Free Writer Software

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ProWritingAid is totally free writer software. You can use our Free Editing Software to help you edit your writing. Editing your writing is often the hardest part about writing. Often you spend twice (or more) time editing your writing compared to actually writing it. Often it is very hard to edit your own writing, which is where our freed writer software comes into play. Our software gives writers an objective view of their work. It can scythe through the blindness that can come from being too close to your own work. Often you won't spot mistakes in your work because you are too close to it. You know what it should say so that's what you see, you just don't see the mistakes. That's why we advise that when you are editing your writing you take a step back. Leave your writing at least overnight until you edit it, and preferably a week, or even a month. With the time that has passed you will have a much more objective eye. Our Free Writer Software will show you:
  • Find overused words - commonly overused words compared to published literature
  • Clich�s and redundancies in your work - they cheapen your work
  • Any issues you may have with long sentences or verbose sentences
  • Highlight complex, vague, or abstract words in your text
  • Highlight alliteration in your writing
Of course it does much more so have a look at our totally free writer software and please let us know your feedback

Comments (5) Add Yours

 
  • chrishoy78 says
    can I use this software
    Posted On Mar 13, 2015 | 04:43
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  • pharaohochich says
    ok
    Posted On Oct 19, 2016 | 05:11
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  • benjienyengerai says
    The drive of this study is to measure the effects of training and development on employee performance in the public sector of UK with particular reference to the NHS. This section of the dissertation deals with the appraisal of pertinent literature on the investigation difficulties and ideas with particular reference to how it applies to NHS. The literature on Training and Development (T&D) is massive and developing. A training and development program - an important Human Resource Development (HRD) function of any business - lectures an inconsistency amid the present functioning of an employee and what is expected on him. Training signifies to a methodical method to learning and development to better individuals, teams, and structural efficiency (Goldstein & Ford, 2002). On the other hand, development discusses the actions or behaviours leading to the gaining of new knowledge or skills for persistence of personal growth or future jobs and/or roles. Nevertheless, with the unstatic socio-economic and technological significance of T&D, the meanings, scope, approaches and assessment of these programs have experienced a massive transformation in the last decade. This literature review presents a critique of the relevant theoretical explanation on the topic. Training-related actions result in enhanced job performance and certain positive changes in organisational structure for instance, acquisition of new skills that serve as antecedents of job performance according to (Hill & Lent 2006, Satterfield & Hughes 2007). Supported by Barber (2004) who establish that training lead to better innovation and tacit skills. In a research conducted by Robertson in 1990 supported by Decker & Nathan (1985), discovered that training influences change in an employee skills through a change in learners’ knowledge structures or mental models. According to (Kozlowski et al. 2001, Kraiger et al. 1993), they suggested that training may not lone influence declarative or procedural knowledge but likewise can improve strategic knowledge, which is defined as understanding when to relate a particular knowledge or skill. Furthermore, suggested to be a catalyst that helps workers to do their tasks in a changed culture and/or regulate expressively to dwelling in that philosophy (Bhawuk & Brislin 2000, Lievens et al. 2003). In investigations made by (Morey et al. 2002, Salas et al. 2001) suggest that training develops declarative knowledge, planning and task coordination, collaborative problem solving, and communication in innovative team and task environments. Numerous studies have also acknowledged the impact of training on the structural functioning. Outcomes of the study by Aragon-Sanchez et al. (2003) show that training activities were absolutely connected to most measurements of efficiency (i.e., employee involvement, human resource indicators, and quality) and profitability (i.e., sales volume, benefits before interest and taxes, and a ratio of benefit before taxes/sales). Ubeda Garcıa (2005), also suggested that on organizations’ training policies, training programs oriented toward human capital development were directly linked to employee, customer, and owner/shareholder fulfilment as well as an objective measure of organisational performance (i.e., sales per employee). Likewise, it is also observed that the change in financial performance was clarified by training via the mediating role of social and structural performance (Guerrero & Barraud-Didier, 2004). Hitherto another likely benefit of training is social capital, via relationship building, norm development, and institutional trust (Brown & Van Buren, 2007).
    Posted On Oct 29, 2016 | 02:05
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  • tigashaw09 says
    I am very happy to use your software. Well done.
    Posted On Jan 02, 2017 | 12:52
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  • tigashaw09 says
    Posted On Jan 06, 2017 | 07:04
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