Perspectives in Human Research Paper Example | Topics and Well Written Essays - 1000 words - 1

Perspectives in Human - Research Paper Example I must say, I didn’t understand many principles that my family stood for, but I always tried to reason them out with a positive presumption. I was brought up amongst these ideals, and I was on my way to becoming a helf-decent Paxton myself. But things have changed a lot since my first semester in College. Growing up in the Paxton family, the first thing I was taught was to sing the glory of god and his creations. Not a day passed without my mother reading out a verse from the Bible before I went to bed. Sometimes, these verses would manifest themselves into biblical dreams. The holidays brought the entire family together and it would be a refresher course of all the family ideals. The eldest son always joined the forces. Serving the nation was a family mandate. But in a family full of ex-service men, the true heroes were the war veterans. Like Uncle Avi, who served during Vietnam. I was always convinced that My Brother Franklin would also join the marines and also doubted if h e’d ever return. The very concept of patriotism was now muddled with the hatred I had brewed towards wars and conflicts. The Paxtons also have strong preferences. We never employed Mexicans in our gardens, which meant ours’ was the dullest garden in the neighborhood. ... My family is the dearest thing to me. And I have always aspired to be the ideal Paxton. I am almost certain that for it is the most important thing to me. However, experiences that I have had this semester have completely shaken the very foundations of what I believed. This semester I learned many things. Not all of them were in line with what I always grew up learning. It can be very mind-boggling at times, when your very constitution is challenged by something new. It is like trusting someone all your life and learning one fine day, that the person was a lie. Honestly, I’d have preferred to be in that hypothetical situation than the predicament that I was in a few weeks ago. Mainly because it was my prerogative to understand, accept the latest developments and embrace change. And I have always found change to be the most uncomfortable thing. I guess the seeds were sown deep by my family. One of the things that I learnt this semester was that every human being is born with a set of rights that are inalienable. This means that we are born with some rights which cannot be taken away by anybody. Our Bill of Rights only lists these rights out. It was strange for me to believe that we always had these rights with us. Like an inherent part of our body. I always thought that people spoke, behaved and lived the way their parents did. So if I ever met a person who condemned our Country, I would think badly about his parents or family and wonder why they never disciplined him. Similarly, if someone was a homosexual, I’d wonder why his parents never sent him to the doctor. Now I have become aware that our families, societies and countries are not the reason why we choose to behave or express

Drama 115 - Construct a Dialogue on Hamlet & Daly's, Under the Glass Essay

Drama 115 - Construct a Dialogue on Hamlet & Daly's, Under the Glass Light - Essay Example WILLIAM SHAKESPEARE: Argh. First of all my plays aren’t as pretentious as you’re making them out to be. During my time they were attended by many people from the lower classes. They were regarded as popular entertainment, while other playwrights like Christopher Marlowe were considered intellectual and pretentious, as you so politely indicated (Greenblatt). As for filler, the opening scene of Hamlet opens to a ghost sighting. A terrifying ghost sighting! The play is immediately in the thriller/horror genre, not like yours which just meanders around for a -- WILLIAM SHAKESPEARE: Look I wrote long monologues because it allowed me to capture the character’s in-depth thoughts. This way I was able to explore aspects of the human condition that typical dialogue can’t attain. It was also the style of the time; sure I could have written realistic dialogue, but it wouldn’t have appealed to as large as an audience. I worked within the conventions of my time, but explored timeless themes. WILLIAM SHAKESPEARE: Partially I wrote that way so my actors could learn their lines easier (Greenblatt). I also wrote that way because it more closely approaches the sonorous quality of music. This way my characters weren’t merely talking, they were singing to the essence of the heavens and human condition! AUGUSTIN DALY: Are you really this full of yourself? Your ego has been blow up beyond all proportion. You think you’re like God or something. Look, with my work I’m not trying to explore the meaning of life, I’m just trying to make a statement of society. Expose some hypocrisy. Maybe change some minds. AUGUSTIN DALY: You obviously don’t understand subtlety. So for instance, consider the scene when Pearl tells Ray that Laura was actually a poor pickpocket and instead got brought into aristocracy at the age of 6. AUGUSTIN DALY: So in this scene Ray, who had been professing his unending love for Laura just 2 minutes earlier, starts saying that he can

