Mark Jones, a Production Manager, has been transferred from the manufacturing plant in his hometown of Chicago to his company's overseas manufacturing plant in Osaka, Japan.
This document provides an overview and description of the HRM 310 Complete Class course offered by hwcampus.com. The course consists of 5 weekly modules that cover topics related to change management. Each week includes individual and team assignments, discussion questions, and a final exam. The assignments involve analyzing organizational changes, developing change management plans and proposals, communicating change to employees, and implementing and evaluating the change process.
This document contains an archive file for the BUS 434 Entire Course. The archive includes discussion questions, papers, quizzes for each of the 5 weeks of the course. It covers topics like compensation systems, job descriptions, performance evaluations, executive compensation, and benefit packages. It also includes links to additional tutorials and resources.
This document provides guidance on writing job descriptions for administrative staff positions. It covers key sections of a job description including position information, knowledge/skills/abilities, job duties, and physical requirements. For each section, the guide lists what information should be included and provides examples. It also includes two appendices with a list of common action verbs and instructions for calculating the percentage of time spent on each duty.
This document provides guidance on updating or creating new staff position descriptions in the PeopleAdmin system at Roosevelt University. It outlines the steps to log in to PeopleAdmin, navigate to position management, and update or create a new position description. Key steps include selecting the appropriate position, justifying any changes, updating classification and position details, and entering job duties before submitting for approval workflow. The guide aims to standardize position descriptions in accordance with HR guidelines.
Geb4220 cbe section 01cbe managing a diverse workforce (11 weeks) carnit1
The document provides instructions for developing a section of a training guide on gender diversity in the workplace. The training guide section should include: an introduction to gender diversity in the workforce, descriptions of existing legal protections and what they cover and their limitations, a discussion of the Equal Employment Opportunity Commission and its role in protecting gender diversity, an explanation of how a company's global expansion may affect its gender diversity strategy with an example, and illustrations of why effective diversity planning is important for a global company and the role of ethics in planning and implementation. Examples of strategies for conducting business and managing a diverse global workforce should also be provided. The training guide section must be 2-3 pages and follow proper writing conventions.
This document provides information about assignments for the ISCOM 305 class, including:
- Assignments cover topics like the importance of operations management, new hire training programs, forecasting, quality tools, supply chain management, and lean production.
- Assignments involve writing papers, creating presentations, developing training modules, and applying course concepts to case studies for companies like Apple, Legoland, and Toyota.
- Students must address topics like new product development, process improvement, inventory management, and aggregate planning for hypothetical products and companies. Academic references and APA formatting are required.
- Additional resources are provided on the instructor's website for more information on class assignments.
Situational Judgement Test - Preparation Guide Part #1JobTestPrep
JobTestPrep's introduction to Situational Judgement Tests (SJTs). This is the first tutorial in a series of three, each covering a different aspect to help you pass Situational Judgement Tests. The entire series is found in our online SJT practice packs. Free SJT test online : http://www.jobtestprep.co.uk/practice_situational_judgement
This document contains an assessment with specifications for a job position. It includes:
1) A consultation with an HR specialist to establish job requirements and ensure work is allocated appropriately.
2) A work plan template outlining the employee's weekly tasks, timeline, and key performance indicators.
3) A risk analysis identifying potential risks like costs exceeding budget, poor quality work, and data security breaches. Mitigation strategies are proposed.
4) A list of training steps for the employee including orientation, apprenticeship, and evaluation.
5) A description of how performance will be continuously reviewed against goals using feedback.
This document provides an overview and description of the HRM 310 Complete Class course offered by hwcampus.com. The course consists of 5 weekly modules that cover topics related to change management. Each week includes individual and team assignments, discussion questions, and a final exam. The assignments involve analyzing organizational changes, developing change management plans and proposals, communicating change to employees, and implementing and evaluating the change process.
This document contains an archive file for the BUS 434 Entire Course. The archive includes discussion questions, papers, quizzes for each of the 5 weeks of the course. It covers topics like compensation systems, job descriptions, performance evaluations, executive compensation, and benefit packages. It also includes links to additional tutorials and resources.
This document provides guidance on writing job descriptions for administrative staff positions. It covers key sections of a job description including position information, knowledge/skills/abilities, job duties, and physical requirements. For each section, the guide lists what information should be included and provides examples. It also includes two appendices with a list of common action verbs and instructions for calculating the percentage of time spent on each duty.
This document provides guidance on updating or creating new staff position descriptions in the PeopleAdmin system at Roosevelt University. It outlines the steps to log in to PeopleAdmin, navigate to position management, and update or create a new position description. Key steps include selecting the appropriate position, justifying any changes, updating classification and position details, and entering job duties before submitting for approval workflow. The guide aims to standardize position descriptions in accordance with HR guidelines.
Geb4220 cbe section 01cbe managing a diverse workforce (11 weeks) carnit1
The document provides instructions for developing a section of a training guide on gender diversity in the workplace. The training guide section should include: an introduction to gender diversity in the workforce, descriptions of existing legal protections and what they cover and their limitations, a discussion of the Equal Employment Opportunity Commission and its role in protecting gender diversity, an explanation of how a company's global expansion may affect its gender diversity strategy with an example, and illustrations of why effective diversity planning is important for a global company and the role of ethics in planning and implementation. Examples of strategies for conducting business and managing a diverse global workforce should also be provided. The training guide section must be 2-3 pages and follow proper writing conventions.
This document provides information about assignments for the ISCOM 305 class, including:
- Assignments cover topics like the importance of operations management, new hire training programs, forecasting, quality tools, supply chain management, and lean production.
- Assignments involve writing papers, creating presentations, developing training modules, and applying course concepts to case studies for companies like Apple, Legoland, and Toyota.
- Students must address topics like new product development, process improvement, inventory management, and aggregate planning for hypothetical products and companies. Academic references and APA formatting are required.
