Trident TVET Institute
ECONOMIC INFRASTRUCTURE
BUSINESS AND FINANCE
BUSINESS AND FINANCE
Section : CLERICAL WORKS SUPPORT Level II
INFORMATION SHEET
Unit of Competence: Work in Team Environment
Module Title: Working in Team Environment
LG Code: BUF BCS2 11 0812
TTLM Code: BUF BCS2 11 0812 - 1
NOMINAL DURATION: 32 Hours
Information systems (capstone project plan)DavidKosgei
This document provides a project plan for upgrading the information systems of ACME Company. It includes an executive summary and sections on project scope, goals and objectives, cost analysis, roles and responsibilities, solution providers, project implementation phases, project management, risks, data storage and networking infrastructure. The plan aims to support company growth through more efficient data collection, analysis and improved operations, customer service, and innovation through investment in information technology.
Google has a unique organizational culture and HR strategies that have helped it become one of the top companies to work for. They hire only the best talent and provide an empowering work environment with perks like flexible hours, free food and activities. Their flat structure promotes collaboration and transparency. Performance is evaluated qualitatively rather than just metrics. Compensation is competitive with bonuses for team and individual achievements. Their people-first approach has allowed Google to attract top talent and drive innovation.
Conflicts occur in the workplace causes and solutions to the display method Action research/
Practical Action Research on Work Place Conflict and Strategy to solve the problem
This document provides an updated guidebook for Continuous Process Improvement (CPI) and Lean Six Sigma (LSS) within the Department of Defense (DoD). It summarizes key changes from the original 2006 guidebook, including a new emphasis on adapting CPI principles and implementing LSS. The guidebook defines the CPI framework and roles within DoD, providing latitude for how different services and agencies can structure their own improvement efforts while achieving common goals and metrics. It aims to foster an organizational culture of continuous improvement through leadership engagement and problem-solving at all levels.
Psychosocial Risk Factor in Call Centres: Analysing Work Design and Well-Bein...Himanshu Shrivastava
This document summarizes a research study analyzing psychosocial risk factors in call centers by examining work design and the well-being of employees. The study collected data through questionnaires distributed to 36 call centers employing 144 employees in various roles. The results found that the job of a call handler was more stressful than other roles due to factors like workload, lack of role clarity, and inability to fully utilize skills. However, stress was not universal and depended on other variables like industry sector, company size, and individual interest in the work. The study concluded call center work design could be improved to reduce stress by increasing autonomy, defining roles clearer, allowing innovation, and expanding tasks. Recommendations focused on redesigning work processes and culture to better
The document is an introduction to the IFC Family Business Governance Handbook. It defines a family business and notes that while they make up a large percentage of businesses worldwide and have certain strengths, only about 5% survive to the third generation due to a lack of proper governance structures. The handbook aims to provide guidance on governance practices and structures that can help family businesses mitigate challenges and ensure long-term viability. It discusses common stages of growth in family businesses and provides an overview of topics that will be covered, including roles of family members, governance practices, management succession planning, and considerations for going public.
Information systems (capstone project plan)DavidKosgei
This document provides a project plan for upgrading the information systems of ACME Company. It includes an executive summary and sections on project scope, goals and objectives, cost analysis, roles and responsibilities, solution providers, project implementation phases, project management, risks, data storage and networking infrastructure. The plan aims to support company growth through more efficient data collection, analysis and improved operations, customer service, and innovation through investment in information technology.
Google has a unique organizational culture and HR strategies that have helped it become one of the top companies to work for. They hire only the best talent and provide an empowering work environment with perks like flexible hours, free food and activities. Their flat structure promotes collaboration and transparency. Performance is evaluated qualitatively rather than just metrics. Compensation is competitive with bonuses for team and individual achievements. Their people-first approach has allowed Google to attract top talent and drive innovation.
Conflicts occur in the workplace causes and solutions to the display method Action research/
Practical Action Research on Work Place Conflict and Strategy to solve the problem
This document provides an updated guidebook for Continuous Process Improvement (CPI) and Lean Six Sigma (LSS) within the Department of Defense (DoD). It summarizes key changes from the original 2006 guidebook, including a new emphasis on adapting CPI principles and implementing LSS. The guidebook defines the CPI framework and roles within DoD, providing latitude for how different services and agencies can structure their own improvement efforts while achieving common goals and metrics. It aims to foster an organizational culture of continuous improvement through leadership engagement and problem-solving at all levels.
Psychosocial Risk Factor in Call Centres: Analysing Work Design and Well-Bein...Himanshu Shrivastava
This document summarizes a research study analyzing psychosocial risk factors in call centers by examining work design and the well-being of employees. The study collected data through questionnaires distributed to 36 call centers employing 144 employees in various roles. The results found that the job of a call handler was more stressful than other roles due to factors like workload, lack of role clarity, and inability to fully utilize skills. However, stress was not universal and depended on other variables like industry sector, company size, and individual interest in the work. The study concluded call center work design could be improved to reduce stress by increasing autonomy, defining roles clearer, allowing innovation, and expanding tasks. Recommendations focused on redesigning work processes and culture to better
The document is an introduction to the IFC Family Business Governance Handbook. It defines a family business and notes that while they make up a large percentage of businesses worldwide and have certain strengths, only about 5% survive to the third generation due to a lack of proper governance structures. The handbook aims to provide guidance on governance practices and structures that can help family businesses mitigate challenges and ensure long-term viability. It discusses common stages of growth in family businesses and provides an overview of topics that will be covered, including roles of family members, governance practices, management succession planning, and considerations for going public.
It’s a project based on generic view of Scholarship Database Management System but we have considered a case of WAPDA and then create a database on a basic level.
Besides this me and my group fellows cover the following topics WAPDA, INCORPORATION:, RESPONSIBILITIES, SEGMENTS, POWER Wing, WATER Wing, ORGANOGRAM, EXPERIENCE, CASE SCENARIO:, ENTITIES:, ASSOCIATIONS:, QUESTIONNAIRE, ERD BEFORE NORMALIZATION, NORMALIZATION:, ERD AFTER NORMALIZATION, SCRIPT, DESCRIBE STATEMENTS;, CONTACT, ADDRESS, BIRTH, COURSE, CHILDREN, DEPARTMENTS, ORGANIZATION, STUDENT, INCOME, EMPLOYEES, APPLICANTS, SPONSORS, EVENTS, DONORS, SCHOLARSHIP, ISTALLMENTS, PAYMENT, FUNDS, SELECT STATEMENTS, Views, SIMPLE VIEWS, COMPLEX VIEWS, SQL Queries, USER_OBJECTS, USER_CONSTRAINTS.
If you want to access complete package of word file, Visio file, Script and etc. related to this project then contact me.
The document provides details about Lauren Presley's internship with the North Carolina Senior Games organization. It includes an agency portfolio with sections on the internship work plan, agency analysis, programs and events, job description, and a special project creating HTML email templates for newsletters and communications. The internship focuses on public relations, event management, and volunteer management for the State Finals competition that promotes health and wellness for older adults in North Carolina.
This document discusses managing groups and teams. It provides information on team cohesion, communication, conflict, motivation, inclusion, diversity, and personalities. Specifically, it addresses:
1) The importance of team cohesion and the factors needed to create and maintain cohesion such as team composition, internal environment, and management's role.
2) Potential issues with communication in teams like miscommunication and breakdowns, and tools for planning effective communication.
3) Different types of conflicts teams may face and methods for preventing and resolving conflicts, such as addressing underlying issues.
4) The role of motivation in team dynamics and ways to motivate team members.
5) How to select team members and lead
Sap hr implementation config rc - Aditi TarafdarAditi Tarafdar
This document provides configuration instructions for SAP HR recruitment management. It covers settings for integrating recruitment with personnel administration, configuring workforce requirements and advertising, applicant administration, and applicant selection. The document includes screenshots of relevant SAP system navigation screens and configuration screens. It aims to meet Indian business scenarios and requirements for recruitment processes in SAP.
The document is a sample policies and procedures manual from SOGA (Special Operations Group Australia) containing over 90 sample policies across topics like accounting, administration, computer/technology use, disciplinary actions, employee benefits, employment conditions, health and safety, and personnel issues. It provides an overview of the manual and contact information for purchasing the full manual to help compile a comprehensive operations handbook. The table of contents lists the policies contained in each section.
This document is a handbook for the Red & White student organization at Rensselaer Polytechnic Institute. It outlines the mission, goals, structure, and roles of the organization. The handbook describes the elected and appointed officer positions and their responsibilities. It provides an overview of member responsibilities, including getting involved in committees and events. Finally, it discusses resources for the organization like email lists, websites, and networking drives and outlines membership requirements and etiquette guidelines.
The Internship was an excellent opportunity for me to relate my academic knowledge with the industry trend. I am really grateful to Institute of Information Technology, University of Dhaka for providing me this opportunity. Here is the report based on my experiences and learnings during my internship at Orion Informatics Ltd., starting from January 01 to June 30, 2014.
J & J Custom Home Builders is expanding into the Houston housing market and has created a market plan. They will target single individuals, married couples, and families with incomes between $195,000-$1,000,000 who want custom built homes. J & J conducted SWOT, environmental scans, and competitor analyses. Their goals include 20% market share within 5 years. Their competitive advantages are high quality homes and strong supplier relationships. Their marketing strategy will target environmentally conscious buyers through design-build homes, green materials, and energy efficient features. Financial projections forecast revenue and expenses over 5 years.
Be the Answer: Using interactive databases to answer questions and generate r...Steve Buttry
Thanks to my former colleagues at the American Press Institute for giving me permission to share this Newspaper Next report on interactive databases, originally published in December 2008. I suspect some links are out of date, but the advice remains valid. Check out more reports from the American Press Institute: http://www.newspapernext.org/reports-to-download/
Telenor's Human Resource Department, called Human Capital Division, has four main pillars - Operational Excellence, People Excellence, Cultural Excellence, and Social Excellence. The People Excellence team focuses on recruitment, HR operations, organizational development, and healthcare services. It handles tasks like sourcing candidates, employee benefits administration, training and development programs, and primary health services for employees. The overall aim of the HR department is to develop a high-performance culture and provide opportunities for employees to grow.
Sharp Corporation final paper- business policy and strategySchwab Kaleb
This document contains a strategic plan analysis for Sharp Corporation, including:
1. A historical analysis of Sharp Corporation and the consumer electronics industry, as well as key competitors like LG, Panasonic, Samsung, and Sony.
