FUNCTIONAL AREA O4 TALENT AND ORGANIZATIONAL DEVELOPMENT The d.docx
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FUNCTIONAL AREA O4: TALENT AND ORGANIZATIONAL DEVELOPMENT The design, implementation, and evaluation of organizational development programs and processes to effectively develop a global workforce supporting business goals, culture and values. RESPONSIBLITILITIES 01 Make sure talent development programs comply with applicable laws and regulations. 02 Align local and regional practices with corporate vision, organizational culture, and values. 03 Create and implement awareness programs (examples include diversity, non-discrimination, bullying, cultural sensitivity, multigenerational workforce) that are aligned with the organization’s philosophy and adapt to local cultural perspectives. 04 Develop systems that support the implementation of global change management initiatives. 05 Develop and implement communication programs that are effective for a global workforce and other stakeholders. 06 Make sure employees have the appropriate knowledge, skills, and abilities needed to meet current and future business requirements. 07 Implement and evaluate a process to measure the effectiveness of organizational development programs based on global HR metrics/measurements (examples include employee engagement surveys, turnover rates, training return on investment [ROI], benchmarking data, scorecards). 08 Develop and implement processes, programs, and tools to support organization and workforce development at all levels of the organization (examples include career and leadership development, succession planning, retention, repatriated employees, short-term assignments). 09 Develop programs, policies, and guidelines to support geographically dispersed and/or virtual teams (examples include team building, project management, performance management). 10 Establish work-life balance programs (examples include job sharing, flextime, telecommuting) and their application and appropriateness to different cultures. 11 Implement culturally appropriate performance management processes that support both global and local business objectives. 12 Develop and implement global programs to support the organization’s growth, restructuring, redeployment and downsizing initiatives (examples include mergers and acquisitions, joint ventures, divestitures). 13 Develop and implement competency models to support global and local business goals. 14 Identify and integrate external workforce to provide services to support global and local objectives (examples include consultants, independent contractors, vendors, suppliers) as it relates to talent and organizational development. KNOWLEDGE OF 0063 Applicable laws and regulations related to talent development activities 0064 Work-life balance programs 0065 Techniques to promote and align corporate vision, culture, and values with local and regional organizations 0066 Global organizational development programs and practices (examples include succession planning, leadership development) 0067 Needs assessment for talent and organiz.
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![FUNCTIONAL AREA O4: TALENT AND
ORGANIZATIONAL DEVELOPMENT
The design, implementation, and evaluation of organizational
development programs and processes to effectively develop a
global workforce supporting business goals, culture and values.
RESPONSIBLITILITIES
01 Make sure talent development programs comply with
applicable laws and regulations.
02 Align local and regional practices with corporate vision,
organizational culture, and values.
03 Create and implement awareness programs (examples include
diversity, non-discrimination, bullying, cultural sensitivity,
multigenerational workforce) that are aligned with the
organization’s philosophy and adapt to local cultural
perspectives.
04 Develop systems that support the implementation of global
change management initiatives.
05 Develop and implement communication programs that are
effective for a global workforce and other stakeholders.
06 Make sure employees have the appropriate knowledge, skills,
and abilities needed to meet current and future business
requirements.
07 Implement and evaluate a process to measure the
effectiveness of organizational development programs based on
global HR metrics/measurements (examples include employee
engagement surveys, turnover rates, training return on
investment [ROI], benchmarking data, scorecards).
08 Develop and implement processes, programs, and tools to
support organization and workforce development at all levels of
the organization (examples include career and leadership
development, succession planning, retention, repatriated
employees, short-term assignments).
09 Develop programs, policies, and guidelines to support
geographically dispersed and/or virtual teams (examples include](https://image.slidesharecdn.com/functionalareao4talentandorganizationaldevelopmentthed-221110180530-8e675796/85/FUNCTIONAL-AREA-O4-TALENT-AND-ORGANIZATIONAL-DEVELOPMENT-The-d-docx-1-320.jpg)
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functional area o2 Global Talent Acquisition and Mobility(21).docx
functional area o2: Global Talent Acquisition and Mobility
(21%)
The development, implementation, and evaluation
of global staffing strategies to support organizational
objectives in a culturally appropriate manner. This
includes utilizing the employer brand; performing job
and cost analysis; and attracting, recruiting, hiring, and
managing global mobility to meet business objectives.
responsiblitilities
01 Make sure global talent acquisition and
mobility policies, practices, and programs comply
with applicable laws and regulations.
02 Develop a strategic approach for global
talent acquisition and mobility that is aligned with
business needs and a diverse workforce.
03 Develop, implement, and evaluate
orientation and onboarding processes that are
culturally relevant and aligned with organizational
strategy.