- Additional resources are provided on the instructor's website for more information on class assignments.
Situational Judgement Test - Preparation Guide Part #1JobTestPrep
JobTestPrep's introduction to Situational Judgement Tests (SJTs). This is the first tutorial in a series of three, each covering a different aspect to help you pass Situational Judgement Tests. The entire series is found in our online SJT practice packs. Free SJT test online : http://www.jobtestprep.co.uk/practice_situational_judgement
This document contains an assessment with specifications for a job position. It includes:
1) A consultation with an HR specialist to establish job requirements and ensure work is allocated appropriately.
2) A work plan template outlining the employee's weekly tasks, timeline, and key performance indicators.
3) A risk analysis identifying potential risks like costs exceeding budget, poor quality work, and data security breaches. Mitigation strategies are proposed.
4) A list of training steps for the employee including orientation, apprenticeship, and evaluation.
5) A description of how performance will be continuously reviewed against goals using feedback.
FOR MORE CLASSES VISIT
www.iscom305outlet.com
ISCOM 305 Assignment Week 1 Importance of Operations Paper
ISCOM 305 Assignment Week 2 Scenario and Topic Approval
Sir/ Madam
We are voted No. 1 in delivering best quality MBA Assignment help and MBA Project help and MBA subject coaching. We have a team of professor to guide you in your MBA assignment, MBA Project and MBA subject coaching.
We support for entire National level and International level MBA Assignment, MBA Project and MBA Subject coaching.
Please call as at our mobile no. 9025810064 or mail us in palaniappanmail@gmail.com to solve your queries. We provide this support in 24 x 7 services.
Let me know if anyone having any queries.
Thanks
Prof.N.Palaniappan.,MBA., MCom.,MPhil.,(PhD),
Mail:- palaniappanmail@gmail.com
MBA Assignment and Project Consultant
Director- Knowledge Point
Ph:-9025810064
This document provides an overview of the BUS 644 entire course on operations management from 2013. It includes weekly discussion questions, assignments, and a final paper based on a case study from the textbook. Some key points:
- The course covers topics like productivity, quality management, forecasting, capacity planning, inventory systems, and just-in-time manufacturing.
- Weekly assignments involve analyzing case studies on companies and answering questions about operations issues.
- The final paper focuses on the "Space Age Furniture Company" case study and answering questions about scheduling procedures and MRP/inventory systems.
In this file, you can ref useful information about performance appraisal phrase such as performance appraisal phrase methods, performance appraisal phrase tips
Essentials of hrm nmims latest solved assignmentssmumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
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Individual sections d evelopment exercise 4s1170031
A feasibility report examines a problem and its possible solutions to determine how practical the solutions are and what it might cost an organization to implement them. These types of reports are often used within technical organizations regarding product development to determine if any new equipment, resources, or systems are practical and can be implemented successfully. A feasibility report analyzes technological, economic, legal, operational, and scheduling feasibility to help make project decisions.
This document provides an overview of the BUS 620 course titled "Managerial Marketing" offered through the website homeworkmotivator.com. It outlines the weekly topics, discussions, assignments and readings for the 6-week course. The course focuses on key marketing concepts like marketing strategies, buyer behavior, branding, pricing, product development, marketing channels, and developing a comprehensive marketing plan. Students are assigned discussion questions and written assignments each week that involve analyzing case studies and developing strategic recommendations for companies.
This document discusses creating and updating job descriptions. It provides an agenda that covers the purpose and objectives of job descriptions, the components of a job description including position details, knowledge, skills and abilities, qualifications, duties and percentages, and work environment. It then discusses how to navigate the PeopleAdmin system to access and update job descriptions. Key areas covered include defining KSAs, identifying duties and calculating time spent on each, and outlining working conditions.
This document provides instructions and assignments for 14 modules in an AMP 415 accounting course. It includes assignments on preparing financial statements, ratio analysis, budgeting, cost-volume-profit analysis, and pricing strategies. Students are asked to complete spreadsheet assignments, discussions on accounting concepts, and a group assignment analyzing a publicly traded company.
This document outlines the course content and assignments for BUS 660 Contemporary Issues in Organizational Leadership. The course consists of 6 weeks that cover topics such as leadership styles, traits, skills, and theories. Assignments include analyzing case studies on developing leaders at UPS and making changes at a small hospital. Students also write papers on leadership style, traits, and a research paper proposing organizational changes for a struggling company and the leadership needed. Discussion questions address definitions of leadership and examining theories.
Annamalai MBA Human Resource Management 347 Solved Assignment 2019palaniappann
Sir / Madam
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD has 15 years of teaching experience in MBA Business schools. For last fifteen years Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD has taught various subjects from Marketing, Finance, Human Resource Management, Information Systems, International Business and General Specializations. He has written many research papers and case studies.
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD organizes online MBA subject coaching / MBA Assignment help and MBA Project help. Many clients national and international has appreciated Prof.Dr.N.Palaniappan.,MBA., MCom.,MPhil.,PhD for his timely help in the assignments and projects and MBA subject coaching.
You can call him on his mobile no. 9025810064 (whatsapp available) or mail him at palaniappanmail@gmail.com. He does help/guidance for the below question. If urgent or any query’s, Please feel free to call him on his mobile no. 9025810064 (whatsapp available) or do mail on palaniappanmail@gmail.com.
Contact
Prof.Dr.N.Palaniappan.,MBA., MCom.,MPhil.,PhD.
Mail:- palaniappanmail@gmail.com
MBA Subject Coaching/ MBA Assignment/ MBA Project Consultant
Director - Knowledge Point.
