1.. The four policy issues in the pay model are (1) internal.docx
•Download as DOCX, PDF•
0 likes•2 views
1. . The four policy issues in the pay model are (1) internal alignment, (2) external competitiveness, (3) employee contributions, and (4) administration of the pay system. Define the four policy issues in the pay model. What purposes do the objectives in the pay model serve? (225 Words) 2.T hree tests for any source of competitive advantage are align, differentiate, and add value. Discuss whether these tests are difficult to pass. Can compensation really be a source of competitive advantage? (225 Words) 3. How are compensation strategy and HR strategy central to successful business strategy? (225 Words) 4. Contrast the essential differences between the best-fit and best-practices perspectives. (225 Words) Reference: Milkovich, G. T., Newman, J. M., & Gerhart, B. (2014). Compensation (11th ed.). New York, NY: McGraw-Hill/Irwin .
Report
Share
Report
Share
Recommended
Strategic fit among business competitive strategy, human resource strategy, a...
- The document discusses the strategic fit between a firm's business competitive strategy, human resource strategy, and reward system. It specifically examines Porter's three generic business strategies of cost leadership, differentiation, and focus.
- For each business strategy, the document proposes a corresponding human resource strategy and reward system. The human capital reward system is proposed to fit with a differentiation strategy by encouraging employee development and innovation. Ensuring strategic fit among the three elements can enhance organizational performance and competitive advantage.
The Impact Of Human Resource Management Practices On Presentasi
This study examined the relationship between six human resource practices (realistic job information, job analysis, work-family balance, career development, compensation, and supervisor support) and marketing executive intention to leave in leasing companies in Sri Lanka. The results found compensation had the strongest negative relationship with intention to leave, explaining 23% of the variance. Job analysis also significantly impacted intention to leave. While most relationships were negative, work-family balance was positively but not significantly related to intention to leave.
mm bagali...... mba...... research......management......hrm......hrd............
mm bagali...... mba...... research......management......hrm......hrd............dr m m bagali, phd in hr
mm bagali...... mba...... research......management......hrm......hrd............ Research paper.... PhD.... Research..... Papers.....M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document discusses establishing skills supremacy as a strategy for sustaining competitive advantage. It suggests that companies build a sizable skills inventory that can be reskilled quickly to achieve growth objectives. Having only one competitive factor like technology or design is not a sustainable long-term strategy, as seen with companies like Blackberry and Nokia. The document reviews literature supporting the link between workforce skills and organizational performance, finding that higher skilled employees increase productivity and qualifications serve as a proxy for skills. It proposes that developing a skills-centric culture and translating skills dominance into market dominance can help companies achieve long-run market leadership.How competitive forces shape strategy
This document summarizes a presentation about Porter's five forces model of competitive strategy. The presentation discusses Porter's five competitive forces that shape industry competition: the threat of new entry, the bargaining power of suppliers, the bargaining power of buyers, the threat of substitute products, and rivalry among existing competitors. It evaluates the applicability of Porter's model in today's business environment of digitalization, globalization, and deregulation. The presentation also discusses other strategic perspectives, like the three strategic questions and five schools of strategic thought.
Strategic Compensation Structure: Egalitarian v. Hierarchical
This document discusses choosing between an egalitarian versus hierarchical compensation structure for APH Manufacturing. It outlines considerations for developing a strategic compensation structure including supporting business objectives, internal and external alignment, employee contributions, and management. The document recommends that for APH Manufacturing, an egalitarian compensation structure that emphasizes team-based increases and individual performance would best support their goals of developing leaders at all levels and reinforcing a team-based culture.
Human Resource Management ( competitive advantage)
The document discusses several theories and frameworks related to gaining a competitive advantage through human resources. It describes Barney's resource-based view which indicates that human resources can provide sustained competitive advantage if they are valuable, rare, imperfectly imitable, and non-substitutable. Porter's five forces model and innovation strategies are also mentioned. Finally, the document discusses frameworks from Boxall and Guest for identifying, defending, and leveraging human resources to achieve a competitive advantage.
SSRN-id2321726.pdf
This document summarizes a study that examines the relative impact of different human resource management (HRM) practices on firms' innovation performance. The study uses data from a survey of Swiss firms that includes information on both firms' innovation activities and their use of various HRM practices. The study finds that practices related to new workplace organization, such as reducing hierarchical levels and decentralizing decision-making, have a highly significant positive association with firms' innovation propensity. Training intensity is found to positively impact innovation success but not propensity. Flexible working time and incentive pay schemes are found to have only small effects on innovation outcomes. Overall, the study finds stronger linkages between innovative HRM practices and innovation propensity compared to innovation success.
Recommended
Strategic fit among business competitive strategy, human resource strategy, a...
- The document discusses the strategic fit between a firm's business competitive strategy, human resource strategy, and reward system. It specifically examines Porter's three generic business strategies of cost leadership, differentiation, and focus.
- For each business strategy, the document proposes a corresponding human resource strategy and reward system. The human capital reward system is proposed to fit with a differentiation strategy by encouraging employee development and innovation. Ensuring strategic fit among the three elements can enhance organizational performance and competitive advantage.
The Impact Of Human Resource Management Practices On Presentasi
This study examined the relationship between six human resource practices (realistic job information, job analysis, work-family balance, career development, compensation, and supervisor support) and marketing executive intention to leave in leasing companies in Sri Lanka. The results found compensation had the strongest negative relationship with intention to leave, explaining 23% of the variance. Job analysis also significantly impacted intention to leave. While most relationships were negative, work-family balance was positively but not significantly related to intention to leave.
mm bagali...... mba...... research......management......hrm......hrd............
mm bagali...... mba...... research......management......hrm......hrd............dr m m bagali, phd in hr
mm bagali...... mba...... research......management......hrm......hrd............ Research paper.... PhD.... Research..... Papers.....M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document discusses establishing skills supremacy as a strategy for sustaining competitive advantage. It suggests that companies build a sizable skills inventory that can be reskilled quickly to achieve growth objectives. Having only one competitive factor like technology or design is not a sustainable long-term strategy, as seen with companies like Blackberry and Nokia. The document reviews literature supporting the link between workforce skills and organizational performance, finding that higher skilled employees increase productivity and qualifications serve as a proxy for skills. It proposes that developing a skills-centric culture and translating skills dominance into market dominance can help companies achieve long-run market leadership.How competitive forces shape strategy
This document summarizes a presentation about Porter's five forces model of competitive strategy. The presentation discusses Porter's five competitive forces that shape industry competition: the threat of new entry, the bargaining power of suppliers, the bargaining power of buyers, the threat of substitute products, and rivalry among existing competitors. It evaluates the applicability of Porter's model in today's business environment of digitalization, globalization, and deregulation. The presentation also discusses other strategic perspectives, like the three strategic questions and five schools of strategic thought.
Strategic Compensation Structure: Egalitarian v. Hierarchical
This document discusses choosing between an egalitarian versus hierarchical compensation structure for APH Manufacturing. It outlines considerations for developing a strategic compensation structure including supporting business objectives, internal and external alignment, employee contributions, and management. The document recommends that for APH Manufacturing, an egalitarian compensation structure that emphasizes team-based increases and individual performance would best support their goals of developing leaders at all levels and reinforcing a team-based culture.
Human Resource Management ( competitive advantage)
The document discusses several theories and frameworks related to gaining a competitive advantage through human resources. It describes Barney's resource-based view which indicates that human resources can provide sustained competitive advantage if they are valuable, rare, imperfectly imitable, and non-substitutable. Porter's five forces model and innovation strategies are also mentioned. Finally, the document discusses frameworks from Boxall and Guest for identifying, defending, and leveraging human resources to achieve a competitive advantage.
SSRN-id2321726.pdf
This document summarizes a study that examines the relative impact of different human resource management (HRM) practices on firms' innovation performance. The study uses data from a survey of Swiss firms that includes information on both firms' innovation activities and their use of various HRM practices. The study finds that practices related to new workplace organization, such as reducing hierarchical levels and decentralizing decision-making, have a highly significant positive association with firms' innovation propensity. Training intensity is found to positively impact innovation success but not propensity. Flexible working time and incentive pay schemes are found to have only small effects on innovation outcomes. Overall, the study finds stronger linkages between innovative HRM practices and innovation propensity compared to innovation success.
REW ARD AND COMPENSATION STRATEGY ISSUES ANDCHALLENGESS.docx
REW ARD AND COMPENSATION STRATEGY: ISSUES AND
CHALLENGES
Sami A. Khan
The procurement, development and retaining of employees have never been so
important than today in most of the organizations worldwide. Companies are
relentlessly searching for ways to retain their core employees. Understand-
ing the interlinkages between peljormance management strategy, training
and development strategy. compensation strategy. and deployment of em-
ployees has become very vital for attracting, motivating and retaining good
employees. In this era of restructuring and downsizing, much needs to be
done by the employers to motivate their employees. The companies who are
restructuring themselves are finding it difficult to keep up the morale of their
employees. In many cases. the huge incentive and performance related pay
systems have failed, and the psychological contract between employees and
employers is under the process of redefinition. To sustain the motivational
level of employees. organizations must demonstrate to them a close link be-
tween performance and rewards. This is the rationale which is advocated
for the Lise of merit pay. But in spite of its attractiveness. the PRP and ESOP
sometimes bring about results precisely the opposite from the desired ones.
The role of H R manager has to be a facilitator's one to encourage line man-
agers in creating such an environment. The communication level between
the different st'akeholders is also required to be high to dispel any misunder-
standing and then a right kind of performance based work culture can be
nurtured.
INTRODUCTION
1fhe decade of the 90s will be known for mergers, acquisitions,restructuring and downsizing in business history. Companies. started looking beyond the internal boundaries for repositioning them-
selves to face the eventuality of the new, complex and fast-changing busi-
ness scenario. Though this was a difficult proposition for them as the rules
ofthe game were changing very fast, some ofthem grabbed this opportunity
nicely and became winners whereas some lagged behind. Gary Hamel re-
Management & Change. Volume 4. Number I (January-June 2000)
~ 2000 Institute for Integrated Learning in Management. All Rights Reserved.