An Investigation of the Recruitment and Selection Procedures

An Investigation of the Recruitment and Selection Procedures INTRODUCTION In any organization the most vital organ is human recourses. In the organizations effective functioning the employees play an important role. In the todays business atmosphere, the main challenge of the managers is the selection of the right candidate, then development of the candidate and the retention of the candidate in the organization. Human resources have the potential to take an organization to the sky of success. Human resource management is designed to improve the employees performance and effectiveness in the fulfillment of the aims of the organization. The recruitment of the effective, efficient and deserving candidates is very difficult task for the human resource department of the company. The human resource policy regulates the task of the recruitment in the organization. The recruitment process is based on the requirement of the organization. The human resource department should also be effective enough to recruit the capable candidates. This dissertation will explains the processes and procedures involved in the Selection and Recruitment in Tata Teleservices Ltd. (TATA Docomo). LITERATURE REVIEW The human resource department is responsible for the selection and recruitment of the effective, eligible and capable candidates for the organization. The decision of the human resource department to recruit one wrong candidate can prove fatal for the organization, in terms of money, time and reputation of the company. To avoid this mistake, the organizations have already developed the new methods and ways of selection and recruitments. There should be proper planning and proper policy for the selection of the candidates. Recruitment Recruitment involves the search and stimulation of the candidates to apply the vacancies in the organization. The increase in productivity, morale, wages, etc can be achieved with the proper planning of selection and recruitment process. As the recruitment process acts as the stimulant to the candidates to apply the vacancies in the organization, so it is regarded as the positive process. Sources of Recruitment There are two sources of recruitment Internal b) External Internal Sources The internal recruitment is the process of the identification of the potential candidates who are currently working in the organization who can fulfill the requirements of the new vacancies in the organization. In this the current employees are offered the new vacant positions, like promotion of the employee to the higher post which is vacant. This also boosts up the morale of the other employees and they also perform well to get the promotion to the higher post. There are internal advertisements for the information of the employees. External Sources The human resource departments of the organizations are dependent on the external sources. The main external sources are as follows: Information Commercials. It is the way to inform the potential candidates about the recruitment process through the print media like newspapers, magazines, journals, pamphlets, posters etc. these are also called as recruitment advertisements. These helps in spreading the information to millions of people at one time. The job seeking candidates responds to such advertisements very quickly. Employment Organizations. These are also the efficient source for the inflow of the capable candidates for the vacant posts in the organization. These employment agencies initially interviews the candidates, then if they are found fit for the vacant post only then they are referred to the recruiting organization. This makes the process of recruitment simpler for the organization as the organization need to deal with only capable persons. Generally, these recruitment organizations charge fees from the employer but sometimes they also charge from the candidates also. It depends on the organization to organization. Colleges and Universities. The process of recruitment of the candidates directly from the colleges and universities is known as the on campus recruitment drive. It is often executed whenever there is need of the professional qualified and technically sound candidates for the vacant posts. Referrals In this, the current employees forward the credentials of the candidates who are capable and eligible for the vacant posts in the organization. The employees are free to recommend the candidates for the vacant posts. This the effective method as company gets the necessary information regarding the capabilities of the candidates referred from the existing employees. This also increases the favoritism and it can lead in degrading the morale of the employees. Casual aspirants. There are the candidates who themselves visit the organization and drop their resumes in the organization. Whenever the posts are generated the organization also considers them. Labor Unions. There are some occupations which recruits the candidates referred by the labor unions, like maritime, hotels and construction companies. This source is chosen by the organization because it is the in-expensive method of recruitment. The Recruitment Procedure Whenever the vacancy is generated in the organization then the human resource department starts the process of recruitment. There are predefined steps in this process. in these steps the qualification and capabilities of the candidates is tested to find out whether they are eligible or not for the certain vacancy. Execute job analysis. With the generation of the new vacancy, it is necessary to know about the job and its requirements only then the human resource department can recruit the suitable candidates for that particular job. In this analysis the task and duties are identified which is required by the particular job. This process involves three steps: The environment analysis, where the man power will work; Determination and identification of the responsibilities and duties to be discharged. The identification of the tasks involved in the particular job. Job Description Designing It is the written document which houses the objectives, aims, the tasks, duties and