Ph:-9025810064 (whatsapp available)
Job redesign refers to changes made to jobs to improve quality or productivity and can include job rotation, enlargement, or enrichment. Effective job redesign focuses on increasing skill variety, task identity, task significance, autonomy, and feedback for workers by forming work units, establishing relationships, combining tasks, loading work vertically, and opening feedback channels.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Finc 3304 business finance work the web project part 2 (arnit1
This document provides instructions for the Work the Web project part 2. Students are asked to analyze the financial performance of a company over multiple years by collecting historical financial data, performing trend and ratio analyses, and calculating DuPont analysis ratios. Specifically, students will analyze trends in profitability ratios, compare the company's ratios to competitors' across various categories, and assess the company's return on assets and return on equity based on DuPont analysis components versus industry levels.
The document discusses job design and ways to redesign jobs to motivate employees. It describes key elements of job design like skill variety, task identity, and autonomy. Methods for redesigning jobs include job rotation, job enrichment, flexitime, job sharing, and telecommuting. The document also discusses using various reward programs like variable pay, piece-rate pay, merit-based pay, and profit sharing to motivate employees.
The document describes Job Characteristics Model which proposes that jobs can be described using five core dimensions: skill variety, task identity, task significance, autonomy, and feedback. It discusses ways to redesign jobs using these dimensions, such as job rotation and enrichment, as well as alternative work arrangements like flexitime and telecommuting. The document also covers using rewards to motivate employees through establishing pay structures, variable pay programs, and flexible benefits packages. It concludes with discussing employee involvement programs and intrinsic rewards like recognition programs.
This document discusses performance evaluation and employee development. It defines the purposes of performance evaluation as recognizing strengths and achievements, providing feedback for improvement, and facilitating accountability. It also describes different evaluation methods, challenges with providing feedback, and the importance of feedback for motivation. Diversity training aims to increase understanding of individual differences and confront stereotypes.
The document discusses performance evaluation and employee development. It defines the purposes of performance evaluation as recognizing strengths and achievements, providing feedback, and identifying development needs to help employees improve and advance their careers. It also describes different methods for evaluating performance, such as written essays, critical incidents, and forced comparisons. The importance of feedback for motivation and development is emphasized.
The document discusses a needs assessment that a human resources consulting company will conduct for an automobile dealership. It outlines the assignment, which involves proposing needs assessment tools to determine how to design training programs for the dealership's sales force. It instructs writing a 3-4 page paper discussing the process for conducting the needs assessment, possible impediments and how to overcome them, and how the proposed approach compares to standard practices. It emphasizes that the needs assessment is critical to developing an effective training program.
Review the following scenarioAssume that you have recently be.docxinfantkimber
Review the following scenario:
Assume that you have recently been hired as the director of continuous improvement of a company. You are an outside hire with limited history of the firm and personal capital at the firm, and you are responsible for lean production, total quality management (TQM), six sigma, and best practice implementation.
Lean production means doing more with less, such as less inventory, fewer workers, or less space. A recent trade in quality management is lean six sigma (also known as lean sigma) that integrates six sigma and lean production.
The capacity for which you were hired has existed for three years with a direct line of report to the vice-president of operations and dotted line of report to the head of information technology (IT), the chief information officer (CIO), and the director of internal controls and audit. You are the second person to fill in this position. You have a team of internal consultants; half of your team has six sigma black belt or equivalent capabilities with the remainder having a solid understanding of operations and IT. You also have a budget for two external vendor resources.
You have taken six months to familiarize yourself with the organization and its people, mission, goals, strategy, and structure. In this time, you have also evaluated current operations. At the end of this period, you are assigned to deliver a report identifying the three most promising avenues for achieving best practices within the company. You have already been told that the company suffers from both aging and complex information systems and that your recommendation must include a major upgrade of those systems. The executive officers anticipate major investments in IT over the next several years. Your best practice implementations, coupled with new technology, must be measurable in terms of speed, quality, productivity, and efficiency or other key performance indicators that you identify in your report.
For this assignment, you will choose a company with which you are familiar. You are encouraged to choose a company for which you currently work or have worked, but you may choose some other firm if you believe it will be a compelling analysis.
You may choose one area of the company, such as a manufacturing plant or product design, to focus on if you can make a strong case. Your recommendations should have the following features.
Repeatable: If you “fix” three things in a manufacturing plant, you should be able to tackle the “next” three in iteration.
Scalable: If they work in one plant, they should work in all of them.
Replicable: Your process for improvement should be repeatable in different, disparate parts of the organization.
This is a key initiative at the “C” level, and your recommendation will reach the board of directors.
Your paper must include the following sections:
Strategic Overview
: (1 page)
Provide a brief description of the following elements:
The company, including it ...
FOR MORE CLASSES VISIT
www.iscom305outlet.com
ISCOM 305 Assignment Week 1 Importance of Operations Paper
ISCOM 305 Assignment Week 2 Scenario and Topic Approval
Sir/ Madam
We are voted No. 1 in delivering best quality MBA Assignment help and MBA Project help and MBA subject coaching. We have a team of professor to guide you in your MBA assignment, MBA Project and MBA subject coaching.
We support for entire National level and International level MBA Assignment, MBA Project and MBA Subject coaching.
Please call as at our mobile no. 9025810064 or mail us in palaniappanmail@gmail.com to solve your queries. We provide this support in 24 x 7 services.
Let me know if anyone having any queries.
Thanks
Prof.N.Palaniappan.,MBA., MCom.,MPhil.,(PhD),
Mail:- palaniappanmail@gmail.com
MBA Assignment and Project Consultant
Director- Knowledge Point
Ph:-9025810064
This document provides an overview of the BUS 644 entire course on operations management from 2013. It includes weekly discussion questions, assignments, and a final paper based on a case study from the textbook. Some key points:
- The course covers topics like productivity, quality management, forecasting, capacity planning, inventory systems, and just-in-time manufacturing.
- Weekly assignments involve analyzing case studies on companies and answering questions about operations issues.
- The final paper focuses on the "Space Age Furniture Company" case study and answering questions about scheduling procedures and MRP/inventory systems.
