The Overall Picture for Benefit-Cost Analysis for Illicit Drugs in Research Paper

The Overall Picture for Benefit-Cost Analysis for Illicit Drugs in General and for Cocaine and Heroin - Research Paper Example Rosen (1995) emphasised on the mathematics part of benefit-cost assessments. At the same time, he also emphasised that instead of benefit-cost assessments, cost-effectiveness may be the better approach to use for some projects or decisions involving intangibles. Stiglitz (2000) proposed a set of principles for measuring non-monetized costs and benefits. He prescribed a set of techniques for valuing time, life, and another alternative method of valuation (2000, p. 278-283). Rather than conceding on the concepts of â€Å"intangibles†, it seems that Stiglitz emphasised on monetisation end emphasised that the concept of benefit-cost analysis is â€Å"developing systematic ways of analyzing costs and benefits when market pride do not reflect social costs and benefits† (2000, p. 274). In 1998, the Risk and Policy Analysis Limited prepared a document for the European Commission elaborating on the techniques of benefit-cost assessment. The document is used for policy and propos als evaluations. We are guided by the said materials as we explore on the benefit-cost assessment of legalising the use of cocaine and heroin. As pointed out by the Matrix Knowledge Group (2007), the drug supply chain covers several continents. This is also discussed in Fox and Albertson (2010, Lecture 1 Slide 18). The drug supply chain includes the dealers who bring the drugs into the UK from overseas, the dealers who distribute the drugs at the national level or the dealers who buy the drugs in one city and sell it in another (Matrix Knowledge Group 2007, p. 17).

Interview a job analyst- HR staff member Assignment

Interview a job analyst- HR staff member - Assignment Example This paper is therefore based on the interview between myself and the hospital job analyst to ascertain the type of job evaluation system they use and those who conduct the evaluation. Job evaluation is meant to rank jobs according to their relative worth in order to assign an equitable pay packages. However, the type of job evaluation systems used differ from one organizes to the next according to job evaluation analyst According to the hospital job analyst, evaluation of jobs is done using quantitative systems, since the hospital is complex and has many jobs done within it. They therefore use the following quantitative systems to evaluate their jobs: Under this method, they award points to different jobs based on the degree to which the job possess the compensable factors in comparison with the objective standards set for any particular job. In this case, different points are assigned to the jobs depending on the level of education required e.g. PHD or degree level, where those that require PHD level of education are assigned higher points compared to those that require only degree level. Similarly, different points are also awarded on the job depending on the nature and complexity of the job like the surgeons, which require high mental demands, will be assigned high point in ranking. This ensures that the right remuneration package is awarded depending on the number of points a job has. According to the analyst, this method has the advantage that the system can remain in operation for a long period of time before it is changed and it is also objective compared to other systems (Solomon, 1947) Factor comparison is also another system they use in the hospital to evaluate the different jobs. He however explains that this method is not so often used. Under this method of job evaluation, compensable factors are identified in determining