Argosy b6032 module 1 assignment 3 case study merger and acquisition new
•Download as DOC, PDF•
0 likes•12 views
The document discusses a case study involving the acquisition of Company A by Company B. It outlines three main goals of the acquisition project: 1) Managing communication and information sharing with employees, 2) Managing consolidation and changes such as potential layoffs, and 3) Managing potential employee relocations. As the strategic HR director, the reader must identify information needed to achieve these goals, challenges that may arise, and recommendations for strategies to address the challenges. A 5-7 page report in APA format is required.
Report
Share
Report
Share
Recommended
Argosy b6032-module-1-assignment-3-case-study-merger-and-acquisition-new
b6032 module 1 assignment 3 case study merger and acquisition,argosy university b6032,b6032,argosy university b6032 module 1 tutorial,b6032 module 1 assignment,argosy university b6032 module 1 help
Tanglewood Case 2
The document summarizes an analysis of staffing needs and recommendations for the Tanglewood retail divisions in Washington. It finds that hiring goals need to be established to increase representation of women in store associate and department manager roles and minorities in store associate and shift leader roles. The recommendations include promoting qualified current employees through training programs, explicitly stating the company's equal opportunity commitment when advertising openings, recruiting at schools with diverse populations, and hiring underrepresented groups into entry-level positions.
Management of human resource in coca cola
Download Human Resource Management of Coca Cola
http://www.managementparadise.com/forums/human-resources-management-h-r/213746-human-resource-management-coca-cola.html
Tanglewood_Casebook - 8th ed
This document provides background information on Tanglewood Stores, a chain of 243 general retail stores. It details the company's origins, mission, expansion strategy, and current concerns. Tanglewood was founded in 1975 by friends Tanner Emerson and Thurston Wood, who financed their first store with personal loans. The company has rapidly expanded through acquisitions of other stores but now aims to consolidate its culture and HR practices. It faces increased competition from expanding retailers like Kohl's and Target. Tanglewood has brought in HR consultants to help centralize practices and develop a staffing strategy to maintain its philosophy with further growth.
CASE STUDY : The Treadway Tire Company
The Treadway Tire company plant in Lima, Ohio is the companys one of the biggest plants and most important. It has been plagued with high employee turnover at the foreman level resulting in low productivity. Ashley Wall, the HR Director of the plant is faced with the task of investigating the problems and presenting her recommendations to Brandon Bellingham, the plant manager.
Tanglewood case.study.chapter.1-power.point
Tanglewood Stores was founded in 1975 and has grown to 243 stores across the US. It focuses on quality merchandise and good customer service. As it looks to expand, it wants to centralize and improve its staffing strategy and human resource practices, which currently differ across its 20 regions. Key recommendations include acquiring talent for new stores but developing talent internally, focusing on a core workforce to maintain culture, and prioritizing retaining rather than hiring employees. Staff should demonstrate a general rather than specific set of skills and have exceptional rather than acceptable quality to support Tanglewood's values of valuing employees.
Tanglewood casebook
This document provides background information on Tanglewood Stores, a chain of 243 general retail stores. It details the company's origins, mission, expansion strategy, and current concerns. Tanglewood was founded in 1975 by friends Tanner Emerson and Thurston Wood, who financed the first store themselves. The company has rapidly expanded through acquisitions of other stores but now aims to consolidate its culture and HR practices. It faces increased competition from expanding retailers like Kohl's and Target. Tanglewood has brought in HR consultants to help centralize practices and ensure its workforce carries on its philosophy as it continues growing.
Tanglewood answer for case study chapter1
Tanglewood is a chain of general retail stores operating in 11 western states of the US. It aims to consolidate its management strategy. The document discusses Tanglewood's recruitment and selection process, including:
- Currently, each store manages its own recruitment while corporate HR only advises; centralization is needed as Tanglewood expands.
- The culture emphasizes employee participation, transparency, and suggestion-making. New employees often start as associates to learn the culture.
- Regional managers oversee 20 stores each and handle store manager hiring. Stores manage other recruitment and promotions.
- An analysis of Tanglewood's performance, industry, strategy, organizational structure, and values is provided to inform recruitment strategy.
Recommended
Argosy b6032-module-1-assignment-3-case-study-merger-and-acquisition-new
b6032 module 1 assignment 3 case study merger and acquisition,argosy university b6032,b6032,argosy university b6032 module 1 tutorial,b6032 module 1 assignment,argosy university b6032 module 1 help
Tanglewood Case 2
The document summarizes an analysis of staffing needs and recommendations for the Tanglewood retail divisions in Washington. It finds that hiring goals need to be established to increase representation of women in store associate and department manager roles and minorities in store associate and shift leader roles. The recommendations include promoting qualified current employees through training programs, explicitly stating the company's equal opportunity commitment when advertising openings, recruiting at schools with diverse populations, and hiring underrepresented groups into entry-level positions.
Management of human resource in coca cola
Download Human Resource Management of Coca Cola
http://www.managementparadise.com/forums/human-resources-management-h-r/213746-human-resource-management-coca-cola.html
Tanglewood_Casebook - 8th ed
This document provides background information on Tanglewood Stores, a chain of 243 general retail stores. It details the company's origins, mission, expansion strategy, and current concerns. Tanglewood was founded in 1975 by friends Tanner Emerson and Thurston Wood, who financed their first store with personal loans. The company has rapidly expanded through acquisitions of other stores but now aims to consolidate its culture and HR practices. It faces increased competition from expanding retailers like Kohl's and Target. Tanglewood has brought in HR consultants to help centralize practices and develop a staffing strategy to maintain its philosophy with further growth.
CASE STUDY : The Treadway Tire Company
The Treadway Tire company plant in Lima, Ohio is the companys one of the biggest plants and most important. It has been plagued with high employee turnover at the foreman level resulting in low productivity. Ashley Wall, the HR Director of the plant is faced with the task of investigating the problems and presenting her recommendations to Brandon Bellingham, the plant manager.
Tanglewood case.study.chapter.1-power.point
Tanglewood Stores was founded in 1975 and has grown to 243 stores across the US. It focuses on quality merchandise and good customer service. As it looks to expand, it wants to centralize and improve its staffing strategy and human resource practices, which currently differ across its 20 regions. Key recommendations include acquiring talent for new stores but developing talent internally, focusing on a core workforce to maintain culture, and prioritizing retaining rather than hiring employees. Staff should demonstrate a general rather than specific set of skills and have exceptional rather than acceptable quality to support Tanglewood's values of valuing employees.
Tanglewood casebook
This document provides background information on Tanglewood Stores, a chain of 243 general retail stores. It details the company's origins, mission, expansion strategy, and current concerns. Tanglewood was founded in 1975 by friends Tanner Emerson and Thurston Wood, who financed the first store themselves. The company has rapidly expanded through acquisitions of other stores but now aims to consolidate its culture and HR practices. It faces increased competition from expanding retailers like Kohl's and Target. Tanglewood has brought in HR consultants to help centralize practices and ensure its workforce carries on its philosophy as it continues growing.
Tanglewood answer for case study chapter1
Tanglewood is a chain of general retail stores operating in 11 western states of the US. It aims to consolidate its management strategy. The document discusses Tanglewood's recruitment and selection process, including:
- Currently, each store manages its own recruitment while corporate HR only advises; centralization is needed as Tanglewood expands.
- The culture emphasizes employee participation, transparency, and suggestion-making. New employees often start as associates to learn the culture.
- Regional managers oversee 20 stores each and handle store manager hiring. Stores manage other recruitment and promotions.
- An analysis of Tanglewood's performance, industry, strategy, organizational structure, and values is provided to inform recruitment strategy.