In this file, you can ref useful information about performance appraisal phrase such as performance appraisal phrase methods, performance appraisal phrase tips
Essentials of hrm nmims latest solved assignmentssmumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
Call us at : 08263069601
Individual sections d evelopment exercise 4s1170031
A feasibility report examines a problem and its possible solutions to determine how practical the solutions are and what it might cost an organization to implement them. These types of reports are often used within technical organizations regarding product development to determine if any new equipment, resources, or systems are practical and can be implemented successfully. A feasibility report analyzes technological, economic, legal, operational, and scheduling feasibility to help make project decisions.
This document provides an overview of the BUS 620 course titled "Managerial Marketing" offered through the website homeworkmotivator.com. It outlines the weekly topics, discussions, assignments and readings for the 6-week course. The course focuses on key marketing concepts like marketing strategies, buyer behavior, branding, pricing, product development, marketing channels, and developing a comprehensive marketing plan. Students are assigned discussion questions and written assignments each week that involve analyzing case studies and developing strategic recommendations for companies.
This document discusses creating and updating job descriptions. It provides an agenda that covers the purpose and objectives of job descriptions, the components of a job description including position details, knowledge, skills and abilities, qualifications, duties and percentages, and work environment. It then discusses how to navigate the PeopleAdmin system to access and update job descriptions. Key areas covered include defining KSAs, identifying duties and calculating time spent on each, and outlining working conditions.
This document provides instructions and assignments for 14 modules in an AMP 415 accounting course. It includes assignments on preparing financial statements, ratio analysis, budgeting, cost-volume-profit analysis, and pricing strategies. Students are asked to complete spreadsheet assignments, discussions on accounting concepts, and a group assignment analyzing a publicly traded company.
This document outlines the course content and assignments for BUS 660 Contemporary Issues in Organizational Leadership. The course consists of 6 weeks that cover topics such as leadership styles, traits, skills, and theories. Assignments include analyzing case studies on developing leaders at UPS and making changes at a small hospital. Students also write papers on leadership style, traits, and a research paper proposing organizational changes for a struggling company and the leadership needed. Discussion questions address definitions of leadership and examining theories.
Annamalai MBA Human Resource Management 347 Solved Assignment 2019palaniappann
Sir / Madam
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD has 15 years of teaching experience in MBA Business schools. For last fifteen years Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD has taught various subjects from Marketing, Finance, Human Resource Management, Information Systems, International Business and General Specializations. He has written many research papers and case studies.
Prof.Dr.N.Palaniappan.,MBA.,MCom.,MPhil.,PhD organizes online MBA subject coaching / MBA Assignment help and MBA Project help. Many clients national and international has appreciated Prof.Dr.N.Palaniappan.,MBA., MCom.,MPhil.,PhD for his timely help in the assignments and projects and MBA subject coaching.
You can call him on his mobile no. 9025810064 (whatsapp available) or mail him at palaniappanmail@gmail.com. He does help/guidance for the below question. If urgent or any query’s, Please feel free to call him on his mobile no. 9025810064 (whatsapp available) or do mail on palaniappanmail@gmail.com.
Contact
Prof.Dr.N.Palaniappan.,MBA., MCom.,MPhil.,PhD.
Mail:- palaniappanmail@gmail.com
MBA Subject Coaching/ MBA Assignment/ MBA Project Consultant
Director - Knowledge Point.
Ph:-9025810064 (whatsapp available)
Job redesign refers to changes made to jobs to improve quality or productivity and can include job rotation, enlargement, or enrichment. Effective job redesign focuses on increasing skill variety, task identity, task significance, autonomy, and feedback for workers by forming work units, establishing relationships, combining tasks, loading work vertically, and opening feedback channels.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Finc 3304 business finance work the web project part 2 (arnit1
This document provides instructions for the Work the Web project part 2. Students are asked to analyze the financial performance of a company over multiple years by collecting historical financial data, performing trend and ratio analyses, and calculating DuPont analysis ratios. Specifically, students will analyze trends in profitability ratios, compare the company's ratios to competitors' across various categories, and assess the company's return on assets and return on equity based on DuPont analysis components versus industry levels.
The document discusses job design and ways to redesign jobs to motivate employees. It describes key elements of job design like skill variety, task identity, and autonomy. Methods for redesigning jobs include job rotation, job enrichment, flexitime, job sharing, and telecommuting. The document also discusses using various reward programs like variable pay, piece-rate pay, merit-based pay, and profit sharing to motivate employees.
The document describes Job Characteristics Model which proposes that jobs can be described using five core dimensions: skill variety, task identity, task significance, autonomy, and feedback. It discusses ways to redesign jobs using these dimensions, such as job rotation and enrichment, as well as alternative work arrangements like flexitime and telecommuting. The document also covers using rewards to motivate employees through establishing pay structures, variable pay programs, and flexible benefits packages. It concludes with discussing employee involvement programs and intrinsic rewards like recognition programs.
This document discusses performance evaluation and employee development. It defines the purposes of performance evaluation as recognizing strengths and achievements, providing feedback for improvement, and facilitating accountability. It also describes different evaluation methods, challenges with providing feedback, and the importance of feedback for motivation. Diversity training aims to increase understanding of individual differences and confront stereotypes.
The document discusses performance evaluation and employee development. It defines the purposes of performance evaluation as recognizing strengths and achievements, providing feedback, and identifying development needs to help employees improve and advance their careers. It also describes different methods for evaluating performance, such as written essays, critical incidents, and forced comparisons. The importance of feedback for motivation and development is emphasized.
The document discusses a needs assessment that a human resources consulting company will conduct for an automobile dealership. It outlines the assignment, which involves proposing needs assessment tools to determine how to design training programs for the dealership's sales force. It instructs writing a 3-4 page paper discussing the process for conducting the needs assessment, possible impediments and how to overcome them, and how the proposed approach compares to standard practices. It emphasizes that the needs assessment is critical to developing an effective training program.