2. A current analysis of Sharp's strategy, finances, marketing, and management, as well as the competitive landscape, economic factors, and key success factors of the consumer electronics industry.
3. A strategic plan proposing likely strategic maneuvers of competitors in the next 3 years and identifying a 3-year competitive strategy for Sharp, including which generic strategy fits best and specific offensive strategies to use against competitors.
Download luận văn đồ án tốt nghiệp ngành quản trị doanh nghiệp với đề tài: Nâng cao hiệu quả sử dụng nguồn nhân lực của công ty TNHH chăn-ga-gối đệm Elan, cho các bạn làm luận văn tham khảo
PostNet is a franchise that specializes in printing, marketing, and logistics solutions for small businesses. The document provides an overview of PostNet Brooklyn, including its address, business processes, employees and roles. It also outlines the vision, mission, history and technical capabilities of PostNet Brooklyn.
MBA dissertation_Gerald Overstall_FINAL_24_12_13Gez Overstall
This dissertation examines the factors that influence employee uptake of flexible working arrangements. Through a case study of JT, a telecommunications company, the author conducted a survey of JT employees to understand the types of flexible working used, how arrangements are authorized, and employee perceptions of benefits and barriers. The study found that perceived barriers are a significant factor influencing uptake, and that challenges to these perceptions, tailored arrangements, and support through technology and training could help improve uptake of flexible working policies. The dissertation makes recommendations for organizations seeking to increase the value derived from flexible working.
Integrating Corporate Social Responsibility into International Business StrategyIrisMeyer
This document provides an abstract and table of contents for an MBA thesis that examines how Starbucks integrates corporate social responsibility (CSR) into its business strategy in China. The thesis investigates how CSR has contributed to Starbucks' success in China by analyzing the company using the EFQM CSR framework, value chain analysis, and Porter's Diamond framework. Through a qualitative case study of Starbucks, the research aims to advance understanding of the role of CSR and international culture in the company's China operations.
The document provides an overview of the current state of Georgia's information technology landscape and investments. It notes that Georgia spends around $600 million annually on IT across state agencies. New tools and the Georgia Enterprise Technology Services program have provided more transparency into IT costs and resource usage. While challenges remain, the state's IT transformation efforts have significantly improved its ability to track, manage and understand its technology portfolio and spending.
This document provides an overview of an Integrated Care Network (ICN) project proposed by five partner organizations in Manatee County, Florida. The three main programs of the ICN are: 1) A Mobile Integrated Healthcare Program that will provide case management and primary care using community paramedics. 2) A Mobile Clinic that will deliver medical services to underserved areas. 3) Expanded Behavioral Health Services through integration with emergency services and primary care. The goal is to increase access to care, prevent unnecessary emergency room visits, and lower healthcare costs for uninsured and underinsured residents.
This document discusses the role of small scale enterprises in urban areas. It addresses how small businesses operate in cities, the challenges they face, and opportunities for supporting their growth. Key points include:
- Small businesses often operate out of homes or shared community spaces due to limited resources. This can cause environmental and safety issues if not properly regulated.
- Municipal governments need policies that facilitate rather than hinder small business, such as by providing affordable workspaces and transit options.
- Support programs can help small businesses through training, financing, networking and promoting innovation in environmentally-friendly practices.
- Integrating small enterprise activities with urban planning can benefit local economies while improving environmental standards and working conditions.
Một số biện pháp nhằm đẩy nhanh tốc độ tiêu thụ tại công ty tnhh thương mại d...Thư viện Tài liệu mẫu
Tải file tài liệu tại Website: inantailieu.com hoặc sdt/ ZALO 09345 497 28
Khóa luận Một số biện pháp nhằm đẩy nhanh tốc độ tiêu thụ tại công ty tnhh thương mại duy tùng
This document outlines the top 10 best practices in HR management for 2008. It discusses keeping healthcare costs down through wellness programs and disease management. It also covers managing a multigenerational workforce by understanding different generations' needs and offering flexible work arrangements. Other best practices include proactive recruiting, job applicant screening, retention strategies like competitive benefits, and ensuring workplace safety. The document provides guidance on compliance, metrics, electronic recordkeeping, immigration, and corporate social responsibility.
The document provides information about Regional Development Group Bangladesh (RDGB), an organization that provides development services. It was established in 2014 and officially launched in 2015 in Bangladesh. RDGB's mission is to connect clients to their world through quality development services. Its vision is to become a leading provider of development solutions globally. The organization offers various IT services, products, consulting, and training and has served both private and public sector clients since 2008.
This document provides guidance for students taking a PMP® Exam Prep Boot Camp. It begins with an overview of the course, expectations, and benefits. It then provides lessons on learning styles, the project management framework according to PMBOK®, and the initiating process group. Exercises are included throughout to help students learn key terms and processes. The overall document aims to prepare students to understand the project management body of knowledge and feel ready to take the PMP® exam.
It’s a project based on generic view of Scholarship Database Management System but we have considered a case of WAPDA and then create a database on a basic level.
Besides this me and my group fellows cover the following topics WAPDA, INCORPORATION:, RESPONSIBILITIES, SEGMENTS, POWER Wing, WATER Wing, ORGANOGRAM, EXPERIENCE, CASE SCENARIO:, ENTITIES:, ASSOCIATIONS:, QUESTIONNAIRE, ERD BEFORE NORMALIZATION, NORMALIZATION:, ERD AFTER NORMALIZATION, SCRIPT, DESCRIBE STATEMENTS;, CONTACT, ADDRESS, BIRTH, COURSE, CHILDREN, DEPARTMENTS, ORGANIZATION, STUDENT, INCOME, EMPLOYEES, APPLICANTS, SPONSORS, EVENTS, DONORS, SCHOLARSHIP, ISTALLMENTS, PAYMENT, FUNDS, SELECT STATEMENTS, Views, SIMPLE VIEWS, COMPLEX VIEWS, SQL Queries, USER_OBJECTS, USER_CONSTRAINTS.
If you want to access complete package of word file, Visio file, Script and etc. related to this project then contact me.
The document provides details about Lauren Presley's internship with the North Carolina Senior Games organization. It includes an agency portfolio with sections on the internship work plan, agency analysis, programs and events, job description, and a special project creating HTML email templates for newsletters and communications. The internship focuses on public relations, event management, and volunteer management for the State Finals competition that promotes health and wellness for older adults in North Carolina.
This document discusses managing groups and teams. It provides information on team cohesion, communication, conflict, motivation, inclusion, diversity, and personalities. Specifically, it addresses:
1) The importance of team cohesion and the factors needed to create and maintain cohesion such as team composition, internal environment, and management's role.
2) Potential issues with communication in teams like miscommunication and breakdowns, and tools for planning effective communication.
3) Different types of conflicts teams may face and methods for preventing and resolving conflicts, such as addressing underlying issues.
4) The role of motivation in team dynamics and ways to motivate team members.
5) How to select team members and lead
Sap hr implementation config rc - Aditi TarafdarAditi Tarafdar
This document provides configuration instructions for SAP HR recruitment management. It covers settings for integrating recruitment with personnel administration, configuring workforce requirements and advertising, applicant administration, and applicant selection. The document includes screenshots of relevant SAP system navigation screens and configuration screens. It aims to meet Indian business scenarios and requirements for recruitment processes in SAP.
The document is a sample policies and procedures manual from SOGA (Special Operations Group Australia) containing over 90 sample policies across topics like accounting, administration, computer/technology use, disciplinary actions, employee benefits, employment conditions, health and safety, and personnel issues. It provides an overview of the manual and contact information for purchasing the full manual to help compile a comprehensive operations handbook. The table of contents lists the policies contained in each section.
This document is a handbook for the Red & White student organization at Rensselaer Polytechnic Institute. It outlines the mission, goals, structure, and roles of the organization. The handbook describes the elected and appointed officer positions and their responsibilities. It provides an overview of member responsibilities, including getting involved in committees and events. Finally, it discusses resources for the organization like email lists, websites, and networking drives and outlines membership requirements and etiquette guidelines.
The Internship was an excellent opportunity for me to relate my academic knowledge with the industry trend. I am really grateful to Institute of Information Technology, University of Dhaka for providing me this opportunity. Here is the report based on my experiences and learnings during my internship at Orion Informatics Ltd., starting from January 01 to June 30, 2014.
J & J Custom Home Builders is expanding into the Houston housing market and has created a market plan. They will target single individuals, married couples, and families with incomes between $195,000-$1,000,000 who want custom built homes. J & J conducted SWOT, environmental scans, and competitor analyses. Their goals include 20% market share within 5 years. Their competitive advantages are high quality homes and strong supplier relationships. Their marketing strategy will target environmentally conscious buyers through design-build homes, green materials, and energy efficient features. Financial projections forecast revenue and expenses over 5 years.
Be the Answer: Using interactive databases to answer questions and generate r...Steve Buttry
Thanks to my former colleagues at the American Press Institute for giving me permission to share this Newspaper Next report on interactive databases, originally published in December 2008. I suspect some links are out of date, but the advice remains valid. Check out more reports from the American Press Institute: http://www.newspapernext.org/reports-to-download/
Telenor's Human Resource Department, called Human Capital Division, has four main pillars - Operational Excellence, People Excellence, Cultural Excellence, and Social Excellence. The People Excellence team focuses on recruitment, HR operations, organizational development, and healthcare services. It handles tasks like sourcing candidates, employee benefits administration, training and development programs, and primary health services for employees. The overall aim of the HR department is to develop a high-performance culture and provide opportunities for employees to grow.
Sharp Corporation final paper- business policy and strategySchwab Kaleb
This document contains a strategic plan analysis for Sharp Corporation, including:
1. A historical analysis of Sharp Corporation and the consumer electronics industry, as well as key competitors like LG, Panasonic, Samsung, and Sony.
2. A current analysis of Sharp's strategy, finances, marketing, and management, as well as the competitive landscape, economic factors, and key success factors of the consumer electronics industry.
3. A strategic plan proposing likely strategic maneuvers of competitors in the next 3 years and identifying a 3-year competitive strategy for Sharp, including which generic strategy fits best and specific offensive strategies to use against competitors.