92 Reward and Compensation Strategy: Issues and Challenges
marks that, "simply catching up to where others have been is necessary to
stay in the game, but the winners will be those companies who have the
ability to invent fundamentally new games." He is of the view that what-
ever any organization needs to know to create the future, it can. Microsoft
knew what it wanted as did CNN. He poses a question: Why was it CNN
rather than the BBC that created the global news network?!
In fact, the success of the company depended on its adaptability, re-
~ponsiveness and the extent of new learning. A business strategy with a
facilitating structure, system and processes acquired more attention in the
firms at the tail end of the twentieth century. The people management ...
Summary jurnal novita dewi n (1263620039)
This document provides an overview of the impact of compensation on human resource management. It discusses compensation as the remuneration received by employees in return for their contributions. The literature review examines how strategic human resource management aims to accomplish business objectives through consistent HR policies and practices. Several studies are cited that look at how bundles of HR practices can enhance firm performance. The conclusions note that while higher pay levels are believed to attract better talent and improve perceived organizational performance, the present study did not find a link between pay level and return on assets. Pay for performance was also found to be negatively associated with subjective performance measures and return on assets.
A fair practice of HR functions can establish affective commitment which lead...
A fair practice of HR functions can establish affective commitment which lead employee to be innovative.
Employee competencies and relationship to performance applied hrm research
The document discusses the importance of HR competencies and their relationship to organizational practices and performance. It reviews literature identifying key HR competencies such as strategic contribution, business knowledge, and HR delivery. The literature suggests competencies are predictive of HR success and vary depending on the type of HR position. Competencies are also related to responsibilities, education, experience, and compensation. Developing core competencies is critical for HR professionals to fulfill changing roles, implement strategies, and help create competitive advantages for organizations.
Minimum of 400 words in the body Minimum of 2 sources from the liter.docx
Minimum of 400 words in the body Minimum of 2 sources from the literature in addition to course texts
Gamble, J., Peteraf, M., & Thompson, A. (2019).
Essentials of strategic management: The Quest
for Competitive Advantage
. (6th ed.), New York, NY: McGraw Hill Higher Education
Keller, T., & Alsdorf, K. L. (2012).
Every good endeavor: Connecting your work to God's work
.
New York, N.Y: Dutton, Penguin Random House.
Krogerus, M., & Tschäppeler, R. (2018).
The decision book: 50 models for strategic thinking.,
(Revised ed.), New York, NY: W. Norton & Company, Inc.
Rumelt, R. (2011).,
Good strategy/bad strategy: The difference and why it matters
., New York,
NY: Crown Busines
Content must include:
· Summary of the author’s Main Thread – no less than 125 words · What you agreed with, did not agree with and why – no less than 125 word
APA FORMAT A MUST FOR THE REPLY PLEASE
Gokus (2015) discusses the difficulty in anticipating the roles company structure and the external environment have on market orientation and business strategy. He believes the external environment, which he categorizes as market turbulence and competitive intensity, can affect company performance and influence strategy. He suggests companies explore the current research on the moderating role of the external environment and structure has on customer orientation and strategy types. Ferrero-Ferrero, Muñoz-Torres, & Fernández-Izquierdo (2015) echo these assertions, as they found different environmental conditions require different strategies set forth by top management. They attribute these challenges to the onset of the global financial crisis, as it challenged corporate leaders to reassess the formulation of effective strategy. They believe team orientation, leadership effectiveness, and organizational size as impediments to strategic goal setting.
Evaluating the External Environment
Gamble, Peteraf, & Thompson Jr. (2019) suggest organizations conduct an evaluation of the current happenings in the business landscape through the exploration of seven areas. They suggest conducting analyses to better understand the macro-environment, competitive forces, driving forces of change, industry rivals, forthcoming strategic initiatives of rivals, key success factors, and opportunities in the industry. They discuss one of the most widely used tools to address these seven areas, Michael Porter’s five forces model of competition—buyers, potential new entrants, intensity of rivalry, threat of substitutes, bargaining power of suppliers, and bargaining power of buyers. Their assessments convey one of the most important areas to understand relates to the strategies and initiatives of competitors, as being unaware to this information can be detrimental to an organization. They offer Michael Porter’ Framework for Competitor Analysis, as it focuses on the current strategy, objectives, capabilities, and assumptions of an.
M&A
This document provides a literature review on the motives and outcomes of mergers and acquisitions (M&A). It discusses several theories that attempt to explain M&A motives, including monopoly theory, efficiency theory, valuation theory, and empire building theory. Common motives for M&A include growth, synergies, economies of scale, increased market power, and improved management efficiency. However, some motives like managerial hubris and agency problems can potentially destroy shareholder value. The document also examines different methodologies used to analyze M&A, including whether they increase, decrease, or have uncertain impacts on shareholder value.
Minimum of 400 words in the body Minimum of 2 sources from the l.docx
Minimum of 400 words in the body Minimum of 2 sources from the literature in addition to course texts
Gamble, J., Peteraf, M., & Thompson, A. (2019).
Essentials of strategic management: The Quest
for Competitive Advantage
. (6th ed.), New York, NY: McGraw Hill Higher Education
Keller, T., & Alsdorf, K. L. (2012).
Every good endeavor: Connecting your work to God's work
.
New York, N.Y: Dutton, Penguin Random House.
Krogerus, M., & Tschäppeler, R. (2018).
The decision book: 50 models for strategic thinking.,
(Revised ed.), New York, NY: W. Norton & Company, Inc.
Rumelt, R. (2011).,
Good strategy/bad strategy: The difference and why it matters
., New York,
NY: Crown Busines
Content must include:
Summary of the author’s Main Thread – no less than 125 words · What you agreed with, did not agree with and why – no less than 125 word
APA FORMAT A MUST FOR THE REPLY PLEASE
This week's discussion focuses on the core theme of evaluating a company's internal environment. For a company to have success, an understanding of its current internal threats as well as opportunities for external threats is important. By evaluating these threats, companies can better improve in areas of weakness, which is vital for a company to move forward.
Process: Evaluating the Internal Environment
Two factors need to be considered when looking into a company’s strategy. Gamble, Peteraf, and Thompson (2019)assessing if a company has gained financially and looking at their stance in the competitive market are two indicators that show if a company is progressing. Due to this, companies need to ensure that they have an accurate assessment of their internal assets and liabilities that may negatively impact the business's success. According to Gamble, Peteraf, and Thompson (2019), a VRIN test can be used to help sustain competitive success in their market. Businesses differ depending on what these resources are and how they are combined. Resources include but are not limited to processes, capabilities, assets, attributes, information, and knowledge. Together, they allow businesses to execute their relevant activities. Gamble, Peteraf, and Thompson (2019)describes that not all resources of a business are equally and strategically relevant. Only certain resources are capable of being input to a value-creating strategy, which puts the organization in a position of competitive advantage.
An organization's resources should have four attributes to provide the potential for a competitive advantage. These attributes form the VRIN characteristics, which can be discovered by focusing on four essential qualities that make up the VRIN acronym: value, rareness, imitability, and non-substitutable. The value and rareness qualities help determine if resource availability help create a competitive edge, whereas the imitability and non-substitutable qualities determine how much attention needs to be placed on sustaining a competi.
Megalith Casestudy
Hay Associates developed a job evaluation system called the Hay System to help Megalith determine equitable compensation. The Hay System evaluates jobs based on three factors: know-how, problem solving, and accountability. It provides a systematic approach to measure relative job content and compare compensation based on job content rather than titles. While it helps establish clear career paths and pay structures, it is also complicated, emphasizes management know-how, and may be biased or not address team-based roles. Megalith used the Hay System to analyze its finance group and address issues around compensation not matching performance.
Evaluation of compensation problems & soultions
This document discusses compensation issues and proposed solutions. It begins by outlining major compensation issues facing organizations, such as changing demographics, technology shifts, and non-compliance with laws. It then analyzes different types of compensation, including intrinsic rewards like recognition, and extrinsic rewards like pay and benefits. Different pay structures like traditional, market-based, and broadbands are also examined. The document concludes by discussing the value of intrinsic versus extrinsic compensation and rewards for motivating employees and organizational performance.
Recognizing employees contribution with pay
This document discusses how organizations can recognize employee contributions through pay programs. It begins by outlining learning objectives about compensation theory and pay programs. It then summarizes three theories that explain how pay influences individuals: reinforcement theory, expectancy theory, and agency theory. The document also describes different types of pay programs like merit pay, incentive pay, and profit sharing. It emphasizes that an effective approach combines multiple programs in a balanced scorecard. Process issues like communication are also important when managing compensation. Overall, an organization's pay strategy should be carefully matched to its overall business strategy.
Recognizing employees contribution with pay
This document discusses how organizations can recognize employee contributions through various pay programs. It begins by outlining learning objectives around compensation theory and pay programs. It then summarizes three theories that explain how pay influences individuals: reinforcement theory, expectancy theory, and agency theory. The document also describes different types of pay programs like merit pay, incentive pay, and profit sharing. It emphasizes that an effective approach combines multiple programs in a balanced scorecard. Process issues like communication are also important when managing compensation. Overall pay strategies should be carefully matched to an organization's overall business strategy.
Ppt orag desg
The document discusses the role of strategic direction in organisational design. It states that once top management plans a new strategy, an analysis of internal strengths/weaknesses and external opportunities/threats is performed according to the organisational design. The choices made in setting strategy and organisational design ultimately determine organisational effectiveness. All policies, procedures and the internal/external environment are interlinked, so a change in one area can impact others.
Compensation - 3 Year Option, 12th EditionGeorge Milkovich; Jerr.docx
Compensation - 3 Year Option, 12th Edition
George Milkovich; Jerry Newman; Barry Gerhart
1 Explain with examples the “total returns” people receive from work.
2 Compensation for many people is an inherently personal and emotional issue. Express your opinion and give an example of how “taking compensation personally,” can play-out on the job.