04 Monitor staffing metrics to evaluate results
against global staffing plan (examples include costof-
hire, retention, return on investment [ROI]).
05 Comply with required talent acquisition
and mobility regulations (examples include
immigration, tax, visas, work permits).
06 Lead all aspects of vendor/supplier
management (independent contractor, consultant,
agency, and third-party organization) in the
areas of staffing and mobility (examples include
researching vendor options, conducting contract
negotiation, vendor selection, managing ongoing
relationship, conflict resolution, termination of
engagement).
07 Utilize and promote the employer
branding strategy to attract diverse talent from
global and local markets.
08 Identify, utilize, and evaluate sources of
global talent (examples include personal networks,
professional and business organizations, college
recruiting, job boards, social media, other
technological tools).
09 Develop a global staffing plan with key
stakeholders that supports business needs.
10 Develop, implement, and evaluate preand
post-hire policies and procedures that are
culturally appropriate (examples include selection
criteria and tools, employment and expatriate
agreements, background checks, medical
evaluation).
11 Create position descriptions that define
job-specific responsibilities, knowledge, skills, and
abilities.
12 Prepare cost estimates for global
assignments and advise management on budgetary
impacts.
13 Provide consultation to potential global
assignees and their managers on terms and
conditions of the assignment.
14 Manage and coordinate relocation
services and expenses (examples include host
location destination services, housing disposition
including property management, household goods
shipment and storage, travel and temporary living
arrangements, logistics of repatriation).
15 Manage and coordinate mobility services
and expenses for global assignments (examples
include culture and language training; spouse or
partner assistance; employee, spouse or partner
and family mentoring and coaching, repatriation
planning and implementation).
16 Establish and maintain ongoing
communication practices with g.
Organizational Excellence Framework-Employees
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http://flevy.com/browse/business-document/organizational-excellence-framework-employees-1421
BENEFITS OF DOCUMENT
1. Undertake human resource planning that supports organizational plans
2. Recruit, select, train and develop employees
3. Encourage employees to share suggestions and ideas aimed at improvement
DOCUMENT DESCRIPTION
This is an introductory workshop on employees. It focuses on defining and implementing good employee practices that are covered in the Organizational Excellence Framework (copyright 2010 Dawn Ringrose) publication that integrates global excellence models and provides implementation guidelines for the practitioner. These practices have been validated by over 20 years of research.
The employee practices include: Undertaking human resource planning that supports organization goals and objectives; Recruiting and selecting people for mutual success; Promoting equal opportunity and diversity; Ensuring people understand and commit to the strategic direction and improvement goals; Getting people involved with improvement initiatives; Encouraging employees to share ideas and suggestions; Encouraging employees to be innovative and take risks; Determining the training needs of employees and providing the necessary training; Ensuring employees have adequate compensation and benefits; Rewarding and recognizing strong performance of both individuals and teams; Ensuring a healthy workplace environment and involving people in addressing issues related to health and wellness; Removing barriers to employee effectiveness.
Each practice includes a definition, implementation guidelines and practical examples and may include applicable research findings. The workshop is formatted so that participants learn about best management practices related to the topic and have an opportunity to self-assess against the practices and develop an improvement plan to address gaps.
This workshop is part of a consulting toolkit that includes: the Organizational Excellence Framework publication, scenario games, automated assessments, holistic workshops for micro to large size organizations and modular workshops for each key management area (governance, leadership, planning, customers, employees, work processes, suppliers and partners, resource management, continuous improvement & performance measurement).
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functional area o2: Global Talent Acquisition and Mobility
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The development, implementation, and evaluation
of global staffing strategies to support organizational
objectives in a culturally appropriate manner. This
includes utilizing the employer brand; performing job
and cost analysis; and attracting, recruiting, hiring, and
managing global mobility to meet business objectives.
responsiblitilities
01 Make sure global talent acquisition and
mobility policies, practices, and programs comply
with applicable laws and regulations.
02 Develop a strategic approach for global
talent acquisition and mobility that is aligned with
business needs and a diverse workforce.
03 Develop, implement, and evaluate
orientation and onboarding processes that are
culturally relevant and aligned with organizational
strategy.
04 Monitor staffing metrics to evaluate results
against global staffing plan (examples include costof-
hire, retention, return on investment [ROI]).
05 Comply with required talent acquisition
and mobility regulations (examples include
immigration, tax, visas, work permits).
06 Lead all aspects of vendor/supplier
management (independent contractor, consultant,
agency, and third-party organization) in the
areas of staffing and mobility (examples include
researching vendor options, conducting contract
negotiation, vendor selection, managing ongoing
relationship, conflict resolution, termination of
engagement).
07 Utilize and promote the employer
branding strategy to attract diverse talent from
global and local markets.