Coca Cola VS Pepsi Training Process
The document compares the training processes and programs of Coca Cola and Pepsi. It provides an introduction to both companies, outlining their histories and status as competitors. It then summarizes the key steps in the training processes for each, such as needs identification, program design, and employee relations. Several specific training programs developed by each company are also mentioned. Overall, the document concludes that while both companies have effective HR departments and training offerings, there is still room for improvement, such as distinguishing strategies, reducing paperwork, and enhancing training delivery through online methods.
Report on unilever limited
Unilever is a large multinational consumer goods company that provides products across multiple categories including household care, fabric cleaning, skin care, oral care, hair care, personal grooming, and tea-based beverages. It employs over 10,000 people in Pakistan and has a variety of local and global brands. The document discusses Unilever's recruitment and selection process, which includes job analysis, human resource planning, recruiting candidates, selecting employees, orientation and training, performance management, compensation and benefits, and career development. It details Unilever's goals of attracting passionate, motivated, creative, rigorous people to work in teams towards ambitious goals. The recruitment and selection process evaluates candidates based on competencies and assesses
HRM process of coca cola beverages of pakistan ltd.
The document discusses Coca-Cola Pakistan's human resource management processes. It provides an introduction to Coca-Cola's history and products. It then describes Coca-Cola Pakistan's organizational structure, locations, management hierarchy, and HR functions like recruitment, training, and compensation. The document emphasizes Coca-Cola's commitment to ethics and protecting employees' rights per international standards. It also credits Coca-Cola's employee-focused HR practices for its worldwide success.
case study of treadway tire co.
The Tredway Tire Company has a manufacturing plant in Lima, Ohio that employs 970 hourly and 150 salary workers and supplies tires to major automakers. It experienced high foreman turnover in 2007, with 23 of 50 foremen leaving. This is a higher rate than other Tredway plants. Raw material costs, which comprise 55% of tire production costs, have risen substantially as the price of oil has increased. The company aims to address turnover by focusing on internal promotions for 60% of foreman roles in the next two years while also hiring more college graduates and transferring some experienced foremen from other plants.
Job description and duties
Operations executives plan and direct the day-to-day and long-term operations of companies. Their responsibilities range from creating workplace policies and negotiating contracts to analyzing financial statements, establishing goals for departments, and identifying areas for improvement. While a bachelor's degree in business is typically required, many employers prefer a Master's in Business Administration. Additional qualifications include leadership skills, problem-solving abilities, and several years of management experience. The median salary for operations executives is around $117,000 annually according to the Bureau of Labor Statistics, though chief operating officers can earn over $420,000.
Hrm Strategy In Chinese Mnc’S In The Uk
The document discusses a study on the HRM strategies used by Chinese multinational companies operating in the UK. It finds that the Chinese MNCs adopted localization strategies, applying UK management practices to compete effectively in the local market. The reasons for localizing included negative impacts of imported policies, absorbing local expertise, and using local staff who understood UK labor resources and regulations. HR practices like recruitment, remuneration, and organizational structures were extensively localized to UK models. Cross-organizational learning also occurred through training programs within and between the Chinese firms and their UK subsidiaries.
Daniel Holmes
This document is a resume for Danny Holmes. It summarizes his 11 years of experience in customer service and 7 years managing store performance. He has a degree in business and proven leadership and communication skills. His resume lists his educational background and skills developed through various roles in retail and recruitment. It provides a detailed employment history including his current self-employment and roles at Sainsbury's and Legacy Resourcing. Voluntary experience and interests are also outlined.
Stand alone project strategic cultural change
The new president of Carpetbagger's Chemicals has outlined three priorities to turn the struggling company around: 1) retool the aggressive sales force, 2) move delivery to independent carriers, eliminating the fleet of trucks, and 3) create an international sales division. The assistant vice president of HR must develop a plan to support this change. They will need to restructure recruiting to hire for new positions, update compensation to reflect changes, provide extensive training, and manage employee relations during the transition. An organizational chart and budget proposal will be presented to the board of directors.
Hr in retail
The HR factor in retail management is often overlooked despite being crucial to success. Motivating and retaining employees is challenging due to lack of formal retail education and physically demanding nature of the work. Astute retailers focus on the basic needs of employees like adequate facilities, meals, uniforms and training. They also promote from within, respect floor staff and make employees stakeholders to boost commitment and morale. Treating employees like family through informal bonding helps build loyalty and cohesion in the organization.
Ib0012 management of multinational corporations
This document provides information about an assignment for the subject Management of Multinational Corporations. It includes details such as the course name and code, assignment ID and marks. It lists 6 questions related to topics like benefits of MNCs, global sourcing, global strategy, performance appraisal in MNCs, labor relations issues and enterprise risk management. Students need to answer all 6 questions in 300-400 words each. The document provides contact information to get solved assignments at Rs. 125 per assignment by email or phone.
The Role of a Chief Diversity Officer
As leader of executive search firm Hanold Associates, Jason Hanold helps various types of businesses and organizations fulfill their high-level human resources needs. Among the positions Jason Hanold has worked to fill are those for chief diversity officers.
Motivational method Comparison between service and good sector.
My group members analyze motivational method different between service and good productions.
so we got tow companies.There are RDA and Brandix.
HR POLICY- COCA COLA
The document outlines various HR policies and processes at Coca-Cola, including job analysis, recruitment, performance appraisal, training, compensation, and grievance handling. It describes the steps in each process, such as defining jobs and setting standards for performance appraisal, using both internal and external recruitment sources, and having a step ladder process for handling grievances. The overall objective is for HR professionals to understand Coca-Cola's core HR strategies and management processes.
Trends, recruitment and remuneration in the Healthcare & Life Sciences sector
This document provides insights into trends, recruitment, and remuneration in the healthcare and life sciences sector, specifically the pharmaceutical and medical devices industries. It covers 14 countries and identifies key drivers and trends in each location. Examples are given of successful recruitment projects in various countries for pharmaceutical companies. The sector is going through transitions such as increased focus on innovation, acquisitions, and cost reductions. Specialized roles in areas like regulatory, clinical research, and market access are in high demand. Salaries vary significantly between countries and industries.
Management
Jack demonstrated strong planning skills at both a travel products company and a consumer products company. At the travel company, he successfully planned and launched a lightweight folding chair. At the consumer products firm, he spotted an opportunity and launched a teeth whitening product for dogs. The president of overseas operations at the consumer products firm offered Jack a special assignment to develop strategies for adapting products in developing countries, hoping to develop Jack's skills in team leadership and coordination.
Human Resource Management COCA COLA
The document provides information about Coca-Cola Company, including its history, mission, vision, products, policies, and HR strategies. Some key details:
- Coca-Cola was founded in 1886 and today sells 1.6 billion beverages daily in over 200 countries.
- The company's mission is to refresh the world and inspire optimism. Its vision is to have quality beverage brands and be a great workplace.
- For HR, the company focuses on recruiting and retaining top talent to maintain its market position. It offers training, competitive benefits, and performance appraisals.
Resume - VRK - JUN 2015
V. Ramakrishnan is seeking a senior-level position in pharma sales with over 25 years of experience in the pharma industry in Tamilnadu. He is currently employed as a Sales Manager at Cadila Pharma, where he covers the state of Tamilnadu with a team of 30 MRs and 4 ABMs. Previously he has held roles such as Regional Manager, Zonal Manager, and Divisional Manager with companies including Hetero Healthcare, Piramal Healthcare, Mankind Pharmaceuticals, and FDC Limited. He has a proven track record of achieving sales targets, launching new divisions successfully, and developing high-performing sales teams.
Resume Narendra Nath 12 Nov 16
This curriculum vitae is for Narendra Nath, who has over 18 years of experience in human resources, production support services, and compliance roles for various export companies. He is currently a Senior Manager of HR and Administration at Chelsea Mills LLP, where he manages HR functions and administrative responsibilities. Previously, he held HR, compliance, and administration roles at other export companies such as Karigar Niryat Pvt Ltd and Gupta Exim (I) Pvt Ltd. Narendra Nath has extensive experience handling matters related to buyers' compliance standards and factory audits. He also specializes in areas like human resource management, industrial relations, and statutory compliance.