3 Explain the key elements of The Pay Model and how it can be used to develop an organization’s pay strategy.
4 Can pay systems be effectively tailored to support differing business strategies? Explain your answer and give an example.
5 Explain what Internal Alignment is and how it can support business strategy, work flow and motivate employee behavior toward organizational objectives.
6 Explain what Job Analysis is and why it is important in establishing an aligned job structure?
7 Briefly describe and express your opinion on the Tournament Theory.
8 What are the six questions that Job Analysis answers?
Milkovich−Newman:
Compensation, Eighth
Edition
I. Internal Alignment:
Determining the Structure
4. Job Analysis © The McGraw−Hill
Companies, 2004
85
Job Analysis
Chapter Outline
Chapter Four
Who Collects the Information?
Who Provides the Information?
What about Discrepancies?
Job Descriptions Summarize the Data
Describing Managerial/Professional Jobs
Verify the Description
Job Analysis: Bedrock or Bureaucracy?
Judging Job Analysis
Reliability
Validity
Acceptability
Usefulness
A Judgment Call
Your Turn: The Customer-Service Agent
Structures Based on Jobs, People, or
Both
Job-Based Approach: Most Common
Why Perform Job Analysis?
Job Analysis Procedures
What Information Should Be Collected?
Job Data: Identification
Job Data: Content
Employee Data
“Essential Elements” and the Americans
with Disabilities Act
Level of Analysis
How Can the Information Be Collected?
Conventional Methods
Quantitative Methods
Three people sit in front of their keyboards scanning their monitors. One is a sales repre-
sentative in Ohio, checking the progress of an order for four dozen picture cell phones
from a retailer in Texas, who just placed the four dozen into his shopping cart on the
company’s website. A second is an engineer logging in to the project design software for
the next generation of these picture cell phones. Colleagues in China working on the
same project last night (day in China) sent some suggestions for changes in the new de-
sign; the team in the United States will work on the project today and have their work
waiting for their Chinese colleagues when they come to work in the morning. A third em-
ployee, in Ireland, is using the business software recently installed worldwide to analyze
the latest sales reports. In today’s workplace, people working for the same company need
no longer be down the hallway from one another. They can be on-site and overseas. Net-
works and business software link them all. Yet all their jobs are part of the organization’s
internal structure.
If pay is to .
Effects of reward strategies on employee performance at kabete technical trai...
This document discusses the effects of reward strategies on employee performance at Kabete Technical Training Institute in Nairobi, Kenya. It reviews theories of motivation and related literature on reward systems. The study used a survey of 159 employees to examine how personal achievement, growth opportunities, recognition, and promotion influence performance. The results found a significant relationship between rewards and performance. Personal achievement was a key motivator. Employees preferred promotion, better pay, cash bonuses, and training. The study recommends leveraging intrinsic motivation, improving training, recognizing performance fairly, and revising promotion policies to enhance retention.
HR ORGANIZATIONAL DESIGN .docx
HR ORGANIZATIONAL DESIGN 1
HR ORGANIZATIONAL DESIGN 2
HR Organization Design
January 18, 2015
HR Organization Design
The HR Department plays a critical role in ensuring that the organization’s vision is aligned to the strategy. There are various HR components in Motors and More that need to be streamlined in order to reduce the number of HR employees and simplify the recruitment, hiring, training and monitoring functions in the organization. Currently, there is no functional HR department at the organization. For Motors and More to realize its strategic goals, one of the new strategies will be instituting a functional HR department in the organization. This department will be responsible for various functions including recruitment, promotions, safety, employee relations, compliance, training and development as well as benefits and compensation (Mathis, Jackson, & Valentine, 2013). A lean HR department will enable Motors and More to make cost savings while catering to the needs of all the diverse employees in the organization.
In the new structure, the HR Director will be at the helm of the department. The holder of this position will be responsible for overseeing the day-to-day running of the department. He/she will also have the responsibility of allocating the necessary resources required for optimal functioning of the department. In addition, the HR Director at Motors and More will be responsible for advising and counseling other departmental heads on issues pertaining to the development of policies that govern employment, organizational relations, employee development as well as training needs of the organization (Arthur, 2004). The company expects the HR director and other senior executives to display high levels of integrity, accountability and ethical conduct when dispensing their duties. Motors and More HR Director will also have the responsibility of studying new and existing regulations in order to ensure that the company complies with all the established federal and state laws governing the manufacturing industries. The position of the director will only have one qualified individual.
Assisting the director in the HR department will be a number of managers. One will be the HR manager for diversity at Motors and More. This manager will be responsible for coming up with policies that foster tolerance and inclusivity at the organization. A primary function of the holder of this position will be coming up with ways of empowering the Kurdish and Hispanic employees to participate more actively in organizational processes. The manager will propose policies that can help in integrating these minority groups into the mainstream organizational culture of Motors and More. The other major responsibility of the HR diversity manager will be overseeing the training and development.
Hrm draf
This document discusses factors that influence employee retention in organizations. It identifies the main determinants of employee retention as career development opportunities, supervisor support, work environment, rewards, and work-life policies. Career development helps both organizations and individuals by providing opportunities for growth. Supervisor support is also important for retention as employees are less likely to leave if they have a good relationship with their supervisor. The work environment, including physical and psychosocial factors, impacts employee satisfaction and commitment. Rewards such as pay and bonuses fulfill employee needs and motivate performance. Flexible work-life policies allow a better work-life balance and increase organizational commitment. The document examines each of these factors in more detail and how optimizing them can help organizations retain valuable
The Value Of HR
This presentation includes key research into the value that human resources teams can provide through strategic, competency-based talent management practices.
Trends%20in%20 hr
This document discusses trends in human resource management including challenges from globalization, technology, and managing change. It addresses how firms gain competitive advantage through developing human capital and intellectual property. The document also covers how social issues and changing demographics influence HR strategies and policies. Overall it provides an overview of the key factors shaping human resource management in contemporary organizations.
Module 5 Module 5 OverviewProvides the learning outcomes on wh.docx
This document provides an overview of Module 5 which examines issues related to human resource management in the context of the global business environment. It discusses evaluating trends in global HR, managing international employees, training international staff, the roles of HR leadership, and transforming HR through technology such as web-based applications. The module investigates how effective HR improves multicultural communication and organizational performance in multinational corporations.
The Effect of Mergers and Acquisition on a Firm’s Competitive Advantage: A Ca...
The Effect of Mergers and Acquisition on a Firm’s Competitive Advantage: A Ca...The International Journal of Business Management and Technology
The main objective of this study was to establish the effect of Mergers and Acquisition (M&A) on a firm’s competitive advantage in the IT industry. A descriptive research approach was adopted with a target population comprising of all employees atHewlett Packard Company (HP) in Nairobi, Kenya.Horizontal mergers were found to be the most common types of mergers. These mergers weremainly driven by external economies of scale, market power, combined complimentary resources and customer service quality. The findings also established that the major elements of competitive advantage were volume of transactions and markets share. External economies of scale, market power and combined complimentary resources contributed positively to competitive advantage while surplus funds and idle resources did not drive competitive advantage. Based on the study,researchers recommended that decisions on M&A should be based on first understanding which facets of the business will be driven by the M&A in order to derive a competitive advantage. In addition, there is need for companies to do progress evaluation of the M&A specifically to review its impact on competitive advantage.Your supervisor, Sophia, Ballot Online director of information t.docx
Your supervisor, Sophia, Ballot Online director of information technology, has tasked you with creating a presentation that will convince the executives that using cloud-based computing to accommodate Ballot Online future growth rather than trying to expand the current infrastructure will help the company do business faster and at lower cost while conserving IT resources.
Question:
Create a high-level proposal for a compliance program for Ballot Online that enables the organization and its employees to conduct itself in a manner that is in compliance with legal and regulatory requirements.
The proposal will be one to two pages in length and should take the form of a high-level outline or flowchart showing the different components and relationships among the components.
Include the following elements that are generally found in an effective program:
● Identification of company employees who have oversight over the program, their roles, and responsibilities
● List of high-level policies and/or procedures that may be required
● List of high-level training and education programs that may be required
● Relationships between components of the program, including (but not limited to):
○ communication channels
○ dependencies
● Identification of enforcement mechanism
● Identification of monitoring and auditing mechanisms
● How will responses to compliance issues be handled, and how will corrective action plans be developed?
● How are risk assessments handled?
Please add references
.
Your selected IEP. (Rudy)Descriptions of appropriate instructi.docx
Your selected IEP. (Rudy)
Descriptions of appropriate instructional and assessment accommodations for the exceptional student based on their needs as described in the IEP.
You will need to list and describe the appropriate assessment tools and accommodations.
You will also need to describe how the lesson can be modified for other learners with varying reading deficiencies.
Rudy IEP
Current Grade: 2
Present Levels of Educational Performance
• Ruby is in good health with no known physical performance issues, and she socializes well with her peers.
• Ruby performs at grade level in all subjects except reading.
• Ruby can identify all letters of the alphabet and knows the sound of most consonants and short vowels.
• Her sight vocabulary is approximately 65 to 70 words, and she reads on the primer level.
• Ruby can spell most words in a first-grade textbook, but has difficulty with words in the second-grade textbook.
Annual Goals
1. By the end of the school year, Ruby will read at a beginning second-grade level with 90% accuracy in word recognition and 80% accu- racy in word comprehension.
Person Responsible: Resource Teacher
2. By the end of the school year, Ruby will increase her sight word vocabulary to 150 words.
Person Responsible: Resource Teacher
3. By the end of the school year, Ruby will read and spell at least 75% of the second-grade spelling words.
Person Responsible: Second-Grade Teacher
Amount of Participation in General Education
• Ruby will participate in all second-grade classes and activities except for reading.
Special Education and Related Services
• Ruby will receive individualized and/or small-group instruction in reading from the Resource Teacher for 30 minutes each day.
.
