TABLE OF CONTENTS HEADING PAGE NUMBER 1. Table Of Contents 1 2. Table

TABLE OF CONTENTS HEADING PAGE NUMBER 1. Table of Contents 1 2. Table of Illustrations 2 3. Introduction 3 4. Body of work 4 to 8 5. Conclusion 9 6. Illustrations 10 to 12 7. Bibliography 13 8. Glossary 14 to 16 9. Index 17 to 19 TABLE OF ILLUSTRATIONS HEADING PAGE NUMBER 1. Inside the Head 10 2. Inside the Brain 11 3. Areas and Jobs 12 INTRODUCTION NOTE: All words in bold print will be found in the glossary. The human body is divided into many different parts called organs. All of the parts are controlled by an organ called the brain, which is located in the head. The brain weighs about 2.75 pounds, and has a whitish-pink appearance. The brain is made up of many cells, and is the control ce ntre of the body. The brain flashes messages out to all the other parts of the body. The messages travel in very fine threads called nerves. The nerves and the brain make up a system somewhat like telephone poles carrying wires across the city. This is called the nervous system. The nerves in the body don't just send messages from the brain to the organs, but also send messages from the eyes, ears, skin and other organs back to your brain. Some nerves are linked directly to the brain. Others have to reach the brain through a sort of power line down the back, called the spinal cord. The brain and spinal cord make up the central nervous system. The brain doesn't just control your organs, but also can think and remember. That part of the brain is called the mind. PROTECTING THE BRAIN Twenty-eight bones make up the skull. Eight of these bones are interlocking plates. These plates form the cranium. The cranium provides maximum protection with minimum weight, the ideal com bination. The other twenty bones make up the face, jaw and other parts of the skull. Another way the brain keeps it self safe is by keeping itself in liquid. Nearly one fifth of the blood pumped by the heart is sent to the brain. The brain then sends the blood through an intricate network of blood vessels to where the blood is needed. Specialized blood vessels called choroid plexuses produce a protective cerebrospinal fluid. This fluid is what the brain literally floats in. A third protective measure taken by the brain is called the blood brain barrier. This barrier consists of a network of unique capillaries. These capillaries are filters for harmful chemicals carried by the blood, but do allow oxygen, water and glucose to enter the brain. THE DIFFERENT SECTIONS OF THE BRAIN The brain is divided into three main sections. The area at the front of the brain is the largest. Most of it is known as the cerebrum. It controls all of the movements that you have to think about, thought and memory. The cerebrum is split in two different sections, the right half and the left half. The outer layer of the cerebrum is called the cortex. It is mainly made up of cell bodies of neurons called grey matter. Most of the work the brain does is done in the cortex. It is very wrinkled and has many folds. The wrinkles and folds give the cortex a large surface area, even though it is squeezed up to fit in the skull. The extra surface area gives the cerebrum more area to work. Inside the cortex, the cerebrum is largely made up of white matter. White matter is tissue made only of nerve fibres. The middle region is deep inside the brain. It's chief purpose is to connect the front and the back of the brain together. It acts as a "switchboard", keeping the parts of your brain in touch with each other. The back area of the brain is divided into three different parts. The pons is a band of nerve fibres which link the back of the brain to the middle. The cerebellum sees to it that a ll the parts of your body work as a team. It also makes sure you keep your balance. The medulla is low down at the back of your head. It links the

How to write a job specification - Emphasis

How to write a job specification How to write a job specification Its the start of the new year and the UK is sitting on a glut of unwanted Christmas presents. Matching present to person is seldom an easy task. It takes time and effort. But in the run up to Christmas, many people will have taken a wild stab in the dark; picking up something passable from a department store and hoping for the best. Little wonder then that the bill for unwanted gifts is an estimated 700 million (according to recent research by eBay and market-research firm TNS). When it comes to choosing a new recruit, no HR professional would ever use this haphazard approach. But sometimes you can outline exactly what you want in a job specification and still end up with the equivalent of a naff jumper. Communicating with prospective candidates is not a perfect science. But its disheartening to trawl through CVs or application forms that bear little relation to the qualities that you carefully described. Not to mention a waste of time and money. In such a situation, the problem is that somewhere along the line, what the hirer meant was lost in translation. And even though they may have received some spot-on applications, theyll be unable to shake the feeling that theyve lost the opportunity to find the largest pool of talented individuals. If thats ever happened to you, the good news is that learning some writing skills techniques can help you to be as clear and concise as possible increasing your chances of finding the ideal people for your positions. So here are my seven tips for writing winning job specifications that will resonate with job hunters. One Examine why you need the role to start with. To do this you can brainstorm using the headings who?, what?, where?, when?, and why? Make sure that the role fits your departmental processes and that you are not empire building. And be realistic about the nature of the role. Whether the role is temporary or permanent, you need to understand the commitment of either structure to the organisation. Two Before you begin writing the job spec, focus your thoughts on the job hunter. Avoid a one-size-fits-all approach by asking yourself: Who will read it? How much do they already know about the prospective job? What do they absolutely need to know? What will excite my ideal candidate? What response do I want from them? Then write a clear description of duties and include the key deliverables. Whether its a junior or senior role, use language that the level of applicant you want to attract will understand even if this includes jargon. But avoid management speak at all costs. Three Be honest about the duties of the role. In most situations, candidates will appreciate your candour about the level of energy required. And it will help you find someone with the right level of drive that the role requires. Four Write a summary of your company and department. And include an organisation chart defining where the position sits. It also helps to provide some background information explaining why the role has been created and how it will integrate into the organisation. Five Outline both the hard and soft skills and experience required to make the role a success. Make your writing reader-centred by using words such as you, we and us. Opt for verbs instead of nouns. For example, instead of Were looking for a hardworking consultant for the completion of an IT project write Were looking for a hardworking consultant to complete an IT project. And choose simple words over more complicated ones. Its better to say you want someone enthusiastic (or even keen) rather than someone ebullient. Six Clearly define the location, salary, benefits, duration of contract (if necessary) and start date. And make sure you account for statutory requirements, such as procurement or legal terms and conditions. Seven Finally, ensure your contact details are included and end with a call to action. Something simple such as, If this sounds like you, call the human resources department now will encourage candidates to take action. Remember to keep your focus on your ideal candidate throughout the writing process, and youll increase the chances of securing the perfect match. Robert Ashton is Chief Executive of Emphasis.