This form needs to be submitted online here by 23:59 hrs, 25 Jan, 2011.
http://spreadsheets.google.com/viewform?formkey=dHM4SmswbHRsVVVSOEFtZ0x6enJrNnc6MQ
The document contains a resume for Snehal Heda, a Chartered Accountant with 3 years of experience at Deloitte Haskins & Sells LLP as a Deputy Manager. She has experience conducting statutory audits for companies in various industries and compliance with standards like US GAAP, IGAAP, and PCAOB. Her responsibilities include performing audit procedures, analyzing financial statements, and conducting tax audits. Prior to her current role, she had a 3-year internship also at Deloitte Haskins & Sells where she conducted statutory audits for clients in the service and finance industries.
Hiring in India requires tailoring job descriptions to the local context. Using similar job descriptions from other countries can undermine hiring efforts in India. Terms like "equal opportunity employer", "diversity initiatives", and "work-life balance" do not resonate with Indian job seekers. Designations such as "Assistant Manager" may refer to a title rather than a managerial role. Job specifications also need to account for differences in terminology - for example, people with bachelor's degrees are commonly called "graduates" rather than "undergraduates" in India. To effectively hire candidates in India, job descriptions must be made specific to the local workforce.
The document discusses various options for raising funds through debt financing, including different forms of debt like working capital financing, term loans, and project financing. It explains debt options like syndicated loans and mezzanine debt. Reasons for availing debt finance include using funds for working capital, projects, or assets. The document provides an overview of executing a debt financing project, which involves assessing funding needs and cash flows, preparing documents, discussing with lenders, negotiating commercial terms and security, and completing legal documentation.
The document is an application form for enterprises and entrepreneurs to be showcased at the "TiE Entrepreneurial Summit" event in December 2012. Applicants can nominate themselves as an individual, group, or ecosystem working in the areas of health, serving Indian consumers, or tech that transforms. If selected, applicants agree to provide information about their enterprise and attend required meetings in Mumbai. The application collects details about the applicant, enterprise, achievements and impact, and requires references for consideration.
This document is a board membership application for Triangle Down Syndrome Network (TDSN). It requests contact information from the applicant, as well as questions about their experience living in the area, occupation, previous nonprofit board experience, availability to commit to board meetings and events, areas of expertise, community relationships, and a statement on why they want to serve on the TDSN board. Applicants are asked to submit the completed application by September 30th.
TiE Stree Shakti Awards 2011: Application formGetEvangelized
This document provides instructions for completing an application form for awards that recognize women entrepreneurs. It outlines four categories for awards based on annual turnover amounts. The broad evaluation criteria include innovativeness, overcoming challenges, social good, employment generation, and scale of operations. When completing the application, only permanent ink should be used and it must be signed. Eligible participants must be Indian citizen women over 18 years old who have founded or led a business or organization with at least three employees.
This document contains a prospect profile sheet for tracking interview details of potential business partners. It requests information such as the interview date, the prospect's name, contact details, current company, and whether they have purchased any marketing materials or been added to a database. The sheet also provides talking points to ask the prospect about their business experience, goals, challenges, and personal details. The interviewer is instructed to listen without talking and then offer help and follow-up dates.
The document contains a resume for Snehal Heda, a Chartered Accountant with 3 years of experience at Deloitte Haskins & Sells LLP as a Deputy Manager. She has experience conducting statutory audits for companies in various industries and compliance with standards like US GAAP, IGAAP, and PCAOB. Her responsibilities include performing audit procedures, analyzing financial statements, and conducting tax audits. Prior to her current role, she had a 3-year internship also at Deloitte Haskins & Sells where she conducted statutory audits for clients in the service and finance industries.
Hiring in India requires tailoring job descriptions to the local context. Using similar job descriptions from other countries can undermine hiring efforts in India. Terms like "equal opportunity employer", "diversity initiatives", and "work-life balance" do not resonate with Indian job seekers. Designations such as "Assistant Manager" may refer to a title rather than a managerial role. Job specifications also need to account for differences in terminology - for example, people with bachelor's degrees are commonly called "graduates" rather than "undergraduates" in India. To effectively hire candidates in India, job descriptions must be made specific to the local workforce.
The document discusses various options for raising funds through debt financing, including different forms of debt like working capital financing, term loans, and project financing. It explains debt options like syndicated loans and mezzanine debt. Reasons for availing debt finance include using funds for working capital, projects, or assets. The document provides an overview of executing a debt financing project, which involves assessing funding needs and cash flows, preparing documents, discussing with lenders, negotiating commercial terms and security, and completing legal documentation.