More Related Content
Similar to 1.. The four policy issues in the pay model are (1) internal.docx
REW ARD AND COMPENSATION STRATEGY ISSUES ANDCHALLENGESS.docx
REW ARD AND COMPENSATION STRATEGY: ISSUES AND
CHALLENGES
Sami A. Khan
The procurement, development and retaining of employees have never been so
important than today in most of the organizations worldwide. Companies are
relentlessly searching for ways to retain their core employees. Understand-
ing the interlinkages between peljormance management strategy, training
and development strategy. compensation strategy. and deployment of em-
ployees has become very vital for attracting, motivating and retaining good
employees. In this era of restructuring and downsizing, much needs to be
done by the employers to motivate their employees. The companies who are
restructuring themselves are finding it difficult to keep up the morale of their
employees. In many cases. the huge incentive and performance related pay
systems have failed, and the psychological contract between employees and
employers is under the process of redefinition. To sustain the motivational
level of employees. organizations must demonstrate to them a close link be-
tween performance and rewards. This is the rationale which is advocated
for the Lise of merit pay. But in spite of its attractiveness. the PRP and ESOP
sometimes bring about results precisely the opposite from the desired ones.
The role of H R manager has to be a facilitator's one to encourage line man-
agers in creating such an environment. The communication level between
the different st'akeholders is also required to be high to dispel any misunder-
standing and then a right kind of performance based work culture can be
nurtured.
INTRODUCTION
1fhe decade of the 90s will be known for mergers, acquisitions,restructuring and downsizing in business history. Companies. started looking beyond the internal boundaries for repositioning them-
selves to face the eventuality of the new, complex and fast-changing busi-
ness scenario. Though this was a difficult proposition for them as the rules
ofthe game were changing very fast, some ofthem grabbed this opportunity
nicely and became winners whereas some lagged behind. Gary Hamel re-
Management & Change. Volume 4. Number I (January-June 2000)
~ 2000 Institute for Integrated Learning in Management. All Rights Reserved.
92 Reward and Compensation Strategy: Issues and Challenges
marks that, "simply catching up to where others have been is necessary to
stay in the game, but the winners will be those companies who have the
ability to invent fundamentally new games." He is of the view that what-
ever any organization needs to know to create the future, it can. Microsoft
knew what it wanted as did CNN. He poses a question: Why was it CNN
rather than the BBC that created the global news network?!
In fact, the success of the company depended on its adaptability, re-
~ponsiveness and the extent of new learning. A business strategy with a
facilitating structure, system and processes acquired more attention in the
firms at the tail end of the twentieth century. The people management ...
Summary jurnal novita dewi n (1263620039)
This document provides an overview of the impact of compensation on human resource management. It discusses compensation as the remuneration received by employees in return for their contributions. The literature review examines how strategic human resource management aims to accomplish business objectives through consistent HR policies and practices. Several studies are cited that look at how bundles of HR practices can enhance firm performance. The conclusions note that while higher pay levels are believed to attract better talent and improve perceived organizational performance, the present study did not find a link between pay level and return on assets. Pay for performance was also found to be negatively associated with subjective performance measures and return on assets.
A fair practice of HR functions can establish affective commitment which lead...
A fair practice of HR functions can establish affective commitment which lead employee to be innovative.
Employee competencies and relationship to performance applied hrm research
The document discusses the importance of HR competencies and their relationship to organizational practices and performance. It reviews literature identifying key HR competencies such as strategic contribution, business knowledge, and HR delivery. The literature suggests competencies are predictive of HR success and vary depending on the type of HR position. Competencies are also related to responsibilities, education, experience, and compensation. Developing core competencies is critical for HR professionals to fulfill changing roles, implement strategies, and help create competitive advantages for organizations.
Minimum of 400 words in the body Minimum of 2 sources from the liter.docx
Minimum of 400 words in the body Minimum of 2 sources from the literature in addition to course texts
Gamble, J., Peteraf, M., & Thompson, A. (2019).
Essentials of strategic management: The Quest
for Competitive Advantage
. (6th ed.), New York, NY: McGraw Hill Higher Education
Keller, T., & Alsdorf, K. L. (2012).
Every good endeavor: Connecting your work to God's work
.
New York, N.Y: Dutton, Penguin Random House.
Krogerus, M., & Tschäppeler, R. (2018).
The decision book: 50 models for strategic thinking.,
(Revised ed.), New York, NY: W. Norton & Company, Inc.
Rumelt, R. (2011).,
Good strategy/bad strategy: The difference and why it matters
., New York,
NY: Crown Busines
Content must include:
· Summary of the author’s Main Thread – no less than 125 words · What you agreed with, did not agree with and why – no less than 125 word
APA FORMAT A MUST FOR THE REPLY PLEASE
Gokus (2015) discusses the difficulty in anticipating the roles company structure and the external environment have on market orientation and business strategy. He believes the external environment, which he categorizes as market turbulence and competitive intensity, can affect company performance and influence strategy. He suggests companies explore the current research on the moderating role of the external environment and structure has on customer orientation and strategy types. Ferrero-Ferrero, Muñoz-Torres, & Fernández-Izquierdo (2015) echo these assertions, as they found different environmental conditions require different strategies set forth by top management. They attribute these challenges to the onset of the global financial crisis, as it challenged corporate leaders to reassess the formulation of effective strategy. They believe team orientation, leadership effectiveness, and organizational size as impediments to strategic goal setting.
Evaluating the External Environment
Gamble, Peteraf, & Thompson Jr. (2019) suggest organizations conduct an evaluation of the current happenings in the business landscape through the exploration of seven areas. They suggest conducting analyses to better understand the macro-environment, competitive forces, driving forces of change, industry rivals, forthcoming strategic initiatives of rivals, key success factors, and opportunities in the industry. They discuss one of the most widely used tools to address these seven areas, Michael Porter’s five forces model of competition—buyers, potential new entrants, intensity of rivalry, threat of substitutes, bargaining power of suppliers, and bargaining power of buyers. Their assessments convey one of the most important areas to understand relates to the strategies and initiatives of competitors, as being unaware to this information can be detrimental to an organization. They offer Michael Porter’ Framework for Competitor Analysis, as it focuses on the current strategy, objectives, capabilities, and assumptions of an.
M&A
This document provides a literature review on the motives and outcomes of mergers and acquisitions (M&A). It discusses several theories that attempt to explain M&A motives, including monopoly theory, efficiency theory, valuation theory, and empire building theory. Common motives for M&A include growth, synergies, economies of scale, increased market power, and improved management efficiency. However, some motives like managerial hubris and agency problems can potentially destroy shareholder value. The document also examines different methodologies used to analyze M&A, including whether they increase, decrease, or have uncertain impacts on shareholder value.
Minimum of 400 words in the body Minimum of 2 sources from the l.docx
Minimum of 400 words in the body Minimum of 2 sources from the literature in addition to course texts
Gamble, J., Peteraf, M., & Thompson, A. (2019).
Essentials of strategic management: The Quest
for Competitive Advantage
. (6th ed.), New York, NY: McGraw Hill Higher Education
Keller, T., & Alsdorf, K. L. (2012).
Every good endeavor: Connecting your work to God's work
.
New York, N.Y: Dutton, Penguin Random House.
Krogerus, M., & Tschäppeler, R. (2018).
The decision book: 50 models for strategic thinking.,
(Revised ed.), New York, NY: W. Norton & Company, Inc.
Rumelt, R. (2011).,
Good strategy/bad strategy: The difference and why it matters
., New York,
NY: Crown Busines
Content must include:
Summary of the author’s Main Thread – no less than 125 words · What you agreed with, did not agree with and why – no less than 125 word
APA FORMAT A MUST FOR THE REPLY PLEASE
This week's discussion focuses on the core theme of evaluating a company's internal environment. For a company to have success, an understanding of its current internal threats as well as opportunities for external threats is important. By evaluating these threats, companies can better improve in areas of weakness, which is vital for a company to move forward.
Process: Evaluating the Internal Environment
Two factors need to be considered when looking into a company’s strategy. Gamble, Peteraf, and Thompson (2019)assessing if a company has gained financially and looking at their stance in the competitive market are two indicators that show if a company is progressing. Due to this, companies need to ensure that they have an accurate assessment of their internal assets and liabilities that may negatively impact the business's success. According to Gamble, Peteraf, and Thompson (2019), a VRIN test can be used to help sustain competitive success in their market. Businesses differ depending on what these resources are and how they are combined. Resources include but are not limited to processes, capabilities, assets, attributes, information, and knowledge. Together, they allow businesses to execute their relevant activities. Gamble, Peteraf, and Thompson (2019)describes that not all resources of a business are equally and strategically relevant. Only certain resources are capable of being input to a value-creating strategy, which puts the organization in a position of competitive advantage.
An organization's resources should have four attributes to provide the potential for a competitive advantage. These attributes form the VRIN characteristics, which can be discovered by focusing on four essential qualities that make up the VRIN acronym: value, rareness, imitability, and non-substitutable. The value and rareness qualities help determine if resource availability help create a competitive edge, whereas the imitability and non-substitutable qualities determine how much attention needs to be placed on sustaining a competi.
Megalith Casestudy
Hay Associates developed a job evaluation system called the Hay System to help Megalith determine equitable compensation. The Hay System evaluates jobs based on three factors: know-how, problem solving, and accountability. It provides a systematic approach to measure relative job content and compare compensation based on job content rather than titles. While it helps establish clear career paths and pay structures, it is also complicated, emphasizes management know-how, and may be biased or not address team-based roles. Megalith used the Hay System to analyze its finance group and address issues around compensation not matching performance.
Evaluation of compensation problems & soultions
This document discusses compensation issues and proposed solutions. It begins by outlining major compensation issues facing organizations, such as changing demographics, technology shifts, and non-compliance with laws. It then analyzes different types of compensation, including intrinsic rewards like recognition, and extrinsic rewards like pay and benefits. Different pay structures like traditional, market-based, and broadbands are also examined. The document concludes by discussing the value of intrinsic versus extrinsic compensation and rewards for motivating employees and organizational performance.