08 Identify, utilize, and evaluate sources of
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professional and business organizations, college
recruiting, job boards, social media, other
technological tools).
09 Develop a global staffing plan with key
stakeholders that supports business needs.
10 Develop, implement, and evaluate preand
post-hire policies and procedures that are
culturally appropriate (examples include selection
criteria and tools, employment and expatriate
agreements, background checks, medical
evaluation).
11 Create position descriptions that define
job-specific responsibilities, knowledge, skills, and
abilities.
12 Prepare cost estimates for global
assignments and advise management on budgetary
impacts.
13 Provide consultation to potential global
assignees and their managers on terms and
conditions of the assignment.
14 Manage and coordinate relocation
services and expenses (examples include host
location destination services, housing disposition
including property management, household goods
shipment and storage, travel and temporary living
arrangements, logistics of repatriation).
15 Manage and coordinate mobility services
and expenses for global assignments (examples
include culture and language training; spouse or
partner assistance; employee, spouse or partner
and family mentoring and coaching, repatriation
planning and implementation).
16 Establish and maintain ongoing
communication practices with g.
Organizational Excellence Framework-Employees
This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go here:
http://flevy.com/browse/business-document/organizational-excellence-framework-employees-1421
BENEFITS OF DOCUMENT
1. Undertake human resource planning that supports organizational plans
2. Recruit, select, train and develop employees
3. Encourage employees to share suggestions and ideas aimed at improvement
DOCUMENT DESCRIPTION
This is an introductory workshop on employees. It focuses on defining and implementing good employee practices that are covered in the Organizational Excellence Framework (copyright 2010 Dawn Ringrose) publication that integrates global excellence models and provides implementation guidelines for the practitioner. These practices have been validated by over 20 years of research.
The employee practices include: Undertaking human resource planning that supports organization goals and objectives; Recruiting and selecting people for mutual success; Promoting equal opportunity and diversity; Ensuring people understand and commit to the strategic direction and improvement goals; Getting people involved with improvement initiatives; Encouraging employees to share ideas and suggestions; Encouraging employees to be innovative and take risks; Determining the training needs of employees and providing the necessary training; Ensuring employees have adequate compensation and benefits; Rewarding and recognizing strong performance of both individuals and teams; Ensuring a healthy workplace environment and involving people in addressing issues related to health and wellness; Removing barriers to employee effectiveness.
Each practice includes a definition, implementation guidelines and practical examples and may include applicable research findings. The workshop is formatted so that participants learn about best management practices related to the topic and have an opportunity to self-assess against the practices and develop an improvement plan to address gaps.
This workshop is part of a consulting toolkit that includes: the Organizational Excellence Framework publication, scenario games, automated assessments, holistic workshops for micro to large size organizations and modular workshops for each key management area (governance, leadership, planning, customers, employees, work processes, suppliers and partners, resource management, continuous improvement & performance measurement).
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They don´t require action plan. They require action plan.
They are standing plans made
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They are single use plan made
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They are guidelines to
managerial action and decision
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They guide commitment of
organizational resources in a
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Consider and discuss how the phenomena of prosocial behavior and pure altruism relate to each other and how they differ from each other.
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Evaluate communication issues and trends of various cultures within the United States.
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Utilize effective research methods using a variety of applicable sources.
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Write coherently to support a central idea in appropriate format with correct grammar, usage, and mechanics.
Instructions
This paper is one piece of your course project. Complete the following:
•
Choose a world culture that is unfamiliar to you and is represented domestically in the United States.
•
Use research to collect a variety of resources about the culture. This includes interacting with members of the culture. In particular, focus your research on a small number of social issues surrounding the culture, along with cultural tendencies and trends, and the effect of these things on communication. Types of resources include interviews, media presentations, Web sites, text readings, scholarly articles, and other related materials.
•
In a paper of 500–1,000 words, address these things:
•
Investigate the effect that the tendencies, issues, and trends of the culture have on communication.
•
Explain how characteristics of nonverbal communication and other differences between your selected culture and U.S. culture affect personal interactions between members of the two cultures.
•
Connect the research you gathered to your ideas and explanations.
Refer to the World Cultural Perspective Paper Final Submission Scoring Guide as you develop this assignment.
Assignment Requirements
•
Written Communication:
Written communication is free of errors that detract from the overall message.
•
APA Formatting:
Resources and citations are formatted according to APA style and formatting.
•
Page Requirements:
500–1,000 words.
•
Font and Font Size:
Times New Roman or Arial, 12 point.
Develop your assignment as a Microsoft Word document. Submit your document as an attachment in the assignment area.
Note:
Your instructor may also use the Writing Feedback Tool to provide feedback on your writing.
In the tool, click on the linked resources for helpful writing information.
