father's death.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The logic he uses in his plots is proof of a sane mind.   He successfully uses the players to reveal Claudius is the murderer by changing the play   they perform to reenact the murder of Hamlet's father. â€Å"Let the galled jade wince; our withers are unwrung.† . When the murder scene is enacted, Claudius calls for lights and storms out of the room.   Claudius, knowing Hamlet is a threat, has him sent to England along with Rosencrantz and Guildenstern.   the two bear a letter that was to have Hamlet executed upon arrival in England.

William Wallace :: essays research papers

William Wallace, one of Scotlands greatest national heroes to ever live, had had enough of King Edward I (Longshanks), king of Englands rule over Scotland. The patriotic Scottish outlaw organized a rebellion to stand up to Edwards rule. Wallace became a hero among the Scots but was considered a traitor by the English. Ultimately Scotland did win its freedom, but Wallaces own campaign was a failure. The main reasons for the failure of William Wallaces military campaign are: The lack of leadership on the Scottish side, the lack of cooperation among the Scottish nobles, and the fact that the Scots were greatly outnumbered, poorly trained and poorly armed. The first point that will be discussed is the lack of Scottish leadership. It would be impossible for any army to have many, if any, victories when there is no true leader to stand up and lead. Scotlands king, Alexander III, had, died after riding off a cliff during a wild storm.1 There was no heir to the Scottish throne because King Alexander III had outlived all of his children.2 Without a king, Scotland was pretty much lost. They had no direction as to what to do or when to do it. Without a king, the next in line to rule would have been the nobles. The problem with the nobles is that they were all too stubborn and proud to be ordered around by anyone, or cooperate with any of the other nobles. They would fight in their own good time and wherever they saw fit, but they would accept orders from no one.3 It was bad enough that Scotland had no king but the defiance by the nobles to lend Wallace aid did not help Wallaces campaign at all. The little leadership the Scottish rebels had was not enough. William Wallace is said to have been an excellent fighter. Unmatched in strength, speed, stamina or skill with a claymore, but despite his ability to fight, he was very inexperienced in commanding an army. The only thing he had ever led was a handful of loyal rebels on raids. The Scottish spirits were high but their courage was not enough to overcome the lack of organization.4 Thomas B. Costain says, The best fighting force in the world would be helpless if it lacked authority behind it to supply arms and food and scouting facilities to keep an eye on enemy movements.

“Wine of Astonishment” Analysis

Setting In  The Wine of Astonishment, the setting is very significant as it gives the reader a better understanding of the background and atmosphere of the story. The story is set over a twenty year period somewhere between nineteen thirty two and nineteen fifty one. It is in a small, remote village in Trinidad called Bonasse where everything takes place. The setting is one of the best techniques in a story, as it has the power to make us feel like we are actually in the story and watching everything take place right before our eyes.The village setting is surrounded by African folk culture which is seen by the stick fighting and chantwell traditions, the communal pride in Bolo's prowess over Ivan Morton's achievements. By this rural setting the reader has to consider their way of life seen by Eva's plantain crushing to the calypsos by light of the flambeau outside Buntin's shop as well as their economic background which at that time was predominantly agricultural with the plating o f cocoa and sugar. It also makes the characterization more intimate where we see love between Joyce and Clyde.The events more symbolic such as the Spiritual Baptist religion which plays a pivotal part in the story. Characterization EVA Eva is the narrator of the story ‘Wine of Astonishment’. She is the wife of Bee and the mother of five. Eva lives in the village of Bonasse with Bee and the three younger of her children. She is of African descent and is of the Shouter Baptist faith. She is a very religious woman and she believes all things happen for a reason. She believes that God gives them all their trials and tribulations because they can bear them.She is a loving mother as she tells her son Reggie that even though he failed his examination, he still had his life in front of him. Her motherly nature is also shown when she was worried about Joyce, her daughter, and Clyde’s relationship. Eva and Bee have been married for twenty-three years and are very close to each other. Eva tries to help Bee by convincing him that they could bear their burdens and convincing him that Ivan Morton would help them. She also tells him that while they do not have as much as others, they have the necessities, and need no more. BEE Bee is the leader of the Shouter Baptist Church in Bonasse.He is married to Eva and has five children, three of which lives with him and his wife in Bonasse. He is of African descent. He is often burdened by his position, yet he cannot simply leave, he must go on, as seen when Eva narrates in page 3, â€Å"†¦and maybe he want to say to hell with the church, to hell with Ivan Morton, to hell with everything, but he can’t get out the web, he must go on hoping. † Ivan Morton was in the Council for Bonasse and Bee sacrificed for him to be there, however Ivan Morton was doing nothing to help the Shouter Baptists and that frustrated Bee greatly.He is very religious and hates the fact that they could not worship God in t heir own way but had to abide to the laws. He relies on his wife, Eva, as his confident and supporter. She helps him to get back up when he is down. Bee seems to be very wary of letting his last son, Reggie, to go to high school because he fears what it may make him. Narrative Technique The story is told in first person, as the narrator is known to be Eva a main character of the play.The first person narrative, captures the attention of the reader in an early stage of the piece of literature, understanding and wanting to understand the situation that the narrator would currently be involved in . We look at the story through her point of view and see the turn of events as they occur through her eyes. Most of the story is written in dialect, as it would be the way that Eva, the story teller would commonly be speaking. It also encourages the readers to be in favor of one party(s) in the story, not having the input of another narrator or that of an omniscient narrator, who would not giv e the story only one point of view.This narrative technique is very useful in capturing the reader’s attention as it helps him/her (as the case may be) get a better grasp into what’s going on within that person’s life and having full access to that person’s most private thoughts and feelings. As it is in Eva’s case, we see her life and struggles within herself, causing the reader to take a special interest in Eva and to empathize for her in whatever situation she is facing, as she describes it to the reader(s).