Review the following scenarioAssume that you have recently be.docxinfantkimber
Review the following scenario:
Assume that you have recently been hired as the director of continuous improvement of a company. You are an outside hire with limited history of the firm and personal capital at the firm, and you are responsible for lean production, total quality management (TQM), six sigma, and best practice implementation.
Lean production means doing more with less, such as less inventory, fewer workers, or less space. A recent trade in quality management is lean six sigma (also known as lean sigma) that integrates six sigma and lean production.
The capacity for which you were hired has existed for three years with a direct line of report to the vice-president of operations and dotted line of report to the head of information technology (IT), the chief information officer (CIO), and the director of internal controls and audit. You are the second person to fill in this position. You have a team of internal consultants; half of your team has six sigma black belt or equivalent capabilities with the remainder having a solid understanding of operations and IT. You also have a budget for two external vendor resources.
You have taken six months to familiarize yourself with the organization and its people, mission, goals, strategy, and structure. In this time, you have also evaluated current operations. At the end of this period, you are assigned to deliver a report identifying the three most promising avenues for achieving best practices within the company. You have already been told that the company suffers from both aging and complex information systems and that your recommendation must include a major upgrade of those systems. The executive officers anticipate major investments in IT over the next several years. Your best practice implementations, coupled with new technology, must be measurable in terms of speed, quality, productivity, and efficiency or other key performance indicators that you identify in your report.
For this assignment, you will choose a company with which you are familiar. You are encouraged to choose a company for which you currently work or have worked, but you may choose some other firm if you believe it will be a compelling analysis.
You may choose one area of the company, such as a manufacturing plant or product design, to focus on if you can make a strong case. Your recommendations should have the following features.
Repeatable: If you “fix” three things in a manufacturing plant, you should be able to tackle the “next” three in iteration.
Scalable: If they work in one plant, they should work in all of them.
Replicable: Your process for improvement should be repeatable in different, disparate parts of the organization.
This is a key initiative at the “C” level, and your recommendation will reach the board of directors.
Your paper must include the following sections:
Strategic Overview
: (1 page)
Provide a brief description of the following elements:
The company, including it ...
This document outlines the assignments for PSY 320 Human Motivation course. It includes assignments such as completing a motivation concepts table, analyzing workplace motivation theories, assessing a company's reward system and goal setting practices, proposing a job redesign to improve motivation, and creating a presentation and paper on the motivational strategies of a successful company. Students must discuss topics like intrinsic and extrinsic motivation, the impact of rewards on motivation, and how companies can effectively motivate employees through culture, management practices, and use of motivational techniques.
BTEC Assignment Brief QualificationBTEC Business (Extend.docxrichardnorman90310
BTEC Assignment Brief
Qualification
BTEC Business (Extended Diploma) – ALL PATHWAYS
Unit number and title
16
Learning aim(s) (For NQF only)
Assignment title
The Essentials of Human Resource Management.
Assessor
Des Corlis; Scott Haragan; Barbara Mercer; James Brown
Hand out date
14 September 2018
Hand in deadline
21 September 2018
Vocational Scenario or Context
As a WKC business student, you are trying to gain as much experience of business functional areas as possible and have managed to gain a two-week placement with a leading company in their Human Resources (HR) department. There is the possibility of an internship at the end of your course depending on how well you complete the placement in researching and reporting back on the following factors:
1. The internal and external factors that are involved in the HR planning in organisations
2. How the employee skills required are identified
Your placement provider is very keen for you to demonstrate a range of communication skills and expects your feedback in a variety of formats.
Task 1
In order to complete this section of the assignment, write an essay describing the factors that impact Human Resource (HR) planning in an organisation of your choice.
You will need to consider:
a) Internal planning factors such as organisational needs, skills requirements, workforce profiles
b) External planning factors such as supply of labour, labour costs, workforce skills, government policy, labour market competition, changing nature of work, employee expectations, impact of automation, demand for products and services
You now need to develop your work to explain why HR planning is important in your organisation? You should explore the following:
a) Why your organisation needs effective HR planning to succeed
b) What constitutes effective HR planning
Make sure you provide specific examples and that you have clearly demonstrated and explained the advantages of good planning and how poor planning can have severe implications.
Checklist of evidence required
Essay
Criteria covered by this task:
Unit/Criteria reference
To achieve the criteria you must show that you are able to:
P1
Describe the internal and external factors to consider when planning the human resources requirements of an organisation.
M1
Explain why human resource planning is important to an organisation
Task 2
Through your research for Task 1, you should have developed a good understanding of your chosen organisation and now need to describe how it identifies the labour (employee) skills it needs now and in the future. Consider the different ways it could find out the existing skills base. Are there particular skills sets that will become more or less in demand? Importantly, how can the current skills sets be identified and are there implications to the methods involved?
Prepare a presentation (no more than 15 slides) for your placement manager.
Checklist of evidence required
Presentation
Criteria covered by t.
chapter 8 Performance Management and Employee DeveloJinElias52
chapter
8
Performance
Management and
Employee Development
One of the tests of leadership is the ability to recognize
a problem before it becomes an emergena;.
- Arnold H. Glasow
Learning Objectives
By t he end of this cha pter, you will be able to do t he following:
1. Design your own personal developmental plan that ad·
dresses how you can continually learn and grow in the
next year, how you can do better in the future. how you
can avoid performance problems faced in the past. and
where you are now and where you would like to be in
terms of your ca reer path.
2. Formulate a developmental plan so you can improve your
own reflective, communicative, and behavioral ca reer
competencies.
3. Prepa re a developmental plan that includes professional
development needs, resources/support needed, and a
ti meline for meeting each need with the goals of improving
performance in current position, sustaining performance in
current position. preparing employees for advancement .
and enriching the employee's work experience.
4. Produce a development plan that includes a range of
activities (e.g .. on-the-job training, courses. self-guided
studying, mentoring. attending a conference or trade
show. mixing with the best. job rotation. getting a degree).