Recognizing employees contribution with pay
This document discusses how organizations can recognize employee contributions through pay programs. It begins by outlining learning objectives about compensation theory and pay programs. It then summarizes three theories that explain how pay influences individuals: reinforcement theory, expectancy theory, and agency theory. The document also describes different types of pay programs like merit pay, incentive pay, and profit sharing. It emphasizes that an effective approach combines multiple programs in a balanced scorecard. Process issues like communication are also important when managing compensation. Overall, an organization's pay strategy should be carefully matched to its overall business strategy.
Recognizing employees contribution with pay
This document discusses how organizations can recognize employee contributions through various pay programs. It begins by outlining learning objectives around compensation theory and pay programs. It then summarizes three theories that explain how pay influences individuals: reinforcement theory, expectancy theory, and agency theory. The document also describes different types of pay programs like merit pay, incentive pay, and profit sharing. It emphasizes that an effective approach combines multiple programs in a balanced scorecard. Process issues like communication are also important when managing compensation. Overall pay strategies should be carefully matched to an organization's overall business strategy.
Ppt orag desg
The document discusses the role of strategic direction in organisational design. It states that once top management plans a new strategy, an analysis of internal strengths/weaknesses and external opportunities/threats is performed according to the organisational design. The choices made in setting strategy and organisational design ultimately determine organisational effectiveness. All policies, procedures and the internal/external environment are interlinked, so a change in one area can impact others.
Compensation - 3 Year Option, 12th EditionGeorge Milkovich; Jerr.docx
Compensation - 3 Year Option, 12th Edition
George Milkovich; Jerry Newman; Barry Gerhart
1 Explain with examples the “total returns” people receive from work.
2 Compensation for many people is an inherently personal and emotional issue. Express your opinion and give an example of how “taking compensation personally,” can play-out on the job.
3 Explain the key elements of The Pay Model and how it can be used to develop an organization’s pay strategy.
4 Can pay systems be effectively tailored to support differing business strategies? Explain your answer and give an example.
5 Explain what Internal Alignment is and how it can support business strategy, work flow and motivate employee behavior toward organizational objectives.
6 Explain what Job Analysis is and why it is important in establishing an aligned job structure?
7 Briefly describe and express your opinion on the Tournament Theory.
8 What are the six questions that Job Analysis answers?
Milkovich−Newman:
Compensation, Eighth
Edition
I. Internal Alignment:
Determining the Structure
4. Job Analysis © The McGraw−Hill
Companies, 2004
85
Job Analysis
Chapter Outline
Chapter Four
Who Collects the Information?
Who Provides the Information?
What about Discrepancies?
Job Descriptions Summarize the Data
Describing Managerial/Professional Jobs
Verify the Description
Job Analysis: Bedrock or Bureaucracy?
Judging Job Analysis
Reliability
Validity
Acceptability
Usefulness
A Judgment Call
Your Turn: The Customer-Service Agent
Structures Based on Jobs, People, or
Both
Job-Based Approach: Most Common
Why Perform Job Analysis?
Job Analysis Procedures
What Information Should Be Collected?
Job Data: Identification
Job Data: Content
Employee Data
“Essential Elements” and the Americans
with Disabilities Act
Level of Analysis
How Can the Information Be Collected?
Conventional Methods
Quantitative Methods
Three people sit in front of their keyboards scanning their monitors. One is a sales repre-
sentative in Ohio, checking the progress of an order for four dozen picture cell phones
from a retailer in Texas, who just placed the four dozen into his shopping cart on the
company’s website. A second is an engineer logging in to the project design software for
the next generation of these picture cell phones. Colleagues in China working on the
same project last night (day in China) sent some suggestions for changes in the new de-
sign; the team in the United States will work on the project today and have their work
waiting for their Chinese colleagues when they come to work in the morning. A third em-
ployee, in Ireland, is using the business software recently installed worldwide to analyze
the latest sales reports. In today’s workplace, people working for the same company need
no longer be down the hallway from one another. They can be on-site and overseas. Net-
works and business software link them all. Yet all their jobs are part of the organization’s
internal structure.
If pay is to .
Effects of reward strategies on employee performance at kabete technical trai...
This document discusses the effects of reward strategies on employee performance at Kabete Technical Training Institute in Nairobi, Kenya. It reviews theories of motivation and related literature on reward systems. The study used a survey of 159 employees to examine how personal achievement, growth opportunities, recognition, and promotion influence performance. The results found a significant relationship between rewards and performance. Personal achievement was a key motivator. Employees preferred promotion, better pay, cash bonuses, and training. The study recommends leveraging intrinsic motivation, improving training, recognizing performance fairly, and revising promotion policies to enhance retention.
HR ORGANIZATIONAL DESIGN .docx
HR ORGANIZATIONAL DESIGN 1
HR ORGANIZATIONAL DESIGN 2
HR Organization Design
January 18, 2015
HR Organization Design
The HR Department plays a critical role in ensuring that the organization’s vision is aligned to the strategy. There are various HR components in Motors and More that need to be streamlined in order to reduce the number of HR employees and simplify the recruitment, hiring, training and monitoring functions in the organization. Currently, there is no functional HR department at the organization. For Motors and More to realize its strategic goals, one of the new strategies will be instituting a functional HR department in the organization. This department will be responsible for various functions including recruitment, promotions, safety, employee relations, compliance, training and development as well as benefits and compensation (Mathis, Jackson, & Valentine, 2013). A lean HR department will enable Motors and More to make cost savings while catering to the needs of all the diverse employees in the organization.
In the new structure, the HR Director will be at the helm of the department. The holder of this position will be responsible for overseeing the day-to-day running of the department. He/she will also have the responsibility of allocating the necessary resources required for optimal functioning of the department. In addition, the HR Director at Motors and More will be responsible for advising and counseling other departmental heads on issues pertaining to the development of policies that govern employment, organizational relations, employee development as well as training needs of the organization (Arthur, 2004). The company expects the HR director and other senior executives to display high levels of integrity, accountability and ethical conduct when dispensing their duties. Motors and More HR Director will also have the responsibility of studying new and existing regulations in order to ensure that the company complies with all the established federal and state laws governing the manufacturing industries. The position of the director will only have one qualified individual.
Assisting the director in the HR department will be a number of managers. One will be the HR manager for diversity at Motors and More. This manager will be responsible for coming up with policies that foster tolerance and inclusivity at the organization. A primary function of the holder of this position will be coming up with ways of empowering the Kurdish and Hispanic employees to participate more actively in organizational processes. The manager will propose policies that can help in integrating these minority groups into the mainstream organizational culture of Motors and More. The other major responsibility of the HR diversity manager will be overseeing the training and development.
Hrm draf
This document discusses factors that influence employee retention in organizations. It identifies the main determinants of employee retention as career development opportunities, supervisor support, work environment, rewards, and work-life policies. Career development helps both organizations and individuals by providing opportunities for growth. Supervisor support is also important for retention as employees are less likely to leave if they have a good relationship with their supervisor. The work environment, including physical and psychosocial factors, impacts employee satisfaction and commitment. Rewards such as pay and bonuses fulfill employee needs and motivate performance. Flexible work-life policies allow a better work-life balance and increase organizational commitment. The document examines each of these factors in more detail and how optimizing them can help organizations retain valuable
The Value Of HR
This presentation includes key research into the value that human resources teams can provide through strategic, competency-based talent management practices.
Trends%20in%20 hr
This document discusses trends in human resource management including challenges from globalization, technology, and managing change. It addresses how firms gain competitive advantage through developing human capital and intellectual property. The document also covers how social issues and changing demographics influence HR strategies and policies. Overall it provides an overview of the key factors shaping human resource management in contemporary organizations.
Module 5 Module 5 OverviewProvides the learning outcomes on wh.docx
This document provides an overview of Module 5 which examines issues related to human resource management in the context of the global business environment. It discusses evaluating trends in global HR, managing international employees, training international staff, the roles of HR leadership, and transforming HR through technology such as web-based applications. The module investigates how effective HR improves multicultural communication and organizational performance in multinational corporations.
The Effect of Mergers and Acquisition on a Firm’s Competitive Advantage: A Ca...
The Effect of Mergers and Acquisition on a Firm’s Competitive Advantage: A Ca...The International Journal of Business Management and Technology
The main objective of this study was to establish the effect of Mergers and Acquisition (M&A) on a firm’s competitive advantage in the IT industry. A descriptive research approach was adopted with a target population comprising of all employees atHewlett Packard Company (HP) in Nairobi, Kenya.Horizontal mergers were found to be the most common types of mergers. These mergers weremainly driven by external economies of scale, market power, combined complimentary resources and customer service quality. The findings also established that the major elements of competitive advantage were volume of transactions and markets share. External economies of scale, market power and combined complimentary resources contributed positively to competitive advantage while surplus funds and idle resources did not drive competitive advantage. Based on the study,researchers recommended that decisions on M&A should be based on first understanding which facets of the business will be driven by the M&A in order to derive a competitive advantage. In addition, there is need for companies to do progress evaluation of the M&A specifically to review its impact on competitive advantage.Similar to 1.. The four policy issues in the pay model are (1) internal.docx (20)
REW ARD AND COMPENSATION STRATEGY ISSUES ANDCHALLENGESS.docx
REW ARD AND COMPENSATION STRATEGY ISSUES ANDCHALLENGESS.docx
A fair practice of HR functions can establish affective commitment which lead...
A fair practice of HR functions can establish affective commitment which lead...
Employee competencies and relationship to performance applied hrm research
Employee competencies and relationship to performance applied hrm research
Minimum of 400 words in the body Minimum of 2 sources from the liter.docx
Minimum of 400 words in the body Minimum of 2 sources from the liter.docx
Minimum of 400 words in the body Minimum of 2 sources from the l.docx
Minimum of 400 words in the body Minimum of 2 sources from the l.docx
Compensation - 3 Year Option, 12th EditionGeorge Milkovich; Jerr.docx
Compensation - 3 Year Option, 12th EditionGeorge Milkovich; Jerr.docx
Effects of reward strategies on employee performance at kabete technical trai...