•
Intercultural Competence Reflection
Resources
Review the situation in the media.
• Write a story; explaining and analyzing how a ce.docx
•
W
rite a story; explaining and analyzing
how a certain independent variable ( at the individual, group or organization levels) affects a dependent variable (behaviour or attitude),
•
You will freely select your story from “ life” : from college, home, neighborhood, a book , a video/ movie, TV…etc. as long as the story has two clear dependent and independent variables.
•
You will finish with a conclusion that lists both variables and explain their relationship (cause and effect).
•
Assignment words limits 200 words (minimum)
WITH REFRENCES ABOUT THE STORY/ SCENARIO SOURCE !
.
•Use the general topic suggestion to form the thesis statement.docx
•Use the general topic suggestion to form the
thesis statement
which will be an opinion on the topic. The thesis must have
three
controlling ideas.
•Develop an essay
map or informal outline
•Develop each paragraph using a specific
topic sentence
related to the controls in your thesis; thus, announcing the subject matter of that paragraph.
•Use
transitional devices
throughout the essay and in each paragraph.
•Use any combination of modes to support your arguments.
• Have a well-developed introduction and conclusion.
•Use quotes from the text to support your arguments.
•You must have a title.
•Make a “Work Cited” page with the text as the only source.
Topic:
Reading helps students to develop skills that will make them into a more optimally rounded person. Choose any three skills learned in reading and discuss how each one can help students to be more academically inclined.
the text
“The 1960s: A Decade of Promise and Heartbreak”
By Kenneth T. Walsh
March 9, 2010
US News
It was a decade of extremes, of
transformational
change and
bizarre
contrasts: flower children and
assassins
,
idealism
and
alienation
, rebellion and
backlash
. For many in the
massive
post-World War II baby boom generation, it was both the best of times and the worst of times. (7 words)
There will be many 50-year anniversaries to mark significant events of the 1960s, and a big reason is that what happened in that remarkable era still
resonates
today. At the dawn of that decade of contrasts a half century ago—on Jan. 2 ,1960—a
charismatic
young senator from Massachusetts named John F. Kennedy announced that he was running for president, and he won the nation's highest office the following November. He remains one of the
iconic
figures in U.S. history. On February 1, four determined black men sat at a whites-only lunch counter at a Woolworth's in Greensboro, N.C., and were denied service. Their act of
defiance
triggered a wave of sit-ins for civil rights across the South and brought
unrelenting
national attention to America's original sin of racism. On March 3, Elvis Presley returned to the United States from his Army stint in Germany, resuming his career as a pioneer of rock-and-roll and an icon of the youth culture celebrating freedom and a growing sense of rebellion.(5 words)
By the end of the decade, Kennedy had been
assassinated
, along with his brother Robert and the Rev. Martin Luther King Jr. America's cities had become powder kegs as African-Americans, despite historic gains toward legal equality, became more impatient than ever at being second-class citizens. Women began demanding their rights in
unprecedented
numbers. Young people and their parents felt a widening generation gap as seen in their differing perceptions of
patriotism
, drug use, sexuality, and the work ethic. The now familiar culture wars between liberals and conservatives caused angry divisions over law and order, busing, racial preferences, abortion, the Vie.
•The topic is culture adaptation ( adoption )16 slides.docx
•
The topic is
culture adaptation ( adoption )
16 slides
FIrst part
1- I have to interview 4 people ( Indians Chinese....)
(Experts professors students......)
-What kind or type of culture shock they experienced when they first came to Kuwait?
And whether they tolerated? how do they feel where they tolerated by Kuwaitis ?
- why culture tolerance of a foreign country is required in international marketing.
Based on what you learn those people, you will learn about feelings and their problems and difficulties when they first arrived in foreign countries. And knowing this, now you have to take this knowledge and apply to marketing and answer the questions whether it's difficult to adopt to foreign culture if it's difficult for people it's probably will be very difficult to also introduce those products and adopt those products to foreign culture. So that's why am asking you why culture tolerance in other nations are important and required to International marketing. you have to answer those
The second part of the presentation
You will identify or you will give domestic examples and foreign examples ( culture imperatives + culture electives + culture exclusive) examples of each category what is it about
The last question of the presentation
To Discuss the factor that determined successfully global adaptation
you have to
inculde a video
( 1 min max: 2 min)
Chapter 5 and you may find it in other chapters
This is the book for my course marketing you can get infomation from it :
https://docs.google.com/file/d/0B8pig2KdTaOBSkRzVjJvR1pLUkU/edit
.