The document is an application form for enterprises and entrepreneurs to be showcased at the "TiE Entrepreneurial Summit" event in December 2012. Applicants can nominate themselves as an individual, group, or ecosystem working in the areas of health, serving Indian consumers, or tech that transforms. If selected, applicants agree to provide information about their enterprise and attend required meetings in Mumbai. The application collects details about the applicant, enterprise, achievements and impact, and requires references for consideration.
This document is a board membership application for Triangle Down Syndrome Network (TDSN). It requests contact information from the applicant, as well as questions about their experience living in the area, occupation, previous nonprofit board experience, availability to commit to board meetings and events, areas of expertise, community relationships, and a statement on why they want to serve on the TDSN board. Applicants are asked to submit the completed application by September 30th.
TiE Stree Shakti Awards 2011: Application formGetEvangelized
This document provides instructions for completing an application form for awards that recognize women entrepreneurs. It outlines four categories for awards based on annual turnover amounts. The broad evaluation criteria include innovativeness, overcoming challenges, social good, employment generation, and scale of operations. When completing the application, only permanent ink should be used and it must be signed. Eligible participants must be Indian citizen women over 18 years old who have founded or led a business or organization with at least three employees.
This document contains a prospect profile sheet for tracking interview details of potential business partners. It requests information such as the interview date, the prospect's name, contact details, current company, and whether they have purchased any marketing materials or been added to a database. The sheet also provides talking points to ask the prospect about their business experience, goals, challenges, and personal details. The interviewer is instructed to listen without talking and then offer help and follow-up dates.
The document provides instructions for completing a compensation survey questionnaire. It explains that the survey contains four sections requesting company and job information. It asks participants to provide names, general compensation practices, and to match survey jobs to their company's jobs. It requests wage data be submitted for each matched job at each location on a separate form. Completed surveys are due by a specified date.
The document outlines an advisory board questionnaire for the Star Foundation. The advisory board will advise the board of directors but does not have voting authority or legal fiduciary responsibilities. It will prioritize efforts, focus on key areas and opportunities, and keep the organization aligned with its vision and mission. The questionnaire asks potential members about their interest, skills, time commitment, experience, willingness to assist, and availability. Members are also asked to serve initially in a pro bono capacity and sign a statement of roles and responsibilities.
The document is a confidential assessment for a nonprofit organization to evaluate its fundraising potential. It contains 8 sections for the organization to provide information about its basic data, programs, staff, finances, fundraising activities, and upcoming projects. The organization can submit the completed assessment by mail, email, or fax to Development Systems International for review and opportunities to advance its development efforts.
Module 1
[HN 115: Human Services Program and Profession]
Unit 4 Assignment: Self-Reflection
Name: _________________________________
Please state whether you are a Certificate or Bachelor’s degree student: ________________
NOTE**If you are a Bachelor’s degree student, you will also submit your completed degree plan as a part of this assignment.
Instructions
In this assignment, you will read an article describing the qualities of a human service professional. You will reflect upon the qualities of an effective human service professional that you already possess as well as qualities you would like to develop.
Read “Helping those in need: Human Service workers,” from Occupational Outlook Quarterly. Fall 2011. Retrieved from http://www.bls.gov/opub/ooq/2011/fall/art03.pdf
After you have read “Helping those in need: Human Service workers” from Occupational Outlook Quarterly, complete the following form:
1. List qualities that a Human Service professional should possess:
1.
2.
3.
4.
5.
2. List qualities that you currently possess:
1.
2.
3.
4.
5.
3. List qualities that you want to develop:
1.
2.
3.
4.
5.
4. List the challenges and benefits of the Human Service profession:
1.
2.
3.
4.
5.
5. Please answer the question underlined below in paragraph form. Review the information in italics before answering the question.
What are some conclusions about how this knowledge will impact your goals?
Think back to the jobs that you searched in Unit 2 and the goals that you created for yourself in Unit 3. Now, add to that, your knowledge about qualities that a human service professional should possess. Make sure that your response is based on the information that you have learned over the past few units and not faulty reasoning. Your response should reflect critical thinking and an understanding of career building skills.
It might be helpful to go back to some of the resources from previous units to fully answer this question.
· S.M.A.R.T. Goal Setting PDF
· Kaplan’s Program Outcomes
· Kaplan’s Career Network 2.0
Learning objectives:
A. how to write clearly and how to effectively edit your own writing
B. how to target a results-oriented business audience in business documents and correspondence
D. best strategies to enhance critical thinking and analytical skills
E. how to write clearly, directly and simply so that your message is accurate, concise, and to the point
Scenario and Your Task
The company where you work [this is a FICTIONAL company you will create] has become successful. Started by a motivated entrepreneur, the company now has 210 employees and is still growing.