responsibilities involved in the particular job, the requirements which are needed for the fulfillment of the objectives of the job. These written documents is helpful the suitable employee selection, in their training and orientation processes. It provides the directions to the new employees also. This job description helps the HR department and the employee both in the achievement of the desired tasks to fulfill the organizations goals. Development of the specifications of the particular job The job specifications and description both are necessary in understanding of the job. One the description is written then comes the specifications it includes that what kind of employee will be suitable for this particular job, what skills that employee should have in himself/herself. The education and technical skills needed to do the particular job. Attracting the applicants It is one of the important steps in the recruitment. The success in future can be determined by the attraction power of the organization which attracts the applicants to apply for a particular job in that organization. This attraction power is totally dependent on the recruitment sources adopted by the organization. SELECTION When the required number of applicants applies for the particular job, then the process of the selection of the right candidate begins. The selection process ensures that the best suitable candidates in terms of skills, education and experience should be chosen for the particular job. The selections main goal is to match the job requirements with the persons individual characteristics. The candidates selected in the selection process should be confident enough to meet the goals of the organization. Selection Method Selection method is the positive elimination process, which eliminates the candidates who are not suitable and eligible for the particular job. It means the job requirement does not match with individuals characteristics. This method should be designed to gather all the information about the candidates. The candidate is declared to be selected only if he/she qualifies all the steps involved in the selection process. It can be fatal for the organization if it chooses the wrong candidate for the particular job. The wrong selection attracts the increase in expenses, wastage of the time of organization. To avoid such situation the well planned process should be designed. The reception of the applicants, the different departments inform the human resource departments about vacancies to be filled in their department and inform them about the skills needed by the candidates to apply for these vacancies. When the department receives the applications from the candidates, then the process of selection is started. Preliminary/First Round Screening, In this step, the instant assessments of the applicants capabilities are judged by the human resource department employees. Here the candidates who do not meet the requirements of the job description are eliminated in this step. This is the candidates first interaction with the company. This step reduces the time of the selection process as the unsuitable candidates are shunted out in this and only eligible candidates are qualified for the next process. These interviews are of short durations. The human resources executives execute these interviews. Here the interviewers get the desired application forms filled from the candidates. This steps works on the mechanism of the filter, here the capable candidates are kept and rest is shunted out. Application Blank, The qualified candidates of the first steps enters the second step, here the candidates properly fill up the formal applications, these applications forms are specially made by the human resource executives to get the proper information about the candidates. The following fields are present in the application forms Identification information such as gender, name, fathers name, marital status, number of dependents, weight, height etc. Educational qualifications e.g., schooling, colleges, graduation, post graduation details, languages proficiency etc. Professional Experience. Status of health. Achievements and awards References Psychological factors e.g., salary expectation, previous job leaving reasons etc. Tests for the selection The tests for the selection are designed to get the quotient level of the candidates which cannot be assessed from the application forms. Some to tests for the selection are as follows:- Intelligence tests. An intelligence test explores alertness, comprehension and reasoning abilities of the applicants. Through these tests, managers can predict the future job performance of the applicant. Questions in intelligence tests are job-oriented, and abstract. Personality tests. These tests measure certain characteristics such as emotional maturity, sentiments, conflicts, ascendance, social ability, objectivity etc of a candidate. Whether a candidate is having a sick personality or healthy personality can be determined by these tests. Aptitude tests. It is very important to know as to whether the selected candidate will be capable of learning the job or not. Tests designed to measure the learning capacity of the candidates are known as aptitude tests. They measure whether an individual has the hidden ability to learn a given job, if he is given adequate training. Performance or work sample tests. Such tests are a means of measuring practical ability on a specific job. In performance or work sample tests, the applicant completes some job activity under structured conditions. For instance, a person who has applied for the post of a service representative may be asked to handle a stimulated situation involving a complaining customer. Although they can be costly if special facilities and equipment are needed, performance tests, when devised to closely reflect important aspects of the job, tend to be valid predictors of future performance. Dexterity tests. These tests aim to measure the swiftness with which the prospective employer can make use of various body parts e.g., ability to move hands, eyes etc. Sometimes due to nature of job, these tests become essential. Limitations Tests cannot be relied