Deposit at Bank as a mode of investment
This document discusses factors that influence people's decisions to deposit money in private commercial banks rather than invest elsewhere. It outlines various modes of investment including depositing in banks. The objectives are to identify investment models and factors influencing bank deposits. Primary data will be collected through surveys of bank customers classified by occupation. Challenges may include time, resources and information access. Recommendations will focus on enhancing customer responsiveness and professional knowledge.
Human resource Management of Coca Cola Bangladesh
Coca-Cola has been operating in Bangladesh since 1977. It provides concise summaries of its HRM policies and practices in 3 sentences or less:
1) Coca-Cola recruits employees through internal and external sources, and selects them based on performance in interviews, tests, exercises and presentations.
2) It provides extensive training programs covering skills, leadership, technical and functional areas to enhance performance, and evaluates the impact on reactions, learning, behavior and business results.
3) Compensation includes base salary, incentives, and equity plans, along with benefits like retirement plans, insurance, and allowances, while performance management involves ongoing reviews, 360 degree feedback and alignment with global standards.
How to Build and Maintain a Premier Organization
An important trend facing organizations across all industries is bridging the knowledge gap between outgoing employees and those who remain or are hired to fulfill their work. Despite a stubbornly persistent unemployment rate in the U.S., attracting and retaining people who can positively impact your company remains a considerable challenge to building and maintaining a premier organization. Triggered by Baby Boomer retirements, companies must develop systematic ways to attract the best, retain the best, and hold on to the knowledge that the best contribute to their organizations.
Mu0010 – manpower planning and resourcing
This document provides information about getting fully solved assignments for the MBA program. It details an assignment for the subject of Manpower Planning and Resourcing, including the semester, credits, marks, and questions. The questions cover topics like forecasting, human resource accounting, talent engagement, the employee exit process, talent development, recruitment, and succession planning. Students are instructed to send their semester and specialization details to an email address or call a phone number to receive assistance with assignments.
More Related Content
What's hot
Coca Cola VS Pepsi Training Process
The document compares the training processes and programs of Coca Cola and Pepsi. It provides an introduction to both companies, outlining their histories and status as competitors. It then summarizes the key steps in the training processes for each, such as needs identification, program design, and employee relations. Several specific training programs developed by each company are also mentioned. Overall, the document concludes that while both companies have effective HR departments and training offerings, there is still room for improvement, such as distinguishing strategies, reducing paperwork, and enhancing training delivery through online methods.
Report on unilever limited
Unilever is a large multinational consumer goods company that provides products across multiple categories including household care, fabric cleaning, skin care, oral care, hair care, personal grooming, and tea-based beverages. It employs over 10,000 people in Pakistan and has a variety of local and global brands. The document discusses Unilever's recruitment and selection process, which includes job analysis, human resource planning, recruiting candidates, selecting employees, orientation and training, performance management, compensation and benefits, and career development. It details Unilever's goals of attracting passionate, motivated, creative, rigorous people to work in teams towards ambitious goals. The recruitment and selection process evaluates candidates based on competencies and assesses
HRM process of coca cola beverages of pakistan ltd.
The document discusses Coca-Cola Pakistan's human resource management processes. It provides an introduction to Coca-Cola's history and products. It then describes Coca-Cola Pakistan's organizational structure, locations, management hierarchy, and HR functions like recruitment, training, and compensation. The document emphasizes Coca-Cola's commitment to ethics and protecting employees' rights per international standards. It also credits Coca-Cola's employee-focused HR practices for its worldwide success.
case study of treadway tire co.
The Tredway Tire Company has a manufacturing plant in Lima, Ohio that employs 970 hourly and 150 salary workers and supplies tires to major automakers. It experienced high foreman turnover in 2007, with 23 of 50 foremen leaving. This is a higher rate than other Tredway plants. Raw material costs, which comprise 55% of tire production costs, have risen substantially as the price of oil has increased. The company aims to address turnover by focusing on internal promotions for 60% of foreman roles in the next two years while also hiring more college graduates and transferring some experienced foremen from other plants.
Job description and duties
Operations executives plan and direct the day-to-day and long-term operations of companies. Their responsibilities range from creating workplace policies and negotiating contracts to analyzing financial statements, establishing goals for departments, and identifying areas for improvement. While a bachelor's degree in business is typically required, many employers prefer a Master's in Business Administration. Additional qualifications include leadership skills, problem-solving abilities, and several years of management experience. The median salary for operations executives is around $117,000 annually according to the Bureau of Labor Statistics, though chief operating officers can earn over $420,000.
Hrm Strategy In Chinese Mnc’S In The Uk
The document discusses a study on the HRM strategies used by Chinese multinational companies operating in the UK. It finds that the Chinese MNCs adopted localization strategies, applying UK management practices to compete effectively in the local market. The reasons for localizing included negative impacts of imported policies, absorbing local expertise, and using local staff who understood UK labor resources and regulations. HR practices like recruitment, remuneration, and organizational structures were extensively localized to UK models. Cross-organizational learning also occurred through training programs within and between the Chinese firms and their UK subsidiaries.
Daniel Holmes
This document is a resume for Danny Holmes. It summarizes his 11 years of experience in customer service and 7 years managing store performance. He has a degree in business and proven leadership and communication skills. His resume lists his educational background and skills developed through various roles in retail and recruitment. It provides a detailed employment history including his current self-employment and roles at Sainsbury's and Legacy Resourcing. Voluntary experience and interests are also outlined.
Stand alone project strategic cultural change
The new president of Carpetbagger's Chemicals has outlined three priorities to turn the struggling company around: 1) retool the aggressive sales force, 2) move delivery to independent carriers, eliminating the fleet of trucks, and 3) create an international sales division. The assistant vice president of HR must develop a plan to support this change. They will need to restructure recruiting to hire for new positions, update compensation to reflect changes, provide extensive training, and manage employee relations during the transition. An organizational chart and budget proposal will be presented to the board of directors.
Hr in retail
The HR factor in retail management is often overlooked despite being crucial to success. Motivating and retaining employees is challenging due to lack of formal retail education and physically demanding nature of the work. Astute retailers focus on the basic needs of employees like adequate facilities, meals, uniforms and training. They also promote from within, respect floor staff and make employees stakeholders to boost commitment and morale. Treating employees like family through informal bonding helps build loyalty and cohesion in the organization.
Ib0012 management of multinational corporations
This document provides information about an assignment for the subject Management of Multinational Corporations. It includes details such as the course name and code, assignment ID and marks. It lists 6 questions related to topics like benefits of MNCs, global sourcing, global strategy, performance appraisal in MNCs, labor relations issues and enterprise risk management. Students need to answer all 6 questions in 300-400 words each. The document provides contact information to get solved assignments at Rs. 125 per assignment by email or phone.
The Role of a Chief Diversity Officer
As leader of executive search firm Hanold Associates, Jason Hanold helps various types of businesses and organizations fulfill their high-level human resources needs. Among the positions Jason Hanold has worked to fill are those for chief diversity officers.
Motivational method Comparison between service and good sector.
My group members analyze motivational method different between service and good productions.
so we got tow companies.There are RDA and Brandix.
HR POLICY- COCA COLA
The document outlines various HR policies and processes at Coca-Cola, including job analysis, recruitment, performance appraisal, training, compensation, and grievance handling. It describes the steps in each process, such as defining jobs and setting standards for performance appraisal, using both internal and external recruitment sources, and having a step ladder process for handling grievances. The overall objective is for HR professionals to understand Coca-Cola's core HR strategies and management processes.