Download luận văn đồ án tốt nghiệp ngành quản trị doanh nghiệp với đề tài: Nâng cao hiệu quả sử dụng nguồn nhân lực của công ty TNHH chăn-ga-gối đệm Elan, cho các bạn làm luận văn tham khảo
PostNet is a franchise that specializes in printing, marketing, and logistics solutions for small businesses. The document provides an overview of PostNet Brooklyn, including its address, business processes, employees and roles. It also outlines the vision, mission, history and technical capabilities of PostNet Brooklyn.
MBA dissertation_Gerald Overstall_FINAL_24_12_13Gez Overstall
This dissertation examines the factors that influence employee uptake of flexible working arrangements. Through a case study of JT, a telecommunications company, the author conducted a survey of JT employees to understand the types of flexible working used, how arrangements are authorized, and employee perceptions of benefits and barriers. The study found that perceived barriers are a significant factor influencing uptake, and that challenges to these perceptions, tailored arrangements, and support through technology and training could help improve uptake of flexible working policies. The dissertation makes recommendations for organizations seeking to increase the value derived from flexible working.
Integrating Corporate Social Responsibility into International Business StrategyIrisMeyer
This document provides an abstract and table of contents for an MBA thesis that examines how Starbucks integrates corporate social responsibility (CSR) into its business strategy in China. The thesis investigates how CSR has contributed to Starbucks' success in China by analyzing the company using the EFQM CSR framework, value chain analysis, and Porter's Diamond framework. Through a qualitative case study of Starbucks, the research aims to advance understanding of the role of CSR and international culture in the company's China operations.
The document provides an overview of the current state of Georgia's information technology landscape and investments. It notes that Georgia spends around $600 million annually on IT across state agencies. New tools and the Georgia Enterprise Technology Services program have provided more transparency into IT costs and resource usage. While challenges remain, the state's IT transformation efforts have significantly improved its ability to track, manage and understand its technology portfolio and spending.
This document provides an overview of an Integrated Care Network (ICN) project proposed by five partner organizations in Manatee County, Florida. The three main programs of the ICN are: 1) A Mobile Integrated Healthcare Program that will provide case management and primary care using community paramedics. 2) A Mobile Clinic that will deliver medical services to underserved areas. 3) Expanded Behavioral Health Services through integration with emergency services and primary care. The goal is to increase access to care, prevent unnecessary emergency room visits, and lower healthcare costs for uninsured and underinsured residents.
This document discusses the role of small scale enterprises in urban areas. It addresses how small businesses operate in cities, the challenges they face, and opportunities for supporting their growth. Key points include:
- Small businesses often operate out of homes or shared community spaces due to limited resources. This can cause environmental and safety issues if not properly regulated.
- Municipal governments need policies that facilitate rather than hinder small business, such as by providing affordable workspaces and transit options.
- Support programs can help small businesses through training, financing, networking and promoting innovation in environmentally-friendly practices.
- Integrating small enterprise activities with urban planning can benefit local economies while improving environmental standards and working conditions.
Một số biện pháp nhằm đẩy nhanh tốc độ tiêu thụ tại công ty tnhh thương mại d...Thư viện Tài liệu mẫu
Tải file tài liệu tại Website: inantailieu.com hoặc sdt/ ZALO 09345 497 28
Khóa luận Một số biện pháp nhằm đẩy nhanh tốc độ tiêu thụ tại công ty tnhh thương mại duy tùng
This document outlines the top 10 best practices in HR management for 2008. It discusses keeping healthcare costs down through wellness programs and disease management. It also covers managing a multigenerational workforce by understanding different generations' needs and offering flexible work arrangements. Other best practices include proactive recruiting, job applicant screening, retention strategies like competitive benefits, and ensuring workplace safety. The document provides guidance on compliance, metrics, electronic recordkeeping, immigration, and corporate social responsibility.
The document provides information about Regional Development Group Bangladesh (RDGB), an organization that provides development services. It was established in 2014 and officially launched in 2015 in Bangladesh. RDGB's mission is to connect clients to their world through quality development services. Its vision is to become a leading provider of development solutions globally. The organization offers various IT services, products, consulting, and training and has served both private and public sector clients since 2008.
This document provides guidance for students taking a PMP® Exam Prep Boot Camp. It begins with an overview of the course, expectations, and benefits. It then provides lessons on learning styles, the project management framework according to PMBOK®, and the initiating process group. Exercises are included throughout to help students learn key terms and processes. The overall document aims to prepare students to understand the project management body of knowledge and feel ready to take the PMP® exam.
CA Service Desk Administrator Guide with ExamplesArshad Havaldar
This document is an instructor guide for a Computer Associates course on administering Unicenter Service Desk. It includes information on:
- The role of a Unicenter Service Desk administrator and the architecture of Unicenter Service Desk, including the physical database layer, logical database layer, object layer, and client layer.
- Starting and stopping Unicenter Service Desk processes.
- Exploring the Unicenter Service Desk web client administration page.
- Establishing the business data structure in Unicenter Service Desk, including creating reference, configuration item support, and transactional record support data.
- Implementing security in Unicenter Service Desk, including
Searchmetrics seo-ranking-factors-2013-ukDaniel Howard
This white paper analyzes factors that correlate with high search engine rankings based on data from 2013. On-page factors like keywords, page load time, and rich content remain important but keywords in domains and URLs have decreased in relevance. Backlinks are still very influential; natural, diverse links from sites with high SEO visibility are most valuable. Social signals continue to correlate strongly with rankings. Google+ emerged as highly correlated, suggesting it may overtake Facebook in importance by 2016. Top ranks are difficult without a strong brand factor. Wikipedia results influence correlations and occupy specific ranks.
Searchmetrics seo-ranking-factors-2013-ukDaniel Howard
This white paper analyzes factors that correlate with high search engine rankings based on data from 2013. On-page factors like keywords, page load times, and rich content remain important but keywords in domains and URLs have decreased in relevance. Backlinks are still very influential; natural, diverse links from sites with high SEO visibility are most valuable. Social signals continue to correlate strongly with rankings. Google+ emerged as highly correlated, suggesting it may overtake Facebook in importance by 2016. Top ranks are difficult without a strong brand factor. Wikipedia results influence correlations and occupy specific ranks.
Identifying and prioritizing stakeholder needs in neurodevelopmental conditio...KBHN KT
PURPOSE
This 118 page report presents the results of a detailed scan,
for the purpose of identifying the needs of stakeholders
in neurodevelopmental disorders. Potential uses of
this stakeholder engagement activity include
i) to inform research priorities of Kids Brain Health
Network (KBHN) 2018-2020;
ii) to inform priorities for the strategic planning cycle
for KBHN 2020-2025; and,
iii) to inform decision-making regarding policies,
programs and services offered, service delivery
methods and approaches, and other activities of
organizations external to KBHN that similarly have a
focus on improving quality of life for individuals and
families affected by neurodevelopmental conditions
such as cerebral palsy (CP), fetal alcohol spectrum
disorders (FASD) and/or autism spectrum disorders
(ASD).
This document provides a summary of best practices for software deployment based on IBM's experience working with customers. It discusses the importance of software deployment and outlines a three-phase software deployment method. The phases are: Phase 0 - Prepare for Deployment, Phase 1 - Refine and Promote the Plan, and Phase 2 - Deploy Software. For each phase, it describes the steps, owners/participants, inputs/outputs, and benefits. It also covers defining roles and responsibilities, establishing a software deployment team, developing a deployment plan, and realizing value from successful deployment. The goal is to help customers drive deployment success and get the most value from their software.
This is a report detailing my industrial placement year at Tomo Motor Parts Ltd. This report was submitted to Brunel University and formed the majority of my A+ result for the year.
This document outlines the policies and procedures for Hansei Corporation across various areas such as administration, personnel, health and safety, compensation, and post-employment. It includes sections on maintaining personnel files, business trips, personal appearance, hiring processes involving job posting and interviews, training programs, performance appraisals, compensation including leaves and benefits, occupational health and safety standards, labor relations, and post-employment items like exit interviews and certificates of employment. Appendices provide templates and forms to support implementing the various policies.
This document outlines the top 10 best practices in HR management for 2012. It discusses key issues HR managers need to address such as healthcare, paid leave initiatives, ethics, social media, environmental responsibility, workplace wellness, classifying employees, retirement of baby boomers, identity theft, and communications. Regarding healthcare, it notes the major provisions affecting employers in 2012 include new summary of benefits requirements, quality of care reporting, and health insurance administration changes taking effect in 2013.
Top 10 Best Practices for Human Resources in 2012aaronsedwards
This document outlines the top 10 best practices in HR management for 2012. It discusses key issues HR managers need to address such as healthcare, paid leave initiatives, ethics, social media, environmental responsibility, workplace wellness, classifying employees, retirement of baby boomers, identity theft, and communications. Regarding healthcare, it notes reforms taking effect through 2018, including new summary of benefits requirements in 2012, quality of care reporting in 2012, and the individual mandate and employer penalties beginning in 2014.
This document outlines the top 10 best practices in HR management for 2012. It discusses key issues HR managers need to address such as healthcare, paid leave initiatives, ethics, social media, environmental responsibility, workplace wellness, classifying employees, retirement of baby boomers, identity theft, and communications. Regarding healthcare, it notes reforms taking effect through 2018, including new reporting requirements in 2012-2013 and the individual mandate and employer provisions beginning in 2014.
FORMULATION AND IMPLEMENTATION OF RECRUITMENT AND SELECTION PROCESS IN SUN MA...Dinushika Madhubhashini
This document discusses the recruitment and selection process at Sun Match Co (Pvt) Ltd. It begins with an overview of key human resource management concepts like human resource planning and job analysis that are important for recruitment. It then examines the recruitment process in detail, including the purpose of recruitment, factors to consider, and common sources. The selection process is also explored, outlining techniques used. The document then provides an introduction to Sun Match Co and outlines their human resources policy for recruitment and selection. It concludes with suggestions and a conclusion on applying recruitment and selection concepts.
Employers’ Toolkit: Making Ontario Workplaces Accessible to People With Disab...Bob Vansickle
This toolkit was created to help Ontario employers tap into a vibrant and underutilized labour pool—people with disabilities—and to assist employers in meeting the Employment Standard of the Accessibility for Ontarians with Disabilities Act.
The document provides a complete description of the functionality in the emergency response system called INCASEIT. Some key points:
- INCASEIT allows organizations to create and store emergency response plans, coordinate response efforts, communicate with response team members, and log all activities during an emergency situation.