The owner wants to become more socially responsible and knows that other companies have engaged in philanthropic programs. The owner wants you to do research, analyze possibilities, and report back in a concise and persuasive email that strongly RECOMMENDS ONE (1) philanthropic organization/c ...
The document provides instructions for a LinkedIn user to complete their profile. It lists several sections of the LinkedIn profile that need updates, including the headline, web links, contacts, summary, specialties, experience, groups, answers, introductions, recommendations, status updates, and email signature. The user is prompted to provide details for each section, such as creating a new headline that describes what they do and who they serve, listing their top 3 web links, importing contacts, rewriting their summary, and more.
The document is a volunteer application for the Bully Prevention Alliance. It requests basic contact information, availability, interests and skills. It also asks about prior volunteer experience, references, criminal history and permission to conduct background/driving checks. Applicants can choose to allow or deny the use of photos for publicity. By signing, applicants affirm they answered truthfully and understand intentionally false information could deny them volunteer rights.
1. The document discusses evaluating recognition programs through reliable data collection and valid research designs. It provides examples of metrics like absence rate and surveys to measure employee attitudes.
2. Valid research designs include collecting data before and after a program is implemented from both an experimental and control group. This allows for comparing changes over time and accounting for other factors.
3. Recognition program budgets can range from 0.2% to 1% of payroll costs depending on company size, with larger companies often spending more in total dollars.
This document is an application for a mentors program run by an agribusiness incubator. It requests information from potential mentors including their contact details, areas of expertise, work experience, education, achievements, and terms for mentoring. Mentors can choose to provide guidance in various domains including agriculture, horticulture, dairy, and biotechnology. They are asked to specify preferred functional areas of mentoring such as marketing, consulting, or business development. Details are also collected on mentors' businesses if applicable. The application collects information on mentors' availability, preferred method of mentoring, expectations for mentees, and proposed financial terms for the program.
This document provides tips and guidance for interview preparation. It includes sections on researching the company, developing questions to ask during the interview, using LinkedIn for company research, matching experience to job requirements, developing a success story, common interview questions to practice, and tips for interview appearance and presence. The document aims to equip job candidates with the necessary information and strategies to feel prepared and confident during the interview process.
This document provides information and guidelines for a new associate joining Team Effort International (TEI). It includes sections on personal and contact information, a checklist of onboarding tasks, a commitment statement to pursue the TEI opportunity seriously, and information on network marketing as an industry and tips for success. The key points are: establishing personal and sponsor contact details, committing to complete an onboarding checklist within 48 hours, committing fully to the TEI opportunity for 3-5 years, and understanding network marketing as a long-standing, global industry providing time and financial freedom.
This document is a management trainee application form. It requests personal information, education history, other training courses, foreign language skills, computer skills, extracurricular activities, work experience if any, career expectations, and additional personal information from the applicant. The applicant must certify that all information provided is true and agrees for the company to verify the details, with acknowledgement that any false declarations could result in disciplinary actions including potential dismissal.
To apply for a store position at Dollar General, applicants must fill out and print the application forms, which include sections on personal information, employment history, education, references, and a notification and agreement. They should then return the completed application to the store where they are applying. The document notes that background checks and drug tests may be required.
This guidebook provides career advice for job seekers. It covers identifying skills, writing CVs and cover letters, and preparing for interviews. Specific topics include matching skills to employer needs, using active verbs to describe experience, and choosing appropriate strategies for job hunting like researching companies and practicing interviews.
HUS 335: Interpersonal Helping Skills
Case Assessment Format
The case assessment takes place after the intake and assessment interviews have been conducted. The helping professional must evaluate the application for services to determine eligibility for services. This is just one process for conducting a case assessment.
Step 1. Provide me with your agency’s profile with your eligibility guidelines (on a separate page)
Step 2. Review the case assessment process (things to think about as you complete the assessment)
Step 3. Complete the Case Assessment (p. 2)
I. Examine your agency’s guidelines for eligibility as well as federal or state guidelines, if applicable. What are your agency’s guidelines for eligibility?
II. Review all the information you have gather on your client during the initial contact, intake, and assessment phases.
a. Applicant’s reason for applying for services
b. His/her background
c. Strengths
d. Weaknesses
e. The problem that is causing difficulty
f. What the applicants want to have happen as a result of service delivery
III. Determine if the client is eligible for services at your agency.
A. Is the client eligible for services? Why or why not?
B. What problems are identified (i.e., presenting problem)?
C. Are services or resources available that relate to the problems identified?
D. Will the agency’s involvement help the client reach the objectives goals that have been established.
E. Is more information needed (e.g., referral source, client’s family, chool officials, employer, medical doctor, mental health professional, previous social service agencies, etc.)