Trends, recruitment and remuneration in the Healthcare & Life Sciences sector
This document provides insights into trends, recruitment, and remuneration in the healthcare and life sciences sector, specifically the pharmaceutical and medical devices industries. It covers 14 countries and identifies key drivers and trends in each location. Examples are given of successful recruitment projects in various countries for pharmaceutical companies. The sector is going through transitions such as increased focus on innovation, acquisitions, and cost reductions. Specialized roles in areas like regulatory, clinical research, and market access are in high demand. Salaries vary significantly between countries and industries.
Management
Jack demonstrated strong planning skills at both a travel products company and a consumer products company. At the travel company, he successfully planned and launched a lightweight folding chair. At the consumer products firm, he spotted an opportunity and launched a teeth whitening product for dogs. The president of overseas operations at the consumer products firm offered Jack a special assignment to develop strategies for adapting products in developing countries, hoping to develop Jack's skills in team leadership and coordination.
Human Resource Management COCA COLA
The document provides information about Coca-Cola Company, including its history, mission, vision, products, policies, and HR strategies. Some key details:
- Coca-Cola was founded in 1886 and today sells 1.6 billion beverages daily in over 200 countries.
- The company's mission is to refresh the world and inspire optimism. Its vision is to have quality beverage brands and be a great workplace.
- For HR, the company focuses on recruiting and retaining top talent to maintain its market position. It offers training, competitive benefits, and performance appraisals.
Resume - VRK - JUN 2015
V. Ramakrishnan is seeking a senior-level position in pharma sales with over 25 years of experience in the pharma industry in Tamilnadu. He is currently employed as a Sales Manager at Cadila Pharma, where he covers the state of Tamilnadu with a team of 30 MRs and 4 ABMs. Previously he has held roles such as Regional Manager, Zonal Manager, and Divisional Manager with companies including Hetero Healthcare, Piramal Healthcare, Mankind Pharmaceuticals, and FDC Limited. He has a proven track record of achieving sales targets, launching new divisions successfully, and developing high-performing sales teams.
Resume Narendra Nath 12 Nov 16
This curriculum vitae is for Narendra Nath, who has over 18 years of experience in human resources, production support services, and compliance roles for various export companies. He is currently a Senior Manager of HR and Administration at Chelsea Mills LLP, where he manages HR functions and administrative responsibilities. Previously, he held HR, compliance, and administration roles at other export companies such as Karigar Niryat Pvt Ltd and Gupta Exim (I) Pvt Ltd. Narendra Nath has extensive experience handling matters related to buyers' compliance standards and factory audits. He also specializes in areas like human resource management, industrial relations, and statutory compliance.
Deposit at Bank as a mode of investment
This document discusses factors that influence people's decisions to deposit money in private commercial banks rather than invest elsewhere. It outlines various modes of investment including depositing in banks. The objectives are to identify investment models and factors influencing bank deposits. Primary data will be collected through surveys of bank customers classified by occupation. Challenges may include time, resources and information access. Recommendations will focus on enhancing customer responsiveness and professional knowledge.
Human resource Management of Coca Cola Bangladesh
Coca-Cola has been operating in Bangladesh since 1977. It provides concise summaries of its HRM policies and practices in 3 sentences or less:
1) Coca-Cola recruits employees through internal and external sources, and selects them based on performance in interviews, tests, exercises and presentations.
2) It provides extensive training programs covering skills, leadership, technical and functional areas to enhance performance, and evaluates the impact on reactions, learning, behavior and business results.
3) Compensation includes base salary, incentives, and equity plans, along with benefits like retirement plans, insurance, and allowances, while performance management involves ongoing reviews, 360 degree feedback and alignment with global standards.
What's hot (20)
HRM process of coca cola beverages of pakistan ltd.
HRM process of coca cola beverages of pakistan ltd.
Motivational method Comparison between service and good sector.
Motivational method Comparison between service and good sector.
Trends, recruitment and remuneration in the Healthcare & Life Sciences sector
Trends, recruitment and remuneration in the Healthcare & Life Sciences sector
Similar to Argosy b6032 module 1 assignment 3 case study merger and acquisition new
How to Build and Maintain a Premier Organization
An important trend facing organizations across all industries is bridging the knowledge gap between outgoing employees and those who remain or are hired to fulfill their work. Despite a stubbornly persistent unemployment rate in the U.S., attracting and retaining people who can positively impact your company remains a considerable challenge to building and maintaining a premier organization. Triggered by Baby Boomer retirements, companies must develop systematic ways to attract the best, retain the best, and hold on to the knowledge that the best contribute to their organizations.
Mu0010 – manpower planning and resourcing
This document provides information about getting fully solved assignments for the MBA program. It details an assignment for the subject of Manpower Planning and Resourcing, including the semester, credits, marks, and questions. The questions cover topics like forecasting, human resource accounting, talent engagement, the employee exit process, talent development, recruitment, and succession planning. Students are instructed to send their semester and specialization details to an email address or call a phone number to receive assistance with assignments.
Mu0010 – manpower planning and resourcing
This document provides information about getting fully solved MBA assignments. It details an assignment for the subject of Manpower Planning and Resourcing, including the semester, credits, marks, and questions. Students are instructed to send their semester and specialization name to an email address or call a phone number to receive solved assignments. The assignment questions cover topics like forecasting, human resource accounting, talent engagement, the employee exit process, talent development, recruitment, and succession planning.
Running Head BUSINESS PLAN8Jason Simpson.docx
Running Head: BUSINESS PLAN 8
Jason Simpson
Assignment 2: Business Plan Breakdown 4 – The Operations Plan
Argosy University
MSOL Consulting
Define the management team by drafting an organizational chart and a plan for hiring employees.
As a business is continually growing, it needs to keep on hiring new and competent employees. It can do so by hiring more specialized employees and it requires a more formal departmental organizational structure in order to optimize its level of productivity. A company should, therefore, be in a position to use a step-by-step plan for proper planning of employees in order to make sure that it has developed strong teams and groups that can help it to maximize the value of the company.
Organizational chart
An organization chart is much essential to a company as it shows the internal structure of a company; it shows various employees positions with respective positions which are either represented in terms of photos, boxes, shapes. They also take into account of links, emails and illustrations. An organization chart is basically essential in showing the hierarchy and ranks of different workers within an organization, jobs and the different departments that make up a company. For this, we would use this type of organization chart to show the various positions and jobs within the organization.
Draft the key employee policies and a code of ethics.
Employee’s policies and procedures are essential for the survival of a business as they are used to define how employees are expected to conduct themselves in order to ensure a harmonious relationship in the organization. In most case, employee’s policies and procedures are developed by the human resource department and distributed to the employees in the form of a handbook. This calls for employees to use a handbook as a guide to get the relevant information on a company. For example, they are in a position to get the necessary information on vacation, sick offs and on terms of pay. On the other hand, code of ethics is a document that is used to outline the mission and value of a business organization. It also outlines how professionals are supposed to approach a problem. Ethical principles are mainly based on the organizations outlined core values and also states how organization core values and standards are held within an organization.
Some of the employee policies and code of ethics would work out well for MSOL Consulting Company may include;
Violations of the Policy
These form the grounds for discharge or disciplinary action for employees, examples include;
B. Disciplinary action shall be taken will be taken not only to the employees who participate in the violation but also to those employees who;
1. Have failed to make a report on issues related to policy violation
2. Employees who have concealed deliberately concerning any form of violation of employees policies.
3. Employees should be aware that participating in product development activities m ...
Assignment 2 LASA 1 Business Unit Analysis Directions Cr.docx
Assignment 2: LASA 1
Business Unit Analysis
Directions: Create a Feasibility Study for Harley Davidson using the following outline:
Part I: Differentiation Strategies
The analysis of current strategy and competitor analysis you conducted last module impressed the senior vice president. She now needs you to delve into the brands and analyze them by conducting a business unit analysis and presenting your findings in a three-part PowerPoint presentation.