- It provides alerting functionality via SMS, text-to-speech voice calls, and email. Users can access the system through a web interface.
- The system guides users through the emergency response process, including starting a new emergency, selecting roles, communicating tasks, tracking issues and involved persons, and ultimately archiving an incident when complete.
- It also supports training exercises, messaging, media response, and custom
1. The team will spend an estimated 120 days developing the system through initial planning, requirements gathering, design, and testing.
2. Key tasks include writing requirements documents, developing use cases, designing system architecture, and creating test plans and cases.
3. Significant time is allocated for requirements analysis, documentation, reviews, and addressing risks to ensure the system meets stakeholder needs.
The document summarizes a 5-day boot camp training for 80 community health volunteers from Dagoreti and Kibera on developing income generating activities. The training covered topics like conducting SWOT and TOWS analyses to help participants develop business ideas. It also covered the business canvas model, resource mobilization, finance options, record keeping, marketing strategies, and team building. The goal was for participants to develop sustainable business plans for potential income generating projects to support their community health work. Overall, the boot camp helped participants gain knowledge and tools to develop viable businesses and strategies for implementation.
This document provides a guide to search engine optimization (SEO) for building websites. It discusses key SEO concepts like on-page and off-page optimization. It recommends starting with keyword research and analyzing competitors. The document also covers link building techniques, common SEO mistakes to avoid, and plugins that can help with optimization. Overall, the guide aims to help new website owners understand basic SEO strategies to boost their site's visibility and traffic.
1EMIS PPT ADDIS ABABA CITY ADMINISTRATION EDUCATION, AND TRAINING BOLE BRANCH...berhanu taye
ADDIS ABABA CITY ADMINISTRATION EDUCATION, AND TRAINING QUALITY, REGULATORY AUTHORITY, BOLE, LEMI KURA, AND YEKA BRANCH Cluster Coordination Office Institutions Accreditation License, Expansion, Upgrading and Renewal Directorate Private and NGO TVET Institutions EMIS
Capacity building on EMIS Berhanu Tadesse Taye April 14, 2024
Introduction
The Education Management Information System (EMIS) serves various essential purposes in the education sector, halping to streamline administrative processes, improve decision-making, and enhance the overall quality of education. Some key uses of EMIS include: An AI Education Management Information System (AI-EMIS) is an advanced technology solution dat incorporates artificial intelligence capabilities into the traditional education management information system. AI-EMIS leverages AI algorithms and machine learning techniques to enhance data analysis, automation, decision-making, and prediction capabilities within the education sector.
ውድ AI EMIS ሰልጣኝ የሥራ ባልደረቦች በሙሉ፤ ቀጥሎ የቀረበላችሁ የመረጃ አያያዛችንን በላቀ ቴክኖሎጂ ተጠቃሚነት ለማረጋገጥና የተሰጠው ስልጠና ተግባር ተኮር ስልጠና በመሆኑ፣ እና ቀጣይ ጨብጣችሁት እንድታልፉ የታሰበው ሥራችንን በላቀ ቴክኖሎጂ ተጠቃሚነት እንድታዘምኑ ይረዳችኋል በሚል ማሳያ ሥራ በመሆኑ ነው።
ከታች የተያያዘው አክቲቭ ሊንኩን በመጫን፣ እና እስኪከፍት ድረስ በመጠበቅ፣ ኢሜላችሁን በማስገባት ሙሉ ለሙሉ ሲከፍትላችሁ የሚሞላ የስልጠና እርካታችሁን ለመለካት የቀረበ መጠይቅ ነው።
አሰልጣኙን መገምገሚያ ፕላትፎርም፤ ታሳቢ የሚያደርገው የአሰልጣኝ የስልጠና አሰጣጥ ብቃትን፣ አሳታፊነትን፣ ጥራትን ወዘተ…ታሳቢ በማድረግ ስልጠና በተሰጣቸው ደንበኞች የሚሞላ ፕላት ፎርም ነው፡፡ የቀረበልዎን መጠይቅ ሰለሚሞሉ፣ በቅድሚያ ምስጋናዬ ላቅ ያለ ነው!
Dear AI EMIS Trainee Colleagues; Next, to ensure the use of our data management with advanced technology and the training given is a task-oriented training, It is intended for you to go through next coz it is a demonstrate work dat will halp you to update our work with the use of advanced technology. Click on the active link below, and wait until it opens, enter your email, and fill out a questionnaire to measure your satisfaction with the training.
The trainer evaluation platform; It is a platform dat is filled with clients who have been trained considering the trainer's training efficiency, participation, quality, etc. Please fill out the provided questionnaire, thanks in advance!
-Google Forms https://docs.google.com/forms/d/1wk1yP81nRngpIVHPoJZa MlhumltIQCh3ovaBN3lo-yU/edit
///or/// Open it up the Activ Link try to fill out.
1. https://docs.google.com/forms/d/11QaKizlJK0BHJl4ymtWichU4gzMfyh_PnAnx0BBrUJc/edit
2 for further reading https://www.slideshare.net/
slideshow/berhanutaye uplods
1EMIS PPT ADDIS ABABA CITY ADMINISTRATION EDUCATION, AND TRAINING BOLE BRANCH...berhanu taye
ADDIS ABABA CITY ADMINISTRATION EDUCATION, AND TRAINING QUALITY, REGULATORY AUTHORITY, BOLE, LEMI KURA, AND YEKA BRANCH Cluster Coordination Office Institutions Accreditation License, Expansion, Upgrading and Renewal Directorate Private and NGO TVET Institutions EMIS
Capacity building on EMIS Berhanu Tadesse Taye April 14, 2024
Introduction
The Education Management Information System (EMIS) serves various essential purposes in the education sector, helping to streamline administrative processes, improve decision-making, and enhance the overall quality of education. Some key uses of EMIS include: An AI Education Management Information System (AI-EMIS) is an advanced technology solution that incorporates artificial intelligence capabilities into the traditional education management information system. AI-EMIS leverages AI algorithms and machine learning techniques to enhance data analysis, automation, decision-making, and prediction capabilities within the education sector.
ውድ AI EMIS ሰልጣኝ የሥራ ባልደረቦች በሙሉ፤ ቀጥሎ የቀረበላችሁ የመረጃ አያያዛችንን በላቀ ቴክኖሎጂ ተጠቃሚነት ለማረጋገጥና የተሰጠው ስልጠና ተግባር ተኮር ስልጠና በመሆኑ፣ እና ቀጣይ ጨብጣችሁት እንድታልፉ የታሰበው ሥራችንን በላቀ ቴክኖሎጂ ተጠቃሚነት እንድታዘምኑ ይረዳችኋል በሚል ማሳያ ሥራ በመሆኑ ነው።
ከታች የተያያዘው አክቲቭ ሊንኩን በመጫን፣ እና እስኪከፍት ድረስ በመጠበቅ፣ ኢሜላችሁን በማስገባት ሙሉ ለሙሉ ሲከፍትላችሁ የሚሞላ የስልጠና እርካታችሁን ለመለካት የቀረበ መጠይቅ ነው።
አሰልጣኙን መገምገሚያ ፕላትፎርም፤ ታሳቢ የሚያደርገው የአሰልጣኝ የስልጠና አሰጣጥ ብቃትን፣ አሳታፊነትን፣ ጥራትን ወዘተ…ታሳቢ በማድረግ ስልጠና በተሰጣቸው ደንበኞች የሚሞላ ፕላት ፎርም ነው፡፡ የቀረበልዎን መጠይቅ ሰለሚሞሉ፣ በቅድሚያ ምስጋናዬ ላቅ ያለ ነው!
Dear AI EMIS Trainee Colleagues; Next, to ensure the use of our data management with advanced technology and the training given is a task-oriented training, It is intended for you to go through next because it is a demonstrate work that will help you to update our work with the use of advanced technology. Click on the active link below, and wait until it opens, enter your email, and fill out a questionnaire to measure your satisfaction with the training.
The trainer evaluation platform; It is a platform that is filled with clients who have been trained considering the trainer's training efficiency, participation, quality, etc. Please fill out the provided questionnaire, thanks in advance!
-Google Forms https://docs.google.com/forms/d/1wk1yP81nRngpIVHPoJZa MlhumltIQCh3ovaBN3lo-yU/edit
///or/// Open it up the Activ Link try to fill out.
1. https://docs.google.com/forms/d/11QaKizlJK0BHJl4ymtWichU4gzMfyh_PnAnx0BBrUJc/edit
2 for further reading https://www.slideshare.net/
slideshow/berhanutaye uplods
Final Edited Post Accreditation Feedback በአዲ አበባ ከተማ አስተዳደር የትምህርትና ስልጠና ጥራት ...berhanu taye
Those who are not mentioned in the above tables, but the information is compiled in the training institutes.
The fact that the ratio of computer/training module to trainee is 1:1, however, the ratio of trainee department/module is not less than 1:10, which shows the weakness of training institutions. Repetition rate is high
Hewan fashion design Training Institute is licensed for 25 trainees, but it has added 2 more sewing machines than can be held in the workshop room and used 27 sewing machines in total, which violates the standards; This means that it allows 42.5 square meters; The standard allows 1:7 for a workshop for one trainee, and filling the room with a training machine without adding 3.4 square meters of land for the additional machine, means that when calculated by the ratio, it shows that the room is crowded by 0.136 square meters for one trainee. It is information. This data shows the training institutes that have the problem.
The institutions have a trainee class ratio of 1:2 when the data is compiled.
It was found that the ratio of coach to coach should be 1:2 on average, but it is 1:27. The training department/module ratio is not less than 1:10, which shows the weakness of the training institutions. Promotion rate is low.