•Choose 1 of the department work flow processes, and put together a .docx
•Choose 1 of the department work flow processes, and put together a thorough 1-paragraph summary to explain to the team the importance of this process and how it works with the EHR. Choose 1 work flow process from the following choices: ◦Appointment scheduling
◦Front desk or check-in
◦Nursing or clinical support
◦Care provider
◦Check-out desk
◦Business office or billing
◦Clinical staff or care provider
•Discuss and describe 3 facility software applications that integrate with the EHR. Examples of software applications are electronic prescribing, speech recognition, master patient index, encoder, picture archiving and communication, personal health record (PHR), decision support, and more.
•Prepare a 3-paragraph summary of each application for the implementation team, and discuss any problems that may be encountered during EHR implementation.
•Describe the impact of 2 advantages and 2 disadvantages of the EHR so that the implementation team can start to prepare for this discussion with the administrators
650 words
.
‘The problem is not that people remember through photographs, but th.docx
‘The problem is not that people remember through photographs, but that they remember only photographs. This remembering through photographs eclipses other forms of understanding, and remembering.
Harrowing photographs do not inevitably lose their power to shock. But they are not much help if the task is to understand. Narratives can make us understand. Photographs do something else: they haunt us
’ (Sontag, p. 79-80). Discuss the implications of Sontag’s claim for contemporary politics and humanitarian organisations.
* 3500 WORDS
*font 12
*Double Spaced
*8 resources at least
.
· Choose an articleo.docx
·
C
hoose an article
o
1000 words
o
Published in 5 years
o
Credible (e.g. Wall Street Journal, Asia Times, Fortune)
·
Write 3 single spaced analysis
o
Relate to Organizational Behavior
o
APA style
o
Name of theory; Definition of the theory; Location of link in the article
o
Explain and make analysis
.
·You have been engaged to prepare the 2015 federal income tax re.docx
·
You have been engaged to prepare the 2015 federal income tax return for Bob and Melissa Grant.
·
Your tax form submission should include: Form 1040, Schedules A, B, D, E, and Forms 4684 and 8949 as applicable. You will come across many items on the tax return we have not talked about in class; if we have not covered it in class, and it is not included in the information below, you do
not
need to address it on this assignment.
·
Your solution should contain a detailed workpaper that calculates the tax due or refunded with the return and calculated in the form of the tax formula (see Ch. 4 lecture slides). The calculation should be well labeled and EASY to follow. This presentation will be factored into your grade. Do NOT include any references or citations on your workpaper.
·
You may complete the return by hand (
neatly
) or typed using 2015 forms found on Blackboard or the IRS website. You may complete the form using software, one version of which is available in the ACELAB.
o
Note – ACELAB software is for the 2014 tax year; if you choose to use this method, you do not need to override the automatically calculated 2014 information, but your workpaper must detail each line item that will differ between the 2014 form generated and the 2015 forms).
·
Use the following assumptions in preparing the return:
o
The general method of accounting used by the Grants is the cash method.
o
Use all opportunities under law to minimize the 2015 federal income tax.
o
Use whole dollars when preparing the tax return.
o
Do not prepare a state income tax return.
o
Ignore the Line 45 calculation for alternative minimum tax.
o
If required information is missing, use reasonable assumptions to fill in the gaps.
Client memo (5 points)
·
Complete a letter to the client regarding tax planning advice. Identify and explain two reasonable tax planning items the family could use to minimize their tax liability and/or maximize their wealth. All items would be implemented in future years and do not impact the current tax return.
BOB AND MELISSA GRANT
INDIVIDUAL FEDERAL INCOME TAX RETURN
Bob (age 43, SSN #987-45-1234) and Melissa Grant (age 43, SSN #494-37-4893) are married and live in Lexington, Kentucky. The Grants would like to file a joint tax return for the year. The Grants’ mailing address is 95 Hickory Road, Lexington, Kentucky 40502.
The Grants have two children Jared (SSN #412-32-5690), age 18, and Alese (SSN #412-32-6940), age 12. Jared is still in high school and works part time as a waiter and earns about $2,000 a year. The Grant’s also provide financial support to Bob’s aged (85 years) grandfather, Michael Sr., who is widowed and lives alone. Michael Sr.’s Social Security number is 982-21-5543. He has no income and the Grant’s provide 100 percent of his support.
Bob Grant’s Forms W-2 provided the following wages and withholding for the year:
Employer
Gross Wages
Federal Income Tax Withholding
State Income Tax Withholding
National Sto.
·Time Value of MoneyQuestion A·Discuss the significance .docx
·
Time Value of Money
Question A
·
Discuss the significance of recognizing the time value of money in the long-term impact of the capital budgeting decision.
Question B
·
Discuss how the internal rate of return (IRR) method differs from the net present value (NPV) method. Be sure to include an explanation of what the IRR method is and what the NPV method is.