Research the Harley-Davidson (H-D) Web site for each brand, and review the annual report for relevant details of the size, scope, target market, services and amenities, and other salient points of differentiation. Include these details in Part I of your PowerPoint presentation.
From the research and analysis of the business units, identify:
· A description of each brand or business unit that provides a clear picture of the brand and its place in the overall portfolio of Harley-Davidson.
· The target market of each brand.
· How the brands are alike and how they differ.
· A preliminary analysis of any gaps that exist in the portfolio that might lead to opportunities to add to the brands.
· Your analysis of possible merger / acquisition / joint venture possibilities and what would be achieved or accomplished through the merger / acquisition / joint venture.
Part II: SWOT Analysis
Perform a SWOT analysis for Harley-Davidson and include this information in Part II of your PowerPoint presentation.
· Based on the internal analyses of the SWOT analysis; assess the functional areas, resources, capabilities, and strengths H-D possesses. Please be sure to cover the following functional areas in your assessment:
· Marketing: New product development, integrated marketing planning, marketing communications, and building customer loyalty.
· Operations: Quality, service, and consistent execution.
· Human Resources: Hiring, training, developing talent, and performance planning. Avoided law suits and bad PR due to its hiring practices. Is ethical in its HR practices.
· Executive Leadership: Industry knowledge and experience, vision about where the industry is heading, and strategy execution.
· Supply Chain Optimization: Strategic sourcing of input, vendor management, integrated IS, and joint forecasting with suppliers.
· Corporate Responsibility and Ethics: Concern for corporate citizenship and the environment. Present any potential ethical concerns as well.
· Safety and Quality: How the motorcycle industry is dealing with safety and quality issues.
Part III: Growth and Profitability Strategies
In addition, the executive board is interested in your ideas about bold strategies for the future. The strategies you recommend will have to contribute to growth and profitability, as outlined in the Annual Report.
You will want to pay special attention to exploring vertical integration, strategic alliances, and the internal growth of new brands entering new geographic markets, and/or ...
Running head PROPOSAL 1PROPOSAL4Proposal .docx
Running head: PROPOSAL 1
PROPOSAL4
Proposal for Organizational Learning Issues
Penny Williams
HRM 562: Developing a Learning Organization
Dr. Allan Beck
August 26, 2019
Proposal for Organizational Learning Issues
All firms tend to face a wide range of challenges. These challenges hinder the effective delivery of services and objectives. In the organization transition management, some specific concerns in ABC Company have risen threatening the existential integrity of the organization. It is important to note that all firms have goals that determine the courses of their operations. It is also critical to observe that within the organization and among the different ranks of the workers in ABC there are different levels of understanding when it comes to the organizational goals. A good example to illustrate this disparity is the fact that the executives and the top management may understand or have a clear sight of the destination while the junior workers have a hazy blurred sight of the target. In fact, some might not even goals at all. As a result, these workers will operate like rudderless ships and consequently there is a loss of focus and poor productivity in general (Cameron & Green, 2017).
Secondly, different firms have different training systems tasked with the primary role of preparing the workers to tackle their tasks and enhance the achievement of the firm’s objectives r goals. In the case of ABC Company, it is vividly clear that the organization has a sophisticated training system that is preventing the firm from achieving human resource demands. In such circumstances, employees and staff fail to come to terms with the goals of training that the organization is championing for. This has had a tremendous impact on the quality of production. Finally, the is the lack of teamwork amongst workers. This is further fueled by the lack of understanding the importance as well as the value of teamwork which presents a concern with the best interest of the organization at heart. For ABC to develop and serve the proper functions and goals that are set out to be achieved, there must be an assessment of the concerns addressed to set up an avenue for better and prosperous organizational future.
With regard to the issues raised, it is recommended that the organization pioneers and invests in helping its workers understand the organizational goals of the workers across the different ranks. Most importantly the junior workers must show a clear understanding of the direction that the organization is striving to take as well as a pre-conceived destination or direction. The best approach to accomplish this is to improve communication channels and standards among the leaders of the firm and the employees. When leaders create a communication barrier between the administration and the workers which can be characterized as a one-way communication or a top to bottom type of communication, it becomes difficult for the provision of the reverse type o ...
Learning outcomes assessed within this piece of work as agreed.docx
Learning outcomes assessed within this piece of work as agreed at the programme level meeting
Knowledge: Critically evaluate an in-depth aspect of HRM practice, aligned to a specific problem-based scenario.
Intellectual/transferrable: Application of different types of resources (e.g. scholarly articles and case examples) to support recommendations aimed at resolving human resource management problems within an organisational context.
Type of assessment:
Individual report
Assessment deadline:
26/3/2017 (TBC)Instructions for assessment
You are required to produce an individual report (3,000 words) based on a given HRM case scenario exploring and proposing recommendations to resolve the key HRM issues highlighted in the case scenario, together with an outline implementation on plan to support your recommendations.
You are able to choose from one of three case scenarios as the basis for your report. You will find the case scenarios at the end of this assessment brief, together with the marking rubric. This information is also available on Moodle, together with some examples of previous assessment, so you get a better understanding of the expectations.The word limit for this assessment is 3,000 words, excluding references
How will we support you with your assessment?
• Seminars designed to help you practise the skills you will need to be successful in the assessment
• Formative feedback on a draft of your report outline (provided by your Seminar Tutor after reading week)
• Links to the assessment throughout your seminars
• Examples of previous coursework discussed in seminars, as well as extracts of coursework on Moodle from different grade boundaries where available
How will your work be assessed?
Your work will be assessed by a subject expert who will use the marking rubric provided on Moodle. When you access your marked work it is important that you reflect on the feedback so that you can use it to improve future assignments.
Referencing
You MUST use the Harvard System.
Case scenarios
N.B. Please refer to the guidance notes on Moodle when choosing a case scenario for your assignment. You only need to choose one of the case scenarios below for your individual report.
Case scenario 1 – Age Diversity in a High Performance Car Design and Manufacturing Company
WWBM Luxury Cars is a multi-national car design and manufacturing company. It currently employs 80,000 employees worldwide and operates in 80 different countries. Although the organization has placed increasing emphasis on diversity in recent years, it recognizes that that there is still more that can be done to be recognised as an exemplar organization. .
WWBM Luxury Cars is becoming more aware of the issues relating to age diversity, given the changing demographics amongst the global workforce. The average age of its current employees is relatively high, 48 years. However the average age of employees in some of the more specialist technical roles is much higher. The organi ...
HRM Planning Final Paper.rv2
This document outlines a human resource management plan for Motors and More, Inc. It includes sections on the company background, HR strategic plan, staffing strategy, total rewards strategy, training and development strategy, performance management strategy, and HRIS. The company is experiencing rapid growth and will need to expand its workforce significantly and develop its first HR department. The HR strategic plan focuses on developing the HR department, recruiting and retaining a more diverse workforce, and integrating HR concepts throughout the company.
Blank check ...
What if resources were not a constraint? If managers were free to dream and act big without worrying about busting their budgets, they would be limited not by resources, but by their imagination. We believe that business leaders can unleash tremendous untapped potential by unshackling their people and their businesses from resource constraints.
Assignment 1IV. Total Rewards Strategy [Describe the stra.docx
Motors and More is experiencing labor shortages and needs to increase production by 96%. As the new HR director, the student is tasked with designing the HR department to support this growing company. The student develops a typical HR department structure with units for staffing, training, compensation, and employee relations. For Motors and More, the student combines some roles to reduce headcount. The student also identifies HR practices needed to support the company's prospector strategy of growth, innovation, and being first to market. This includes developing a staffing plan to acquire new employees and a training plan to develop existing employees' skills.
Advisory note on 'organizational culture' of DND
In response to the problems stated above and the improvement of organizational culture of the company, I, as a Business Advisor of DND have proposed some of the solutions and steps which should be implemented and also certain things which have to be kept in mind while improving the organizational culture in my main solution part. Some of my proposals include that the company should have personnel communication with its employees, like informal communication should be there between the employees and employers.