upon in isolation. Many qualifications and abilities of the candidates can be known at the time of interview or training. It is not possible to predict the success of the candidate on the basis of such tests. Tests have also a high margin of error through it is generally believed that the results are exact and accurate. Comprehensive Interview, A comprehensive interview or an in-depth interview is most delicate aspect of the selection procedure. The information about the candidate which cannot obtained from the application blank, tests and group discussion, may be secured easily if the interview is planned well in advance and is conducted by the interviewer tactfully. Checking References, An applicant may be asked in the application blank to supply two or more references Characteristic reference b) Experience Reference. These references provide information regarding the behaviour of the applicant. A notable limitation of the method is that it lacks standardisation and objectivity. It is natural in case of character reference to give names of references of only those persons who would always write favourably for the applicant. It is very rare to get a frank opinion about the candidate. The other sources to get information about the candidate are professors from whom candidate has studied, colleagues with whom candidate had worked. References may be checked by mail, telephone or a personal visit may be arranged. Approval by the Concerned Department, The candidate is then sent to the line manager for the approval. The personnel department cannot take a final decision regarding selection because the candidate has to actually work under the line managers who are directly responsible for the results of an organisation. At this stage, it is not in the interest of the company to reject the candidate. Instead he may be sent to some other departments. Physical Examination, Only those candidates should be selected who are physically fit. It may not be the last step in the selection process if physical as well as mental fitness is of utmost importance. Physical examinations are designed to ensure that the candidate can perform effectively in the position for which he or she is applying to protect other employees against contagious diseases, to establish a health record for the applicant and to protect the organization against unjust compensation claims. Making the Selection, The applicants who qualify in the selection test, interview, reference check and physical examination are now considered to be eligible to receive an offer of employment. Usually an appointment is made on probation in the beginning. The probation period may range from two months to two years. If the work and conduct of the employee is found satisfactory, he may be confirmed. It is also in the interest of the organization to prepare a waiting list and inform the candidates, in case a person does not join after being selected, the next person on the waiting list may be called. METHODOLOGY Research in common parlance refers to a search for knowledge. The advanced learners dictionary of current English lays down the meaning of research as a careful investigation of enquiry especially through search for new facts in any branch of knowledge. Research Design A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. JOHN.W.BEST Research may be defined as any organized inquiry designed and carried out to provide information for solving a problem. EMORY Research is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge. ROBERT ROSS Descriptive Research Design Descriptive research design studies are those studies, which are concerned with describing the character of a group. The researcher makes a plan of the study his research work. That will enable the researcher to save and resources such a plan of study or blue print or study is called a research design. Data Collection The study was based on questionnaire method. The study was about the Recruitment and Selection System at Tata Teleservices Ltd. and find out the effectiveness of recruitment. There are two types of data collection: Primary data Secondary data Primary data The primary data are those, which are collected a fresh and for the first time happen to be original in character. It has been collected through a Questionnaire and personal interview. Secondary data Secondary data are those which have already been collected by someone else and which have already been passed through the stratified process. It has collected through the manuals, journals Internet. CONCLUSION The Recruitment and Selection Process is one of the basic HR processes. Recruitment Selection is very sensitive as many managers have a need to hire a new employee and this process is always under a strict monitoring from their side. HR management is a part of every managers responsibilities. These responsibilities include placing the right person in the right job, and then orienting, training, and compensating to improve his or her job performance. Tata Teleservices uses two sources of recruitment internal and external source. But they prefer internal source because it gives opportunity to employees within the organization. After recruitment Selection process takes place. This entails establishing the best fit between job requirements and the candidates profile. Selection process includes screening, interview and various tests. Then offer is made to the candidate if he/she accepts it employee undergone through various pre- employment activities like reference check, medical tests, etc. It is imperative to have an efficient and responsive tracking mechanism to evaluate the impact of recruitment on the topline and bottomline. Metrics not only help in evaluating the robustness of internal processes but also provide inputs on customer satisfaction and vendor evaluation parameters. Various metrics like quality metrics, time metrics, cost metrics Review process is used to find out the effectiveness of recruitment processes. TIMESCALE FOR DISSERTATION Task Start Date End Date Title, aim, objectives Done Done Literature Review Questionnaire Preparation Distribution, interviews Data Collection Data Analysis Conclusion References