5. Propose a developmental plan that highlights the key role
of the supervisor as a guide and facilitator of the devel-
opmental process (e.g., explaining what is required of the
employee to reach a required performance level. referring
to appropriate developmental activiti es. reviewing and
making suggestions about developmental objectives).
6. Implement a multisource (i.e .. supervisors. peers. self, di-
rect reports. customers) feedback system with the goal of
providing feedback on and improving performance.
7. Implement multisource feedback systems t hat takes ad-
vantage of all of its benefits (e.g .• increased awareness
of expectations. improved performance, reduced " undis-
cussables" and defensiveness).
8. Implement multisource feedback systems that minimize
potential risks and pitfalls (e.g .• could hurt employees' feel·
ings. individuals may feel uncomfortable with the system and
believe they will not be rated honesHy and treated fairly, is un·
likely to work well in organizations that have highly hierarchical
cultures that do not support open and honest feedback).
225
226 Part Ill Employee and Leadership Development
Part I of this text described strategic and macro-organizational issues in designing
a performance management system. Part II described operational and technical
details on how to roll out and implement the system. As is mentioned throughout
this book, employee development is a key result of state-of-the-science performance
management systems. Accordingly, Part III incl udes two chapters dealing with
developmental issues and pertains to two key stakeholders in the developmental
process: (1) the employees of the organizati ...
Assignment 1 LASA 2—Company Analysis ReportReview the follodesteinbrook
Assignment 1: LASA 2—Company Analysis Report
Review the following scenario:
Assume that you have recently been hired as the director of continuous improvement of a company. You are an outside hire with limited history of the firm and personal capital at the firm, and you are responsible for lean production, total quality management (TQM), six sigma, and best practice implementation.
Lean production means doing more with less, such as less inventory, fewer workers, or less space. A recent trade in quality management is lean six sigma (also known as lean sigma) that integrates six sigma and lean production.
The capacity for which you were hired has existed for three years with a direct line of report to the vice-president of operations and dotted line of report to the head of information technology (IT), the chief information officer (CIO), and the director of internal controls and audit. You are the second person to fill in this position. You have a team of internal consultants; half of your team has six sigma black belt or equivalent capabilities with the remainder having a solid understanding of operations and IT. You also have a budget for two external vendor resources.
You have taken six months to familiarize yourself with the organization and its people, mission, goals, strategy, and structure. In this time, you have also evaluated current operations. At the end of this period, you are assigned to deliver a report identifying the three most promising avenues for achieving best practices within the company. You have already been told that the company suffers from both aging and complex information systems and that your recommendation must include a major upgrade of those systems. The executive officers anticipate major investments in IT over the next several years. Your best practice implementations, coupled with new technology, must be measurable in terms of speed, quality, productivity, and efficiency or other key performance indicators that you identify in your report.
For this assignment, you will choose a company with which you are familiar. You are encouraged to choose a company for which you currently work or have worked, but you may choose some other firm if you believe it will be a compelling analysis.
You may choose one area of the company, such as a manufacturing plant or product design, to focus on if you can make a strong case. Your recommendations should have the following features.
Repeatable: If you “fix” three things in a manufacturing plant, you should be able to tackle the “next” three in iteration.
Scalable: If they work in one plant, they should work in all of them.
Replicable: Your process for improvement should be repeatable in different, disparate parts of the organization.
This is a key initiative at the “C” level, and your recommendation will reach the board of directors.
Your paper must include the following sections:
Strategic Overview
: (1 page)
Provide a brief description of the following el ...
Assignment 1 LASA 2—Company Analysis ReportReview the following.docxtrippettjettie
Assignment 1: LASA 2—Company Analysis Report
Review the following scenario:
Assume that you have recently been hired as the director of continuous improvement of a company. You are an outside hire with limited history of the firm and personal capital at the firm, and you are responsible for lean production, total quality management (TQM), six sigma, and best practice implementation.
Lean production means doing more with less, such as less inventory, fewer workers, or less space. A recent trade in quality management is lean six sigma (also known as lean sigma) that integrates six sigma and lean production.
The capacity for which you were hired has existed for three years with a direct line of report to the vice-president of operations and dotted line of report to the head of information technology (IT), the chief information officer (CIO), and the director of internal controls and audit. You are the second person to fill in this position. You have a team of internal consultants; half of your team has six sigma black belt or equivalent capabilities with the remainder having a solid understanding of operations and IT. You also have a budget for two external vendor resources.
You have taken six months to familiarize yourself with the organization and its people, mission, goals, strategy, and structure. In this time, you have also evaluated current operations. At the end of this period, you are assigned to deliver a report identifying the three most promising avenues for achieving best practices within the company. You have already been told that the company suffers from both aging and complex information systems and that your recommendation must include a major upgrade of those systems. The executive officers anticipate major investments in IT over the next several years. Your best practice implementations, coupled with new technology, must be measurable in terms of speed, quality, productivity, and efficiency or other key performance indicators that you identify in your report.
For this assignment, you will choose a company with which you are familiar. You are encouraged to choose a company for which you currently work or have worked, but you may choose some other firm if you believe it will be a compelling analysis.
You may choose one area of the company, such as a manufacturing plant or product design, to focus on if you can make a strong case. Your recommendations should have the following features.
· Repeatable: If you “fix” three things in a manufacturing plant, you should be able to tackle the “next” three in iteration.
· Scalable: If they work in one plant, they should work in all of them.
· Replicable: Your process for improvement should be repeatable in different, disparate parts of the organization.
This is a key initiative at the “C” level, and your recommendation will reach the board of directors.
Your paper must include the following sections:
1. Strategic Overview: (1 page)
Provide a brief description of the following elements:
a. ...
Develop teams and individuals(Assessment objectives ...)QuestiLinaCovington707
Develop teams and individuals
(Assessment objectives ...)