Source: https://www.managementolympiad.org/nmo-2020-bcs/NMO-1944-saurav-gohain.html
Getting talent on the right track
1) Getting talent on the right track requires a long term talent strategy rather than quick fixes, which can perpetuate a cycle of catching one's own tail.
2) Building a robust talent bench through a 5+ year strategy that identifies critical capabilities and allows flexibility is key to absorbing short term issues.
3) Developing a talent culture through leadership commitment, measurement, and forums for discussing talent can help ensure the right people are identified and developed for key roles.
NTHEMIND OF GREATCOMPANIESBy Scott BlanchardThe.docx
NTHE
MIND OF GREAT
COMPANIES?
By Scott Blanchard
T
he old saying, "money isn't
everything," rings hollow in
today's business world.
where rninute-by-minute
stock quotes scroll across
our computer monitors, and
careers are won or lost based
on Wall Street's analysis of a
company's perforniance. Throw in giob-
al competition, outdated products and
services, increased costs, corporate silos
and other business challenges, and it's
no wonder that tnatiy of today's compa-
nies focus solely on their bottom line,
ofteti at the expense of customer service
and employee satisfaction.
It need not be this way. Great compa
nies focus on more than one bottom
line when gauging their perforniance.
Ttiey choose to be not only the invest-
ment of choice, but also the provider of
choice for their products or services, as
well as the employer of choice for work-
ers in their industry. By looking beyond
immediate, short term results and focus-
ing on strategies to make their compa-
nies successful for the long-term, they
recognize challenges sooner, identify
solutions more quickly and deliver re-
sults ahead of their competitors. In short,
they learn to lead at a higher level.
A clear warning sign that your busi-
ness is trapped in a short-term mindset
is the presence of an "either/or" philoso-
phy. Managers either believe they can
achieve profitability or they can develop
a great workplace, but not both. These
leaders don't always take morale and job
satisfaction into consideration. Their
focus is only their financial bottom line.
From there, it's a short leap to the false
notion tlrat making money is the sole
reason to be in business.
A NEW APPROACH
Contrary to the either/or philosophy,
leading at a higher level requires man-
agers to embrace a "both/and" approach.
In great companies, the development of
people is of equal importance to finan-
cial performance. As a result, the focus
is on long-term results and human satis-
faction. Accordingly, great companies
begin by both creating and nurturing a
vision of the future, and then measuring
progress against that vision.
There are three questions to ask,
which represent the main components
of a corporate vision. By focusing on
these questions, companies are more
likely to ensure they don't lose sight of
their path to success. They are:
• What business are you in? This will
help you identify your company's signif-
icant purpose.
• What will the future look like if you
are successful?
• What guides your behavior and deci-
sions on a daily basis? This will help
you identify clear values.
Great companies keep al! three of
these ideas clearly in mind and make
necessary course corrections when they
realize they are off track.
The next step is to create a corporate
culture that both reflects and reinforces
the corporate vision. The culture con-
sists of the values, attitudes, beliefs,
behaviors and practices of the organiza-
tion's members. Culture is an organiza-
tion's personality, and it can help or hin-
.
Direct Sourcing Case Study
The document discusses Mount Royal Software Development's hiring strategies, including directly sourcing candidates, employer branding campaigns, addressing barriers like geographical restrictions with remote work options, and developing a benefits package to appeal to women in order to address the underrepresentation of women in software engineering roles. The company is looking to hire more women and has identified some potential barriers to address in their hiring process.
Discussion 1QuestionWhy is it important for HR management to.docx
Discussion 1:
Question:
Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?
The main difference between HR management being administrative or strategic is that administrative is reactive and strategic is proactive. It is important to make the human resource management strategic for a variety of reasons such as employee retention, avoiding breaches of the law/policies, and creating a competitive edge.
Some ways to build a strategic HR management system is by pre-planning and goal setting. It consists of shaping current employees into the future leaders of the company. This shows them that they are capable of moving up in the company, which in turn will increase retention rates. Having these experienced employees would give the company a more competitive edge.
It also pre-plans for any type of sexual/race/ethnic issues that could arise to protect the company. Rather than putting rules in place after issues arrive, it builds a protocol. These types of managements are prepared for laws and base policies in line with them. This helps companies not have any breaches of the law. This also helps them deal with issues in a timely manner, since the protocol is already in place.
A strategic human resource management team will have company goals written out. This will ensure that everyone in the company will be working towards the same big picture. Every team member knows the big goal and can set personal goals to help the team. This will increase productivity and prevent people from feeling stale and underappreciated at work. The company can also find a way to celebrate the smaller goals so that employee work is credited. Appreciated employees always work better. Basically, a strategic human resource management is prepared and helps keep the company safe and running in the most productive manner.
Discussion 2:
Question:
Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?
In any organization Human resource department forms an important pillar for attracting, retaining and nurturing the talent thus making it a thriving force behind organization growth. For any organization people management is the core and main foray, if the HR department if properly organized makes the organization function properly and push across to reach new scaling heights. Let’s consider the companies the major innovators like Google, 3M and Facebook have reached the top rung of the ladder as technological and product innovators only because these companies have lot of talented people and management of them nurturing and keeping them motivated with all the necessary things is main challenge and they have successfully overcome it making them leaders on their respective domain.
Human Resource administration plays a key role to transform the company both operational and administrative aspect wise making a market ...
Running Head STAFFING THE HR DEPARTMENT 1STAFFING THE HR DEPA.docx
Running Head: STAFFING THE HR DEPARTMENT 1
STAFFING THE HR DEPARTMENT 2
Staffing the HR Department
Delores Blango
Dr. Thomas Hennefer
HRM-599 Capstone
May 19, 2018
Introduction
Victory Limited is a company that offers Information Technology solutions to its clients. Over the years, the company has been a role model in the industry which had translated into sales and profitability. However, as the company seeks to expand its horizon, the labor force is incompetently characterized by inefficiency. This occurrence is associated with the weak Human Resource Department in the company. In this research, the focus is on how the Human Resource Department in the company can be improved to ensure the realization of the company's objective of creativity, innovation, and transformation. As an attempt to achieve a competent human resource department, this study outlines critical Human Resource duties which should be pursued to realize the aspirations of the company. Moreover, there is the development of an elaborate job description to ensure highly competent individuals are selected for the Human Resource positions. Similarly, the research provides a recommendation on the recruitment and selection techniques which should be deployed to ensure the acquisition of highly competent individuals in the company. As the study comes to an end, a benefits package is formulated. The basis for the selection of a benefits package is that it will promote the return of investment in the company.
Human Resource Functions
The Human Resource department is the heart of the company which ensures all business operations are undertaken productively and effectively. As discussed above, Victory Limited has an undermined Human Resource Department which adversely affects the efficacy of the company. As the company seeks to achieve the growth trajectory aspired in the company, there is the need for the incorporation of essential HR functions in the Human Resource Department as discussed below:
The first critical function which should be integrated is the recruitment and selection duties. Recruitment is an essential aspect of a company as it ensures that highly competent individuals are selected to contribute to the realization of business objectives (Ryan, 2016). By incorporating the recruitment process at Victory Limited, the company can attract an array of vital knowledge and skills necessary for the company to grow and scale to greater heights. Additionally, the integration of the selection process in the company allows the accurate validation of applicants which translates to the selection of capable employees in the company (Gavrel, 2015). In the long term, this strategy enhances business productivity, creativity, and innovation which foster the cornerstones of the company.
Training is another Human Resource duty which should be integrated into the Human Resource Department of Victory Limited. Training is the systematic approach to informing new employees of ...