IV. Impressions
V. Assessment
VI. Service Identification/Recommendations for Services
VII. Case Assignment
Your Agency’s Name
Case Assessment
Pseudo Client Name: ____________________________________________ Date: _________________
Human Services Professional: ______________________________________ Title: _________________
Intake Date: ______________________ Assessment Interview Date: _________________________
I. Demographic description of client
Age, gender, cultural background, race, socioeconomic status, religion, occupation, marital/family status, education
II. Presenting Problem
Indicate referral source (e.g., self-referred or agency referral). If an agency referred the client, state why they referred the client to your agency.
State what brought the client to your agency from the client’s perspective. (This only needs to be a few sentences and not the history of the client.)
III. Impression/Interview affect, behavior, and mental status
How does the client appear to you (grooming, dress, voice, tone, mood, timeliness for the interview, cooperativeness, etc.)? Has this been consistent or changed throughout sessions (intake and assessment interview sessions)?
IV. History
Present the history as objectively as possible and only key information. Facts that were collected from the client, significant records, and referral source. Let the facts s ...
Networking is important for career exploration and job searching. It involves connecting with people who can offer career advice and information. These connections are as important as resumes and more effective than online searching alone. An informational interview is a way to learn about fields of interest by speaking directly with professionals. It allows you to confirm career choices, gather referrals, and practice interview skills in a low-pressure setting. Preparing for informational interviews includes researching fields of interest and having a list of tailored questions.
Networking is important for career exploration and job searching. It involves connecting with people who can offer career advice and information. These connections are as important as resumes and more effective than online searching alone. An informational interview is a way to learn about fields of interest by speaking directly with professionals. It allows you to confirm career choices, gather referrals, and practice interview skills in a low-pressure setting. Preparing for informational interviews includes researching fields and companies, having a list of tailored questions, and dressing professionally.
This document is an application for a minority and women business training program in Lexington, Kentucky. It requests information about the applicant's business including ownership details, revenues, goals, and demographic information. The training will take place on September 25, 2013 at Fifth Third Bank and costs $50. It is focused on increasing business acumen, profitability, and securing contracts. The application deadline is September 11, 2013 and interested businesses should submit the completed form to Marilyn Clark or Dee Dee Harbut.
The document is an exit interview form for an employee leaving Company ABC in Pakistan. It collects information about the employee's reasons for leaving, what they liked and disliked about their job, whether they would consider returning, and their assessment of benefits, workplace relationships, and job satisfaction at the company. The form asks the employee to rate these areas as excellent, good, average, poor, or no opinion. It concludes by asking for any other suggestions for improvement and signatures from the employee and their manager.
BUS 137S Special Topics in Marketing (Services Marketing)Miwa Y..docxhartrobert670
BUS 137S Special Topics in Marketing (Services Marketing)
Miwa Y. Merz, Ph.D.
Service Journal Entry Form
Your Name:
Name of Firm: T-Mobile
Type of Service (industry): Phone Company
Date of Encounter: September 27, 2015
Time of Encounter: 4PM
1. How did the encounter take place (e.g., in person, by phone, via a self-service technology)?
In person
2. What specific circumstances led to this encounter?
My girlfriend bought a new phone and she wanted to put a screen protector
3. Exactly what did the firm/employee say or do?
The employee directly showed us the different type of screen protector. He also explained in detailed about the advantage and disadvantage for each of the screen protector.
4. How would you rate your level of satisfaction with this encounter? (Circle the most appropriate number).
Very dissatisfied
1
2
3
4
5
6
7
Very satisfied
5. What exactly made you feel this way?
I was so surprised that the employee still remembered my girlfriend and I. A week ago we went to the T-Mobile to ask about the IPhone 6s.
6. What could the employee/firm have done to increase your level of satisfaction with the encounter?
Nothing because I am completely satisfied with their service
7. What improvements need to be made to this service system?
I don’t think they need to improve anything because the employees always ask the customer if they need help or not as soon as they saw the customers.
8. How likely is it that you will go back to this service firm?
Very Unlikely
1
2
3
4
5
6
7
Very Likely
Please provide the reason(s). I will definitely go back because the employees are so kind, patient and really helpful.
Service Journal Entry Form
Your Name:
Name of Firm: 99 Chickens
Type of Service (industry): Restaurant
Date of Encounter: September 19, 2015
Time of Encounter: 5 PM
1. How did the encounter take place (e.g., in person, by phone, via a self-service technology)?
In person
2. What specific circumstances led to this encounter?
We wanted to eat the chicken
3. Exactly what did the firm/employee say or do?
They didn’t say a single word. They just took our order and then directly leave.
4. How would you rate your level of satisfaction with this encounter? (Circle the most appropriate number).
Very dissatisfied
1
2
3
4
5
6
7
Very satisfied
5. What exactly made you feel this way?
Because the employee did not talk at all
6. What could the employee/firm have done to increase your level of satisfaction with the encounter?
They should treat the customer better. The service is seriously so bad. I feel that they are actually really rude.