Question 1.1
Top of Form
It is necessary to systematically identify and implement learning and development needs in line with organisational requirements. To do this a training needs analysis would be conducted. Explain what a TNA is, how it would be conducted, who would be involved and how it would be used.
Attach filesSave
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(Assessment objectives ...)
Question 1.2
1.2.a
Top of Form
A learning plan that meets individual and group training and development needs will be collaboratively developed, agreed to and implemented. Draw on your own experience and that of others, plus independent research, to determine why prospective learners should be consulted about the type of learning to be delivered and the structure of the learning process.
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1.2.b
Top of Form
What are the likely repercussions if employees are not consulted and involved in the design, development and targeting of training or learning opportunities?
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(Assessment objectives ...)
Question 1.3
Top of Form
What advantages are there when an individual self-evaluates their competence and identifies what is needed to learn, grow and improve knowledge and skills?
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(Assessment objectives ...)
Question 1.4
Top of Form
How does collecting regular feedback on the performance of team members, from relevant sources assist managers in identifying the learning needs of individuals and teams?
Question 2.1
2.1.a
Top of Form
Explain how trainers can identify career pathways and competency standards relevant to the industry and why it is necessary for them to do this.
Attach filesSave
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2.1.b
Top of Form
Why is it important to clearly identify learning and development program goals and objectives?
Attach filesSave
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(Assessment objectives ...)Question 2.2
2.2.a
Top of Form
Why is it beneficial to identify learning styles?
Attach filesSave
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2.2.b
Top of Form
Why is it necessary to consider, when designing a program, the physical resources that might be needed? Use examples where appropriate.
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(Assessment objectives ...)Question 2.3
2.3.a
Top of Form
Describe three facilitation techniques that will encourage team development and improvement.
Attach filesSave
Bottom of Form
2.3.b
Top of Form
List six reasons why it is beneficial for management to provide workplace learning, coaching or mentoring opportunities.
Attach filesSave
Bottom of Form
(Assessment objectives ...)Question 2.4
2.4.a
Top of Form
Effective training will incorporate a range of activities and support materials appropriate to the achievement of identified competencies. Explain what this means.
Attach filesSave
Bottom of Form
2.4.b
Top of Form
Choose a topic around which you could create a development opportunity. For example:
a. A procedure that you need team members to follow.
b. A p ...
This document discusses various topics and assignments for a business class, including developing a business plan. It provides discussion questions and prompts for sections of the business plan, such as the company description, market analysis, operations model, financial projections, and presentation. Students are asked to write papers on these sections and respond to classmates' posts. The document also provides tips for using language learning podcasts and links to additional course tutorials.
1 Understand the BusinessThe first step in performing an IT hirstcruz
1 Understand the Business
The first step in performing an IT audit that is tied to business strategy is understanding the short-term and long-term goals and objectives of the business. While we expect IT strategies to be aligned to an organization's business strategies, in practice, this is not easy to achieve. The organization typically has made large investments in legacy systems that have been supporting the current business. The organization must balance the maintenance of current business requirements with the need to support longer term strategies, using emerging technologies to improve the competitiveness of the organization.
Completing this business audit will ensure that you learn a lot about the business of the organization.
To prepare for the audit, read
Audits, Internal
and Core Competencies. The templates provided for Step 1 will give you a framework for collecting this information. Be sure to ask the following questions:
What are the strategic goals of the organization?
What are the business operational goals?
How do you see your organization in one year, in five years, and beyond?
Download and open the
Templates_for_Project2_with_Instructions.xlsx
file. You will be using this file throughout this project. For optional feedback in Steps 1 and 3, use the following naming protocols
The templates for business objectives in Appendices A1 and A2 will guide your discovery. You should list a minimum of three business objectives that exist for your organization, which will likely vary from these templates. Existing entries in templates A1 and A2 are for illustration purposes only. You should fill in and submit to the assignment folder two tables: Appendix A1 is for short-term goals (one year) and Appendix A2 is for longer term goals (five or more years). See Goal Setting for more information.
After you understand your organization's business objectives, you will need to evaluate how well your organization is meeting those objectives. The template in Appendix B will guide you through a quick analysis of overall organizational effectiveness. You may want to ask those in leadership positions how well the organization is performing, but you can also get this information by examining how well the organization is performing according to current operational objectives. Choose a minimum of three organizational effectiveness criteria. Provide a one-sentence description of each measure, along with an overall score on a five-point scale and an explanation of the score you provided. See
Effectiveness and Efficiency
.
Now that you've looked at how well the overall organization is performing, you should evaluate the organization at a lower level. Using the Appendix C template to guide you, assess the general well-being of any two departments in your organization (for example, finance and marketing). Again, provide explanation for any key issues for areas where there are less effective or very effective departments. This information ...
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Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
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Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
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Chapter 4
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Chapter 5
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Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
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4. BCP, Surveying volume 1
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Bus 423 Enthusiastic Study / snaptutorial.com
1. BUS 423 Module 1 Assignment 3 Cultural
Influence in Business Psychology
For more classes visit
www.snaptutorial.com
Mark Jones, a Production Manager, has been transferred from the
manufacturing plant in his hometown of Chicago to his company's
overseas manufacturing plant in Osaka, Japan.
You are the company's I-O psychologist. Using Hofstede's Five Basic
Elements of Culture Distinction, write an e-mail message to the Vice
President (VP) of Production discussing at least three cultural
differences that Mark will experience in managing front-line plant
workers in Japan in contrast to in the United States. Also address how
cultural differences may play a role in individual differences Mark will
experience.
Your e-mail message should also include at least three recommendations
on how managers can take up overseas tasks with minimum transition
problems. State the rationale for your recommendations.