Effects of reward strategies on employee performance at kabete technical trai...
Module 5 Module 5 OverviewProvides the learning outcomes on wh.docx
Module 5 Module 5 OverviewProvides the learning outcomes on wh.docx
The Effect of Mergers and Acquisition on a Firm’s Competitive Advantage: A Ca...
The Effect of Mergers and Acquisition on a Firm’s Competitive Advantage: A Ca...
More from MargaritoWhitt221
Your supervisor, Sophia, Ballot Online director of information t.docx
Your supervisor, Sophia, Ballot Online director of information technology, has tasked you with creating a presentation that will convince the executives that using cloud-based computing to accommodate Ballot Online future growth rather than trying to expand the current infrastructure will help the company do business faster and at lower cost while conserving IT resources.
Question:
Create a high-level proposal for a compliance program for Ballot Online that enables the organization and its employees to conduct itself in a manner that is in compliance with legal and regulatory requirements.
The proposal will be one to two pages in length and should take the form of a high-level outline or flowchart showing the different components and relationships among the components.
Include the following elements that are generally found in an effective program:
● Identification of company employees who have oversight over the program, their roles, and responsibilities
● List of high-level policies and/or procedures that may be required
● List of high-level training and education programs that may be required
● Relationships between components of the program, including (but not limited to):
○ communication channels
○ dependencies
● Identification of enforcement mechanism
● Identification of monitoring and auditing mechanisms
● How will responses to compliance issues be handled, and how will corrective action plans be developed?
● How are risk assessments handled?
Please add references
.
Your selected IEP. (Rudy)Descriptions of appropriate instructi.docx
Your selected IEP. (Rudy)
Descriptions of appropriate instructional and assessment accommodations for the exceptional student based on their needs as described in the IEP.
You will need to list and describe the appropriate assessment tools and accommodations.
You will also need to describe how the lesson can be modified for other learners with varying reading deficiencies.
Rudy IEP
Current Grade: 2
Present Levels of Educational Performance
• Ruby is in good health with no known physical performance issues, and she socializes well with her peers.
• Ruby performs at grade level in all subjects except reading.
• Ruby can identify all letters of the alphabet and knows the sound of most consonants and short vowels.
• Her sight vocabulary is approximately 65 to 70 words, and she reads on the primer level.
• Ruby can spell most words in a first-grade textbook, but has difficulty with words in the second-grade textbook.
Annual Goals
1. By the end of the school year, Ruby will read at a beginning second-grade level with 90% accuracy in word recognition and 80% accu- racy in word comprehension.
Person Responsible: Resource Teacher
2. By the end of the school year, Ruby will increase her sight word vocabulary to 150 words.
Person Responsible: Resource Teacher
3. By the end of the school year, Ruby will read and spell at least 75% of the second-grade spelling words.
Person Responsible: Second-Grade Teacher
Amount of Participation in General Education
• Ruby will participate in all second-grade classes and activities except for reading.
Special Education and Related Services
• Ruby will receive individualized and/or small-group instruction in reading from the Resource Teacher for 30 minutes each day.
.
Your project sponsor and customer are impressed with your project .docx
Your project sponsor and customer are impressed with your project schedule, but due to some factors out of their control, you’ve been told to deliver your project early, roughly 15% earlier than anticipated. Using the information from the readings, explain how you would go about assessing the possibility of delivering your project early. How will that affect scope, costs, and schedule?
.
Your initial post should use APA formatted in-text citations whe.docx
Your initial post for class discussions should include APA formatted in-text citations when paraphrasing or directly quoting outside sources like the textbook. You must also include an APA formatted reference list at the end of your post. Posts should be at least 150 words long.
Your life is somewhere in a databaseContains unread posts.docx
Your life is somewhere in a database
Contains unread posts
(Clipart from MS Office)
Many TV shows depict law enforcement personnel accessing readily accessible databases that contain all types of records about individuals –records about everything from address to telephone records to finances, insurance, and criminal history. The information you share with your bank, doctor, insurance agent, the TSA, ancestry kit companies, and on social media can make your life an open book. Here are some questions to address as you reflect on this:
1. Are you comfortable with giving away some of your privacy for increased security? Why or why not? How far would you let the government go in examining people's private lives?
2. How much access should we have to certain aspects of others' private lives? For example, should States share criminal databases? But should a database of people paroled or released for crimes be made public? Why or why not?
.
Your original initial post should be between 200-300 words and 2 pee.docx
Your original initial post should be between 200-300 words and 2 peer responses in the range of 75-125 words each. Posts are too brief for a cover page and double-spacing. Otherwise, your posts, references and citations should be in APA format. The rubrics with Biblical Integration determines your grade. It considers:
Providing a short introduction stating your position and argument
Supporting your argument (intext citing shows this)
When all is done, give a brief conclusion
a reference at the end
In this chapter, Collins begins the process of identifying and further developing from the research those unique factors and variables that differentiated the good and great companies. One of the most significant differences, he asserts, is the quality and nature of leadership in the firm. Collins initially told the research team to downplay the role of top executives in the good-to-great process. It became obvious that there was something different that these leaders did. Collins went on to identify "Level 5 leadership" as a common characteristic of the great companies assessed in the study. By further studying the behaviors and attitudes of so-called Level 5 leaders, Collins found that many of those classified in this group displayed an unusual mix of intense determination and profound humility. Characteristics used to describe these leaders included words like quiet, humble, modest, gracious, and understated. Yet there was also the stoic resolve and an unwavering determination evident. They were low-key executives, rarely appearing in the media, who demonstrated a relentless drive for results. These leaders often had a long-term personal sense of investment in the company and its success, often cultivated through a career-spanning climb up the company’s ranks. The personal ego and individual financial gain were not as important as the long-term benefit of the team and the company. As such, Collins warned of the liability involved in employing a bigger-than-life charismatic leader —personalities often brought in from outside the company or organization by a board seeking a high profile figure. The data suggested that a celebrity CEO brought in to turn around a flailing firm was usually not conducive to fostering the transition from
Good to Great
(Collins, 2001).
Why is this important?
Collins was asked and did not want to use "servant leader" for the Level 5 leader (Lichtenwalner, 2012). The team chose the term, “Level 5 Leadership” over Servant Leadership, in part, for fear readers would misinterpret the concept as “servitude” or “weakness.” In his mind, this position looked like something else. And so a new leadership phrase was born. What is interesting is that many but not all of the leaders profiled had a faith background. Lichtenwalner, (2012) in his research suggests that Servant Leadership is a key aspect of Level 5 Leadership. But perhaps it is not the technique but the heart and faith of the leader that had such a signifi.
Your assignment is to research and report about an archaeological fi.docx
Your assignment is to research and report about an archaeological find of the last fifteen years.
When you begin the research phase of your project, you will be happily surprised to find just how many active sites are producing new insights into ancient cultures every single day. Some recent examples include excavations in Scotland, England, Egypt, Jerusalem, Rome, and China. Find one that interests you.
Please message me for full assignment information as I am not able to post it.
.
Your assignment for Physical Science I is to write a paper on.docx
Your assignment for Physical Science I is to write a paper on:
Clean Energy as well as an alternatives and the Environments: Solar, Geological (Geothermal!), and Wind Energy for the Future. Also, Hydro Power Plants, Dams, and the Water Table and Ecology Issues.
1200 words.
.
Your charge is to develop a program using comparative research, anal.docx
Your charge is to develop a program using comparative research, analyzing the relationship of workplace behavior and employee motivation. Create a diversity mentoring program (DMP) for an organization of your choosing. You may select a current or former employer, church, hobby team, etc.Within your plan, include the following items listed below:
name of organization;
introduction of DMP;
need of such program;
benefits of the program;
potential challenges (may include potential problems that may incur without such program);
justification of the important aspects of employee behavior and the relationship to employee motivation;
one inclusion of a motivation theory;
details of the equity of social justice and the power to make positive change; and
explanation of the plan to implement the program with recommendations with inclusion of the expected outcomes.
Two pages
.
Young consumers’ insights on brand equity Effects of bra.docx
Young consumers’ insights on brand equity
Effects of brand loyalty, brand awareness, and brand image
1
CONTENTS
INTRODUCTION
LITERATURE REVIEW
METHODOLOGY
2
- Data set development
- Customer expectation
--Brand recognition
--The quality of the brand is guaranteed
- Advantage of Brand effect
-- Increase market share
--Increase of competitive advantage
Research Background
- Data set development
- Customer expectation
--Brand recognition
--The quality of the brand is guaranteed
- Advantage of Brand effect
-- Increase market share
--Increase of competitive advantage
Research Background
3
Research problem
-Limited research
-Different research perspectives
-The impact factor of brand equity
Research objectives
The purpose of this study is to measure the relationship between brand loyalty, brand awareness and brand image and brand equity of young consumers.
Aaker (1991) Model theory was incorporated into the relevant research system
Identify the relationship between brand equity and brand loyalty, brand awareness and brand image
The research scope of brand effect has been expanded
Provide guidance for enterprises to design effective strategies
Significant of study
Contribution
Scope of study
Master students are the main research objects, and the research scope is to investigate Chinese master students.
THEORETICAL FRAMEWORK
The conclusion of this paper is based on the principle of Aaker (1991) model.
It can be said that customers' attitude towards brands has an important impact on brand assets (Choi, Parsa, Sigala, & Putrevu, 2009).
Thwaites et al. (2012) found that when consumers' perception of brand cognition is positive, their purchase intention of brand will also be positive.
LITERATURE REVIEW
Brand loyalty
The study found that the creative consumption behavior of customers has a positive effect on the cultivation of brand loyalty, and the brand equity associated with high brand loyalty of consumers is higher than that of other brands (Atilgan, Aksoy, & Akinci, 2005).