7. What improvements need to be made to this service system?
Actually the service system is not bad because it is a self-service restaurant. But I think the company should tell the employees to have more interaction with the customers to make a good and friendly impression.
8. How likely is it that you will go back to this service firm?
Very Unlikely
1
2
3
4
5
6
7
Ver ...
Fund raising basics by Vipul Thakkar- Haribhakti (Jan 2012)GetEvangelized
This deck was presented by Vipul Thakkar (Haribhakti) at the first module of the funding Clinic series initiated by TiE Mumbai's Investor Forum in Jan 2012
TiE equity funding basics(Jan2012 ) bySanjay Nath_Blume VenturesGetEvangelized
This deck was presented by Sanjay Nath (Blume Ventures) at the first module of the funding Clinic series initiated by TiE Mumbai's Investor Forum in Jan 2012
More Related Content
Similar to Made in India Search Nomination form 2011
The document provides instructions for completing a compensation survey questionnaire. It explains that the survey contains four sections requesting company and job information. It asks participants to provide names, general compensation practices, and to match survey jobs to their company's jobs. It requests wage data be submitted for each matched job at each location on a separate form. Completed surveys are due by a specified date.
The document outlines an advisory board questionnaire for the Star Foundation. The advisory board will advise the board of directors but does not have voting authority or legal fiduciary responsibilities. It will prioritize efforts, focus on key areas and opportunities, and keep the organization aligned with its vision and mission. The questionnaire asks potential members about their interest, skills, time commitment, experience, willingness to assist, and availability. Members are also asked to serve initially in a pro bono capacity and sign a statement of roles and responsibilities.
The document is a confidential assessment for a nonprofit organization to evaluate its fundraising potential. It contains 8 sections for the organization to provide information about its basic data, programs, staff, finances, fundraising activities, and upcoming projects. The organization can submit the completed assessment by mail, email, or fax to Development Systems International for review and opportunities to advance its development efforts.
Module 1
[HN 115: Human Services Program and Profession]
Unit 4 Assignment: Self-Reflection
Name: _________________________________
Please state whether you are a Certificate or Bachelor’s degree student: ________________
NOTE**If you are a Bachelor’s degree student, you will also submit your completed degree plan as a part of this assignment.
Instructions
In this assignment, you will read an article describing the qualities of a human service professional. You will reflect upon the qualities of an effective human service professional that you already possess as well as qualities you would like to develop.
Read “Helping those in need: Human Service workers,” from Occupational Outlook Quarterly. Fall 2011. Retrieved from http://www.bls.gov/opub/ooq/2011/fall/art03.pdf
After you have read “Helping those in need: Human Service workers” from Occupational Outlook Quarterly, complete the following form:
1. List qualities that a Human Service professional should possess:
1.
2.
3.
4.
5.
2. List qualities that you currently possess:
1.
2.
3.
4.
5.
3. List qualities that you want to develop:
1.
2.
3.
4.
5.
4. List the challenges and benefits of the Human Service profession:
1.
2.
3.
4.
5.
5. Please answer the question underlined below in paragraph form. Review the information in italics before answering the question.
What are some conclusions about how this knowledge will impact your goals?
Think back to the jobs that you searched in Unit 2 and the goals that you created for yourself in Unit 3. Now, add to that, your knowledge about qualities that a human service professional should possess. Make sure that your response is based on the information that you have learned over the past few units and not faulty reasoning. Your response should reflect critical thinking and an understanding of career building skills.
It might be helpful to go back to some of the resources from previous units to fully answer this question.
· S.M.A.R.T. Goal Setting PDF
· Kaplan’s Program Outcomes
· Kaplan’s Career Network 2.0
Learning objectives:
A. how to write clearly and how to effectively edit your own writing
B. how to target a results-oriented business audience in business documents and correspondence
D. best strategies to enhance critical thinking and analytical skills
E. how to write clearly, directly and simply so that your message is accurate, concise, and to the point
Scenario and Your Task
The company where you work [this is a FICTIONAL company you will create] has become successful. Started by a motivated entrepreneur, the company now has 210 employees and is still growing.
The owner wants to become more socially responsible and knows that other companies have engaged in philanthropic programs. The owner wants you to do research, analyze possibilities, and report back in a concise and persuasive email that strongly RECOMMENDS ONE (1) philanthropic organization/c ...
The document provides instructions for a LinkedIn user to complete their profile. It lists several sections of the LinkedIn profile that need updates, including the headline, web links, contacts, summary, specialties, experience, groups, answers, introductions, recommendations, status updates, and email signature. The user is prompted to provide details for each section, such as creating a new headline that describes what they do and who they serve, listing their top 3 web links, importing contacts, rewriting their summary, and more.