Because the VP of Production is a busy individual, restrict your e-mail
message to one to two pages. Type the e-mail message in Microsoft
Word, and send it to the M1: Assignment 3 Dropbox
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2. BUS 423 Module 2 Assignment 2 Physical
Ability Tests
For more classes visit
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Assignment 2: Physical Ability Tests
Select a job that requires a moderate level of physical ability, such as
security staff, office delivery personnel, door-to-door salespersons, retail
salesperson, or nurses at hospitals and conduct an interview to determine
their level of physical activity. Create a list of 8-10 interview questions
and conduct an interview to determine their level of physical activity.
Based on your interview, create a physical ability test plan for this job.
While it is important you develop a list of questions based on your
reading of the individual assessment some of the questions you may
want to include for the interview include:
Prior to being hired were you asked to take any physical ability tests?
What do you perceive to be the physical demands of your job?
On a scale of 1 to 5, with 5 meaning very physically demanding and 1
meaning not at all physically demanding, how physically demanding
would you say your job is?
Are there physical demands you were unaware of prior to accepting your
position?
3. Do you believe physical ability tests should be given to individuals
being considered for your type of work? if yes, what types of physical
tests would you recommend?
Create a detailed physical ability test plan for this position. Use the
template provided. The plan must include a minimum of five physical
ability tests. Please describe each test in detail, and indicate how the
tests will be administered and evaluated. Make sure you also include the
interview questions you asked.
Submit the test plan and list of questions asked to the M2: Assignment 2
Dropbox
**********************************************************
BUS 423 Module 3 Assignment 2 LASA 1 An
Effective Training Evaluation Plan
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Instructions:
In the online lectures in Module 3 and your textbook readings ("Training
and Development", Leadership", and "Motivation, Job Satisfaction, and
Job Involvement") you learned about the importance of training your
employees. However, training is only effective when employees can
retain the information and incorporate what they learn to improve their
job performance.
4. You have just learned that your company is looking for ways to cut back
expenses. One of the cost cutting measures being considered is to
terminate the training department, as the company considers this an
expense and they do not believe training is contributing to the
profitability of the company. As the head of the training department it is
your job to defend the value of the department. You realize that well
trained employees perform their jobs more efficiently and consequently
can contribute to higher productivity and profits for the company. One
way to show the value of training is to have tools that will allow a
manager to track the performance of an employee both before and after
they have received training.
Report
Write a report that will be shared with senior management on why
training is a very important part of the company’s overall financial
success. Discuss the advantages of having well-trained employees.
Evaluation Tool
Using what you have learned about transfer training and the evaluation
of training programs create an evaluation tool which can be used to
evaluate how effective any given employee training program is in terms
of:
·
Increasing the level of transfer of knowledge (knowledge retention)
Monitoring the effectiveness of the skill performance in the job
performance improvement
Include common attributes in your evaluation tool which could be
applicable to most employees at the organization such as: employees
showing concern for saving the company money or consistently turning
in error free work. Your training tool should contain a minimum of 10
evaluation criteria.
5. Your training evaluation tool must be included with your report
defending the value of the training department. You know that your
report will be shared with senior level managers and eventually to the
board of directors. However, you are uncertain whether or not you will
be allowed to present your work at a later time or in a different manner.
Therefore it is important that your report is well written and
professional.
Report Details
The report should be 5-7 pages in length and include:
Executive Summary highlighting all the factors in the scenario.
Justification of the importance of retaining the training department in the
company and explanation of how the training department is important to
the overall success of the company.
Training Evaluation Tool to evaluate knowledge retention and job
performance improvement (10 criteria minimum).
Explanation of how the evaluation tool will be implemented.
Describe how the evaluation tool will help evaluate the level of transfer
of knowledge and skill performance for current training programs as
well as, monitor and improve planning for future training effectiveness.
Summary and conclusion of tool’s effectiveness.
**********************************************************
BUS 423 Module 4 Assignment 2 Occupational
Health and Safety
For more classes visit
6. www.snaptutorial.com
Consider the information presented in this unit regarding occupational
health and safety. Prepare an article for a newspaper (approximately 3
pages) that discusses the top 10 causes of accidents in the work place
and the steps that can be taken to reduce the number of those accidents.
Support your claims with examples and research.
**********************************************************
BUS 423 Module 5 Assignment 2 LASA 2
Company Assessment
For more classes visit
www.snaptutorial.com
Conduct an interview with an employee (preferably a supervisor or
manager) at your current job or a previous job. If you have no prior work
experience, you may interview a family member or friend who is
currently employed. You have just been promoted to the manager of
your department and have been asked to review the following:
Value of a team environment:Is the company operating with a team
structure? How effective is the team structure? How could the company
7. improve the effectiveness of the team environment? If there is no team
structure currently in place, how should one be implemented?
Job satisfaction of the employees:Are the employees satisfied or is there
a lot of complaining, absenteeism, and turnover? What could the
company be doing to improve job satisfaction?
How does the company currently communicate with their employees
regarding company changes? Do they rely on technology for their
announcements? Is this an effective method of communication?
Efforts made to motivate your employees:What is being done to
motivate the employees? Do employees get regular pay raises? Is there
a rewards program? Are they being recognized for their
accomplishments? Name at least three things the company could be
doing to motivate their employees.
Assistance offered in helping your employees to deal with stress
management: Are the employees given any tools to deal with stress
management? Does the company have access to mental health
counselors? Are employees given permission to take any mental health
days? What could the company be doing to help employees deal with
their employees’ stress?
Prepare a 4-6 page report that includes an overall assessment of how
each of the above is currently being handled and how you would change
the system. Be sure to provide examples and be specific in your
reasoning behind your suggested changes. Utilize at least three
scholarly resources in your report (one of which may be your text book).
This report must include:
·
Executive Summary
Analyze and explain what is being done in the five areas described
above (team, job satisfaction, communication, motivation, and stress
management) in the company.
Write recommendations for what they could be doing better in all five
areas
Conclusion
8. Appendix: List of questions asked in interview
The paper must be well organized using headings and subheadings.
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