Brand awareness
According to the research, when customers‘ brand awareness is enhanced and they have a certain understanding of brand awareness, the brand equity will also be further enhanced，It can be said that there is a significant influence relationship between brand awareness and brand equity (Pouromid & Iranzadeh, 2012).
LITERATURE REVIEW
Brand image
Most consumers will choose products with good brand image and feel that such products are of relatively high quality (Rubio, Oubina, & Villasenor, 2014).
Relevant studies, such as Faircloth et al. (2001), Rubio et al. (2014), and Vahie and Paswan (2006), have confirmed the positive influence of brand image on brand equity.
Brand equity is the added value of a product or a service, which mainly reflects the customer's evaluation and use of the brand, and also reflects the competitive advantage, price advantage and profitability brought by the brand to the enterp.
You will examine a scenario that includes an inter-group conflict. I.docx
You will examine a scenario that includes an inter-group conflict. In this scenario, you are recognized as an authority in cross-cultural psychology and asked to serve as a consultant to help resolve the conflict. You will be asked to write up your recommendations in a 5–6page paper not including your title and reference page.
Reference
Darley, J.M. & Latané, B. (1968). Bystander interview in emergencies: Diffusion of responsibility. Journal of Personality and Social Psychology, 8(4), 377-383.
To Prepare:
Review the following:
Scenario: Culture, Psychology, and Community
Imagine an international organization has approached you to help resolve an inter-group conflict. You are an authority in cross-cultural psychology and have been asked to serve as a consultant based on a recent violent conflict involving a refugee community in your town and a local community organization. In the days, weeks, and months leading up to the violent conflict, there were incidents of discrimination and debates regarding the different views and practices people held about work, family, schools, and religious practice. Among the controversies has been the role of women’s participation in political, educational, and community groups.
(6 pages excluding title page and reference page)
:
Part 1: Developing an Understanding
(2 pages)
Based on the scenario, explain how you can help integrate the two diverse communities so that there is increased understanding and appreciation of each group by the other group. (
Note
: Make sure to include in your explanation the different views and practices of cultural groups as well as the role of women.)
Based on your knowledge of culture and psychology, provide three possible suggestions/solutions that will help the community as a whole. In your suggestions make sure to include an explanation regarding group think and individualism vs. collectivism.
Part 2: Socio-Emotional, Cognitive, and Behavioral Aspects
(2 pages)
Based on your explanations in Part 1, how do your suggestions/solutions impact the socio-emotional, cognitive, and behavior aspects of the scenario and why?
Part 3: Gender, Cultural Values and Dimensions, and Group Dynamics
(2 pages)
Explain the impact of gender, cultural values and dimensions, and group dynamics in the scenario.
Further explain any implications that may arise from when working between and within groups.
Support your Assignment by citing all resources in APA
Learning Resources
Required Readings
Ahmed, R., & Gielen, U. (2017). Women in Egypt. In C. M. Brown, U. P. Gielen, J. L. Gibbons, & J. Kuriansky (Eds.), Women's evolving lives: Global and psychosocial perspectives (pp. 91–116). New York, NY: Springer.
Credit Line: Women's Evolving Lives: Global and Psychosocial Perspectives, by Brown, C.; Gielen, U.; Gibbons, J.; Kuriansky, J. (eds). Copyright 2017 by Springer International Publishing. Reprinted by permission of Springer International Publishing via the Copyright Clearance .
You will perform a history of a head, ear, or eye problem that y.docx
The student will conduct a history and assessment of a head, ear, or eye problem provided by their instructor or from their own experience. They will document their findings, identify any actual or potential risks, and submit a Word document with this information to an assignment drop box. The assignment is due based on the course calendar dates.
You need to enable JavaScript to run this app. .docx
You need to enable JavaScript to run this app.
Back to Library
Search across book
Reader Preferences
Close
Power Feature
CoachMe practice questions are enabled for this book! Learn more & manage settings in your Reader Preferences!
Highlights, Notes, Bookmarks, and Flashcards
More Options
Table of Contents
Go to First Page
Management
Richard L. Daft
More book options
Cover Pagecover
Title Pagei
HEOA-1HEOA-1
Copyright Pageii
Dedication Pageiii
About the Authorv
Brief Contentsvii
Contentsvix
Prefacexv
Chapter 1: Leading Edge Management2
Chapter 2: The Evolution of Management Thinking38
Chapter 3: The Environment and Corporate Culture74
Chapter 4: Managing in a Global Environment110
Chapter 5: Managing Ethics and Social Responsibility144
Chapter 6: Managing Start-Ups and New Ventures180
Chapter 7: Planning and Goal Setting216
Chapter 8: Strategy Formulation and Execution248
Chapter 9: Managerial Decision Making284
Chapter 10: Designing Organization Structure324
Chapter 11: Managing Innovation and Change370
Chapter 12: Managing Human Talent406
Chapter 13: Managing Diversity and Inclusion446
Chapter 14: Understanding Individual Behavior484
Chapter 15: Leadership528
Chapter 16: Motivating Employees570
Chapter 17: Managing Communication608
Chapter 18: Leading Teams648
Chapter 19: Managing Quality and Performance688
Appendix: Operations Management and E-Commerce721
Name Index741
Company Index756
Subject Index761
Open/Close Margin
Bookmark page
Chapter 8: Strategy Formulation and Execution | Page 248
Previous
Go to Page
Go to Page
/ 770
Next
Quality tools, methods paper
In the assigned textbook (chapter 15 p. 269), the authors present a table describing how the used the model for improvement, PDSA, and lean six sigma as a tool to develop their organization’s plan for improvement.
Studying the situation in your organization, present a suggested improvement plan (present a table similar to the one in p.269 + two pages explanation) utilizing one or more of the models discussed in the class (see chapter 2).
Grading rubric:
1. Quality of the table: at last, one of the quality models/tools should be applied correctly
2. Adequate explanation is given to support and explain the table
3. General organization of the assignment. Correct grammar and spelling are used
Note:
Suggested improvement plan is:
Decreased number of urinary catheter infections.
.
You will act as a critic for some of the main subjects covered i.docx
You will act as a critic for some of the main subjects covered in the humanities. You will conduct a series of short, evaluative critiques of film, philosophy, literature, music, and myth. You will respond to five different prompts, and each response should include an analysis of the topics using terminology unique to that subject area and should include an evaluation as to why the topic stands the test of time. The five prompts are as follows:
1:
Choose a film and offer an analysis of why it is an important film, and discuss it in terms of film as art. Your response should be more than a summary of the film.
2:
Imagine you had known Plato and Aristotle and you had a conversation about how we
fall in love
. Provide an overview of how Plato would explain falling in love, and then provide an overview of how Aristotle might explain falling in love.
3:
Compare and contrast the two poems below:
LOVE’S INCONSISTENCY
I find no peace, and all my war is done;
I fear and hope, I burn and freeze likewise
I fly above the wind, yet cannot rise;
And nought I have, yet all the world I seize on;
That looseth, nor locketh, holdeth me in prison, And holds me not, yet can I ’scape no wise;
Nor lets me live, nor die, at my devise,
And yet of death it giveth none occasion.
Without eyes I see, and without tongue I plain;
I wish to perish, yet I ask for health;
I love another, and yet I hate myself;
I feed in sorrow, and laugh in all my pain;
Lo, thus displeaseth me both death and life,
And my delight is causer of my grief.
Petrarch
After great pain a formal feeling comes—
The nerves sit ceremonious like tombs;
The stiff Heart questions—was it He that bore?
And yesterday—or centuries before?
The feet mechanical go round
A wooden way
Of ground or air or ought
Regardless grown,
A quartz contentment like a stone.
This is the hour of lead
Remembered if outlived
As freezing persons recollect
The snow—
First chill, then stupor, then
The letting go
Emily Dickinson
4:
Compare and contrast these two pieces of music: see files attached below
Beethoven’s Violin Romance No. 2
Scott Joplin’s Maple Leaf Rag
5:
Explain in classical terms why a modern character is a hero. Choose from either Luke Skywalker, Indiana Jones, Bilbo Baggins, Harry Potter, Katniss Everdeen, or Ender Wiggins.
.
You will research and prepare a presentation about image. Your rese.docx
You will research and prepare a presentation about image. Your research / presentation should provide the following information / answers:
What is raster image? List two (2) common types of raster image.
What is a vector image? List two (2) common types of vector image.
Create a table listing pros and cons comparing raster vs. vector images. You should present at list three (3) pros and three (3) cons for each type of image.
Show one (1) good and (1) bad example of raster image. Explain why it is a good and bad example.
Show two (2) examples of vector images.
What is the difference between ppi and dpi?
Which are the common resolution used for: website, plotter, banner and social media. Why do we use different resolution for each type of media?
How you identify the real size of an image using resolution and pixels?
.
You will be asked to respond to five different scenarios. Answer eac.docx
You will be asked to respond to five different scenarios. Answer each scenario (about 1 page per scenario). You will need to:
Decide what action the responding officer should take and provide an explanation/justification for your response.
In your explanation, explain the role that discretion played in your decision. Choose at least five factors from the list below to include in your explanation.
When considering your response for each scenario, remember that because of the nature of law enforcement work, police officers have always maintained a certain amount of discretion. Due to the amount of interaction that officers have with members of the public, this discretion must be fair, equal, impartial, and legal. As such, the use of discretion by officers is both a foundation of police work and a component of community policing.
Note
: You may make any and all assumptions necessary to answer these scenarios as long as they do not conflict with the details provided.
FACTORS (CHOOSE AT LEAST 5 FOR EACH SCENARIO):
Environmental factors
Nature of the community.
Socio-demographic characteristics.
Level and type of crime in the community.
Police/Community relations.
Organizational factors
Department Rules and Regulations.
Policies and Procedures.
Department bureaucracy.
Officer experience.
Dimensions of policing: philosophical; strategic; tactical; organizational.
Situational factors
Seriousness of crime.
Weapon involvement.
Victim – Desire to prosecute.
Group/gang crime.
Suspect’s demeanor.