ከላይ በሠንጠረዧቹ ውስጥ ያልጠገለጹት ነገር ግን በማሰልጠኛ ተቋማት ውስጥ መረጃው የተጠናቀሩት
የኮምፒውተር/ማሰልጠኛ ሞጁል ሰልጣኝ ጥምርታ/ሬሾ/ 1፡1 መሆኑ፣ ነገር ግን፣ የሰልጣኝ መምሪያ/ ሞጁል ከ1፡10 ያላነሰ ነው ይህ ያሰልጠኛ ተቋማትን ድክመት የሚያሳይ ነው፡፡ repetition rate is high
ሔዋን ማሰልጠኛ ተቋም ለፋሽን ዲዛይን እውቅና ፈቃድ የተሰጣት ለ25 ሰልጣኞች ሲሆን ነገር ግን፣ ወርክሾፕ ክፍል ውስጥ መያዝ ከሚችለው በላይ 2 ሲንጀር ጨምራ እውቅና ፈቃድ ከተሰጣት በላይ በአጠቃላይ ለ27 የልብስ መስፊያ ማሽን መጠቀሟ የወጣውን ስታንዳርድ የሚጣረስ መሆኑ፤ ይህ ማለት ደግሞ 42.5 ሜትር ካሬ የሚፈቅድ ሲሆን፤ ስታንዳርዱ ለአንድሰልጣኝ 1፡7 ለወርክሾፕ የሚፈቅድ ሲሆን፣ ለጨመረችው ማሽን 3.4 ሜትር ስኩየር መሬት ሳትጨምር ክፍሉን በማሰልጠኛ ማሽን መሙላቷ፣ ማለት፣ በሬሾ ሲሰላ ለአንድ ሰልጣኝ 0.136 ሜትር ስኩየር በቀነሱ የክፍሉን መጨናነቅ ያሳያል በመሆኑም ከስታንዳርድ በታች ለአንድ የወርክሾፕ ሰልጣኝ 1፡56 ሜትር ካሬ በመሆኑ ክፍሉ ለሰልጣኞች መጨናነቁን የሚያሳይ መረጃ ነው፡፡ ይህ መረጃ ችግሩ ያለባቸውን ማሰልጠኛ ተቋማት የሚያሳይ ነው፡፡
ተቋማቱ የሰልጣኝ ክፍል ጥምርታውን 1፡ 2 መረጃ ሲጠናቀር 1፡2 መሆኑ፡፡
የሰልጣኝ አሰልጣኝ ጥምርታውን በአማካኝ 1፡2 መሆን ሲገባው 1፡27 መሆኑ ለማወቅ ተችሏል፡፡ የሰልጣኝ መምሪያ/ ሞጁል ከ1፡10 ያላነሰ ነው ይህ ያሰልጠኛ ተቋማትን ድክመት የሚያሳይ ነው፡፡
Promotion rate is low. Therefore, it is understood that there is something that training institutions need to improve. It can be understood from the tables presented above that there is a lack of information due to the lack of information that should be filled in the checklist we have made.
The completed data shows that the dropout rate is at a high level.
In addition, professional qualification assessment is not being evaluated as it should be.
The trainees who are being trained are required to properly document the training they are undergoing at the training facility and report it to the authority office.
በመሆኑም ማሰልጠኛ ተቋማት ማሻሻል ያለባቸው ነገር እንዳለ መረዳት ተችሏል፣፣ከላይ የቀረቡት ሠንጠረዦቹ ማስተዋል የሚቻለው የሰራንበት ቼክሊስት መጠይቅ ላይ መሞላት የሚገባቸው ሳይሞሉ በመቅረታቸው የመረጃ እጥረት እንዳለ የሚያሳይ ነው፡፡
የተሞሉትም መረጃዎች የሚያሳዩት መጠነ ማቋረጥ ከፍተኛ ደረጃ ላይ መሆኑን ነው፣
በተጨማሪም የሙያ ብቃት ምዘና በሚገባው ልክ እያስመዘኑ አለመሆኑን ነው፡፡
የሚሰለጥኑ ሰልጣኞች በየባቹ የሚሰለጥኑትን
Addis Ababa City Administration Education and Training Quality Regulatory Authority New Accreditation License, Expansion, and Renewal License Directorate Bole, Mimi Kura and Yeka Branch Cluster Coordination Office Technical and Vocational Team 2016 E.C. Post Accreditation Monitoring and Support Feedback.
Curriculum Implementation in TVET A curriculum must be implemented if it is to make any desired impact on students and to attain its goals.
Unless it is implemented, it cannot be evaluated for betterment.
Careful planning and development are obviously important, but they count for nothing unless teachers are aware of the product and have the skills to implement the curriculum in their classroom
Domestic Works Help It is known that the official.docxberhanu taye
This document discusses technical and vocational education and training (TVET) institutions in Ethiopia. It describes a meeting held between TVET institution heads and the cluster coordination office to discuss issues related to training standards and competencies. Concerns were raised that some institutions were graduating trainees without proper training or evaluation. The coordination office committed to improving oversight of institutions to ensure quality, efficiency and fairness of TVET. An earlier letter sent to institutions about new domestic work training standards is also discussed.
Management, leadership and Synergy.pdfberhanu taye
Management, Leadership and Synergy Implementation in Ethiopia. When you he/she are a leader, you he/she have an obligation to practice good governance. Because if you do good in all the works done, you will be rewarded a thousand times. On the contrary, if you he/she do something bad, it is appropriate and a continuous process in Management to hold accountable, so I raised this management concept. As the saying goes, "carrot and stick" always exists in management language. It is appropriate not to doubt that officials who do not manage or lead properly, will be delayed, hastened, and will have resistance...
የካ ቅርንጫፍ ሚገኙ ተቋማት መረጃ New Microsoft Excel Worksheet (2).pdfberhanu taye
Addis Ababa City Administration Educational Training Quality Regulatory Authority Yeka branch
Educational Training Institutions Accreditation and Renewal Directorate Technical and Vocational Private and Non-Governmental Institutions Details
Comparative study of UK Leadership with Africa Countries Leadership.docxberhanu taye
Synopsis
An Assessment of EPRDF Party versus Prosperity Party and the article also include comparative study of foreign parliamentary provision of power, i.e., Comparative study of UK leadership with Africa countries leadership. In general, Western leadership regularly resigns versus Africa leadership has no accountability and responsibility in their bad governance. They are seen as leaders who want to stay in power in a coup d'état, kill, persecute, oppress their people, leave them in poverty, etc. the first part of the article is about EPRDF Party versus Prosperity Party the second part of the article is logical reasoning and hasty general conclusions in 21st century logic, When you present an issue and provide your audience with a logical reasoning, premises and hasty generalization / conclusion; and based on a stable and unshakable or strategic decision-making based on a solid foundation. The third part of the article also, it is observed that the leadership of the Western world is regularly resigning; African leaders should take responsibility for any crimes they have committed in their bad governance; they have no accountability!! The education and training I had been doing for twenty-five years were a success; Or failure is seen when we can clearly say what we did, and what we didn't do. I leave the other topics to those who deserve responsibility and accountability; … I leave the other atrocity and cruel topics to those who deserve to inherit them. But let's take a look at what I wrote about my career as a supporter when I was doing teaching and education, training, Silver Jubilee special (25 years) service period, I also used reference articles to make it a fugitive. As far as globalization is concerned, competition is also international. Therefore, my question is what has Ethiopia achieved or lost in the Millennium Development Plan and Goals? Is that Status of Millennium Development Goals in Ethiopia? In the fourth place: - To summarize, what was our performance in education and training in the last 30 years?
Education and Training for All ACTION RESEARCH ET -.pdfberhanu taye
የችግሩን ስፋት ለማሳየት በዙሪያው የተሰሩ ማጣቃሻዎች ምን ይላሉ?
የሕዝብ አገልጋይ / ሲቢል ሰርቫንት ስትሆን አሰራርህ ግጭት ውስጥ የማያስገባህ ከሆነ አትራፊ አመራር ያስብልሃል፡፡ ነገር ግን፣ በራስ ጊዜ የሚፈጠር የተዛባ ውሳኔ ሀገርን ከማክሰር አንጻር ሲታይ የገንዘብ ኪሳራ ብቻ ሳይሆን፤ በህይወትም ዋጋ ሊያሰከፍል ይችላል፡፡ ስለዚህ መሪ ስትሆን በየቀኑ የምትወስነው ውሳኔ ወደፊት ትክክለኛ የሆነ፣ በህግ የማያሰጠይቅህ እና ፀፀት ውስጥ የማያስገባህን ፍትሃዊ ፍርድ መስጠት ግዴታህ ነው፡፡ 6 conflict resolution techniques and strategies for the workplace By Ben Madden በሚል ቤን ማደን እንደጻፈው ከሆነ ብዙውን ጊዜ ከግጭት ጋር የተያያዘው የስራ ቦታ ውጥረት የአውስትራሊያን ኢኮኖሚ በዓመት 15 ቢሊዮን ዶላር እንደሚያስከፍል ይገመታል፣ ስለዚህ ለንግድዎ ዋና መስመር አስከፊ መዘዝ ሊያስከትል ይችላል። እንደ ሥራ አስኪያጅ/መሪ፣ የግጭት አፈታት የእርሶ ሚና ቁልፍ አካል ነው። ምንም እንኳን ደስ የማይል ሊሆን ቢችልም, በየቀኑ ከሚያደርጉት በጣም አስፈላጊ ነገሮች አንዱ ነው፡፡
“Workplace stress, which is often associated with conflict, is estimated to cost the Australian economy nearly $15 billion a year, so it can have disastrous consequences for your business’ bottom line. As a manager/leader, conflict resolution is a key part of your role. While it may be unpleasant, it is one of the most important things you’ll do day-to-day.”
According to Mullins (2010) It is important that staff themselves should also feel a sense of involvement and know how they can play their part in achieving the goals and objectives of the organisation. They should be given ‘ownership and partnership’ in the training process.
There should be a clear set of objectives and a defined policy for training. This will enable the design of a carefully planned programme of training. The programme should address such questions as: Who is to be trained and why? What should they be taught? How and where should the training be undertaken, and by whom? How will the training be assessed and evaluated? The expected results of training should be understood clearly and realistically and be seen as reasonably attainable. Wherever possible, desired object-ives should be stated in behavioural terms such as: Exactly what, after training, should the trainee now be able to do?
Group work is your organization fulfill the above questions? As worker what is your role in the selection of training? Is training according to workers skill gap in your organization?
The debate over jonas and the debate over his acceptance of the article on hi...berhanu taye
Finally I want to tell you and advise you that you are better not only in age but also in knowledge. This is not to say that I did not graduate from Ababa University without knowledge; Learn from this article that I have learned to challenge you with knowledge. Not as if you were saying, 'I have learned,' I want you to think and act like an educated man, but I do not want to be like Plato. or knowledge; concerned only with what is obvious / sketchy or lacking completeness). For this demonstration, I will link you to the following article. Here is Plato, a student of Socrates, who was opposed to the death of Socrates and was deeply saddened. Here is the story: Socrates: 427-347 BC the student Plato began to flourish in Greece. Plato was deeply saddened by the death sentence of his beloved teacher (Socrates) and could not believe it.