The initial post by day 5 should be a minimum of 150 words. If you use any source outside of your own thoughts, you should reference that source. Include solid grammar, punctuation, sentence structure, and spelling.
.
·Reviewthe steps of the communication model on in Ch. 2 of Bus.docx
·
Reviewthe steps of the communication model on in Ch. 2 of
Business Communication
. See Figure 2.1.
·
Identify one personal or business communication scenario.
Describe each step of that communication using your personal or business scenario. Use detailed paragraphs in the boxes provided
Steps of communication model
Personal or business scenario
1.
Sender has an idea.
2.
Sender encodes the idea in a message.
3.
Sender produces the message in a medium.
4.
Sender transmits message through a channel.
5.
Audience receives the message.
6.
Audience decodes the message.
7.
Audience responds to the message.
8.
Audience provides feedback to the sender.
Additional Insight
Identify
two potential barriers that could occur in your communication scenario and then explain how you would overcome them. Write your answer(s) below.
.
·Research Activity Sustainable supply chain can be viewed as.docx
·
Research Activity
Sustainable supply chain can be viewed as Management of raw materials and services from suppliers to manufacturers/ service provider to customer - with improvement of the social and environmental impacts explicitly considered.
Carry out a literature review on sustainable / green supply chain and prepare:
·
A report (provide an example) -2500-3000 words approximately and
Issues/topics that
you may like
to address/consider are:
1.
Drivers for Sustainable SCM
2.
Analysing the impact of carbon emissions on manufacturing operation, cost and profit by focusing on product life cycle analysis.
Analyse aspects of the product life cycle in terms of; Outlining CO2 emission points and scope, defining CO2 baseline, prioritising measures to reduce or off set emissions and finally planning and initiating actions.
3.
New ways of thinking/information sharing
Seven key solution areas were identified:
·
In- store logistics: includes in-store visibility, shelf-ready products, shopper interaction
·
Collaborative physical logistics: shared transport, shared warehouse, shared infrastructure
·
Reverse logistics: product recycling, packaging recycling, returnable assets
·
Demand fluctuation management: joint planning, execution and monitoring
·
Identification and labelling: through the use of barcodes and RFID tags. Identification is about providing all partners in the value chain with the ability to use the same standardised mechanism to uniquely identify parties/locations, items and events with clear rules about where, how, when and by whom these will be created, used and maintained. Labels currently are the most widely used means to communicate about relevant sustainability and security aspects of a certain product towards consumers
·
Efficient assets: alternative forms of energy, efficient/aerodynamic vehicles, switching modes, green buildings
·
Joint scorecard and business plan: this solution consists of a suite of industry-relevant measurement tools falling into two broad categories: qualitative tools, which are a set of capability metrics designed to measure the extent to which the trading partners (supplier, service provider and retailer) are working collaboratively; and quantitative tools, which include business metrics aimed at measuring the impact of collaboration
4.
Sustainability in the carbon economy
5.
Introducing/developing sustainable KPI
s
to SC, SCOR,GSCF Models
Wal-Mart
may be a good example to look at: when you burn less, you pay less and emit less, and the benefits can ripple further. The big advantages for organisations in becoming sustainable are reducing costs and helping the environment. For example: Wal-Mart sells 25% of detergent sold in the United States, by replacing regular washing detergent with concentrate they will save: 400 million gallons of water, 125 million pounds of cardboard and packaging, 95 million pounds of plastic.
.
·DISCUSSION 1 – VARIOUS THEORIES – Discuss the following in 150-.docx
·
DISCUSSION 1 – VARIOUS THEORIES – Discuss the following in 150-200 words with in text citations and references:
·
Differentiate between the various dispositional, biological and evolutionary personality theories.
·
DISCUSSION 2 – STRENGTHS AND LIMITATIONS – Discuss the following in 150-200 words with in text citations and references:
·
Explain the strengths and limitations of dispositional, biological and evolutionary personality theories.
·
DISCUSSION 3 – ANALYZE PERSONALITY CHARACTERISTICS – Discuss the following in 150-200 words with in text citations and references:
·
Analyze individual personality characteristics using dispositional, biological and evolutionary personality theories.
·
DISCUSSION 4 – INTERPERSONAL RELATIONS – Discuss the following in 150-200 words with in text citations and references:
·
Explain interpersonal relations using dispositional and biological or evolutionary personality theories.
·
DISCUSSION 5 – ALLPORTS BELIEF – Discuss the following in 150-200 words with in text citations and references:
·
Do you agree or disagree with Allport's belief that individuals are motivated by present drives, not past events? Why?
.