The document is a volunteer application for the Bully Prevention Alliance. It requests basic contact information, availability, interests and skills. It also asks about prior volunteer experience, references, criminal history and permission to conduct background/driving checks. Applicants can choose to allow or deny the use of photos for publicity. By signing, applicants affirm they answered truthfully and understand intentionally false information could deny them volunteer rights.
1. The document discusses evaluating recognition programs through reliable data collection and valid research designs. It provides examples of metrics like absence rate and surveys to measure employee attitudes.
2. Valid research designs include collecting data before and after a program is implemented from both an experimental and control group. This allows for comparing changes over time and accounting for other factors.
3. Recognition program budgets can range from 0.2% to 1% of payroll costs depending on company size, with larger companies often spending more in total dollars.
This document is an application for a mentors program run by an agribusiness incubator. It requests information from potential mentors including their contact details, areas of expertise, work experience, education, achievements, and terms for mentoring. Mentors can choose to provide guidance in various domains including agriculture, horticulture, dairy, and biotechnology. They are asked to specify preferred functional areas of mentoring such as marketing, consulting, or business development. Details are also collected on mentors' businesses if applicable. The application collects information on mentors' availability, preferred method of mentoring, expectations for mentees, and proposed financial terms for the program.
This document provides tips and guidance for interview preparation. It includes sections on researching the company, developing questions to ask during the interview, using LinkedIn for company research, matching experience to job requirements, developing a success story, common interview questions to practice, and tips for interview appearance and presence. The document aims to equip job candidates with the necessary information and strategies to feel prepared and confident during the interview process.
This document provides information and guidelines for a new associate joining Team Effort International (TEI). It includes sections on personal and contact information, a checklist of onboarding tasks, a commitment statement to pursue the TEI opportunity seriously, and information on network marketing as an industry and tips for success. The key points are: establishing personal and sponsor contact details, committing to complete an onboarding checklist within 48 hours, committing fully to the TEI opportunity for 3-5 years, and understanding network marketing as a long-standing, global industry providing time and financial freedom.
This document is a management trainee application form. It requests personal information, education history, other training courses, foreign language skills, computer skills, extracurricular activities, work experience if any, career expectations, and additional personal information from the applicant. The applicant must certify that all information provided is true and agrees for the company to verify the details, with acknowledgement that any false declarations could result in disciplinary actions including potential dismissal.
To apply for a store position at Dollar General, applicants must fill out and print the application forms, which include sections on personal information, employment history, education, references, and a notification and agreement. They should then return the completed application to the store where they are applying. The document notes that background checks and drug tests may be required.
This guidebook provides career advice for job seekers. It covers identifying skills, writing CVs and cover letters, and preparing for interviews. Specific topics include matching skills to employer needs, using active verbs to describe experience, and choosing appropriate strategies for job hunting like researching companies and practicing interviews.
HUS 335: Interpersonal Helping Skills
Case Assessment Format
The case assessment takes place after the intake and assessment interviews have been conducted. The helping professional must evaluate the application for services to determine eligibility for services. This is just one process for conducting a case assessment.
Step 1. Provide me with your agency’s profile with your eligibility guidelines (on a separate page)
Step 2. Review the case assessment process (things to think about as you complete the assessment)
Step 3. Complete the Case Assessment (p. 2)
I. Examine your agency’s guidelines for eligibility as well as federal or state guidelines, if applicable. What are your agency’s guidelines for eligibility?
II. Review all the information you have gather on your client during the initial contact, intake, and assessment phases.
a. Applicant’s reason for applying for services
b. His/her background
c. Strengths
d. Weaknesses
e. The problem that is causing difficulty
f. What the applicants want to have happen as a result of service delivery
III. Determine if the client is eligible for services at your agency.
A. Is the client eligible for services? Why or why not?
B. What problems are identified (i.e., presenting problem)?
C. Are services or resources available that relate to the problems identified?
D. Will the agency’s involvement help the client reach the objectives goals that have been established.
E. Is more information needed (e.g., referral source, client’s family, chool officials, employer, medical doctor, mental health professional, previous social service agencies, etc.)
IV. Impressions
V. Assessment
VI. Service Identification/Recommendations for Services
VII. Case Assignment
Your Agency’s Name
Case Assessment
Pseudo Client Name: ____________________________________________ Date: _________________
Human Services Professional: ______________________________________ Title: _________________
Intake Date: ______________________ Assessment Interview Date: _________________________
I. Demographic description of client
Age, gender, cultural background, race, socioeconomic status, religion, occupation, marital/family status, education
II. Presenting Problem
Indicate referral source (e.g., self-referred or agency referral). If an agency referred the client, state why they referred the client to your agency.