Drug Abuse :: Substance Abuse Essays

Drug abuse takes a toll on society that can only be partially measured. While we are able to estimate the number of drug-related crimes that occur each year, we can never determine fully the extent to which the quality of life in America’s neighborhoods has been diminished by drug-related criminal behavior. With the exception of drug-related homicides, which have declined in recent years, drug-related crime is continuing at a strong and steady pace. Numerous Drug-Related Arrests Occur Each Year. In 1994, state and local law enforcement agencies made an estimated 1.14 million arrests for drug law violations. The largest percentage of these arrests were for drug possession (75.1 percent).45 Arrestees Frequently Test Positive for Recent Drug Use. The National Institute of Justice Drug Use Forecasting (DUF) program calculates the percentage of arrested individuals whose urine indicates drug use. In 1995, DUF data collected from male arrestees in twenty-three cities showed that the percentage testing positive for any drug ranged from 51 percent to 83 percent. Female arrestees ranged from 41 percent to 84 percent. Among males, arrestees charged with drug possession or sale were most likely to test positive for drug use. Among females, arrestees charged with prostitution, drug possession or sale were most likely to test positive for drug use. Both males and females arrested for robbery, burglary, and stealing vehicles had high positive rates.46 Drug Offenders Crowd the Nation’s Prisons and Jails. At midyear 1996, there were 93,167 inmates in federal prisons, 1,019,281 in state prisons, and 518,492 in jails.47 In 1994, 59.5 percent of federal prisoners were drug offenders48 as were 22.3 percent of the inmates in state prisons.49 The increase in drug offenders accounts for nearly three quarters of the total growth in federal prison inmates since 1980. Most drug offenders are imprisoned for possessing more drugs than possibly could be consumed by one individual distributing drugs or committing serious crimes related to drug sales. In 1995, for example, only 4,040 people were sentenced in federal courts for marijuana-related charges; 89.1 percent of those offenders were facing trafficking charges.50 Inmates in Federal and State Prisons were often under the Influence of Drugs when they Committed Offenses. A 1991 survey of federal and state prisons, found that drug offenders, burglars, and robbers in state prisons were the most likely to report being under the influence of drugs while committing crimes. Inmates in state prisons who had been convicted of homicide, assault, and public order offenses were least likely to report being under the influence of drugs.

Psychology Essay Essay

Omkar Kawade Charles Ramskov Psychology Essay Perception can be defined as the process of how an organism interprets a sensation. Many psychologists studied different types of perception, such as Constructive Perception (top-down) that was studied by Rock, Neisser, and Gregory. Another approach of perception was the Direct / Ecological (bottom up) which was studied by Gibson. Constructive (top down) perception is an active and deductive reasoning process. It is seen as an obstacle, object, or any matter that changes your perspective of its view. The way you view the object can be in any matter, but usually it connects back to a memory or an experience that you have had before. For example, a person called Eddie is an active user of a social network called Facebook, in which he has many friends, and talks to them very often. In this chat, he uses emoticons that are made up of keyboard functions such as colon and parenthesis â€Å" 🙂 â€Å". If you take this emoticon and rotate it, you will see a smiley face. When Eddie sees this arrangement of keyboard functions, he sees a smiley face. However, Kevin, a person who has no social interaction through the computer and/or Internet, sees this simply as a colon placed next to a right parenthesis sign. Direct Ecological (bottom up) perception is an inductive reasoning process. Gibson stated his theory of bottom up perception was basically visual perception and the information needed was available from the proximal stimulus that was produced by the distal stimulus. In this case, the example is that Kevin looks at the emoticon and sees only a colon and right parenthesis, but to furthermore find more perception in this symbol, top down perception is needed. Bottom up perception is the visual environmental view of what we see and how we interpret and distinguish certain things apart from each other, while top down perception is how we furthermore establish a different meaning for i t.