Belaye zeleke new tvet ngo capital budget berhanu tadesse taye berhanu taye
ACKNOWLAGEMENT
Most importantly, Mulugeta Haile Selassie, Head of the Gulele Sub-City Technical and Vocational Office, who has been with me from the beginning to the end to ensure that the project proposal, strategy plan and action plan will be responsible for the project. I offer my respect and gratitude.
Next, I would like to express my sincere gratitude to the trainers of both the technical and vocational training institutes who assisted me in completing this research project and strategy plan by filling out a questionnaire for finance and relevant departments and providing comments during the meetings and consultations! I would like to express my sincere gratitude to my colleague Mahlet Fisseha and Ms. Tesfanesh Kebede for the Gulele TV Office.
Last but not least, thanks to the staff of the Belaye Zeleke High School department hears and principals for their cooperation to:-
1. Mr. GebreAmlak Zekarias
2. Mr. Tilahun Yirga
3. Mr. Mehari Fanta
Sifa skills initiative for africa project and meeting minutesberhanu taye
SIFA Skills Initiative for Africa
EMD Private Construction Finishing Works Training Institute and EMD Private Construction Finishing Works PLC
Manager Director: Ato Mikyas Eshetu leader of the institutions
Mr. Berhanu Tadesse Taye Senior TVET Curriculum Professional from Yeka Branch TVET has been coordinator and author of the agenda of the Project
Mr. Suba Subagadis, from Ethiopia Federal Technical and Vocational Agency member
Mr. Zumenu Aynadise from Eagle business and research development Company/ firm member
Toyota Production System (TPS) History Sakichi Toyoda founded the Toyoda Spinning and Weaving
Company in 1918. He developed the first steam-powered loom that could detect a broken thread and
stop itself automatically. This innovation led to the wider principle of jidoka, or automation with a
human touch – later to become one of the two pillars of TPS.
Some years later in 1937, Sakichi’s son Kiichiro founded the Toyota.....
Book review and bast practice in tvet institution yeka branch amharic edited ...berhanu taye
Congratulations to the institutions that have passed the assessment process and received the highest marks!
My recommendation
• It is important to believe in the leadership, education and training policy makers and senior professionals that the development and distribution of training curricula, TTLM and reference books will greatly enhance the skills, knowledge and attitudes of trainees.
• Therefore, although we have decided to work at our branch office with these evaluation criteria, However, we have excluded it from the review due to the fact that the standard of the book is not included in the comparison format. Therefore, I think this practice should be considered as it has a negative impact on the quality of education and training.
• Although there is no one who encourages us to implement our system in a research-based manner, I have tried to present such problems in the slightest, by resisting the pressures that make it work. Therefore, instead of working on research projects with stakeholders only, the research work done by the staff should be designed to encourage them.
• A standardized workshop manual will be developed for training; the main training manual will be provided with books and reference books that can help with the curriculum.
• Therefore, at the institutional level, textbook evaluation and evaluation at TTLM and reference books should be included in the evaluation criteria in the future as the training institutions will be the main beneficiaries.
• At the institutional level, it is appropriate to encourage and reward the supply of textbooks at the institutional level, and it is important to believe that the result will increase the quality of training and save generations.
• Recognizing that the main culprits are those whose professionalism and political affiliation are at stake; It is important to identify these components and deploy them to their appropriate functions.
• Therefore, I say that these unskilled leaders, policymakers and senior professionals should be assigned to the right job.
2013 berhanu training need assessment presentationiberhanu taye
"Modern education glorifies learning and makes the country proud too!" The statement shows that Emperor Menelik II's vision and mission were to educate, research, innovate, etc., with respect, not with the current and former leaders of our country. They have shown us many ways; As a scholar, he glorifies learning, not for siding with liars for personal gain, but for harming innocent people; The international standard of scholar is only to show the practical principles of morality and conscience.
And when done right, it will be presented in this way without compromising the language of education and training!
"Modern education makes learning proud and makes the country proud!" Only King Menelik II Learning is glorified, not by lies, but by deeds."
"ዘመናዊ ትምህርት መማር ያስከብራል ሀገርንም ጭምር ያኮራል!" የሚለው አባባል የሚያሳየው የእምየ ንጉስ ሚኒሊክ ሁለተኛ የዜጎቻቸው መማር፣ መመራመር፣ የፈጠራ ስራ የሚያስደስታቸው፣ ወዘተ ራአይና ተልኮ ከበሬታ ጋር ብቻ እንጂ የሊሎች የአሁኑና የቀድሞ የሀገራችን መሪዎች አለመሆኑን፤ በብዙ መልኩ አሳይተውናል፤ መማር የሚያስከብረው ምሁር ሆኖ ለግል ጥቅሙ ሲል ከሀሰተኞች ጋር በመወገን፣ መጎዳኘት ንጹሃንን በመጉዳት ሳይሆን፤ ምሁርነቱን አለምአቀፍ መስፈርት የሚያሳየው የስነምግባርና የህሌና መርህ በተገባር ማሳየት ብቻ ነው፡፡
እናም በትክክል ሲተገበር የትምህርት እና ስከልጠና ቋንቋ ሳይሸራረፍ በዙህ መልክ ይቀርባል!
2021 Annual Performance Report. Because the report contains both legal and illegal institutions; It is designed so that you do not enter into any agreement with the illegal institutions.
የ 2013 ዓ.ም አጠቃላይ የአመቱ የስራ አፈጻጸም ሪፖርት፡፡ ሪፖርቱ በውስጡ ህጋዊና ህገወጥ ተቋማትን የያዘ ስለሆነ፤ ህገወጦቹን ተቋማት እንድትለዩዋቸው ምንም አይነት ስምምነት እንዳትፈጽሙ ታስቦ የተዘጋጀ ነው፡፡
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
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Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
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Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
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The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
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What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
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Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
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Information sheet work in team enviroment berhanu tadesse
1. Trident Computer ICT Software Engineering and Business TVET Institution Tuesday November
21, 2017 By Information Sheet
Trident Computer ICT Software Engineering and Business TVET Institution Tuesday
November 21, 2017 By Berhanu Tadesse Taye Page 1
Ethiopian TVET-System
BUSINESS AND FINANCE
CLERICAL Works Support
Level II
INFORMATION SHEET
Unit of Competence: Work in Team Environment
Module Title: Working in Team Environment
LG Code: BUF BCS2 11 0812
TTLM Code: BUF BCS2 11 0812 - 1
NOMINAL DURATION: 32 Hours
2. Trident Computer ICT Software Engineering and Business TVET Institution Tuesday November
21, 2017 By Information Sheet
Trident Computer ICT Software Engineering and Business TVET Institution Tuesday
November 21, 2017 By Berhanu Tadesse Taye Page 2
Table of contents
NOMINAL DURATION: 32 Hours.................................................................................. 1
MODULE DESCRIPTION : This unit covers the skills, knowledge and attitudes to identify
role and responsibility as a member of a team........................................................................... 5
LEARNING OUTCOMES........................................................................................................... 5
At the end of the module the learner will be able to:................................................................. 5
Describe team role and scope .................................................................................................. 5
Identify own role and responsibility within team.................................................................... 5
Work as a team member .......................................................................................................... 5
Describe team role and scope....................................................................................................... 5
1. Working with team environment ......................................................................................... 5
What is teamwork?....................................................................................................................... 5
common goal.................................................................................................................................. 5
Why we Interest in Teamwork? .................................................................................................. 5
What is a team role?................................................................................................................ 6
Team role model (Belbin's Model) ............................................................................................. 6
Action Oriented Roles............................................................................................................. 6
Thought Oriented Roles.......................................................................................................... 7
1. Action Oriented Roles:..................................................................................................... 7
2. People Oriented Roles:..................................................................................................... 8
3. Thought Oriented Roles:.................................................................................................. 9
Role and objective of team ......................................................................................................... 10
1. To solve problems in unconventional ways.............................................................................. 10
3. To draw out team members and delegate work appropriately.................................................. 10
1.2 Individual role and responsibilities within the team ......................................................... 10
1.3 Team structure...................................................................................................................... 11
Questions to individuals in a team............................................................................................. 11
Does each member of my team clearly understand their roles and responsibilities? ........... 12
The following are some of the points that a team must full fill ................................................ 12
The team must have a clear goal. Team goals should call for a specific performance
objective, expressed so concisely that everyone knows when the objective has been met. ......... 12
The team must have a results-driven structure. The team should be allowed to operate in
a manner that produces results...................................................................................................... 12
The team must have competent team members. In the education setting this can be take
to mean that the problem given to the team should be one that the members can tackle given their
level of knowledge........................................................................................................................ 12
The team must have unified commitment. This doesn't mean that team members must
agree on everything. It means that all individuals must be directing their efforts towards the goal
12
The team must have a collaborative climate. It is a climate of trust produced by honest,
open, consistent and respectful behaviour. With this climate teams perform well...without it, they
fail. 12
3. Trident Computer ICT Software Engineering and Business TVET Institution Tuesday November
21, 2017 By Information Sheet
Trident Computer ICT Software Engineering and Business TVET Institution Tuesday
November 21, 2017 By Berhanu Tadesse Taye Page 3
The team must have high standards that are understood by all. Team members must
know what is expected of them individually and collectively...................................................... 12
The team must receive external support and encouragement. Encouragement and
admire works just as well in motivating teams as it does with individuals.................................. 12
The team must have principled leadership. Teams usually need someone to lead the
effort. Team members must know that the team leader has the position because they have good
leadership skills and are working for the good of the team. ......................................................... 12
Form teams to solve real work issues and to improve real work processes. Provide
training in systematic methods so the team uses its energy on the project................................... 14
Hold department meetings to review projects and progress, to obtain broad input, and to
coordinate shared work processes. If team members are not getting along examine the work
processes they mutually own. ....................................................................................................... 14
Build fun and shared occasions into the organization’s agenda. Hold pot luck lunches;
take the team to a sporting event. Sponsor dinners at a local restaurant. Sponsor sports teams and
encourage team fans...................................................................................................................... 14
Use ice breakers and teamwork exercises at meetings. Enables team workers to laugh
together and get to know each other. ............................................................................................ 14
Celebrate team successes publicly. Example Buy everyone the same T-shirt or hat. Put
team member names in a drawing for company merchandise and gift certificates...................... 14
2. Legislation............................................................................................................................ 14
-------------------------------------------------------------------------------------------------------------------
....................................................................................................................................................... 14
Legislation is defined as the processor act of making law or a set of laws by the Legislative
Body (Governing Body) in a country. Legislation is usually available in print or electronic
formats and one can get their copy from any specified Government Information centres or
Agencies as well as from Government Websites. The various areas in which there is a need of
Legislation are Business, crimes, Contracts, Stamp Duties, Health and Safety, Industrial
Relations, Taxation and many more. ............................................................................................ 14
Company legislation.................................................................................................................... 14
In practical terms, that means to translate your group's assignment into a specific work plan. The
complexity of a work plan will depend on the complexity of the project, but they all include a
few key elements: ......................................................................................................................... 15
the assignment of resources Once the team knows what work needs to be done, the resources to
do that work must be located and assigned................................................................................... 15
3.1 Teamwork goals, vision and mission................................................................................... 16
Teamwork is a work performed by a team towards a common goal........................................... 16
3.2 Principles of constructive feedback..................................................................................... 16
Prepare carefully for any formal feedback session regardless of whether you are the
recipient or the provider of the feedback. ..................................................................................... 16
Think about the content of the information you are going to provide during the feedback
session. It should be specific and to the point............................................................................... 16
Steps to team work communication .......................................................................................... 17
1. Define the team task............................................................................................................ 17
2. Define the membership....................................................................................................... 17
4. Trident Computer ICT Software Engineering and Business TVET Institution Tuesday November
21, 2017 By Information Sheet
Trident Computer ICT Software Engineering and Business TVET Institution Tuesday
November 21, 2017 By Berhanu Tadesse Taye Page 4
3. Determine Primary Roles................................................................................................... 17
4. Developing Team Cohesion................................................................................................... 17
3.4 Ethical Dimension................................................................................................................. 17
Resolve Conflicts within team.................................................................................................... 17
Team Meeting.............................................................................................................................. 18
How to conduct meeting ............................................................................................................. 18
6. Ask Feedback............................................................................................................................ 19
Feedback is important in any team and managers must regularly get feedback not only with the
status of the projects but also in how meetings are conducted. .................................................... 19
7. Determine Frequency of Meeting............................................................................................. 19
5. Trident Computer ICT Software Engineering and Business TVET Institution Tuesday November
21, 2017 By Information Sheet
Trident Computer ICT Software Engineering and Business TVET Institution Tuesday
November 21, 2017 By Berhanu Tadesse Taye Page 5
MODULE DESCRIPTION : This unit covers the skills, knowledge and
attitudes to identify role and responsibility as a member of a team
LEARNING OUTCOMES
At the end of the module the learner will be able to:
Describe team role and scope
Identify own role and responsibility within team
Work as a team member
Describe team role and scope
1. Working with team environment
What is teamwork?