·Module 6 Essay ContentoThe ModuleWeek 6 essay require.docx
·
Module 6 Essay Content
:
o
The Module/Week 6 essay requires you to discuss the history and contours of the “original intent” vs. “judicial activism” debate in American jurisprudence.
o
Part 1: Introduce and explain the key arguments supporting the “original intent” perspective and the argument for “judicial activism.”
o
Part 2: Weigh the merits of both sides and provide an assessment of both based upon research and analysis.
·
P
age Length:
At least three (3) pages in addition to the title page, abstract page, and bibliography page
·
Sources/Citations
: At least ten (10) sources, combining course material and outside material, are required. Key ideas from the required reading must be incorporated.
.
·Observe a group discussing a topic of interest such as a focus .docx
·
Observe a group discussing a topic of interest such as a focus group, a community public assembly, a department meeting at your workplace, or local support group
·
Study how the group members interact and impact one another
·
Analyze how the group behaviors and communication patterns influence social facilitation
·
Integrate your findings with evidence-based literature from journal articles, textbook, and additional scholarly sources
Purpose:
To provide you with an opportunity to experience a group setting and analyze how the presence of others substantially influences the behaviors of its members through social facilitation.
Process:
You will participate as a guest at an interest group meeting in your community to gather data for a qualitative research paper. Once you have located an interest group, contact stakeholders and explain the purpose of your inquiry. After you receive permission to participate, you will schedule a date to attend the meeting; at which time you will observe the members and document the following for your analysis:
Part I
·
How were the people arranged in the physical environment (layout of room and seating arrangement)?
·
What is the composition of the group, in terms of number of people, ages, sex, ethnicity, etc.?
·
What are the group purpose, mission, and goals?
·
What is the duration of the group (short, long-term)? Explain.
·
Did the group structure its discussion around an agenda, program, rules of order, etc.?
·
Describe the structure of the group. How is the group organized?
·
Who are the primary facilitators of the group?
·
What subject or issues did the group members examine during the meeting?
·
What types of information did members exchange in their group?
·
What were the group's norms, roles, status hierarchy, or communication patterns?
·
What communication patterns illustrated if the group was unified or fragmented? Explain.
·
Did the members share a sense of identity with one another (characteristics of the group-similarities, interests, philosophy, etc.)?
·
Was there any indication that members might be vulnerable to Groupthink? Why or why not?
·
In your opinion, how did the collective group behaviors influence individual attitudes and the group's effectiveness? Provide your overall analysis.
Part II
Write a 1,200- to 1,500-word paper incorporating your analysis with evidence to substantiate your conclusion.
Explain how your observations relate to research studies on norm formation, group norms, conformity, and/or social influence.
Integrate your findings with literature from the textbook, peer-reviewed journal articles, and additional scholarly sources. Format your paper consistent with APA guidelines.
.
·Identify any program constraints, such as financial resources, .docx
·
Identify any program constraints, such as financial resources, human capital, and local culture.
·
Analyze the relationships between the policy developers and the policy implementers for the selected program.
Topic is Special Supplemental Nutrition Program for Women, Infants and Children (WIC) program. 380 words, APA format.
.
·Double-spaced·12-15 pages each chapterThe followi.docx
·
Double-spaced
·
12-15 pages each chapter
The following is my layout for thesis:
CHAPTER 5
·
Brazil’s current outcomes in government, Financial, environmental, and community aspects.
1.
Variation in Government economic politics
2.
Yearly Financial growth
3.
Environmental risk factors
4.
Changes in community aspects
CHAPTER 6
·
Predictions of Market progression, Industrial variations, and government changes between 2007 to 2017
1.
Predictions for Industrial progression
a)
Financial variations and deviations
b)
Funding distribution for new technologies research and development
2.
Prediction for Brazil’s political outlook
a)
New economic laws and tax exemptions
b)
Changes in Political parties
3.
Predictions for deviations and variations in Brazil’s Market
a)
International growth
b)
Domestic growth
.
© 2019 Cengage. All Rights Reserved. Linear RegressionC.docx
© 2019 Cengage. All Rights Reserved.
Linear Regression
Chapter 4
© 2019 Cengage. All Rights Reserved.
Introduction (Slide 1 of 2)
• Managerial decisions are often based on the relationship between two or
more variables:
• Example: After considering the relationship between advertising
expenditures and sales, a marketing manager might attempt to predict sales
for a given level of advertising expenditures.
• Sometimes a manager will rely on intuition to judge how two variables
are related.
• If data can be obtained, a statistical procedure called regression analysis
can be used to develop an equation showing how the variables are
related.
© 2019 Cengage. All Rights Reserved.
Introduction (Slide 2 of 2)
• Dependent variable or response: Variable being predicted.
• Independent variables or predictor variables: Variables being used
to predict the value of the dependent variable.
• Simple linear regression: A regression analysis for which any one
unit change in the independent variable, x, is assumed to result in
the same change in the dependent variable, y.