Age/gender/race of involved parties.
Suspect’s criminal record.
Ethics
Moral values.
Cultural/Societal norms.
Accountability.
Friends/Family/Coworkers.
Experience/Upbringing.
Legal
Laws.
Past practice.
Evidence.
Victim signatures.
Landmark Supreme Court cases.
Scenario 1:
Officer Merced responds to a call of a Theft in Progress. Upon arrival, he finds that an 18-year-old female has stolen baby formula and diapers by exiting the store without paying. He speaks with her and finds that she has a newborn baby, does not have any source of income, and needed the formula and diapers for the baby. As such, theft is still a crime. What should Officer Merced do?
Do you arrest the woman or not? What factors influenced your decision?
Provide an explanation/justification for your chosen response including the role that discretion played in your decision.
Be sure to consider at least five of the provided factors in your explanation.
Use evidence and details from the scenario as well as supporting information and examples from the text in your response.
Scenario 2:
Dane is in an electronics store where he and a couple of friends are searching for a potential gift to give to a friend. They are happy to find a video game that is on sale but decide to continue looking around the store. They decide to go grab a bite to eat before making a final decision on what to get for their friend. As they are walking .
You might find that using analysis tools to analyze internal .docx
You might find that using analysis tools to analyze internal
and external environments is an effective way of analyzing the
chosen capstone organization. If you need to learn more
about these types of analysis tools, check out the resources
below.
Internal Analysis Tools
• tutor2u. (2016). PESTLE (PEST) analysis
explained [Video]. YouTube. https://www.youtube.com/
watch?v=sP2sDw5waEU
• SmartDraw. (n.d.). SWOT analysis. https://
www.smartdraw.com/swot-analysis/
• SWOT Framework.
External Analysis Tools
• Applying VRIO and PESTLE.
• PESTLE Analysis. (n.d.). What is PESTLE analysis? A
tool for business analysis. http://pestleanalysis.com/what-
is-pestle-analysis/
• Study.com. (n.d.). What is PESTLE analysis? Definition
and examples. https://study.com/academy/lesson/what-
is-pestle-analysis-definition-examples.html
• Management & Finance1 TU Delft. (2016). The five
competitive forces that shape strategy [Video]. YouTube.
https://www.youtube.com/watch?v=mYF2_FBCvXw
Use these resources as you see appropriate:
• Research Guide – MBA
https://www.youtube.com/watch?v=sP2sDw5waEU
https://www.youtube.com/watch?v=sP2sDw5waEU
https://www.youtube.com/watch?v=sP2sDw5waEU
https://www.smartdraw.com/swot-analysis/
http://media.capella.edu/CourseMedia/MBA5006/GuidedPath/SWOTFramework/wrapper.asp
http://media.capella.edu/CourseMedia/MBA5006/GuidedPath/ApplyVRIOandPESTLE/wrapper.asp
http://pestleanalysis.com/what-is-pestle-analysis/
http://pestleanalysis.com/what-is-pestle-analysis/
https://study.com/academy/lesson/what-is-pestle-analysis-definition-examples.html
https://study.com/academy/lesson/what-is-pestle-analysis-definition-examples.html
https://www.youtube.com/watch?v=mYF2_FBCvXw
https://www.youtube.com/watch?v=mYF2_FBCvXw
https://www.youtube.com/watch?v=mYF2_FBCvXw
https://capellauniversity.libguides.com/MBA
• This research guide was custom created to help
MBA learners. If you are feeling a bit lost on where
to start, this would be a good starting point.
• James, N. (2007). Writing at work: How to write clearly,
effectively and professionally. Crows Nest, Australia:
Allen & Unwin.
• Use this as a general writing handbook. For
example, there are chapters on tone, grammar,
punctuation, style, et cetera.
https://capella.skillport.com/skillportfe/custom/login/saml/login.action?courseaction=launch&assetid=_ss_book:25059
https://capella.skillport.com/skillportfe/custom/login/saml/login.action?courseaction=launch&assetid=_ss_book:25059
1
MBA Capstone Project Description
MBA Capstone Project Description
Throughout your MBA program, you have worked to develop as a business professional and
prepare to meet future challenges as a business leader. Your program culminates in the
capstone project, which forms the primary focus of MBA-FPX5910, the final course you will take
in the program. The capstone project is intended to provide you the opportunity to demonstrate
your MBA program outcomes by:
• Planning and executing .
You will conduct a professional interview with a staff nurse and a s.docx
You will conduct a professional interview with a staff nurse and a staff nurse leader to discover their intra/inter-professional communications styles. It will be important to incorporate learning objectives regarding therapeutic communication styles including their method of caring, assertive, and responsible communication in your discussion/analysis of the interview.
.
You have chosen the topic of Computer Forensics for your researc.docx
This document provides instructions for a research project on computer forensics. The research project must include an abstract, introduction, section on computer forensics, and conclusion. It must be 500 words with in-text citations and 4 references.
1.Describe some of the landmark Supreme Court decisions that h.docx
1.
Describe some of the landmark Supreme Court decisions that have influenced present-day juvenile justice procedures.
2.
How are children processed by the juvenile justice system from arrest to reentry into society?
3.
Discuss the key issues of the preadjudicatory stage of juvenile justice including detention, intake, diversion, pretrial release, plea bargaining and waiver.
Textbook for the class
Siegel, Welsh, and Senna.
(2014).
Juvenile Delinquency: Theory, Practice, and Law
(12). Cengage Learning. [ISBN-978-1-285-45840-3]
Format:
should be thoroughly researched and reported. References and sources should be listed in MLA or APA format. The average length paper is two to three pages. You may interview individuals currently employed or retired from the criminal justice system and use them as a reference. All writing assignments must be original work for this course. Do not submit a paper used in another course. Do not cut and paste paragraphs of information into your paper. All source material should be paraphrased in your own words. Short quotations are allowed.
this paper wil be scanned through turntin
.
More from MargaritoWhitt221 (20)
Your supervisor, Sophia, Ballot Online director of information t.docx
Your supervisor, Sophia, Ballot Online director of information t.docx
Your selected IEP. (Rudy)Descriptions of appropriate instructi.docx
Your selected IEP. (Rudy)Descriptions of appropriate instructi.docx
Your project sponsor and customer are impressed with your project .docx
Your project sponsor and customer are impressed with your project .docx
Your initial post should use APA formatted in-text citations whe.docx
Your initial post should use APA formatted in-text citations whe.docx
Your life is somewhere in a databaseContains unread posts.docx
Your life is somewhere in a databaseContains unread posts.docx
Your original initial post should be between 200-300 words and 2 pee.docx
Your original initial post should be between 200-300 words and 2 pee.docx
Your assignment is to research and report about an archaeological fi.docx
Your assignment is to research and report about an archaeological fi.docx
Your assignment for Physical Science I is to write a paper on.docx
Your assignment for Physical Science I is to write a paper on.docx
Your charge is to develop a program using comparative research, anal.docx
Your charge is to develop a program using comparative research, anal.docx
Young consumers’ insights on brand equity Effects of bra.docx
Young consumers’ insights on brand equity Effects of bra.docx
You will examine a scenario that includes an inter-group conflict. I.docx
You will examine a scenario that includes an inter-group conflict. I.docx
You will perform a history of a head, ear, or eye problem that y.docx
You will perform a history of a head, ear, or eye problem that y.docx
You need to enable JavaScript to run this app. .docx
You need to enable JavaScript to run this app. .docx
You will act as a critic for some of the main subjects covered i.docx
You will act as a critic for some of the main subjects covered i.docx
You will research and prepare a presentation about image. Your rese.docx
You will research and prepare a presentation about image. Your rese.docx
You will be asked to respond to five different scenarios. Answer eac.docx
You will be asked to respond to five different scenarios. Answer eac.docx
You might find that using analysis tools to analyze internal .docx
You might find that using analysis tools to analyze internal .docx
You will conduct a professional interview with a staff nurse and a s.docx
You will conduct a professional interview with a staff nurse and a s.docx
You have chosen the topic of Computer Forensics for your researc.docx
You have chosen the topic of Computer Forensics for your researc.docx
1.Describe some of the landmark Supreme Court decisions that h.docx
1.Describe some of the landmark Supreme Court decisions that h.docx
Recently uploaded
ANATOMY AND BIOMECHANICS OF HIP JOINT.pdf
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh
Advanced Java[Extra Concepts, Not Difficult].docx
This is part 2 of my Java Learning Journey. This contains Hashing, ArrayList, LinkedList, Date and Time Classes, Calendar Class and more.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Solutons Maths Escape Room Spatial .pptx
Solutions of Puzzles of Mathematics Escape Room Game in Spatial.io
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Gender and Mental Health - Counselling and Family Therapy Applications and In...
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Main Java[All of the Base Concepts}.docx
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...Nguyen Thanh Tu Collection
https://app.box.com/s/qhtvq32h4ybf9t49ku85x0n3xl4jhr15Walmart Business+ and Spark Good for Nonprofits.pdf
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Recently uploaded (20)
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
IGCSE Biology Chapter 14- Reproduction in Plants.pdf
IGCSE Biology Chapter 14- Reproduction in Plants.pdf
Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
Walmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdf
1.. The four policy issues in the pay model are (1) internal.docx
- 1. 1. . The four policy issues in the pay model are (1) internal alignment, (2) external competitiveness, (3) employee contributions, and (4) administration of the pay system. Define the four policy issues in the pay model. What purposes do the objectives in the pay model serve? (225 Words) 2.T hree tests for any source of competitive advantage are align, differentiate, and add value. Discuss whether these tests are difficult to pass. Can compensation really be a source of competitive advantage? (225 Words) 3. How are compensation strategy and HR strategy central to successful business strategy? (225 Words)
- 2. 4. Contrast the essential differences between the best-fit and best- practices perspectives. (225 Words) Reference: Milkovich, G. T., Newman, J. M., & Gerhart, B. (2014). Compensation (11th ed.). New York, NY: McGraw-Hill/Irwin