Teamwork is defined as "a joint action by a group of people, in which each person subordinates
his or her individual interests and opinions to the unity and efficiency of the group." This does
not mean that the individual is no longer important; however, it does mean that effective and
efficient teamwork goes beyond individual accomplishments. The most effective teamwork is
produced when all the individuals involved harmonize their contributions and work towards a
common goal.
Why we Interest in Teamwork?
The most important element of team work is share information. Teamwork has become an
important part of the working culture and many businesses now look at teamwork skills when
evaluating a person for employment. Most companies realize that teamwork is important
6. Trident Computer ICT Software Engineering and Business TVET Institution Tuesday November
21, 2017 By Information Sheet
Trident Computer ICT Software Engineering and Business TVET Institution Tuesday
November 21, 2017 By Berhanu Tadesse Taye Page 6
because either the product is sufficiently complex that it requires a team with multiple skills to
produce, and/or a better product will result when a team approach is taken. Therefore, it is
important that work in a team environment
What is a team role?
A team role is a tendency to perform, contribute and interrelate with others in a particular way.
Team role shows the different types of contribution that is make to the team.
Team role: describe your "soft product" contribution to team discussions and interactions. For
example, when a team meets to resolve a team problem, each team member contributes a
different type of perspective to the discussion, and tries to achieve a different effect. One person
may want to clarify the problem being discussed; another may suggest ideas for resolution; a
third may try to analyse the situation and produce an explanation of how the problem came
about.
Team role model (Belbin's Model)
Belbin identified nine team roles and he categorized those roles into three groups: Action
Oriented, People Oriented, and Thought Oriented. Each team role is associated with typical
behavioral and interpersonal strengths.
The nine team roles are:
Action Oriented
Roles
Shaper Challenges the team to improve.
Implementer Puts ideas into action.
Completer Finisher
Ensures thorough, timely
completion.
People Oriented
Roles
Coordinator Acts as a chairperson.
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Action Oriented
Roles
Shaper Challenges the team to improve.
Implementer Puts ideas into action.
Completer Finisher
Ensures thorough, timely
completion.
Team Worker Encourages cooperation.
Resource Investigator Explores outside opportunities.
Thought Oriented
Roles
Plant
Presents new ideas and
approaches.
Monitor-Evaluator Analyzes the options.
Specialist Provides specialized skills.
1. Action Oriented Roles:
i. Shaper: Shapers are people who challenge the team to improve. They are
dynamic and usually demonstrative people who enjoy stimulating others,
questioning norms, and finding the best approaches for solving problems.
ii. Implementer (IMP)
Implementers are the people who get things done.
They turn the team's ideas and concepts into practical actions and plans.
Completer-Finisher (CF)
Completer-Finishers are the people who see that projects are completed thoroughly.
They ensure there have been no errors or omissions and they pay attention to the smallest
of details.
They are very concerned with deadlines and will push the team to make sure the job is
completed on time.
They are described as perfectionists who are orderly, careful, and concerned.
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2. People Oriented Roles:
iii. Coordinator (CO)
Coordinators are the ones who take on the traditional team-leader role and have also been
referred to as the chairmen.
They guide the team to what they perceive are the objectives.
They are often excellent listeners and they are naturally able to recognize the value that
each team members brings to the table.
They are calm and good-natured and delegate tasks very effectively.
Their potential weaknesses are that they may delegate away too much personal
responsibility, and may tend to be manipulative.
iv. Team Worker (TW)
Team Workers are the people who provide support and make sure that people within the
team are working together effectively.
These people fill the role of negotiators within the team and they are flexible, diplomatic,
and perceptive.
These tend to be popular people who are very capable in their own right, but who
prioritize team consistency and helping people getting along.
Their weaknesses may be a tendency to be unsure, and to maintain uncommitted positions
during discussions and decision-making.
v. Resource Investigator (RI)
Resource Investigators are innovative and curious.
They explore available options, develop contacts, and negotiate for resources on behalf of
the team.
They are enthusiastic team members, who identify and work with external stakeholders to
help the team accomplish its objective.
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They are outgoing and are often demonstrative, meaning that others are often interested
to them and their ideas.
On the downside, they may lose enthusiasm quickly, and are often overly positive.
3. Thought Oriented Roles:
vi. Plant (PL)
The Plant is the creative innovator who comes up with new ideas and approaches.
They succeed on admire but criticism is especially hard for them to deal with.
Plants are often introverted and prefer to work apart from the team. Because their ideas
are so novel, they can be impractical at times.
They may also be poor communicators and can tend to ignore given parameters and
constraints.
vii. Monitor-Evaluator (ME)
Monitor-Evaluators are best at analyzing and evaluating ideas that other people (often
Plants) come up with.
These people are sharp and objective and they carefully weigh the pros and cons of all the
options before coming to a decision.
Monitor-Evaluators are critical thinkers and very strategic in their approach.
They are often perceived as detached or unemotional.
Sometimes they are poor motivators who react to events rather than initiating them
viii. Specialist (SP)
Specialists are people who have specialized knowledge that is needed to get the job done.
They pride themselves on their skills and abilities, and they work to maintain their
professional status.
Their job within the team is to be an expert in the area, and they commit themselves fully
to their field of expertise.
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This may limit their contribution, and lead to a worry with technicalities at the expense of
the bigger picture.
Role and objective of team
1. To solve problems in unconventional ways
2. To provide a logical eye, make neutral judgments where required and to weigh up the
team’s options in a dispassionate way.
3. To draw out team members and delegate work appropriately.
When the team was at risk of becoming isolated and inwardly-focused, Resource
Investigators provided inside knowledge on the opposition and make sure that the team’s idea
will carry to the world outside the team.
Implementers plan a practical, workable strategy and carry it out as efficiently as possible.
Completer Finishers check errors, subjecting it to the highest standards of quality control.
Team workers help the team to identify the work required and complete it on behalf of the
team.
1.2 Individual role and responsibilities within the team
1. Members work interdependently and work towards both personal and team goals, and
they understand these goals are accomplished best by mutual support.
2. Members should feel a sense of ownership towards their role in the team.
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3. Members should work together and use their talent and experience to contribute to the
success of the team's objectives.
4. Members base their success on trust and encourage all members to express their
opinions, varying views, and questions.
5. Members make effort to be honest, respectful, and listen to every person's point of view.
6. Members should offer their skill, knowledge, and in turn each member is able contribute
to the team success.
7. Members participate equally in decision-making, but each member understands that the
leader might need to make the final decision if the team cannot come to a consensus
agreement.
1.3 Team structure
Teams work best when there is a balance of primary roles and when team members know their
roles, work to their strengths and actively manage weaknesses.
To achieve the best balance, there should be:
One Co-coordinator
A Plant to stimulate ideas
A Monitor/evaluator to maintain honesty and clarity
One or more Implementer, Team worker, Resource investigator or Completer/finisher
Questions to individuals in a team
What team role am I playing at work?
What contribution am I making to the team?
Does your team role match your personality preferences or stretch you?
Do I have a clear understanding of what is expected of me? Do I know my
boundaries?
Do the people around me understand my role? Do they understand the relationship
between my role and theirs?
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Does each member of my team clearly understand their roles and responsibilities?
The following are some of the points that a team must full fill
The team must have a clear goal. Team goals should call for a specific performance
objective, expressed so concisely that everyone knows when the objective has been met.