State what brought the client to your agency from the client’s perspective. (This only needs to be a few sentences and not the history of the client.)
III. Impression/Interview affect, behavior, and mental status
How does the client appear to you (grooming, dress, voice, tone, mood, timeliness for the interview, cooperativeness, etc.)? Has this been consistent or changed throughout sessions (intake and assessment interview sessions)?
IV. History
Present the history as objectively as possible and only key information. Facts that were collected from the client, significant records, and referral source. Let the facts s ...
Networking is important for career exploration and job searching. It involves connecting with people who can offer career advice and information. These connections are as important as resumes and more effective than online searching alone. An informational interview is a way to learn about fields of interest by speaking directly with professionals. It allows you to confirm career choices, gather referrals, and practice interview skills in a low-pressure setting. Preparing for informational interviews includes researching fields of interest and having a list of tailored questions.
Networking is important for career exploration and job searching. It involves connecting with people who can offer career advice and information. These connections are as important as resumes and more effective than online searching alone. An informational interview is a way to learn about fields of interest by speaking directly with professionals. It allows you to confirm career choices, gather referrals, and practice interview skills in a low-pressure setting. Preparing for informational interviews includes researching fields and companies, having a list of tailored questions, and dressing professionally.
This document is an application for a minority and women business training program in Lexington, Kentucky. It requests information about the applicant's business including ownership details, revenues, goals, and demographic information. The training will take place on September 25, 2013 at Fifth Third Bank and costs $50. It is focused on increasing business acumen, profitability, and securing contracts. The application deadline is September 11, 2013 and interested businesses should submit the completed form to Marilyn Clark or Dee Dee Harbut.
The document is an exit interview form for an employee leaving Company ABC in Pakistan. It collects information about the employee's reasons for leaving, what they liked and disliked about their job, whether they would consider returning, and their assessment of benefits, workplace relationships, and job satisfaction at the company. The form asks the employee to rate these areas as excellent, good, average, poor, or no opinion. It concludes by asking for any other suggestions for improvement and signatures from the employee and their manager.
BUS 137S Special Topics in Marketing (Services Marketing)Miwa Y..docxhartrobert670
BUS 137S Special Topics in Marketing (Services Marketing)
Miwa Y. Merz, Ph.D.
Service Journal Entry Form
Your Name:
Name of Firm: T-Mobile
Type of Service (industry): Phone Company
Date of Encounter: September 27, 2015
Time of Encounter: 4PM
1. How did the encounter take place (e.g., in person, by phone, via a self-service technology)?
In person
2. What specific circumstances led to this encounter?
My girlfriend bought a new phone and she wanted to put a screen protector
3. Exactly what did the firm/employee say or do?
The employee directly showed us the different type of screen protector. He also explained in detailed about the advantage and disadvantage for each of the screen protector.
4. How would you rate your level of satisfaction with this encounter? (Circle the most appropriate number).
Very dissatisfied
1
2
3
4
5
6
7
Very satisfied
5. What exactly made you feel this way?
I was so surprised that the employee still remembered my girlfriend and I. A week ago we went to the T-Mobile to ask about the IPhone 6s.
6. What could the employee/firm have done to increase your level of satisfaction with the encounter?
Nothing because I am completely satisfied with their service
7. What improvements need to be made to this service system?
I don’t think they need to improve anything because the employees always ask the customer if they need help or not as soon as they saw the customers.
8. How likely is it that you will go back to this service firm?
Very Unlikely
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3
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5
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Very Likely
Please provide the reason(s). I will definitely go back because the employees are so kind, patient and really helpful.
Service Journal Entry Form
Your Name:
Name of Firm: 99 Chickens
Type of Service (industry): Restaurant
Date of Encounter: September 19, 2015
Time of Encounter: 5 PM
1. How did the encounter take place (e.g., in person, by phone, via a self-service technology)?
In person
2. What specific circumstances led to this encounter?
We wanted to eat the chicken
3. Exactly what did the firm/employee say or do?
They didn’t say a single word. They just took our order and then directly leave.
4. How would you rate your level of satisfaction with this encounter? (Circle the most appropriate number).
Very dissatisfied
1
2
3
4
5
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7
Very satisfied
5. What exactly made you feel this way?
Because the employee did not talk at all
6. What could the employee/firm have done to increase your level of satisfaction with the encounter?
They should treat the customer better. The service is seriously so bad. I feel that they are actually really rude.
7. What improvements need to be made to this service system?
Actually the service system is not bad because it is a self-service restaurant. But I think the company should tell the employees to have more interaction with the customers to make a good and friendly impression.