Succession planning
Succession planning is important for organizations to ensure continuity and sustainability, especially as demographics change. Faiyaz Group addresses succession planning through a systematic internal process. They identify critical positions, assess employees' competencies, find and evaluate potential successors, document succession plans, and evaluate effectiveness. The process focuses on developing current employees and includes identifying risks, competency profiling, interviews, and feedback. Succession management helps Faiyaz Group align talent with strategy to meet objectives over time.
HRM600 MBA CapstoneTEAM CHARTERI. Team InformationTEAM .docx
Provides administrative support to the department;
coordinates schedules, meetings, travel,
conferences, etc.; maintains records and fi les; orders supplies;
provides clerical support such as copying,
fi ling, mailing, etc.
Compensation or Benefi ts
Possible job titles: Compensation manager, benefi ts manager,
compensation analyst or specialist, benefi ts
specialist
Roles/responsibilities
- Conducts job analysis and develops job descriptions.
- Designs and administers pay structures (pay grades and pay
ranges) and variable pay programs.
- Conducts salary surveys and participates in salary budgeting.
- Designs and administers benefi ts programs.
- Ens
BSBHRM501 Manage Human Resource Services.docx
This document discusses the human resource management needs and strategies for a medium-sized organization in Brisbane, Australia. It identifies key roles in HR including the HR manager and line managers. It also discusses recruiting, training, retaining employees, diversity considerations, and ensuring strategies comply with legislation and ethics. A cost-benefit analysis found investments in recruitment and training would provide high returns on investment through increased employee retention and satisfaction.
Alz Jan News
The document discusses six key factors for assessing an organization's health and success:
1. Success and reputation - how the organization defines and communicates success internally
2. Leadership - ensuring leaders communicate frequently and link actions to business conditions
3. Challenging work - ensuring employees' work is appropriately challenging through feedback mechanisms
4. Opportunities for growth - having promotion processes and celebrating promotions
5. Total rewards - communicating a philosophy around various reward programs, not just compensation
6. Sense of community - creating frameworks and culture to foster trust and common purpose among employees
The document advocates reviewing these factors, especially during economic uncertainty, to strengthen organizational foundations.
Similar to Argosy b6032 module 1 assignment 3 case study merger and acquisition new (20)
Assignment 2 LASA 1 Business Unit Analysis Directions Cr.docx
Assignment 2 LASA 1 Business Unit Analysis Directions Cr.docx
Learning outcomes assessed within this piece of work as agreed.docx
Learning outcomes assessed within this piece of work as agreed.docx
Assignment 1IV. Total Rewards Strategy [Describe the stra.docx
Assignment 1IV. Total Rewards Strategy [Describe the stra.docx
NTHEMIND OF GREATCOMPANIESBy Scott BlanchardThe.docx
NTHEMIND OF GREATCOMPANIESBy Scott BlanchardThe.docx
Discussion 1QuestionWhy is it important for HR management to.docx
Discussion 1QuestionWhy is it important for HR management to.docx
Running Head STAFFING THE HR DEPARTMENT 1STAFFING THE HR DEPA.docx
Running Head STAFFING THE HR DEPARTMENT 1STAFFING THE HR DEPA.docx
HRM600 MBA CapstoneTEAM CHARTERI. Team InformationTEAM .docx
HRM600 MBA CapstoneTEAM CHARTERI. Team InformationTEAM .docx
More from olivergeorg
Uop hcs 131 week 4 teamwork speech new
uop hcs 131 week 4 consumer relations bulletina,hcs 131 week 4 teamwork speech,hcs 131 week 4 weekly summary,uop hcs 131 week 4,hcs 131 week 4,uop hcs 131 week 4 tutorial,uop hcs 131 week 4 assignment,uop hcs 131 week 4 help
Hcr 240 week 9 final project putting it all together
uop hcr 240 week 9,uop hcr 240 week 9,uop hcr 240,uop hcr 240 week 9 tutorial,uop hcr 240 week 9 assignment,uop hcr 240 week 9 help,uop hcr 240 week 9 capstone dq,hcr 240 week 9 final project putting it all together
Uop mkt 571 final exam guide
mkt 571 new,uop mkt 571 new,uop mkt 571 new complete course,uop mkt 571 new entire course,mkt 571 final exam guide new 2018 new,uop mkt 571 new week 1,uop mkt 571 new week 2,uop mkt 571 new week 3,uop mkt 571 new week 4,uop mkt 571 new week 5,uop mkt 571 new week 6,uop mkt 571 new tutorials,mkt 571 new assignments,mkt 571 new help
Devry ecet 105 week 7 i lab add subtractor using flip-flops new
ecet 105 week 7 homework new,ecet 105 week 7 ilab add-subtractor using flip-flops new,devry ecet 105,ecet 105,devry ecet 105 week 7 tutorial,ecet 105 week 7 assignment,devry ecet 105 week 7 help
Devry ecet 105 week 7 i lab add
ecet 105 week 7 homework new,ecet 105 week 7 ilab add-subtractor using flip-flops new,devry ecet 105,ecet 105,devry ecet 105 week 7 tutorial,ecet 105 week 7 assignment,devry ecet 105 week 7 help
Devry ecet 105 week 3 i lab introduction to digital logic gates new
ecet 105 week 3 homework new,ecet 105 week 3 ilab introduction to digital logic gates new,devry ecet 105,ecet 105,devry ecet 105 week 3 tutorial,ecet 105 week 3 assignment,devry ecet 105 week 3 help
Devry ecet 105 week 2 i lab soldering techniques and the electronic die kit new
ecet 105 week 2 homework new,ecet 105 week 2 ilab soldering techniques and the electronic die kit new,devry ecet 105,ecet 105,devry ecet 105 week 2 tutorial,ecet 105 week 2 assignment,devry ecet 105 week 2 help
Ash ece 430 week 2 journal new
ece 430 week 2 assignment lesson plan new,ece 430 week 2 discussion 1 week two case study analysis new,ece 430 week 2 discussion 2 lesson planning new,ece 430 week 2 journal new,ash ece 430,ece 430,ash ece 430 week 2 tutorial,ece 430 week 2 assignment,ash ece 430 week 2 help
Ash ece 430 week 2 assignment lesson plan new
ece 430 week 2 assignment lesson plan new,ece 430 week 2 discussion 1 week two case study analysis new,ece 430 week 2 discussion 2 lesson planning new,ece 430 week 2 journal new,ash ece 430,ece 430,ash ece 430 week 2 tutorial,ece 430 week 2 assignment,ash ece 430 week 2 help
Ash ece 430 week 1 reflective journal new
ece 430 week 1 discussion 1 case study analysis new,ece 430 week 1 discussion 2 developmentally appropriate practice new,ece 430 week 1 reflective journal new,ash ece 430,ece 430,ash ece 430 week 1 tutorial,ece 430 week 1 assignment,ash ece 430 week 1 help
Ese 633 week 6 final paper
ash ese 633 week 6 final paper,ash ese 633 week 6 dq 2 creating a collaborative school culture,ash ese 633 week 6 dq 1 course reflection discussion,ash ese 633 week 6,ese 633 week 6,ash ese 633,ese 633,ash ese 633 week 6 tutorial,ash ese 633 week 6 assignment,ash ese 633 week 6 help
Ese 633 week 6 dq 1 course reflection discussion
This document discusses creating a collaborative school culture through establishing shared goals and values, continuous learning, and collaborative relationships. It recommends evaluating the school's current performance, setting a long-term goal for improving culture, and establishing short-term objectives. Examples of factors that contribute to positive culture include shared purpose, norms of improvement, and collaborative relationships. The document instructs students to reflect on what they've learned and develop one long-term goal for their school culture along with four short-term objectives, and to explain how special education teams and administrators will contribute to the overall goal.
Str 581 week 4 individual capstone final exam part 2 new
This document contains a 10-question multiple choice exam on topics related to finance and accounting. The questions cover topics such as calculating net operating income, identifying types of mergers, evaluating compliance with the Sarbanes-Oxley Act, and calculating financial ratios. Correct answers are provided for each question.