Premium Development Case

New England Health Maintenance Organization (HMO) is a regional not for profit managed care company that has its headquarters in Boston, MA, with over 500,000 enrollees within 25 different plans including Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont. A consortium of employers has shown interest in bidding on a managed care contract to be offered to the consortium’s 75,000 employees whom are locate in and around Nashua, New Hampshire. The consortium of employers includes companies such as IBM, Ford, and Prudential Insurance.The approach that New England has to the premium development is that the premiums received from the employers must cover the cost of the providing required healthcare services, also known as medical costs, and the costs of administering the plan and of establishing reserves, also known as other costs. Reserves are necessary to ensure that funds are available to pay providers when medical costs exceed the amount collected in pre mium payments (3901-3-13 Health Insurance Reserves, 2010). Due to New England HMO being a not for profit corporation, there is not explicitly include any type of profit element within the premium.A requirement to the reserve is set sufficiently high in order to ensure there are enough investments available to fund product growth and expansion. Therefore, part of the reserve requirements does constitute a profit. (Premium Development Case Study, 2007) A base per member per month (PMPM) is used in setting premiums by estimating the PMPM for each aspect of the plan’s coverage benefits. Setting the premiums also utilizes historical utilization as well as cost data. The co-payments are used a source of revenue to decrease medical cost and lessen the premiums.New England HMO adds fifteen percent to the total medical PMPM to cover any administrative costs that may incur and an additional five percent added for the reserve. The Individual Rate Factor is set at 1. 216 and the Family R ate Factor is set at 3. 356. The application of the given information allows the calculations to develop based on the levels of three co-payments, low, moderate, and high. The historical utilization and historical data for facility services is the same, regardless of the level of patient’s level of co-payment.The average fees are as follows: Inpatient Acute Care Services – Average daily free-for-service charge$1,200. 00 Surgical Procedures per case$1,300. 00 Skilled Nursing$430. 00 Mental Care – Average Daily Cost $540. 00 Emergency Room Care per visit$190. 00 The following services were calculated by dividing the cases, days, and/or the visits per year by 1,000. ServiceCalculationResult Inpatient Acute Care400/1,0000. 4 Skilled Nursing Facility Care25. 2/1,0000. 0252 Inpatient Mental Care64. 4/1,0000. 0644 Hospital Based-Surgery41. 7/1,0000. 0417 Emergency Room Care132/1,0000. 132Next, in order to attempt to find the base PMPM cost, the utilization data is mult iplied historical cost. Once this is completed, the product is then divided by twelve. For instance, the inpatient acute care cost is calculation by multiplying $1,200. 00 by 0. 4, then dividing by twelve. The cost would equal $40. This process will be used to calculate the remaining inpatient services. Using the information provided by the consortium, substance abuse as a base PMPM cost of $0. 41, while the base PMPM for outpatient services is $3. 43. The facility services total cost is $54. 25.Upon calculating the base PMPM costs, the patient co-payment adjustment factors must be determined. The high patient co-payment for acute services in Table 2 shows that the co-pay cost adjustment factor is 0. 9642 and 0. 9200 for the co-pay utilization adjustment factor (additional inpatient services information is located within the Premium Development Case Study). Once all factors have been defined, the adjusted PMPM cost can be calculated by multiplying the cost by the historical data and the historical utilization by utilization, then multiplying the two products and dividing by twelve.For example, for Inpatient Acute Care adjusted PMPM calculation is as follows: (1,200*1) * (0. 4*1)/12, which 40. The remaining inpatient services are calculated in the same manner, however the substance abuse adjusted PMPM cost and outpatient procedures adjusted PMPM cost is its base PMPM cost. In the end, once all adjusted PMPM costs have been calculated, the total is equal to $44. 74. Much of the information for the physician services is provided within the case study. In order to calculated the adjusted PMPM cost, the calculation is as follows: (3,400*utilization) * (175,000*cost)/1,000)/12For example, (3,400*1. 8900/4000) * (175,000*1. 6834)/1,000)/12 = 39. 44. The adjusted PMPM for physician services equals to $27. 24. The inflation rate is five percent; this plays a significant role within the analysis as like any other business, costs rise over time. In order to calculate the inflation adjusted PMPM cost for inpatient services, the adjusted PMPM cost is multiplied by the sum of 1 and the inflation rate of five percent, or 0. 05. ; this equal to $50. 79. The same calculations are done in order to solve the adjusted PMPM costs for the physician services. The total of this is $114. 9. The total medical PMPM amount is the sum of the physician services inflation adjusted PMPM cost ($114. 39) and then inpatient services adjusted PMPM costs ($50. 79), which equals to $165. 18. All other expenses are calculated by multiplying the total medical PMPM amount by the administrative expense percent. Therefore, $165. 18 * 0. 15 equals $24. 78. In order to calculate the reserve, the total medical PMPM amount is then multiplied by the reserve percentage. Therefore, $165. 18 * 0. 05 equals $8. 26. These amounts combined will equal the total other expenses, which calculated to equal ($8. 6 + $24. 78) $33. 04. The inflation adjusted PMPM is calculated in the same manner as other services. This amount will equal $34. 69. The total PMPM amount is equal to $199. 86. In order to calculate the final figure, the monthly premium rates, the total PMPM amount is multiplied by the premium factor rate, which is 1. 216 for single and 3. 356 for family. The single monthly premium rates will equal $199. 86 * 1. 216, which equals $243. 03. The family monthly premium rates will equal $199. 86 * 3. 356, which equals $670. 73.