8. How likely is it that you will go back to this service firm?
Very Unlikely
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2
3
4
5
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Ver ...
Similar to Made in India Search Nomination form 2011 (20)
Fund raising basics by Vipul Thakkar- Haribhakti (Jan 2012)GetEvangelized
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Venture capital is high-risk financing targeted towards high-growth startups and businesses, with investment horizons typically between 3-7 years provided as equity or occasionally debt. Venture capital involves seed/angel stage investments in pre-revenue companies, early stage investments in companies with proof of concept and initial revenues, and growth stage investments in businesses exhibiting revenue growth momentum with revenues of $5-10 million. Google is cited as one of the most successful early stage investments, returning over 1000x to its original angel investors.
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1. ‘Made in India Search’ Application Form
We would like to showcase inspiring and innovative enterprising Indians and enterprises at
“Enterprising India: Changing the Nation, Leading the World”- a TiE initiative on 4th & 5th March
2011.
The showcased enterprises and entrepreneurs would be diverse, dynamic and distinctive, and
they would open our eyes, engage our imagination and inspire us to aim higher and go further.
They can be for-profit or not-for-profit enterprises.
We would showcase three-four such enterprises across each of the following four areas and the
following enterprising Indians (the EI Co-Hosts) will introduce them:
KV Kamath– Inclusive Development
Ajay Piramal - Health is Wealth
Kishore Biyani - Serving the Indian Consumer
R. Gopalakrishnan - Education the Great Leveler
Jayprakash Gaur- Innovate to win (Desi Jugaad)
The nominated enterprises would be evaluated and selected by the Made in India Jury, whose
decision will be final.
< Legend:
[]- check box
() radio button
___- single line text field
All questions are mandatory >
Made in India Search 1/4
2. Your personal details
First Name:___________________
Last Name: ________________________
Gender: () Male () Female
Age: ___
Job Title and Role: __________________________
Your Enterprise/organization
Nomination type <dropdown- select one> Enterprise type <dropdown-select one>
Enterprising Individual For profit enterprise
Enterprising Group A social enterprise
Enterprising Ecosystem An enterprising act / movement
Chooses the Nomination category (ies) that best describes your enterprise's focus?
[] Inclusive Finance
[] Health is Wealth
[] Serving the Indian Consumer
[] Innovate or Die
[] Education the great leveler
[] Make things better, make better things
Other (please specify) __________________
Your contact information
Address:____________________________
Phone:________________
Mobile:______________________
Email:____________________
Tell us about yourself and what you do:
(This section is important, please take the time to answer the questions thoughtfully, with
enough detail to help us understand who you are and what you do. All responses are limited to
250 words except where noted.)
Made in India Search 2/4
3. What other achievements would you like to share?
Tell us about your enterprise. (Word limit: 300)
What led you to start your enterprise? Tell us how you went about starting it, how you
bootstrapped it, funded it, hired your first team etc. Yes, we would like to know all the details.
(Word limit: 500)
a) What is unique about what you do? Why do you think it is game changing?
b) What is the current scale of your enterprise? What are your revenues, how many
customers do you serve or people you add value to etc
c) Is your enterprise profitable/sustainable? Please provide relevant details to validate this.
d) How would you measure the impact of what you do?
Are there, or have there been, any legal cases filed against you or your enterprise? If yes, please
share the details.
() Yes () No
List web sites or links that will help us understand you and your enterprise better (such as your
enterprise’s website, your Linkedin profile, your blog, articles featuring your enterprise etc.)
Please provide three references who know you well. Please include their title, organization, email
address, phone and how you know them. Please indicate if your reference is part of TiE (it isn't
necessary that they are).
Reference1
Full Name:_____________________
Organisation: _________________________ Designation:__________________________
Email:_____________________________ Phone:_________________________________
How I know this person: ______________________________________________________
[] The person is a part of the TiE network
Reference2
Full Name:_____________________
Made in India Search 3/4
4. Organisation: _________________________ Designation:__________________________
Email:_____________________________ Phone:_________________________________
How I know this person: ______________________________________________________
[] The person is a part of the TiE network
Reference3
Full Name:_____________________
Organisation: _________________________ Designation:__________________________
Email:_____________________________ Phone:_________________________________
How I know this person: ______________________________________________________
[] The person is a part of the TiE network
Terms of application
[] By checking this box, I verify that I have read and agree to the Terms and Conditions of the
Made In India Search, that all above information is correct, and consent to possible reference
and background checks.
[] I agree to provide all necessary information relevant to the Made in India Search as required
by the organizers.
[] I also agree to travel to Mumbai at my own expense for the required Jury meetings and to the
Enterprising India 2011.
[] I hereby allow the organizers to publish all of the above information excluding my contact
information and that of my references.
Made in India Search 4/4