The team must have a results-driven structure. The team should be allowed to
operate in a manner that produces results
The team must have competent team members. In the education setting this can be
taken to mean that the problem given to the team should be one that the members can
tackle given their level of knowledge.
The team must have unified commitment. This doesn't mean that team members must
agree on everything. It means that all individuals must be directing their efforts towards
the goal
The team must have a collaborative climate. It is a climate of trust produced by
honest, open, consistent and respectful behaviour. With this climate teams perform
well...without it, they fail.
The team must have high standards that are understood by all. Team members must
know what is expected of them individually and collectively.
The team must receive external support and encouragement. Encouragement and
admire works just as well in motivating teams as it does with individuals.
The team must have principled leadership. Teams usually need someone to lead the
effort. Team members must know that the team leader has the position because they
have good leadership skills and are working for the good of the team.
Team report
The team manager is required to submit a weekly progress report for the team. Follow the same
general writing guidelines
1. Name:[ Manager Name and Date Submitted: ]
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Put team manager/coordinator name and the submission date at the top.
2. Team Accomplishments:
Summarize what the team accomplished in the last week.
3. Unfinished Tasks:
List things you were supposed to have finished but didn't.
4. Schedule Revisions:
Describe any changes that have been made to your teamwork Project Schedule.
5. Group Problems:
Describe any difficulties your team is experiencing, whether technical, personal, or
interpersonal. Describe any ideas or plans you have for addressing these problems.
6. Late Status Reports:
List any team members who did not submit their individual status report on time.
7. Submission:
Submit the progress report to the concerned body via email or any means of transmission
by the due date stated in the Project Plan.
- Use as a subject line: Progress Report: team name
- In a separate message, forward all the individual status reports (including your own).
- Use as a subject line: Status Reports: team name
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Working with Team environment Tips
Form teams to solve real work issues and to improve real work processes. Provide
training in systematic methods so the team uses its energy on the project.
Hold department meetings to review projects and progress, to obtain broad input,
and to coordinate shared work processes. If team members are not getting along examine
the work processes they mutually own.
Build fun and shared occasions into the organization’s agenda. Hold pot luck
lunches; take the team to a sporting event. Sponsor dinners at a local restaurant. Sponsor
sports teams and encourage team fans.
Use ice breakers and teamwork exercises at meetings. Enables team workers to laugh
together and get to know each other.
Celebrate team successes publicly. Example Buy everyone the same T-shirt or hat. Put
team member names in a drawing for company merchandise and gift certificates.
2. Legislation
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Legislation is defined as the processor act of making law or a set of laws by the Legislative
Body (Governing Body) in a country.
Legislation is usually available in print or electronic formats and one can get their copy from
any specified Government Information centres or Agencies as well as from Government
Websites. The various areas in which there is a need of Legislation are Business, crimes,
Contracts, Stamp Duties, Health and Safety, Industrial Relations, Taxation and many more.
Company legislation
Legislation is always given a Specific Name and mainly consists of collection of various
written principles (in the form of Chapters or Parts or Divisions or Subdivisions or
Schedules) for guiding the behavior of an individual or an organization in the society.
In Legislation it is accepted that the words are used giving the ordinary, natural and
widely accepted meanings except in technical areas.
Before any task begins, be sure the team knows exactly what it needs to do the task.
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Two basic questions need to be answered: What are the steps of accomplishing this
particular task, and what are the resources required to accomplish the task The team's
task is being further redefined at the level of operational detail.
In practical terms, that means to translate your group's assignment into a specific work plan.
The complexity of a work plan will depend on the complexity of the project, but they all
include a few key elements:
a) a list of tasks
A "task" is a thing that can be done by one person in one work session. A task is
something like "make a phone call" or "decide the color of tablecloths". A task is NOT
a major responsibility or a series of tasks that make up a larger goal.
b) a project calendar
A calendar must be created that includes all the dates by which the tasks must be
completed.
c) the assignment of resources
Once the team knows what work needs to be done, the resources to do that work must be
located and assigned.
3. Work team communication
Communication:
communication is an active process in which information including idea, goals, feelings,
work orders and so on is exchanged among team members. It gives an opportunity to
send their thoughts and feelings, and to have these thoughts and feelings received by
someone else.
Team communication is any form of communication among members of the same group
or organization that is crucial for a healthy and effective dynamic. Many frustrations,
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misunderstandings and questions can easily be addressed with the proper team
communication.
Team communication is essential for a healthy team
Team communication is used to guide and direct the team as a whole. It is used to address
general questions, issues and agendas in a group setting, either in a lecture or round-table
format. Team communication is used to keep potential issues from arising and to avoid
misunderstandings.
3.1 Teamwork goals, vision and mission
Teamwork is a work performed by a team towards a common goal.
Teamwork goal: A job description need not be limited to explaining the current situation, or
work that is currently expected; it may also set out goals for what might be achieved in future.
The need communication
- To discuss problems
- To get help
- To assist customers
- To receive or pass on information and instructions.
3.2 Principles of constructive feedback
Prepare carefully for any formal feedback session regardless of whether you are the
recipient or the provider of the feedback.
Think about the content of the information you are going to provide during the feedback
session. It should be specific and to the point.
The feedback should focus on the issue, not the person.
Consider the timing of your feedback session.
Plan it so that you both have an opportunity to benefit from the experience
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Steps to team work communication
1. Define the team task
The first order of business is to agree on the group's goal. This will sometimes be a fully
developed statement of the team's charge, but it can also be a simple sentence that defines the
project
2. Define the membership
Being part of a productive team is not a matter of luck. Productive teams are created by
members who have the skills to make them productive.
3. Determine Primary Roles
If the team has been formed in order to accomplish a task, the reason for each person's
membership will define that person's primary role in the group. The IT specialist will be in
charge of IT aspects of the task, for instance, while the representative from Human Resources
will bring job analysis expertise to the group.
4. Developing Team Cohesion
A sense of team identity and cohesiveness among team members is a key factor in group
satisfaction and productivity.
3.4 Ethical Dimension
The word "ethics" refers to how a person should behave.
Ethics are a product of society that deals with the individual and the group at large.
organization, at an event, or during a transaction.
Resolve Conflicts within team
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The point of using good team communication skills is to prevent conflict from getting in the
way of success.
Team Meeting
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What’s a meeting?
A meeting is any time two or more people come together to give or gather Information, take
action, plan, problem solve, and make decisions.
How to conduct meeting
1. Purpose
2. Date, time, and place
3. Name of facilitator and recorders
4. Attendee’s name
Ways for an Effective Team Meeting
1. Make an Agenda
During a team meeting, begin by stating the agenda.
An agenda is an outline of all the points or topics that need to be discussed in the given
amount of time.
Agenda can be plain solicitation of ideas to resolution of conflicts to presentation of
updates to brainstorming.
2. Be Time Sensitive
3. Assign Someone to Take Notes
A manager must assign someone from the team to take minutes of the meeting and these should
be sent to all members to remind them of their tasks and responsibilities.
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4. Listen to the Team
5. Assign Tasks and Responsibilities
Meetings are nothing if members don’t know their tasks and responsibilities. Before a manager
closes a meeting, he must assign all the tasks required for the project and each member should
have a role to play. Every member must have a clear understanding of what he or she must do.
6. Ask Feedback
Feedback is important in any team and managers must regularly get feedback not only with the
status of the projects but also in how meetings are conducted.
7. Determine Frequency of Meeting
It may be an overkill to have daily meetings for just one project. Managers must make efficient
use of their time and make sure that their team spends more time working on projects.
Managers don’t need to organize team meetings to get updates from their team.
4.1 Planning a meeting
A clear understanding of objectives to be accomplished is essential to an effective
meeting. Once the purpose is apparent, questions as to who will attend, and where (and when)
the meeting will take place can be dealt with.
Agendas may include time for
A.review of notes from past business;
B. discussion of new issues; and
C. evaluation of progress toward goal achievement. Supervisors are cautioned not to
be overly optimistic about what can be accomplished in a single meeting.
4.2 Conducting the meeting
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The role of the individual conducting the meeting is to
(1) keep the discussion on target (task function) while at the same time
(2) making sure everyone gets heard and people’s needs are met (maintenance function
Steps on How to Conduct Effective Meetings
Before you call your next meeting, the FIRST step is to decide if it is really essential. To
determine that, ask yourself the following:
· Is this meeting essential? · Can we do without it? · Can we accomplish the task without
a meeting? · Can it wait another week? · Can we get things done with few meetings?
Then, if you have decided a meeting is the best way to accomplish your objective, the
following tips can help you conduct more effective meetings:
1. Start and end meetings on time. Make sure everyone knows what time you are to start
and to end. If you have an ending time, you will find your time is more productive in
the time allotted.
2. Have an open agenda on the chalkboard or flip chart. Participants can add an item
before the meeting. However, they must be prepared to lead the discussion if they put
an item on the agenda.
3. If an item isn’t on the open agenda, reschedule it for discussion at a later time.
4. Give each item on the agenda a time limit. If action or discussion cannot be
completed during the allotted time, it must be delayed until the end of the meeting.
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5. After all agenda items have been discussed, address the delayed items and estimate
how long it will take to discuss them. Decide if the item can be discussed today or
needs further action before a decision can be made.
6. Any delayed item should be the first item on the next open agenda.
7. Summarize and record action items before adjourning the meeting. Identify who is
responsible for which action.
Follow up the meeting Minutes
A. Minute
a. All meetings should have minutes. Minutes assist the group in recording actions
and preventing wasting time repeatedly discussing the same issue.
b. Minutes should include:
i. Introduction
1. Name of the team
2. Purpose
3. Date, time and place
4. Name of facilitator and recorder
5. Attendees´ names
ii. Body
1. Brief summary of reports
2. Decision on any action items. Care should be taken in the wording
of the agreed-upon decision. If uncertain, check with the team to
be sure the wording of the decision is accurate
3. Additional decisions
4. Assignments made include name of person assigned an item
needing follow up, its completion date, and the expected reporting
date
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iii. Conclusion
1. Time meeting concluded
2. Date of next meeting, if known
iv. Minutes Should Not Include
1. An account of what was said at the meeting
2. Opinions, interpretations, or judgmental statements by the person
recording the minutes
B. Between meetings, make that sure that action items are being completed
C. Immediately after the meeting, begin the agenda for the next meeting using the Parking
Lot