Str 581 week 2 individual capstone final exam part 1 new
str 581 week 2 individual assignment research proposal,str 581 week 2 learning team activity innovation strategy,uop str 581 week 2,str 581 week 2,uop str 581 week 2 tutorial,uop str 581 week 2 assignment,uop str 581 week 2 help
Srm 320 week 5 final proposal
ash srm 320 week 5 final proposal,ash srm 320 week 5 dq 1,ash srm 320 week 5 dq 2,ash srm 320 new week 5,ash srm 320,ash srm 320 week 5 tutorial,ash srm 320 week 5 assignment,ash srm 320 week 5 help
Srm 320 week 1 quiz
ash srm 320 week 1 dq 1,ash srm 320 week 1 dq 2,ash srm 320 week 1 quiz,ash srm 320 week 1,ash srm 320week 1,ash srm 320,ash srm 320 week 1 tutorial,ash srm 320 week 1 assignment,ash srm 320 week 1 help
Ash srm 320 week 4 quiz
ash srm 320 week 4 dq 1,ash srm 320 week 4 dq 2,ash srm 320 week 4 quiz,ash srm 320 week 4,ash srm 320,ash srm 320 week 4 tutorial,ash srm 320 week 4 assignment,ash srm 320 week 4 help
Ash srm 320 week 3 quiz
ash srm 320 week 3 dq 1,ash srm 320 week 3 dq 2,ash srm 320 week 3 explaining management decisions,ash srm 320 week 3 quiz,ash srm 320 week 3,ash srm 320week 3,ash srm 320,ash srm 320 week 3 tutorial,ash srm 320 week 3 assignment,ash srm 320 week 3 help
ACCT 212 entire course new
devryacct 212 entire course with final,acct 212,devry acct 212,devry acct 212 complete course,devry acct 212 entire course,devry acct 212 week 1,devry acct 212 week2,devry acct 212 week 3,devry acct 212 week 4,devry acct 212 week 5,devry acct 212 tutorials,devry acct 212 assignments,acct 212 help
Acct 212 final exam
devryacct 212 entire course with final,acct 212,devry acct 212,devry acct 212 complete course,devry acct 212 entire course,devry acct 212 week 1,devry acct 212 week2,devry acct 212 week 3,devry acct 212 week 4,devry acct 212 week 5,devry acct 212 tutorials,devry acct 212 assignments,acct 212 help
More from olivergeorg (20)
Hcr 240 week 9 final project putting it all together
Hcr 240 week 9 final project putting it all together
Devry ecet 105 week 7 i lab add subtractor using flip-flops new
Devry ecet 105 week 7 i lab add subtractor using flip-flops new
Devry ecet 105 week 3 i lab introduction to digital logic gates new
Devry ecet 105 week 3 i lab introduction to digital logic gates new
Devry ecet 105 week 2 i lab soldering techniques and the electronic die kit new
Devry ecet 105 week 2 i lab soldering techniques and the electronic die kit new
Str 581 week 4 individual capstone final exam part 2 new
Str 581 week 4 individual capstone final exam part 2 new
Str 581 week 2 individual capstone final exam part 1 new
Str 581 week 2 individual capstone final exam part 1 new
Recently uploaded
220711130083 SUBHASHREE RAKSHIT Internet resources for social science
Internet resources for social science
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
A Visual Guide to 1 Samuel | A Tale of Two Hearts
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
Bossa N’ Roll Records by Ismael Vazquez.
Bossa N Roll Records presentation by Izzy Vazquez for Music Retail and Distribution class at Full Sail University
Educational Technology in the Health Sciences
Plenary presentation at the NTTC Inter-university Workshop, 18 June 2024, Manila Prince Hotel.
Accounting for Restricted Grants When and How To Record Properly
In this webinar, member learned how to stay in compliance with generally accepted accounting principles (GAAP) for restricted grants.
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
INDIA`S OWN LITERARY GENIUS MR.KHUSHWANT SINGH WAS TRULY A VERY BRAVE SOUL AND WAS AWARDED WITH THE MAGIC OF WORDS BY GOD.
How to Manage Reception Report in Odoo 17
A business may deal with both sales and purchases occasionally. They buy things from vendors and then sell them to their customers. Such dealings can be confusing at times. Because multiple clients may inquire about the same product at the same time, after purchasing those products, customers must be assigned to them. Odoo has a tool called Reception Report that can be used to complete this assignment. By enabling this, a reception report comes automatically after confirming a receipt, from which we can assign products to orders.
HYPERTENSION - SLIDE SHARE PRESENTATION.
IT WILL BE HELPFULL FOR THE NUSING STUDENTS
IT FOCUSED ON MEDICAL MANAGEMENT AND NURSING MANAGEMENT.
HIGHLIGHTS ON HEALTH EDUCATION.
How to Setup Default Value for a Field in Odoo 17
In Odoo, we can set a default value for a field during the creation of a record for a model. We have many methods in odoo for setting a default value to the field.
Recently uploaded (20)
220711130083 SUBHASHREE RAKSHIT Internet resources for social science
220711130083 SUBHASHREE RAKSHIT Internet resources for social science
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
Accounting for Restricted Grants When and How To Record Properly
Accounting for Restricted Grants When and How To Record Properly
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
Argosy b6032 module 1 assignment 3 case study merger and acquisition new
- 1. ARGOSY B6032 Module 1 Assignment 3 Case Study Merger and Acquisition NEW Check this A+ tutorial guideline at http://www.uopassignments.com/b6032- argosy/b6032-module-1-assignment-3-case-study- merger-and-acquisition-recent For more classes visit http://www.uopassignments.com/ Throughout this course, you will review scenarios involving Company A, which has been acquired by Company B. Company A was founded in 1956 in Mobile, Alabama. The average age of its workforce is 57 and it is comprised of 40% Caucasian and 85% male. Company B was founded in 1997 in San Francisco, California. The average age of its workforce is 35 and it is comprised of 45% Caucasian and 50% male. These two companies have been staunch competitors in the marketplace for several years and the employees of Company A are resentful of integrating with their former rival. There are many strategic and ethical challenges involved in this acquisition. A few of the goals of the acquisition project are listed below:
- 2. Managing the Communication and Information Sharing: The company wants to keep employees informed of how the acquisition will impact them. The company wants to be sure that they provide enough information to satisfy the employees, but not provide so much that the employees feel overwhelmed. The company wants to be sure that the timing of the communication matches their execution of the changes within the two organizations. Managing the Consolidation and Changes: There is no doubt that there will be layoffs as a result of the acquisition. The company wants to do what is best for the acquisition in a way that inflicts the least amount of harm to the existing employees. The company wants to make the decisions about who to layoff in the fairest way possible. The company wants to try and limit exposure to potential discrimination (age and gender) stemming from the layoffs. Managing the Relocations of Some the Employees:
- 3. Another impact of acquisitions is that employees may be asked to relocate in order to maintain employment in the newly formed organization. The company wants to manage the expenses and potential disruption with the relocations. The company wants to assess relocations verses hiring new employees locally. Let us look at the role and responsibilities of HR managers regarding managing the company’s goals related to the recent acquisition. Instructions: You have a wide variety of employees encompassing different ages, genders, and ethnic backgrounds represented in these two companies. As a Strategic HR Director, your goal is to create a workforce that will effectively move the newly formed company forward. Now, address the following issues: Identify all of the information you would need to effectively manage the three goals above.
- 4. Identify the challenges and potential issues related to implementing the three goals above. Develop recommendations for strategies to address these challenges and help the newly formed company meet its goals. Write a five-to-seven-page report in Word format. Apply APA standards to citation of sources. Use the following file naming convention: LastnameFirstInitial_M1_A3.doc. For example, if your name is John Smith, your document will be named SmithJ_M1_A3.doc.