• Multiple linear regression: A regression analysis involving two or
more independent variables.
© 2019 Cengage. All Rights Reserved.
Simple Linear Regression Model
Regression Model
Estimated Regression Equation
© 2019 Cengage. All Rights Reserved.
Simple Linear Regression Model (Slide 1 of 5)
Regression Model:
• The equation that describes how y is related to x and an error term.
• Parameters: The characteristics of the population, 0 1 and .
• Random variable: Error term, .
• The error term accounts for the variability in y that cannot be explained by
the linear relationship between x and y.
© 2019 Cengage. All Rights Reserved.
Simple Linear Regression Model (Slide 2 of 5)
Estimated Regression Equation:
• The parameter values are usually not known and must be estimated using
sample data.
• Sample statistics 0 1(denoted and )b b are computed as estimates of the
population parameters
0 1 and .
• Substituting the values of the sample statistics 0 1 0 1 and for and inb b
the regression equation and dropping the error term, we obtain the
estimated regression for simple linear regression.
© 2019 Cengage. All Rights Reserved.
Simple Linear Regression Model (Slide 3 of 5)
• In the estimated simple linear regression equation:
0 1ŷ b b x= +
• ŷ = Estimate for the mean value of y corresponding to a given value of x.
• 0b = Estimated y-intercept.
•
1b = Estimated slope.
• The graph of the estimated simple linear regression equation is called the
estimated regression line.
• In general, ŷ is the point estimator of ( ) ,E y x the mean value of y for a
given value of x.
© 2019 Cengage. All Rights Reserved.
Simple Linear Regression Model (Slide 4 of 5)
Figure 7.1: The Estimation
Process in Simple Linear
Regression
© 2019 Cengage. All Rights Reserved.
Simple Linear Regression Model (Slide 5 of 5)
Figure 7.
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A Strategic Approach: GenAI in Education
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
2024.06.01 Introducing a competency framework for languag learning materials ...
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
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- 1. FUNCTIONAL AREA O4: TALENT AND ORGANIZATIONAL DEVELOPMENT The design, implementation, and evaluation of organizational development programs and processes to effectively develop a global workforce supporting business goals, culture and values. RESPONSIBLITILITIES 01 Make sure talent development programs comply with applicable laws and regulations. 02 Align local and regional practices with corporate vision, organizational culture, and values. 03 Create and implement awareness programs (examples include diversity, non-discrimination, bullying, cultural sensitivity, multigenerational workforce) that are aligned with the organization’s philosophy and adapt to local cultural perspectives. 04 Develop systems that support the implementation of global change management initiatives. 05 Develop and implement communication programs that are effective for a global workforce and other stakeholders. 06 Make sure employees have the appropriate knowledge, skills, and abilities needed to meet current and future business requirements. 07 Implement and evaluate a process to measure the effectiveness of organizational development programs based on global HR metrics/measurements (examples include employee engagement surveys, turnover rates, training return on investment [ROI], benchmarking data, scorecards). 08 Develop and implement processes, programs, and tools to support organization and workforce development at all levels of the organization (examples include career and leadership development, succession planning, retention, repatriated employees, short-term assignments). 09 Develop programs, policies, and guidelines to support geographically dispersed and/or virtual teams (examples include
- 2. team building, project management, performance management). 10 Establish work-life balance programs (examples include job sharing, flextime, telecommuting) and their application and appropriateness to different cultures. 11 Implement culturally appropriate performance management processes that support both global and local business objectives. 12 Develop and implement global programs to support the organization’s growth, restructuring, redeployment and downsizing initiatives (examples include mergers and acquisitions, joint ventures, divestitures). 13 Develop and implement competency models to support global and local business goals. 14 Identify and integrate external workforce to provide services to support global and local objectives (examples include consultants, independent contractors, vendors, suppliers) as it relates to talent and organizational development. KNOWLEDGE OF 0063 Applicable laws and regulations related to talent development activities 0064 Work-life balance programs 0065 Techniques to promote and align corporate vision, culture, and values with local and regional organizations 0066 Global organizational development programs and practices (examples include succession planning, leadership development) 0067 Needs assessment for talent and organizational development in a global environment 0068 Training programs and their application in global environments 0069 Global learning models and methodologies 0070 Performance management, feedback, and coaching methods as they apply locally and globally 0071 Techniques to measure organizational effectiveness in a global business environment (examples include engagement surveys, benchmarking, productivity measurement tools) 0072 Retention strategies and principles and their application in different cultures and countries
- 3. 0073 Redeployment, downsizing, and exit management strategies and principles and their application in different cultures and countries 0074 Career planning models 0075 Critical success factors for global assignees (examples include family adjustment and support, communication, career planning, mentoring)